MIS & Associates Sdn. Bhd.

Transcription

1 MIS & Associates Sdn. Bhd. What's New! JB & Malacca Special Salary Survey Price MYR 0.00 Please come to our tea-talk (FOC) - 2 speakers on 28 July, 9:00am - 11:30am (King's Hotel, Melaka) on 30 July, 9:00am - 11:30am (MPC, Johor Bahru) Any enquiry or you can register your seat by calling us on or visit missb.com.my now! Salary & Benefits Survey Annually MIS initiates and conducts specific industry compensation Studies. In addition, our consultants have been retained by individual clients to carry out specialized or ad-hoc study on their behalf. Besides the electronics and semiconductor sector that it covers annually, MIS has initiated or been retained to carry out ad-hoc survey in other industries/sectors including : Advertising Insurance Education CEO Study Travel Survey by Industry by Year : 1982 Electronics & Manufacturing, Shipping Agencies 1983 Electronics & Manufacturing, Manufacturing Consumer 1984 Electronics & Manufacturing, Manufacturing Consumer 1985 Electronics & Manufacturing, Manufacturing Consumer 1986 Electronics & Manufacturing, Manufacturing Consumer 1987 Electronics & Manufacturing, Manufacturing Consumer, Travel Agencies, Finance and Banking 1 of 9

2 1988 Electronics & Manufacturing, Manufacturing Consumer, Travel Agencies, Insurance 1989 Electronics & Manufacturing, Manufacturing Consumer 1990 Electronics & Manufacturing, Manufacturing Consumer, Retail Companies 1991 Electronics & Manufacturing 1992 Electronics & Manufacturing, Salary Package of Chief Executives 1993 Electronics & Manufacturing, Local Conglomerates (14 Groups) 1994 Electronics & Manufacturing, Manufacturing Consumer 1995 Electronics & Manufacturing, Retail (9 Groups), Consumer Products, Steel and Iron, Chief Executive Officer Survey 1996 Electronics & Manufacturing, Fast Moving Consumer Products (Unionised) 1997 Electronics & Manufacturing 1998 Electronics & Manufacturing, Retail Companies 1999 Electronics & Manufacturing, Chief Executive Study 2000 Electronics & Manufacturing, Education 2001 Electronics & Manufacturing, CEO Survey, Insurance 2002 Electronics & Manufacturing, CEO Survey, Advertising Agencies, Education 2003 Electronics & Manufacturing 2004 Electronics & Manufacturing 2005 Electronics & Manufacturing 2006 Electronics & Manufacturing, CEO Survey, Travel Agencies 2007 Electronics & Manufacturing, Plantations, Advertising Agencies 2008 Electronics & Manufacturing, CEO Survey 2009 Electronics & Manufacturing, GLC (Quasi-government organisations) 2010 Electronics & Manufacturing, Advertising (Media), CEO Survey 2011 Electronics & Manufacturing, Advertising Agencies 2012 Electronics & Manufacturing 2013 Electronics & Manufacturing 2014 Electronics & Manufacturing 2015 Electronics & Manufacturing Such studies enable clients to review their employees' compensation salary and to determine their competitiveness. MIS Salary and Benefits Survey is tailored-made to suit client's need using MIS methodology to match jobs properly. This annual study covers managerial positions, executive positions and non-executive positions. The following is a sample of the Managerial positions (Head of function/manager) covered in the annual study: HEAD OF FUNCTION/MANAGER - SAMPLE POSITIONS Head of EDP/IS/IT Head of Finance/Controller 2 of 9

3 Head of HR/Personnel Head of Manufacturing or Operations Head of Materials Head of Sales and/or Marketing Manager - Accounting Manager - Area Sales Manager - Compensation/Benefits/Staffing Manager - Industrial/ER/Services Manager - Maintenance Manager - Marketing Manager - Personnel Section Manager - ProductionManager - Purchasing Manager - QC Manager Manager - Training & Development Manager - Warehouse Section Head/Manager - Engineering The following is a sample of the Executive positions covered in the annual study: EXECUTIVE - SAMPLE POSITIONS Accountant Analyst Programmer Assistant Accountant Computer Programmer Customer Service Executive Engineer (all types) IS/EDP Section Head Maintenance Engineer Maintenance Supervisor Personnel Officer Planner Private Secretary to CEO Production Foreman/Superintendent Production Supervisor Purchasing Officer QA/QC Supervisor Sales Engineer Sales Executive Sales Supervisor/Co-ordinator Security Officer Senior Engineer (all types) Senior Supervisor (all types) Shipping Officer 3 of 9

4 Supervisor (all types) System Analyst Training Officer Warehouse Officer The following is a sample of the positions (Non-Executive) covered in the annual study: NON-EXECUTIVE - SAMPLE POSITIONS Accounts Assistant Account Clerk Administrative Assistant Car/Van Driver Chargeman Clerk l Clerk ll Clerk lll Computer Operator Data Entry Clerk Draughtsman Electrician General Worker Industrial Nurse Machine Operator Machinist Material Handler Office Boy/Peon Personnel Clerk Production Operator Purchasing Clerk QC Inspector Secretary Security Guard Senior Clerk Senior Technician Technician Telephone Operator/Receptionist Trainer Warehouse Supervisor * Position will not be reported if there is insufficient sample/data or company not participating in position. The participant companies will be provided a detailed report which basically consists of compensation/salaries, benefits and conditions of service, and other related information. 4 of 9

5 Contact us for the participation/enquiry response reply or more detailed information. Call Now ! Or Visit Us - missb.com.my Job Analysis To prepare job description and specification using job analysis process. An effective job description can be used for ISO9000, job evaluation, performance management, etc. Consultant will train users on the technique of using proper questionnaire, interviewing methods etc. before preparing job description that is not too specific so minimising management flexibility. Job Evaluation Job evaluation helps in designing, establishing and implementing job and salary structure. An established system based on several factors is used to evaluate executive or non-executive jobs. Job Evaluation is conducted to design, establish and implement job grading and salary structure. An established system based on the following factors is used to evaluate executive or non-executive jobs. Main Factors : Executive (Exempt) Skill Problem Solving 5 of 9

6 Relationship Scope of Responsibility Impact on Results Non-Executives (Non-Exempt) Skill Responsibility Efforts Work Environment Approach : Job Analysis - to prepare job description/specification Job Evaluation - to rate jobs using a Point-Rating System Job Structuring Career Mapping - to grade jobs and to establish internal quality Salary Structuring - to establish salary scale (based on salary survey results) Salary & Benefits Review Salary & Benefits review is to provide independent and objective recommendations which are based on facts, knowledge and research. Salary & Benefits Review provides independent and objective recommendations which are based on facts, knowledge and research. A review will assist client to determine their level of competitiveness (market equity) as well as an assessment of internal inequity issues if any. Analysis and comparison will be made with comprehensive, up-to-date and reliable market data. Recommendations can be made on the need to make salary adjustment. A review can be carried on salary or benefits or the total package of any categories of employees. Compensation Audit To provide an independent study on existing practices and systems in order to identify strengths and weaknesses hence to recommend appropriate changes where necessary. 6 of 9

7 Compensation audit is used to provide an independent study on existing practices and systems in order to identify strengths and weaknesses hence to recommend appropriate changes where necessary. The following areas can be reviewed: Salary Policy and Procedure. Performance Management System. Salary Administration System. Increment and Reward System. Job Grading System. Internal and External Equity. Strategic Reward. Salary Monitoring and Control. Performance Appraisal/Management To design and implement a practical system for assessing and rewarding employees (linking performance to payment and developmental needs). A performance management system (PMS) can be designed to suit the client's need. PMS normally involves three main processes: Performance Planning (Goal Setting Key Result Areas - KRA and KPI) Performance Review (Monitoring and Coaching) Performance Evaluation (Appraisal) Training sessions are normally conducted to improve employees' skill in using the performance management system. 7 of 9

8 Training and Development Public programs and In-house courses in compensation are designed and tailor-made to meet the specific needs of individual companies. Public programs (Module 1 to 10) that we provide as follows: Module 1 - Statistical & Quantitative Analysis in Salary Administration (1 to 2 days) Module 2 - Writing & Preparing Job (1 day) Module 3 - Conducting a Job Evaluation Exercise & Classifying/Grading Jobs (1 to 2 days) Module 4 - Reviewing Salaries & Proposing/Budgeting Increases (1 to 2 days) Module 5 - Performance Appraisal/Management (2 days) Module 6 - Designing, Developing & Implementing Salary Scale/Structure (2 days) Module 7 - Understanding Salary Administration (1 day) Module 8 - Presenting, Preparing & Selling Remuneration/Salary Proposal to Top Management (1 day) Module 9 - Designing & Implementing Variable/Flexible Wage Systems (2 days) Module 10 - Developing Compensation Policies & Procedures (2 days) For those looks for In-house courses, Module 2 and Module 5, in our public training programs are normally conducted as in-house courses. Inhouse are specifically tailored made to suit each individual oraganisation. Normally, a brief will be obtained from client to obtain training needs and objectives. Course content will be modified to suit participants. The popular in-house courses include: Performance Job (for supervisors and managers) Preparing Job (for use in ISO9000, Job Evaluation, Appraisal) Job Evaluation (for managers) Consult Us Now For More Training & Development Info! Call Us ! Competency Modelling/Profiling To design and implement HR programs using competency models create dictionary and profiles for use in various HR applications. 8 of 9

9 HR Policy and Procedure To design HR policy and procedure manual and employee handbook. MIS & Associates Sdn. Bhd. Suite 905, 9th Floor, Menara PJ, Amcorp Trade Centre, No 18, Jalan Persiaran Barat, 46050, Petaling Jaya, Selangor, Malaysia Tel Fax Website 9 of 9