1.

0 Introduction

Pantai Hospital Ayer Keroh (PHAK) is one of the 14 multi-specialty hospitals established by
the Parkway Pantai Limited (Pantai Group) in 1986 (Pantai Hospitals, 2021). It has facilities
for all diseases and has been providing healthcare services with full commitment to the
Melaka community and patients from all around the world for over three decades. Pantai
Hospital Ayer Keroh is located at No. 2418-1, KM 8, Lebuh Ayer Keroh, 75450, Ayer Keroh,
Melaka, Malaysia (Lyfboat, 2021). It is ideally located in the historical city of Melaka, which
is 5km from the Ayer Keroh toll interchange. It provides facilities for 229 beds and is
supported by a team of more than 80 medical specialists, delivering a wide variety of medical
services (Pantai Hospitals, 2021).

Pantai Hospital Ayer Keroh (PHAK) is one of the 14 hospitals that are operated by the Pantai
Holdings Sdn Bhd (Pantai Group) (Medisetter, n.d.). A number of the opposite branches are
Pantai Hospital Cheras, Pantai Hospital Batu Pahat, Pantai Hospital Ampang, etc. Pantai
Hospital Ayer Keroh (PHAK) is a healthcare company that gives surgical and medical aid to
the sick or disabled. It is a favoured option among patients from Indonesia and the southern
region of Malaysia due to its persistence towards the patients’ reassurance and overall
healing. PHAK delivers standard assistance and ethics through an all-embracing integrated
medical management services and a large span of subsidiary services including laboratory
and therapy (Pantai Hospitals, 2021).

In PHAK, all staff have their own competencies and that they are all allocated in numerous
positions in numerous departments in keeping with their expertise. So as to face and build a
powerful company, staff from different departments build teamwork and help one another to
accomplish the mission and vision of the corporation.

Under the board of management of PHAK, all clinical and non-clinical departments are
distributed under MDAC, Person-In-Charge, and Chief military officer. All committees from
different departments are managed by MDAC, while Clinical Heads of all departments and
every one Clinical Support are managed by the Person-In-Charge, referred to as the top of
medical aid Unit. The non-clinical support like the Finance Department and Human Resource
are all handled by the CEO.
Figure 1: Organisation Chart of Pantai Hospital Ayer Keroh.
1.1 Corporate Vision and Mission Statement

1.1.1 Corporate Vision

Pantai Hospital Ayer Keroh aspires to be a preferred international healthcare provider with a
passion for people and progress. Pantai Hospital Ayer Keroh believes that a community in
which all people achieve their full potential for health and well-being across the lifespan is
the definition of their corporate vision. We strive to be trusted by patients, a valued
community partner, and agents of positive change. In keeping with the vision, we believe that
trust is a valuable commodity that must be earned. To earn and keep our community's trust,
We strive to respond to health concerns and crises in a timely, effective, and professional
manner. Recognizing that honesty is a fundamental component of trust, Pantai Hospital Ayer
Keroh strives to be honest, open, and accountable not only with our patients and the
community, but also with our employees.

1.1.2 Corporate Mission

To establish a strong service culture based on empathy, care, professionalism, and teamwork
at Pantai Hospital Ayer Keroh. Its commitment to its patients' and relations' recovery journeys
is the driving force behind its committed and dependable service. This is frequently evident
in both the hospital's history and its future initiatives. According to Pantai Hospital Ayer
Keroh, its cancer initiative #FightAgainstCancerTogether reflects the hospital's vision to raise
cancer awareness and education in order to provide a comprehensive cancer care service that
goes above and beyond standard expectations.
2.0 Job Description and Job Specification

2.1 Existing job description and job specification

Figure 2: Existing Job Description and specification

2.2 Improvised job description and specification:

Figure 3: Improvised Job description and specification (First Page)

Figure 3: Improvised Job description and specification (Continued)
(1) Salary Range
Most job seekers are likely to be picky when choosing a job to apply as it will take a
lot of their time. Listing the range of salary that they will receive for the job will
definitely attract more candidates to apply for the job. More so if the minimum salary
is higher than the other companies’. Not to mention that for skilled and experienced
candidates, salary range will be the first thing that they will look at because they
would want a job with a better offer than their current job. Plus, transparency is
crucial to gain the candidate’s trust and showing their potential income will allow
them to have a greater understanding of the company’s expectations.

(2) Standard Hours per Week

Listing the working hours will make the candidates less hesitant to apply for the job.
This is because it allows the candidates to know how many hours of work they will be
doing for the salary that they will be getting. They will also be able to know if the
company they will be working for tends to overwork their employees. Plus, exposing
the company’s working hours shows that the company actually complies with the
Malaysian Employment Act 1955 which states that the maximum working hours per
week is 48 hours, with 8 hours per day and 6 working days per week (Dr. Anandan,
2020).

(3) Duties Qualifications and Education, Skills / Experience, Preferred Skills

The existing list of qualifications section is separated and then categorised into duties
qualifications and education; skills or experience; and preferred skills. This is to make
it more distinctive so that it is easier for the candidates to understand. For instance,
candidates might think that they are qualified for the job as long as they possess any
of the qualifications listed in the existing job specification. On the other hand, the
improvised list of qualifications gives a clearer idea of what the job requires. First, it
states the field of study and the experience needed to be able to fulfill the tasks that
will be given to the job holder. Then, it shows the personal skills and experience that
they should possess to carry out the task more effectively. After that it is broken down
into specific skills or experience that the candidates should possess to achieve a much
superior performance than the average performance.
 (4) Core Competencies
This section consists of the characteristics or abilities that the candidate should have
in order to greatly enhance their performance. By including the required
competencies, it can help to filter out some of the job seekers that are not fit for the
job. For instance, when the candidate realizes that they do not possess the required
competencies, they would not try to apply for the job. This makes it easier for the
recruiting member as they would not need to waste their time interviewing a
candidate that is not fit for the role.

(5) Physical Demands, Work Environment

The former describes what the job holder will have to do to successfully meet the
requirements of the job and the latter portrays what the job holder will be exposed to
when performing the job. Including physical demands and work environment allow
candidates to clearly visualise what they will experience when performing the actual
role and to determine if they have what it takes to fulfill the role before applying for
the job.

(6) Disclaimer
A job description is mainly used to inform people about the position to be filled and to
attract qualified candidates to apply for the job. A detailed job description allows the
candidate to clearly picture what they are responsible for and what they are supposed
to do for the company. However, if the job description is too detailed, the candidates
will feel that they are not capable of accomplishing the assigned tasks. Therefore, it is
better to make the job description less detailed so that the company has the
opportunity to make some changes or assign other tasks to the candidate. Thus, it is an
obligation to add a disclaimer is needed to limit the company’s legal liability and to
notify the candidates regarding the incomplete information in the job description.

3.0 Recruitment Plan

When an organization realizes that they need to employ more employees or to replace
employees, they will struggle to come up with a suitable method of employment. Majority of
organizations utilize both internal and external sources so as to generate an appropriate
amount of candidates. The organization can first look into internal company sources, then
only source externally to find the most suitable applicant. If the organization decides to use
external sources, they will have to use a proper method so as to effectively “get its message
across” to all external candidates, which can make a huge difference to the success rate of
recruitment results. The benefits of recruiting externally must be weighed against the benefits
of recruiting internally. However, suitable candidates might be available inside and outside of
the organisation. Thus, the two sources of recruitment might need to be used for an effective
recruitment.

3.1 External Sources

Recruiting externally entails encouraging experienced and knowledgeable job seekers from
outside the organisation to appeal for open positions within the organisation. Job vacancies
can be communicated to the outside world through methods such as job posting, advertising,
company website and employee referral.

3.1.1 Through Job Posting

Job posting websites are widely used in this age of digital transformation because it is more
convenient and easier to reach a wider audience for more potential candidates for the
position. JobStreet has performed well as the largest online talent search partner in Southeast
Asia for the past 2 decades since 1997, with more than 7 million job seekers referring to more
than 60,000 corporate clients in 2010 (ASEANRecords, 2021). Advertising through JobStreet
allows Pantai Hospital Ayer Keroh to present its job advertisement to millions of candidates;
Searching, filtering, and preselecting applications is easy and efficient with application
management tools; Pantai Hospital Ayer Keroh can also search JobStreet's databases to find
suitable candidates. The price of RM 424.00 for a job advertisement and a featured
advertisement is considered appropriate for the benefits offered; 30 days of visibility on
JobStreet.com, job postings viewable on desktops and mobile phones, job notification for
candidates, 3 featured job outlets for jobs that attract talent, and featured job postings that
stand out from the crowd the crowd. Therefore, Pantai Hospital Ayer Keroh may choose
JobStreet as the first channel to advertise the job advertisement.

Pantai Hospital Ayer Keroh will also publish the job offer on other online job boards such as
LinkedIn. LinkedIn works by posting the job posting according to the preloaded template
they created and providing the required specifications for the job application. This allows the
job posting to show up in front of qualified candidates via search results, emails, and text
notifications. Additionally, advertising through LinkedIn enables Pantai Hospital Ayer Keroh
to receive immediate recommendations from eligible candidates before submitting an
application. Its easy-to-use system offers automatic filtering and rejection of qualified
applicants based on requirements. Finally, Pantai Hospital Ayer Keroh can control job posting
expenses by setting an average daily budget or specific amount for the job posting. Job
postings are billed only when someone clicks on the job posting and views it, and stops
automatically once the cost reaches the specified budget. Job posting can be continued or
stopped at any time by adding additional quotes.

3.1.2 Through Advertising

3.1.2.1 Social Media Advertisement

There are over 535 million combined users in Facebook, LinkedIn and Twitter (Black, 2010).
That equates to a large pool of prospective employees for the companies. However, we must
use social media to seek the best candidate for the job vacancy. The majority should have
known LinkedIn, Facebook, and Twitter by this point. LinkedIn consists of an interrelated
matrix of proficient experts from around the world, representing 170 industries and 200
countries (TechAlum, 2018).

The most extensive of the social networking sites, Facebook, have over 400 million users
(Black, 2010). This tool can connect people who have friends, family, and business interests
and who work, study, and live in the same area as them. It is also simple to use Facebook to
increase the number of candidates. The Facebook Directory, for example, can be used to look
up users, pages, groups, and applications. Pantai Hospital Ayer Keroh can advertise job
openings on Facebook Marketplace for free. Furthermore, the advertisement requires only
simple details such as location, job category, title, reasons for filling positions, and a brief
description of the position to be filled.

On the other hand, Pantai Hospital Ayer Keroh also has a Facebook Page, which is another
useful function in Facebook that can be used as a recruiting tool. It is a widespread profile
that permits Pantai Hospital Ayer Keroh to share information on their business with Facebook
users. They can also browse other Facebook Pages to look for candidates who are both
motivated and showing interest in the position of creative marketing assistant. Pantai Hospital
Ayer Keroh should also confirm that all information about the company is proper.

If Pantai Hospital Ayer Keroh does not get the expected results from searching, the other
option is to create advertisements in the Facebook Ad. The system will ask the candidates a
series of preset questions such as their age, gender, and if they have the qualities of a creative
marketing assistant. With this, Pantai Hospital Ayer Keroh can target a specific demographic
and qualities of applicant that they want. The percentage of users who meet those criteria will
then be calculated by Facebook. They can also choose to use pay per click (how many of us
clicked on their job ad), pay per impression (how many of us potentially saw their ad), or set
a percentage that Pantai Hospital Ayer Keroh is willing to pay. Pantai Hospital Ayer Keroh, in
fact, has the option of running the work continuously or only during a specific time period.

3.1.2.2 Company website

With the expansion and globalisation of business operations, the demand for human capital
grows by the day. To compete and reduce the value at the end of the day, Many companies
are improving their own websites for locating and attracting candidates with competitive
skills. Pantai Hospital Ayer Keroh will post the vacancies on the hospital's official website on
the careers page. An official website is a place where clients and patients search for medical
specialties, facilities and services, available specialists, understand costs and financing, and
get instructions for visiting the hospital.

Customers at Pantai Hospital Ayer Keroh come from a variety of backgrounds. As a result,
posting job openings on the official website helps to reach a larger audience and potential
candidates, as people can share the job openings with their family and friends via word of
mouth. Online applications, for example, are accepted for creative marketing assistant
positions. The final stage of the selection process involves an interview followed by
participation in an evaluation centre for the selected candidates.

Pantai Hospital Ayer Keroh will seek the most cost-effective method of attracting qualified
applicants. Pantai Hospital Ayer Keroh informs applicants about available positions and has a
simple application process. An applicant can learn more about creative marketing assistants
by visiting the Pantai Hospital Ayer Keroh website.

3.1.2.3 Through Employee Referral

When an employee refers to a candidate for a job opportunity within their organisation, this is
referred to as an employee referral. Through employee referral initiative, employees from
Pantai Hospital Ayer Keroh might do a lot of the talent acquisition for Pantai Hospital Ayer
Keroh itself. If the employees in Pantai Hospital Ayer Keroh enjoy their jobs, they will share
their experience and gladly recommend vacancies in the hospital to their acquaintances.
Moreover, candidates that are brought in by the employees of Pantai Hospital Ayer Keroh
will likely be more informed and are better suited for the job compared to those without any
prior knowledge.

There are several advantages by using employee referral as an external recruitment source.
First, reduce the cost of recruiting. Pantai Hospital Ayer Keroh does not pay the employees to
advertise the job openings such as creative marketing assistant. Hence, Pantai Hospital Ayer
Keroh can minimise the dependence on traditional job advertisements and also save funds on
recruitment agencies because employees have a greater knowledge of the organisation culture
and will be able to create a greater result through their personal relationships.

Secondly, cultivate an engaged workforce. Allowing current employees to recruit friends or

family members for open positions at the company is a key factor in cultivating a more
engaged workforce. This is because when they are a part of the company's future and growth,
current employees feel trustable and valued by often receiving a financial boost through an
employee referral bonus. Furthermore, if the referral is hired, the current employees of Pantai
Hospital Ayer Keroh may feel a sense of pride and accomplishment

3.2 Selection
However, selection usually involves determining the right candidates from among those who
apply for a position while adhering to employment laws and regulations. Screening candidates
is a critical step in the selection process. This ensures that those chosen for an interview are
the best fit for the job. Pantai Medical Centre selectors will carefully review each applicant's
curriculum vitae during the initial stages of screening (CV). The CV summarises the
candidate's education and work experience to date. A well-written and positive CV aims to
assist Pantai Hospital Ayer Keroh in determining whether an applicant meets the job's person
specification. On its website, the company also offers a ‘job type match' tool on its careers
web page. People who want to work at Pantai Hospital Ayer Keroh can look around to see
where they might fit in before applying. Pantai Hospital Ayer Keroh employs a multi-stage
process to select external management candidates.

A candidate who has managed to pass screening would be invited to an assessment centre.
Managers run the assessment centres, which are held in stores. Pantai Hospital Ayer Keroh
aids in the selection process by providing consistency. Applicants are given a variety of
exercises, such as team-building activities and problem-solving exercises. These include
examples of problems they might face at work. Candidates who have been approved by the
internal assessment centres will then be interviewed. Managers for the available job
participate in the interview to ensure that the candidate meets the job requirements.

3.4 Job Advertisement

3.5 Three behavioural and situational questions that Pantai Hospital Ayer Keroh could
use to interview the selected applicants for creative marketing assistant.
Behavioural questions
1. Tell me about a time when you bumbled and how you did to correct it.
2. Tell me about a time when you work under pressure.
3.Tell me about a moment when you had a disagreement with a boss.

Situational questions
1.Tell me about a time u reach a good target at work. How do you reach that?
2. Describe a situation on how you do when you see a problem and go fix it.
3. Tell me about a time when you had a very tough task.

4.0 Training Plan

4.1 Orientation Checklist

Figure 4: Orientation Checklist (First Page)

 Orientation Checklist (Second Page)

4.2 Training methods

Training courses are often granted to employees to improve their capacities for better
performance and increase the level of positive competition in the work environment.

4.2.1 On-the-job training

On-the-job training is defined as a method by which your manager or supervisor directly

instructs employees to perform their work in the actual workplace. During the training, the
employee is obliged to use materials, equipment, tools, machines and techniques to expand
the experience and at the same time become familiar with the work environment. There are
few on-the-job training courses that are efficient in enhancing employee skills such as
coaching and mentoring.
4.2.1.1 Through Coaching

Through coaching, the employee works and shares the tasks with specialized knowledge or a
supervisor who is supervised by the supervisor, who makes suggestions and analyzes the
performance of the employee in coping with the task in the area in question in order to
improve their abilities.

4.2.1.2 Through Mentoring

Through mentoring, the employee is assigned a long-term mentor with experience,

knowledge and success in the department, who supports and guides them and brings their
experience and wisdom to help the employee build a stronger psychological mindset and
achieve a higher milestone in the employee's career. When carrying out a special project
assignment, the employee must provide solutions and recommendations from different
perspectives and perspectives to address a real-life situation or a specific organizational
problem after analysis. This may help increase the maturity and technique of the employee in
problem solving and decision making.

However, there are some advantages and disadvantages when conducting on-the job training
for employees. On-the-job training helps increase an employee's productivity. Through
coaching and mentoring, it expands vision, increases knowledge and experience, expands
thinking ability, and promotes an employee's creativity to do their job effectively and
efficiently. In addition, training in the workplace also strengthens the work ethic. Positive
leadership and moral support build a healthy psychology and therefore create a happy
employee with greater satisfaction with the organization. This helps the employee to increase
competition and improve a healthy company image at the branch.

Furthermore, on-the-job training can have a negative impact on the employee itself. The
quality of the training is highly dependent on the quality of the supervisor or mentor, as a
supervisor with a negative attitude towards the organization transmits passive thinking to the
employee. A manager who resists change and adapts to modern practices can negatively
influence the employee to have the same perception and behavior, which negligibly affects
employee productivity. Also, on-the-job training can put a lot of pressure on the employee, as
the supervisor is responsible for evaluating performance, resulting in low self-confidence and
low self-esteem when doing their job. An employee with low resistance to pressure makes
mistakes in the problem-solving phase due to low self-confidence and reduced productivity in
the organization.

4.2.2 Off-the-job training

Off-the-job training is defined as a method whereby the employee receives training while
away from the actual workplace to learn the necessary skills that will help increase the
company's sales and reputation.

4.2.2.1 Through lectures

The most suitable off-the-job training for a position as a creative marketing assistant is
attending lectures such as workshops and seminars where the employee can learn face-to-face
with outsiders and experts. Core training in lectures includes communication skills,
understanding the psychological mindset of clients, updating design and editing skills, and
ways to advertise the hospital services in a modern trend.

4.2.2.2 Through Electronic training

The supervisor for the position of creative marketing assistant should organize suitable online
courses for the employees through the online training provider on the web, in which the
employee can participate at home during their spare time. This may allow the employee to
learn and review their skills without interrupting their normal work activity.

However, there are some advantages and disadvantages when conducting off-the job training
to the employees. When conducting off-the-job training, the trainers tend to have much more
experience, followed by a systematic and well-organized path that is more effective and saves
time for an employee, such as a large amount of high-quality information on various aspects
needed by the employee. Thus, higher productivity is ensured. In addition, off-the-job
training offers employees the opportunity to meet people from other organizations and
different industries to exchange ideas and broaden the social circle of employees.
In contrast, there are also disadvantages caused by off-the-job training. Training outside of
work can be very expensive as it is delivered by professionals. Pantai Hospital Ayer Keroh
must also prepare the accommodation and mileage allowance for the employee if the training
is not done online. Additionally, off-the-job training can lead to demotivation of employees.
This is because the employee may not be willing to take the training off the job, but instead
relies on the manager's instructions. This leads to low productivity and dissatisfaction with
the department.
5.0 Performance Appraisal

Performance management and performance appraisal are very important to an organization.

Both help make decisions about salary, promotion, and employee retention; Evaluate and
ensure performance to meet corporate objectives; Provide guidance for managers to correct
deficiencies and strengthen strengths; allows employees to review their future career paths;
and identify the appropriate training methods and programs required in the organization.
Therefore, 2 performance evaluation methods are currently used in Pantai Hospital Ayer
Keroh to achieve the objectives.

5.1 Current appraisal tools

5.1.1 360 Degree Feedback

The first current performance evaluation method for Pantai Hospital Ayer Keroh is known as
360-degree feedback. It requires that supervisors, colleagues, subordinates, customers,
suppliers, and the employee himself respond to the evaluation. The application of this method
is to ensure the effectiveness in the evaluation of the employee from different perspectives
and provides a clearer image for the decision making of the management. Additionally, this
can give the employee a deeper perspective and understanding of the employee behavior,
encourage the employee to continually stay motivated, and increase self-confidence for better
evaluation results.

5.1.2 Management by Objectives

The second method of current performance evaluation method is management by objectives.

This method allows the manager to work with the employee to identify, plan, organize and
discuss future goals, to monitor the employee's performance regularly to ensure that goal
achievement is in progress. In addition, this method acts as a motivating force and provides
the employee with clearer goals in the development of his career.

By using these two methods, the manager can better understand the mindset, behavior and
attitudes of the employee from different angles and review the determination of the employee
to make further decisions about future prospects.
Figure 5: 360-Degree Feedback Form (First Page).
Figure 6: 360-Degree Feedback Form (Continued).
Figure 7: Management by Objectives Form.
5.2 Develop new appraisal tools

5.2.1 Graphic rating scale

Graphic Rating Scale is a type of performance appraisal method. In this method traits
or behaviours that are important for effective performance are listed out and each employee is
rated against these traits. The rating helps employers to quantify the behaviours displayed by
its employees.

This method has the advantage of being quick, simple, and less difficult for
supervisors to use. Furthermore, decision makers find Graphic Rating Scale to be
satisfactory for most evaluative purposes because it provides a mathematical evaluation of
performance that computes a usable number that can be used to justify compensation or job
changes, as well as to validate selection instruments.

In contrast, there are several disadvantages for proposing a graphic rating scale as
one of the new appraisal tools. First, judgemental error. Judgemental error might occur
when rating behaviours may or may not be accurate as the perception of behaviours from
the employee might vary with the superior. Second, it is not effective in understanding the
strengths of employees. As we know, different employees will have different strong
characteristics as these might quantify to the same score.
Figure 8: Graphic Rating Scale Appraisal Form (First page)
Figure 9: Graphic Rating Scale Appraisal Form (Continued)
Figure 10: Graphic Rating Scale Appraisal Form (Continued)
6.0 Pay Plan (Job Evaluation)

Table 11: The Minimum, Average and Maximum Salary of a Creative Marketing
Assistant
As shown in the figure above, it shows the lowest, highest and average salary of marketing
assistants and marketing executives in Malaysia. The information comes from various
websites and reports mainly from Payscale.com, Jobstreet.com.my, SalaryExplorer.com,
Indeed.com, Kelly Services Report (2020/2021), Paylab.com. Judging from the information
received, the minimum salary for marketing assistants is RM1100, and the maximum salary
can be as high as RM6080. In this data, the biggest salary difference is RM4320 for
SalaryExplorer.com, and the smallest difference is RM1000 for Kelly Service Report.

With reference to the above information, it is recommended that the recommended salary for
the position of creative marketing assistant can be between RM2300 and RM4500. Because
Malaysia’s economy is currently in a sluggish state, the job of creative marketing assistant is
more difficult than that of marketing assistant. They need to write marketing-related copies
for internal and external use, and help design valuable content, from guides and presentations
to videos and infographics so the salary at this price will not be too low. In addition, for
young employees with more than 2 years of work experience, a salary of RM2300 or more is
considered ideal. Employees with two years of experience may be able to give them a salary
of RM2800. Then this RM2300 is not too low for fresh graduates because according to the
survey, the average salary of 2021 graduates is RM2412, so the salary between RM2300 is
acceptable. Moreover, the average consumption in Malacca is also lower than in Kuala
Lumpur, so this salary in Malacca is sufficient to attract qualified potential employees to fill
the vacancies in a short time.
Summary
To hire a new employee, PHAK will post the job posting on online job posting sites
such as JobStreet, LinkedIn, Indeed, Glassdoor, and Google for Jobs. Because all of these
online job portals are more convenient, cheaper, have a wider audience, and are sometimes
even free. In addition to these job search platforms, PHAK will also use the official website
and social media platforms such as Facebook, Instagram and Twitter to increase the chances
that the position will be seen by qualified potential candidates. There are ways that website
visitors and followers of the social media platform can pass on the job post to their family
and friends through word of mouth.
A checklist is always important when a new employee joins the organization. By
consulting the checklist, the HR department can educate the new hire on company culture,
guidelines, safety standards, and more to make it easier for the employee to become familiar
with the work environment. Additionally, training is essential to enhance an employee's
knowledge, skills, and experience in order to achieve better performance and productivity in
completing their work and advancing their career path. Therefore, training courses are
conducted both on the job and off the job. For on-the-job training, training courses such as
coaching, mentoring, and implementing special project assignments are aimed at broadening
the employee's experience and skills, while also addressing real problems. Off-the-job
training such as role model conferences, seminars and workshops allow the employee to learn
from a tutor, either in person or online, to deepen their knowledge and skills through listening
and practice. However, there are some drawbacks that exercise can cause. The quality of
on-the-job training is highly dependent on the mentor, trainer or supervisor, as they pass on
the experience and train the employee. A supervisor who is less experienced and has a
negative impact on the organization will affect employee growth and slow down the career
path. Training outside of work is often expensive because it is done by professionals. At the
same time, the company must give subsidies to the employee if the training is not done
online. Both on-the-job and off-the-job training can put pressure and stress on the employee,
resulting in low efficiency, as the employee may experience low self-confidence and
unwillingness.
The quality of a department depends entirely on the performance of its employees.
Therefore, a monthly, quarterly, or annual performance review is conducted on each
individual employee to assess his strengths and weaknesses for future reinforcement and
punishment. There are 2 selected methods of performance appraisal, namely 360 degree
feedback and management by objectives. 360-degree feedback allows the manager to see the
employee's performance from different perspectives, while Management by Objectives gives
the employee the opportunity to grow and be evaluated by the manager based on the
objectives and standards. However, we do propose a graphic rating scale as a tool of
performance appraisal as well.
After doing some research on the salary range for this position as an creative
marketing assistant and considering the current bear market, it is recommended that the salary
be set between RM 2300-RM 4500. In addition, the minimum wage is sufficient to attract
qualified potential employees with at least 2 years of experience, as it is higher than the
amount declared by Bank Negara Malaysia in 2020.
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king-hours

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https://www.payscale.com/research/MY/Job=Marketing_Assistant/Salary
https://www.jobstreet.com.my/en/career-insights/marketing-assistant/salary
http://www.salaryexplorer.com/salary-survey.php?loc=130&loctype=1&job=531&jobtype=3
https://malaysia.indeed.com/career/marketing-assistant/salaries
https://www.kellyservices.com.my/media/kellymalaysianew/client/PERSOLKELLY%20MY
%20Salary%20Guide%202020/Malaysia%20Salary%20Guide%202020_2021.pdf
https://www.paylab.com/my/salaryinfo/marketing-advertising-pr/marketing-assistant
https://jobmajestic.com/blog/en/fresh-graduate-salary-in-malaysia/