Khamis, Mei 08, 2008

PROGRAM Al-TIJARAH RAMADHAN JCORP and RTM1

Bergambar bersama pengacara rancangan ini..

Sesi pertemuan dan rakaman dijalankan di Alor Setar, Kedah pada 8/5/2008.


Bergambar bersama krew dan AJK kampung serta AJK Jcorp

Selasa, April 29, 2008

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Rabu, Mac 26, 2008

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People are strategic...What about HRM?

In today's rapidly changing globalized business environment, people are considered to be strategic assets that ensure competitive advantage for an Organization. Senior management rely on intangibles as the key profit lever and primary source for long-term advantage over the firm's competitors. In most of the Organizations, people are not considered as an overhead cost to be cut but rather profitable investment as long as motivated, developed and rewarded via value added, responsive and aligned HR practices. That modern theory of business management puts management of people in the first place as importance and addresses as an imperative, challenging issue in this competitive environment.

The above mentioned and generally accepted view requires a new perspective on what is meant by HR function in the Organization, and a new understanding of how HR creates value in the Organization. This also requires an evolutionary change. Can HR respond on that change? Didn't HR arrive there yet? What should be done ?

These questions and many others are asked frequently and answers are trying to be uncovered within scholars of Human Resources Management (HRM). In this essay, my intent is not to give so detailed theoretical explanations neither on HRM history nor on Strategic Human Resources Management (SHRM). But rather providing some facts based on survey reports, on reputable authors' implications and on my personal synthesis about how to achieve this new vision for HRM.

Defining SHRM

We are all aware that in recent years, the field of human resources experienced an evolutionary change with a revolutionary speed. In the past, HR was heavily responsible for personnel and administrative activities. But today, although it still faces considerable barriers, HRM has started to get rid of its crust and involved on more strategic issues extensively over the last twenty years.

But, attaching the prefix "strategic" does not make you strategic in just one blink. It is a long-term process. Why?

It is just simply because strategic means value added activities that differentiate you from your competitiors and have significant impact to the overall business results of an Organization. The term derived from the most acclaimed concept "strategy". And the strategy may be defined as performing similar activities different than or performing different activities than your competitors do.

You see... As long as you relate to strategy related terms, you will face common concepts: differentiation, value adding, innovation and so on. That's why SHRM can be described as a long and a severe road but also a road if not used will let you out of the competition. From this moment now, it is up to HR professionals' vision whether to sail away from their safe harbor and respond to that challenge or not.


Before going further, let's look at some notable examples of SHRM definitions which i'm sure will let us understand the concept and the philosophy behind it:

  • The pattern of planned HR deployments and activities intended to enable the firm to achieve its goals,
  • The process of taking a long-term approach to HRM through the development of HR systems, processes, policies that address and solve business problems and directly contribute to major long-term business objectives,
  • The linking of people with strategic goals and objectives in order to improve business and develop organizational culture that foster innovation and flexibility,
  • Acceptance of HR function as a strategic partner in the formulation and in the implementation of company's strategies through HR activities,
  • The process of linking HR practices to business strategy,
  • The process by which Organizations seek to link human, social and intellectual capital of their members to the strategic needs of the firm.

Many other descriptions can be found in various sources of information. But, still some question marks may stick in your minds, like for example: at what level is the applicability of Strategic HR Management in the Organizations? Is it irrelevant with the realities of the business world? Is it just a myth or a reality?

Let's try to find out some solutions to those reasonable question marks...

Is it myth or reality?

Strategic HR is not a title that is given to any of HR departments. For example, have you ever encountered with Strategic HR Director/Manager/Supervisor? I don't know about your answer but i didn't that's for sure. As i have tried to explain above that, what makes you strategic is the value added HR activities aligned with corporate business plans. It is not because of the fashion you will be recognized as strategic. Well that intangible side of SHRM makes people think inaccessible and let them see this new way of thinking for HRM as a "myth".

You can see many lecture, certificate programs in most of the leading universities of the world covering Strategic HR Management issues. There are millions of pages on the web and thousands of books on that subject covering the linkage between HRM and business strategies and how to reach there in real business life. All of these scholars, management authorities and thinkers can not be wrong at the same time. Well, if you still think that SHRM has nothing to do with real life and can never be achieved, than i should say that you are not pushing hard enough to get there and feeling much comfortable on your safe chair by just doing what it is said to you.

Society for Human Resources Management conducts every year SHRM survey in US via online questionnaire. In 2006, they have collected data from 427 HR professionals in US regarding Strategic HRM practices in their Organizations. According to some dramatic results;

  1. 56% of respondents reported that their HR department had a strategic plan, out of this 96% were aligned with corporate strategic business plan.
  2. The majority (59%) of the respondents felt that employees perceived their HR departments as mainly having an operational role.
  3. 89% of the respondents indicated that HR could contribute to a large extent through employee relations.
  4. 68% stated that HR works closely with senior management in implementing corporate strategies.
  5. Less than half of the population (47%) responded that senior management has come to accept and realize their investments in HR make financial sense.
  6. The major barriers that HR professionals encounter with; 86% of respondents felt that their departments are focusing on administrative duties, 78% not able to directly measure HR's impact on bottom line and lacks an established method, 63% has limited involvement with board of directors.

As you can see from the survey findings that HR professionals still faces considerable barriers like focus on administrative issues and lack of measurement. Another finding that should be highlighted that HR is focused more on implementation than on the creation of corporate strategic business plans. These were key observations that let us see that we all have some more way to reach fully strategic HRM in our Organizations. I am sure that in the rest of the world, the overall picture is similar or worse than it is in US.

Astonishing similarity that i saw between Jac Fitz-Enz' interviews and the above mentioned survey fndings about the barriers or the perception of employees. In 1990, Fitz-Enz asked more than 1.200 line managers from US, Brazil, Canada, Australia, Denmark, France and South Africa, three strongest images that they have of the HR function in their company. The responses were similar to that of Society for HRM's survey;

  • HR is too costly (401 respondents);
  • It doesn't add value (287 respondents);
  • It's bureaucratic (184 respondents);
  • We can do it ourselves (163 respondents);
  • They don't know the business (118 respondents).

Roadmap for SHRM

From 1990 to 2006, two different set of findings similar in nature can be seen above. Only these two instruments are enough to understand how slowly that change in HR function is happening and how that change is a must for managing people as strategic assets within the Organization.

Strategic Human Resource Management is neither a myth nor a mission impossible for HR professionals. It is a long-term process not a "me-too" exercise. It must be considered as a new vision, a new roadmap for every HR department. In order to be succesful on this long journey;

  • Be one of the members in creation process of Corporate Strategic Business Plans,
  • Establish an HR vision and communicate it not only to HR Department, but to all employees,
  • Develop your HR Strategic Plan aligned with Corporate Business Plans,
  • Continously improve, innovate or re-design your HR applications, systems according to the changing needs of your Organization,
  • Know your business and the environment in which it operates,
  • Be the pioneer of Human Capital Management by facilitating change, developing your people,
  • Show by figures the impact of your work by HR metrics and benchmark with your competitors.

These highlights may seem almost hard to accomplish in some of the Organizations, but never should be considered as unachievable ones. I strongly do believe that HR must re-position itself and choose a new way towards the quest for SHRM. Success will come sooner or later...

References:

- Making HR a Strategic Asset; Becker, Huselid, Ulrich; 2001
- Strategic Management and HRM; Allen, Wrigth; 2 006
- Partner or Guardian?; Wright, Snell; 2004
- 2006 Strategic HR Management Survey, SHRM
- Human Value Management; Fitz-Enz; 1990
- Strategic Human Resource Management; Bratton
- Toward a SHRM Model of High Reliability Organization Performance; Ericksen, Dyer; 2004

Sabtu, Februari 23, 2008

Hargailah Isteri ( Ibu Kepada Anak )

Tips-tips berikut adalah untuk pasangan suami isteri yang telah sah dinikahkan. Namun begitu, ianya juga sesuai bagi pasangan yang belum mendirikan rumahtangga sebagai panduan apabila mendirikan rumahtangga kelak.

1. Isteri adalah manusia
Mereka adalah kaum wanita yang penuh dengan perasaan emosi. Apabila mereka redha dan bahagia dengan setiap perkara yang mereka lakukan, maka perasaan mereka tenang dan gembira. Namun jika mereka tertekan dengan apa yang berlaku, maka emosi mereka mulai berkecamuk dan sering ingin mencari jalan keluar daripada masalah yang mereka hadapi.

2. Dengar pendapat isteri
Suami isteri perlu sering bertukar-tukar pendapat tidak kira taraf pendidikan atau profesionalisme mereka. Isu-isu semasa boleh dijadikan sebagai ‘ice-breaking’ . Kemudian, berbincanglah tentang hal rumahtangga dan masa depan. Suami boleh bertanyakan pandangan isteri tentang problem kerjanya. Malah isteri tentu berminat hendak mengetahui ‘gosip’ pejabat selepas seharian berhempas pulas di rumah. Dari situ isteri dapat mengenali karektor rakan-rakan pejabat suami secara tidak langsung.

3. Beri pujian kepada isteri
Jangan lokek memberi pujian kepada isteri dengan mengatakan dia cantik dan kemas. Pujian ini penting untuk menaikkan semangat isteri tatkala semangatnya hilang dan luntur. Memanglah wajar isteri penat jika dia terpaksa bangun pagi seawal lima pagi bagi memastikan semuanya beres demi kemudahan suami dan anak-anak. Kemudian tidur pula paling lewat kerana sibuk menyediakan persiapan untuk esok hari.

4. Menganggap pasangan seperti diri sendiri
Menganggap pasangan sebagai diri sendiri yang harus dihargai, dibelai, dihormati, disayangi dan dikasihi. Semua orang suka dibelai dan dikasihi lebih-lebih lagi pasangan suami dan isteri. Mengapa selepas berkahwin cinta tidak sehangat sewaktu bercinta. Inilah yang sering diabaikan oleh kebanyakan pasangan. Sedangkan pasangan anda adalah cerminan diri anda sendiri. Kemana jua anda pergi potret wajahnya perlu anda bawa bersama. Jika ini diamalkan selalu, rumahtangga akan menjadi bahagia.

5. Ingat tarikh penting
Manusia memang suka dihargai dan dikejutkan dengan pemberian hadiah oleh sesiapa sahaja apatah lagi daripada orang yang disayangi. Jika suami seorang yang prihatin dan menyayangi isterinya, apalah salahnya jika dia memberikan hadiah kepada isterinya. Hadiah tidak perlu terlalu mahal. Cukup sekadar seutas jam ataupun sehelai tudung sempena meraikan hari lahir . Jika ‘budget’ anda tidak mencukupi, sekuntum bunga dan sekeping kad sudah memadai. Hati isteri akan tersentuh dengan pemberian hadiah dan lebih terharu jika anda sempat menulis sepatah dua kata penghargaan di dalamnya seperti “Terima kasih di atas segala pengorbanan sayang selama ini”.

6. Penuhi hajat isteri
Bukan semua hajat isteri boleh dipenuhi oleh suami. Jika isteri berhajatkan sebuah mesin basuh ataupun mesih jahit, pihak suami mungkin terpaksa berfikir dua atau tiga kali sebelum memenuhinya. Bagaimanapun, jika anda tidak berjaya memenuhi hajat isteri untuk masa yang terdekat, simpanlah hajat isteri anda itu dan tunaikanlah apabila anda berpeluang kelak. Bukankah pemberian itu melambangkan bahawa anda adalah suami yang amat menghargai pengorbanan isteri.

7. Bantu ringankan tugas isteri
Suami perlu turun padang membantu isteri, jika setiap hari isteri anda bertungkus lumus memasak, membasuh dan mengemas rumah. Maka suamipun perlu membantu. Jika anda tidak mahir memasak makanan yang berat seperti lauk pauk cukup sekadar menggoreng ikan atau telur. Cuba perhatikan isteri anda yang sedang menikmati makanan yang anda masak. Tentu dia berasa gembira dan tersenyum.

8. Isteri bukan pembantu rumah
Kebanyakan suami menganggap bahawa kerja-kerja rumah adalah tanggungjawab isteri seratus peratus. Walhal dalam Islam sendiri tidak ada hukum yang mengatakan bahawa isteri wajib melakukan kerja-kerja rumah. Cuma, ajaran Islam mengatakan bahawa wanita berkahwin yang taat dengan suami dan Tuhan, menjaga harta dan maruah suami dengan sebaik akan dijamin masuk syurga. Itu sahaja. Atas jaminan inilah ramai wanita tidak berkira dengan kerja-kerja rumah yang mereka lakukan selama ini.

9. Bawa isteri berehat
Kebanyakan suami menganggap berjauhan daripada isteri adalah suatu kebebasan baginya. Kerana isteri tidak dapat menghidu apakah yang dilakukan di belakangnya. Kini, anda cuba terbalikkan situasi ini. Sentiasa bawa isteri berjalan-jalan dan berehat di tempat-tempat peranginan yang menarik seperti Genting Highlands ataupun Fraser Hills. Walaupun ia nampak remeh, tetapi setiap isteri pasti akan menghargai saat-saat manis sewaktu berehat di situ.

10. Ciuman khas untuk isteri
Cuba anda tanya diri sendiri bilakah kali terakhir anda mencium dahi isteri anda ketika dia berehat setelah begitu penat bekerja. Tahukah anda ciuman anda di dahi atau kucupan di bibirnya dapat menghilangkan segala kepenatan dan tekanan pada dirinya hari itu. Begitulah kuatnya kuasa ciuman suami kepada isteri.

TAUBAT SEORANG LELAKI

Suatu malam yang hening, kelihatan seorang lelaki berjalan-jalan di sekitar Madinah dalam keadaan lapar. Dia berhenti di luar sebuah rumah kerana terhidu bau makanan. Imannya belum cukup kuat untuk membuat pertimbangan yang waras dalam menyuluh tindak tanduknya. Kerana terliur dengan makanan itu, dia menyusup masuk ke dalam rumah tanpa izin tuan rumah tersebut.

Melihat makanan yang menyelerakan di satu sudut rumah, dia segera mencapainya. Tetapi tiba-tiba dia teringatkan sesuatu. Kata-kata yang didengarnya daripada Rasulullah s.a.w dalam satu majlis ilmu di Masjid Nabi siang tadi terlintas dibenaknya. Rasulullah berpesan, “Barangsiapa meninggalkan yang haram, dia akan mendapat yang halal.” Mengingatkan kata-kata itu, dia tidak jadi untuk mengambil makanan tadi. Dia hendak segera beredar, tetapi ada godaan lain pula. Telah terlihat olehnya barang kemas. Kalau dia ambil, tentu tidak ada siapa tahu. Segera barang kemas itu digenggamnya. Namun sekali lagi niat jahatnya dimatikan. Teringat lagi dia kepada pesan Rasulullah s.a.w, “Tinggalkan yang haram, dapat yang halal.”

Diletak kembali barang yang berharga itu. Haram mengambil barang milik orang lain. Namun, sebelum dia beredar…datang lagi satu godaan yang lebih besar. Dadanya berdebar kencang apabila melihat seorang wanita cantik sedang lena tidur di kamar peraduannya. Pintu kamar itu dilangkah masuk. Wanita itu dirapatinya. Tangannya menggeletar, peluh memercik membasahi tubuh. Nafsu membisikkan kata-kata indah untuknya. Berlaku perebutan nafsu dan bisikan kata-kata Rasulullah s.a.w, ” Tinggalkan yang haram, akan dapat yang halal.”

Akhirnya dia beristighfar dan perlahan-lahan beredar. Berkat pesanan Rasulullah s.a.w yang melekat di sanubarinya, dia berjaya mematahkan keinginan nafsunya. Kelegaan yang amat sangat terasa di hatinya apabila keluar dari rumah wanita tadi dan kemudian memijakkan kaki di Masjid Nabi.

Kerana berjaya dalam peperangan sengit mengalahkan nafsu yang mengajak kepada yang haram, dia diberi ketenangan yang luar biasa oleh Allah SWT.Seketika kemudian, subuh tiba. Selepas solat subuh berjemaah, lelaki itu merebahkan diri di masjid kerana terlalu mengantuk akibat berjaga semalaman. Apabila matahari telah meninggi, seorang wanita datang bertemu dengan Rasulullah s.a.w di masjid. Dia mengadu rumahnya dimasuki orang. Dia takut diganggu lagi, lalu memohon mendapakan seorang pengawal yang dapat menjaga harta bendanya. Setelah ditanya, rupanya si wanita itu seorang janda. Baginda memandang sekeliling kalau-kalau ada orang yang dapat menjaga wanita itu. Melihat lelaki yang sedang lena di suatu sudut masjid, baginda menemuinya. Ditanyakan siapakah gerangannya dan adakah dia telah beristeri. “Saya seorang duda,” jawab lelaki itu yang hidupnya kurang terurus selepas kematian isterinya. Baginda bertanya apakah kedua-dua janda dan duda itu bersetuju untuk dijodohkan. Mereka berdua tersipu malu.

Kerana terharu dengan pilihan Rasulullah s.a.w dan teringat perbuatannya malam tadi, lelaki itu tidak dapat menahan diri daripada menangis lalu menceritakan apa yang sebenarnya berlaku di rumah wanita tersebut. Lalu, dia bertaubat. Akhirnya Rasulullah s.a.w berkenan menikahkan lelaki dan wanita itu dengan disaksikan oleh para Sahabat. Demikianlah, berkat meninggalkan yang haram, dia mendapat yang halal sebagai gantinya. Kini, wanita cantik itu dan segala di dalam rumah itu menjadi halal baginya.

Ahad, Januari 20, 2008

PENDIDIKAN AGAMA BANTU HINDARI GEJALA RASUAH

DALAM kita menghadapi kehidupan di dunia ini, kita memerlukan pekerjaan yang halal bagi menyara dan meneruskan kehidupan kita. Dengan mengamalkan sifat jujur dan amanah, kita akan beroleh kejayaan kerana dengan sifat inilah kita akan dapat menghindarkan sebarang gejala yang tidak baik seperti amalan rasuah. Sifat yang menginginkan material semata-mata inilah antara faktor utama yang boleh membawa kepada keruntuhan negara dan masyarakat. Firman Allah Subhanahu Wataala dalam Surah Al-Baqarah ayat 172 yang tafsirannya:
"Wahai orang-orang yang beriman! Makanlah dari benda-benda yang baik lagi halal yang telah Kami berikan kepada kamu, dan bersyukurlah kepada Allah, jika betul kamu hanya beribadat kepada-Nya."
Definisi
Rasuah disebut dalam bahasa Arab sebagai Ar-risywah atau Ar-rasywah yang membawa maksud sebagai penyambung yang dapat menghantarkan tujuan dengan harta sogokan. Definisi tersebut diambil dari kata asal rasuah Ar-rasya bermaksud tali timba yang digunakan untuk mengambil air perigi.
Adapun di dalam kitab Al-'Arus, rasuah bererti sesuatu yang diberikan oleh seseorang kepada hakim atau selainnya supaya menghukum sesuatu atau memikul sesuatu yang dimahukan oleh si pemberi.
Manakala dari segi istilah pula sesuatu yang diberikan untuk menyalahkan yang benar atau membenarkan yang sudah jelas salahnya.
Menurut Akta Pencegahan Rasuah Bab (2) Penggal 131, suapan adalah termasuk wang atau apa jua pemberian, pinjaman, upah, ganjaran berharga, harta benda lain atau kepentingan harta benda dalam apa jua bentuk sama ada wang boleh digerakkan atau tidak; jawatan, kehormatan, pekerjaan, kontrak, perkhidmatan atau perjanjian memberi pekerjaan; pembayaran, pembebasan, penjelasan atau penyelesaian apa jua pinjaman, tanggungjawab atau tanggungan sama ada sebahagian atau keseluruhannya; pulangan berharga, diskaun, komisyen, rebet dan bonus; menahan diri dari menuntut wang atau sesuatu yang bernilai wang atau barang berharga; bantuan, sokongan, persetujuan atau pengaruh; perkhidmatan lain, pertolongan atau faedah; tawaran, jaminan atau janji untuk memberi atau apa jua suapan seperti yang disebutkan di atas.
Hukum
Menurut syarak hukum rasuah adalah berdosa besar kerana ia termasuk dalam perkara memakan atau mengambil harta orang lain dengan jalan yang salah. Firman Allah Subhanahu Wataala dalam Surah Al-Baqarah ayat 188 tafsirannya:
"Dan janganlah kamu makan (atau mengambil) harta (orang lain) di antara kamu dengan jalan yang salah, dan janganlah kamu menghulurkan harta kamu (memberi rasuah) kepada hakim-hakim kerana hendak memakan (atau mengambil) sebahagian dari harta manusia dengan (berbuat) dosa, padahal kamu mengetahui (salahnya)."
Dari ayat tersebut, Allah Subhanahu Wataala melarang makhluk-Nya memakan atau mengambil harta orang lain dengan jalan yang tidak betul. Amalan rasuah juga ada disebut oleh Rasulullah Sallallahu Alaihi Wasallam dalam hadis Baginda yang diriwayatkan oleh Abdullah bin Amru, beliau berkata: "Bersabda Rasulullah Sallallahu Alaihi Wasallam: Laknat Allah ke atas pemberi rasuah dan penerima rasuah." Hadis riwayat Ibnu Majah.
Faktor
Terdapat beberapa faktor yang menyebabkan rasuah itu boleh berlaku antaranya:
1/ Lemah pendidikan agama dan etika kerja.
2/ Tamak.
3/ Banyak berhutang.
4/ Ada keinginan dan ada peluang.
5/ Kepimpinan dan pentadbiran yang lemah.
6/ Faktor sosial yang menganggap rasuah sebagai cara hidup.
7/ Untuk mencapai cita-cita.
8/ Belanja hidup yang semakin meningkat.
9/ Suka hidup mewah melebihi pendapatan.
Kesan
Adalah menjadi tanggungjawab bagi seseorang individu atau masyarakat untuk mencegah gejala rasuah ini daripada terus merebak yang boleh menghancurkan keselamatan serta ekonomi negara kerana amalan rasuah mempunyai banyak kesan-kesan yang buruk antaranya:
Pertama: Kesan terhadap individu.
i/ Kehilangan pekerjaan.
ii/ Kejatuhan moral atau maruah.
iii/ Menerima hukuman.
iv/ Menghancurkan keharmonian hidup berumahtangga.
v/ Keluarga terabai.
Kedua: Kesan terhadap masyarakat
i/ Mengakibatkan ketidakadilan dengan membiarkan hak-hak orang lain.
ii/ Menggalakkan jenayah dan melindungi penjenayah.
iii/ Membebankan golongan orang yang susah.
iv/ Memburukkan lagi taraf kemiskinan kerana sumber-sumber yang telah ditetapkan bagi membantu rakyat miskin disalahgunakan.
Ketiga: Kesan terhadap negara
i/ Menjejaskan kecekapan dan integriti pentadbiran.
ii/ Menjejaskan keselamatan.
iii/ Pembangunan yang tidak seimbang.
iv/ Kenaikan kos barangan dan perkhidmatan.
v/ Mengurangkan pendapatan negara.
vi/ Menurunkan kualiti dan produk kerja.
Penyelesaian
Gejala rasuah mestilah diselesaikan agar tidak berleluasa. Antara cara penyelesaian ialah seperti berikut:
- Menyebarkan kefahaman mengenai konsep Islam kepada masyarakat dengan memberikan penjelasan mengenai hukum dan reaksi Islam terhadap amalan rasuah.
- Memberikan pendidikan Islam sejak kecil lagi dengan membentuk mereka supaya menjadi orang yang beriman, bertakwa dan mulia.
- Membentuk individu agar mengamalkan sifat yang mulia seperti amanah, jujur dan ikhlas.
- Memperbanyakkan melakukan aktiviti-aktiviti keagamaan.
- Membersihkan jiwa dengan menanamkan kerohanian Islam.
- Menyediakan peruntukan akta atau undang-undang bagi membanteras gejala rasuah daripada lebih berleluasa.
Kita sering mendengar rasuah sering dikaitkan dengan orang yang menghadapi masalah kewangan akan tetapi itu bukanlah sebagai alasan semata-semata kerana apa yang kita dapati sekarang ini, amalan rasuah juga dilakukan oleh golongan yang berpendapatan sederhana dan tinggi. Hakikatnya, amalan rasuah tidak akan berlaku jika sekiranya seseorang itu berpegang kuat kepada ajaran Allah Subhanahu Wataala dan Rasul-Nya dengan sentiasa mengamalkan dan memantapkan lagi keimanan dalam jiwanya.
Oleh itu, adalah wajar bagi kita untuk sama-sama bekerjasama dalam membanteras gejala rasuah daripada merebak yang boleh mengakibatkan sesebuah organisasi menjadi kurang mantap dan membawa kemerosotan ekonomi. Dengan memberikan pendidikan agama Islam sejak kecil lagi adalah satu cara yang terbaik untuk menghindarkan diri dari gejala rasuah yang boleh merosakkan diri sendiri. Keimanan yang mantap dalam jiwa seseorang boleh menghindarkan perkara-perkara yang mungkar.

Selasa, Januari 15, 2008

SOAL JAWAB - PENAMATAN PEKERJA

Soalan 1: Apakah hak saya di bawah Akta Perhubungan Perusahaan, 1967 jika saya diberhentikan kerja?


Jawapan 1:
Seksyen 20, Akta Perhubungan Perusahaan, 1967 menyatakan bahawa anda boleh memfailkan representasi (rayuan) kepada Ketua Pengarah untuk pemulihan kerja jika anda menganggap telah dibuang kerja tanpa sebab atau alasan yang adil. Representasi tersebut hendaklah difailkan dalam tempoh enam puluh (60) hari dari tarikh pembuangan kerja.


Soalan 2: Bagaimanakah caranya dan di manakah boleh saya memfailkan representasi?


Jawapan 2:
Representasi anda hendaklah dibuat secara bertulis dan difailkan di pejabat Perhubungan Perusahaan yang paling hampir dengan tempat kerja anda dahulu. (Sila rujuk alamat pejabat JPPM).

Surat rayuan anda hendaklah, antara lain mengandungi butir-butir berikut :

  • bahawa remedi yang dihajati adalah pemulihan kerja;
  • nama, jantina, tarikh lahir, no. kad pengenalan, alamat dan nombor telefon;
  • nama, alamat, nombor telefon dan faks syarikat;
  • jawatan terakhir dan pendapatan sebulan;
  • tarikh perlantikan;
  • tarikh pembuangan kerja;
  • sebab-sebab dibuang kerja;
  • sama ada anda menjadi ahli kesatuan sekerja atau sebaliknya.

Anda juga boleh menyertakan salinan dokumen yang relevan. (Contohnya : surat pembuangan kerja, surat perlantikan)


Soalan 3: Adakah apa-apa bayaran dikenakan?


Jawapan 3:
Tiada bayaran dikenakan.


Soalan 4: Apakah proses yang terlibat setelah saya memfailkan representasi?


Jawapan 4:
Sila rujuk kepada carta aliran dimuka surat Perkhidmatan.


Soalan 5: Siapakah yang boleh mewakili saya dalam prosiding yang dijalankan oleh Jabatan?


Jawapan 5:
Sebagai seorang pekerja :

  • anda boleh mewakili diri sendiri; atau
  • jika anda seorang ahli kesatuan sekerja, anda boleh diwakili oleh pegawai kesatuan atau pekerja kesatuan sekerja berkenaan; atau
  • anda juga boleh diwakili oleh pegawai sesebuah organisasi pekerja (yang bukan merupakan kesatuan sekerja) seperti Kongres Kesatuan Sekerja Malaysia (MTUC).

Walau bagaimanapun, anda tidak boleh diwakili oleh peguam, penasihat, konsultan atau sesiapa jua pun melainkan mereka seperti dinyatakan di atas tadi.


Dipetik dari:- http://jpp.mohr.gov.my/bm/soal_jawab.php

Ahad, Januari 13, 2008

Labour of Love


SYED SHAHIR Syed Mohamud was a late bloomer. He only began talking when he was four. But he has not stopped talking since. `When I was 13, I asked an ustaz what my name meant. He said it meant famous in Arabic. He then told me he did not know whether I would be famous,' recalls Syed Shahir. Syed Shahir has certainly lived up to the meaning of his name. The President of Malaysian Trades Union Congress (MTUC) since 2004, he has earned the ire of the government with his persistent calls for a minimum wage for workers to be set at RM900, the cost-of-living allowance (COLA) for private sector workers to be set at RM300 and for the union's strong stand against toll price hikes.

This year saw MTUC organising two protests demanding the government to set a compulsory monthly minimum wage of RM900. The second protest in early August saw 30,000 workers all across the country joining in the protest. MTUC also protested against toll price hikes, which saw opposition parties coming out and supporting the union in its cause. Besides this, Syed Shahir was also very vocal about the privatisation of water and was against the government's move to privatise health care. All this caused the government to see red and led the Deputy Human Resource Minister Datuk Abdul Rahman Bakar to warn in Parliament that MTUC and other unions would be deregistered if they became tools of the opposition in its attempt to overthrow the government. Added to this, Syed Shahir's affiliation with Parti Keadilan Rakyat (PKR) has also come under public scrutiny. There have also been rumblings within MTUC over some members' unhappiness over the confrontational stand being taken by MTUC under Syed Shahir's leadership.

`It's not that we want to have a confrontation with the government. If the issue, especially the minimum wage one, can be resolved in an amicable manner, of course we would want that. But you can't simply be talking about an issue without seeing any results, or without getting any reaction from the other side,' clarifies Syed Shahir in his sonorous voice. `We want to see some results that will benefit the workers.'

As for his political affiliation to PKR (he was a member of Parti Sosialis Rakyat Malaysia (PSRM) and contested in the 1972 general election under the party's banner. When the party merged with Keadilan and became Parti Keadilan Rakyat (PKR), Syed Shahir stayed on with the new party. He contested in the 2004 general election under the PKR banner), he says that all MTUC members are free to choose which party they want to belong to. `MTUC has a membership of half a million. Not all of them belong to one party; there are people who belong to UMNO, MCA, MIC, PAS, DAP, etc. We cherish this diversity - that's what democracy is all about, the freedom to choose who you want to support.' He also stresses that although MTUC members might belong to different political parties, when it comes to meetings with the employers over any issues, their agenda is the same, which is to work towards the interest of the workers.

He points out that union leaders being active in politics is not something new in Malaysia. Former unionists like the late Ahmad Noor and Dr V David had served as elected MPs under the Democratic Action Party (DAP). As for his own political ambitions, he says it depends on circumstances and the support among his party colleagues. `If they feel they need me to voice out the concerns of the people, then I will; if not I won't contest.'

His long-time friend and fellow unionist Gopal Kishnam says that Syed Shahir is one of the most trustworthy persons he has ever met. `He will never use MTUC to further his political career. MTUC has members who belong to Barisan Nasional component parties as well but they support Syed Shahir and MTUC in its struggle,' says Gopal, who is the general secretary of the National Union of Transport Equipment and Allied Industry Workers (NUTEAIW).

Syed Shahir's interest in politics started while he was still in his early teens in his hometown of Raub, Pahang. He was an unusually mature young boy, thanks to his insistence in hanging out with people who were older than him, he says.

The young Syed Shahir also attended election rallies to hear the politicians speak. Although he did not fully understand all the issues that were discussed, he loved the atmosphere of the rallies and was attracted by the eloquence of some of the speakers.

He also became a voracious reader and developed a deep love for history. After he left school, he did a number of odd jobs, did his Sixth Form privately and became a temporary teacher. He later got a job in the civil service but left soon after to compete in the general election of 1974 under PSRM. He was not yet 22 then. His family was not very happy that he was running in the election and under the opposition banner at that. Syed Shahir lost. `But I did not lose my deposit. In fact, I got more than one- third of the total vote,' he adds.

He drifted to Kuala Lumpur and finally joined MTUC in 1975 and has been there ever since. `Over the years, he had several job offers that offered much better prospects but he rejected them all because of his commitment to the workers' cause,' reveals Gopal. `No one can doubt his sincerity and dedication; he always has the workers' interests at heart. I sincerely hope he will lead the MTUC for the next couple of years.'

Since Syed Shahir became the president of MTUC - and that too after contesting for the post four times; he won on his fifth attempt - he has faced many challenges. He says trying to get the government to agree on a minimum wage is his biggest yet. Then, there is the threat of degeristration of MTUC because of its alleged left-wing leanings.

When asked about this, Syed Shahir counters that it is a diversion from facing the real issues that challenge workers such as minimum wages and COLA, to name a few. `MTUC is not a one-man show. All the decisions made here are through dialogues, meetings. We cannot stop any political parties, whether it's the ruling party or the opposition, from supporting our cause. We cannot be blamed if the opposition supports our view. When we protested the toll hike and picketed for the minimum wage, they came to show their support. The government sees this as proof that we are the tools of the opposition.'

Syed Shahir stresses that the workers' concerns are MTUC's concerns and toll and the privatisation of public services comes under this as well. `Workers pay toll, they use water and medical services. If the government says it can no longer subsidize public services like health, etc, it has serious implications for people from the lower income group. There are more than 1.2 million people earning less than RM700 a month. We have a situation where people are borrowing money from loan sharks and are over- dependent on credit cards because they can't make ends meet ... is it wrong to point out all these things? Does this mean if we criticize the government over this we are for the opposition? Even MTUC members who are in UMNO are feeling the pinch of the toll hikes. Does that mean if they protest against the toll hike that they are against UMNO?' he fumes.

Another challenge that Syed Shahir faces now is the prospects of a rival workers' union, Persatuan Pekerja Islam Malaysia (PPIM), being approved by the Registrar of Societies. If it is approved, then it will be the first labour organisation based on religious lines in Malaysia. Syed Shahir is not amused by this situation. `I still maintain that it is an attempt by the government to split the labour movement,' he retorts. `This does not augur well for the future of labour unions in this country. What next? Malaysian Hindu Labour Organisation, Chinese Labour Organisation? We have to allow all these organisations as well. The government talks about unity, solidarity and then it does this! We have enough "disunity" among us as it is, thanks to the various political parties that divide us along racial lines.

`I really don't know what the agenda of the PPIM is. They say that we are not championing the cause of Muslim workers. Isn't minimum wage, rights of workers, fair treatment of workers the cause of Muslim workers as well? he says passionately.

Syed Shahir has his devoted friends. `He is always the victim of vast amounts of slander and malice,' says his close friend of over 30 years, Zulkifly Baharom, who is in the General Council of the Malaysian Institute of Management. `Yet, he is immensely popular with family members, friends and union members. He is trusting and compassionate and yet he can be demanding and tough,' says Zulkifly. He considers himself truly blessed `with a trusted friend who is an intellectual, a thinker, a teacher, a caring husband and father, a professional manager, a charismatic orator and a leader par excellence all rolled into one.'

Syed Shahir himself admits that there are times when he feels like throwing in the towel. `But when I get a complaint from a worker that he has not been paid or he has not been treated justly, the injustice of it all riles me. It's the injustice around me - the rich exploiting the poor, the uneven distribution of wealth, the exploitation of the workers - that keeps me going. You cannot just close your eyes to it.'

Posted by: Lrc on Nov 06, 2007 - 12:00 AM
Features & Articles Malaysian Business By Sharmila Valli Narayanan 2007-11-06
Source: http://www.industrywatch.com/pages/iw2/Story.nsp?story_id=111858344&ID=iw&scategory=Business+and+Finance%3ALabor&P=&F=&R=&VNC=hnall

Court: It's ok to bad-mouth the boss, says court

Court: It's ok to bad-mouth the boss, says court

Labour News


Kuala Lumpur:
The Industrial Court has ruled that workers should be able to use office e-mail to gossip about their bosses, and even use derogatory language, without fear of being sacked.It made the ruling in upholding a secretary's complaint that she had been wrongly dismissed for using office e-mail to criticise her managers, describing some of them to colleagues as a "blur".
"The court's view is that it is quite common and natural for staff to gossip about their superior officers," Court Chairman Syed Ahmad Radzi Syed Omar said.
"It can happen anywhere and anytime, especially when there is a gathering. It could be over coffee or tea or a meal; in this case, in e-mail between friends." The court ordered the employer, Malaysia National Insurance Bhd, to pay the Secretary compensation of RM66,850.
Her e-mails were discovered after the Secretary was investigated over the leaking of a confidential report of a board meeting.- Reuters