1.

0 INTRODUCTION
Human Resources Management (HRM)

be understood by all managers

and entrepreneurs of all types not only Human Resources Personnel

because it can be used as guidance, especially for who want the
opportunity to manage people either for another a firm or other self. This
study is to identify the gap of human resources practices and theory.
There are many managers responsibilities for example; all managers are
responsible at least some of activities that fall into the HRM category
because as we know that the managers are play important roles in
selecting, training and motivating of employees, appraising them,
promoting them and forth. So, it can be concluded that the success of
company depends on the success of managers including employers and
also employees. When they do not fully grasp about the importance of
HRM management, resulting business strategies, business plans and
products and services fails. This is because it is very easy to copy a great
business plans, products and services from other company but not for
great personnel. The great personnel can be produced when the
employers know about the HRM completely and practice it. The main point
that wants to show is great personnel can build a great company. It is not
easy to build a success company without a great personnel because
believe it or not, just with a small business company have, it will become
success and popular all over the world when all the organization aware
about the HRM. So, from these studied, we have to prepared one task
about the HRM including how they manage their employees, what they do
to make their employees more marketable and efficient towards the
company and so on..

1.1 BACKGROUND OF THE COMPANY- MBAS

From sanitary board, Alor Setar City administration changed into Alor Setar Municipal
Board in year 1958 and then was upgrade to Local Government District Council on 1
March 1974, once again upgrade to Kota Setar Municipal Council on 1 February 1978 and
eventually declared as Alor Setar Municipal Council on 21 December 2003.
Nearing Alor Setar beginning as a City in the month of December 2003, complete its age of
268 years since it was established on 31 December 1735. With this, it is proved that Alor
Setar City is one of the oldest cities in this region.

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.

2.0 HUMAN RESOURCE ACTIVIES- MBAS

Human Resource Management in MBAS play important role in process of acquiring,
training, appraising and compensating employees, attending to their employment relations,
health and safety issues. It is related to staffing function in determining what types of people
should be hired, recruiting prospective employees, selecting employees setting performance
standard, compensating the employees, training and development employees and evaluating
the performance of the employees. This is to ensure that the people employed by the MBAS
is being used as efficiently and effectively toward achieving the vision and mission.

2.1 HUMAN RESOURCE PLANNING

HR planning is the process of anticipating and making provision for the movement of people
into, within and out of an organization. A strategic planning involves a set of procedures for
making decision about the organizations long and short-term. According to Houston (2015),
a strategic plan looks over an extended time horizon, three to five years or more. In Majlis
Bandaraya Alor Setar, strategic planning is done based on establishing a long term plan to
achieve a specified mission, through the attainment of objectives set. In Majlis Bandaraya
Alor Setar, five years strategic plan (2014-2018) was designed to restore the physical
structures and stronger governance based on 5 strategic cores (thrusts). Firstly, strengthen the
role of business and industry regulators to increase sustainable city economic development in
order to enhance the quality of life of the people.

Besides is to improve community

infrastructure and facilities towards harmony and prosperity of the people.

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
4

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.

2.2 RECRUITMENT AND SELECTION

The recruitment is divide into two thats internal recruitment and external recruitment. The
internal recruitment is the process of taken the employee that already in the organization
while for external recruitment is the process taken the employee outside from organization.
By taking the employee from outside, it may lead to creating new innovation for the

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.

2.3 TRAINING AND DEVELOPMENT

Training is refer to the methods used to give new or present employees the skill they need to
perform their jobs. Training might thus mean showing a machinist how to operate his task or
6

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
7

teaching administrative aspect or on management subject to make aware of producers and to

give instruction on particular topic. This method give an advantages of it can be used for
large groups and cost per trainee is low. Example of training that usually held by MBAS is
safety curriculum.

2.4

PERFORMANCE APPRAISAL/ EVALUATION

Performance appraisal is defined as evaluating an employees current or

past performance relative to his or her performance standards. The
appraisal process therefore involve: (1) setting work standards; (2)
assessing the employees actual performance relative to these standards;
(3) providing feedback to the employee with the aim of motivating that
person to eliminate performance deficiencies or to continue to perform
above par.
Using the critical incident method, Mr Rasyidi said that the supervisor will
keeps a log of desirable or undesirable examples or incidents of each
subordinates work-related behavior. Then, every 6 months or so, the
supervisor and subordinate meet and discuss the latters performance
using the specific incidents as example. Moreover, this method has many
advantages. It provides specific hard examples of good and poor
performance for explaining the appraisal; therefore the rating does not
just reflect the employees most recent performance.
According to Mr. Rasyidi, the promotion by the organization is based on
employee performance. The organization chooses the candidates to get
the promotion through the annual performance report for the past 3 years.
The outstanding employees have more chance to be promoted if their
performance is great. If the employee's performance is good then the
opportunity for promotion is up to 85%. If the performance of the
employee is low, although it is a senior in the company, the opportunity to
get promoted is low. The vacancy of the company is also the position filled
by refers to job performance. If the employees working for the MBAS
8

company for at least 13 years, has high probability to get promotions by

the company. As a result, the organization get to know their strength and
weakness based on their employees performance. Every year, the
company will provide training to weak employees for 7 days according to
the needs and skills of a person, technically, mechanically necessary for a
company. As for outstanding employees, the company will provide the
incentive money in order to motivate the employee to do best in their job
performance.

2.5

COMPENSATION AND BENEFIT

Employee compensation refers to all forms of pay or rewards going to

employees and arising from their employment, and it has two main
components. There are direct financial payments in the form of wages,
salaries,

incentives,

commissions,

and

bonuses,

and

non-financial

payment that only applied in the MBAS company.

In nonfinancial compensation, it including employee recognition program,
and rewarding jobs of the employees. In employee recognition program,
employees will be recognized based on job evaluation and performance.
During the interview, Mr Rasyidi has said, the organization, has won many
awards in terms of 5S awards, ISMS( Information Security Management
System) awards, best website awards and the most honored awards is
The Best Municipality and The Best Municipal Manager by international
organization at Oxford, Great Britain which is Europe Business Assembly.
For the outstanding employee, the company awarded them with
incentives money, commissions, and bonuses in order to motivate
employee to improve their work performance in the effort to achieve
organizations strategic objectives.
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Benefits represent an important part of just about every employees pay;

they can be defined as the mandated and non-mandated benefits
program an employee receives for continuing his or her employment with
the company.
In mandated benefits program, payment for time-off include weekend
time-off, public holiday, annual leave medical, and pilgrimage (performing
Haj). Every employee in the MBAS company will receive health and life
insurance covered by SOCSO (social safety scheme) to provide protection
for employees in case of any disasters, injuries and death befall them
during work. The pregnancy discrimination act requires the employers to
treat women affected by pregnancy, child birth, or related medical
conditions the same as any employees not able to work, with insurance.
Then, the benefits of retirements require the employees to receive half of
their salaries for every month after their retirement.
In non-mandated benefits program, based on the recreational benefits,
the company had a family day for every year to appreciate their hard work
throughout their performance for a year.

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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provide strategic planning which is into the strategic formulation and

implementations. In the theory, human resources planning is the process
of anticipating and providing the movement of people into, within, and out
of an organization.
While for a job analysis is the systematic process of collecting information
about all of the parameter of a job which is it basic responsibilities, the
behaviors, skills, and the physical and mental requirements of the people
who do it. A job analysis should also outline the tools needed to do job,
the environment and times at which it needs to done, with whom it needs
to be done, and the outcome or performance level it should produce.
Majlis Bandaraya Alor Setar also provides job specifications and job
descriptions

to

the

employees

especially

for

new

employee.

Job

specifications is a statement of the essential components of a job class

including a summary of the work to performed, primary duties and
responsibilities,

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.

3.2 RECRUITMENT AND SELECTION OF EMPLOYEE

Selection process is to choose the individual who can successfully perform
the job from the pool of qualified candidates. Most organizations use a
multiple cutoff technique in selection. With the techniques an applicant
must be judged satisfactory through of screening devices such as

12

applications forms, interviews and test.

Two common type in order to

recruitment and selection which are internally and externally.

Majlis Bandaraya Alor Setar using internal and external recruiting of new
employee. According to the administrative officer of Human Resources
department, Mr. Rasyidi, the internal recruiting in MBAS usually occur for
general employee or laborer. Based on theory, it has three ways in
recruiting the employee which are internal job posting, identifying talent
through performance appraisal, and skill inventories and replacement
chart. Firstly the internal job postings are quick way to find qualified
employees interested in a position by simply post a notice on a bulletin
board in its break room. Same with Majlis Bandaraya Alor Setar, selecting
the internal employee also by posting a notice on a bulletin board or the
news boarding in the department. From that, no gap is shown in this point.
Besides, the internal recruiting also apply if there have the empty post for
position that involve a group of profesional or grade 17 above. Second, for
identify talent through performances appraisal successful performers are
often good candidates for a promotion. A tool called a 9 box grid is helping
firms. The grid helps manager assess appraisal and assessment data to be
compiled into a single visual references so they can see both an
employees actual performance as well as potential performance. Lastly,
the firm use skills inventories to helps track and employees education,
past work experience, vocational interest, specific abilities and skills
compensations history, and the job tenure to see how it can be used.
When compared to company Majlis Bandaraya Alor Setar, they did not
used that ways to recruiting the employee but only the job posting for
internal recruiting.
Other

than

that,

for

external

recruitment

strategy

they

used

advertisement process when the posting need a skillful employee. While

from the theory many firms will use advertisements in newspapers, job
search websites, job fairs and referrals from current employees to fill

13

positions. Some companies will utilize a temporary employee agency to fill

positions that can be completed
quickly and with less company-specific skill required to complete the
desired task. Other firms will use headhunters or hiring consultants to
seek, screen and deliver employees for a fee. Based on that there are
some difference between the practices at Majlis Bandaraya Alor Setar and
the theory. In selection of new employee, there is no gap between
practices and theory because the MBAS follow the selection process.

3.3 TRAINING AND DEVELOPMENT

Training and development are focused and oriented the short-terms
performances and also individuals skill for future responsibilities of
employees. In Majlis Bandaraya Alor Setar, they applied orientation, on
the job training and also off the job training. In on the job training they
just applied the some training program through step by step and also and
some assignments to the employee which have decrease in their
performance of work. It will make the trainees easily cope with the job and
can improve their performance. This method have similar to the theory
which is coaching that helps in quickly identifying the weak areas and
tries to focus on them . Besides on that, there are some difference
between the theory and the practices on that company which is they did
not applied the job rotation and job instruction technique. Job rotation is
the process of training employees by rotating them through a series of
related jobs while for Job Instructional Technique (JIT) is a Step by step
on the job training method in which a suitable trainee prepares a trainee
with an overview of the job, its purpose, and the results desired,
demonstrates the task or the skill to the trainee, allows the trainee to
show the demonstration on his or her own, and follows up to provide
feedback. Both of them include in the on the job training.

14

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.

3.4 PERFORMANCE APPRAISAL/ EVALUATIONS

There are many types of appraisal methods that can use such as graphic
rating scale method, alternation ranking method, paired comparison
method, forced distribution method, critical incident method, behaviorally
anchored rating scales, management by objectives, computerized and
web-based performance appraisal and mixing the methods. Based on the
interview, Mr. Rasyidi explained that the company used the method of
critical incident method to evaluate their employees.
Moreover, this performance appraisal also has the weaknesses such as Halo effect, biases of
supervisors rating of subordinate on one trait and other traits. Supervisors often rate friendly
employees higher than unfriendly employees. This problems can be avoids by supervisory
training.
15

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.

16

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,

performance appraisal, compensation and benefits and occupation safety

and health act.
4.1 HUMAN RESOURCE PLANNING
The weakness in MBSA is that leadership is always changed.

The

leadership should not to change frequently in an organization by

implement a law that restricts this frequently changing. This is because;
the new leadership will take a period of time to adapt to the organizational
culture and the leadership is not able to lead their employee effectively.
Thus, it will affect the employees performance with further will give bad
effect to the company such as discipline problem.

In addition, other

weakness in MBSA is the lack of skilled employees. In order to overcome

this problem, this company should establish a seminar that conducted by
trained people to develop employees skill. The content of the seminar
should be able to overcome the problem.
4.2 RECRUITMENT AND SELECTION

17

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.

4.3 TRAINING AND DEVELOPMENT

First of all, Majlis Bandaraya Alor Setar 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. This method would be used as a tool to prevent change
resistance from employees. The employer also should encourage a
learning culture among their employees. They should express to all their
18

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
19

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.

4.4 PERFORMANCE APPRAISAL/ EVALUATION

4.4.1 DEVELOPING SELF APPRAISAL VS. SUPERVISOR APPRAISAL
FORM

The improvement of the performance appraisal and evaluation of the

company is by developing a separate form for self-appraisal and
supervisor. Generally, it is on the appraisal form completed by both
employee and the supervisor prior to the performance interview. This
allows two-ways communication which has many benefits from it.
Employees who have been evaluated will get to know his/ her weakness
and improve it. This method also provides opportunities for employees to
submit the opinions based on his/her evaluated rating.
4.5 COMPENSATION AND BENEFITS
4.5.1 Provides A Dental Treatment As A Benefit
Provides a clinic that are built under own company which can be use by
the employees that are working for the company. When the employees
comes to the clinic for their dental treatment, they do not required to use
their own money to pay it or when they use their own money to pay the
treatment, they are able to claim it with the company because it is the
companys responsibilities to make sure the employees get the benefits
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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.

4.6 OSHA AND IR

4.6.1 SAFETY TRAINING
Based on Occupational Safety and Health Administration (OSHA) in the
organizational, the company should apply the safety training. This is
especially appropriate for new employees. The supervisors have to
provide training for the new employees and they must be able to do
certain things as a result of the training they received. Safety posters also
help reduce unsafe acts. In one study, their use apparently increased safe
behaviour by more than 20%. However, posters are no substitute for a
comprehensive safety program; instead, employers should combine them
with other techniques like training to reduce unsafe conditions and acts.
At a conclusion at training phase, supervisors showed employees a graph
with their pre-training safety record plotted. They were encouraged to
consider increasing their performance to the new safety goal.
4.6.2 DISCIPLINE WITHOUT PUNISHMENT
Disciplinary problems in organizations can also be settled without inflicting
punishment. This approach is known as discipline without punishment. No
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disciplinary demotions, suspensions, or other forms of punishment should

be applied. In case of disciplinary problems that may consequently give
rise to unsatisfactory work performance or break of discipline, the
following action should be taken. Firstly, the immediate superior will offer
the worker a casual and friendly reminder on the job. If the incident
continues to recur, the boss will again try to correct it by calling the
individual to the office for a serious, but friendly chat. The boss will
explain the need for and the purpose of the rules to make sure that the
employee understands the same. In case of further repetition of the
incident, the earlier step should be repeated with some variation like
verifying from the employee whether he/she dislikes the work. If that is
the case, the employee may be told that it is better for him to look for
some other job or line of work. This conversation may be further
confirmed in a letter sent to the employees home. If the employee
continues to be in-disciplined even after six to eight weeks from this
period, he should be asked to go home with pay to consider seriously
whether he does or does not wish to abide by the company standards. At
this time he should be informed that recurrence of such behaviour would
result in his termination. If another incident occurs even after this, the
employees services may be terminated.

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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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company. To get more efficient employees, the company needs to provide

something that interesting for the employees such as more benefits and
rewards that they will get when work in the company and many more.
In addition, each of the company should have their own rules to make
sure all the employees free from disciplines problems. Without this, maybe
the company will produce the employees that are not efficient and not
marketable. Besides that, the employers should know that the company
are not success without a good employees behavior. This is because, their
attitudes will reflects how the success of the company.

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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Recording Video Of Interview Process:

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