Human Resource Management
Resume:
PERSONAL PARTICULARS
Name
RANJIT SINGH A/L SARJIT SINGH
Address
Saujana Impian, 43000, Kajang, Selangor, Malaysia
Gender
Male
Marital Status
Married
Nationality
Malaysian
Availability
Immediate
Expected Salary
RM12,000 (Negotiable)
Mobile No.
ac1hx5@r.postjobfree.com
EDUCATION
2008
University of East London, United Kingdom Master's in Business Administration (International Bus.)
1998
University of Newcastle, Australia Diploma in Human Resource Management
MEMBERSHIP AND CERTIFICATION
● Member of Malaysian Institute of Management (MIM) ● Life member of International Professional Managers’ Association (IPMA), UK
● Certified coach (Leadership and Communication) for Naza Group of Companies
LANGUAGE PROFICIENCY
Language
Spoken
Written
Bahasa Malaysia
10
10
English
10
10
Punjabi
7
0
Hindi
5
0
COMPUTER KNOWLEDGE
MS Office (e.g. Excel, Word and PowerPoint) Payroll (Time software), HR Avenue (HRIS) Database (SQL)
WORKING EXPERIENCE
1.HR CONSULTANT (Mar 2016 – Present) Free Lance
Summary
(March, 2016 – September, 2016)
Undertook HR assignment with a Japanese firm in revising job descriptions, establishing key result areas & key performance indicators, develop HR policies & procedures, HR forms and Company handbook.
Responsible in preparing manpower planning and ensuring recruitment activities are carried as planned.
Introduced and implemented performance management system and HRIS for the company.
Designed compensation & benefit package for the company on par with the market practise.
Carried out training and development needs and executed training programs as planned.
Handle employee relations and industrial relations matters and make recommendation to management on the corrective action to be carried out.
(October, 2016 - March, 2017)
Undertook HR assignment with Dubai based company in revising of job descriptions, revising of HR policies and procedures, HR forms and Company handbook, designed and introduced new performance management system for the group.
(June, 2017 - Present)
Currently helping a start-up companies in revising their HR policies, procedures, systems, etc.
2. HR HEAD (Apr 2015 - December 2015- Contract City Facilities Management Sdn Bhd
Summary City Facilities is a start-up company which has its HQ in United Kingdom. The company established partnership with Dairy Farm Giant Retail Sdn Bhd to undertake the management of facilities for all Giant hyper & supermarkets throughout Malaysia.The company started its operation in July, 2015.
Responsibilities
DAY-TO-DAY OPERATIONS
Act as focal point for HR Department and advise management team and business unit head on HR matters.
Provide quality HR services with the highest standards of professionalism and integrity.
HR BUDGET MANAGEMENT
Prepare and monitor HR budget, ensuring that the budget are spent wisely.
MANPOWER PLANNING & RECRUITMENT
Prepare manpower needs in line with company’s business direction and execute recruitment strategies in ensuring the company manpower needs are met in a timely manner.
ON BOARDING & EXIT MANAGEMENT
Conduct orientation and on boarding program for new employees and conduct exit interview and present the findings to the management with recommendations to reduce attrition rate.
HUMAN RESOURCE POLICIES AND PROCEDURES
Develop HR policies, procedure, employee handbook and ensure adherence to the company’s strategic goals and objectives and complying with local employment laws.
Streamline all HR process where possible and execute cost reduction initiatives while increasing productivity and efficiency.
HUMAN RESOURCE RELATIONSHIP MANAGEMENT
Manage relationship with 3rd party vendors, i.e. government agencies, health care provider, recruitment agencies, etc. Also managing the performance of all appointed vendors in ensuring service render to the organization is of the highest standards.
PERFORMANCE MANAGEMENT & SUCCESSION PLANNING
Ensure all department KPI’s are established and yearly performance appraisal are carried out as per schedule.
Address issues pertaining to non performance, identifying top performance and role out the training and development needs.
COMPENSATION AND BENEFIT
Revise salary and benefits for all level, ensuring salaries and benefits are re-aligned in the appropriate grade bands.
Participate in year salary survey and make recommendations where necessary as to remain competitive.
Handle reward and staff movement program activities including bonus, increment, promotion, transfer, etc.
TRAINING AND DEVELOPMENT
Assess the training and need of each department and oversee the execution of the training and development program.
Evaluate the effectiveness of the training programs and ensure return of investment.
3.HEAD, HUMAN RESOURCE (Jun 2012 – Mar 2015) Asian Broadcasting Network Sdn Bhd (ABN) -ceased operation in 2015
Summary Asian Broadcasting Network (M) Sdn Bhd (ABN), is a start-up company and the sole digital cable television operator in Malaysia. The company launched its service on 8th June, 2013. Asian Broadcasting Network (M) Sdn Bhd is a subsidiary of The ABN Media Group.
Responsibilities
DAY-TO-DAY OPERATIONS
Act as focal point for HR Department and advise management team and business unit head on HR matters.
Provide quality HR services with the highest standards of professionalism and integrity.
MANPOWER PLANNING AND RECRUITMENT
Prepare manpower needs in line with company’s business direction and execute recruitment strategies in ensuring the company manpower needs are met in a timely manner.
Revise job descriptions of all positions in the organization in ensuring all job descriptions are up to date and are aligned to the company's business needs.
MANAGING OF EXPATRIATE MANAGEMENT RECORDS
Ensure proper tracking of passports are in place and all work permit & visa issues are address to in timely manner.
Review employment contract for renewal/ termination, assist expatriates on banking, tax related and other matters and ensuring compliance with immigration and tax laws.
ON BOARDING & EXIT MANAGEMENT
Conduct orientation and on boarding program for new employees and conduct exit interview and present the findings to the management with recommendations to reduce attrition rate.
HUMAN RESOURCE POLICIES AND PROCEDURES
Develop HR policies, procedure, employee handbook and ensure adherence to the company’s strategic goals and objectives and complying with local employment laws.
Streamline all HR process where possible and execute cost reduction initiatives while increasing productivity and efficiency.
HUMAN RESOURCE RELATIONSHIP MANAGEMENT
Manage relationship with 3rd party vendors, i.e. government agencies, health care provider, recruitment agencies, etc. Also managing the performance of all appointed vendors in ensuring service render to the organization is of the highest standards.
PERFORMANCE MANAGEMENT & SUCCESSION PLANNING
Ensure all department KPI’s are established and yearly performance appraisal are carried out as per schedule.
Address issues pertaining to non performance, identifying top performance and role out the training and development needs.
COMPENSATION AND BENEFIT
Revise salary and benefits for all level, ensuring salaries and benefits are re-aligned in the appropriate grade bands.
Participate in year salary survey and make recommendations where necessary as to remain competitive.
Handle reward and staff movement program activities including bonus, increment, promotion, transfer, etc.
TRAINING AND DEVELOPMENT
Assess the training and need of each department and oversee the execution of the training and development program.
Evaluate the effectiveness of the training programs and ensure return of investment.
HUMAN RESOURCE INFORMATION SYSTEM
Implement essential HRIS modules and automate HR process such as staff e-claims, e-leave,e-performance management, e-training and development, management report module.
EMPLOYEE ENGAGEMENT
Conducted employee engagement survey and presented the findings to Group Chairman with recommendation for improvements resulting in increased in productivity and reduction in attrition, improving employee-employer relationship, company’s branding, etc.
EMPLOYEE RELATIONS AND INDUSTRIAL RELATIONS
Advise management on major misconduct cases and ensuring that all proceedings are inline with the employment act and industrial relations act.
Represent company for any court cases pertaining to employment matters.
4. HUMAN CAPITAL MANAGER (Dec 2007 – Jun 2012) Naza Kia Malaysia Sdn Bhd
Summary Naza Group of Companies is Malaysia’s largest privately-owned conglomerate with businesses in the automotive industry, property development, food and beverage, telecommunications, manufacturing, training academy and financial services.
Responsibilities
DAY-TO-DAY OPERATIONS
Act as focal point for HR Department and advise management team and business unit head on HR matters.
Provide quality HR services with the highest standards of professionalism and integrity.
HUMAN RESOURCE POLICIES AND PROCEDURES
Revise the company’s HR policies, procedure, employee handbook and ensure adherence to the company’s strategic goals and objectives and complying with local employment laws.
MANAGING OF EXPATRIATE MANAGEMENT RECORDS
Ensure proper tracking of passports are in place and all work permit & visa issues are address to in timely manner.
Review employment contract for renewal/ termination, assist expatriates on banking, tax related and other matters and ensuring compliance with immigration and tax laws.
HUMAN RESOURCE RELATIONSHIP MANAGEMENT
Manage relationship with 3rd party vendors, i.e. government agencies, health care provider, recruitment agencies, etc. Also managing the performance of all appointed vendors in ensuring service render to the organization is of the highest standards.
PERFORMANCE MANAGEMENT & SUCCESSION PLANNING
Ensure all department KPI’s are established and yearly performance appraisal are carried out.
Address to issues pertaining to non performance, identifying top performance and role out the training and development needs.
Maintain succession planning program for the company, i.e. ensure all crucial positions are identified and plans are place in identifying and grooming talents in the group.
COMPENSATION AND BENEFITS
Revise salary and benefits for all level, ensuring salaries and benefits are re-aligned in the appropriate grade bands and able to attract, retain and motivate employees in the company.
HUMAN RESOURCE INFORMATION SYSTEM
Implement essential HRIS modules and automate HR process such as staff e-claims, e-leave,e-performance management, e-training and development, management report module, etc.
TRAINING AND DEVELOPMENT
Assess the training and need of each department and oversee the execution of the training and development program.
Evaluate the effectiveness of the training programs and training providers.
Conduct training for all executive staff on core competencies.
EMPLOYEE ENGAGEMENT
Conducted employee engagement survey and presented the findings to Group Chairman with recommendation for improvements resulting in increased in productivity and reduction in attrition, improving employee-employer relationship, company’s branding, etc.
EMPLOYEE RELATIONS AND INDUSTRIAL RELATIONS
Advise management on major misconduct cases and ensuring that all proceedings are inline with the employment act and industrial relations act.
Represent company for any court cases pertaining to employment matters.
5.HUMAN RESOURCE MANAGER (Jan 2005 - Dec 2007) Sistem Hospital Awasan Taraf Sdn Bhd
Summary Sistem Hospital Awasan Taraf Sdn Bhd (SIHAT) is an in-house consultancy arm for the Ministry of Health in the Healthcare Facility & Engineering maintenance and upgrading activities of all government hospitals nationwide.
Responsibilities
MANPOWER PLANNING AND RECRUITMENT
Hired 50 consultants and project assessors for the company in meeting the headcount requirements set by Ministry of Health Malaysia (MOH).
HRIS
Upgraded the human resource information system with the inclusion of key modules i.e. payroll, attendance system, performance management module, employee self-service, e-claims, e-leave, management reports, etc.
TRAINING AND DEVELOPMENT
Rolled out training and development programs as planned and conducted pre & post training evaluation in assessing the effectiveness of training in ensuring return of investment.
PERFORMANCE MANAGEMENT
Initiated performance appraisal exercise every quarterly and identify issues pertaining to non-performance and recommend corrective action i.e. performance improvement plan, coaching, counseling, etc.
COMPENSATION AND BENEFITS
Managed compensation and benefits and processing of payroll on time.
HUMAN RESOURCE POLICIES AND PROCEDURES
Revised company’s human resource standard operating procedures, human resource forms and company’s employee handbook.
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