Development of The Human Resources Department \xef\x83\x98 Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems. \xef\x83\x98 Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff. \xef\x83\x98 Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration. \xef\x83\x98 Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources. \xef\x83\x98 Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. \xef\x83\x98 Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning. \xef\x83\x98 Establishes HR departmental measurements that support the accomplishment of the company\'s strategic goals. \xef\x83\x98 Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. \xef\x83\x98 Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. \xef\x83\x98 Participates in executive, management, and company staff meetings and attends other meetings and seminars. \xef\x83\x98 With the CEO, CFO, and community relations group, plans the company\'s philanthropic and charitable giving. Recruiting & Staffing \xef\x83\x98 To develop an action plan and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a diverse workforce. \xef\x83\x98 Interviews management and executive position candidates; serves as part of the interview team for position finalists. \xef\x83\x98 Chairs any employee selection committee or meetings. Compensation & Benefit \xef\x83\x98 Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. \xef\x83\x98 Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superiors staff. \xef\x83\x98 Monitors all pay practices and systems for effectiveness and cost containment. \xef\x83\x98 Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products. \xef\x83\x98 With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings. \xef\x83\x98 Leads the development of benefit orientations and other benefits training for employees and their families. \xef\x83\x98 Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Employee Relation \xef\x83\x98 Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights. \xef\x83\x98 Work together with management to communicate Human Resources policies, procedures, programs, and laws. \xef\x83\x98 Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement. \xef\x83\x98 Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employee who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. \xef\x83\x98 Conducts investigations when employee complaints or concerns are brought forth. \xef\x83\x98 Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of the performance improvement process with non-performing employees. \xef\x83\x98 Reviews, guides, and approves management recommendations for employment terminations. \xef\x83\x98 Leads the implementation of company safety and health programs. \xef\x83\x98 Reviews employee appeals through the company complaint procedure. HR Compliance \xef\x83\x98 Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Malaysia Employment Act, 1955 and so forth. Maintains minimal company exposure to lawsuits. \xef\x83\x98 Directs preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. \xef\x83\x98 Protects the interests of employee and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. Organizational Design \xef\x83\x98 Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management. \xef\x83\x98 Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus group, one-on-one meetings, and intranet (drive/server) use. \xef\x83\x98 Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. \xef\x83\x98 Identifies and monitors the organization\xe2\x80\x99s culture so that it supports the attainment of the company\xe2\x80\x99s goals and promotes employee satisfaction. \xef\x83\x98 Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization. \xef\x83\x98 Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees. \xef\x83\x98 Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Employee Training & Development \xef\x83\x98 Coordinate all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. \xef\x83\x98 Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs. \xef\x83\x98 Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers. \xef\x83\x98 Assists departmental managers with the selection and contracting of external training programs and consultants, if necessary. \xef\x83\x98 Assists with the development of and monitors the spending of the corporate training budget. Maintain employee training records. Human Resource Information System (HRIS) & Payroll \xef\x83\x98 Attendance monitoring, leave tracking, clock in/out and etc is tracked and monitored closely. \xef\x83\x98 Efficient calculation of salaries, wage-cuts, reimbursements, and generation of pay slips amounts to the role of HR Manager in Payroll Management; Payroll Panda or latest Payroll system by company. \xef\x83\x98 Maintain transparency and provide the employees with information as and when asked. \xef\x83\x98 Ensure not only accurate calculations of salaries but also timely transfer of the same. \xef\x83\x98 also have an obligation towards exiting employees in settlement of dues and compensations. \xef\x83\x98 Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information; and the employee Intranet, wikis, newsletters, and so forth. \xef\x83\x98 Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization. Administrative \xef\x83\x98 Point person for maintenance, mailing, supplies, office equipment, bills and errands \xef\x83\x98 Organize and schedule meetings and appointments \xef\x83\x98 Maintain office policies as necessary \xef\x83\x98 Coordinate with management on all office equipment \xef\x83\x98 Coordinate with Finance and manage relationships with vendors, service providers and landlord, ensuring that all items are invoiced and paid on time \xef\x83\x98 Manage contract and price negotiations with office vendors, service providers and office lease \xef\x83\x98 Provide general support to visitors \xef\x83\x98 Responsible for creating PowerPoint slides and making presentations \xef\x83\x98 Manage executives\xe2\x80\x99 schedules, calendars and appointments \xef\x83\x98 Responsible for managing office services
ZS Grandeur Sdn Bhd was established in year 2018 with a successful brand; Gengaircond. The company was nurtured by its present Co-Founder; Ms. Zawani Z and become one of the top companies in his own field of service. Ms. Zawani Z play an important role in overall performance of the company. She responsible in maintaining ZSGSB particularly Gengaircond\xe2\x80\x99s reputation for quality maintenance and service programs and activities. ZSGSB are proud of the fact that whilst very few of our competitors regularly take on apprentices, ZSGSB trains more apprentices than any other commercial air conditioning organisation in Malaysia. This, coupled with running skills training sessions for our other qualified technicians ensures that a high level of expertise is retained within our organisation and industry. ZSGSB provides an excellent job on all assigned tasks/projects and can assure our clients the highest level of service and commitment.
Diploma / Advanced Diploma / Higher Graduate Diploma / DVM / DKM Level 4 / DLKM Level 5