Change your appearance CHANGE YOUR SHADES,

NAME MATRICS NO. PRISCILLA SIPIN@WILLIAM BP21160563 UNIVERSITI MALAYSIA SABAH PI20303 PERSONNEL PSYCHOLOGY SESSION 1 2022/2023 COMPANY NAME: RAVEN SDN BHD

STAFF MONTHLY SALARY ORGANIZATION CHART/DEPARTMENT/ STAFF INTRODUCTION COMPANY NAME: RAVEN SDN BHD RECRUITMENT SELECTION METHODS: PART I PERFORMANCE MANAGEMENT SELECTION METHODS: PART II TABLE OF CONTENTS

ABOUT OWNER *OWNER CORPORATE PHOTO INTERNATIONAL DIMENSIONS OF APPLIED PSYCHOLOGY COMPANY NAME: RAVEN SDN BHD ETHICAL ISSUES IN HUMAN RESOURCE TABLE OF CONTENTS ANALYZING JOBS AND WORK TRAINING

CHAPTER 1 INTRODUCTION COMPANY NAME: RAVEN SDN BHD

N A M E O F C O M P A N Y R A V E N S D N B H D I N D U S T R Y F A S H I O N COMPANY NAME: RAVEN SDN BHD

There has been a practically universal drive for individuals to live better lifestyles over the last decade or so. Part of that approach includes paying attention to the sun's UV radiation. We know that both UV and blue light may be harmful to our eyes, so we wear sunglasses outside to protect ourselves. Consumers today are more fashion sensitive than ever before. They consider a decent pair of designer sunglasses to be equally as significant as the rest of their attire and accessories. We market sunglasses because we believe there is a high demand from consumers. The market involving sunglasses is set to exist for a long time. Raven’s eyewear is dedicated to increasing our collection of quality designer sunglasses for the benefit of our customers. COMPANY NAME: RAVEN SDN BHD

SALES COMPANY NAME: RAVEN SDN BHD

CHAPTER 2 ORGANIZATION CHART/DEPARTMENT /STAFF COMPANY NAME: RAVEN SDN BHD

departments RAVEN SDN BHD COMPANY NAME: RAVEN SDN BHD

DEPARTMENT OF ACCOUNTING AND FINANCE Our accounting and finance department is at the center of our organization and is responsible for ensuring the efficient financial management and financial controls necessary to support all business activities COMPANY NAME: RAVEN SDN BHD

DEPARTMENT OF SALES AND MARKETING Our company's Marketing and sales department have two key roles in the business. First, attracting more customers and developing the customers we already have. The ultimate goal of both is to bring in more revenue for our company. COMPANY NAME: RAVEN SDN BHD

Our company's Research and development (R&D) department will gather knowledge to create new products or discover new ways to improve our existing products and services. This department will test and refine products or processes before commercial use. DEPARTMENT OF RESEARCH AND DEVELOPMENT COMPANY NAME: RAVEN SDN BHD

DEPARTMENT OF HUMAN RESOURCE Our company's HR (Human Resources) department will be a group of people who are responsible for managing the employee life cycle (i.e., recruiting, hiring, onboarding, training, and firing employees) and administering employee benefits. COMPANY NAME: RAVEN SDN BHD

DEPARTMENT OF CUSTOMER SERVICE They are responsible for representing our brand when interacting with potential buyers. Customer service can break our company's chance to turn a potential customer into a loyal customer. After a positive customer service experience, 89% of consumers report they are more likely to return and make another purchase. COMPANY NAME: RAVEN SDN BHD

DEPARTMENT OF ADMINISTRATION/OPERATIONS The Administration Department provides administrative and technical support in the areas of human resources (HR), budgetary, strategic planning, legal affairs, calls for tenders, facilities and security. ADMINISTRATION OPERATIONS Operations department ensures that the company's production process is completed from start to finish. These production processes need to line up with the goals and functions of other departments within our company. COMPANY NAME: RAVEN SDN BHD

The Security Department is responsible for the safety and security of everyone on the premises of the company. It also enforces secure access control and is responsible for internal emergency response procedures. DEPARTMENT OF SECURITY COMPANY NAME: RAVEN SDN BHD

ORGANIZATION CHART R A V E N S D N B H D COMPANY NAME: RAVEN SDN BHD

ORGANIZATION DEPARTMENTS CHART R A V E N S D N B H D COMPANY NAME: RAVEN SDN BHD

PERSONNEL DIRECTOR SUPERVISOR DEPUTY CEO MANAGER CEO STAFF Our company will have 2 deputy CEO to divide the work so that it will not put too much pressure on just one person. Our company will only be having 1 CEO to oversee the whole company. Our company will also allocate 14 supervisors to support the work of their representative managers. Each manager will have their own supervisor working under them to supervise the staff and ensuring no problems arise. Our company will have 14 managers watching out for the 7 departments. They will work directly under the directors. Each department will have 2 managers to ensure the work done is more efficient and detailed-oriented. Our company will have 7 directors. Each department will have their own directors so that the work of subordinates can be taken care properly. Each department will have 6 staffs working for them. We only hire 6 people because it is only a small company. When the company expands in the future, we will also add more personnel. COMPANY NAME: RAVEN SDN BHD

CHAPTER 3 STAFF MONTHLY SALARY COMPANY NAME: RAVEN SDN BHD

COMPANY NAME: RAVEN SDN BHD MONTHLY SALARY

COMPANY NAME: RAVEN SDN BHD MONTHLY SALARY

CHAPTER 4 RECRUITMENT COMPANY NAME: RAVEN SDN BHD

Mating Theory in recruitment is a two-way process in which employees seeks out organizations just as much as organizations seek out prospective employees. RECRUITMENT THEORY DEFINITION JOURNAL APPLICATION Mating theory is one of the fundamental element of a successful organization in the 21st century. Organization must reach out to potential candidates and not be dormant (Johnson, 2016) Our company will pick graduates from universities involving business or fashion. Our company will host a job fair at the chosen universities. We will aim for the 2nd and 3rd year student so that no talent will be wasted. REFERENCE: Johnson, T. H. (2016). Survival and successful adaptation of a internetbased 21st century company. International Journal of Industrial Recruitment Strategies COMPANY NAME: RAVEN SDN BHD

CHAPTER 5 SELECTION METHODS: PART I COMPANY NAME: RAVEN SDN BHD

Attribution theory is concerned with how ordinary people explain the causes of behavior and events. For example, is someone angry because they are bad-tempered or because something bad happened? SELECTION METHODS: PART I THEORY DEFINITION JOURNAL APPLICATION In brief, attribution theory focuses upon explanations of behavior that are either internal or dispositional attributions (e.g., personality, motivation, or ability) or external or situational attributions (e.g., task difficulty, environmental constraints, or luck). Which attribution is chosen depends upon three criteriadistinctiveness, consistency, and consensus. First, the influence of applicant attributions upon the job search process and initial job success is examined. Then the attributions of potential employers are examined in terms of various selection instruments-resumes, letters of recommendation, employment interviews, and employment testing. Finally, a preliminary general model of attribution in selection is presented. Limitations and new directions for applying attribution theory to personnel selection are discussed. References Knouse, S. B. (1989). The Role of Attribution Theory in Personnel Employment Selection: A Review of the Recent Literature. The Journal of General Psychology, 116(2), 183– 196. https://doi.org/10.1080/00221309.1989.9711122 COMPANY NAME: RAVEN SDN BHD

CHAPTER 6 SELECTION METHODS: PART II COMPANY NAME: RAVEN SDN BHD

Our company wants to apply Socioanalytic Theory. The theory states that personality should be defined from the perspectives of both the person and the observer. Personality from the person's view is his/her identity. It is defined in terms of the strategies one uses to satisfy the needs for acceptance and status. SELECTION METHODS: PART II THEORY DEFINITION Socioanalytic theory states that the two needs, to get along and to get ahead, are intertwined with basic personality traits. The need to get along underlies and is expressed through three traits: emotional stability, agreeableness, and conscientiousness. The need to get ahead underlies and is expressed in terms of two traits, extroversion and openness to experience JOURNAL Apply the Five-Factor Model – a taxonomy of reputation – is a useful way to organize personality of the employees. Checking employee past behavior to predict how they will behave in the future. APPLICATION REFERENCE: Latham, Gary P. "Chapter 6: Needs: The Starting Point of Motivation." Work Motivation: History, Theory, Research, and Practice. 2nd ed. COMPANY NAME: RAVEN SDN BHD

CHAPTER 7 PERFORMANCE MANAGEMENT COMPANY NAME: RAVEN SDN BHD

The goal-setting theory is a performance management theory that involves identifying specific goals and objectives for employees before setting up a system that tracks their progress towards those goals. Such goals are usually quantitative so the employee can understand exactly how they've progressed towards achieving them so far. PERFORMANCE MANAGEMENT THEORY DEFINITION JOURNAL APPLICATION Goal setting theory (Locke & Latham, 1984, 199Oa) is based on the simplest of introspective observations, namely, that conscious human behavior is purposeful. It is regulated by the individual’s goals. Goal directedness, however, characterizes the actions of all living organisms including those of plants. Thus the principle of goal-directed action is not restricted to conscious action. Identify employees specific goal. Identify their objective before setting up a system that tracks their progress towards those goals. REFERENCE: Locke, E. A., & Latham, G. P. (1990). A Theory of Goal Setting and Task Performance. The Academy of Management Review, 16(2), 480. https://doi.org/10.2307/258875 COMPANY NAME: RAVEN SDN BHD

CHAPTER 8 ANALYZING JOBS AND WORK COMPANY NAME: RAVEN SDN BHD

Position Analysis Questionnaire (PAQ) refers to a job analysis questionnaire evaluating basic characteristics and job skill levels of candidates for different types of employment opportunities. It was developed by McCormick, E.J., & Jeanneret, and Mecham at Purdue University in 1972. This method includes a series of comprehensive questioning to generate several analyzing reports. It is vastly used in individual psychological assessment, human resource departments, and industrial and organizational psychology, and can be easily managed by any person trained in job analysis. ANALYZING JOBS AND WORK Conclusively, we have understood that the position analysis questionnaire (PAQ) is still a well-established and reputable method of job analysis. The contemporary environment for human resource functions, however, has evolved the needs of job analysis methods. This development has led to conventional methods that cater for the contextual nature of job roles, and so cannot effectively apply standardized approaches to analysing jobs. In our company, we use PAQ to comprehend and achieve a specific task framework. A questionnaire will be distributed to senior workers who have been with the company for at least one year or who have completed an internship term since the experience they have will most likely assist our company. THEORY DEFINITION JOURNAL APPLICATION REFERENCE: Muhammad Barwa, T. (n.d.). The Effectiveness of Position Analysis Questionnaires (PAQ) in Performance Appraisal Systems. https://www.instituteofmanagementspecialists.org.uk/Barwa.pdf COMPANY NAME: RAVEN SDN BHD

CHAPTER 9 TRAINING COMPANY NAME: RAVEN SDN BHD

Behavioral learning is a training theory centered around the idea that people learn through their interactions with their environment. Basically, it assumes that learners react and behave based on the associations between stimuli and responses. Positive reinforcement plays a vital role in this training theory. TRAINING Behavioral learning theories offer a framework within which to organize and structure marketing and promotional activities, and a simple but elegant model of the generic concept of marketing. In marketing, the desired end is appropriate behavior manipulation and control to further the goals of the organization. The currently recognized most efficient means to these ends is through the use of the marketing concept. By developing reinforcers which meet needs, marketing would seem to have already embraced behavioral learning theory. Behavior is a function of its consequences and environment; by assessing needs, marketers are best able to meet their own needs and control portions of the consumer's environment (Rothschild & Gaidis, 1981). Our company will train new employees by having them observe senior employees so that they will know what to do in the company. We will also reward or punish employees based on their achievement or misbehavior in the company. Our company will also organize team dinner to allow employee to interact with senior employee regarding work related topics or how to improve their performance. REFERENCE: Rothschild, M. L., & Gaidis, W. C. (1981). Behavioral Learning Theory: Its Relevance to Marketing and Promotions. Journal of Marketing, 45(2), 70–78. https://doi.org/10.1177/002224298104500207 THEORY DEFINITION JOURNAL APPLICATION COMPANY NAME: RAVEN SDN BHD

CHAPTER 10 ETHICAL ISSUES IN HUMAN RESOURCE COMPANY NAME: RAVEN SDN BHD

In an organisational context, utilitarianism basically states that a decision concerning business conduct is proper if and only if that decision produces the greatest good for the greatest number of individuals. “Good” is usually defined as the net benefits that accrue to those parties affected by the choice. ETHICAL ISSUES IN HUMAN RESOURCE There are various ways in which utilitarianism can accommodate the moral significance of the personal point of view. It must be conceded, however, that these strategies do not eliminate all conflict between utilitarianism's impartiality and the personal point of view. But this residual conflict does not constitute a moral objection to utilitarianism, for, in this conflict, the personal point of view represents worries about the rationality or supremacy of utilitarian demands (Brink, 1986). Our company will determine right from wrong by focusing on outcomes. It is a form of consequentialism. Punishment will be given accordingly if that decision produces the greatest good for the greatest number of individuals. When choosing to terminate one employee between two that are involved in misbehavior, we would choose the employee that will give more benefit to the company. REFERENCE: Brink, D. O. (1986). Utilitarian Morality and the Personal Point of View. The Journal of Philosophy, 83(8), 417. https://doi.org/10.2307/2026328 THEORY DEFINITION JOURNAL APPLICATION COMPANY NAME: RAVEN SDN BHD

CHAPTER 11 INTERNATIONAL DIMENSIONS OF APPLIED PSYCHOLOGY COMPANY NAME: RAVEN SDN BHD

Applied psychology is the study and ability to solve problems within human behavior such as health issues, workplace issues, or education. Hence when we want to apply it internationally there will be many differences in each country. We believed that there should be a variations of employee's background. INTERNATIONAL DIMENSIONS OF APPLIED PSYCHOLOGY In analyzing a sample of managers from six international companies, we found some initial evidence that the Prospector dimensions add incremental predictive value to traditional appraisal approaches commonly used by practicing managers in their efforts at the early identification of international executive talent. Our hope is that the dimensions we developed will be used in more controlled settings, with additional raters, in situations where people are tracked over longer periods. Eventually, these refinements will help produce better measures of potential and performance in an increasingly global business environment (Spreitzer et al., 1997). Our company strive to be acknowledged globally. Hence, we would spread our company by having branches in the country near Malaysia, such as Indonesia, Korea, Singapore and Thailand as these country are hot and will definitely be in need of sunglasses. REFERENCE: Spreitzer, G. M., McCall, M. W., & Mahoney, J. D. (1997). Early identification of international executive potential. Journal of Applied Psychology, 82(1), 6–29. https://doi.org/10.1037/0021-9010.82.1.6 THEORY DEFINITION JOURNAL APPLICATION COMPANY NAME: RAVEN SDN BHD

CHAPTER 12 ABOUT OWNER COMPANY NAME: RAVEN SDN BHD

NAME: PRISCILLA SIPIN@WILLIAM MATRIC NO: BP21160563 COMPANY NAME: RAVEN SDN BHD TEL.NO: 0138441715 OWNER CORPORATE PHOTO COMPANY NAME: RAVEN SDN BHD