HUMAN RESOURCES POLICIES Group members NURFARIDATUL AINI BINTI ABDULLAH PC10049  NOOR ELLEZA AQILA BT ABDULLAH PC10017  NORAZLINA BINTI RUSLI PC10016  NURUL AJILAH BINTI MOHAMAD ROSALAN PC10026  SITI NUR BT YA PC10086  HANIZA BT ISMAIL PB10040 SYARIFAH NABILA AJIRAH BT SYED MOHAMAD PB10075   COMPANY BACKGROUND Mitsubishi Motor Corporation (MMC) Establish on 1970, April 22  Minato-ku Tokyo, Japan  Engage in development, design, manufacture and assembly, relating to automobiles and agricultural machinery.  PROTON Proton is abbreviation from Perusahaan Otomobil Nasional Berhad  Incorporated on 1983, May 7  Kuala Lumpur, Malaysia  Engage in manufacture, assemble and sell motor vehicles and related products, including accessories, spare parts and other components  COMPARISON: HUMAN RESOURCE POLICY & ACTIVITY MMC Recruitment -directly from the best schools and colleges/ universities -recruits the disabled and young people -equal opportunities for employment -target new school or college level graduates -procedure starts with a written examination -set its own requirement for selection -depend on the employee job application -monthly paid -merit-based pay and -pay according to ability and level of employee contribution -Management personnel are monthly paid -production workers are paid on an hourly basis Employee Selection Compensation PROTON MMC Education & Training Bonus PROTON -extensive range of training programs designed -training opportunities developed on its head office & subsidiaries. -employees can choose and take courses necessary -implement business skill & management skills program -Oriented seminars for newly hired employees -face-to-face interpersonal training almost in every department -bonuses are paid two times a year, (usually, summer and winter) to all full- time employees (4/5 months pay) -year range from half month to three months pay -given to employees based on their performance for the year Others MMC PROTON -revised its child-rearing and family care support systems -reducing working hours during pregnancy and maternity periods -employees can take maternity leave until a child reaches the age of two. -provides medical clinics at its head office in Tokyo and Kansai branch office -employee receives an annual physical checkup -operates own counseling facilities -Promotion in PROTON is based on work performance, experiences, education etc. -result in increasing in pay and move to upper position. -Both men and women are given equal opportunities for promotion. SIMILARITIES a) recruiting young workforces and fresh school graduates. b) pay their employees on a monthly basis. c) The bonuses also given to the employee according to employees’ performance. d) Both companies are using the same way to reward or give bonuses to their employees’ by evaluating their performance. EMPLOYEES’ & ORGANISATIONS’ PERFORMANCE IMPROVEMENT MMC PROTON -mentor-mentee system (sempai-kohai). -offer excellent after-sales service to ensure continuity to be the preferred choice for those who purchase cars from them -immediate training to successful candidate for recruitment -introducing its i. Care, to creates more friendly approach towards customer care -employee surveys, for better support the balance between work and child care. LESSON LEARNED      PROTON should implement the work-life balance policies like MMC’s Child and Elder care policies should be practiced by PROTON in order to make sure PROTON employees’ performed can be improved. This policy can provide for a child or an elderly relative of an employee who remains actively at work. Reduce working hours for women during pregnancy PROTON should be more concerned with the welfare of their employees CONCLUSION HR policies are the formal rules and guidelines to hire, train, assess, and reward the members of their workforce  organized and disseminated in an easily used form to preempt many misunderstandings between employees and employers about their rights and obligations in the business place  written policies is important so that it will be applied consistently and fairly across organization  Without clearly written policies, the company is at a disadvantage.  THANK YOU