Showing posts with label career. Show all posts
Showing posts with label career. Show all posts

Monday, November 18, 2013

Full report of HSBC Expat Explorer Survey 2013 Results

Looking to live and work in a foreign country? Which is the ideal country for you to relocate to?

The HSBC Expat Explorer Survey claims itself to be the largest global expat survey of its kind. The survey compares and ranks countries across the globe based on over 40 factors like income, work/life balance and social life.

In 2013, over 7,000 expats in nearly 100 countries answered questions relating to their finances, quality of life and what it's like to raise children abroad.

The top 20 most desirable countries for expats based on 2013 survey results are:

  • China
  • Germany
  • Singapore
  • Cayman Islands
  • Australia
  • Canada
  • Russia
  • Belgium
  • UAE
  • Hong Kong
  • Turkey
  • United States
  • Qatar
  • New Zealand
  • South Africa
  • Mexico
  • France
  • Netherlands
  • Saudi Arabia
  • Spain
Countries like Malaysia, Thailand, Indonesia, Vietnam, Japan, Taiwan, India, Brazil, etc. were not given an overall ranking as there is insufficient Raising Children Abroad data.

Excluding the Raising Children Abroad consideration, the top 20 ranking becomes:
  • Thailand
  • China
  • Switzerland
  • Cayman Islands
  • Bahrain
  • Singapore
  • Germany
  • India
  • Qatar
  • Taiwan
  • Turkey
  • Australia
  • Indonesia
  • Malaysia
  • Canada
  • Russia
  • Oman
  • UAE
  • Hong Kong
  • Mexico
Click here to download the full 81-pages report of HSBC Expat Explorer Survey 2013 Results.

Thursday, October 31, 2013

Malaysia year 2014 national and state public holidays announced

The 2014 national and state public holidays in Malaysia as distributed by Federation of Malaysian Manufacturers (FMM) is as below.

 
There are 14 days of national holiday, and 2 of them fall on Sunday and 3 fall on Saturday. Most of the states will have around 3 state holidays in addition to the national holidays.

 

Thursday, December 20, 2012

Top 20 IT companies to work with in 2013

The Glassdoor Annual Employees' Choice Awards has listed out the winners in the 50 Best Places to Work With In 2013.

There are 20 IT companies in the list, forming the top 20 IT companies to work with in 2013.

They are...
  • Facebook
  • Riverbed Technology
  • Google
  • National Instruments
  • Linkedin
  • Rackspace
  • Akamai
  • Workday Inc.
  • Salesforce.com
  • Citrix Systems
  • Orbitz Worldwide
  • MITRE
  • Agilent Technologies
  • Intel
  • Red Hat
  • Apple
  • MathWorks
  • QUALCOMM
  • SAP
  • Eaton
Do you agree with this list, particularly their HQ? Are you working in one of them?

Sunday, December 16, 2012

Calculation for PCB 2013 income tax deduction

The Potongan Cukai Bulanan (PCB, a.k.a. Scheduled Monthly Tax Deduction) for year 2013 need to take into consideration of the following:

  • The individual income tax rate be reduced by 1 percentage point for each grouped annual income tax exceeding RM2,500 to RM50,000 with effective year assessment 2013.
  • The existing deduction on the children’s higher education amounting to RM4,000 per person be increased to RM6,000, commencing from year of assessment 2013.
  • Current relief of RM3,000 for savings in the National Education Savings Scheme (SSPN) is increased to RM6,000. The deduction is effective from year of assessment 2012 until year of assessment 2017.
  • With effective from year 2013, the subscription fee of Internet broadband is no longer a deduction.
While a new Jadual PCB 2013 schedule table is expected, it is not found in the official website of the Inland Revenue Board of Malaysia (a.k.a. Lembaga Hasil Dalam Negeri, LHDN) yet.

However, there is a document called Specification For Monthly Tax Deduction (MTD) Calculations Using Computerised Calculation Method For MTD 2013 or  Spesifikasi Pengiraan PCB Menggunakan Kaedah Pengiraan Berkomputer Untuk PCB 2013 is available for download from the website. The document provides detail explanation on the amendment to calculate PCB 2013.

Click here to download Specification For Monthly Tax Deduction (MTD) Calculations Using Computerised Calculation Method For MTD 2013.

Besides, there is also an online PCB calculator available in LHDN website for calculation of PCB 2011, 2012 and 2013.

PCB 2012 income tax deduction rate, calculation and table

If you are looking for the Potongan Cukai Bulanan (PCB, a.k.a. Scheduled Monthly Tax Deduction) 2012 table (Jadual PCB 2012) from the Inland Revenue Board of Malaysia (a.k.a. Lembaga Hasil Dalam Negeri, LHDN), it is available in a document published as Income Tax (Deduction from Remuneration)(Amendment) Rules 2012 or Kaedah-kaedah Cukai Pendapatan (Potongan Daripada Saraan) (Pindaan) 2012.

The Jadual PCB 2012 schedule table starts from Page 61 until Page 86 of the document. You will notice that actually it is the same table as Jadual PCB 2010 published before.

The document also has detail explanation on how the PCB 2012 is calculated.

Click here to download the Income Tax (Deduction from Remuneration)(Amendment) Rules 2012 document.

Saturday, December 15, 2012

Auspicious dates for opening business in 2013

Here is the list of auspicious dates for opening business in year 2013, which is produced based on the Chinese almanac Tong Shu. It can be applied to new business opening, or reopening of business after a break/holiday. (Click the image to enlarge)


Note that 18/2 and 21/2 are the auspicious dates for opening business right after Chinese New Year 2013.

Bear in mind that although the Tong Shu is a compilation of Chinese astrology and calendaring studies gathering wisdom of thousands of years, we should use it wisely and rationally, but not be too superstitious on it.

Saturday, December 8, 2012

Auspicious dates for starting new job/post/assignment in 2013

For employees, especially those in leading/managing position, here is a list of auspicious dates  in 2013 for starting new job/post/assignment, including joining new company, which is produced based on the Chinese almanac Tong Shu.

There are only 2 auspicious dates for this in 2013.



It can be applied to first day reporting to new company/department/office/position, go for the post to lead/manage a new business unit/team/project/programme. It can also be applied to assuming new job position after promotion/restructuring/relocation exercise.

Friday, October 12, 2012

What is the meaning of WORK to you?

If somebody asks you the question: "What do you do?", what will be your answer?

WORK can have different meaning to different people. In fact, what "work" means to you is a big part of who you are.

"Work" can be one of, or an intersection of more than one, of the following to you. Check it out!

Work as Job

This means working for the sake of a paycheck, without much personal involvement or satisfaction. Yet, jobs can produce valuable feelings of skill and satisfaction, not to mention sustenance that enables a worker to pursue meaning in other areas of life.

Work as Career

Work as career is motivated by the desire for success, achievement, and status. The careerist’s approach to work is not a passionate attachment to the work itself. Rather, it emphasizes the feedback about the self that comes in response to work. For the careerist, work is a means of creating, defining, expressing, proving, and glorifying the self. Work as career can be an important source of meaning and fulfi llment in life.

Work as Calling

The word “calling” derives from the idea that one is “called upon” to do a certain type of work: either externally, by God or community, or internally, by a natural gift demanding expression. It’s done out of a sense of personal obligation, duty, or destiny.

Work as Fulfillment

Work as fulfillment is best described as a strongly interest-driven (or even passionate) approach to work — but one lacking the overwhelming, allencompassing nature of a "calling". People pursuing work as fulfillment may choose unconventional career paths that favor personal interests over financial reward, recognition, or prestige. Such work can be an important source of meaning in life.

Note: The above is learnt from a book called Business Model You, which is derived from an earlier book called Business Model Generation.

Wednesday, October 10, 2012

Notes on trademark registration in Malaysia

A trademark is an important thing commonly used for branding and identity. It need to be legally registered in order to prohibit infridgement or unauthorized use of it. Although it is normally registered by business organization, individuals (such as freelancers) can also register trademark for their products and/or services.

Here are some guidelines to follow, according to the Trade Marks Act 1976 if Malaysia. By following the guidelines below, it will probably save you time, effort and cost in case you are trying to register your own trademark.

In order to be accepted for registration, a trade mark need to contain or consist of at least one of the following particulars:
  • The name of an individual, company or firm represented in a special or particular manner.
  • The signature of the applicant for registration or of some predecessor in his business.
  • An invented word or words.
  • A word having no direct reference to the character or quality of the goods or services not being, according to its ordinary meaning, a geographical name or surname.
  • A distinctive mark. It must be capable of distinguishing goods or services with which the proprietor of the trade mark is or may be connected in the course of trade from goods or services.
A trade mark is prohibited:
  • If the use of which is likely to deceive or cause confusionto the public or would be contrary to law.
  • If it contains or comprises any scandalous or offensive matter or would otherwise not be entitled to protection by any court of law.
  • If it contains a matter which in the opinion of the Registrar is or might be prejudicial to the interest or security of the nation.
  • If it is identical with or so nearly resembles a mark which is well known in Malaysia for the same goods or services of another proprietor.
  • If it is well known and registered in Malaysia for goods or services not the same as to those in respect of which registration is applied for: Provided that the use of the mark in relation to those goods or services would indicate a connection between those goods or services and the proprietor of the well known mark, and the interests of the proprietor of the well known mark are likely to be damaged by such use.
  • If it contains or consists of a geographical indication with respect to goods not originating in the territory indicated, if use of the indication in the mark for such goods in Malaysia is of such a nature as to mislead the public as to the true place of origin of the goods.
  • If it is a mark for wines which contains or consists of a geographical indication identifying wines, or is a mark for spirits which contains or consists of a geographical indication identifying spirits, not originating in the place indicated by the geographical indication in question.

90 precious experiences that entrepreneur Jason Goldberg learnt from founding 4 tech companies

Jason Goldberg, the founder and CEO of Fab.com, has shared a list of 90 things he has learnt from founding 4 tech companies, which is a revision and extension from the 57 things he learnt from founding 3 tech companies that he shared 2 years ago.

If you are running a start-up or working as employee in a start-up, this long list of sharing will probably be inspiring to you.

Click here to read about the 90 things that Jason has learnt from founding 4 tech companies.

Monday, September 24, 2012

Business Model Generation - A handbook for visionaries, game changers and challengers

  • Are you an entrepreneurial spirit?
  • Are you constantly thinking about how to create value and build new businesses, or how to improve or transform your organization?
  • Are you trying to find innovative ways of doing business to replace old, outdated ones?

If you've answered "yes" to any of the above, I would like to recommend you the Business Model Generation book the you could learn about the 9 building blocks of the Business Model Canvas, 5 patterns of business model, etc.

Below is a short video explaining the famous Business Model Canvas:


If you like the idea, you can download a 72 pages preview of the book here.

Visit the Business Model Generation website to find out more.


Thursday, August 16, 2012

Malaysia national and state public holidays for year 2013 announced

The 2013 national and state public holidays in Malaysia will be as below.


There are 14 days of national holiday, and 1 of them fall on Sunday and 3 fall on Saturday. Most of the states will have around 3 state holidays in addition to the national holidays.


Friday, July 20, 2012

RIP Dr. Stephen R. Covey, author of The 7 Habits of Highly Effective People

News reported that Dr. Stephen Richard Covey (1932-2012), author of the best-selling motivational book The 7 Habits of Highly Effective People (over 20 million copies sold worldwide), has just passed away due to residual effects of an April bicycle accident.

Covey is the founder of Covey Leadership Center, which in 1997 merged with Franklin Quest to form FranklinCovey Co. Today, FranklinCovey has offices in hundred over countries as global consulting and training center in the areas of strategy execution, leadership, customer loyalty, sales performance, school transformation and individual effectiveness. Covey is also a professor at the Jon M. Huntsman School of Business at Utah State University at the time of his death.

Beside The 7 Habits of Highly Effective People, Covey is also the author of the following best-selling books:

  • The 7 Habits of Highly Effective Families
  • The 8th Habit: From Effectiveness to Greatness
  • The Leader in Me
  • The 3rd Alternative
  • First Things First
  • Principle-Centered Leadership
Below are the 7 habits of highly effective people as listed by Covey. Read his book for full detail:
  • Be proactive
  • Begin with the end in mind
  • Put first things first
  • Think win/win
  • Seek first to understand, then to be understood
  • Synergize
  • Sharpen the saw


Monday, May 21, 2012

3 questions to ask yourself before venturing into a new business

Are you planning to be entrepreneur to start your own business?

I have just learnt that there are 3 important questions you must ask yourself and sincerely find out your answers, because these are the crucial factors that will affect the success rate of a new business venture.

The 3 questions are:

  • How likely will your targetted customers be really willing to take out the money from their pocket and pay for it?
  • How big is the profit margin?
  • What make you remarkable from others?
Basically, these 3 questions will test the feasibility of your business in terms of acceptability, profitability and sustainability.

You need to get the actual feedback from the real market by doing a lot of observation, conversation and testing.

Sunday, May 13, 2012

2011 Customer Experience Impact Report - Getting to the Heart of the Consumer and Brand Relationship

Based on a survey commissioned by RightNow (recently acquired by Oracle) and conducted by Harris Interactive, the 2011 Customer Experience Impact (CEI) Report explores the relationship between consumers and brands.

It reveals facts about what consumers are looking for from a brand, how quickly they will dump a favourite brand, and their tendency to seek retribution after a breakup.

Well, what makes a memorable experience that causes consumers to stick with a brand?

According to the CEI survey, consumers want:

  • Friendly employees or customer service representatives (73%)
  • The ability to easily find the information or help they need (55%)
  • Personalized experiences (36%)
  • Brands with a good reputation (33%)
Positive engagements create long-standing, loyal relationships, and this is so important to consumers that they are willing to pay for it. In fact, according to the CEI survey, 86% of consumers will pay more for a better customer experience.

For consumer organizations today, good customer experience is a competitive imperative. Understanding what customers want is the 1st step in creating exceptional experiences.

When asked specifically how companies can better engage with consumers to spend more, respondents said the following:
  • Improve the overall customer experience (54%)
  • Make it easy to ask questions and access information before making a purchase (52%)
  • Improve search functionality and overall Website usability (36%)
Click here to download the complete 2011 Customer Experience Impact Report - Getting to the Heart of the Consumer and Brand Relationship.

Wednesday, April 25, 2012

Know your rights: Malaysia Employment Act 1955

Whether you are employer or employee in Malaysia, the Employment Act 1955 is a very important act related to your employment.

Below is a summary of some of the important points in that act:

  • The Malaysia Employment Act 1995 is applied to Peninsular Malaysia and Labuan only. For Sabah and Sarawak, they are governed by their respective Labour Ordinance.
  • Either party to a contract of service may at any time give a termination notice in writing, and the notice period shall not less than:
    • 4 weeks for employment less than 2 years
    • 6 weeks for employment between 2 to 5 years
    • 8 weeks for employment more than 5 year
  • The notice period above is minimum requirement, which can be longer in the actual employment contract, and is important for short notice compensation serving, especially when Voluntary Separation, Retrenchment, Early Termination, etc. occur.
  • Termination without notice nor compensation can happen in the event of any wilful breach by the other party of the employment contract.
  • Employer may dismiss, downgrade or suspend up to 2 weeks after due inquiry to the employee, on the grounds of misconduct or inconsistent in fulfilment of service.
  • Employee may terminate without notice when threaten by danger, voilence or disease.
  • Contract is deemed broken by employer if he fails to pay wages not later than the 7th day after the wage period.
  • Contract is deemed broken by employee if he has been continuously absent from work for more than 2 consecutive working days without prior leave from his employer, unless he has a reasonable excuse for such absence and has informed or attempted to inform his employer of such excuse prior to or at the earliest opportunity during such absence.
  • Wages is not payable during the period when employee is imprisoned or attending to a court otherwise than as a witness on his employer's behalf.
  • No deduction of wages can be made by employer other than:
    • Deductions to the extent of any overpayment of wages made within 3 months of the mistake.
    • Deductions for the indemnity due to the employer by the employee.
    • Deductions for the recovery of advances of wages.
    • Deductions authorized by written law, such as EPF, SOCSO, PCB, etc.
    • Deductions upon employee's written request, in respect of the payments to a registered trade union or co-operative thrift and loan society of any sum of money due to the trade union or society by the employee on account of entrance fees, subscriptions, instalments and interest on loans, or other dues.
    • Deductions upon employee's written request, in respect of payments for any ESOS shares.
    • Deductions upon employee's written request, in respect of payments to a third party on behalf of the employee.
    • Deductions upon employee's written request, in respect of payments for the purchase by the employee of any goods of the employer's business offered for sale by the employer.
    • Deductions in respect of the rental for accommodation and the cost of services, food and meals provided by the employer to the employee 'at the employee's request or under the terms of the employee's contract of service.
  • The total deduction shall not exceed 50% of the employee's monthly wages, unless for:
    • Indemnity payable by an employer to an employee
    • Final payment of the wages of an employee for any amount due to the employer and remaining unpaid by the employee on the termination of the employee's contract of service
    • Repayment of a housing loan (where an additional limit of 25% applied)
  • All wages must be paid in legal tender or direct into bank account.
  • Employer shall not require any female employee to work in any industrial or agricultural undertaking between 10pm and 5am nor commence work for the day without having had a period of 11 consecutive hours free from such work.
  • No female employee shall be employed in any underground working.
  • Every female employee shall be entitled to maternity leave for a period of not less than 60 consecutive days in respect of each confinement.
  • Maternity leave shall not commence earlier than a period of 30 days immediately preceding the confinement of a female employee or later than the day immediately following her confinement.
  • A female employee shall be entitled to receive maternity allowance if she:
    • Has been employed more than 4 months before confinement.
    • Is employed more than 90 days during the 9 months immediately before her confinement.
  • If a female employee dies from any cause during the maternity leave period, her maternity allowance shall be paid to her nominee.
  • The employer cannot terminate a female employee who remains absent from her work after the expiration of the maternity leave as a result of illness related to pregnancy or confinement and certified by a registered medical practitioner, until her absence exceeds a period of 90 days after the maternity leave.
  • Every employee shall be allowed in each week a rest day of 1 whole day.
  • Employee who required to work during his rest day should be double paid.
  • An employee shall not be required under his contract of service to work:
    • more than 5 consecutive hours without a period of leisure of not less than 30 minutes
    • more than 8 hours in one day
    • in excess of a spread over period of 10 hours in one day
    • more than 48 hours in one week
  • For any overtime work carried out in excess of the normal hours of work, the employee shall be paid at a rate not less than 1.5 times his hourly rate of pay.
  • Every employee shall be entitled to a paid holiday at his ordinary rate of pay on 10 gazetted public holidays in any one calendar year, including:
    • the National Day
    • the Birthday of the Yang di-Pertuan Agong
    • the Birthday of the Ruler or the Yang di-Pertua Negeri
    • the Workers' Day
  • Employee who required to work on paid holiday shall be double paid.
  • Employee who required to work overtime on paid holiday shall be triple paid.
  • An employee shall be entitled to paid annual leave of:
    • 8 days for every 12 months of continuous service with the same employer if he has been employed by that employer for a period of less than 2 years
    • 12 days for every 12 months of continuous service with the same employer if he has been employed by that employer for a period of 2 to 5 years
    • 16 days for every 12 months of continuous service with the same employer if he has been employed by that employer for a period of 5 years or more
  • An employee shall, after examination by registered medical practitioner at the expense of the employer, be entitled to paid sick leave:
    • where no hospitalisation is necessary:
      • 14 days in the aggregate in each calendar year if the employee has been employed for less than 2 years
      • 18 days in the aggregate in each calendar year if the employee has been employed between 2 to 5 years
      • 22 days in the aggregate in each calendar year if the employee has been employed for 5 years and above
    • 60 days in the aggregate in each calendar year if hospitalisation is necessary, as may be certified by such registered medical practitioner or medical officer
    • An employee shall also be entitled to paid sick leave after examination by a dental surgeon as defined in the Dental Act 1971
  • An employee who absents himself on sick leave shall be deemed to absent himself from work without permission if he is:
    • not certified by a registered medical practitioner or a medical officer or a dental surgeon
    • certified by such registered medical practitioner or medical officer or dental surgeon but without informing or attempting to inform his employer of such sick leave within 48 hours of the commencement thereof


Click here to read the full Malaysia Employment Act 1955.

Monday, April 16, 2012

The legendary Dato John Lim Tow Yong JP (1925-2012)

Singaporean Dato' John Lim Tow Yong JP (拿督林道荣局绅), born in Suatow (仙都乡), Jinshizhen (金石镇), Chao'An (潮安县), Chaozhou (潮州市), China and actived in South East Asia, has just passed away on 7 April 2012 at the age of 87. That was just a few days right after his biography book, The Legend of Dato' Lim Tow Yong JP -- Founder of Emporium Holdings (英保良二老板林道荣·新马汶百货巨子传奇) been published. His death and his legendary life was widely reported in newspapers in South East Asia.

Dato' Lim has a brother Lim Tow Seng (林道信) who reached Singapore in 1935 at the age of 15 and  worked as an apprentice in a trading company, 7 days a week, 14 hours a day, with a monthly salary of $4 only. 3 years later, he started up his own provision shop called Lim Seng Huat (S) Limited.

In 1940, Dato' Lim also reached Singapore, first worked at his uncle's pork shop, later joint his brother's provision shop as a saleman. The business of Lim Seng Huat grew after World War II by importing and distributing made-in-China products. From Singapore, they expanded to Malaysia and Hong Kong. They even became the sole distributor of German MontBlanc pens in Singapore, Malaysia and Brunei.

In 1961, the Lim brothers founded the Emporium Holdings Group, and 5 years later, they opened the 1st Chinese-managed emporium in Singapore namely Oriental Emporium on 1 December 1966, selling made-in-China products on the same street with British's Robinson that sell high-end Western goods.

In 1968, they opened another emporium in Singapore, selling local products as well as made-in-China products. They continued to expand, and by 1979, they opened 16 emporiums in Singapore. In 28 March 1980, they opened another 8 emporiums and 2 restaurants in the same day.

At the same time, they opened 22 emporiums during 1967-1979 in Kuala Lumpur, Penang, Ipoh, Melaka, Seremban, Johor Bahru, Kuantan, Kulai, Kluang, etc. In December 1972, they registered Emporium Holdings (M) Bhd in Malaysia. Later in November 1973, they also registered Emporium (S) Pte. Ltd. in Singapore. Dato' Lim became the managing director of the Emporium Group.

Being a visionary boss, Dato' Lim paid attention to his employees' training. He sent his employees to Western countries to study the operations of large departmental stores there. He invited professor from Japan to give lecture to his employees.

He emphasized on team work and cultivated good inter-relationship among employees. He cared about employees' benefits and engagement of his employees. He brought in advanced management methodology and technology to improve productivity. He improved customer service to engage his customers. He led in the computerization of his operations way back in the 80's. At the same time, he established a mentoring system, breaking down his employees into 5-people groups with a leader, each group in charge of about 400 sqft in the departmental store, and awarded according to their sales contribution.

While the Emporium Group focused in selling oriental goods, Dato's Lim also established Klasse Departmental Sore to sell Western goods, and joint-venture with Kimisawa Departmental Store to sell Japanese goods.

In early 1985, at his peak, Dato' Lim made a Guiness World Record of having 113 companies around Singapore, Malaysia, Brunei and Hong Kong.

However, a recession in Singapore in 1985 also brought him down. In 31 July 1985, 500 employees were retrenched. In 23 October 1985, another 200 employees retrenched.

The Emporium Group gone into trouble, because they margined too much on bank loan for expansion, and they never close down branches that didn't make money. Besides, high inventory level also caused cashflow problem. Later, they tried to convert some departments into consignment basis, which eventually formed a norm in departmental store operations nowadays.

In 1987, the Emporium Group in Singapore was taken over by Malaysian tycoon Bill Ch’ng (庄宝), and Dato' Lim resigned from the empire he built.

Meanwhile, the Emporium Group in Malaysia was applying for public listing in KLSE at the same time, but failed. In November 1987, 31 emporiums was bought over by Natvest Sdn Bhd backed by the Lion Group, and were renamed Parkson.

In 1988, Dato' Lim was declared a bankrupt by Singapore high court at the age of 63. By that time, Dato' Lim was in Labuan, trying to make a come back with RM100k capital. Since his bankrupcy, Dato' Lim was trapped in Singapore for 2 years, until he met Dato Hapitz who helped him restarted his business as Milimewa in Brunei.

In 1992, Dato' Lim made a come back by expanding his business to Sabah. In 1999, he was finally discharged from bankruptcy at the age of 75. In 2003, he had 18 departmental stores in Sabah, and in 2004, he sold all of them to The Store and gained a few millions. He became a millionaire again!

In 2010, Dato' Lim had 8 departmental stores in Brunei. In 2011, he used back the Emporium brand for his departmental stores. He also planned to build a hotel in Labuan.

On 24 September 1996, while Dato' Lim was still in his bankruptcy, 700 of his ex-employees invited him to a dinner to thank him for fostering them while they were in Emporium Group.

10 years later on 20 December 2006, Dato' Lim invited back his ex-employees to a dinner, and attended by 1380 people from Singapore, Malaysia, Brunei and Hong Kong. That night, Dato' Lim spent over 300k to thank back his ex-employees.

On 30 March 2012, Dato' Lim invited his ex-employees again to his dinner, in conjunction with the launching of his new book. That dinner was attended by over thousand people. However, Dato' Lim didn't make it to the dinner, he was hospitalized, and later passed away in his glory. His funeral was attended by several hundreds of his present and past employees.

There are 2 things that we all admire Dato' Lim. One is his business skill in building his business empire recorded in Guiness Book of Records, and making him a millionaire once again after bankruptcy. Another is his leadership charisma in having over thousand of engaged employees, who still remember and feel thankful to him regardless he was in failure or success.

Wednesday, April 4, 2012

Is your wage above, below or on average to the global salary scale?

International Labour Organization (ILO) has been keeping track and publishing the average wage of workers (not self-employed or people on benefits) in most of the countries in the world for more than a decade.

Recently, BBC has published a ranking of rough wage figure of 72 countries based on ILO's data of year 2009.

According to the report, Luxembourg topped the average world wages in Purchasing Power Parity (PPP) dollars. The top 20 are:

  1. Luxembourg ($4089)
  2. Norway ($3678)
  3. Austria ($3437)
  4. United States ($3263)
  5. United Kingdom ($3065)
  6. Belgium ($3035)
  7. Sweden ($3023)
  8. Ireland ($2997)
  9. Finland ($2925)
  10. Korea ($2903)
  11. France ($2886)
  12. Canada ($2724)
  13. Germany ($2720)
  14. Singapore ($2616)
  15. Australia ($2610)
  16. Cyprus ($2605)
  17. Japan ($2522)
  18. Italy ($2445)
  19. Iceland ($2431)
  20. Spain ($2352)
The world average wage is at $1480 and Malaysia ranked 45 in the list with average wage at $961.

In their website, you can key-in your country and your pre-tax monthly wage in local currency, and they can immediately calculate for you your wage in PPP$, and how many percent it is above or below your country average as well as the world average.

Why don't you go there and have a try?

Friday, March 16, 2012

5 Qualities of Remarkable Bosses

After writing about the 8 Qualities of Remarkable EmployeesJeff Haden continues to write about the 5 Qualities of Remarkable Bosses, which I would also like to share with you.  The original article is published in Inc. website which you can find it here.

Here we go...

Remarkable bosses aren’t great on paper. Great bosses are remarkable based on their actions.
Results are everything—but not the results you might think.

Consistently do these five things and everything else follows. You and your business benefit greatly.
More importantly, so do your employees.

1. Develop every employee. Sure, you can put your primary focus on reaching targets, achieving results, and accomplishing concrete goals—but do that and you put your leadership cart before your achievement horse.

Without great employees, no amount of focus on goals and targets will ever pay off. Employees can only achieve what they are capable of achieving, so it’s your job to help all your employees be more capable so they—and your business—can achieve more.

It's your job to provide the training, mentoring, and opportunities your employees need and deserve. When you do, you transform the relatively boring process of reviewing results and tracking performance into something a lot more meaningful for your employees: Progress, improvement, and personal achievement.

So don’t worry about reaching performance goals. Spend the bulk of your time developing the skills of your employees and achieving goals will be a natural outcome.

Plus it’s a lot more fun.

2. Deal with problems immediately. Nothing kills team morale more quickly than problems that don't get addressed. Interpersonal squabbles, performance issues, feuds between departments... all negatively impact employee motivation and enthusiasm.

And they're distracting, because small problems never go away. Small problems always fester and grow into bigger problems. Plus, when you ignore a problem your employees immediately lose respect for you, and without respect, you can't lead.

Never hope a problem will magically go away, or that someone else will deal with it. Deal with every issue head-on, no matter how small.

3. Rescue your worst employee. Almost every business has at least one employee who has fallen out of grace: Publicly failed to complete a task, lost his cool in a meeting, or just can’t seem to keep up. Over time that employee comes to be seen by his peers—and by you—as a weak link.

While that employee may desperately want to “rehabilitate” himself, it's almost impossible. The weight of team disapproval is too heavy for one person to move.

But it’s not too heavy for you.

Before you remove your weak link from the chain, put your full effort into trying to rescue that person instead. Say, "John, I know you've been struggling but I also know you're trying. Let's find ways together that can get you where you need to be." Express confidence. Be reassuring. Most of all, tell him you'll be there every step of the way.

Don't relax your standards. Just step up the mentoring and coaching you provide.

If that seems like too much work for too little potential outcome, think of it this way. Your remarkable employees don’t need a lot of your time; they’re remarkable because they already have these qualities. If you’re lucky, you can get a few percentage points of extra performance from them. But a struggling employee has tons of upside; rescue him and you make a tremendous difference.

Granted, sometimes it won't work out. When it doesn't, don't worry about it. The effort is its own reward.

And occasionally an employee will succeed—and you will have made a tremendous difference in a person's professional and personal life.

Can’t beat that.

4. Serve others, not yourself. You can get away with being selfish or self-serving once or twice... but that's it.

Never say or do anything that in any way puts you in the spotlight, however briefly. Never congratulate employees and digress for a few moments to discuss what you did.

If it should go without saying, don't say it. Your glory should always be reflected, never direct.
When employees excel, you and your business excel. When your team succeeds, you and your business succeed. When you rescue a struggling employee and they become remarkable, remember they should be congratulated, not you.

You were just doing your job the way a remarkable boss should.

When you consistently act as if you are less important than your employees—and when you never ask employees to do something you don’t do—everyone knows how important you really are.

5. Always remember where you came from. See an autograph seeker blown off by a famous athlete and you might think, “If I was in a similar position I would never do that.”

Oops. Actually, you do. To some of your employees, especially new employees, you are at least slightly famous. You’re in charge. You’re the boss.

That's why an employee who wants to talk about something that seems inconsequential may just want to spend a few moments with you.

When that happens, you have a choice. You can blow the employee off... or you can see the moment for its true importance: A chance to inspire, reassure, motivate, and even give someone hope for greater things in their life. The higher you rise the greater the impact you can make—and the greater your responsibility to make that impact.

In the eyes of his or her employees, a remarkable boss is a star.

Remember where you came from, and be gracious with your stardom.

Friday, March 2, 2012

8 Qualities of Remarkable Employees

Today I read about this great article written by Jeff Haden, and would like to share with you. The original article is published in Inc. website which you can find it here.

Here we go...

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.

2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.

Hint: Click on the "Older Posts" link to continue reading, or click here for a listing of all my past 3 months articles.