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0 INTRODUCTION AND COMPANY BACKGROUND

According to Jayadeva de Silva. M.Sc, FIPM, FITD overview about employee

productivity and based on my understanding, it is referred as workforce productivity
is an assessment of employee efficiency. Employee productivity is evaluated in terms
of the output of an employee over a specific period of time. On the contrary,
employee commitment can be defined as a psychological state that binds the
individual to the organization (Allen & Meyer, 1990). The psychological attachment
felt by the person for the organization will reflect the degree to which the individual
internalizes or adopts characteristics or perspectives of the organization. It is
concluded that company productivity level has a relationship between company’s
effort to engage the employee’s commitment.

Tenaga Nasional Berhad (TNB) is the company that we chose to conduct a

research on. I will explain briefly about the company’s background. Tenaga Nasional
Berhad is the largest electricity utility in Malaysia and a leading utility company in
Asia. Listed on the Main Board of Bursa Malaysia with almost USD30 billion in assets,
the company has more than 33,500 employees serve an estimated 8.3 million
customers in Peninsular Malaysia, Sabah and Labuan. TNB has been “Keeping the
Lights On in Malaysia” ever since it was set up as the Central Electricity Board in
1949, powering national development via the provision of reliable and efficient
electricity.

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 TNB’s core businesses are in the generation, transmission and distribution of
electricity. In Peninsular Malaysia, the Company supplies households and industry with
electricity generated from six thermal stations and three major hydroelectric schemes
with total installed generation capacity of 11,642MW. It also manages and operates
the National Grid which links TNB power stations and IPPs to the distribution network.
The grid is connected to Thailand’s transmission system in the north and Singapore’s
transmission system in the south. In East Malaysia, TNB has an 80% equity in Sabah
Electricity Sdn. Bhd. (SESB), which manages the Sabah Grid.

Other than its core business, TNB has diversified into the manufacture of
transformers, high voltage switchgears and cables; the provision of professional
consultancy services; and architectural, civil, electrical engineering works and
services, repair and maintenance. The Company also engages in research and
development, property development and management services. Tapping into
opportunities available overseas, TNB is making inroads into emerging markets,
focusing on the Asia-Pacific, Pakistan, Middle Eastland North Africa regions.

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2.0 OBJECTIVES

The study will achieve the following objectives:

 To identify productivity levels and needs. One of the difficulties that comes
with employee productivity is that each employee requires a different level of
productivity.
 To recognize how Tenaga Nasional Berhad (TNB) applying the key principles
regarding to improve their employee productivity and employee commitment.
 To analyze the issues that TNB had in practicing and improving their employee
productivity and employee commitment.
 To examine the effect of TNB employee commitment to the employee
productivity.
 To understand the importance and relationship of employee commitment in
improving employee productivity.
 To relate how the human resource management contribution to encourage
productivity goes beyond the selection and recruitment process.

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3.0 Analysis, Finding the issues and discussion

3.1 Training

The study is done to study on organizational and employees’ training in the

organization.

3.1.1 Analysis

Training is a programme that Tenaga Nasional Berhad made to help their

employees learn specific knowledge or skills to improve performance in
their current roles. Training will be applied in every TNBs’ staff to
improve their productivity and employee commitments. By giving them
some motivation, it will increase the level of energy, commitment, and
creativity that a company’s workers bring to their job. Whether the
economy is growing or shrinking, finding ways to train their employees is
always a management concern that Tenaga Nasional Berhad should be
highlighted.

3.1.2 Finding the Issues

In order to achieve the organization goals, Tenaga Nasional Berhad has

built a high quality motivational program process which has involved
several of their staffs that really need to improve their skills and ability
at the workplace. Every well-organized motivational program for
employees are made in almost all organization nationwide including the
Tenaga Nasional Berhad, therefore the organization can achieve the
competence to develop good organizational culture. All of this will
known as the induction and promotion program such as Institut Latihan
TNB-ILSAS has embarked on the Certified Training Professional(CTP)
Programme which comprises five modules including Fundamentals of
Training, Training Needs Analysis, Training Design and Development,
Training Delivery and Training Evaluation.

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 3.1.3 Discussion

The result of the study, Tenaga Nasional Berhad believes that their
employers are able to get the best talent possible if they follow what
motivates employees. Being motivated by joining any programs can
increase employees skill and perform better in doing the task. In this
case, the visions and missions of Tenaga Nasional berhad can easily be
achieve. Basically, Tenaga Nasional has to follow with the technologies
improvement, by sending their staff to training so they will suite
themselves for every new technology systems that organization had such
as enhance customer information billing system (eCIBS).

3.2 Motivation

The study is done to study on employee’s motivation in the organization.

3.2.1 Analysis

Motivation can be defined as the procedure or steps that initiates guides

so Tenaga Nasional Berhad will used regarding on sustaining goal-
achieving behaviors. For example, incentives are given to encourage and
motivate the employees to meet their own goals and the goals set by the
organization. It are an inducement or supplemental reward that serves
as a motivational device for a desired action or behavior.

3.2.2 Finding the Issues

Organization are so eager in motivating their employees and offer good

incentives plans that employees are really happy with their management
and feel highly appreciated thus feeling motivated their job. Tenaga
Nasional Berhad is one organization that emphasizes on their
compensation plans. Tenaga Nasional consists of more than 20,000

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employees and its compensation plan satisfies its employees. Tenaga
Nasional also offer intrinsic rewards to its employees, these are internal
award workers give themselves such as self-esteem which is sense of
accomplishment and the feeling of growth or development of special
skills and talent. At the same time, their employees should perform well
in their task so that the management will not hesitate to reward them.

3.2.3 Discussion

Tenaga Nasional Berhad preparing a remuneration plan may need to

consider the motivational factor of money and stress them above other
motivational factors. This factor is used to help improve job satisfaction
productivity and employees performance. For example, Tenaga Nasional
Berhad has work out to RM49,583 on wages, salaries and bonuses for the
year per each employee or RM4,132 per month. Also, employees’
benefits work out to RM 33,412 for the year for employee. There are
several factors in designing compensation method such as day work plan,
measured day work plan, piece rate plan, standard hour wage plan, gain
sharing plan and direct wage incentives plan. Therefore, Tenaga
Nasional Berhad employees strives their target to help the organization
reach their mission and goals.

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3.3 Teamwork

The study is done to study on organizational and employees’ teamwork in the

organization

3.3.1 Analysis

Teams are the main structure of many high-performance organizations.

Thus, Tenaga Nasional Berhad has an effective teamwork which is
critical to a successful quality afford. If teams are not effective, key
business processes will suffer. Steering committees will choose poor
direction and policies for the organization, departmental, and cross-
functional problem-solving teams will choose in appropriate problems or
won’t be able to solve the problems they identify, and self-managed
teams will not be able to fulfill the promise of an empower, creative
workforce. In fact, TNB needs to develop a better understanding of their
customers' needs. Therefore, the company needs efficient and loyal
employees to make sure that they are able to fulfill their customers’
expectations.

3.3.2 Finding the Issues

In order to increase Tenaga Nasional Berhad productivity and

employment commitment, the company must put the trust and loyal to
their employees. So they will work together on improving the
organization performance. In order to strengthen relationship in the
organization, Tenaga Nasional Berhad has signed as a partnership
agreement with MACROKIOSK Berhad that will see them continue to work
together on TNB’s nationwide mobile customer engagement and to
enhance overall efficiency. The strongest and most consistent factor
that increased teamwork was Tenaga Nasional Berhad encouraging
teamwork. When management helped employees work together as a
team, resolved disagreements and supported team efforts, the group as
a whole exhibited higher teamwork. Work with the group to specified

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the actions and behaviors that constitute teamwork for this group. For
an example, the behaviors needed for middle managers will be quite
different from those needed for file clerks.

3.3.3 Discussion

The importance of individual skills is certainly not suppressed, but in

order to achieve maximum performance, an individual needs to be
competent in the context of the team. Teamwork results in individuals
working jointly in a supportive environment to achieve common team
goals through the sharing of knowledge and skills. In the construction
industry, organizations have a strong confidence in the power of
teamwork. By embracing a cooperative setting with project teams,
organizations are able to deliver complex projects on time and provide
high levels of customer outcomes. Teams enable individuals to empower
themselves and increase benefits from cooperative work engaged on as a
group. Getting together with others also can allow individuals to better
understand the importance of teamwork and how Tenaga Nasional
Berhad operate as well as promote the culture of teamwork success.

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3.4 Employee Welfare

The study is done to study on employee’s welfare in the organization

3.4.1 Analysis

Employee welfare includes everything, such as facilities, benefits and

services that an employer provides or does to ensure comfort of the
employees. Good welfare helps to motivate employees and ensure
increased productivity. Tenaga Nasional Berhad provide welfare facilities
to their employees to keep their motivation levels high. For heavy
industry, mostly their welfare for the staff is more to safety and health.
When this kind of welfare is being provided, the staff will feel safer at
work because of all the facilities.

3.4.2 Finding the Issues

Tenaga Nasional Berhad provided employees welfare that related to the

Occupational Safety and Health Management. Employees will be
introducing to the Occupational Safety and Health Act, covering all the
necessary aspect pertaining to the occupational safety, health and
welfare of persons at work. For example the accident reporting
procedure, Chemical Safety Data Sheet (CSDS), Emergency Response
Plan such as fire, tower collapse and land slide. Besides that, other
welfare is employees’ criminal screening and OSH program activities
such as safety awareness, toolbox talk, training, inspection and auditing.
Other than safety and health welfare, Tenaga Nasional Berhad also has
the educational welfare. UNITEN and Taska 1TNB are the example of the
educational welfare.

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3.4.3 Discussion

These facilities will make the Tenaga Nasional Berhad employees feel
safe and comfort while they are doing their work. In other words, it
secures the safety, health and welfare of employees at work against risk
to safety or health arising out the activities of employees at work.
Moreover, to protect at a place of work other than at work against risks
to safety or health arising of the activities of employees at work. Tenaga
Nasional Berhad also promote an occupational environment for employee
at work which is adapted to their physiological and psychological needs.
In 2012, Tenaga Nasional Berhad has proudly received Award Winner of
MSOSH-OSH Gold Class 1 for 2013, Malaysian Society for Occupational
Safety and Health (MSOSH).

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4.0 Recommendation

There are a few suggestions about the point of improving the productivity and
employee commitment.

i. Communicate clear goals and expectations to the employees

Tenaga Nasional Berhad must state the clearly goals and mission; therefore the
employees can be a part of a compelling future, and want to know what is most
important at work and what excellence looks like.

ii. Encourage open communication

Tenaga Nasional Berhad should get inside into what things are important to
their employee by using surveys, suggestion boxes, and team meetings. Be
open minded and encourage employee to express their idea and perspectives
without criticism.

iii. Create a strong team environment

Tenaga Nasional Berhad should be interact with each other and participate in a
team environment. Strong employee engagement is depend on how well
employees get along.

iv. Support employees in their work and growth

Tenaga Nasional Berhad can support employee growth by providing education
and learning opportunities, training, coaching, and any other interactions that
support employees’ personal development.

v. Increasing of incentives
Incentives that will be given to the employees must be fair and matched to
accountability and results. Therefore, the incentives must be allocated based
on objective criteria and that different employees are motivated by different
things.

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 vi. Delegation
Delegation is good for you because it will expand Tenaga Nasional Berhad
managerial span control. It’s good for their employees because it is a growth
opportunity. It demonstrates the trust in employees to do job correctly and
increases their ownership of the task.

vii. Provide feedback

Feedback is a foundation management skills, Tenaga Nasional Berhad should
has the ability to provide regular and helpful feedback to employees in a
manner that encourage.

viii. Know employees background

Motivation in work is a huge factor on how employee will perform in the work
place. Tenaga Nasional Berhad must understand employees motivation that can
allow organization to structure a support system that is both beneficial and
motivating for each employee.

ix. Match tasks skills

Tenaga Nasional Berhad should know their employees’ skill and behavioral
styles because it is essential for maximizing efficiency.

x. Keep goals clear and focused

Tenaga Nasional Berhad needs to make sure employees’ assignments are as
clear and narrow as possible. Let employees know exactly what the
organization expect from them.

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5.0 CONCLUSION

Analysis of the study as well as a summary of the findings above, it can be concluded
that the organization's commitment to productive employees is an important concept,
which must be accepted by any organization that wants to excel and achieve goals
and objectives. Organizational commitment has significant impact on employee
productivity and as such improves organizational performance and effectiveness.
Employee commitment to their organization is significant to organization
performance, which manifest in employees skills, performance and devotion to duty
so as to fulfill the set organizational goals and objectives. Organization motivational
measure such as increases in salary and wages, bonus housing, transport and others
will have significant effect on employee productivity, because it will boost their
morale. A well structural plan in a company will have a long-run and stable effect on
organization and employee fulfillment.

The productive employees are the key to be a successful company and to keep a
company running as Tenaga Nasional Berhad, therefore they need to provide the best
reward system and also training for the employees to increase their morale and
enhance their productivity. A large portion of the employees are happy with their
wages or salary as it has satisfied with their needs and wants.

TNB culture allows its people to work effectively and efficiently, learn to grow
professionally, stay connected with their business client for customer relationships,
obtain financial security, work and have fun, make a positive difference within the
company, and be creative and innovative to the company success. Besides that,
Tenaga Nasional Berhad also needs to create an environment or culture of shared
goals, shared knowledge and mutual respect between people and the various
functions of utility business that extended to international.

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6.0 REFFERENCES

[ CITATION RAH141 \l 1033 ] ANTECEDENTS OF ORGANISATIONAL COMMITMENT

AMONG ENGINEERS AT TENAGA NASIONAL BERHAD. Retrieved from
http://eprints.utem.edu.my/16183/1/Antecedents%20Of%20Organisational
%20Commitment%20Among%20Engineers%20At%20Tenaga%20Nasional%20Berhad
%2024%20Pages.pdf

(DATO’ JAMALUDIN JARJIS, 7 NOVEMBER, 2001) CHAIRMAN STATEMENTS.

Retrieved from
http://cdn1.i3investor.com/my/files/dfgs88n/2001/11/30/1449771164-
814996058.pdf

(Manilall Dhurupa* , Jhalukpreya Surujlala and Danny Mutamba Kabongoa, 5th

& 6th October 2015) Finding Synergic Relationships in Teamwork,
Organizational Commitment and Job Satisfaction: A Case Study of a
Construction Organization in a Developing Country. Retrieved from
http://www.sciencedirect.com/science/article/pii/S2212567116000605
file:///C:/Users/Smith/Downloads/50-51-1-PB%20(2).pdf

(TENAGA NASIONAL BERHAD, n.d) CORPORATE INTEGRITY PLEDGE. Retrieved

from
https://www.tnb.com.my/assets/news_and_highlights/6.2_TNB_Integrity_Pled
ge.pdf

(TENAGA NASIONAL BERHAD, JUNE 2016) Retrieved from

http://fwlstagingbucket.s3-website-ap-southeast-
1.amazonaws.com/assets/contentms/img/template/editor/TNB_June2016.pdf

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(Torben Rick, June 14 2011) 20 TIPS TO IMPROVE EMPLOYEE ENGAGEMENT AND
PERFORMANCE. Retrieved from https://www.torbenrick.eu/blog/performance-
management/20-tips-to-improve-employee-engagement-and-performance/

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7.0 APPENDICES

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