KANDUNGAN / CONTENTS

Kandungan Muka Surat

1. Kata Pengantar / Foreword

2. Tujuan / Aim

3. Apakah Yang Dimaksudkan Dengan Keharmonian Perusahaan? / What is Meant Industrial Harmony?

4. Latar Belakang / Background 5. Keharmonian Di Tempat Pekerjaan / Harmony at the Workplace

5.1 Peranan Majikan Dan Kesatuan Majikan / Roles of Employers and Employers Union

5.2 Peranan Pekerja Dan Kesatuan Pekerja / Roles of Employees and Trade Unions

5.3 Peranan Jabatan Perhubungan Perusahaan / Roles of the Department of Industrial Relations

6. Kesimpulan / Conclusion

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1. Kata Pengantar

Hubungan yang baik dan harmoni di antara majikan dan pekerja membantu mewujudkan perhubungan perusahaan yang mantap di tempat pekerjaan. Oleh itu adalah penting bagi kedua-dua pihak berusaha untuk mengekalkan perhubungan baik yang berterusan antara satu sama lain. Keharmonian di tempat pekerjaan bukan sahaja membantu memelihara kepentingan majikan dan warga pekerja tetapi juga membantu meningkatkan pembangunan negara yang berterusan.

2. Tujuan

Buku panduan ini bertujuan untuk memberi panduan akan kepentingan keharmonian perusahaan khususnya kepada majikan, pekerja dan kesatuan sekerja di tempat pekerjaan mereka.

3. Apakah Yang Dimaksudkan Dengan Keharmonian Perusahaan?

Keharmonian perusahaan merujuk kepada perhubungan yang baik dan harmoni di antara majikan dan pekerja serta kesatuan sekerja mereka apabila keadaan seperti berikut wujud:

tiadapertikaiantercetusantaramajikandanpekerja serta kesatuan sekerja mereka;

majikan dan pekerja sentiasa saling memahami dan hormat-menghormati akan peranan, hak dan tanggungjawab masing-masing; majikan dan pekerja sentiasa bertolak ansur; dan

kedua-dua pihak sentiasa menjalinkan hubungan baik dan harmoni yang berterusan antara mereka.

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1. Foreword

A good and harmonious relations between an employer and employees helps to build sound industrial relations at the workplace. Thus it is important for both parties to strive to maintain good relations with each other. Harmony at the workplace not only helps safeguard the interests of employers and employees but also promotes progressive development of the country.

2. Aim

This guidebook is aimed at providing guidance on the importance of industrial harmony particularly to employers, employees and trade unions at their workplace.

3. What is Industrial Harmony?

Industrial harmony refers to the good and harmonious relations between the employer, employees and their trade union when the following circumstances exist:

nodisputearisesbetweentheemployer,employees and their trade union; the employer and employees understand and respect their respective roles, rights and responsibilities;

theemployerandemployeesconstantlyadoptagive and take attitude; and

bothpartiesconstantlyfosteracontinuousgoodand cordial relationship with each other.

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4. Latar Belakang

Akta Perhubungan Perusahaan 1967 (APP 1967) telah diperundangkan bagi tujuan mengawal perhubungan di antara majikan dan pekerja serta kesatuan-kesatuan sekerja mereka untuk mencegah danmenyelesaikan sebarang pertikaian yang timbul diantara kedua-dua pihak.

Jabatan Perhubungan Perusahaan Malaysia (JPPM) memainkan peranan penting dalam melaksanakan peruntukan-peruntukan di bawah APP 1967 untuk meningkatkan dan memelihara perhubungan yang positif dan harmoni di antara majikan dan pekerja serta kesatuan sekerja.

5. Keharmonian Di Tempat Pekerjaan

Majikan dan pekerja serta pihak kerajaan menerusi JPPM memainkan peranan untuk mengekalkan keharmonian di tempat pekerjaan sebagaimana berikut:

5.1 Peranan Majikan Dan Kesatuan Majikan

a. Memantapkan amalan pengurusan perhubungan perusahaan yang adil dan saksama bagi meningkatkan keyakinan warga pekerja.

b. Memperkemaskan sistem pengurusan tersebut supaya lebih efektif, efisien dan berupaya memelihara suasana perhubungan yang kondusif di tempat pekerjaan.

c. Memberi panduan dan arahan yang jelas dan adil kepada pekerja berhubung dengan tugas dan tanggungjawab yang mereka perlu laksanakan dan sasaranpencapaiannya.

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4. Background

The Industrial Relations Act 1967 (IRA 1967) was promulgated with

the aim of regulating the relations between employers and employees

as well as their trade unions in order to prevent and resolve any

disputes arising between both parties.

The Department of Industrial Relations Malaysia (DIRM) plays a vital

role in administrating the provisions of the IRA 1967 so as to enhance

and maintain positive and harmonious relations between employers,

employees and their trade unions.

5. Harmony at the Workplace

Employers and employees as well as the government through

the DIRM play their respective roles to maintain harmony at the

workplace:

5.1 Roles of Employers and Employers Union

a. Strengthening a fair and equitable industrial relations

management practices so as to enhance the

confidenceofemployees.

b. Streamlining such management system to make it

more effective, efficient and capable ofmaintaining

a conducive state of relations at the workplace.

c. Providing clear and fair guidance and instructions on

the duties and responsibilities that employees need

to perform and their targets.

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d. Pihak pengurusan hendaklah mengambil inisiatif untuk mewujudkan mekanisma perundingan antara majikan dan pekerja serta kesatuan sekerja ke arah meningkatkan perhubungan yang baik di antara mereka serta memudahkan penyelesaian masalah.

e. Menggalakkan aktiviti-aktiviti sosial bagi mengeratkan hubungan dan interaksi di antara majikan dan pekerja-pekerja serta kesatuan sekerja, umpamanya mengadakan hari keluarga, majlis makan malam tahunan, sukan, riadah, sambutan hari perayaan dan sebagainya.

f. Memberi galakan dan bantuan kepada pekerja- pekerja untuk mengikuti program latihan atau kursus kemahiran bagi meningkatkan peluang kerjaya dan taraf hidup mereka.

g. Menghormati apa-apa persetujuan yang telah dipersetujui di antara majikan dan pekerja serta kesatuan sekerja seperti yang termaktub di dalam perjanjian kolektif atau kontrak pekerjaan mereka.

h. Tidak menghalang pekerja-pekerja daripada menganggotai kesatuan sekerja atau menyertai aktiviti-aktiviti sah yang dianjurkannya.

i. Prihatin terhadap kewajipan sosialnya untuk memelihara keselamatan pekerjaan (security of tenure of employment) pekerja-pekerjanya.

j. Melaksanakan amalan pengurusan sumber manusia yang strategik yang berorientasikan pekerja di mana pengurusan sumber manusia hendaklah diintegrasikan selaras dengan budaya korporatnya.

d. The management should take the initiative to establish a negotiating machinery between the employer and employees as well as their trade unions so as to improve relations between them and facilitate problem solving.

e. Promoting social activities to foster closer ties and interaction between the employer and employees as well as their trade unions, for example organising family day, annual dinner, sports and recreational activities, festive celebrations and so forth.

f. Encouraging and assisting employees to attend training programmes or skill courses to enhance their career and standard of living.

g. Honouring any agreements that have been entered into between the employer and employees as well as their trade unions as stipulated in their collective agreement or employment contract.

h. Not preventing employees from joining trade unions or participating in any legitimate activities organised by them.

i. Being aware of their social obligation to ensure the security of tenure of employment of their employees. j. Implementing worker-oriented strategic human resource management practices where human resource management should be integrated in line with its corporate culture.

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5.2 Peranan Pekerja dan Kesatuan Pekerja

a. Memahami dan mematuhi terma-terma dan syarat- syarat kontrak perkhidmatan yang ditawarkan.

b. Mengetahui dan memahami hak-hak dan kewajipan seseorang pekerja selain daripada yang diperuntukkan di bawah undang-undang.

c. Pemimpindanpegawaikesatuansekerjahendaklah mempunyai sikap dan perspektif yang betul dalam mengendalikan isu-isu berkaitan dengan perhubungan dan interaksi dengan majikan mereka.

d. Mengutamakan aspek kualiti dan produktiviti dalam melaksanakan tugas dan tanggungjawabnya sebagai pekerja.

e. Sentiasa meningkatkan pengetahuan dan kemahirannya agar sentiasa berdaya saing.

f. Mempunyai semangat kekitaan (sense of belonging) terhadap syarikat.

g. Peka terhadap keperluan semasa yang didorong oleh perubahan persekitaran serta implikasinya terhadap syarikat.

5.3 Peranan Jabatan

a. Mengemaskini peruntukan undang-undang yang berkaitan perhubungan perusahaan agar relevan dengan keperluan semasa.

5.2 Roles of Employees and Trade Unions

a. Understanding and complying with the terms and conditions offered in the contract of service. b. Knowing and understanding the rights and obligations of an employee apart from those provided for under the law.

c. Leaders and officers of trade unions should have the right attitude and perspective in handling issues relating to their relations and interaction with their employers.

d. Giving priority to quality and productivity aspects when carrying out their duties and responsibilities as employees.

e. Always enhancing their knowledge and skills in order to remain competitive.

f. Possess a sense of belonging in the company.

g. Being sensitive towards current needs that are driven by changes in the environment as well as their implications on the company.

5.3 Roles of the Department of Industrial Relations

a. Streamlining the legal provisions on industrial relations to ensure they are relevant to current needs.

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b. Sentiasa memantau serta memberi galakan kepada majikan dan pekerja untuk menyelesaikan sebarang

kemusykilan antara mereka melalui perundingan dan

musyawarahtanpacampurtanganpihakketiga.

c. Memainkan peranan untuk menyeimbangkan hak

di antara majikan dan pekerja secara adil dan

saksama.

d. Sebagaipemudahcaraperubahandanpembangunan

serta pelaksanaan dasar-dasar kerajaan.

6. Kesimpulan

Keharmonianperusahaanbolehdicapaijikasemuapihakmempunyai

sikap yang betul dalam mempromosikan perhubungan di antara

majikan dan pekerja yang mantap dan mengendalikan masalah

perhubungan perusahaan mengikut perspektif yang betul.

Perhubungan perusahaan adalah berkaitan dengan manusia,

maka dengan itu masalah perhubungan perusahaan adalah

sebenarnya masalah manusia. Penyelesaian terhadap masalah

tersebut seringkali memerlukan pertimbangan kemanusiaan dan

penggunaanakalfikiranyangbanyaktanpaberkompromiterhadap

aspek penguatkuasaan undang-undang.

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b. Constantly monitoring and encouraging employers and employees to resolve any disputes between

them through negotiation and consultation without

the intervention of a third party.

c. Balancing the rights of employers and employees in

a fair and equitable manner.

d. Acting as a change and development facilitator as

well as implementor of government policies.

6. Conclusion

Industrial harmony can be achieved when all parties possess the

right attitude in promoting sound workplace relations and deals with

industrial relations problem is the right perspective.

Industrial relations deals with people and thus industrial relations

problem is essentially human problem which at time requires

humane consideration and the application of large doses of

common sense solution in resolving them, without compromising

the enforcement aspect of the laws.

Hak Cipta Terpelihara. Mana-mana bahagian penerbitan ini tidak boleh disiarkan dalam apa-apa jua cara, sama ada secara elektronik, fotokopi, mekanik, rakaman atau lain-lain, sebelum mendapat izin bertulis daripada penerbit Jabatan Perhubungan Perusahaan Malaysia, Kementerian Sumber Manusia.

DICETAK OLEH / PRINTED BYPERCETAKAN NASIONAL MALAYSIA BERHADKUALA LUMPUR, 2008www.printnasional.com.myemail: cservice@printnasional.com.myTel: 03-92366895 Faks: 03-92224773

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