Reward and retain employees

Reward and retain employees (10)

Thursday, 07 April 2022 08:29

Retaining Talent for Business Stability

"At G&P, we value our talent as they are the company's main asset. This is why G&P introduced the company profit sharing concept which adopts the PLWS (Productivity Linked Wage System) approach. This concept enhances the staff's sense of belonging and in turn drives their output based on the Key Performance Indicators (KPI). The extent of benefits will increase based on other contributors including quality of work, sharing of knowledge with others and even guidance to other staff." - Dato' Ir. Dr. Gue Se Sew, Founder & CEO, G&P Geotechnics Sdn Bhd

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  • Best Practices Type Case Studies
  • Industry Services
  • Company Name G&P Geotechnics Sdn Bhd
  • Geographical Kuala Lumpur
Monday, 07 March 2022 08:11

Profit-sharing Bonus Distribution helps Employee Retention and Business Sustainability

"Employees are the main asset of Thumbprints, where highly motivated and productive employees are those who receive good treatment from their employers. The welfare of employees is paramount at Thumbprints. To ensure that the company continues to grow and at the same time employees receive rewards commensurate with their contributions, Thumbprints began implementing PLWS around 2009. We have set strategic goals through ensuring a win-win situation between employers and employees. The implementation of PLWS has enabled the company to achieve its strategic goal of 5% increase in sales and 7% increase in profitability. At the same time, employee minimum annual gross income has reached RM24,000 in 2020, and is expected to increase to RM30,000 by 2023. This is one of our proudest achievements where employee productivity increased to 65% and the absenteeism rate was also able to be reduced to 15%. I believe that Thumbprints will remain competitive in the future, thanks to the support and contributions of all our productive employees.” - Mr. Tam Wah Fiong, Chairman, Thumbprints Utd Sdn. Bhd.

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  • Best Practices Type Case Studies
  • Industry Services
  • Company Name Thumbprints Utd Sdn Bhd
  • Geographical Selangor
Tuesday, 08 February 2022 12:08

Building Trust Among Staff through Incentives to Promote Company Sustainability

The staff is its own manager,” is what Rania practices as a company based on the ma-trix organisation as opposed to a pyramid organization. This meant Rania does not have HR, Sales, or even Marketing Department in the company which only encourages the staff to take the initiative to be the salesperson to promote the wide range of the company’s services such as data management and IT services. The management and decision-making on the company’s operations will be managed by the staff itself. The highest level of organization will only go up to COO level. The reason why this matrix is implemented is to create the feeling of belonging from staff within the company. By giving a degree of control to staff on project initiations and oper-ations it will create a spirit of effective teamwork especially in delivering a project.

  • Best Practices Type Case Studies
  • Industry Services
  • Company Name Rania Resources Sdn Bhd
  • Geographical Selangor
Tuesday, 08 February 2022 11:34

Various Incentives for Distribution of Wealth Leads to Business Sustainability

"The success in implementing PLWS in Denso has enabled us to improve the quality of production and therefore successfully export 70% of our production overseas. Two elements in PLWS, namely the dual focus on ‘Productivity’ and ‘Contributions & Others’, have been developed comprehensively and in the end enabled an increase in productivity by 6% every year. Through the element of productivity, annual increments are given based on a comprehensive evaluation covering various aspects. Meanwhile the maximum annual bonus of up to 4.7 months is something that makes our Associates motivated to continue to contribute to the sustainability of this business. Not only that, Denso can also save costs of up to RM5 million a year through the involvement of Associates in ICC and SS activities. This is the well-touted win-win situation that will be felt by organisations that implement PLWS." - Mr. Hideki Ito, Managing Director, Denso (Malaysia) Sdn Bhd

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  • Best Practices Type Case Studies
  • Industry Manufacturing
  • Company Name Denso (Malaysia) Sdn Bhd
  • Geographical Selangor
Tuesday, 08 February 2022 11:25

Fair Distribution of Wealth through Productivity Linked Wage System Promotes Financial Sustainability

"PLWS is a significant approach in line with the vision and mission of indkom which focuses on producing high quality products to penetrate the international market. t is developed according to the needs of the organisation to ensure increased employee productivity through wealth sharing based on the performance of employees from various departments. Although each department has different indicators according to the output produced, at the end each employee gets bonuses and various incentives that are distributed fairly. The implementation of PLWS in Indkom started in 2019 and until now Indkom continues to use this approach which is very flexible and can be improved according to the current situation." - Tn. Hj Mohsin bin Shih Marai, Group Executive Chairman, Indkom Engineering Sdn Bhd

  • Best Practices Type Case Studies
  • Industry Manufacturing
  • Company Name Indkom Engineering Sdn Bhd
  • Geographical Selangor
Tuesday, 08 February 2022 11:17

Profit-sharing Bonus Distribution helps Employee Retention and Business Sustainability

"Employees are the main asset of Thumbprints, where highly motivated and productive employees are those who receive good treatment from their employers. The welfare of employees is paramount at Thumbprints. To ensure that the company continues to grow and at the same time employees receive rewards commensurate with their contributions, Thumbprints began implementing PLWS around 2009. We have set strategic goals through ensuring a win-win situation between employers and employees. The implementation of PLWS has enabled the company to achieve its strategic goal of 5% increase in sales and 7% increase in profitability. At the same time, employee minimum annual gross income has reached RM24,000 in 2020, and is expected to increase to RM30,000 by 2023. This is one of our proudest achievements where employee productivity increased to 65% and the absenteeism rate was also able to be reduced to 15%. I believe that Thumbprints will remain competitive in the future, thanks to the support and contributions of all our productive employees.” - Mr. Tam Wah Fiong, Chairman, Thumbprints Utd Sdn. Bhd.

  • Best Practices Type Case Studies
  • Industry Services
  • Company Name Thumbprints Utd Sdn Bhd
  • Geographical Selangor
Thursday, 22 March 2018 10:49

Work-life Balance in Meeting Today's Generation of Human Capital

“We believe in our employees being our biggest asset and they are responsible in the overall growth at Arvato. Not only that, trust is another essential value that we hold onto and this I believe has led to the acceleration of work performance among all our employees. Therefore, we have implemented numerous facilities, benefits and flexibilities for all our employees in recognition of their contribution and hard work towards the development of the entity,” said Benjamin Dorsch, the Managing Director of Arvato Systems Malaysia.

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  • Best Practices Type Success Stories
  • Industry Services
  • Company Name Arvato Systems Malaysia
  • Geographical Kuala Lumpur
Thursday, 14 September 2017 11:36

Sept 4, 2017, The Edge Malaysia - DHL Strives to Improve Lives and Livelihood

DHL Express (Malaysia) Sdn Bhd has won the Aon Best Employer - Malaysia 2017 award for the third time in a row. One of the best employers not just in Malaysia but globally, DHL Express' commitment to empowering its employees has generated returns for the logistics giant.

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  • Best Practices Type Newsclips
  • Industry Services
  • Company Name DHL Express (Malaysia) Sdn Bhd
  • Geographical Kuala Lumpur
Tuesday, 28 March 2017 17:53

Welcoming Culture : Best practices in integrating foreign workers into a dynamic workforce (2017)

Welcoming Culture : Best practices in integrating foreign workers into a dynamic workforce (2017)

In a globalised environment, immigrant skilled labour is an important source of human capital to complement and enhance economic growth. The right culture and conducive practices are crucial in further enhancing country’s competitiveness as a business location, as well as to attract qualified people from all over the world. Learn more on best practices in integrating foreign workers into a dynamic workforce from these five well-known companies.

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  • Best Practices Type Infographics
  • Industry Others
Wednesday, 08 March 2017 16:52

Work – life balance : Making it real (2014)

Agilent Technologies Malaysia has successfully implemented work – life balance initiatives which have reduced operating & productivity costs, absenteeism and insurance claims, while employees’ punctuality, commitment and performance has been growing every year. A complete transformation within 6 years from 2006 to 2012 has given Agilent a new dimension of excellent performance. This transformation was further complemented as Aon Hewitt Best Employee in 2013.

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  • Best Practices Type Case Studies
  • Industry Manufacturing
  • Company Name Agilent Technologies Malaysia
  • Geographical Selangor
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