Human Resources ( HR ) are a term used to depict the persons who comprise the work force of an organisation. HR may be the most misunderstood of all the corporate sections, but it is besides the most necessary. HR is non merely responsible for engaging and firing, they besides handle reaching occupation mentions and administrating employee benefits. The map within an organisation charged with the overall duty for implementing schemes and policies associating to the direction of persons.
The beginnings of the map arose in organisations that introduced ‘Welfare Management ‘ patterns and besides in those that adopted the rules of ‘Scientific Management ‘ . From these footings emerged a mostly administrative direction activity, organizing a scope of worker related procedures and going known, in clip as the ‘personnel map ‘ .
Human resources increasingly became the more usual name for this map, in the first case in the United States every bit good as multinational or international corporations, reflecting the acceptance of a more quantitative every bit good as strategic attack to workforce direction, demanded by corporate direction to derive a competitory advantage, using limited skilled and extremely skilled workers.
1.1 Why to director attention small on HR section
1.1.1 Not Productive Department
HR section is non productive to utilize with the company, because the directors think it is non more of import section instead than selling, finance, production and technology section.
Selling, Finance, Production and Engineering section are productive to utilizing in the company, whether in some big and some medium or little houses besides got same the job. The directors of the company are care small with HR section, so the trough ca n’t to work out the HR Problem.
1.1.2 Limit occupation turnover
The directors care small to the HR section because it is hard to engaging the people and less to necessitate in the market. So, Job Growth can be limited because the bound occupation turnover around the market.
Some company will utilize by the widespread of computerized human resources information system to make the map of calculate and something to assist them merely.
1.1.3 Size of the Firms
The size of the houses besides can impact the director to care with the HR section. In the little houses and some medium houses, the directors of the company are care small with this section because they think they can command and making all to HR Jobs with that size houses. The troughs besides non more budget to engage more employees in the houses.
In the big houses, the director of the company quiet attention with HR section because the large houses want this section to command and cipher the full paysheet, wagess, budget, employees informations and so on with the company.
1.2.1 Hire Strategic
Human Resource section can make full all the interviewee to entry-level occupations with the company. It will assist the director of the company to engage right people to the right place.
HR section can be the information by ages, assorted linguistic communication, cultural backgrounds, degrees of instruction, experience and so on. It can offers HR section to clerical workers chances to progress to more responsible or professional places.
Human Resources section can assist the company to developing the employee to better the interpersonal accomplishments and cognition. The preparation is offers a manner of developing accomplishments, heightening productiveness and quality of work, and edifice worker trueness. It besides can acquire the entry-level employees normally basic accomplishments learn by executing administrative responsibilities. It can decently to assisting them to come in informations into computing machine systems, day-to-day co-operation, roll uping employee enchiridions, researching information, or replying phone calls and managing everyday inquiries.
Entry-level workers frequently enter on-the-job preparation plans in which they learn how to sort occupations, interview appliers, or administer employee benefits. And so are assigned to specific countries in the human resources section to derive experience.
1.2.3 Reduce Cost
Human resources section can assist company to cut down the cost because it can cut the cost of resources, budgets, wagess, figure of employee and so on. It can to allow the company to salvage more the cost and do certain the company has n’t to blow the cost in the day-to-day operation.
HR can cut down the resources of company because it cans decently to mange which the parts of the company employee need the resources. HR can take the resources to the right parts to the employee to salvage all the resources.
HR besides can command the member of employee of the company. It can take the employee to public presentation by one people or making many occupations in one individual with day-to-day operation. It can do certain the company does n’t to engage excessively more or less employee in the same place.
HR besides can be after and calculated the actives and budget of the company during the twelvemonth. HR can describe to the director all the cost utilizing to aiming it.
1.2.4 Store the Information
HR section had stored all the employees ‘ information in the company. All the information collected by these employees is confidential. So, HR section must confidential and duty of covering with sensitive employee information.
All the information of the employee is of import because the informations are record all about the employee. HR section besides stored the employee understanding when the employees are subscribing the understanding.
1.2.5 Payroll and Rewards
HR section were harmonizing to the wage rate to pay the paysheet to the employee. It can do certain all the wage class of the wage or rewards is standard and equal. The company ca n’t confront over high or low to pay the paysheet with their staff. It can allow company to easy cipher the cost of the paysheet.
Human Resources section can acquire the wagess harmonizing to the sum-ups by the company or pay rate to allow the wagess to the employees. It can do certain all the wagess is same and equal.
HR section besides is an of import by the company because it can allow the trough to engage people to the right place, cut down all the cost, stored the information, calculate the paysheet and wagess, and acquire the preparation with employee or entry-levels. HR can guarantee the company operation more decently to procedure.
In this assignment we went to acquire the application signifier from other company, and we have utilizing the Focus Point Holding Berhad to explicate about their occupation discretion and some of the information which they have in their application signifier. Furthermore we have used the application signifier to analyse all the application signifier informations and their company occupation description.
After we analyzed all the dependable informations obtained from Focus Point Holding Berhad ‘s application signifier and we have think of better manner to better the occupation description for their company, at the same clip we have used other rival company ‘s occupation description for comparing. We used it to compare with Focus Point Holding Berhad and follow the strength of other companies to get the better of the job of deficient information in the occupation description of Focus Point. Besides we besides used cyberspace beginnings to derive more thoughts on how to better the occupation description of Focus Point Holding Berhad.
Furthermore, from the application signifier that we get, it enable us to cognize what are the basic elements that application signifier should hold and easy observe the defects and the failings of the signifier. We have improved and get the better of all these failings for the application signifier obtain from Focus Point Holding Berhad. At the terminal after we analyzed the application signifier we knew that there are grounds for the company to name down the component such as old occupation mentions, salary demands, household background and etc.
2.1 Body of Contentss
2.1.1 Types of Information
The occupation application signifier of Focus Point Holding Berhad contained place applied for, personal specifics, household specifics, instruction background, employment history, mention and others.
2.2 The Mistakes and the Ways of Improve
2.2.1 Personal Particulars
In this subdivision, there are two elements that needed to better.
There is no exigency call available in the signifier. Focus Point has left out this of import subdivision. Every company should demands the excess call which able to straight reach with their household members or relations. This is to forestall when the company encounter the employee accident happening or exigency state of affairs and so does n’t cognize make a contact with who.
As for the wellness position showed at the signifier is hard to mensurate, because they might non understand about the significance of hapless, mean and good of the wellness position. Therefore, Focus Point should set in specific picks or merely set a column over at that place to allow them make full up what disease that they have.
2.2.2 Education Background
For this subdivision, there is incorporating one of the columns like Name of School/ College/ University, but ne’er mentioned that the applier should compose down the consequence of the applier every bit good because it can salvage the clip for Focus Point to look into out the consequence of the applier and besides they have to add one more caption, which is Other Education, because some of the appliers might hold some preparation on the other topographic point.
Other than that, in the column of Specialization, Focus Point did non bespeak what it is because there is already has a column called Course Taking and it able to demo what the appliers specialized on. Furthermore, the column of the Years, the applier might non cognize that is the first twelvemonth that they began their survey life or the twelvemonth of graduation.
2.2.3 Employment History
In the column of Total Salary, those appliers might make non cognize whether the wage is based on twenty-four hours, hebdomad or month because different occupation has different manner to pays salary. Therefore they have to bespeak clearly. In extra, the infinite Reason of Leaving is excessively little, there is non adequate for those appliers. Therefore, they should spread out it.
For this subdivision, Focus Point provided merely two columns and province that the applier has to supply at least two mentions. If the applier wants to supply three mentions, so there is no infinite for them. Hence, Focus Point should province the sentence “ supply two mentions ” alternatively of “ at least two ” , or else they should give one more space.
In the inquiry of inquiring applier does he or her demands inn? Focus Point should set the location of the inn every bit good.
2.2.6 Excess Requirements
Merely because of Focus Point has provided portion clip occupation, so they be supposed to add the info of Days and Hours Available, in order to set up good for the employees. Furthermore, they should inquire a inquiry, which is “ Why you want to use this occupation? ” in order to further understand what the appliers think, therefore this is one of the ways able to acquire closer with employee.
2.3 Job Description of Focus Point Holding Berhad
This is the occupation description of the Focus Point Holding Berhad and the place is Branch Manager.
To take the squad to accomplish the gross revenues mark
To be responsible and run the mercantile establishment concern operations
To make daily and monthly planning and direction work
To supervise and intercede with the provider or HQ ( central offices ) in telling stocks
To manage and work out ailments from the client
Minimum SPM/STPM making and above
Excellent merchandising accomplishments, client oriented, dynamic and proactive
Good Communication Skills in English and Bahasa Malaysia. Chinese idioms is an added advantage
Minimal 5 old ages of experience in retail direction, sooner in optical concern or optical retail concatenation shops
Applicants should be Malayan citizens
2.4 The Insufficient of the Focus Point Holding Berhad ‘s Job Description
The account of the peculiar which provided by Focus Point Holding Berhad really is non sufficient, therefore they should hold a farther progress.
For the subdivision of duties, Focus Point has lacking of some points. As a subdivision director, he or she is supposed to hold demand of make the interview, choice and so enlisting. Other than that, subdivision director besides must supply the preparation and development for their employees in order to keep the repute of Focus Point and besides able to react the market rapidly. Besides that, subdivision director must concern about the safety of their employees because no safety guarantee, the trueness of employees will cut down.
Not merely the employees, the store security besides required to paid close attending in order to avoid external factors such as robbery, perturbation created by people and so forth, these would do belongingss loss. In add-on, subdivision director needs has capableness on apportioning resources every bit good. This is because to delegate the right employee to the right place and commanding the capital fluxing are of import in order to guarantee the concern operations run swimmingly. Furthermore, subdivision director must possess great communicate accomplishment with employees and clients because these able to forestall high turnover rate and low trueness of clients and besides can for the long term accomplishment.
For the demands subdivision, Focus Point stated that they need minimal SPM/STPM making, but as a subdivision director, he or she should has minimal demand of Bachelor ‘s Degree because though the experiences able to cover it but they might miss of some excess cognition. Experience can be gained but knowledge is hard to construct if without larning.
Other than that, Focus Point merely stated that the subdivision director have to good in communicating accomplishments with three linguistic communications, but really good in composing accomplishment is of import as good, this is because they would necessitate to composing out the accurately study to the central offices ( HQ ) in order to allow HQ to make farther determinations or alterations. Besides that, they did n’t advert about ain conveyance that the subdivision director supposes to has it, because it would do incommodiousness for the meeting with HQ, sudden instance occurred in provider and demand to travel over at that place by ain to look into it out, if without ain conveyance.
In the Focus Point Holding Berhad, the occupation description and occupation application signifier of the company have some failings ; therefore we were looking for some new ways to bettering it. We have come out with some solutions to better some of the failings in the occupation application signifier and occupation description every bit good. At first we analyzed the occupation description before we think about the solution to get the better of the failings. Other than that, we besides used internet resources to seek for other companies ‘ occupation description for comparing and we have generated some informations to better for the Focus Point Holding Berhad.