A. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
There has been progressing scholarly talk or discussions about the significance of Human Resource Management as set in modern working environments. While customarily, a few bosses and even workers would see HR as the systematizing or policing arm of the official administration; this is decently a little level of a big motivator for HR in any association.

1. They are accountable in general enrolment and preparing of a workforce.
In a joint effort with enlisting administrators of bosses, the HR gives initiative preparing, collaboration the executives, booking help, a precise employing process, enrolment arranging forms, talk with mastery, choice observing, and the sky is the limit from there.
2. Examine organization culture
Each association has its own organization culture. A few associations say that HR claims the way of life, however as in all other worker relations matters, the proprietorship is for the most part with the administration and the representatives. HR should likewise ensure that the organization culture would enable innovativeness and profitability to flourish most.
3. Directs and ability the executives forms.
This is one of the main elements of the HR office. As a team with different administrators, HR is over administration advancement, execution the board of directors, progression arranging, profession ways, and different parts of ability the board. HR unable to do only it and depends vigorously on directors and official staff to encourage plan and execute the techniques. Otherwise, HR needs to bring new thoughts and successful practices into the association to be more excellent in the while being.
4. Creates institutionalized, reasonable, and key pay plan.
The HR office learned as far as standards and strategies including pay contingent upon city, state, or area. This can be connected when attempting to assess compensation grades for all dimensions of the association. They give direction to supervisors as they decide the compensation goes inside their associations.

5. Discovers and executes worker advantages and remuneration programs that would help draw in and hold unrivalled representatives.
HR monitors these patterns particularly in regards to representative advantages and pay advantages. They are additionally in charge of controlling expenses and thinking about different choices previously suggesting reception of such.

6. Prescribes and executes HR methodologies in the association.
HR should dependably consolidate the current with future objectives. This can be adjusted to ensure that the energy does not back off or diminish eventually. In the event that your association is altering course, growing new items, evolving mission, vision, or objectives, HR must lead the path with worker projects and procedures. They should oversee considering extension and development consistently.

7. Guarantees good work environment.
HR ought to have the capacity to effectively draw in and keep representatives supported and cheerful in the workplace. HR is largely in charge of observing the financial plan and giving board oversight as far as these exercises arranged and executed in the timetable year.

8. Proactive as far as settling issues or strife inside the association or mapping out a powerful way to deal with improving work efficiency in the work environment.
Clashes are a piece of any sound and vigorous association. Not every person would feel a similar route with one another yet they have to create compelling working connections for commitments and profitability. HR can help by knowing the players and going up against the vital job of promoter, mentor as well as go between.
The significance of HR is barely noticeable in the association particularly in the bustling everyday buzzing in the working environment, yet without successful human asset the executive’s commitments in every one of these regions, the association would not have the capacity to accomplish its fullest potential and grow its frame of reference.

B. THE PURPOSE OF HRM
1. Staffing
Procuring and holding the best workers is a noteworthy duty of HR the executives. HR supervisors are in charge of each bit of the staffing riddle. This starts with enlistment – finding the hopefuls through publicizing, inside advancement, offices and systems administration. Screening hopefuls, directing pre-work testing and planning interviews with employing administrators are the following stages. HR keeps up resumes and works with departmental administration to make composed sets of expectations for each situation inside the organization. HR may likewise encourage work offers and enrol worker maintenance programs.

2. Benefits towards Management
HR is in charge of all parts of representative advantages the board. Advantages may incorporate medical coverage, retirement designs, paid time off, time away and handicap, among different projects. HR the executives is in charge of the choice of projects, organization of advantages, merchant connections, worker advantage correspondences and the enlistment procedure. HR likewise manages the organization of obligatory projects, for example, the Family Medical Leave Act, Worker’s Compensation and joblessness pay. Powerful HR the executives is continually looking for projects to enhance staff wellbeing and efficiency, hold workers and turnover.

3. Measurements to company
Viable human asset the executives connects with all dimensions of the business association. A fruitful HR supervisor works nearby line the executives as a functioning colleague. She says something regarding key issues, for example, spending designs and execution objectives. At the point when part of the association endures unreasonable representative turnover, HR the executives assesses and offers answers for contract and hold workers. Human asset the board utilizes measurements strategies to investigate costs and make more effectiveness at all dimensions. Estimating execution results and the conditions that in a perfect world encourage wanted outcomes concerns HR the board.
4. Social Sensitivity
HR the executives keeps up social mindfulness. Regardless of whether focal HR the executives reacts to the requirements of one or different divisions, HR the executives is routinely called upon to oversee social contrasts. Procuring hopefuls from one a player on the planet for migration to another requires a comprehension of visas, contracts and formality. HR the board envisions deferrals and plans exchange methodologies, as indicated by the creators of “HR Revolution: Why Putting People First Matters.”

5. Customer Management
HR the board has a few key purposes. The efficiency of the association specifically rests with the nature of its representatives. HR the board characterizes and executes the procedures and strategies important to pull in, enrol and hold a quality workforce. HR has an immediate association with the organization’s money related execution. Worker remuneration, advantages and group structure may start in the HR chief’s suite. The significance of client administration to the association begins with HR. HR the executive’s serves inner clients and makes outer connections, as indicated by “Human Resource Management” by Robert L. Mathis and John H. Jackson.

C. CONTRIBUTION OF HUMAN RESOURCE TO ACHIEVE ORGANIZATION GOALS

1. New Focus on Performance Management Model
HR experts can serve as important advisers to managers who analyse why some employees do not meet their performance goals. They learn how to improve training for managers who must use a coaching model, which includes observing performance, offering feedback and coaching until they get better results. They can also suggest rewards that will work better to motivate individuals, such as programs that provide employee recognition and appreciation. This kind of consultative model ensures that managers receive the support they need to develop their direct – reports as business assets.

2. New Human Resource Initiatives
The HR function can be a crucial player in a small business’ strategy. This usually means that HR’s top experts are part of the senior leadership team. They help set goals related to employees and HR practices with top leaders. They help suggest what kinds of strategies will be used to implement these goals and how goal achievement will be measured. They will use their professional development and research to identify new HR initiatives that will contribute to employee satisfaction and optimal performance.

2. OVERVIEW OF THE CHOSEN ORGANIZATION
A) Background, vision, mission and objectives
1. Sunway Berhad
The established of Sunway Berhad in 1974, Sunway Group is one of Malaysia’s largest conglomerates with core interests in property, construction, education and healthcare. We are a 16,000-strong team operating in 50 locations worldwide, pulling together to improve the quality of life of our communities through 12 business divisions – property, construction, retail, hospitality, leisure, healthcare, education, commercial, trading and manufacturing, building materials, quarrying and Real Estate Investment Trust (REIT).
Sunway Group’s unique build-own-operate business model powers the growth of sustainable communities and integrated townships: Sunway City in Selangor, Sunway City Ipoh and Sunway Iskandar in Johor, which span 5,000 acres.
Our three public-listed companies — Sunway Berhad, Sunway Construction, and Sunway REIT, with a combined market capitalisation of RM 17 billion — form a real-estate value chain that exemplifies socially responsible business practices, evidenced by their listing on the FTSE4Good Bursa Malaysia Index.
At Sunway, we are committed to the United Nations Sustainable Development Goals (SDG), and continue to align our business strategies to meet the needs of our communities in line with the SDG agenda.
Through the Jeffrey Cheah Foundation, we provide disadvantaged and deserving young adults access to quality education by disbursing RM 330 million and counting in scholarships. The Jeffrey Sachs Center on Sustainable Development, established at Sunway University in 2016, serves as a hub for the education and advancement of sustainability across Southeast Asia. The Center is the first of its kind in Asia.
Our commitment to strong Economic, Environment and Social practices is embedded throughout the organisation – from our policies and our social influence initiatives to day-to-day operations so that we deliver enduring growth for thriving communities.

2. Vision
To be Asia’s model corporation in sustainable development, innovating to enrich lives for a better tomorrow.

3. Mission
Empowering our people to deliver enhanced value to all stakeholders.
Embracing sustainability in our business processes and decisions.
Attracting and nurturing a talented and progressive workforce for the digital era.

B) Identify any Human Resource Management Innovative Tools
1. Putting resources into worker and boss wellbeing
By putting resources into the worker, Sunway can get the advantages to make unwaveringness of the employees, for example, exercise centre enrolments, paid in-office therapeutic screening, in-office ping-pong, and “movement amusement rooms” are ending up more predominant in organizations vast and little, for example, Sunway. HR supervisors are realizing rapidly that putting resources into their labour’ psychological and physical wellbeing holds incredible advantage to organization profitability later on.

2. Customizing the position.
Progressive HR managers are ditching job descriptions, opting for building the position based on an employee’s strengths and interests. While challenging, this new practice is highly success if moulded correctly. It takes a mix of knowing the employees, and accurately measuring their skill sets.

3. Two-way mentoring
You can teach the senior worker with new trick. While newer employees learn invaluable product knowledge and process requirements from company veterans and seniors, seasoned employees can get their imaginations sparked, absorb new technology, adapt with new environment and situation, and discover new “hacks” from the newbies. Smart companies tap into the mentoring relationship as a back-and-forth, not up-to-down.

4. Asking for feedback
FedEx Corporation provides an annual survey and action program for their employees to provide valuable feedback and management holds meetings to discuss the results. The program allows for an assessment of the problems and creates opportunities for resolution.

5. Offering referral bonuses
According to research by Jobsite, referrals are statistically higher for hiring better employees with higher retention rates. Recruitment by referrals works well because employees at your company are familiar with the work culture and values. High performing employees will be more likely to refer candidates with similar qualities. At Hub spot, the company offers bonus for referring full-time software and designers who are hired. In addition, employees also receive tuition reimbursement and unlimited vacation on top of