4.0 MANAGEMENT PLAN

5.0 MANAGEMENT PLAN

5.1 Introduction to Human Resource Department

The Human Resources Department of Revive Eco-Friendly Inc function includes a variety of

activities, and key among them is deciding what staffing needs you have and whether to use

independent contractors or hire employees to fill these needs, recruiting and training the best

employees, ensuring they are high performers, dealing with performance issues, and ensuring

your personnel and management practices conform to various regulations.

Activities also include managing your approach to employee benefits and compensation,

employee records and personnel policies. In our company there is a Chief Executive Officer and

the total number of manager is 5 managers that include financial manager, product design

manager, marketing manager, operational manager and also human resource manager.

There is also a 1 designer, 1 graphic designer, 1 secretary, 2 promoter, 1 clerk, 2 skilled

labour, 4 general skilled labour, 1 accountant, 1 marketing officer, 1 finance officer and 1

operating officer. So the total of staff in Revive Eco-Friendly Inc is 21 staff.

This number of staff will be increase according to the need of company from time to time

or in the future. Revive Eco-Friendly Inc man power is increase from year to year base on

product produce per year. Our product produce is increase 20% per year.

From the first year which is 2011, our product produce is 33000 and only have 4 General

Workers (factory) for man power. That mean 1 General Workers (factory) may handle 3300/year

product. So to calculate the number of workers to support the product that will produce is

3300/product produce per year.

5.1.1 Human Resource Mission, Vision and Goals

5.1.1.1 Vision

Human Resource Department are securing and maintaining a position of world leadership in

discovery and technology development in recycling industries.

5.1.1.2 Mission

Become one of the departments concerned about the welfare of workers, training and providing

effective policies, procedures and people friendly guidelines and support within companies.

5.1.1.3 Goals

A diverse, highly skilled, productive, healthy, and efficient workforce.

Fair and lawful treatment of all employees.

Highly effective supervisors, leaders and managers.

Operational excellence in the delivery of all Human Resource services and functions.

Alignment of HR policies and processes with the organization’s needs and goals.

5.1.2 Company Details

Company Name : Revive Eco-Friendly Incorporation

R.O.B No. : 9687152-L

Date Incorporated : 18 December 2011

Office Address : Batu 12, Jalan Bidor

Peti Surat 120, 36008

Teluk Intan, Perak

Factory Address : Batu 10, Jalan Selama

Peti Surat 11, 36008

Teluk Intan, Perak

Telephone No. : +605 6 922 1443

Fax No. : +605 6 922 1442

Website : http://www.reviveecofriendly.com

Email Address : enquiry@ reviveecofriendly.com

Paid-up Capital : RM 600,000.00

Allowable Capital : RM 600,000.00

Bank : CIMB Berhad

Account No. : 3-8596-324-3585

5.2 Management Summary

Revive Eco-Friendly Incorporated was managed by an eco-friendly staff of professionals which

is commissioned and operated by Mr. Badrul Munir Mohd Radzi, as the Chief Executive Officer

and main shareholders, followed by the managers, Ms Siti Nur Audauwiyah Abzila as the

Human Resource manager , Ms. Fatima Islam Happy as the financial manager which is the one

who will handling on financial part, Mr. Mohd Khairul Fahmi Bin as the operational manager,

Mr. Elnazir Mohamed Osman Abuzead as the product and design manager and Ms. Erni Diana

Zahri which is our marketing manager which all of them are also defined as a partnership

business.

This company is a private limited company and it is producing Masonry Blocks by using

oil Palm Shell to implement it. Since this is a partnership company, every partner will handle one

of the organization post based on the specific managerial skills they acquired. Management style

reflects the participation of the owners. Basically, the report is a challenging but interesting read.

Lack of data and some of the assumptions that have been made, particularly in the

treatment given to recycled materials, means the conclusions need to be treated with caution.

Nevertheless, with the information generated in this, it should be possible to get an indication of

the soldering options with a relatively low environmental load. The company respects its

community of co-workers and treats all workers well.

5.3 ORGANIZATION CHART5.3.1 Top Management Organization Chart

Figure 5.1: Top Management Organization Chart

BADRUL MUNIR MOHD RADZI

Chief Executive Officer

FATIMA ISLAM HAPPY

Financial Manager

ERNI DIANA BINTI ZAHRI

Marketing Manager

ELNAZIR MOHAMED OSMAN

Product Design Manager

MOHD KHAIRUL FAHMI AMIRUDDIN

Operation Manager

SITI NUR AUDAUWIYAH ABZILA

Secretary & HR Manager

5.3.2 Department of Human Resource Organization Chart

Figure 5.2: Department of Human Resource Organization Chart

Siti Nur Audauwiyah AbzilaHuman Resources Manager

Muthu a/l SelvaGeneral Workers

Sarah AyoubGeneral Workers

Salmah HassanCleaner

Farid HasyimGeneral Workers

Farhad RamliAssistant Manager

5.3.3 Department of Financial Organization Chart

Figure 5.3: Department of Financial Organization Chart

Fatima Islam HappyFinancial Manager

Tan Boon SewGeneral Workers

Melisa ChoongGeneral Workers

Selva A/L MutusamyGeneral Workers

Norkadri ShahAccountant

Muhliza MujahidinAssistant Manager

5.3.4 Department of Marketing Organization Chart

Figure 5.4: Department of Marketing Organization Chart

Erni Diana ZahriMarketing Manager

Salem BachikMarketing Executive

Khairul MiskinMarketing Executive

Hamidun ilyasMarketing Executive

Zahidah AzizAssistant Manager

Airasunaini KassimClerk

5.3.5 Department of Product Design Organization Chart

Figure 5.5: Department of Product Design Organization Chart

Elnazir Mohamed OsmanProduct Design Manager

Alysa MusaDesigner

Lim Kang HewTechnician

Misha OmarGeneral Labour Supervisor

Zhafran AzanAssistant Manager

Syarina HasyimClerk

Salleh FahmiClerk

5.3.6 Department of Operation Organization Chart

Figure 5.6: Department of Operation Organization Chart

Khairul Fahmi AmiruddinOperation Manager

Jehan MiskinMaintainance Division

Rahman KamalSupervisor

Security Guard

Musa AhmadQuality Control Officer

General Workers

Khuzairie AdnanMaintainance Division

Driver3 Position

Yeop BadriAssistant Manager

Hafizah AsmaaClerk

• M

5.3.7 Revive Eco-Friendly Organization Charts

Badrul Munir Mohd RadziChief Executive Officer

Fatimah Islam HappyFinancial Manager

Erni Diana ZahriMarketing Manager

Elnazir Mohamed OsmanProduct Design Manager

Khairul Fahmi Operation Manager

Siti Nur AudawiyahHuman Resources

Manager

R

Assistant Manager

CleanerGeneral Workers

Clerk

Assistant ManagerAccountant

General Workers General Workers

Assistant Manager

ClerkMarketing Executive

Clerk Assistant Manager

Designer

Technician

General Labor

Quality Control Officer

Quality Control Officer

Assistant Manager

Maintenance Division

General Labour

Receptionist Guard

Driver

Driver

Guard

5.4 Partnership Agreement

Revive Eco-Friendly Inc. is one of the incorporated companies that exist in Malaysia. In

Revive Eco-Friendly Inc. the percentage of shares are being divided according to the table

below:-

No Name Board of Director Position Shares

1 Mr. Badrul Munir Bin Mohd Radzi Chief Executive Officer 45%

2 Ms. Siti Nur Audauwiyah Bte Abzila Secretary And HR Manager 15%

3 Ms. Erni Diana Bte Zahri Marketing Manager 10%

4 Ms. Fatima Islam Happy Financial Manager 10%

5Mr. Mohd Khairul Fahmi Bin

AmiruddinOperational Manager 10%

6Mr. Elnazir Mohamed Osman

Abuzead

Product And Design

Manager10%

Total RM 800,000

5.4.1 Management Team

Chief Executive Officer (C.E.O)

Name Ir. Badrul Munir Bin Mohd Radzi

Gender Male

I / C 740601-13-5659

Date of Birth 1st June 1974

Age 36 years old

Address B-1-7, Pangsapuri Cempaka Sari,

Sekyen 9,

43450 Bandar Baru Bangi,

Selangor.

Telephone no. +60387382267 ext. 831

Mobile no. +6017-832-9699

Marital Status Married

Email [email protected]

Education Master in Business Administration

(University of Pennsylvania, United State of

America)

Bachelor of Civil Engineering,

(Kuala Lumpur Infrastructure University

College, KLIUC, Malaysia)

Experience 20 years of experience in business

strategies, management and marketing

mailto:[email protected]

and also in handling some projects.

Chief Executive Officer (CEO),

Revive Eco-Friendly lnc. (2007 -

present)

Marketing Director of Celcom

Malaysia Sdn Bhd

(1985-1997)

Executive Director of AirAsia (1997-

2007)

Personal Achievement Natural leadership, negotiation, soft

skills through Psychological and

consumer behaviour plus intensive

public relation integrated.

A skilled communicator; able to

maintain cultural sensitivity, establish

report with members of diverse

groups, and promote team

cohesiveness.

Self motivated and positive attitude

towards failure.

One concept in life: impossible is

almost nothing.

Exceptional collaborator; able to

manage company and handling projects.

Human Resource Manager

Name Siti Nur Audauwiyah Bte Abzila

Gender Female

I / C 760828-23-7594

Date of Birth 8th August 1976

Age 35 years old

Address No 28, Jln Sutera 2/3b,

Taman Sutera, Bukit Angkat,

43000 Kajang, Selangor


Mobile no. +6019 3739620



Education Bachelor of Arts in Human Resources

Management,

Kuala Lumpur Infrastructure University

College (KLIUC),Malaysia.

Diploma in Business Administration,

University Kebangsaan Malaysia (UKM),

Malaysia.

Experience Human Resources Manager, Revive


Eco-Friendly Inc (2011 - present)

Secretary and Human Resources

Officer, Kumpulan Ikram Sdn.Bhd

(2006 – 2010)

Secretary and Human Resources

Officer, Panasonic Group, Malaysia

(2000 – 2006)

Personal Achievement Good knowledge in administrative and

secretarial tasks and able to plan and

coordinate appointments as required.

Strong comprehension in Human

Resources.

Ability to communicate very well in

Malay and English languages.

Marketing Manager

Name Erni Diana Bte Zahri

Gender Female

I / C 800926-10-5864

Date of Birth 26th September 1980

Age 31 years old

Address No 23, Jln Merpati 2,

Tmn Bukit Meringin,

43000 Kajang, Selangor.


Mobile no. +6019-564 8779



Education Master in Business Administration

(University of Perth, Australia)

Bachelor of Civil Engineering, ( University

TechnologyMara,UITM,Malaysia)

Diploma of Civil Engineering(Kuala

Lumpur Infrastructure University College,

KLIUC, Malaysia)

.

Experience 9 years of experience in business

strategies, experience in Marketing


and Management.

Marketing Manager, Revive Eco-

Friendly lnc. (2007 - present)

Marketing Assistant Petronas

Malaysia Sdn Bhd (1995-1997)

Personal Achievement Good knowledge in market analysis,

customer services, and product

publication Well-organized.

The ability to work effectively with

people from all level.

Able to prioritize and generate results

to achieve organizational objectives

within time and budgetary

expectations.

Organized and styled merchandise for

effective presentation in a catalogues

or brochures; or more accurately,

advertising and publications the

products.

Coordinated product information and

distribution for representatives and

major accounts.

Doing the promotions for the products.

Financial and Account Manager

Name Fatima Islam Happy

Gender Female

I / C W0715136

Date of Birth 1st April 1976

Age 35 years old

Address No 56 Jalan Setiawangsa,

Taman Tuanku Rahman,

43450 Bandar Baru Bangi,

Selangor.

Telephone no. +60387382267 ext 834

Mobile no. +60162957258



Education - M.A. Finance and Management, 2000

California States University, San Diego, CA

- Bachelor of Accountancy, University of

Singapore, Singapore.

Experience 12 years of experience in Accounting


and Finance.

Financial and Account Manager,

Revive Eco-Friendly Inc. (2010-

present)

Senior Account Manager, The Straits

Corporation (2005-2010)

Personal Achievement Outstanding productivity both as a

loan and finance officer as an

accountant.

Unique combination of expertise in

mortgage banking, training, sales, and

finance.

Expert and updated in using computer

software applications.

High knowledge in preparing and

verifying monthly payroll of all

employees, handling full set of

accounts, and generating financial

reports

Dynamic leader and team builder,

consistently motivating others toward

success.

Product and Design Manager

Name Elnazir Mohamed Osman Abuzead

Gender Male

I / C W0725673

Date of Birth 28th May 1975

Age 35 years old

Address C 12- 20

Serdang south city , Malaysia


Mobile no. +60172151658



Education Master in Software Design

University of Western Sydney [ UWS] –

Australia , 2001

Bachelor of Civil Engineering (Hons)

Kuala Lumpur Infrastructure University

College, Malaysia, 1998

Experience 9 years working experienced in

designing and productions.

Product Design Manager, Revive Eco-

Friendly Inc. (2010-present)

Design Manager, TOSHIBA Sdn. Bhd

(2005-2010)

http://www.australian-universities.com/info/94/uws/


Productions Manager, SONY(2005-

2001)

Personal Achievement Expertise in implementation and

maintenance of design control

procedures, reporting on the

performance of the design department

and improving product designs.

Establish procedures for maintaining

high standards of quality, reliability

and safety in products design.

Knowledgeable in enforce through

functional groups like safety and

quality requirements in accordance

with real company needs, based on

current regulations and state of the art

and design practices.

Operational Manager

Name Mohd Khairul Fahmi Bin Amiruddin

Gender Male

I / C 661216-56-6105

Date of Birth 16th December 1966

Age 44 years old

Address No 02-03 Block 20,

Jalan Pinang 3 Taman Daya,

81100 Johor Bahru,

Johor Darul Takzim.


Mobile no. +6013-3198378



Education Master of Business Administration,

University of Perth, Perth, Australia.

Bachelor in Civil Engineering

(Hons), Kuala Lumpur Infrastructure

University College, Kajang,

Selangor.

Experience 15 years working experienced in

operations and manufacturing.

Operational Manager, Revive Eco-

Friendly Inc. (2010-present)

Senior Operation Manager, LG Group

(2003-2010)

Operations Director, Malaysia Air

Asia Sdn Bhd. (2003-1998)

Manufacturing Manager, Air Asia

Sdn. Bhd (1998- 1995)

Personal Achievement Good knowledge in researching,

statistic, leading, managing, and quick

decision making and is a creative

thinker.

Possess leadership qualities, Strong

management that can motivate and

lead the staff’s.

Excellent in hands-on operational

matters on site.

Expert in quality control and in charge

of production line.

5.4.2 LABOUR FORECASTING

Type Of Job Year2011 2012 2013 2014 2015 TOTAL

Chief Executive Officer 1 1 1 1 1 5Secretary 1 1 1 1 1 5Human Resource DepartmentHuman Resource Manager 1 1 1 1 1 5Assistant Manager 1 1 1 1 1 5General Worker 1 1 1 1 1 5Cleaner 1 1 1 1 1 5

Marketing DepartmentMarketing Manager 1 1 1 1 1 5Assistant Manager 1 1 1 1 1 5Marketing Executive 2 2 2 2 3 11Clerk 1 1 1 1 1 5

Operational DepartmentOperation Manager 1 1 1 1 1 5Assistant Manager 1 1 1 1 1 5General Workers 4 4 5 6 7 26supervisor 1 1 1 2 2 7clerk 1 1 1 1 1 5Quality Control Officer 1 1 1 1 1 5Maintenance Devision 1 1 1 2 2 7Driver 3 3 3 3 3 15Guard 1 1 1 2 2 7

Financial DepartmentFinancial Manager 1 1 1 1 1 5Assistant Manager 1 1 1 1 1 5Accountant 1 1 1 1 1 5General Worker 1 1 1 1 1 5

Product Design DepartmentProduct Design Manager 1 1 1 1 1 5Assistant Manager 1 1 1 1 1 5Clerk 1 1 1 1 1 5Designer 1 1 1 2 2 7General Worker Supervisor 1 1 1 1 1 5Technician 1 1 1 2 2 7

Sub Total 185

5.4.3 SALLARY FORECASTINGFor 2011

No

Position Salary (RM)

NO.

EPF SOCSO Total Employe

eEmployer Employee Employer (RM)

10% (RM)

11%(RM)

0.4%(RM)

1.5%(RM)

1 Chief Executive

Officer

7,000 1 770 105 6,125

2 Secretary 900 1 90 3.6 806.43 Human

Resource Manager

4,000 1 440 60 3,500

4 Marketing Manager

4,000 1 440 60 3,500

5 Production Manager

4,000 1 440 60 3,500

6 Operation Manger

4,000 1 440 60 3,500

7 Financial Manager

4,000 1 440 60 3500

8 Marketing Executive

1,500 3 150 6 1,344

9 Clerk 1000 4 100 4 89610 General

Worker1000 8 100 4 896

11 Assistant Manager

1,500 5 150 6 1,344

12 Accountant 2,500 1 250 10 2,24013 Cleaner 350 1 35 1.4 313.6

15 Quality Control Officer

3,000 1 300 12 2,688

16 Maintenance Division

3,000 1 300 12 2,688

17 Designer 3,000 1 300 12 2,688

18 Supervisor 1,500 1 150 6 1,344

19 Technician 1,500 1 150 6 1,344

20 Driver 900 3 90 3.6 806.4

21 Guard 800 1 80 3.2 716.8

Sub-Total 49,450

38 2,245 2,970 89.8 405 43,740.2

For 2012

No

Position Salary (RM)

NO.

EPF SOCSO Total Employe

eEmployer Employee Employer (RM)

10% (RM)

11%(RM)

0.4%(RM)

1.5%(RM)

1 Chief Executive

Officer

7,000 1 770 105 6,125

2 Secretary 900 1 90 3.6 806.43 Human

Resource Manager

4,000 1 440 60 3,500

4 Marketing Manager

4,000 1 440 60 3,500


4,000 1 440 60 3,500

6 Operation Manger

4,000 1 440 60 3,500

7 Financial Manager

4,000 1 440 60 3500


1,500 3 150 6 1,344

9 Clerk 1000 4 100 4 89610 General

Worker1000 8 100 4 896


1,500 5 150 6 1,344

12 Accountant 2,500 1 250 10 2,24013 Cleaner 350 1 35 1.4 313.6


3,000 1 300 12 2,688


3,000 1 300 12 2,688

17 Designer 3,000 1 300 12 2,688

18 Supervisor 1,500 1 150 6 1,344

19 Technician 1,500 1 150 6 1,344

20 Driver 900 3 90 3.6 806.4

21 Guard 800 1 80 3.2 716.8

Sub-Total 49,450

38 2,245 2,970 89.8 405 43,740.2

For 2013

No Position Salary (RM)

NO. EPF SOCSO Total Employee Employer Employee Employer (RM)

10% (RM)

11%(RM) 0.4%(RM) 1.5%(RM)

1 Chief Executive

Officer

7,000 1 770 105 6,125

2 Secretary 950 1 95 3.8 851.23 Human

Resource Manager

4,100 1 451 61.5 3,587.5

4 Marketing Manager

4,100 1 451 61.5 3,587.5


4,100 1 451 61.5 3,587.5

6 Operation Manger

4,100 1 451 61.5 3,587.5

7 Financial Manager

4,100 1 451 61.5 3,587.5


1,600 3 160 6.4 1,593.6

9 Clerk 1000 4 100 4 89610 General

Worker1000 8 100 4 896


1,600 5 160 6.4 1,433.6

12 Accountant 2,600 1 260 10.4 2,329.613 Cleaner 450 1 45 1.8 403.2


3,100 1 310 12.4 2,777.6


3,100 1 310 12.4 2,777.6

17 Designer 3,100 1 310 12.4 2,777.6

18 Supervisor 1,600 1 160 6.4 1,433.6

19 Technician 1,600 1 160 6.4 1,433.6

20 Driver 950 3 95 3.8 851.2

21 Guard 850 1 85 3.4 761.6

Sub-Total 51,000 38 2,350 3,025 94 412.5 45,278.5

For 2014



10% (RM)

11%(RM) 0.4%(RM) 1.5%(RM)

1 Chief Executive

Officer

7,300 1 803 109.5 6,387.5

2 Secretary 1000 1 100 4 8963 Human

Resource Manager

4,200 1 462 63 3,675

4 Marketing Manager

4,200 1 462 63 3,675


4,200 1 462 63 3,675

6 Operation Manger

4,200 1 462 63 3,675

7 Financial Manager

4,200 1 462 63 3,675


1,700 3 170 6.8 1,523.2

9 Clerk 1100 4 110 4.4 985.610 General

Worker1100 8 110 4.4 985.6


1,700 5 170 6.8 1,523.2



3,200 1 320 12.8 2,867.2


3,200 1 320 12.8 2,867.2

17 Designer 3,200 1 320 12.8 2,867.2

18 Supervisor 1,700 1 170 6.8 1,523.2

19 Technician 1,700 1 170 6.8 1,523.2

20 Driver 970 3 97 3.88 869.12

21 Guard 870 1 87 3.48 779.52

Sub-Total 52,890 38 2,459 3,113 98.36 424.5 45,899

For 2015



10% (RM)

11%(RM) 0.4%(RM) 1.5%(RM)

1 Chief Executive

Officer

7,300 1 803 109.5 6,387.5

2 Secretary 1000 1 100 4 8963 Human

Resource Manager

4,200 1 462 63 3,675

4 Marketing Manager

4,200 1 462 63 3,675


4,200 1 462 63 3,675

6 Operation Manger

4,200 1 462 63 3,675

7 Financial Manager

4,200 1 462 63 3,675


1,700 3 170 6.8 1,523.2

9 Clerk 1100 4 110 4.4 985.610 General

Worker1100 8 110 4.4 985.6


1,700 5 170 6.8 1,523.2



3,200 1 320 12.8 2,867.2


3,200 1 320 12.8 2,867.2

17 Designer 3,200 1 320 12.8 2,867.2

18 Supervisor 1,700 1 170 6.8 1,523.2

19 Technician 1,700 1 170 6.8 1,523.2

20 Driver 970 3 97 3.88 869.12

21 Guard 870 1 87 3.48 779.52

Sub-Total 52,890 38 2,459 3,113 98.36 424.5 45,899

5.5 JOB DESCRIPTION

5.5.1 Chief Executive Officer:

I. Develop the organization structure of the company, company profile and background

II. Determine organization goals and company objectives

III. Supervise top manager/department head

IV. Making final decisions on all company matters

V. Plan, implement and control the overall management of the business, monitor the

strategic progress of the business and be accountable for the overall performance of

the business.

VI. Plan and direct the organization’s activities to achieve stated/agreed targets and

standards for financial and trading performance, quality and culture.

5.5.2 Marketing Manager:

I. To identify new market niche through a streamlined marketing research, competition

analysis and prevailing market conditions.

II. Foster close collaboration with the global headquarters to channel periodical feedback

from the local market in order to drive continuous development of new lines of

products.

III. Formulate, plan and execute new marketing plans, communication strategies, such as

advertising campaigns, to attract customers.

IV. Establish a periodical review for marketing activities; assess and evaluate results and

feedback higher management team to determine next course of actions.

V. Develop close liaison with the media and advertising fraternity, maintaining the

prospect of long term strategic alliances.

VI. Analyze sales statistics gathered to determine sales potential and inventory

requirements and to monitor customers’ preferences. Such information is vital in the

development of products and the maximization of profits while ensuring the firm's

customers are satisfied.

VII. Estimate the demand of the products and services offered by the firm and its

competitors. In addition, they identify potential markets.

VIII. Ensure that the marketing management is in control and up-to-date.

IX. Undertake negotiation with vendors and third party to establish network of

distribution, rights of product distributorship and brainstorming hand-in-hand marketi

5.5.3 Financial Manager:

I. Concerned primarily with the financial affairs of an organization.

II. Translation of actions, both past and proposed, into meaningful and relevant

information for use in the management process.

III. Budgeting, accounting, reporting, and the analysis and interpretation of the financial

significance of past events and future plans.

IV. Do the internal auditing, management analysis and others.

V. Collectively more than individually, become an integral part of the management of

the organization.

VI. Ensures that all policies and procedures are in compliance with the organization and

funding source policies, procedures, and requirements.

VII. Manages the financial activities and schedules to meet the financial reporting

requirements and deadlines specified.

VIII. In charge of general accounting that involves the preparation of statistical data &

financial reports concerning profits, cash & inventory.

IX. Analyze report & give advice on the financial dealings of organizations/individuals.

X. Advise on associated record-keeping & compliance requirements.

XI. Responsible in budgeting the company’s financial matters that are assists in the

administration and accounting and also to update the company’s current accounts and

always stable and not facing any problem.

XII. Managing the company cash flow and also prepared the monthly financial reports

including the company’s reports and also control the calculation of the company

revenue, expenses and other costs that will need to be paid by the company.

5.5.4 Operational Manager:

I. The individual must be able to listen, maintain a very detailed list of daily duties

including all problems and correspondence and follow up on all activities and respond

to all issues.

II. In charge of quality control and in charge of production line.

III. Heavily relied upon and must be able to make quick, accurate and precise decisions.

IV. Must be able to juggle many tasks simultaneously and still be available to handle new

incoming immediate runs and any problems that arise unexpectedly.

V. The operations manager must be a team player whose enthusiasm and dedication to

the company must be the example of which the entire team follows and provide

guidance and training to the company's technical team and inform staff of the latest

developments and oversee safety standards in the factory.

VI. In charge of storage of products and materials and determining suitable suppliers for

material.

VII. Have a clear understanding of how to manage Idea generation, project evaluation and

selecting winners, thus minimizing the risk.

VIII. Have a thorough understanding of Technology acquisition & Intellectual Property

Management and evaluate the production process and make changes to improve the

quality and speed of production. Plan for the introduction of new technology

IX. Have the ability of manage working progress and ordering worker’s task.

X. Able to make decision in short time.

XI. Oversee the maintenance and repair of the plant and equipment.

XII. Make sure that the systems for checking the quality of the products are strictly

followed.

5.5.5 Product & Design Manager:

I. Establish procedures for maintaining high standards of quality, reliability and safety

in products design.

II. Determine the enforce through functional groups like safety and quality requirements

in accordance with real company needs, based on current regulations and state of the

art and design practices.

III. Evaluate and develop new and improved techniques for the control of the product

designs, quality, reliability and safety.

IV. Meet the production staff regularly to discuss the how to maintain the quality

standards of the products.

V. Also will works with customer’s if required to ensure products conform to customer

requirements and meet the customer’s needs.

VI. Responsible for implementation and maintenance of design control procedures,

reporting on the performance of the design department and improving product

designs.

VII. Prepare detail design including the preparation of material take-off with the objective

of minimizing potential clashes during construction and that the right specifications

of material are procured.

VIII. Manage the design process from conceptual design to detailed design including

material take-off and ensure that design output are of high quality (minimum clashes).

IX. Keep records of their inspections and test the result and might prepare the written

reports.

5.5.6 Secretary

I. Word process letters, reports and complaints and proofread legal documents.

II. Type letters, reports, memoranda, agendas, minutes and other documents.

III. Undertake research for management staff.

IV. Handle incoming and outgoing mail and email and arrange appointments and meetings.

V. Filing documents and format documents including track changes.

VI. Maintain equipment and stationery supplies.

VII. Carry out receptionist duties such as greeting visitors and answering telephone calls.

VIII. Assist with records management and filing.

5.5.7 Human Resource Manager

I. Plan, develop and implement strategy for HR management and development including

recruitment and selection policy/practices, discipline, grievance, counselling, pay and

conditions, contracts, training and development, succession planning, morale and

motivation, culture and attitudinal development, performance appraisals and quality

management issues add others if relevant

II. Establish and maintain appropriate systems for measuring necessary aspects of HR

development

III. Monitor measure and report on HR issues, opportunities and development plans and

achievements within agreed formats and timescales also develop human resources plans

that are aligned to the company's strategic plan.

IV. Manage and control departmental expenditure within agreed budgets

V. Liaise with other functional/departmental managers so as to understand all necessary

aspects and needs of HR development, and to ensure they are fully informed of HR

objectives, purposes and achievements

VI. Maintain awareness and knowledge of contemporary HR development theory and

methods and provide suitable interpretation to directors, managers and staff within the

organisation also manage the personnel filing systems and the organization’s HR

information systems.

VII. Contribute to the evaluation and development of HR strategy and performance in

cooperation with the executive team and advise management on staff and job matters.

VIII. Ensure activities meet with and integrate with organisational requirements for quality

management, health and safety, legal stipulations, environmental policies and general

duty of care.

IX. Design policies and standards for staff issues and seek advice on whether the company is

complying with employment legislation also manage any equal employment

opportunities plans or policies.

X. Analyse and advise on wage, salary plans, manage the payroll and consult with

management and staff over pay and conditions.

5.6 RECRUITMENT POLICY

GENERAL DETAIL

The recruitment and selection process is of paramount importance in order to recruit staff with

the necessary skills and attributes to enable the Company to fulfil its corporate aims and

objectives. The Recruitment and Selection Policy and Procedures aim to provide clear guidance

to managers in relation to both the selection and appointment of staff. This policy promotes and

supports good practice for those with responsibility for recruitment.

This policy and procedures aim to achieve the following objectives:

Recruit staff with the appropriate skills, both technical and personal, in order to meet the

Company’s current and future needs.

To ensure that staff appointed to posts involving teaching responsibilities are qualified to

carry out such duties or are working towards an appropriate qualification.

Work to a fair and effective recruitment procedure, which is consistent with employment

legislation and the Company’s Equality and Diversity policies and practices.

Develop and enhance the public image of the Company, both as an employer and as a

quality provider of education and research.

Internal candidates or others personally known to the interview panel must be treated in exactly

the same way as all other candidates.

This policy and associated procedures applies to all members of staff other than senior post

holders as defined in the Articles of Association.

Additional guidance on the procedures to be followed in the recruitment of atypical and casual

staff is provided separately.

5.6.1.1 Justification for Recruitment

Before recruitment begins, the following will be given consideration:

Is it necessary to fill the vacancy?

Does the role require changes in duties and responsibilities?

Is it appropriate to evaluate the grade of the post?

Could the work be accommodated in other ways?

What terms and conditions are being offered for the post? Are they appropriate and

consistent with the rest of the Company?

Is there any staff ‘at risk’? Staff at risk within the organisation must be given first

consideration for any vacancy prior to an external / internal advertisement being placed.

Managers should consider widening the diversity of the team which could include

consideration of part time working / jobsharer / positive action initiatives.

5.6.1.2 Filling the Vacancy

In order for the recruitment process to commence, the Director of Company must gain

authorisation, using appropriate documentation. The following documentation must be

completed for recruitment to all posts:

* Recruitment Request – HR / Finance Authorisation Form

* Job Description

* Person Specification

* Occupational Health Evaluation Form

5.6.1.3 Advertising

It is normal practice that all vacancies are advertised, both internally within the Company, as

well as externally. However, where it is considered that existing staff have the prerequisite skills

consideration may be given to advertising posts internally only. Staff who has been identified to

be ‘at risk’ may be considered for vacant posts prior to internal / external advert if they meet all

the essential criteria of the vacancy.

There may be exceptional occasions when the Company deems it appropriate to use “search”

techniques. Before doing so, the Director of Company must secure prior permission from their

Executive line manager that “search” is the appropriate method.

5.6.1.4 Enquiries

All enquirers will receive a recruitment information pack detailing the requirements of the post.

Wherever possible, this will be provided in electronic format and in alternative formats where

requested.

5.6.1.5 Selection

Short listing

Candidates will only be shortlisted for interview if they meet all the essential criteria defined in

the person specification. If the number of candidates meeting the essential criteria is excessive,

further selection must be undertaken utilising the desirable criteria to achieve a workable

shortlist (suggest no more than 6).

Candidate’s equality and diversity monitoring forms are separated from the application forms

prior to the short listing process. The short listing panel will not have access to this information.

Short listing must be undertaken by at least two individuals who are experienced in the

recruitment process and who will go on to be involved in the interviewing process. At least one

member of the panel should have attended the recruitment and selection “Best Fit” training.

Interviewing

The interview must be conducted by a panel, the suggested composition of which is detailed in

the procedures. All interviews for one post must be conducted by the same panel.

All candidates will be asked a standard format of questions, which will have been decided by the

interview panel prior to the interviews. All questions must be related to the job requirements and

the candidate’s suitability to undertake the role.

Skills assessment

As part of the selection process, Company may wish candidates to partake in a series of skills

tests. These tests must be directly related to the role in question and must be measurable against

objective criteria. Candidates must be informed of the details in the letter inviting them for

interview. Details of any skills tests, including the criteria to be measured and the method of

measuring must be provided in advance to HRD. Skills tests should be held in accessible rooms

where required and requested by a disabled candidate.

5.6.1.6 Appointment

The choice of candidate will be determined by the majority view from the formal interview

panel. The panel will take account of any other information that will have been generated as part

of the selection process. In the case of a tied vote, the Chairs decision will carry.

A formal offer of appointment is to be made / confirmed in writing and will be conditional upon

receipt of references which satisfy Company requirements, medical assessment, satisfactory

evidence of eligibility to work in the Malaysia and other appropriate checks, such as Criminal

Records Bureau (CRB), if applicable to the post.

Consideration should be given to reasonable adjustments for a successful disabled candidate.

Contact should be made with ‘Access to Work’ over any financial assistance for a new employee

with reasonable adjustments costs that may be incurred over RM300. (Access to Work 019-

3739620 Siti Nur Audauwiyah Bte Abzila)

5.6.1.7 Confidentiality

All application details are treated with the utmost confidentiality. It is the responsibility of the

Director of Company (or her/his nominee) to ensure that suitable arrangements are made for

confidentiality to be maintained.

5.6.1.8 Documentation

At all stages of the recruitment process, it is the responsibility of the Chair of the panel to ensure

that notes are kept detailing the reasons for selection or rejection of candidates. These notes

could be called upon as evidence of the fairness of the process, either through an internal

assessment or to support an external investigation. The notes should therefore be relevant to, and

necessary for the process itself. It should be noted that applicants would normally be entitled to

have access to interview notes about them (please note that applications are retained for 6

months only) as part of the record of the interview. All records must be handed to HRD by the

Chair of the panel.

5.6.1.9 Feedback

All applicants may receive formal written communication informing them of the status of their

application upon request. Feedback will be provided by the Chair of the panel at the request of

any applicant at any stage of the recruitment process.

5.6.1.10 Observation

In order to ensure the Company’s compliance with both the Recruitment and Selection and

Equality and Diversity Policies and Procedures, an observer may be present at any part of the

process from short listing through to selection. Observation may be undertaken by an

appropriate recognised Trade Union representative or member of Human Resources Department.

In addition, an observer representing the interests of Equality and Diversity may also be present.

In order for an individual to become an authorised observer, they must undertake approved

training. However, the observers do not actively participate in any stage of the proceedings and

do not have voting rights for selection.

5.6.1.11 Monitoring

For equality and diversity purposes, recruitment statistics are monitored on a quarterly basis by

gender, ethnicity, disability, age, department and job type. This information is disseminated to

C.E.O with any positive action identified as a consequence.

5.6.2 Training for Staff

Each manager in Revive Eco-Friendly Inc. needs to attend one training course within 3

month work in this company. This training course is taking time about 8 hours. The name of this

course is “Leadership Training to Success Workshop”. This training is the process of developing

qualities in human resources that will enable them to be more productive and thus to contribute

more to organizational goal attainment.

The purpose of training is to increase the productivity of employees by influencing their

behaviour. There are two types of training for new employees, we will give them orientation and

briefing about their job. Other types of training are for existing employees, to make them

improvement in their skill and team work.

There are four steps to be taking in the training workshop. Those are:

Determining training needs

Designing the training program

Administrating the training program

Evaluating the training program

TRAINING 2011 2012 2013 2014 2015PRICE (RM)

Product Design Department

- ISO 9001:2008 (1 Person x RM 500)

500 500 500

Human Resource Department

- HR for Non-HR Managers- Human Resource Management (1 person x RM 200)

- Management Development: Training for Managers and Supervisor (5 Person x RM 500)

200

2500

200

2500

200

2500

Marketing Department- Essential

marketing training course (1 person x RM 300)

300 300 300

5.7 COMPANY BUDGET PLAN (VARIABLE COST)

5.7.1 Fixed Cost

No Description Unit Unit Cost (RM) Total (RM)

A. Office Furniture

1 Table 23 400 9200

2 Chairs 28 200 5600

3 Sofa set 3 1100 3300

4 Book Shelf 10 200 2000

5 Counter Table 1 1000 1000

Subtotal 22000

B. Office Equipment

1 Dell XPS 16

Laptop

6 4500 27000

2 Dell Vostro 420

Desktop

14 2500 35000

3 HP Laser jet

Printer

5 500 2500

4 Dell MP 5830

Projector

2 1500 3000

5 NEC Telephone 10 150 1500

6 Canon Photocopy

Machine

1 5000 5000

7 York Air

conditioner

7 1800 12,600

8 HP Fax Machine 3 1200 3600

9 LG Television 1 900 900

10 Fire Extinguisher 10 120 1200

Subtotal 92300

Deposit Of Office and Factory Rental (3 months) 30000

Renovation of Factory 100000

TOTAL FIXED COST 214300

5.7.2 Variable Cost

No. Description Unit Unit Cost

(RM)

Total Cost

(RM)

Total Cost For 12

Month

(RM)

A. Salary

1 Chief Executive

Officer 1 7000 7000 84,000

2 Secretary & Human

Resource Manager

1 4000 4000 48,000

3 Assistant Manager 1 2000 2000 24,000

4 Office Clerk 1 1000 1000 12,000

5 Receptionist 1 600.00 600 7,200

6 Driver 1 900.00 900 10,800

7 Cleaner 2 350.00 700 8,400

8 Guard 4 500.00 2000 24,000

9 Despatch 1 600.00 600.00 7,200

Subtotal 18800 225600

B. Insurance and Social Security

1 Takaful Insurance (5%) (0.05 x 18800) 940 11280

2 KWSP/EPF (12%) (0.12 x 18800) 2256 27072

3 SOCSO (2%) (0.02 x 18800) 376 4512

Subtotal 42864

C. Other Expenses

1 Business License 50

2 Web page Setup 3000

3 Legal Fees 1600

Subtotal

D. Office Utilities

1 Water bill 1000 12000

2 Electric bill 1200 14400

3 Telephone bill 800 9600

4 Internet bill 200 2400

Subtotal 38400

TOTAL VARIABLE COST 306864

4.0 MANAGEMENT PLAN

Documents

Transcript of 4.0 MANAGEMENT PLAN