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Training and

Development
(BAGB4033)

Training & Development


(Group Assignment)

Lecturer:

Mr. Azhari bin Abd Rahman

Prepared By:
Mohd Khairudinbin Malek MD 1206BD0018
Normayudi bin Abu Bakar MD 1309BD0404
Mohd Solehin bin Ahmad MD 1309BD0698
Mohd Azmi bin Kamid MD 1302BD0001
Mohd Adib Ikhwan bin Jamaludin KK 1206BD0069
Nasrul Hadi bin Mohamad MD 1309BD0656

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Submission Date:
12 Sep 2015
TRAINING AND DEVELOPMENT

Article One

Topic: RECRUITMENT COMPANY FINDS SUCCESS IN SPECIALISED FIELD.

Author: ZIEMAN (STAR ONLINE)

Date: 19 June 2014

Summary of Issues and Article

This article is about Dr Mohamed Sultan Sickanders dream to improve the nursing
profession and help shape the career paths of nurses and healthcare practitioners in Malaysia.
His vision was to fight for a better prospect for nurses and healthcare professionals. Not only
was his proposal accepted, but it also led to Malaysian nurses earning better salaries.
Malaysian nurses are so valued in Saudi Arabia that they earn 60% to 70% more pay than
other Asean and non-Western nationals working in Saudi Arabia.

With his local, regional and international working experience in the fields of hospital
management; operations and consultancy; human resource development and training; and
personnel search and recruitment, Mohamed Sultan turned his company (Melorita) into a
reputable and recognised healthcare brand and leading healthcare recruitment company in the
region. He gave the company a strong foundation built on recruiting, hiring and training the
best possible healthcare professionals.

The succession plan after retirement of Dr Mohamed saw the companys continuing
evolution includes a re-branding exercise and a strategic planning. Melorita is firmly
entrenched as a service provider that supports healthcare professionals and healthcare
facilities both locally and internationally. The companys expertise lies in the three core
specialities: human capital, healthcare services and healthcare training. With over 35 years of
experience in international medical recruitment, the company is now diversifying into home
healthcare.

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As a professional healthcare recruitment agency, Melorita is able to assist healthcare
professionals like nurses, medical consultants, supervisors, medical technologists,
radiographers, physiotherapists and hospital administrative staff to find rewarding placements
locally and overseas.

Melorita group of companies now provides services like international recruitment,


permanent and contract staffing locally, healthcare consultancy, healthcare training &
professional development programmes and international repatriation and relocation services
both inbound and outbound.

Opinion of the Issues in Relation with Training and Development

Our opinion of the issues here is about human resource staffing model in general and
training & development in particularly have been design by Melorita group in order to
improve the nursing profession and help shape the career paths of nurses and healthcare
practitioners in Malaysia. The concept is about recruitment and then training & development
of nurses and healthcare practitioner before been hired locally or internationally. In these
aspects, Melorita under administration of Dr Mohamed has able to improve the career
prospects of nurses in Malaysia after go through the training & development module. The
situation has demonstrate nurses from Malaysia is capable to give effective performances that
come from structured and good model of education and learning process as well as training
and development programs. The product of Melorita is not only for Malaysia but also for
international market especially in Middle East. The international market is considering one of
the successful stories of Melorita because most of workers produces by them are valued in
the Middle East. The trained nurses that undergone training & development in Malaysia is
also has been considered as expatriate that have a tax-free and be paid much higher compare
in Malaysia and its mean they have earn better salary. Training & development model
introduced by Melorita group is able to educate or train nurses in Malaysia to gain required
KSA in order to improve performance on the job. Therefore, acquisition of KSA by nurses is
required to perform their job responsibilities to ensure long term achievement of individual
and organizational objective is achieved. This success has become an evidence on training &
development design by Melorita is efficient and effective. Effective performance shown by
Dr Mohamed has been transferred to organizational effectiveness and success.

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Second issue is about Melorita employment after retirement of Dr Mohamed based on
HR strategy. It will fall under training & development, staffing system and retention
management. To handle these issues, Dr Mohamed was used in-house or internal recruitment
and training & development. From on job training to off job training, and training &
development, finally Dr Mohamed is able to identify most talented candidate to take over the
management of the company. Based on KSAOs of his two employees, Dr Mohamed has
chosen his trusted administrator to be executive director and his chartered accountant to take
position of managing director and chief executive officer to steer Melorita to greater heights.

Discussion Function of Higher Learning Institutions and Employers to Improve Skill of


Students and Employees

First issue is about recruitment and training & development process for Melorita
before able to produce nurses and healthcare practitioner to the local market and international
market. The recruitment is open for local and international candidate that have qualification
to be nurse or healthcare practitioner. These is function of higher learning institution in
Malaysia to produce highly train or professional nurse that can be market to others countries.
Currently, there are many institution that produce good nurses such as Pusat Perubatan
Universiti Malaya, HUKM, HUSM and many others private institution in the field of health
educations. After working a few years in local hospital either government or private hospital,
nurses will enhance their capability through working experience as well as training and
development programs design by HR management. After that Melorita training and
development has able to produce nurses and healthcare practitioner with certain standard that
acceptable by most of the countries in the world. These T&D program produce by Melorita
will ensure qualified nurses has reach to the international standard in western countries to be
professional nurse. Therefore, Melorita is to keep good quality and standard in order to stay
focused on the mission, in ensuring candidates successful by offering them the best
employment opportunities at the best healthcare facilities that pay the best salaries.

Second issue is the common issue that will happen in any organization. Internal
recruitment for top management is always an important issue in any organization. Melorita
has used closed recruitment process in ensuring the company move forward. Internal
recruitment always have an advantage such as save cost and time because the candidate is
know all the policy and strategic business of the company. Internal recruitment is very much

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effective by identifying available recruitment source internally and much easier to evaluate
the candidates performances. This method also can be considered as a policy for promotion
and as part of the traditional career path emphasizes strict upward mobility within an
organization. At the same time, the method is about career development in which will provide
employees with opportunities to take interest in the company and at the end it will be an
effective retention tool in the organization. This will be part of T&D program design for
employee in Melorita in order to ensure the company will continue the success and to be
developing more.

From the above discussion, the method used by Melorita is still relevant for all generation. In
future or new generation the concept to produce nurses and healthcare practitioner is not
much change but the changes are the technology. Therefore, technology changes only
changes in a few aspects of training and development process including recruiting process
such as application to study under Melorita can be done through online. However, concept of
HR staffing model (training and development) is still applicable for healthcare industry.

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Article Two

Topic: PROFICIENCY IN ENGLISH LEADS TO BETTER SALARIES

Author: TAN EE LOO (STAR ONLINE)

Date: 23 June 2012

Summary of Issues and Article

This article is a research study about a correlation between English language skills
and the salary gap between those who are proficient in the language and those who are not.
The article mentioned the important of the English language could increase the earning power
of individuals in developing countries by approximately 25%. Therefore, workers with solid
English language skills are in the best position to take the fullest advantage of new
opportunities in rapidly developing economies. English language proficiency could increase
personal earning power and higher English language proficiency would help attract and
increase foreign direct investment (FDI) into Malaysia. English language proficiency is
developing through education and learning process from primary school to primary school
and up to university education. Furthermore, English proficiency can be further developing
through T&D program in organizational.

Professionals within a client-facing role where communication skills are vital, good
English skills will help them articulate and sell their ideas better. It will also aid them in
working in a multinational corporation, where they need to communicate with various
nationalities. Therefore, most of foreign multinationals look for professionals, who they are
able to train for the role, meaning that higher English language proficiency would be one of
the key factors that would draw them to Malaysia. However, English Education set by
Education Ministry have play important role to produce Malaysian with good English skills.

Opinion of the Issues in Relation with Training and Development

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This article discussing the importance of English language in staffing process from
recruiting until the remuneration issue.In the globalisation era, most of the business involving
multinational corporation that required their employees to have proficiency in English
language. Most of MNC recognised that fluency in the English language was a prerequisite to
getting a job. Employees with good English communication skills tend to be more confident
and thus representing the organisation better, putting the organisation in a positive light.
Therefore, these employees are able to gain higher positions in the organisation. At the same
time, English was one of the main languages used in institutions of higher learning and
businesses worldwide, employers were facing difficulties finding local graduates with an
adequate standard of English proficiency. This article is about a process before been
employed which higher education play important role. Before pursue higher education in
government or private universities, primary and secondary school will give early education to
brush up English skills. After that, using English as day to day conversation in universities
will help individual to improve their English skills.

The relationship of the English language issue is much related to the recruitment and
employment process. It is about the screening by HR recruiting staff on the academic
qualification until interview process. During interview process most of the organization will
be able to cx the candidate proficiency in English language. From the interview, company
will able to decide what position is suitable for candidate and also how much salary entitle by
candidate. HR training and development programs will able to resolve the English
proficiency issue of employees by producing right T&D model or programme that construct
comprehensive training and development in English language and communication skill.

Discussion Function of Higher Learning Institutions and Employers to Improve Skill of


Students and Employees

What are wrong with Malaysian regarding English language proficiency? Even
though our government effort to improved English proficiency among Malaysia from primary
school up to secondary school and until university level its look like the issues or problems is
still unresolved. During Mahathir era, Ministry of Education introduced new learning method
for English lesson by teaching mathematics and science in English. However recently during
Prime Minister Najib, Ministry of Education has turn back learning of mathematics and
science in the Malay language. Therefore, Malaysian education system has giving impacts to

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the people in this era of globalisation that required English as a perquisite to the job offer.
This issues is much affected to the people from rural area because most of them are very shy
and seldom to make conversation in English language. Higher learning institutions also play
important role to produce Malaysian with acceptable level of English proficiency. However
most of government universities still used Bahasa Malaysia as a main language that definitely
effect student English skills. These will resulting more expatriate working in Malaysia
because of language issue. Therefore, in order to have more Malaysia to hold upper
management in business organization especially the MNC, proficiency in English language is
very important and its also related to the salary offered for the employees. Furthermore, it is
very seldom MNC in Malaysia have T&D programs to improve employees English
proficiency.

From the above discussion, it can be conclude that the English language as a
perquisite to apply work is very much relevant for current generation and future generation.
For instance, there are a few cases of country used French as a second language changes their
education policy to include English language as a second language due to a requirement to do
business in this era and future. Therefore, since English language is a universal language in
the world, Malaysia have to do something in educating Malaysia to improve English
language among citizen drastically in order to compete in present and future business. Its can
be conclude that performance of employees can be measured through English proficiency
which will reflect education, learning institutions as well as training and development
program in organizational.

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Article Three

Topic: LOCAL GRADS NOT UP TO MARK

Author: BERNAMA(STAR ONLINE)

Date: 5 March 2012

Summary of Issues and Article

This article is about a need for a sound foundation in critical thinking to be incorporated into
the education system to prepare future generations for the employment market. Its means that
was a distinct gap between what the education system was producing and what employers
were looking for. Currently, there are a few cases of universities producing graduates who
dont have the requisite skills to enter the workforce. To make it more worst, the lack of
proficiency in English limits their ability to communicate beyond the borders of Malaysia and
this lowers their confidence and curtails their ability to add value in the workplace. Most
employers look for graduates with a high level of confidence who were exposed to niche
areas outside their academic studies and most of new graduates lacked the critical thinking
skills required to keep up in a constantly changing and increasingly competitive world.

Opinion of the Issues in Relation with Training and Development

This article discussing on the issue or dilemma facing by most of employers in Malaysia to
get employees from university or fresh graduate that should have capabilities of critical
thinking, proficient in English language and also ability of good communication skill. From
the aspect of training and development, it will require employers to provide training in order
to fit the new fresh graduate into respective job scopes or many graduates have to accept an
employment that does not correspond with their qualifications. As mentioned in the article, it
is necessary to instil critical thinking in the education system in order to prepare future
generations for the employment market. Therefore, a deep study should be done by Ministry
of Education to align the market requirement for employment with Malaysia education

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system. Most of the university is concentrating more on academic compare to practical skill
in many industries. Its also has been observed a disconnect between what graduates state
on their curriculum vitae and what they are like in reality. In the aspects of employment,
employer always consider the way graduates converse and portray themselves to be more
important than whats in the CV. At industry level they can conduct training for the employee
to master their English language.

Discussion Function of Higher Learning Institutions and Employers to Improve Skill of


Students and Employees

The issue is about a quality of fresh graduate from a few university in Malaysia that lead to
the requirement for employer to be more efficient in training and development after recruiting
new graduate because lack of KSAOs. There are a few cases in Malaysia about collage or
universities is more concentrating on the income or profit above the requirement to produce
graduate equipped with knowledge and skill to prepare them for the employment after the
graduation. It also a few cases where certificate can be bought without a proper education
receive by the person which definitely will cheat employer during recruitment process.
Serious monitoring of Malaysia standard in education is very important to be tackle by the
government in order to produce knowledge, skilful, ability and others capabilities in order to
meet the employment requirement in the globalisation era. Therefore from the above
discussion and evaluation, it is important to improved Malaysia education standard in
university and college in order to produce future generation with KSAOs including critical
thinking, proficiency in English language and as well as good communication skill. This
issues is not only for future generation but also for current generation in order for Malaysia to
be modern country by 2020.

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Article Four

Topic: STAFFING ISSUES CRITICAL TO BUSINESS STRATEGIES

Author: KATHY GURCHIEK

Reference: http://www.shrm.org/publications/hrnews/pages/staffingissuescritical.aspx

Summary of Issues and Article

According to the Society of Human Resource Management (SHRM) recruitment is the most
critical areas of HR. HR depending on the size and operations of an organization. Results of a
survey conducted in the United States, HR is a contributor to the strategic and action plans in
the business. Three critical functions in HR isas follows:

a. Recruitment of staff / employees - 52%

b. Training and development - 29%

c. Employee benefits - 29%

This shows the HR function is an essential element for building, developing and retaining
talent. According to research specialists in New York, the three functions mentioned above
are compatible with Generation Y. There are three critical area of HR, firstly is recruiting and
retaining Generation Y, secondly is training and development and thirdly is benefit.

Opinion of the Issues in Relation with Training and Development

In the issue of training and development, population in the rural areas are most affected
because they are less exposure to technology. Therefore, to employ people from rural area it
will require HR to conduct training programme for rural people especially the area that
doesnt have the necessary infrastructure facilities such as internet and computers.

Following are the issues related to training and development:

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a. Performance management is about employee communications plan, strategic planning,
policy development and implementation.

b. HR is responsible for providing assistance and counselling and training to employees.

c. HR resource function is to collect data and information of employee. To measure employee


performance, every HR unit will used performance metric to gauge employee achievement
according to the training and development module.

d. Minimize manpower by integrating the work scope and work requirement.

e. Every aspect of employees training and development also required proper budgeting from
the organization.

Discussion Function of Higher Learning Institutions and Employers to Improve Skill of


Students and Employees

HR function is to assist organization to achieve its goals or organization strategies. In


working environment, method of mentors and mentees is one of the way to maintain
knowledge and experience in the organization by allowing senior employees teaching junior
employees about work processes and procedures.

In the case where there are multiple generations within the company. Duties and
responsibilities of HR to see to the needs and interests of each generation. Each generation
has different needs. From the analysis and programme of HR, each generation will feel more
satisfied with the approach and management by organization. If employees satisfied with the
management it will be one of the method in the employment retention programme. There for
HR Department can plan to implement training to all levels of generation so that they can
better understand each other according to the current training modules and development.

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Article Five

Topic: A BOOST FOR HR PROFESSIONALS

Author: STAR ONLINE (SME)

Date: 14 August 2014

Summary of Issues and Article

This article is discussing about HR Professional Certification Programmes aimed at driving


the local human resources fraternity towards attainment of internationally recognised HR
professional standards in line with growing demands for certified HR professionals and
specialists. Currently, only 10% of the entire HR practitioner pool in Malaysia is certified
with HR-specific international standards. This shows a significant gap between Malaysia and
developed countries in terms of professionally certified HR practitioners. This is an evidence
of failure HR training and development model in any organizational to produce certified HR
practitioner.

HR Professional Certification comes to Malaysia at the right time as a private-sector initiative


to supply the local market with globally recognised HR programmes for local practitioners to
upgrade their professional standings.The need to increase the number of certified HR
professionals in the country will also act as a driver to better the business performance of
local companies. This is positive actions taken by organization in Malaysia to produce
professionally certified HR practitioners in order to fulfil local markets. Therefore, HR
training and development process will be a right model to produce professionally certified
HR practitioners.

The results of a recent survey clearly show that over 70% of organisations across regional
markets acknowledge that HR professional certification will positively impact business
profitability. Profit of a business is intrinsically linked to how well the HR is run, as
sustainable employee productivity is linked to excellence in managing employee engagement,
training & development, satisfaction and spilling over to customer experience.

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Professional HR Certification programme requires the continuous undertaking of HR-related
professional education to qualify and re-certify the HR practitioners to meet the international
standards to execute strategic and daily HR functions in a company. Survey results also
reveal that 87% of Malaysian HR practitioners expect that the possession of a globally
recognised HR certification will be more financially rewarding in terms of salary. Further
discussion in relation to training and development will be discussed in next topic subheading.

Opinion of the Issues in Relation with Training and Development

These issues are about professional requirements to be a certified HR in order to be


recognised in country and international. It will start from the basic qualification after graduate
from university then the HR staff will be getting experience in the company. After that,
training and development in the organization for HR branch is very important in order to
have a right staff to achieve organization strategic goals. Resulting from the training and
development process through education, learning and training & developments, its will
benefit the organizational in by increasing organizational effectiveness. At the same time,
employees will gain greater knowledge and skill and higher self-efficacy which will feel
more useful and have more positive attitudes towards their job and organization. The new
way has been introduce for HR management staff certification and qualification by attending
the HR Business Professional Programme and the HR Management Professional Programme.
This initiative can be consider as part of T&D in the organizations. With the certification, HR
practitioner will be recognised internationally. The core activity from staffing model is a
training and development to improve the knowledge and qualification of HR practitioner. For
future business in globalisation era, certification of HR practitioner is very important to make
profit to the organization because HR unit is very important part to achieve strategic goal and
direction of the company.

Discussion Function of Higher Learning Institutions and Employers to Improve Skill of


Students and Employees

In future, HR practitioner wantto be globally recognised with certification that is immediately


accessible in Malaysia by a few private companies. To be certified as a HR practitioner, the
process will start from universities or any higher learning institutions that offering HR course.

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After that, in house training or through training and development program by organization
will be another step to produce certified HR professionals. By doing so, it will be better to
manage a dynamic workforce that spans the three main generations of baby boomers, gen X
and gen Y of workers. The human capital landscape in Malaysia is becoming more complex
because the Baby Boomers (born between 1940s and early 1960s) are retiring and a large
numbers of Gen-Y and millennium (born in and after 1980) have started entering the
workforce. Therefore, the current need of certification from training and development process
are applicable from current generation and others generation including Baby Boomers, Gen-
Y and millennium. It can be conclude that the staffing concerns of many organisations drive
the overall employment in this sector, including human resources, training, and labour
relations managers and specialists occupations. On another angles, T&D plays important role
in effectiveness and competiveness of organization by having certified HR professionals.
Certified HR professionals are a good investment in human capital that will give many
beneficial to employees as well as organizational.

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ARTICLE ONE

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RECRUITMENT COMPANY FINDS SUCCESS IN SPECIALISED FIELD

Thursday, 19 June 2014

By: ZIEMAN

The inspiring story of Melorita Healthcare Sdn Bhd began 37 years ago, with Dr Mohamed
Sultan Sickanders dream to improve the nursing profession and help shape the career paths
of nurses and healthcare practitioners in Malaysia.

Mohamed Sultan, the former director of University Hospital (now University Malaya
Medical Centre) and Melorita Healthcare have since gone on to improve the career prospects
of nurses in Malaysia.

Mohamed Sultan set out to form Melorita Healthcare in 1977 by visiting Jeddah in Saudi
Arabia, in response to an advertisement in a newspaper for nursing personnel.

The purpose of the trip was to convince the King Abdul Aziz University Hospital (KAUH) in
Saudi Arabia that Malaysian (and Singaporean) nurses were as good as, if not better than,
their Western counterparts.

His vision was to fight for a better prospect for nurses and healthcare professionals. Not only
was his proposal accepted, but it also led to Malaysian nurses earning better salaries.

Malaysian nurses are so valued in Saudi Arabia that they earn 60% to 70% more pay than
other Asean and non-Western nationals working in Saudi Arabia. Their tax-free salaries are
up to four times more than what they earned back home in addition to their expatriate status.

Thanks to Melorita paving the way for them, Malaysian nurses are now valued assets in the
Middle East.

With all his years of local, regional and international working experience in the fields of
hospital management; operations and consultancy; human resource development and training;

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and personnel search and recruitment, Mohamed Sultan turned Melorita into a reputable and
recognised healthcare brand and leading healthcare recruitment company in the region.

The 71-year-old administrator gave the company a strong foundation built on recruiting,
hiring and training the best possible healthcare professionals.

When Mohamed Sultan decided to retire in May 2008, he knew only two people could be
counted on to continue his legacy his associate and trusted administrator of 37 years Mary
Elizabeth and his chartered accountant son-in-law, Armand Yeoh Abdullah.

The succession plan saw Armand, 41, appointed as chief executive officer and managing
director and the Mary as executive director to steer Melorita to greater heights.

Armand and Mary complement each other with their specific functions and roles.

Mary is the administrator, counsellor and motivator, which all the staff members and
healthcare professionals go to for help while Armand is responsible for the strategic
development and overall direction of the organisation in line with the companys mission and
vision.

The companys continuing evolution includes a re-branding exercise and a some strategic
planning.

We changed the corporate colour from dark green to the fresh apple green as part of a re-
branding exercise to give it a more fun, refreshing and invigorating appeal, said Armand.

Melorita is firmly entrenched as a service provider that supports healthcare professionals and
healthcare facilities both locally and internationally. The companys expertise lies in the three
core specialities: human capital, healthcare services and healthcare training.

Our ability to integrate our services and provide quality talent gives us an edge to fulfil the
medical needs of out clients, said Armand

For Mary, Melorita was built from a dream shared with Mohamed Sultan. The name Melorita
was inspired by Melor (jasmine in Malay) and Ita from the name Sampaguita (the
sweetly scented Philippine jasmine). The five petals in the symbol represent Mohamed
Sultans family.

With over 35 years of experience in international medical recruitment, the company is now
diversifying into home healthcare.

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We believe in the basic foundation that Mohamed Sultan has built, that home healthcare
should be part of the complete healthcare system that will allow a patient to have a holistic
and complete recovery, said Armand who has an MBA in Entrepreneurship from a university
in Australia.

He believes home healthcare should provide patients and their families a solution to the
following issues, especially affordability.

We want home health to be an option for affordable healthcare by reducing the need for
prolonged hospital or nursing-home stay. Besides home health will prevent any loss of
income for the caregiver due to having to take time off to care for the patients themselves.

This healthcare service should be convenient where a patient can have access to quality
medical care without having to leave ones home, said the father of three.

Melorita Home Health (MHH) is a home nursing and rehab service provider which is part of
the Melorita Healthcare Group. The home nursing and rehab provider is dedicated to
providing continuous medical care to clients in the comfort of their homes.

Since the Melorita Group of Companies strength is in the business of sourcing, training and
recruiting healthcare professionals both in Malaysia and internationally, they decided to set
up MHH because they believe that providing the best nurse or healthcare staff to their
customers homes is the key to delivering the best service.

We offer home nursing care, home health service and elderly care. You can be assured of
quality healthcare professionals, said Armand who believes that home healthcare should be
part of the complete healthcare system to allow a patient to have a holistic and complete
recovery.

As a professional healthcare recruitment agency, Melorita is able to assist healthcare


professionals like nurses, medical consultants, supervisors, medical technologists,
radiographers, physiotherapists and hospital administrative staff to find rewarding placements
locally and overseas.

Melorita is able to offer its candidates either contract employment ranging from three
months to two years or permanent placements with our list of local and international client
hospitals.

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We are a one-stop staffing solution for international recruitment. So, if you are looking for
nurses from Malaysia, then this is the place, said Mary.

The company has been providing nurses and healthcare professionals to the Middle East for
30 years and over the years, their services have extended to Bahrain, Singapore, Brunei and
local hospitals in Malaysia.

Melorita has a dedicated pool of registered local nurses available for short- or long-term
contracts to supplement staff shortages.

Our extensive permanent recruitment processes for nurses are sourced from Malaysia and
overseas. Our reputation allows us to attract the best nurses. We hire only the most highly
qualified nurses and healthcare professionals that complete our stringent and quality
screening process, said Armand.

Over the years, the company has expanded its scope of services to cater for the ever-
increasing needs of its local and international clients.

Melorita group of companies now provides services like international recruitment, permanent
and contract staffing locally, healthcare consultancy, healthcare training & professional
development programmes and international repatriation and relocation services both inbound
and outbound.

Melorita operates from its headquarters in Amcorp Towers, PJ and has branches in Penang,
Johor Bahru, Kuching and Kota Kinabalu.

Their clients include organisations in Saudi Arabia like the National Guard Health Affairs
Department, King Faisal Specialist Hospital and Research Centre, SFH Ministry of Interior,
Ministry of Defence and Aviation Hospitals, Ministry of Health, King Fahd Medical City,
King Abdul Aziz University Hospital, King Khalid University Hospital, Advanced
Electronics Company (AEC) and many others.

Weve been entrusted to continue the legacy of Melorita. Its a moral duty and an ethical
obligation to be worthy of trust. So our main task now is to maintain quality and standard
making sure the legacy is not lost.

Thats why we have to always stay focused on our mission, to Make Dreams Come True
for our candidates by offering them the best employment opportunities at the best healthcare
facilities that pay the best salaries, said Armand.

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ARTICLE TWO

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PROFICIENCY IN ENGLISH LEADS TO BETTER SALARIES

BY TAN EE LOO

PETALING JAYA: A research study has confirmed that there is a correlation between English
language skills and the salary gap between those who are proficient in the language and those
who are not.

A study by research organisation Euromonitor International for the British Council states that
the learning of the English language could increase the earning power of individuals in
developing countries by approximately 25%.

The report, which was published in December 2010, shows that workers with solid English
language skills are in the best position to take the fullest advantage of new opportunities in
rapidly developing economies in the five countries selected for the research, namely Pakistan,
Bangladesh, Nigeria, Cameroon and Rwanda.

In Nigeria, the report states that the salary of non-English and English speakers can differ by
as much as 25%-30% on average in favour of English speakers, according to trade interviews
with 30 companies.

While the French language is dominant in Rwanda, the government switched from French to
English in its education system in 2008 because of a growing importance in the English
language.

Professional recruitment consultancy Robert Walters Malaysia country manager Sally Raj
said English language proficiency could increase personal earning power.

This is particularly true for professionals within a client-facing role where communication
skills are vital, good English skills will help them articulate and sell their ideas better. It will
also aid them in working in a multinational corporation, where they need to communicate
with various nationalities, she said.

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She also agreed that higher English language proficiency would help attract and increase
foreign direct investment (FDI) into Malaysia.

Most foreign multinationals look for professionals who they are able to train for the role,
meaning that higher English language proficiency would be one of the key factors that would
draw them to Malaysia, she said.

Manpower Staffing Services (M) Sdn Bhd country manager Sam Haggag said it was widely
recognised that fluency in the English language was a prerequisite to getting a job.

Employees with good English communication skills tend to be more confident and thus
representing the organisation better, putting the organisation in a positive light. Therefore,
these employees are able to gain higher positions in the organisation, he said.

Accenture Human Resources Lead for Malaysia Chua Chai Ping said while English was one
of the main languages used in institutions of higher learning and businesses worldwide,
employers were facing difficulties finding local graduates with an adequate standard of
English proficiency.

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ARTICLE THREE

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LOCAL GRADS NOT UP TO MARK

KUALA LUMPUR: Graduates emerging from the national education system are failing to
meet the expectations of prospective employers due to a lack of critical thinking skills and
poor communication.

This has resulted in employers having to provide additional training to fit them into their
respective job scopes while many graduates have to accept employment that does not
correspond with their qualifications.

Malaysian-based education, human resource and recruitment consultants feel there is a need
for a sound foundation in critical thinking to be incorporated into the education system to
prepare future generations for the employment market.

Manpower Staffing Services (M) Sdn Bhd country manager Sam Haggag said there was a
distinct gap between what the education system was producing and what employers were
looking for.

This has resulted in six out of 10 graduates from Malaysian universities taking as long as six
months to find a job.

The other 40% take even longer, said Haggag, whose company provides workforce
solutions that include recruitment and training.

Recruitment is a distinct challenge as the universities are churning out graduates who dont
have the requisite skills to enter the workforce.

The lack of proficiency in English limits their ability to communicate beyond the borders of
Malaysia and this lowers their confidence and curtails their ability to add value in the
workplace, he added.

Hong Leong Bank chief human resources officer Ramon Chelvarajasingam said many new
graduates lacked the critical thinking skills required to keep up in a constantly changing and
increasingly competitive world.
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These days, most employers look for graduates with a high level of confidence who were
exposed to niche areas outside their academic studies.

Prospect Consulting Sdn Bhd director Nina Adlan, who provides advisory services to
educational institutions aiming to set up branch campuses in Malaysia, said she had observed
a disconnect between what graduates state on their curriculum vitae and what they are like
in reality.

When we hire, we consider the way graduates converse and portray themselves to be more
important than whats in the CV.

Whats the point in having good academic results when they cant communicate, cant
conduct a proper conversation and have no confidence? she asked. Bernama

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ARTICLE FOUR

27
STAFFING ISSUES CRITICAL TO BUSINESS STRATEGIES, SHRM REPORT
FINDS

Staffing, employment and recruitment are among the most critical HR function areas that
contribute to their organizations business strategies, according to a Society for Human
Resource Management (SHRM) report released May 28, 2008.

How HR functions are viewed within organizations depends on factors such as the size of an
organizations staff, its employment sector and the dynamics of how the organization
operates, according to HRs Evolving Role in Organizations and Its Impact on Business
Strategy.

The findings are based on responses from HR professionals SHRM surveyed online in
September 2007. Respondents were employed by organizations operating in the United
States.

The studys aim was to understand how HR is approached in the organization in which it
operates, which is crucial to understanding how HR contributes to business strategies and
the value that it is poised to bring to the organization, according to the report.

The top three critical HR function areas, the study found, are:

Staffing/employment/recruitment, cited by 52 percent of respondents.

Training and development, 29 percent.

Employee benefits, 29 percent.

This indicates that HR is most likely to support the organizations business strategy through
human capital-related areas such as building, developing and maintaining the workforce, the
report notes.

Staffing and employment benefits issues often are intertwined, according to John Lewison,
SPHR, a SHRM Organizational Development Special Expertise Panel member quoted in the
report.

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We are constantly examining our benefits programs, not only from a competitive perspective
but in terms of cost-effectiveness, said Lewison, HR director for MDRC, a large policy
research organization in New York City.

Another member of the Special Expertise Panel member sees the top three function areas that
were identified as intertwined with Generation Y.

The first critical area confirms the challenge HR professionals have in recruiting and
retaining Generation Y employees, says FernanCepero, vice president of HR for the YMCA
of Greater Rochester, N.Y., in the report.

The second critical areatraining and developmentvalidates the training and


development initiatives that must appeal to that generations desire to learn and the
technological applications that are involved, Cepero added.

Benefits, as the third critical area, requires HR to attract/sell Generation Y on benefits such
as flexible schedules, telecommuting and full tuition reimbursement because HR
professionals do not expect to win their loyalty by talking about traditional benefits such as
pension vesting or funeral leaves.

Function areas that are of lesser critical importance, according to HR professionals surveyed,
are equal employment opportunity/affirmative action (3 percent), international HR
management (1 percent) and research (less than 1 percent).

Other key findings in the report:

Performance management; employee communication plans/strategies; policy


development and/or implementation; and strategic business planning are most likely staffed
in-house.

Employee assistance/counseling and flexible spending account administration are HR


responsibilities most likely to be outsourced.

61 percent of publicly owned for-profit organizations and 41 percent of private owned


for-profit organizations had formal systems to collect HR metrics.

Budget (56 percent) and headcount (46 percent) are the top organizational factors
limiting HRs efforts and effectiveness.

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Their organizations business strategy contributes to deciding whether to staff,
outsource or eliminate various HR roles, 50 percent said.

Responsibilities that are not directly related to HR but that are necessary to an organizations
operations are folded into HR by default at many organizations, the report found.

One half of those surveyed have other non-HR duties that might include facilities,
information technology and administration. This is especially true for small organizations (79
percent) compared with medium-sized (48 percent) and large organizations (22 percent).

Understanding how HR is approached sheds light on HR professionals career progression


expectations in their organizations, and on non-HR business leaders perceptions and
mentoring of HR professionals in an organization, the report noted.

HR needs an awareness of the various ways it can assist the organization in meeting its
goals, the report notes, pointing out that departmental mentoring can help HR professionals
become strategic contributors to the organizations business strategy by increasing their
understanding of other key functions within the organization.

Exhibiting a willingness to expand focus and gain broad understanding not only of HR
functions but also of the business operations, the report concludes, will increase HRs
scope of influence and promote recognition of HR for having the potential to support and
enhance organizational operations.

Kathy Gurchiek is associate editor for HR News. She can be reached at kgurchiek@shrm.org.

Reference:

http://www.shrm.org/publications/hrnews/pages/staffingissuescritical.aspx

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ARTICLE FIVE

31
A BOOST FOR HR PROFESSIONALS

Thursday, 14 August 2014

Kelly Outsourcing & Consulting Group, the outsourcing and consulting group of Kelly
Services, recently announced the availability of a globally recognised set of HR Professional
Certification Programmes aimed at driving the local human resources fraternity towards
attainment of internationally recognised HR professional standards.

KellyOCGs vice president for the Asia Pacific, Anthony Raja Devadoss, says that the
initiative is part of the companys efforts, as part of the private sectors initiative, to develop
the overall HR community to support the nations growing demands for certified HR
professionals and specialists.

Today, we estimate that only up to a maximum of 10% of the entire HR practitioner pool
(estimated to be 20,000 people) in Malaysia is certified with HR-specific international
standards.

This shows a significant gap between Malaysia and developed countries in terms of
professionally certified HR practitioners.

In the US, Britain, Australia and most of Europe for instance, there is an average of up to
25% of HR practitioners who are either certified or headed towards achieving certification
with international HR professional standards, Devadoss says, adding that KellyOCGs HR
Professional Certification comes at the right time as a private-sector initiative to supply the
local market with globally recognised HR programmes for local practitioners to upgrade their
professional standings.

We believe it is possible to double the existing percentage of the estimated 20,000 HR


practitioners in Malaysia certified with HR-specific international standards by the end of
2016.

The need to increase the number of certified HR professionals in the country will also act as a
driver to better the business performance of local companies.

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The results of a recent survey by KellyOCG clearly show that over 70% of organisations
across regional markets acknowledge that HR professional certification will positively impact
business profitability.

In fact, there is little doubt today that the profitability of a business is intrinsically linked to
how well the HR is run as sustainable employee productivity is linked to excellence in
managing employee engagement, development, satisfaction and spilling over to customer
experience, Devadoss explains.

He adds that over 90% of local HR practitioners have voiced a resounding demand for more
HR professional certifications and recognitions.

They want more of such globally recognised certification that is immediately accessible in
Malaysia, in order for them to better manage todays dynamic workforce that spans the three
main generations (Baby boomers, Gen X and Gen Y) of workers.

Authorised by Society of Human Resource Management (SHRM), the worlds largest HR


association, KellyOCG will be offering two HR programmes: The HR Business Professional
Programme and the HR Management Professional Programme.

Both are developed to examine and validate core HR skills and knowledge based on the
mastery of generally accepted HR principles and practices.

Devadoss explains that a HR Certification is different from just awarding a certificate for
participation in, say, a seminar.

The key difference is that a professional HR Certification programme requires the


continuous undertaking of HR-related professional reducation to qualify and re-certify the
HR practitioners to meet the international standards to execute strategic and daily HR
functions in a company, Devadoss says, adding that KellyOCGs HR Professional
Certification Preparation Programmes are the first to be available in Malaysia for this
purpose.

KellyOCGs survey results also reveal that 87% of Malaysian HR practitioners expect that
the possession of a globally recognised HR certification will be more financially rewarding in
terms of salary.

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Devadoss highlights that at the same time, less than 15% of Malaysian HR practioners are
aware of the global HR professional standards that are in place, and the ability to attain
professional recognition for increased career opportunities and remuneration.

Statistics show that certified HR professionals can easily earn between 20% to 30% more
than those who are not certified.

This shows that the increased earning potential for HR practitioners is significant and also
demonstrates that employers are willing to pay more to attract HR professionals with these
credentials, he adds.

Devadoss also says that the capital of doing business in Malaysia now comes in the form of
great people and big ideas.

He says, Incidentally, the human capital landscape in Malaysia is becoming more complex
because the Baby Boomers (born between 1940s and early 1960s) are retiring and a large
numbers of Gen-Y and milennials (born in and after 1980) have started entering the
workforce.

Consequently, the staffing concerns of many organisations drive the overall employment in
this sector including human resources, training, and labour relations managers and
specialists occupations.

The HR Certification Programmes by KellyOCG are Human Resource Development Fund


(HRDF) claimable subject to HRDF approval.

The first HRBP Certification Preparation Programme will be held from Aug 20 to 22, while
the HRMP Certification Preparation Programme will take place from Aug 25 to 27. Both will
be held at the Ritz-Carlton Kuala Lumpur. For more information, go to
www.kerjayasukses.com.my.

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