HRM 533 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

HRM533

INTRODUCTION TO HUMAN RESOURCES MANAGEMENT

GROUP: RBMHA

ASSIGNMENT 02: CASE STUDY

(IMOVE CORPORATION SDN.BHD.)

PREPARED FOR:

EN. MOHD FAZLY BIN MOHD RAZALI

PREPARED BY:

MOHD FIRDAUS BIN OSMAN

(2020507775)
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 HRM 533 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

En Mohd Fazly bin Mohd Razali

Senior Lecturer,
Faculty of Business Management
UiTM Perlis
Email: mohdfazly@uitm.edu.my

SUBMISSION OF COMPANY REPORT FOR ASSIGNMENT REQUIREMENT SUBJECT

HM533 INTRODUCTION TO HUMAN RESOURCES MANAGEMENT

Dear Sir,

It is my pleasure to present my assignment report on the company for subject requirement

HRM533 Introduction to Human Resources Management. In presenting this report, I have tried
my best to include all the relevant information and explanation to make the report informative
and comprehensive.

I would like to express my sincere appreciation to you for your help in guiding me throughout the
report. I believed that knowledge and experience I gathered during the interview will be helpful
in my future professional life. I will be grateful to you if you can accept the report

Thank You,

Sincerely,

______________________
Mohd Firdaus Bin Osman
Matric no: 2020507775
Group: RBMHA
UiTM Arau.

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ACKNOWLEDGEMENTS

First and foremost praise be to Almighty Allah S.W.T for his blessings for giving me the patience,
strong will, and good health throughout the duration of this assignment on this case study. A
million thanks to my lecturer for all his assistance and guidance. I thank you for always motivating
me and letting me proceed with this small scale research in my own terms and at my own pace.
To my dearest wife (Nur Rasyidah bt Mohd Nordin) and my children (Ahmad Daniel, Ayesha
Ameera and Ahmad Affan), your support and understanding are very much appreciated. I thank
Allah S.W.T for letting me go through this with all of you by my side. Moreover, I would like to
thank Puan Siti Zaleha Yusuf for accepting my request for an interview.

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TABLE OF CONTENTS

Page
Letter of Submission 2
Acknowledgement 3
Table of Contents 4
Abstract 5

1.0 Introduction 6
1.1 Background of the company 6
1.2 Nature of business 6
1.3 Organization structure/unit/departments 7
1.4 Organization charts 7

2.0 Human resource activities 8

3.0 Gap analysis (theory vs practice) 9

3.1 Planning for growth 9
3.2 Projecting future needs 10
3.3 Analyzing current resources 10

4.0 Recommendation and conclusion 10

Bibliography
Appendices

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 HRM 533 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

ABSTRACT

Human resource management is one of the most important elements in running a business. It can
be used as a tool in the business to be established and well sustained in the industry. In this
assignment report, I conducted an interview with the printing and advertising business owner
Puan Zaleha in order to get the input and information on how her company applies human
resource management in the business. Semi-structured question was used in this interview to get
the input. The company is named Imove Corporation Sdn Bhd under the trademark ‘Saudagar
Cetak’ which is based in Sungai Petani, Kedah. From the findings, several recommendation has
been made, for instance, (i) maximize the productivity for marketing team by adding new
knowledge through courses on how to do marketing in social media, (ii) Creating a Standard
operation procedure (SOP) for the staff as a guide in dealing with customers, (iii) value added to
the current staff they have, instead of focusing on one job, the staff could be trained with different
skills so that they could multitask. (iv) downsize the operation to three floors so the staff can be
near, and it is easier to help each other. (v) take and provide internship or practical student from
local universities, college or institute so they do not have to hire part time workers if needed.

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INTRODUCTION

This case study will introduce the functions, roles and activities of Human Resources in selected
company (Imove Corporation Sdn Bhd) based in Sungai Petani, Kedah. The aim is to analyze
how Human Resources management activities plays the roles before and after the Covid-19
Pandemic, and how much the company is affected by the pandemic and how the company use
the human resources in this new normal situation and make a come back in the industry.

1.1 BACKGROUND OF THE COMPANY

iMove Corporation started in the early 2000s based from a house with RM500 as capital, then
after a year with good customer base they moved in the area of small shops and now is
becoming stronger and bigger with a four-story building in the urban areas of Sungai Petani,
Kedah. They are well known with their services through the variety of products offered related to
advertising and printing as well as the advantage in offering services in building a website and
trademark registering service under a new trademark known as ‘Saudagar Cetak’.

1.2 NATURE OF BUSINESS

Imove Corporation through their trade brand ‘Saudagar Cetak’ provides printing and advertising
products as well as services for website designing. Their products such as flyers, name card,
banner, signboard, sticker, customize pen, button badge, wedding card and mostly everything
related to printing and advertising needs. Their customer range are from corporates, schools,
event management company, travel company and government offices.

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1.3 ORGANIZATION STRUCTURE / UNIT / DEPARTMENTS

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2.0 HUMAN RESOURCE ACTIVITIES

human resource activities fall under the following five core functions: staffing,
development, compensation, safety and health, and employee and labor relations.
Within each of these core functions, Human resources conducts a wide variety
of activities. Tiwari and Saxena (2012) have noted that managing human resources is
more challenging than managing capital, machinery and technology. To manage
efficiently and accomplish the goals of any organization, Human Resource Management
should cover various interrelated activities. From the interview that I have conducted,
there are a few human resource management activities that I can relate to the course
that I have learned. Such as (i) recruitment, (ii) training and development (iii) payroll, (iv)
human resource planning (v) job analysis, (vi) compensation, (vii) motivation.

Under the recruitment section, it was found that Puan Zaleha conducted interviews to
find a new staff specified in marketing using the social media. The interview brought upa
lot of interesting facts, because she only uses zoom application to interview the potential
worker. The recruitment with specific talent has been used in order to achieve the goals.
For the training and development, we can see that even in the pandemic situation, the
company still can adapt with the situation by providing training and provide the work to
be done from home. From the payroll issue, the company did not take any advantage
from the situation. The staff still got the full amount of salary even though they work from
home. She also mentioned that the workload is also not that demanding. On the other
hand, the human resource planning was also used by the company when Puan Zaleha
is preparing their marketing material for online marketing and taking new staff
recruitment with specific talents (job analysis) in order to adapt to the new normal. This
shows that Puan Zaleha is planning for what she is predicting will happen in the future.
Under the compensation, the company has taken extra measure by providing the staff
with Group Insurance “insurans berkelompok” and Death Benefit “khairat kematian”. This
shows that the company really cares about their staff. As a motivation to the staff, the
company offers a reward for the staff that comes early for work and give bonus reward if
the company achieve their monthly target sales. This company has shown that they
apply the human resource management activities in their business.

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3.0 GAP ANALYSIS (Theory vs Practise)

Ed Gordon, (2018) author of Future Jobs: Solving the Employment and Skill Crisis, said, “You
can have all the latest technology you want, but if you don’t have the talent behind it, your
business is not sustainable.” People are a key part of your organization’s growth, so
incorporating them into your business plan is vital. What does your organization want to achieve
and what king of people do you need to achieve it? What skills do your people have and what
do they lack? Conducting a gap analysis can help you set your organization up for long-term,
sustainable success. This analysis helps your organization plan for growth, project hiring needs
for your future workforce, understand the skills and experience in your current workforce, and
develop strategies for overcoming the gap between the two.

3.1 Planning for Growth

A gap analysis can help your organization stay in front of changes in your workforce, both with
growth and downsizing. Instead of hiring or firing reactively, you can plan ahead and take
careful action at the right time. Operating this way makes it easier to grow responsibly, ensuring
that each position is needed and your workforce is meeting your organization’s evolving needs.
This can be used in the current situation in Imove Corporation Sdn Bhd where they can train
their marketing team with new online strategies. Instead of hiring the new staff with specific
talent, the company can give the courses as added value to the current staff. So, they could
maximize the workforce without hiring the new staff. This could save a lot on the long run.

3.2 Projecting Future Needs

When your organization plans for a big change that falls outside the scope of normal growth,
such as a new branch, new division, or new normal that we are practicing right now, then you
need to have a plan to support it. A gap analysis allows you to identify how many workers you
will need, the skills and experience required, and the timeline for when and how rapidly you
should hire them. In this new normal situation right now, Imove corporation is targeting a new
segment of the market which is online. From what I observed during the interview, they have all
capability in doing it without hiring extra workforce, skills or talent. They only need to upgrade
the current staff because the job scope for the new segment (online) require the same skills that
the staff have.

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3.3 Analyzing Current Resources

Creating a gap analysis can also give you a clear picture of what value your current employees
provide to the organization. It is like taking people inventory. With this information, you can
pinpoint candidates for management succession plans, discover underutilized skill sets, and
identify employees who could be trained for another position. As the interview goes, I can see
the production team with less work to do is doing nothing and just chit chatting between each
other. Instead of allowing the situation to continue, the company could train them for other skills
such as designing or administration work. The company should also include average turnover
so they know which employees may need to be replaced in the future.

4.0 RECOMMENDATION AND CONCLUSION

Thus, in order to be successful and well sustained in the industry, a few adjustments is
needed for Imove Corporation Sdn Bhd to expand its business, such as (i) maximize the
productivity for marketing team by adding new knowledge through courses on how to do
marketing in social media, the company could create specific talent and can save a lot of cost by
doing this. (ii) Creating a Standard operation procedure (SOP) for the staff as a guide in dealing
with a customers, (iii) value added to the current staff they have, instead of focusing on one job,
the staff could be trained with different skills so that they could multitask. The company is in a four
story building and operates in all four floors which is a lot of workspace that is not being used
effectively, from what I see (iv) they can downsized the operation to three floors so the staff can
be nearer and it will be easier to help each other, plus the utility consumption can be reduced.
Finally, from what I have observed during the interview, Imove Corporation Sdn Bhd is good in
training their new intern, they can master a few skills in a short period of time. (v) The company
can save a lot by providing internship from local universities, college or institute so they do not
have to hire part time worker if needed.

In conclusion, the printing and advertising industry promises a high profit margin but
without the right tools, it could be a disaster to the business owner. From the interview that have
been conducted, I can conclude that human resource management is a really important factor in
order to guide company to be success and well sustained in the industry. A lot of human resource

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activities can be applied to the business in order to bring the company forward. Motivation for the
staff is also very important to bring a positive atmosphere in the business. As the famous quote
by J.W.Marriot go “If you take care of your employees, they will take care of your customers and
your business will take care of itself”.

Bibliography

Mellahi, K., Jackson, P. & Sparks, L. (2002). An exploratory study into failure in successful

organizations: The case of Marks & Spencer. British Journal of Management, 13, 15-29.

Mitchell, J. C. (1999). Case and situation analysis. In A. Bryman, & R. G. Burgess, (eds.),

Qualitative Research, 1: 180-199. London: Sage.

Redman, T. & Mathews, P. B. (1998). Service quality and human resource management: A

review and research agendas. Personnel Review, 127(1), 57-77.

Saxena, K. & Tiwari, P. (2009). A Study of HRM practices in selected IT companies of India.

AIMS Journal of Management, 1(3), 29-44.

Tiwari, P. & Saxena, K. (2012). Human resource management practices: A comprehensive

review. Pakistan Business Review, 1, 669-705.

Marriot, J. W. (2017). Global strategic: Business process solution.

[http://www.globalstrategic.com/global-strategic-ph-story-chan-aceson/]

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Appendices

Interview Transcription

Note: I initially wanted to conduct the interview in English but upon the request from the owner, I
had to change the interview in Bahasa Malaysia. She said her English is not very good, thus the
interview proceeded in Bahasa Malaysia, and later was translated for the report writing. Below is
the transcript of the interview:

Saya : assalamualaikum puan

Owner : waalaikumsalam warahmatullahi wabarakatuh

Saya : terima kasih sebab menerima permintaan saya untuk menemurah puan
berkenaan syarikat dan meluangkan masa yang amat berharga puan dalam
keadaan yang getir ni dimana masa adalah berharga dalam fasa pemulihan
covid19 ni

Owner : ya..ya..sama sama, tak ada masalah

Saya : tanpa membuang masa, kita teruskan dengan soalan ya puan?

Owner : ok baik

Saya : Boleh Puan ceritakan sedikit latar belakang syarikat Puan?

Owner : Boleh, Syarikat saya menyediakan perkhidmatan pengiklanan dan percetakan

yang berpengkalan disini (sungai petani), kami mula beroperasi sekitar tahun
2007 dah hampir 14tahun usia syarikat, dan mempunyai pengalaman dalam
bidang percetakan ni dekat 20 tahun.

Saya : bolehkah saya tahu apakah produk yang dikeluarkan oleh syarikat puan?

Owner : boleh, syarikat saya menyediakan perkhidmatan pengiklanan dan percetakan

seperti banner, flyers, name card, stiker, signboard di Sungai Petani dan kami
juga ada menyediakan platform online untuk chartered customer luar.

Saya : customer luar maksudnya?

Owner : customer online seluruh malaysia & membuat penghantaran terus ke rumah
atau premis perniagaan mereka

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Saya: : oo..ok baik, faham..berapa ramai staf yang ada dalam syarikat ini?

Owner : kalau termasuk saya, ada 17 orang. tak termasuk staf part time & praktikal.

Saya : kalau termasuk dengan staf part time & praktikal?

Owner : 25 orang. staf part time ada 7 orang dan kami hanya guna perkhidmatan staf
part time ni bila ada order yang terlalu banyak dan staf sedia ada..aaa..tak dapat
nak siapkan, jadi kami guna part time staf untuk backup lah..haa... praktikal pula
dari kolej komuniti dan uum.

Saya : Staf yang ada di syarikat Puan ni, apa jawatan atau skop kerja mereka?

Owner : Ada bahagian marketing yang online dan offline, admin 2 orang, designer kami
ada 5 orang, yang lain bahagian production la..

Saya : Staf part time dibahagian mana?

Owner : Staf part time backup production.

Saya : Ok baik, aaa..boleh saya tahu selain dari gaji, ada tak apa apa kelebihan atau
benefit lain yang syarikat tawarkan untuk pekerja?

Owner : Adaa..itulah yang specialnya company ni.. kami akan bagi saguhati duit bagi
yang datang kerja awal, kami ada sediakan insuran berkelompok termasuk
dengan khairat kematian bagi staf tetap. Kami bagi komisen lebih tinggi jika
capai target sales.

Saya : Wah unik tu, menarik sangat..baik, boleh saya tahu bagaimanakah prestasi
syarikat sebelum wabak covid 19 melanda?

Owner : sebelum covid, syarikat alhamdulillah agak baik lah boleh dikatakan kerana
banyak order kami terima dari customer kad kahwin online & offline, projek-
projek sekolah dan projek dari kerajaan negeri kedah. agak busy juga lah.

Saya : Alhamdulillah , semasa covid dan sekarang macamana puan?

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Owner : Sangat teruk lah, sebab sekolah tutup, pentadbiran kerajaan tutup, orang tak
boleh buat kenduri kahwin dan banyak order dari customer kami yang cancel dan
kami kena pulangkan semua deposit yang dah bagi..

Saya : Allahuakbar..jadi sepanjang PKP ni, macamana dengan prestasi syarikat?

Owner : Bulan Mac banyak refund duit semula kepada customer, Bulan April dengan
May zero sales & income. Terpaksa keluarkan duit syarikat untuk bayar gaji
semua walaupun insentif kerajaan bagi, tak cukup sebenarnya. Ni bulan jun baru
order masuk itu pun nak cover kos sewa dan staf pun masih tak cukup. Memang
tengah recover tapi keadaan masih teruk lagi lah.

Saya : Ok baik semoga dipermudahkan urusan Puan. Boleh saya tahu, apakah
langkah langkah atau strategi yang puan akan gunakan semasa proses
pemulihan ini?

Owner : Buat masa sekarang ni, sales memang masih sangat slow, demand dari walk in
customer tak banyak. Jadi saya tambah staf di bahagian marketing online yang
fokuskan kepada produk produk printing yang orang ramai cari macam stiker
produk, name card, flyers. Kami buat promosi online sahaja.

Saya : Bagaimana penerimaaan pelanggan?

Owner : Alhamdulillah, boleh lah..Online sales memang meningkat dari yang sebelum
PKP.

Saya : Tadi Puan kata, puan tambah staf untuk bahagian online marketing kan?

Owner : Ya, saya

Saya : Boleh saya tahu, Macamana proses pemilihan staf baru ini? Maksudnya Puan
pilih staf ini berdasarkan kriteria apa?

Owner : Hmm..memang, aa..tengok kepada resume dia, saya cari yang ada
pengalaman dalam bidang online marketing, facebook, insta dan buat interview
pun online ja guna zoom app.. cumanya gaji kami bayar berdasarkan komisen
jualan..makna kata, ada sales ada la gaji untuk depa.

Saya : Maknanya staf baru kena iklankan sendiri produk puan?

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Owner : Material untuk marketing kami sediakan, lepas tu credit untuk facebook ads pun
kami sediakan 300 ringgit. Makna kata dia kena buat sales & closed order
sahaja.

Saya : Boleh digunakan ke strategi tu? Macamana dengan keputusan setakat ini?

Owner : Alhamdulillah baik, dari segi kos FB ads yang kami keluarkan tu memang cover
balik la dan ada untung sekali, masa interview pun kami pilih yang betul betul ok,
macam pernah pergi kursus fb ads atau kursus closed order sales la..

Saya : Ok jika tidak keberatan, boleh tak puan kongsikan apa manfaat yang puan
terima dari insentif yang diumumkan oleh kerajaan baru baru ini? Di bawah
PENJANA semua tu.

Owner : Hmm..Ada, macam saya mohon GKP (Geran Khas Prihatin) dapat la 3,000
boleh la tampung sewa kedai ni sikit, lepas tu pinjaman bawah BSN saya dapat
50,000 yang zero interest tu, boleh la nak bernafas sikit untuk running bisnes,
tapi pinjaman la tetap kena bayar balik walaupun zero interest..hehe

Saya : Insentif pekerja puan ada mohon tak?

Owner : Ada jugak, dan terima jugak sebab staf kami memang ada caruman KWSP jadi
bila mohon tu memang kami dapat la.

Saya : Gaji staf puan, diberi separuh atau macamana sepanjang PKP ni?

Owner : Gaji kami terima insentif tu dengan tambah duit syarikat lagi, jadi kami bayar
full, sebab masing masing ada komitmen sendiri dengan anak bininya, mak
ayahnya, kereta nak kena bayar.

Saya : Jadi staf terima gaji penuh tanpa perlu melakukan kerja seperti biasa? Baik
sunguh syarikat puan ni..hehe

Owner : Tak jugak, kami bagi tugasan juga sepanjang PKP ni, macam designer kena
siapkan material untuk marketing online dan offline, templete-templete design
yang baru, bahagian marketing pulak kena research dan prepare syarikat-
syarikat baru yang depa akan masuk nanti dan banyak jugak lah..

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Saya : Jadi dari segi ukuran prestasi pekerja, Puan buat macamana tu? Macam mana
Puan nak pastikan yang staf Puan buat kerja sepanjang PKP tu?

Owner : Saya ada sediakan jurnal atau list..aa jadi depa kena isi dan masukkan file kerja
kerja yang dah siap supaya saya boleh check samada depa siapkan ataupun
tak.

Saya : Jadi Puan buat penilaian sendiri? Berapa hari sekali?

Owner : Check tiap tiap hari..sebab esok kerja baru pula yang akan saya bagi. Kiranya
sebelum 12 malam semua kerja yang sepatutnya siap hari tu perlu siap dah.

Saya : Puan check kerja staf sendiri?

Owner : Ya kadang kadang saya check sendiri, tapi kalau tak sempat saya akan minta
tolong admin check kan dan hantar report kepada saya.

Saya : Jika staf tak sempat siapkan? Ada apa-apa tindakan ke yang akan diambil?

Owner : Alhamdulillah semua siap on time, tak dak yang tak siap kecuali ada 2 atau 3
kali emergency saya bagi kelonggaran. Saya bagitau tak siap kerja tolak
gaji..hahaha

Saya : Ooo patut pun, hehe. ok baik, kiranya puan memang sudah bersedia sebelum
kerajaan umumkan pembukaan syarikat semula lagi lah ya?

Owner : Lebih kurang macam tu lah, kita pun tak tahu Covid ni akan ada lama mana lagi
kena sentiasa bersiap sedia la.

Saya : Ok baik. Alhamdulillah, terima kasih banyak kerana meluangkan masa Puan
untuk saya temuramah ni.

Owner : Tak ada masalah.

Saya : Setakat ini saja soalan yang saya nak ajukan, boleh saya ambil gambar sekitar
syarikat puan untuk rujukan pensyarah saya nanti?

Owner : Boleh boleh..nanti Khai (staf) bawakan..

Saya : Terima kasih sekali lagi puan. Saya doakan perniagaan puan bertambah maju,
dipermudahkan segala urusan dan terus Berjaya.

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Owner : Aminn…terima kasih banyak..

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