PART B : 2.

0 KEY HUMAN RESOURCES FUNCTION ANALYSIS

2.1 7-ELEVEN HOLDING BERHAD

The goal of human resource management is to create a situation where workers are

more creative and innovative. 7-Eleven is a franchisor, licensee and operator of an

international department store chain that has become the largest retail chain in all categories.

As the enforcers of company culture for 7-Eleven, its intriguing to know what the human

resources department thinks about 7-Eleven culture in comparison to other departments. The

human resources overal average culture rating is lower than other department operations.7-

Eleven human resources department has a direct impact on the work environment.

Employess rate their environment an average levent are not so happy at 7-Eleven.

2.1.1 Human Resources Planning

Human resource planning is the systematic forecasting of the existing supply

of and future demand for employees. It also involves strategically deploying their skills

to meet the goals and objectives of the business. The goal of HR planning is ensuring

and ideal firm between jobs and workers and circumventing labor surplases or

shortages.

7-Eleven for human resources planning is they importantly provide a better

service to every customer is the main efficient key of the center. In the retail market,

this efficiency key plays a wide role via an individual rolse. This type of business

model is the most diverse and lively model because they sell not only food and

beverages, magazines, health care. 7-Eleven product are classified in various

category, these product are classified according to the time morning-night, after,

evening-last night, their worker fallow according to the acronym – ICARE that means

integrity,customer focus, accountability, recognition, excellent execution.

2.1.2 Recruitment and Selection

The recruitment and selection process for 7-Eleven getting more request

because of the company that becoming more famous. Their product are well

connected with American culture. They select someone by following the procedure

recruitment planning, strategy development, searching, screening, and evolution

control. For the recruitment planning, recruitment procees in 7-Eleven according to a

vacant post that they create a vacant list with job specification.

After the identification of the vacancy, they do research about the vacant post.

They analyse that nowadays, these post are important or not. The organization

setting the parameter and specification by the physical, mental, emotional,

behavioural, leven and requirement of skill.

2.1.3 Performance Management

The first stage in performance management is defiining the individual goals

and put them in a work, which 7-Eleven does. The goal-setting process collaborate

between managers and his employees. Every employees fulfils his or her goal. If any

worker fails to fulfil his goal, he is further trained by high-level workers or experienced

employees.

The second stage is monitoring the goal progression. The managers are very

much aware of each employee’s goal progression. If the goal target is missed, he

himself coached the employee with proper guidance. It is therefore very important for

an employee to track his or her own goal progress. The managers, as well as shop

owners, take follow up of everyday work. After a week, they work on the weak points

of employees and further review the progress for about one week. In this way, they

enhance each employee’s motivation and their work power. The appraisal process is

very essential in business. The higher authority of 7-eleven constantly listens,

observes the task of the employee, and gives them proper feedback. To give a
constructive analysis of the employee’s work, the manager uses coaching tools,

which help them to find the mistakes. To give a proper feedback about what an

employee learned is the most important part of the appraisal, that 7-eleven do. This is

an important factor in employees’ growth and the entire organization.

2.1.4 Reward and Compensation

Providing more salary rather than extra benefits is the most convenient

process of recruiting. With a comfortable salary package including a number of perks

can be an added advantage of decreasing employee turnover as well as it’s enhance

the improved work habits. Benefits might attract the employee to stay on the job, even

during critical times.

The pay scale of this company is very low, for a fresher person 7 eleven is a

very good choice to start his career but for long time career, this company is not

suitable due to its low pay scale. To survive with such a low pay scale is not possible.

In this company, employees are not getting any benefits. They do not have paid

holiday, they do not get any compensation for their overtime work, no paid sick

holiday also. The security system of 7 eleven company is very bad especially for that

employee who works in the third shift. If somebody faces any problem during the

working hour, enough securities are not there to help him out. In this company, every

employee has to work very hard to have a small reward, so that is very discouraging

for the employee. During the night shift if any employee having any health problem

the company will not provide him with any medicine or doctors consult or even rest for

some time.
2.1.5 Training and Development

The training is a process of introducing all the relevant information about a

company to a new employee. It also tells the working process and policies of a

company. The goals of 7-Elevent training are to familiarize a new employee with the

organization history and future plans and inform them of the relevant procedures and

policies of the company.effective training increase an employee’s commitment and

decrease his turnover. The employees of 7-eleven have become more productive by

the training process as they understood their job role.

7-eleven provide employees with education and introduction to the

organization. It helps the employees to understand the core values and integrate the

philosophy, mission and goals of the organization. They crease a rapport and provide

a pleasnt environment. Moreover, 7-eleven encourage strong relationship and

friendship amon people. It is very important to give an opportunity to team members

so that they get to know each other and help each other.

2.1.6 Human relations: maintaining effective working relationships

7 eleven considered two aspects while establishing their occupational health

and safety policy. These two aspects are preventive action and emergency

management. As per the preventive action, it can be considered as an action that the

company considers in order to avoid injuries or risk related to the conditions of the

workplace. The managers, therefore, conduct periodical risk assessment and job

hazard analysis to understand the factors that might harm the employees. According

to the analysis result, the company sets its preventive measures.

On the other hand, the emergency management of the company describes the

plan adopted by the managers to deal with the sudden catastrophe that might come

up in an organisation such as earthquake, explosion or fire. This might occur as a

result of human carelessness or natural forces. The emergency management of 7

 eleven consists of functional smoke alarms and sprinklers. These are inspected on a

regular basis to avoid risk. The company further keeps internal as well as external

technicians available all the time in order to repair leakages, blackouts and any other

sort of damages.

2.2 KK Supermart Holding Sdn Bhd

The goal of human resource management is to create a situation where workers are more

creative and innovative. KK supermart by the KK group is a group of companies nationwide

via an extensive network industries and sectors. Human resource of KK group companies

lead by the Jane kamene show that human resource in KK group is very good on looking for

a new human resource that needed. The human resources rating for KK group is quite good

that show 41% employees recommend the employer to friend. The trust is the main concern

for these rating for KK supermart Holding Sdn Bhd.

2.1.1 Human Resources Planning

KK group human resources planning is looking very good and active of finding

and selective the new employees. They doing a good job planning by promote the

human resources recruitment by posting the recruitment on the famous website and

social media. They planning the recruitment by putting the information on the Linkedin

and facebook for easy reach the community request to join the KK group employees.

They also planning on giving a good training and part time for the employees with a

great benefit and reward.

2.1.2 Recruitment and Selection

The recruitment and selection for KK Super Mart is develops organization

strategies by identifying and researching human resources issue which is contributing

information, analysis, and recommendations to organization strategic thinking and

direction. Manages human resources operation by recrutuing, selecting, orienting,

training, coaching, counseling, and disciplining staff. KK human resource also

responsible for overall office administration, planning and coordinating administrative

procedures and system and devising ways to streamline processes.

The required knowledge, skills and abilities for KK supermart is at least 2

years of working experience in the related field. Human resources need to be expert

in employment law and employee relations and communication and HR best

practices. Experience also needed in organization development and change

management.

2.1.3 Performance Management

KK supermart performance management on human resources is they

smoothly getting a lot of requesting on becoming employees on the KK supermart.

The performance management is show that they provide a comfortable work

environment and giving a good chance to go to higher postion in the future. The

company perfomance management growth steadily and the employer care so much.

The bad side for the perfomance management on human resources is the employee

have to work minimum 12 hours per day. It show that the working time not fixed. the

KK group also provide the staff hostel not in a good condition.

2.1.4 Reward and Compensation

The reward ann compensation for human resource in KK supermart is the

provide the average salary ranges from approximately RM1,374 per month for

general worker to RM2515 per month for sales executive. That all salary figures are

approximantions based upon third party submission to indeed. The figures are given

to the indeed users for the purposes of generalized comparison only. Minimum wage

may differ by jurisdiction and the consult the employer for actual salary figures. The

bad for the employees is the KK supermart not giving any benefit or extra pay for

extra working hours. The employees also get a allowance of RM 300 for their

participation in this programme.

2.1.5 Training and Development

The training and development for humand resources in KK supermart is they

held its first ever SLDN (National Dual Training System). The SLDN for KK supermart

programme is an “on the job skill training programme” to arm apprentices with more

skills related to the retail fraternity. Apprentices work at KK super mart while attending

classes at KK training centre, to get firsthand experience of the retail world. The

deputy human resources minister urges more corporation to be involved in SLDN

programmes in order to build talents that are more capable and innovative preparing

Malaysia for the industrial 4.0 era. They belives that education and training should be

accesiable for everyone. KK supermart aims to establish KK college in the future,

training more skilled talents as it approaches 500 outlet by 2020.

2.1.6 Human relations: maintaining effective working relationships

KK supermart maintaining effective working relationships is they create and

interesting workplace. Create an exciting and fun workplace for the employees.

Prodive a range of emenities such as lounge and lounge, comfortable room and

prayer room. They also provide facilities that very clean for the employees. KK

supermart also provice a good communication an organization will operate more

efficiently that employees have no barriers to communicating with one another. The

collaborating and discussing, exchanging ideas, being receptive and respectful are

examples of good communication practices.

 COMPANY 7 Eleven Holding KK Supermart Family Mart Co.
Berhad Holding Sdn Bhd
key human
resource functions
Human Resources - importantly provide a
better service to every
Planning customer
- classified according to the
ICARE : integrity,customer
focus, accountability,
recognition, excellent
execution.
Recruitment and - select someone by
following the procedure
Selection recruitment planning,
strategy development,
searching, screening, and
evolution control
- The organization setting
the parameter and
specification by the
physical, mental,
emotional, behavioural,
leven and requirement of
skill.
Performance - defiining the individual
goals and put them in a
- promote the human
resources recruitment by
posting the recruitment on
the famous website and
social media
- They also planning on
giving a good training and
part time for the
employees with a great
benefit and reward.
- identifying and
researching human
resources issue which is
contributing information,
analysis, and
recommendations to
organization strategic
thinking and direction.
Manages human
resources operation by
recrutuing, selecting,
orienting, training,
coaching, counseling, and
disciplining staff
- they provide a comfortable
work environment and
Management work
- monitoring the goal
progression
Reward and - comfortable salary
package including a
Compensation number of perks
- The pay scale of this
company is very low
- employees are not getting
any benefits. They do not
have paid holiday, they do
not get any compensation
for their overtime work, no
paid sick holiday also
Training and - The training is a process
of introducing all the
Development relevant information about
a company to a new
employee
- provide employees with
education and introduction
to the organization
Human Relation : - establishing their
occupational health and
Maintaining effective safety policy
giving a good chance to
go to higher postion in the
future
- provide the average salary
ranges
- That all salary figures are
approximantions based
upon third party
submission to indeed
- The employees also get a
allowance of RM 300 for
their participation in this
programme.
- held its first ever SLDN
(National Dual Training
System).
- attending classes at KK
training centre, to get
firsthand experience of the
retail world
- aims to establish KK
college in the future,
training more skilled
talents
- they create and interesting
workplace
working relationships - provide facilities that very
- the emergency clean for the employees
management of the
company describes the - provice a good
plan adopted by the communication an
managers to deal with the organization
sudden catastrophe that
might come up in an
organisation such as
earthquake, explosion or
fire.