FACULTY OF ADMINISTRATIVE SCIENCE

AND
POLICY STUDIES

UiTM INTEC
INDIVIDUAL ASSIGNMENT
PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

TITLE: CONCEPT AND PRACTISE OF PERSONNEL ADMINISTRATION

Organization / Ministry / Department / Unit
______________________________________________________

Name:
SITI NUR HAFIZAH BINTI ABU ZARIN

Student ID:
2019654262

Class: MAMP2

Submission Date:
23rd JANUARY 2021
BIL TITLE PAGE Marks LE

0
1.0 Introduction 2 7
2.0 Historical background of the organisation 3 10
3.0 Staffing 6 20
3.1 Job Description and Job Specification 6
3.2 Job Enrichment, Job Enlargement and Job Rotation 7
3.3 Promotion, Transfer or External Recruitment 8
3.4 Process and Methods of Selection 8
4.0 Human Resource Development 9 20
4.1 In-house Training or Outsource 9
4.2 Induction contents 9
4.3 Career Planning and Development 10
4.4 Performance Appraisal 11
5.0 Compensation 11 15
5.1 Salary and Allowances 11
5.2 Benefits or Services 12
6.0 Discipline 13 15
6.1 Examples of violation and disciplinary action 13
6.2 Discipline approach 14
7.0 Conclusion 14 6
Appendixes / References 7
100
15%
Table of Contents / Lecturer Evaluation (LE)

1.0 Introduction

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Human Resource Management is the process of recruiting, selecting, inducting
employees, providing orientation, imparting training and development, appraising
the performance of employees, deciding compensation and providing
benefits, motivating employees, maintaining proper relations with employees
and their trade unions, ensuring employees safety, welfare and health
measures in compliance with labor laws of the land and finally following the
Orders / Judgements of the concern High Court and Supreme Court, if any
(Consulting, 2019). A company or organization's HR department is usually
responsible for creating, putting into effect and overseeing policies governing
workers and the relationship of the organization with its employees. The term
human resources was first used in the early 1900s, and then more widely in the
1960s, to describe the people who work for the organization, in aggregate
(Rouse, 2020). Looking at the definition explanation above, the HRM functions
are similar to what conducted in Lotte Ube Synthetic Rubber Sdn Bhd. This is
because the basic procedures of hiring / recruiting are done by the HR team
basically with the advice and request by the respective department.

Apart from that there is an orientation part that will be done for a week for
all the new employees to give them the welcome note to the company as well as
explaining details of rules and regulation as well as getting them ready to be in
the field. Besides that, there is also a great team planning and arranging for
development programs for the staff individually and also in groups like (team
building) programme to enhance and improve the staff cooperation and effort
towards the organization. There is also a system basically used to identify and
evaluate the staff performance by doing the performance appraisal and the
approval and accreditation by the respective head of department based on the
level of the staff in the management. Apart from that, the company’s benefits
policy had been abducted from the parent company which is Lotte Chemical
Titan (M) Sdn Bhd and some of the benefits were slightly aligned based on the
companies own policy. The HRM function in whole were systematically

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 conducted with the top management reports to the General Manager and also
refer to the parent company for further clarification for unsolved issues if any.

2.0 Historical Background of the Organization

Lotte Ube Synthetic Rubber Sdn. Bhd. is a petrochemical organization in Pasir Gudang
(Tanjung Langsat Industrial Estate). The business activity began as the first producer of
Synthetic Rubber (butadiene elastic) in Malaysia (NrgEdge, 2020). The Company is a
joint endeavor among the set up global enterprises (for example Lotte Chemical
Corporation of South Korea, Ube Industries Ltd. also, Mitsubishi Corporation of Japan).
The new plant in Pasir Gudang will have the ability to create 50,000 tons of Synthetic
Rubber yearly. The company were official established in March 2013 and official started
the business on August 24, 2015 (Ube Industries, 2015). Apart from that below are the
basic organization chart of the company.

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Chart 1.0 Lotte Ube Synthetic Rubber Sdn Bhd Organizational Chart

President

Vice President Secretary

Senior Plant Manager Marketing

Manager

Finance Production

Human Material
Resource & Control
Admin
Safety, Health
Planning & Env

Quality Control

Looking at the vision of the organization to be a Top Tier Petrochemical

Company in SEA by 2024. In the coming years, the company seek to align our
sustainability framework with Key Performance Indicators (“KPIs”) and targets of the
United Nations Sustainable Development Goals (“UN SDGs”), in line with global
sustainability aspirations. Apart from that there is there is “Lifetime Value Creator”,
whereby the organization seek to serve the customers in all stages of life through
products and services. It also remain resilient despite regional and global vulnerabilities
as we hold true to our five core values of customer focus, originality, passion,

4
partnership and performance-based system. The organization also determine to
continue to stand guided by the mission, which is promise to enrich lives by providing
superior products and services that our customers have come to love and trust. We can
only make this happen with cohesive teamwork, harnessing the skills and strengths of
each member of our team.

The hierarchy of the organizational chart shown above had been checked and
changed recently and the main part were not changed with President leading the way
followed by vice president and a secretary for both of them. Looking at three main
department below were the divided to Senior Manager, Plant Manager and marketing.
Under the Senior manager there are three sub department consist of Finance
department, HR and Administration department and Planning department. The Finance
department has a manager and two executives namely Finance executive and Accounts
Executive. Under the HR and Admin department there are Hr Manager and two
Executives namely HR Executive and an Admin Executive. Apart from that, the planning
department consist of a planning executive and a Planning officer.

Next up, Under the plant manager there are 4 sub department which are
Production, material control, quality control and Safety, health and environment. The
production team consist of a manager, a engineer with two assistant engineer, five
superintendent, 11 DCS technicians and 20 Field technicians. The second department
of material control consist of a manager, a procurement executive with a supervisor,
three operator and 24 outsource workers. Under quality control department there are
also a manager, a chemist, a supervisor and 10 lab technicians. Lastly under the safety,
health and environment department there are a manger with two engineers namely
Safety engineer and environmental engineer. Finally under the Marketing department
there are no any specific sub department with only a manager and 2 marketing officers.
The total number of workers in the company are 98 in total includes the 24 outsources
workers. This is not including those cleaners and the security personnel as both are
direct outsource from other companies. The only and major achievement by the
company is to obtain the ISO 9001 and ISO 14001 certificate and operates under the

5
guideline of the Standard Operating Procedure which has a great impact towards
attracting more customers.

3.0 Staffing

3.1 Job Description and Job Specification

The position chosen were the HR and Admin executive (appendix 1) whereby the
main responsibilities of the job is to assist the HR & Admin Manager to
administer, implement and take-up executive responsibility for the Human
Resource and general administration functions as follows:

1. Human Resource Functions:

a. Implement HR Policies, employment benefits, HR general rules and
regulations for company’s workforce.
b. Carry out recruitment activities to hire suitable staff for any job vacancies
approved by the management.
c. Prepare and organize payroll for salary to employees, reimbursement and
staff claims.
d. Organize training programs for employees and implement the approved
training.
e. Administer employees leave and attendance systems and records.
f. Organize activities or functions related to employees’ welfare and wellbeing
including medical benefits, recreational activities and sports.
g. Organize regular performance management and appraisal system.
h. Manage employees’ discipline, poor performance and job counselling
including disciplinary actions.

2. General Administration Functions:

a. Apply and renewal of company premise license (i.e. from MPPG)
b. Application for Manufacturing License (i.e. from MIDA)

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c. Administer office furniture and equipment (phone, photocopier/fax, printer,
computer and etc).
d. Application and renewal of Expatriates’ work permits

3. To carry out any other tasks as and when instructed by the superiors.

3.2 Job Enrichment, Job Enlargement and Job Rotation

The major expanded part in the current position of HR and Admin Executive is to
manage a few technologies based application and become admin on those part.
From an example, most people prefer the use of WhatsApp and Telegram for
communication and Zoom, Google and WebEx meeting. So there has added a
new job description for the executive to manage the group and also arrange
particular meeting. Apart from that, the current pandemic had also impacted the
expandable made to the job scope with many new arrangements towards
following the standard operating procedure guideline given by the health and
defense ministry as well as to make sure all the (S.O.P) are well followed. Apart
from that, there is also rotation been done among the two-executive due to the
current requirement of workforce percentage during the Movement Control
Order, whereby the executive share all the documents and workload together
with the one coming to office handles majority of the task whether its under the
description or not. The are also another new task added whereby to follow and
update all the latest (S.O.P) as well as seeking approval from MITI for operation
of the organization.

3.3 Promotion, Transfer or External Recruitment

The major part here are the transfer whereby the HR & Admin Executive are
transferred to and from between the duty base on the demand. The transfer is
mostly internal with both taking up the whole job and does internally. According
to promotion, there will be an upgrade to senior executive position and an

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 assistant manager position due to the service of both executives are more than 5
years. Apart from that there also another planning from the HR team to recruit an
officer and a clerk to assist the current staff if the total number of staffs in the
organization increases to more than 150 in the future.

3.4 Process and Methods of Selection

According to the selection method by screening the application forms and CV’s,
using the online screening and shortlisting as well as certain test with online
interviews had been used lately. This organization had used the main idea of
shortlisting from the CV’s with further background check before the candidate are
called for the interview. For those executive level and above, there is no any
specific test but for production team especially supervisor, technicians and
operator there will be a basic knowledge test especially on chemical and
calculation base. The online interview used mainly due to current pandemic
mainly attended by the HR manager and the general manager for management
level while for operation and production will be attended by operation or plant
manager with either Manager or executive from the HR side.

4.0 Human Resource Department

4.1 In House Training of Outsource

The organization always has the planning and discussion prior to the year starts
to discuss on needed training that to be done in house as well as outsource
training needed by all the sub department in the organization. Many in house
training usually plan by the HRM but three main specified training are the

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statutory competencies training (required by laws to run the LUSR operation),
Familiarization of job at workplace – guided by the commissioning supervisors
(TSL and UBE) and other dispatch personal as well as other Ad-hoc training for
knowledge improvement based on the current needs. The training plan and
statutory competencies training are attach as appendix 3 and appendix 3. The
main objective for the training are to strengthen the job competency and improve
the staff motivation. Apart from that there are outsource training like steam
engineer training, QC manager familiarization training and bales’ check man
training done by the outsource company to help to enhance the staff knowledge
and also accredited them.

4.2 Induction Contents

Induction is always a important part for the new employees and its consist of
many items and will usually takes three days to a week to be completed. This
organization induction program were divided into three parts. The Induction
checklist are listed as appendix 4. With the part A are the General Induction by
the HR department which has 22 basic parts consist of Company profile and
background, Company’s main activities and products, Organization chart and key
people, Rules and regulations, attendance, General working hours, leave
procedures, rest days and offs days, public holidays, panel clinics and hospitals,
Benefits and allowances, salary payments, overtime and allowances claim,
SOCSO, EPF and income tax, General staff claim, grievance procedure, career
development, notice board, memo, email and main, meal subsidy and packed
meal, recreational activities, confidentiality and secrecy as well as disciplinary
procedure and actions.

The part B will be conducted by the departmental induction mainly by the

Head of Department, Executive, Engineer and Superintendent. There will be total
of 14 list of items which are Department / section functional responsibilities,
Department objective, employee’s main job scope, reporting structure in course

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work, the staff working time and schedule, the staff rest day and off-day,
elements in work performance appraisal, quality policy, importance of teamwork,
workplace tour / introduce to the co-workers, lunch and meal breaks and finally
general department rules. The final part will be part C done by the safety
department and environmental engineer which has four parts in total which are
safety, health and environment policy, workplace safety, health and environment
general rules, PPE and safety equipment at workplace and finally first aid
facilities.

4.3 Career Planning and Development

Career planning and development were always in the safe books in this
organization as there will always many trainings attended by the staff arranged
by the organization through outsource and the cost are either bared by the
company or by the HRDF. Some of the career development plans by the HRM
are grade training for operation staff for example boilerman grade 1, authorized
gas tester, Licensor training, certificate in steam engineer as well as some ISO
9001 training. Those planned training automatically will improve the staff
knowledge as well as their level of working capacity and it will help them to
improve in their career development.

4.4 Performance Appraisal

The performance appraisal in this organization done yearly once and the each
employee will be graded by their superior accordingly. There were five scale like
the likert scale with grades are based as grade D (<35 marks) need to
improvement, grade C (35 – 50 marks) below target, grade B (50 -75 marks)
meet target, grade A (75 – 90) exceeds the expectations and finally Grade S ( 90
– 100) Outstanding performance. Apart from that there are 10 items in total and
each item are divided to 0 – 10 marks scale. The items subjected and objectives
that must be achieve by every staff will be the responsibility, team work, job

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 knowledge and skills, problem solving and decision making, planning and
organization, leadership, attitude, self-confidence, communication skills and
finally continuous development. The form are attached as appendix 5.

5.0 Compensation

5.1 Salary and Allowances

In this part we will be looking in to four different type of position with their salary
and allowances allocated for each of them starting with a HR and Admin
Manager. The manager basic salary starts at RM 9,800 based on his previous
experience and knowledge as well as considering the market value and included
with two type allowances which are car allowances of RM 200 and RM 600 as a
housing subsidy. Secondly will be a HR Executive with a 5 years previous
working experience with a basic salary of RM 4,200 added with allowances of
RM 400 for housing and RM 145 as car allowances. The third job that will be
explained will be Material control officer with a basic salary of RM 2,800 with the
additional allowances given for this position are also the housing allowances of
RM 300 and with car allowances of RM 100. This company also had
implemented the overtime claim for all the staff from officer level and below with
the claim based on the basic salary. The final position will be looked upon will be
technician with the basic salary of RM 2,400 for experienced and RM 1600 – Rm
2000 for no experience added with only the car allowances of RM 100. This
technician are also allowed to claim for overtime based on their basic salary as
well as salary during the public holidays.

5.2 Benefits or Services

According to the details given based from the HRM department there are many
benefits and services provided by the organization for their staff and all the
benefits are given to all level staff but the amount differ based on the level and
position. The first basic benefits is Employee provident fund (EPF) contribution

11
 by the company followed by special bonuses given like variable performance
bonus and 13th month salary bonus based on the company financial
performances. Other basic benefits underline in the company policy are the meal
allowances for the top management which are RM 800 monthly while for
managers level and below there are canteen allowances of RM 8.00 daily for
every working day. The next benefit offered by the company are medical benefits
with are RM 200 per month for executive level and above while RM 100 per
month for all other staff fix to only claimable within the company panel clinics
only. The education allowance are allocated for the top management staff next of
kin education including international school enrolment and so on. The recreation
and welfare benefits are allocated monthly based on each department with
department advised to use up their monthly allocation by having group dinner or
lunch in hotels or arrange other type fun activities. The other art of recreation are
also arranged by HR for example futsal match and badminton match between
staff and the top management. There is also HRDF benefit funds allocated and
arranged for staff to improve themselves.

6.0 Discipline

6.1 Examples of Violation and Disciplinary action

According to disciplinary action taken against the staff in the company, there
were never had any major issues or incident and mainly show cause letter,
warning letter, suspension letter and also termination. The first and for most
issue highlighted are late to work as well as absentees without
acknowledgement. In this case there are many Technician had caused this type
of problem and mostly they are given show cause letter for three times and
further warning letter if the continue doing the same before having their salary to

12
be cut. Pertaining to this issue, there also been a few technicians been
terminated and some of them abscond themselves.

The second issue for example will be over time claim to be unrealistic.
This issue was solved instantly after the staff were given show cause letter and
the management improvement of the staff salary and other basic benefits. The
third issue were by a technician mistake of mixing metal with the company
product and the issue is not the first type done by the same employee. After
previous warning letter, the company took drastic action by suspending the staff
and hold the staff 2 weeks salary.

Apart from that there is also a minor technology crime done by one of the
employees. This employee had uploaded certain hatred messages and
information regarding the company and the management as well as the staff
head of department. Although the message was never named clearly but it was
directly intended towards the management. The staff was directly suspended for
a month after further investigation and finally terminated with proper letter an
compensation.

6.2 Discipline approach

The HRM team had set a list of basic discipline approach based on the situation
and the weightage of the issue. The organization had planned and took the
progressive and positive approach towards taking on the discipline approach.
This is because, before giving the first step of warning which is show cause
letter, the head of department or higher level management will discuss with the
involved staff. After the talk, the management will decide whether to further with
show cause letter or just a verbal warning. This approach is a progressive
approach as the staff will be more careful and be more responsible towards their
job and its also deemed to be a positive approach. The verbal warning normally

13
 extended to two or three times based on the issue before the official letter been
produced. The company are totally against the hot stove approach and never
had an idea to implement the approach even when there is any major issues.

7.0 Conclusion

As a whole, the company HRM management are in the best level of approach and the
main approach are adapted from the parent company. The HR procedures and planning
were well documented based on the ISO 9001 standard operating procedure. Although
the organization are well managed there are always critiques behind all the good works
especially from the company’s ex staff, with one of the blames is on career growth
whereby the promotion period are very slow and not clear, while the other complain are
on the involvement of the top management in all HR matters. This means that, HR
unable to perform as its own department and tight to the top management as well to
their parent company procedures. The benefits parts were also at the falls part where
there is no any insurance benefits for the staff as the management believe that SOCSO
contribution are more then enough. This certain downfall are also been a tough part for
the HR recruiting team to get best candidates for the vacant position although the basic
salary offer by the organization are much higher then many companies around. The HR
also has another problem with their contract as the resignation must be a two-month
notice upon confirmation and that then to scare away some of the good candidates. The
HR should discuss and improvise certain policy by the company to improve the parts
lacking to make sure the organization to be one of the best.

8.0 References

Consulting, P. B. (2019, 1 21). Human Resource Management. Retrieved from

http://www.whatishumanresource.com/human-resource-management
Ltd, N. P. (2020). Lotte Ube Synthetic Rubber Sdn Bhd. Retrieved from
https://www.nrgedge.net/company/lotte-ube-synthetic-rubber-sdn-bhd

14
LTD, U. I. (2015). Ube Industries Commemorates Launch of New Butadiene Rubber
Plant in Malaysia. Retrieved from https://www.ube-
ind.co.jp/ube/en/news/2015/20150825_01.html
Rouse, M. (2020, 12 12). Human Resource Management (HRM). Retrieved from
https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM#:~:text=Human%20resource%20management%20(HRM)%20is,and
%20managing%20an%20organization's%20employees.&text=HRM%20is
%20employee%20management%20with,referred%20to%20as%20human%2

9.0 Appendix

Appendix 1 Job Description

LOTTE UBE SYNTHETIC RUBBER SDN BHD (974674-M)

JOB DESCRIPTION

Job Title : HR & Admin Executive JD No: JD-HR-02

Department : HR & Admin Effective: 01/01/2015
Superior : HR & Admin Manager Rev: 00
Subordinates
-
:

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Job Responsibilities:
To assist the HR & Admin Manager to administer, implement and take-up executive
responsibility for the Human Resource and general administration functions as follows:

2. Human Resource Functions:

a. Implement HR Policies, employment benefits, HR general rules and regulations for
company’s workforce.
b. Carry out recruitment activities to hire suitable staff for any job vacancies approved
by the management.
c. Prepare and organise payroll for salary payout to employees, reimbursement and staff
claims.
d. Organise training programs for employees and implement the approved training.
e. Administer employees leave and attendance systems and records.
f. Organise activities or functions related to employees’ welfare and wellbeing
including medical benefits, recreational activities and sports.
g. Organise regular performance management and appraisal system.
h. Manage employees’ discipline, poor performance and job counselling including
disciplinary actions.

3. General Administration Functions:

a. Apply and renewal of company premise license (i.e. from MPPG)
b. Application for Manufacturing License (i.e. from MIDA)
c. Administer office furniture and equipment (phone, photocopier/fax, printer, computer
and etc)
d. Application and renewal of Expatriates’ work permits

4. To carry out any other tasks as and when instructed by the superiors.

Authority:
The assigned authority of this position will be stated in the relevant company’s procedures with
specific empowerment to verify, certify and recommend.

Prepared by: Reviewed by:

Head of Department Senior Manager

Date:

16
 SD-HR-03 (Rev. 00)

01/01/2015

Appendix 2 Training Plan

17
 Indicators: YEAR : 2015
= Plan for Public Training = Actual Implementation of Public Training Date : 24/12/2015

= Plan for Inhouse Training = Actual Implementation of Inhouse Training

NO TRAINING SUBJECT JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
1 Course for Certified Environmental Professional in
Schedule Waste Management
2 Course for Certified Environmental Professional in
the Operation of Industrial EffluentTreatment Systems
(Physical Chemical Process)
3 GST Technical Training

4 Implementation of Monthly Tax Deduction as Final Tax

5 e-SWIS (Electronic Schedule Waste Information System)

6 Course for Certified Environmental Professional in

Scrubber Operation
7 Effective Interpretation of ISO 9001:2008 Quality Management
System Requirements Training
8 Schedule Planned Maintenance & Predictive Maintenance

9 ISO 9001 Process Based Internal Auditing Training

10 First Aider Training

11 Team Building

Appendix 3 Statutory Competencies Training

Competencies Required Status Remarks
No. of Staff

18
1. Safety & Health Officer 1 • Done. (Direct Hiring) Mr Hairul Izral

2. Steam Engineer 1 • Trained Mr Mushairi in Current hire consultant (appeal

Aug 2014 with DOSH)

• Pending Test by DOSH

3. Boilerman Grade 1 4 • Upgrade Boilerman Grd Working as Field Technicians

2 to Grd 1 (utilities)

• Pending Test by DOSH

4. Poison License Bearer 1 • Done (Jan 2015) Mr Azizi (QC Manager)

5. Scheduled Waste 1 • Done (Jan 2015) Mr Hasbullah (Env. Engr)

Competent Person
2 more engineer under training

6. WWTP Competent 1 • Done (Sep 2014) Mr Syah (Sr Supt)

Person
2 more engineer under training

7. Scrubber Competent 1 • Done (Apr 2015) Mr Azhari (Process Engr)

Person
2 more in nomination

8. Authorised Gas Tester 8 • Done (May 2014) Currently 18 person of

Production Staff

9. Authorised Entrant 16 • Done (May 2014) Currently 28 person of

Production Staff

10. First Aiders 8 • Received 22 nomination Normal Staff & Shift staff
by HODs

• Target training in
Nov/Dec 2015

Appendix 4 Induction contents

LOTTE UBE SYNTHETIC RUBBER SDN BHD (974674-M)

Doc No. : FM-HRA-02-01

INDUCTION CHECKLIST
Rev. No. : 02

19
Employee : …………………………………………………………. Date Joined : ……………….

Position : ………………………………………………………….

Department : …………………………………………………………..

PART A: GENERAL INDUCTION BY HR DEPARTMENT

No Subject / Briefing Tick No Subject / Briefing Tick

1 Company Profile / Background 12 Salary Payments

2 Company’s Main Activities / Products 13 Overtime & Allowance Claims

3 Organization Chart & Key People 14 SOCSO, EPF & Income Tax

4 Rules & Regulations 15 General Staff Claims

5 Attendance 16 Grievance Procedure

6 General Working Hours 17 Career Development

7 Leave Procedures 18 Notice Board, Memo, Email & Moin

8 Rest Days / Off-Days 19 Meal Subsidy & Packed Meal

9 Public Holidays 20 Recreational Activities

10 Panel Clinic & Hospital 21 Confidentiality & Secrecy

11 Benefits & Allowances 22 Disciplinary Procedure & Actions

I confirm that the above subjects have been

briefed to the employee accordingly: Employee’s Acknowledgement:

………………………………… …………………………………

HRM / HRE Name:

Date:

20
 PART B: DEPARTMENTAL INDUCTION BY HOD / EXEC / ENG / SUPERINTENDENT

No Subject / Briefing Tick No Subject / Briefing Tick

1 Dept / Section Functional Responsibilities 9 Elements in Work Performance Appraisal

2 Department Objectives 10 Quality Policy

3 Employee’s Main Job Scope 11 Importance of Teamwork

4 Reporting Structure in course of work 12 Workplace Tour / Introduce to Co-Workers

5 The Staff Working Time & Schedule 13 Lunch & Meal Breaks

6 The Staff Rest Day & Off-day 14 General Departmental Rules

I confirm that the above subjects have been

briefed to the employee accordingly: Employee’s Acknowledgement:

…………………………………….. …………………………………

HOD / Exec / Eng / Superintendent Name:

Date:

PART C: SAFETY DEPARTMENT INDUCTION BY HSE / ENV ENGINEER

No Subject / Briefing Tick No Subject / Briefing Tick

1 Safety, Health & Environment Policy 3 PPE & Safety Equipment at Workplace

Workplace Safety, Health & Environment

2 4 First Aid Facilities
General Rules

I confirm that the above subjects have been

briefed to the employee accordingly: Employee’s Acknowledgement:

21
…………………………………….. …………………………………

HSE / ENV Engineer Name:

Date:

Appendix 5 Performance appraisal form

PAR 2015

STRICTLY CONFIDENTIAL

LOTTE UBE SYNTHETIC RUBBER SDN BHD

22
 PERFORMANCE APPRAISAL AND REVIEW 2015

DEPARTMENT
NAME
JOB TITLE
DATE JOINED
DATE OF APPRAISAL

1. MEASUREMENT

Need Below Target Meet Target Exceeds Outstanding

Improvement Expectations Performance
Rating
Score D C B A S
Percentage <35 35-50 50-75 75-90 90-100

2. YEARLY OBJECTIVE

1-2 3-4 5-6 7-8 9-10

No Objective Needs Meets job Exceeds Consistently
Total
Unsatisfactory
Improvement requirement requirement Superior

1 Responsibility

23
 2 Team Work

Job Knowledge
3
and Skills

Problem Solving
4 &Decision
Making

Planning &
5
Organising

6 Leadership

7 Attitude

8 Self Confidence

Communication
9
Skill

Continuous
10
Development

Total Points

 Comment :

3. 1st Rating

……………………………………………………………………………………………………………………………………………………....

4. 2nd Rating

……………………………………………………………………………………………………………………………………………………….

Assessor’s Signature: Reviewed by:

………………………………. …………………………………..
Name: Name:
Date: Date:

24
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