Education: Minimum SPM, STPM, or Diploma in Business, Marketing, IT, or a related field.
Experience: 1–2 years of experience in sales support, retail counter sales, or customer service is preferred. Fresh graduates are welcome to apply.
Language Skills: Proficiency in Bahasa Malaysia and English. The ability to speak or write in Mandarin is a strong advantage for communicating with specific networks.
...
Bachelor’s degree in engineering, Science, or related field; relevant certifications or training in validation practices may be preferred.
Minimum of 1-2 years of experience in a validation technician or similar role, preferably in a calibration servicing company or regulated industry.
...
Job Purpose
To support and implement talent management and employee development initiatives that build employee capabilities
strengthen the talent pipeline
improve employee engagement
and support the organization’s current and future business needs.
Key Responsibilities
Develop and coordinate training and development programs based on organizational and employee needs.
Conduct training needs analysis (TNA) and identify competency and skills gaps.
Coordinate internal and external training programs
including scheduling
logistics
attendance
and evaluation.
Support the implementation of talent management and succession planning initiatives.
Identify and develop high-potential employees and support career development programs.
Manage and monitor individual development plans (IDPs).
Support the performance management process
including goal setting
performance reviews
and development discussions.
Develop and maintain competency frameworks
career paths
and job profiles.
Track training effectiveness and prepare reports on training participation
costs
and outcomes.
Maintain accurate employee training and development records.
Work with managers to identify development opportunities
coaching needs
and learning interventions.
Support employee engagement and organizational development initiatives.
Research new learning methods
tools
and best practices to improve employee development.
Ensure training activities comply with company policies and relevant regulatory requirements.
Manage the Learning Management System (LMS) or other HR development platforms
where applicable.
Key Performance Indicators (KPIs)
Training completion and participation rates
Training effectiveness and employee feedback scores
Achievement of annual training plans
Training cost versus budget
Internal promotion and talent mobility rates
Succession plan readiness
Development plan completion rates
Employee competency improvement
Employee engagement related to learning and development
To manage the end-to-end recruitment process by attracting
identifying
assessing
and hiring qualified talent to meet the organization’s current and future workforce requirements.
Key Responsibilities
Manage the end-to-end recruitment and selection process
from job requisition to onboarding.
Work closely with hiring managers to understand manpower requirements and develop appropriate recruitment strategies.
Prepare and update job descriptions and job advertisements.
Source candidates through job portals
social media
professional networks
recruitment agencies
employee referrals
and other channels.
Screen resumes and conduct initial candidate assessments and interviews.
Coordinate interviews between candidates and hiring managers.
Conduct reference checks and support background verification processes.
Prepare and negotiate job offers in accordance with company policies and approved salary structures.
Maintain an effective candidate pipeline for current and future vacancies.
Build and maintain relationships with candidates
universities
and other talent sources.
Monitor recruitment metrics such as time-to-fill
cost-per-hire
quality of hire
and offer acceptance rate.
Maintain accurate recruitment records and ensure HR systems are updated.
Ensure recruitment practices comply with company policies and applicable employment regulations.
Support employer branding
career fairs
recruitment campaigns
and talent attraction initiatives.
Continuously identify opportunities to improve the recruitment process and candidate experience.
Support new employee onboarding and ensure a smooth transition from recruitment to employment.
Key Performance Indicators (KPIs)
Time-to-fill / Time-to-hire
Number of positions successfully filled
Quality of hire
Offer acceptance rate
Recruitment cost per hire
Candidate satisfaction
Hiring manager satisfaction
Recruitment source effectiveness
New-hire retention rate
Recruitment process compliance
Have a valid SPM certificate and pass all subjects.
Have a certificate or diploma in engineering, manufacturing or equivalent.
Have at least 2-4 years of working experience in handling and operating precision automation machines, particularly medical device assembly equipment.
...
Able to communicate well in Malay and understand basic English.
Have good troubleshooting and technical skills.
responsible and able to work well in a team.
Have knowledge and skills in the production process of components or products on the production floor.
Have mathematical calculation knowledge and skills
make analysis based on existing reports and produce reports related to component & product or process mismatch.
Have knowledge and skills in using computer software such as Microsoft Word
Microsoft Excel and Microsoft Powerpoint.