Fauzan.work

Category: Career

  • Recruitment Advertising in Malaysia

    Malaysia is known for having a diverse and well-educated talent pool. The country has a good education system, and a large proportion of its population has a tertiary education. The government has also invested in human capital development, making Malaysia an attractive destination for multinational corporations looking to enter the Southeast Asian market. Malaysia’s population is also multilingual, making it an excellent location for companies looking to expand into the region. The country also has a large and growing pool of young, digitally savvy talent, which is crucial for businesses looking to capitalise on digital technologies.

    Why recruitment advertising is important?

    Recruitment advertising is essential because it allows employers to reach a larger pool of potential candidates and attract the best-qualified candidates for open positions. Advertising can be used to target specific groups of people, such as those with specific skills or experience, as well as to increase the visibility of a company and its job opportunities. Furthermore, recruitment advertising can aid in the development of a positive employer brand, which can attract top talent and aid in employee retention.

    Tackling the recruitment issues

    In recent years, Malaysia has faced a number of recruitment challenges. One of the major issues is a mismatch in skills between the labour market and the educational system. Many graduates lack the skills required for currently available jobs. Furthermore, a lack of soft skills, such as communication and problem-solving abilities, among job seekers is a source of concern. Another issue is a lack of transparency in the hiring process, which can deter job seekers from applying for specific positions. Furthermore, the high cost of living and housing in Malaysia may deter job seekers from relocating there. To address these issues, the government and private sector have been working to improve education and graduate employability, as well as increase transparency in the hiring process.

    Another core issue is that in the advertisements, some recruiters still list basic benefits as part of the advertisement. For example, EPF and SOCSO contributions at the prevailing statutory rate.

    While technically the information given is true, the fact that it is still written on the advertisement shows how rampant the violation of basic employment laws is in some sectors of the country and that the recruiters find that information still necessary to put in the advertisements.

  • Performance Management

    Performance Management

    Performance Management is broken down into 3 smaller parts, namely Performance Management, Reward Management and Consequence Management.

    Performance Management

    Performance management is a process of setting a set of targets for the employees. Employees will report in with a clean slate, hence it is very important for the employer to communicate its expectation on the employee as early as possible.

    The usual implementation method is through Performance Management (PM) cycle. The cycle consists of 3 phases, namely Planning, Mid-term Review and Appraisal.

    Objectives and Key Results (OKR)

    There is one organizational system called Objectives and Key Results (OKR) that I find useful to be used for all of us. Originated from Intel, it is also now being used by Google.

    First, we need to set up an Objective. The objective must be ambitious and feels comfortable. I guess it is somewhere between too hard and too easy.

    Then, we need to have a number of “Key Results”, which needs to be achievable, quantifiable and lead to objective grading.

    Scoring is easy. Google uses 0 to 1 scoring. Usual good scores re usually 0.6 or 0.7, indicating that there’s room for improvement. If you get a perfect 1.0, then definitely the goal is too easy to be achieved.

    I find this to be a useful tool for us to keep our career progress quantifiable and our performance will be easier to look at from a supervisor or manager’s perspective.

    Read more here.

    Reward Management

    Reward management is the concept of rewarding the employees based on their performance. Reward Management comes after performance management, in which the expectation of the employer is outlined and communicated to the employee.

    Reward management has several benefits. Among them include better engagement, lower recruitment costs and reduced possibility of employees making mistakes.

    Reward management is important to send a message to the employees that their good effort is being noticed and they will be rewarded for extra mile steps that they have taken for the employer.

    Consequence Management

    Consequence management gives us some sense of accountability on our performance. While Reward Management serves as a motivation tool as well as a platform to reward the best performing employees, consequence management acts as a platform to remind the employees about how they can improve and the need for them to align their performance to the employer’s specifications.

  • Employment Laws

    Employment Laws

    Employment Laws

    Employment Act 1955

    Those who are interested to look at Malaysian labor laws can read more about it by looking at Malaysian Employment Act 1955.

    For your information, the law is only applicable to Peninsular Malaysia and Labuan Federal Territory. Sabah and Sarawak are subjected to their own state laws.

    Here are several noteworthy points in the law:

    • 12(1): Give early notice before termination
    • 12(2): a) Less than 2 years, 4 weeks notice b) More than 2, less than 5, 6 weeks notice c) More than 5 years, 8 weeks notice
    • 14(2): Suspension pending inquiry: wages no less than half
    • 22: Employers cannot give out advance wages unless it is for (including but not limited to) buying house, land, vehicle, livestock
    1. Industrial Relations Act 1967 (Act 177)
    2. Trade Unions Act 1959 (Act 262)

    More info soon

  • Recruitment

    Recruitment

    Recruitment is the process of identifying suitable candidates for a particular job role. It happens when the organization has decided to replace any of its employee or increase the number of employees.

    The first step in recruitment is to identify Job Specification (JS) and Job Description (JD) for a particular position. This is to make sure that the workload are being distributed fairly according to the organization structure.

    One of the benefits to prepare JS and JD in advance is it helps to reduce potential of redundant hires as well as having the possibility of opening the position to internal staff.

    • JS: Requirements to carry out the job. For example, able to communicate in both Bahasa Malaysia and English.
    • JD: Description for a particular job. For example, one of a cashier’s JD is “taking orders from the customers”.

    Once a JD and JS has been prepared, the recruitment staff can start to look for candidates based on the selection criteria.

    The sourcing of candidates can be done via any of the following channels:

    1. Job search portal (such as jobstreet.com)
    2. Referral from existing employees or the public

    Screening

    Screening can be done in multiple stages too. Screening is useful because it helps to save the precious time of the hiring managers by effectively filtering the candidates.

    Pre-interview screening is done at many companies. Usually the preferred method is online assessment. Online assessment is quicker and easier to implement. It helps to save the time of the recruitment staff.

    Onboarding

    Onboarding is a process of recruiting employee from the moment a job offer is issued until some time after the job commences, depending on how a particular organization would like to shape its own onboarding phases. We think the onboarding process should be divided into several phases as follows:

    1. Pre-employment
    2. First day
    3. First week
    4. First month

    Pre-employment

    Pre-employment can be divided into several more sub-phases depending on the company’s recruitment strategies.

    Before first day of employment, the recruitment staff must ensure the following is prepared for the new employee:

    1. E-mail account
    2. Access card
    3. Employee handbook
    4. Workstation
    5. Computer and login information
    6. Buddy assignment

    First day

    In many of the small companies, company induction is being held for only half day or one full day.

    The induction briefing should consists of the following:

    1. Company profile
    2. Payroll information
    3. Compensation and benefits
    4. Contact information
  • Employee Engagement

    Employee Engagement

    As i was about to write the first draft of this chapter, i had named it “employee retention”. While ultimate goal of many organization is to retain their best talents, it is better if we look into how to make employees feel engaged at the first place.

    Engaged employees often bring in more business for the company. This is because engaged employees tend to perform better and do extra miles without even being asked. Many of the employees in managerial positions would love to have a team of dedicated and honest employees. However, very few of them have given a serious thought on making employees feel more engaged at work. With sufficient engagement level, dedication and other qualities will shine naturally. As a result, the companies often faced with challenging times as their best talents start to leave them and look for a better opportunity elsewhere.

    The constraints

    There are various constraints when you want to plan and implement employee engagement programmes at your workplace. Among them include financial and operational constraints.

    Dealing head-on with the constraints may help you to achieve what you want but the sustainability of the programmes can be questionable. For example, if you are being too harsh on forcing the employees to “engage” with the companies, chances are you will just drive them away. Worse, they still come to work but they are being actively disengaged at work.

    Engagement Programmes

    One of the strategies in maintaining a healthy level of employee engagement is by having a well-executed engagement programmes. To implement the programmes well, careful planning is a must.

    In planning for engagement programmes, you need to spell out the objectives first. This will help to set the direction of the initiatives.

    While implementing the programmes, keep in mind the important metrics to measure after the programme ends.

    In evaluating the programmes, take into consideration their short-term and long-term benefits.

  • Safety, Health and Environment

    Safety, Health & Environment (SHE) is one of the most important aspects in an organization.

    Importance of having proper OSHE implementation at the workplace

    Proving a safe and conducive work environment is one of the core requirements of being an effective employer.

    The approach towards the betterment of HSE implementation in the organization should be seen as a multi-pronged one. If it is done properly, the following benefits can be achieved:

    1. Better employee engagement
    2. Reduced unexpected expenditure

    Step 1: Policy Statement

    The first step towards implementing HSE at the workplace is to ensure that the company has an HSE policy statement at the first place. In most companies, HSE policy statement is compulsory by law.

    Step 2: HSE Policy

    HSE policy helps to steer the direction of the HSE implementation at the workplace. Although the implementation of the strategies have yet to be determined, it is important to have the policy so that the HSE implementation will have clearly-defined objectives.

    The next part of the implementation is to get the right set of people to work on the strategies and fine-tune the existing programmes.

    Act (Law) -> Regulations -> Guidelines

    Ministry of Human Resource

    DOSH: Department of Safety and Health (Enforcement)

    NIOSH: National Institute of Occupational Safety & Health (Education & Training)

    Safety Inspectors

    1. Directly employed by DOSH
    2. Licensed by DOSH

    Objectives of OSHA 1994

    1. To ensure the safety, health and welfare of persons at work against risks out of the activities at work
    2. To protect person at a place of work other than persons at work against risks out of the activities at work
    3. To promote an occupational environment for persons at work which is adapted to
    4. additional point

    Scope of OSHA

    Unsorted – notes

    Emergency Preparedness:

    1. Ensure appropriate First Aid box

    OSH Committee: Fundamentals

    Note: DOSH will try as much as possible to find fault of the employer.

    Safety Committee: Membership

    Chairman: Someone from Top Management

    Secretary: Can be appointed among members

    Safety Committee Meetings

    Must be held at least 3 times in a year.

    If the committee member cannot attend 2 meetings consecutively, the person must be removed from safety committee.

    Note: After establishment, members should be given trainings.

    Terims of Reference for Safety Committee

    Factories and Machinery Act 1967 (Act 139)

    One incident at parking lot facility (i think Cold Storage) in Section 14, Petaling Jaya, Selangor, Malaysia.

  • Learning and Development

    Learning and Development (L&D) is an important function in Human Resources (HR). These days, many of the employees no longer find themselves comfortable doing the same thing over the years. Instead, they are always in pursuit to develop themselves. If you are not able to meet the learning and development needs of your employees, there is a good chance that they are going to leave your company very soon.

    Over the years, we can see an increase of the turnover rate among younger employees. Most of them has cited lack of development opportunities as their reason to leave existing employer. A common pattern can be observed when you conduct an investigation to find the reason why your top performers left your company. The top performers are hungry for challenges in their career and they are always looking for the opportunities to learn. However, they often find themselves tied by the constraints set by the more senior employees in the company. Hence, they are not able to do much in their career at the company.

    The high turnover rate can make employers freak out. This is putting employees in vicious cycle. Employers refuse to train their employees due to the fear of them quitting and employees feel like quitting because their employer refuse to train them.

    Developing Effective Learning and Development Component in the organization

    In order for us to develop an effective L&D component in the organization, we need to look into several steps as outlined below:

    The steps to develop an effective L&D component in an organization are as follows:

    Step 1: Background Assessment

    Assessment of the organization’s corporate background and strategic planning.

    Firstly, you can look into the organisation’s corporate information. The essential information includes its vision, mission, goals as well as objectives. Besides, the core values of the company are also useful as a guidance on how you want your Learning & Development process to take place.

    Resources Assessment: Assessment of existing resources in terms of people, infrastructure and environment

    People: Managing Learning and Development process in a large organisation can be a huge task. The number of employee working full-time for implementing L&D initiatives at the company is dependent on the total number of employees at the company. A good rule of thumb of L&D personnel ratio is 1:200, or 0.5% of the total number of personnel.

    Step 2: Formulating Learning & Development Policy

    Having a policy will be a great help in ensuring successful L&D planning and implementation in the company. An L&D policy should contain some information about the commitments from the leadership, planning and execution of the process and how to carry out an effective evaluation for the process.

    Step 3: Formulation of Procedures

    After you have finished with the policy, you can create procedures for L&D process.

    1. L&D Needs Analysis
    2. Training Session Coordination (including registration and payment)
    3. Development Programme Coordination
    4. Development Programme Evaluation
    5. Training Session Evaluation
    6. Training Effectiveness Evaluation

    Step 4: Implementation

    Implementation of policies, processes and procedures. As the procedures have already been developed, it is time to implement them well.

    Step 5: Evaluation

    You must be able to determine what criteria shall the evaluation be based upon. For example, you can determine how to measure the effectiveness of the training sessions attended by your employees.

    Step 6: Continuous Quality Improvement

    Corrective/preventive actions based on the assessment result

  • Human Resources

    Human Resources is the most important component in an organisation.

    Employment Laws

    1. Employment Act 1955
    2. Industrial Relations Act 1967 (Act 177)
    3. Trade Unions Act 1959 (Act 262)

    Resignation and Termination

    Resignation can be a challenging topic to the extent that people do not want to talk about it. However, it is important for the employers to address it before it is too late.

    Many companies have encountered the issue of having to terminate their employees due to poor performance and other issues. However, not many of them are taking it positively.

    Milestones

    17 March 2022: Opened for access at fauzan.work

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