Home Work

Now wouldn't it be nice to open your door to find a job sitting on your steps?

Hola! I’m back in da hood, after another brief hiatus.

It was recently brought to my attention by one of the Assistant Directors of JTK Negeri Johor that the Ministry of Human Resources is now intensively promoting home working.

According to their information booklet on the subject, there are four main objectives for promoting home working, which are:-

1. Untuk meningkatkan kesedaran masyarakat korporat tentang tanggungjawab social mereka terhadap ibu tunggal, suri rumah, OKU dan keluarga miskin, dan seterusnya menggiatkan usaha untuk menaiktaraf hidup mereka.
2. Memberi kesedaran kepada orang ramai bahawa semua anggota masyarakat mempunyai hak-hak tertentu dalam bidang pekerjaan.
3. Memberi alternative kepada pihak syarikat untuk mendapatkan pekerja dan pada akhirnya dapat mengurangkan kebergantungan kepada tenaga kerja asing.
4. Memupuk semangat kesedaran di kalangan ibu tunggal, suri rumah, OKU dan keluarga miskin untuk melengkapkan diri dengan keupayaan, kelayakan dan kemahiran untuk bersaing di sector pekerjaan agar dapat bersama menyumbang ke arah pembangunan negara.

Sounds good. So what are the types of jobs available under the home work programme? According to the booklet:-

• Jahitan
• Kraftangan
• Hasil Asas Tani
• Makanan
• Produk Herba
• Kemasukan Data/Menaip
• Pembungkusan (Pack and Unpack)
• Pembuatan
• Pemasangan
• Lain-lain yang bersesuaian

Home working is basically where companies utilise available outside labour force to undertake manual tasks such as the above under a valid contract with mutually agreed terms. The home worker has the flexibility of time and method to carry out the work from the comfort of his or her home as long as it conforms to the terms of contract.  There are also some home work programmes which require groups of participants and also through third party agents.

Home work is not new. Companies especially in the manufacturing sector have been doing this for years to lower their manpower overheads.  I was told that the reason why the Ministry is stepping in to regulate the home working concept is because there were complaints from the participants of the home work programme in previous years of being cheated. Apparently some companies were not paying the participants according to what was agreed in the beginning when they were given the job. Some were not given proper contracts to sign, while some had to even pay to get the job. Some companies had since closed down so the participants could not claim their dues.

To safeguard the public from being inveigled by unscrupulous enterprises, the Ministry through JTK would require all participants to be registered before joining any home work programme. JTK would also invite companies to come forth with their home work programmes, then assist to match suitable jobs with the participants. If the job requires  a group of participants, JTK would assist to look for suitable premises for the group to carry out the tasks. JTK would also monitor and assess the programme from time to time to ensure that it complies with prevailing laws and regulations.

For me, I just like the Government’s endeavour to advocate equality for the handicapped, women and the less fortunate. Helping them to become financially independent will boost their self-esteem and inspire others. The Government’s involvement and continual supervision on the programmes ensure their legitimacy and that society is protected.

But anyhow, we cannot afford to be too safe. Do practice these common sense tips before deciding to join a home work programme.

• Find out everything about how you will be paid. What are the rates and agreed terms? Are you paid a fixed salary, a piece rate, or on commission basis? How often are you paid? Will you be paid in cash, by cheque, or through your bank account? Read the conditions of your contract thoroughly and if possible get help from a friend or relative who may be more experienced or knowledgeable in such contracts to “read between the lines” and spot any anomalies before you sign it.
• Avoid jobs that guarantee you wealth, financial success, or that will help you get rich fast.
• Don’t ever, ever pay for a job.  Legitimate employers don’t charge to hire you or to get you started.
• Ask for references if you’re not sure about the company’s legitimacy. Request a list of other employees or contractors to find out how this has worked for them. Then contact the references to ask how this is working out. If the company isn’t willing to provide references do not consider the opportunity.

For more information on the Home Work programme please contact your nearest JTK office or the Human Resources Ministry www.mohr.gov.my.

10.00am, poke Charlie. 10.01 am, make more coffee. 10.05am, take “How well do you know Charlie?” quiz.

 

We often hear people claiming to be overworked. But there are some who are underworked too. To be precise, they are underutilised. They come to work every day feeling bored to death because the work they do is far too simple for them.

Employees become underutillised when their job complexities are one or two stratas too low for them, or are given positions with no actual functional roles, or when their creativity is curtailed by lack of support from their management.

This often happens in companies which do not have (or have less visible) proper set objectives or missions. Talented executives and managers may have a lot of ideas but they are unable to translate those ideas into projects because they do not get management’s backing.

This also happens in organisations which practice micro-managing a.k.a. nit-picking, fault-finding, scape-goating, witch-hunting and dog-hanging.

And those which encourage the cultivation and flourishing of yes-men.

I have also seen this happen in family-owned companies where the “plum” jobs are given to the cronies and talent, no matter how great, that exists in personnel with no common aleils in their DNA with the powers-that-be in the organisation are shoved to the side and heaped with hopeless drudgery.

Sometimes under-utilisation may be a by-product of over-selection, which is an offspring of poor planning; and where supervisors are not competent enough to appreciate good people thus holding them back.

There are pages and pages of killing work humdrum stupor sites on the Internet. You can sum up the conclusion for yourself about the state of employee engagement in the world today. And if you are an underutilised employee, realise that you are not alone.

Those who are unutilised had better find a new job quick. Being bored for 8 hours every day every working week not only does damage to your career but to your health too. Boredom leads to stress and depression and a host of bad habits.

Of course this doesn’t include you who like the fact that you makan gaji buta, and your idea of a good life is playing solitaire and Facebooking all day behind your cubicle partition because you lack the real thing.

Clockwork orange

Can see up, but can never get there?

In your everyday work, do you find any problems managing your team (or subordinates) due to a certain gap between you and them?

When I say “gap”, I don’t mean so much as age but more of competency, skills, experience level. Sometimes, we may find that our team members have a “bar” above them, where they can only perform up to a certain level no matter how we train and coach them.

Perhaps it is due to their IQ or background that they can only grasp concepts up to a certain level, or their own attitude/perception towards greater responsibility that makes their career path come to a halt at a certain point.

Some clerks, for instance, are content to be just clerks, doing the same old job year in year out. They work hard, comply with timelines, are punctual and well-behaved. They perform exactly as per their JD, nothing more, nothing less. You love them because they are so reliable, but when crisis hits your department, would they even be able to understand the magnanimity let alone support you through it all?

You can’t blame them, after all they’re doing what they’re hired for. But we wish they could be, well, a little more ….useful.

Of course if you work for a rich company then you can plug the gap by recruiting another staff who is more competent and experienced. But otherwise, how do you cope?

For me personally, I find that some of the problems which can arise in this situation are:-

• It will cause a long term burnout for the manager because he/she has no support from below and no deputisation when he/she is out of the office come to the office (roughly speaking, he/she will die standing)
• There will be communication issues between the manager and the subordinates
• The dept cannot grow because the subordinates cannot move up
• It will be difficult to carry out special projects or implement new concepts because the subordinates have no experience/skills to function as part of the project team as it’s not their “level”; end up the manager will have to run the show himself/herself alone (or not be able to carry out any new changes at all)

It could also be a bad thing for the staff because the manager may find them hopeless and unable to support the dept objectives, so either they will eventually leave with bad grace or be sacked.

But then again, their replacements will still be those of similar level because the company’s budget does not allow the hiring of a higher and more expensive executive. So we are back to square one (not that we ever budged in the first place).

So, how? Cannot be trained, cannot move up, cannot function laterally…is it really a dead-end situation, or is there any hope?

(This post is just an invitation for discussion amongst fellow practitioners and those who are keen to contribute to the topic. It has nothing to do with my personal experience.)

Moulding

Only selected coffee can make it into this cuppa.

Recently my newest staff, the only HR personnel for our KL offices, came down to JB for OJT. I set aside three days for her to be trained under my tutelage as well as that of another senior HR staff. We walked her through our HR and administrative processes and procedures and encouraged her to bring up problems and challenges she faced during her last three months on the job as the lone custodian of our KL manpower.

Admittedly she has quite a lot to handle. She is in charge of the marketing office as well as all the Alicafe outlets. The job requires her not so much as to work hard than to work smart. It requires prioritization skills, time management capability, a very high sense of responsibility, and most of all passion.

When I first hired her, I took a risk. She had very little experience as a HR practitioner but has substantial knowledge of the concepts involved as she had worked for large companies before. But what made me take her on board was her attitude. She had the mannerisms and disposition of a people person, which is very important for a HR practitioner. I interviewed her twice. During the 2nd interview she subconsciously demonstrated her EQ level. That sealed the deal as far as I was concerned.

Grooming such a team member takes time and much personal attention from me. I was not always in KL, but when in JB I monitored her work and guided her through emails and phonecalls. But most of the time I left her alone. Sometimes, I threw her to the dogs. I wanted to see how she picks herself up after a fall.

During the OJT, I read between the lines and listened to the unspoken responses. I then realized that knowledge of HR is only but a small component of what she really needs to learn. Of course she needs to know her stuff inside out for her to at least function as a HR practitioner but to become an effective and respected HR practitioner and one poised to become a capable, independent professional in the field, she needs more personal development and management skills than anything else. She needs to learn to think on her feet, differentiate between urgent and important, be able to balance her department’s needs as well as support the needs of the different HODs from the marketing, sales, and restaurant franchise divisions.

To me, that takes experience and maturity. I don’t believe in spoon-feeding experience to my people, I give them the fishing rod and tell them what kind of fish to look for and leave them to their own devices to fish successfully, correctly and timely. I also believe that opportunity won’t wait, so gaining experience has got to be done from day one.

After three months, I confirmed my staff and am proud to see her effort and own initiative to learn the ropes on her own. It’s like, a system all set to go. I can now drive on auto-cruise.

From the feedback I get from other HODs, she has done a good job and she has become a reliable source of support to them in their everyday work. I was especially pleased when she took over the payroll functions for restaurant operations and didn’t bungle even once in her first attempt.

This has been a good project for me. I now see that it’s possible to train and coach staff on a remote basis. I’ve MANAGED remotely before but never primed team members in the same fashion. Now I know it works.

Old Man At The Bus Stop: A Tribute

May your new beginnings be blessed.

Last Wednesday a couple of friends and I gathered to celebrate the birthday and also the retirement of our friend En. Zainal Abidin. I knew En. Zainal from two years ago when we worked together for a Singaporean company. I left after 6 months to work for my current company but En. Zainal stayed on until 1st June this year, which was his 55th birthday and his contractual last day at that company. To be honest I wished En. Zainal could have spent his final employment years at a better place but  then again I would not have the pleasure to meet him if he had.

En. Zainal once told me that his working life at that company was like being an old man at a bus stop. The employee turnover rate for that company is unbeleivably high, and amidst the giddying speed at which people come and leave the company, En. Zainal is the touchstone of it all, steady and strong and realiable, unmoved and unperturbed by the various emotional and political upheavals that usually precede or succeed the exits and entrances. I think En. Zainal has not only seen it all but seen the worst of it. He sits there watching as new faces come and go, up and down the “bus”.  Everyone saw him, and everyone stopped and talked to him. He knows why they came, then they tell him why they left. Each day he was enriched by poeple’s life stories. His job was mundane, but his life was not.

As for me, I admit that I have nothing but respect for En. Zainal. There is nothing textbook about his wealth of wisdom. I do hope that he will start a blog, or share his experiences with all of us in some way. I have much to learn from him. I hope he will teach me his humility, I need that.

To En. Zainal, here’s to better days, the luxury of time and freedom, no more headaches, lower blood pressure, more family time, and new beginnings.Goodbye to the old man at the bus stop, and hello to the new man driving the bus. It’s in your hands: the journey has just started.

So now what?

For half the year, we partied hard, worked hard, played hard; we fell hard: we got bruised, we healed; we got mad, we got happy; we made friends, we loved, we parted ways, we learned lessons. We lived.

Whatever it was we went through for the past 6 months, whether good, bad, both or neither (for the catatonic) now is the right time to take stock of what milestones we’ve charted and more importantly plan and execute the way forward.

I used to be someone who took new year resolutions seriously. I don’t do resolutions anymore now simply because my life is so full of the unexpected that whatever I set out to to at the beginning of the year sometimes becomes irrelevant part way through it. Oh I’m to lazy to illustrate my point. But what I’m trying to say is I’d rather draw up a 5-year plan and work on that. Not only will I have the luxury of time, I will also be able to manage challenges better. And my 5-year plans are normally carry boring practical targets like my personal  financial objectives. For other things like “must lose weight” or “must take up bhangra” well I let those come when they come. I tend to live and manage things one day at a time now. I have become mellow. That’s a sign of … ageing.

So what is my way forward for the rest of this year as part of my bigger scheme of things then? Not necessarily in any order and jumbling up work and personal aims:

1. Finding graves of my paternal grandparents in Kluang during this year’s Raya
2. Finishing my River Forts of Johor roadtrip
3. Organising my company’s annual dinner and/or staff day
4. Setting up my company’s staff sports and recreation club (am I the best person for this? Me the kaki bangku? Or is Scrabble and karaoke jamban considered sports?)
5. Improving the administrative, legal and human resources management of my company
6. Implementing succession planning for my working team
7. Get something published in print: my photos or my writings, doesn’t matter

There. Boring ain’t it. And you can tell I’m some sort of workaholic. Actually I’ve got something to finish so I’m going to finish it. After that, I’m hoping to learn and do something new. Factory operations management perhaps. And that’s why I’m busy grooming all my subordinates. So that they can eventually take over my chair and I can hop over to the other side of the factory to do something else.

Fair dinkum, maid

The Star, 24 June 2009

Subra: Progress is maintained through labour management

PETALING JAYA: Despite the negative feedback, Human Resource Minister Datuk S. Subramaniam is standing firm on the proposal to give maids a mandatory day off.

“Over the years, we have been the subject of scrutiny internationally over the way we handle the issue of foreign workers, particularly maids,” he said at the Federation of Malaysian Manufacturers Human Resource Conference 2009 yesterday.

“While many other countries have liberalised their laws, in all international platforms, we have always had to defend the situations we were in.

“In line with that, there is a need for us to ensure that, as a progressive and developing nation which is moving up the economic ladder, our status of progressive economy is maintained through how we manage labour in this country.

“That is part of the reason we have to make certain decisions that might not be welcomed by everybody.”

However, Dr Subramaniam stressed that all complaints and feedback from the public and employers would be taken into consideration by the Government.

“We are aware of the social issues linked to this proposal. We will take these into consideration and look into other mechanisms to reduce social problems – not just the ones associated with the maids.”

Dr Subramaniam said he would propose several amendments to the Employment Act in October, including one that would require labour contractors to register with the ministry.

In an immediate reaction, the MTUC secretary-general G. Rajasekaran said that essential standards like working hours, living conditions, minimum wages should be incorporated in the conditions of the work permit.

“As memorandums of understanding are not enforceable, these conditions should be stipulated as part of the Employment Act, in the form of regulations,” he said.

He also urged the Government to review the recruitment procedure and reduce the amount of agency fee, so that employers are encouraged to give better perks to the maids.

“The Government should review the recruitment procedure, so that employers will not be required to pay an exorbitant sum of RM7000 to RM8000 as agency fee,” he said.

On fears that the maids would run away if they were granted one off day every week, Rajasekaran said maids were less likely to do so if they were treated well.

High time too. Our employment laws are archaic and revisions to reflect current socio-economic and business trends are much needed to keep us in tandem with global practices.

After more than half a century of independence we should know better than to allow prejudice and bigotry to get the better of us. If  domestic help are still deemed by society to be at the lower rungs of the social hierarchy, then at least legally we need to tip the scale to ensure that they are recognised and accorded the minimal protection and rights in pari passu with other jobholders who fall under the term “workman” in the EA 1955.  These aren’t master and slave times.

It is ironic that many of the voices opposing the Govt’s move are that of women, because domestic help are, in all cases, also women. We have hardly heard of cases of drivers or gardeners, essentially males, being abused, but we read about maid abuse all the time. We want our “me” times but we deny our maids of their “me” time just because we can.

As for worries from some quarters that this day-off thing may lead to social complications, well, let’s cross the bridge when we come to it. Instead of making a song and dance about it, let’s do a SWOT analysis and propose some workable ways to manage the risks.

The Bar Council is all for this day-off thing. For me, I just think that we just got to do what’s fair dinkum for the maid.

….

It’s been almost two months since my last post. I had other things on my priority list.

Anyway.

I am too happy with the proposal for making English a compulsory subject for passing SPM. By the time this initiative bears fruit in the garden of the corporate world, I would probably have reached retirement age, but that isn’t necessary a bad thing because then I’ll know what I can do post-pension. Become an English teacher, as what I have always dreamed of, only without having to worry about making ends meet because I would have already made them.

Have you McValue LUNCH-ed this week? :)

Azizah, me and Wati enjoying our McValue Lunches at Nana's birthday party.

As part of our Employee Relations Programme at the office, we  celebrate every staff member’s birthday. Each month, our department will host a lunch party for all team members whose birthday falls on that particular month. 

Recently we organised a surprise party for Nana from Accounts on 6 May. Surprise was an understatement – we made her cry (tears of happiness, nonetheless) but of course she culled the emo because her boss made an appearance! Yup, managers at our Company are party animals (not to mention that we have a rock band too, but that’s another story).  We practice work-life balance. Or work-party balance. Or party-life balance. Whatever.

We’re all humongous fans of McD lunches: every occassion be it meetings, trainings, stocktake or just normal everyday work would not be complete without a Big Mac. So naturally for Nana’s party we ordered McD’s because their McValue Lunches are so affordable plus it’s got everyone’s all-time favourite burgers. We didn’t want the fries to get soggy so Azizah and I drove down to McD’s Seri Alam to collect our orders. We were delighted when the outlet management threw in a bunch of VIP stickers for us – thank you! Another reason why we love McD’s – freebies!

Back at the office, everyone were already congregating in the 2nd Floor meeting room, with the lights off. Our Rozie was busy putting up “Happy Birthday” banners across the glass board. While skulking up with our boxes of McD’s, we bumped into a flower man who apparently was delivering a bouquet for Nana. We didn’t want Nana to come down and see us with the food so we hissed menacingly at the flower man and made him go away. Hugging the McValue Lunches close to us, we scampered up the stairs, and dashed into the meeting room. Everyone was hungry so the gotong royong of setting up the meal encountered no problems as everyone was eager to move on to the lunch agenda. After the compulsory Happy Birthday ad-hoc acapella performance we monkeyed around taking photos while sinking our jaws into our lunches. Mmmm…nothing can melt away work tensions like soft steamed McD buns!

For us as the host, we were glad to see members of various departments mingling and sharing fries, opening sauce packets for each other and even taking nibbles from each other’s burgers. When it came to cake, well, a 2kg chocolate cake was over in less than 15 minutes :D  There’s a greater goal to our Employee Relations Programmes: we want everyone we work with to not just become better colleagues, but good friends.

As for us HR girls, well, we’re going to keep on McValue partying. Good taste, good times and good Employee Relations = makes us look hip :D

Bad Bosses

Today I just want to share with you this Oprah.com article, and then I want you to share with me your experiences by either posting your feedback here, on my Facebook page or on the Friends of HR discussion board. The point of this is simple, I want to know how your bad bosses, past or present, have affected you personally and professionally. You don’t have to name names. Just tell your story.

A couple of weeks ago I was told that a HR Manager in JB had recently passed away, apparently due to illness resulting from too much pressure at the workplace. I wonder what kind of bosses she had to work for.