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Motosikal Dan Enjin Nasional Sdn. Bhd. (MODENAS) was incorporated in August 1995 with the authorized capital of RM 200 million and the paid-up capital of RM130 million. The total investment was RM400 million with the maximum plant production capacity of 200 000 unit of bikes (3 shifts) per year. MODENAS was established in tandem with Malaysia’s efforts to achieve industrialized nation’s status, in line with Malaysia’s vision 2020. Motosikal Dan Enjin Nasional Sdn. Bhd. - MODENAS - was established in tandem with Malaysia's efforts to achieve industrialized nation status, now ubiquitously known as Vision 2020. MODENAS spearheads the technology transfer and development of motorcycle manufacturing, to eventually enable the country to proudly produce indigenous motorcycles. Although the vision will not be realized within a short time span, it is a strongly-held conviction that Malaysia will one day become one of the formidable manufacturers of motorcycles for worldwide distribution. Kawasaki Heavy Industries (KHI) is the technology partner of MODENAS. Equity is shared by four parties - DRB-HICOM BERHAD (55%), KAWASAKI HEAVY INDUSTRIES (19%), KHAZANAH NASIONAL BERHAD (15%) and SOJITZ CORPORATION (Formerly Nissho Iwai Corporation, Japan) (11%). With an investment of RM100 million, the MODENAS project was one of the fastest completed projects in the DRB-HICOM stable of companies. Building construction and infrastructure were completed in May 1996, within 9 months of the
ground-breaking ceremony in August 1995. In June 1996, the first pilot unit rolled off the assembly facility. The first 100 units of MODENAS motorcycles were then paraded in the 1996 Merdeka Day celebrations and the sales of MODENAS Kriss, the 4-stroke, 110 cc moped began in November 1996. Hardly one year after sales commenced in the domestic market, had MODENAS launched its product in the international market on October 17, 1997 MODENAS' achievements, from the first day the idea was mooted until the day the first model was introduced to the local market and then to the international market, were achieved through the sheer dedication and hard work of the management team and all the staff of MODENAS. MODENAS motorcycles are distributed by its wholly-owned subsidiary, EDARAN MODENAS SDN. BHD. (EMOS)
MISSION STATEMENTS • • • • • • Be a customer focused organization Offer high quality products Continuous skills and technology upgrading Care for the employees Continuous growth in profitability Establish MODENAS as a recognizable brand VALUES • • • • • INTEGRITY .practice ethical standards INNOVATION .together we achieve more EXCELLENCE . .for future generations QUALITY POLICY MODENAS is committed to provide products and services that consistently meet customer’s satisfaction.creativity in challenging the norm TEAMWORK .VISION To Be a Competitive World Class Motorcycle and Engine Manufacturer in The Asean Region.be the best CARE FOR THE ENVIRONMENT .
4th June First national motorcycle produced. prime Minister. prime Minister. . Mahathir Mohamad. • 1997. Mahathir Mohamad.28th August 100 000th unit production celebration graced by DYMM Sultan Kedah.MILESTONE • 1995. prime Minister. • 1995. Mahathir Mohamad. • 1999.12th August Join venture Agreement and Ground Breaking ceremony by Dato’ Seri Dr.19th July Launching of MODENAS JAGUH officiated by Dato’ Seri Dr.7th February Signing of MOU with technical partner. • 1996.3rd October Plant Launching by Dato’ Seri Dr. • 1996.
. prime Minister. • 2004-29th February Launching of MODENAS ELEGAN by Tan Sri Salleh Sulong. Deputy Prime Minister. Ahmad Badawi. Chairman DRBHICOM BERHAD. • 2003. • 2002. Ltd (MPI) by Dato’ Seri Rafidah Aziz.16th January Launching of MODENAS KARISMA and the introduction of new MODENAS logo by Tan Sri Dato’ Haji Muhyiddin bin Haji Mohd Yassin.3rd November 500 000th unit production celebration graced by Dato’ Seri Abdullah Hj. CERIA. Mahathir Mohamad. Kedah Menteri Besar. • 2002.• 2001.3rd March Launching of MODENAS KRISS SG officiated by Dato’ Seri Syed Razak Syed Zain. and DINAMIK by Dato’ Seri Dr. • 2003-23rd August Launching of MODENAS ELIT.26th August ISO 9002 Certificate Award & signing off Technical Agreement of scooter project with Motive Power Industry Co.
. Acting Menteri Besar Kedah Darul Aman. Deputy Minister of International Trade and Industry. • 2005-27th August Launching of MODENAS ELIT SPORT by Datuk Ahmad Husni Mohamad Hanadzlah.• 2004-7th August Launching of MODENAS KRISS 100 by Dato’ Abdul Ghani Othman. Deputy Minister of International Trade and Industry. • 2004-9th October Launching of MODENAS KRISTAR by Datuk Ahmad Husni Mohamad Hanadzlah. • 2005-22nd December Launching of MODENAS PASSION by Dato’ Haji Mahdzir Khalid. Johor Menteri Besar.
History and progress of the department In the middle of the year 1995. other . the Human Resource Department has expanded their function by the training and the development and admin and corporate affair which now are the most important parts of this department. They are five persons altogether and they were assigned to choose and pick the best people from this industry to be in the MODENAS management team by the DRB-HICOM. after about one and a half year. After two and a half year. corporate affair.2 a) HUMAN RESOURCE DEPARTMENT i. They are security. It is because. the person in charge must be expert or at least he or she knew about the HR educations. the Human Resource Department only has two major sections which are salary and administrative sections. ii. all the internal businesses won’t be that smooth on the fact that the entire employee’s information and all laws and regulation in MODENAS will go through this department before it reaches other department. So. At first. Under the admin and corporate affair. The importance of the Human Resource Development The human resource department is very important and it plays a big role in this company. Shah Alam. general admin. This very first department was founded by the MODENAS apprentice at that moment. there are six sub-sections. It is because. without the HRD. they have come with a list to be in the MODENAS management team. safety and health. landscape and escaping and lastly. the first department of MODENAS was established atGlenmarie. In order to manage this department.
This department also provides all the safety rules in the company especially in the production lines because the percentage of any accident will happen there are . the HRD will listen to them through the provided channels by the department. this department will choose the panel clinics for MODENAS. If the staffs are having any problems. The first important function of the HRD is recruiting new employees. Besides.department wouldn’t be an expert if they didn’t get any expose on all the HR educations. Besides the entire above. if they are having discipline problems and if they break any of the company’s laws. they can get their treatment from the chosen clinics without paying a single cent. such as emergency funds for the employees. got any suggestion and they want to voice them out. In case if the employees want are having medical problems. they will be judge in the internal court to prove whether they are guilty or not. If the employees perform well in their job. For the safety and health regulations in the company. the HRD are responsible to provide all the staffs and paths needed in case if any emergency cases occur. Next. the HRD also has the responsibility to provide the right channel for the employees if they are having any problem or if their family members are on need. they will also get benefits from the company suggested by their superiors and the HRD itself. This department has to go through all the forms and the interviews with the employees’ candidates by choosing the best person for one particular job based on MODENAS requirements.
Last but not least. This training is for the workers to sharpen their skills beside they are exposed with new equipment or any new requirements in their job. . All the landscapes in the factory’s compound are also designed by the HRD. Every worker will get their own schedule and the trainer will mark in the schedule after they have completed their training. Every year. the HRD also conducts the training program for the workers. This training is compulsory for every member of MODENAS.higher. each employee from each department should get their training for 16 hours.
if first his interest for this human resource management only to recruitment. now operating manager who takes a reasonability to control human resource department. compensation and benefits and others was done by that department. So. They talk from their experience. changing in workforce and so on. changing in technology. interest on this area increasingly widespread. Beside that. all human perspectives must alert with any changes in normal environments like a supply and demand any employees. HR future Parallel with country ' development today. human recourses is important for all company because all information about employees. It is very difficult for them to make a work. Organization ii. he says that department of human resources is very important. When have a problem in that department all process and activities was disturb and not smoothly. HR perspectives In a view of manager in Modenas. wage determination and others but on this day. Until today they don’t have manager to handle human resource department because it is very difficult to seek somebody who can give a good performance. It makes a task of operating manager much difficult because he must handle two works in a same time. Furthermore. activities of planning.2 b) HR MANAGER VIEWS ON: i. culture. because for two year before they don’t have human resource department. and selection. recruitment. his interest more . This problem also gives impact for other department.
To further improve human resources department efficiency this. design should master technology efficiently because all wages and leave make through online system. Penang have low salaries that influences of high expense production. actually employees ask to increase their salaries. . These require to an efficient form of management to manage it. He also said that each human resources department in every company should review strategy. HR Critical Areas In Modenas. Manager of human resource should give a more training or seminar for employees to train them when something new change in environment. Modenas manager pointed out that human resources department should upgrade their system as those they make now. iii.apparent base problems rose in employment world today increasingly complicated as internal problem discipline. Human resource department must known and sensitive to new technology production. benefits and others. Manager cannot expect his employee will self-taught when happen any department in the change stated. staff welfare. On the company. law. present human resource management policy and practice on this day to meet need and challenge in the new millennium. rules. meanwhile firm’s condition can not increasing their salaries. HR managers’ views on human resource future & perspective thinking of the high living cost in the country such as employees that working in KL. Therefore. because high living cost that influence of high expense production and manufacturing costs.
Meanwhile in Modenas has made a collective agreement to know agreement’s workers such as Modenas has a clinic for employees and their families. in the protest that they have been too long to work but their salaries does not increase. in the country’s condition that governed by government is the stable hence production cost also stable. In addition. safety and accident prevention received far more attention than did employee health. Meanwhile. Modenas has undergone many structural changes that present challenges for HR managers and they continue to face such changes. the company must minimum cost. Hence. Statistics show that occupational disease may cost industry as much or more than occupational accidents. iv. but if do not stable the company can not producing of the products and services more than is usual or expected. and the company can produce more goods and services. company can not produce more goods and services. And also company can increasing of salaries employees. Current issues in HR and it relationship and the impact. HR managers views on current issues in HR and it relationship and the impact in Modenas that is the employees ask to increasing their salaries. Some of the structural changes are caused by downsizing. meanings of the downsizing is Laying off large numbers of managerial and other employees. they make the protest about their salary to be increased.If there is high living cost. So that HR managers can pay salaries for employees. so that the company can producing its products and services and then the company can pay salaries employees. there are many disease and health-related problems that are not .
Sometimes many employees feel stress was caused by thinking why their salaries not increasing. and any benefits. HR managers on Modenas still think over about their salaries employees because HR managers also still think over their company only have a few customers that want to buy of the their products. This is to be helping the employees to know their condition during work in Modenas. and award. An employee does not know about it. or monthly. so that employees more active with their work. Meanwhile. workplace. any incentives or bonuses. Furthermore. pay refers only to the actual cost employees receive in exchange for their work. allowance. pay employees receive for their work. The base wage or salary is the hourly. Usually compensation is composed of the base wage or salary. weekly. Then. Modenas have a union to have a leader from the top to bottom to arrange and manage a team.necessary job related but that may affect job performance. Meanings of incentives are rewards offered in addition to the base wage or salary and are usually directly . employees also given pay. Modenas still give of the compensation for employees. stress is the mental and physical condition that results from a perceived threat of danger and the pressure to remove it. Modenas give for employees allowance and award so that employees more active to work. Modenas also make survey for employees about salary. Many organizations now not only attempt to remove health hazards from the workplace but also have investigated programs to improve health. Now. they just to know about importance’s individual. compensation refers to all the extrinsic rewards employees receive in exchange for their work. Meanwhile in clinic’s Modenas has insurance for employees there is a medical.
and retirement plans are examples of benefits. And then Modenas also give benefits for employees which have good performance on the job. health insurance. Paid vacation.related to performance. meanings of benefits are rewards employees receive as a result of their employment and position with the organization. .
that also providing assistance to employees with personal problem that influence their work performance. Safety and healthy function also responsibility to designing and implementing programs to ensure employee health and safety. compensation and benefit. the activity is selecting and hiring human resource to fill specific jobs within the organization. recruitment and selection. The activity human resource development is orienting and training employees and designing and implementing management and organizational development program. Function compensation and benefit activity is designing and implementing compensation and benefit systems for all employees. Another one function this department is employee and labor relation. employee and labor relation and human resource research. The activity is . and almost function of HR department are similar. Besides that. recruitment and selection of HR department is conducting a job analysis to establish the specific recruitments of individual jobs within the organization. Furthermore the activity is ensuring that compensation and benefits are fair and consistent. development.CONCLUSION 3 a) OPINION ON THE HR DEPARTMENT i. The activity planning. Function I think all company have the HR department. The function have a six major that is planning. safety and health.
Strength For overview opinion on the human resource deparment. This way to avoid company lost. As an example this department passes their employees to overseas to get more education and experience. they need to work one year after that. ii. so this department responsibility to overcome and solve the problem. The activity is providing a human resource information base and implementing employee communication system. With the cooperation also. But to avoid their employee to left company after company pass they to overseas.become an intermediary between employer and union. MODENAS can compare his product with others company. After the workers back from training at overseas. and takes a right approach to develop his company. HR department also make a cooperation with others automobile company to get more information. the strength of MODENAS Company is. Besides that. HR department already make a contract. this department very appreciates to their workers. Another function is human resource research. This way is good because his employee can get skills and diverse expertise to make their company better. This can be strength because not all company does like this. I think one another strength to HR department of . Employee will contribute the new skill to develop this company. Have a problem and defiance from workers.
As example MODENAS Company already make this program at Pulau Jerejak and Pedu several past years. I think the strength HR department is making a team building. To employee feel more enjoy and get experience. The other problem is political changes which the government in a country was increased cost of living. In the other hand. and bonuses so that they can feel comfortable with their life and the employees’ need will be satisfy. the training will do follow it turn. most the program not does in production but company do it outdoor. In thus program. Company does not have control in this problem and this makes company become uncertainty. The reason because company wants their employee will feel love to company and never to left to get another job. Greatly. the activity is learning how to make a better presentation and how to get soft skills. beside sport activity.MODENAS is all employing must to training calendar at learning centre. To ensure line not empty. Weaknesses The department has problems which they forced to facing with the regulatory changes which government regulation and laws has put the burden on the human resource manager that is reflect with environment and quality of work life. Furthermore. there have human resource issues that are bought to court because of the lawsuits involving employment practices. iii. And the employee that . This will impact the company which human resource manager forced to redesign the employee’s wages.
and rewards systems. The other suggestion in settle the bureaucratic system is the HR department also can establish or upgrade the system such as allowed the employees to on line in term salaries payment. It may also help the company defend themselves in lawsuits involving employment practices. This is indirectly hurt the company’s image iv. Besides that.involved hardly does not want to settle the problem in the inside court. appraisal. selection. The company also can ask consultants and professional organizations such as associations or employ them. Suggestion Establish the good job analysis that provides the information that virtually every human resources activity requires. Besides that. For example. company sometimes facing with the pay salaries or wages to their employees. HONDA and NAZA are forecasting and how they are arriving at their forecasts. company can create the strategic which . the company also can compare their forecasts and methods with the successful company. HR professionals can look at the other ways of doing things. the company also cans learning what are the successful company in the same industry such as HICOM. Here. Because of the sale’s company is not stable. clearly specifying what a job requires if someone claims unfair dismissal. training. the authority to control tasks may delegate to manager at all level in the company. It assists with the essential HR programs such as recruitment. or create the human resource information base as reference or facility to employees so that the company operation will become easier. Then.
the company can pay the employees with the advance salaries. workers’ health and other social and economic issues to avoid punishment from the government that will taking legal action against it. And if the company gets profit from sales. obey the payment. and treatment of employees. Human resource manager also can take to link human resource planning to the organization’s strategic plans. So. . the company will assume the advance salaries that already paid as bonuses to their employees. In the other hand. the company also can identify the employee that have potential or talent for advancement and send the employee for sharpen their talent so that company can create the professional future. The company can send their employee to Japan to learn about the Japan’s car which we know that Japan car is one of the successful companies in markets. for the employees’ salaries future is still same that is not deducting. Company also must focusing on how a job is done usually uncovers any unsafe procedures. One of the best ways to encourage the good relationship between manager and organizational staff is based on a close working relationship between them. Human resource manager as a consultant in the company has a responsibility to ensure the line managers have responsibility to respond to the business implication of human resource objective and strategic.
Yolles. HRM and Knowledge Management: Responding to the Challenge.” • Iles. • Journals Chew. 13(1). “A continuing issue in managing change is minimizing resistance and engaging with employees at all levels. (2005). Managing the Human Resources in Organisational Change: A Case Study. 13(2). M. & Altman. “Knowledge is increasingly claimed to be a key critical resource and source of competitive advantage in the modern global economy.3 b) OTHER RELATED ISSUES OR OPINION i. Y. Research and Practice in Human Resource Management. 87-104.” • Nelson. (2005). P. Research and Practice in Human Resource Management. 3-33. “A growing concern among companies operating in the Malaysian labor market with high job mobility is how to maintain a workforce capable of fulfilling corporate exigencies. L. Achieving Organisational Prosperity through Employee Motivation and Retention: A Comparative Study of Strategic HRM Practices in Malaysian Institutions. 5570. T. Research and Practice in Human Resource Management.. (2001). 9(1). . Y.
S. Human Resources Management (HRM) plays a central role in the exchange relationships between the organisation’s management and its employees. 1-20. A. (2007).” . 15(2). “The value of linkage research is in its ability to recognise the organisational practices that are the most important drivers of customer satisfaction in a specific organisation. and the growing recognition of the importance of intellectual capital and intellectual property rights.” • Tzafrir. the growth in the number of ‘knowledge workers’. A. & Gur. Research and Practice in Human Resource Management. HRM Practices and Perceived Service Quality: The Role of Trust as a Mediator. B. the increasingly rapid flow of global information. S.especially with the rise of the service economy.
.000 units for financial year ending March 2008.ii. of which 10. Modenas chief executive officer Abdul Harith Abdullah targets to sell 7.000 units a month of the models and improve its overall national market share to 13 per cent from 10 per cent last month.000 are for the export market. we target an overall sales of 70. a 55 per cent subsidiary of DRB-HICOM Bhd. bertempat di Dataran Pasar Awam. The two models are the Modenas Kriss 120 Sports (electronic starter) and the Kriss 100 (kickstarter) priced at RM4. Majlis ini telah dirasmikan oleh Datuk Suret Singh iaitu Ketua Pengarah Jabatan Keselamatan Jalanraya Malaysia." Abdul Harith said at the launch of the motorcycle at DRB-HICOM's headquarters in Selangor yesterday. 450 and RM3. has launched two new motorcycles to boost earnings and counter competition from Japanese and Chinese rivals. "Together with our six other Modenas models already in the market. • Articles MODENAS TURUT SERTA DALAM KEMPEN KESELAMATAN JALANRAYA 31/1/2008 MODENAS telah turut serta di dalam Kempen Keselamatan Jalanraya Bersama Masyarakat Setempat anjuran Majlis Keselamatan Jalanraya (MKJR) dan LAFARGE Cement Malaysia. Langkawi. Padang Lalang.150 respectively. Kementerian Pengangkutan Malaysia. • MODENAS KRISS 120 SPORTS LAUNCHED 17/12/2007 MOTOSIKAL dan Enjin Nasional Sdn Bhd (Modenas).
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