1.0 Introduction .................................................................................................................................

2.0 The Important Roles of New Human Resource Manager ........................................................... 3

2.1 Strategic Partner .................................................................................................................. 3

2.2 Change Agent ...................................................................................................................... 4

2.3 Administration Expert ......................................................................................................... 5

2.4 Employee Champion or Employee Advocate ..................................................................... 6

3.0 Strategic Human Resource Management .................................................................................... 7

4.0 New Human Resource Functions ................................................................................................ 9

5.0 Distinguish between Job Description and Job Specification..................................................... 10

5.1 Job Description ................................................................................................................. 10

5.2 Job Specification ............................................................................................................... 11

6.0 Conclusion ................................................................................................................................ 13

7.0 References ................................................................................................................................. 14

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1.0 Introduction

NB Sdn Bhd is a primary producer and supplier of various kinds of nuts and bolts,
specifically for the oil and gas industry and even more lately when it comes to the
worldwide energy, power and infrastructure sector. Under its Chief Executive Officer
(CEO), the business has grown its labor force to 400 employees and since 5 years ago,
exports to the international market. Currently, there has also been issues with quality
concerns and a large number of complaints have been collected from customers. As
NB Sdn.Bhd depends on its reputation for high quality, this has turned to be a concern.
The CEO just recently assigned a Chief Operating Officer (COO) and his main role is
to concentrate on operating the company under assistance of the CEO. The Chief
Operating Executive was the external employ and he had a couple of core
performance targets to evaluate and take action related to quality and also to take a
look at the corporation structure.

The case for an HR function is quite understandable that there are actually serious
business concerns related to quality, and additionally the review noticed a range of
issues with recruitment, labour turnover and training that were collaborating with
these concerns. Besides that, enhancing quality is not solely a matter of offering
quality assurance and control structures in position. It also relies on having
individuals with the abilities and the determination to make these solutions to be
effective. This is definitely human resources concern.

NB Sdn.Bhd currently do not has the position of Human Resource Manager in which
all the human resources and administrative tasks were all completed by
Admin/Purchasing Manager which leads to the concern of quality issues. Due to the
reason that the inability to control the performance of employees, the organizational
performance was also decreasing to a serious degree that might harm the companys
performance as well. Due to these reason, the management of NB Sdn.Bhd is decided
to employ a HR Manager to rectify the organizational structure and thus cure the
quality issues.

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2.0 The Important Roles of New Human Resource Manager

Ulrichs model for Human Resources appeared to be a breakthrough in the event that
primarily introduced due to the fact that it evaluated people as well as roles at first.
Human Resources departments are essential within organizations in part on account of
the way they concentrate on the people inside an organization which including
employees, managers, board members, and many more. Significantly, David Ulrichs
HR Model doesnt design a Human Resources department close to function primarily,
but instead around roles. Essentially, David Ulrich described the four roles referenced
in the following paragraphs clearly as the core aspects of an HR department that are
able to construct competitive advantages and hence bring value to the organizations.

NB Sdn.Bhd is recommended to construct its company objectives, and organizational

patterns with the implications of Ulrichs model. With the use of Ulrichs model, the
company is able to identify the new responsibility of the HR manager should be and
rectifying the company goals into right path. According to the article, the
administration work and human resource task was followed by the Admin/Purchasing
Manger from NB Sdn.Bhd, so the research recommended that the company should
implement the Ulrichs model to assess the new roles and responsibilities that the new
HR manager should be.

2.1 Strategic Partner

The strategic partner is tasked with make contact with assumed internal clients or
internal customers. (These are just delicate phrases which typically state that people
directly involved with a corporation, also include employees, shareholders,
stakeholders, traders, and many more.) The strategic partner happens to be the HR
point-of-contact for such individuals and which means the channel that the majority of
internal members of a corporation utilize to effectively communicate with a Human
Resources department.As well as other things, the strategic partner provides response
to internal customers regarding the value of their experience, recognizes top talents

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inside the organization, serves to satisfy job vacancies, possesses HR objectives with
employees to make secure they are carried out along the organization, as well as
serves to stimulate overall capacity as well as balance at workplace. strategic partner
also transforms business strategy right into action. They thoroughly scrutinize as well
as regulate HR practices with business strategy. Due to the reason that NB Sdn.Bhd
has a great number of structures, so the new HR manager should has the capacity to
develop, integrate, as well as manage these systems happens to be the building blocks
of valuable organizations. The HR manager should developing new organizational
capabilities involve performance management programs coordinated with the
preferred implications. In order to transforming into a partner in strategy execution,
the HR managers should work as leads to the discussion regarding how the
organization is supposed to be designed to undertake its chosen approach. It would be
good to be accountable for explaining an organizational structure making use of a
suitable model. Besides that, it may be responsible for select the right subordinates in
the company to adhere with companys goals. The strategic partners should
understand the techniques fix up the components of the organizational structure that
need to be enhanced. In addition, strategic partners should always definitely priorities
its work adhering to the their outcome as well as significance.

2.2 Change Agent

According to the article, NB Sdn.Bhd is currently facing the high attrition rate, so the
researcher recommended that the corporation is required to evolve, grow and change,
or otherwise modify its objectives or targets, the change agent is the Human
Resources position that conveys those organizational alterations internally. This
individual or branch distinguish training opportunities therefore employees are able to
master the fresh skills needed for modifying business objectives or job roles, or
alternatively modifies job descriptions to portray those transformed roles. In essence,
the change agent serves to fit the corporation ready for its upcoming phase of growth
or development. Furthermore, change agents also comprehend the principles and

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apply the instruments of change. They steer transformation by performing it first
within the human resources performance. These people perform as triggers for change,
developers of change, as well as facilitators of platforms for change by developing a
rejuvenated organization. In order to becoming a Change Agent, The HR ought to
operate for developing the organizations potential to acquire and increase from change.
Due to the reason that there is no formal training provided to employees, the
employees of NB Sdn.Bhd are unable to retrieve adequate knowledge and thus
resulted in low working performance, so the new HR manager should offers training
opportunities for their employees to develop their working skills. The change
endeavors centered on generating high performance employees, minimizing the
modernization cycle time as well as technology enactment should be outlined, formed
and delivered within a time bound manner and results into reducing employee
turnover rate. It should as change agent substitute employee protection from change
with resolve, organizing with achievements and fright with excitement. To fabricate
the brand new culture, HR will need to clarify and explain the notion of culture
change and state the necessity of change for business success.

2.3 Administration Expert

This administration role inside human resource is accountable to several various kinds
of activities. On a single outcome of the scale, the administration expert adheres to
transformations in legislation, regulation, occupational safety and health regulations,
along with other varieties of labor or trade regulation as well as assists the
organization adjust in an effort to keep obedient with those laws. Alternatively, the
administration expert is accountable to arranging individual employee information
and ensuring that it is up to date. In order to enhance the organizational performance
of NB Sdn.Bhd, the administration expert is essential in assisting an organization
undertake modern, paperless policies with regards to preserving information, attaining
personnel records, revealing files throughout the company, and a lot more.
Administrative experts also optimize procedures, utilize the standards of

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reengineering business processes to human resources procedures, consider changing
value formation, consider altering how effort is undertaken, as well as determine
human resources results in relation to efficiency (expense) as well as effectiveness
(quality). In order to transforming into an Administrative Expert, HR must determine
inside its function the normal practices which can be performed more suitable,
speedier and at less cost and resolve them appropriately. Enhancing efficiency will
assist to construct HR's integrity. The HR managers should always consider altering
on the subject of practices throughout the organization and and hence ascertain their
significance as a administrative experts.

2.4 Employee Champion or Employee Advocate

Due to the reason that the turnover rate of NB Sdn.Bhd is high and thus lead to low
working performance, the new Human Resources department is recommended to
maintain mindful of employee interests and making certain that they will be sheltered.
The employee advocate (referred to as the employee champion) happens to be the
function in charge of gauging employee morale as well as satisfaction in addition to
leveraging information to produce a positive company in which individuals will desire
to work. In order to reveal and enhance the employees performance, the new HR
manager is recommended to makes use of research to determine employee satisfaction,
recognize drawbacks within company tradition, and be certain that managers are
reasonable as well as impartial to all personnel. The new HR manager should
advocate and also guides endeavors to enhance morale and employee experience,
assists the change agent along with offering training and expert development
opportunities, and more than that make sure that current employees have opportunities
to look out for new occupations or perhaps promotions inside the company. Employee
champions also pay attention and get back to employees and discover the ideal
balance between desires on employees as well as resources offered to employees.
They stimulate employee contributions in order to improve employee commitment as
well as functionality. In short, in order to sustain high organizational performance, HR

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managers should be accountable for ensuring that employees are completely involved
in a manner that they feel committed to the company as well as contribute fully in
attaining the organizational objectives. They should function for orienting as well as
training is needed to line management for the significance of remarkable employee
spirits and strategies to accomplish it.

3.0 Strategic Human Resource Management

Strategic Human Resource Management is the practice of aligning business strategy

with that of HR practices to achieve the strategic goals of the organization. The aim of
SHRM (Strategic Human Resource Management) is to ensure that HR strategy is not
a means but an end in itself as far as business objectives are concerned. The idea
behind SHRM is that companies must fit their HR strategy within the framework of
overall Business objectives and hence ensure that there is alignment between the HR
practices and the strategic objectives of the organization. In order to resolve the
concerns which encounter by NB Sdn.Bhd, the researcher is recommend the company
to develop a strategy human resource planning which consists of both human resource
strategy as well as implementation which met to the company objectives.

The HR Scorecard is a concise measurement system, often summarized on a computer

screen in a digital dashboard. It shows the quantitative standards or metrics the
firm use to measure HR activities, and to measure the employee behaviors resulting
from these activities, and to measure the strategically relevant organizational
outcomes of those employee behaviors.

According to the article, NB Sdn.Bhd was facing issues that their development is
growing rapidly yet the internal organization structure was unplanned and thus lead to
damage to the overall performance of the company. This concern may due to the
reason that the company do not have the human resource department that specifically
control and assess the employees performance and human resources tasks which lead
to collision and conflict between company and employees and thus decreasing

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employees performance. So a strategy map should be constructed to determine the
company issues that the inadequate knowledge and skills needed of employees that
leads to the issue of product quality. The problem was arise due to the reason that the
company was unable to provide necessary training to their workers which resulted
that the lack of working capabilities and skills needed to perform task, and the high
turnover rate and no welfare provided to their employees which came from the
inability of human resource department.

Strategic/ Financial Improved product quality

Goals/ Results

Enhanced organizational structure

Customer-Based Results
Required to Produce Improve Retain Increase
Desired Strategic/ performance employees employee
satisfaction
Financial Results

Internal
Develop
Business Processes competencies Reduce Provide welfare
and skills of employees of employees
Required to Produce
employees turnover rate
Desired Financial Results

Organizational and Employee

Capabilities Employ a New HR Manager

Required to Support Business Processes

Required HR High performance and Supportive Human

Policies and Practices Resource Practices

Strategy in Brief To achieve high product quality

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4.0 New Human Resource Functions

Human resource department is vital to any organization due to the reason that human
resources are the most important asset for the organization and it must be managed to
be in tune with the organization goals to have the competitive advantage over its
competitors. Recruitment and selection is one of human resources functions that NB
Sdn.Bhd must strategically manage to ensure positive outcome. The company must
determine certain characteristics and skills such as patient and willing to learn, to
provide excellent performance to their works.

Secondly, human resource management should also concentrate on the importance of

training and development. Development is linked to employees retention when the
organization offers its employees the chance to develop themselves, retention rate
would decrease. In order to maintain a competitive edge in the marketplace, the
company must invest in the training and development of your employees. The HR
management should focus on both training employees for their current jobs and
developing skills for their future roles and responsibilities.

Thirdly, human resource management should take into consideration that to provide
compensation to maintain employees welfare. Those compensation includes health
insurance, retirement, sick leaves, and payment for injury an employee may have
during the job. The right compensation and benefits schemes ensure that
hard-working employees are rewarded fairly and in the most cost-effective way for
the company. This in turn then motivates employees to sustain their performance. The
compensation, benefits and reward schemes that these HR professionals manage are
not only important for retaining and motivating employees, but also for attracting new
people to the company. Salary and incentive packages are one of the main reasons
why people apply for specific jobs. The more attractive compensation and benefit

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schemes tend to generate more interest in new positions.

Forth aspect shall be health and safety, comes from the idea that employees who work
in safe environment and enjoy good health are more likely to be productive and yield
long-term benefits to organization. Safety involves protecting employees from injuries
caused by work-related accidents. Health and Safety initiatives are part of a strategic
approach to HRM. No longer just a thing that companies have to comply with,
health and safety is being used as part of a companys overall strategy for talent
retention, overall objectives, and loss-time prevention. With safety standards in place,
a business can avoid potential lawsuits and other monetary loss. Further, an
employee-focused culture that emphasizes health and safety creates a positive
environment for optimal job satisfaction, morale, and productivity.

Lastly, the new HR manager should focus on the importance of labor relations in
which consist of giving advice and help to employees regarding work rules,
employment laws, legal issues, and any work contract situation. HR should train all
employees on employment laws and have them available in all locations. If there is
some type of issue regarding the employee or employment laws, HR will be the
department to handle this.

5.0 Distinguish between Job Description and Job Specification

5.1 Job Description

Job description is basically an extensive description of the duties and obligations that
a job comprises. Deciding on a job description is crucial for a HR manager preceding
the organization promotes vacancies. This can be making sure that the most
appropriate potential candidates submit an application for the job upon reviewing the
job description. Potential candidates understand in advance precisely what their

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positions as well as duties could possibly be as soon as they are chosen for the job as
also the duties generally they would be asked to achieve. A job description holds the
designation, the tasks circumstances, the requirements of duty, any connections with
other personnel as well as managers, academic qualifications expected, as well as
tasks and commitments estimated to be performed by the applicant. And hence, job
description serves to help in hiring of the ideal personnel, additionally it will allow
leaders to appoint duties and jobs to the personnel. It helps an improved performance
evaluation as well as assists in better manpower arranging. A reliable job description
is adequate alone to choose the remuneration when it comes to the applicant. Basically,
job Description is actually a selection of duties and obligations which are essential to
execute a specific task. It keeps the subsequent important information:

Job Title

Roles & Responsibilities

Qualification

Salary Scope

Necessary skills

Objectives

The researcher recommends that constructing a reliable job description is absolutely

significant for an organization due to the reason that the consequence of recruiting an
employee is mainly relies on the accessible job description.

5.2 Job Specification

Job specification is a tool which permits administration to enable potential candidates

understand the necessary skills, degree of practical experience and education, as well
as capabilities that they really are needed to have to be qualified to match effortlessly
right into a position inside an organization. The truth is, a job specification facilitates
the management to take into consideration that the types of applicant they are

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attempting to find. Each time there exists a vacancy inside an organization, it is
indeed that this job specification which assist the company management to make
decision in the recruitment simply because they have knowledge of the kinds of
potential candidates they need within the organization. A job specification is focused
on the abilities and skills expected within a candidate accompanied by a concise
explanation of the job standards. Besides that, job specification can also be one of the
essential products of the Job Analysis. Job specification is a declaration which
happens to be translated from the job description into regulations of human
qualifications which could be needed for implementing a particular task. Job
specification document tells us regarding the minimum mandatory capabilities of the
individual to carry out the job functions as well as duties proficiently.

The assertion of Job Specification consists of several traits as shown below:

Behavioral features of a potential candidate

Personal qualities of a potential candidate

Psychological specifications of a potential candidate

Physical characteristics of a potential candidate

Emotional and interpersonal capabilities of a potential candidate

Both the Job Description and Job Specification are classified as the most essential
statements in recruiting process. Comprehensive information about these two
statements serves to HR managers to decide on and hire the ideal employee with the
right task which leads to an improvement of individual as well as organizational
effectiveness. As a job description is all about the job along with what it comprises, a
job specification focus on the characteristics that the company management is looking
to get in the most suitable applicant. Job description entails that what the applicant
need to do in order to be chosen whereas job specification indicates what the applicant
should have to be chosen for a job. Job description reveals all about the duties and
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tasks estimated to be done whereas job specification describes the degree of working
experiences and necessary skills that a nominee should have to be chosen for the
occupation. It is recommended to call job specification as employee specification
because this is precisely what the corporation is seeking among the employees chosen
for the position.

6.0 Conclusion

To summarize, the researcher states that the HRM practices could be the drivers of
organizational performance. An effective HRM system makes it possible for
organizations to deal with human resource issues effectively. This technique helps the
workforce offer high quality health services, regardless external and internal disputes
to the firm. HRM serves to retain and attract knowledgeable personnel, supports
employees and managers in adjusting to organizational change, as well as alters the
usage of technology to discover exactly how and also where work is accomplished.
Human resources management possess a valuable position for organizations to cope
with employees to perform valuable, innovative, high quality and increase capacity to
achieve the competitive advantages on top of competitor as well as accomplish
organization objectives and targets. For acquire competitive advantages at present
organization have to deal with three main competitive challenges and tough situations,
i.e. challenge of sustainability is capability to cope with shifting for all business
environment; global challenge is a challenge that organization must both defend their
domestic markets from foreigner competitor and broaden their scope to encompass
global market; as well as for technology challenge organization should design work
for employees to comply with new technology updated. All aspects of human
resources management along with how organization manages the human resource
environment, attaining and setting up, evaluation and formation, compensating human
resources, absolutely new responsibility of human resources management and its
proficiency can assist organization keeping up with their competitive challenges and
build value. Keeping up with organization challenges is critical to develop value as

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well as to obtain a competitive advantage. Human resources management is extremely
significant for organization without it they may not attain their objectives and goals.
Human resources management serves to organization to develop employees function,
hire and choose ideal person for proper job, training and grow employees to become
expertise worker and empowerment for working place. Therefore if organizations
which have not viewed as valuable of human resources management they may not
keep control of their staff in the workplace effectively and could not scrutinize the
things they are going to do in order to make operational employees to be more useful
as well as highly effective.

7.0 References

Redington, Ian. (2005). Making CSR Happen: The contribution of people

management.

The Chartered Institute of Personnel and Development (CIPD). London, UK.

Skinner, C. (June 2002). Links Between CSR and HR. Ethical Corporation Magazine.

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