HPT20103

HUMAN RESOURCE MANAGEMENT

Semester September

Individual Assignment
Session 2021/2022

Students Name : Thinosha A/P V.Krishnan

Matrix No. : H20A1845

Lecturer’s Name : DR Marlisa Binti Abdul Rahim

Introduction

Human Resource Management was developed primarily by Human Resource departments to

maximize employee performance. He also focuses on the policies that exist in the system.
The Human Resource Management (Chai, 2020) function focuses on organizational activities
to achieve corporate goals, such as recruiting and hiring employees. Employee orientation
and training is also included in Human Resource Management. Human Resource
Management also contributes to leadership strategies for recruiting talented employees who
can deliver high-quality work and provide satisfactory customer service.

Because finding the right people at the right time depends on Human Resource Management,
the competitive advantage of any organization is highly dependent on Human Resource
Management and provides qualified personnel as needed. Also ensure that all organizations
have the right staff. Effective human resource management strengthens the appropriate
recruitment and selection processes essential to an organization's future success. By
implementing an effective compensation system, management can influence the focus and
effort of employees to achieve organizational goals. Human Resource Management also
oversees employee training to ensure that the employee is qualified to support the
organization.

PCA Group (Asia, 2020) has grown into one of the world’s leading boards, a comfortable
commercial company with a wide range of products and services also provides end to end
single source solutions to some of the world’s diverse global brands, recognized by various
companies and various store chains. PCA delivers products and services to customers by
helping to deliver the brand, announcing its presence with quality companies and all
facilities, venues and trading spaces. However, in PCA’s Human Resources Management
played best role. PCA's Human resources department is a key pillar to the success of the
manufacturing, because to ensure the business can overcome the challenges that threaten the
company and also the management need to make sure that they have a skilled workforce
which can help ensure staff are retained and create a reward system based on value and
performance.
Company background of PCA

PCA Group started as a signage company serving and delivering worldwide to some of the
world's leading multinational companies. PCA Group was established in 1989 and originally
known as Hexagon Holding Bhd. and changed its name to Polymer Composite Asia Sdn.Bhd
in 2012 by Jason Tan (Bloomberg, 2010), Chief Executive Officer and now known as PCA
Group. Over 30 years of experience, PCA Group provides the following principal activities to
MNCs in both local and export from industry like petrol retail, quick services restaurant,
automotive, tele-communication, health and wellness and other multiple site retail chain
stores to more than 100 countries, supported by our pool of graduate engineers, architectural,
structural and internal design specialists and more than 1000 staff strength.

PCA also offers integrated value-added services such as installation and maintenance
services, refurbishment, electrical services, equipment maintenance and site management
services, content management software support, point of sales software integration, service
station care and maintenance. PCA business model is also versatile, supporting customer
inquiries about sustainable products and reducing carbon dioxide emissions through product
design and material selection for environmental friendliness, reusability and recyclability.
Has the knowledge and ability to do and also continually innovates and develops products
and services for better functionality, quality and value development, with new changes such
as competitiveness sustainability, environmental friendliness and reduction of carbon dioxide
emissions.

Initially Polymer Composite Asia ran smoothly in business and gave high profits. Employees
such as managers, executives and supervisors who are experts one by one resigned because
they wanted to be suppliers to this company. Polymer Composite Asia appoints new
employees who lack experience in certain fields and lack quality in this work resulting in
slow production and various complaints from customers. This is where the first problem this
company faces.

In May 2010 released a news by The Star about Hexagon Holdings Bhd (Ng, 2010) entitled
Hexagon Will Be Abolished. Hexagon will be scrapped following the firm's failure to submit
a regulatory plan to Bursa Malaysia for approval. The firm will be listed on May 16 unless an
appeal against the seizure is submitted to the Exchange on or before May 12. In a statement,
Bursa said trading in Hexagon securities would be suspended effective from May 14.
However Polymer Composite Asia managed to solve the first problem faced and was able to
develop as a company in the form of a legitimate and recognized organization to provide
goods or services, or both, to customers, businesses and government entities. This company is
a major capitalist economy. Polymer Composite Asia is privately owned and a business is
typically formed to seek profits that will increase the wealth of its owners and grow the
business on its own. Polymer Composite Asia has one of the main objectives which is the
receipt or generation of a financial return in exchange for work and the acceptance of risk.
Important exceptions include cooperative companies and state -owned companies.

The success story of Polymer Composite certainly shows the rewards that can be earned
through discipline and determination alone. Polymer Composite Asia’s business philosophy
of always exceeding the needs of its customers has evolved from a tiny set starting with a
simple concept of replacing metal parts with non-lightweight and corrosion resistant parts
since 1991, to a global multi-coordinated organization which offers a wide range of industries
and industries today. Polymer Composite Asia continues to offer premium engineering
products and services through three key strategic business focuses such as engineering by
design, manufacturing by distribution and services by trade.

Polymer Composite Asia’s products and services today cover more than two-thirds of the
global, with customers comprising multinational companies involved in retail and fit-out
design, telecommunications, healthcare, oil and gas, renewable energy, petrochemicals,
semiconductors and pharmaceuticals. In areas with core engineering competencies enabled
by Polymer Composite Asia and its global reach, and in reflecting its ongoing commitment to
its customers, Polymer Composite Asia is proud to introduce its new vision of “delivering
engineering solutions globally”. With the philosophy of "quality, on -time delivery and value
creation conceptualized by professional, discipline and care" the company is committed to
going beyond customer needs through product leadership and operational excellence.

PCA is not only synonymous with the industry’s best, but has been successfully accepted as a
global partner to global multinational companies around the world. The company is
headquartered in Malaysia which houses the core hub to all offices around the world. The
company has sales, operations and service with manufacturing and sub-assembly facilities in
China, India, Pakistan, Thailand, the Philippines, Indonesia, Germany, the United States,
Australia and New Zealand; Sales offices in Japan, Vietnam, Singapore, and South Africa.
This makes Polymer Composite Asia one of the largest and most established companies
supporting the retail industry worldwide. (Fintan, 2015)

Issue faced by PCA

The main issue of PCA in the Human Resources Department is employee retention.
According to (Holiday, 2021) employee retention is defined as the ability of an organization
to prevent employee turnover or the number of people leaving work whether voluntarily or
not for a specified period of time. Improving employee retention has a direct impact on the
efficiency and success of the PCA. During the covid-19 pandemic PCA faced an economic
crisis. The impact of COVID-19 on the PCA economy can be seen through the high
unemployment rate.

During the Covid-19 pandemic PCA temporarily shut down for months. Even during the
Movement Control Order (MCO) companies managed to pay the salaries of their employees.
Some of their employees work from home and some of them don’t. After the post
coronavirus the PCA Company reopen, PCA’s local and international Export and Import
Marketing has been dropped and discontinued (Melchizedek, 2021). It was the biggest loss
for the PCA Company as there was no revenue and other inbound and outbound transactions.
They started losing their valuable customers like Shell, Petron, Costa, BHP and more.

Therefore, when the PCA suffers a loss, they start firing employees that worked for past 10 to
20 years to cut costs (Ranie, 2021), had cut salaries for employers who are managers,
executive, directors, and high-paid employees because they have no income and can't afford
their wages. Due to this issue the works done by the retrenched employees is transferred to
other employee, which is increases their workload. This caused stress, depression and even
anxiety that leads them to resign from their work, because of this matter PCA lose their staff
from leaving their jobs.

Suggestion for improvement with regards to the company implementation

Solution for this issue is PCA can recruiting, hiring and training a new employee to replace
the employee whom retrench and resign. PCA can provide new employees with a basic salary
that the company does not need to pay high wages. When recruiting new employees, PCA
may encounter problems such as increased errors, rejections, waste and mistakes, to avoid
those problems they have to train new employees.

PCA’s Human Resource Department have to recruiting candidates which is requires a lot of
work including evaluating what skills and qualifications are necessary for the position,
developing an accurate job description, advertising to the right candidates and sorting through
applicant resumes. All this occurs before the interview stage even begins.

HR department interview the candidates to know the aims and learn more about the
candidates. PCA’s hr department make sure that the work experience, experience and related
skills can meet the current needs and what can offer the new employees. Interview is the
perfect time to talk more about the new employee professional aspirations and motivations,
so can make sure the skills and hopes match the company job opportunities.

After the interview section hr department can divide the new employee's work into separate
sections whom was selected during the interview session. Senior employee who train new
employees should provide details about the work they are expected to do while they are on
the job. Trainers should also present some work to new hires and let them try to do what's
proven. If new hires make a mistake or can't understand it, correct the mistake and ask them
to write down the process and procedures. So it should be easy for them to learn and practice.

Conclusion

Losing an employee in PCA, whether by retrenchment or resignation, can cost employers to

increasing time taken to complete work in between to hire a new employee. The costs are
associated with recruiting, hiring and training a new employee plus any overtime paid to
workers covering their workload. There are other hidden costs to turnover as well. Overall
team morale, as well as PCA’s company culture, can suffer as well. When employees start
walking out the door, or are terminated or are retrenched, the ones that remain can get
disengaged and start looking for work elsewhere. In addition, the impact of the retrenchment
or resignation exercise on human resource functions could be changes in organizational
culture, disruption of succession arrangements, loss of skilled workers, disruption of training
and development within the organization.

References

Asia, P. C. (2020). PCA Groups. Retrieved from http://www.pcagroup.com/about-pca/

Bloomberg. (2010). Retrieved from Company Overview of Hexagon Holdings Bhd:

https://www.bloomberg.com/research/stocks/private/person.asp?
personId=8342633&privcapId=882617&previousCapId=882617&previousTitle=Hex
agon%20Holdings%20Bhd
Chai, W. (2020, December). Tech Target . Retrieved from Human resource management
(HRM) : https://searchhrsoftware.techtarget.com/definition/human-resource-
management-HRM
Fintan. (2015, September 27). The Star Online. Retrieved from The Hexagon Expects Higher
Overseas Revenue:
https://www.thestar.com.my/business/business-news/2005/09/27/hexagon-expects-
higher-overseas-revenue/.
Group, P. (n.d.). Retrieved from http://www.pcagroup.com/about-pca/
Holiday, M. (2021, March 9). Oracle NetSuite. Retrieved from What Is Employee Retention?
Benefits, Tips & Metrics: https://www.netsuite.com/portal/resource/articles/human-
resources/employee-retention.shtml
Melchizedek. (2021, November 8). Current Situation of Import and Export in PCA.
(Thinosha, Interviewer)
Ng, F. (2010, Mei 5). The Star Online. Retrieved from "Hexagon To Be Delisted.":
https://www.thestar.com.my/business/business-news/2014/05/05/hexagon-to-be-
delisted/
Ranie. (2021, November 5). Former employee whom retrech during pandemic 2020.
(Thinosha, Interviewer)