Competitive Benefit Guidance

A competitive benefit is very important towards a company. Hiring a new employee is more challenging than the retention of an existing employee for a human resources executive.

76% of hiring decision-makers say attracting quality candidates is their #1 challenge. 

So, choose the right benefits for your company is a key element for retention, even hiring a new employee.

 

Align Benefits to Your Company Mission

Ensure that the benefits you’re offering are closely aligned with your company’s mission and values.

 

Deliver Benefits Your Employees Actually Need

If you get feedback from your employees once a year, you are not engaging with them enough.

Company benefits impact employees every day. Engage allows you to continuously measure job satisfaction and personal engagement to build a more rewarding employment experience by understanding the many factors and benefits that affect employee happiness.

 

Consider The Main Elements of Your Benefits Packages 

Ensure the benefits you’re offering are closely aligned with your company’s mission and values.

The core benefits of health insurance, paid leave and retirement plans matter more than specific benefits like maternity/paternity leave, stock option, and free food.

 

 

Leadership Styles Applied by Successful Leader

A great leader will inspire employees or team member to do great things, to believe that we can do anything, and to become the greatest versions of who we can be.

So having a good leadership style could make your company different. Here are six ways to manage a team and when to use them.

The Hare 

• All about moving as fast as you can to get things done on time
• Have strict requirement on deadline

Cons:

• The stress of only caring about deadlines can mean employees lose interest in the tasks altogether

How to manage:

• Try switching up your style to focusing on the people doing the task.
• Find out more about what might work better for them and how they work best

 

The Dreamer

• You have a dream that you’d like your company to go, and you love to share this vision with your team

Pro: 

• This can help join you together as a team and improve morale

Cons:

• Working towards some unattainable goal is surefire way to lose the crowd and end up talking to yourself.

How to manage:

• Make sure your vision is clear and that everyone believes in it.

 

The Director

• Ask for tasks to be done directly, without hesitation or consideration for employees
• By keeping cool head, you can create success out of a messy situation

Cons:

• It doesn’t work if you constantly barking orders at your employees, without using another management style.
• If overused, you can end up with employees who are low in moral and self-esteem, and other who are heading for the door

 

The Greek

• Want to know everyone’s opinion and how things can be improved for the best overall outcome.
• Having your say can be very empowering for most people, especially if it’s something you are working on everyday

How to manage: 

• Be careful you are not asking the wrong advice from wrong people
• Make sure you have a well-developed team of experts that you can depends on your business grows

 

The Lover 

• Cares about relationships and how these bonds create enough synergy for a fruitful working environment

Pro:

• It can be huge booster for morale as everyone learns to understand and work with each other
• This can help to gel everyone together and keep things moving smoothly.

Cons:

• The main focus on relationship and goals can get left behind will lead to low performance and drive.
• In this case, use some other management style, especially hare or dreamer.

 

The Coach

• Not only understand what is going on with people, you will also try to find new ways of growing their (and your) skills and abilities
• It is suitable for new start-up

Pro:

• This approach can use when an employee is not in the mood for any kind of growth.

How to manage:

• Instead coaching, you’d need to try out different style, like : Director – at least until they feel more like meeting you on the same level.

 

Different management style is suitable for different company needs and culture. Even different characteristics of employees need different management style to push them perform better.

“When your team is happy, the customer is happy.” – Jack Ma

11 Qualities of Good Recruiter

Are you interested to become a HR?

Or your dream career path is doing recruiting?

Do you know are you having the qualities to become a good recruiter?

Let’s check it out here !!

 

Curious Learner

Recruiter requires curiosity & inquisitiveness in learning new roles, now processes, new tools, your candidate needs or intricacies of a complex offer.

Approachable Communicator

Recruiter should establish trust by ensuring the line of communication is always open.

Whether a candidate has a question, a concern or an unexpected turn of events in their job search, they need to know their recruiter is the person to turn to.

Understanding Trust-Builders 

To build trust, recruiter first accrue a genuine understanding of candidate and hiring managers needs and then take it one step further make them believe you understand their need

Proactive Empathizes

Most of candidates will encounter stress during job search, but most everyone could benefit from an empathetic recruiter.

Candidate will remember recruiters who, at the time of the dose, overlooked stress foibles and believed the best in them.

Stakeholder Partner

Managing relationship is the name of the game.

It is taking about a broad spectrum of relationship with all types of people for various duration of time.

Improv Agents

A good recruiter is not easily rattled by an unusual questions, but rather takes it in stride, maintaining professionalism & poise along the way.

You should be able to read their mood, energy level, body language & tone of their voice, among other data points to tailor your response or next questions.

Investigate Journalists 

Normally, most candidate will only share 90% of truth with a recruiter on any given call.

“Why did they leave their last job? What salary are they looking for?” Good recruiter take step to delicately yet intentionally press into these truth.

Creative Storyteller

Artfully aligning the company’s story to a candidates’ interest is essential. Good recruiter take initiative, asking around for stones to leverage during candidate conversation.

Resilient Overcomers

External factor often limit a recruiter’s control, resulting in obstacles & innumerable “no’s” from candidates & hiring managers.

So, recovering quickly from difficulty is fundamental as a recruiter.

Accountable Influencer

As a recruiter, you are providing experiences that leave a reverberating impact on lives of candidate, hiring managers & cross-functional partners.

Exemplary Judges

Your ability to assess & select the right people for the right job is quite literally the biggest component of your job. Get it right & other skill will help make your great.

Get it wrong & other skills won’t even matter.

How to Replace Lost STPM Cert.

If you lost your STPM Certificate accidentally, you also can apply the replacement copy. For this situation, you don’t go to the LPM in Putrajaya, because it belongs to another office.

For STPM Certificate, you should visit the Majlis Peperiksaan Malaysia (MPM) office in Bandar Baru Selayang.

 

Head to MPM Office

When you visit the office in Bandar Baru Selayang, you should prepare:

1. A copy of STPM result slip (if any)
2. A verified copy of IC
3. Application form request replacement STPM Cert ( You may download here http://portal.mpm.edu.my/documents/10156/23911/SalinanSijilMPMS2.pdf )
4. RM50 Postal Order (Wang Pos) to KETUA EKSEKUTIF, MAJLIS PEPERIKSAAN MALAYSIA

** Cash only accepted before 3pm

Operation Hour

Mon – Fri : 0800 – 1300 & 1400 – 1600

MPM closed at Weekends and Public Holiday

Contact Number : 03 – 6126 1600

Address :

Bangunan Majlis Peperiksaan Malaysia

Persiaran 1 , Bandar Baru Selayang,

68100 Batu Caves, Selangor Darul Ehsan.

 

Through Post

For applying the replacement copy by postal, you should prepare some documents.

1. Copy of STPM result slip (if any)
2. Copy of verified IC
3. Application form for applying replacement copy STPM ( You may download here http://portal.mpm.edu.my/documents/10156/23911/SalinanSijilMPMS2.pdf )
4. RM 50 Postal Order (Wang Pos) to KETUA EKSEKUTIF, MAJLIS PEPERIKSAAN MALAYSIA
5. Self-addressed envelope 38 x 26cm with RM2 Stamp and Registered Post Bar Code (Pos Daftar) RM1.70

Send it to :

KETUA EKSEKUTIF

Majlis Peperiksaan Malaysia

Bangunan MPM, Persiaran 1

Bandar Baru Selayang,

68100 Batu Caves, Selangor Darul Ehsan.

(U.P. Setiausaha Bahagian Pengendalian STPM dan MUET)

For STPM Certificate replacement copy postal application, the document will process and post ONE day after receiving the application.

 

How to Replace Your Lost SPM Certificate

SPM Certificate is an important education certificate for every Malaysian when applying for a job.

Once you found your SPM Certificate is lost, you may also get a replacement copy from Lembaga Peperiksaan Malaysia.

 

There are two ways to apply for Replacement Copy

Head to LPM in person

This is the most efficient way if you live nearby Putrajaya. You may get your replacement copy within 1 hour if you completed your SPM after the year 1994.

However, if you take SPM examination before the year 1994, it will need at least 7 working days to process.

What you need to prepare for it

1. Fill up the form applying replacement copy SPM [you can get the form from online http://lp.moe.gov.my/index.php/salinan-keputusan or in-office counter]
2. Original IC
3. RM30 per replacement copy

Operation Hour

Mon – Thur : 0815 – 1630

Fri                : 0815 – 1200 & 1445 – 1630

The office closed during Weekends and Public Holiday

Contact Number: 03 – 8884 3526 / 03 – 8884 3528

Address:

Lembaga Peperiksaan, Kementerian Pendidikan Malaysia,

Aras 10, Blok E11, Kompleks E, Pusat Pentadbiran Kerajaan Persekutuan, 62604 Putrajaya

 

Apply Through Post

If you can’t reach the office in person, you may apply the replacement copy through postal.

You need to prepare:

1. Filled Application Form
2. A verified copy of IC
3. RM30 at form of Postal Order (Wang Pos) to PENGARAH PEPERIKSAAN

** You’re encouraged to include pos express envelope with your address to make the postal process easier

Send it to

PENGARAH PEPERIKSAAN

Lembaga Peperiksaan Kementerian Pendidikan Malaysia

Aras 11, Blok E11, Kompleks E

Pusat Pentadbiran Kerajaan Persekutuan 62604 Putrajaya

(U.P. : Sektor Pengurusan Dasar dan Perkembangan)

Apply the replacement copy of SPM through the post will need 7 working days to process (Exclude delivery time). So for postal, please be patient, it might take around 2 – 3 weeks for a whole process.

 

Top 4 Reason Must Conduct Exit Interview

As HR in a company, once you received a resignation letter from employees. What will you do?

Most of the HR will try to know more about the actual situation that this employee faced. But once the employee insist to left, normally HR will only proceed to find another replacement candidate.

Actually, you should conduct an exit interview with that particular employee. So that you can get more information for further adjustment.

There are also 4 reasons that you must conduct an exit interview 

1. Pinpoint Opportunities For Employee Development

Employees are about three times more likely to leave for a new employer than to stay and move into a new role at their existing company.

Simply put, job title stagnation hurts employee retention.

An exit interview can give you valuable information to prevent more employees from jumping ship.

2. Get Insight Into Management Issues

Sometimes problems with management can be hard to spot.

A stady steam of exits from a particular group can be rooted in issues that aren’t revealed in other review processes.

It’s likely that you’ll find some constructive feedback for managers while conducting exit interviews.

3. Stay Up to Date with Compensation & Benefits

Compensation is a common reason that employee leaves.

Exit interview can help you find out if that’s really the case and decide whether you need to revisit the compensation strategy or not.

84% of the employee with high benefit satisfaction report high job satisfaction.

4. Strengthen Your Employer Brand

The act of asking departing employees for constructive feedback shows employees that you value the insight they’ve gathered in their time with you, and demonstrates your company’s interest in improving.

It allows you to gather information about branding effort that might have fallen short, or where action are out of alignment with stated values.

 

成效评估看不出的7种好员工

每个公司都希望可以请到好的员工
而怎么样才是好员工呢？好员工有以下特质：可靠、积极进取、努力、不爱计较、愿意付出。
但其实很多时候这些特质是无法在绩效评估呈现的。

《企业》(Inc.)杂志整理出了7种用KPI看不出的好员工！

一、他们的思维早已超越工作职务内容

好员工可以快速反应，切换对『首要任务』的认定，把事情搞定。
好员工不会绑手绑脚，只要是对公司好，他会积极设想自己能发挥什么，解决问题，就算与KPI无关。

 

二、他们可能有点怪怪的

他们不遵守常规、敢与众不同，他们有时候想怪人，却是『好的方式』的怪。
企业中好的怪员工，他们往往大胆越限，挑战现状，且常可以想出了不起的点子。

 

三、他们知道什么时候该玩，什么时候该忙

好员工知道什么时候可以在工作中找乐子，放松一下。
研究人员发现：上班时间花10分钟看搞笑影片或吃个零嘴放松一下的员工，不但更开心，生产力高于埋头工作的同事。

 

四、他们愿意公开称赞人

上司的称赞让人觉得很好，但同侪的称赞更有魔力。
好员工懂得欣赏他人贡献，并懂得将欣赏及赞美化成言词，给人力量。

 

五、他们懂得照顾他人的自尊

有些被受肯定的员工，说话比较大声，因『优秀员工』的标签，让他们拥有更多讲真话的权利和保护罩。

但有种好员工，会区分事情的轻重与争议性，他们不高傲、懂得把敏感或可能伤害个人感受的言论留在私底下说。

 

六、其他人没问题，他们却举手提问

很多人不敢在会议上举手提问，有些人连私底下也不敢说真话
有种好员工他们能体会他人的感受，也无法对问题装聋作哑。
当他人迟疑的时候，他会上前，开口提出问题。

 

七、他们不停的在探索

有些人总觉得好还要更好，他们常微调事项。
不错的员工顺从规则，好的员工精进流程。
最好的员工找方法再造流程，没人期望他们这么做，这与KPI无关。