Nama : Nur Aina Nabila Binti Azman

Kolej : Institut Kemahiran Mara Kuala Lumpur

Kursus : GMD20072 -Engineering Materials Fundamentals
Tajuk : Penggunaan Bahan Dalam Industri
Pensyarah : Rafidah Binti Bakar
No.Pelajar : 333501246153
PENGHARGAAN
Isi Kandungan
 Pengenalan

Pengenalan

Objectif
Industri pembinaan merupakan suatu industri yang amat penting dalammenggerakkan
pembangunan sesebuah negara dan seterusnya akan meningkatkan ataumenjana perkembangan
OfficeMalaysia
ekonomi negara tersebut. fire protection
merupakan and safety management
salah sebuahnegara membangun yang semakin
meningkat ke arah menjadi sebuah negara maju.Selaras dengan peningkatan dan kemajuan yang
Office
dicapai untuk ke arah negarafire protection
maju,industri and memainkan
pembinaan safety management
peranan penting dalam proses
pembangunan terutamanyadalam sektor perumahan, infrastruktur dan sebagainya

Sebagai negara membangun, Malaysia telah melangkah ke arah yang lebih berprestij terutama
dari segi pembangunan fizikal. Terdirinya Menara Kuala Lumpur ,Menara Berkembar Petronas,
Jambatan Pulau Pinang, Putrajaya, SMART Tunnel, SistemMonorail dan Transit Aliran Ringan,
dan Empangan Bakun yang masih di dalam pembinaan, terbukti Malaysia adalah di antara
pembina-pembina yang berkebolehanmencipta sesuatu struktur yang setaraf dengan pembina-
pembina ternama di dunia.
 Achievements this year:
Here you can enter a brief description of the
success story, or a description of the
outcome.Here you can enter a brief
description of the success story, or a
description of the outcome.Here you can
enter a brief description of the success story,
or a description of the outcome.

Achievements this year:

Here you can enter a brief description of the
success story, or a description of the outcome.Here
you can enter a brief description of the success
story, or a description of the outcome.Here you can
enter a brief description of the success story, or a
description of the outcome.

Achievements this year:

Here you can enter a brief description of the
success story, or a description of the
outcome.Here you can enter a brief
description of the success story, or a
description of the outcome.Here you can
enter a brief description of the success story,
or a description of the outcome.
 02
Human resource management

Talent allocation

Training and development

Performance appraisal

Personnel and capital analysis

1 Talent allocation
The administration and personnel department allocates talents for the company through
various channels. The channels used include participating in the job fair in the talent market,
the job fair in the human resources market and the on-site job fair held by soucai.com, etc.
Up to today, the number of recruiters has reached more than 95% of the company's
organizational staff, which can meet the needs of all departments and normal operation.

（1）Personnel on duty: Department staffing

The actual number of on-the-job employees of the
company is 101 (including 6 in the administration and
personnel department, 10 in the finance department,
8 in the planning department, 39 in the sales
department, 14 in the customer service department
and 24 in the business management department),
down 13% compared with the same period last year.

（2）Recruitment:
Recruitment channels: regular online recruitment, media recruitment and on-site recruitment. In
the second
Please halfenter
of the ayear,
titlethe administration and human resources department expanded the
here:
new recruitment
Here you can channel
enter campus
the mainrecruitment. Whendaily
contents of your the work,
enterprise
whichentered
can bethe school gate,
described in it
not only recruited
several the company's
points.Here you canpersonnel, but also
enter the main publicized
contents thedaily
of your enterprise better,can
work, which andbe
improved the enterprise
described in severalimage.
points.Here you can enter the main contents of your daily work,
which can be described in several points.
（3）Interview:
The company has a total of 135 applicants, 22 new employees and 13 employees who have
Pleasekey
resigned.The enter a titleforhere:
positions recruitment are: Sales Director, customer service personnel and
marketing
Here personnel of the
you can enter theoperation and management
main contents of your dailydepartment.
work, which can be described in
several points.Here you can enter the main contents of your daily work, which can be
described in several points.Here you can enter the main contents of your daily work,
2 which can be described in several points.
Training and development:
Training is an effective way to improve the working ability and increase the skills of
Please
employees. At enter
the endaoftitle
Aprilhere:
this year, the management system for employee training was
Here you
formulated can enterimprove
to gradually the main contents
and of your
systematize daily
the work,work
training which can
and laybe described
a good in
foundation
for theseveral points.Here
comprehensive you can enterofthe
implementation themain contents
training work.ofThis
youryear,
dailythe
work, whichofcan be
Ministry
describedand
administration in several
human points.Here you can
resources trained 15enter
timesthe main This
in total. contents
year,ofthe
your daily work,
administration
which can
and human be described
resources departmentin several points.out special training for employees, which is
has carried
divided into: new employee induction training, executive training, civilized etiquette training
and movie watching training, etc.
 Overview of work:
content
Performance appraisal
According to the standard operation instructions for some positions of front-line employees
in each department, the performance appraisal form was prepared. In the whole year, three
departments (business management department, administration department and sales
department) implemented the performance appraisal wage, found problems in the
implementation process, and improved the assessment content.

4 Personnel and capital analysis

（1）Recruitment fee: enter details. Enter details. Enter details. Enter details.

1~2 month 3~4month 5~9month 10~12month

Actual cost: Actual cost: Actual cost: Actual cost:

There are few From March to April, From May to From October to
candidates in the there are many job September, all December, the front-
talent market and candidates in the posts are line employees of
they do not meet the talent market, and relatively stable, the safety
requirements of their the company's and online management
own recruitment departments recruitment is department were
positions, so the gradually have used for standby absent.
frequency of on-site personnel gaps. and recruitment.
recruitment is low.

（2）Staff activity expenses: the administration and personnel department carries out
the activities according to the annual activity plan. The actual expenses are different from
the budget expenses by yuan, and the actual expenses are within the budget expenses.

（3）Staff training funds: the administration and human resources department provides
spiritual encouragement to the staff in each training process, and gives oral praise and
support in the actual interaction, so that the staff can be integrated into the training content,
and there is no cost for staff training.

3 content
03
Summarize deficiencies and experience
Enter a title here:
Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work
here.Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work here.
Analysis
Enter a title here:
Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work
here.Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work here.
Overview of work:
Enter a title here:
Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work
here.Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work here.
Enter a title here:
Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work
here.Here you can enter
deficiencies or failure cases in
your work. You can enter the
deficiencies in your work here.
 Please enter a title here:
Here you can enter the work experience or
lessons learned.Here you can enter the work
experience or lessons learned.Here you can
enter the work experience or lessons
learned.Here you can enter the work experience
or lessons learned.

Please enter a title here:

Here you can enter the work experience or
lessons learned.Here you can enter the work
experience or lessons learned.Here you can
enter the work experience or lessons
learned.Here you can enter the work experience
or lessons learned.

Please enter a title here:

Here you can enter the work experience or
lessons learned.Here you can enter the work
experience or lessons learned.Here you can
enter the work experience or lessons
learned.Here you can enter the work experience
or lessons learned.

Please enter a title here:

Here you can enter the work experience or
lessons learned.Here you can enter the work
experience or lessons learned.Here you can
enter the work experience or lessons
learned.Here you can enter the work experience
or lessons learned.
 Arrangement of human resources work:

04
Improve the level of administration and personnel management in an all-round way;
improve the system and pay close attention to its implementation. After completing the
revision, collation and summary of various systems of the company, it will be
continuously improved in the actual implementation. The specific arrangement is as
Work plan and arrangement for next year
follows:

Title Daily administrative

Title work Title
arrangement: Title

1. Assist the 2. Do a good 3. Do a good 4. Keep the

office director job in sending job in the office clean
1 in the backup, and receiving management and tidy, and
Strengthen
upload andemployee relations:
all kinds of of office do a good job
distribution of mails. Do a supplies. Do a in the
the company's good job in good job in maintenance
management sending
Strengthen the signing of and collecting of office
Seriously implement the overall
regulations.
labor contract: receiving all supplies equipment。
social planning work:
kinds
avoid the phenomenon of of mails. registration.
We will work closely with the quarterly
omission and delay, and solve
the problems in time for the assessment to handle endowment
employees. insurance and medical insurance.

5. Do other 6. Assist 7. Complete

work assigned department
other temporary
by leaders leaders to
improve the work timely,
seriously and
Annual employee Organize staff activities
and quarterly:
efficiently.satisfaction company's rules seriously
survey: Strengthen the construction of
and regulations. accurately.
Listen to the voice of employees corporate culture, enrich the cultural
and collect all-round information. life of employees, and improve the
cohesion of employees.

Summary:
Keep
In my communication
daily withthe
work, I must follow every employee
principle of the company:
of precision, detail and accuracy, carefully
Through
prepare, formal work
arrange, and informal
carefully,communication
do standard work,suchstand
as employee
standardactivities,
post, andbirthday
strictly
activities,
follow employment
the rules talks, etc.,
and regulations keep
of the communication
office. with Ieach
In my daily work, mustemployee
follow theand
principle
understanddetail
of precision, whatand
theyaccuracy,
think. carefully prepare, arrange, work carefully, do standard
work, stand standard post, and strictly follow the rules and regulations of the office.
2 Complete recruitment:

Recruitment and evaluation:

Strengthen the qualification
examination of candidates,
including certificate
Recruitment and examination, background Probation period:
screening: investigation, etc. Talk with probationary
Expand recruitment employees once a
channels, cooperate month, and keep in
with the company's touch with the
business development, supervisor about the
and complete work situation and
recruitment tasks. adaptability of new
employees.

3 Standardize training:

(1) strengthen the induction training of new employees:

Revise the new employee training manual. Further improve the effect of induction training
for new employees, and guide the employing department to assign special personnel to
assist in completing the pre job training for new employees.
(2) strengthen the implementation of business training work of each department:
Gradually increase the training responsibilities of the department heads, communicate
with the department heads at the beginning of each quarter, clarify the training needs of
each department, guide and assist each department to implement each training
according to the training needs. Evaluate the training work of each department quarterly.
(3) strengthen the training of management personnel:
According to the training budget of XX, various management trainings are carried out.
(4) internal training:
Experts and professors in the industry shall be invited to the company for training, or
leaders of the company shall train management personnel.
(5) on the job training:
ssign special personnel to "help and train" potential employees.
(6) external training:
Send management personnel to go out for training and learning, and share experience
after returning to the company. Management personnel study, etc. Try to compile training
materials that meet the working characteristics of relevant departments of the company,
and gradually form a training system with the characteristics of the company.
(7) encourage employees to learn by themselves:
We should encourage everyone to study and pursue progress.
4 Improve performance appraisal:
(1) strengthen department assessment and direct supervisor assessment. The monthly
performance appraisal of each department shall be completed by the person in charge of
each department and reported to the administration and human resources department for
summary, which shall be linked with the salary of that month.

(2) more efforts should be made to link the assessment results with rewards and
punishments, so as to eliminate the fittest and punish the lazy. Establish performance
evaluation complaint system.

Future outlook:

Title Title Title

Title Title

Thank you for watching!

Summary:
1. Please enter the title here: in the new year, we will continue to focus on the
company's central work, overcome shortcomings and improve methods; conduct in-
depth research and grasp the truth; strengthen management and improve services;
boldly explore new ideas and methods in the work of the personnel department, so as
to promote the work to aName
new level : and
wps Template
make greater contributions to the healthy and
rapid development of the company.
Post : Personnel manager
2. Please enter the title here: in the new year, we will continue to focus on the
company's central work, overcome shortcomings and improve methods; conduct in-
Telephone : 00-12345-6789
depth research and grasp the truth; strengthen management and improve services;
boldly explore new ideas and methods in the work of the personnel department.
E-mail : 1234567890@163.com
3. Please enter the title here: in the new year, we will continue to focus on the
company's central work, overcome shortcomings and improve methods; conduct in-
depth research and grasp the truth; strengthen management and improve services;
boldly explore new ideas and methods in the work of the personnel department.