Human Resources in Malaysia

Human Resources in Malaysia Question1 ii) Assuming that you are the Senior HR Manager in one of the manufacturing company, how the minimum retirement age act in Malaysia has any impact in your company and industry taking into consideration it advantages and disadvantages? As a Senior HR Manager, I do believe there is impact of the minimum retirement age act in company and industry as well. Implementation of the new minimum retirement age act could be beneficial to the company. Based on the survey done by the group Aon Hewitt (2011), 53% out of the 107 companies that participated in the survey thinks that they will lose their talented employees. Furthermore, some companies also worry that they could not find the replacement for their talented senior employees due to the lack of talents in the market (Aon Hewitt, 2011). According to Tung and Comeau (2012), company that offer job rotation for the senior workers could save the cost of hiring new employees. Some senior employees are talented, still productive, and have many experiences that the younger employees do not have. Senior employees can share their experiences and knowledge, lead, and guide the newly hired employees. This could also help the company to save the cost of hiring outside trainer to train their new employees. However, there are drawbacks towards the company for implementing the new Act. Some company would face cost structure disruption due to the Act as mentioned by the Malaysia Employers Federation (Aruna Rahim, 2012). The senior employees have higher payroll than those younger ones. Some company could not afford higher wages employees and hence would face the financial problem due to the Act. Furthermore, some senior employees might face some health problem as they age and this would increase the company’s cost due to the medical bills (Tung Comeau, 2012). This would be a burden to the company especially those small-medium enterprises (SMEs). Besides the company, there are also some impacts of introducing the new retirement age act on industry field. According to Li (n.d.), delaying the retirement age from 55 to 60 can brings an impact on those fresh graduates or young employees. It is because the vacancies that were previously prepared for them which following the retirement of the older employees are delayed. He also stated that the pre-MRAA case of Sistem Penerbangan Malaysia Berhad had successfully argued in the Industrial Court on increasing the retirement age from 55 to 66 could cause frustration and stagnation of junior employees who failed to promote to the senior position as the senior staff only retires at the age of 60. Besides that, he also mentioned that the productivity of older employees may decline with age which lowers the performance of the organization. Some other disadvantages associated with older employees include inflexibility in executing tasks, unwilling to learn new knowledge, difficult in mainta ining up-to-date skills, and reluctance to take part in any training programs. Apart from that, Malaysian Employers Federation (MEF) Executive Director, Y. Bhg. Datuk Hj. Shamsuddin bin Bardan also claimed that the unemployment rate could rise from 3.7% to 4% or higher as the industry field is forced to subdue the loss in job openings as employee retires later (FreeMalaysiaToday, 2013). He said that the Malaysian job market is not well-prepared for the entering of new fresh graduates if the present employees do not leave the job market at the age of 55. In the other hand, new retirement age act can bring some long-term benefits (Chew, 2013). He proposed that by elongate five more productive years, the gross domestic product (GDP) of the national economy could be raised by extra 400 000 workers. He also said the government deficit can be reduced significantly as the workers working longer and contribute to the Employees Providence Fund (EPF) by continuing paying income tax. Last but not least, the contributions and taxes from the private sector can be reduced. This is because with the increase of revenue and surplus from the government, the income tax and other tax incentives from the private sector can be reduce. In a nutshell, the new retirement age act in Malaysia do give impacts on company and industry as well. Therefore, it is important for us to modify and minimize the negative impact so that it won’t affect company, industry and country much. Question 2 a) Does Sally have a basis for claiming â€Å"hostile environment† sexual harassment? How was she harmed? In our opinion, we think that Sally does have a basis for claiming â€Å"hostile environment† sexual harassment. Based on Code of Practice on the Prevention and Eradication of Sexual Harassment in the Workplace which established by Ministry of Human Resources, Malaysia in 1999, sexual harassment means â€Å"any unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment: that might, on reasonable grounds, be perceived by the recipient as placing a condition of a sexual nature on her/his employment; or that might, on reasonable grounds, be perceived by the recipient as an offence or humiliation, or a threat to his/her well-being, but has no direct link to her/his employment. Based on The Code, sexual harassment of Sally case is fall on sexual annoyance, a sexually-related conduct that is offensive, hostile or intimidating to the recipient, but nonetheless has no direct link to any job benefit. In Sally case, the sexual harassment was fall into category of harassment by an employee against another employee. From the text above, the co-worker of Sally were whistles, leers, comments about her sexy physical body, one of the crew members whom name Al, even grabbed Sally and tried to kiss her. Sally was refuge what Al did on her. The action did by Al and co-worker were an unwanted conduct of a sexual nature having the effect of physical, verbal, non-verbal and visual which can be counted as a hostile environment sexual harassment. She was harmed due to the unsuccessful of resolving her sexual harassment problem by her supervisor, Chunk. She has been told to be calm. Apart from this, the co-worker isolates her and refuge to work with her. She develops an ulcer and used all her sick leave and being diagnosed having job-related stress and took 60 days of leave-of-absence. Her fiancà © also break their engagement because of peer pressure. Besides, she also failed to appeal regards on her sexual harassment case by both the union and management. b) If you were the union or Chunk, how would you investigate her grievance? If no witnesses supported Sally’s story, what would you conclude? Grievance is being defined as the â€Å"dissatisfaction between the employees and the employers involving the work and working environment† (Zulkiflee Daud, Mohd Faizal Mohd Isa, Wan Shakizah Wan Mohd Nor, Zairani Zainol, 2013, p. 123). In terms of this context, Sally claimed that she was being sexually harassed by one of the crew member, Al, where he tried to grab her and kiss her when Sally was being sent out in truck with Al. However, Al denied in having any physical contact with Sally. Sally’s case is considered as individual grievance whereby formal stage grievance procedures will be taken to investigate this case. So, if I were the union or Chuck, I will initiate with the grievance procedure once I received the complaint lodged by Sally. But before that, I need to ensure that I understand thoroughly what have been written in the grievance/complaint form by Sally and to have a basic idea on Sally’s situation and why she lodged the complaint. Then, I will write an acknowledging receipt of the grievance statement and proposed some advises on the ways to handle the grievance to Sally within the 5 working days from the day the grievance are being received. Next, I would proposed for an investigation to be done onto Sally’s grievance by developing a separate complaint procedure that deals specifically with such a sexual harassment complaints as this is a very sensitive issue in an organization. In developing the complaint procedure, Sally would be protected from any further embarrassment in the course of investigation into the complaint, for instance, being continuously shunned by the crew of the utility company. There are three main elements in a complaint procedure; first element is the step-by-step procedure within a time frame given for each step in the process of reporting and processing the complaint lodges by the aggrieved person, second element is conducting an investigation procedure, and last element in the complaint procedure is to come out with an appeal procedure that enable the dissatisfied party to re-appeal for an investigation’s findings to a higher authority. Thus, in dealing with the complaints by Sally, I will then request for a complaint Committee, as what may have been outlined in the company’s Code of Practice on the Prevention and Eradication of Sexual Harrassment in the Workplace. The complaint Committee shall includes at least three representatives from the other departments in the company not including the department of the accuser and the accused employee and the representatives shall have a higher position if compared to the employee that complaints and the employee that is being complaint. I shall also consider to go for a member from the outside counsel that is acquainted in dealing with the issue of sexual harassment. Not to forget, I shall go for a complaint Committee where at least half the members of the Complaints Committee are women and it is better to have Women member as the leader of the Complaints Committee. In setting up the Complaints Committee, I will proposed a tentative day, date, and time to the committee involved asking them to come for an investigation session and the committee shall present at the day, date, and time stated. Thus, in conducting the grievance investigation, separate interview will be held for both the aggrieved person (Sally) and the one who cause the aggrievation (Al). The interviews are done separately as to minimize the possibility of practicing bias and also to test the validity and reliability of the justification given by the parties involved. Apart from that, the investigation is carried out based on the 5W1H approach; who is involved in this case, what have happened, when did the case happened, where did the case takes place, and how did it happened? Both the parties, the aggrieved party (Sally) and the one who caused the aggrievation (Al) are given the fair chance to clarify and justify themselves. Other than the both parties involved, their colleagues l ike another women crew who also works would be called-in for the investigation session as well to know more about the parties involved, for instance, in terms of their attitudes in their working station and their personalities. After that, the Complaints Committee will come out with the final decision on whether Al is really guilty in sexually harassing Sally or not or it is Sally who has wrongly accused Al. The next step is closely linked to the decision made by the Complaints Committee. For instance, if Al was found guilty in sexually harassing Sally, I shall know what disciplinary actions that could be taken onto Al whether by terminating him without notice and showing him show cause letter or warning letter as the Employment Acts 1955 stated that: The individual found guilty of sexual harassment may be dismissed without notice, demoted or penalized with a lesser punishment, e.g. suspension without pay for a period of up to 2 weeks. Same situation applied to Sally, disciplinary actions will be taken if Sally was found guilty in accusing and maligning Al. It may be the possible that Sally is introverted and comes from a very conservative family background complaint that she was physically and verbally har assed. It might also be the case maybe Al was Sally’s former lover and had end their relationship or Al had fallen on her but she rejected and Al was envy what’s more to know that she had engaged with another man who is also the worker in the same company. If both the parties agreed with the final outcomes, the case is closed. But if both the parties do not agreed with the final outcomes, they are allowed to reappeal and the same investigation step will be carried on again. The investigation step will only come to an end when both the parties are agreed with the final outcomes or when one of the parties is proved to be guilty. In this sexual harassment case, if there is no witnesses that could support Sally’s story, I would conclude that Sally’s story is not valid. Without any strong supporting elements, the validity of Sally’s story is being questioned and without any proves, I have to come out with a conclusion that the sexual harassment do not take places as what have been told by Sally. Sally’s story could only be applicable if there is a strong evidence provided to support that the sexual harassment do take places and it do have the tendency to take place. However, if it really takes place, I will seek solution for the parties who found guilty and also provide some counseling session to help her recover from her emotional and physical injuries. Whether the charges are valid or not, I will transfer Sally to other department if she agrees to avoid the conflict between Al, the crew and herself which might affect her performance or given special attention on the welfare and saf ety of Sally if she has to work at night. c) How might this scenario have been prevented? This scenario can be prevented through several ways which are organization should develop policy statement prohibiting sexual harassment, provide training to employee and employer and take all the complaints of sexual harassment seriously. The organization should develop policy statement prohibiting sexual harassment. Based on The Code, policy statement on sexual harassment is a published message to all the members in organization which aim to create non-sexual harassment working environment. From the Sally case, it is clearly shown the co-worker doesn’t have a clear understanding on what sexual harassment is. A clear definition of sexual harassment is required include in the policy so that employee and employer can understand it and try to avoid doing it. Secondly, through provide training to employee and employer also can prevent sexual harassment. An effective policy, tied with training for all employer and employee will help in preventing harassment (Prevention of Sexual Harassment, n.d.). The training should teach what is sexual harassment is, procedure to complaints when facing such situation and etc. This can create awareness for all the staff to prevent sexual harassment with the knowledge gained during the training session. Lastly, the upper management should take complaints seriously rather treat it as small case. From the Sally case, we could see that her supervisor doesn’t treat it seriously. Instead of taking action on Al but the supervisor ask to keep her sense of humor and he just asked Al to keep his hands to himself. In fact, this obviously is a sexual harassment case and should take action quickly so that Sally’s right is protected. Due to the failure of taking complaint seriously, Sally being isolated by the co-workers and force to took leave because of job-related stress. It is important for the upper management especially immediate supervisor to take complaints seriously, take action on it, and figure it out whether sexual harassment exists or not. This is to ensure that the victim can be protected from being harass again. In conclusion, this scenario can be prevented through develop policy statement prohibiting sexual harassment, provide training to employee and employer and take all the complaints of sexual harassment seriously. This is to ensure Sally’s case won’t happened again.

Poverty and Reproductive Health Essay

Poverty can be defined in many different ways. A condition characterized by severe deprivation of basic human needs, including food, safe drinking water, sanitation facilities, health, shelter, education and information. † When people are unable to eat, go to school, or have any access to health care, then they can be considered to be in poverty, regardless of their income. At the 2005 World Summit, the international community reaffirmed its commitment to cut in half the number of people living in extreme poverty by 2015 and achieve the eight Millennium Development Goals (MDGs), a series of time-bound and quantified targets to attack poverty’s root causes in a multi-dimensional way. The scale of the challenges, and the benefits of success to individuals, communities and the family of nation, are enormous: Global population is expected to increase from about 7billion today to 9. billion by 2050, and the population of the 48 Least Developed Countries will more than double to reach 1. 7 billion. Almost all of the net increase in population is occurring in the urban areas developing countries, and in many of them, the number of people living in poverty is rising. Moreover, the supportive development environment that prevailed in the early years of this decade is now threatened as the world faces a global economic slowdown and a food security crisis. At the same time, the effects of climate change are becoming more apparent. Substantial evidence suggests that slower population growth and investments in reproductive health and HIV prevention (particularly among adolescents), education, women’s empowerment and gender equality reduce poverty. Carrying out the Programme of Action adopted at the International Conference Population and Development (ICPD) in Cairo and reaching its goal of universal access to reproductive health information and services by 2015 is an essential condition for achieving the MDGs. A central premise of the ICPD is that the size, growth, age structure and rural-urban distribution of a country’s population have a critical impact on its development prospects and on the living standards of the poor. Poverty is multidimensional: impoverished people are deprived of services, resources and opportunities, as well as income. The ICPD realized that investing in people and empowering individual women and men with education, equal opportunities and the means to determine the number, timing and spacing of their children could create the conditions to allow the poor to break out of the poverty trap. The countries in which poverty levels are the highest are generally those that have the most rapid increases in population and the highest fertility levels. Countries that have reduced fertility and mortality by investing in universal health care, including reproductive health, as well as education and gender equality, have made economic gains. A 2001 study of 45 countries, for example, found that if they had reduced fertility by five births per 1,000 people in the 1980s, the average national incidence of poverty of 18. per cent in the mid-1980s would have been reduced to 12. 6 per cent between 1990 and 1995. How do investments in reproductive health, education and gender equality reduce poverty? †¢Enabling people to have fewer children contributes to upward mobility and helps to stimulate development. †¢When women can negotiate their reproductive health decisions with men, this exercise of their rights leads to an increased decision-making role within families and communities that benefits all. Because smaller families share income among fewer people, average per-capita income increases. †¢Fewer pregnancies lead to lower maternal mortality and morbidity and often to more education and economic opportunities for women. These, in turn, can lead to higher family income. †¢As women become more educated, they tend to have fewer children, and participate more fully in the labour market. †¢Families with lower fertility are better able to invest in the health and education of each child.  Spaced births and fewer pregnancies overall improve child survival. †¢Sexual and reproductive health services are key to curbing HIV. The pandemic is killing large numbers of people in their most productive years, increasing the ratio of dependents to the working-age population. †¢Preventing AIDS-related disabilities and premature deaths translates into a healthier, more productive labour force that can improve a countrys economic prospects Many developing countries have large youth populations. Reproductive health programmes that address the greater vulnerability of adolescents to unprotected sex, sexual coercion, HIV and other sexually transmitted infections, unintended early pregnancies and unsafe abortions, and enable young women to delay pregnancy and marriage are important factors in breaking the intergenerational cycle of poverty. †¢Investments in reproductive health, particularly in family planning, that result in lowered fertility can open a one-time only ‘demographic window’ of economic opportunity.

Qcf Level 2

diploma in health & social care level 2 knowledge learning outcomes mandatory units Unit Cu2470 Understand the need for secure handling of information in health and social care settings |Identify the legislation that relates to the recording, storage and sharing of information in health and social care (1. 1) | | | | | |The legislation relating to this are, | |CQC standards regulation 20 personal records remain confidential. |Data Protection Act 1998 | | | |Explain why it is important to have secure systems for recording and storing information in a health and social care setting | |(1. ) | | | | | |It is vital that the company that is providing the health and social care to individuals has a secure system set in place to | |record personal information as it will be needed for a number of different reasons. It is also the law to document and record | |this information so it should also be done to comply with legislation it must also protect confidentiality.Prevent identity | |thef t and also maintain the rights of individuals. The information must also be accessible for those who need it. | Know how to access support for handling information |Describe how to access guidance, information and advice about handling information (2. 1) | | | |read Policies and Procedures file, attend training, speak to Team Manager, speak with work colleagues, research on websites | | | |Explain hat actions to take when there are concerns over the recording, storing or sharing of information (2. 2) | | | |Delete, and keep hard copy, carefully filed, of the important stuff. On your computer, keep an up-to-date index of what is in | |your hard-copy file. If you use titles only, that should do. If you're really paranoid, use randomly selected titles that have| |NOTHING to do with the content. |A breach of confidentiality and or the privacy act, contact the relevant or authority involved, if this is a serious situation| |resulting in the detrimental sharing or misuse of personal info rmation | | | | | | |

Gender Roles - 1829 Words

â€Å"Gender Roles† By Tracey Mariner University of Phoenix Online January 27, 2008 OUTLINE TITLE Introduction: I. Defining the undefined gender role. A. Male vs. Female 1. What is the male role? 2. What is the female role? 3. Are these roles concrete? B. Gender Roles 1. Who define gender roles? 2. How are they defined? 3. These definitions are not consists to what we see. II. Family A. Gender roles define by our families. 1. What is our mother’s perception of gender role? 2. What is our father’s perception of gender role? 3. Why is our parent’s depiction of these roles important to how we see ourselves? B. The avenue as to how the perception is shaped. 1. What helps to shape or mothers perception? 2. What helps to shape†¦show more content†¦Women are now choosing to work to help support the family so that their marriages will not suffer. We have determined the role of the male to be defined as one of a provider and extreme masculinity. The man is the one that provides financially, has the upper hand, has the finally say, and is to be revered as well as feared. He is not to feel or have emotions or show any sign of weakness no matter what. The male role is the role of the protector. The male role is looked at as and portrayed as one of dominance. Although the male role is unclear and in a sense undefined, but the male role is easily learned. The male role is innate and brought on by nature and one that is taken on as the male develops and grows. The male role is a leadership role. We place great emphasis on the female serving the male as master and lord. He goes to work all day and provides the money for the family to live, so his responsibility when he comes home is to relax and take it easy. The male role is a role of authority. In many TV series we see that the father has the final say. Many cases we would hear things such as wait to your father gets home or go ask your father, and one would gather that if you need permission for anything you must go to dad. The female role has been determined and has been defined in a sense as the nurturer and extreme femininity. The female role has been known as the home maker and care giver of the family. Looking atShow MoreRelatedGender, Masculinity, And Gender Roles1380 Words   |  6 Pagesenvironment, but is instead, viewed from the perspective of women themselves. They are not observed from outside in, but from the inside out. At the same time, Danzon reverses and thus subverts the classic representations of gender, while relocating and challenging gender roles. Unlike the common representation of women in former Mexican cinema, femininity is not defined as being an opposition to masculinity in the film. In fact, men almost rarely appear. 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RegardlessRead More Gender Roles Essay864 Words   |  4 PagesGender Roles The affects of gender roles on people greatly change the way the society runs. According to the Websters dictionary the definition of gender are the behavioral, cultural, or psychological traits typically associated with one sex, and the definition of role is a character assigned or assumed. The key word in this definition is assumed; therefore, whether you are male or female, you know what role you must play in society. Traditional gender roles are beneficial