Based on my own experience, many companies has their own policy on entry salary for fresh graduates. Very often without fails they have to follow what ever has been approved by the Company Management. Basic salary for a fresh degree holder in the range of RM1,500 - RM3,000/month.

However, you might want to consider for higher pay on the following occasion :

• You hold a Bachelor Degree with great result from top universities like oxford, cambridge, LSE etc.
• You hold a Master Degree with excellent result
• You have great communication skills both written and spoken
• You are students leader
• Your qualification is hardly to find in the job market, eg. nuclear engineering

Good luck all.

Its hard to indicate whether the interview is in your favor eventhough you have done your best and the panels seems like to love you. Justin Honaman, a Director of Customer Intelligence (Coca Cola) has shared 10 signs that indicate you rocked your interview.

Many times, job seekers are so focused on what they did wrong in an interview that they don’t think about the many things they did right. While no signs are 100 percent foolproof, there are definitely some indicators that you have won over your interviewer.

He added that although you may think you’ve executed well in the interview, don’t stop the process there. Even if all signs point to a job offer, you should follow up effectively to complete your career transition.

Here are 10 signs that indicate you rocked your interview:

1. Round two
The easiest way to gauge short-term success is if the interviewer asks you to return for another round of interviews. If he wasn’t interested, he would be evasive as whether or not you could expect to hear back from someone. “The hiring manager does not want to waste any more time interviewing you if you are not a fit,” Honaman says. “Invitation to the next round is a win!”

2. References please
Why would you be asked for references unless someone cared to learn more about you? “A firm will not spend the time to do background checks and talk with references if you are out of the candidate pool,” Honaman says. “Provide specific, knowledgeable references and bring those to the interview.”

3. Meet the team
It’s a good sign when the hiring manager chooses to introduce you to the team on the spot, or mentions that there are some people she would like you to meet. If she wasn’t interested, she wouldn’t take the time in making acquaintances.

“Leaders are protective of their team and will not risk introducing a candidate if they are not a potential fit to join the organization,” Honaman says. Remember that the hiring manager may request feedback from the team on their first impressions of you, so be nice to anyone you meet.

4. What are the transition steps?
When a company is interested in you, you’ll be asked things like the amount of time needed for a transition or what noncompete agreements might be in place, Honaman says. “If the hiring manager is interested in moving forward with an offer, they will typically ask what steps need to be taken for your departure from your current organization so that you can assume the new role,” he says.

5. Dollars and sense
Depending on what stage of the interview process you’re in, it could be a good thing if you’re asked about salary expectations. It demonstrates that the company might be willing to invest in you. Honaman suggests answering this question with caution:

“You can have the absolute best interview ever and be dead in the water if you answer this question incorrectly,” he says. “The question comes in two forms: ‘What are your salary expectations?’ or ‘What is your current compensation?’ Arrive at any interview with current compensation details written down for your own reference — if asked — and have an idea of how you will answer this question.”

6. HR smiles
The human resources representative or recruiter is generally a good indication of how things went in the interview process. Take note of his comments after the interview; he is your No. 1 contact during the process and is often a guide to the projected outcome, Honaman says.

7. Your turn
When the interviewer spends a lot of time answering your questions, it’s a signal that he wants to sell you on the business, the team and position rather than you continuing to pursue the role, Honaman says. “In most interviews, the hiring manager will ask if you have any questions as standard procedure, but spend less time with questions and answers if the interview has not gone well in their mind.”

8. Let’s keep rolling
If hiring managers are uninterested, they typically look for ways to wrap up the interview. “At times, interviews will go well beyond the allotted time as the hiring manager or interview team wants to know more about you, or share with you more about the organization and role,” Honaman says. If they are not interested in your candidacy, they won’t drag out the interview.

9. Nonverbals speak
Nonverbal signals are often a good predictor of interview performance. Pay close attention to the interviewer(s) and observe such nonverbal cues as taking notes, smiling, nodding or asking probing questions, Honaman says. “At the same time, if an interviewer is taking few notes, looking at their watch repeatedly [or] not asking detailed questions, the interview may not be going well.”

10. Cultural fit
The more a hiring manager talks about how you’ll fit into the mold at a company, the better. “Most leaders are looking for candidates that can easily fit into a team environment or operate well as an individual contributor,” Honaman says. “If the hiring manager is interested in your taking the position, they will share additional details about the culture and shift into ’sales’ mode on the organization.”

Again, none of these are sure-fire signals that you’ve gotten the job. Plus, even though you did everything right, there is always the chance that someone else did, too. But if you continually see a couple of the above signals you’ll know you’ve at least got a shot.

The provisions of the Labour Ordinance, Sabah and the Labour Ordinance, Sarawak are similar to the provisions of the Employment Act 1955.

Date : 27th July – 30th July 2009 (Monday-Thursday)
Time : 10.00 a.m. - 5:30 p.m.
Venue : Moot Court, AIKOL, Moot Court Foyer, AIKOL

Participants : Current and Former AIKOL Students and High School Students

• Employment Injury Insurance Scheme
• Invalidity Pension Scheme

The Employment Injury Insurance Scheme provides employees with coverage by way of cash benefits and medical care in the event of any disablement or death due to employment injury.

The Invalidity Pension Scheme provides 24-hour coverage to employees against invalidity or death due to any cause not connected with his employment. However, the employee must fulfill the condition to be eligible for invalidity pension.

Employer Eligibility

Any employer who hires one or more employees as defined under the Act is required to register and make contributions to SOCSO.

Employee Eligibility

Employees receiving a monthly salary of three thousand ringgit (RM3,000) or less are required to contribute to SOCSO, Employees with a monthly salary of more than RM3,000, who have not registered and contributed to SOCSO, have the option of registering and contributing as long as both employer and employee agree to contribute. However, when an employee is already contributing under the said Act, he will still be eligible to contribute and be covered regardless of his monthly salary thereafter. The principal ‘Once In Always In‘ is applicable.

For details visit PERKESO.

Employees who are Malaysian citizens, Permanent Residents and non-Malaysian Citizens who have elected to contribute to EPF before 1 August 1998 and who have not attained the age of 55 years (Refer to Part A of the Third Schedule), the applicable rate shall be as follows:-

• Employers - Minimum of 12% of the employees’ monthly wages
• Employees - Minimum of 11% of the employees’ monthly wages

Employees who are Malaysian citizens, Permanent Residents and non-Malaysian Citizens who have elected to contribute to EPF before 1 August 1998 and have attained the age of 55 years (Refer to Part C of the Third Schedule), the applicable rate shall be as follows:-

• Employers - Minimum of 6% of the employees’ monthly wages
• Employees - Minimum of 5.5% of the employees’ monthly wages

Employees who are not Malaysian Citizens but elect to contribute to EPF on or after 1 August 1998 and who elect to contribute under paragraph 3 and 6 of the First Schedule of the EPF Act 1991, (Refer To Part B of The Third Schedule) and who have not attained the age of 55 years the applicable rate shall be as follows:-

• Employers - RM5.00 (US$1.33) per employee per month
• Employees - 11% of the employees’ monthly wages

Employees who are not Malaysian Citizens but elect to contribute to EPF on or after 1 August 1998 and who elect to contribute under paragraph 3 and 6 of the First Schedule of the EPF Act 1991 and who have attained the age of 55 years, (Refer To Part D of The Third Schedule) the applicable rate shall be as follows:-

• Employers - RM5.00 (US$1.33) per employee per month
• Employees - 5.5% of the employees’ monthly wages

All employers must register their employees with EPF immediately upon employment except for those who are exempted under the Act.

Employees who earn between RM1,500 and RM5,000 a month can seek redress at the Labour Court on terms and conditions in their individual contracts of service.

Some of the obligations of an employer under the Employment Act 1955 are as follows:

• Every employee must be given a written contract of service containing the terms and conditions of the employment, including provisions relating to the termination of contract.
• Maintaining of labour register pertaining to personal particulars of employees, payment of wages and deduction of wages.
• Special provisions for the protection of female employees pertaining to night work and maternity benefits.
• Normal hours of work and other provisions relating to numbers of working hours.
• Entitlement of paid annual leave, sick leave and public holidays.
• Rate of payment for overtime and extra work.

Make sure you don’t miss this.

Many programmes such as exhibition, open interview and career talk has been scheduled for this 3 days programme.

This event specially catered to all IT-related graduates from public universities especially those who have attended 3P, it is expected to draw some 4000 job seekers.

The benefit that Graduates/Job Seekers can get during this event :

• To offer a job springboard for graduates into their first job by providing them a pool of employers, guidance and career development talks
• To meet employers in person, learn about different organisations and positions
• To explore career options with a wide variety of employers
• To give the opportunity for the graduates to be employed in the right field with the right company
• To practice networking and self-marketing skills

• Review technical-related activities of the Group’s construction and property project such as project planning process, project implementation, tender evaluation etc , highlighting improvement opportunities as well as reviewing adherence to specifications, building standards and procedures
• Draft reports on findings and recommendations to minimize exposures arising from issues noted from the review.
• Provide independent evaluation and input on other technical and construction quality issues.
• Assist the Audit Team Leader/Manager update the work program.

Requirement

• Degree in Engineering, Quantity Surveying or any related field..
• 1-3 years’ experience in operations and in a technical field from an established construction, property development or infrastructure company/industry.
• Able to think creatively & initiate value-added solutions.
• Proactive, possess strong analytical, presentation and report writing skills.

Applications can be sent to :

Head of Corporate Governance
Malaysian Resources Corporation Berhad
Level 20, 1 Sentral, Jalan Travers, Kuala Lumpur Sentral
P.O.Box 12640
50470 Kuala Lumpur
Tel: +603 27868039
Fax: +603 27807679
url: www.mrcb.com.my

• Reporting to the Head of Corporate Governance, he will be responsible for the implementation and coordination of Risk Management initiatives within the Company, through proactive engagement with the Business Risk Owners and Divisional Risk Managers (respective business units).
• Responsible for timely review, facilitate as well as submission of monthly management report and quarterly risk reports to Senior Management and Board.
• Review and enhance risk evaluation in papers on new investment and divestment proposed to the Board.
• Provide risk management inputs in meetings.
• Working with business units and Group Support Services Departments in designing and improving the Group’s policy, processes and standard operating procedures.

Requirement

• Degree or recognised professional qualification in of Accounting / Finance / Banking / Quantity Surveying or other related fields / Business Management / Risk Management.
• A minimum of 5 years relevant working experience in risk management preferably gained from property, construction and infrastructure industries would be added advantage.
• Knowledge of Enterprise Risk Management framework, methodologies, policies and practices, including published Risk Management standards.
• Proactive, possess strong analytical, presentation and report writing skills and able to work under minimal supervision.
• Proven to be an effective communicator and demonstrated the ability to establish credibility with Senior Management and other key stakeholders.

Application can be sent to :

Head of Corporate Governance
Malaysian Resources Corporation Berhad
Level 20, 1 Sentral, Jalan Travers, Kuala Lumpur Sentral
P.O.Box 12640
50470 Kuala Lumpur
Tel: +603 27868039
Fax: +603 27807679
url: www.mrcb.com.my

The word “harass” includes quite a broad spectrum of action; distress, badger, trouble, vex, plunge, torment, irritate, heckle, beset, worry, afflict, depress, sadden, annoy and disturb. In a workplace, sexual harassment becomes a form of sexual discrimination, which is contrary to the principles of equal rights for men and women.

On late, there has been much emphasis on the problem of sexual harassment at the workplace, so mush so, the Minister of Human Resource has introduced the Code of Practice to Prevent and Eradicate Sexual Harassment at the “workplace”, which includes a guideline to be followed in combating the problem of sexual harassment. The Code provides practical guide to employees, workers, trade unions and other interested parties on how to contain, and if possible, totally eradicate this social problem.

What constitutes Sexual Harassment ?

Sexual harassment may take many forms, some of which may be subtle while others may be more explicit, but all of which are bound to cause much embarrassment to the victim. The following may be considered as typical examples;

• Unsolicited compliments regarding a person’s figure, dressing, make-up, style of movement, way of talking, etc
• Sexually tainted jokes, rumours, comments, news items, etc. made in the presence of a person of the opposite sex
• Physically molesting female staff by touching parts of their bodies
• Persistently trying to strike up a conversation, even after the other person has indicated that he/she is not keen to do so.
• Verbal advances and suggestions of a lewd and sexual nature.
• Unwarranted telephone calls, especially if such calls are made to the person’s office or home at unearthly hours
• Repeatedly or persistently inviting a person for lunch/ dinner, dates, or for a drink or ride
• Sending love letters or posting love notes on the Internet
• Sending or showing pornographic materials to another person in order to embarrass him/her
• Instructing a subordinate employee to stay back alone, after normal working hours, on the pretext of having urgent work to be done.

Remedial Measures

An individual victim has every right to protect herself from any form of harassment. However, in dealing with cases of sexual harassment at the workplace, there are many factors the victim has to consider;- one’s reputation, the family, opinion among colleagues, social relationship, and also the job itself. Any adverse publicity is bound to bring irreparable psychological damage to the victim. Therefore, great care and caution should be taken in finding solution to the problem.

If the harasser is a colleague, the following steps may be taken by the victim:-

1. tell him at the very first instance that you are not amused with his behaviour and warn him not to repeat it; but keep your cool
2. avoid losing control of your emotions or temper and do not throw tantrums
3. should he repeat his action, give him a second and final warning in a plain and straightforward manner
4. do not show him that you are afraid of or intimidated by him in any way
5. if you know others who are also victims of this particular harasser, get them together and give him a tongue-lashing, outside office hours.
6. if his actions persist, take up the matter with your boss or report him to his boss
7. if the problem still persists, make a written complaint to the Personnel Manager and at the same time refer the matter to the union, if you are a union member.
8. if as a last resort, the matter is reported to the police, they can take action against the harasser- PENAL CODE- SECTION 509

If the harasser is your own boss or a senior member of the management staff, the situation may be a bit more complicated and the whole matter has to be dealt with delicately and diplomatically. However, the preventive actions to be taken are more or less the same as stated above.

• Curtin University
• RMIT university
• University of South Australia
• University of Technology, Sydney

The universities have around 4,000 Malaysian students and approximately 10,000 Malaysian alumni. The career fair provides an excellent opportunity for organisations seeking new graduates for permanent employment or current students to fill internship roles.

Participating organisations will also raise their profile and brand awareness with Malaysian students who have been studying in Australia.

For more details on the event, kindly download the Flyers (Employers) or visit http://www.klcareersfair.net.au.