The disbanding of RRHR
Today I disbanded my Facebook HR Group, Rock N Roll HR. I did this was because I personally felt that the Group had not achieved its purpose. When I created the Group I wanted to unite all HR practitioners in JB. Then I opened the membership to all HR practitioners regardless of geographical location. The response was very slow, and not as warm as I would have liked. I persevered and remained positive. Several people fed back to me and said that the Group lacked attraction. So I organised as many networking activities and events as I can, to bring the members closer together, with the hope of advancing the quality of HR practice in JB particularly and in Ma

Workplace Bullying
Research indicates that workplace bullying is widespread and that it is more prevalent that harassment. A survey conducted in the UK reported that 38% of the employees of the National Health Services of the UK experienced bullying and another 42% witnessed the bullying of others. Pamela Lutgen-Sandvik of the University of New Mexico, conducted an online survey in 2007 that included general workplace questions as well as those specific to bullying. During the survey, the 400 U.S. workers who participated, including 266 women and 134 men, ranked how often they had experienced a list of 22 negative acts in the past six months, on a scale ranging from never to daily. Lut

Checkin' Out
After cooping myself up in my office finishing up my legal work, I segued back into the scene and did some serious checkin' out of various ent venues in JB.Checkin' out is a regular part of a HR practitioner's job. It involves the reconnaissance (or in Manglish, reki) of resources pivotal to the hosting of a HR-related function, such as annual dinners, family days and sports activities, by way of surveying the venue's facilities, evaluating their service quality, taking in the ambience, contemplating the budget, tasting the food...well, you get the picture.In my case we have immediate plans to host our Annual Dinner and a bowling tournament. The bowling tour

LACK OF TRAINING AND POOR PERFORMERS
I was asked by one of my mentees, Ms Nor Zaleha, for caselaw which illustrates the relationship between lack of training and substandard performance. I hope the cases I have selected below shall be of some help to you, Zaleha. In the case of Puncak Niaga (M) Sdn Bhd v Mohd Sulaiman Mohd Yahya [Award No. 282 of 2001] the claimant was employed by the Company as a General Manager. His probation period was six months. During these six months, the claimant was not given any guidance or on-the-job training. After the initial six months had lapsed, the company extended the claimant’s probation period. Shortly afterwards, the company termi

CAVEAT EMPTOR. MONITOR CLOSELY YOUR OUTSOURCED FW AGENT.
This post is an expansion to another post of mine entitled "RUFFLED." about outsourced foreign worker agencies which I wrote on 9 September 2009.Now for those of you whose companies are in the restaurant or other service-oriented businesses, you need to be aware that the Government has now put a very short rein on hiring foreigners for your sector: foreign workers are only allowed to be hired as "tukang masak" (cooks). Even so, they will only allow you to hire foreigners, if you can show proof that you have exhausted all recruitment endeavours to hire locals and none were considered suitable, or, if you do not have enough local manpower to man the kitchen of your very