The generation of today’s employees seem not to be loyal to one job; they tend to change or quit easily – probably to advance their career, seek better careers, or as a result of a fallout with their employers. In the case of a fallout, people are too quick to take sides. Generally, they blame employees’ decision to quit their places of work on the unfriendly attitude of the managers or employers. Though this may be true to some extent, however, there is always another angle to every issue. Of course, it takes a deep reflection and an objective mind to investigate the true cause of the disparity. It could be a result of an interplay of a variety of factors which, most likely, may not be revealed.
“Where a workman, irrespective of whether he is a member of a trade union of workmen or otherwise, considers that he has been dismissed without just cause or excuse by his employer, he may make representations in writing to the Director General to be reinstated in his former employment; the representation may be filed at the office of the Director General nearest to the place of employment from which the workman was dismissed.” (The Law on Unfair Dismissal; Section 20 (1) of the Malaysian Industrial Relations Act, 1967).
Malaysia, with its good physical infrastructure system, export (varied) sector, fin tech, and professional services, is currently aiming towards global competitiveness and employee management. As a result of the changing employee behaviour and management landscape, there is a need for small businesses to develop strategies with which to cope with the current changes and demands with employee management. The ever-increasing burden of litigation by employees against small businesses is a dark cloud that hangs over business operations and rouge management practices. To be proactive; will require a rethink or review of existing
people management practices more than ever.
After many years in HR and business transformation consulting, along with senior management corporate roles and understanding the landscape of Malaysia in human resource management (HRM), we decided to launch a Post Graduate Certificate qualification in Labour Law and Industrial Relations Management. With this experience we observed that many managers needed to enhance their human resource and people management skills,
Of recent, the number of reported cases on workplace sexual harassment has been alarming. In many organisations, employees are sexually harassed and oppressed by their employers or higher-ranked employees. This issue has to be addressed and curbed to reduce the psychological effect on the victims, give prospective employees a sense of sexual security, foster a good working environment and enhance the organisation’s productivity.
Despite digitization, most enterprises still hold strongly with the traditional prescriptive methods which include a visible hierarchy of structure, command, functions, appropriate controls, and standardized processes. Digital technologies continue to change the way we work as well as reshape industries and companies. The reason is not farfetched from its benefits to make organizations keep up with, if not soar above, competitors.
Every day comes with its distinct challenges, especially in the aspect of sales and customer relationship management in marketing. These challenges hinder many companies from meeting the changing needs of their customers. This necessitates the need to identify those critical problems, articulate them, as well as proffer solutions to them – hence, the need for design thinking. Since its application in business, it has helped overcome a lot of challenges and resulted in improved customer satisfaction. The reason is not farfetched from its focus on creativity and collaboration.
The struggle by many organizations to become more agile is a result of the conflict between an organization’s existing stable structures and processes, and its proposed speed and flexibility. Organizations undergo an agile transformation to increase predictability and speed of providing value to customers, to create a culture of focus, innovation, and engagement, and to adapt to as well as leverage on market changes. Start-ups and large organizations aim to grow speedily but are often hampered by bureaucracy. A truly agile organization is both stable and dynamic.