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Investment Executive

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INTRODUCTION
MaimunahAminuddin (2003) defined Human Resource Practise (HRP) as an activity undertaken in all organizations large and small to ensure that people who are employed are used effectively and efficiently, and be able to contribute to the achievement of organizational goals. According to Bohlander and others (2001), HRP include consolidation of a diverse workforce to achieve common goals. Ivancevich (2001) also defines HRP as a function implemented in the organization to help facilitate the effective use of human resources to achieve organizational and individual goals.
The early conception that is cost because they have to be paid salaries and provided various forms of benefits such as leave, bonuses and health benefits. However, the importance of the human element cannot be separated from the success of the organization. While Peter F.Drucker, stating that “man, of all the resources available to man, find Grow and Develop.” Abdul Aziz Ahmad was of the view that an organization must have a working sound quality and high caliber, effective training programs to motivate employees, capabilities and commensurate wages for the workers, as well as rights and services (welfare) is good.
Muhammad Nasri and Ab. Aziz (2005) also underlined that the Islamic Perspective mean HRP management practices in an effort to create, develop and expand and pursue effective use of resources within themselves to achieve self-improvement and community. The role and functions of HRD is referring to the ability of managers to identify the resources that exist in humans in the form of abilities, skills and competencies.

MaimunahAminuddin (2003) has divided the development of HRP function into 3 stages; stage 1: The Industrial Revolution in the 1850s until the 1920s; Stage 2: Approaches to Human Relations in the 1930s until the 1950s; and Stage 3: Latest Developments in the 1960s…...

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