Tips for Salary Negotiation for Employer

1. Do Advance Research

Before you open role, start a solid grasp of internal budget for salary. Look the salary range on job portal for similar role in your area.

By this research, you can ensure you calibrate job requirement properly. You’ll not surprised by job seeker’s salary expectation.


2. Clarify Job Level Early

Where there is a discrepancy between what salary a candidate is hoping for and what an employer is able to offer, it’s usually there’s misunderstanding in job level or skill requirement.

Be sure think carefully about job scope before posting your open role on job portal.


3. Specify a Salary Range Up Front

When post the role, be sure add a salary range on job post. Candidates normally want to know when evaluating job or employer detail on salary package.

By clarifying salary range, candidate will opt in or out early, it can minimizing the possibility of coming to salary stalemate later on.


4. Fully Evangelize Your Benefit

Whether your salary range are competitive in labor market or not. It’s important to be loud and proud with benefit your company offer.

The benefit can be like: health insurance, paid time off or other employee benefits.


5. Never Lead With Your Best Offer

You might be tempting to offer as much as you can when you find the prefect candidate. But most of the job seeker will assume that starting offer is negotiable and will ask for more — whether or not the offer was within their range.

So, left some negotiation budget for yourself when candidate is asking more from you.


6. Don’t Bail Based on Budget Alone

If there’s a discrepancy between candidate’s target income and your budget, you can start an honest dialogue about other benefit you can offer.

It might be the ability to work flexible schedule or extra vacation time.


7. Be on the Candidate’s Side

Without giving false hope, be sure to hear out candidate with an offer in hand — whether that offer is from your company or another company.

Take the time to truly hear candidate’s needs.


8. Close Your Negotiation on a High Note

Whether you found agreement on salary or your candidate declined your offer and moved on, do your best to end the interaction on a positive note.

If the candidate choose to walk away from an offer, wish your candidate the best of luck and encourage them to stay in touch.



Preparation For New Hire Onboarding

The new hire onboarding process is your chance to make a great first impression and to create a strong bond with a new employee. An effective onboarding process needs to help new hires learn the operational ropes and feel like they are part of the team as quickly as possible.


Starts Before Their First Day

Welcome Them To The Team

The welcome email should also point new hires to resources like your online employee handbook, mission/vision statements, and company social media so they can familiarize themselves with expectations and culture.

Provide an outline of the next steps in the new hire onboarding process so they can be on the lookout.


Set Up Internal Communications And Training

In a separate email, guide new hires through setting up internal communication channels like company email, whatever software or platform they will be using.

Include instructions for accessing your company’s online portal. That’s a great way to train them on policies, processes, software, and anything else that’s unique to your company.


Prep Their Workspace

Make sure that everyone involved with this position and who will be working with the new hire is informed of their start date.


Plan For The First Week

Make sure the supervisor is prepared for their new hire onboarding responsibilities on that first day – having the supervisor involved, rather than handling it all from within HR, helps to build that working relationship.

Settle The New Hire In

Start with a brief tour, and show them to their workstation. Give new hires a moment to get settled in, familiarizing themselves with equipment and software.

It’s crucial to take time for a careful review of the job description and responsibilities during the first day. According to a study, “different work than expected” was one of the top reasons that new hires leave a job quickly.


Provide A Chance To Meet The Team 

A fascinating study found that the factor most closely linked to an employee’s overall health – good or bad – was the support of coworkers. After all, they’re the people we spend the most time with every day.

Take time throughout the first day to introduce the new hire around – both to direct teammates and to key people in other departments. Formal meetings are fine in many cases, but scheduling an informal event like team lunch is a great way to break the ice and start to form good co-worker bonds.

You can also assign a “buddy” in the department to check in on new hires, or set up job shadowing opportunities and site visits.


Get Them Started On A Project

Don’t forget that the first week should be about more than just orientation. Identify and prepare the first project that your new hire can jump into. This is one of the best ways to get them up to speed and productive.

Start with something that will give them a quick win and will provide a strong foundation and confidence to keep going. Continue to provide support, documentation and embedded training throughout the first week, and establish a timeline to check in on their goals.

13 Way To Get Recognition Right

69% of employees would work harder if they were better recognized.

So now you know how important is the reward and recognition are toward a company.

When starting to think about implementing a reward and recognition program, consider these tips:

Identify What To Recognize

Recognition doesn’t start with “who” you want to recognize, but rather “what” you want to recognize. What behaviors and actions are you looking for? What would you love to see employees doing more?

You want rewards to be based on behaviors and actions – rather than titles and departments.

Remember, you’re trying to incentivize people to do their best work and making it consistent so they continue to do so in the future.

Make It Timely

Time is one of the most important factors to consider when rewarding and recognizing employees. Immediate recognition gives employees instant feedback to guide them right away. The more time that passes between the performance and the recognition, the lower the impact of that recognition.


Do It Often

People want to be recognized often. They crave it. That means you need to be finding ways – even if they’re small and unique – to recognize your employees often to reassure them they’re heading in the right direction and to keep going.

Recognizing your employees often is the best way to make sure they continue to feel valued day after day. You never know when they’re in particular need of recognition, so keep it coming!

Most employees want some type of recognition every seven days!


Make It Genuine

Recognition has to be real, genuine, and authentic. It can’t be an automated email that’s sent to your employees every seven days. If you want it to make an impact, it’s got to be done right. It doesn’t have to be a plaque or something official; it can be a sincere “Thank You.”


Personalize It

Consider personalities and characteristics before deciding the best method to use with each employee. Some people are phobic of being in front of large groups. Others are attention-addicts and love the spotlight. It requires a lot of thoughtfulness and understanding to know how to best motivate and inspire each other.

You don’t have to shift an entire program to accommodate one person, but you can consider each team or individual’s unique needs to make sure you’re recognizing them effectively. The employees always love it, of course, because it feels good to be recognized and was customized to them.


Make It Collaborative

Collaborative work yields high results. Recognition can be collaborative as well. People who are recognized will see the value in it and can pass praise along to other employees.

Everyone can have an impact; everyone can be a leader. Praise – whether it comes from a leader or a coworker – affects others and can even start a movement. A company’s culture will incorporate it and employees will do it out of habit.


Make It A Habit

Consistently recognizing others and encouraging them to recognize within your team will not only help leaders make it a habit, but will also inspire others to do it.

First, start small. Be mindful of what others are doing to contribute – and thank them. Let them know you notice. Leaders and employees will automatically start looking for places where they can call someone out on great work.

Of course, over time, this can become a habit to employees as well. It could become a movement! Continue to put your focus on employee recognition and make an effort day after day, and recognition will ripple throughout your company.


Be Transparent About It

Transparency can enhance recognition tenfold. Recognition motivates those being recognized to do even better work in the future, but it also shows other employees what behaviors and performances are important to the company and worth being recognized.

Let everyone celebrate in that person’s success and more people will follow in their footsteps.


Be Fair

Evaluating people fairly when deciding on the details of recognition is important. Don’t always be focusing recognition on the same people. Make sure to look for the hidden heroes whose roles might not be as obvious but who are doing great, quality work.

Find people who truly deserve the recognition and make the recognition meaningful. This shows you care about all your employees and helps significantly with retention.


Don’t Forget Your Remote Workforce

Your remote employees need recognition as much as your in-office employees do. Just because they’re out of sight doesn’t mean they should be out of mind. Remote workforces are growing all over the world and they need to be considered when planning a reward and recognition program.

Using recognition and rewards makes a clear link from a remote worker’s role to the overarching company goals.


Get Creative

Being creative is one of the most rewarding parts of implementing a reward and recognition program. It’s not actually about how much money you spend; it’s about having fun and letting people know you care about their contributions.

When giving rewards to an individual, do the research and find out what will be the most meaningful. Find out what makes a team tick if you’re rewarding a team. It can be any number of things when unique individuals and groups are involved.


Keep Recognition And Criticism Separate

The goal of recognition is to make your people feel valued. So even though feedback can be helpful – and necessary – you shouldn’t lump recognition in with criticism. Many people have had a meeting with a smiling boss who says they’re doing great and then proceeds to spend the rest of the meeting criticizing them for something they’d done or aren’t doing correctly. This makes positive feedback feel absolutely meaningless.

If you lump together the good and the bad, employees will feel that you don’t really value the good performance and all the focus will be on what they need to do better.

Make sure you set aside a separate time to tackle what can still be improved to guide in the right direction. But when it’s time to recognize, go ahead and put it on center stage.


Reward The Right Things

Reward and recognition should align with your company’s mission and values. Be careful what you’re rewarding and where the focus is.

Make sure your rewards align with your mission, vision, goals, and values. If you don’t know exactly what those are, that’s a great place to start. Then you know to reward and recognize the right things. You don’t want to send people in the wrong direction. So really think about it: Do the behaviors you reward and recognize support your mission?


Nearly half of all employees said they would leave their employer for a company that recognized employees for their contributions. 

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
  • 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
  • This can help join you together as a team and improve morale
  • 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
  • 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
  • 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.
  • 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
  • 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 )
** 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 )
  5. Self-addressed envelope 38 x 26cm with RM2 Stamp and Registered Post Bar Code (Pos Daftar) RM1.70
Send it to :


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 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

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


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.