HUMAN RESOURCES POLICIES

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
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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
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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.
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THANK YOU