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Artykuły w czasopismach na temat "Malaysian Employers Federation"
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Tajuddin, Sheikh Ahmad Faiz Sheikh Ahmad, Suriyani Muhamad, Fauziah Abu Hasan i Nor Fatimah Che Sulaiman. "Productivity effect of minimum wage in the manufacturing sector of Malaysia". Asian Journal of Economic Modelling 11, nr 2 (25.05.2023): 46–55. http://dx.doi.org/10.55493/5009.v11i2.4808.
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This study measured the effectiveness of Malaysia's minimum wage by assessing the effect of minimum wage on productivity in the Malaysian manufacturing sector. Panel data covering a 10-year period were collected from 297 manufacturing firms in Peninsular Malaysia that were registered with the Federation of Malaysian Manufacturers (FMM) and analysed using static panel data regression to examine the effect of minimum wage on productivity. Panel data analysis revealed that the study's random effect model (REM) was the best model to describe the relationship between the minimum wage and productivity. The study found that the minimum wage improved labour productivity. Therefore, the minimum wage policy that was introduced in Malaysia under the Minimum Wage Order 2012 increased firms’ productivity. Increasing workers' wages motivated them to be more productive. This study's results are useful in highlighting to regulators, policymakers, manufacturing associations, employers, and workers the effects of the minimum wage. The implications of the findings will help improve the national minimum wage policy.
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Alias, Eni Suriana, Ahmad Zainal Abidin Abd Razak, Norsamsinar Samsudin, Bahijah Abas, Nadratun Nafisah Abdul Wahab i Akhmad Darmawan. "The Moderating Effect of Supervisor Support on Flexible Working Arrangement and Work-Family Conflict Relationship: A Conceptual Paper". International Business Education Journal 13 (14.12.2020): 51–63. http://dx.doi.org/10.37134/ibej.vol13.sp.5.2020.
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Workforce competitiveness trends have shown significant changes over the years. Multiple role conflicts have seen an increase in both dual-earner families and single-parents. Regardless of whether it is single parents or working couples, both must manage family and work obligations daily. As such, many companies are adopting flexible working arrangement in their organizations. This study aimed to discover the moderating effect of supervisor support on the flexible working arrangement and work-family conflict relationship. The population for the study consisted of Malaysian organizations that adopted a flexible working arrangement. The flexible working arrangement here includes adoptions of flexible working time, compressed work-week practices and working from home. The companies involved were derived from TalentCorp Malaysia Flexible Working Arrangement report, 2015, in collaboration with Malaysian Federation Employer. The surveys form would be disseminated to the organization selected from the list through their respective Human Resource Department. The findings would explain the moderating effect of supervisor support on the flexible working arrangement and work-family conflict relationship. Findings from this study are deemed to be beneficial for the employers in general and human resource ministry in overcoming the turnover of productive employees due to the inability to balance work and family needs. The findings would also minimize the brain drain suffering by Malaysian organizations. An effective strategy could be developed so that the work-family conflict issues could be overcome.
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Et.al, Eni Suriana Binti Alias. "Supervisor Support as a Moderator between Flexible Working Arrangement and Job Performance – Malaysia Evidence". Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, nr 3 (10.04.2021): 525–39. http://dx.doi.org/10.17762/turcomat.v12i3.758.
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Over the past years, organizations are forced to redesign their workplace to fulfil global labour market needs and to remain competitive. Due to the ever-changing working environment and competitive markets, organizations opted to choose more flexible work options so they can respond to the volatile environment. This study explores the moderation effect of supervisor support (SS) between flexible working arrangements (FWAs) and employee performance (EP). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected are based on the listing of global organizations practices FWAs mentioned in TalentCorp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is a relationship between FWAs and EP but there was no moderation effect of SS between FWAs and EP relationship. This study supports the idea that the employees seem to benefit from the adoption of FWAs at the workplace. It allows both gender and single or married employees to manage their time better particularly allowing the employees to attend to personal needs. Since FWAs itself is the support given by employers to employees, therefore, the employees were unable to associate supervisor support role as a contributor to help them manage their work and home responsibilities. This study showed that employee motivation to perform are affected by the policies adopted by organizations. Adopting efficient work practices such as FWAs could stimulate employee engagement to improve their work performance. Therefore, organizations that are currently searching for a strategy that can improve productivity and employee performance should consider FWAs as an option. However, the implementation ofFWAs needs to be customized according to the employee's needs. Offering FWAs in the organization will enhance organizational and individual outcomes.
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Tajuddin, Sheikh Ahmad Faiz Sheikh Ahmad, Mutia Sobihah Abd Halim, Nik Hazimi Mohammed Foziah, Fahru Azwa Mohd Zain, Hamdy Abdullah i Ahmad Firdhauz Zainul Abidin. "An empirical study in assessing the impact of foreign workers on labour productivity in the Malaysian manufacturing sector". Asian Development Policy Review 11, nr 3 (9.11.2023): 123–35. http://dx.doi.org/10.55493/5008.v11i3.4905.
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This study investigates the impact of foreign workers on labour productivity within the manufacturing industry of Malaysia. The study utilized panel data from 297 manufacturing firms registered with the Federation of Malaysian Manufacturers (FMM), covering the ten-year period from 2008 to 2017, and analysed it using static panel data regression to measure the effect of foreign workers on labour productivity. The findings of the study indicate that the employment of foreign workers, particularly those with low skills, has a negative impact on labour productivity. Low-skilled foreign workers often possess a restricted level of education and skills that may not be compatible with the demands of modern industries. Consequently, they may face challenges in adjusting to novel technologies, procedures, or intricate assignments, thereby impeding their overall productivity. It can be concluded that the employment of low-skilled foreign workers in Malaysia's manufacturing sector negatively affects labour productivity. The limited education and skills of these workers hinder their ability to adapt to new technologies and complex tasks, leading to diminished productivity levels. The findings are useful in highlighting to regulators, employers, and workers the effect of foreign workers on labour productivity. The study implies that necessary skills should be provided to low-skilled foreign workers. By enhancing their skills, these workers can better meet the demands of modern industries and contribute more effectively to the manufacturing sector in Malaysia.
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Phang Ooi, Tin, i Kok Ban Teoh. "Factors affecting the turnover intention among employees in Penang manufacturing industry". Annals of Human Resource Management Research 1, nr 1 (11.01.2021): 29–40. http://dx.doi.org/10.35912/ahrmr.v1i1.379.
Pełny tekst źródłaStreszczenie:
Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach will be used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, the future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastation effects of turnover and be equipped with strategies to decrease the turnover rate. Keywords: Employee, Job demands, Manufacturing industry, Organizational commitment, Turnover intention, Work engagement
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Et.al, Eni Suriana Binti Alias. "Moderation Effect of Supervisor Support between Flexible Working Arrangement andWork-Family Conflict in Malaysia". Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, nr 3 (11.04.2021): 711–26. http://dx.doi.org/10.17762/turcomat.v12i3.777.
Pełny tekst źródłaStreszczenie:
There have been major changes in current workforce competitiveness trends. The changes in workforce demographics particularly in the increase of dual-earner families and single-parents have resulted in increased multiple role conflicts. Working couples must cope with the problem of combining work and family responsibilities in their daily life. Many industries adopted the current trend of the flexible working environment into their organizations. This study explores the moderation effect of supervisor support between flexible working arrangements (FWA), the effect on work interference with family conflict (WIF) and family interference with work (FIW). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected is based on the listing of global organizations practices FWA mentioned in Talent Corp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is relationship between FWA and WIF and there was moderation effect of supervisor support (SS) between FWA and WIF. However, the result showed no moderation effect of SS between FWA and FIW. This study supports the idea that supervisor support is a resource that helps employees to manage the occurrence of interference from work to family and to overcoming FIW, supports particularly from family members either siblings, parents and spouse is important. The implication of this study is that, work conflict issue requires the proactive effort and support not only from the organization in terms of supervisor support through FWA but also support within the family circle. Organizations approach in adopting FWA in their attempts to minimize WFC is recommendable but it should be applied across occupation and organizations as one of employee benefits policy.
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Ab Aziz, Nur Syafiqah, Norshima Zainal Shah i Afifah Quraishah Abdul Nasir. "INSUFFICIENCY OF SOFT SKILLS AMONG GRADUATES WITHIN THE SERVICES AND MANUFACTURING INDUSTRIES". International Journal of Modern Trends in Social Sciences 6, nr 25 (17.12.2023): 25–38. http://dx.doi.org/10.35631/ijmtss.625003.
Pełny tekst źródłaStreszczenie:
The unemployment rate in Malaysia is at 3.5% as of February 2023. The competition for employment is tougher due to the rising number of graduates. Employers today consider graduates' Hard and Soft Skills in addition to their academic accomplishments. It was reported that the graduates are not able to secure jobs because they lack of critical thinking and Soft Skills yet we do not exactly what skills are they lacking. The goals of this study are to identify the Soft Skills that the workforce requires, investigate the Soft Skills that companies provide, and identify the graduates' Soft Skills by employers. The samples are employers from the services and manufacturing sectors that were obtained from the Federation of Manufacturing Malaysia. A questionnaire is used and made available online for one month in the form of a Google Form. Using SPPS version 25.0, both descriptive and inferential analyses are performed on the data. Employers stated that teamwork skills are the most important Soft Skills for their organisations and are among the Soft Skills that employers may impart to graduates. The organisations recognise that the graduates who joined their companies have the capacity to learn. According to the results of the inferential analysis, there is a substantial positive correlation between the importance of Soft Skills in organisations and the Soft Skills that can be acquired at the organisations (: .553). There is no connection between graduates' Soft Skills and the importance of Soft Skills in organisations (: .139), and the graduates' Soft Skills and the Soft Skills learned at the organisations show a moderately good association (: .262). According to the findings, organisations provide learning opportunities for employees that are relevant to their organisations. The findings also support the claim made by the employers that graduates lack Soft Skills. This study focuses on the Soft Skills needed for employment in the services and manufacturing sectors and is significant because it encourages additional collaborations between educational institutions and industries to provide students with the practical experiences they need for future employment.
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Zakaria, Zarabizan Bin, Syuhaida Binti Ismail i Aminah Binti Md Yusof. "An Overview of Comparison between Construction Contracts in Malaysia: The Roles and Responsibilities of Contract Administrator in Achieving Final Account Closing Success". International Journal of Applied Mathematics and Informatics 16 (5.03.2022): 1–8. http://dx.doi.org/10.46300/91014.2022.16.1.
Pełny tekst źródłaStreszczenie:
The administration of construction contracts in Malaysia is facilitated through a standard form of contract. The application of each however depends on the type of project, mode of finance and owner of the project. International Federation of Consulting Engineers (FIDIC), Public Work Department 203A (PWD203A), Pertubuhan Akitek Malaysia (PAM) Standards form of contract are widely implemented in Malaysia. In generally, each standard form of contract aims at ensuring effective, efficient and non-disputable contract administration. Nonetheless, variations arise in certain matters. This paper appraises the differences in roles and responsibilities of contract administrator as stipulated in each forms, namely PWD203A, PAM and FIDIC via literature review on some different types of forms of contract used in Malaysia. This aim can be achieved by determining the important factors affecting final account closing success caused by contract administrator, and investigating the differences between forms of contract. The understanding of these roles and responsibilities is important at the preliminary stage especially in selecting superintending party as well as identifying the contract liability in the persuasion of the contract. This paper shows that the use of contract documents either FIDIC, PAM and PWD 203A is dependent on the project owner/employer, type of project as well as the nature of a project and financing involved. Most of the projects under the government will apply PWD203A contract document while the private sector will use PAM contract document and FIDIC contract document will be used for projects involving international contracts.
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Abdullah, Nur Atiqah, i Samsiah Jayos. "A Narrative Study: Career Counselling Service among Persons with Disabilities at Vocational Centre in Sarawak". Journal of Cognitive Sciences and Human Development 10, nr 1 (31.03.2024): 171–81. http://dx.doi.org/10.33736/jcshd.6557.2024.
Pełny tekst źródłaStreszczenie:
Career development embodies a disposition of career maturity, requiring individuals to comprehend the developmental tasks and responsibilities they must undertake. Central to this journey is career counselling. This study focuses on Persons with Disabilities (PWDs). This narrative study highlights the significance of career counselling as the intervention for PWDs’ career development at vocational centres. Out of 637537 registered PWDs under the Social Welfare Department, less than 12,000 registered PWDs are employed, as stated in the Malaysian Employer Federation report on November 2023. Therefore, this study uses narrative research focusing on conducting semi-structured interviews. The participants in this study consist of two PWDs: one with physical disabilities and one with learning disabilities. Through this exploration, the study aims to shed light on the challenges faced by each PWD in accessing career support and inform future interventions to promote PWDs vocational success and social inclusion. This study suggests that career counselling services are crucial for supporting the career development and self-concept of PWDs. This underscores the need for interventions to improve access to such services and promote the vocational success of PWDs.
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Wad, Peter. "Solidarity Action in Global Labor Networks. Four Cases of Workplace Organizing at Foreign Affiliates in the Global South". Nordic Journal of Working Life Studies 4, nr 1 (1.03.2014): 11. http://dx.doi.org/10.19154/njwls.v4i1.3548.
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Globalization transforms workforces of transnational corporation from predominantly home countrydominated workforces into foreign-dominated, multinational workforces. Thus, the national grounding of trade unions as the key form of labor organizing is challenged by new multinational compositions and cross-border relocations of corporate employment affecting working conditions of employees and trade unions in local places. We assume that economic globalization is characterized by expanding global corporate network of vertically and horizontally integrated (equity-based) and disintegrated (nonequity-based) value chains. We also assume that globalization can both impede and enable labor empowerment. Based on these premises the key question is, how can labor leverage effective power against management in global corporate networks? This question is split into two subquestions: a) How can labor theoretically reorganize from national unions and industrial relations institutions into global labor networks that allow prolabor improvement in global workplaces? b) How and why has labor in a globalized economy secured the core International Labor Organization (ILO) international labor right to organize companies and conduct collective bargaining? The Global Labor Network perspective is adopted as an analytical framework. Empirically, a comparative case methodology is applied comprising four more or less successful industrial disputes where labor achieved the right to organize and undertake collective bargaining. The disputes took place in affiliated factories of foreign transnational corporations located in Malaysia, the Philippines, Sri Lanka, and Turkey. The conclusion is that the combination of global labor capabilities and global labor strategizing must generate strategic labor power that adequately matches the weaknesses of the counterpart’s global corporate network in order to achieve prolabor outcomes. The most efficient solidarity action was leveraged by a cross-border alliance of workplace collectives, national industrial unions, and a global union federation using global framework agreements (GFAs) with key customers of the employer. The least efficient campaign relied primarily on domestic developing country state institutions supported by a foreign labor nongovernmental organization (NGO).
Książki na temat "Malaysian Employers Federation"
1
Federation, Malaysian Employers. National Labour Laws Conference: Malaysian Employers Federation, Malaysian Trades Union Congress, 19th-22nd August 1985. Kuala Lumpur: MEF, 1985.
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