BERSIH 4.0

I just got an intelligence, its not an A1 information, its an intelligence.

Tahun depan [2013] depa dah tak mahu buat kacau kpd gomen atau pihak berkuasa mana mana pun.... depa nak buat kacau kepada semua PROFESSIONALS termasuk diri depa sendiri yg tak habih habih dok tipu rakyat.

Depa tipu masa kat mahkamah, masa buat agreement, buat penilaian yg meghapu, harga tanah RM1000 jadi RM1,000,000. tipu syarikat untung lipat ganda tapi dalam audit report rugi memanjang....... tipu bini.....macam macam tipu lagi.

tu pasal yg haram jadi halal, yg halal jadi haram. ambil tanah rizab jalan atau sungai buat tempat ibadah. itu kan amat merbahaya! makanan yg nampak dan rasa haram, jadi halal....ini kat mana mana jer. Nak tahu satu benda....mat bangla akan berupaya beli ayam hidup dari beli ayam dah siap sembelih..

dulu dlm majalah ALIRAN, sebuk kata kalau gomen betul betul jujur ikhlas, negara kita dah lama masuk kategori NEGARA MAJU dengan duit yg dibelanja termasuk duit yg hilang dan ghaib. pikir punya pikir, rupa rupanya yg do melicinkin duit kita bukan ahli politik, tapi ahli politik yg bersekongkol dgn PROFESSIONALS! masyaAllah, ramai lagi ahli politik kita yg betul betul baik, jahat sikit sikit ok laa 

Tepuk dada tanya selera! tapi sebenarnya dah maleh nak tepuk dada, kita pergi OUM cari ilmu dan cari rezeki.....nun dekat area Sunway depa dok jual ijazah dgn harga RM7,500 sekeping siap dengan transcript. Giler ker negara kita ni! nik kan kerja PROFESSIONALS!  aku harap semua parti politik dan NGO jgn dok diam dgn isu ijazah palsu ini, tolong la ambil tindakan giler giler.

tapi kan....BERSIH 4.0 punya pasal, haram sekoq pun tak akan bertindak. tenguk la cakap aku nih

BBCM 4103 soalan exam September 2011

1. process of Job Desription [JD]
2. why JD is important
3. PA [performance appraisal] differences between comparison and judgement process
4. employee benefits, explain the main groups
5. PA; what are the issues
6. why salary survey is important
7. in salary survey; explain differences between job class matching and job survey
8. salary payment programme based on output...explain
9. types of awards, explain differences
10. individual incentive payment programme: advantages and disadvantages
11. pension plan....what are some issues

BBCM 4103 Contoh soalan exam January 2011 Note 6

soalan exam untuk JANUARY 2011

what is a job description. describe

explain skilled based salary payment and give example

differentiate between Employment Act and Workmen Compensation Act

explain determinant of employee pay rate in an organisation

why performance appraisal is important inan organisation

main source of salary market survey

methods of salary market survey

incentive payment program

factors to consider when designing incentive payment program

differences between deferred profit sharing plan and current profit sharing plan

designing components a package of employee service

flexible benefits plan?

job anaylsis plan/process

Pro M Universiti Malaya

Di UM hari ni, aku buat adjustment flow trafik.......ada dua hala, ada satu hala songsang...dan ada yg berhala! Al maklum, bila bulan posa, trafik dlm UM tunggang langgang!

Ramai yg puji dan banyak juga yg kutok. Ini orang panggil occupational hazard. Terima jer laaa.

Baru nak mula tunggang langgang, datang la gerombolan pelajar Islam UM tanpa dijemput. MasyaAllah, hanya Allah yg boleh balas jasa depa. Depa datang bawak sekotak besar buah korma untuk pengawal UM berbuka puasa. Mulia sungguh hati depa. Saya bagi tahu semua, siswa Pro M ini lebih prihatin dari kebanyakan orang lain. Semoga tindakan mereka ini memberi pengajaran kpd yg lain.

4.30 ptg keadaan mula jem/sesak. Alhamdulillah pengawal UM semua dah sedia. 6 ptg dah lega, tapi kereta banyak lagi. Bila aku tenguk betul2, banyak kereta tanpa sticker UM yg aku dan budak2 aku tolong kawal. Byk cantik muka depa.

Aku terus bagitau, mulai besuk kalau ada kereta yg tiada sticker di lepas masuk, depa memang akan miang. Selama ini aku pertahan anggota aku buat kerja, rupa2nya, depa dok kencing aku...hish..hancingnya rasa hati aku.

6.30 aku baru balik bilek nak siap buak posa....letihnya. 7 ptg sampai bilek sebab aku jalan kaki. tak sanggup aku drive walaupun dekat. memang cinta la aku nanti. aku minta ampon laa kpd kawan aku yg ajak aku berbuka sama....aku mmg dah letih sangat hari ni.

satu lagi aku baru perasan....ikut mana pun, nama jalan dlm UM sama jer...LINGKUNGAN BUDI! Nanti aku nak recommend pada boss, buat adjustment sikit nama jalan ni......

BBCM 4013 Types of Salary Payment Note 5

TYPES OF SALARY PAYMENT

four salary payment practices that can be adopted by organisations. They are:

1. Skills-based salary payment;
2. Knowledge-based salary payment;
3. Competency-based salary payment; and
4. Seniority-based salary payment

biasanya, sykt bayar gaji berasaskan sistem atau konsep di atas, dan lebih biasa lagi mereka gabungkan apa yg sesuai. ada yg gabung semua, ada yg gabung satu dua perkara sahaja.

 noormohamad0075@gmail.com

BBCM 4013 COMPENSATION MANAGEMENT

exam 28 July ni.....byk nye nak baca. mcm yg saya kata awal2 dulu, baca table of content je, kita dah boleh agak yg mana akan atau boleh keluar exam.

yg kedua tenguk sample jawapan, dari situ tenguk soalan dia pulak. kat sini kita boleh faham apa soalan yg boleh jadi kita confuse.

tapi awas, ada soalan dan jawapan yg katun.

selamat menduduki exam

BBCM 4103 Factors: Rate of Paymemt of Salary Note 4

jika perlu bantuan untuk buat assignment sila emel saya noormohamad0075@gmail.com

factors that influence the rate of payment of salaries. APA FAKTOR YG MEMPENGARUHI KADAR GAJI KITA

a.	Knowledge, Skills, Ability and Other Characteristics ringkasnya gaji bergantung kpd kepandaian kita. itu sebab berita harian hari ni cerita pasal sijil universiti palsu, semua nk tipu jadi pandai. selain kepandaian, sykt tenguk juga pengalaman, imej dan kemahiran.
b.	Type of Entity Payment rate of salaries will also depend on the type of business the organisation is engaged in. kalau keje swasta gaji besar, gomen gaji kecik. tapi kalau swasta haprak, lagi la kecik.
c.	Trade union or Non-trade Union Status biasanya Kesatuan ada kuasa tentukan kadar gaji kita.
d.	Capital or Labour Strength sykt yg mana kos buruh itu rendah, akan bayar gaji besar. contoh sykt komputer, pekerja dia sikit jer, tapi untung dia besar. tapi kalau buruh dia ramai mcm di kilang atau di estet, gaji pekerja dia rendah.
e.	Size of Entities Large entities will usually offer a higher rate of pay than smaller entities. An organisation will increase in size when demand for its products and services increases. On those higher sales, the organisation then makes higher profits and is thus able to pay higher salaries to its employees.
f.	Management Philosophy maknanya setengah towkay amat hormat pekerja dan bagi gaji besar, ada juga yg amat amat kedekut. ini lah falsafah pengurusan. kalau najib baik mcm sekarang dari dulu lagi..kan best!
g.	Total of Compensation Package tadi kita faham, ganjaran kita bukan dlm bentuk duit saje, tapi mcm2. maknanya, gaji yg dibayar kita ambil kira juga segala kemudahan yg ada.
h.	Geographical Location Mudah jer, keje di KL JB penang, gaji tinggi. di Kedah, Ipoh...murah sikit. di kg lg murah.
i.	Supply of and Demand for Labour penawaran dan permintaan pekerja. kalau tak cukup pekerja, gaji mahal. cakap jer....sykt ambil bangla...lagi murah. tapi oleh keran abangla dah ramai sangat, gaji depa semakin rendah.
j.	Company Profit An employee in an organisation which has a high level of profit will have the opportunity to get a higher rate of pay.
k.	Job Stability As an employee, what do you hope to get from your organisation, apart from a commensurate pay? Naturally, you want job and income stability. The income guaranteed by your employer will allow you to support your family and pay for all your current and future needs.
l.	Gender Differences The gender factor is a main contributor to the problems of justice and fairness in payment of salaries. On average, men often earn higher salaries than women. Nevertheless, the gender gap in wage rate is not too obvious in Malaysia.
m.	Period of Service and Employee Performance In general, an increment in pay is consistent with one’s seniority in job rank, period of service and work performance.

BBCM 4103 Main Components of a Compensation Programme Note 3

The four main components of a compensation programme are:

1. Wages and Basic Salary
   The most important component for employees would undoubtedly be salary and wages. This is because the quality of life for most employees and their dependants is largely determined by the earned income. Wages and salary received will determine the type and quantity of food, clothing, accommodation and means of transport that an employee can afford.  
2. Increment in Wages and Salary
   This  includes payment for overtime [OT] work, work shifts and premium payment for work performed during weekends or public holidays.
3. Payment of Incentives (Long-term and Short-term)
   Incentives will be awarded if an employee manages to achieve output of a certain quantity and quality. This is a traditional method of reward and includes short-term and long-term incentives.
      
4. Employee Benefits and Services
   The following form part of a compensation programme: 
   1. Imbursement upon discharge;
   2. Imbursement upon suspension or termination of an employee;
   3. Imbursement upon the inability to work due to an accident or illness;
   4. Imbursement for protection and medical attention;
   5. Retirement imbursement, imbursement to a deceased employee’s dependants; and
   6. Allocation of products and services required, such as company cars, cafeteria service, childcare or eldercare, and recreational activities. 

Employee benefits and services can influence an individual’s current and future lifestyle.

BBCM 4103 COMPENSATION MANAGEMENT Note 2

Essay QuestionDescribe any five compensation dimensions of a compensation system.

ini soalan simple tapi susah jugak nak jawab! ada 8 semuanya, jawab 5 saja. kalau dlm exam dia minta 3 jer.


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a.	Payment for Work and Performance maknanya, kita dapat gaji bila kita dah kerja. ada bayar hari, minggu dan bulan. jumlah gaji yg kita terima bergantung kpd:   Needs for the specified job. KEPERLUAN KERJA TERTENTU. Results that meet or exceed the standards of quantity, quality or time. HASIL KERJA. Innovations that lead to the increase in productivity, loyalty, trustworthiness and a combination of some or all of these features. INOVASI ATAU KREATIVITI KITA.
b.	Payment for Non-working Days  Ini termasuk cuti bergaji, kursus, waktu rehat. Ini semua ditetapkan oleh undang-undang sebenarnya. Dlam akta jelas kita wajib cuti 10 hari setahun belum masuk cuti tahun. raya merdeka tahun baru hari pekerja hari agung dll.
c.	Loss of Job Income Continuation Benefit bukan semua sykt bagi, ia sebenarnya tertakluk kepada undang2 yg disebut sebagai benefit VSS. ada sykt yg ambil insuran utk ini. SOCSO pun boleh jugak, amat jarang sykt ambil insuran utk kita... Benda ni boleh berlaku kerana accidents, personal problems, work performances are some of the reasons that will cause a temporary cessation of employment or a permanent termination.
d.	Disability Income Continuation Benefit When an employee suffers from a disability due to an illness or accident, he is unable to execute his tasks effectively. In addition to paying for daily living expenses, the employee also has to pay for the hospital bills. Employee compensation, in the form of medical leave and short-term and long-term disability plans, exists to assist an employee who is incapable of working due to poor health.  RINGKASNYA SYKT AMBIL SOCSO.
e.	Deferred Income  Ini mcm kemudahan pencen yg kerajaan baru perkenalkan utk pekerja swasta. ada juga sykt ygbagi gratuity.
f.	Spouse/Family Income Continuation Benefit  Employees with families worry that they will not be able to provide and care for and support their dependants in the event of their death or disability. To this end, certain plans have been created to provide the dependants with the financial means to go on if an employee dies or is incapacitated due to temporary or permanent disability.
g.	Health, Accident and Liability Protection  Apart from income to sustain a comfortable lifestyle, income for products and services to heal an illness or disability is also of great concern to employees. Therefore, an organisation offers various insurance plans to assist employees in paying for their medical care and treatment.
h.	Income Equivalent Payments     Income equivalent payments are also known as perquisites or perks. Some of these special benefits are exempted from tax, and this is advantageous for employers and employees. Examples of special benefits are provision of credit cards, allowance to attend official meetings, subsidised food and childcare services.

BBCM 4103 COMPENSATION MANAGEMENT Note 1

Ini soalan paling asas untuk subjek ini. Ia nak cerminkan compensation management bukan bab DUIT sahaja. Tapi kalau bab duit pun ada yg DIRECT dan INDIRECT.

The three types of compensation systems are discussed in detail below.

1. Direct Monetary Compensation 
   Direct monetary compensation refers to payment in the form of cash. It  includes basic salary, bonus, overtime pay, commission, profit sharing and cost-of-living allowance [COLA]. 
2. Indirect Monetary Compensation 
   Indirect monetary compensation is a type of employee benefit, whether mandated by law, or given by the organisation, as a form of employee appreciation. examples are: paid leave (statutory holidays and annual leave), insurance plans (medical, dental and life), guarantee plans (retirement and disablement) and employee services (education aid and recreational programme). 
3. Non-monetary Compensation 
   Non-monetary compensation is related to the work environment, and the physical and psychological state of the employee.  Examples of non-monetary compensation are the heightening of an employee’s pride and dignity through the employer’s recognition of his efforts [bagi sijil penghargaan, tampal foto 'employee of the month', dll] and the increase of satisfaction for a particular job that the employee undertakes. 

kalau soalan ni tak keluar pun tak apa sebab, at least kita tau apa itu compensation management.