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Posts Tagged “Employer”

via FMTWhy Employers Hesitate to Hire Fresh Graduates

PETALING JAYA: Employers tend to hesitate when hiring fresh graduates because of the latter’s “unrealistic” expectations and unwillingness to learn new skills, says the Malaysian Employers Federation (MEF).

MEF executive director Shamsuddin Bardan said this was on top of the current economic climate, which had made employers even less open to the idea of risk and training new staff.

“The future of the economy is unsure and most companies are not taking in new staff, so there are fewer entry level positions available,” he told FMT.

Shamsuddin was responding to Bank Negara Malaysia’s 2016 annual report which put the unemployment rate of youth at 10.7% in 2015, more than three times the national unemployment rate of 3.1%.

The central bank said this was because of the cautious business environment that discouraged companies from recruiting more workers.

Shamsuddin said some companies opted to invest in technology rather than hiring new workers, who would cost money to train.

“Two years ago, the banking industry laid off 18,000 workers in various positions because it had shifted towards greater use of technology.”

It could also take up to a year to train a fresh graduate and bosses preferred workers who were “ready to work”, he said.

Many were “a bit” reluctant to take in fresh graduates who were generally perceived to be “choosy and unrealistic”.

“Many fresh graduates aren’t keen on jobs that aren’t in the fields they studied in. This is unrealistic and it shows that they aren’t willing to adapt and learn new things.”

In today’s world, Shamsuddin said, an employee was expected to possess a wide range of skills and knowledge.

“We are in an age where workers are expected to multi-task. Fresh graduates need to be open to learning and doing different things.”

via HumanResources : The Guide to Employing Malaysian Millennials

Bank Negara Malaysia holds onto its top spot as the most ideal employer for business graduates in Malaysia, while for their engineering counterparts, PETRONAS remains as their most desirable employer, according to the Malaysia Top 100 IDEAL Employers student survey released by Universum. 

Collating responses from 15,883 graduates from 27 different universities, the survey seeks to unmask the career goals as well as employer preferences in Malaysia.

In an exclusive statement to Human Resources, Dato’ Raiha Azni A Rahman, senior vice president for group human resource management of PETRONAS shared that the company upholds its EVP – namely trust, grow and reward – to attract, motivate and retain talents in driving continued success. “PETRONAS adopts diversity and inclusivity in its people policies and practices, in line with the needs of today’s workforce,” she added.

For more than half of the Malaysian young talent (55% business students and 56% engineering students), the most important career goal upon graduation is obtaining work-life balance. Coming in second is the ability for graduates to maintain the stability of their job.

In fact, achieving career security could become the most important career goal among young local talent, ahead of even work-life balance, especially since a total of 31,476 employees in Malaysia were laid off between January and September 2016, the study revealed.

Most interesting, unlike their Singaporean counterparts who chose leadership as their third most important priority, close to three in 10 Malaysian graduates (34% business students, 29% engineering students) aspire to have an international career.

Joakim Strom, CEO APAC, Universum said: “Attracting essential talent is getting increasingly difficult in Malaysia, much like other key regional markets. Companies still need to do more, they need to understand how to communicate with talent, what top talent expects from them, and to understand and control their employer brand.”

The report also finds that potential employees in Malaysia focus more on the people and culture of a future employer than the strength of their reputation. Unanimous among the business and engineering cohorts, having a friendly work environment is still the most important criteria when searching for a future employer.

The second most important factor in the search for a prospective employer are those who are perceived to offer strong professional training and development. For engineering students, their third most highly sought after priority is having a good route to high future earnings, while for business students, they want to work with leaders who are supportive of their development.

For employers who are struggling to attract or retain the talent, Universum zooms in to the two major concerns of Malaysian graduates:

#1 Pay expectations in Malaysia tumble

When asked about their pay expectations upon graduation, both male and female students in Malaysia report significantly less optimistic figures compared to in 2016. In 2016, male students in Malaysia expected an average annual salary of RM45,819 upon graduation, but in 2017, they are only expecting RM 39,215 – a fall of almost 15%. As for females, the fall is greater, dipping from RM 41,437 in 2016 to RM 37,563 in 2017.

Commenting on this, Ryan Pua, country manager, Malaysia for Universum said: “The drop in salary expectations isn’t suprising. Many graduates in Malaysia aren’t well placed to enter into the jobs they dreamed about straight after university. There is still a skills shortage at this level, and it’s the responsibility of all stakeholders to improve the situation, which means employers and the government, as well as the univeristies and the talent themselves.”

Private vs public universities

Students hailing from private and public universities differ in their employer preferences. Business students from private universities are significantly more attracted to employers who they perceive to offer a clearer path for advancement, and interaction with international colleagues. Whereas their public university peers are much more attracted to employers who exercise corporate social responsibility (CSR), sponsorship of future education, and offer more team orientated work.

In the case of engineering students, the public university cohort seeks an employer who will sponsor future education and offer more team work, while CSR is not an important priority. Instead they value higher levels of personal responsibility. The private university cohort, on the other hand, seek employers offering a clear path for advancement, job security and being able to integrate personal interests into their career.

The top 10 ideal employers among business and engineering are as follows:

Meanwhile, this year’s Forbes Global 2000 list saw 14 Malaysian companies making the cut and sharing the spotlight with some of the biggest, most powerful and valuable firms in the world.

Here are the Malaysian companies that made it into the list of top 1,000:

# 390 – Malayan Banking [Maybank]
# 490 – Tenaga Nasional
# 632 – Public Bank
# 671 – CIMB Group Holdings
# 791 – Sime Darby

via BenefitsPROWhat drives employee engagement?

What do people really want to get out of their job? It’s something that managers should be thinking about so they can figure out how to motivate and engage their employees.

A new white paper by Paycom seeks to understand the most common factors that drive employees to love their jobs and work hard on behalf of their employers. The paper notes that recent research by Gallup drew a link between high employee engagement and a number of positive business outcomes, such as higher customer ratings, profits and productivity as well as lower turnover and absenteeism.

Paycom argues that despite much of the hype about what sets young workers apart from their older colleagues, research shows millennials, Gen Xers and baby boomers mostly want the same things from a job. They want their work to have purpose, they want recognition and, of course, they want to achieve a work-life balance all while making decent money.

When employers come up short in one category, such as recognition, they are forced to make up for it in another category, such as compensation. As a result, unengaged workers, the paper notes, are three times as likely to leave a job for higher pay elsewhere than an engaged one. On the flipside, two-thirds of workers defined as “engaged” say they would stay at their current job even if they won $10 million in the lottery.

While recognizing and commending an employee’s work is important on a day-to-day basis, what is even more significant in the long-term is helping the worker understand how she fits into the broader corporate structure; how her work in invaluable to the company as a whole. If an employee can’t fully explain what the company he works for does, for instance, it means that management is coming up short in communicating how what he does in his role contributes to the employer’s overarching goals.

Paycom also addressed a number of common sources of stress and low morale in the workplace, including concerns about job security. While employers may not be able to ensure that it will always be profitable and that there will never be layoffs, they can at the very least strive to communicate with employees as much as possible and give them assistance in financial planning and navigating benefits.

A topic Paycom ignores is employee burnout, a subject recent research on employee engagement has highlighted.

In 2015, for instance, Tony Schwartz, the author of the influential management book, “The Power of Full Employee Engagement,” wrote in the New York Times the concept of “engagement” had to be reworked because oftentimes it simply referred to employees who are willing to give it all at work but might actually be miserable due to burnout.

“If you are expected to work 60 or 70 hours a week, or to stay connected in the evenings and on the weekends, or you can’t take at least four weeks of vacation a year, or you don’t have reasonable flexibility about when and where you work, then your company can’t be a great place to work,” he wrote.

 

via Forbes : 9 Resume tips to catch every mistake

Your resumé has been written and is now ready to be sent to any prospective employer. Or is it?

If you haven’t proofread your resumé, it shouldn’t be going anywhere. Follow these nine tips to make sure not a single mistake gets past you:

1. Check that all your information is updated. That means everything. Is your job history up-to-date and correct? Are your current email address and phone number listed?.

2. Read your resumé out loud. That’s the quickest and easiest way to spot errors. When you read a resumé aloud, you’re force to look at it differently. You’ll hear the errors. If they’re difficult to say, they’ll be difficult for a prospective employer to understand.

3. Use grammar guides. Good writing means good grammar. Not sure about yours? Find yourself a first-rate grammar guide and get reading. This way, you’ll find it easier to find grammar goofs in your resumé. Try Academized for an excellent, in-depth guide.

4. Read your resumé backwards. By doing so, you won’t be able to focus on the tone of what you’re saying. Instead, you’ll zero in on the technical structure of the resumé. You’ll find it much easier to spot punctuation and spelling errors and get them fixed.

5. Have another person read your resumé. We’re all too close to our own writing. As a result, when we read our resumé, we gloss over mistakes. But when someone else goes through it, he or she will likely spot errors you missed and may be able to suggest changes. A second opinion is always worthwhile.

6. Ensure all details are correct. It’s easy to enter an address wrong, put down the wrong dates for previous employment or even mistype your phone number. Go over your resumé with a fine tooth comb.

7. Use editing services. If you feel out of your depth, it’s ok. There are plenty of online editing services that can do the heavy lifting; just send your resumé and ask them to give it the once over. These services charge a reasonable fee and you’ll have peace of mind. Try Boom Essays, GradeOnFire or Editing Service.

8. Don’t trust spell-check. This electronic tool is a wonderful invention, catching many misspellings and typos and then underlining them for easy reference so you can correct them. However, it’s easy to rely on spell-check too much. If you find you’re doing that, pay more attention to what you’re writing.

9. Make sure your resumé is honest. Is everything in it provable? Be honest and let your best talents and skills shine through. That way you’ll get hired for the skills you have, rather than the ones you thought would impress employers.

via Deep Sea News : When is an internship not an internship?

An interesting discussion is playing out on NOAA Coral List regarding how we define “internships.” This got started after the Roatan Institute for Marine Science (RIMS) advertised their 4-week, $3000 (travel not included), summer “internship.” That sparked a lot push back from Coral Listers who complained (and I agree) that something a student PAYS for is NOT an internship, but a course.

I never had the opportunity for unpaid internships as a student, as I always needed to secure workstudy plus other part-time jobs in order to pay for my bills. And I’ve had many conversations with friends about how jobs that ask for or reward unpaid internship experience are predisposed to penalize marginalized students, POC, or students on lower socioeconomic scales.

The Coral List debate has resulted in one scientist proposing a set of guidelines for what constitutes an internship:

An internship is:

1. paid or unpaid depending on offer and agreed upon prior to the beginning of the internship

2. should cover “daily” transportation

3. The employer should cover cost of food while the intern is working

4. the intern should not replace the role of paid employee

5. should be educational to the intern

6. can yield college credit

7. The role of the intern, should not be in any way shape or form a method for the employer to benefit monetarily. (In the case that the issu brought up, it is apparent the cost that interns pay allows the program to function at the level it does. Without monetary input from interns, the program would not exist.)

8. The possibility for the intern to be hired at the end of the internship period should be offered depending on employer judgment. It should be a possibility, not a guarantee.

9: IF there is a cost for intern to travel and live in the selected region, that cost is up to the intern to cover. The employer should have NO hand in that matter besides suggestions.

10: Housing, completely separate from employer unless they offer to pay for it as a form of payment for the internship

11: medical coverage? (I have no idea. Would like some input from those who lead programs of this type)

12: racial, religious, ethnic and sexual discrimination are in no way tolerated and subject to legal action if it is deemed there is a bias.

I’m curious what you think: Does your organization/institution have guidelines for how you define “internship?” Does this list adequately capture the definition of “internship?”

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