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Community Manager
Recruitment/talent Acquisition, Career Counselling
Project Manager
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I was conducting a research on HR practices followed in the various asian countries.
Hence I would need some information on HR practices pertaining to the below in Malaysia:
1. Recruitment and selection: Various methods and whether more importance to local people for jobs etc.
2. Training and development: focus and importance of training
3. Performance management: whether is it the traditional performance appraisal system or is it an advanced way of managing performance.
4. career development: How often and how seriously is it taken by organisations
It would be really wonderful if you could provide me with inputs on the above.
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Dear Suman,
I am Phaikdey,Cambodia. As i have read yours above. I would like to share some idea related to performance Management.
Here are 3 key elements for making an organization moving forward with smooth and effective result- 3M.
M Money
M Man Power
M Management
An organization can be well managed by system and human mind. System alone can't help the organization. It makes organization to become like a machine that runs by starting key. Human mind alone makes the organization become not professional which leads to a messy and miss direction.The balance between system and human mind is needed for good manager and leader.

Money and Management: system with limits level of flexibilities can help managing money effectively.

Man Power: System alone can't make people work. But, people can make system works.

System with high level of leadership can assure great motivation. But how to ensure that in your performance?

i.Performance Manager is for what?
One amongst responsibilities of Manager is to ensure team work to move the program forward. The manager hires staff to do their job. In many cases, more staff create more problems and workload for manager who overlooks team building. It is better to note that "Justice" within the team could help building team spirit. Thus, manager has role to promote "Justice" within the team. Management performance is for making justice within the staff team.

ii.Mis-understanding on Performance Management
1). An evaluation template that allow Manager to score
2). Evaluate from the view of Manager
3) Evaluate by workload of staff and so on.......

iii.How Individual performances contribute to program/project achievements?Program/Project/Organization Achievements contributed by good job of staff( Job Description contributes to Project Plan).
Effective performance contributes to effective Job Description.
Performance Plan contributes to effective performance.
How to develop "Individual Performance Plan?"
From Project Plan to individual Performance Plan:
1). Individual Objectives and Activities
2). Way of doing
3) Competencies
iv.Key Elements for review staff performance
Measuring performance:
Activity complete? with results?
Objective achieved?
Suitable way to achieve objectives?
Assessing Competencies:
1). leadership competencies:
- Provide strategic direction and focus
-Build Relation
-Empower people
-Communicate, consult and involve
-Focus on learning
-Manage people to achieve organization mission
2). Valuable Competencies:
-Role Model
-Organization focus
3). Core Competencies:
-Integrity and responsibilities
-Delivering results
-Effective communication and inter-personal skill
-Managing and developing Yourself
Skill Assessment:
-Personal strength
-what has been learn
Career Aspiration:
-How would she/he like his/her career/job?
Upward feedback for Manager
-How Manager Help her/him in his/her performance?
v.How the Manager provide constructive feedback?
Balance- give feedback about what went well and what went not so well
Own-say "I" not"We", speal from your experience.
Specific- Don't simply say"that was good",say "That was good and why".Easy in Number- Apart from the danger of generating defensive reactions, people can only take in and respond to limited feedback at any one time. Don't overload people, priorities the essential points.
Receiver-led- encourage staff to self reflect- ask"how do you think that went?"
-Annual Individual Performance Plan (12 months)
-1:1 reflection every month for supporting staff keep focusing target
-Formal 3 months ( or 6 months) performance plan, measuring achievement against annual performance plan


Dear Phaikdey , Welcome to CiteHR. Congratulations on making such a meaningful contribution. Please share more about you. We will look forward to learn more from you.
Hello Phaikdey,
I am with (Cite Contribution) & Sushila Yadav.
Such an elaborate explanation with elucidation in the FIRST Posting is uncommon.
Pl do let us know more about yourself--where you work, the professional challenges you face, etc.
Dear Phaikdey,
Thanks for such an elaborate explanation. Also, if you could share with us if there are any specific terms and terminology used in HR practices in malaysia?
How is seriously is people managemnt taken and career planning and development, how important is it in the malaysian context?
Dear all friends,
I am Phaikdey.Five years working with ADD Programme of Cambodia Office in different position with disability sector, development and advocacy. Currently I am held position as Project Manager of ADD Cambodia.
Through this employment history which lead me expertise and confident in leadership and management role such as; leadership,management,representative, build engagement with Partnership and government, development strategic & action plan, programme management with result based management oriented, policy review and develop, financial management, human resource development and produced report.
Dear Phaikdey,
We thankyou for the introduction. We are glad to know you. Here's another request coming your way. Please consider replying to this post. Its an HR escalation that would require knowledge about the legal matters in Philippines. Incase you wish to refer him to any expert you know, please feel free to guide him.
Infraction issued
Thanking you in anticipation.
(Cite Contribution)
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