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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.

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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"


 

Showing posts with label HUMAN RESOURCES. Show all posts
Showing posts with label HUMAN RESOURCES. Show all posts

Wednesday, December 27, 2023

I AM NOT A JACK OF ALL TRADES

 (Sharing my status on LinkedIn. It's not like me rejecting offers but the reasons are clear)


Thank you to few companies for considering me for field work monitoring roles. As I have stated in my response, my expertise are merely in construction, manufacturing, QHSE, project management, civil and building engineering works, sustainable Development, regulations, education, Human Resources/Industrial Relations, marketing strategies/R & D, ICT and codes of practice.

While I bring extensive experience across multiple other domains (such as AI and Virtual Reality - even shipping and logistics/ERP/MRP, Banking, Business, Finance, Banking, Economy), I must clarify that although I know the foundations of the field that you're offering, I lack substantial hands-on experience in technical field work within industries such as :

(a) aerospace (e.g. aircraft engines, propulsion units) - although there are many extremely senior pilots and aerospace personnel in my immediate family circle, alas, I am not one of them.

(b) aeronautical engineering, (e.g. satellites, rockets and shuttles) or

(c) nuclear plants. (e.g. nuclear technology and applications of radiation or radiation core)

While I'm open to learning, any involvement would need to be expedited due to my current expertise.

Perhaps, you must have missed proper vetting of my CV, my websites, thorough checking of my background or make phone calls to my references. - you will find that what I've mentioned herein is the truth.

However, I have recommended acquaintances who specialize in aerospace, aeronautical engineering, and nuclear physics. I remain hopeful that these companies might still consider engaging me for consultancy in areas that align more closely with my experience and skill set.
-------------------------- Note : There is a wise saying : Once you LIE and got away with it, you will feel comfortable with LYING and it becomes your habit. Once you're caught, you will find your whole world crumbling upon you.

Wednesday, February 03, 2021

CAN TRADE SECRETS BE PROTECTED TODAY? - Overview by Nik Zafri

Nowadays, any organization with full infrastructure of ICT network and systems practicing 'data sharing' using the B2B and B2C platforms, painstakingly since early 2000 are now expanding their business.

However, when we talk about 'data transparency', the challenge is safeguarding 'sensitive data' (such as trade-secrets) and at the same time, not to intervene with the flow of information.

But today, should such secrets are not properly safeguarded, the sensitive data can suddenly become obsolete tomorrow due to "information explosion" on the net. Today, one organization introduced the latest technology, (no-hush-hush) - the next day, you'll see that the 'so-called new technology' ended up with similar but more improvised technology at the cheaper price - surprisingly from another country that thousands of miles away.

To avoid leaking problems, the plumbers are usually ICT and Human Resource Management - but what about the losses due to leaking information. Although the two departments are the right ones to deal with personnel revealing confidential information but it is still deemed as 'fire-fighting'. True enough, it happens again and again.

Humbly, let me share my own experience when I was employed to one organization to make a 'turnaround' under consultancy capability.

Without going into too much details, all I can conclude is that I managed to convince top management and other units/departments to return to the basics (looking back into the Core Business Process profusely written in their very own Company Manual - (chuckle they will find)

1) Research and Development, 

2) Design, 

3) Innovation, 

4) Advertising and Promotion, 

5) Market Survey, 

6) Marketing and Sales. 

Despite the hiccups I had with the 'Executive Management' team, I have succesfully managed to 'rehighlight' the aforesaid '6 profit centre' units to ALWAYS be in the lead to entice prospects, new customers and returning customers.

The 'data sharing' practices (what to share with the customers even on the company's website) must FIRST come and being reviewed by these units as they are the ones who knows better than any other units/departments which data is deemed as confidential or otherwise. 

The root cause of failure is always linked to another department or unit coming in 'too early' into the picture and doing 'someone's else job'. 

Sometimes, rewarding scheme for people achieving targets and definitely punishing those who did not can be BOTH FATAL.

People will start cutting corners, stabbing one another, stepping on other "cats tails" and God knows what. 

What if rewarding and punishing are being applied to Occupational Safety and Health matters, then there may be dangerous risks and hazards even leading to incidents and accidents - when workers start to cut corners either to achieve the objectives OR the fear of not achieving it. 

Mind you, I'm neither implying that other departments/units are of less significance nor rewarding system should not be practiced.

I'm really talking about :

a) 'Who to do What and When' and also 

b) effective monitoring must first be in place before considering to reward or to punish.

Wednesday, January 25, 2017

SCOTT SIBELLA, MGM GRAND PRESIDENT

#ScottSibella #MGMGrand #EpicBosses




Lessons learned. Corporate Leaders, CEO and Presidents of all major corporations of the world - THIS is the way to go!

Friday, October 16, 2015

PELAN PERNIAGAAN (PITCHING) UNTUK GERAN, MODAL TEROKA DLL.

Mempunyai pelan perniagaan yang baik adalah faktor penentu yang membezakan antara permulaan yang berjaya atau permulaan yang gagal. Kadangkala laporan prestasi perniagaan yang dibentangkan terlalu tebal – tanpa memikirkan psikologi pelabur yang kadangkala tidak mempunyai masa untuk membaca laporan berkenaan. (Tidak kira apakah jenis instrumen yang ingin anda pohon - modal teroka, geran, seed capitalangel funds dll)

Photo Source : http://www.marsdd.com


Memahami kehendak pelabur amat penting kerana mereka adalah pembiaya kepada perniagaan anda. Antara perkara yang perlu diketengahkan ialah beberapa unsur yang penting sahaja yang sering menjadi perhatian kepada pendengar terhadap sesuatu pelan perniagaan.

Pastikan pembentang tahu apa kehendak industri yang diceburi dan mempunyai pandangan yang munasabah terhadap masa depan perniagaan yang ingin diketengahkan. Ini termasuklah strategi pemasaran dan pulangan kewangan.

Pertama, kenali dahulu skop perkhidmatan/produk ICT yang dibekalkan serta persaingannya. Ini adalah antara perkara yang paling penting. Contohnya isu yang boleh disentuh ialah :
  1. berapa besarkah industri ICT berkenaan,
  2. siapakah di antara pesaing yang kuat,
  3. kecepatan pertumbuhan industri ICT berkenaan,
  4. adakah industri ICT berkenaan merupakan perintis (yang unik atau pertama) atau hanya salah satu industri yang telah ramai berkecimpung di dalamnya,
  5. Bahagian pasaran manakah yang dapat menarik perhatian ramai,
Pelabur/Pembiaya biasanya ingin mendengar mengenai pasaran yang tumbuh dengan cepat dengan persaingan yang minima (contohnya segmen pasaran berkadar 20-30%)  Jika persembahan itu hanya mengenai sesuatu perisian – contohnya perisian pemprosesan perkataan (word-processing)‘kononnya’ bagi menggantikan MS-Word, maka persembahan berkenaan sudah pasti akan mencapai jalan yang buntu. Walaupun perisian berkenaan mendapat hakcipta sekalipun (ini juga kadangkala memerlukan kos yang tinggi) tetapi untuk bersaing dalam pasaran yang sering jauh lebih inovatif dan menyediakan pelbagai kelebihan, cadangan perniagaan berkenaan pasti akan mendapat sambutan yang hambar dari bakal pelabur.

Kedua, Model Pulangan dan Perniagaan –Pelabur sangat gemar kepada aliran hasil/keuntungan yang besar dan berulang-ulang serta meninggalkan kesan nilai tambah kepada pelanggan. Perkara yang perlu ditanya antara lain :
  1. apakah jenis perniagaan baru yang bakal dibina dan prospeknya? 
1.1 Perkakasan komputer (contohnya) - Perisian yang boleh dipasang (install) atau dimuatturun? - Sistem yang berinteraksi secara talian sahaja?

Ketiga, Bagaimana cara pembayaran?
  1. Adakah dengan sekali pembelian dan menanti pesanan baru?
  2. Hasil bulanan yang berulang-ulang?
  3. Penggunaan yang perlu dalam kuantiti yang banyak?
  4. Harga berbanding dengan pesaing?
  5. Apakah kelebihan unik yang ingin dipaparkan dalam pasaran atau hanya menggunakan cara yang umum digunakan oleh pengusaha lain?
Keempat, Pelan Pemasaran dan Jualan. Antara perkara-perkara yang perlu diperhatikan ialah strategi :
  1. adakah ianya melibatkan jaringan B2C (perniagaan ke pengguna) atau B2B (perniagaan ke perniagaan)?
  2. Adakah ianya memerlukan pasukan jualan yang besar?
  3. Adakah pemasaran ke pengguna memerlukan pelaburan yang tinggi?
  4. Adakah pemasaran menggunakan enjin carian di talian, e-mel atau melibatkan diri dalam pameran perniagaan?
  5. Adakah perniagaan itu memerlukan media sosial seperti laman web (3D? html? Multimedia?) termasuk elemen video atau lain-lain audio visual dsb)
  6. Bagaimanakah keupayaan bahan-bahan promosi di talian untuk menjadi ‘viral’
Biasanya konsep jualan secara ‘perniagaan ke perniagaan’ adalah lebih murah untuk dilancarkan berbanding dengan konsep pemasaran ‘perniagaan ke pengguna’. Namun B2B biasanya sukar mendapat perhatian pelabur kerana ianya mempunyai kitaran jualan yang lebih lama (dan banyak modal diperlukan). Namun ini tidak bermakna B2B tidak mampu bertahan, cuma ianya memerlukan modal terutamanya di pihak pembentang pelan perniagaan. (perniagaan yang telah berjaya tetapi memerlukan modal yang lebih untuk membesarkan lagi perniagaan berkenaan)

Tetapi ‘perniagaan ke pengguna’ jika diatur strategi yang betul, maka jualan di talian berpotensi untuk mendapatkan keuntungan yang besar. Jika ianya berjaya dalam tempoh beberapa tahun (dari segi keuntungan dan penjenamaan) mungkin periklanan dan promosi dapat dikembangkan lagi ke radio, television mahupun bahan bercetak.

Apapun, pastikan pelaburan ke atas pemasaran dan jualan adalah munasabah bagi mencapai skel pulangan yang disasarkan. Paling penting, anda dapat ‘membaca fikiran’ pelabur mengenai apa yang sebenarnya mereka mahu dari anda.

Akhir sekali - yang keempat - Pasukan Pengurusan

Ini juga penting – siapakah ahli-ahli atau kakitangan-kakitangan yang akan menguruskan perniagaan berkenaan. Yang penting adalah pengalaman mereka dan bukti bahawa mereka mahir mengurus dan mentadbir perniagaan mahupun teknikal yang dicadangkan. Perkara ini kadangkala dipandang remeh oleh pembentang kerana terlalu ingin berjimat kos daripada memikirkan pelaburan di atas pekerja atau kakitangan yang kompetan.

Wednesday, April 29, 2015

MY TOYS (ONLINE) MALAYSIA - HUMAN RESOURCE MANAGEMENT - NIK ZAFRI



A leading bumiputera toy store for sales of toys, games, baby products, strollers and car seats for kids and babies
Human Resource Management Briefing
Briefing on new Employee Handbook.
(Based on Employment Act 1955, Industrial Relations Act 1967)
HR Ref : ISO 9001:2008 - 6.2 & 6.2.2
Additional Module :
Introduction to the Significance of Coaching and Counselling in Human Resources (Puan Tetty Henney Zulkifli - founder of E-Smart Learning Solutions)


















Saturday, March 22, 2014

Corporate Governance as a management science (a reevaluation) - Nik Zafri

(The author would like to thank The Organisation for Economic Co-operation and Development (OECD) for the promotion of policies that will improve the economic and social well-being of people around the world including the proper implementation of Corporate Governance)

Despite being popular for more than a decade, many corporations still tend to view Corporate Governance as some "legal constraints" on them. While this is not entirely true, we still find corporate leaders and the executive board fear the auditors with the notion that they might have broken the law or some misdeeds may have occurred.

As a result we still see corporations winding up - some did not even have to. It's shocking to find corporations being liquidated simply because they did not submit the proper papers on time to the authorities.

Citing OECD - Implementing Governance, Chapter 6, Page 162. 2nd para :

"Following the series of scandals in the US and elsewhere involving big corporations, the market has become increasingly demanding regarding improvements in corporate governance practices and INTERNAL CONTROL to increase investor confidence. The awareness that followed the scandals created an environment conducive to better governance. This was seen in Latin America, in countries like Brazil; after the initial period when investors were pushing for basic governance measures, they now are refining their requests by seeking improvement in QUALITY of disclosure, composition of boards and more. Lessons learned from the BENCHMARKING process can be used as the starting point and as a CONTINUOUS LEARNING PROCESS."

When corporate governance been too intertwined with rules and regulations, there is no room for management tools to come in. Corporate Governance is not merely about legalities as "hijacked" by scholars, company secretaries and authorities. 

Corporate governance prevailing practices ironically failed to be seen as a management science - as it should have been. It is about achieving corporate democracy for shareholders and "other interested parties". 

It is not always about the Board of Directors but it also concerns a network of supply chain as well ("Other Interested Parties" - such as employees, consumers, surroundings and even community at large.

Now the laws are there in place...what's next?

The issue now is how to MANAGE it?

Whenever there is a law, there will also be suggestions of the usage of standards and codes of practice. Standards give birth to Manuals, Procedures, Work Instructions and Checklist - all under "controlled conditions" (Refer to ISO 9001:2008)

Let's look back at the 5 core pillars of Corporate Governance:

1) Rights and equitable treatment of shareholdersCorporations should respect the rights of shareholders and help shareholders to exercise those rights. They can help shareholders exercise their rights by openly and effectively communicating information and by encouraging shareholders to participate in general meetings

Keyword : Communication (internal and external)

Communications can be complicated especially dealing with information being ambiguous or inaccurate. In my experience, communication is mainly the highest contributing factor towards the failure of a management system - especially dealing with unhealthy office politics.

A corporation has a business to run based on a certain core business process as stated in the Manual. It requires inputs to flow from one process and outputs to flow to another process. There is a continuous (communication) flow regarding tangible (materials and product) and intangible (information) inputs and outputs taking place within a corporation.

Thus, the board of directors should come out with methods and resources using the process and deploy these methods through ICT; logistic and HR processes (documents, meetings, directives, e-mails, intranet, visual etc) Get feedbacks from recipients and incorporate them in the policy, objectives and goals. Make your staff feel important that they are the 'guardians' and 'watchdogs'.

2) Interests of other stakeholders : Corporations should recognize that they have legal, contractual, social, and market driven obligations to non-shareholder stakeholders, including employees, investors, creditors, suppliers, local communities, customers, and policy makers.

Keyword : Stakeholders

This MUST be stated in corporate’s mission and relays the processes used to get the corporation there. Let the values guide the culture and not vice-versa. Stakeholders should always be put first. They must be made aware of what is going on in a corporation especially any new management system to support the law. They must be well briefed of the long term benefits seeking and achieving the recognitions from the relevant bodies.

3) Role and responsibilities of the board: The board needs sufficient relevant skills and understanding to review and challenge management performance. It also needs adequate size and appropriate levels of independence and commitment.

Keyword : Commitment

A successful implementation of systems and methods can positively affect the corporation’s reputation, growth and profitability. This can only happen if there is a strong commitment from the board. The willingness to invest for a long-term management program that will positive affect the corporation is very important rather than meeting the minimum, mediocre, or sub-standard requirements. And this should be communicated throughout the organization.

4) Integrity and ethical behavior: Integrity should be a fundamental requirement in choosing corporate officers and board members. Organizations should develop a code of conduct for their directors and executives that promotes ethical and responsible decision making.

Keyword : Professionalism

There is a need for a code of conduct to be developed. A typical code of conduct should not be viewed as an expression of a set of laws but also implying the management methodologies as well.

a) Duties and Responsibilities - A proper Job Description, Organizational Chart and Master Responsibility Matrix - should be in place - to also reflect the Board, Associates, Officers and Corporate Compliance Officers.

b) Honesty, Ethical Conduct, Fair Dealing

c) Procedures dealing with a bunch of issues such as Human Resources, Environmental Health and Safety, Gifts/Gratuities/Entertaintments, Records/Documentation Management, Reporting and Training

5) Disclosure and transparency: Corporations should clarify and make publicly known the roles and responsibilities of board and management to provide stakeholders with a level of accountability. They should also implement procedures to independently verify and safeguard the integrity of the company's financial reporting. Disclosure of material matters concerning the organization should be timely and balanced to ensure that all investors have access to clear, factual information.

Keyword : Transparency

Once again, a proper Job Description (JD) and documented procedures are required. When making a Job Description, ensure that the duties are arranged according to their utmost priority. A simple percentile management tool would help via a brainstorming session. 

Once the JD is in place, use the cascading principle so that the JD is related to other tools such as (pick one) - Key Performance Indicators, Key Result Areas, Balance Scorecard etc.

Secondly, you need to develop procedures with simple templates such as process flow, responsibility and reference documents/records. (Again, refer to ISO 9001:2008 Standards)

Nik Zafri is an Associate Consultant with TIJ Consultants Group (Malaysia and Singapore)




Wednesday, November 27, 2013

What Is Wrong With The System? - NIK ZAFRI


Today, some might say that all these management buzzwords such as ISO, TQM, Knowledge Management, Key Performance Indicators, Leadership etc. are waste of time, money and  most commonly...they are burdening. 

"Let us work...we're not thinkers, we don't have time for all these extra documentation"  commonly used phrases not only from the downliners but surprisingly the top management as well.

Ok, let's revisit some of the systems - not too technical but some 'loose ends to tie up'.

a) Is the system required by the organization? If so... why? If it's not required, why do it?
b) If the system is required, then how to go about it? Where to start?
c) Is the system tailored-made to the organization scope of services or product?
d) Do the system require 3rd party help? If so...do we need to spend a lot of money?
e) Will the system generate profit? How much?
f)  What do I get implementing the system?

These are the questionnaires that go unanswered. Even though there are some responses but the answers are inconsistent from one person or one company to another.

Before I go on answering these questions..let me emphasize that :

"There is NOTHING wrong with the system"
"It is always about the people running the system"

So, here comes the answers but don't count on them. They are based on my own true experience. Looking into what I have below, you will find a paradox in each of them.

a) Study the work-culture of the company first. (mind you...not the professional part but the human factor)

You may have a very good Human Resources Department in the front line, conduct psychometric tests in interviews, hiring the best candidates for the job, thorough JD and KPIs, organizing trainings and workshops and so on. 

But you will be perplexed of so many candidates being interviewed have some similarities : they always promise you 'miracles' but after being hired, they appear not to be so motivated anymore except at month end and awaiting final performance evaluation.

Yes, you can have motivation and team buildings sessions, bring them on a company trip or organizing a family day with good meals, you still can't make it, not long after the meaningful event, they go back to their old ways!

Thus, what sort of system that you need to bring in? Strange it might seems...the system must go according to the work culture and environment of the company. Bring change but not changing the work culture - the changes in the existing work culture is the prerogative of the MD or President only. 

Surprising, the top management will feel offended when people start questioning or changing the work culture. So...do not touch the work culture - even how negative it may seem to you, bring in any system, it will eventually work!

b) The system will be required when THE COMPANY START TO LOOSE MONEY! or there is a law governing the need of the system.

So bring in or suggest a cheap and affordable system first but ensure that you give a comprehensive information. 

No hiding! 

No "who move my cheese" policy! 

No "pay me first and I'll do the job"

Give the company or the top management what they need and not what you need...(money). 

Believe me, they will share the cake with you. (those who overlook to give you bonus or raise or payment - should the company is successful due to your contribution...will always LOOSE in the end - trust me..I know - it's like karma)

c) Tailor made? Yes, it must be customized according to the type of services or scope of work of the company. Do not introduce something totally irrelevant even how good you are.

d) On the issue of requiring 3rd party help...the answer is YES and NO. 

"Yes" - if you are not familiar with the system or you do not have the confidence doing the system. And later after the system is established and running, there is NO need for a consultant's help unless for maintenance only.

"No" - if you are bold enough "to go where no man has gone before" then conduct your own research - there are plenty of information and data online. Join public training, conventions, buy books or materials, join forums online etc. Ask a second opinion only when required - remember, choose the right people that you wish to enquire, otherwise you'll end up with suggestions like "let me be your advisor and consultant" and you will be back at square one.

e) The system will generate profit provided that the organization is TRANSPARENT, not greedy for money and started to control money stingily. Do not alter the figures to avoid detection of PROFIT by the financial auditors prior to year-end audit. What is there...present them...adopt a high integrity and sincerity. 

Give away bonus or perks to those who have worked hard and dilligent. There may not be a need for the employers to see 'documented evidence'. 

Just look at your subordinates below...you'll be surprised - how many staff are willing doing good job without wanting recognition (now this is what we call "JOB SATISFACTION")- just reward them...give them your full attention! These are your loyal supporters!!

f) The question of what do you get out of the implementation is subject to the following :

a) The willingness to change your mindset on :

i) If you have a Safety or Quality Policy, it is NOT a safety/quality policy, it is YOUR COMPANY's Policy - so goes to the Safety or Quality System or KRA or KPI etc. It is the COMPANY's system. It is about the way your company work and not "I'm doing this because I want the ISO cert" 

Believe me..after you get some international recognition, you and your staff will abandon the system eventually. And this abandonment will also happen when : 

ii) you think that the system is burdening you, then you will be 'murdering' the system or hoping for some miracle that the system will become an android one day and work by itself. 

iii) you have some funny ideas that "this is not part of my Job Description", "I'm not paid to this system", "I want a raise"..then you and your staff will shy away and not feel part of the system. (No OWNERSHIP feeling)

And please.... Stop the madness about qualifications and affiliationships, MBAs, PhDs, Chartered Member of some Space Garrison etc. 

-  Hire the person who can do the job,
-  Do not discriminate the 'less qualified' person by giving a low paid salary, (pay according to his performance)
-  Hire a sincere person,
-  Reward the person regardless to his/her position - office assistant, despatch rider or even a general labour if proven the person is responsible enough to promote your company and bring good projects  and prospects to you.

Think of the system as a PROFITABLE investment to you. So, be happy and proud of the system and when implementing it or reviewing them...

CHANGE THE WAY YOU LOOK AT NEGATIVENESS! 
TURN NEGATIVENESS INTO POWERFUL POSITIVE ONES!

Feel the system and you'll be fine.

Monday, June 09, 2008

The Star Global Malaysians Forum - Posted: 09 December 2005 at 4:02pm

http://www.businessday.co.za/articles/opinion.aspx?ID=BD4A125014

Nik's comments - in my opinion, I wouldn't say that the following article is meant exclusively for fund managers but we too can learn something out of it as well (in our very own capacities)

Opinion & Analysis

Posted to the web on: 08 December 2005 - Ingredients of success for fund managers - Matthew de Wet

WE KNOW that relying on past performance alone to select a fund manager is likely to produce disappointing results. We also know intuitively that fund managers that display certain characteristics — for example, a solid process and sensible philosophy — are more likely to be successful.

But are there any specific fund-manager attributes that have proven to increase the likelihood of success?

The answer is yes, according to a study that recently appeared in the Canadian Investment Review. The study, which took place over the six-year period ending December 2003, considers hundreds of different investment managers across different regions, and analyses how a number of different organisational and process factors affect the ability of the fund manager to produce superior results. Of the 17 factors tested, four were identified as being statistically significant in explaining an investment manager’s performance:

Ownership: The study concluded that investment management firms that have a high degree of employee ownership are more likely to produce superior results than those that have little or no employee ownership. This is intuitive as the greater the degree of ownership, the greater the incentive for employees to perform well.

Low personnel turnover: It was shown that firms that had a high degree of turnover in key investment staff tended to produce inferior results compared with those that had low turnover. It was also concluded that low levels of staff turnover were positively correlated with the level of ownership — that is, boutique firms tend to have lower levels of turnover of key investment individuals and that this manifested itself in superior performance.

Number of counters: The conclusion here was that as portfolios became too diversified in terms of the number of counters held, the tendency to generate outperformance decreased. Again, this is intuitive as the more counters held, the lower the tracking error and the higher the likelihood of producing average returns. Further, the study also highlighted the fact that the larger a firm, the more likely it was to have a low tracking error. It suggests that this is further evidence of the tendency of larger firms to manage portfolios in a manner that reduces business risk rather than investment risk.

Bottom-up: This factor relates to the percentage of the investment process that was focused on top-down asset allocation, or theme selection, versus bottom-up stock picking. The conclusion was that the greater the focus on bottom-up stock picking, the more likely the firm was to produce superior results.

It is interesting to note that the first three factors are more closely aligned with entrepreneurial or “boutique” type investment firms (which tend to have a high degree of employee ownership, lower key staff turnover and portfolios with higher tracking errors) than they are with large, institutional type firms. The fourth factor is not specifically aligned to boutique or institutional type managers.

A number of factors that one may expect to have an effect on the ability of managers to perform could not be conclusively proven. These included portfolio turnover, age of firm, number of staff, and number of management visits.

The study suggests that potential investors are well served by identifying boutique investment firms with low staff turnover, whose process is one of active, bottom-up stock picking.

* De Wet is head of investments at Nedgroup Investments.
The Star Global Malaysians Forum - Posted: 15 February 2006 at 6:51pm

Quickies on Global Economy

2004 - catching up. 2005 - a bit slow. 2006 - moderate perhaps at 3.5 %. average growth.Progress in developing countries - coming up fast. Performance in US, Europe and Japan - moderate. South East Asia - forecasted 5-6% growth (2006)

Key Global Issues requiring attention 2006 :

* employment,
* inflation,
* surging/fluctuation/control of oil price,
* deficit,
* stock market and other investments,
* balancing liquidity and interest rates,
* Global Exchange Rate/Fiscal policies - review and improve till the best is achieved,
* Disease & Epidemic Control
* Terrorism
* Price of Non-Oil Commodity
* Natural Disasters

Good News?

* Property Market - potentially booming
* International Trade - still OK
* more Free Trade Zone (hopefully)
* Food & Drugs Industry - still OK
* Service industry - still OK but be more susceptible 'on things happening around you'

Alert?

* Agriculture/Biotechnology - focus on domestic growth rather export,
* International Conventions - 'walk the talk - not talk the walk' - no lip services,
* More FDIs
* More financing and debt relief
---------------------------
Posted: 13 March 2006 at 6:03pm

I think almost all quarters relevant have unanimously agreed that the stock market and the economy will see a better performance this year.

Since earnings from export have now shown signs of good performance, the GDP will definitely rise to - if not = 6% at least > 5%. I'm also 'betting' on this year's GLC's improved performance and FDI pouring in. I must say that I'm quite impressed with 'positive' signs been happening around me since nearly a week now (that's explains my 'long dissapearance' from this forum topic for almost a fortnight. Well, been roaming in the physical world to run some 'experiments') such as smooth mergers and acquisitions of finance/banking sectors, current stock value on the exchange, increased interest in Mesdaq, - hmmm...we should be lucky I guess.

I wanted to be optimistic for just this moment - The above concise statement would definitely be 'absorbed' into the 'uncertainties' to 'restore balance' especially those related to interest rates, oil price, policies, inflation, ringgit alignment, technology etc. The 'balancing restoration' will create the 'cushion' for future impact.

Yeap...I think we're quite ready...

p.s. 15/03/2006 - forgot to add another issue - employment...I'm also quite happy to see some 'corporate sectors' especially banking/finance move to take in graduates - training and paying them more handsome allowances - eventually employing them.
The Star Global Malaysians Forum - Posted: 27 July 2006 at 8:11pm

TYPICAL INDICATORS TO FORECAST ECONOMY

Indicators

a. Prime Interest Rate/Interbank Offerred Rate
b. Mortgage Interest Rate
c. Treasury Yields
d. GDP
e. Crude Oil and Gold Price
f. Unemployment Rate (some look deeper into crime rate)
g. Inflation Rate
------------------------------
Quoting Howard G. Schaefer - In his book 'Economic Trend Analysis for Executives and Investors', Chapter 1 - Introduction

With so many factors to be considered, interpreting economic data is a daunting task. Indeed, attempting to interpret economic data presented in the form of millions, billions, and trillions of dollars is enough to discourage most people. Nevertheless, forecasting economic conditions is an essential element of sound business and investment decisions. To make these decisions executives and investors need a simple and timely method of understanding and evaluating economic data.

Graphs and charts have become very popular for simplifying information. Trend analysis is one of the principal means used to convey economic data to business, investors, and government. That is, statistical data are plotted on a chart so the reader can observe trends. As an example, the index of industrial production for the month of February 1992 was reported as 107.2, representing a 0.4% increase over the preceding January and a 1.4% increase from the preceding year

A published chart showing the trend indicated that the nation's industrial production was improving. But it did not address whether the trend would continue. Executives and investors need to make decisions based on future expectations, not just past performances. Without a consideration of the many factors that affect economic performance, a trend line has limited uses.

A newer technique called relationship analysis provides a much better understanding of economic data and future economic trends than trend analysis. Relationship analysis compares one set of economic data to another to determine whether there is a consistent relationship between the two sets of data that explains current economic conditions and indicates future economic trends. One principal advantage of relationship analysis is that the information is conveyed without the long delay for accumulating the economic data necessary to spot the trend.
--------------------------------
Adapted from the original Posting in The Star Global Malaysians Forum
- Posted: 31 July 2006 at 5:32pm

ECONOMIC FORECASTING - WHAT'S IN IT FOR ME?
(Nik Zafri's version of Forecasting Economy for Dummies)

Most people are scared listening or even coming across economical terminologies. Indeed they (the terminologies) are not ‘laymen user-friendly’. Thus, most of us tend to 'shy away' especially those in small businesses not knowing the consequences of ignoring the current facts/reality of economy. To worsen situation, even the typical accounting tasks such as cash-flow monitoring has been ignored.

Don’t worry, it’s nothing too technical - in fact even economists in many occassions fail to do accurate economical forecasts and most of them end up arguing to defend their hypotheses.

Here’s some simple indicators (what YOU should know – the technical explanations are for the economists to worry about) :

a) GDP – most popular one – to you – don’t wait for the annual results but monitor the implementation of target, if you see in 5-6 months – it’s stil negative, then buckle up.

b) Consumer Price Index – to you – it tells you products/services – price/fee (fluctuations as well) etc. You could almost prophecise that you might be in trouble when you found out that you’re paying MORE than before.

c) Interest rate (it’s rising)– to you - it tells the level of ‘troubleness’ you’re encountering especially if you have a loan to settle.

d) Retail sales – to you – it tells you about your purchasing power, your spending habit, your saving habit, your confidence – you will know or feel these things when you see the word bonus, tax (cut/raise) etc.

e) Employment – to you – well, I guess you’re smart enough to figure this one out. Only two quick tips (out of many) – VSS and unemployed graduates.

The hidden ones are political stability (which you’re also smart enough to know) or 'that look' the traders are giving you when you ask for discounts!
Here an article I would like to share :

http://www.globalexchange.org/campaigns/rulemakers/TenWaysToDemocratize.html

10 Ways to Democratize the Global Economy

Citizens can and should play an active role in shaping the future of our global economy. Here are some of the ways in which we can work together to reform global trade rules, demand that corporations are accountable to people's needs, build strong and free labor and promote fair and environmentally sustainable alternatives.

1. No Globalization without Representation

Multilateral institutions such as the World Trade Organization, the World Bank, and the International Monetary Fund create global policy with input mainly from multinational corporations and very little input from grassroots citizens groups. We need to ensure that all global citizens must be democratically represented in the formulation, implementation, and evaluation of all global social and economic policies of the WTO, the IMF, and the WB. The WTO must immediately halt all meetings and negotiations in order for a full, fair, and public assessment to be conducted of the impacts of the WTO's policies to date. The WTO must be replaced by a body that is fully democratic, transparent, and accountable to citizens of the entire world instead of to corporations. We must build support for trade policies that protect workers, human rights, and the environment.

2. Mandate Corporate Accountability

Corporations have so heavily influenced global trade negotiations that they now have rights and representation greater than individual citizens and even governments. Under the guise of 'free trade' they advocate weakening of labor and environmental laws -- a global economy of sweatshops and environmental devastation. Corporations must be subject to the people's will; they should have to prove their worth to society or be dismantled. Corporations must be accountable to public needs, be open to public scrutiny, provide living wage jobs, abide by all environmental and labor regulations, and be subject to all laws governing them. Shareholder activism is an excellent tool for challenging corporate behavior.

3. Restructure the Global Financial Architecture

Currency speculation and the derivatives market move over $1.5 trillion daily (compared to world trade of $6 trillion annually), earning short-term profits for wealthy investors at the expense of long-term development. Many countries are beginning to implement 'capital controls' in order to regulate the influence foreign capital, and grassroots groups are advocating the restructuring and regulation of the global financial architecture. Citizens can pass local city resolutions for the Tobin Tax - a tax of .1% to .25% on currency transactions which would provide a disincentive for speculation but not affect real capital investment, and create a huge fund for building schools & clinics throughout the world.

4. Cancel all Debt, End Structural Adjustment and Defend Economic Sovereignty

Debt is crushing most poor countries' ability to develop as they spend huge amounts of their resources servicing odious debt rather than serving the needs of their populations. Structural adjustment is the tool promoted by the IMF and World Bank to keep countries on schedule with debt payments, with programs promoting export-led development at the expense of social needs. There is an international movement demanding that all debt be cancelled in the year 2000 in order for countries to prioritize health care, education, and real development. Countries must have the autonomy to pursue their own economic plans, including prioritizing social needs over the needs of multinational corporations.

5. Prioritize Human Rights - Including Economic Rights - in Trade Agreements

The United Nations must be the strongest multilateral body - not the WTO. The US must ratify all international conventions on social and political rights. Trade rules must comply with higher laws on human rights as well as economic and labor rights included in the United Nations Declaration of Human Rights. We should promote alternative trade agreements that include fair trade, debt cancellation, micro-credit, and local control over development policies.

6. Promote Sustainable Development - Not Consumption - as the Key to Progress

Global trade and investment should not be ends in themselves, but rather the instruments for achieving equitable and sustainable development, including protection for workers and the environment. Global trade agreements should not undermine the ability of each nation, state or local community to meet its citizens' social, environmental, cultural or economic needs. International development should not be export-driven, but rather should prioritize food security, sustainability, and democratic participation.

7. Integrate Womens' Needs in All Economic Restructuring

Women make up half the world but hold less than 5% of positions of power in determining global economic policy, and own an estimated 1% of global property. Family survival around the world depends on the economic independence of women. Economic policies need to take into account women's important role in nutrition, education, and development. This includes access to family planning as well as education, credit, job training, policy decision-making, and other needs.

8. Build Free and Strong Labor Unions Internationally and Domestically

As trade becomes more 'free,' labor unions are still restricted from organizing in most countries. The International Labor Organization should have the same enforcement power as the WTO. The US should ratify ILO conventions and set an example in terms of enforcing workers' rights to organize and bargain collectively. As corporations increase their multinational strength, unions are working to build bridges across borders and organize globally. Activists can support their efforts and ensure that free labor is an essential component of any 'free trade' agreements.

9. Develop Community Control Over Capital; Promote Socially Responsible Investment

Local communities should not be beholden to the IMF, international capital, multinational corporations, or any other non-local body for policy. Communities should be able to develop investment and development programs that suit local needs including passing anti-sweatshop purchasing restrictions, promoting local credit unions and local barter currency, and implementing investment policies for their city, church, and union that reflect social responsibility criteria.

10. Promote Fair Trade Not Free Trade

While we work to reform 'free trade' institutions and keep corporate chain stores out of our neighborhoods, we should also promote our own vision of Fair Trade. We need to build networks of support and education for grassroots trade and trade in environmentally sustainable goods. We can promote labeling of goods such as Fair Trade Certified, organic, and sustainably harvested. We can purchase locally made goods and locally grown foods that support local economies and cooperative forms of production and trade.
THE BASICS OF BUSINESS - By Brian Tracy - Entrepreneur.com

Business is an art as well as a science. It's a matter of practical experience, judgment, foresight and luck. To be successful in business, you must master the basics of business success.

Fortunately, all business skills are learnable. You can learn anything you need to learn, to achieve any goal you can set for yourself. There are no limits--except the limits you place on your own imagination.

There are three major reasons why businesses fail: lack of money, lack of knowledge and lack of support. By mastering the basics of business success, you'll gain the knowledge necessary to acquire the support and money you need for your business.

So just what are the essentials of business success? There are seven key areas of activity that determine whether your business will live or die:

1. Marketing. Your ability to determine and sell the right product to the right customer at the right time

2. Finance. Your ability to acquire the money you need, and account for the money you receive

3. Production. Your ability to produce products and services at a high enough level of quality and consistency over time

4. Distribution. Your ability to get your product or service to the market in a timely and economic fashion

5. Research and development. Your ability to continually innovate and produce new products, services, processes and responses to your competition

6. Regulation. Your ability to deal with the requirements of government legislation at all levels

7. Labor. Your ability to find the people you need, deal with unions, establish personnel policies, training and organizational development

And from this list, comes the very specific, identifiable reasons for business success:

Having a product or service that's well suited to the needs and requirements of the current market

Developing a complete business plan before commencing business operations

Conducting a complete market analysis before producing or offering the product or service

Thoroughly developing advertising, promotional and sales programs
Establishing tight financial controls, good budgeting practices, accurate bookkeeping and accounting methods, all backed by an attitude of frugality

Ensuring that there's a high degree of competence, capability and integrity on the part of key staff members

Having good internal efficiency, time management, clear job descriptions, accompanied by clear and measurable output and responsibilities

Developing effective communication among the staff and an open-door policy for managers, especially the business's owner

Generating strong momentum in the sales department and placing a continued emphasis on marketing your product or service

Making concern for the customer a top priority at all times

Putting determination, persistence and patience at the top of the list on the part of the business owners

And now that you know the seven essentials of business success and the identifiable factors involved in helping your company succeed, let me share the top reasons for business failure. Thousands of companies were studied to determine the reasons businesses fail. Here they are, in order of their importance:

Lack of direction. Business owners often fail to establish clear goals and create plans to achieve those goals, especially before starting out, when they fail to develop a complete business plan before launching their company.

Impatience. This occurs when business owners try to accomplish too much too soon, or expect to get results far faster than is truly possible. A good rule to remember is that everything costs twice as much and takes three times as long as expected.

Greed. When entrepreneurs try to charge too much to make a lot of money in a short period of time, failure isn't far behind.

Taking action without thinking it through first. An entrepreneur acts impetuously and makes costly mistakes that eventually cause the business to fail.

Poor cost control. An entrepreneur spends too much, especially in the early stages, and spends all their startup capital money before achieving profitability.

Poor product quality. This makes it difficult to sell and difficult to get repeat business.

Insufficient working capital. An entrepreneur expects--and requires--immediate, positive cash flow that doesn't occur, leading to the failure of the business.

Bad or nonexistent budgeting. An entrepreneur fails to develop written budgets for operations that include all possible expenses.

Inadequate financial records. An entrepreneur fails to set up a bookkeeping or accounting system from the beginning.

Loss of momentum in the sales department. This leads to a decline in cash flow and the eventual collapse of the enterprise.

Failure to anticipate market trends. An entrepreneur doesn't recognize changes in demand, customer preferences or the economic situation.

Lack of managerial ability or experience. An entrepreneur doesn't know or understand the important skills it takes to run a business.

Indecisiveness. An entrepreneur is unable to make key decisions in the face of difficulties, or decisions are delayed or improperly made because of concern for the opinions or feelings of other people.

Bad human relations. Personal problems and conflict with staff, suppliers, creditors and customers can easily lead to business failure.

Diffusion of effort. An entrepreneur tries to do too many things, thus failing to set priorities and focus on high-value tasks.

Business success isn't a mystery waiting to be solved. It's an attainable goal, if you simply avoid the reasons for business failure and continually focus on improving the areas that are responsible for business success.

Brian Tracy is the "Success Secrets" coach at Entrepreneur.com and is one of America's leading authorities on entrepreneurial development. He's produced more than 300 audio and video learning programs covering the entire spectrum of human and corporate performance.

Material copyright © by Entrepreneur.com, Inc. All rights reserved.

------------------------------
The Star Global Malaysians Forum - Response from Almerica - Posted: 11 August 2006 at 1:36am

Great stuffs nik!

Allow me to add. The main problem in today's businesses is that many top corporate owners still find it tough to delegate and trust even their fully competent and qualified generals to make a call. This slows down decision making process and one major fact today is that business is very much based on the speed of making things happen.

My company had the privilege of being appointed as an ad-hoc project manager and coordinator, handling everything from protocol communications to organising a huge MNC's official opening of its plant in Pg with our CM being the honorary guest. (see the link below). We were given just about 3 weeks from the word go to make it happen and the rate of their approval for our proposals were simply superb.

http://www.thestar.com.my/news/story.asp?file=/2006/8/10/north/15077905&sec=North

They are currently the fastest growing semicon company (as listed in Forbes). Our CM, Tan Sri Koh and everybody present were astounded when the CEO of the corporation mentioned that it was his first trip to Pg! He reiterated that he based his actions on the advices of his team of leaders here in Malaysia & S'pore. He went ahead to invest 100million here upon their advice and only made his trip here to witness the official opening of the plant. And the greatest achievement is that they built the plant and started its operations (with over 200 staffs) all within 3 months making them a record breaker! You know what their tagline is? Moving Forward Faster.

And here we sometimes see big local companies that has so much red tape that even a decision to approve a Rm 1000 purchase is delayed due to the green light required by the MD. Hmmm, we have always teased at the "kiasu-ness" of the Singaporeans but I wonder if we ever look at our own "kiasi-ness", hehe.
---------------------------------
Nik Zafri's Response - Posted: 11 August 2006 at 1:36pm

Almerica wrote:
Great stuffs nik! Allow me to add. The main problem in today's businesses is that many top corporate owners still find it tough to delegate and trust even their fully competent and qualified generals to make a call. This slows down decision making process and one major fact today is that business is very much based on the speed of making things happen.


This is the part that I will never understand. Despite we have all the sophisticated and up-to-date or 'state of the art' tools and technologies, yet, we are sometimes; as if; still 'too conventional and simplistic' in managing an organization. Correct me if I'm wrong...has this got something to do with 'fear of change'? (among the senior management level?)

Almerica wrote:
My company had the privilege of being appointed as an ad-hoc project manager and coordinator, handling everything from protocol communications to organising a huge MNC's official opening of its plant in Pg with our CM being the honorary guest. (see the link below). We were given just about 3 weeks from the word go to make it happen and the rate of their approval for our proposals were simply superb.

http://www.thestar.com.my/news/story.asp?file=/2006/8/10/north/15077905&sec=North

They are currently the fastest growing semicon company (as listed in Forbes). Our CM, Tan Sri Koh and everybody present were astounded when the CEO of the corporation mentioned that it was his first trip to Pg! He reiterated that he based his actions on the advices of his team of leaders here in Malaysia & S'pore. He went ahead to invest 100million here upon their advice and only made his trip here to witness the official opening of the plant. And the greatest achievement is that they built the plant and started its operations (with over 200 staffs) all within 3 months making them a record breaker! You know what their tagline is? Moving Forward Faster.


I'm impressed!! Here's what I think...your company has what I call the 'one-game-plan'...not 'multiple game plan'...meaning - the majority (I wouldn't say all) of your company's population is genuinely working according to the Company's vision, mission, objectives and goals. The effectiveness of your company's operation could may be well attributed to the effectiveness of leadership, resource management, information dissemination, A & P and good human resources/traning/development. Of course, you may still find 'hiccups' here and it's all about continual improvement. Only - I'm not sure about one thing..if you're willing to share with us here....what's your company's branding and most importantly, how did your company make everyone understand that they are carrying a big responsibility of 'enhancing the corporate image'?

Almerica wrote:
And here we sometimes see big local companies that has so much red tape that even a decision to approve a Rm 1000 purchase is delayed due to the green light required by the MD. Hmmm, we have always teased at the "kiasu-ness" of the Singaporeans but I wonder if we ever look at our own "kiasi-ness", hehe.


Memory serves, here's something that we've discussed a long time ago...

http://www.globalmalaysians.com/forum/forum_posts.asp?TID=465&PN=2

(perhaps you should 'reactivate' this topic)
---------------------------------
Response from Almerica - Posted: 12 August 2006 at 12:22am

It's largely due to inculcating the self belief in themselves. Here's my method of doing it on a step by step basis, from a new staff's day of entry into our fold (though a very small one that is, at the moment):

- Have at least an hour or two "get to know better session" with the person
- Exchange some stories about one another and find out their likes and dislikes
- Lend support to the causes they believe in
- Find out into more detail what they believe their strengths are
- Brief them about what the company's strengths and weaknesses are, and also where the company is heading
- Explore with them (we do not dictate) on how their strengths can be used to tie in with the company's plans and then assign that part of the responsibility of the workscope to them
- Work out a gameplan with them based on what they believe they can do which runs in line with what you want them to do
- Tell them it's ok to make mistakes (to eradicate the fear of making a mistake which could prevent them from exposing their true potentials) as long as it's not about anything illegal or malicious or involves self greed.
- Start a buddy system for them for the next few weeks
- Keep them involved in group conversations (to eradicate shyness as well as to make them feel at home)

and the list goes on......

Those are the compulsory stuffs we do cos I feel that there is no way we can know all about each other from just interviews no matter how many times we have done it.

Once the self belief is there, without the lingering fear of making mistakes, the passion on the job grows within them. And with passion comes commitment and the sincere desire to do it well, do it right and do it fast. And the ultimate outcome would be getting the results that we all need. We tell them that rewards will come on its own when we do what we have to but when one focuses on the rewards, one may do the wrong thing to get it because the priority becomes clouded, and they may end up getting no reward at all because of that.

Above all, be fair, compliment when it is due, point out effectively when they are wrong. It is not that we are being soft with them. Respect them and they will respect you and the company. Be transparent, allow your door to be always opened to anyone.

If you dont spend some time for your people, they won't spend much time for you or your company either. So patience and sincerity has to be shown on the part of the leader first. Good staffs don't need you, you need good staffs. They are the best form of investment any company can ever have. For me, my first assessment which forms my decision of any potential person is the heart. If its clean, pure and good, then every other thing can be developed from there cos that to me, is the foundation of a person's character.