2. Establishes and disseminates the company’s rule and regulations for manpower planning and staffing.
3. Formulates the recruitment plans based on based on the set annual Headcount Budget.
4. Institutes effective techniques and processes to identify qualified candidates.
7. Providing and facilitate the induction training courses for new hires to equip the proper integration in
8. Review, analyse statistical information and provide appropriate action plans e.g. New Hires, Turnover.
COMPENSATION AND BENEFITS Aut
1. Key driver to set up & maintain salary structure, compensation & benefits (C&B) policies.
2. Participate in market total compensation survey to update the market trend (including general survey
and specific survey), conduct necessary analysis to benefit proposals/ adjustments.
3. Ensure C&B policies are competitive, reasonable with the market and updated time to time basis.
4. Manage smoothly C&B operation including payroll, insurances, welfares etc.
5. Offer Staff the equitable salary on the basis of the value of their job responsibilities and their
contributions to the objectives of the Company.
6. Making the appropriate salary action is taken in relation to personnel action such as hiring rate,
promotion and reclassification increases, general salary adjustment and other forms of salary
movements.
7. Closely keep in touch with Group HR Team to conduct annual TCR program for managerial level.
TRAINING & DEVELOPMENT
1. Conduct training need analysis (TNA) for staff to identify the competency-gap vs the competency
description to maximize the high performance of company business.
2. Facilitating the company business & strategy into training development program.
3. Build up and delivery the training & development requirements/plans for all Staff in line with
Company policy/objectives.
4. Set the annual training budget and closely manage effectively training cost.
5. Playing the role as the internal Trainer and enhance the effectiveness of internal training program.
6. Establishes the on-the-job methods of training, coaching and development in accordance with the
identified needs of Staff.
7. Establishes and disseminates policy and procedures for training and development.
8. Evaluates the results of a program to determine its effectiveness.
ORGANIZATION & DEVELOPMENT
1. Coordinate with functional manager to set up job description, job evaluation, job grade, organization
structure and keep it updated time to time basis.
2. Ensure succession plan is available and corresponding development plans in place for all identified
succession plan positions.
3. Co-ordinate to build a sound, positive, professional organization culture/working environment and
implement culture change initiatives consistent with the organization direction (vision, mission, values,
core working principles). Promote and communicate Company Core Values.
INDUSTRIAL RELATIONS
1. Act as official company speaker to staff and key consultant in staff grievances.
2. Ensure labor discipline and company regulations, code of conduct, labour law, legal requirements are
effectively disseminated and complied.
3. Monitor Trade Union relation and government relation, implement initiatives to ensure satisfaction
among staff majority to retain talent staff and minimize staff turnover.
4. Maintains a continuous communication between Staff and Management focusing on issues or
situations in the workplace that may arises conflict or problems.
5. Ensures that Staff concerns or problems are restrained or minimized and resolved expeditiously to the
satisfaction of both parties.
6. Provide HR consultation and assistance to managers of all levels and Management.
PERFORMANCE MANAGEMENT
1. Design the effective practice performance management for BU in line with Group PMS.
2. Coordinate the performance management and monitor the annual performance appraisal, ensure the
appropriate training for application to Staff are conducted prior to implementation.
3. Implement initiatives to leverage a high performance within organization.
4. Ensure the system is updated time to time basis and in align with TCR, training and development,
Organization development.
COMPANY ADMINISTRATION
1. Set up the relevant policies and procedures to manage the admin activities.
2. Conduct Admin tasks: canteen, landscape, office facilities, annual Health examination stationery etc.
3. Manage the admin cost effectively, implement initiatives to save the admin cost to company.
4. Build up company events programme such as: Family day, Outing workshop, Anniversary etc.
5. Approval of all HR & admin related invoices as per authorisation matrix.
6. Facilitate appropriate celebrations and recognition of events for company.
HR INFORMATION SYSTEM
1. Formulate, review the organizational chart in accordance with company’s structure change.
2. Formulate an effective method for acquiring information, such as the Staff’s status, conduct,
development, work condition and other personnel.
3. Provide YTD information and ensure that such records are up-to-date for immediate reference.
4. Support Managers in coordination of personnel movements, i.e. transfers, annual leave, promotions.
5. Making fully report to Management on time basis as required.
