There is a little difference between ‘Assistance’ and ‘Assistant’

Yes, I do believe there is that little difference between ‘assistance’ and ‘assistant’. No, sir/madam, I am not being petty.

But I just don’t feel very nice reading this particular advertisement. Because the advertiser is not a one-man business; it is a big, professional company, providing service to local and international clients. True, we are not perfect, but then, a big, professional company must be a bit more careful with what and how they write out their advertisement.

What is this all about, by the way? It was this advertisement by a certain professional asset management company. Let me copy-and-paste it here:

Personal Assistance to CEO 

Salary: RM3000/month

We was established in ….to provide efficient service to customers all over the world…we looking for young and energetic…for various position.  

True, the management might say, “Look, we are not English Language teachers, we are here to make money, and money is more important than a few grammatical mistakes or things like that” but sir/madam, yours is a professional company, what you write and the way you advertise does reflect on your professionalism.

I hope readers would take this as an example of what not to do.

Suppose you are tasked with writing out a job ad (or any any advert, for that matter) but you are not so sure about the English part of it, I suggest you go and seek someone who is better with the language. I am sure there is that someone in your office. Ask the person to go over your draft, indicate any mistakes, and make corrections. Don’t worry, you won’t lose face by doing that. But after that, you must belanja him/her lunch lah. You know what, almost nothing is free in this world.

___________

Before I forget, let me offer the corrections to the ad above (I am not bragging, okay, but for this particular occasion, I know I am better or more careful than whoever wrote that ad):

Personal Assistance to CEO — the word ‘Assistance’ is wrong. Should be “Assistant“. As in: The CEO needs the assistance of the Personal Assistant to help her with her busy schedule.

Assistants and Assistance

We was established — yes, yes, it should be “We were..”, right? I was, you were, he was, it was; we were. The writer was obviously careless there. It happened to you and me also sometime: simply malas to double check. Boyfriend or wife already long time waiting downstairs, so got to hurry lah. So what else, cincai lah.

we looking for young and energetic  — this one also, same lah. Very careless. No need to say much; correct one should be: “We are looking for…”

for various position —  funny lah your company. You wanted to hire only one person, for only one position, so why you said “various“? Some more you put the word “position“. Singular, not plural. If many vacancies, you say “for various positions” lah; but your ad was only for one vacancy, so it should be “for this position“.

______

I know, I know, English is not our first language, so it’s ok when we speak the rojak language or Manglish or Singlish. But when you publish your ad, it must be the correct usage. Please lah, okay?

It’s also not that bad when your company is just a small family company or one-man show or a little partnership. But you really must show professionalism if your company is large and well known. You owe that duty of care.

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Employee Dismissal: Do it without trouble, without embarrassment, without financial cost.

1. You have read of instances when a company, being the employer, and its HR Manager were dragged to the court and then got dragged through the media because an employee was “wrongfully dismissed.” The company and the HR Manager got negative reputation, both got embarrassed, the company had to pay lots of money as compensation to the employee.

2. I knew of a case where a senior employee had been dismissed by a big-name company (“Co. X”). The employee then brought the case up to the Industrial Relations Department (IRD) for wrongful dismissal, and later Co. X was advised by its own lawyers that “You had done it the wrong way, you will eventually lose if this matter goes to the Industrial Court”. Co. X then agreed to settle the case quickly, by paying RM650,000 to the employee.

3. But must you, the company/business owner and/or the HR Manager, go through all that negative scenario, and ending up with negative consequences? No!

4. Of course not necessary. To avoid all that, for those who are not yet well-versed in the subject, go for trainings, seminars or workshops. Or get a trainer to come to your company to teach all your company’s relevant staff the topic of “Employee Dismissal”. Let all such people, not just the HR people, know the subject very well. And then, learn from others. Always read up on the subject: articles, journals, books etc

5. Remember: An employee can always go to the IRD claiming wrongful dismissal, rightly or otherwise. It is his rights, it is his choice. But if you had done it all correctly, you have nothing to worry. You will avoid losing the case. Or worst scenario: you will minimise the loss, should there be the case.

#employeedismissal #IndustrialRelationsDepartment #IndustrialCourt #compensation 

Kebakaran: risiko, bahaya, akibat, dan langkah pencegahannya

Kebakaran. Api. Semua orang tahu akan risiko, bahaya, dan akibat dari bencana kebakaran. Dan semua orang tahu langkah pencegahan yang boleh dan perlu diambil. Tetapi tahap kepekaan dan kepeduliannya di sesetengah organisasi agak rendah. Kerana kkeuntungan, “profits”, kadang-kadang menjadi keutamaan.

Apabila kebakaran berlaku, hartabenda, rumah, bangunan, pejabat, dan kilang mengalamai kerosakan atau kemusnahan. Hutan dan ladang musnah. Akibatnya, kerugian dialami. Pekerjaan boleh hilang sama ada secara sementara atau secara kekal. Paling tragik: kehilangan nyawa yang berlaku.

  • Pulau Pinang: Api memusnahkan empat buah gudang ke tahap 90%. Tiada kecederaan atau kehilangan nyawa dialami
  • Kemerovo, Siberia (Russia): Kebakaran di sebuah shopping mall di banadaraya itu menyebabkan 64 orang mati, 41 darinya kanak-kanak 
  • Kuang, Selangor: Api memusnahkan 60% premis sebuah kilang. Dua pekerja Bangladesh mengalami lecur badan masing-masing 60% dan 80%

fire

Langkah pencegahan

Kebakaran boleh dicegah. Langkah-langkah pencegahan boleh diambil. Kalau ada kemahuan, kesedaran, dan komitmen pelbagai pihak dalam organisasi. Kalau pekerja tidak terlalu berkira dengan “tugas lebih tanpa upah”, kalau union tidak terlalu bertegas “itu tugas tambahan!”, kalau majikan tidak terlalu berkira “semua ini memerlukan wang, menjejaskan keuntungan syarikat”.

Tips

Untuk mereka yang mahu mengambil langkah pencegahan kebalaran ini, kita kongsikan sedikit tip asas (yang sememangnya telahpun sedia diketahui oleh semua orang):

  • Tubuhkan Fire Safety Committee, jika belum
  • Jika Fire safety Committee telah sedia wujud, pastikan aktivitinya bergerak secara berkesan, dan mempunyai arah tuju
  • Beri latihan teori dan amali kepada setiap ahli Fire Safety Committee secara berkala dan terancang
  • Adakan latihan secara berkala mencegah dan memadam kebakaran bagi seluruh organisasi, tidak hanya setahun sekali atau sekali dalam setiap enam bulan
  • Lakukan Fire Safety Audit atau Fire Checks secara kerap dan berkala, sebulan sekali atau dua bulan sekali
  • Buat analisa, pertimbangkan dan ambil tindakan mengikut keperluan akan segala syur dan cadangan oleh Fire Safety Audit Team 

Risiko besar

Memang sesetengah syur atau cadangan memerlukan dana, yang bereti keuntungan syarikat akan terjejas, tetapi itu semua pada  hakikaktnya adalah tindakan yang sangat bertanggungjawab dan sangat menguntungkan buat masa jangkapanjang. Tidak melakukannya bererti sesebuah organisasi atau majikan itu sedang mengambil risiko yang terlalu besar.

#NotForProfitAlone