Human Resource Management (HRM) theorists
reported that the key roles of HRM were four inter-related broad competencies namely,
strategic partner, change agent, employee champion and administrative expert.
If properly managed, these roles could create efficiency, commitment and
cultural construction improvement in organizations. The roles were practiced
differently to suit organizational objectives, industries and cultural values.
But, without skilled, knowledgeable, qualified and experienced employees; it
may affect organisational performance. This research was aimed to address HRM
roles and Malaysians skills shortages from the perspectives of a sample of HR
managers in a variety of Malaysian organisational types and sizes. The findings
revealed that HR professionals were mostly performing their tasks as ‘administrative
expert’ and less ‘strategic business partner’ in large companies. It was also
found that Malaysians were lacking of accounting, Information Technology and
human resource management skills.
Cite this paper
Salleh, N. , Rosline, A. and Budin, D. (2015) Human Resource Management Roles & Skills Shortages in Malaysian Organisations. Open Journal of Social Sciences
, 219-226. doi: 10.4236/jss.2015.33033
 Ulrich, D., Brockbank, W., Yeung, A.K. and Lake, D.G. (1995) Human Resource Competencies: An Empirical Assessment. Human Resource Management, 34, 473-495. http://dx.doi.org/10.1002/hrm.3930340402
 Truss, C. and Gill, J. (2009) Managing the HR Function: The Role of Social Capital. Personnel Review, 38, 674-695.
 Azmi, I.A.G. (2010) Competency-Based Human Resource Practices in Malaysian Public Sector Organizations. African Journal of Business Management, 4, 235-241.
 Ahmad Saufi, R., Mansur, K., Saiman, S., Uruoka, F. and Kato, (I. 2008) Human Capital In Malaysia: Current and Future Challenges. Universiti Malaysia Sabah, Kota KInabalu, Sabah.
 Labour and Human Resources Statistics, 2012, Employment.
 Wong, J. (2013) Growing Gaps in Malaysia’s Human Capital. Borneo Post Online, 7 July.