1. Will more or fewer employees be needed?

   Ans: More employees are needed because the company need to grow fast

2. What jobs are needed? What are the challenge?

   Ans:

   i. HR team are needed like HR manager, executive and so on. The challenge is lack of HR team.

   ii. Marketing team like sales manager, sales team members and so on. The challenge is high turnover rate.

   iii. Technical team like software developers. The challenge is lack of developers and support staff.

   
   

3. What tools/techniques that you used in HRP?

   i. Gap Analysis

   To determine the current workforce and future

   ii. Workforce Forecasting

   Predict the future demand and supply of employees to grow faster

Trend analysis.

Yes need more employees needed.

1) sales executive- to address high turnover

2) software developers- to meet project demands

3)IT support staff- for customer and system support.

4) Hr officers- to manage recruitment

Challenges are High turnover in the sales team, talent shortage in tech roles and no existing HR department.

Forecasting Techniques – estimating number and types of employees needed

Job Analysis – identifying roles and skills required

-need more workers

-not enough skilled for rural workers therefore , we need to hire well trained import staff

-prepare language seminar to enhance our local staff language skills

-the tools we used in HRP is GAP analysis

-need more younger workers

Jobs need for each branch:

Sales executive - 1

IT technician-5

HR team:

Hr manager -1

Staff -4

Support staff:

Customer service -2

Helps desk -2

Sales team-5

🛠️ HRP Tools / Techniques to Use

Tool Purpose

✅ Workforce Gap Analysis

✅ Job Descriptions

✅ Job Specifications

1. Need more fresh graduate employees

2. Jobs needed: Supervisor and manager, training and development officers

   Challenges: Sending them to the seminar and communication barrier - need for bilingual staff

3. Gap analysis

Scenario 2

1. More employees will be needed because the company just got new contract in Kedah and Perlis and want to expand operations

2. Training specialist (bilingual), Agri-tech field officers, workforce planner

3. Gap analysis

• more employees needed

What jobs are needed? What are the challenges?

(I) What jobs are needed?

• Training officers

• Customer service staff

• IT support specialists

(II) What are the challenges?

• not enough skilled rural workers

• need bilingual staff

• aging workforce

What tools/ techniques that you used in HRP?

• scenario planning

• gap analysis

Q1. More employees will be needed to expand the operation.

Q2. RnD Manager, Operation Manager and Algritech Engineer.

Challenges : Difficult to recruit younger generation due to rural area and competitions from other company. There are also challanges to train the current worker to learn English.

Q3. Gap analysis since there are aging workers, so we need to think about future workforce needed and workforce forecasting due to expanding the operations.

1. Will more or fewer employees be needed?

—> more employees needed

2. What jobs are needed? What are the challenges?

—> HR team, Developers, IT support staff

—> Challenges: high turnover in sales team, no hr department, fast growth pressure

3. What tools / techniques that you used in HRP?

—> forecasting, SWOT analysis, Workforce gap analysis

Will more or fewer employees be needed?

- More employees will be needed.Growing it company is planning rapid expansion by opening new offices in Penang and Johor, which means their operations will grow across multiple locations. Currently, they only have 30 staff, which is not enough to support multiple branches and a growing client base. The company currently has no HR team, which is a serious gap as they grow. HR will manage hiring, onboarding, training, employee engagement, and retention all crucial for a fast-growing company.

1) HR Manager: Responsible for creating HR policies, managing employee relations, handling strategic workforce planning, and building a strong company culture.

2)Development Team (To Build and Maintain Products)

- As an IT company, developers are the core of the business. Expanding services means developing more software or upgrading current ones.

3) Administrative & Operational Support

- Daily operations and back-office tasks will increase with new offices and more employees. Keeps the office running smoothly and managing supplies, schedules, documents, etc.Helps process invoices, reimbursements, and supports basic bookkeeping and documentation.

What are the challenges?

1) HR Manager:

- Growing IT may struggle to attract skilled HR managers who can handle the management

- ⁠Since they just start to open, they have limited recruitment channels which limit their access to recruit good candidates

2) Develoment Team:

- Competition from bigger company because large company may offer better benefits

- ⁠Finding the right skillset because it is hard to find developers with the specific skill needed that matches with company goals

3)Administrative & Operational Support

- Limited budgets to support quality staff

- ⁠Low awareness of the company since it is new company, it hard to attract support staff.

What tools /techniques that you used in HRP?

a.Workforce Analysis

-Reviews current employee skills and roles.

-Helps identify talent gaps, especially important when there's no HR team.

b. Trend Analysis

-Uses historical data to predict future staffing needs.

-Useful when planning for growth, like TechNova expanding to Penang and Johor.

2. The jobs that are needed are:

i. Hr executive

⁃ Attracting talent to rural or remote areas

⁃ Limited HR candidates with AgriTech experience

ii. Operation Manager

⁃ Aging workfoce in the labor pool market

⁃ Finding candidates with hybrid skillsets

⁃ Searching for candidates with a good tech and physical adaptability

⁃ Lack of industry specific experience

iii. Customer Support Executive

⁃ Seeking candidates with an English proficiency in rural or remote area

⁃ Finding candidates who are willing to work in remote areas

3. Tools that were used are

⁃ Gap analysis

⁃ Trend analysis

⁃ Workforce forecasting

⁃ Scenario planning

Challenge :

• Lack of experience

• Remote work locations

Where to apply :

• Linkedln

• Jobstreet

post to job street

Recruitment Challenges: Sales Executive (IT Company)

-Hard to find candidates with both tech knowledge & sales skills

-High competition for experienced IT sales talent

-Need for strong adaptability in a fast-paced tech environment

-High turnover risk without proper motivation or support

2. Where it will be posted

-LinkedIn Jobs

-JobStreet Malaysia

-Tech Nova Solution (company website)

-Instagram and Facebook (to attract younger people)

3. Recruiting Challenges

-Difficulty in verifying technical skills remotely

-Limited networking opportunities

-Top IT talent demands high salaries

-A multigenerational workface

-Limited flexibility for business expansion

External method

Difficulty finding applicants with the right skills, experience, or cultural fit.

-instagram , job street and indeed, facebook

Challenges

1.Limited Bilingual Candidates

It might be hard to find candidates fluent in both Bahasa Melayu and English, especially in rural areas.

2.Lack of Qualified Talent in Rural Areas

Many skilled professionals prefer working in urban settings, so attracting them to Kedah and Perlis could be a challenge.

3.Experience in Agri-Tech + Training

The role needs someone with both training skills and knowledge of agri-tech, which is quite a niche combination.

• External Recruitment

  
  

Where Will It Be Posted:

• Facebook

• Local community centers

• Agriculture co-ops

• TikTok

• Instagram reels

Predicted Recruiting Challenges:

• Lack of skilled workers in rural areas

• Difficulty finding bilingual candidates

• Aging workforce (younger generation reluctant to work in agriculture)

• Tech resistance from some traditional farmers

This will be posted on company website, job street and social media like Facebook, Instagram.

What will be the recruiting challenges?

- Costs of recruiting

- Talent shortage

- Lack of the experience

Questions :

1. Do you have experience handling machines or packing goods?

2. Can you work in a team environment and take instructions from supervisor?

3. Are you okay with shift work, including night shift and weekend?

4. Where do you see yourself in 5 years?

5. Why should we hire you?

   
   

   We have selected Yana for the position of Machine Operator due to her extensive experience in machine operation and team leadership in her previous role. Her familiarity with the job scope enables her to operate machinery efficiently and effectively. Yana consistently demonstrates confidence and performs well under pressure. Furthermore, she possesses a clear vision for her career within the company and exhibits a strong aspiration to advance to a supervisory position.

   
   

   
   

   
   

Leong has high self confidence compared to another two job applicants. Besides, his personal skills is stronger since he said that he is a fast learner. He also have knowledge on marketing which aligning with our job recruitment.

The main reasons we choose applicant B ( Dini ) :

1 She has experience in using technology like automated irrigation system

2 She can communicated well in Bahasa Melayu and English

3 She come from farmers family so, she know how to handle the situations if there have a problem

4 She know how to fix and repairs electronic machine

5 She is more confident than applicants A

Job Applicants : Ms. Richelle and Ms. Thirishikah

Questions:

1. Why do you want this job?

2. Why do u think u can are qualified for this job?

3. What IT skills do you have?

4. Are you willing to work overtime if needed?

5. Why do you want to work in our company?

At the end of the interview session, we decided to hire Ms. Richelle. The main reasons we choose Ms. Richelle:

Confident, proficiency problem solving in skills, strong Academic background, Good communication skills in explaining IT issues, experience in this field, a positive attitude and willingness to learn and adapt to new technologies.