Task (1)

MGT 338 Employability and Entrepreneurship

Table and Context

1. Table and Context …………………………………………………. 1

2. Task (1) ……………………………………………………………… 2-3

Reference ……………………………………………………………. 4-6

Appendix ……………………………………………………………. 7-23

3. Task (2) …………………………………………………………….. 24-25

Reference ……………………………………………………………26-27

Appendix …………………………………………………………… 28-40

4. Task (3) …………………………………………………………….. 41-42

Reference …………………………………………………………... 43-44

Appendix …………………………………………………………... 45-57

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Task (1)

Changing patterns of employment and condition Malaysia have seen significant changes in past

20 year, which have also contributed to the emergence of new risks affecting the workforce.

Factor impact on working conditions , making it harder to achieve a healthy work-life balance

are less working opportunities, older worker a new trends, discrimination, job losses, migrant

worker, globalization, and others. Such as, from 1998 until 2010, Malaysia's Unemployment

Rate averaged 3.43 percent reaching an historical high of 4.50 percent in March of 1999, a

record low of 2.90 percent in March of 1998 and last reported at 3 percent in January of 2012.

Different education qualification will lead to different employment patterns and Malaysia is an

agriculture country that not important education cause high dropout among male and female

student. Various efforts have been implemented by the Malaysia government to ensure education

is available for all children. They include amendment to the Education Act 1996; Abolishment of

school fees; Ratification of Rights of the Child (CRC); Federal Government Budget allocation

for educational development and programmers to assist children from poor families.

The changing of technology and new trend it also influence the employment patterns the worker

demand or need for certain new skills. Older worker need time to learn new technologies and

new trend of work otherwise they might loss job. William J. Baumol and Edward N. Wolff say

that an increase in the technological change can have two profound side effects in the labor

market. It can increase the rate of unemployment because firms may not consider it cost-

effective to retrain some types of workers to keep up with change; these workers may be jobless

for long periods of time, with some of them perhaps never working again.

Employment opportunities in a particular area will lead to the change. The high unemployment

rates of Malaysia increases by year and not only based in gender, ethnicity, age, graduate

students, skill worker and others. For example, new like Malaysia's Unemployment rate may rise

to 4.5% by year-end, graduates and jobs in Malaysia do not match, or Bumiputera graduate

unemployment and Malaysia’s world class education system.

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Foreign workers number increases each year and compete with local workers to get job will

influence the employment pattern of Malaysia and overdependence on foreign worker. Foreign

workers Cabinet Committee has completed its proposed law on the recruitment of foreign

workers and protection, and has been finalized by the Attorney General. The levy for foreign

workers, such as the Government of Malaysia in January 1996, double the aim is to reduce its

dependence on foreign labor.

Conclusion, after the economic crisis happen in 1997 and 2009 it significantly altered the

structure and pattern of employment across industries. From Thailand's financial crisis is hardly

a country in a series of attacks in 1997, Malaysia is the later victims. In the 2009 financial crisis

stems from a burst led to serious financial turmoil on the U.S. housing laughing, and

eventually spread throughout the world. After the incident Malaysia government comes out

“Restructuring of Employment Patterns under the New Economic Policy”. Historical movement

of Malaysia societies are from agrarian to industrialization and it slows down the growth of

economic but increases the change of employment patterns.

Words: 539

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Reference

biz.thestar.com.my, 2009 Malaysia's Unemployment rate may rise to 4.5% by year-end [Online]

Available at: <http://biz.thestar.com.my/news/story.asp?file=/2009/8/14/business/

4516194&sec=business#1334944424839243&if_height=182> [Accessed 28 April 2012]

Khairudin, 2010 Graduates and Jobs in Malaysia do Not Match [online]

Available at: <http://www.bukisa.com/articles/281148_graduates-and-jobs-in-malaysia-do-not-

match#ixzz1saupMUhT> [Accessed 29 April 2012]

Lopez Greg, 2011 Bumiputera graduate unemployment and Malaysia’s world class education

system [Online]

Available at: < http://asiapacific.anu.edu.au/newmandala/2011/02/06/bumiputera-graduate-

unemployment-and-malaysias-world-class-education/> [Accessed 30 April 2012]

migration.ucdavis.edu, 1995 Malaysia Issues Guidelines on Foreign Workers [Online]

Available at: < http://migration.ucdavis.edu/mn/more.php?id=830_0_3_0> [Accessed 1 May

2012]

Suhakam.org.my, 2006 Dropout Rates Male and female [Online]

Available at: <http://www.suhakam.org.my/c/document_library/get_file?

p_l_id=24206&folderId=30507&name=DLFE-2116.pdf> [Accessed 2 May 2012]

Suhakam.org.my, 2006 Malaysia’s Achievement [Online]

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Available at: <http://www.suhakam.org.my/c/document_library/get_file?

p_l_id=24206&folderId=30507&name=DLFE-2116.pdf> [Accessed 2 May 2012]

swcollege.com, 2002 Do technological advances result in higher unemployment? [Online]

Available at: <http://www.swcollege.com/bef/policy_debates/unemployment.html>

[Accessed 3 May 2012]

Shuat Mei Ooi, Economic Crisis Malaysia 2009 [Online]

Available at:

<http://www.internationalconference.com.my/proceeding/icber2010_proceeding/

PAPER_156_GlobalFinancial.pdf> [Accessed 4 May 2012]

tutor2u.net, Patterns of employment [Online]

Available at: http://tutor2u.net/sociology/work-patterns-of employment.html

[Accessed 5 May 2012]

Thomas Tommy, Economic Crisis Malaysia 1997-98 [Online]

Available at: < http://www.cassey.com/crc_thomas.doc> [Accessed 6 May 2012]

ONOZAWA JUN, 2007 Restructuring of Employment Patterns under the New Economic Policy

[Online]

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Available at: < http://onlinelibrary.wiley.com/doi/10.1111/j.1746-1049.1991.tb01038.x/pdf>

[Accessed 7 May 2012]

Appendix (1)

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Friday August 14, 2009

Malaysia's Unemployment rate may rise to 4.5% by year-end

PETALING JAYA: Domestic unemployment rate may rise to 4.5% by year-end from 3.7% last

year, according to International Trade and Industry Deputy Minister Datuk Mukhriz Tun

Mahathir.

“To us, the figure is high and we have never reached this high a figure before. At the same time,

we are trying to reduce the jobless rate,” he told reporters after launching the Third National

Internship Challenge yesterday.

He said most factories that had lain off workers had begun to take back former employees after

demand picked up.

As of July 7, Mukhriz said, statistics compiled by the Human Resources Ministry showed a

cumulative figure of 38,732 workers retrenched due to the economic crisis.

To us, the figure is high and we have never reached this high a figure before INTERNATIONAL TRADE

AND INDUSTRY DEPUTY MINISTER DATUK MUKHRIZ TUN MAHATHIR

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Of the total, 29,712 were permanently terminated while 9,020 accepted voluntary separation

offers.

In addition, 40,662 workers had their pay reduced while 4,112 were temporarily laid off.

In his speech earlier, Mukhriz said that although downsizing in the current downturn was not as

severe as during the 1997/98 Asian financial crisis when 84,000 Malaysians had lost their jobs, it

was still a cause for concern.

“We need to do something by coming up with creative action to minimize the impact of this

current crisis,” he said.

He said the ministry, through the National Entrepreneurship Institute (Insken), would work

together with Job market Sdn Bhd and Basis Holdings Sdn Bhd to provide training for graduates

and undergraduates wishing to become entrepreneurs.

This programmed is in collaboration with the Malaysian Entrepreneur Development Centre,

University Technology Mara and SME Bank. — Bernama

Mukhriz said participants were required to attend the Entrepreneurships Basic Training before

they could obtain loans through the Graduate Entrepreneur Fund handled by SME Bank.

The fund provides 90% financing for projects less than RM100, 000 and up to 95% for those

above RM100, 000. The amount allowed is between RM20, 000 and RM250, 000.

From this year, Insken plans to offer Graduate Entrepreneurship Basic Training programmed

based on several business clusters that have the potential to be promoted.

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Appendix (2)

Graduates And Jobs in Malaysia do Not MatchApr 30th, 2010 by Khairudin

Graduates and Jobs in Malaysia do not match due to some reasons underlying in the market trends, employers and graduates themselves

This is a draft of essay Graduates and Jobs in Malaysia do not match. This paper is prepared for the course of BEL311 during study at UiTM Pulau Pinang, Permatang Pauh.

1. Graduates lack personal qualities1. Staggeringly high unemployment rate of public universities’ grads; low

quality academic achievers pursuing only academic excellence2. Change of economic structure from manufacturing sector to services sector;

requires strong soft skills which grads are lacking.3. Lacking initiative; doesn’t take chances provided by government.

2. Market forces provide strict employment1. Needs minimum working experience, own transport.2. Gender-biased recruitment, esp. engineers and labor jobs.3. Limited availability of job vacancies; not publicly and widely known.4. Employers’ requirement arises; degrees have become too common, where

Master or PhD holders are preferred.5. Heavy dependencies on foreign worker.

3. Local universities’ grads in high competition1. Market-relevant courses for grads; review curriculum and area for

improvement.2. Competition with foreign students and private colleges.3. Lack of guidance and exposure; gap exists between education and

employment.4. Family and society trends encourage unemployment.

1. Coming from middle class families, grads become complacent and choosy; expectation is too high.

2. Parents don’t contribute assistance to fresh grads.3. Parents refuse to let the grads do menial jobs.4. Prefer glamorous jobs; wants communities to look them up.

We have thousands of unemployed in the country, yet some sectors of the economy are demanding for workers. Report by government proves that this issue is a worrying trend. For many years, government has put a lot of effort and spent huge resources to solve this problem, and improvement is yet to be seen. This is due to some underlying factors that contribute to this

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issue, which are graduates lacking personal qualities, demanding employers, uncompetitive local graduates, and discouraging trends of unemployment.

First of all, graduate lacking personal qualities is one of the obvious reasons why they are less competitive with the available jobs. Students of local universities mostly focus on the academic qualification while they rarely have social interaction and actively involve in extra co-curricular activities such as clubs and organization, special interest groups, or sports. As a result, grads will not be able to learn things like leadership, teamwork, and time management, which are important when they are going to apply for a job. Additionally, the change of economic structure from manufacturing sector to services sector requires strong soft skills in order to establish understanding in all sort of communication.  Speaking of which, most grads possess little or no soft skills, and this weakness is a threat not only to them but also to economic stability of our country. To add the matter worse, these grads are lacking enthusiasm regarding their own future. Feeling complacent, most grads do not take necessary measures to improve themselves to suit the market demands. Without any motivation to move forward, our young grads will never impress the boss to get their dream job.

The demanding employers are the next reason why grads and jobs do not match. In local newspapers, grads reportedly need to have minimum amount of working experience as well as their own transport before they can get hired. In some cases, employment is also gender-biased especially in engineering field and physically demanding jobs. Sometimes, employers limit the job vacancies only to certain people or by special invitation rather than advertising them publicly in local newspapers. Today, the employment’s trend has also changed, where the degree is no longer enough and grads with Masters or PhDs are more sought after. This situation gives a hard time for grads to find matching jobs when they do not have the qualification the employers want. Not only that, employers’ heavy dependency on foreign workers provides a direct competition to local grads. Most factories and industries as well as contractors favor these cheap labors compared to our local young grads.

Moreover, uncompetitive local universities grads are also one of the reasons that separate grads and jobs. Our local universities find it hard to compete with international universities, much less with the foreign students studying locally in private colleges. In fact, many local grads lacks guidance and exposure to the real working world, making them in a tad disadvantage. There also exists a gap between the education and employment. In university, students seldom receive information about work and job-related issues after they finish their studies. There are only a few programs that involve students and employees around the campuses. Beside that, the programs offered at local universities are less relevant with jobs and current market demand.

In summary, the mismatch of grads and jobs in Malaysia has proved an urgent need for young grads to prepare themselves thoroughly before applying for a job interview. This issue needs to be taken care if grads want to live their future, just like they have been dreaming of.

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Appendix (3)

Bumiputera graduate unemployment and Malaysia’s world class education system – a recipe for disasterFebruary 6th, 2011 by Greg Lopez · 20 Comments

Graduate unemployment can be a bad thing. But Bumiputera unemployment can be explosive.

The rise in Bumiputera graduate unemployment should worry Malaysians.

Anil Netto’s blog has the following statistics, gleaned from a parliamentary response provided to

PKR Member of Parliament, William Leong in 2009:

In 2004, there were 4,594 unemployed graduates of whom 163 were Chinese, 207 were Indians

and 4,060 were Malays;

In 2005, there were 2,413 unemployed graduates of whom 31 were Chinese, 70 were Indians and

2,186 were Malays;

In 2006, there were 56,750 unemployed graduates of whom 1,110 were Chinese, 1,346 were

Indians and 50,594 were Malays.

In 2007, there were 56,322 unemployed graduates of whom 1,348 were Chinese, 1,401 were

Indians and 49,075 were Malays.

In 2008 (as of June) there were 47,910 unemployed graduates of whom 1,403 Chinese, 4,694

Indians and 41,813 were Malays.

This more or less tallied with the 47,733 active graduate registrants on the Malaysian Labour

Exchange in June 2008.

By March 2009, Najib was talking about 60,000 unemployed graduates. This was more or less in

line with the 57,701 graduate registrants on the Exchange in March 2009.

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By October 2009, we were looking at 81,046 active graduate registrants on the Labour

Exchange – and another 70,747 active registrants who are diploma holders.

In 2010, it was reported that 30,000 graduates could not find employment six months after

graduation.

Malaysia’s world class education system appears to have produced unemployable graduates

with 90% of them bumiputeras.

Malaysia’s public sector historically performed the function of absopring Bumiputera

graduates but with a bloating public sector but with critical shortages in skilled areas (doctors,

nurses, science and mathematics teachers) and Malaysia’s fiscal position reaching worrying

stage, this option is now limited.

The culprit appears to be Malaysia’s public universities. In 2006, 70% of graduates from public

universities were unemployed with Universiti Teknologi MARA — the universiti exclusively for

Bumiputeras — contributing the highest.

William Leong also attributes Bumiputera graduate unemployment to mismatch – where public

universities are not being in tune with industry needs and/or producing graduates that are not in

demand.

Retraining them have produced dismal results but at a tremendous cost. Dr. Lim Teck Ghee

of CPI cites that approximately RM500 million a year is spent on retraining these graduates.

It is the fervent hope that these unemployed Bumiputera graduates correctly identify Barisan

Nasional’s policies and themselves for their predicament and not innocent bystanders such as the

non – Malays.

[Editors note: UMNO and and its new partner PERKASA, have perfected the art of blaming non-

Malays, especially the Malaysian Chinese community and sometimes, Western powers for the

ills of the Malay community.]

Thousands more Bumiputeras are expected to graduatein the short and medium term. The

Malaysian economy is expected to perform at a stable but mediocre  4.6% to 5% over 2011-

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2020. It is unclear if there will be sufficient number of jobs created for them or if these graduates

will be able to compete for the jobs that are available in the private sector.

It is left to be seen how this rising tide of unemployable Bumiputera graduates will affect Barisan

Nasional and Malaysia’s future.

Appendix (4)

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December 1995 Volume 2 Number 12

Malaysia Issues Guidelines on Foreign Workers

The Cabinet Committee on Foreign Workers has completed its proposed law on the recruitment and protection of foreign workers and it has been finalized by the Attorney General. The new guidelines are expected to permit local employers to undertake direct recruitment of foreign workers in Thailand, Bangladesh, Indonesia, the Philippines and Pakistan. 

The Malaysian government doubled the levy on foreign workers effective January 1996. The increase in levies--aimed at encouraging Malaysian employers to reduce their dependence on foreign workers-- is expected to generate an additional M$ 215 million--some M$300 million in levies was collected between September 1992 and December 1993. Employers must pay a monthly levy for all foreign workers; the levy ranges from M$100 PTKs to M$200 senior management to M$35 for an unskilled manufacturing and construction workers. The monthly levy on foreign maids is M$30, and for agricultural workers, the levy ranges from M$25 to M$60.

There were 553,658 registered foreign workers in the country in 1995, of whom 252,877 were Indonesians, 82,796 Bangladeshis, 26,602 Filipinos, and 21,965 Thais. However, the number of illegal workers is widely believed to exceed the number of registered workers, bringing the total to over one million.

In June 1995, there were about 81,000 foreign maids in Malaysia, 125,000 foreign farm workers, 123,000 foreign construction workers, 45,000 foreign manufacturing workers, and 10,000 foreigners in other sectors.

The Malaysian Labor Minister warned employers in mid-October that they would not be allowed to recruit foreign workers until after they had made honest efforts to find local workers. The minister urged employers to raise wages, and to establish workplace nurseries, to attract Malaysian women workers.

The Labor Minister said on September 24 that foreign workers are not allowed to join unions because they are living in the country on the temporary basis. He also added that there are sufficient labor laws to protect them from exploitation. He added that if foreign workers were permitted to join unions it might make local workers unhappy.The Malaysian Electrical Industry Workers Union and the Malaysian Trade Union Congress have said that the immigration department is breaking trade union laws by not allowing foreign

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workers to join unions. 

It has been reported that thousands of Bangladeshis are trying to register themselves to work in Malaysia following a report that the Bangladesh government will punish those who illegally look for work in Malaysia. 

Indonesia, which has over 500,000 workers in Malaysia, has announced that in the future it will only allow skilled workers in agriculture, industries, construction, services and transport to work in Malaysia. The two countries have still not signed an agreement on the new procedures for the recruitment of Indonesian workers in Malaysia. The signing of an agreement has been delayed due to an Indonesian demand that maids be paid a minimum wage of M$1,800. 

The Sabah state government announced that it is considering an amnesty for the more than 500,000 illegal immigrants in Sabah. Under the proposal, illegal foreign workers would be offered work permits.

Malaysia is in the midst of a debate over whether the unskilled foreign workers who increasingly staff its plantations, construction sites, factories, and homes are an asset or liability. On the one hand, it is clear that the foreigners find jobs, earn incomes, and spend much of what they earn, both on local goods, on transport, banking, and other services, and some of their remittances are spent on imported Malaysian goods.

On the other hand, it is also clear that most of the foreign workers in Malaysia are unskilled workers, and that Malaysia's goal of being an industrialized country by 2020 may be threatened if the presence of many unskilled workers keeps the country on a low-skill, low-tech trajectory.

P. Ramasamy, " Foreign labour: Asset or liability?," The Straits Times (Singapore), November 27, 1995; "Levy hike set to add M$ 215 m to coffers," Business Times, November 7, 1995. Hamisah Hamid, "Higher Levy Reduces Nation's Attractiveness," Business Times, November 2, 1995. Hamisah Hamid, "Employers to Woo Working-Age Mothers," Business Times, October 30, 1995. "Harsher fines for employing illegals," Straits Times (Singapore), October 27, 1995. "Malaysia to Raise Foreign Worker Levy by 100PCT," Reuters, October 27, 1995. "Amnesty call for illegal immigrants in Malaysia's Sabah state ," Deutsche Presse-Agentur, October 12, 1995. "No need for foreign workers to join unions, says minister," The Straits times (Singapore), September 25 1995; Lokman Mansor, "Guidelines on Hiring Foreigners Ready," Business Times, September 22, 1995. "Indonesia to export only skilled workers to Malaysia," The Straits Times (Singapore), September 14, 1995.

Appendix (5)

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Appendix (6)

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Appendix (7)

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Policy Debate: Do technological advances result in higher unemployment?

Issues and Background

An increase in the pace of technological change can have two profound side effects in the labor market. It can increase the rate and the average duration of unemployment. Because firms may not consider it cost-effective to retrain some types of workers to keep up with change, notably the less-educated and older employees, these workers may be jobless for long periods of time, with some of them perhaps never working again. If technological change causes workers to become unemployed more often and for longer periods of time, not only will the level of unemployment increase, but the "natural rate of unemployment," the hypothesized minimum sustainable rate of unemployment, will increase as well. ~William J. Baumol and Edward N. Wolff, "Side Effects of Progress," Public Policy Brief, July 1998

Technology both eliminates jobs and creates jobs. Generally it destroys lower wage, lower productivity jobs, while it creates jobs that are more productive, high-skill and better paid. Historically, the income-generating effects of new technologies have proved more powerful than the labour-displacing effects: technological progress has been accompanied not only by higher output and productivity, but also by higher overall employment.~OECD Jobs Study, 1994

Technological advances allow society to produce more output from the existing mix of resources. These advances may take the form of less costly methods of producing existing output or may result in the production of new (or substantially improved) commodities (such as DVD players, HDTV, anti-lock braking systems, and similar innovations). Society clearly gains from the production of either more output or more highly valued output. But, how do these technological advances affect employment?

Virtually all types of technological change result in increases in the demand for labor in some labor markets and decreases in the demand for labor in other labor markets. The introduction of assembly line production methods and the production of interchangeable parts resulted in a substantial increase in labor productivity. This technological innovation also resulted in an increase in the demand for unskilled workers and a decrease in the demand for skilled artisans. The introduction of automated manufacturing processes, on the other hand, has resulted in a decrease in the demand for unskilled workers and an increase in the demand for quality control technicians and computer programmers. In general, technological change will alter the composition of the demand for labor, raising the demand for some types of labor and reducing the demand for other types of labor. Those who lose jobs as a result of technological change that reduces the demand for that category of labor are said to be structurally unemployed.

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Even though technological change may adversely effect the demand for labor in some labor markets, the overall effect of technological change on total employment may be positive. Technological change tends to increase the rate of economic growth. Higher rates of economic growth are generally associated with lower unemployment rates. This relationship between changes in the rate of economic growth and the change in the unemployment rate is summarized by "Okun's law," a relationship that indicates that a 1% increase in the rate of economic growth lowers the unemployment rate by 0.3%. While there is some doubt about the exact magnitude of this effect, there is substantial empirical evidence that unemployment rates tend to fall when the rate of economic growth is higher.

While the effect of technological change on the unemployment rate is ambiguous, this may be little consolation to those workers whose job skills have been rendered obsolete as a result of technological change. One of the issues that every industrialized society has to deal with is the extent to which the government should be involved in the retraining of structurally unemployed workers.

A good deal of recent debate has involved the related question of whether the widespread use of computers in the workplace has enhanced productivity. Preliminary studies suggested that the introduction of computers had no significant effect on productivity. More recent studies have generated mixed results. It is fairly clear, though, that the widespread introduction of computers has, to date, had a less dramatic effect on productivity and economic growth than resulted from the widespread introduction of such earlier innovations as the steam engine, electricity, and the internal combustion engine.

Appendix (8)

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Appendix (9)

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P a t t e r n s o f e m p l o y m e n t

You need to be aware of the factors that influence a person’s chances of employment. These include;

o Educational qualificationso Demand for certain skillso Ageo Ethnicityo Social classo Gendero Employment opportunities in a particular area, etc.

You also need to be aware of the impact of unemployment upon both the individual, and the local community.

Individual Local communityLoss of status and self-esteem A high number of job losses tends to have a

knock-on effect upon the local economy

Over time, unemployed people often lose the friends they had at work

Can lead to higher levels of crime

The health of unemployed people tends to be worse than those in employment

Can lead to social alienation, particularly amongst young people

Loss of wealth and income Can result in more environmental poverty 

A high number of unemployed people is also damaging to the economy, as labour (one of the four factors of production) stands idle. Since the recession of the early 1980s, the level of unemployment has gradually declined. 

Appendix (10)

CORPORATE GOVERNANCE AND DEBT

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IN THE MALAYSIAN FINANCIAL CRISIS OF 1997-98

Tommy Thomas

Senior Consultant

United Nations Development Programme

This study attempts to define the concept of corporate governance and evaluates its position

against the background of the Malaysian legal system and its company law regime. Because

corporate governance has assumed a wide posture in recent years and has drawn core principles,

traditionally belonging to the subject of company law, into its parameters, this study is limited to

two aspects of the decision-making process of companies, that is, how directors borrow large

sums of money for their companies, and whether shareholders are kept informed of such

borrowings.

Corporate governance issues received a powerful impetus when the Asian financial and

economic crisis hit four countries, Indonesia, Thailand, South Korea and Malaysia, with severity

in 1997. Different causes have been attributed for the crisis in the four countries. At the same

time, there are features common to all of them. In the case of Malaysia, there is unanimous

agreement on the role of private debt, principally by companies, and that companies whose

shares are listed for trading on the two boards of the Kuala Lumpur Stock Exchange (“KLSE”)

caused distress to the banking system, which triggered the collapse from July 1997. Our study

reviews data publicly available around 1997 for a few selected KLSE companies on their

borrowing policies and practices, and the disclosures of such borrowings to their shareholders.

Appendix (11)

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Task (2)

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The manufacturing and service industries continue to growth. The manufacturing industry is the

physical transformation of consumer goods or industrial product, chemicals, machinery,

materials, substance, or components occupied by industrial agglomeration. The manufacturing

industry companies are involved in the construction industry, the engineering industry,

the energy industry, the metal and plastics industries, and the transportation industry. The service

industry is an industrial company, income earned through the provision of intangible products

and service. The service industry companies are involved in retail, transport, distribution, food

service, and other service-oriented enterprise.

The difference is features. Manufacturing Industries engaged in the production of goods

(finished products) that have value in the market place. Manufacturing is more to process final

goods that are tangible that can be touch, see and feel. For example, the job features

manufacturing sector that consumption and production at different stages. Service Industries

include those industries that do not produce goods, but provide certain services. The service

being provided is intangible that cannot be touch, see, but only can be feel. For example, job the

features service sector that simultaneous production and consumption (co-creation between

producer and consumer).

The different range of skills require in the two industries are intricate because different position

in service and manufacturing industries will require to different skill to perform the job. For

example, both manufacture and service industries are needed experience as their basic skill based

without experience manufacture job are difficult to carry on because their skill are form by

practice the job not by educated knowledge. As the service industries they obtain experience by

practice too but based on educate knowledge and service sector job can be obtain more easily

compare to manufacture sector job as the job involved complicated technology involved.

The service industry work needs good communication skills and manufacturing industries.

Service industry is the need of communication skills and value-added support as tools in pursuit

of customers to buy services and different people have different range of satisfaction is difficult

to maintain quality service. Value-added factor is the well-trained labor force, luxurious facilities

and equipment. The manufacturing industry will require less communication skills, because they

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are within the scope of the satisfaction from the actual product and easier to set up quality can be

maintained to support.

For example, if want to obtain a job in wood manufacturing industry under position Executive

Director will needed skills like, good social experience, communication skill, maximum 5 year

experience and minimum 2 year are require, can be different the type/ quality of wood, include in

many ethnics group, conclude the wood, good responsible on job and lastly wood manufacturing

industry prefer management level position obtain by male not female. This can prove interview

result obtain for manufacturing industry. For service industry if want obtain job as Sales

Manager at JobStreet.com Sdn. Bhd will minimum needed degree level of bachelor holder of

Administration and the skill needed are leadership skill, management skill, project management

skill and internet savvy.

Manufacture industry are more traditional compare to service industry that is modern. Both

industry are bring in new technology but service industry are more success on this area that more

and more people want to involved in service industry.

Words: 536

Reference

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Abilla Pete, 2010 Difference between Manufacturing and Service [Online]

Available at :< http://www.shmula.com/lean-difference-between-manufacturing-service/7773/>

[Accessed 30 May 2012]

businessdictionary.com, 2012 Definition Manufacturing Sector [Online]

Available at: <http://www.businessdictionary.com/definition/manufacturing

sector.html#ixzz1w5IsjXg0> [Accessed 28 May 2012]

businessdictionary.com, 2012 Definition Service Sector [Online]

Available at: <http://www.businessdictionary.com/definition/service

industry.html#ixzz1w5JlJAPZ> [Accessed 29 May 2012]

erppandit.com, 2012 Difference between Service and Manufacturing Industry [Online]

Available at :< http://www.erppandit.com/difference-between-service-and-manufacturing-

industry.html> [Accessed 31 May 2012]

JobStreet.com Sdn. Bhd, 2012 Job Vacancy [Online]

Available at :< http://impact-my.jobstreet.com/jobs/jobs.asp?eid=1612&fil=1&did=449>

[Accessed 1 June 2012]

kpjhealth.com.my, 2012 Job Vacancy [Online]

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Available at :< http://www.ssmc.kpjhealth.com.my/vacancy.php> [Accessed 1 June 2012]

Reeher Jason, 1999-2012 Service Industry Vs Manufacturing Industry [Online]

Available at: < http://www.ehow.com/about_5419144_service-industry-vs-manufacturing-

industry.html> [Accessed 1 June 2012]

Press Release Log, 2009 The Major Difference between Service and Manufacturing Industry [Online]

Available at :< http://www.prlog.org/10433507-the-major-difference-between-service-and-manufacturing-industry.html> [Accessed 1 June 2012]

wisegeek.com, 2003 – 2012 What is the Service Industry [Online]

Available at :< http://www.wisegeek.com/what-is-the-service-industry.htm> [Accessed 2 June

2012]

wisegeek.com, 2003 – 2012 What is the Manufacturing Sector [Online]

Available at :< http://www.wisegeek.com/what-is-the-manufacturing-industry.htm> [Accessed 3 June 2012]

Appendix (1)

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Company Name: Sanyan Wood Industry

Address Company: Sanyan Wood Industries Sdn. Bhd. Sg.Binijel Jalan Cheng nang

Chiong, (off Jalan Tg.Kunyit 96000, Sibu, Sarawak.

Contact Number Company: 084392012

Name of interviewee: Ngu Ming Chu

Position in Company: Assistant of Manager

Department: Loyard

1. What are the Jobs suitable for a holder of bachelor in Business Administration in your

company?

-Executive Director

2. If yes what are the Job and job requirement needed to apply the Job?

- certificate 

-experience in this sector more than 5 years

-well in English, Bahasa Melayu, Chinese and more 

-male person

-got good social experience

-can include in many type of group people easily

-got good outfit

3. What are the Job descriptions or responsible for the Job?

- Good responsible

-can brings good result for every program

4. What are the extra skills needed to perform the Job? (Important)

-Before got experience in this industry

-can different the type/quality of wood

-then can conclude the wood

5. Can be provided any extra information about the Job Vacancy of you company?

-job vacancy through newspapers

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Appendix (2)

Company Name: KPJ SIBU SPECIALIST CENTRE

Address Company: No 52A-G, Brooke Drive, 96000 Sibu, Sarawak, Malaysia.

Contact Number Company: 084-329900

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Name of interviewee: Ngu Hoe Fong

Position in Company: State Register Nurse

Department: Medical-surgical ward Level 3

1. What are the Jobs suitable for a holder of bachelor in Business Administration in your

company?

- Assistant of General Manager

2. If yes what are the Job and job requirement needed to apply the Job?

- Certificate, experience before at medical side

3. What are the Job descriptions or responsible for the Job?

-Responsible

-able through any program increase quantity of patient choose to seek medical care from KPJ

Sibu Special Medical Central (KPJ ssmc)

-bring good outcome for the company

4. What are the extra skills needed to perform the Job? (Important)

- Experience at this sector

-got good social experience

5. Can be provided any extra information about the Job Vacancy of you company?

- http://www.ssmc.kpjhealth.com.my/vacancy.php

You may try the link above – listed all jobs available for KPJ SIBU SPECIALIST CENTRE

Appendix (3)

Company Name: JobStreet.com Sdn. Bhd

Address Company: JobStreet.com Sdn Bhd, Wisma JobStreet.com, 27 Lorong Medan

Tuanku 1 (Off Jalan Sultan Ismail) 50300 Kuala Lumpur 

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Contact Number Company: +60-3-2176 0333

Name of interviewee: Tan Hong Sun

Position in Company: Assistant Manager, Campus & Events Marketing

Department: Marketing Department

1. If I am holder of bachelor in business administration what are the others requirement to apply

the position of Marketing Manager?

Experience plays a key role for Marketing Manager Position

- Experience in managing multiple marketing speciality such as Business to consumer marketing,

business to business marketing, macro, events, PR, etc.

2. What are the detail job descriptions?

Marketing Manager

(Kuala Lumpur - Head Office, Wisma JobStreet.com)

Responsibilities:

Lead a marketing team to position JobStreet.com as Malaysia's No.1 Job site

Lead and manage offline & online/digital marketing initiatives to drive web traffic & generate

jobseeker signups

Analyze internal and external data spanning research and business information data to formulate

strategic marketing plans

Oversee & roll out new product launches

Oversee & manage task force teams that execute on-ground marketing, PR, social media & other

key marketing initiatives

Requirements:

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Candidate must possess at least a Bachelor's Degree, Post Graduate Diploma or Professional

Degree in Business Studies/Administration/Management, Economics, Marketing, Commerce,

Mass Communications or equivalent.

Required skill(s): Leadership, Online & Offline Marketing, Analytical, People Skills, Project

Management

At least 6-7 year(s) of working experience in marketing is required for this position & 3 years of

management experience

Domain expertise & understanding of internet marketing (EDM, PPC, Social media, etc) with

strong understanding of business/commercial aspects is required

Strong orientation towards measured results with expertise in both qualitative and quantitative

marketing measurements, analytics, tracking tools and processes

Excellent English - written and spoken communication style

Enthusiastic team player, willing to "roll up your sleeves" to help team achieve goals

Thrives in a fast paced on-time deliverable environment

3. Is it needed any extra skill to perform the job?

- Leadership skill

- Management skill

- Project management skill

- Internet savvy

4. What are the others Jobs suitable for a holder of bachelor in business administration in your

company?

- Human Resources

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- Customer Services

- Sales (junior)

5. Can be provided any extra information about the Job Vacancy of you company?

-http://impact-my.jobstreet.com/jobs/jobs.asp?eid=1612&fil=1&did=449

You may try the link above – listed all jobs available for JobStreet.com Malaysia

Appendix (4)

What is Manufacturing Industry?

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The term manufacturing industry refers to any business that uses machines, tools, and labor to convert raw materials into saleable goods. The manufacturing sector encompasses a wide variety of job types, from manual labor that utilizes manpower to high-tech production that harnesses the latest in technology. The manufacturing industry makes up a sizable portion of the industrial production sector in developed nations.

There are several businesses that fall under the umbrella term of "manufacturing industry." These include the construction industry, the engineering industry, the energy industry, the metal and plastics industries, and the transportation industry. The telecommunications and electronics industries are also considered a part of the manufacturing industry.Before the onset of the Industrial Revolution, the manufacturing industry was mainly comprised of individuals skilled in the production of certain products. Knowledge of the craft was gleaned through apprenticeship, where a worker learned the finer points of the trade from an established artisan. In more urban areas, guilds were established to safeguard the secrets and inner workings of the production process and to ensure the livelihood of the individual craftsmen.During the 18th and 19th centuries, the Industrial Revolution took hold after the radical advancement of technology and increased consumer demand. The manufacturing industry was one of the most strongly effected sectors during this period. As sweeping progress in production style and public need gripped society, the Industrial Revolution spread from Great Britain to the rest of Europe, the United States, and, ultimately, to the rest of the globe.

As industrial design flourished and continued to advance with the creation of more and more cutting-edge technology, manufacturing companies became the main source of wealth in developed countries. The manufacturing industry has since become part of the bedrock of modern economies around the world, providing jobs, goods, and financial security to the public. The industry has also positioned itself to be at the forefront of the latest technological developments that can aid in creating products at a faster rate.

The manufacturing industry is not without its fair share of concerns, however. Certain sectors within the industry have put financial gain before public welfare, resulting in environmental danger and threats to workers' rights and safety. These concerns have reached such epidemic proportions that environmental watchdog groups, government legislation, and labor unions have had to monitor the safe, fair management of many areas of the manufacturing industry. Due to these problems, many businesses within the manufacturing industry must deal with the reality that conducting their business-as-usual operations could actually outweigh the benefits produced by the business.

Appendix (5)

What is Service Industry?

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The service industry is most commonly associated with luxury spending, such as tourism, entertainment venues, restaurants and retail stores. In addition to those types of businesses, however, a multitude of other vital public services are included in this tertiary sector of the economy. Law enforcement officers, social workers, firefighters, medical professionals and postal workers all contribute to a vast service industry that ultimately improves the lives of the people who benefit from it. While not all of these organizations provide a tangible product, as restaurants or retail establishments do, their work is service oriented nonetheless.

Police officers and firefighters are usually employed by the government for the jurisdiction in which they serve. Their salaries are generally paid by tax dollars in common law countries. Risking their lives on a daily basis to provide protection to the public, these brave men and women are a valuable asset to the service industry. Likewise, lawyers and judges work tirelessly to ensure that the rights of citizens are upheld, while social workers may provide aid to the disadvantaged or downtrodden.

Professionals in the medical field, such as doctors, nurses, technicians, physical therapists, medical researchers and scientists, are also an important part of this sector. Many of them care for and heal sick and injured patients. Others devote their time to discovering new and innovative medicines or other forms of treatment to cure disease. Individuals who dedicate their lives to healthcare are usually highly skilled in their specialties, and millions of people each year benefit because of their efforts.

Travel and tourism is also a very important part of the service industry and the economy as a whole. From vacationing families to business executives, virtually everyone reaps the rewards of this sector, either directly or indirectly. Airlines, railways, cruise lines and rental car agencies ensure that most people can explore virtually any part of the world or quickly visit a sick loved one who lives hundreds of miles away. Hotels and resorts provide accommodations for transient guests who are made to feel like they are home, even when traveling abroad. Restaurants offer meals to hungry patrons at virtually all price points and cuisine varieties to please just about every palate.

Each of the businesses and providers within the service industry generally strive to offer impeccable customer service. For example, retail establishments, airlines, restaurants and hotels rely on their abilities to provide outstanding service in order to win repeat business from consumers. Medical professionals are required to provide a high standard of care while treating patients with respect and dignity at a time of vulnerability. Police officers are bound by an oath to serve and protect others. In fact, essentially all areas of the service industry are geared toward providing a better way of life in a variety of ways.

Appendix (6)

Difference between Manufacturing and Service

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By PETE ABILLA  on DECEMBER 20, 2010

There is considerable interest to apply the principles of Lean Manufacturing in the Service

Industry – sometimes called Lean Services. The motivation comes from the fact that the Toyota

Production System – also known as Lean Manufacturing – has been very successful in

transforming manufacturing. The popular thought is that those same lean principles that have

transformed manufacturing could do the same for services.

I have applied the principles of Lean Manufacturing in both services and manufacturing and I’ve

learned the subtle difference in both contexts and also how one might apply lean to one versus

the other.

What is unwise is the blind copying of the tools of lean manufacturing, thinking that they will

work in services. The fact is that manufacturing and services are very different.

Let me attempt to highlight how a service business is different from a manufacturing business.

Service Business Manufacturing Business

simultaneous production and consumption (co-creation between producer and consumer)

consumption and production at different stages

many critical aspects are intangible many critical aspects are tangible

concept of inventory may not be material, but can be virtual such as requests and, in healthcare,

patients waiting for service can be considered a type of inventory

usually has inventory and buffers

considerable variability in service delivery some variation

open universe in variety of service cases closed set in variety in product manufacturing

substantive and peripheral benefits mainly substantive product benefits

Appendix (7)

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The Major Difference between Service and Manufacturing Industry

Manufacturing Industries engaged in the production of goods (finished products) that have value in the marketplace. These industries are further classified into two as Process Industries and Discrete Manufacturing Industries.

PRLog (Press Release) - Dec 01, 2009 - 

The major difference between service and manufacturing industry

Manufacturing Industries engaged in the production of goods (finished products) that have value

in the marketplace. (http://www.erppandit.com/difference-between-service-and-manufacturing-

industry.html)These industries are further classified into two as Process Industries (Flow

production or continuous process production industries) and Discrete Manufacturing Industries. 

Service Industries include those industries that do not produce goods, but provide certain

services. The peculiarity of these industries is that often the consumption of the service takes

place while it is in the generation. Typically, this sector includes hospitality, advertising,

banking, insurance, consultancy, logistics, etc. 

The significant difference between the various types of industries is observed when we analyze

the manufacturing or service environment in which they operate. Elements of the manufacturing

environment include external environmental forces, corporate strategy, business unit strategy,

other functional strategies (marketing, engineering, finance, etc.), product selection,

product/process design, product/process technology and management of competencies. 

Ultimately, what matters is the framework in which the overall manufacturing or service strategy

is developed and implemented. 

For more information kindly visit: http://www.erppandit.com/difference-between-service-and-

m...

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OR Please Contact us at:

TMA House, 1st Floor,Road No 16, Plot No. 6,Wagle Industrial Estate,Thane (West) 400 604,

Maharashtra, 

Tel: +91 22 25827692/+91 22 25828775, 

e-mail (enquiry): [email protected], e-mail (feedback):[email protected] 

Web site: www.erppandit.com.

Appendix (8)

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Service Industry vs. Manufacturing IndustryBy Jason Reeher, eHow Contributor

The manufacturing and service industries continue to evolve. An examination of manufacturing and service jobs reveals distinct differences in the two sectors: employment patterns emerge to uncover details about the U.S. economy. While public policy can somewhat influence the balance of manufacturing and service industry jobs, global socioeconomic forces have caused a major shift in the number of jobs in both sectors. Knowing the differences between manufacturing and service jobs will help you better understand how the U.S. economy is changing.

1. History

o The manufacturing industry came to prominence in the United States during the 19th century. Spurred by technological advances that were occurring in Britain in Western Europe, manufacturing industries arose in conjunction with the advent of the steam engine, the extensive mining and use of coal and the building of railroads. Before the Industrial Revolution, America had been an agricultural society; as technology promoted travel and created new, easier ways to make things, manufacturing industries attracted capital (investment) and labor, especially in America's bigger Northern cities. Manufacturing was the dominant industry sector for much of the 20th century.

Although service industry jobs have existed for centuries, the prominence of the service industry sector is more recent. Beginning in the mid-1980s, service jobs such as medical, educational, food services and hospitality, pulled even with manufacturing in the total number of jobs by category in the United States. By 1999, however, the service industry employed about twice as many workers as the manufacturing industry.

2. Function

o Manufacturing jobs, as the name suggests, involve making things. Manufacturing jobs include machinist and craftsman work, laboratory production in chemicals and pharmaceuticals, food processing and electronics and engineering jobs, to name a few. Manufacturing may occur in factories; mass production, one of the drivers of the boom in industrial manufacturing, often incorporates assembly lines with specialized tasks to produce items at the highest possible rate of speed.

Service industry jobs, by contrast, have a much broader function. The service industry is defined by the U.S. Department of Labor as including workers as varied as health care employees, educators, restaurant employees, hairstylists and even performers like musicians and actors. Basically, service industry jobs can involve working with things (like fixing appliances, for example) or working with people.

3. Features

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o Historically, the manufacturing sector has contained a much higher rate of unionization than the service industry. While during the 1970s more than 29 percent of the U.S. labor force belonged to a union, in the early 2000s that figure had dropped to 13 percent. As the U.S. economy has become more service oriented, less unionization has occurred.

Another contrasting feature is the service sector's relative resistance to economic downturns. While the manufacturing industry contracts during a recession, the U.S. Bureau of Labor Statistics has found that some service industries, such as health care and education, are "countercyclical," or may actually increase in number of jobs during a recession, due to increased demand for these services.

4. Trends

o Other trends help further separate the manufacturing and service sectors. Globalization, or the increase of trade between nations, has weakened the U.S. manufacturing sector in terms of percentage of jobs. Emerging economies, like China and Brazil, that are rapidly becoming more open to trade and investment, have seen increases in their manufacturing sectors as production moves overseas from the United States.

Although U.S. service industries are not immune to the same kind of job losses, a more pressing trend concerns wages. Public policy makers fret that the movement away from highly paid, mostly unionized manufacturing jobs will correspond with an increase in low-wage service jobs, especially in food service, personal services and hospitality businesses.

5. Speculation

o As globalization continues, manufacturing jobs will continue to relocate from the United States to other nations. To avoid becoming a country of low-paid workers, America will need to develop more service jobs that are higher paid and higher skilled, such as in health care, where demand from the aging baby boomer generation will naturally increase the need for services. In addition, jobs programs, whether from the government or via private-public partnerships, will continue to aid displaced manufacturing sector workers transitioning to service industry jobs.

Task 3

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Basically, personal development plan deals with past, present and future. It is the process of

building yourself for a better life at present and in future including both personal and

professional life. Though personal development plan is mainly discussed in professional area but

you should also have a plan to develop to become a better person as a whole.

After doing the interview research and article about (The service industry is booming, but is

customer service improving?) make decision to involved service industry in marketing field

compare manufacturing industry. To reach the goal needed to identify the strengths will help to

obtain job percentage higher and weakness will decreases the percentage. Marketing field will

need good communication skills to pursuit and build good relationship with customer and

superior. Having good communication skill, leadership skill, internet savvy, and project

management skill is the weakness being identify. The strengths I have will be now study

Business Administration at Inti College in degree program, patient, wailing to learn,

hardworking, have passion in this field, loyalty, wailing to study and accept new technology,

knowledge, idea, advice and others.

To get the position of Marketing Manager Need to obtain several skill to fulfill job responsible

require by employer. The reason of mentioning communication skill, leadership skill, internet

savvy, and project management skill is the weakness because experience plays a key role for

Marketing Manager Position. But all of the knowledge I know about business come from the

learning process in the college, book or newspaper never practice the skill before in real field.

For example, idea is a theory or way before practice is nothing. To improve the main weaknesses

are communication skill and internet savvy. Communication skill can be improved by attend

language class will help on Speaking, writing and Hearing. Before this I already realize the

problem and I go to a Cambridge Tutorial School to learn communication skill. I manage to get

English Level One Certificate and plan to get Level Two and Level Three Certificate. Internet

Savvy now is a popular tool to introduce, promotion, expanded company growth and market

share of products. In learning process to get degree mange to learn about HTML, Microsoft

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Office Access, Power Point, Picture Manager, and others program help to convenience the job.

To improve the Skill planning to learn Computing & IT course. Other skills can be built in

process of delivery service, lessoning speech or talks by expertise, reading book, article,

newspaper and magazine.

All the skill like communication skill, leadership skill, internet savvy, and project management

will improve time by time in process of perform the work mean never end. To get higher position

in a company learning process never end. Plan to get the English certificate Level Two and

Three within one year at weekend. Computing & IT is important in now and future plan to learn

after graduate from Inti College within five year. Physiologies will one of the courses I interest

and will bring huge help on deliver service to customer. This is a long terms goals want to reach

in future. To get Master in Business Administration will also one of my plan in future within

seven year since poor financial situation.

Words: 538

Reference

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ameinfo.com, 2004 The Service Industry is booming, but is customer service improving?

[Online]

Available at :< http://www.ameinfo.com/50899.html> [Accessed 30 May 2012]

mysticmadness.com, 2012 What is Personal Development Plan [Online]

Available at :< http://www.mysticmadness.com/what-is-personal-development-plan.html>

[Accessed 30 May 2012]

Lorelle Ashley, 1999-2012 How to Writing Personal Development Plan [Online]

Available at: <http://www.ehow.com/list_7251274_tips-writing-personal-development-

plan.html> [Accessed 31 May 2012]

Self-Improvement-Mentor.com, 2008-2011 Writing a Personal Development Plan [Online]

Available at :< http://www.self-improvement-mentor.com/writing-a-personal-development-

plan.html> [Accessed 1 May 2012]

newinti.edu.my, 2012 Academic Program (Computing & IT) [Online]

Available at :< http://newinti.edu.my/main/academic_programmes/computing-it> [Accessed 2 June 2012]

sunway.edu.my, 2012 Academic Program (Bachelor Psychology) [Online]

Available at: <http://sunway.edu.my/university/psychology/bachelor> [Accessed 3 June 2012]

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newinti.edu.my, 2012 Academic Program Academic Program (master-of-business-

administration-mba) [Online]

Available at :< http://newinti.edu.my/main/academic_programmes/business/master-of-business-

administration-mba> [Accessed 4 June 2012]

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Appendix (1)

Company Name: JobStreet.com Sdn. Bhd

Address Company: JobStreet.com Sdn Bhd, Wisma JobStreet.com, 27 Lorong Medan

Tuanku 1 (Off Jalan Sultan Ismail) 50300 Kuala Lumpur 

Contact Number Company: +60-3-2176 0333

Name of interviewee: Tan Hong Sun

Position in Company: Assistant Manager, Campus & Events Marketing

Department: Marketing Department

1. If I am holder of bachelor in business administration what are the others requirement to apply

the position of Marketing Manager?

Experience plays a key role for Marketing Manager Position

- Experience in managing multiple marketing speciality such as Business to consumer marketing,

business to business marketing, macro, events, PR, etc.

2. What are the detail job descriptions?

Marketing Manager

(Kuala Lumpur - Head Office, Wisma JobStreet.com)

Responsibilities:

Lead a marketing team to position JobStreet.com as Malaysia's No.1 Job site

Lead and manage offline & online/digital marketing initiatives to drive web traffic & generate

jobseeker signups

Analyze internal and external data spanning research and business information data to formulate

strategic marketing plans

Oversee & roll out new product launches

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Oversee & manage task force teams that execute on-ground marketing, PR, social media & other

key marketing initiatives

Requirements:

Candidate must possess at least a Bachelor's Degree, Post Graduate Diploma or Professional

Degree in Business Studies/Administration/Management, Economics, Marketing, Commerce,

Mass Communications or equivalent.

Required skill(s): Leadership, Online & Offline Marketing, Analytical, People Skills, Project

Management

At least 6-7 year(s) of working experience in marketing is required for this position & 3 years of

management experience

Domain expertise & understanding of internet marketing (EDM, PPC, Social media, etc) with

strong understanding of business/commercial aspects is required

Strong orientation towards measured results with expertise in both qualitative and quantitative

marketing measurements, analytics, tracking tools and processes

Excellent English - written and spoken communication style

Enthusiastic team player, willing to "roll up your sleeves" to help team achieve goals

Thrives in a fast paced on-time deliverable environment

3. Is it needed any extra skill to perform the job?

- Leadership skill

- Management skill

- Project management skill

- Internet savvy

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4. What are the others Jobs suitable for a holder of bachelor in business administration in your

company?

- Human Resources

- Customer Services

- Sales (junior)

5. Can be provided any extra information about the Job Vacancy of you company?

-http://impact-my.jobstreet.com/jobs/jobs.asp?eid=1612&fil=1&did=449

You may try the link above – listed all jobs available for JobStreet.com Malaysia

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Appendix (2)

What Is Personal Development Plan

Many of us have heard about personal but what development plan is still remains unknown to many. Basically, personal development plan deals with your past, present and future. It is the process of building yourself for a better life at present and in future including both personal and professional life. Though personal development plan is mainly discussed in professional area but you should also have a plan to develop yourself to become a better person as a whole.

We all want to expand our strengths and we all want to overcome our weaknesses. A personal development plan does that for you. This kind of plan may not eliminate your weaknesses completely but it does help you to face your greatest fears and make your strengths even stronger. So, personal development plan covers a vast range of subjects like a person’s interests, experiences, deficiencies and goals in life. As it evolves around you, you should know yourself better before you start making a plan to build up yourself. What you want to be, what matters to you more and how you want to live your life are important considerations while making the plan. In case of personal development plan professionally, the employers usually seek what skills an employee have and what can be achieved by that employee in the future. There are performance management, performance appraisals to know an employee’s professional skills and developing them for the betterment of the organization. Every employee goes through training process when first entering the organization to know what areas are his/her strong points and what are not.  If you want to get promoted then you will have to work on your deficiencies no matter if your organization helps you with it or not. It is a relief that most organizations have personal development plans for their employees.

You have your managers to help you become a more competent employee but who helps you to become a better person? Well, the answer to this question will vary from person to person. Many of you do not need outside help to make a development plan for yourself. If you are ambitious and have the craving to be successful in this world then you will automatically try to build up yourself as a personal of strong personality with skills and knowledge but not all of us has the motivation or will power to do this all alone. If you are one of them then do not worry that you can not develop yourself because you can! There are many counselors who can help you identifying what you want to do with your life. Family support is another factor which will help you to develop yourself. You can identify your strengths and weaknesses from their opinions and work on them with their help.

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Defining goal is very important for any personal development plan. It is like the end line of a race. Without it your plan becomes unfocused. Goals can be of any kind. You can have individual goals for individual aspects of your life like career; relationships, health or you can have an overall goal and work on aspects that are necessary to achieve that goal. It is better if you first set for smaller goals and then target for the bigger ones. For example, think of a plan to lose weight. You can not lose it overnight but you do it by a process of healthy diet and exercises to lose it eventually. So, first you target to change your diet and lifestyle to avoid gaining weight, then you target how much you want to lose on the first month and then target for more weight lost. Also, you need to maintain your active lifestyle to avoid gaining weight in the future. A personal development plan is somewhat like this. If you want to get promoted then first become efficient in what you do and then start gaining skills in other areas. You should never stop learning because you need to develop yourself step by step and keep on continuing to build up yourself as there is not definite timeline on developing yourself.

It is funny how people blame their surroundings for their failures or weaknesses when they should be giving more attention to themselves. To become successful in life, you need a plan and it should be about you. Make your plan an adventure and do not pressurize yourself. Target for smaller goals in the beginning and then start aiming for bigger ones. To be on top of your social and professional life you need to get out of the average league of people and become an individual with success in life and a continuous personal development plan will help you to be that person. Personal development plan is your lifelong friend to assist you in every way possible.

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Appendix (3)

Tips on Writing a Personal Development PlanBy Ashley Lorelle, eHow Contributor

Write a personal development plan to help yourself achieve goals, such as getting a promotion at work.

Writing a personal development plan can be both overwhelming and therapeutic. By writing about your goals, your skills and the things in life that make you feel fulfilled, you may discover things about yourself that you never knew before. This can be invigorating. Writing a personal development plan requires you to form short-term and long-term goals. By writing down your goals and planning your future, you will become more confident.

1. Before Writing

o The website Self Improvement Mentor recommends that you should wait to start writing a personal development plan until you are in a "strong state." That means, do not start writing if you are tired, irritated or feeling uninspired. Get yourself into the right mindset for considering how you want to improve your life. You should be thinking positive thoughts. Self Improvement Mentor recommends that you write these positive thoughts down before beginning your personal development plan.

Set a Long-Term Goal

o Leadership and management development manager Dan McCarthy, writing on the website Great Leadership, recommends you always start your personal development plan with a goal. You should have something you want to develop or pursue, such as a new job, a promotion, writing a novel or climbing Mount Everest. Identify the three most important skills, areas of knowledge or attributes you will need to learn to achieve this goal. Consider the resources you will need to study and any classes you will have to take in order to learn these skills.

Plan Short-Term Goals

o In addition to selecting a long-term goal, you should also plan out a variety of short-term goals that work as stepping stones to achieve that one significant long-term goal. Understand your

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reasoning for having those goals. Ethan Beh of Self Improvement Mentor writes that you should ask yourself these five questions before coming up with your goals: "Why do I want to achieve that? How does it help me? What can it give me? What can it prevent/stop? How does it impact my life and those around me?"

Assign a Schedule

o Assign a schedule to your goals. Plan what you are going to achieve and when. If you want a promotion, then plan when you would like to receive that promotion. If you need to learn some more skills or acquire another college degree in order to earn that promotion, then sign up for online or night classes and plan out when you'd like to graduate and with what kind of marks. Talk to your boss about your desire for promotion and what skills he'd like for you to develop in order to earn that promotion. Set aside a time every week to work on your personal growth.

Review Your Plan

o Keep checking in on your personal development plan even after you've finished writing it. Keep it in front of you at all times. Write down reminders so you can always see them and remind yourself of your goals. As you achieve your short-term and long-term goals, check them off a list. Reflect on what you've learned from the experience.

Keep Planning

o Remember that your personal development plan can never be finished. It is always a work-in-progress that you develop as you evolve, achieve old goals and set new goals.

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Appendix (4)

Powerful guidelines on effectively writing a personal development plan!

Writing a personal development plan is an intricate process and can sometimes be quite a daunting task. Sometimes, it is easy to get stuck writing your personal development plan because of the many aspects involved in it. So take as much time as you need and don't get discouraged when you are crafting your plan.

To help you in this process, here are some guidelines and tips on writing a personal development plan. Following these guidelines can help make the journey as comfortable as possible.

Pre-Writing

First off before you start writing a personal development plan, make sure get into a strong state first. Don’t write your personal development plan when you are feeling tired, bored, lazy, uninspired.

Before you actually start writing your plan, take a few deep breaths and calm yourself down. Move about a little if you need to get your energy levels flowing. Say to yourself some words of encouragement and make some power moves and gestures to get yourself going.

If you prefer, turn on some classical or soft music if you prefer. Make sure that you won’t be interrupted.

Next think warm, positive thoughts. Tell yourself that you are doing this to improve yourself further and to achieve great success. Motivate yourself by acknowledging you will gain from this and it will bring you a step closer to your dreams.

You will only do a good job writing your personal development plan when you are in a calm effective state.

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Writing

Now to writing a personal development plan. I have broken the process down to 5 sections.

1. Discovering strengths and weaknesses.

For some people, they are absolutely clear on what they are good at and bad at. Others struggle to discover it. If you belong to the latter category, don’t despair. First know that everyone has their strengths and weaknesses. Next ask yourself the questions below to help yourself get going.

What area/activity do I generally have success in? And like wise, what do I frequently fail at?

What do people normally compliment me for?

What do others usually complain about me? What are their gripes about me?

What are some of my good habits and bad habits that I know of, or that people mention about?

What am I comfortable doing, and what do I feel uncomfortable about? (we are usually weak in the things that we feel uncomfortable about)

Also, look to get feedback from others. Ask them what they observed you are good at and what you’re not so good at.

Apart from that, look for things that routinely happen in your life that may give you an indication of your strengths/weaknesses. Such as avoiding public speaking, losing your temper, making others feel comfortable around you etc.

Just remember, when getting feedback from others, make sure that you’re asking the right people. People who know you well enough and that are objective in their observation.

After discovering your strengths and weaknesses, prioritize and decide which area you want to focus on. Don’t focus on too many at once. Work on only a few simultaneously. 1-3 focus area is a good number. Prioritize by identifying the area which you would need to change the soonest.

2. What do you want instead and why do you want it?

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This is the next step in writing a personal development plan. After identifying the focus areas, now decide and illustrate what your ultimate objective for each of those focus areas would be. Make it detailed and specific. Make sure it is very ambitious, yet still realistic and within reach.

Then proceed to list for reasons for wanting to that ultimate objective. Strong reasons is what keeps you going and gives you meaning for continuing to work on those focus areas. Answering the following questions can help you in this section.

Why do I want to achieve that?

How does it help me?

What can it give me?

What can it prevent/stop?

How does it impact my life and those around me?

3. Short term and long term goals

The following step in writing a personal development plan is to set your short-term and long term goals for the identified focus areas. The goals should be measurable, actionable items which can be achieved. Make sure it is not vague. The solution here is to turn the goals, which are usually ‘being’ goals into an action that you can ‘do’. Being to doing. Here is an example ;

Develop confidence = Able to make a 30 minute speech in public (or whatever that is challenging for you)

Set medium term goals if required as well. Short term goals should be smaller action items that are steps to achieving your long term objective.

4. What do you need to learn/do (action steps) and where can you find resources for it

Next identify what is it you need to learn or practice in order to achieve your goals and what & where can you can get the resources for it.

Back to the example of developing confidence, here are some examples of identifying action steps and resources;

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• Signing up for a self esteem class

• Reading books on developing self confidence (specify specific book if possible)

• Joining toastmasters to train public speaking and confidence

• Get a life coach to help you develop confidence

• Etc

5. Scheduling & timeline

The final step in writing a personal development plan - after identifying all what areas to improve on, your ultimate objective for it and the approach to achieve it, it is time to schedule and set a timeline for it.

Take out a calendar or notebook and set time aside for you to work on your personal growth. This time should be scheduled for you to take the action steps identified in step 4.

For example;

Every Sunday 4pm - 5pm : Reading developing confidence book

Every Saturday 4pm – 6pm : 1 on 1 coaching session with life coach

Then set the deadline for achieving your short and long term goals. Naturally, your schedule & the amount of time and effort you decide to put in every week should be set according your goal deadline.

Post writing

A good idea would be to set periodic reviews on your progress. It could be weekly, fortnightly, every 10 days etc. Then you can assess the situation and how effective your approach is and subsequently make adjustments to your personal development plan.

Try not to view your personal development plan as a finished product. Rather it is something that is always a work-in-progress and evolving for the better.

Final thoughts…

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When writing a personal development plan, break it down into chunks such as the above to make it more manageable and structured. Take your time when writing a personal development plan & have fun in the process!!

Appendix (5)

The service industry is booming, but is customer service improving? (Page 1 of 2)

Monday, December 20 - 2004 at 09:16

The Middle East's business community is coming to grips with the concept of service, and the opportunities presented by service-based businesses.

Market factors such as liberalization and increased competition, coupled with growing populations around the region, mean that services and the concept of customer service are coming under increased scrutiny.

In its deliberation around services, the Middle East can look to European market analysis for some compelling trends.

In the UK alone, the services industry as a whole accounts for approximately 70 per cent of overall economic output, (CIPS/Reuters purchasing managers' report, 1 June 2004). Worldwide, the services industry is undoubtedly a growth market. 

In June 2004, Gartner, a leading provider of IT research and analysis, announced that the global IT services market expanded by 6.2 per cent in 2003. But is it really offering an optimum service to its clients?

A recent survey "The Effectiveness of S-Business," conducted by the Association for Services Management International (AFSMI), in conjunction with Oracle Corporation, has found that the European services industry is unable to effectively calculate the value its customers add to their business. This is due to a lack of real-time customer intelligence and companywide IT integration.

The independent survey by AFSMI, a not-for-profit, educational association for professionals in the technology driven services industry, represents the first in-depth study of the European technical and technology services industry or S-Business. 

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The term 'S-Business' refers to organisations that are services-focused, services measured, and indeed services-driven, regardless of whether they also manufacture and sell products. 

The survey is based on detailed interviews with influential service executives across Europe, of which 70 percent either have decision authority over total service business strategy or provide significant input to strategic issues and decisions. Four areas critical to service success were investigated: strategy, financial, customer-centricity and efficiency/effectiveness.

The research found that more than 70 percent of European companies surveyed are unable to determine customer revenue and profitability in real-time. As a result, there is little appreciation within these companies of the value each customer represents to their business and therefore how service and commercial responses should best be directed. 

Most companies still respond to the customer that shouts loudest, regardless of their value. The inability to identify the truly valuable customer can be seriously detrimental to any business. Businesses could be losing some quiet but highly profitable customers who are walking away in silence and disgust.

In order to rectify this problem, companies need to achieve real-time business intelligence through better integration. However, AFSMI researchers found that two thirds of companies are struggling with this 'because most company systems were not designed for integration and certainly were rarely designed to accommodate the information-intense nature of a service business system'.

Almost half the companies surveyed (45 per cent) still consider the utilization of information about customer or product performance as poor, suggesting inadequacy of systems or processes or both. Yet the information architecture to provide that business intelligence is already here. 

More often than not, organizations already have the necessary information on their customers, but do not have the appropriate systems and processes in place to utilize the available data.

Business intelligence tools cover data quality, data analysis and information access.

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