8/10/2019 MGM 3123 - Slide.pptx

1/22

MGM 3123

HUMAN RESOURCES

Group Member:

EX02945 Bakhita Binti Amir

EX02948 Flora Binti Amit

EX02985 Norayuni Binti Pauzi

EX03004 Zulaikha Binti Mokhtar

- Managing Recruitment and Selection

Process

- Managing Performance

8/10/2019 MGM 3123 - Slide.pptx

2/22

December 15, 2014 2

SapuraKencana Petroleum Berhad (SapuraKencana) is

one of the world's largest integrated oil and gas

services and solutions provider. The Group's principalbusiness include providing end-to-end solutions and

services to the upstream petroleum industry, and

covers activities such as installation of offshore

pipelines and structures, fabrication of offshore

structures, accommodation and support

vessels, drilling vessels, hook-up and commissioning,topside maintenance services, underwater

services, offshore geotechnical and geophysical

services, project management, diving services,

offshore support services, infrastructure and

specialized steel fabrication works.

With a workforce of over 12,000 people, the Group's

global presence can be seen in over 20 countries

ranging from Malaysia and China to Australia, Middle

East, America, Brazil and beyond.

Background Company

8/10/2019 MGM 3123 - Slide.pptx

3/22

December 15, 2014 3

Head of the Recruitment & Selecting

Siti Raudah bt Ahmad

Senior Manager for Performance

Management

En. Azmi Ajman

Respondent

8/10/2019 MGM 3123 - Slide.pptx

4/22

December 15, 2014 4

Recruitment and Selection Process

Determine

Labor

supply

Based on

workload

HOD Budget

Co.Future

Plan

8/10/2019 MGM 3123 - Slide.pptx

5/22

December 15, 2014 5

Recruitment and Selection Process

Forecast

labor

demand

Requirement

of the Dept.

HOD

Budget

8/10/2019 MGM 3123 - Slide.pptx

6/22

December 15, 2014 6

Recruitment and Selection Process

Planning based on necessity of

the dept. itself.

Define the problem to decide &take necessary action.

Transfer the staff to others dept.

or subsidiaries.

Labor

Surplus

Refer to departmental budget.

Hired more labor.

HODLabor

Shortage

8/10/2019 MGM 3123 - Slide.pptx

7/22

December 15, 2014 7

Recruitment Sources

Recruitment and Selection Process

InternalSourcesInternal advertisement:

Via Email, Friends and

Family.

SL1M Program

ExternalSourcesSKPB Website

Job Street

LinkedIn

Private Equipment(FreeLance)

8/10/2019 MGM 3123 - Slide.pptx

8/22

December 15, 2014 8

Advantages Internal & External Sources

Recruitment and Selection Process

Internal

Received candidates referral from the staff.

Knowing quite long time.

Trust worthy.

Get idea from the staff.

Understand the work culture

Cost saving

Privacy. Carrier Path

External

Requested by the HOD.

Fresh graduate.

CGPA, Participant in CC, communication

skills, how they carry themselves.

Different background & company.

New idea & Innovation.

8/10/2019 MGM 3123 - Slide.pptx

9/22

December 15, 2014 9

Selection Process

Recruitment and Selection Process

Call the

candidates.

Offer letter.

3rdPhase

HOD will select

the potentialcandidates.

Backgroundcheck

Compare the

candidates

demand vs.HOD budget.

2ndPhase

Pre-Screening

resume process

Compare

Initial Phone

Interview

Shortlist 10-5

Re-Shortlist Call for

Interview

1st Phase

8/10/2019 MGM 3123 - Slide.pptx

10/22

December 15, 2014 10

The Effectiveness Methods & Selection Tools

Recruitment and Selection Process

Method

Depends on Position

Based on Position that Offer

HOD Specify

Selection Tools

Applications Forms/Resume

Communication Skills especially English

InterviewIQ Test

Structure & Unstructured and behavioral questions.

Pre-Employment Testing

Medical Test After 3rdPhase.

Contract position.

Reference Checks/ Background Checks

8/10/2019 MGM 3123 - Slide.pptx

11/22

December 15, 2014 11

Process of Performance

Management

Performance

8/10/2019 MGM 3123 - Slide.pptx

12/22

December 15, 2014 12

Performance

Purpose of the Performance

Help the organization achieve the objective

Strategic Purpose

Depends on the information given to make decision for

salary, bonus promotion.

Administrative purpose

Developing skills and knowledge

Development Purpose

8/10/2019 MGM 3123 - Slide.pptx

13/22

December 15, 2014 13

Employer

Know the level of employee performance and achievement.

Advance planning for the next year .

Employee

Able to know the strength and the weaknesses and the

bonuses.

Planning for training to make sure they have new skills and

the latest technology Bonus and promotion

Performance

BENEFIT

8/10/2019 MGM 3123 - Slide.pptx

14/22

December 15, 2014 14

Method for Measuring

PerformanceBell Curve Performance Appraisal

Performance

Identify top performers

through the bell curve

grading .

Manage lenient andstrict ratings of

managers through the

bell curve .

Identify suitability of

employees in a job

position through thebell curve .

Manage training needs

through bell curve

8/10/2019 MGM 3123 - Slide.pptx

15/22

December 15, 2014 15

Performance

Simple Ranking

1-Not

perform

2-

Satisfactory

3-Competency

4-VeryStrong

5-

Outstanding

Mixed Standard Scale

Behavior

Method for Measuring Performance

8/10/2019 MGM 3123 - Slide.pptx

16/22

December 15, 2014 16

Project Manager

HOD

Client

Self

Subordinate

360 Degree

Performance

Appraisal

Proactive

Speed

Customer Focused

Act for Enterprise

Mixed -

Standard

Scale

Performance

Tools for Measuring Performance

8/10/2019 MGM 3123 - Slide.pptx

17/22

Comments for Recruitment and

Selection Process

Do the

analyzedataand the

sourcing

Improve

thepractice

HRmethod

8/10/2019 MGM 3123 - Slide.pptx

18/22

The result ofthe Appraisalthat had beenconducted is

not reliableIts not good to make the

measurement using thebell curve Because a bell

curve grading forcesemployees of a company

to be divided intogroups, it is called theforced ranking system of

appraisal

.

Hornserror

Political

Behavior

Comments for the Performance

8/10/2019 MGM 3123 - Slide.pptx

19/22

Recommendations

HR should analyze back the evaluation process

Performance evaluations performed more frequently like

once in every six months than previously that only done in

December.

Give informal reward to motivate employee.

Give a chance to all job grade to be promoted

8/10/2019 MGM 3123 - Slide.pptx

20/22

8/10/2019 MGM 3123 - Slide.pptx

21/22

8/10/2019 MGM 3123 - Slide.pptx

22/22

THANK YOU