UNIVERSITY TECHNOLOGY MARA MELAKA BRANCH
ALOR GAJAH CAMPUS
HUMAN RESOURCES MANAGEMENT (MGT340)
GROUP REPORT
CURRENT ISSUES REGARDING HUMAN RESOURCE MANAGEMENT
PREPARED PROFESOR MADYA DR ROZMAN BIN MD YUSOF
FOR
CLASS MBA1115E
SEMESTER 5
PREPARED BY AHMAD KHUSAINI BIN MISRAN (2019236102)
NURUL SHAFIFAH BINTI ISMAIL (2019443736)
NOR SYAZWANIE NAJWA BINTI KAMAZELAM (2019204578)
SAKINAH HAYANI BINTI MUHAMMAD SHAMSUL IKRAM
(2019281862)
DUE DATE 10 DECEMBER 2021
ACKNOWLEDGMENT
i
First and foremost, we would
like to forward our humble
gratitude to Allah SWT for the
blessing
and strength to complete this
group assignment. Peace and
prayers be upon His Final
Prophet
and messenger Muhammad,
the ideal role model for human
beings.
I would like to take this
opportunity to thank you to our
lecturer of BUSINESS LAW
(LAW299),
ii
MADAM ASIAH for her
support and advice to complete
this assignment. We very
appreciate
what have she done explain
about assignment. May Allah
reward she what her for all her
efforts.
I would like to extend our
deepest gratitude and special
thanks to all who have directly
guided
me to in the writing this
assignment. We express my
deepest appreciation to my
beloved parents,
iii
family, friends and colleagues
for their continuous
encouragement are greatly
appreciated.
First and foremost, we would
like to forward our humble
gratitude to Allah SWT for the
blessing
and strength to complete this
group assignment. Peace and
prayers be upon His Final
Prophet
and messenger Muhammad,
the ideal role model for human
beings.
iv
I would like to take this
opportunity to thank you to our
lecturer of BUSINESS LAW
(LAW299),
MADAM ASIAH for her
support and advice to complete
this assignment. We very
appreciate
what have she done explain
about assignment. May Allah
reward she what her for all her
efforts.
I would like to extend our
deepest gratitude and special
thanks to all who have directly
guided
v
me to in the writing this
assignment. We express my
deepest appreciation to my
beloved parents,
family, friends and colleagues
for their continuous
encouragement are greatly
appreciated.
First and foremost, we would
like to forward our humble
gratitude to Allah SWT for the
blessing
and strength to complete this
group assignment. Peace and
prayers be upon His Final
Prophet
vi
and messenger Muhammad,
the ideal role model for human
beings.
I would like to take this
opportunity to thank you to our
lecturer of BUSINESS LAW
(LAW299),
MADAM ASIAH for her
support and advice to complete
this assignment. We very
appreciate
what have she done explain
about assignment. May Allah
reward she what her for all her
efforts.
vii
I would like to extend our
deepest gratitude and special
thanks to all who have directly
guided
me to in the writing this
assignment. We express my
deepest appreciation to my
beloved parents,
family, friends and colleagues
for their continuous
encouragement are greatly
appreciated
Firstly, we would like to express our sincere appreciation to Allah SWT for providing
us with the blessing and strength to complete this group report. Furthermore, peace and
prayers be upon His Last Prophet and Messenger Muhammad, the ultimate human role
model.
As completing this task provided us with so much pleasure, we would like to take this
opportunity to express our appreciations to our lecturer of HUMAN RESOURCES
MANAGEMENT (MGT 340), PROFESOR MADYA Dr Rozman for his support and
providing us with suitable guidance for this group report over multiple discussions. He was a
viii
big inspiration to us in doing this assignment. We appreciate what he did to explain the
guidelines when working on this group report. May Allah give a reward for all his efforts.
In addition, we will be eternally thankful for required the help and direction of a few
respected persons to complete our group report. Next, we also would like to express our
gratitude pleasure to University Technology Mara (UiTM) campus Alor Gajah Melaka for
giving us the chance to complete this assignment. Last but not least, we would like to convey
our deepest gratitude to many individuals, our family, and friends for their continuous
encouragement.
TABLE OF CONTENT
N CONTENT PAGE
O
1. 1.0 PROBLEM (CURRENT ISSUES) OF RETRAINING WORKERS IN 1-2
THE AGE OF AUTOMATION
2. 2.0 IMPACT/EFFECT FROM THE PROBLEM
ix
3. 3.0 DATA/STATISTIC ABOUT
4. 4.0 SOLUTION TO THE PROBLEM
5. 5.0 RECOMMENDATION ON HOW TO SOLVE THE PROBLEM
6. 6.0 RESOURCES
7. 7.0 ADVANTAGES & DISADVANTAGES OF EACH RECOMMENDATION
8. 8.0 CHOOSE THE BEST RECOMMENDATION
9. 9.0 REFERENCES
x
2.0 PROBLEM (CURRENT ISSUES) OF RETRAINING WORKERS IN THE
AGE OF AUTOMATION
The first problem is a lack of skills or knowledge. Neglecting the training and human
resource development aspect makes the demands of Industry 4.0 will be challenging
to achieve. Knowledge is defined as one's understanding of a subject obtained via
education or career experience. The capacity to apply information to a specific
circumstance that develops via training is known as a skill. It may be updated and
enhanced regularly by combining our skills and expertise. It's because making
mistakes is one of the most effective ways to learn new abilities. However, if an
employee lacks knowledge and expertise, the worker would be unable to create good
working outcomes will always have difficulties doing their duties. For instance, the
worker at a factory who does not have sufficient skills may make some mistakes when
using the machine and will most likely damage the equipment, which will
subsequently impact the factory's output of goods. Therefore, the employee needs to
develop training and development the worker to improve their knowledge and skills.
In addition, they also will be competent at their jobs and can manage them effectively.
The second problem based on the current issues is the lack of training can bring
unsafe working environments to the workers. According to recent research, 17% of company
employees never got any workplace training. A safe work environment may reduce the
number of accidents and deaths in the workplace, while a dangerous work environment can
put all employees in danger. Poor training can lead to increased irritation, lost effort, and
dissatisfied personnel. Employees who believe they are not progressing and are getting
unsatisfied with their jobs are more likely to leave a business and cause lowering employee
retention rates. Training staff on recommended practices for maintaining a safe workplace
will dramatically minimize the number of accidents that may occur. According to the article,
studies conducted by industrial psychologists reveal that training and development play a key
role in reducing job stress induced by an unpleasant working environment. Furthermore, only
training and development can teach employees ways to adjust their workstations to meet their
demands and comfort.
1
The last problem in this issue is ineffective staff management in the company.
The employees with little or no training or guidance are likely to perform ineffectively. Initial
and continuous training, as well as frequent performance assessments, are required to keep
staff improving. Ineffective employee utilization might arise from poor staff management
abilities. An employee who fails to assess worker talents and place employees in jobs based
on their ability risks failing to manage his available workforce. As a result, employees
frequently quit the company, while the incompetent employee remains but does not obtain the
training that would allow him to develop into an exceptional supervisor. Therefore, without
staff commitment in following the training and development program planned, this will affect
the skills that are to be developed.
2
2.0 Impact/Effect from the problem
3
3.0 Data/Statistic about
4
4.0 Solution to the problem
5
5.0 Recommendation on how to solve the problem
6
6.0 Resources
Osborn, C. (2018, November 27). How the Lack of Training Affects Your
Organization - TTA Blog. TTA (the Training Associates).
https://thetrainingassociates.com/blog/lack-training-affects-organization/
Amo, T. (2019, March 6). The Negative Effects of a Lack of Training in the
Workplace. Chron.com. https://smallbusiness.chron.com/negative-effects-
lack-training-workplace-45171.html
The Difference Between Managerial Functions & Managerial Skills. (n.d.). Your
Business. Retrieved December 7, 2021, from
https://yourbusiness.azcentral.com/difference-between-managerial-
functions-managerial-skills-14754.html
7
7.0 Advantages & disadvantages of each recommendation
8
8.0 Choose the best recommendation
9
9.0 References
10
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