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Search Results: 1 - 10 of 4471 matches for " Haslinda Ibrahim "
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New Algorithm for Listing All Permutations
Haslinda Ibrahim,Zurni Omar,Azizah Mohd. Rohni
Modern Applied Science , 2010, DOI: 10.5539/mas.v4n2p89
Abstract: The most challenging task dealing with permutation is when the element is large. In this paper, a new algorithm for listing down all permutations for n elements is developed based on distinct starter sets. Once the starter sets are obtained, each starter set is then cycled to obtain the first half of distinct permutations. The complete list of permutations is achieved by reversing the order of the first half of permutation. The new algorithm has advantages over the other methods due to its simplicity and easy to use.
A Sports Tournament Scheduling Problem: Exploiting Constraint-based Algorithm and Neighborhood Search for the Solution
Razamin Ramli,Cai-Juan Soong,Haslinda Ibrahim
Lecture Notes in Engineering and Computer Science , 2012,
Abstract:
Stress Indicators and Eating Habits among Working Malaysian Women
Adriana Ortega,Haslinda Abdullah,Nobaya Ahmad,Rahimah Ibrahim
Asian Social Science , 2013, DOI: 10.5539/ass.v9n7p12
Abstract: Managing working life and personal life can result in conflicting demands and roles for young professional women in developing countries. This paper focuses on a descriptive analysis of foods related behavior and level of stress indicators of Malaysian urban working women. It also explored the association between foods related behavior indicators and level of stress among these working women in Malaysia. The data was derived from an unpublished report carried based on a study on levels of stress, work environment and food intake patterns among urban working women. Data was collected using a questionnaire consisting of self-reported measures of health, stress symptoms, and food related behavior pattern. The results show that young professional women in Malaysia reported high levels of stress and unhealthy food related behavior patterns; underlining important areas for future research related to working women in Asian communities and workplaces. There is a need to addressed issues related to quality of life and wellbeing of working women in Malaysia by both researchers and by policy makers.
Existence or Extinction of HRD Needs Assessment: A Case of Malaysian Manufacturing Firms
Haslinda Abdullah
International Business Management , 2012, DOI: 10.3923/ibm.2012.242.248
Abstract: This study aims to investigate the extent to which participating organisations have carried out needs analysis in accordance with their objectives and projected growth. The four areas that will be examined include: the proportions of organisations that have performed HRD needs analysis and the frequencies at which these needs analyses were conducted; approaches used in identifying HRD needs; the levels in needs analysis and methods used in analysing HRD needs. A combination of quantitative and qualitative research methods was employed. Survey data was obtained from 365 HRD practitioners and supplemented with interview results from 36 HRD practitioners in manufacturing firms in Malaysia. Training needs assessments in the manufacturing firms are found to be generally performed informally through observations. Size of firms had an effect on the way training needs is being assessed and analysed. The absence of needs assessment and analysis is due to lack of expertise and it is irrespective of the size of firms. The results of this study were obtained from HRD practitioners perspective. Caution is advised when generalizing the results as the employees stance was not obtained. This study contributes to HRD practice in several ways. First, it conforms that HRD practitioners do recognize the importance and power of effective needs assessments in helping them plan and strategize for effective HRD activities. Second, it observes a lack of effective resources to help HRD practitioners in conducting needs assessment. Most of the studies on HRD and training are researched in Western countries. Limited empirical evidence can be obtained in Malaysia, particularly from the manufacturing industry. This study presents a comprehensive empirical survey and interviews on HRD needs and assessment in manufacturing firms in Malaysia.
DESIRABILITY AND EXISTENCE OF HRD STRUCTURE IN MALAYSIAN MANUFACTURING FIRMS
Haslinda ABDULLAH
Journal of International Social Research , 2009,
Abstract: HRD is rapidly gaining importance in manufacturing firms in Malaysia, as there are strong driving forces such as legal, financial and infrastructural support from the Government. This is because the Government believes that investment in human capital is key to the success of the country’s economy. However, this strategy may not be effective without the availability of a properly implemented HRD structure. Therefore, the aim of this paper is to examine and report on the existence of HRD and its structure in manufacturing firms in Malaysia. Its specific focus is the desirability and existence of separate HRD departments within organisations, as well as the size of these departments, the terms used to label them and the location of HRD within the organisational structure. In order to achieve this objective, this study employed a mixed-method concurrent research design, combining a questionnaire survey with personal interviews with HR managers from manufacturing firms in Malaysia. The findings revealed that HRD in LSIs is structurally strategically aligned, whereas the SMIs are active in training and development and tend to focus on output rather than structure and strategy. Nevertheless, the findings of this study will enable employers to understand the importance of the existence of HRD section and its structure for the effective implementation of strategic HRD practice.
MAJOR CHALLENGES TO THE EFFECTIVE MANAGEMENT OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ACTIVITIES
Haslinda ABDULLAH
Journal of International Social Research , 2009,
Abstract: Human resource training and development (HR T&D) in manufacturing firms is a critical aspect of the development of a knowledge-workforce in Malaysia. The objective of this study is to examine challenges to the effective management of HR T&D activities in manufacturing firms in Malaysia. In order to achieve this objective, in-depth interviews were conducted with 58 HR managers managing employees’ training and development, employing a purposive or judgmental sampling technique. The study revealed three major challenges to the effective management of HR T&D. These include a shortage of intellectual HRD professionals to manage HR T&D activities, coping with the demand for knowledge workers and fostering learning and development in the workplace. It is hoped that the findings of this study will provide HR professionals with a clear understanding and awareness of the various challenges in managing effective HR training and development. Hence, relevant and appropriate policies and procedures can be developed and implemented for an effective management of HR T&D.
Quality of Work and Life Balance in Teleworking
Haslinda Abdullah,Norashikin Ismail
International Business Management , 2012, DOI: 10.3923/ibm.2012.119.130
Abstract: This study examined the relationship between the effectiveness of implementing teleworking and the outcomes of employees quality of life, quality of work life and job satisfaction in their organization. Qualitative research methods were deployed; total of 150 questionnaires were sent to identified teleworkers in a selected organization. A response rate of 61% was achieved which denotes that a total of 91 teleworkers responded to the questionnaire. The findings demonstrated that quality of life, quality of work life and job satisfaction have significantc relationships with teleworking. This study is expected to contribute in providing a realization among various firms within the public and the private sector within Malaysia about the evolving preferences among employees in the advancing technology era. Furthermore, this study is expected to create an essential and fundamental step in aiding organisations in their efforts to increase and improve their employees motivation, engagement and productivity.
Perception on the Performance Appraisal System among Malaysian Diplomatic Officers
Haslinda Abdullah,Karen George Abraham
The Social Sciences , 2013, DOI: 10.3923/sscience.2012.486.495
Abstract: The effectiveness of performance appraisal has been a debatable issue for decades as it affects various factors in an employee s career such as rewards, training and more importantly, promotions. This study therefore discusses the perception of the Malaysian Administrative and Diplomatic Service Officers on the current performance appraisal system, focusing at appraisal understanding and satisfaction as well as rater s characteristics and dissatisfaction by diplomatic officers. This study employed a survey convenience sampling 106 respondents or 28.7% of the population sampling responded out of the 370 questionnaires sent out to the government offices. Descriptive analysis was used to describe the findings of the survey. The research finding revealed that a majority of the diplomatic officers agreed that the purpose of appraisal is generally for promotions and agreed that their superiors should be the ones to grade them, although grading by peers was agreed by half of the respondents. Although, understanding the appraisal was not an issue, the satisfaction of the current appraisal system was low generally. Where rating method is concerned most of the officers agreed that rating based on attributing good or poor performance is based on specific behaviors of ratee. However, a high percentage of the officers agreed that favoritism tops the list in areas where biasness may occur and subjectivity of the current system is an issue to address. From the open ended questions, the finding also indicated that there are dissatisfactions regarding the current system and recommendations have been suggested by the officers to overcome these problems. This study is relevant to ascertain the perception of the diplomatic officers on the current performance appraisal system and thus help the management to realize the dissatisfaction of the system. Although, there were some limitations, it did not affect the validity of the data. Thus, the information obtained is vital for the policy makers to improve the current system.
Perception on the Performance Appraisal System Among Malaysian Diplomatic Officers
Haslinda Abdullah,Karen George Abraham
International Business Management , 2012, DOI: 10.3923/ibm.2012.213.222
Abstract: The effectiveness of performance appraisal has been a debatable issue for decades as it affects various factors in an employee s career such as rewards, training and more importantly, promotions. This study therefore discusses the perception of the Malaysian Administrative and Diplomatic Service officers on the current performance appraisal system, focusing at appraisal understanding and satisfaction as well as rater s characteristics and dissatisfaction by diplomatic officers. This study employed a survey convenience sampling 106 respondents or 28.7% of the population sampling responded out of the 370 questionnaires sent out to the government offices. Descriptive analysis was used to describe the findings of the survey. The research finding revealed that a majority of the diplomatic officers agreed that the purpose of appraisal is generally for promotions and agreed that their superiors should be the ones to grade them although grading by peers was agreed by half of the respondents. Although, understanding the appraisal was not an issue, the satisfaction of the current appraisal system was low generally. Where rating method is concerned, most of the officers agreed that rating based on attributing good or poor performance is based on specific behaviors of ratee. However, a high percentage of the officers agreed that favoritism tops the list in areas where biasness may occur and subjectivity of the current system is an issue to address. From the open ended questions, the finding also indicated that there are dissatisfactions regarding the current system and recommendations have been suggested by the officers to overcome these problems. This study is relevant to ascertain the perception of the diplomatic officers on the current performance appraisal system and thus help the management to realize the dissatisfaction of the system. Although there were some limitations, it did not affect the validity of the data. Thus, the information obtained is vital for the policy makers to improve the current system.
The Implementation of ISO 14001 Environmental Management System
Abdullah Haslinda,Fuong Chin Chan
Asian Social Science , 2010, DOI: 10.5539/ass.v6n3p100
Abstract: In this study, the benefits of implementing ISO 14001 Environmental Management System (EMS), employees’ responses towards the implementation of EMS, the reasons for resisting the implementation and the challenges encountered by top management in implementing EMS were explored. A questionnaire survey to 97 ISO 14001 certified manufacturing companies in the State of Selangor was conducted. The findings showed that improved corporate image is the most substantial benefit brought by implementing EMS. A majority of the respondents were optimistic and they believed the implementation of EMS was good to the company and it benefited them. The top three reasons for resisting the implementation of EMS were employee’s preference to stay at status quo, employees were haunted by the past failures in EMS and fear of the unknown. The findings also indicated three major challenges encountered by top management in the implementation of EMS are top management commitment towards the implementation, identification of environmental aspect, impact and legal compliance.
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