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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
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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
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December 15, 2014 3
Head of the Recruitment & Selecting
Siti Raudah bt Ahmad
Senior Manager for Performance
Management
En. Azmi Ajman
Respondent
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Recruitment and Selection Process
Determine
Labor
supply
Based on
workload
HOD Budget
Co.Future
Plan
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Recruitment and Selection Process
Forecast
labor
demand
Requirement
of the Dept.
HOD
Budget
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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
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Recruitment Sources
Recruitment and Selection Process
InternalSourcesInternal advertisement:
Via Email, Friends and
Family.
SL1M Program
ExternalSourcesSKPB Website
Job Street
Private Equipment(FreeLance)
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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.
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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
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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
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Process of Performance
Management
Performance
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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
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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
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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
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Performance
Simple Ranking
1-Not
perform
2-
Satisfactory
3-Competency
4-VeryStrong
5-
Outstanding
Mixed Standard Scale
Behavior
Method for Measuring Performance
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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
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Comments for Recruitment and
Selection Process
Do the
analyzedataand the
sourcing
Improve
thepractice
HRmethod
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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
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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
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THANK YOU