HHR20203 SESSION: JULY 2023

SCHOOL OF HOSPITALITY AND CREATIVE ARTS

HUMAN RESOURCE MANAGEMENT

FOR SERVICE INDUSTRY
(HHR20203)

SESSION: JULY 2023

ASSIGNMENT 1

TOPIC: MALAYSIA’S HIRING MARKET IN 2023

PREPARED BY:

Name ID Number Course

CHANRAMUGHI A/P 012023022020 BSM
K.CHANRAMOHAN

PREPARED FOR: Submission on

MS. NURUL AMIRAH BINTI MOHD RASLI Time:
Submission Date: 21 JULY 2023 YES NO

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TABLE OF CONTENT

NUM TITLE PAGE NUMBER

1. INTRODUCTION 3

2. QUESTION 1 4-5

3. QUESTION 2 6-7

4. QUESTION 3 8

5. QUESTION 4 9-10

6. CONCLUSION 11

7. REFERENCE/RUBRICS

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INTRODUCTION

Recruiting and hiring the right talent is a critical task for any organization, and it often
poses significant challenges for Human Resources (HR) departments. In today's competitive
job market, HR professionals face a range of obstacles and complexities in their recruitment
efforts. From attracting high-quality candidates to navigating changing hiring trends and
technologies, HR teams must navigate a dynamic landscape to find the best fit for their
organization. This introduction will explore some of the key challenges faced by HR
departments in the recruitment process and shed light on the complexities that shape the
hiring landscape.

One of the primary challenges faced by HR professionals in recruitment is attracting

high-quality candidates. In a competitive job market, talented individuals have numerous
options and opportunities available to them, making it crucial for organizations to stand out
and entice top talent. HR teams must develop effective employer branding strategies to
showcase the company's culture, values, and unique selling points. This includes creating
compelling job descriptions, highlighting career advancement opportunities, and
emphasizing employee benefits and perks.

Another major challenge in recruitment is the need to align candidates' skills and
qualifications with the organization's specific requirements. HR professionals must carefully
assess candidates' capabilities and ensure they possess the necessary competencies to
succeed in the role. This involves conducting thorough interviews, skill assessments, and
reference checks to gauge candidates' suitability. Additionally, HR teams must strike a
balance between hiring for immediate needs and considering long-term potential. Identifying
candidates who not only fulfill current job requirements but also demonstrate potential for
growth and development within the organization is crucial for long-term success.

Lastly, the COVID-19 pandemic has introduced unprecedented challenges to the

recruitment process. The shift to remote work and virtual interviews has necessitated
adjustments in traditional hiring practices. HR professionals have had to adapt quickly to
conducting virtual interviews, onboarding new hires remotely, and managing remote teams
effectively. Ensuring a seamless and positive candidate experience in a virtual environment
requires innovative approaches and effective use of technology.

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QUESTION 1

The recruitment market in Malaysia is expected to grow in 2023 due to several

factors. Firstly, the positive influence from China's recent efforts to open up its economy is
projected to have a significant impact on countries in Asia, including Malaysia. As China's
economy improves, it is anticipated to increase its demand for goods and services from
neighboring countries, leading to heightened trade and investment. This, in turn, will drive
business growth and create new job opportunities in Malaysia.

Additionally, Malaysia possesses strong economic fundamentals, which contribute to

its resilience and ability to withstand global economic uncertainties. The country's successful
response to the pandemic has further positioned it for growth in the recruitment market.
Despite the potential risk of a global recession, Malaysia's economic stability provides a
favorable environment for job growth.

Moreover, as more employers in Malaysia look to digitize their businesses to

enhance efficiency and competitiveness, there will be a heightened competition for quality
talent. This demand for individuals with digital skills and expertise will fuel job opportunities
and contribute to the growth of the recruitment market.

Employers are expected to adopt culture-related strategies to attract the best talent.
Instead of relying solely on salaries, they will focus on creating attractive work cultures,
including hybrid and flexible working arrangements. Furthermore, investments in training and
development of junior talent and efforts towards diversity and inclusion will also be utilized to
entice top candidates.

The Malaysian job market is also poised to benefit from firm domestic demand for
employment, the reopening of international borders for tourism, the improving state of the
domestic economy, and the revival of construction projects. These factors will contribute to
job creation and boost the recruitment market in the country.

Additionally, the upcoming 2023 Budget announcement in Malaysia is anticipated to

reveal potential efforts by the government to further stimulate the country's employment rate.
These initiatives, once disclosed, could provide additional support for the growth of the
recruitment market.

In conclusion, despite the potential risks of a global recession, the recruitment market

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in Malaysia is expected to experience growth in 2023. This optimism stems from positive
factors such as China's economic opening, Malaysia's strong economic fundamentals and
pandemic response, increased competition for digital talent, culture-related strategies by
employers, domestic demand, and potential government efforts to boost employment.

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QUESTION 2

In the competitive talent market of Malaysia, employers are likely to utilize various
strategies to attract and retain quality talent. These strategies can help them stand out and
create an appealing employer brand. Firstly, building a strong employer brand is crucial.
Employers invest in showcasing their company culture, values, and growth opportunities,
often through testimonials from current employees and effective communication of the
organization's mission and vision.

Offering competitive compensation and benefits is another key strategy. Employers

aim to provide attractive salary packages, bonuses, performance incentives, health
insurance, retirement plans, and other perks that demonstrate their commitment to employee
well-being. Emphasizing career development and growth opportunities is also important.
Employers focus on offering clear career paths, training programs, mentorship opportunities,
and continuous learning initiatives to help employees enhance their skills and advance within
the organization.

Creating a flexible and inclusive work environment is a strategy that resonates with
quality talent. Offering flexible work arrangements, remote work options, and promoting a
culture of inclusion and diversity can be appealing to candidates seeking work-life balance
and a supportive workplace. Employee engagement and well-being are prioritized by
employers. They invest in initiatives that foster a positive work culture, organize team-
building activities, promote work-life balance, and provide resources for physical and mental
well-being.

Recognition and rewards programs are implemented to acknowledge and appreciate

employees' contributions. Celebrating milestones, recognizing outstanding performance, and
providing opportunities for career advancement can help in attracting and retaining quality
talent. Employers also leverage technology and digital transformation to stay competitive.
Candidates are attracted to organizations that embrace technological advancements and
provide opportunities to work with the latest tools and platforms.

Promoting a collaborative and team-oriented environment is valued by candidates.

Employers encourage teamwork, innovation, and knowledge sharing by promoting cross-
functional collaboration, creating open communication channels, and fostering a sense of
camaraderie among employees. Effective recruitment and selection processes are essential

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to provide a positive candidate experience. Clear job descriptions, efficient interview

processes, timely communication, and personalized interactions demonstrate the
organization's commitment to finding the right fit.

Lastly, emphasizing corporate social responsibility (CSR) initiatives can attract quality
talent. Employers engaged in environmentally sustainable practices, supporting social
causes, and participating in community initiatives create a positive employer image.
Employers in Malaysia adopt a multi-faceted approach, tailored to their industry, company
size, and target talent pool. By implementing these strategies, employers can differentiate
themselves, attract quality talent, and position themselves as employers of choice in a
competitive talent market.

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QUESTIION 3

One effective strategy for employers or the Human Resource Department to attract
and retain more quality talent is to prioritize employee development and advancement
opportunities. By offering programs for upskilling, professional training, and career growth,
employers can demonstrate their commitment to the growth and success of their employees.
Establishing a clear career path with opportunities for promotions and increased
responsibilities not only attracts talented individuals but also enhances employee satisfaction
and retention. Mentorship programs, tuition reimbursement, and continuous learning
initiatives can further support employees in their professional development journey.

Creating a work environment that promotes work-life balance and flexibility is another
key strategy. Employers can implement policies that allow for flexible work arrangements,
such as remote work options or flexible schedules, to accommodate employees' personal
needs and responsibilities. This demonstrates a commitment to supporting employees in
achieving a healthy work-life balance. Additionally, offering family-friendly policies, such as
parental leave and childcare support, can help employees effectively manage their work and
personal lives. Prioritizing work-life balance not only attracts top talent but also contributes to
employee well-being and satisfaction, leading to higher retention rates.

Implementing robust employee recognition and rewards programs is also essential

for attracting and retaining quality talent. Recognizing outstanding performance through
awards, bonuses, or public recognition creates a positive and motivating work environment.
Employees who feel appreciated and valued are more likely to be engaged and committed to
the organization. In addition to monetary rewards, non-monetary rewards like opportunities
for career advancement, additional responsibilities, or special projects can serve as powerful
incentives for talented individuals to join and stay with the organization.

By focusing on employee development, work-life balance, and recognition,

employers can create an attractive and engaging work environment that appeals to quality
talent. These strategies demonstrate a commitment to employees' growth, well-being, and
job satisfaction, ultimately contributing to increased retention rates and attracting top
performers.

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QUESTION 4

As a member of Generation Y/Z, there are several skills, knowledge, and expertise
that can help you thrive in the working industry and increase your longevity in a company.
Firstly, having strong digital literacy and proficiency in technology is crucial in today's digital
age. This includes being adept at using various software and tools, understanding emerging
technologies, and being comfortable with digital communication platforms. Continuously
updating your technological skills will enable you to adapt to the evolving work landscape
and contribute effectively in a digitally driven workplace.

Secondly, the ability to adapt to change and embrace new challenges is highly
valued in the working industry. Being open to learning and acquiring new skills allows you to
stay relevant and tackle evolving job requirements. Employers appreciate individuals who
demonstrate a growth mindset and a willingness to continuously improve and expand their
knowledge base.

Strong communication skills, both verbal and written, are essential for effective
collaboration and teamwork. Being able to convey ideas clearly, actively listen to others, and
work well with diverse teams will contribute to your success in the working industry. Effective
communication fosters positive relationships and enables efficient collaboration, which can
lead to greater job satisfaction and longer-term engagements within a company.

Another important skill is the ability to think critically and solve problems. The
capacity to analyze complex situations, think critically, and identify practical solutions is
highly valued by employers. Developing strong problem-solving skills involves assessing
situations, considering various perspectives, and making informed decisions. Cultivating a
mindset that embraces creativity, innovation, and analytical thinking will make you a valuable
asset to any organization.

Emotional intelligence, which includes self-awareness, empathy, and relationship

management, is increasingly recognized as an important skill in the workplace. Being able to
understand and manage your emotions, as well as navigate interpersonal relationships
effectively, can contribute to a positive work environment and long-term success within a
company. Developing strong interpersonal skills helps in building relationships, resolving

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conflicts, and fostering collaboration.

Cultivating leadership skills and taking initiative are highly valued qualities.
Demonstrating the ability to take ownership, drive projects forward, and inspire others can
set you apart. Developing leadership skills, even if you're not in a formal leadership position,
can contribute to your professional growth and increase your potential for advancement
within a company.

Lastly, continuous professional development is crucial. The working industry is

constantly evolving, and staying up-to-date with industry trends, developments, and best
practices is essential. Taking initiative in your own professional development by seeking out
learning opportunities, attending workshops or conferences, and pursuing relevant
certifications can demonstrate your commitment to growth and make you a valuable asset to
a company.

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CONCLUSION

In conclusion, this assignment has provided valuable insights into the challenges
faced by HR departments in the recruitment process. The competitive job market presents
obstacles in attracting high-quality candidates, necessitating effective employer branding
strategies and a strong online presence.

Aligning candidate skills with organizational requirements is a critical aspect of

recruitment. HR teams must carefully assess candidates' capabilities, conduct thorough
interviews and assessments, and consider long-term potential. Striking a balance between
immediate needs and long-term growth ensures the selection of candidates who can
contribute to the organization's success.

Promoting diversity and inclusion has become increasingly important in the

recruitment process. HR professionals must implement unbiased hiring practices, address
unconscious biases, and actively promote diversity. By attracting and retaining candidates
from diverse backgrounds, experiences, and perspectives, organizations can drive
innovation, creativity, and overall business performance.

Employee retention is another significant concern for HR departments. It requires

developing effective strategies to engage and retain employees through ongoing
communication, performance feedback, professional development programs, and initiatives
promoting work-life balance and employee well-being. By creating a positive work culture
and providing growth opportunities, HR professionals can increase job satisfaction and
contribute to longer-term engagements within the organization.

Global economic factors can significantly impact recruitment challenges. HR

professionals must stay informed about economic trends, recessions, and changes in
immigration policies that may affect the availability of candidates. Adapting recruitment
strategies to these factors ensures the organization remains competitive in attracting top
talent.

The rapid pace of technological advancements introduces new challenges in

recruitment. HR professionals must identify and hire candidates with specialized skills in

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emerging fields. Engaging with industry experts, educational institutions, and training
providers helps identify talent sources and develop strategies to attract individuals with
sought-after skills.
REFERENCE

https://www.nst.com.my/business/2023/01/873278/can-we-expect-positive-hiring-
market-2023#:~:text=NSTP%2FASWADI%20ALIAS.-,WHILE%20there%20is%20a
%20risk%20of%20a%20global%20recession%2C%20particularly,to%20open%20up
%20its%20economy.

https://www.businesstoday.com.my/2023/04/27/hays-asia-salary-guide-2023-
malaysian-employment-market-remains-strong-in-2023/

https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/
recruitinginternallyandexternally.aspx

https://www.roberthalf.com/blog/management-tips/effective-employee-retention-
strategies

https://www.indeed.com/career-advice/finding-a-job/generation-y

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Assignment 1 Report Rubric

Criteria 8 16 24 32 Score
Issues or topics discussed
Issues or topics discussed are
Lack of main ideas. No link Issues or topics discussed are highly relevant. In-depth
Content/ not as relevant. Ideas are
between questions and are relevant. In-depth ideas ideas and thoughts are
Discussions discussed though not clearly
answers. and thoughts are discussed. discussed briefly. Clear
elaborated.
conclusion is drawn.
8 16 24 32
Recommendations are Strong recommendations Clear, strong
Report is missing
Suggestions/ provided. However, are provided. There is a little recommendations are
REPORT EVALUATION

recommendations. No
Recommenda recommendations are too bit of unclear explanation provided. Able to link
tions suggestions are given at
usual and lack of detailed though they can still be recommendations with
all.
analysis. accepted. issues of discussion.
5 10 15 20
Report does not follow the Lots of errors in the format There are some errors in the Report follows the format
format required. Text is used. Information or content format used. Information is required. The texts are
Format/ almost impossible to do not flow logically. No not organized. Readers can arranged in neat sentences
Organization understand, missing continuity from one paragraph be confused by the flow of and there is continuity from
paragraphs. to another. the report. one paragraph to another.
2 4 6 8
Effort & Little or no evidence of Minimal preparation; Fully prepared; completed Produced additional
Contribution preparation; no effort superficial knowledge of all agreed tasks; competent, resources; extraordinary
shown resources; minimal effort but not extraordinary effort demonstrated
2 8
Report
Submission
Late submission On time

TOTAL /100

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