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Malaysia has been right called as the land of opportunities. One can choose from full-time to part time jobs in Malaysia. Along with the technology advancement, the work culture and work life balance approach Malaysia profess and advocates gaining appreciation from all over. This is one of the biggest reasons why foreigners and emigrants are moving to Malaysia with career lookout.
And if it continuous to happen, the economy will witness tremendous growth and high paced progress. Indeed its acting as magnetic field for many outsiders to look for opportunities in Malaysia, however at the same time Malaysian government and local authorities are mandating work visa to interrupt their smooth entry.

Don’t take Work visa for Granted

It has been observed that many people steps on the Malaysian ground with a simple tourist visa, and tends to start hunting for the job. However, too eventually before they join some jobs Malaysia, they are asked before-hand if they hold working visas or not. Thus although they may enter the premise with tourist visa, however they must communicate well in advance about the aspiration of converting it into the work visa later. For this purpose, they must have all the paper works and documents submitted with the authorities. No matter if applicant is applying for the Sales Executive Jobs Malaysia or any other job, they must abide to the rules completely.

Mandatory Documents

  • Complete application form must be dully filled with all requisite and necessary information. A copy of employment contract must be attached as well. It is always advised to keep a copy of every communication and form submitted to the visa office for further references.
  • All recent photographs must be fixed.
  • Attach self-attested copies of valid passport. Do not try to submit invalid passport details and copies; this will may get hold against the applicant.
  • Along with the employment contract, copies of employee sponsorship from the employer must be attached as well. This will act as a proof of commitment of paying requisite state revenues taxes and salaries to their employees by the employer.
  • Many companies are bound with certain restrictions with respect to minimum paid up and start-up capital so as to hire non Malaysian employees. Also the sponsorship letter by the employer will guarantee that they completely adhered to the rules and regulations laydown by the government.
  • if the extension is foreseen, the visa will undergo a renewal process. And one of the most important documents needed to complete the procedure, copies of payment receipts and tax revenue receipts as well.

Part-time Employees are Different Approached

Part-time employees in Malaysia who are expected to perform a job for maximum 12 or less must apply for part-time work visa. In case it is believed to be little more than 12 months then varied other types of part-time visas must be applied for.
The entire work visa and permits does not apply to any Singapore Job for Malaysian, as they are considered as the natives only.

Via NBC News : André Leon Talley’s top work wardrobe tips for millennials

“You are not all that. You can’t wear just anything,” says the contributing editor for Vogue.

So you nailed your interview and got your dream job or internship. It turns out, what you wear at work matters a great deal too.

You may think it sounds superficial, but how you look says a lot about you—whether you’re organized, laid-back, fashion-forward, creative or serious. It influences how our co-workers and bosses treat us – and, just as importantly, how we feel about ourselves.

André Leon Talley, contributing editor for Vogue, recently shared with Mika Brzezinski and I, some tough love advice for my generation:

“Millennials need to have (clothing) guidelines. You are not all that. You can’t wear just anything.” – Andre Leon Talley null

I learned this lesson awkwardly. When I interned in the offices of Bad Boy Entertainment in New York City in 2012, I was surrounded by larger-than-life women executives who were dressed to the nines – oftentimes in brand name dresses and stilettos. So I decided to give the old “dress for the job you want” advice a try.

One morning, one of the women executives called me over to give me my task for the day. Proudly, I walked over strutting my new knockoff designer dress and high heels. I approached her desk. She looked me up and down. Surely she was going to comment on how fashion-forward I looked – or so I thought.

Instead, she smirked at my 20-year-old self “I know you’re trying to do your ‘thing,’ but right now I need you to go upstairs and assemble the swag closet,” she told me. #Fail.

Lesson learned: As an intern, dressing the part of an executive wasn’t the best idea.

But don’t take it from me. Take it from Talley. The fashion guru recently gave Know Your Value work style tips that go beyond simply “dressing for the part you want.”

Here are Talley’s dos and don’ts:

STICK TO THE BASICS:

The good news? You don’t have to spend a fortune looking work-ready. Talley believes you should stick to the basics when you first start out. “You can put on a blouse from H&M.” He added, “A simple skirt, I don’t care what the skirt is, or a simple pair of pants from Uniqlo, and just a pair of black shoes.”

NIX THE HAUTE COUTURE

Talley has seen his fair share of young professionals make risky fashion choices to stand out. You may think you need those expensive shoes or brand name dresses. But the reality is, if you are an intern or are just starting out, you’ll be tasked with doing some grunt work. So keeping it simple with your clothes is your best bet.

Talley also touched on this issue in Mika’s book, Growing Your Value, when he shared the story of a time he was interviewing applicants to become his assistant.

Hoping to impress him, one job candidate came in wearing Gucci and Calvin Klein. But what he really thought was: “She spent more time preparing the right brand, or what she thinks I would like, because it’s Vogue, than the substance when I am asking her questions!”

BUT DON’T GO TOO CASUAL

With that being said, simple is not the same as casual, and as Talley says, “Casual is not the way.” You have to show you care.

“Casual in college is one thing. You don’t have to be dressed in a certain way, or dressed to the nines. But you’ve got to be neat. You’ve got to be presentable and mannered.” – Andre Leon Talley null

PAY ATTENTION TO THE DETAILS

According to Talley, a big part of style (aside from the clothes you wear) is presentation. Those details matter big time. He recalled a time he was at a hotel restaurant for the holidays and a college-aged woman was waiting on him. Aside from her not being attentive and avoiding eye contact, he remembered, “She had the worst nails. She had chipped her nail polish.”

Talley, known for his bold personality, decided to do something about it. “I went to the manager of the hotel and told him, ‘She has got to get it together,’ because that girl is unpresentable.” It worked. The next time he saw the young woman, she seemed like a different person.

She changed her attitude, suddenly saying things like, “Good morning Mr. Talley. It’s a lovely day, isn’t it?” She started following up with him, being attentive and making sure he was being taken care of. “And then I see that she has clean nails! She just had simple but clean nails, not some vampire goth-looking thing,” he said.

DON’T OVER-ACCESSORIZE

Another big “don’t” in the workplace according to Talley? “Lots of earrings”

“I don’t care if you are male or female. Lots of earrings in the ear are just terrible. Nose rings are forbidden in the workplace. Earrings yes, but a nose ring… Nose rings are forbidden.”

SHOW YOU CARE

Work style is also in the way you present yourself, so take some pressure off yourself by keeping it simple with the clothes you wear and focus more on the way you carry yourself.

That includes your body language and your presence. “Bottom line is you have to show you care, that you are alert, and that you are present. Showing you care in the full package,” said Talley.

Via CIPD : Five ways to avoid appraisal pitfalls

With the annual review season upon us, Jonathan Maude provides tips for HR professionals on getting performance conversations right

1 Be honest

One of the most common things HR practitioners get wrong with appraisals is to gloss over inadequacies and avoid confrontation. Far from being harmless, being ‘soft’ and unwilling to address an employee’s poor performance can have a ruinous effect on the standards expected and the morale of co-workers, and in certain circumstances expose the company to claims of discrimination and unfair dismissal should the employee need to be dismissed at a later date.

In this uncertain world, with the spectre of Brexit looming, a company may decide it needs to downsize. If redundancies become needed, the appraisal is a first reference document to be considered when looking at which staff will stay and which may go.

2 Adopt the right tone

If the message is delivered in the right way – for example, in a more encouraging tone – then the messaging itself can be constructive and positive. It is more likely to be appreciated and taken on board by the employee. Equally, if there is a well-understood appraisal system and the culture is to provide honest and detailed feedback, this becomes the norm, and any confrontation should be avoided.

3 Train appraisers

Training needs to be given to the person undertaking the appraisal and the employee should be told what to expect from the process. So often a manager, who may be very good at their job, is put in charge of people and not given the right tools for the role. They need to be trained in how to deal with appraisals and how to deliver honest and constructive feedback to the employee.

Part of the training needs to focus on why this is an important task, not one to just tick off the list. For example, if it were to become necessary for a company to make group redundancies, then it will need to undertake a selection process of the affected employees to avoid unfairness in dismissals. The selection process may also give the company a defence to claims of discrimination, as it may be able to show objective justifications for decisions it has taken.

4 Get the data right

To follow a fair redundancy process in a ‘pooling situation’ employees need to be sifted. Various factors will need to be considered when ‘scoring’ employees, and performance is likely to be one. If appraisals have not been conducted properly there is no raw data to use in this process. The company will then end up making more subjective decisions, which will be subject to legal challenge by way of unfair dismissal or, in the worst-case scenario, discrimination claims.

5 Be objective

Aside from the legal issues, there is the fundamental business problem that subjective, ‘on the hoof’ decisions put the company at risk of letting good staff go and retaining the non-performers. This is bad for the company and its morale going forward.

Performance reviews, whether annual or more regular, need not be feared and loathed in equal measure. If the groundwork is done well and in a systematic way then both employer and employee know what to expect and both benefit.

Via Business Insider : Sheryl Sandberg says you shouldn’t balk at taking a more junior job than you want if you can answer ‘yes’ to 2 questions

Taking a step backward in your career isn’t always a bad thing. In fact, Sheryl Sandberg, chief operating officer of Facebook and founder of leanin.org, thinks it’s sometimes necessary.

“One of the most important times that I see people not jump when they should is about changing either industries or functions,” Sandberg said on an episode of the podcast “When to Jump.” “There are so many times I’ve seen people not make that jump because they’re afraid they’re ‘moving backward.'”

Sandberg says to think of a move backward as an investment in your future, if the only way you can change industries is to accept a more junior role. “If you can financially afford it and you’re going to work the next 30 years, who cares about going down?” she said.

The advice comes from personal experience. Sandberg moved from Washington, DC to Silicon Valley in 2001 and struggled for 10 months to get a job. She didn’t give up and go back in the governmental sector, where she would have had an easier time securing a role. Eventually she got an offer at Google.

Her job at Google was a step back from her job as chief of staff. She went from a job with a team of tens of thousands in the US Treasury to her job at Google with a team of four.

But today, she’s glad she took a job that seemed like moving backwards. Being willing to take a step back to move forward “will make a huge difference,” Sandberg said.

Via Workplace Insight : Nine out of ten employees believe flexible working is key to boosting productivity

Data published by HSBC claims that flexible and remote working practices are more likely than financial incentives to motivate staff and ultimately increase workplace productivity. A study of British businesses and employees found that nine in ten employees surveyed (89 percent) consider flexible working to be a key motivator to their productivity levels within the workplace – a view shared equally among male and female employees (87 percent and 90 percent respectively) – and more so than financial incentives (77 percent). Alongside this, 81 percent of workers who can work remotely believe this opportunity helps them to improve their productivity, making a clear link between flexible working cultures and increased business productivity levels.

Regions where flexible working is more popular, such as London (where 30 percent of workers have the option) and the South East (32 percent), generally see the highest levels of productivity in the UK (where productivity, as defined by the ONS, is calculated as output per worker or output per hour worked ). In contrast, only 18 percent of employees in Wales, where productivity levels are lower, are offered the opportunity to work flexible hours – suggesting that companies providing a better work life balance may be paving the way for a more productive workforce as employees feel more motivated.

The most productive sector – the professional services industry – is the most likely to offer employees flexible hours, with 36 percent of professional services employees saying it is available to them. Whereas, in the retail, hospitality and leisure industry, where one in four workers (24 percent) are not offered benefits or perks of any kind (including flexible working), productivity is lowest. In Q2 2017 output per hour stood at just £23.00 in this sector (significantly lower than the national average of £32.20) while the sector with the highest output per hour, professional services, had an average of £68.10 per hour.

The study also highlights a disparity between the working style options employees believe to be most motivating and those that they are offered – as the vast majority of employees who are currently offered flexible working believe it motivates them, yet less than a third (30 percent) of business offer it. The deficit is most apparent in the manufacturing industry where nearly all employees currently offered the benefit (91 percent) believe the opportunity to work more flexibly would improve their motivation and productivity at work, yet less than a quarter (23 percent) have the option.

Far from being an attitude associated only with younger workers, flexible working is valued most by 35-44 year olds of whom 59 percent value the opportunity ‘a great deal’, compared to just 47 percent of millennials (under 35s). Suggesting cash isn’t always king, good workplace culture was cited as being crucial to improving workplace productivity, while more than half of employees (53 percent) believe work they find interesting boosts their productivity levels. Furthermore, almost one on five (18 percent) employees cite poor work life balance as a reason for leaving their last job – a problem many companies could address with flexible working.

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