DISCLAIMER - NIKZAFRI.BLOGSPOT.COM


Today, Knowledge Management today are not limited merely to : (A) 'knowing' or 'reading lots of books/scholarly articles' or (B) data mining, analysis, decision making, preventive actions, or (C) some Human Resources Management issue or (D) some ICT issue. Knowledge Management is about putting your knowledge, skills and competency into practice and most important IT WORKS! For you and your company or your business (Nik Zafri) Can I still offer consultancy or training? Who claims otherwise? Absolutely, I can.

The information comprised in this section is not, nor is it held out to be, a solicitation of any person to take any form of investment decision. The content of the nikzafri.blogspot.com does not constitute advice or a recommendation by nikzafri.blogspot.com and should not be relied upon in making (or refraining from making) any decision relating to investments or any other matter. You should consult your own independent financial adviser and obtain professional advice before exercising any investment decisions or choices based on information featured in this nikzafri.blogspot.com can not be held liable or responsible in any way for any opinions, suggestions, recommendations or comments made by any of the contributors to the various columns on nikzafri.blogspot.com nor do opinions of contributors necessarily reflect those of http://www. nikzafri.blogspot.com

In no event shall nikzafri.blogspot.com be liable for any damages whatsoever, including, without limitation, direct, special, indirect, consequential, or incidental damages, or damages for lost profits, loss of revenue, or loss of use, arising out of or related to the nikzafri.blogspot.com or the information contained in it, whether such damages arise in contract, negligence, tort, under statute, in equity, at law or otherwise.


MY EMPLOYERS AND CLIENTELLES



BIODATA - NIK ZAFRI


 



NIK ZAFRI BIN ABDUL MAJID,
CONSULTANT/TRAINER
Email: nikzafri@yahoo.com, nikzafri@gmail.com
https://nikzafri.wixsite.com/nikzafri

Kelantanese, Alumni of Sultan Ismail College Kelantan (SICA), IT Competency Cert, Certified Written English Professional US. Has participated in many seminars/conferences (local/ international) in the capacity of trainer/lecturer and participant.

Affiliations :- Network Member of Gerson Lehrman Group, Institute of Quality Malaysia, Auditor ISO 9000 IRCAUK, Auditor OHSMS (SIRIM and STS) /EMS ISO 14000 and Construction Quality Assessment System CONQUAS, CIDB (Now BCA) Singapore),

* Possesses almost 30 years of experience/hands-on in the multi-modern management & technical disciplines (systems & methodologies) such as Knowledge Management (Hi-Impact Management/ICT Solutions), Quality (TQM/ISO), Safety Health Environment, Civil & Building (Construction), Manufacturing, Motivation & Team Building, HR, Marketing/Branding, Business Process Reengineering, Economy/Stock Market, Contracts/Project Management, Finance & Banking, etc. He was employed to international bluechips involving in national/international megaprojects such as Balfour Beatty Construction/Knight Piesold & Partners UK, MMI Insurance Group Australia, Hazama Corporation (Hazamagumi) Japan (with Mitsubishi Corporation, JA Jones US, MMCE and Ho-Hup) and Sunway Construction Berhad (The Sunway Group of Companies). Among major projects undertaken : Pergau Hydro Electric Project, KLCC Petronas Twin Towers, LRT Tunnelling, KLIA, Petronas Refineries Melaka, Putrajaya Government Complex, Sistem Lingkaran Lebuhraya Kajang (SILK), Mex Highway, KLIA1, KLIA2 etc. Once serviced SMPD Management Consultants as Associate Consultant cum Lecturer for Diploma in Management, Institute of Supervisory Management UK/SMPD JV. Currently – Associate/Visiting Consultants/Facilitators, Advisors for leading consulting firms (local and international) including project management. To name a few – Noma SWO Consult, Amiosh Resources, Timur West Consultant Sdn. Bhd., TIJ Consultants Group (Malaysia and Singapore) and many others.

* Ex-Resident Weekly Columnist of Utusan Malaysia (1995-1998) and have produced more than 100 articles related to ISO-9000– Management System and Documentation Models, TQM Strategic Management, Occupational Safety and Health (now OHSAS 18000) and Environmental Management Systems ISO 14000. His write-ups/experience has assisted many students/researchers alike in module developments based on competency or academics and completion of many theses. Once commended by the then Chief Secretary to the Government of Malaysia for his diligence in promoting and training the civil services (government sector) based on “Total Quality Management and Quality Management System ISO-9000 in Malaysian Civil Service – Paradigm Shift Scalar for Assessment System”

Among Nik Zafri’s clients : Adabi Consumer Industries Sdn. Bhd, (MRP II, Accounts/Credit Control) The HQ of Royal Customs and Excise Malaysia (ISO 9000), Veterinary Services Dept. Negeri Sembilan (ISO 9000), The Institution of Engineers Malaysia (Aspects of Project Management – KLCC construction), Corporate HQ of RHB (Peter Drucker's MBO/KRA), NEC Semiconductor - Klang Selangor (Productivity Management), Prime Minister’s Department Malaysia (ISO 9000), State Secretarial Office Negeri Sembilan (ISO 9000), Hidrological Department KL (ISO 9000), Asahi Kluang Johor(System Audit, Management/Supervisory Development), Tunku Mahmood (2) Primary School Kluang Johor (ISO 9000), Consortium PANZANA (HSSE 3rd Party Audit), Lecturer for Information Technology Training Centre (ITTC) – Authorised Training Center (ATC) – University of Technology Malaysia (UTM) Kluang Branch Johor, Kluang General Hospital Johor (Management/Supervision Development, Office Technology/Administration, ISO 9000 & Construction Management), Kahang Timur Secondary School Johor (ISO 9000), Sultan Abdul Jalil Secondary School Kluang Johor (Islamic Motivation and Team Building), Guocera Tiles Industries Kluang Johor (EMS ISO 14000), MNE Construction (M) Sdn. Bhd. Kota Tinggi Johor (ISO 9000 – Construction), UITM Shah Alam Selangor (Knowledge Management/Knowledge Based Economy /TQM), Telesystem Electronics/Digico Cable(ODM/OEM for Astro – ISO 9000), Sungai Long Industries Sdn. Bhd. (Bina Puri Group) - ISO 9000 Construction), Secura Security Printing Sdn. Bhd,(ISO 9000 – Security Printing) ROTOL AMS Bumi Sdn. Bhd & ROTOL Architectural Services Sdn. Bhd. (ROTOL Group) – ISO 9000 –Architecture, Bond M & E (KL) Sdn. Bhd. (ISO 9000 – Construction/M & E), Skyline Telco (M) Sdn. Bhd. (Knowledge Management),Technochase Sdn. Bhd JB (ISO 9000 – Construction), Institut Kefahaman Islam Malaysia (IKIM – ISO 9000 & Internal Audit Refresher), Shinryo/Steamline Consortium (Petronas/OGP Power Co-Generation Plant Melaka – Construction Management and Safety, Health, Environment), Hospital Universiti Kebangsaan Malaysia (Negotiation Skills), Association for Retired Intelligence Operatives of Malaysia (Cyber Security – Arpa/NSFUsenet, Cobit, Till, ISO/IEC ISMS 27000 for Law/Enforcement/Military), T.Yamaichi Corp. (M) Sdn. Bhd. (EMS ISO 14000) LSB Manufacturing Solutions Sdn. Bhd., (Lean Scoreboard (including a full development of System-Software-Application - MSC Malaysia & Six Sigma) PJZ Marine Services Sdn. Bhd., (Safety Management Systems and Internal Audit based on International Marine Organization Standards) UNITAR/UNTEC (Degree in Accountacy – Career Path/Roadmap) Cobrain Holdings Sdn. Bhd.(Managing Construction Safety & Health), Speaker for International Finance & Management Strategy (Closed Conference), Pembinaan Jaya Zira Sdn. Bhd. (ISO 9001:2008-Internal Audit for Construction Industry & Overview of version 2015), Straits Consulting Engineers Sdn. Bhd. (Full Integrated Management System – ISO 9000, OHSAS 18000 (ISO 45000) and EMS ISO 14000 for Civil/Structural/Geotechnical Consulting), Malaysia Management & Science University (MSU – (Managing Business in an Organization), Innoseven Sdn. Bhd. (KVMRT Line 1 MSPR8 – Awareness and Internal Audit (Construction), ISO 9001:2008 and 2015 overview for the Construction Industry), Kemakmuran Sdn. Bhd. (KVMRT Line 1 - Signages/Wayfinding - Project Quality Plan and Construction Method Statement ), Lembaga Tabung Haji - Flood ERP, WNA Consultants - DID/JPS -Flood Risk Assessment and Management Plan - Prelim, Conceptual Design, Interim and Final Report etc., Tunnel Fire Safety - Fire Risk Assessment Report - Design Fire Scenario), Safety, Health and Environmental Management Plans leading construction/property companies/corporations in Malaysia, Timur West Consultant : Business Methodology and System, Information Security Management Systems (ISMS) ISO/IEC 27001:2013 for Majlis Bandaraya Petaling Jaya ISMS/Audit/Risk/ITP Technical Team, MPDT Capital Berhad - ISO 9001: 2015 - Consultancy, Construction, Project Rehabilitation, Desalination (first one in Malaysia to receive certification on trades such as Reverse Osmosis Seawater Desalination and Project Recovery/Rehabilitation)

* Has appeared for 10 consecutive series in “Good Morning Malaysia RTM TV1’ Corporate Talk Segment discussing on ISO 9000/14000 in various industries. For ICT, his inputs garnered from his expertise have successfully led to development of work-process e-enabling systems in the environments of intranet, portal and interactive web design especially for the construction and manufacturing. Some of the end products have won various competitions of innovativeness, quality, continual-improvements and construction industry award at national level. He has also in advisory capacity – involved in development and moderation of websites, portals and e-profiles for mainly corporate and private sectors, public figures etc. He is also one of the recipients for MOSTE Innovation for RFID use in Electronic Toll Collection in Malaysia.

Note :


TO SEE ALL ARTICLES

ON THE"LABEL" SECTION BELOW (RIGHT SIDE COLUMN), YOU CAN CLICK ON ANY TAG - TO READ ALL ARTICLES ACCORDING TO ITS CATEGORY (E.G. LABEL : CONSTRUCTION) OR GO TO THE VERY END OF THIS BLOG AND CLICK "Older Posts"


 

Thursday, March 28, 2024

PART 2 - ESG - ENVIRONMENT, SOCIAL AND GOVERNANCE - WHAT ORGANIZATIONS SUPPOSED TO ASSESS - by Nik Zafri

 2. SOCIAL

These criteria evaluate how an organization manages relationships with employees, suppliers, customers, and the communities where it operates. By systematically assessing these areas, organizations can gain insights into the effectiveness of their efforts to promote workforce diversity and equal opportunities for all employees and identify opportunities for continuous improvement.

i. Diversity and inclusion - Assessing workforce diversity and equal opportunities for all employees on various aspects of an organization's policies, practices, and culture. These can be achieved by :

a. Demographic Data Collection - Collect and analyze demographic data on employees to understand the composition of the workforce. This includes information on gender, race, ethnicity, age, disability status and other relevant characteristics. Ensure that data collection methods are respectful of privacy and comply with relevant laws and regulations.

b. Representation Across Levels - Examine the representation of different demographic groups across various levels of the organization, including entry-level positions, management roles, and executive leadership. Compare demographic data to benchmark figures and industry standards to identify disparities and areas for improvement.

c. Recruitment and Hiring Practices - Evaluate recruitment and hiring practices to ensure they promote diversity and equal opportunities. This includes implementing proactive strategies to attract candidates from underrepresented groups, using diverse recruitment channels, and mitigating biases in the selection process through training and standardized procedures.

d. Promotion and Advancement Opportunities - Assess the fairness and transparency of promotion and advancement processes to ensure that all employees have equal access to opportunities for career growth and development. Monitor promotion rates and career progression patterns to identify any disparities based on demographic factors.

e. Inclusive Workplace Culture - Evaluate the organization's culture and work environment to assess whether it fosters inclusivity, respect, and belonging for all employees. This may involve conducting employee surveys, focus groups, or interviews to gather feedback on diversity and inclusion practices and perceptions within the organization.

f. Diversity Training and Education - Review the organization's diversity training programs and educational initiatives to ensure they promote awareness, understanding, and appreciation of diversity and inclusion. Assess the effectiveness of training programs in addressing unconscious bias, promoting cultural competence, and fostering inclusive behaviors among employees.

g. Policies and Procedures - Examine HR policies, procedures, and practices to ensure they support diversity, equity, and inclusion objectives. This includes policies related to recruitment, hiring, promotion, compensation, benefits, and workplace accommodations. Review policies for potential biases or barriers to inclusion and revise them as needed to promote fairness and equity.

h. Community Engagement and Partnerships - Evaluate the organization's engagement with external stakeholders, including community organizations, advocacy groups, and industry networks, to promote diversity and inclusion initiatives. Collabourate with external partners to share best practices, leverage resources, and support broader diversity and inclusion goals.

ii.   Good Labour Practices

This involve examining employee rights, labour unions, and working conditions namely various aspects of an organization's policies, practices, and compliance with labour laws and regulations. Here are some key steps to consider :

a. Review Legal Compliance - Ensure that the organization complies with relevant labour laws, regulations, and industry standards governing employee rights, labour unions, and working conditions. This includes laws related to anti-bribery, minimum wage, working hours, overtime pay, health and safety, sexual harassment, anti-discrimination, and collective bargaining rights.

b. Employee Rights - Assess the extent to which the organization upholds fundamental employee rights, including the right to fair treatment, freedom from discrimination and harassment, and protection of privacy and confidentiality. Review employee handbooks, policies, and procedures to ensure they clearly communicate employees' rights and responsibilities.

c. Labour Union Relations - Evaluate the organization's relationship with labour unions, if applicable. This includes assessing the presence of labour unions within the workforce, the organization's approach to collective bargaining and union negotiations, and compliance with collective bargaining agreements. Monitor union activities, grievances, and disputes to identify any concerns or areas of tension.

d. Working Conditions - Examine working conditions within the organization to ensure they meet health, safety, and ergonomic standards (conducive working environment) This includes assessing physical working environments, such as office spaces, manufacturing facilities, or remote work arrangements, for hazards and compliance with occupational health and safety regulations. Consider factors such as ventilation, lighting, noise levels, and access to amenities and resources.

e. Employee Feedback and Satisfaction -  Solicit feedback from employees through surveys, focus groups, or confidential reporting mechanisms to assess their perceptions of working conditions, treatment, and overall job satisfaction. Pay attention to issues raised by employees related to workload, stress, work-life balance, and job security, and take appropriate actions to address concerns and improve working conditions.

f. Training and Awareness Programs - Provide employees and managers with training and awareness programs on employee rights, labour laws, and workplace policies. Educate employees about their rights and responsibilities, including avenues for reporting violations or seeking assistance, and empower managers to address employee concerns effectively and proactively.

g. Independent Audits and Assessments - Consider conducting independent audits or assessments of employee rights, labour practices, and working conditions to ensure impartiality and objectivity. Engage third-party experts, consultants, or auditors to review compliance with risk and mitigation, labour standards, identify areas of non-compliance or improvement, and provide recommendations for corrective actions.

h. Continuous Improvement - Establish mechanisms for ongoing monitoring, evaluation, and continuous improvement of employee rights, labour relations, and working conditions. Regularly review policies, procedures, and practices to identify emerging issues, trends, and best practices, and make adjustments as needed to promote a positive and supportive work environment.

https://www.abc.net.au/news/2023-03-21/creating-harmony-by-having-an-ability-to-listen-to-diverse-voice/102097784

Photo Source : https://www.abc.net.au/news/2023-03-21/creating-harmony-by-having-an-ability-to-listen-to-diverse-voice/102097784

iii.        Community Engagement

This involves evaluation of the organization's involvement in local communities through philanthropy, volunteering, or other initiatives. (Corporate Social Responsibility - CSR) Here are some steps to consider when evaluating community involvement initiatives:

a. Review CSR Programs - Examine the organization's philanthropic programs, including charitable donations, grants, sponsorships, and partnerships with non-profit organizations. Assess the focus areas, target beneficiaries, and financial contributions of these programs to determine their alignment with community needs and corporate priorities.

b. Assess Volunteering Efforts - Evaluate the organization's volunteering programs and employee engagement initiatives that encourage staff to donate their time and skills to support local community organizations and causes. Consider the extent of employee participation, the diversity of volunteer opportunities offered, and the impact of volunteer efforts on addressing community challenges.

c. Measure Social Impact - Determine how the organization measures and reports the social impact of its community involvement initiatives. Look for evidence of outcomes achieved, such as improvements in education, healthcare, environmental conservation, economic development, or social equity, and the number of individuals or communities served by these initiatives.

d. Engage with Stakeholders - Consult with community stakeholders, including local residents, non-profit organizations, government agencies, and other businesses, to gather feedback and perspectives on the organization's community involvement efforts. Seek input on the relevance, effectiveness, and responsiveness of the organization's initiatives to community needs and priorities.

e. Evaluate Long-Term Partnerships - Assess the depth and longevity of the organization's partnerships with local community organizations and institutions. Consider whether these partnerships are strategic, collaborative, and sustainable, and whether they contribute to building capacity, fostering empowerment, and creating lasting positive change in the community.

f. Monitor Transparency and Accountability - Evaluate the organization's transparency and accountability in reporting on its community involvement activities. Look for clear communication of goals, activities, and outcomes through corporate social responsibility reports, impact assessments etc.

g. Assess Integration with Business Strategy - Determine the extent to which community involvement initiatives are integrated with the organization's overall business strategy, values, and mission. Assess whether community engagement efforts contribute to enhancing the organization's reputation, brand equity, employee morale, customer loyalty, and long-term business success.

h. Continuous Improvement and Adaptation - Encourage the organization to regularly review and adapt its community involvement strategies and initiatives based on feedback, evaluation findings, and evolving community needs. Foster a culture of continuous improvement, innovation, and learning to maximize the effectiveness and impact of community engagement efforts over time.

https://www.cyberswift.com/blog/discovering-the-power-of-csr-platforms/

Photo Source : https://www.cyberswift.com/blog/discovering-the-power-of-csr-platforms/

Examples of Industry

Industries where social criteria are important include retail (labour practices in supply chains), technology (data privacy and security), and healthcare (accessibility and affordability of medicines).

A. RETAIL (Labour Practices in Supply Chains)

  1. Fair Wages and Working Conditions - Ensuring that workers in the retail supply chain are paid fair wages and provided with safe and healthy working conditions.
  2. Child Labour and Forced Labour - Preventing the use of child labour and forced labour in the production and manufacturing processes of retail goods.
  3. Labour Rights and Freedom of Association - Respecting the rights of workers to join trade unions, bargain collectively, and advocate for better working conditions without fear of retaliation.
  4. Supplier Diversity and Inclusion - Promoting diversity and inclusion within the retail supply chain by working with suppliers that prioritize diversity in hiring and business practices

B. TECHNOLOGY (Data Privacy and Security)

  1. Data Privacy - Ensuring that individuals' personal information is collected, stored, and processed in accordance with applicable data protection laws and regulations. This includes obtaining consent for data collection, implementing robust data security measures, and providing individuals with control over their personal data.
  2. Data Security - Protecting sensitive data from unauthorized access, disclosure, alteration, or destruction through the implementation of encryption, access controls, and cybersecurity measures.
  3. Transparency and Accountability - Being transparent about data practices and policies, including how data is collected, used, and shared, and being accountable for any data breaches or violations of privacy rights.
  4. Ethical Use of Technology - Considering the ethical implications of technology products and services, including potential biases, discrimination, and unintended consequences, and taking steps to mitigate these risks.

C. HEALTHCARE (Accessibility and Affordability of Medicines)

  1. Access to Medicines - Ensuring that essential medicines and healthcare services are accessible to all individuals, regardless of their socioeconomic status, geographic location, or other barriers.
  2. Affordability of Medicines - Making medicines and healthcare services affordable and accessible to vulnerable populations, including low-income individuals, uninsured individuals, and marginalized communities.
  3. Equitable Distribution - Ensuring equitable distribution of medicines and healthcare resources to address disparities in healthcare access and outcomes among different population groups.
  4. Healthcare Quality and Safety - Providing high-quality, safe, and effective medicines and healthcare services that meet regulatory standards and guidelines for patient care and public health.

Next : Part 3 (Final) : ESG -Governance Element

No comments: