Case 1

a) Based on the content of letter appointment above, which employment laws or

acts are not being complied by Syarikat Zumaju Sdn Bhd.
Employment Act 1955.

b) Identify and explain any FIVE areas of non-compliance with the employment
laws in the letter of appointment.
The first area of non-compliance of employment laws in the letter of
appointment is the working hours. Syarikat Zumaju violated the working hours for
employees in which they are required to work 10 hours on weekdays and 4 hours and
half on Saturday in which amounted to 54 hours and half per week. Besides, it is
stated that employee who will take this position is required to work outside the
working hours by the Managing Director and the company is not obligated to pay the
employee who work for extra hours. According to the Employment Act 1955, no
employees shall work more than 8 hours per day and shall work more than 48 hours
per week. Secondly, the rest break given by this company to employees also quite
short which is only 30 minutes but the minimum rest break that employees deserve to
have is at least 1 hour.
The third area is regarding holidays. In the letter of appointment, it is stated
that employee is entitled to 8 public holidays per year after the confirmation to join
the company and after 12 months of working the employee will get 8 days of both
annual leave and sick leave. But according to the Employment Act 1955, once any
employee joins the company, workers should be grated at least 11 public holidays per
year and 14 days of sick leave.
Next, regarding the EPF and SOCSO, this company will make a statutory
payment for it but in fact employers are the one who must register the funds and they
are responsible for contributing the funds to their employees. Moreover, once
employee joins the company, their wages will be deducted straight away for these
funds.
Lastly, this company does not offer termination benefits for its employees as
quoted in the letter where “employees will be dismissed without payment”. However,
according to the Act, employees whose service are terminated shall receive
termination benefits from the employer.
c) Explain what Kim can advise to the top management on termination of service
and the quantum of termination benefits.
There are few elements in termination of service and the quantum of
termination benefits that Kim can advise the top management. Firstly on termination
benefits, the top management should acknowledge that according to the Employment
Act 1955, employees whose services are terminated shall receive termination benefits
from their employer. Next, if the employees would like to challenge the validity of
their termination, employees can file a claim for reinstatement under the Industrial
Relation Act. And if employees are terminated or dismissed without any payment
make by employer, they can file a complaint at the Labour Office. It also advisable
that the terminations benefits for employee should not be retrenched.
Secondly for quantum of termination benefits, according to the Act, workers
with a minimum of 12 months service is entitled to receive the termination benefits.
The quantum terms and conditions are as follow; 10 days wages every year of
employment if the employee has been employed less than 2 years, 15 days wages
every year of employment if the employee has been working between 2 to 5 years and
20 days wages for every year of employment if the employee has given his service for
5 years or more with the employer. By following the quantum of termination benefits,
the top management can estimate on how much they need to grant their employee.
Case2

a) Identify any FIVE (5) mistakes made by interviewers in the case.

The first mistake made by the interviewers in the case is Ali was scheduled to
be interviewed at 10.00 am but being delay until 12.15 pm to be called to the room.
The interviewers themselves show the attitude not being on time. Besides that, the
interviewers are welcoming the candidate with a stern-looking. Moreover, the
interviewers are rude when asking the interviewer to sit down. Furthermore, when Ali
wants to introduce himself to the interviewers, the interviewers interrupt Ali by asking
just to answer their questions. Next, the interviewer focused on reading text messages
on his phone while interviewing Ali. Other than that, the interviewer does not well
prepared before interviewing Ali.

b) In your opinion, can job analysis help the interviewers? Justify your answer.

Job analysis is the procedure through which you determine the duties and skill
requirements of a job and the kind of person who should be hired for it. From my
perspective, the job analysis can help the interviewers. Job analysis provides clear
criteria for the recruitment and selection of employees. Job Analysis helps in
determining what kind of person is required to perform a particular job. It points out
the educational qualifications, level of experience and technical, physical, emotional
and personal skills required to carry out a job in desired fashion. The objective is to fit
a right person at a right place.

Other than that, job analysis helps the interviewers to hire more effective
employee. The decisions of which candidate to select and whom to reject is confusing
and job evaluation makes this easy as the requirements of each job is detailed properly
and only the candidates who fulfil this criterion will be selected.

c) How can the organisation improve its interview process?

Companies can use structured interviews. In structured interviews, all

candidates are asked to answer the same predetermined questions and are evaluated
against the same criteria, which helps standardize the interview process. This gives all
 candidates to show their talent and experience but also reduces the interviewer bias.
Moreover, the company also can consider using a group interview. Group interviews
are a great resource for learning how candidates work in teams and can help prevent
introverts from having a chance to being shy.

Furthermore, the company must be well prepared for the interview work. The
organisation should know what to ask to the candidate and familiar with all the
procedures of conducting the interview. Finally, in an interview situation, the
company must first give a good impression by providing an appropriate greeting to
those candidate.

d) Suggest any TWO (2) selection tools that Syarikat Bintang Sdn.Bhd can use to
test a Marketing Officer candidate, other than interview. Explain the aspects
that the tools measure.

The first tool that Syarikat Bintang Sdn.Bhd can use is conducting a
personality test for the marketing officer candidate. The DiSC personality test is
specially designed to help employers better understand their employees. By giving
such personality test, it identifies the personality traits of the candidate and the
company will able to select the candidate that fulfil with the specific characteristic
that must be possess by a marketing officer. A marketer should have the ability to
communicate and interact with other.

The second tool that can be used is the test of cognitive abilities which is
known as Intelligence tests (IQ). It mostly focuses on verbal reasoning but also
includes items that measure general knowledge, numerical reasoning, memory, and
perceptual and organizational skills. However, a marketing officer candidate can be
test by some IQ questions related to the organization situation such as how to using
the most attractive way to market the company product and from this test the manager
can understand the ability of the marketing officer candidate to think, learn and ability
to adapt to the environment
Case 3

(a) Define ‘workforce planning.’ Describe THREE (3) factors that will affect the
workforce planning of an organization. Support your answer with the case above.

Workforce planning is the process of deciding what positions the firm will have to
fill, and how to fill them. The first factor that will affect the workforce planning of an
organization is when it enter new business and markets. Jobs are created as the company
opens new stores domestically and expands internationally. The second factor is the changing
workforce demographics. Vacancies arise as employees leave the company when they retire
or resign or get promotion to other positions within Tesco. The third factor is the job trends.
New types of job can be created as the company changes its process and technology.

(b) Identify and explain FOUR (4) methods used by Tesco to recruit employees.

There are four methods using by Tesco to recruiting employees. Tesco practices a
new plans calls ‘Talent Planning’. This encourages people to work their way through and up
the organization. This is a process that lists current employees looking for a move, either at
the same level or on promotion. Besides, Tesco advertises the post internally on its intranet
for two weeks if there are no suitable people in the Talent Plan or developing on the internal
management development programme. Tesco also advertises vacancies via the Tesco website
www.tesco- careers.com or through vacancy boards in stores for external recruitment. Lastly,
Tesco puts adverts in trade magazines, online or via TV and radio for more specialised jobs
like bakers.

(c) Tesco seeks to fill many vacancies from within the company. Explain FOUR (4)
advantages Tesco might gain from this.

Tesco will increase the image because outsides will give more attention to this
recruitment. Besides that, new employees will support Tesco in its growth and development
in the future. The current employees also will be more loyalty and hardworking to Tesco.
Lastly, Tesco will gain more revenue or sales in the future because of the vacancies increase
will also help to expand the domestic or internationally market.
Case 4
a) What mistakes has the company made when organising the training
programme?

The mistakes that has been made by the company is that the company did not
provide enough details for the training programme. The company also did not well-
prepared for the training programme. The company did not clean the room for training
session and it gives a bad impression for the trainees.

b) What are the weaknesses of the trainer in the case?

The trainers show the attitude not being on time and it causes the trainee to
wait for a long time before the session starts. The trainer also did not dress
appropriately to give a good impression for the trainees. Besides that, the trainer
spoke very softly during the lecture causing the Raju found it hard to hear him. The
trainer also lack of experience in providing training. A good training session should
include a practice session and not just a theory session. With the practice session
provided, the training session will produce a more effective outcome.

c) Why a trainer should dress appropriately when delivering a training

programme?

A trainer should dress appropriately when delivering a training programme

because it can represent a first impression of himself and the company. An outfit is an
important aspect of non-verbal communication. This is also to give a basic respect to
all of them who are attending the training session. Besides that, the trainer should
dress appropriately when delivering a training programme to show his expertise. The
trainee will be confidence with the trainer and build trust to the trainee.

d) Why practice sessions are important during a training programme?

Practice sessions are vital during a training programme because it can help to
enhance the knowledge and experience. The trainees can have the opportunity of
experiencing themselves for the task given in the practice session. To completing a
 difficult and complicated task, they will able to think a better solution to resolve it.
Besides that, practice sessions are important to help to enhance the self-confidence of
trainee. With the skills that they possessed, they will be able to increase the company
overall productivity and performance.

e) Why do you think it is important to evaluate a training programme? Provide

TWO (2) reasons.

It is important to evaluate a training programme because it can help to gain

insight in the weakness of the training. The company can made some improvement by
receiving the feedback from the participants and hence increase the company overall
performance. Besides that, the company can have the chance to identify new and
different perspectives on the training. The company can input a better and latest
training programme that can enhance the satisfaction of others. The company also can
enhance legitimation and rationality of the training. The company should have better
compliance with the rule and regulation for conducting training.