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UNIVERSITI KEBANGSAAN MALAYSIA
FAKULTI EKONOMI DAN PERNIAGAAN
PROGRAM SARJANA PENTADBIRAN PERNIAGAAN
(MBA )
1. Pensyarah
2. Tajuk Kursus
3. Kod Kursus
4. Semester ditawarkan
5. Status kursus
6. Objektif kursus
7. Sinopsis
8. Penilaiaan
Dr. Mohmad Adnan Alias
Tel:89213392, e.mail: nan10@pkrisc.cc.ukm.my
adnanalias@hotmail.com, bilik:7.3100
Perhubungan Industri
CB6463
Semester 11 , sessi 2006/2007
Elektif
Kursus ini bertujuan untuk mendedahkan kepada pelajar-pelajar
terhadap sistem dan elemen-elemen dalam Perhubungan Industri. Ia
meliputu empat tajuk utama ia itu Perspektif, Peserta, Proses dan
Pengalaman-pengalaman di dalam Perhubungan Industri
Secara keseluruhan kursus ini akan memberi
1 Kefahaman kepada pelajar:
 Mengenai konsep-konsep dan pendekatan dalam memahami
sifat dan perkembangan di dalam perhubungan industri.
 Memahami peranan , objektif dan organisasi yang dimainkan
dan digunakan oleh peserta-peserta di dalam Perhubungan
Industri
 Institusi dan proses dimana syarat-syarat dan kondisi-kondisi
pekerjaan ditentukan, disemak dan dikuatkuasakan
 Saling-kait perhubungan antara perubahan dalam kerja
organisasi, operasi di dalam perhubungan industri , ekonomi
dan isu sosial
2. membina keupayaan pelajar untuk menggunakan pengetahuan dan
kefahaman yang dipelajari untuk;
 menganalisis kedudukan perhubungan industri semasa
 membantu membentuk strategi dan polisi dan melaksanakan
proses dalam perhubungan industri.
Penglibatan dalam kuliah 5%
Projek & pembentangan 15%
Ujian 1
Ujian 2
9. Course outlines :
Details / week
1
2
3
4
5
6
7
8
9
10
11
12
13
14
Topics
Introduction
Introduction and Approaches to Industrial Relations
Concepts and Values in Industrial Relations
Contexts and Changes in Industrial Relations
Trade unions’ Functions, Organizations and Issues
Management’s functions and issues
Government’s Functions and Issues
Mid-Semester
Collective Bargaining
Industrial actions, Conciliations and Arbitrations
Industrial
Democracy,
Employee
Involvement
and
Participation
Negotiation Process
Grievance Procedure, Disciplinary and Redundancy
Industrial
Relation
from
the
Islamic
Perspectives/revision/Discussion/presentation*
10. Texts:
Salamon, M., (1998), Industrial Relation Theory and Practices, Prentice Hall, London
Lewis, P. Thornhill , A. Saunders , M., (2003) , Employee Relations: Understanding the
Employment Relationship, Prentice Hall.
Budd. J.W., (2005). Lebor Relations: Striking a Balance. McGraw-Hill.
Hyman, J and Mason, B. (1995) Employee Involvement and Participation, London Sage
Publication
Jackson, M., (1991) Introduction to Industrial Relations, Routledge , London
Cotton J.I (1993) Employee Involvement, Methods for improving Performance and Work
Attitudes, London Sage Publication.
*Other references and related articles will be given with the relevant topics later/ subject to
changes
References:
Acts
Employment act 1955
Industrial relations Act 1967
Trade Unions act 1959
* Please refer to some other relevant act in Ministry of Human Resources website
WEBSITE
Http://www.mtuc.org.my,
Http://natlex.ilo.org
Http://www.cuepacs.org.my
Http://www.ilo.org
http://www.jaring.my/ksm
Journals:
British Journal of Industrial Relations
European Journal of Industrial Relations
International Journal of Human Resource
Management
Journal of Economic and Industrial
Democracy
Employee Relation Journal
Learning Structures
1. Perspectives:
 Approaches to Industrial Relations
 Context of Industrial Relations
 Concept and Values in Industrial Relations
2. Participants:
 Trade unions
 Management
 Government
3. Processes
 Collective bargaining)
 Employee involvement and participation)
 Industrial Action, Conciliation and Arbitration
4. Practices
 Negotiation process
 Grievance, discipline and redundancy procedure
Journals:
British Journal of Industrial Relations
European Journal of Industrial Relations
International Journal of Human Resource Management
Journal of Economic and Industrial Democracy
Employee Relation Journal
Essay Topics
1. The influx of foreign labors between advantages and disadvantages to Malaysian
Industrial Relations.
2. Privatisation, its effect on Malaysian Indusstrial Relations
3. Are unions no more relevant in Malaysia?
4. Human resource management or Human Resource manipulation, discuss.
5. What are the arguments for and against a national minimum wage
6. Compare and contrast ‘managerial prerogative and management by consent’ as
an approach to achieving ‘managerial security’.
7. What are the industrial relations implications on the growth of multi-national
organization.
8. What are the distinguishing features of strategic human resource management?
what effect it may have on an organization’s industrial relations.
9. Is ‘employee empowerment’ and responsible autonomy be little more than a
different form of management control.
10. In what ways , and why , might ‘essential services’ be subjected to tighter legal
restriction on undertaking industrial action.