Top PDF 30 Best Companies to Work in Malaysia

30 Best Companies to Work in Malaysia

30 Best Companies to Work in Malaysia

#1.1.1 Switcher ( Homepage ) on 2008-02-26 13:00 ( Reply ) thanks for the info #2 noeriddin ( Homepage ) on 2008-08-03 02:12 ( Reply ) Bank Negara should be on top of the list... it is the best employer in Malaysia: high starting salary, high allowances, chances to further studies (and with scholarships!), staff facilities (3 gyms, clubhouse with pool, holiday resorts everywhere), job security (immune to recession), and last but not least, chances to work with the best and the brightest!

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The Effect of Quality of Work Life (QWL) Programs on Quality of Life (QOL) among Employees at Multinational Companies in Malaysia

The Effect of Quality of Work Life (QWL) Programs on Quality of Life (QOL) among Employees at Multinational Companies in Malaysia

Employees have the power given by their organization to design their own work according to their needs that give them the freedom to design their job functions. Serey (2006) defined that QWL was associated with meaningful and satisfying work. It includes an opportunity to utilize one‟s skills and capacities, to confront challenges and situations that require self-initiative and self-direction, an activity should be practiced by the individuals in organization. Muftah (2011) mentioned that QWL (QWL) was one of the key areas of human resource management that is attracting attention and research focus. It was a philosophy that considers people as the most important recourses in the organization and views them as an „asset' to the organization rather than as „costs‟. Shamir and Solomon (1985) defined quality of work life (QWL) as a comprehensive construct that includes wellbeing related to an individual‟s job and the degree to which work experiences were rewarding, fulfilling, and reduce stress.
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Educational work with factory women in Malaysia

Educational work with factory women in Malaysia

Specifically the research i undertook a historical and critical review of women workers education in Malaysia and identified the neglected dimensions ii probed the lived gendered experie[r]

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THE IMPACT OF WORK STRESS TOWARDS WORK LIFE BALANCE IN MALAYSIA

THE IMPACT OF WORK STRESS TOWARDS WORK LIFE BALANCE IN MALAYSIA

Licensed under Creative Common Page 3 organization, retention rates, and performance. In addition, Cox (2004) stated that, organizations are recognizing the importance of gaining a greater understanding of the etiolo gy and implications of stress, as well as working with professionals in the development of strategies to mitigate the negative impact of stress in individuals and the company. Similarly, Hayes and Weathington (2007) indicate that stress in the workplace has negative impacts on job satisfaction, work performance, and absenteeism resulting from decline in individual health. Research on work life balance has presented important insight into the problems of combining family responsibilities with paid work in relation to policy relevant agendas. Work life balance scales are problematic for many scholars and researchers because they conceptualize the work component more specifically than the life component. However, this conceptualization neglects different dimensions to work life balance common to specific subgroups and renders the measurement rather intangible Pichler (2008). This makes it difficult to conclude on the effects of other than work-related aspects on work life balance, which are arguably also important aspect of work life balance. As stated by Pichler (2008), work life balance scales hardly correlated with relevant external criteria such as subjective wellbeing.
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Investigating factors affecting work engagement among employee in the oil and gas companies in Malaysia / Muhammad Fahimi Hasrat Nazarudin

Investigating factors affecting work engagement among employee in the oil and gas companies in Malaysia / Muhammad Fahimi Hasrat Nazarudin

CAWANGAN KAMPUS BANDARAYA I, MUHAMMAD FAHIMI BIN HASRAT NAZARUDIN, 971119-56-5335 Hereby, declare that,  This work has not previously been accepted in substance for any degree, locally or overseas and is not being concurrently submitted for this degree or any other degrees.

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Factor Affecting Mobile Adoption Companies in Malaysia

Factor Affecting Mobile Adoption Companies in Malaysia

Customers today can access to their bank account or made their transaction without the need to access to a computer terminal, in-fact they can execute at any time while they are on the go, when they are moving around, waiting for their bus to work, or when they are awaiting for their societies to get through in a restaurant (Soram, 2009). Mobile banking is also can be done via Short message service (SMS). There are two methods of SMS banking services widely used today; they are the push and pull SMS messages. Push SMS message is the message that the depository financial institution sends out to a customer’s mobile phone, without the client initiating a request for the data. A model of push message could be a withdrawal alert, which alarms the user when a withdrawal is produced from his explanation. Pull SMS message is a request originated by the client, using a mobile phone, for obtaining information or executing a transaction in the bank account. This is a full duplex communication system where a user sends a petition to the bank and the bank replies with the information sought by the user. An example of pull SMS message is an account balance inquiry made by a user. The other means to categorize the mobile SMS banking services, by the nature of the service, gives us two kinds of services, that is inquiry based and transaction based. Then a request for your bank statement is an inquiry based service and a request for your fund transfer to whatever other bill is a transaction based service. Transaction based services are also differentiated from inquiry based services in the sense that they need additional security across the canal from the mobile phone to the bank’s data servers.
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A study on the implementation of talent management practices at Malaysia companies.

A study on the implementation of talent management practices at Malaysia companies.

Talent has become the key differentiator for human capital management and for leveraging competitive advantage. Grounded within strategic human resource management, the talent management seems to be one of the key functions that human resource manager is playing strategically in organizations (Bhatnagar, 2004). As all respondents agreed that talent management is important especially in enhancing the organization performance, this strategy has mapped out competencies relevant which it needs to harness and develop based on talent recruitment and creation. So, it is true when (Erickson and Gratton, 2007, p. 1) mentioned ―Companies with highly engaged employees articulate their values and attributes through ―signature experiences‖; visible, distinctive elements of the work environment that send powerful messages about the organization‘s aspirations and about the skills, stamina, and commitment employees will need in order to succeed in these organizations‖.
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Determinant of capital structure for property listed companies in Malaysia

Determinant of capital structure for property listed companies in Malaysia

I dedicated this research to my beloved husband for his endless support and also to the rest of my families for their help and encouragement. It gives me tremendous gratification in expressing my appreciation to all the individuals who have supported me and had their contributions in making this current dissertation possible. Their positive criticism, critical remarks and suggestions have always been very supportive in improving my skills and for strengthening the research work. I am sincerely appreciative to them for sharing their frank, honest and illuminating views on a number of issues related to the project.
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Sustainability Practices And Corporate Performance: A Case Of Malaysia Companies

Sustainability Practices And Corporate Performance: A Case Of Malaysia Companies

3 (Arellano, 2003; Tsoutsoura, 2004). According to the OECD, in western countries, the world's 100 largest economies, as measured by GDP, 51 of them are U.S. companies, and only 49 nation states. Economic power has shifted to the company and they, therefore, should have an increasingly important role and responsibility to address social problems (Tsoutsoura, 2004). For example, the government set the rules and minimum standards for the workplace, but a company can improve the work environment and quality of life for employees. A firm cannot ignore environmental problems in which it operates. Nation poverty, political unrest, and depletion of natural resources can have devastating effects for a corporation Hillman & Keim, 2001). For example, the source of input in the production process and that, at the beginning of the industrial revolution, not a lot, now in many regions of the planet decreases, contaminated, or reduced. In nature, this imposes an additional cost to the corporation and may force them to move or to stop running (Margolis et al, 2001). From one perspective, these companies may be less equipped to deal with some social or environmental problems, but from another perspective, no matter how poorly equipped, the company still may be in the best position to fix the problem.
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Islamic Social Reporting Of Listed Companies In Malaysia

Islamic Social Reporting Of Listed Companies In Malaysia

The Islamic community needed to know if the company dealt justly with its employees via information such as wages, nature of work, working hours per day, annual leave, health and welfare, policies regarding religious matters such as prayer time and place, education and training support to employees, equal opportunities and the working environment. Employers were expected to be generous to their employees as stated in the Hadith: By taking work from someone without paying him his legitimate wages is equivalent to pressing a free man into slavery and to produce goods from his labours, since, when he has reaped the benefit without offering compensation, he has purchased the labourer and in effect has regarded him as a slave whom he has purchased (Bukhari).
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100 BEST COMPANIES 2015

100 BEST COMPANIES 2015

For 30 years, the Working Mother 100 Best Companies has served as the vanguard of flexible work. What was once cutting edge is now essential not only for working parents, but for all employees — from fitness buffs and community volunteers to pet owners and anyone else who has obligations and interests outside the workplace.

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Family companies and post-IPO performance: Evidence in Malaysia

Family companies and post-IPO performance: Evidence in Malaysia

In presenting this study as partial fulfilment of the requirement for a postgraduate degree from Universiti Utara Malaysia, I agree that the Sultanah Bahiyah Library of Universiti Utara Malaysia may take it freely for inspection. I further agree that permission for copying of this study in any manner, in whole or in part, for scholarly purpose may be granted by my supervisor or in their absence, by the the Dean of Othman Yeop Abdullah Graduate School of Business, Universiti Utara Malaysia. It is understood that any copying of the publication or the use of this study or any part thereof for financial gain will not be allowed without any written permission. It is also understood that due recognition shall be given to me and Universiti Utara Malaysia for any scholarly use which may be made of any material from my thesis.
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An investigation on foreign exchange exposure in Malaysia listed companies

An investigation on foreign exchange exposure in Malaysia listed companies

Table 4.2: Descriptive Statistics for All Companies……………………….……38 Table 4.3: Percentage of Foreign Exchange Exposure to Asset Turnover….…...40 Table 4.4: Percentage of Foreign Exchange Exposure to Profit Margin…….…..42 Table 4.5: Percentage of Foreign Exchange Exposure to Debt……………….....42 Table 4.6: Percentage of Foreign Exchange Exposure to Size…………………...43 Table 4.7: Percentage of Foreign Exchange Exposure to Asset Tangibility……..44 Table 4.8: Percentage of Foreign Exchange Exposure to Market to Book………45 Table 4.9: ANOVA Result for differences between company debt and foreign…46 exchange exposure
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30 Best Pension and Benefits Plans in Canada

30 Best Pension and Benefits Plans in Canada

“While the employers in the 30 Best Pension and Benefits Plans survey do it well, there is still a fair bit of room for improvement,” says Crawford. He adds that companies need to take into account how they communicate with people of different cultures and age brackets. “How we, in North America, traditionally see providing and protecting our families in the future is very different than those from other countries and cultures.”

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Best HR Practices of International Large Companies

Best HR Practices of International Large Companies

Raise the returns; keep in touch with those who leave you. Talent development and training is not a cheap business. It requires major investment on behalf of the firm, which will produce returns only if the staff member participating in the talent programme stays with the company to generate profits there based on the knowledge and skills acquired during the training period. The members of Generation Y, however, are increasingly mobile; they change their workplace more easily, and hence there is little guarantee for actually collecting the returns. A classical method for boosting the ROI is to have study contracts signed, but this carries a negative message for many young people who regard it as a measure limiting their freedom. A growing number of companies has realised that the returns on talent programmes can be enhanced also by nurturing intensive contacts with the talented staff members leaving the company, and by leaving the gate open for their return – maybe to a definitely higher position. Contact- keeping (in the form of regular e-mails, news about the results of the company, targeted information on open positions) imply lower costs than the identification of new staff members.
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Best practices and. Family-Work Reconciliation

Best practices and. Family-Work Reconciliation

n   2011: Work- family Reconciliation – Best practices of Company Welfare. (ALTIS-CASRF-Lombardy Region)[r]

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Gaining the Best Value of HR in Construction Companies

Gaining the Best Value of HR in Construction Companies

Questionnaires do not tend to reveal anything unexpected, because they are limited to the questions fixed in advance by the researcher. Therefore we performed phase two which includes conducting forty semi-structured interviews within leader construction firms (n=28) and outside the industry to some general HR practitioners (n=12). The aim was to find how (and if) construction companies are using HR to gain the best value and to build organizational capabilities, and how they are structuring their strategic HR functions.

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Disclosure of intellectual capital information

of the airline companies in Malaysia

Disclosure of intellectual capital information of the airline companies in Malaysia

Airline A and Airline B are currently the two major airline carrier operating in Malaysia. Airline A is a full service airline and emphasizes providing high quality services and enhancing its services continuously. This airline highlights its slogan on “Going beyond Expectations”. Meanwhile, Airline B is a no-frill airline and it is the first budget carrier in the South East Asia Region. With its “Now everyone can fly” motto, this airline focuses on providing lower fares where passengers pay just for the air fare. This study only examine over the year of 2005-2006 annual report because, Airline B was only listed under the Bursa Malaysia in year 2005. Airline A is a full service carrier and it has nearly 100 aircrafts to serve more than 120 destinations around the world. It is the airline’s vision to become uniquely renowned for its personal touch, warmth and efficiency. This airline emphasizes the provision of high quality services, continuous enhancement of its in-flight services, reliable ground support and excellent infrastructure.
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Enhancing Promotional Strategies within Automotive Companies in Malaysia

Enhancing Promotional Strategies within Automotive Companies in Malaysia

Promotion has been defined as the coordination of all seller-initiated efforts to set up channels of information and persuasion to sell goods and services or promote an idea (Belch and Belch, 2001). As we already know, promotion is crucial in new product launch because it helps to attract the customer’s attention towards the new product in a market cluttered with similar products and indirectly it will influence the consumer in the purchase decision. (Mittal, 1989) defines purchase decision as “the extent of interest and concern that a consumer brings to bear on a purchase decision task”. As promotion strategies play a role in creating the perception of the product in the market, the promotion strategy employed by the innovator would impact the positioning of an innovation in the ‘‘consumer mind space’’ (Lee et al., 2003). This is because according to Hoyer & MacInnis, 2004, consumer’s value and beliefs need to be considered when examining the influences that affect purchase decisions. In addition, there are different types of promotional strategies done by various companies. According to Shih and Huddleston, 2007, there was a positive and significant relationship between attractiveness and trustworthiness of the sports celebrities and customers’ purchase intention for fair-trade coffee. However, a “buy one get one free cup coupon” stimulated higher purchase intention than sports celebrities, flyers, and packaging. On the other hand, in the research of children's foods commercials Page and Brewster, 2007, found that the most frequently used promotional strategies were the use of jingles/slogans, showing children with the food, and the use of product identification characters. The use of animation, ‘‘real children,’’ and animal characters are the most used attention elements in the commercials. Thus, different types of promotional strategies such as advertising, internet marketing, public relation and personal selling will influence the rate of increase in market demand and is product category dependent which contribute to consumer’s purchase decision.
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The Determinants of Financial Leverage for Surviving Listed Companies in Malaysia

The Determinants of Financial Leverage for Surviving Listed Companies in Malaysia

There are increasing researches done on capital structure determinants in Malaysia nowadays and consist of some sectors. For instance, Pandey (2004) found a saucer-shape relationship between profitability and capital structure in Malaysia due to agency costs, costs of external financing and interest. Furthermore, a research study done by Mat Kila and Mahmood (2008), their results showed that Malaysian firms have unique characteristics. However, the sample size was too small for this research, whereby only 17 companies were taken into consideration. In addition, Pratomo and Ismail (2006) conducted their research on capital structure focused just only in the Islamic bank performance. Besides, Mahmood et al. (2011) had focused on the property sector in their research study. Results showed that companies in the property sector normally rely heavily or mainly on external funding to support their investment activities. Also, findings suggested that capital structure in the property sector cannot reflect overall situation as explained by the specific determinants. In addition, the research conducted by Mahmood and Zakaria (2007) was also limited to the property and construction sectors only.
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