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As for jobs that require technical skills or expertise in certain fields, employers may consider skills assessment as of a hiring tool. Candidates are able to provide evidence and practically demonstrate their work and skills are suitable for the occupation they desire to work as in the organisation. Astro is a relatively hands-on organisation, whereby employees would be required to move around or stimulate their brains, depending on their job. Hence testing their actual skills would be a wise and effective way of detecting and picking the best candidates. The tests could include presentations, written products, and self-report. Executive employees or authorities are able to assess attitudes, reflection and thinking processes of candidates, along with testing the content knowledge, judgment, personality and skills of the candidates. However, if there were to be a large number of applicants, it will be difficult for the employers to set up and administer the assessment, as it will be hard to assess and judge individual contributions.

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Campus recruitment is one of the ways of recruitment that offers certain advantages to the employer organisations. As Astro is a media-based company, it would not be difficult to attract the attention of the young adults in this generation who are generally interested in media or may want to test the waters in the Malaysian media industry, especially if they are planning to venture into mass media as a career. Seeing as majority of Malaysian-raised young adults would have already known about Astro prior to this campus recruitment, all they need is a little face-to-face convincing and exposure. Firstly, most of the candidates are available at one place, which reduces the travelling chaos for the organisation. Other than that, the organisations are able to have the opportunity to promote themselves to a large student body who would be graduating subsequently. However, one of the disadvantages of campus recruitment is that it is costly and time consuming. There is no guarantee that the recruiters are able to get good and suitable candidates.

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The Customer group of Astro may also be considered a task group at times when employees are required to group together to achieve the same goal for a specific project. For example, during a technology fair, sales representatives, promoters and customer service representatives would have to present and collaborate.

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As a group, these employees will not have the same individual goals, seeing as they may not all be working at the same location - some may be at an Astro booth in a shopping mall or some may be located in an office. They may all be working towards a main goal of reaching a minimum amount of sales or reaching a number of households, however each employee holding a different post will have their individual daily or monthly goal that they work towards with a variety of strategies based on what they feel is most effective. Each of the employees in this group will also have a different set of skills, hence why they will be assigned different jobs, whether it be a face-to-face promoter or a customer service representative in the call centre, so that they will be able to perform and execute their tasks effectively. When they are required to collaborate, they will learn the different methods of working in a group of people of different skill sets and traits, strengthening their communication and people skills.

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This is also a command group under Astro and it is a department where all the employees deal with customers or prospective customers of Astro. In some way, this group also acts as the face of the organisation, by interacting with the customers and transmitting messages from within the organisation, such as package deals or promotions. Employees under this group may hold various jobs such as customer service representative, direct sales representative, promoter, telemarketer and sales representative or executive.

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reem shahwa malaysian liverpool femal anchor

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This group, in simple terms, is the face of the organisation, as they are the ones who manifest the goals, ideas, concepts and organisation of Astro. Examples of jobs that employees in this group hold are such as TV host, radio host, journalist, host or hostess, presenter, editor or talents. Employees under this group usually appear as the representative of what Astro is trying to portray to the masses through their media platforms such as television channels or magazines. They are most frequently situated at the Astro studio or headquarters, where most production takes place. These employees work individually or together, depending on the task or project at hand, to create and deliver the content that is presented or sent out to the public through a variety of mass media platforms, that is television, radio, online or print. Though it is rare that these employees will have to work collaboratively seeing as each job represents a different aspect of Astro’s media output, when or if they do, they may experience conflicts of interest which will lead them to experience and learn about working effectively and cooperatively in a group.

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This is a command group, whereby the employees in the group most probably applied to be under this work group and department and were put in place under the organisation chart. Employees in this group report to a specific manager in charge of the whole Content group as there is no leader heading each subcategory of the group.

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a) TV
b) Radio
c) Publications
d) Film
e) Talent

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However, if you apply for a more complex job, Astro hands you an assignment with 7 days deadline. For example, a person applying as a software develop would have to create a mobile app to
(1) list Astro’s channels and enable users to sort the channels based on channel number of name.
(2) Enable the user to add channels to their favourite list and persist the date on the phone.
(3) Enable the user to log in using a social account and sync/persist the user favourite list and sort settings on the cloud.
Astro does not take these interviews lightly as any circumstances that caused you to miss an interview, Astro does not reschedule any.

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Astro narrows down their candidate’s through interview. Each process varies from a day to 2 weeks depending on how you apply (employee referral or online). Most interviews have 1-4 questions such as:

1. Tell me about yourself.

2. What does Astro mean to you.

3. What are your weaknesses?

4. What are your 5-year plan?

5. What made you leave your previous job?

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Using their YouTube channel as a recruitment platform is smart and wise as with today's generation, everyone gains exposure and knowledge through the net. Just by stumbling upon this video, a youngster out there may feel intrigued and want to try out for a job.

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"Sometimes there's more to a job than just work" When there's an opportunity to touch the lives of others, your role becomes an important one. Being in the entertainment industry, you'll have the chance to make millions of Malaysians laugh, cry and feel good about themselves, every single day.

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Back in 2012, Astro participated in a job fair located in Kuala Lumpur. Although Job Fairs aren’t a leading source of one’s search, it is beneficial in many ways. A job fair is a great way to gain exposure, obtain contact, get inspiration, learn about the industry you’re interested in and to kick start a search if you haven’t had a specific job in mind. Astro took this opportunity to seek new talents that brings Astro a brighter future.

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Seeking through the net has been a primary source for most aspirant job seeker. It is user friendly as it is convenient and it saves a lot of time. Companies today lean towards social media as youth especially, roam the internet as their commencement to everything including job seeking. They upgrade or start a fresh social site and switch their focus to online scoping. This is because it saves the hassle of going through numerous selection or interview stages and the effort put in to look through each candidate’s resume (although it is essential for the later stages). Astro specifically has a direct link to jobstreet.my (verified by Astro) in where they post a list of available jobs such as Cloud Security Architect, Senior Associate, Application Developer and etc. Each title states the location as Astro has various branches all over Malaysia, and the level/ specialisation needed (entry level, junior executive).

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As Astro is also a company premised on mass media, they believe in the freedom of expression and exploration of an individual through the 21st century advancements, hence allowing employees to venture into other departments within the company such as the audio and visual department or the production department, to seek and understand their direction

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Though the idea of self-actualisation in the workplace does not extend to everyone, as not every individual aims to be a self-actualised and to be the best version of themselves as they can be; many average working people in all industries can settle for moderate performance and results, however there will always be a solid group of workers who aim to fulfil the most of their capability.

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Employers in Astro hope to encourage all of their employees to grow into better workers and better people, hence why there are various training programmes put in place. Managers also frequently obtain feedback from their subordinates through feedback forms and frequent townhalls, so as to gain as much insight into how their personal growth and working style aligns with the company’s direction.

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The highest tier of Maslow’s Hierarchy of Motivation is unlike the other tiers that employers can easily make efforts to help fulfil, self-actualisation is more likely fulfilled through internal will and desire rather than by those around them. Nevertheless, Astro believes in the nurturing of individuals skills, talents and traits in their employees through the moral support and respect from managers and coworkers. Managers or supervisors of a project will ask for opinions and input from subordinates, and vice versa, where employees will consult and discuss their personal inputs regarding the company’s or personal goals and skills with their managers or employers. This not only creates rapport between the levels of profession in the workplace but also permits employees to explore and grow into an individual they aspire to be, or at least to be better and improved.

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External esteem motivators are such as status and recognition, and Astro’s ‘Best Agent Award’ is an ultimate example of that. When employees are rewarded and acknowledged for their hard work, determination and accomplishment, their esteem immediately grows. Feeling supported by their team of coworkers and managers as well as garnering attention from peers are considered basic psychological motivators and feel-good factors of the working life, and as a company as widespread as Astro, they reward their employees based on merit, hard work and the effectiveness of their work ethic personally and in a team. Astro also ensures that objectives, goals and ethics are defined and agreed on mutually between managers and their subordinates, allowing all employees to feel recognised as part of the group in and out of the workplace.

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Internal esteem motivators can stem from a few elements, one being self-esteem. The need to increase personal self-esteem motivates employees to set goals for themselves to achieve within certain period of time. These goals, for employees in Astro, can involve achieving personal targets for a project, such as persuading and making deals with a minimum number of customers to purchase an Astro streaming package deal. The middle managers of Astro ensures that they maintain a close relationship with their subordinates by discussing and supporting their personal goals and plans, and advise them on ways to be more effective in achieving them. These raw and genuine one-on-one conversations can benefit the employees by cultivating an encouraging and positive environment, as they will feel achieved and respected by their peers. Astro makes sure that there are evident, corporate and sales goals to be reached to keep the job challenging, however they allow autonomy to individual employees to decide how those goals should be reached based on what works best and is the most efficient method for them and their working style.

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Astro makes it easy to establish rapport between co-workers and middle managers by bolstering a tight knit community through teamwork events and activities such as after-work sports activities, lunch gatherings and community service, so as to avoid employees feeling like they are being segregated. Enthusiasm and harmony in the workplace has been instilled by Astro’s willingness to create a supportive and encouraging community through a cohesive workspace and lounge areas where everyone can relax together.

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Equal treatment and opportunities experienced by employees will give them a sense of belonging and ensure that they won’t feel inferior or less valued to their coworkers - Astro ensures that all their employees are given equal opportunities to score a part in projects by upholding a democracy, whereby the employees can raise their opinions and arguments, choose their roles and have a chance to obtain a role.

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Astro assigns teams from either the same or different departments to work together on a daily basis, but also for certain projects at the time that have to be split into tasks. For example, when a new broadcasting channel is being set up, there must be separate groups: to coordinate the video production process, to scout for companies who want to contribute their program or collaborate, to prepare the resources needed for filming and many more. Being a part of an established team means learning to cultivate teamwork and cooperate with employees of different skills and personalities. This forms bonds, friendships and helps employees to feel a sense of acceptance and association.

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Astro ensures that all of their employees feel safe at their workplace by nurturing rapport between co-workers and managers; if conflicts or disagreements arose, it would immediately be looked over by an impartial third party so that it does not escalate. This helps other employees to feel more comfortable and secure, as they should not be mentally involved or affected by strife in the workplace.

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Astro provides adequate security and safety policies and measures. This includes proficient overall security guards and surveillance, allowing employees to work with a peace of mind, knowing that there is sufficient protection. This aspect of safety also includes the absence of violence, where co-workers refrain from creating a hostile environment, whether it be physically or emotionally.

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Astro allows the families of employees to be included under the claiming of hospital bills; especially in Asian culture where family almost always comes first, this also alleviates a significant part of an employee’s stress.

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3 months of paid maternity leave gives expecting mothers or women who are planning to conceive a sense of security - especially during this time when their emotional well being must be well cultivated and stress levels of raising a child is high, they will feel secure knowing that the financial aspect of becoming a new parent is somewhat covered.

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Astro provides medical benefits and allowances to their employees such as by waiving their medical bills and granting medical leave. This gives their employees security in terms of knowing that they will not have to worry about medical expenses or add that to the long list of unavoidable costs that an average working person stresses about, especially in today’s economy. Employees would not have to worry about having to work when they are unwell or unfit, giving them a sense of comfort knowing that being on medical leave does not equate to being replaced for their job.

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As the headquarters of Astro is located in Technology Park Kuala Lumpur, which is away from the city’s heavy, unreasonable traffic during peak hours, employees are able to save time from being wasted stuck in traffic, and instead spend the remaining time before and after working hours doing leisure activities or relaxing.

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There are also appropriate number of breaks given to employees during working hours aside from mealtimes, allowing them to take a breather or have a rest from their task. For those whose jobs are predominantly done on computers, their eyes may need a break from the screen. For those who work at the call centre department, they may need a break from answering to customers and speaking on the phone. Rest and sleep is vital for employees to be able to work efficiently and with spirit and concentration. With that said, every individual will have their personal definition of what is considered suitable working and resting hours, hence why Astro aims to strike a healthy balance that will appease most or all employees.

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Astro also sets normal working hours of 9.30am to 5pm from Monday to Friday, granting employees the opportunity to gain a healthy amount of sleep at night, and also the freedom to spend their evenings and nights with friends, family or themselves.

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Astro provides meal allowances, those of which are breakfasts, lunch and tea breaks for their employees. Not only does this satisfy the basic need of food and drink, it also saves the employee’s time as they will not have to worry about preparing meals from home or having to leave the workplace in search for their meals. Even though it may seem like a trivial matter, food can be significant in causing stress in many of our daily lives. Hence, the provision of meals allow employees to be able to make more time for their task at hand, fixate concentration on their jobs and possibly intensify their focus as balanced meals provide energy and aids the efficiency of brain stimulation.

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Astro Malaysia Holdings Berhad (Astro) is Malaysian and ASEAN digital-first media and lifestyle company in the Digital, TV, Radio and eCommerce space that was first commenced broadcasting on 1996, headquartered in Technology Park Kuala Lumpur. Astro broadcasts over 180 channels, of which 56 are in HD, is a leading edge innovator with its introduction of HD, 3D and PVR – a first in Malaysia, and also Video On Demand, Astro on the Go and IPTV service.

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Pioneering High Definition (HD) commercials in Malaysia, this Astro commercial is one of the longest in the history of Malaysia's television commercial, lasting 2.5 minutes. Engaging the audience with its surreal visuals of human imagination, the Dolby 5.1 Surround Sound broadcasting intrigues and appeals to viewers' visionary and auditory fantasies.

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The Astro B.yond TV commercial in High Definition (HD) is a first of its kind in Malaysia. This television commercial is one of the longest in Malaysian television commercial history at approximately 2.30 minutes and broadcasted in HD and Dolby 5.1 Surround Sound.

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Over the past few years, the efforts that Astro has made to exemplify innovation, quality and strong corporate responsibilities led them to receive many remarkable awards for their achievements. The company holds the distinction of the ‘Gold’ award in the Media and Entertainment category at the Putra Brand Awards for 7 consecutive years from 2010 to 2016, including the ‘Brand of the Year’ award in 2012, the ‘Brand Icon’ award in 2013 and the ‘Malaysian Marketer of the Year’ award in 2016.
 

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Within 7 years, Astro became one of the leading pay of television provider for the consumer and professional markets in Malaysia, surpassing with one million residential pay-tv subscribers in 2003.

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The company engages in business through content creation, aggregation and distribution activities, including the provision of direct-to-home subscription television, radio broadcasting services, library licensing, multimedia interactive services, magazine publishing, Malaysian film production, talent management, creation of computer animation, interactive content and television content distribution.

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The Maslow Hierarchy Theory of Motivation depicts five levels of goal attainment that incites motivation. Maslow argued that each level explains humans' needs and motivators; each level must be satisfied or fulfilled in order for us to move on to attempt to satisfy the next level - beginning from physiological (basic) needs, to self-actualisation (self-fulfilment) needs.