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This poster is about the driving force behind sustainable transformation in modern organizations. It explains the problems that modern firms have been facing in implementing new strategies or transformations in their organizational management. The lack of knowledge, communication among the employees, clarity, and direction are the main problems with this issue. They also mention the solution to overcome this problem in modern organizations. There are five solutions that have been told to us during the exhibition. The solutions are developing and implementing comprehensive change management strategies, ensuring active and visible involvement from senior leadership, providing training programs for employees and employers fostering open communication within the organization, and lastly, introducing and implementing a clear organizational structure so that it can provide a framework that can be used as a reference by everyone in the organization. All these new changes or strategies in the organization can ensure that the organization can be competitive in this rapidly changing global market.

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GROUP 5

Geliicson Anak Genjer (83930)

Annatasia Jungkai Anak Gregory (83265)

Alistair Rodger Lian Tingang (83165)

Fateh Awwady bin Fazlie (86446)

Fathullah Hafzan bin Abdullah Mahrof (83846)

Farisha Husna Binti Abdul Rahman (83839)

Gary Carllister Anak Gerunsin (83926)

Massyahrulekmal bin Hasbi (84446)

Mohamad Aiman Faez bin Mislan (86624)

Shaleenlia Jelo Yii (85634)

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Pink and Purple Illustrative Mindmap Presentation 

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UNIT 7

https://www.canva.com/design/DAGIZpcKc20/wL4br_PJj_rz0TjV4G__-A/edit?utm_content=DAGIZpcKc20&utm_campaign=designshare&utm_medium=link2&utm_source=sharebutton

Harish Amirul Bin Mahdi (86482)

Asha Nur Athia Binti Arsad (83296)

Nur Shafikah Binti Hemzah (85174)

Nur Aimimiey Binti Hadi (84961)

Christina Reminda Anak Ramping (83506)

Sylvia Ahan Kalip (85866)

Nur Shafinaz Binti Hemzah (85175)

Rafiq Bin Olek (85512)

Jasnita Luga Anak Ambrose (84107)

Franzeela Anak Pronnie (83914)

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Pink and Purple Illustrative Mindmap Presentation

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The Human Resource Development showcase was a pleasant experience. We were not able to make it there in time before the opening ceremony commences. Unfortunately, we were not able to hear much from the vice chancellor of Unimas since some of us got there late. However, we did take a photo of the opening ceremony.

Afterwards, we went ahead and checkout the booths that they had there. we went to the right section where several groups are showcasing their group projects regarding the technological development of HRD. AI is getting advanced by the day, and they showcased their understanding on utilizing the technology for the benefits of HRD, making it as a trend.

The left section of the booths had games that related to HRD. The first booth had minesweeper, with the topic of Training and Development (T&D). we had to answer questions regarding with the topic on Kahoot while playing minesweeper at the same time. One of the members of the booth told us that he made the minesweeper game and played it while answering the questions. He combined minesweeper and Kahoot Quiz to improve the workload pressure while boosting the critical thinking. we did well on answering the questions, however we could not complete the minesweeper game since one of us lost like two times already. We tried our best. At least we got to have some knowledge about T&D especially in a workplace situation. The theme was about T&D for Organizations and Employees.

The second booth that we went had another game where we must navigate myself through a maze, trying to reach to the right answers while avoiding enemies from reaching me, or else we would lose two lives and game over. The game had questions regarding career development, mostly about empowering individuals. Their goal is to raise awareness and equip current and future employees for career success. They had four categories, talking about the Individual Aspects, Skills Framework, Organizational Support, and another one which we forgot and could not read from the pictures one of the group members took. One of us was able to answer all 20 questions while losing only one life, and our reward was an edible snack.

There was a third booth that we went but we were not able to take any pictures of it. The booth was talking about AI replacing 40% of workers in our current time of age. They also had a game, showing labor workers mining the ores underground, only for the AI to collect most of what have gathered. They have different levels where the AI would keep getting smarter with the resource gathering from labor workers. One of the group members did not get to try the game since one of the members of the booth showed me on how the game worked, and how it was related to AI replacing labor workers. It is kind of concerning since most workers would lose their jobs, all because of AI getting advanced and are able work well with our current society, just like the QR codes.

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Participating in this showcase has been an enlightening experience that has significantly enhanced our understanding of human resource development (HRD) concepts. Initially, we was a bit apprehensive about blending a familiar game like Minesweeper with learning about HRD, but the integration proved to be surprisingly effective. The interactive quizzes embedded within the game made complex topics like training and development, organizational development, and career development more accessible and engaging.

The progression of quiz difficulty kept us challenged and engaged, pushing us to recall, comprehend, and apply HRD principles in real-time. When we made mistakes, the immediate feedback was invaluable, allowing us to correct our errors and reinforce our learning. This iterative process of attempting, failing, and retrying helped solidify our understanding and built our confidence in applying these concepts.

Moreover, the game’s structure, where we had to balance playing Minesweeper with solving HRD-related questions, mirrored real-world multitasking and decision-making scenarios, enhancing our problem-solving and critical thinking skills. Winning the game and receiving a souvenir was a delightful reward, providing a tangible sense of accomplishment.

Overall, this event has not only broadened our knowledge of HRD but also demonstrated the effectiveness of gamification in education. It has shown us that learning can be both fun and impactful, leaving us more motivated to engage in further professional development activities.

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Nor Syazwani Binti Jalir (80444),Norsyuhada binti soffian (80477),Erna Zehani Bt Kamsani (79334),Azra Khairunnisa Binti Adni (78941),Nur Faizah Affandie Binti Abdullah (80586),Nurul Anis Binti Mohamad Arif (86884),Nur Siti Hawana binti Ali (82022),Maisarah binti Munir (79947), Nur Izzatie binti Fathi (80646), Nurul Hannah Binti Anuar (85369)

This image presents an overview of human process intervention, focusing on team building strategies and their impact on organizational change. It highlights the importance of enhancing communication, trust, collaboration, and synergy among team members to boost performance and achieve shared goals. The image discusses various aspects such as the role of top management, HR practices, individual behavior modification, leadership communication, and the rationales for using team-building interventions. Additionally, it provides examples from the workplace, such as top management teams and collaborative responsibility systems..

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Group 1- Reflection on current trend in HRD

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Group 1- Reflection on current trend in HRD

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HRD showcase 2024

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Peach Yellow Grid Mind Map Brainstorm (1)

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The HRD Showcase 2024 at UNIMAS highlighted the critical importance of strategic training and development in enhancing organizational effectiveness. The featured poster, "The Role of Training and Development on Organizational Effectiveness," effectively addressed common challenges in balancing employee skill development with achieving strategic goals. It offered practical solutions such as short-term training, competency assessments, and continuous learning, while also introducing innovative methods like integrating fun elements into training.

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9.1 Organizational Structure - https://miro.com/welcomeonboard/cFZQcTlxWnJCOUZBdlFRd2Y4dDhEMlNpek5SNGg3NGdmaW1Yam56SW9JSldrcHdkbTB6NHJQWGNFNlR6VnBoMHwzNDU4NzY0NTE0OTQxNDM2ODI0?invite_link_id=223041592475

9.2 Organizational Control & Culture - https://gitmind.com/app/doc/3158013390

9.3 HRM - https://miro.com/app/board/uXjVOTSEeZc=/?invite_link_id=184411676544

9.4 Motivation - https://miro.com/app/board/uXjVOTPpFfw=/?invite_link_id=755207675704

9.5 Leadership - https://gitmind.com/app/doc/5478040190

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Sign up | Miro | Online Whiteboard for Visual Collaboration

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Scalable, secure, cross-device and enterprise-ready team collaboration whiteboard for distributed teams. Join 30M+ users from around the world

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UNIT 1 THE EVOLUTION OF MANAGEMENT THEORY 

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UNIT 1 THE EVOLUTION OF MANAGEMENT THEORY 

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GROUP MEMBERS (GROUP2)

NUR HANIS BT FAKHRUL NIZAM (78391) L
NURL SABRINA BT BOHARI (80899)
NURUL IZZAH HANIN BT KHIRJUARI (80644)
DAYANG FARZANA BT AG BAKAR (81716)
AYATUL IMTAZ BT KHAIRUL AZMAN (77865)

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Jeffrey Banjang Anak Meringai  | 79645
Fannye Anye Janim Liu  | 77972
Judith Anak John  | 78101
Sharon anak Pulih  | 81141
Sherilynedungan anak Numpang  | 81158

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Group 4_ Unit 2 Environment of Management

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*EMILIE DEBBIE ANAK TEMBAN (79313)
*CAYLEY CASSANDRA OSWALD (79019)
*JUDITH BERNADETTE BENEDICT(79711)
*MARGERATA ANAK ARUN (79966)

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Unit 7: issues & challenges in management

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Unit 7: issues & challenges in management

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Group 15:
1. Salfika Binti mohd am (81091)
2.Lieyana Binti Lamat (79872)
3. Noor Mimi Asmidar Binti Kushairi (80403)
4.Muhamad Shahrulnizan bin Salim(80181)
5.Siti Aisyhah Binti Albain
(81185)

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https://prezi.com/view/WBbek6LJkYCEwVVQtIvr/

QATRUNNADA FARIDAH BINTI QALAM HAMIDY | 78489
MARGRATE ANAK BENJAMIN | 78124
AUDREY JINUIN VICTOR | 77860
MUHAMMAD AIMAN NAJMI BIN ZAKARIA | 78211
NAIM BIN AZMI | 80323

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Unit 3: Making Decision Group 5 The Decision-Making Process The Decision-Making Process Making Decision: Rationality Making Decision: Rationality Types of Decision Making Types of Decision Making Certainty Certainty 1. CHANGE BRINGs AMBIGUITY AND 1. CHANGE BRINGs AMBIGUITY AND

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Nuriah binti Yusof 76376

Occlevyia Jaenn Masuin  76518

Nurul Izzaty bt Ghazali 76471

Qhuratul Nashyirah binti Iriwan 72639

He is the oldest World War II veteran
Physical Development
-He is 109 years old
- On this age, he is still be able to walk and drive.
- His eyesight are still in a good condition as he passed the eyes test

Cognitive Development
-He is still be able to recall his memory that he was an Army.
- Has a good motor skills in driving

Psycho-social Development
-Joining the Army made him stronger and braver.
-He believe in God will protect him until when it’s time for him to go.
-He feel happy when he sees his cat every morning.
-Eating Ice cream makes him happy.
-He believe going to church to attend mass makes him feel good.

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1. Ronia Jelena Puau (76654)
013-8713780
2. Zallia Zarranna (77250)
3. Dulcelina Mujan Layu (77704)
4. Varonica Lamah (77074)
5. Michell Ian Anak Saguh (75617)

Route to Late Adulthood
Character Richard Arvin Overton
*Physical Development*
- He is 109 years old
- He still able to walk, talk and drive
- Eventhough he wears glass but passed eye test for having driving license
- Thinner, has less hair and more wrinkles
- His hand was shaking when he try to  grab and hold somethings.
- get a cup of coffee every morning , but sometimes he managed to drink about four cups of coffee.

*Cognitive Development*
- He has a good memory for a 109 years old man. He can recall the time he serves as an army during World War II.
- A person with full of spirit.
- Have faith and believe in God
- Learn to treat people
- Learn a lot of things about life
- Loves milk, fish, corn, and soup.
- Eating ice cream every night makes him happy.

*Psychosocial Development*
- Mr. Overton is proactive even when he is in his late adulthood. He like to go to the church which shows that he is religious and spiritually positive to general well-being, marital satisfaction, psychological functioning and health.
- still ables to think rasionally and spoken well
- He have a good relationship with his wife and friendly with the society no matter childrens or adult. We can see this when he hang out , talk and shake hands with people around him.
- He also feed the cats every morning when he woke up and he feel happy when he saw the cat come to him.

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Expectancy Theory
Definition: Behavior results from conscious choices among alternatives in order to maximize pleasure and minimize pain.

In summary, expectancy theory is a theory where employees expect to receive the outcome of their contribution in  a workplace. There are 3 beliefs of the Expectancy or Vroom's Theory; Valence, Expectancy and Instrumentality. Valence is emotional attitude in response to outcome or reward which can be extrinsic(monetary, promotion and benefits) and intrinsic(satisfaction and appreciation). Expectancy is  a belief where expectation and level of confidence are vary among employees. Instrumentality is a perception of employee.

The expectancy theory can be applicable when employers provides incentives and opportunities such as salary increament, promotion, recognition and benefits to motivate employees to increase their performance in the workplace. The employers must take into account of the three beliefs of Vroom's theory and set into a high level.