1.

0 INTRODUCTION

Human resources are an organization's greatest assets because without them, everyday
business functions such as managing cash flow, making business transactions,
communicating through all forms of media, and dealing with customers could not be
completed. Human resources and the potential they possess are key drivers for an
organization’s success. In order to maximize organizational effectiveness, human
potentials, individuals' capabilities, time, and talents must be managed and developed. In
short, HRM is best understood as the “process of managing human talents to achieve
organization’s objective”. The process of managing human talents is said to include the
process of recruitment and selection, compensation and benefits, labor and industrial
relations and also the management of employees’ safety and health in organizations.

Human Resource Management as “an approach to the management of individuals,

supported four elementary principles”. Primary, managers should to take into thought that
human resources are the most plus an organization has. Following, the workers angle and
procedures should to be closely connected with the accomplishment of the company
objectives and goals. Next, the structure climate, company values and atmosphere at the
work place have a serious influence on the success of the corporation. Lastly, it's important
that workers work along with a way of common purpose and feel the combination. (Sarma
2008, 1516.)

The history of HRM is said to have started in England in the early 1800s during the
craftsmen and apprenticeship era and further developed with the arrival of the industrial
revolution in the late 1800s. In the 19 th century, Frederick W. Taylor suggested that a
combination of scientific management and industrial psychology of workers should be
introduced. In this case, it was proposed that workers should be managed not only from the
job and its efficiencies but the psychology and maximum wellbeing of the workers.

1
2.0 PROBLEM ANALYSIS

Too many problem faced by human resources department in an organization, including this
problem in an article on July 26, 2018 found in News Strait Times Online Newspaper which
under a few issues; does not received offer letter after a verbal offer by the employer, does
not received salary and many more. But here I am to highlight the main issues which the
employer does not provide offer letter to their workers. The employer, AMRIG
International Group (Malaysia) cheated on their 18 new staffs by promising them high
payment salary starting MYR 7, 000 to MYR 15, 000 depending on their job post. The
workers were all applied on an employment website for their job post and started their job
after attending company interview like a normal process of starting a new job.

All the new workers does not receive any offer letter as it is a legal contract between
the employer and employee declaring the terms and conditions relating to work. Offer letter
would specify working hours, legal provisions like all types of leaves such as annual leaves
and sick leaves, also the details of compensation and performance management. Even if
you have no trust issue with the employer but if you are not received any offer letter it is
just like no job received.

Under the Employment Act 1955, contract of service is defined as agreement in any
way either it is oral or in written agreement as it is agreed by one person to employ another
as an employee and the other agrees to serve to their employer as an employee. But then
again, we look at Regulation 8 of the Employment Regulation 1957 which states “Employer
to furnish certified copy of particulars under regulation 5 (b). Where, all the details
including name of employee also his number of NRIC, occupation or appointment, wage
rates, other allowances payable and rates, rates for overtime work, other benefits, agreed
normal hour of work per day, agreed period of notice for termination of employment or
wages in lieu, number of days of holidays and annual leave, and lastly the wage period. Job
offer letters also serve as the legal basis for employment

2
3.0 POINT OF VIEWS

In this part, I would like to elaborate on the issues regarding the offer letter that should be
given to the workers before start working. This is because it is like giving the workers at
least proper written details about their job including wages, leaves and many more. Offer
letters can contain contractual rights for new employees, although companies do not
necessarily consider these documents to be employment contracts, according to
employment lawyer Tammy Marzigliano, writing for Forbes.

If the offer letter clearly states we will receive a guaranteed bonus, but then we do not
receive the bonus, this might be considered breach of contract. Employers cannot always
change the terms of employment, but most applicable situations do not relate to new hires.
When the company did not offers the new hiring, the job offer letter, they can simply change
the terms of employment for their benefit at the time.

This is happening in my last post as internship, the permanent staff did not receive offer
letter after her termination from her position, even, earlier, the manager promised to give
the written offer letters. And the manager simply made a deduction for the permanent staff’s
salary without any notice and they being told that the company has financial problems.
These type of problem continuously happens where the payment of salary were never on
time, monetary claims for outstation work did not pay back and termination without notice
happened. That company are one of the SME’s company.

But, in the article issue, there are 18 workers that being cheated by the same conman.
For anyone who want to apply for job position, they need to receive the offer letter before
starting their work at that company. The victims were even made the offer letter by
themselves and ask for sign from the manager but he refused to sign. Hence, a workers
should know the importance of the offer letter for a job before start working. Generally,
offer letters are less detailed employment agreements, and their purpose is to spell out basic
terms of employment. Offer letters inform prospective employees about the job and they
also inform prospective employees of general expectations, such as start date and salary, if
they accept the offer.

3
4.0 CONCLUSION

In conclusion, Malaysian Human Resources Ministry should enforce all the company
whether it is large and well-known company or small and medium company to prepare an
official offer letter so that the worker know what is the details of their job. There are actually
a lot of employers that do not do written offers and these usually happens to smaller
organizations, but not always. It is not because they are deliberately avoiding putting things
in writing in order to screw over the applicant, but simply because they have never made it
a part of their process. An offer letter are differs from an employment agreement based on
formality. During the hiring process, an offer letter is a standard pre-employment step. But
this is the minimum agreement for workers that will be working at the workplace to be
informed anything regarding their job. So that they will not questioning and know the right
when the employers are lacking in giving their right as a workers. They can claim as it is
written on the offer letter but did not receive any.

Hence, as an applicant for any job position, we need to ask our employer to give the
written offer letter so that we will clear about anything regarding the job. Also, in addition
to all of the above, a written offer is not an employment contract. Employers can still
change the terms of our employment at any time, even with a written offer. The reason to
get the details of your offer in writing is because it dramatically strengthens the likelihood
that the terms of your employment will be what you agreed to.

4
REFERENCES

News Strait Times. Conman Prince Cheats 18 promise huge salary work (July 26, 2018).
Retrieved from
https://www.nst.com.my/news/nation/2018/07/394659/conman-prince-cheats-18-
promise-huge-salary-work

Malaysia Employment Act 1955

https://www.ilo.org/dyn/natlex/docs/WEBTEXT/48055/66265/E55mys01.htm#c13

Haslinda A. (2009) The Journal of International Social Research Volume 2/9. Evolving
terms of human resource management and development

Sarma, A. M. 2008. Personnel and Human Resource Management. Himalaya

Publishing House.