Malaysia Job Portal » Employer http://my-hr.net Online Career Guide and Tips Sat, 26 Nov 2011 17:49:08 +0000 en hourly 1 http://wordpress.org/?v=3.2.1 Few Coaching Tips from TrainingReference.co.uk http://my-hr.net/2009/08/31/few-coaching-tips-from-trainingreferencecouk/ http://my-hr.net/2009/08/31/few-coaching-tips-from-trainingreferencecouk/#comments Mon, 31 Aug 2009 02:50:44 +0000 admin best coachingbrilliant coachingcoaching tipsgreat coachinghow to coach staffhow to coach workertips for coaching http://my-hr.net/2009/08/31/few-coaching-tips-from-trainingreferencecouk/
  • Three top tips to get a job in the USA
  • The Top 10 Tips for a Successful Job Interview
  • Top 10 Tips for Career Advancement
    • ]]>     I am looking some tips for coaching, and I have found it at TrainingReference.co.uk. I found it very useful & would like to share it with you. Here are few coaching tips from the site:

    1. Arrive in good time – Coaching is important. Don’t give the impression you’re cramming it in between other urgent appointments. Arrive a few minutes before you’re due, with an air of “This time’s for you.”
    2. Don’t plan too much – When coaching works well, the coachee develops a good plan. It defeats the purpose if you come in with a plan of your own. Only have a broad outline view of the sort of direction they might take. Let them decide the details.
    3. Work through the stages – Some sessions may be free-ranging in the topics they cover, but you need a basic structure to make progress. (Establish rapport; Listen and observe; Assess the situation; Discuss with coachee; Establish specific goals)
    4. Match your style – Be yourself, but adapt to the style of the coachee. Don’t be brash with an introvert, or coy with an extravert.
    5. Value the differences – The aim of coaching is not to get everyone to a level of sameness, but to enable everyone to contribute their differing talents to the best advantage. Value the coachee’s own abilities
    6. Think development – not correction – Coaching is often seen as a method of correcting defects. This is discouragement in itself. Instead, present coaching as part of a development plan that could benefit anyone, including the brilliant.
    7. Watch your body language – The coachee might make decisions that definitely wouldn’t be right for you. Even when you inwardly acknowledge their right to do this, you might ooze disapproval through your body language.
    8. Examine resistance positively – If the coachee doesn’t do what they said they’d do, they probably felt it wasn’t valuable. Asking them why they didn’t value it is likely to get a more honest and helpful response than asking why they didn’t do it.
    9. Don’t be afraid of silence – When people are thinking things through, they tend to pause a lot. It might seem like a long empty silence to you, but if you leap in with a comment, it could block their train of thought. Give them time to be silent.
    10. Look for steps beyond – If the coachee is to be stretched, they need to think beyond what they can easily gain. Discuss the next step after the next one, and further, to what they can eventually achieve.
    11. Coachable moments – Formal coaching isn’t the only way to bring people forward. The day is full of coachable moments when something happens that gives an opportunity for learning. Watch out for these, and use them for a quick bit of coaching
    12. Value coaching – Sometimes it may seem as though there really isn’t time to pause to bring somebody on. If you give the impression that this is something you’re rushing through to get it done, the person may feel debased. If you want them to feel enthused and give of their best, recognise that coaching is a valuable use of time. Arrive in good time, proceed in a relaxed way, and make it clear that this time is for them.
    13. Value the person – The purpose of coaching is to enhance the person’s abilities. If you think in terms of correcting deficits, you can only hope for minor adjustments. If you think in terms of bringing out the best of person’s potential, the sky’s the limit.
    14. Ask what they want – The best starting point for successful development is what the person hopes to achieve. Find that out first, then help them to strive towards that.
    15. Steer clear of negatives – Avoid saying “you can’t…” “I don’t think…” etc. This closes off the options and puts the coachee in a position where they have to co-operate or resist. Instead, say “What could you do about that?” “Do you think…?” etc. That puts the ball back in their court.
    16. Encourage self-evaluation, including self-praise  – People can’t improve unhelpful or inappropriate behaviour unless they recognise them for what they are. Encourage them to look for areas where they might improve. But don’t let them belittle their efforts. Encourage them to recognise the things they do well.
    17. Have high expectations – To some extent, expectations are self-fulfilling prophecies. If you think you can’t, you probably can’t. If you’re sure you can, you’re well on the way. When coaching, Stretch them. They need to think beyond what they can easily gain. Discuss the next step after the next one, and further, to what they can eventually achieve.
    18. Keep the vision in mind – The organisation will not reap the benefit of the person’s enhanced capability if they are using it to pursue goals out of step with organisational objectives.
    19. Know your limits – Coaching is not psychotherapy, a help line or specialist training. If you feel the coachee needs something you can’t provide, refer them to someone who can, or encourage them to seek appropriate help for themselves.
    20. Get feedback – You are developing human being just like the coachee. You need to know how you’re doing to know how to progress. Ask the coachee how they thought the session went, and how you did.

    Related posts:

    1. Three top tips to get a job in the USA
    2. The Top 10 Tips for a Successful Job Interview
    3. Top 10 Tips for Career Advancement

    ]]>     http://my-hr.net/2009/08/31/few-coaching-tips-from-trainingreferencecouk/feed/ 0     Approach in Keeping Survived Staff Afloat http://my-hr.net/2009/02/05/approach-in-keeping-survived-staff-afloat/ http://my-hr.net/2009/02/05/approach-in-keeping-survived-staff-afloat/#comments Thu, 05 Feb 2009 07:49:47 +0000 admin http://my-hr.net/2009/02/05/approach-in-keeping-survived-staff-afloat/
  • Five Signs That You Have a Crummy Job
    • ]]>     As all of us are aware, there are lots of companies that have decided to cut their headcount due to the economic instability. At one end, there is unemployment problem. At the other ends, ‘down’ syndromes among the staff who have survived the layoff. They will be less effective and less efficient as now; they are more worried about their position, whether they will be next to exit the company. To counter such problem, there are so many ways that can be practiced by managers. Some of them are listed below. Please find one or more to be useful by your company.

    • Understand the need for a grief period among remaining employees. Assist them by provide time and if necessary counseling.
    • Try to convey optimism, lessen criticism, acknowledge and celebrate success.
    • Evaluate which employees are neither apathetic nor hostile to the change. These positive employees will make the best leaders during the operation.
    • Build teamwork by developing a sense of ‘we are all in this together and need each other to make it.’
    • Cultivate companionship and persuade group discussions and input. Encourage humor, even if it’s scaffold humor.
    • Do not overpromise, just be straightforward. If you promise the layoff is ended and more transpire, it will be almost unfeasible to get back their trust.

    On the other hand, below are 5 branched approaches in keeping survivors buoyant:

    • Plan; by figuring out on how the layoff will be communicated and aid survivors. Work out reassigned errands and responsibilities ahead of time. Communicate why the changes were needed and how roles will vary.
    • Communicate; by explaining how the organization plans to recuperate, what role the employees will give, and why the changes had to happen.
    • Listen empathetically by listening more and talking less. Defer reaction and verdict until you have heard the person out. Use positive body language, make eye contact, doze as appropriate and show you are listening and that you care.
    • Sustain trust by observing 3 vital fundamentals, namely expressing anxiety, performing veracity and attaining results.
    • Build up survivors’ skills by planning their additional training as now their new responsibilities are given.

    Related posts:

    1. Five Signs That You Have a Crummy Job

    ]]>     http://my-hr.net/2009/02/05/approach-in-keeping-survived-staff-afloat/feed/ 0     Right Moves during Recession http://my-hr.net/2008/12/11/right-moves-during-recession/ http://my-hr.net/2008/12/11/right-moves-during-recession/#comments Thu, 11 Dec 2008 07:58:17 +0000 admin what to do during recession http://my-hr.net/2008/12/11/right-moves-during-recession/
  • Top Jobs for the Future
  • Five Signs That You Have a Crummy Job
  • Accountants Wanted
    • ]]>     An interesting article on Winning in Turbulence: What Does the Downturn Mean for My Business and How Will I Get Through It?, posted by Darrell Rigby, giving some thought of what is the right move for a company during the recession period which most of us are currently facing.

    In summary, the author is discussing about the best strategies derive from 3 questions:

    • How is the slowdown affecting the industry I Compete in?
    • What is my company’s strategic position within that industry?
    • What level of financial resources can my company draw on to weather the downturn?

    On top of that, the author did give some of moves that might be suitable.

    If your company has a strong financial position:

    • Out-invest competitors in marketing to increase customer loyalty.
    • Attack or acquire weaker competitor, price product to gain share.

    If your company has a weaker financial position:

    • Divest non-core assets and restructure the balance sheet
    • Accelerate decisions around reducing cost and debt
    • Seek alliances or mergers partners and dispose of anything that is not essential to survive
    • Reposition your business by selling weak operations and focusing on a sustainable core business.

    For detail article, please visit:

    Winning in Turbulence: What Does the Downturn Mean for My Business and How Will I Get Through It?

    Related posts:

    1. Top Jobs for the Future
    2. Five Signs That You Have a Crummy Job
    3. Accountants Wanted

    ]]>     http://my-hr.net/2008/12/11/right-moves-during-recession/feed/ 0     Few Questions, to Get More Engaged with Your Employee. http://my-hr.net/2008/12/02/few-questions-to-get-more-engaged-with-your-employee/ http://my-hr.net/2008/12/02/few-questions-to-get-more-engaged-with-your-employee/#comments Tue, 02 Dec 2008 08:08:40 +0000 admin how to get engage with your employee http://my-hr.net/2008/12/02/few-questions-to-get-more-engaged-with-your-employee/
  • 10 Questions to Set Your Career Vision
  • 55 most frequently asked interview questions
  • Your Value to Your Company
    • ]]>     Level of engagement between employer & its employee is very crucial in maintaining a good reputation and making sure a company runs smoothly without much uncertainty. There are so many ways of making the employee highly engaged with its employee. Below are few questions that an employer should ask its employee in order for them to understand more, hence, being more engaged.

    • Why did you want to work for this company?
    • What keeps you here?
    • Of all the work you have done to date, what have you enjoyed the most?
    • What are your strengths? Tell me about the things you do especially well.
    • Now tell me about the limitations. What would you want me to know about areas of weakness, difficulty and/or frustration for you?
    • With what kind of person do you work best?
    • Will you find it easy to tell me how you are feeling or thinking – or will I need to ask?
    • What kind of people do you not enjoy working with?
    • What is the best way for us to work together?
    • How often shall we meet & for how long?
    • What motivates you?
    • Do you have something you count, a kind of score, which helps you know how you have done each day or week? If yes, tell me about this measurement or score.
    • Tell me about the best reward or recognition you have ever received at work? Why was this so satisfying? How do you prefer to be recognized, e.g. a quiet “thank you” in private or recognition in front of peers, etc
    • What do you want to accomplish in your role in the next six months? What can I do to help/advise?
    • What do you think exceptional performance looks like in your role?

    Again, remember, your employee is human after all. Little more effort in valuing them will make huge impact towards your relationship with them, thus, making it easier for you to work with them. Ask them not to work for you, but instead, work with you.

    Related posts:

    1. 10 Questions to Set Your Career Vision
    2. 55 most frequently asked interview questions
    3. Your Value to Your Company

    ]]>     http://my-hr.net/2008/12/02/few-questions-to-get-more-engaged-with-your-employee/feed/ 0     Midcareer Employees – How to manage them? http://my-hr.net/2008/11/26/midcareer-employees-%e2%80%93-how-to-manage-them/ http://my-hr.net/2008/11/26/midcareer-employees-%e2%80%93-how-to-manage-them/#comments Wed, 26 Nov 2008 07:12:14 +0000 admin how to handle old staff http://my-hr.net/2008/11/26/midcareer-employees-%e2%80%93-how-to-manage-them/
  • Approach in Keeping Survived Staff Afloat
  • Vacancies as Internal Audit Manager and Internal Audit Associates
    • ]]>     At the age of between 35 and 54 years old, the level of productivity is not as good as those who are much younger. It is because the lack of energy and commitment given as they can easily get bored and burned out with their current roles and responsibilities. As a good manager, one should take this as an opportunity rather than a burden. It is time for a change or in a better word, improvement. Assist them into a new, more productive, more meaningful roles and careers.

    Here are some tips on how to revitalize the midcareer employees:

    • Fresh Coursework – offer new tasks in different parts of the organization to leverage their existing skills
    • Career Transformations – provide attractive internal career changes to help them develop new specialties.
    • Mentoring – encourage them to mentor their successor (or less experience colleagues).
    • Fresh Training – provide them with introductions to new business areas to expand their perspectives and trigger their interest in learning more.
    • Sabbaticals – provide paid sabbaticals as they are cheaper than replacing disaffected midcareer employees (most sabbaticals participant will be more committed)
    • Leadership Progression – Give them with access to leadership progression programs to revitalize them and stock your leadership pipeline.

    Related posts:

    1. Approach in Keeping Survived Staff Afloat
    2. Vacancies as Internal Audit Manager and Internal Audit Associates

    ]]>     http://my-hr.net/2008/11/26/midcareer-employees-%e2%80%93-how-to-manage-them/feed/ 0     How to Conduct a Job Interview http://my-hr.net/2008/08/24/how-to-conduct-a-job-interview/ http://my-hr.net/2008/08/24/how-to-conduct-a-job-interview/#comments Sun, 24 Aug 2008 15:45:50 +0000 admin how to interview http://my-hr.net/2008/08/24/how-to-conduct-a-job-interview/
  • The Interview Lunch – What to say, ask and eat
  • Simple Interview Preparation
  • Preparation for Interview
    • ]]>     To an interviewer, asking questions maybe not a problem at all. But selecting the best candidates for the job really relies on the interview itself. So, it is not easy job after all. Every single question and decision is very important. Many tips could be obtained from the web, so here are some of them for the interviewer to start with.

    1. Do your Homework Beforehand – to minimize the back-story and maximize the time you spend with the candidate.

    2. Beware of the 3-Minute Judgment – remember that the interview is for choosing the best candidate for the job and not to find your best friend

    3. Try to Ask Lots of Behavioral Questions – stick with practical, job-related skills and information.

    4. Throw Them a Curveball – try to get the candidates to think on their feet

    5. Maintain Consistency Across the Process – create a system where enabling you to quantify and analyze the information you collect.

    Related posts:

    1. The Interview Lunch – What to say, ask and eat
    2. Simple Interview Preparation
    3. Preparation for Interview

    ]]>     http://my-hr.net/2008/08/24/how-to-conduct-a-job-interview/feed/ 2     30 BEST COMPANIES TO WORK FOR IN MALAYSIA http://my-hr.net/2007/10/04/30-best-companies-to-work-for-in-malaysia/ http://my-hr.net/2007/10/04/30-best-companies-to-work-for-in-malaysia/#comments Thu, 04 Oct 2007 12:29:10 +0000 admin 30 BEST COMPANIES TO WORK FOR IN MALAYSIA http://my-hr.net/2007/10/04/30-best-companies-to-work-for-in-malaysia/
  • Job Opportunities in Scope International Malaysia
  • Where you can get your Pilot License in Malaysia.
  • How to Find the Best City to Work and Live
    • ]]>     This is a compilation of 30 top and best companies to work in Malaysia. I am not sure who actually conducted this survey but for the sake of reading, enjoy…

    1. DiGi
    Website: www.digi.com.my
    Industry: Communications
    Address: Lot 10, Jalan Delima 1/1, Subang Hi-Tech Ind Park,40000, Shah Alam. Tel: 03-5721 1800

    Under the Telenor ASA, DiGi Operates widely with its widest coverage to serve Malaysian population with its excellent services and futuristic plans. DiGi is currently the fastest growing telecommunications provider in the country and is very feared by its larger rivals, Maxis and Celcom.

    2. Shell
    Website: www.shell.com.my
    Industry: Oil & Gas
    Address: Human Resources Dept, Bangunan Shell Malaysia Damansara Heights, Changkat Semantan, 50490 Kuala LumpurTel: 03-2095 9144

    An excellent company to work for, Shell provides you with a platform for trainings and knowledge, while at the same time providing you with opportunity for growth while climbing the technical and corporate ladder.

    3. Intel
    Website: www.intel.com, www.intel.com/jobs/Malaysia
    Industry: Manufacturing

    Intel is the world’s largest chip maker, also a leading manufacturing of computer, networking and communications products. Intel currently has the largest plant of all manufacturing companies in Penang & Kulim industrial area.

    4. DHL
    Website: www.dhl.com.my
    Industry: Logistics & Freight Forwarding
    Add: Human Resources Department, DHL Express (M) Sdn BhdLevels 26, 27 & 28 Menara TM, Off Jln Pantai Baharu 50672 Kuala Lumpur, Malaysia. Phone: 1 800 88 8388

    DHL’s international network links more than 220 countries and territories worldwide. Around 285,000 employees are dedicated to providing fast and reliable services that exceed customers’ expectations in 120,000 destinations in all continents.

    5. Petronas
    Website: www.petronas.com.my
    Industry: Oil & GasAdd: HR Planning & Recruitment PETRONAS, Level 63, Tower 1, PETRONAS Twin Towers, Kuala Lumpur City Centre, 50088 Kuala Lumpur, Malaysia
    Email: hrm@petronas.com.my

    PETRONAS is an integrated international oil and gas company with business interests in 31 countries. As at end of October 2005, the PETRONAS Group comprised 101wholly-owned subsidiaries, 19 partly-owned outfits and 57 associated companies.

    6. McKinsey & Co
    Website: www.mckinsey.com
    Industry: Consulting
    Add: McKinsey & Company, Level 57, Tower 2, Petronas Twin Towers Kuala Lumpur City Center, 50088 Kuala Lumpur, Malaysia. Tel: 60 (3) 2382 5500

    As one of the world’s biggest consulting firms with offices all across the globe, McKinsey helps many of the world’s leading organizations think about and improve their strategies, organizations and operations.

    7. Maxis
    Website: www.maxis.com.my
    Industry: Communications
    Add: Staffing & HR Planning, Maxis Communications Berhad, Aras 17, Menara Maxis, Off Jln Ampang, 50088 KL. Tel: 03-7492 2123

    As one of the largest communications giants in this country, Maxis will be a preferred platform for aspiring executives to be part of in the quest to reach their career heights. There are so many opportunities available as Maxis is expected to continue growing in terms of size and profits.

    8.IBM
    Website: www.ibm.com/my
    Industry: System/Hardware
    Add: IBM Malaysia Sdn Bhd, 15th Floor, Plaza IBM, Jln Tun Mohd FuadTaman Tun Dr Ismail, 60000 Kuala Lumpur. Tel (Gen): 03-7727 7788

    To date, IBM has played a major role in delivering solutions to the customers to help solve business problems. IBM’s key strengths are in people, skills and experience in IT and complex projects, and worldwide infrastructure of international offices and laboratories from which they can quickly assemble the best expertise required by the customers in Malaysia and worldwide.

    9. Motorola
    Website: www.motorola.com/my/
    Industry: ManufacturingAdd: Human Resources Department, Motorola Technology Sdn BhdBayan Lepas Technoplex Industrial Park, 11900 Bayan Lepas, Penang.Tel: 04-6432511 (General)

    First established in Malaysia in Penang (1974), Motorola today is a total solutions provider for wireless telecommunications and energy products. It is the first Motorola Asia-Pacific Regional Integrated Manufacturing, R&D and Distribution Center. Capabilities include design & development of two-way radio products, world-class manufacturing and distribution to global customers.

    10. ExxonMobil
    Website: www.exxonmobil.com.my
    Industry: Oil & Gas
    Add: Human Resources Department, Esso Production Malaysia Inc.Level 17, Menara ExxonMobil, Kuala Lumpur City Centre50088 Kuala Lumpur, Malaysia.
    Fax: 603-3803494

    A merge between Esso and Mobil produced ExxonMobil which is now the biggest oil and gas company globally, covering upstream, downstream, technology and chemical activities.

    11. Hewlett Packard
    Industry: Hardware/multimedia
    Website: www.hp.com.my
    Add: Human Resource Department, HP Towers, Hewlett Packard (M) Sdn Bhd., 12 Jalan Genggang, Bukit Damansara, 50409 Kuala Lumpur.

    HP is a technology solutions provider to consumers, businesses and institutions globally. The company’s offerings span IT infrastructure, personal computing and access devices, global services and imaging and printing for consumers, enterprises and small and medium businesses.

    12. Ernst & Young
    Website: http://www.ey.com/global/content.nsf/Malaysia/Malaysia_Home_Page
    Industry: Financial & tax servicesAdd: 4th Floor, Kompleks Antarabangsa, Jalan Sultan Ismail
    50250 Kuala Lumpur. Tel (6)03.2144 2333 Fax (6)03.2141 0676

    In Malaysia, Ernst & Young is one of the largest professional services firms with more than 2,400 employees in 17 offices in West and East Malaysia. It was established in early 1900s and was one of the first internationally linked public accounting firms in the country.

    13. Citibank
    Website: www.citibank.com.my
    Industry: Banking
    Add: Human Resources Department, Menara Citibank165 Jalan Ampang, 50450 Kuala Lumpur. Tel: 03- 2380 0000

    Citibank is part of Citigroup, the world’s largest banking entity, with operation in more than 100 countries and having more than 200 million customers worldwide. Citibank also offers one of the most comprehensive trainings to their sales force.

    14. Dell Asia Pacific
    Website: www.dell.com.my
    Industry: PC/Hardware

    Dell is one-stop PC and notebook supplier with state of the art assembly operation in Penang, supported by a world-class standard of customer service operation. At the heart of Dell’s Asia Pacific operations is the Asia Pacific Customer Center (APCC) in Penang, Malaysia. The 238,000-square-foot manufacturing facility opened in October 1995 and in February 2001, Dell’s second Asia Pacific Customer Centre (APCC2) of 370,000-square-feet began operations. Desktops, workstations, notebooks, servers and storage products are manufactured to order for customers throughout Asia Pacific.

    15. Accenture
    Website: http://www.accenture.com/Countries/Malaysia
    Industry: Consultancy
    Add: Level 66 Tower 2 Petronas Twin Towers, Jalan Ampang50088 Kuala Lumpur. Tel: 03 2731 4000 Fax: 03 205 72537

    Accenture is a global management consulting, technology services and outsourcing company, with operation in 110 offices worldwide. Accenture collaborate with its clients to help them become high-performance businesses and governments. Accenture mobilizes excellent qualified people having the right skills and technologies to help clients improve their performance.

    16. PriceWaterhouseCoopers (PWC)
    Website: www.pwc.com/my
    Industry: Financial & Tax services
    Address: PricewaterhouseCoopers Malaysia, 11th Floor Wisma Sime Darby, Jalan Raja Laut, 50350 Kuala Lumpur, MALAYSIATelephone +60 (3) 26931077 Fax: +60(3) 26930997 Email: my.careers@my.pwc.com.

    PWC provides industry-focused assurance, tax and advisory services to build public trust and enhance value for its clients and their stakeholders. Their Malaysia operation is supported by a strong 1700 workforce in 9 locations.

    17. Toyota
    Website: www.toyota.com.my
    Industry: Automotive
    Add: Manager, Human Resources, UMW Toyota MalaysiaNo. 2, Persiaran Raja Muda, Seksyen 15, 40200 Shah Alam, Selangor.

    Toyota Motor Corporation is one of the world’s leading automakers, offering full range of models. As of March 2004, Toyota employs 264,000 people worldwide, and market vehicles in more than 140 countries. Their diversified operations include telecommunications, prefabricated housing and leisure boats.

    18. Nokia
    Website: www.nokia.com.my
    Industry: Mobile communications
    Add: Nokia Networks Malaysia, Suite T01 3rd Floor Block 2320 Century Square, Jalan Usahawan, 63000 CYBERJAYA.Tel: +60 3 8313 6888 Fax: +60 3 8318 9188

    A leading player in mobile communications in the Asia Pacific, Nokia first started operations in the region in the early 1980s. It has since established a leading brand presence in many local markets, and business has expanded considerably in all areas to support customer needs and the growth of the telecommunications industry in the region.

    19. Bank Negara Malaysia
    Website: www.bnm.gov.my
    Industry: Banking
    Add: Recruitment & Scholarship Section , Human Resource Management Department , 11C, Bank Negara Malaysia , Jalan Dato’ Onn 50480 Kuala Lumpur. Tel: 03 2692 5373, 03 2690 7246, 03 2690 7242 Fax: 03 2698 7929 E-mail: recruit@bnm.gov.my

    Bank Negara Malaysia is the central bank for Malaysia, established on 26 January 1959. The functions of the Bank are carried out within the context of the broader goals of promoting economic growth, a high level of employment, maintaining price stability and a reasonable balance in the country’s international payments position, eradicating poverty and restructuring society.

    20. Western Digital
    Website: www.wdc.com
    Industry: Manufacturing
    Add: The Human Resource Department Western Digital (Malaysia) Sdn BhdLot 3, Jalan SS8/6, Sungei Way Free Industrial Zone47300 Petaling Jaya, Selangor. Tel: 03-7870 5123

    Winner of Best Employers in Asia awards, Western Digital is really an excellent organization to be in. You’ll get a chance to get a closer look on the manufacturing operation of enterprise drives, desktop, external and mobile drives.

    21. Air Asia
    Website: www.airasia.com.my
    Industry: Aviation

    Air Asia has a record history of being a debt-ridden company turned into a multibillion organization within a span of merely 3 years. Headed by one of Malaysia’s most successful businesspersons, Datuk Tony Fernandez, there’s a limitless chance for your career to reach this sky, as of their planes, once you’re part of this ever growing company.

    22. LogicaCMG
    Website: www.logicacmg.com/my
    Industry: IT outsourcing
    Add: 601, Level 6, Uptown 1, No. 1, Jalan SS21/58Damansara Uptown, 47400 Petaling JayaSelangor Darul Ehsan. Tel: +603 7725 6890 Fax: +603 7726 6346

    Currently the biggest IT outsourcing provider in Europe, LogicaCMG is continuing to make impact in Asia Pacific. It provides management and IT consultancy, systems integration and outsourcing services to clients across diverse markets including telecoms, financial services, energy and utilities, industry, distribution and transport and the public sector. Formed in December 2002, through the merger of Logica and CMG, the company employs around 20,000 staff in offices across 34 countries and has nearly 40 years of experience in IT services.

    23. KPMG International
    Website: http://www.kpmg.com
    Industry: Financial Services
    Add: KPMG/Desa Megat & Co., Wisma KPMG, Jalan DungunDamansara Heights, 50490 Kuala Lumpur, MalaysiaMailing Address:P.O. Box 1004750702 Kuala Lumpur, Malaysia. Tel: 011-60-3-2095-3388 Fax: 011-60-3-2095-0971

    KPMG International is the global network of professional services firms providing audit, tax, and advisory services with industry focus. Its aim is to turn knowledge into value for the benefit of its clients, people, and the capital markets. With nearly 94,000 people worldwide, KPMG member firms provide audit, tax, and advisory services from 717 cities in 148 countries.

    24. Oracle Corporation
    Website: www.oracle.com
    Industry: Software/system
    Malaysia office: Oracle Corporation Malaysia Sdn Bhd
    Level 38 Menara Citibank, 165 Jalan Ampang, 50450 Kuala Lumpur.
    Tel: 60-3-2161 8822 Fax: 60-3-2164 3755

    For nearly three decades, Oracle, the world’s largest enterprise software company, has provided the software and services that let organizations get the most up-to-date and accurate information from their business systems.

    25. Federal Express (FedEx)
    Website: www.fedex.com/my
    Industry: Logistic & freight forwarding
    Selangor service centre in Malaysia: Federal Express Services (M) Sdn Bhd
    17 Jalan TSB 8, Taman Industri Sungai Buloh47000 Kota Damansara, Selangor Darul Ehsan
    Email: MALrecruit@fedex.com

    Federal Express, part of transportation powerhouse FedEx Corporation, connects areas that generate 90 per cent of the world’s gross domestic product in 24 to 48 hours with door-to-door, customs-cleared service and a money-back guarantee. The company’s unmatched air route authorities and infrastructure make it the world’s largest express transportation company, providing fast, reliable and time-definite transportation of more than 3.2 million items in 220 countries each working day. FedEx has more than 138,000 employees, 50,000 drop-off locations, 671 aircraft and 41,000 vehicles in its integrated global network.

    26. Deloitte Malaysia
    Website: www.deloitte.com
    Industry: Financial & tax services
    Add: Head Office, Level 19, SS21/58, Damansara Uptown, 47400 Petaling Jaya, P O Box 10093, 50704 Kuala Lumpur.
    Tel: +60(3) 7723 6500, +60(3) 7726 1833
    Fax: +60(3) 7726 3986, +60(3) 7726 8986
    e-mail: myaaa@deloitte.com

    Deloitte Malaysia is among the nation’s leading professional services firms, providing audit, tax, consulting, and financial advisory services through nearly 1,100 people in 8 offices throughout the nation. Having built a strong presence with a portfolio of clients spanning a variety of industries, Deloitte Malaysia has a proven record in providing services to some of the world’s largest multi-nationals as well as local enterprises, financial institutions, government bodies, public and newly privatised organisations.

    27. Ericsson
    Website: www.ericsson.com/my
    Industry: Mobile communications
    Malaysia address: Ericsson (M) Sdn Bhd3420 Persiaran Sepang63000 Cyberjaya, Selangor. Tel: 03-8314 6000 Fax: 03-8314 6009

    Ericsson is the leading telecom supplier in the world. In the Asia Pacific region, Ericsson has over 30 percent market share in mobile communications infrastructure. Ericsson’s net sales in the region for Q3 2005 accounts for 22% of Ericsson’s global sales.Ericsson has a strong presence in Asia Pacific, with 16 operating entities grouped into five market units: Australia & New Zealand, China, India & Sri Lanka, North East Asia (Japan, Korea, Taiwan), and South East Asia (Bangladesh, Indonesia, Malaysia, Philippines, Singapore, Thailand, Vietnam, Myanmar, Cambodia, Laos and Brunei).

    28. Samsung
    Website: www.samsung.com
    Industry: Electronics
    Malaysia contact: Suite 3B-9-3A, Level 9, Block 3BPlaza Sentral, Jalan Stesen Sentral 5Kuala Lumpur Sentral, 50470 Kuala Lumpur, Malaysia. Tel: 03-2263 6600 Fax: 03-2263 6666

    In this region, Malaysia plays a key role in SAMSUNG’s strategy as both a manufacturing export base as well as a market for high-value technology products. They currently employ a total of 2200 employees in Malaysia. SAMSUNG Electronics offices in Malaysia consist of 1 subsidiary office and 2 manufacturing facilities. In recent years, SAMSUNG has evolved as a major consumer technology brand. We consistently clinch top 3 positions across South-East Asia for televisions, monitors/LCD monitors, side-by-side refrigerators, washing machines and DVD players.

    29. Sony Malaysia
    Website: www.sony.com.my
    Industry: Manufacturing/electronic
    Malaysia contact: The Human Resources DepartmentSony (M) Sdn Bhd, No.7, Tanjung Bandar UtamaBandar Utama, Petaling Jaya 47800, Selangor Darul Ehsan. Email: recruits@sony.com.my

    Sony has helped developed discerning Malaysians who have come to expect quality, integrity and reliability in audio/visual equipment. Sony’s cutting-edge technology brings sights and sounds, expectations and experiences into the home as well as the office.

    30. Berjaya Corporation
    Website: www.berjaya.com.my
    Industry: Various
    Add: BERJAYA LAND BERHAD Group Human Resource & Administration Division11th Floor Menara Berjaya, K L Plaza179 Jalan Bukit Bintang, 55100 Kuala Lumpur.
    Email: hr@berjaya.com.my

    Related posts:

    1. Job Opportunities in Scope International Malaysia
    2. Where you can get your Pilot License in Malaysia.
    3. How to Find the Best City to Work and Live

    ]]>     http://my-hr.net/2007/10/04/30-best-companies-to-work-for-in-malaysia/feed/ 7     Malaysian Employers Federation (MEF) http://my-hr.net/2007/09/29/malaysian-employers-federation-mef/ http://my-hr.net/2007/09/29/malaysian-employers-federation-mef/#comments Sat, 29 Sep 2007 14:21:32 +0000 admin http://my-hr.net/2007/09/29/malaysian-employers-federation-mef/
  • Graduan – Career and employment resource for Malaysian fresh graduates.
  • 10 Ways Your Résumé Irks Hiring Managers
  • Five Essential Guides to Post Resume Online
    • ]]>     If employee (certain category) can have their own union, MEF is basically a union for employers in Malaysia.  Malaysian Employers Federation (MEF ) is the central organisation of private sector employers in Malaysia recognised nationally, regionally and internationally.

    Established in 1959, MEF promotes and safeguards the rights and interests of employers. MEF provides a forum for consultation and discussion among members on matters of common interest, and seeks for the adoption of sound principles and practices of human resource and industrial relations through information, advice, research and information, training and other activities.

    mef_malaysia.jpg

    The MEF portal provides update and info on latest Human Resources matters in Malaysia. For employers, this is the site that they cannot miss.

    Visit MEF now.

    Related posts:

    1. Graduan – Career and employment resource for Malaysian fresh graduates.
    2. 10 Ways Your Résumé Irks Hiring Managers
    3. Five Essential Guides to Post Resume Online

    ]]>     http://my-hr.net/2007/09/29/malaysian-employers-federation-mef/feed/ 0