Strategic Analysis Of Universiti Malaysia

Pahang : Human Resource

Company Background

• Universiti Malaysia Pahang (UMP) is a technical university established in 2002.

• UMP offers a variety of technical programs - Engineering and Technology.

• UMP operates campuses located in Gambang, Kuantan and has a permanent campus in Kuala Pahang, Pekan

• The campus in Gambang is located in a strategic location close to the East Coast Highway - the industrial zone of chemical, petrochemical, manufacturing, automotive and biotechnology for the state of Pahang.

• UMP has several other departments - Office of the Vice-Chancellor, the Registrar's Office and Treasurer's Office.

Registrar's Office

Roles Registrar's Office :

• Planning and management of office eg through the budget process; advertising; recruitment; placement; and promotion

• The design and operation of annual staff training program; assessing the effectiveness; monitor competence; and implement improvements

• Management of staff training programs

• Strengthening staff competence through the implementation of general and specific induction courses

• Management services and welfare staff through performance appraisals (records management services; confirmation of service; salaries and allowances)

Problem Statement

• UMP has brought in additional contract staff to fulfill its manpower requirement.

• UMP currently has 200 contract staff - placed in various department.

What is Contract Staff ?

• Application for a permanent position must be made through the Department of Public Service.

• Department of Public Service - the final approval of the quantity of staff required for a statutory/ governmental agency, taking into account various aspects. This process is time-consuming.

• UMP chooses to pay contract staff as this process by-passes the Department of Public Service.

• Contract Staff gets the same benefits as Permanent Staff - Medical, Dental and Annual Bonus (if any).

The Differences for Contract Staff : • No annual increment.

• Do not qualify for Excellent Service Award.

• Required to apply for Service Contract Renewal annually.

• No guarantee of Service Contract Renewal.

• Year of Service is not recognized.

• Not qualified for Acting Allowances.

Issues for Contract Staff

• disciplinary issues - show disinterest in work, leading to attendance problems.

• relationship with co-workers

• psychological issues

• low performance level

• chronic health issues such as heart problem, diabetes and cancer.

•

The question is, why would they behave so?

After some analysis and survey, it was found that the said staff had been under contract for so long, some for as long as 5 years. Changing jobs is not as easy as we think. Some of them are married and have commitments.

We believe that their position does not match up to their qualification level. For those with degrees or diplomas, working at counters is not exactly what they wanted.

Strengths• Employment policy of

UMP is well developed and comprehensive.

• HR staff is experienced and understand the scope of their duties.

• Good perception among community.

• UMP as a career

option for job seekers.

Weaknesses• Constraints for

permanent recruitment (budget approval) and must be approved in advance by Public Service Department.

• Negative perceptions of contract staff and are often considered not experienced.

• Selection is based on certain criteria (eg, active in sports).

• Working in contract position more than 3 years.

S W

SWOT ANALYSIS

Opportunities• Promotion

opportunities faster if compared with the federal government (especially for academic staff).

• Most of the schemes in the public service offered in a university (for example, Scheme U for Medical, scheme S for social).

Threats• High staff turnover

due to unsecured feeling

• Contract staff has to compete with candidates from outside to grab a permanent position.

TO

This case analysis was undertaken based on strategic decisions which

refers to Human resources that represent the most valuable input to the production process and deserve the special attention of all levels of

management because of their unique role in the total system.

RECOMMENDATION AND SOLUTION

• Head of department might employ rewards for desirable behavior by staff to help steers employees towards intended performance goal.

• Offer employees as permanent position is the best positive reinforcement.

• Gave the award to them for their appreciation (monetary reward such as allowances).

• Implementation of clock-in/clock-out system.

• Attendance is compulsory for department’s activity and will be included in the annual assessment scoring.

• Clearly state the mistake that employee has been done (memo).

• "Non-awards." It recognizes the employees who performed the worst. The employee is awarded a trophy that must be displayed.

Punishment• If the employees are late too many times -

pay cuts, an unpaid day off, or even discontinuing employment

• Warning letter to the employee.• Signing unpleasant task. For example,

frequent outstation.• Refusing to allow them for taking vacation

time.

Summary and Conclusion (IRA) • The reinforcement theory has been used in the workplace to help

interpret an individual’s needs based on their behavior.

• Skinner stated that if an employee performed poorly at work, either the employee did not find the work personally gratifying or the individual was not being appropriately rewarded for their work.

• Reinforcement can be positive or negative however, positive reinforcement promotes a positive behavior change better than the other methods of negative reinforcement, punishment, and extinction. 

• UMP could still use the example of rewarding staff for not being tardy as discussed under positive reinforcement.

• Along with this reward UMP would continually encourage people for coming in on time so that the associates understand that he recognizes their change in behavior.