{"id":4797,"date":"2018-04-05T05:04:51","date_gmt":"2018-04-05T05:04:51","guid":{"rendered":"http:\/\/www.gameka.my\/?p=4797"},"modified":"2018-04-06T03:29:57","modified_gmt":"2018-04-06T03:29:57","slug":"hr-version-2-0-part-1-adapt-or-be-redundant","status":"publish","type":"post","link":"https:\/\/www.gameka.my\/site\/2018\/04\/05\/hr-version-2-0-part-1-adapt-or-be-redundant\/","title":{"rendered":"HR Version 2.0: Part 1 “Adapt or Be Redundant”"},"content":{"rendered":"

\"Lady<\/p>\n

This 4 parts article series is to place focus on the issues that are faced by the Human Resource department of companies in Malaysia. Additionally, HR will be used to refer human resource from this point forward.<\/strong><\/p>\n

The purpose of this series is to uncover the cause & effect of the issues that\u2019s been plaguing the HR department in Malaysia. Then, provide a viable solution for said issues. Part 1 of this series is all about the issues for HR in Malaysia.<\/p>\n

From high turnover rate<\/strong>, low L&D participation<\/strong>, and disengaged workforce<\/strong>. These are only some of the few issues a company is facing nowadays in regard to human resource.<\/p>\n

High Turnover Rate<\/h4>\n

The most prominent issue and a priority to solve is the high turnover rate. Where the lack of career progression and wanting to seek fresh challenges are the leading cause of turnover. (Michael Page, 2015). In which both aspects are controllable by the company themselves. A previous study has shown that such issue causes the company to have lower productivity and drains organization profits. Hidden cost such as loss of opportunity and productivity takes up approximately 77.5% of the costs.<\/p>\n

It is impeccable that issue on high turnover should be attended to quickly. As it is financially costly due to constant time spending and resources on hiring and training the new employee. An additional effect of high turnover is low morale of other employees and can cause a flood of people leaving. Remaining employee will receive extra stress for filling the gap until a new employee is hired. Where if continued, will result in the remaining employee to leave as well. In general, the high turnover rate is deadly as it could cause a chain reaction when not solved quickly.<\/p>\n

\"Empty<\/p>\n

Low L&D Participation<\/h4>\n

An empty lecture hall is what most would fear, as it indicates low participants of learning & development courses from the employees.\u00a0The effect of low L&D participants is simple, it results in a\u00a0workforce who are not up to date with current knowledge and technology. This means that the workforce of the company will have the same productivity regardless of technology or effort. Or worse, become redundant and obsolete, in which the company can no longer catch up with their competitors. All simply because of low L&D participants from the employees themselves. The main reason for low participation is due to the lack of motivation. As most employees perceive training as tedious or simply irritable when they have more pressing tasks on hand. A refresher course, in particular, is due to the perceived unimportance or the lack of incentive from participating.<\/p>\n

The unwillingness of employee to join the l&d program<\/strong> can be broken into 3<\/strong> reasons.<\/p>\n

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  1. The lack of marketing plan.<\/strong>\n