This website uses cookies to ensure you have the best experience. Learn more

Revamping Human Resource Essay

1371 words - 6 pages


It is 8 a.m. 14th of September 2012, first week into his job, Azahar walked in to his office hoping it to be a breeze. Amir, assistant HR manager of Kameha Medical Center, showed him a copy of the Tamil daily, which carried the picture of Valli, requesting for donation for her child’s surgery. Amir described briefly about Valli’s issue to Azahar. A month before Azahar took over Valli frequented Human resource department. Azahar was keen to meet her to discuss the issue.
Azahar Mansor was the recently appointed Human Resource manager of the Kameha Medical Center, Ipoh. He got his Master’s degree in USM and worked in a Pharma company before joining here. ...view middle of the document...

All their family members too avail full medical benefits. They have ten percent fixed pay increment every year and receive two months yearly bonus. Madam Khamisah was a puppet under the top line management, which she detested. She was offered a better pay in a private aviation company and she departed with matters unsettled, one such matter resulted in Valli’s outcry.

Press Release:
Valli is a qualified staff nurse working in the male ward in Kameha for the past 7 years. She is a single mother with three kids. Her youngest child, Kanmani a three-year-old bubbly girl was diagnosed with a congenital heart condition two months ago. She was rushed to the emergency department Kameha Medical Center, with bronchopneumonia and cardiac failure. That was the child’s first presentation. Dr. Khairulnizam, a resident Paediatric cardiologist, saw her and he recommended corrective surgery as soon as possible for her heart problem. The estimated cost of surgery is RM 50,000.
Valli was stunned when she heard this. It was a phenomenal amount for her.
“Where am I going to get that much amount?” Valli was visibly shocked. ”I am a staff working here. Why should I pay so much? Am I not eligible for anything?” She wondered. “What am I eligible for actually?”
She discussed the matter with her floor manager, Sister Theresa Wong who advised her to get help from Human Resource department. She then met the previous HR manager Madam Kamisah. Kamisah ruled out possibilities of providing helping hand, as the policies didn’t state anything about medical coverage for dependents.
Valli tried to put her mental effort on her work when she was given alternative to go a government hospital or Institute Jantung Negara. She decided to give it a whirl. Government hospital Kuala Lumpur gave appointment after nine months and IJN told her to be prepared with RM 40,000 to RM 50,000. This made her shrieked. Kamisah couldn’t offer more and Valli turned to papers through her friend, Deva who is a freelance news reporter.

Let’s straighten it out:
Valli briefed Azhar on the circumstances of her action. He enquired about her daughter’s progress and offered to help her but Valli was despondent. She highlighted another situation that happened 2 months ago. Cynthia, niece of Mrs Tan, a qualified nursing graduate was offered a job to work as a staff nurse in the male ward one year ago. When her 2-year-old daughter was admitted she was given a discount of about 10 % from the total hospital bill. Azahar was inexplicable. He was considering calling for a board meeting.

Review of Employee benefits:
Azahar decided to investigate in depth the decade of employee and employer relationship decay. He prompted Amir to bring the necessary files to his table. He was unable to locate the source of employee benefits policy of this hospital. Most of the service books of his staffs were not updated. From his observation he was convinced that the executives and their relatives continue to raise...

Other Papers Like Revamping Human Resource

Strategic Change Management Essay

5017 words - 21 pages stakeholders. (Key change administration) Assess the resource implications of the organisation not responding to strategic change Human-based competences and human resource management which are some keys for the long term organizational competitive advantage, doesn‘t respond much to strategic change.Because HR department of an organization is the main part and its processing need not to be changed frequently, although the employees may change.A

Hr Outsourcing Essay

2735 words - 11 pages Deals Employee contact center 92% Payroll 92 Employee data management/ 84 human resource information systems Benefits 78 Compensation 60 Recruiting and selection 62 Training and development 52 Regulatory and compliance 50

Str/581 Week Paper on Apple Inc

2827 words - 12 pages achieve short-term objectives and establish competitive advantage. Management involvement is required for the functional tactics to be successfully implemented. In addition, the functional area, “marketing, finance, operations, R&D and human resources will need to be included so that change can occur on all facets of the business’ operation” (Pearce & Robinson, 2014). The Research & Development department is critical to the success of

Toyota’S New Marketing Strategies To Rebuild The Company’S Image

3031 words - 13 pages management system that includes employee creativity, continuous improvement, and modernization by encouraging employee participation and that inspires a high level of loyalty with Toyota employees (Amasak, 2009). Many auto manufactures have fortunately acquired a reputation for producing high-quality cars; however they have not come close to conquering Toyota’s gains in human resource management, supplier networks, and distribution systems

High Performance Teams

3853 words - 16 pages initiative, mostly groups, task force or teams will be created and such tasks are assigned to them in order to come down with solutions. The reasons behind creating such groups can be that one individual will not be able to perform such task due to the necessity for knowledge and skill diversity in addition to the need of cumulative experiences in different areas. Other times it is because of the assumption that added human resources within a group will

Information Technology Management

4342 words - 18 pages new features in existing products/services; develop new ways to produce products/services;  Operational effectiveness - Improve the manner in which internal business processes are executed so that the firm performs similar activities better than rivals;  Customer orientation - Concentrate on customer satisfaction;  Time - Treat time as a resource, then manage it and use it to the firm’s advantage;  Entry barriers - Create barriers to entry. By


3802 words - 16 pages other services. Inorder to reinforce and monitor this structural change, related check and balances have been established by incorporating monitoring and control systems. Human Resource Development became one of the main priorities on the company’s agenda under this corporate reform. It is due to this effective implementation of corporate reform and consistent application of the best industrial practices and business development strategies

Toyota Decision Processes

4093 words - 17 pages employee empowerment: lean production in the international automobile industry. International Journal of Human Resource Management, 24(8), 1629-1645. doi:10.1080/09585192.2012.725081. Kim, S., Fowler, J. W., Shunk, D. L., & Pfund, M. E. (2012). Improving the push–pull strategy in a serial supply chain by a hybrid push–pull control with multiple pulling points. International Journal of Production Research, 50(19), 5651-5668. doi:10.1080

Tata Motors -Business Context Overview

5645 words - 23 pages where it has concentrated on the factors such as material cost and manufacturing, warranties, selling and administrative expenses, product development expenditure and human resource management. The focus on quality management and customer satisfaction remains high on the priority list of Tata Motors. They have established a procedure for ensuring quality control of outsourced components. The core values of Tata Motors, we find that they are

Change Management

6446 words - 26 pages : Internal forces for change come from inside the Organization. These forces may be subtle such as low morale, or can manifest in outward signs such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behavior/decisions. (i) Human Resource Problems/Prospects: These problems stem from employee perceptions about how they are treated at work and the match between individual

Gap Analysis of Retail Supply Chain

4998 words - 20 pages required in the initial stages themselves. In India, sudden and unprecedented growth in organised retailing poses a challenge to human resources development. Therefore, it would be useful to look at the dimension of human resource practices in retail industry, emerging requirements and challenges and measures to improve work atmosphere in Indian scenario. Although a few studies have initiated their efforts on analyzing HR challenges in Indian

Related Essays

Non Selected Essay

576 words - 3 pages (3)Valuable human assets (4)Valuable organizational assets (5)Valuable intangible assets (6)Competitive Capabilities (7)An achievement or attribute that plus the company in a position of market advantage (8)Competitively valuable alliances or cooperative ventures. *Company Competencies and Competitive Capabilities (1)Competence (2)Core Competence (3)Distinctive competence *What is the Competitive Power of a resource strength? (1)Is the

Ashraf Silk And General Mills Essay

1770 words - 8 pages make the workers more valuable to the organization is absent. Human Resource Management including, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance and resolving disputes is non existing or vague. The Human resource at ASGM is a man dependant system depending on Feroze Shahid who relies on situational decisions

Kodak Versus Fujifilm Essay

1731 words - 7 pages , energy conservation, anti-discrimination policies for gay, bisexual, and transgender employees and the fair treatment of minorities and women. Kodak is also dedicated to providing community and education support, employee relations and pollution prevention programs. Equally, Fujifilm is committed to the respect for basic human rights, open fair and clear corporate activities, environmental conservation and protection, and also protection

Term Paper

3936 words - 16 pages Recruitment and Selection Process of Eastern Bank Ltd. Introduction Personnel or Human Resource is the vital factor of sustaining an organization whether production or service oriented. In production oriented organization the capacity, skill, knowledge etc. are not so visible to the general public unlike service oriented organization. May be that’s the reason the service oriented organizations especially the banks are so much sensitive