HUMAN RESOURCE MANAGEMENT

(AAM2053)

SEMESTER II 2022/2023
KAA

PREPARED FOR:

DR. ALI NASSER AL-TAHITAH

INDIVIDUAL ASSIGNMENT BY :
NURUL ALIEYA BINTI RAIMY (1211590)
INTRODUCTION

There are five articles that I studied and I can summarize according to the requirements of the big theme
which is Human Resource Management. The first article I reviewed was Big Five Personality With
Human Resource Management Job Performance. This article is from Fadillah Ismail and Adibah Abdul
Kadir and published by Human Sustainability Procedia Vol.1 in 2021. Next, the second article is the
Impact of Human Resource Management Practices on Work Engagement in Electrical Manufacturing
Organizations. This article is from Mohd Hamran Mohamad, Mohamad Harith Hakimi Md Radzi, Nik
Ismail Rashed Che Ali and Rogis Baker. This article has been published by the International Journal Of
Business and Economy in 2022. Then, the third article is Education and Training as Alternatives to
Improve Human Resource Skills in the Development of Malaysian Halal Industry. This article is from
Muhammad Hafeez Zakaria, Mohd Mahadee Ismail, Lee Yok Fee, Mohd Haniff Mohammad Yusoff
and Ratna Roshida Ab Razak. Published by the Malaysian Journal of Social Sciences and Humanities
in 2022. In addition, the fourth article entitled Opportunities and Risks of Artificial Intelligence in
Recruitment and Selection is from Olajide Ore and Martin Sposata and published by the International
Journal of Organizational Analysis in 2022. And the last article is Job Analysis Urgency (Task) in
Islamic Education. This article is from Ritman Hendra, Jamilus, Recep Dogan and Thomas K. Gugler.
This article was published by Al-Hijr: Journal of Adulearn World in 2022.
1.1 The first article titled Big Five personality with Human Resource management work performance
I can summarize that the research conducted is aimed at examining the relationship between employee
personality and their work performance. Therefore, the objective of this study is to identify the level of
personality and work performance of employees and examine the relationship between personality
domains and work performance. In general, personality traits refer to characteristics that predict a
person's behavior. The scholars identified the most commonly used personality traits as extraversion,
neuroticism, agreeableness, conscientiousness, and openness to experience.

Research Methodology from this article is descriptive. This study was conducted on employees in
the Human Resources Division in several organizations in the Senai industrial area. The data obtained
is through the distribution of questionnaires. The population of this study are employees in the Human
Resources Division of several organizations in the Senai industrial area.

The first trait is Extraversion. These characteristics of individuals understand the experiences they
receive to help them evaluate jobs by creating cognitive biases. Extraversion workers can build more
social networks than introverts because they are more socially active. An empirical study found that
extraverted individuals are more ambitious to pursue higher network activities. Next, Agreeableness
employees tend to be compassionate towards their peers. Friendly individuals pay attention to the
quality of their relationships with others by prioritizing trust and cooperation. Employees like this have
a strong tendency to be more cooperative, compliant and altruistic. Besides, Conscientiousness is known
as the most stable performance (Sari, Y. 2020). This personality trait tends to strive for performance
and efficiency and show self-discipline to themselves. Obeid (2017) studied that employees with high
conscientiousness tend to be committed to their organization because they are interested in developing
a long-term relationship with their company.

Then, according to a study on personality Neuroticism by Costa (1991) is similar to extraversion.

Neuroticism is one of the significant traits among other traits in personality psychology. These traits
tend to experience negative emotions such as low confidence, anxiety, excessive worry, pessimism, and
depression. Lastly, Openness to experience. Harzer (2015) considers that employees who show the
nature of openness (openness to experience) influence various performance of their team. People like
this have autonomy and tend to be adaptable, innovative and supportive of change because they may be
happy with new experiences (Costa, 1991). They tend to build good interpersonal relationships with
peers and actively involve themselves in the decision-making process.

In conclusion, this study aims to see the relationship between personality domains and the work
performance of employees in the human resources department in several organizations in the Senai
industrial area. The results of this study show that the personality domain Conscientiousness is the main
personality domain owned by an employee while working and shows the highest number among
respondents followed by the domains Openness, Extraversion Agreeableness and Neuroticism. Overall,
this study has achieved the goals and objectives outlined by the researchers. The conclusion that can be
made is that personality differences can have various effects on work behavior and work performance
in the organization. This is proven by the fact that there is a relationship between personality and the
work performance of employees in the human resources department in this study. In addition, the
Conscientiousness domain is the main personality domain owned by a human resource officer.

1.2 The second article titled the effect of human resource management practices on work engagement
in electrical manufacturing organizations that I can summarize that the objective of this study is to study
the impact of human resource management practices on work engagement in a manufacturing
organization which is Panasonic Appliances Air-conditioning Malaysia Sdn. Bhd and the
recommendations put forward for effective human resource management practices to ensure a high
tendency among employees to contribute to the organization. In this case, the intended management
practice is a benefit factor given to employees. Employee benefits are defined as a program or form of
payment allocated to employees on non-working days or hours such as holidays, annual leave and
protection such as hospital cover, life insurance, retirement and so on.

The research methodology for this article is to use a quantitative research design with a survey
method that involves the distribution of questionnaires. The survey technique is the most suitable
because the data and information of the respondents can be obtained in an up-to-date and clear form
that is relevant to the issues and scenarios during which this study is conducted.

There are three types of relationships in employee engagement which are benefits, wages,
occupational safety and health management. According to the study conducted by Siti Rahmah &
Nursyazleen Syafiza (2017) about the relationship between benefits and employee engagement, the aim
is to study the relationship between providing benefits in motivating employees among Auto Teller
Machine (ATM) technicians. Overall, the results of the study found that the provision of benefits
provided by the company plays an important factor in motivating employees. If employee motivation
decreases due to the company’s unsatisfactory benefits, then this factor will also contribute to high
employee turnover rates and lack of work involvement in an organization.

Next, the relationship between salary and work engagement according to Siti Rahmah and
Nursyazleen Syafiza (2017) is a high salary reward that can increase employee motivation. In this
regard, the salary factor plays an important role in determining the work involvement of employees in
an organization. This is because, if the salary offered to employees is low, then employees will be more
inclined to look for other jobs because the salary received is not enough to cover the cost of their daily
expenses. Therefore, if employee salary management is at a good level, then employees will be more
motivated in their jobs. The last is the relationship of occupational health and safety management with
work engagement. Environmental factors have a significant role in determining employee turnover in
an organization. In this context, conditions such as an uncomfortable work environment, high workload
and assignments, colleagues with diverse characters will cause employees to feel stressed in doing their
work (Hamidah, Faezah & Halimatul, 2018). However, when the aspect of environmental management
is not well managed by the company, then employees will feel that their safety is threatened due to the
existence of various dangers that will cause injury to them.

In conclusion, benefits, wages, occupational health and safety management and high work
engagement show the success and effectiveness of human resource management practices based on the
perspective of human resources in the industry. Work engagement symbolizes that an industry is able
to get work commitment, loyalty and continuous productivity contribution from employees. From this
study it was found that salary and occupational health and safety management have a significant effect
on work engagement.

1.3 Based on the third article which is the article education and training as alternatives to improve
Human Resource Skills in the Development of Malaysian Halal Industry, I can summarize that the Halal
Industry Development Corporation (HDC) aims in 2030, as many as 50,000 companies that venture
into the field of Halal industry to successfully obtain Halal certification from the Halal Hub of the
Department of Islamic Religion (JAKIM). However, HDC faces a challenge when there are still
190,000 companies involved in the halal industry but still do not meet the requirements set to obtain a
halal certificate. Therefore, the research objective of this article is the efforts of JAKIM’s Halal Hub
and HCD in providing education and training to improve human resource skills in Malaysia’s Halal
Industry Development. Therefore, strategies through education and training are seen as important for
the purpose of increasing the knowledge of organizations involved in increasing the productivity of an
industry.

This research method applies a qualitative method approach, which is through literature review and
respondent interviews. The literature review was obtained through journal articles, reports, and books
suitable for this study. While interviews were conducted with the Halal Hub Division of JAKIM and
HDC. Those selected based on personal involvement or knowledge possessed in a matter to ensure that
this study contains a high level of validity and reliability. Interviews were conducted face-to-face
between the researcher himself and the subjects. During the interview session, the conversation was
recorded in addition to the researcher making notes on paper. The recording results were transferred in
the form of transcripts for further analysis. For data analysis, qualitative research methods have been
used by researchers, namely Qualitative Data Analysis (QDA). The researcher analyzed the data using
the method of forming themes (thematic).

JAKIM’s Halal Hub Research Division plays a role in providing training and education to officers
and users over time so that they are always aware and prepared for the latest developments in halal
issues. The scope of education and training for officers, it includes sharia and technical aspects in
shaping the personality of officers who are trained and efficient in performing their duties. Among the
training that all officers need to go through is related to sharia knowledge on halal compliance,
slaughtering procedures, sectarian debates related to the latest fiqh and related fatwas. In addition to
that, in order to meet the technical knowledge requirements, each officer also needs to go through the
Good Hygiene Practices (GHP), Good Manufacturing Practices (GMP), and Hard Analysis Critical
Control Point (HACCP) courses and the latest information related to food technology as a basis to the
inspection officer.

HDC also plays a role in providing advisory services on matters that need to be paid attention to by
industrial premises that produce halal products such as providing advisory services to companies that
work in the halal industry to develop product marketing. Besides, HDC also provides advisory services
on creativity that can be carried out by companies that manufacture halal products to increase the
demand for the products produced. According to him, HDC also gives advice to manufacturers of halal
products such as SMEs for better packaging and labelling. This is important to ensure that the product
to be marketed is not easily damaged and looks attractive. This matter is important so that the halal
products produced have the ability to compete and survive in terms of product quality to meet the needs
of customers in the long term to be able to be a substitute for non-Islamic products in the market.

In conclusion, the aspect of education and training is very significant in helping to improve the
production capacity and quality of a product. The role of the Halal Hub Division of JAKIM and HDC
through the aspects of education and training is indeed able to improve the skills of human resources in
the development of the Malaysian Halal industry. JAKIM’s Halal Hub Division has implemented
education and training for JAKIM’s Halal Hub Division officers, including sharia and technical aspects
to form the personnel of trained and efficient officers. Meanwhile, HDC plays a role by providing
education and training to Malaysian halal industry companies to further improve the performance and
quality of halal products such as marketing, creativity, and product packaging. Aspects of education
and training that have been undertaken in developing the Malaysian halal industry are seen to help
improve human resource skills in the development of the Malaysian halal industry.

1.4. Based on the fourth article entitled Opportunities and risks of artificial intelligence in recruitment
and selection, I can summarize that the purpose of this study is to contribute to the knowledge on the
opportunities and risks in the use of artificial intelligence (AI) in recruitment and selection by exploring
the perspectives of recruitment professionals in a multicultural multinational organisation. The research
methodology for this article is qualitative approach. Face-to face, semi-structured in-depth interviews
were conducted with ten professional recruiters who worked for a multinational corporation. The
multinational company under study was chosen because it is a Fortune 500 company in the
manufacturing industry. Thematic analysis was the chosen method because it allows for the reduction
of qualitative data. An example is data coding to identify emerging themes or patterns in IJOA interview
transcripts.

The recent technological advancements in e-recruitment have become evident in the digital tools
that leverage AI capabilities, such as machine learning, natural language processing, deep learning and
neural networks (Eubanks, 2018). Through the integration of these technologies, many routine
recruitment and selection tasks can be automated to improve efficiency (Bafna, 2019). Currently, the
internet is used as a recruitment tool. Jobs are posted, and online recruitment systems facilitate candidate
tracking, screening and selection. However, Kavanagh (2015) asserted that e-recruitment encourages
applicants to apply for roles without assessing their suitability for the positions, thereby increasing
unqualified applicants and increased workloads and the loss of valuable time as recruitment teams
review many unsuitable applications.

AI implementation in recruitment and selection could necessitate responses to criticisms on ethical,

legal, privacy and moral grounds, as well as the management of the possible repercussions from
potential candidates. AI will automate the repetitive human tasks in recruitment and selection. However,
human characteristics, such as empathy and emotion will still be needed for cultural fit assessments.
Studies have indicated that AI can be leveraged to optimise recruitment and selection. However, there
are broader social considerations, such as ethical implications. They include the possibility for the
introduction of bias in the process. The failure to address these considerations could potentially open
organisations to discrimination lawsuits. Therefore, the present study focused on addressing the
recruiter’s perspective on the role of AI technology in recruitment and selection and what are the
conditions that should be present for an organisation to adopt AI in its practices.

From the article I studied, I can conclude that this research was conducted to understand professional
recruiters’ perspectives on the implementation of AI in recruitment and selection. The results indicate
that AI promises to mitigate bias in the process. However, AI could exacerbate this problem because of
the incorporation of human bias in machine learning algorithms. The phenomenon of AI in recruitment
and selection also engendered some fear and distrust because of the perceived limitations in the accuracy
and reliability of the technology. The participants indicated that human interaction will always be
needed. The effects of AI on specific aspects of the recruitment and selection process warrants more in-
depth study. In addition, mixed-methods approaches could be used to examine the relationship between
AI and recruitment and selection to determine the role of the technology in reducing bias to enhance
efficiency and the application of strategic approaches.

1.5. Finally, the fifth article titled Job Analysis Urgency (Task) in Islamic Education I can summarize
that this study aims to understand the importance of a job analysis for the advancement of Islamic
education in Islamic educational institutions.
 The research methodology on the article I studied is qualitative research through a library research
approach using data sources in reference books and scientific journal articles. In this study, a series of
activities related to library data collection, reading, taking notes, and processing relevant and needed
information to answer the research objectives. There are four main characteristics that researchers need
to understand in literature research, namely first, that researchers deal directly with texts or manuscripts;
second, library data is ready to use, meaning that researchers see data instantly from books and scientific
journals without having to go to the field, third, library data is secondary because it does not meet
directly with the authors of the books and journals, fourth, the data obtained is not bound by space and
time.

As the first step in human resource management, job analysis is closely related to procurement,
training, and development activities for employee safety and health. Job analysis is a process that must
be followed so that the organization runs effectively and efficiently and has goals to be achieved. When
dealing with an organization, whatever the name of the institution, the most critical asset is the staff or
human resources in actively supporting and advancing the organization. Today, Islamic educational
institutions have spread everywhere so that Islamic education has begun to be looked at by the general
public. Therefore, some efforts that can be done to advance Islamic education are to build institutional
resources, maintain consistency, and have competent resource specifications.

To achieve this goal, it is necessary to take job analysis seriously. Job analysis is developed by
institutions to achieve targeted goals. Job analysis must design the organization through job
descriptions, job specifications, and job evaluations. Two things that educational institutions or other
organizations need to pay attention to in implementing job analysis, namely making appropriate plans
and estimating workforce requirements as planned, and conducting job analysis accurately and
measured according to the needs of educational institutions. Islamic education will occupy its position
if the human resources involved in educational institutions have competencies that can achieve
academic goals. The achievement of this goal is through the work analysis of all teachers or employees
where the organization stands.

Finally, in this article I can conclude that job analysis plays an important role in achieving the goals
of the institution or organization. Islamic education in Islamic educational institutions should already
have abundant experience in equipping human resources that lack competence. Human resources that
do not have these competencies will hinder the organization’s journey to achieve its goals. Job analysis
requirements with various aspects imposed are an absolute requirement starting from receiving
application letters, applicant selection activities through stages (observation, interview and test), as well
as the placement that will be given once determined.
CONCLUSION

In conclusion, from the five articles that I have studied, I can conclude that an institution or organization
must have effective and efficient human resource management. This is so because the staff or human
resources of an organization are the backbone for improving the performance of an organization. If the
management of human resources is not organized and abandoned, this will contribute to problems in
terms of internal and external management of the organization itself, as well as cause failure in
achieving the goals of the organization that have been set. Finally, an organization that is good in terms
of human resource management will be able to maintain good performance, and even be able to further
improve existing management facilities and progress. As a result, the set objectives are easier to achieve
either in the short term or in the long term.
REFERENCES

Fadillah Ismail & Adibah Abdul Kadir (2021), Big Five Personality with Human Resource Management
Job Performance, Human Sustainability Procedia Vol.1.

https://publisher.uthm.edu.my/periodicals/index.php/hsp/article/view/4759/1039

Mohd Hamran Mohamad, Mohamad Harith Hakimi Md Radzi, Nik Ismail Rashed Che Ali & Rogis
Baker (2022), Impact of Human Resource Management Practices on Work Engagement in Electrical
Manufacturing Organizations, International Journal of Business and Economy.

https://myjms.mohe.gov.my/index.php/ijbec/article/view/20140/11122

Muhammad Hafeez Zakaria, Mohd Mahadee Ismail, Lee Yok Fee, Mohd Haniff Mohammad Yusoff &
Ratna Roshida Ab Razak (2022), Education and Training as Alternatives to Improve Human Resource
Skills in the Development of Malaysian Halal Industry, Malaysian Journal of Social Sciences and
Humanities.

https://msocialsciences.com/index.php/mjssh/article/view/1927/1325

Olajide Ore & Martin Sposato (2022), Opportunities and risks of artificial intelligence in recruitment
and selection, International Journal of Organizational Analysis.

https://scholar.google.com/scholar?hl=id&as_sdt=0%2C5&q=human+resource+management+recruit
ment+and+selection+2020+2022&btnG=#d=gs_qabs&t=1685664750004&u=%23p%3DvxqznlQ96Q
wJ

Ritman Hendra, Jamilus, Recep Dogan & Thomas K. Gugler (2022), Job Analysis Urgency (Task) in
Islamic Education, Al-Hijr: Journal of Adulearn World.

https://scholar.google.com/scholar?hl=id&as_sdt=0%2C5&q=human+resource+management+job+an
alysis+2022&btnG=#d=gs_qabs&t=1685663778545&u=%23p%3DvcVVPsZCgfYJ