AMALAN PENGURUSAN SUMBER MANUSIA DALAM PERUSAHAAN KECIL DAN SEDERHANA SERTA SYARIKAT BESAR: PENILAIAN PERBANDINGAN
HUMAN RESOURCES MANAGEMENT PRACTICES IN SMALL AN MEDIUM ENTERPRISES AND LARGE FIRMS: A COMPARATIVE REVIEW
DOI:
https://doi.org/10.55197/qjssh.v7i1.883Keywords:
hubungan industri, hubungan pekerjaan, pengurusan pekerja, saiz perniagaanAbstract
Amalan Pengurusan Sumber Manusia (PSM) merupakan amalan yang penting untuk diamalkan di mana-mana organisasi dalam mengurus dan mengendalikan para pekerja dengan baik. Amalan PSM ini telah terbukti secara empirikal mampu menyumbang kepada peningkatan prestasi kerja, motivasi kerja yang tinggi dan kepuasan kerja yang lebih baik. Walau bagaimanapun, kajian lepas menunjukkan amalan PSM dilaksanakan secara lebih bersistematik di dalam organisasi bersaiz besar berbanding di Perusahaan kecil dan sederhana (PKS). Terdapat pelbagai faktor yang mempengaruhi pemilihan amalan di PKS terutamanya daripada segi sumber kewangan, struktur organisasi, kepakaran dan juga tahap kesedaran berkenaan dengan kepentingan amalan PSM dalam mencapai kejayaan. Keadaan ini, memberikan impak yang negatif kepada PKS kerana kegagalan menguruskan pekerja yang baik akan memberikan implikasi negatif terhadap PKS. Tambahan lagi, bukti-bukti empirikal menunjukkan amalan PSM mampu memperkasakan lagi PKS terutamanya untuk mengekalkan daya saing dan berdepan dengan pelbagai cabaran serta ketidaktentuan yang berlaku pada masa kini. Pengabaian terhadap pengurusan pekerja yang efektif, menyebabkan PKS terpaksa berdepan dengan pelbagai isu pusing ganti buruh yang tinggi, ketidakcekapan pekerja dan prestasi pekerja yang lemah. Menyedari kepentingan amalan PSM terhadap PKS, maka artikel ini, menganalisis amalan-amalan yang telah dilaksanakan oleh kajian lepas bagi memperkukuhkan lagi bukti empirikal terhadap kemampuan amalan PSM dalam membantu PKS untuk mempunyai prestasi organisasi yang lebih baik.
Human Resource Management (HRM) practices are important in any organization in managing and handling employees. HRM practices have been empirically proven to contribute to improved work performance, high work motivation and better job satisfaction. However, past studies have shown that Human Resource Management practices are implemented more systematically in large organizations than in small and medium-sized enterprises (SMEs). There are various factors that influence the selection of practices in SMEs, especially in terms of financial resources, organizational structure, expertise and also the level of awareness regarding the importance of HRM practices in achieving success. This situation has a negative impact on SMEs because when failure to manage employees well, will have negative implications for SMEs. In addition, empirical evidence shows that HRM practices can further empower SMEs, especially to maintain competitiveness and face various challenges and uncertainties that happen today. Neglecting effective of employee management has caused SMEs to face various issues such as high labor turnover, employee inefficiency and poor employee performance. Recognizing the importance of HRM practices to SMEs, this article analyzes practices that have been implemented by past studies to further strengthen empirical evidence on the ability of HRM practices to help SMEs achieve better organizational performance.
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