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0 INTRODUCTION
Human Resources Management (HRM)
Majlis Bandaraya Alor Setar frame logos is based on the Kedah emblem element that placed
at the tip of the logo to symbolize the sultanate. Padi flower stalk element and Setar leaf that
symbolize the setar tree from which the name of Bandar Alor Setar originates. The content of
the logo is Zahir mosque, grand hall and Wisma Darul Aman. While Federal Government
symbols, two tiger as symbolize of authority in administration. Below the logo is Bongor
Flowers and shape of the Float.
Vision of Majlis Bandaraya Alor Setar is Being Integrated Transformation Trough
Metropolis City. This vision statement means that the Alor Setar Council is always
committed to improve the quality of life of its resident in respect to infrastructure, trade
facilities, conductive housing estates environment and public amenities. Among the efforts is
by increasing the number of business premises for the purpose of improving the standard of
economy and their income. One of the ways used by the MBAS to increase their source of
income is by simplifying the process of issuing business license. Collaboration with the
enforcement agencies such as Police, National Narcotics Agency, Maritime, Immigration,
Custom Islamic Religious Council and others are intended to reduce the crime index,
misdemeanors and social problem. These efforts of MBAS will enhance the quality of life for
the people.
The mission state by MBAS is the Driving Excellence Alor Setar City Council Based
Organization Quality, Innovative, Responsive And Committed To Sustainable Development
And Sustainable Town Of The Creating Safe And Prosperous Community. This statement is
explain the Alor Setar City Council is ever committed to deliver the best service to its
customer and stakeholder particularly within Alor Setar City Jurisdiction. The delivery of its
service is continuously improved from time to time and integrated with the latest modern
technology based on the Council financial capability.
Objective that establishment of the Alor Setar City Council is to prepare and implement
municipal service as enshrined in the Local Government Act 1976 (Act 171) with sincerity
and integrity. Second is the enforce the Local Government Act 1976 (Act 171) and all Alor
Setar City Council by laws with prudence and professional. Third is the implement various
municipal service, urban development, security, health cheerfulness, public facilities, and
housing infrastructure. Fourth of the MBAS objective is the create a planed-urbanization
environment with consistent action plans through strategic plans, local plans and variable
programs in creating a safe and prosperous city. Achieving the vision of a developed Alor
Setar City through the transformation of the mind, human capital, economic activities,
sustainable development and service delivery by fulfilling clients satisfaction also one of the
MBAS objectives.
Thirdly,
strengthen the system of municipal planning and development of efficient for driving better
quality of life and competitive and also to strengthen the system of governance and promote
ICT for enhancing the quality of the service delivery system. Lastly is strengthening the
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capacity and the capacity of the Council through the cultivation of high-performance work
towards organisational excellence.
Within every long term strategic plan, there is a short term operational plan to generate or
create value. These are day to day business operations that set short term goals that provide
validation and evidence of success toward achieving the mission of the company. In Majlis
Bandaraya Alor Setar, there is always committed to improve the quality of life of its residents
in respect to infrastructure, trade facilities, conducive housing estates environment and
public. Among the efforts is by increasing the number of business premises for the purpose of
improving the standard of economy and income. Besides, continuous monitoring efforts are
conducted to ensure garbage is collected according to schedule, conducting gotong-royong
at every area officer to ensure a more comfortable and peaceful life among the residents.
In addition, job enrichment is established in this company. Job enrichment is any effort that
makes work more rewarding or satisfying by adding more meaningful tasks to an employees
job. In Majlis Bandaraya Alor Setar, the employees job is enriched by adding new tasks to
the job that require training and growth. Thus this method will fulfil the high motivational
needs of employees, such as self-fulfilment and self esteem, while achieving long-term job
satisfaction and performance goals.
Job analysis is the systematic process of collecting information about all of the parameters of
a job. In this company, in order to find the short-listed or the best candidate, the job
specification and description are provided in their advertisement of finding new employee.
Thus, the possibility of misplace for the job position will be reduced and prevented. This is
because the job seeker understands the needed knowledge, skills and abilities of the person
who is to perform the job by referring to the job specification and they also understand the
statement of the tasks, duties and responsibilities of a job to be performed.
organization or as a source of new creativity and latest knowledge. But the organization
naturally look internally first when it need talent. This is because the internal candidates are
readily available and its consume lower cost than externally.
Selection is the process of choosing individuals who have relevant qualifications to fill
existing or projected job openings. The employee selection is begin with the job analysis and
Job specifications. Then it follow the step in the selection process.
Recruitment of Majlis Bandaraya Alor Setar (MBAS) is based on internal and external
recruitment. Taken of employee is based on the gred that offer, gred 17 above or profesional
post the MBAS will announce of position offered or run advertisements in newspaper and
any media according to Mr. Rasyidi, 2015. This externally process is apply by the MBAS to
employ the employee outside the organization that have qualification and can really fix the
existing job opening. The MBAS involve many department such as department of engineer
and department of planning and construction. These department usually need an employee
that has the knowledge, skills, abilities, and other factors (KSAOs) that lead to superior
performance. These process follow the step in the selection procedure.
Majlis Bandaraya Alor Setar also apply the internally recruitment, according to the
administrative officer of HR department of MBAS Mr. Rasyidi, the internal recruiting in
MBAS usually occur for general employee or laborer. The HR department usually not totally
involve in selection of the employee. Its based on their own department for choosing the
employee who will operate the task. Internal job postings are a quick way to find qualified
employees interested in a position. In MBAS, the process of selecting the internal employee
by posting a notice on a bulletin board in its break room or the news boarding in the
department to alert their employee whose are interest to job opening to apply. Besides, the
internal recruiting also apply if there have the empty post for position that involve a group of
profesional or grade 17 above. The organization will seek their internal employee first, but if
the posting need a skillful employee, it will be run the advertisement process.
job given by the organization, if the trainee is the supervisor, it will teach how to interview
and appraise employees. Trainings focus has broadened in past few years. Training used to
focus mostly on teaching technical skills. The term training is often used casually to describe
almost any effort initiated by an organization to foster learning among its members. Training
program can be distinguish as training which tends to be more narrowly focused and oriented
toward short-term performance concerns of the employee.
Development tends to be oriented more toward broadening an individuals skills for future
responsibilities. The employer need to prepare the ways to contribute to an individual
employees career development and at the same time meet the organizations HR needs. The
develop is needed to be successful as an employee. To succeed as a manager, you must
achieve still higher level skills in the areas of communication, time management, selfmotivation, interpersonal relationships, and leadership.
The training that held by Majlis Bandaraya Alor Setar for its members is minimum seven day
per years. This training is obligated for each of the employee and supervisor. The employee
orientation in MBAS, its provides new employee with basic background information they
need to perform their job satisfactory, such as information about the company rules and
understand basic process of each department involve in MBAS. Human Resource
Management Department will ensure that all the new employee involve themselves in this
phase as the orientation is actually part of the employers new employee socialization
process. HR specialist of MBAS will explain such matters as working hour, the MBAS vision
and mission, any compensation and appraisal of the organization, company operation and the
safety regulation. These orientation process is important to reduce employee anxiety, to
reduce turn over and to facilitate employee learning process.
According to Mr. Rasyidi the administrative officer of MBAS, the training process will be
held if there have the field of work that need to provide training for increase the performance
of the employee. This training used on the job training methods that the employee or
trainees will be in charge by their supervisor or other trainer. The training is not only for
existing employee, but it also held for new employee.
The MBAS usually use off the job training as general training methods. During interview
session, Mr. Rasyidi said the employee that trained will enters the classroom lectures or hall.
Under this methods the employee are called to the room like that of classroom to give
training by trainer in the form of lectures. This method is effectively used for the purpose of
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2.4
2.5
incentives,
commissions,
and
bonuses,
and
non-financial
2.6 IR
In MBAS, there is a rule known as Peraturan Perintah Am that related to discipline problem
among staff. For example, if there is wrongdoing among workers or staff, the report will be
accepted from the discipline part and submit to the human resources. If proven guilty, a
charge letter will be issued and the offender will be called to face the Disciplinary Board.
Then, depending on the offence, for example, fine, demotion and finally dismissed.
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3.0
GAP
ANALYSIS-
HUMAN
RESOURCES
(HR)
PRACTICES
VERSUS
THEORIES
There are several difference between theory and practices in human
resources of Majlis Bandaraya Alor Setar.
3.1 HUMAN RESOURCES PLANNING
The continuous process that linking the requirement for manpower with
the financial and operational plans of the organizations. It is can be
carried out in particular time period. According to Mathis (2013), Human
Resources planning is a process to analyze and identify the need for and
availability of human resources so that the organizational can meets its
objectives. Based on practices in Majlis Bandaraya Alor Setar, they also
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to
the
employees
especially
for
new
employee.
Job
and
the
minimum
qualifications
and
requirements
necessary to perform the essential functions of the job. Meanwhile, for the
job description is a statement of the tasks, duties and responsibilities of a
job, so there is no gap between theory and practices.
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than
that,
for
external
recruitment
strategy
they
used
13
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Other than that, for off the job training, the Majlis Bandaraya Alor Setar
applied the Lectures and Conferences which are the traditional and direct
method of instruction. Every training programe starts with lecture and
conference employees are called to the room like that of classroom to
give training by trainer in the form of lectures. They also providing by
ways of using films, video, and presentation to their employee. Compare
to the theory, this company did not used all the method in the off the job
training they just used the lectures in the classroom as the training
method while the rest they are not applied it in their company which are
case studies, role playing, and simulation and management game.
On the other hands, the company also provide a formal orientation new
employee with basic background information they need to perform their
job satisfactory, such as information about the company rules and
understand basic process of each department involve in company. They
also explained about the working hour, the vision and mission, any
compensation and appraisal of the organization, company operation and
the safety regulation. Based on the gab study, there are only several
differences in the training methods between the theory and practices.
Second is central tendency, a tendency to rating all the employees with the same way (rating
all of them average). This problem will distort the evaluations and also there were less useful
for promotion, salary and counselling purpose. Central tendency can be avoid by ranking
employees using graphic rating scales because it is impossible to rate them all average.
Third is strictness or leniency, tendency to rate all subordinate either high or low that severe
with graphic rating scales when the firms do not tell the supervisors to avoid rating the
employees high or low (Dessler, 2002).
3.5 COMPENSATION AND BENEFITS
This compensation can be categorized into two which are non-financial and financial that
includes direct financial payments such as wages, salaries, incentives, commissions and
bonuses and indirect payments such as insurance and vacations. Direct financial to employees
can be made by two ways. There are increments of time and performance. Based on the
interview, the company used financial and non-financial payments to their employees.
The benefits also can be categorised into two which are mandated benefits and non-mandated
benefits program. Mandated benefits program can be include payment for time off. Second is
non-mandated benefits program which are family care benefits, healthcare, medical benefits
or psychiatric counselling, financial counselling, recreation benefits, holidays and vacation
scheme, transportation services, food services and many more (Bohlander & snell, n.d.).
Based on the interview, the company also have mandated and non-mandated benefits but for
non-mandated, the company just focused at a certain thing such as recruitment benefits and
family care benefits.
3.6 IR
The step that should be considered in facing employee disciplinary problem is by review the
companys disciplinary policy and it might be a good time to develop one if the company do
not have one (anonymous, 2005). A good disciplinary system resulting from a clear idea of
what employer want to accomplish with disciplinary system either it can be perform with
punishments, corrections or educations (anynomous, 2012). Based on interview, the company
has a Peraturan Perintah Am as their discipline policies to avoid their employees from
having discipline problems.
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4.0 RECOMMENDATION
There are several recommendation that can be applied in order to achieve
objectives, vision and mission of MBAS which are human resource
planning,
recruitment
and
selection,
training
and
development,
The
In addition, other
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Majlis Bandaraya Alor Setar (MBAS) should apply the three type of the
internal recruitment which are internal job posting, identify talent to
performance appraisal and skill inventories and replacement chart. MBAS
Company should have at least one from the three type of internal
recruitment to achieve company mission and objective. Besides on the job
posting, they also can generally post their opening job on the intranet site.
This way will alert their employee interested in a position to apply for the
job. Other than that, it also can save our time and just click on our hand
without going to see on the board. Furthermore for external recruitment
MBAS only use advertisements for hiring the new employee. Therefore the
company should use many ways to attract people for gain interest about
the job that the company offers such as in social networking like
instagram, twitter and facebook. This way is easier to people know about
the offers and to ensure who deserve to that work. In order to get the best
and suitable candidates, employer must follow the proper step of selection
process which are submission of resume, completion of application,
interviews, reference and background checks, pre-employment tests,
medical exam/drug test and hiring decision. Besides that, to get that
accurate and precise evaluation result without bias the manager should
use various sources of appraisal such as superior, peers, suppliers,
customers, subordinates, self, vendors, and team members. This way can
help company to recognize individual performance achievements and also
to provide performance feedback.
employee that organizations really care about enhancing their skills and
want every workers to remain competitive their skill of set.
Next, this company also can use the case study for each department
involve on their training method to ensure the employee get known about
the situation and problem that will happened. This case study based on
the position of employee in the company. Not all employees are suitable
for this case study. Employees also can train their selves to critical
thinking skills such as process of questioning, and interpreting. Other than
that, it also can develop the team problem solving an interaction between
them. Employer also can select high quality instructors to make sure the
trainers hired are professionals educators and their materials capable is
short staffed, the staffed that available have capability to perform the
others work or task.
Therefore, employers should develop a method for cross training
employees that is cost effective and not time consuming. So, this is the
win-win situation for the employer and employees for the reason that
employees will prepare themselves to become more competitive and
marketable. The employees would have advantage of learning of new
skills and this will open the door for promotion opportunities. Meanwhile,
for employer it will save time and money which they only relying on the
skills and attributes of current employers without the daunting task of
training the new employees.
Besides that, MBAS also should organize the skill advancement workshop.
The new and current employees should be integrate a refresher course of
an employees current skill set and introduce to the new programs,
computer software and new technological systems. Begin with the
retraining the employees on the new systems and this method would be
used as a tool to prevent change resistance from employees. The
employers also should encourage a learning culture among their
employees. The employers should express to all their employees that the
organizations really care about enhancing their skills and want every
worker to remain competitive within their skill of set. Thus , this will
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increase the morale among the employees and the result can be seen
through the performance of each employees.
Lastly, employer also should select high quality instructors. Make sure the
trainers hired are professionals educators and their materials capable to
serve as valuable resources in the future. When the training is conduct by
qualified trainer, the value added is wiser compared to not qualified
instructors. Then, the trainee that produces more quality and it will help
on the long term goal. The characteristics of successful instructors are
knowledge on the subject, adaptability, sincerity, sense of humor, interest
and give clear instructions.
since they are working for the company. This recommendation makes
satisfaction of employees increase when working with the company.
4.5.2 PERSONAL HEALTH DAYS
The company provides sick days for employees and they will use it when
they want take a break without pretending to be sick for getting a medical
leave or without using all their holidays.
4.5.3 THE COMPANY PROVIDES INSURANCES TO THEIR
EMPLOYEES
The employees that working for the company will get an employer-paid
insurance automatically. It can be includes medical insurance and security
insurance. The employee will claim with their company when they
required it.
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5.0 CONCLUSION
In conclusion, according to Lane (2015), comprehensive human resources plan covers many
important goals and responsibilities for businesses, including recruiting talented staff,
management of payroll and benefits, administration over employee policies and employee
training programs. Both tactical and strategic needs can be addressed by an HR plan. A
strategic HR plan helps a company grow by setting up advanced recruitment and training
programs, as well as detailed timetables and metrics to evaluate progress. High-quality
employees can increase productivity, give companies a competitive advantage and help them
meet their goals. Recruiting is really important to an organization as it give priorities to
existing employees to fill in the vacant position by internally recruitment and external
recruitment may lead to creating new innovation for the organization or as a source of new
creativity and latest knowledge to an organization. The selection will enhance productivity of
an organization. Training and development of an employees should be derived by all
organization as it also will lead the organization to increase it productivity and produce the
employees with higher skill, knowledge and abilities.
Performance appraisals are very useful for each of the company all over
the world. The employees should be evaluates all the times and their
performances will affect the company either the company will become
success or fail.
Then, sure all the company have built their own compensation and
benefits for their employees and its depend on their own companies how
they want build it. Actually, this compensation and benefits will play
important roles for all the companies because they will make it as
strategies to attract people to work in the company and from this,
company will get an opportunity to selects the best people to work in the
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REFERENCES
Dessler, G. (2003). Human resources Management. New Jersey: Pearson
Education, lnc., Upper Saddle River.
Displining Your Workesr Requires a Legally - Sound Policy i BizFiling Toolkit.
(2012, May 24). Retrieved from http://www.bizfilings.com/toolkit/sbg/officehr/managing-the-workplace/disciplining-workers-requires-legally-soundpolicy.aspx.
George W.Bohlander and Scott A. Snell. (2013). Principles of Human Resource
Management. South-Western: Cengage Learning.
Management, Business - When and How Discipline Employees. (2005). Retrieved
from http://www.entrepreneur.com/article/78508.
Sample Policies on Common HR Topics l HR Policies and Employment Legislation
l HR Toolkit l hrcouncil.ca. (n.d.). Retrieved from http://hrcouncil.ca/hrtoolkit/direct-benefits.cfm.
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APPENDIXES
ORGANIZATION CHART OF MBAS
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