Hakim Kamaruzaman’s Post

Ho Chi Minh, Customers we need to recruit Position: Human Resources Director A. Job responsibilities - Build and improve the functions and tasks of the human resources department and manage all activities of the department according to assigned functions and tasks. - Complete the structure of the human resources department in accordance with the company's orientation. - Integrate and synchronize human resource goals and strategies with the company's goals, vision, and core values. - Participate in building and directing the development of corporate culture. - Analyze business strategies, medium and long-term goals, vision to determine labor needs and make medium- and long-term human resource plans. - Develop and control the annual budget plan for human resource management activities in the company, analyze and control labor costs. - Directly participate in interviewing, evaluating, and selecting candidates for specialist or senior management positions. - Research, develop and manage training programs, career consulting and human resource development. - Develop, implement and manage regulations on salary, reward and welfare policies for employees. - Build and manage management information and analyze human resource data. - Ensure and improve legal compliance in human resource management. B. Director level responsibilities - Communicate plans and strategies to employees of different departments. - Develop and communicate strategies to relevant departments; develop programs and projects to support proposed strategies; Supervise strategic programs and projects. Allocate and utilize resources to promote strategic plan implementation. - Understand and complete KPIs assigned by the Board of Directors. - Develop and discuss appropriate KPIs (dKPI) for departments to monitor and report. - Complete annual performance evaluation based on dKPI from direct reports before the end of the fiscal year. - Improve annual branch revenue and/or cost management. - Support in developing revenue improvement and/or cost management plans for branches and departments. - Continuously update and communicate revenue, budget and department performance goals to the Board of Directors. - Proactively solve problems within your ability; Propose solutions to unresolved problems. - Plan and complete work on time, ensuring quality. - Evaluate work performance quarterly based on KPIs of departments. Job requirements 1) Education: Bachelor's degree in Human Resources, Business Administration or related field; Having a master's degree is an advantage. 2) Experience: - Minimum 12 years of experience in human resources, including at least 6 years in a senior management role. 3) Skills: - Good leadership and team management skills. - Excellent communication and negotiation skills. - Experience in building and maintaining company culture. Excellent analytical and problem-solving skills. - Good English. Salary: 2000 USD Apply: phamthithuybinh1306@gmail.com

💡 Human Resources Recruitment Specialist💡 ✨Location: Thailand ✨Salary：20k-27k USD Annually 🌟 Join a trailblazer and frontrunner in Laser industry in China 🔥Requirements: ✅Proficient in English language skills for daily work communication ✅Excellent language expression and communication skills, with coordination, affinity, sharp insight, analytical judgment, and problem-solving abilities ✅Strong self-motivation and results orientation 🔥Responsibilities: 1. Talent Lifecycle Management: ✅Manage the entire HR lifecycle including talent selection, utilization, development, and retention. ✅Support the development and implementation of talent supply chain plans based on HR priorities. ✅Assist in recruitment activities according to departmental needs. ✅Develop and implement systematic employee training and development plans tailored to different levels and positions, with ongoing evaluation and improvement. ✅Participate in establishing career development pathways and personal development plans for employees, ensuring alignment with organizational growth and efficiency requirements. ✅Contribute to building mid-level management, professional talent pipelines, and high-potential talent pools. 2. Comprehensive HR Solutions: ✅Analyze business development goals, challenges, and pain points to identify key HR needs. ✅Develop and implement comprehensive HR solutions guided by problem root causes. ✅Conduct rapid iteration and adjustments of solutions based on implementation results to effectively achieve objectives. 3. Culture and Organizational Climate Development: ✅Practice and uphold company culture and core values. ✅Facilitate effective cultural discussions, case study learning, and cultural events to foster team consensus. ✅Create a positive and proactive organizational atmosphere to enhance team cohesion, combativeness, and commitment. 4. HR Product Development: ✅Contribute to HR product development based on a deep understanding of business needs and experience in implementing HR rules and mechanisms. ✅Provide valuable input and feedback for HR rule and mechanism product development based on business practices and research findings. ✅Assist in the continuous optimization of HR rule and mechanism products. 📩If you're interested or have any referrals, feel free to send me a message or email at alex.peng@guideoversea.com #manufacturing #hr #humanresources #jobhunting #talentacquisition #laserindustry #thailand #opportunity

Employee retention is crucial for several reasons: Cost Efficiency: Recruiting and training new employees can be expensive. High turnover leads to increased costs in hiring and onboarding. Team Cohesion: Retaining employees fosters strong teams and improves collaboration. Long-term employees understand the company culture and workflows better. Productivity: Experienced employees tend to be more productive. They have the knowledge and skills to perform their jobs effectively, reducing the learning curve for new hires. Customer Satisfaction: Consistent staff can enhance customer relationships. Long-term employees often build rapport with clients, leading to better service and satisfaction. Knowledge Retention: Employees accumulate valuable institutional knowledge over time. Retaining them helps preserve this knowledge and maintain operational continuity. Morale and Engagement: High turnover can negatively affect employee morale. A stable workforce contributes to a positive work environment, fostering engagement and motivation. Brand Reputation: Companies known for high employee retention tend to attract top talent. A positive reputation can lead to better recruitment outcomes. Overall, focusing on employee retention is vital for a company's long-term success and sustainability. pt-saka.com/jobs #Jobs #Jobsearch #Career #Recruiting #Jobseekers #Nowhiring #Hiringnow #Jobopening #Humanresources

Alhamdulillah. I am delighted to announce the successful completion of the HR Administrator: Employee Administration Manager (Admin HR : Pengelola Administrasi Karyawan) course conducted by Puji Astuti, S.Psi., Human Resource Generalist at PT. Cahaya Qorindo Sejahtera on Kelas.work by Kelas.com. Throughout this course, I gained comprehensive insights into human resources management, encompassing various aspects. These include Throughout this course, I have acquired comprehensive insights into human resources management, covering various aspects including: knowledge of employee administration management, understanding of HR Admin division, roles, and responsibilities, end-to-end recruitment processes, theories and practices in KPI development, procedures for drafting employment contracts and exit clearances, procedures for creating official letters and inventory forms, methods for preparing monthly reports for HR Admin, and career tips and tricks for HR Admin professionals. The skills acquired upon the culmination of this course are Key Performance Indicators, Hiring Process, Employee Database, Correspondences, Writing Report, and People Management. I am genuinely delighted with my learning experience in this course, being mentored by highly credible and dependable instructors who employ engaging and comprehensive teaching methodologies. This has greatly facilitated my thorough understanding of the subject matter. #hr #talentmanagement #peoplemanagement #peopledevelopment #learninganddevelopment #confidentiality #problemsolving #sop #tna #training #performancemanagement #performanceplanning #planning #humanresourcesanalytics #reports #administration

Many times when I speak with friends and other industry professionals or even fresh graduates candidates I interview for job opportunities , I notice that it is not clear to them what are the parts of different positions in HR and Talent management. Also the difference between HR and recruitment. As a person who went through many positions and working experience both in Talent Acquisition and Management consulting in several projects related to HR compliance, recruitment, talent management and operation enhancement, I thought to provide the below brief explanation on the HR job sections and what are the differences between them . There are numerous career paths within the field of Human Resource Management and Talent Management. Here are some categories of roles you might consider: Service Provider Roles: These roles focus on providing services to employees and managing HR data and systems. An example of a role in this category is an HR Administrator. Solution Provider Roles: These roles involve developing and implementing HR solutions to meet the needs of the organization. Advisory Roles: Professionals in these roles provide advice and guidance on HR matters to the organization’s leadership. Strategic Roles: These roles involve aligning HR strategy with the overall business strategy of the organization. Generalist Roles: HR Generalists have a broad range of responsibilities, including recruitment, employee relations, training and development, and compensation and benefits. Talent Management in HR is another critical area. It involves attracting, hiring, and retaining employees. This process relies on HR experts and supervisors to determine which candidates are best to fill a position. i hope this brief explained in short words what are the diffident roles of HR structure Image credit to Academy to Innovate HR .

Key Steps for HR in a Start-Up or New HR Department Taking the helm of HR in a start-up company or a new HR department can be an exciting yet challenging venture. Whether you're building from scratch or revitalizing an existing department, here are the critical first steps you should take to ensure a solid foundation for your organization's HR function. 1. Employee Handbook: Begin by creating a comprehensive employee handbook. This document serves as a crucial resource for new hires and current employees, outlining company policies, procedures, and expectations. It should cover topics like company culture, attendance, leave policies, code of conduct, and disciplinary procedures. 2. Policies and Procedures: Establish clear HR policies and procedures aligned with Malaysia’s employment laws, such as the Employment Act 1955 and Industrial Relations Act 1967. Ensure policies cover essential areas like recruitment, performance management, grievance handling, and termination processes. 3. Forms and Documentation: Develop standardized HR forms for various needs, including job applications, performance evaluations, leave requests, and incident reports. Proper documentation is vital for maintaining compliance and efficient HR operations. 4. Standard Operating Procedures (SOPs): Create detailed SOPs for HR processes to ensure consistency and efficiency. SOPs should cover recruitment, onboarding, training, payroll processing, and employee offboarding. Clear SOPs help streamline operations and provide a reference for handling routine tasks. 5. Manpower Budget: Develop a manpower budget to plan for current and future staffing needs. This includes forecasting headcount, salary allocations, and benefits costs. A well-planned budget helps manage costs and supports strategic workforce planning. 6. Compliance: Stay updated on current employment laws and regulations in Malaysia. Regularly review and update HR policies to ensure compliance with legal requirements and industry best practices. Conduct audits and training sessions to maintain adherence. 7. Culture and Engagement: Focus on building a positive workplace culture and fostering employee engagement. Develop initiatives to promote a supportive, inclusive, and motivating work environment. Engaged employees are more productive, loyal, and contribute to a thriving organizational culture. Laying a solid HR foundation is essential for the long-term success of your organization. By prioritizing these key steps, you can create a robust HR framework that supports growth, compliance, and a positive employee experience. #HR #Startup #HumanResources #EmployeeHandbook #HRPolicies #SOPs #ManpowerBudget #EmployeeEngagement #Compliance #WorkplaceCulture #MalaysiaEmploymentLaws #HRBestPractices #TeamBuilding #Leadership #BusinessGrowth #HongBeeGroup #DiversityandInclusion #EveryoneIsCapable

Multinational company but Mandarin speaker, hehehe

📣 Attention HR Professionals!📣 Are you struggling to create effective HR plans that drive organizational success? Look no further! Join us for our highly anticipated Effective Human Resources Management training program, organized by Trimitra Consultants, on 11 – 13 December 2024 in Jakarta Navigating the complexities of human resource management can be overwhelming. From industrial relations to compensation and benefits, recruitment, selection, coaching, and more, it's easy to feel lost in the sea of responsibilities. Trimitra Consultants' Effective HR Management training program is the solution you've been waiting for. This program will equip you with the skills and knowledge to create long- and short-term HR plans, understand successful human resource management techniques, and effectively apply them to your organization. 🎯 Key Benefits of Joining our Training Program:  ✅ Gain insights into HR strategies that drive organizational success  ✅ Learn how to create comprehensive HR plans aligned with business objectives  ✅ Enhance your understanding of industrial relations, compensation, and benefits  ✅ Master recruitment and selection techniques to attract top talent  ✅ Acquire negotiation skills to handle HR-related challenges effectively 📝 Register now to secure your spot in this transformative training program! https://lnkd.in/dFDMKddR 📧 For more information, contact us at marketing@trimitra.com. Don't miss this opportunity to excel in your HR career and drive your organization's success!

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