5.

0 MANAGEMENT PLAN

5.1 Introduction to Human Resource Department

The Human Resources Department of Revive Eco-Friendly Inc function includes a variety of

activities, and key among them is deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs, recruiting and training the best
employees, ensuring they are high performers, dealing with performance issues, and ensuring
your personnel and management practices conform to various regulations.

Activities also include managing your approach to employee benefits and compensation,
employee records and personnel policies. In our company there is a Chief Executive Officer and
the total number of manager is 5 managers that include financial manager, product design
manager, marketing manager, operational manager and also human resource manager.

There is also a 1 designer, 1 graphic designer, 1 secretary, 2 promoter, 1 clerk, 2 skilled

labour, 4 general skilled labour, 1 accountant, 1 marketing officer, 1 finance officer and 1
operating officer. So the total of staff in Revive Eco-Friendly Inc is 21 staff.

This number of staff will be increase according to the need of company from time to time
or in the future. Revive Eco-Friendly Inc man power is increase from year to year base on
product produce per year. Our product produce is increase 20% per year.

From the first year which is 2011, our product produce is 33000 and only have 4 General
Workers (factory) for man power. That mean 1 General Workers (factory) may handle 3300/year
product. So to calculate the number of workers to support the product that will produce is
3300/product produce per year.
5.1.1 Human Resource Mission, Vision and Goals

5.1.1.1 Vision
Human Resource Department are securing and maintaining a position of world leadership in
discovery and technology development in recycling industries.

5.1.1.2 Mission
Become one of the departments concerned about the welfare of workers, training and providing
effective policies, procedures and people friendly guidelines and support within companies.

5.1.1.3 Goals

 A diverse, highly skilled, productive, healthy, and efficient workforce.

 Fair and lawful treatment of all employees.

 Highly effective supervisors, leaders and managers.

 Operational excellence in the delivery of all Human Resource services and functions.

 Alignment of HR policies and processes with the organization’s needs and goals.
5.1.2 Company Details

Company Name : Revive Eco-Friendly Incorporation

R.O.B No. : 9687152-L

Date Incorporated : 18 December 2011

Office Address : Batu 12, Jalan Bidor

Peti Surat 120, 36008
Teluk Intan, Perak

Factory Address : Batu 10, Jalan Selama

Peti Surat 11, 36008

Teluk Intan, Perak

Telephone No. : +605 6 922 1443

Fax No. : +605 6 922 1442

Website : http://www.reviveecofriendly.com

Email Address : enquiry@ reviveecofriendly.com

Paid-up Capital : RM 600,000.00

Allowable Capital : RM 600,000.00

Bank : CIMB Berhad

Account No. : 3-8596-324-3585

5.2 Management Summary

Revive Eco-Friendly Incorporated was managed by an eco-friendly staff of professionals which

is commissioned and operated by Mr. Badrul Munir Mohd Radzi, as the Chief Executive Officer
and main shareholders, followed by the managers, Ms Siti Nur Audauwiyah Abzila as the
Human Resource manager , Ms. Fatima Islam Happy as the financial manager which is the one
who will handling on financial part, Mr. Mohd Khairul Fahmi Bin as the operational manager,
Mr. Elnazir Mohamed Osman Abuzead as the product and design manager and Ms. Erni Diana
Zahri which is our marketing manager which all of them are also defined as a partnership
business.

This company is a private limited company and it is producing Masonry Blocks by using
oil Palm Shell to implement it. Since this is a partnership company, every partner will handle one
of the organization post based on the specific managerial skills they acquired. Management style
reflects the participation of the owners. Basically, the report is a challenging but interesting read.

Lack of data and some of the assumptions that have been made, particularly in the
treatment given to recycled materials, means the conclusions need to be treated with caution.
Nevertheless, with the information generated in this, it should be possible to get an indication of
the soldering options with a relatively low environmental load. The company respects its
community of co-workers and treats all workers well.
5.3 ORGANIZATION CHART
5.3.1 Top Management Organization Chart

BADRUL MUNIR MOHD

RADZI
Chief Executive Officer

SITI NUR AUDAUWIYAH

ABZILA
Secretary & HR Manager

FATIMA ISLAM ERNI DIANA BINTI ELNAZIR MOHAMED MOHD KHAIRUL

HAPPY ZAHRI OSMAN FAHMI AMIRUDDIN
Financial Manager Marketing Manager Product Design Manager Operation Manager
Figure 5.1: Top Management Organization Chart
5.3.2 Department of Human Resource Organization Chart

Siti Nur Audauwiyah Abzila

Human Resources Manager

Farhad Ramli
Assistant Manager

Muthu a/l Selva Sarah Ayoub Farid Hasyim

General Workers General Workers General Workers

Salmah Hassan
Cleaner

Figure 5.2: Department of Human Resource Organization Chart

5.3.3 Department of Financial Organization Chart

Fatima Islam Happy

Financial Manager

Norkadri Shah Muhliza Mujahidin

Accountant Assistant Manager

Tan Boon Sew Melisa Choong Selva A/L Mutusamy

General Workers General Workers General Workers

Figure 5.3: Department of Financial Organization Chart

5.3.4 Department of Marketing Organization Chart

Erni Diana Zahri

Marketing Manager

Zahidah Aziz Airasunaini Kassim

Assistant Manager Clerk

Salem Bachik Khairul Miskin Hamidun ilyas

Marketing Executive Marketing Executive Marketing Executive

Figure 5.4: Department of Marketing Organization Chart

5.3.5 Department of Product Design Organization Chart

Elnazir Mohamed Osman

Product Design Manager

Zhafran Azan Salleh Fahmi

Assistant Manager Clerk

Syarina Hasyim
Clerk

Alysa Musa Lim Kang Hew Misha Omar

Designer Technician General Labour Supervisor

Figure 5.5: Department of Product Design Organization Chart

5.3.6 Department of Operation Organization Chart

Khairul Fahmi Amiruddin

Operation Manager

Yeop Badri Hafizah Asmaa

Assistant Manager Clerk

Jehan Miskin Musa Ahmad Khuzairie Adnan

Maintainance Division Quality Control Officer Maintainance Division

Rahman Kamal Driver

General Workers
Supervisor 3 Position

Security Guard

Figure 5.6: Department of Operation Organization Chart

 5.3.7 Revive Eco-Friendly Organization Charts

Badrul Munir Mohd Radzi

Chief Executive Officer

Assistant Manager
• Mr ai
General Workers Cleaner
Clerk Assistant Manager

Clerk
Siti Nur AudawiyahDriver
R

Erni Diana Zahri

Quality Control Officer Assistant

Receptionist Guard
Fatimah Islam Happy Elnazir Mohamed Osman
Designer
Khairul Fahmi Manager

Human Resources Marketing Manager

Technician
Quality Control Officer Maintenance

Financial Manager Product Design Manager Operation Manager

Division

Accountant
Manager Assistant Manager
General Labor General Labour Driver

Guard
General Workers General Workers

Assistant Manager

Marketing Executive Clerk

5.4 Partnership Agreement

Revive Eco-Friendly Inc. is one of the incorporated companies that exist in Malaysia. In
Revive Eco-Friendly Inc. the percentage of shares are being divided according to the table
below:-

No Name Board of Director Position Shares

1 Mr. Badrul Munir Bin Mohd Radzi Chief Executive Officer 45%
2 Ms. Siti Nur Audauwiyah Bte Abzila Secretary And HR Manager 15%
3 Ms. Erni Diana Bte Zahri Marketing Manager 10%
4 Ms. Fatima Islam Happy Financial Manager 10%
Mr. Mohd Khairul Fahmi Bin
5 Operational Manager 10%
Amiruddin
Mr. Elnazir Mohamed Osman Product And Design
6 10%
Abuzead Manager
Total RM 800,000

5.4.1 Management Team

 Chief Executive Officer (C.E.O)
Name Ir. Badrul Munir Bin Mohd Radzi
Gender Male
I/C 740601-13-5659
Date of Birth 1st June 1974
Age 36 years old
Address B-1-7, Pangsapuri Cempaka Sari,
Sekyen 9,
43450 Bandar Baru Bangi,
Selangor.
Telephone no. +60387382267 ext. 831
Mobile no. +6017-832-9699
Marital Status Married
Email badrulmunirmohdradzi@gmail.com
Education Master in Business Administration
(University of Pennsylvania, United State of
America)
Bachelor of Civil Engineering,
(Kuala Lumpur Infrastructure University
College, KLIUC, Malaysia)

Experience  20 years of experience in business

strategies, management and marketing
and also in handling some projects.
 Chief Executive Officer (CEO),
Revive Eco-Friendly lnc. (2007 -
present)
 Marketing Director of Celcom
Malaysia Sdn Bhd
(1985-1997)
 Executive Director of AirAsia (1997-
 2007)
Personal Achievement  Natural leadership, negotiation, soft
skills through Psychological and
consumer behaviour plus intensive
public relation integrated.
 A skilled communicator; able to
maintain cultural sensitivity, establish
report with members of diverse
groups, and promote team
cohesiveness.
 Self motivated and positive attitude
towards failure.
 One concept in life: impossible is
almost nothing.
 Exceptional collaborator; able to
manage company and handling projects.

Human Resource Manager

Name Siti Nur Audauwiyah Bte Abzila

Gender Female
I/C 760828-23-7594
Date of Birth 8th August 1976
Age 35 years old
Address No 28, Jln Sutera 2/3b,
 Taman Sutera, Bukit Angkat,
43000 Kajang, Selangor
Telephone no. +60387382267 ext. 832
Mobile no. +6019 3739620
Marital Status Married
Email adia_atg@yahoo.com
Education Bachelor of Arts in Human Resources
Management,
Kuala Lumpur Infrastructure University
College (KLIUC),Malaysia.
Diploma in Business Administration,
University Kebangsaan Malaysia (UKM),
Malaysia.

Experience  Human Resources Manager, Revive

Eco-Friendly Inc (2011 - present)
 Secretary and Human Resources
Officer, Kumpulan Ikram Sdn.Bhd
(2006 – 2010)
 Secretary and Human Resources
Officer, Panasonic Group, Malaysia
(2000 – 2006)
Personal Achievement  Good knowledge in administrative and
secretarial tasks and able to plan and
coordinate appointments as required.
 Strong comprehension in Human
Resources.
 Ability to communicate very well in
Malay and English languages.
 Marketing Manager

Name Erni Diana Bte Zahri

Gender Female
I/C 800926-10-5864
Date of Birth 26th September 1980
Age 31 years old
Address No 23, Jln Merpati 2,
Tmn Bukit Meringin,
43000 Kajang, Selangor.
Telephone no. +60387382267 ext. 833
Mobile no. +6019-564 8779
Marital Status Married
Email ernidianazahri@yahoo.com
Education Master in Business Administration
 (University of Perth, Australia)
Bachelor of Civil Engineering, ( University
TechnologyMara,UITM,Malaysia)
Diploma of Civil Engineering(Kuala
Lumpur Infrastructure University College,
KLIUC, Malaysia)
.

Experience  9 years of experience in business

strategies, experience in Marketing
and Management.
 Marketing Manager, Revive Eco-
Friendly lnc. (2007 - present)
 Marketing Assistant Petronas
Malaysia Sdn Bhd (1995-1997)
Personal Achievement  Good knowledge in market analysis,
customer services, and product
publication Well-organized.
 The ability to work effectively with
people from all level.
 Able to prioritize and generate results
to achieve organizational objectives
within time and budgetary
expectations.
 Organized and styled merchandise for
effective presentation in a catalogues
or brochures; or more accurately,
advertising and publications the
 products.
 Coordinated product information and
distribution for representatives and
major accounts.
 Doing the promotions for the products.

Financial and Account Manager

Name Fatima Islam Happy

Gender Female
I/C W0715136
Date of Birth 1st April 1976
Age 35 years old
Address No 56 Jalan Setiawangsa,
Taman Tuanku Rahman,
43450 Bandar Baru Bangi,
Selangor.
Telephone no. +60387382267 ext 834
Mobile no. +60162957258
Marital Status Married
Email happyfathu88@yahoo.com
Education - M.A. Finance and Management, 2000
California States University, San Diego, CA
- Bachelor of Accountancy, University of
Singapore, Singapore.
Experience  12 years of experience in Accounting
and Finance.
 Financial and Account Manager,
Revive Eco-Friendly Inc. (2010-
present)
 Senior Account Manager, The Straits
Corporation (2005-2010)
Personal Achievement  Outstanding productivity both as a
loan and finance officer as an
accountant.
 Unique combination of expertise in
mortgage banking, training, sales, and
finance.
 Expert and updated in using computer
software applications.
 High knowledge in preparing and
verifying monthly payroll of all
employees, handling full set of
accounts, and generating financial
reports
 Dynamic leader and team builder,
consistently motivating others toward
success.
 Product and Design Manager

Name Elnazir Mohamed Osman Abuzead

Gender Male
I/C W0725673
Date of Birth 28th May 1975
Age 35 years old
Address C 12- 20
Serdang south city , Malaysia
Telephone no. +60387382267 ext 835
Mobile no. +60172151658
Marital Status Married
Email Elnazeerubzead@hotmail.com
Education Master in Software Design
University of Western Sydney [ UWS]  –
Australia , 2001
Bachelor of Civil Engineering (Hons)
Kuala Lumpur Infrastructure University
College, Malaysia, 1998
Experience  9 years working experienced in
designing and productions.
 Product Design Manager, Revive Eco-
Friendly Inc. (2010-present)
 Design Manager, TOSHIBA Sdn. Bhd
(2005-2010)
  Productions Manager, SONY(2005-
2001)
Personal Achievement  Expertise in implementation and
maintenance of design control
procedures, reporting on the
performance of the design department
and improving product designs.
 Establish procedures for maintaining
high standards of quality, reliability
and safety in products design.
 Knowledgeable in enforce through
functional groups like safety and
quality requirements in accordance
with real company needs, based on
current regulations and state of the art
and design practices.
 Operational Manager

Name Mohd Khairul Fahmi Bin Amiruddin

Gender Male
I/C 661216-56-6105
Date of Birth 16th December 1966
Age 44 years old
Address No 02-03 Block 20,
Jalan Pinang 3 Taman Daya,
81100 Johor Bahru,
Johor Darul Takzim.
Telephone no. +60387382267 ext 836
Mobile no. +6013-3198378
Marital Status Married
Email khairulfahmi89@yahoo.com
Education  Master of Business Administration,
University of Perth, Perth, Australia.
 Bachelor in Civil Engineering
(Hons), Kuala Lumpur Infrastructure
University College, Kajang,
Selangor.
Experience  15 years working experienced in
operations and manufacturing.
 Operational Manager, Revive Eco-
Friendly Inc. (2010-present)
 Senior Operation Manager, LG Group
(2003-2010)
  Operations Director, Malaysia Air
Asia Sdn Bhd. (2003-1998)
 Manufacturing Manager, Air Asia
Sdn. Bhd (1998- 1995)
Personal Achievement  Good knowledge in researching,
statistic, leading, managing, and quick
decision making and is a creative
thinker.
 Possess leadership qualities, Strong
management that can motivate and
lead the staff’s.
 Excellent in hands-on operational
matters on site.
 Expert in quality control and in charge
of production line.

5.4.2 LABOUR FORECASTING

Type Of Job Year

 2011 2012 2013 2014 2015 TOTAL
Chief Executive Officer 1 1 1 1 1 5
Secretary 1 1 1 1 1 5
Human Resource Department
Human Resource Manager 1 1 1 1 1 5
Assistant Manager 1 1 1 1 1 5
General Worker 1 1 1 1 1 5
Cleaner 1 1 1 1 1 5

Marketing Department
Marketing Manager 1 1 1 1 1 5
Assistant Manager 1 1 1 1 1 5
Marketing Executive 2 2 2 2 3 11
Clerk 1 1 1 1 1 5

Operational Department
Operation Manager 1 1 1 1 1 5
Assistant Manager 1 1 1 1 1 5
General Workers 4 4 5 6 7 26
supervisor 1 1 1 2 2 7
clerk 1 1 1 1 1 5
Quality Control Officer 1 1 1 1 1 5
Maintenance Devision 1 1 1 2 2 7
Driver 3 3 3 3 3 15
Guard 1 1 1 2 2 7

Financial Department
Financial Manager 1 1 1 1 1 5
Assistant Manager 1 1 1 1 1 5
Accountant 1 1 1 1 1 5
General Worker 1 1 1 1 1 5

Product Design Department

Product Design Manager 1 1 1 1 1 5
Assistant Manager 1 1 1 1 1 5
Clerk 1 1 1 1 1 5
Designer 1 1 1 2 2 7
General Worker Supervisor 1 1 1 1 1 5
Technician 1 1 1 2 2 7
Sub Total 185

5.4.3 SALLARY FORECASTING

For 2011
N Position Salary NO EPF SOCSO Total
o (RM) . Employe Employer Employee Employer (RM)
e
10% 11% 0.4% 1.5%  
(RM) (RM) (RM) (RM)
1 Chief 7,000 1   770   105 6,125
Executive
Officer
2 Secretary 900 1 90   3.6   806.4
3 Human 4,000 1   440   60 3,500
Resource
Manager
4 Marketing 4,000 1   440   60 3,500
Manager
5 Production 4,000 1   440   60 3,500
Manager
6 Operation 4,000 1   440   60 3,500
Manger
7 Financial 4,000 1   440   60 3500
Manager
8 Marketing 1,500 3 150   6   1,344
Executive
9 Clerk 1000 4 100   4   896
10 General 1000 8 100   4   896
Worker
11 Assistant 1,500 5 150   6   1,344
Manager
12 Accountant 2,500 1 250   10   2,240
13 Cleaner 350 1 35   1.4   313.6

15 Quality 3,000 1 300   12   2,688

Control
Officer
16 Maintenanc 3,000 1 300 12   2,688
e Division
17 Designer 3,000 1 300 12   2,688

18 Supervisor 1,500 1 150   6   1,344

19 Technician 1,500 1 150   6   1,344

20 Driver 900 3 90 3.6 806.4

21 Guard 800 1 80 3.2 716.8

  Sub-Total 49,45 38 2,245 2,970 89.8 405 43,740.

0 2

For 2012
N Position Salary NO EPF SOCSO Total
o (RM) . Employe Employer Employee Employer (RM)
e
10% 11% 0.4% 1.5%  
(RM) (RM) (RM) (RM)
1 Chief 7,000 1   770   105 6,125
Executive
Officer
2 Secretary 900 1 90   3.6   806.4
3 Human 4,000 1   440   60 3,500
Resource
Manager
4 Marketing 4,000 1   440   60 3,500
Manager
5 Production 4,000 1   440   60 3,500
Manager
6 Operation 4,000 1   440   60 3,500
Manger
7 Financial 4,000 1   440   60 3500
Manager
8 Marketing 1,500 3 150   6   1,344
Executive
9 Clerk 1000 4 100   4   896
10 General 1000 8 100   4   896
Worker
11 Assistant 1,500 5 150   6   1,344
Manager
12 Accountant 2,500 1 250   10   2,240
13 Cleaner 350 1 35   1.4   313.6

15 Quality 3,000 1 300   12   2,688

Control
Officer
16 Maintenanc 3,000 1 300 12   2,688
e Division
17 Designer 3,000 1 300 12   2,688

18 Supervisor 1,500 1 150   6   1,344

19 Technician 1,500 1 150   6   1,344

20 Driver 900 3 90 3.6 806.4

21 Guard 800 1 80 3.2 716.8

  Sub-Total 49,45 38 2,245 2,970 89.8 405 43,740.

0 2
 For 2013

No Position Salary NO EPF SOCSO Total

(RM) . Employee Employer Employee Employer (RM)

10% 11%(RM) 0.4%(RM) 1.5%  

(RM) (RM)
1 Chief 7,000 1   770   105 6,125
Executive
Officer
2 Secretary 950 1 95   3.8   851.2
3 Human 4,100 1   451   61.5 3,587.5
Resource
Manager
4 Marketing 4,100 1   451   61.5 3,587.5
Manager
5 Production 4,100 1   451   61.5 3,587.5
Manager
6 Operation 4,100 1   451   61.5 3,587.5
Manger
7 Financial 4,100 1   451   61.5 3,587.5
Manager
8 Marketing 1,600 3 160   6.4   1,593.6
Executive
9 Clerk 1000 4 100   4   896
10 General 1000 8 100   4   896
Worker
11 Assistant 1,600 5 160   6.4   1,433.6
Manager
12 Accountant 2,600 1 260   10.4   2,329.6
13 Cleaner 450 1 45   1.8   403.2

15 Quality 3,100 1 310   12.4   2,777.6

Control
Officer
16 Maintenanc 3,100 1 310   12.4   2,777.6
e Division
17 Designer 3,100 1 310   12.4   2,777.6

18 Supervisor 1,600 1 160   6.4   1,433.6

19 Technician 1,600 1 160   6.4   1,433.6

20 Driver 950 3 95 3.8 851.2

21 Guard 850 1 85 3.4 761.6

  Sub-Total 51,000 38 2,350 3,025 94 412.5 45,278.5

 For 2014

No Position Salary NO EPF SOCSO Total

(RM) . Employee Employer Employee Employer (RM)

10% 11%(RM) 0.4%(RM) 1.5%  

(RM) (RM)
1 Chief 7,300 1   803   109.5 6,387.5
Executive
Officer
2 Secretary 1000 1 100   4   896
3 Human 4,200 1   462   63 3,675
Resource
Manager
4 Marketing 4,200 1   462   63 3,675
Manager
5 Production 4,200 1   462   63 3,675
Manager
6 Operation 4,200 1   462   63 3,675
Manger
7 Financial 4,200 1   462   63 3,675
Manager
8 Marketing 1,700 3 170   6.8   1,523.2
Executive
9 Clerk 1100 4 110   4.4   985.6
10 General 1100 8 110   4.4   985.6
Worker
11 Assistant 1,700 5 170   6.8   1,523.2
Manager
12 Accountant 2,700 1 270   10.8   2,419.2
13 Cleaner 450 1 45   1.8   403.2

15 Quality 3,200 1 320   12.8   2,867.2

Control
Officer
16 Maintenanc 3,200 1 320 12.8   2,867.2
e Division
17 Designer 3,200 1 320 12.8   2,867.2

18 Supervisor 1,700 1 170   6.8   1,523.2

19 Technician 1,700 1 170   6.8   1,523.2

20 Driver 970 3 97 3.88 869.12

21 Guard 870 1 87 3.48 779.52

  Sub-Total 52,890 38 2,459 3,113 98.36 424.5 45,899

 For 2015

No Position Salary NO EPF SOCSO Total

(RM) . Employee Employer Employee Employer (RM)

10% 11%(RM) 0.4%(RM) 1.5%  

(RM) (RM)
1 Chief 7,300 1   803   109.5 6,387.5
Executive
Officer
2 Secretary 1000 1 100   4   896
3 Human 4,200 1   462   63 3,675
Resource
Manager
4 Marketing 4,200 1   462   63 3,675
Manager
5 Production 4,200 1   462   63 3,675
Manager
6 Operation 4,200 1   462   63 3,675
Manger
7 Financial 4,200 1   462   63 3,675
Manager
8 Marketing 1,700 3 170   6.8   1,523.2
Executive
9 Clerk 1100 4 110   4.4   985.6
10 General 1100 8 110   4.4   985.6
Worker
11 Assistant 1,700 5 170   6.8   1,523.2
Manager
12 Accountant 2,700 1 270   10.8   2,419.2
13 Cleaner 450 1 45   1.8   403.2

15 Quality 3,200 1 320   12.8   2,867.2

Control
Officer
16 Maintenanc 3,200 1 320 12.8   2,867.2
e Division
17 Designer 3,200 1 320 12.8   2,867.2

18 Supervisor 1,700 1 170   6.8   1,523.2

19 Technician 1,700 1 170   6.8   1,523.2

20 Driver 970 3 97 3.88 869.12

21 Guard 870 1 87 3.48 779.52

  Sub-Total 52,890 38 2,459 3,113 98.36 424.5 45,899

5.5 JOB DESCRIPTION

5.5.1 Chief Executive Officer:

I. Develop the organization structure of the company, company profile and background
II. Determine organization goals and company objectives
III. Supervise top manager/department head
IV. Making final decisions on all company matters
V. Plan, implement and control the overall management of the business, monitor the
strategic progress of the business and be accountable for the overall performance of
the business.
VI. Plan and direct the organization’s activities to achieve stated/agreed targets and
standards for financial and trading performance, quality and culture.

5.5.2 Marketing Manager:

I. To identify new market niche through a streamlined marketing research, competition

analysis and prevailing market conditions.
II. Foster close collaboration with the global headquarters to channel periodical feedback
from the local market in order to drive continuous development of new lines of
products.
III. Formulate, plan and execute new marketing plans, communication strategies, such as
advertising campaigns, to attract customers.
IV. Establish a periodical review for marketing activities; assess and evaluate results and
feedback higher management team to determine next course of actions.
V. Develop close liaison with the media and advertising fraternity, maintaining the
prospect of long term strategic alliances.
VI. Analyze sales statistics gathered to determine sales potential and inventory
requirements and to monitor customers’ preferences. Such information is vital in the
development of products and the maximization of profits while ensuring the firm's
customers are satisfied.
VII. Estimate the demand of the products and services offered by the firm and its
competitors. In addition, they identify potential markets.
 VIII. Ensure that the marketing management is in control and up-to-date.
IX. Undertake negotiation with vendors and third party to establish network of
distribution, rights of product distributorship and brainstorming hand-in-hand marketi

5.5.3 Financial Manager:

I. Concerned primarily with the financial affairs of an organization.

II. Translation of actions, both past and proposed, into meaningful and relevant
information for use in the management process.
III. Budgeting, accounting, reporting, and the analysis and interpretation of the financial
significance of past events and future plans.
IV. Do the internal auditing, management analysis and others.
V. Collectively more than individually, become an integral part of the management of
the organization.
VI. Ensures that all policies and procedures are in compliance with the organization and
funding source policies, procedures, and requirements.
VII. Manages the financial activities and schedules to meet the financial reporting
requirements and deadlines specified.
VIII. In charge of general accounting that involves the preparation of statistical data &
financial reports concerning profits, cash & inventory.
IX. Analyze report & give advice on the financial dealings of organizations/individuals.
X. Advise on associated record-keeping & compliance requirements.
XI. Responsible in budgeting the company’s financial matters that are assists in the
administration and accounting and also to update the company’s current accounts and
always stable and not facing any problem.
XII. Managing the company cash flow and also prepared the monthly financial reports
including the company’s reports and also control the calculation of the company
revenue, expenses and other costs that will need to be paid by the company.
5.5.4 Operational Manager:

I. The individual must be able to listen, maintain a very detailed list of daily duties
including all problems and correspondence and follow up on all activities and respond
to all issues.
II. In charge of quality control and in charge of production line.
III. Heavily relied upon and must be able to make quick, accurate and precise decisions.
IV. Must be able to juggle many tasks simultaneously and still be available to handle new
incoming immediate runs and any problems that arise unexpectedly.
V. The operations manager must be a team player whose enthusiasm and dedication to
the company must be the example of which the entire team follows and provide
guidance and training to the company's technical team and inform staff of the latest
developments and oversee safety standards in the factory.
VI. In charge of storage of products and materials and determining suitable suppliers for
material.
VII. Have a clear understanding of how to manage Idea generation, project evaluation and
selecting winners, thus minimizing the risk.
VIII. Have a thorough understanding of Technology acquisition & Intellectual Property
Management and evaluate the production process and make changes to improve the
quality and speed of production. Plan for the introduction of new technology
IX. Have the ability of manage working progress and ordering worker’s task.
X. Able to make decision in short time.
XI. Oversee the maintenance and repair of the plant and equipment.
XII. Make sure that the systems for checking the quality of the products are strictly
followed.
 5.5.5 Product & Design Manager:
I. Establish procedures for maintaining high standards of quality, reliability and safety
in products design.
II. Determine the enforce through functional groups like safety and quality requirements
in accordance with real company needs, based on current regulations and state of the
art and design practices.
III. Evaluate and develop new and improved techniques for the control of the product
designs, quality, reliability and safety.
IV. Meet the production staff regularly to discuss the how to maintain the quality
standards of the products.
V. Also will works with customer’s if required to ensure products conform to customer
requirements and meet the customer’s needs.
VI. Responsible for implementation and maintenance of design control procedures,
reporting on the performance of the design department and improving product
designs.
VII. Prepare detail design including the preparation of material take-off with the objective
of minimizing potential clashes during construction and that the right specifications
of material are procured.
VIII. Manage the design process from conceptual design to detailed design including
material take-off and ensure that design output are of high quality (minimum clashes).
IX. Keep records of their inspections and test the result and might prepare the written
reports.
5.5.6 Secretary
I. Word process letters, reports and complaints and proofread legal documents.
II. Type letters, reports, memoranda, agendas, minutes and other documents.
III. Undertake research for management staff.
IV. Handle incoming and outgoing mail and email and arrange appointments and meetings.
V. Filing documents and format documents including track changes.
VI. Maintain equipment and stationery supplies.
VII. Carry out receptionist duties such as greeting visitors and answering telephone calls.
VIII. Assist with records management and filing.
 5.5.7 Human Resource Manager

I. Plan, develop and implement strategy for HR management and development including
recruitment and selection policy/practices, discipline, grievance, counselling, pay and
conditions, contracts, training and development, succession planning, morale and
motivation, culture and attitudinal development, performance appraisals and quality
management issues add others if relevant
II. Establish and maintain appropriate systems for measuring necessary aspects of HR
development
III. Monitor measure and report on HR issues, opportunities and development plans and
achievements within agreed formats and timescales also develop human resources plans
that are aligned to the company's strategic plan.
IV. Manage and control departmental expenditure within agreed budgets
V. Liaise with other functional/departmental managers so as to understand all necessary
aspects and needs of HR development, and to ensure they are fully informed of HR
objectives, purposes and achievements
VI. Maintain awareness and knowledge of contemporary HR development theory and
methods and provide suitable interpretation to directors, managers and staff within the
organisation also manage the personnel filing systems and the organization’s HR
information systems.
VII. Contribute to the evaluation and development of HR strategy and performance in
cooperation with the executive team and advise management on staff and job matters.
VIII. Ensure activities meet with and integrate with organisational requirements for quality
management, health and safety, legal stipulations, environmental policies and general
duty of care.
IX. Design policies and standards for staff issues and seek advice on whether the company is
complying with employment legislation also manage any equal employment
opportunities plans or policies.
X. Analyse and advise on wage, salary plans, manage the payroll and consult with
management and staff over pay and conditions.
5.6 RECRUITMENT POLICY
GENERAL DETAIL

The recruitment and selection process is of paramount importance in order to recruit staff with
the necessary skills and attributes to enable the Company to fulfil its corporate aims and
objectives. The Recruitment and Selection Policy and Procedures aim to provide clear guidance
to managers in relation to both the selection and appointment of staff. This policy promotes and
supports good practice for those with responsibility for recruitment.

This policy and procedures aim to achieve the following objectives:

 Recruit staff with the appropriate skills, both technical and personal, in order to meet the
Company’s current and future needs.

 To ensure that staff appointed to posts involving teaching responsibilities are qualified to
carry out such duties or are working towards an appropriate qualification.

 Work to a fair and effective recruitment procedure, which is consistent with employment
legislation and the Company’s Equality and Diversity policies and practices.

 Develop and enhance the public image of the Company, both as an employer and as a
quality provider of education and research.

Internal candidates or others personally known to the interview panel must be treated in exactly
the same way as all other candidates.

This policy and associated procedures applies to all members of staff other than senior post
holders as defined in the Articles of Association.

Additional guidance on the procedures to be followed in the recruitment of atypical and casual
staff is provided separately.
5.6.1.1 Justification for Recruitment

Before recruitment begins, the following will be given consideration:

 Is it necessary to fill the vacancy?

 Does the role require changes in duties and responsibilities?
 Is it appropriate to evaluate the grade of the post?
 Could the work be accommodated in other ways?
 What terms and conditions are being offered for the post? Are they appropriate and
consistent with the rest of the Company?
 Is there any staff ‘at risk’? Staff at risk within the organisation must be given first
consideration for any vacancy prior to an external / internal advertisement being placed.
 Managers should consider widening the diversity of the team which could include
consideration of part time working / jobsharer / positive action initiatives.

5.6.1.2 Filling the Vacancy

In order for the recruitment process to commence, the Director of Company must gain
authorisation, using appropriate documentation. The following documentation must be
completed for recruitment to all posts:

* Recruitment Request – HR / Finance Authorisation Form

* Job Description
* Person Specification
* Occupational Health Evaluation Form
5.6.1.3 Advertising

It is normal practice that all vacancies are advertised, both internally within the Company, as
well as externally. However, where it is considered that existing staff have the prerequisite skills
consideration may be given to advertising posts internally only. Staff who has been identified to
be ‘at risk’ may be considered for vacant posts prior to internal / external advert if they meet all
the essential criteria of the vacancy.

There may be exceptional occasions when the Company deems it appropriate to use “search”
techniques. Before doing so, the Director of Company must secure prior permission from their
Executive line manager that “search” is the appropriate method.

5.6.1.4 Enquiries

All enquirers will receive a recruitment information pack detailing the requirements of the post.
Wherever possible, this will be provided in electronic format and in alternative formats where
requested.

5.6.1.5 Selection

Short listing

Candidates will only be shortlisted for interview if they meet all the essential criteria defined in
the person specification. If the number of candidates meeting the essential criteria is excessive,
further selection must be undertaken utilising the desirable criteria to achieve a workable
shortlist (suggest no more than 6).
Candidate’s equality and diversity monitoring forms are separated from the application forms
prior to the short listing process. The short listing panel will not have access to this information.
Short listing must be undertaken by at least two individuals who are experienced in the
recruitment process and who will go on to be involved in the interviewing process. At least one
member of the panel should have attended the recruitment and selection “Best Fit” training.
Interviewing

The interview must be conducted by a panel, the suggested composition of which is detailed in
the procedures. All interviews for one post must be conducted by the same panel.

All candidates will be asked a standard format of questions, which will have been decided by the
interview panel prior to the interviews. All questions must be related to the job requirements and
the candidate’s suitability to undertake the role.

Skills assessment

As part of the selection process, Company may wish candidates to partake in a series of skills
tests. These tests must be directly related to the role in question and must be measurable against
objective criteria. Candidates must be informed of the details in the letter inviting them for
interview. Details of any skills tests, including the criteria to be measured and the method of
measuring must be provided in advance to HRD. Skills tests should be held in accessible rooms
where required and requested by a disabled candidate.

5.6.1.6 Appointment

The choice of candidate will be determined by the majority view from the formal interview
panel. The panel will take account of any other information that will have been generated as part
of the selection process. In the case of a tied vote, the Chairs decision will carry.

A formal offer of appointment is to be made / confirmed in writing and will be conditional upon
receipt of references which satisfy Company requirements, medical assessment, satisfactory
evidence of eligibility to work in the Malaysia and other appropriate checks, such as Criminal
Records Bureau (CRB), if applicable to the post.

Consideration should be given to reasonable adjustments for a successful disabled candidate.

Contact should be made with ‘Access to Work’ over any financial assistance for a new employee
with reasonable adjustments costs that may be incurred over RM300. (Access to Work 019-
3739620 Siti Nur Audauwiyah Bte Abzila)

5.6.1.7 Confidentiality

All application details are treated with the utmost confidentiality. It is the responsibility of the
Director of Company (or her/his nominee) to ensure that suitable arrangements are made for
confidentiality to be maintained.

5.6.1.8 Documentation

At all stages of the recruitment process, it is the responsibility of the Chair of the panel to ensure
that notes are kept detailing the reasons for selection or rejection of candidates. These notes
could be called upon as evidence of the fairness of the process, either through an internal
assessment or to support an external investigation. The notes should therefore be relevant to, and
necessary for the process itself. It should be noted that applicants would normally be entitled to
have access to interview notes about them (please note that applications are retained for 6
months only) as part of the record of the interview. All records must be handed to HRD by the
Chair of the panel.

5.6.1.9 Feedback

All applicants may receive formal written communication informing them of the status of their
application upon request. Feedback will be provided by the Chair of the panel at the request of
any applicant at any stage of the recruitment process.

5.6.1.10 Observation

In order to ensure the Company’s compliance with both the Recruitment and Selection and
Equality and Diversity Policies and Procedures, an observer may be present at any part of the
process from short listing through to selection. Observation may be undertaken by an
appropriate recognised Trade Union representative or member of Human Resources Department.
In addition, an observer representing the interests of Equality and Diversity may also be present.
In order for an individual to become an authorised observer, they must undertake approved
training. However, the observers do not actively participate in any stage of the proceedings and
do not have voting rights for selection.

5.6.1.11 Monitoring

For equality and diversity purposes, recruitment statistics are monitored on a quarterly basis by
gender, ethnicity, disability, age, department and job type. This information is disseminated to
C.E.O with any positive action identified as a consequence.
5.6.2 Training for Staff

Each manager in Revive Eco-Friendly Inc. needs to attend one training course within 3
month work in this company. This training course is taking time about 8 hours. The name of this
course is “Leadership Training to Success Workshop”. This training is the process of developing
qualities in human resources that will enable them to be more productive and thus to contribute
more to organizational goal attainment.

The purpose of training is to increase the productivity of employees by influencing their

behaviour. There are two types of training for new employees, we will give them orientation and
briefing about their job. Other types of training are for existing employees, to make them
improvement in their skill and team work.

There are four steps to be taking in the training workshop. Those are:
 Determining training needs
 Designing the training program
 Administrating the training program
 Evaluating the training program
TRAINING 2011 2012 2013 2014 2015
PRICE (RM)
Product Design 500 500 500
Department
- ISO 9001:2008 (1
Person x RM 500)
Human Resource 200 200 200
Department
- HR for Non-HR
Managers-
Human Resource
Management (1
person x RM 200)
- Management 2500 2500 2500
Development:
Training for
Managers and
Supervisor (5
Person x RM 500)
Marketing Department
- Essential 300 300 300
marketing training
course (1 person x
RM 300)
5.7 COMPANY BUDGET PLAN (VARIABLE COST)

5.7.1 Fixed Cost

No Description Unit Unit Cost (RM) Total (RM)
A. Office Furniture
1 Table 23 400 9200
2 Chairs 28 200 5600
3 Sofa set 3 1100 3300
4 Book Shelf 10 200 2000
5 Counter Table 1 1000 1000
Subtotal 22000
B. Office Equipment
1 Dell XPS 16 6 4500 27000
Laptop
2 Dell Vostro 420 14 2500 35000
Desktop
3 HP Laser jet 5 500 2500
Printer
4 Dell MP 5830 2 1500 3000
Projector
5 NEC Telephone 10 150 1500
6 Canon Photocopy 1 5000 5000
Machine
7 York Air 7 1800 12,600
conditioner
8 HP Fax Machine 3 1200 3600
9 LG Television 1 900 900
10 Fire Extinguisher 10 120 1200
Subtotal 92300

Deposit Of Office and Factory Rental (3 months) 30000

Renovation of Factory 100000
TOTAL FIXED COST 214300

5.7.2 Variable Cost

No. Description Unit Unit Cost Total Cost Total Cost For 12
 Month
(RM) (RM) (RM)
A. Salary
1 Chief Executive 1 7000 7000
Officer 84,000
2 Secretary & Human 1 4000 4000 48,000
Resource Manager
3 Assistant Manager 1 2000 2000 24,000
4 Office Clerk 1 1000 1000 12,000
5 Receptionist 1 600.00 600 7,200
6 Driver 1 900.00 900 10,800
7 Cleaner 2 350.00 700 8,400
8 Guard 4 500.00 2000 24,000
9 Despatch 1 600.00 600.00 7,200
Subtotal 18800 225600

B. Insurance and Social Security

1 Takaful Insurance (5%) (0.05 x 18800) 940 11280
2 KWSP/EPF (12%) (0.12 x 18800) 2256 27072
3 SOCSO (2%) (0.02 x 18800) 376 4512
Subtotal 42864

C. Other Expenses
1 Business License 50
2 Web page Setup 3000
3 Legal Fees 1600
Subtotal
D. Office Utilities
1 Water bill 1000 12000
2 Electric bill 1200 14400
3 Telephone bill 800 9600
4 Internet bill 200 2400
Subtotal 38400
TOTAL VARIABLE COST 306864