-
SOP
- Employee handbook
-
Recruitment SOP
-
HOD identify staffing need
-
Write up job description/ requirement/ position
- Send vacancy request form to HR
- Post job internally & job-hunting website
- HR will compile the resumes and send to HOD, HOD will shortlisted the candidates for interview
- HR will contact the candidates
- Applicants fill in 2 Assessment profiling tests: Personality Test & DISC Interlens before arrangement for interview
- Check on applicant other information including CCRIS & CTOS before the interview
- If the candidates fulfil the above requirements. HR will arrange the date and time with HOD for the interview candidate
- Executive
level
- Second Interview with HOD & HR
- Successful applicant
- Preparation Letter of Offer
- HR will conduct Orientation & Induction for new employees
- New employee will attend Training & watching corporate video
- During probation period, superior will set goal and monitor performance.
- Manager to C level position
- Second Interview with Mr Jeffrey & Mr Johnson
- Successful applicant
- Preparation Letter of Offer
- HR will conduct Orientation & Induction for new employees
- New employee will attend Training & watching corporate video
- During probation period, superior will set goal and monitor performance.
- Subtopic 2
-
Recruitment SOP
-
HOD identify staffing need
- Write up job description/ requirement/ position
- Send vacancy request form to HR
- Post job internally & job-hunting website
- HR will compile the resumes and send to HOD, HOD will shortlisted the candidates for interview
- HR will contact the candidates
- Applicants fill in 2 Assessment profiling tests: Personality Test & DISC Interlens before arrangement for interview
- Check on applicant other information including CCRIS & CTOS before the interview
- If the candidates fulfil the above requirements. HR will arrange the date and time with HOD for the interview candidate
- Executive
-
level
-
Second Interview with HOD & HR
- Successful applicant
- Preparation Letter of Offer
- HR will conduct Orientation & Induction for new employees
- New employee will attend Training & watching corporate video
- During probation period, superior will set goal and monitor performance.
- Manager to C level position
- Second Interview with Mr Jeffrey & Mr Johnson
- Successful applicant
- Preparation Letter of Offer
- HR will conduct Orientation & Induction for new employees
- New employee will attend Training & watching corporate video
- During probation period, superior will set goal and monitor performance.
- Subtopic 2
-
Onboarding SOP
- LO Acceptance
- NDA signing
-
Offboarding SOP
- Exit interview form
- Offboarding checklist
- Resignation letter
-
Handover
-
Return Company Properties
- Company Laptop/Desktop
- Stationery
- Calculator
- File Holder (Tray)
- Stapler
- Pen Holder
- Puncher
- Extension
-
Work Tasks
- Draw out Mind Mapping
- Job Responsibilities
- Documents
- Hardcopy
- Softcopy
-
Attendance
- Punch card
- Thumbprint
-
Disciplinary & Punishment
- Verbal warning
- Show cause letter
- Warning letter
- Termination letter
-
Appraisal
-
KPI Setting 2023
- Subtopic 1
-
KPI
-
Green Basket
-
Grade 1 to Grade 3
- Monthly KPI- RM15,000 (Revenue Points)
- Revenue Points Calculation
- Arrangement Fees
(RM4,750)
- Legal Fees
- Scenario
- i. Property SPA Price: RM500,000
ii. Legal Fees: RM5,000 (10% from the SPA price)
iii. RM5,000 x 55% = RM2,750.00
- Advisory Fees
- Scenario
- i. Property SPA Price: RM500,000
ii. Advisory Fees: RM10,000 (2% from the SPA price)
iii. RM10,000 x 20% = RM2,000
- Mortgage Level Term Assurance (MLTA): Manulife Insurance (RM1,000)
- Scenario
- i. Insurance Premium : RM5,000
ii. 20% from the premium : RM1,000
- Remark
- A. Only Insurance Agent entitled to get this 20%.
B. Or bring lead to the Company, will entitled to get 70% from the 20% equal to RM700.
- KOHATA Property
- First Month
- Minimum
- 0%
- RM0
- Second Month
- Achieve
- 50%
- RM7,500
- Third Month
- Beyond
- 75%
- RM11,250
- Fourth Month
- Quarterly
- 100%
- RM15,000
-
Grade 4 to Grade 6
- Monthly KPI- RM17,500 (Revenue Point)
- First Month
- Minimum
- 75%
- RM13,125
- Second Month
- Achieve
- 100%
- RM17,500
- Third Month
- Beyond
- 125%
- RM21,875
- Fourth Month
- Quarterly
- 150%
- RM78,750
-
Grade 7 to Grade 9
- Monthly KPI- RM25,000 (Revenue Points)
- First Month
- Minimum
- 75%
- RM18,750
- Second Month
- Achieve
- 100%
- RM25,000
- Third Month
- Beyond
- 125%
- RM31,250
- Fourth Month
- Quarterly
- 150%
- RM112,500
-
Grade 10 to Grade 12
- Monthly KPI-
- First Month
- Minimum
- 75%
- Subtopic 3
- Second Month
- Achieve
- 100%
- Subtopic 3
- Third Month
- Beyond
- 125%
- Subtopic 3
- Fourth Month
- Quarterly
- 150%
- Subtopic 3
-
Grade 13 to Grade 15
- Monthly KPI- RM160,000 (Revenue Points)
- First Month
- Minimum
- 75%
- RM120,000
- Second Month
- Achieve
- 100%
- RM160,000
- Third Month
- Beyond
- 125%
- RM200,000
- Fourth Month
- Quarterly
- 150%
- RM720,000
-
Branch CEO: Recruitment Scenario
- A. Average 8 Sales Staff under one Sales Manager.
- B. KPI achieve by 8 Sales Staff is RM160,000, equal to one person is RM20,000
- C. Sales Manager can submit application to the Management recruit Sales Staff up to 15 persons.
- D. Once the recruitment approved by the Management, the group KPI will increase.
- E. In the event recruit one Sales Staff in, the total group KPI will increase to RM180,000.
- F. If at the end, the Sales Staff resigned or terminate by the Company the group KPI cannot be reduce back to standard rate.
- G. KPI review for all Staff will be every 6 months.
-
Orange Basket
- Subtopic 1
-
Yellow Basket
- Subtopic 1
-
Monthly KPI Incentive
-
Grade 1
- Salary RM
- Achieve 100% - “5%”
- RM75
- Achieve 150%
- “8%”
- RM120
- Achieve 200%
- “10%”
- RM150
-
Grade 2
- Salary RM
- Achieve 100% - “5%”
- RM90
- Achieve 150%
- “8%”
- RM144
- Achieve 200%
- “10%”
- RM180
-
Grade 3
- Salary RM
- Achieve 100% - “5%”
- RM108
- Achieve 150%
- “8%”
- RM173
- Achieve 200%
- “10%”
- RM216
-
Grade 4
- Salary RM
- Achieve 100% - “5%”
- RM119
- Achieve 150%
- “8%”
- RM190
- Achieve 200%
- “10%”
- RM238
-
Grade 5
- Salary RM
- Achieve 100% - “5%”
- RM131
- Achieve 150%
- “8%”
- RM209
- Achieve 200%
- “10%”
- RM261
-
Grade 6
- Salary RM
- Achieve 100% - “5%”
- RM144
- Achieve 150%
- “8%”
- RM230
- Achieve 200%
- “10%”
- RM287
-
Grade 7
- Salary RM
- Achieve 100% - “5%”
- RM158
- Achieve 150%
- “8%”
- RM253
- Achieve 200%
- “10%”
- RM316
-
Grade 8
- Salary RM
- Achieve 100% - “5%”
- RM174
- Achieve 150%
- “8%”
- RM278
- Achieve 200%
- “10%”
- RM348
-
Grade 9
- Salary RM
- Achieve 100% - “5%”
- RM191
- Achieve 150%
- “8%”
- RM306
- Achieve 200%
- “10%”
- RM383
-
Grade 10
- Salary RM
- Achieve 100% - “5%”
- RM210
- Achieve 150%
- “8%”
- RM337
- Achieve 200%
- “10%”
- RM421
-
Grade 11
- Salary RM
- Achieve 100% - “5%”
- RM232
- Achieve 150%
- “8%”
- RM370
- Achieve 200%
- “10%”
- RM463
-
Grade 12
- Salary RM
- Achieve 100% - “5%”
- RM255
- Achieve 150%
- “8%”
- RM407
- Achieve 200%
- “10%”
- RM509
-
Staff Grading
-
Grade 1
- RM1,500
- Junior
-
Grade 2
- RM1,800
- Junior
-
Grade 3
- RM2,160
- Junior
-
Grade 4
- RM2,376
- Mortgage Specialist
-
Grade 5
- RM2,614
- Mortgage Specialist
-
Grade 6
- RM2,875
- Mortgage Specialist
-
Grade 7
- RM3,162
- Senior Mortgage Specialist
-
Grade 8
- RM3,479
- Senior Mortgage Specialist
-
Grade 9
- RM3,827
- Senior Mortgage Specialist
-
Grade 10
- RM4,209
- Financial Advisor
-
Grade 11
- RM4,630
- Financial Advisor
-
Grade 12
- RM5,093
- Financial Advisor
-
Grade 13
- RM6,066
- Manager
-
Grade 14
- RM6,430
- Manager
-
Grade 15
- RM6,816
- Manager
-
Grade 16
- RM6,430
- Assistant Branch Manager
-
Grade 17
- RM6,816
- Assistant Branch Manager
-
Grade 18
- RM7,225
- Assistant Branch Manager
-
Grade 19
- RM7,658
- Branch Manager
-
Grade 20
- RM8,118
- Branch Manager
-
Grade 21
- RM8,605
- Branch Manager
-
Compensation Package
-
Purpose
- Increasing employee loyalty
- Leverage during union negotiations
- Rewarding high-performance workers
- Recruitment & retentions
- Raising or maintaining employee morale
- Achieving internal & external pay equity
-
Direct Compensation
-
Wages & Salaries
- Basic salary
-
Incentive pay
- Commission
- Bonus
-
Allowance
- Travel
- Parking
- Mobile
- Medical claim
- Overtime claim
-
Legally Required Benefits
- EPF
- SOCSO
-
Indirect compensation
-
Paid leave
- Annual leave
- Sick leave
- Maternity leave
- Paternity leave
- Marriage leave
- Compassionate leave
- Public Holiday
-
Services & Perquisites
- Laptop/Desktop
-
Financial planning
- Fintscore report
-
Recreational facilities
- Badminton
- Stationery
-
Staff welfare
- Pantry
- Snacks
- Drinks
- Surau
-
Recruitment Strategy
-
Sales (Green Basket)
-
Requirement to be a Branch CEO – External Recruitment
-
A. As a Bank Branch Manager with minimum 3 years experience
- B. Knowledge on the Recruitment Strategies
- C. Knowledge on Staff Training
- D. Knowledge on prepare all type of Report
- E. Knowledge on doing planning
- F. Knowledge on basic Account, Branch CEO need to prepare own P&L
-
Requirement Promotion to be an Assistant Branch Manager – New Recruit & Internal Transfer
-
A. Need to promote one of the Sales Staff to be Sales Manager
- B. New promotion Sales Manager need to monitor the existing Team
- C. Need to recruit another new Sales Manager to open second Team in the group
- D. Quarterly KPI achievement as an Assistant Branch Manager: RM960,000
- E. Minimum 2 Sales Manager under monitoring
-
Talent Houz
- Subtopic 1
-
Employee Referral Program
- Recruitment Overriding
-
Online Platform
-
Jobstore
-
Posting Vacancy
- Branch Manager
- Sales Manager
- Mortgage Specialist
-
LinkedIn
-
Posting Vacancy
- Branch Manager
- Sales Manager
- Mortgage Specialist
-
Indeed
-
Posting Vacancy
- Branch Manager
- Sales Manager
- Mortgage Specialist
-
MyFuture Job
-
Posting Vacancy
- Branch Manager
- Sales Manager
- Mortgage Specialist
-
Walk in Interview
- Physicals Job Advertisement
- Jobstreet
- Facebook Job Advertisement
-
Career Fairs
- Universities
- Participate in any career fairs
-
Training
-
IM2U
- Techapp Operation Department (System)
- Subtopic 2
-
SOP
- Head of Operation
-
Bank Guideline
- Mr Wong
-
Soft skills development
- Presentation
- Leadership
- Team Building
- Communication
-
Motivation & Performance
- Job Appraisal
- Subtopic 6
-
Selling Skills
- Mr Derrick & Mr Saw
-
Induction
- HR