The document discusses several topics related to human resource management including recruitment and selection, employee performance, and reward management. It provides details on Umno seeking candidates with an "X factor" and the importance of making proper recruitment decisions. It also discusses using performance appraisals to identify employee training needs and ensure goals are aligned. Finally, it covers implementing reward strategies to motivate employees and retain talent, noting rewards work best when tied to specific tasks.

1. Recuitment and selection
Umno looking for candidates with “ X Factor
Once the critical job competencies are identified from the HR Planning process, the firm can
carry out its staffing process. Staffing is the process of hiring people to perform work for the
organization. It comprises two major activities: recruitment and selection.
Recruitment involves obtaining a large number of applicants, thereby giving human resources
professionals and managers more choices to select from among the competent candidates. Two
sources of recruits could be used to fill needs for additional employees: present employees that
count to be internal recruitment or those not presently affiliated with the organization. Internal
sources can be tapped through the use of job posting and bidding, and seeking recommendations
from present employees regarding friends who might fill vacancies. External sources include
media advertisement, the internet, employment agencies, and special events recruiting such as
job fair, and referrals from schools. Selection process is employed to hire employees who are
most likely to meet the organization’s standards of performance and who will be satisfied and
developed on the job.
Umno is making changes in their body they trend to recruit more X factor talent instead of
improve the organization in working style and to win over hearts and minds of voters in the state
constituency. Datuk Seri Najib Razak is seeking for candidate with an ‘umph’ factor who can
raise the spirit of party members from all age groups and at the same time able to win over voters.
The factor of the talent in a group is important if failed in making recruitment and selection
decision will cause the whole political group in a negative circumstances, it might cause the
party to lost the seat on the stage and caused the nation on the area cannot address their problems
by the candidates. Selection and recruitment is a very vital stages in succeed the party in the
county, if the correct internal candidates are choose to serve the nation it will increase the
effectiveness and efficiency in solving nation problems other than that it will also increase the
reputation of the party to win nation heart.
Recruitment in a political party is just like an organization if making a wrong decision it will be
cause the whole party getting losses in term of financial and resources in serving the nation in
country. A fail recruitment will also wasted party time to recruit a new candidates and retrain
them.

2. Penang mudslide ‘caused by illegal roadwork’ is discussing about the safety and health at
work. The illegal roadwork which not permitted by stage government will br ing plenty of
problems and fatal accident to the employee working and caused safety threat to the public. The
developer which is the employer of the contract do not following Occupational Safety and Health
Act in running the project in building the road thus they have not obey they basic safety rules.
The developer actions have bring higher risk to their employee at work, they must provide basic
safety equipment for their worker in work to reduce and prevent damages bring to their
employee. The Penang Island Municipal Council (MPPP) engineering department deputy
director A. Rajendran said the department had intensified its probe to find the party responsible
for the mudslide.
The Penang Island Municipal Council should take better action to supervise the sa fety on job
rather than find out the problems after accident happen, this department should time to time
make sure the basic safety requirement are obey before the works start and supervise the process
of the job running to prevent any illegal action taken by the developer. From the theory or human
resource management to ensure the safety and health of persons at work, the Occupational Safety
and Health Act 1994, lays down a number of requirements which must be complied with by
employers and employees. Employee must well train in the dangerous working condition and
giving them the safety manual in using the machinery and equipment can improve knowledge of
safety to avoid accident happen. The emergency guideline should be provided to employee and
make sure they understanding what to do when accident happen it will improve the morale and
confidence when they are working in a safety and healthy environment.
Thus, Employers in designated industries are required under OSHA to employ a qualified safety
officer. From OSHA a company that more than five employee should have a draft of safety
policy provided to their employee and that policy should revise frequently following by the work
process and working environment. The set of safety policy should communicate to their
employee for further understanding. The Department of Safety and Health of Malaysia (DOSH)
should performing their responsibilities to Investigating accidents and unsafe conditions and
making recommendations to prevent similar occurrences and planning and executing safety and
health awareness programmes for the company that meeting high risk at work.
Violence and sexual harassment at work is a fatal issue in safety and health in the organization,
the government should conduct awareness talk to the organization and hold tied supervision on

3. them to prevent unwanted incident happen therefore it will bringing more healthy and safety
environment to the public.
Compensation can include monetary and non-monetary components. Compensation often
includes an employee’s base salary and additional benefits, such as health insurance, retirement
plans and performance bonuses. The compensation packages a business offers to employees
affects the company’s recruitment rate, retention rate and employee satisfaction. Se veral federal
laws affect the compensation that businesses offer. A business owner should understand the
importance of compensation and the prevailing laws to remain competitive in the market.
From the article with title of ‘Budget should address healthcare issues’ the medical fraternity
and the public realised number of shortcomings in the provision of healthcare services is causing
by unfavourable compensation and benefit giving to the medical fraternity. The amount of
money allocated by the government was still minimal and losing them to the private sector.
Many doctors do not stay in the public service after serving the required years. Malaysia
produced a large number of doctors, it did not have enough specialists.
This issue happen can be addressed by human resource management theory that we learn in class,
government should importance the compensation and benefit of doctors and hospital service line
worker. Malaysia government hospital should giving better remunerations to avoid the doctor
transfer to private sector after requirement of year because of low payment and longer working
hours to them. The government hospital meet the problems lack of specialist doctor, thus
government can offer better compensation packages to attract the doctor from private sector. In
the other hand, government should conduct internal recruitment and training the general doctor
to become specialist doctor to prevent the scenarios of building more hospitals but no specialist
doctor duty in the hospital.
However, government should take note to the benefit of the workers in hospital. They should
provide priority for their family member in enjoying the hospitalities service. Improving hospital
equipment and facilities is a kind of benefit to the employee, it will give them better environment
and facilities to provide better service for the public to increase the satisfaction to them.

4. Employee Performance is about behaviour or what employees do, not about what employees
produce or the outcomes of theirwork. Perceived employee performance represents the general
belief of the employee about his behavior and contributions in the success of organization.
Employee performance may be taken in the perspective of three factors which makes possible to
perform better than others, determinants of performance may be such as “declarative knowledge”,
“procedural knowledge” and “motivation” (McCloy et al., 1994). HR practices have positive
impact on performance of individuals. In the article of “Making the workplace happy” it is
more concert about employee characteristic to improve their performance thus it help to motivate
and increase their morale in work so that they will felling happy in works. The article mentioned
Gen X (30s to 40s), Gen Y (20s) and the Zoomers (40s to late 60s) are able to work as a team . It
has become an important skill for leaders through realize their special characteristic in the
generation to enhance their performance.
From the theory of human resource management we know that the main function of employee
performance appraisal to ensure that every employee works in a manner which is aligned with
organizational goals and which ensures that the employee reaches his maximum potential on the
job. From the appraisal the organization can find out the shortcoming and the talent of employee
it will easier the company implement their training process with more efficiency, with the
employee performance it also allow company to record the contribution and ability of employee
in performing their job it aid the organization and employee to work with organization objective
accurately. Other than that employee can be rewarded through their performance in job, it will
help the organization to create a more happy environment by motivating and increasing the
employee morale by their own because they know that their contribute will be important by
company and rewarded. Thus, from the supervision of employee performance it can reduce the
mistake of organization employee made because they know they been supervise and their work
will be revised so they will done their work by more carefully.
Another advantages of employee performance appraisal is to assist the human resource manager
to identify training need to the worker, from this feature in human resource management the
human resource manager know that the quality of job performed by the worker and the skill they
needed improve through training to enhance the job done by more efficiency and effectiveness.

5. Reward Management is concerned with the formulation and implementation of strategies and
policies that aim to reward people fairly, equitably and consistently in accordance with their
value to the organization. Reward and benefit system nowadays plays as vital feature in an
organization, talent in an organization is much competition in working environment thus all
talent are seeking the best reward and benefit organization to work. A well management of
human resource department in a organization can use this system to retain their talent in the
organization. It not only giving extrinsic reward such as financial reward will satisfy the need of
employee and retain them in the organization, intrinsic reward like promoting or giving
performance award will likely let the employee feel their importance in the organization.
In the article “reward for serving suit on Modi” it shows united stage governments implement
a reward system to their employee. This reward only will be claim when the specific task done
by the employee, in this case the employee of government sector is require to anyone who can
serve on india’s prime minister a summons issued by a federal court. A fairer reward and benefit
system hold by an organization will increase the morale of the employee, when the employee
received reward by doing well in their job it will create a competition between the employee to
perform their job better than each other so that it created a positive culture in an organization and
improved the productivity of every employee.
In order to improve organization culture and productivity, reward can used by an organization to
remove unwanted behavior from employee. Organization can giving reward employee who are
never being late and absence to work, it might motivate the employee more responsible to their
work with getting the reward so the unwanted behavior will be removed.
However type of reward is uncommon in private sector employment due to nowadays employees
prefer long term benefit and better compensation in works. This generation is more likely to
prefer financial rewards and benefits rather than appreciation of company. They concern about
how much wages the organization paid for one month, what kind of benefits the employer can
offered, and what kind of environment the employer can provide to them.
In the process of implementing reward system performance appraisal is revised, it also enhance
better communication flow between the management and employee from that organization
created a stronger team to compute with other competitor so that organization will getting the
benefit when giving reward to employee.