TABLE OF CONTENTS

1.0 Introduction..............................................................................................................2

2.0 Establishment and Achievement Phase in Organizations........................................4

3.0 Suggestions..............................................................................................................6

4.0 Summary..................................................................................................................8

REFERENCES.................................................................................................................10
1.0 Introduction

Sapura group is one of the family firms in Malaysia and Sapura is a Kuala
Lumpur-based Malaysian public limited corporation that specializes in oil and gas,
manufacturing engineering, property, aviation, defense, and rail development. This firm
was founded in 1975 by Abdul Kadir Shamsuddin and given the name after his wife
which is Siti Sapura. Sapura began their firm with just six employees and a one-room
office. Only with purchasing of Uniphone Works from United Motor Works (UMW)
(now UMW Holdings) in 1975, the company became heavily involved in the
telecommunications market. Sapura bought Malayan Cable Berhad in the 1980s to
increase its footprint in the telecommunications business, after the success of its early
founding. Sapura had 30 businesses and two publicly traded companies by 1991. Sapura
expanded rapidly, not only in the telecommunications business, as well as in the
automobile industry, founding Sapura Motor Berhad in 1994. Sapura Motor Berhad was
subsequently renamed Sapura Industrial Berhad and traded on the main board of Bursa
Malaysia. Sapura Energy Berhad, Sapura Resources Berhad, Sapura Aero Bhd, and
Sapura Secured Technologies were among the other divisions that were formed
afterwards. Oil and gas, manufacturing engineering, property, aviation, defense, and rail
construction are all areas of specialization for this division. Sapura presently has over
6000 workers and is present in over 15 countries.

There are four main business in Sapura group that has been listed in Bursa
Malaysia which are the first one is Sapura Energy Berhad. Sapura Energy Berhad is a
worldwide integrated energy company managed services company that operates
throughout the offshore production chain. The Group's abilities as a full-fledged
upstream actor include exploring, development, producing, regeneration, as well as
decommissioning and abandoning stages of the production chain. The Group now has a
worldwide reach in over 20 countries, thanks to a highly qualified and technically adept
international staff, significant world-class properties, and excellent project management
capability. After that, the second one is Sapura Resources Berhad which is one of the
Sapura Group in property industry. This section was created to provide creation and
leasing of property and structures, such as offices, warehouses, commercial structures,
and aircraft maintenance facilities. Sapura Resources Berhad made steady progress in
setting itself after a new era of prosperity and expansion. The array of business
operations has grown as a result of the corporate exercises. The Group has narrowed its
emphasis to two key business segments which are the property sector and aviation sector.
Hangarage, base handling, aircraft management, route planning, and charter broker
operations are among the Group's private aviation services. The three hangars, which
comprise 124,000 square feet of hangar and office space, can encompass a variety of
business planes and helicopters. Throughout the year in evaluation, all of the hangars
maintained a high attendance rate. SRB is increasing both hangar and office space to
meet the increased demand. To that aim, the Group has leased a freshly constructed
hangar in Subang from Aerotree Flight Services Sdn Bhd, totalling 40,000 square feet of
hangar and office space. The mentioned hangar is scheduled to open in the second
quarter of 2015. The Group also have inked a long-term leasing deal with Senai Airport
Terminal Services Sdn Bhd to manage two aircraft at the Senai Airport, totalling 65,000
square feet of hangar and office buildings, as announced the year before.

Then, the third main business in Sapura Group that has been listed in Bursa
Malaysia is Sapura Secured Technologies. Sapura Secured Technologies is the Sapura
Group's defence branch, with a focus on defence electronics and program development.
Communications equipment, strategic systems, central command systems, training and
modelling systems, and monitoring systems are all provided by this section. Sapura
Secured Technologies is also a part of the Malaysian Armed Forces' Network Centric
Operation (NCO) programme, offering satellite and surface communications technology
as well as an interconnected operational platform for exchange of information and
collaboration. They offer expertise in areas such as public defence and security, property
valuation, business analytics and reporting, and portfolio management. With what they've
learned and the knowledge they've gained from seeing the industry change, twist, and
turn, they're well-equipped to help their clients handle any issues they face now,
tomorrow, and in the years ahead. They generally serve the private sector, comprising
small and mid-sized businesses, as well as the public sector, which includes municipal,
state, and federal governments. Project management, enterprise system and planning and
implementation, support and maintenance, and also project management are among their
specialties.

2.0 Establishment and Achievement Phase in Organizations

During establishment phase which is on 2020, The issue of limited employment

opportunities for graduates became worse when the Covid-19 pandemic hit the world.
Our lives have changed significantly due to the global development of the Covid-19
epidemic, especially in terms of our health, social, financial and economic conditions.
Graduates face significant difficulties during this pandemic as many businesses are
obliged to close or cut their workforce to combat the effects. At the same time, more than
316 thousand graduates are expected to enter the Malaysian bad market every year. Due
to this, jobs will become more limited, making it more challenging for Bumiputera
graduates to find work at this time. The difference between the number of degree jobs
generated and current prospects has been affected by the pandemic. Bumiputera’s are
expected to face a stronger impact than other races according to the size of the graduates
produced each year greater than the existing job opportunities, although the impact of the
pandemic varies by race and type of job. Therefore, it is important for Bumiputera
graduates to take a more proactive approach to finding job prospects during this
pandemic situation. In my opinion also, the graduates must develop their abilities in
difficult conditions. This is due to the fact that the job market is changing and moving
towards the use of technology in the future. Graduates also need to equip themselves
with a range of additional skills to succeed in a challenging and increasingly competitive
job market.

After offered by Sapura and starting work, at the first day of work, the manager
develops and conduct human resources policies and strategies consistent with the overall
company plan that already has been prepared by the management because human
resources department should know how many job opportunities should open for the fresh
graduate or any individual in Malaysia especially. The reason why the manager of human
resources should alert with that job opportunities because as a human resource in this
company, they should keeping update the job opportunities through online applications
and others. For the second day, after the manager of human resources already prepared
the strategies according to the company plan, the manager will make a monthly meeting
with their department human resources. The reason he makes a monthly meeting because
I want to discuss with their workers or employees about what should they achieved in
that month.

After that, for the achievement that I received is rewards and benefits that offered
by company. This is because the current starting point for increasing worker productivity
and skill development is the minimum wage. Because wage increases can be offset by
higher productivity, which is considered as a positive development for the development
of economic growth, competitiveness, and living standards for both the economy and the
country, the impact on corporate costs may be minimal. Employees, in other words, are
the main focus of the principal productivity-boosting method. As a result, in order to
achieve productivity-related performance, employees must be motivated and engaged,
and these factors are taken into account as part of the entire development of human
resources. As a result, causal attribution of salaries is crucial for labour performance.
Therefore, in order to encourage employee effort, businesses must offer a decent
minimum pay. Employee commitment and productivity will increase because to this
sense of reciprocity. As a result, there will be less absenteeism and turnover, increasing
the company's profit. Overall, the goal of raising the minimum wage is to improve
workers' abilities and financial backgrounds as well as to make the job market more
competitive. In order to fix the labour market and provide the necessary capacity for
ongoing growth in the twenty-first century, implementation of minimal salaries is
frequently considered as a long-term viewpoint. Additionally, it aspires to favorably
influence the lives of the workforce.
3.0 Suggestions

Regarding all the phase that has been faced by workers, company should improve
their staffing management. Within the same corporate structure, human resources (HR)
practitioners execute a wide range of activities. In presenting the most typical tasks a
human resource specialist will undertake, a short overview of the key roles of human
resource agencies will also be beneficial. There are many human resource roles which
are planning, training, staffing, motivation, integration and others. In this review, the
writer will choose staffing as a main function of human resources in the company.
Staffing is the process of hiring, evaluation and hiring of workers carried out to fulfill
work vacancies inside an agency or corporation. Orientation, recruitment, retention and
firing are other aspects of work which can be addressed by a staffing agency (Yusof Saari
et al., 2013). This role is often performed by the use of consultants at multiple stages of
the staffing chain outside a company. According to Ployhart (2006, pp. 868), staffing is
generally described as the method of recruiting, choosing, and maintaining capable
personnel to accomplish organizational objectives. Dean and Snell (1996) note one of the
most apparent ways businesses boost their intellectual capital stock is by the companies
they work. Dyck and Neubert (2009, pp. 360) characterize hiring as the HRM method of
defining, attracting, employing and maintaining persons with the expertise, qualifications
and ability required to perform the duties of existing and prospective organizational
employment. Staffing is the process by which businesses hire and pick higher-quality
and common human resources candidates (Schmitt, Schmitt and Chan, 1998).

Possibly the most significant single HRM activity is hiring, so if the company
have insufficient staff, all of the training, opportunities and connections in the world
would not accomplish their makeover (Becker et al., 2001, pp. 99). The employee
staffing process includes identifying, assessing and appointing workers to focus (Pahos
& Galanaki, 2019). Previous research has demonstrated that the introduction of an
optimal hiring mechanism is associated favorably with organizational efficiency (Delery
and Doty, 1996). A formal screening method measures the ability of an applicant for a
job and reduces the degree of ambiguity of the organization when faced with an external
candidate (Lado and Wilson, 1994). A strict recruiting and hiring system often provide a
sense of arrogance to certain workers who are chosen, imparts strong success standards,
and transmits a message to the company of the value of people (Pfeffer, 1998).
Inconsistency between the person and the business can hinder the achieving the requisite
standards of success (Lado and Wilson, 1994), while an innovative staffing process will
add workers to the company at reduced staffing costs that complement the capabilities of
the current human resources and work into the established interpersonal system
(Renkema et al., 2020).

Staffing is a one of important function in Human Resources Management (HRM)

because when this management manage properly, it will give more benefits to the
company. The benefits of staffing functions in the company is the staffing procedure
contributes to finding the right employees at the right time for the right job. The task of
staffing allows the management to assess the number of workers available by the
company and with what skills and knowledge (Pahos & Galanaki, 2019). After that, the
other benefits of staffing function are it helps to provide workers with work satisfaction
and hence holds their morale up. The workers are inspired and their productivity
increases with adequate preparation and development programmers, and they are
confident about their career progresses. Lastly, the last benefits of staffing function are
the method of staffing leads to increased corporate efficiency (Wickramasinghe, 2007). It
will also raise the effectiveness of the workers by correctly recruiting employees in the
company, and the efficiency level of the employees can sometimes be increased by
proper preparation. The efficiency of various recruiting and selection procedures for
workers was mainly measured by reviewing the turnover, work survival and employee
success trends along with staffing activities, such as recommendations by existing
employees, in-house job listings, and rehiring senior managers (Zottoli and Wanous,
2001).

4.0 Summary

In a conclusion, it can be seen that staffing function in Human Resource

Management is most important towards the operations of the company. Even staffing is a
good enough to increase the company performance but there still need to make an
improvement in their work which are the human resources department should always to
determine the staffing requirements, coordinate staffing goals, adjust the strategy to suit
the real needs and always follow up with the new staff or existing staff and others. By
accumulating generic human capital tools, staffing activities add to firm performance
(Ployhart and Moliterno, 2011). Companies that are more capable of attracting and hiring
the best candidates produce a generic resource of human resources that is important, rare,
and impossible to imitate (Ployhart et al., 2009), thus helping to distinguish the
organization and establish a competitive edge. HRM activities may impact the skill,
incentive and opportunity of workers to succeed, leading to an increase in the work
performance outcomes of employees. In my opinion, as a Human Resource Management
(HRM), they should effectively manage the staffing process because it is really important
for any person to really get the right position in the organization in order to get the right
work, according to their skill, talent, ability, and specialization, so that the organization
can accomplish the pre-set goals throughout the proper direction.

For the company safety, Sapura is one of the largest companies in Malaysia and
has long researched the importance of selecting new employees very carefully. When the
company conducts the selection process of new employees as well as possible, the
company is likely to reduce the cost of training and learning for the new employees.
Therefore, as everyone knows when a successful company wants to hire new employees,
the applicant must have at least a few years of experience in the same field. If the
company does not choose as well as possible, it is likely that the company will need to
raise funds to send the new employee to a training place or any place that can teach the
employee what to do in the company. In addition, when the company conducts the best
possible selection session, it is likely that the company will be able to find employees
who always work hard in completing the assigned tasks. When the company does not
examine the appointed employee, it is likely that the employee will cause problems to the
company because they are slow in completing tasks and do not work in groups. Like the
opinion I have given is that the company needs to conduct physical testing even if there
is a Covid-19 outbreak in the world. This is because the first physical assessment is much
more important than the assessment made via e-mail or online. In addition, the company
must also conduct a job training session for several months before appointing the
employee permanently. This is so because when the company conducts a session training
for several months, the company can assess the ability of the employee in carrying out
the assigned task. The company can also assess the employee's daily attendance to the
company. When the company only conducts online interview sessions, it is likely that the
employer will not know the attitude or attendance of the employee. Therefore, doing job
training for a few months is very important in appointing employees in an organization.
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