Chapter One

Introduction
The purpose of this study is to investigate the employee relation of Baseerah International School from
the point of view of the employees. The first chapter begins by reviewing the school and literature of
employee relation. After that considering the literature review, we make a framework which is based on
why we choose this topic; finally, the chapter concludes by providing a summary of the structure of the
study.

1.1 Company Overview

Baseerah provides a time-tested academic core while expanding its Cambridge- Islamic- Arabic
courses offerings to fit its students' interests, development needs & continued Islamic Identity.
Baseerah concentrates on some subjects such as Islamic studies, Arabic & Malay language besides
English language as the main instructional media for teaching most subjects.
1.1.1 Mission
Enable distinguished Muslim Generation
1.1.2 Vision
Graduate a large percentage of Muslim students with A academic marks and Hafez of Quran.
1.1.3 Teaching & Learning
Baseerah offers the Cambridge International Curriculum starting with the International Primary
Programme and the IGCSE for secondary school. It incorporates elements of the curriculums from the
Middle East as well as Malaysia.
The curriculum also consolidates Islamic values and teachings along with the Arabic language. An
equal emphasis is also placed during co-curricular activities which provides not only a balanced to the
academic requirements but also a healthy lifestyle for the students at the school..
1.1.4 Facilities
Baseerahs facilities include a network of classroom for the different education stages, computer labs,
playground, a spacious prayer hall and a library and resource center.

1.2 Employee Relations

Employee relations is a study of the rules, regulations and agreements by which employees are
managed both as individuals and as a collective group, the priority given to the individual as opposed
to the collective relationship varying from company to company depending upon the values of
management. As such it is concerned with how to gain peoples commitment to the achievement of an
organisations business goals and objectives in a number of different situations (Gennard and Judge,
2002).
Todays people giving more importance on HR as retaining the right talents, nurturing a skilled
workforce and attracting productive individuals is the main focus of business. Developed countries like
UK, USA followed Human Resources Standard and Malaysia is not left behind. With the vision of
2020 on knowledge and skilled workforce for Malaysias economic growth it established HR
certification Steering committee on standards on 11 February, 2014 and make a comprehensive
document on NHRS with nine months research and engagement of industry leaders. Here, they focus
on strategies, policies, structures, and process which is needed to maintain employee commitment thar
directly affect employee relations. Thus they focus on nine important elements on employee relations
such as develop strategy, policy and practice, manage policy advice and guidance documents; manage

grievances, absenteeism and dispute; trade union management; coaching, counselling and mentoring;
occupational safety and health; employee engagement; retrenchment and VSS; and performance
improvement program (NHRS, 2014)
1.2.1 Importance
Work becomes easy if it is shared among all
The organization becomes a happy place to work if the employees work together as a family
An individual feels motivated in the company of others whom he can trust and fall back on
whenever needed
Healthy employee relations also discourage conflicts and fights among individuals
A healthy employee relation reduces the problem of absenteeism at the work place
It is wise to share a warm relation with your fellow workers, because you never know when you
need them.
1.2.2 General Information
Only 13% of employees around the world are actively engaged at work, and more than twice
that number are so disengaged they are likely to spread negativity to others.
86% of business and HR leaders believe they do not have an adequate leadership pipeline (38%
see it as an urgent problem)
79% believe they have a significant retention and engagement problem (26% see it as urgent)
75% are struggling to attract and recruiting the top people they need (24% urgent)
mobile device users check their phones 150 times per day
the average office worker can only focus for seven minutes at a time before they either switch
windows or check Facebook (Neurologist Larry Rosen) (Josh Bersin , MAR 15, 2014)

1.3 Framework of why we choose this Topic

1.3.1 Employment Contract Terms & Conditions of Baseerah International School
This Employment Contract Terms & Conditions (hereinafter referred to as the "Handbook") contains
additional, but not necessarily all, terms & conditions of employment (including policies, rules,
regulations and/or procedures) of the Company in respect of all Employees unless expressly excluded
in the individual Employment Contract.
As it is neither possible nor desirable to define every item relating to Employees terms and conditions
of employment along with the meaning or interpretation of all matters set out in this Handbook, the
interpretation or construction of provisions in this Handbook and any subject or matter arising from an
Employees employment not covered in this Handbook shall be referred to HR for clarification and
interpretation.
The Company reserves the right to modify, alter or discontinue any of the terms and/or conditions of
employment including those set out in this Handbook without prior notice in any manner or format.
The Company shall notify the Employees in an appropriate manner in writing of any changes and each
Employee shall be deemed to have notice of the same upon issuance of such notification. Accordingly,
Employees are advised to keep up with the latest information whenever notifications, circulars,
memorandums and/or letters, etc are issued by the Company, generally through the Board of Directors
or School Management.
1.3.2 Performance & Development Management System (PDMS)
Performance Evaluation

The Company shall review the performance of all Employees in accordance with the performance
appraisal procedure established by the Company from time to time.
Professional Development
The Company accomplishes its work through two major avenues: Cross-learning among Employees
and professional development training internally and externally.
Every Employee shall have an Individual Development Plan (IDP), which is an integral part of the
PDMS. The PDMS will be agreed between the Employee and his supervisor and shall comply with the
approved Budgetary Requirements Request.
A copy of the IDP shall be sent to HR for approval and shall communicate with the supervisor to find
the best possible programs within the assigned budget
1.3.3 National Human Resources Standard and Framework
The National Human Resources Standard in Malaysia (11 February, 2014) focuses mainly in nine area
such as develop strategy, policy and practice, manage policy; advice and guidance documents; manage
grievances, absenteeism and dispute; trade union management; coaching, counselling and mentoring;
employee engagement and so on to achieve professional competence.
After analysing NHRS (2014) and company policy, we find that we need to focus on three different
areas of Employee Relations Standard

1. Lack of
employee
relations
strategy and
policy
2. There is no
clear indication
of personal
development
3. Do not
properly follow
terms and
condition

Employee
Relations

Employee
relations
strategy and
policy
Coaching,
counselling, and
mentoring

Employee
engagement

1.
Employee
job
satisfactio
n
2.
Increase
profitabilit
y

1.4 Chapter Summary

The purpose of this chapter is to set the scene for the rest of the study. This is useful for formulating
literature review, methodology, data analysis, findings as well as discussion and conclusion in different
chapters to understand the topic more effectively. Chapter two investigates current literature on
Industry; Business; Company; HR policy and standards; coaching, counselling and mentoring; and
employee engagement. Later chapters incorporate methodology and data analysis respectively. After
that there is findings and recommendations in chapter five which aim is to present important
information of analysis part as well as detailing the limitations of the study and future research
opportunities.