Internet
has became so popular in recruitment, for government agencies or
private agencies, this is the new trend and the most efficient way to
recruit.
The reasons of why internet has become the main media for
recruitment are as follow:
1. Lower cost. For the hiring company, posting job
vacancy on the internet would cost less than printing advertisement or
by other media such as television and radio. All the company need to do
is to post in their website or post on some free posting site about the
vacancy. Nowadays, government of Malaysia has provided
jobsmalaysia.gov.my for the company to post their job vacancy online
with no charges. If the company chose to recruit via printing media,
they have to pay a very high cost and get lower output. The charges of
their advertisement depends on the sizes the advertisement fits in the
paper and the period the company would like to post the vacancy. For
example, a 3x4 inch advertisement may cost RM300 for posting of vacancy
for 1 week. While posting via television and radio also cost huge amount
of money, it depends on the slot the company would like their
advertisement to show up. If the advertisement was to post on peak hour,
the chargers would be higher than that of off-peak hour.
2.
Fast and easy. The posting of vacancy online
required only minutes, while posting via printing media requires days
and on TV and radio maybe require weeks for the production company needs
to arrange the showing slot to enable the advertisement to fit in their
show without compromising other advertisement and show.
3. Environmental friendly. Advertising vacancy via internet required no
paper, ink or motor vehicles. It is the most environmental friendly
method of recruitment, and that's the reason why people preferred this
method than others. While recruiting via printing media consume a lot of
papers and inks.
4.
Popular social medium. People nowadays rely more on
internet to communicate with other people, be their family,coworkers,
friends or even strangers. The internet was like the 'other world' where
people can get tonnes of information at their fingertips. By posting
vacancy online, it would attract more people to apply for the job at a
quicker rate. Moreover, via internet, people could link the
advertisement for recruitment to their friends, they would become the
hiring company's 'HR managers' indirectly, who help to spread the news
and accelerate the process of recruitment.
5.
Border-less. Recruitment via internet could help the
company to hire people not only within the nation, but also hiring
experts from foreign country without even traveling and paying high
cost to advertise in foreign newspaper.
2 ways to reduce surplus of employees would best be:
1. Freeze recruitment / hiring. Stop recruiting new
employees and allowed managers to organize and align their employees
more efficiently. Department which has surplus members may allowed
manager from other department to use the service of the surplus member
(cross-service as in matrix structure of organization). The work burden
could be share among members and reduce the stress and burden carry by
one.
2. Early retirement.The aim of this action is to cut
the labor cost by reducing worker's aging workforce. This is the best
way to not only reduce the number of employees, but also can avoid from
paying large amount of compensation if one organization have to dismiss
or terminate workers.
While 2 ways to overcome
shortage of employees would be:
1. Recruiting new employees, either temporary or
permanent employee. Temporary workers are best at flexible job
description, staffing flexibility and temporary employee has lower
service commitment (to both employee and employer), saving money as the
wages and benefits of temporary employees are usually lower than those
permanent. Permanent employees do save money too, as the job training
and induction provided are one-time basis. If company continue hiring
temporary workers, the same job training need to be given again and
again and this would some how consume higher cost. Permanent employees
are committed to their job and employer as they have to perform to
ensure their benefits are well guarded throughout their service.
2. Re-analyzing job process and redesign the job process if necessary. This
would help to estimate and limit the number of workers need on each
department / job. Through this process, the efficiency of the workforce
could be obtain and maintain while the organization working to reach the
desired goals. Although the process of analyzing would consume certain
amount of money, but the outcome would help the organization to
reorganize, reconstruct its organization's structure and to distribute
workforce more efficiently.
HR Manager is one who administer the human resources / human
capital in an organization in order to help achieving the goals of the
organization. 3 internal challenges of becoming HR Manager are:
1.Lack of resources to cope with daily activity of the
organization could be a real problem for a HR manager.Resources could
refer to training facility for the manpower in the organization, low
number of workers to cope with high intensity of work burden, low or no
budget for employees' performance appraisal, and no suitable tools to
assist HR Manager in analyzing the manpower of the organization and to
research on employees' needs.
2. Employees' discipline is a challenging factor for a
HR Manager. To help motivate the employee with discipline problem, HR
Manager need to plan suitable courses and motivation for the employee.
HR Manager may face the situation where he/she have to dismiss employee
with discipline problem, and to deal with the situation of the lack of
manpower to recover the work burden of the employee who has been
dismissed.
3.Employees' health & safety at the workplace are
also the main challenges for a HR Manager. Despite of keeping the
employee motivated and productive ate the workplace, several matters
should be taken into precaution such as fire handling procedure, safe
workstation for each employee, no harmful particles involved in the
daily working condition and so on.
2 Differences between personnel admin in public sector versus personnel admin in private sectors:
1.In term of
Recruitment Process, Public Sector has more complicated procedure than that of Private Sector.
According to Perintah Am, Bab A, Bahagian III: Pengambilan. Despite the
process of every Ketua Jabatan who are required to inform the
Suruhanjaya Perkhidmatan Awam about the recruitment information in each
recruitment process, any doubt in the scheme of services or the
advertisement itself, should also refer to the Ketua Pengarah
Perkhidmatan Awam.
The recruitment process should be advertised in at
least 1 Bahasa Malaysia's Newspaper , with 7 features of the vacancy
clearly stated, which are:
1.Name of the post and the status of recruitment (contract or permanent)
2. Name of the Scheme of the service
3. Salary information
4.Academic qualification for the post and other relevant qualification needed
5.Nationality of the applicant
6.Closing date of the vacancy
7.The address to where the applicant should send / get the application form
Whereas in private sector, the recruitment process could be way simple
and not standardized. Although some may required standard academic
qualification, some are just walk-in interview or first-come-first-serve
basis. Basic / common requirement for clerk in private sector is the
applicant who are able to speak fluent Bahasa Malaysia or English,
capable of using computer and able to work according to the time fixed
by the company.
2. In terms of
size, Personnel Admin in Malaysia Public
Sector handled over 1.4 million of human resources, while in private
sector in Malaysia, the size are much more smaller.
