HR Myth#6: “If they really want the job…they’ll accept any offer.”
Employee Perspective “I wanted the job… but I felt undervalued.”“I went through 2 interviews, did a case study, really liked the team.”“Offer came below market & no clear path for growth or increment.” “Not expecting crazy salary, I expected fairness, at least an amount that respected my experience and effort.”“About benefits or flexibility? they said, We’re still small can’t afford those” “Felt like I was being tested on how desperate I was, not how valuable I am.”I said no, Not because I didn’t want the job but because I didn’t want to feel shortchanged. Employer Perspective “If they’re serious, they’ll join, no matter the pay.”“We’re not a big company, we operate from a shop lot, they should understand that.”“If they’re passionate, salary shouldn’t matter that much.”“We’ll increase later if they perform well.” 𝗕𝘂𝘁 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵: 🧠Talented candidates do their research📉Lowball offers send the wrong signalIf they join underpaid, they might leave the moment a better offer comes alongAnd worse! they might stay but stay disengaged. 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆? An offer isn’t just about the salary, it’s about your message, you’re telling the candidate🎯“This is how much we value your contribution.”🧭“This is how we treat people.”📈“This is what growth looks like here.”If the message feels weak, unclear, or unfair, even excited candidates will walk away 𝗪𝗵𝗮𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗹𝗼𝘄𝗯𝗮𝗹𝗹𝗶𝗻𝗴? 1️⃣ Research market rates Use platforms like LinkedIn, JobStreet, Glassdoor, Hays reports; benchmark within your industry and city 2️⃣Be transparent about your limitations & plans Can’t offer high pay? Offer growth, learning, or flexible perks; Show what they can expect in 6–12 months if they perform 3️⃣ Offer total value not just salary Things like Commissions, WFH, paid training, parking allowance, they count 4️⃣Make the offer discussion two-way Ask them what matters to them; Show that you’re not just “offering a job” you’re building a partnership 𝗔 𝗿𝗲𝗮𝗹 𝗲𝘅𝗮𝗺𝗽𝗹𝗲 In a previous company, they offered RM500 below the last drawn salary, candidate declined but asked “What learning plan do you have for me and how I could grow, I’ll consider it.” They revised the offer, added learning budget & quarterly coaching.🌱The candidate joined, stayed beyond 2 years. 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 👉People don’t want to be bought; they want to be valued.👉The best talent has options. Respect them and they’ll respect your business. The right offer fills more than a vacancy, it starts a strong, lasting relationship. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace#HRMythBusters #TalentRetention #FutureWorkplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth#5: “HR is the boss’s job…we don’t need a dedicated person.”
Employee Perspective “I didn’t know who to turn to.” “When I first joined, everything was handled directly by the boss, offer letter, salary, leave, even problems in the team.” “At first, it felt casual. But over time, things got messy.” “I wasn’t sure who approved my leave. Sometimes my manager, sometimes the boss.” “When a co-worker made inappropriate comments, I didn’t feel safe reporting it as I didn’t want to upset the boss.” “And during my performance chat, it was just about numbers, no real discussion about development.” “Here, people issues were not a priority; unless they caused a business problem.” Employer Perspective “We’re small, we’re only in this region, I can handle HR myself.” Most SME owners and some leaders mean well when they say this “I know my team personally, I don’t need HR.” “Why hire someone to do what I already do?” “HR is just forms and payroll.” But here’s the hidden cost when HR has no owner ⚖️ No structure = inconsistent decisions 📉 Employees feel unsupported or confused 🧯 Conflicts are delayed or mishandled 🤖 Admin work takes over the boss’s time 🔁 High turnover, low morale, poor growth The Truth ? Even in a team of 5–10, someone needs to own the people function. HR is more than admin, it’s 🧭 Culture 💬 Communication 🎯 Clarity of roles and expectations 🌱 Growth and development 🛡️ Risk & compliance Options for businesses 1️⃣ Appoint an internal HR champion Someone organized and people-oriented; start with basic tasks, leave tracking, onboarding, pulse surveys 2️⃣ Use a simple HR system Leave, claims, attendance, documents, employee handbook, all in one platform; saves time & creates transparency 3️⃣ Outsource HR strategy Retain an HR consultant or part-time HR partner, Get help with hiring, policies, conflict management, people planning 4️⃣ Create basic HR SOPs Simple documents: how to apply for leave, file complaints, request training, etc. Consistency = less drama A real example A business with 25 staff but no HR, the boss handled it all until staff started quitting unexpectedly. Why? No feedback > No growth path > Unresolved tensions We helped him set up basic HR structure with Monthly check-ins + Policy clarity + JDs and KPIs and in 3 months, turnover dropped. Staff were happier. The boss had time to focus on growth again. Final Thought 👉You don’t need a big HR department. 👉But you do need someone to take HR seriously. People won’t stay in places that feel disorganized, unfair, or unsupported no matter how good the business is. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace #HRMythBusters #Leadership #FutureOfWork This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
🧨 Myth #4: “𝗬𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗯𝗲 𝗳𝗿𝗶𝗲𝗻𝗱𝘀 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝘀𝘁𝗮𝗳𝗳…“
>>> 𝗶𝗳 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗵𝗲𝗺 𝘁𝗼 𝗿𝗲𝘀𝗽𝗲𝗰𝘁 𝘆𝗼𝘂.” 🤔 🎭 𝗘𝗠𝗣𝗟𝗢𝗬𝗘𝗘 𝗣𝗘𝗥𝗦𝗣𝗘𝗖𝗧𝗜𝗩𝗘 I get it. We’ve all heard it. “You can’t be too friendly with your staff.”“If you’re close to your team, they’ll walk all over you.”“Keep some distance, or they won’t respect you.” 𝗕𝘂𝘁 𝗵𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗜’𝘃𝗲 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗶𝘃𝗲𝗱…The bosses I respected the most?💡Were the ones who 𝘀𝗮𝘄 𝗺𝗲.💬𝗔𝘀𝗸𝗲𝗱 𝗵𝗼𝘄 𝗜 𝘄𝗮𝘀 really doing.🙌𝗧𝗿𝗲𝗮𝘁𝗲𝗱 𝗺𝗲 𝗹𝗶𝗸𝗲 𝗮 𝗵𝘂𝗺𝗮𝗻 𝗯𝗲𝗶𝗻𝗴, not a name on a payroll. And guess what?That made me want to show up even more.Not because I feared them.But because I didn’t want to let them down. 𝗧𝗵𝗮𝘁’𝘀 𝗻𝗼𝘁 𝘄𝗲𝗮𝗸𝗻𝗲𝘀𝘀.𝗧𝗵𝗮𝘁’𝘀 𝗺𝘂𝘁𝘂𝗮𝗹 𝗿𝗲𝘀𝗽𝗲𝗰𝘁. I’ve seen the “cold boss” act.The kind that hides behind closed doors and corporate buzzwords.Sure, they got the job done but no one followed them out of loyalty. Just survival. 🤣Give me the boss who laughs at team lunches.The one who rolls up their sleeves when we’re slammed.The one who says, “Hey, I’ve been there too.”That’s who I’ll go the extra mile for. 🏢 𝗘𝗠𝗣𝗟𝗢𝗬𝗘𝗥 / 𝗠𝗔𝗡𝗔𝗚𝗘𝗥 𝗣𝗘𝗥𝗦𝗣𝗘𝗖𝗧𝗜𝗩𝗘 Let’s cut the nonsense. This idea that you have to be a “stone-faced manager” to be respected?That’s yesterday’s playbook – dinosaurian age. Today’s workforce?They want real. They want human. They want you. You don’t lose respect by being approachable.You lose it by being inconsistent, dismissive, or hiding behind your title. 🔥𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵You can be kind and still hold people accountable.You can laugh with your team and still run a tight ship.You can connect deeply and still lead firmly. Respect isn’t about being feared.It’s about being trusted. 📉𝗬𝗼𝘂 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝗸𝗶𝗹𝗹𝘀 𝘁𝗿𝘂𝘀𝘁?𝗣𝗿𝗲𝘁𝗲𝗻𝗱𝗶𝗻𝗴 to be someone you’re not. 𝗔𝗰𝘁𝗶𝗻𝗴 like emotions are a weakness.𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 where people feel like they have 𝘁𝗼 𝘁𝗶𝗽𝘁𝗼𝗲 𝗮𝗿𝗼𝘂𝗻𝗱 𝘆𝗼𝘂. 😇𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗰𝗼𝗹𝗱.They’re 𝘄𝗮𝗿𝗺, but 𝗰𝗹𝗲𝗮𝗿.𝗘𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰, but 𝗳𝗶𝗿𝗺.𝗙𝗿𝗶𝗲𝗻𝗱𝗹𝘆, but 𝗳𝗮𝗶𝗿. Being human doesn’t cost you leadership power > 𝗶𝘁 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗶𝗲𝘀 𝗶𝘁. So if someone tells you, “You’re being too friendly with your staff” smile and say,“That’s why they show up for me not just because they have to, but because they want to.” 𝗟𝗲𝘁’𝘀 𝘀𝘁𝗼𝗽 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗳𝗲𝗮𝗿.𝗟𝗲𝘁’𝘀 𝘀𝘁𝗮𝗿𝘁 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗵𝗲𝗮𝗿𝘁. 🧠𝗪𝗵𝗮𝘁 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂?Have you ever worked for someone who led with warmth and earned even more respect because of it? I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace#HRMythBusters #RealLeadership #HumanAtWork #LeadershipTruths #KevinGohHR This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
💣𝗛𝗥 𝗠𝘆𝘁𝗵 #3: “𝗣𝗲𝗼𝗽𝗹𝗲 𝗼𝗻𝗹𝘆 𝗹𝗲𝗮𝘃𝗲 𝗳𝗼𝗿 𝗯𝗲𝘁𝘁𝗲𝗿 𝗽𝗮𝘆”
It’s stale | Everyone talks about it but … Here’s the thing, anyone taking action? 𝗖𝗼𝗺𝗺𝗼𝗻 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 𝗜 𝗵𝗲𝗮𝗿 𝗳𝗿𝗼𝗺 Business L𝗲𝗮𝗱𝗲𝗿s “ABC resigned because someone offered more money.”“They left for a higher salary, lah. What to do?” 💡𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵 Salary is rarely the only reason people leave.I’ve conducted hundreds of exit interviews over the years. And what I consistently hear goes far beyond pay. People often leave because:😞Feeling unappreciated or invisible🔁Repetitive work with no growth😤Poor leadership or toxic colleagues❓Unclear job expectations🔇Lack of recognition or feedback🚪No room to contribute or make decisionsYes, pay is a factor but it’s usually the final push, not the root cause. 🎯𝗥𝗲𝗮𝗹 𝘁𝗮𝗹𝗸 𝗳𝗿𝗼𝗺 𝗿𝗲𝗮𝗹 𝗲𝘅𝗶𝘁𝘀 “I never knew if I was doing well or not.”“I wasn’t learning anything new.”“My ideas were ignored. I felt stuck.”“The boss only talked to me when there was a problem.”“I stayed 2 years hoping it would improve. It didn’t.” 👢𝗔𝗻𝗱 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗸𝗶𝗰𝗸𝗲𝗿 Some of these employees accepted lower salaries elsewhere, why, because they were seeking better leadership, work-life balance or career development or a mix. 💥𝗟𝗲𝗮𝗱𝗲𝗿𝘀💥Here’s what you can do to stop good people from walking out1️⃣𝗧𝗮𝗹𝗸 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 > 𝗿𝗲𝗴𝘂𝗹𝗮𝗿𝗹𝘆Don’t wait until they resign to ask how they’re doing, Monthly or bi-weekly 1-on-1s make a huge difference2️⃣𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 > 𝗦𝗠𝗔𝗥𝗧Don’t leave job scopes vague, Share clear KPIs and priorities3️⃣𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗲𝗳𝗳𝗼𝗿𝘁 > 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗿𝗲𝘀𝘂𝗹𝘁𝘀A “Thank you” goes a long way, Celebrate small wins too 🎉4️⃣𝗢𝗳𝗳𝗲𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 > 𝗴𝗶𝘃𝗲 𝗰𝗵𝗮𝗻𝗰𝗲𝗅Provide cross-training, short-term projects, Encourage upskilling, even simple online courses5️⃣𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝘀𝗮𝗳𝗲 𝘀𝗽𝗮𝗰𝗲 > +𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀If staff feel punished for giving feedback, they’ll stay silent — and then leavePsychological safety = retention 📊𝗤𝘂𝗶𝗰𝗸 𝘀𝘁𝗮𝘁 (𝗮𝗻𝗱 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝘄𝗼𝗿𝗹𝗱𝘄𝗶𝗱𝗲) More than 70% of employees say “lack of appreciation” is a top reason for leaving a job (Source: Gallup) 💎𝗛𝗲𝗿𝗲’𝘀 𝘆𝗼𝘂𝗿 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆💰Money gets people in the door; culture, growth & leadership 𝗞𝗘𝗘𝗣𝗦 them. If you are struggling with high turnover, don’t just offer higher salaries.Look 𝗱𝗲𝗲𝗽𝗲𝗿Ask 𝗵𝗮𝗿𝗱𝗲𝗿 questions.And be open to 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. ✨And hey, sometimes, it’s not the offer letter that pulls them out, it’s the environment that pushes them away. Let’s build workplaces where people want to stay; not just need to stay.********I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace#HRMythBusters #TalentRetention This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
💣𝗛𝗥 𝗠𝘆𝘁𝗵 #2: “𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝗵𝗶𝗿𝗲𝘀 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴”
” Guidance Isn’t Babying >> It’s Smart Leadership (Even for Seniors)” Here’s Why Onboarding Still Matters “We hired someone senior they’ll hit the ground running, can!” 🎯𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝗰𝗵𝗲𝗰𝗸 So someone has 20+ years of experience doesn’t mean they understand your business, way of working or expectations. 🚧𝗥𝗲𝗮𝗹 𝘀𝘁𝗼𝗿𝘆 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱 A company I worked with hired a senior finance manager, solid credentials, came from reputable company, aced personality test 100%. On Day 1, was led to her desk, given access to the accounting software. End. No introductions. No company briefing. No clear role breakdown. Week 2, confusion set in. Week 4, mentally checked out. Week 6, resigned and left. 👉𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗿𝗲𝗽𝗹𝗮𝗰𝗲 𝗼𝗿𝗶𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻. Every company has: 📊Different Systems 🧑💼Different Leadership Styles 🛠️Different Tools & SOPs 📣Different Communication Preferences Even the most seasoned professionals need direction to succeed in a new environment. ✅Why onboarding matters? … yes, even for senior hires. 🔄It speeds up 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻 into your team and culture 🧭It sets 𝗰𝗹𝗲𝗮𝗿 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 and role boundaries 💬It opens 𝘁𝘄𝗼-𝘄𝗮𝘆 communication early 👥It reinforces your 𝗯𝗿𝗮𝗻𝗱 as a professional employer 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 isn’t about “babying” it’s about setting them for success 🗓️𝗔 𝘀𝗶𝗺𝗽𝗹𝗲 3-𝗱𝗮𝘆 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗽𝗹𝗮𝗻 𝗗𝗮𝘆 1: 𝗪𝗲𝗹𝗰𝗼𝗺𝗲 & 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 Office tour, Meet-the-team Company history, vision, core values IT setup, access to tools, information 𝗗𝗮𝘆 2: 𝗝𝗼𝗯 𝗦𝗰𝗼𝗽𝗲 & 𝗞𝗣𝗜𝘀 Clear brief of responsibilities Introduce key processes Overview of reporting & LOA flow 𝗗𝗮𝘆 3: 𝗧𝗼𝗼𝗹𝘀 & 𝗧𝗮𝘀𝗸𝘀 Walkthrough of systems First set of tasks/goals Q&A with supervisor Even if you don’t have an HR department, a founder or manager need to walk through these steps. 🧠𝗖𝗼𝗺𝗺𝗼𝗻 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀: ❌Assuming senior people don’t need guidance ❌Skipping culture briefings ❌Expecting immediate results without context ❌Not assigning a buddy Result? Wasted hiring costs. 💡𝗙𝗶𝗻𝗮𝗹 𝘁𝗶𝗽 Always follow up after the first week. “How are you settling in?” “Do you have what you need to do your job well?” “What’s unclear so far?” These check-ins show that you care and they build trust fast. ✨𝗠𝗼𝗿𝗮𝗹 𝗼𝗳 𝘁𝗵𝗲 𝘀𝘁𝗼𝗿𝘆 Hiring experienced talent is just the beginning. Onboarding them properly is what drives performance and retention. 🔑Don’t assume they’ll figure it out. ✅ Guide them. Support them. Watch them thrive. ******** I am Kevin Goh, 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗣𝗲𝗼𝗽𝗹𝗲 & 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, Building Modern HR for the Evolving Workplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
💣 𝗛𝗥 𝗠𝘆𝘁𝗵 #1 “𝗪𝗲’𝗿𝗲 𝘁𝗼𝗼 𝘀𝗺𝗮𝗹𝗹 𝘁𝗼 𝗻𝗲𝗲𝗱 𝗛𝗥 𝗽𝗼𝗹𝗶𝗰𝗶𝗲𝘀.”
“Why Small Businesses Need HR Policies: Debunking the ‘Too Small for HR’ Myth” “It’s okay, we don’t need Employee Handbook.” I often hear this from SME founders and business owners: “We only have 10 people, don’t need formal HR policies, right?” ⚠️ 𝗨𝗻𝗳𝗼𝗿𝘁𝘂𝗻𝗮𝘁𝗲𝗹𝘆, this belief is one of the biggest mistakes businesses make. In reality, the smaller your team, the more essential it is to have clear HR policies in place. 𝗪𝗵𝘆? Because in a small team, every person matters and one misstep can affect your entire operation. 🧨 A real case I dealt with A company had no formal leave policy, an employee went on leave for two weeks without communicating, assuming unpaid leave, the boss assumed job abandonment. Jialat! The situation escalated quickly: ❌ Miscommunication ❌ Frustration on both sides ❌ Potential Dismissal case ❌ Resignation ❌ Potential legal risk All of this could have been avoided with one simple document, a clear leave policy. ✅ Why even a small company needs HR policies? Without policies, you are running your business based on assumptions. And assumptions are dangerous when money, productivity, and people are involved. Here’s what clear HR policies provide: 📘 𝗖𝗹𝗮𝗿𝗶𝘁𝘆: Employees know what’s expected; no guesswork ⚖️ 𝗙𝗮𝗶𝗿𝗻𝗲𝘀𝘀: Everyone is treated consistently and equally 🛡️ 𝗣𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗼𝗻: Reduces legal and compliance risks 🧭 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲: Helps managers make decisions without bias 🗂️ 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝗶𝘀𝗺: Improves your brand image to clients, partners, and future hires 📝 What policies should SMEs start with? You don’t need a 50-page HR manual. A lean, clear 5–10 page document will do. Start with: ✅ Working hours & attendance rules ✅ Public holiday & leave entitlements (annual, medical, unpaid) ✅ Code of conduct & disciplinary procedures ✅ Probation, confirmation & termination process ✅ Salary & benefits information ✅ Workplace safety, harassment, and grievance procedures ✅ Grievance & Escalation process Even if your HR is managed by the boss or a finance team member, these guidelines are non-negotiable. 💡 Pro Tip : Don’t wait until there’s a problem, remember > – A poor performer cannot be terminated without due process – A team member can file a claim due to harassment – Disputes can arise over unpaid overtime 👥 HR policies are not about control. They’re about clarity and consistency. And the bonus? When your business grows & scale (it will!), having policies in place means: – Smoother onboarding of new hires – Better accountability from staff – Better HR Management Small team ≠ no rules. Small team = clearer rules to protect what matters most. Need help setting up your basic HR policies? Let’s talk. It’s one of the 𝗯𝗲𝘀𝘁 𝗹𝗼𝘄-𝗰𝗼𝘀𝘁, 𝗵𝗶𝗴𝗵-𝗶𝗺𝗽𝗮𝗰𝘁 𝘀𝘁𝗲𝗽𝘀 one can take. hashtag#HRMythBusters hashtag#HRBasics hashtag#BusinessTips This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
Do You Need a Data Protection Officer in Malaysia?
Data Protection Officer (DPO) appointments will become mandatory in Malaysia starting 1st June 2025 for certain organizations, as outlined in the Personal Data Protection (Amendment) Act 2024 (#PDPA). This regulatory change marks a significant step in strengthening data governance and accountability, particularly as data privacy and security become central concerns for businesses of all sizes. The Data Protection Officer (DPO) will play a critical role in ensuring compliance with PDPA requirements, advising on data protection strategies, and serving as the point of contact for regulators and stakeholders. For small and medium-sized enterprises (SMEs), this shift underscores the need to review and enhance their current data management practices. Many SMEs may not yet have formal data protection frameworks in place, making them more vulnerable to breaches, penalties, and reputational damage. By appointing a qualified DPO and implementing structured Data Loss Prevention (DLP) measures, businesses can better safeguard customer information, maintain regulatory compliance, and build trust with clients and partners. With cyber threats on the rise and enforcement tightening, proactive data protection is no longer optional—it’s a business necessity. SMEs should begin preparing now by identifying sensitive data, assessing risks, training staff, and investing in tools that support secure data handling. The Data Protection Officer (DPO) will be instrumental in driving these efforts and fostering a culture of privacy and accountability throughout the organization. Why you should consider appointing a Data Protection Officer (DPO) ? 📌 #Compliance readiness A Data Protection Officer (DPO) ensures you’re aligned with PDPA requirements and avoids costly penalties. With the PDPA Amendment Act 2024 taking effect on 1st June 2025, having a Data Protection Officer (DPO) is no longer optional for many Malaysian businesses. A DPO plays a crucial role in ensuring your organization complies with all legal obligations under the PDPA, helping you avoid enforcement actions, penalties, or reputational damage due to non-compliance. The DPO keeps your business updated on regulatory changes and ensures internal practices are aligned with data protection requirements. This includes reviewing contracts, managing consent processes, and maintaining records of processing activities—essential for audits or regulatory inspections. 🔍 Data audit & #oversight Keeps track of how personal data is collected, stored, and processed. A DPO provides much-needed oversight of your organization’s personal data handling processes. They conduct regular audits to map out where data is stored, how it flows across systems, and whether it’s being used according to lawful and transparent purposes. This structured oversight helps uncover gaps, reduce the risk of data breaches, and establish accountability across departments. It ensures your business can answer key questions like: Who has access to the data? Is it adequately secured? Is it being retained longer than necessary? 🧑🏫 Training & #awareness Educates your team on data privacy best practices. One of the most overlooked aspects of data protection is employee awareness. A DPO helps bridge this gap by organizing training sessions and workshops that educate your staff on privacy principles, secure data handling, and the importance of compliance. Through tailored training programs, the DPO cultivates a culture of privacy within the organization. This reduces the likelihood of human error, one of the most common causes of data breaches, and empowers employees to act responsibly when handling sensitive information. ⚖️ Handling complaints Acts as the go-to person when customers or employees raise concerns about data use. As public awareness of data rights grows, so do complaints and inquiries from customers and employees. A DPO acts as the primary point of contact for data-related concerns, ensuring that complaints are addressed fairly, promptly, and in accordance with PDPA guidelines. Having a DPO in place streamlines the resolution process and builds trust with stakeholders. It shows that your organization takes data protection seriously and is prepared to respond transparently and professionally when concerns arise. 📂 Policy development Helps craft clear, practical data protection policies and SOPs. The DPO plays a central role in drafting and implementing data protection policies and standard operating procedures (SOPs). These documents provide employees with clear guidelines on how to manage personal data responsibly and consistently across the business. Well-crafted policies not only support compliance but also establish a strong foundation for secure and ethical data practices. The DPO ensures that these policies remain up to date, practical, and relevant as your business evolves or as new risks emerge. 💡 Who can be a DPO? Contrary to common belief, a Data Protection Officer doesn’t have to be a lawyer or an IT professional. The role can be filled by any competent employee within the organization, provided they have a solid understanding of the Personal Data Protection Act (PDPA) and the ability to manage its requirements effectively. What matters most is that the DPO is familiar with data protection principles, regulatory obligations, and the operational structure of the business. The individual must be capable of overseeing data governance, advising on compliance, conducting internal audits, managing data incidents, and serving as the main point of contact with regulatory authorities. While technical or legal knowledge can be advantageous, it is not mandatory—what’s essential is proper training, independence in their role, and access to necessary resources. Organizations may also choose to outsource the DPO function to an external consultant if internal capacity is limited, especially among SMEs. 💖 And here’s the thing, it can be #outsourced too. ☢️Don’t wait for a #databreach to act! Start now and strengthen your business reputation with good data governance. 💻Need help setting up your PDPA policies or need a DPO-aaS? Reach out to us #DataProtectionOfficer #CyberSecurity #DataPrivacy #MalaysiaBusiness #DPOasAservice We are StarBPO Malaysia, we support Business Transformation of SMEs and Large Businesses.
New to Human Resources? New role? Fresh out of college? Promoted to HR?
New to Human Resources in Malaysia? Here’s Your First Must-Do: Get the Right Law in Your Hands — whether you’re fresh out of university, recently promoted, or transitioning into a new HR role — can be exciting and overwhelming all at once. But before you start drafting policies, conducting interviews, or managing employee matters, there’s one critical thing you need to do first: SIMPLE STEP 1 Buy the latest amended version of the Employment Act 1955 (Act 265) — updated as at 1st January 2025 If you’re serious about starting your journey in Human Resources on the right foot, don’t cut corners. That old copy in your predecessor’s drawer? That free PDF you found online? If it’s outdated, it could lead to serious compliance issues. Spend the MYR25+/- to get the right version. It’s a small investment that can save you from big mistakes. Why It Matters in Human Resources The Employment Act 1955 (EA1955) is the foundation of Human Resources practice in Malaysia. It sets the legal minimum standards for: Working hours and rest days Wages, deductions, and salary payments Annual leave, sick leave, maternity leave Employment termination, overtime, and more If you’re managing or supporting employees — especially those earning below a certain wage threshold or covered under the updated scope — this is the primary law you need to understand. Every Human Resources professional in Malaysia must be familiar with EA1955. It’s not optional. It’s essential. Human Resources is Built on More Than One Law As you grow in your Human Resources career, you’ll soon become familiar with a suite of related legislation, such as: The Industrial Relations Act – for handling trade unions, collective bargaining, and employee disputes The Employees Provident Fund (EPF) Act – ensuring contributions and retirement savings compliance The SOCSO Act – covering social security and workplace injury protections The Income Tax Act – for understanding payroll deductions and employee taxation Together, these laws form the legal backbone of Human Resources management in Malaysia. You’ll refer to them regularly in your work — from onboarding to offboarding, performance issues to benefits administration. Summary : Go buy the latest amended version of the Employment Act. In Malaysia, it’s called Employment Act 1955 (Act 265) as at 1st January 2025. If you found something in the drawer of your predecessor, or something online that is free, and it’s outdated, please don’t use it. Spend some money like MYR25+/- to get the latest version. ⚖️ The EA1955 is the foundation of your HR journey and along the way, the Industrial Relations Act, EPF Act, SOCSO Act, Income Tax Act, and many more Acts will be your reading companions. Yes, yes, yes, there is ChatGPT, do you dare try using it to solve your case or give you pointers? You can find us when you get into trouble >> StarBPO Malaysia SIMPLE STEP 2 Master HR Data Once you’ve got the Employment Act 1955 in hand, here’s your next must-have resource as a Human Resources practitioner: Summary : We in HR need to always earn our seat at the table and one of the value adding way is to provide numbers and present data like how the business want to see and can understand from. Yes, yes, yes, there is ChatGPT. Here’s the thing, if you do that, all your company data, your sensitive data will then be released into the WWW. Are sure you want to do that? You can find us when you get into trouble >> StarBPO Malaysia Whether you are new to the #HREcosystem or you have been doing HR for 1,000 years, these 2 items can do a lot for us. A Word of Caution: Use AI Responsibly in HR Yes, yes, yes — tools like ChatGPT can be very helpful. But before you paste your HR spreadsheets, salary breakdowns, or performance data into any AI tool, think carefully. 🚨 Company data is sensitive.If you’re uploading private employee or company information into online platforms, there’s a real risk it could be exposed. 🔐 HR data must stay confidential.Don’t risk your company’s trust — or your own credibility. Can ChatGPT Help in Human Resources? Yes, With Caution There’s no doubt that tools like ChatGPT can be incredibly helpful. They can explain complex HR terms, help you draft emails or policies, and give you pointers on best practices. But here’s the truth: ChatGPT can’t always guarantee legal accuracy, especially if the laws have recently changed or if the platform isn’t referencing the latest amendments. If you’re making an important Human Resources decision, especially one involving legal consequences, always double-check with a current legal source or a professional. And if you ever find yourself stuck or unsure — we’re here for you.👉 Find us at StarBPO Malaysia — your partner in getting HR done right. There you go, 2 simple steps. Do it. We are StarBPO Malaysia, we support Business Transformation of SMEs and Large Businesses.
How Time Flies! SMEs, Watch Out!!
How Time Flies! SMEs, watch out!! Wow, it’s 2025! If you don’t buck up, you might land up in hot soup unless you keep abreast with evolving trends and regulatory changes. The business landscape in 2025 is evolving rapidly, presenting both challenges and opportunities for businesses. To stay competitive and compliant, SMEs must navigate key regulatory changes across labor laws, sustainability practices and data protection. Amendment to the Employment Act (EA) 1955 The recent amendments to Malaysia’s Employment Act (EA) 1955, effective from January 2023, have significantly impacted workplaces. Key changes include a reduction in weekly working hours from 48 to 45 hours, expanded maternity and paternity leave, and increased protection for contract workers. These reforms aim to enhance work-life balance and fair treatment for all types of employees. SMEs should pay close attention to these updates, particularly as discussions on the Gig Economy Bill progress. This bill, if passed, will mandate social security contributions for gig and platform workers, creating new obligations for businesses that rely on flexible or project-based labor. As these shifts unfold, SMEs must update employment contracts, work policies, and benefits to remain compliant and foster a positive work environment. Environmental, Social, and Governance (ESG) Reporting Sustainability is becoming increasingly important with Bursa Malaysia’s introduction of enhanced Sustainability Reporting in its Main Market Listing Requirements. Listed companies must now provide detailed reports on climate risks, carbon emissions, and social impacts. While ESG reporting is mandatory for listed firms, non-listed companies are also expected to voluntarily adhere to frameworks like the Malaysian Code on Corporate Governance (MCCG). Adopting ESG principles can enhance SME’s reputation with investors, customers and stakeholders, demonstrating a commitment to transparency and responsible corporate practices. As environmental and social governance continues to gain traction, SMEs that neglect ESG reporting could miss out on potential investment opportunities and consumer trust. Data Privacy, Cybersecurity, and OSHA Compliance The Personal Data Protection (Amendment) Act (PDPA) 2024 introduces stricter regulations such as mandatory and prompt data breach notifications and extends compliance requirements to foreign companies processing Malaysian data. SMEs need to ensure they are up-to-date with PDPA to avoid penalties. Simultaneously, cybersecurity has emerged as a critical focus, with the Cybersecurity Act 2024 imposing additional obligations on businesses to strengthen IT infrastructure and report breaches. Cybersecurity investments will be essential for SMEs to protect against increasingly sophisticated cyber threats. Occupational Safety and Health Act (OSHA) compliance remains crucial. As workplaces evolve, SMEs must ensure safety regulations, conduct regular training, and implement effective safety protocols to safeguard employees and avoid legal consequences. Conclusion The evolving regulatory environment in 2025 requires SMEs to stay agile and proactive. Legal changes in labor laws, ESG reporting, and data protection are not only about compliance but also about positioning for long-term success. By responding to these shifts, SMEs can enhance stakeholder relationships, reduce legal risks and gain a competitive edge. Time is of the essence, and those who fail to keep pace with these changes may find themselves at a disadvantage in the fast-moving business landscape.
Small Business Owners (SBO) and the SIX biggest challenges?
SBOs face unique challenges particularly in tough economic times. As every SBO knows, the reality is that there are there are numerous issues to overcome in order to sustain a business on daily basis. However, the SIX key challenges consistently affecting SBOs and where definite action can be taken to conquer these challenges are:- Overcoming Cash Flow Challenges Delayed payments from clients, high overheads and unexpected expenses, such as non-compliance penalties and hefty litigation costs often causing huge financial strain to cashflow. Besides managing cash flow by using financial management apps to track expenses, create budgets, automate payments, set up automatic invoicing and reminders to reduce the risk of delayed payment, measures taken to ensure Compliance with the relevant laws and regulation to save on penalties will also help ease cashflow for small businesses. Managing Owner Fatigue SBOs often burnout due to taking on too much burden upon themselves resulting in low productivity. Outsourcing time-consuming mundane activities is key to overcoming fatigue. By identifying non-revenue generating back office processes such as Human Resources, Legal, Finance and Contact Center Services, business owners can focus on productivity whilst taking regular breaks and establishing a balanced schedule which is essential to maintain work-life balance. Finding and Retaining Profitable Customers Attracting and retaining profitable customers is crucial for small business success. By outsourcing back room processes, SBOs have more time to analyze their current customer base, identify profitable segments, engage in marketing efforts and tailor their business offerings to suit customer needs as well as engage with existing customers through feedback and personalized services to maintain strong relationships for repeat business. Motivating Employees In today’s fast-paced business environment, managing HR responsibilities in-house can be daunting task to SBOs. Employee engagement is vital for small businesses, where every employee’s contribution is significant. By outsourcing HR processes, small businesses can be assured to maintain clear communication with employees and foster a positive work environment that can boost staff morale. Reducing Overheads High overhead costs can quickly drain a small business’s resources. Outsourcing back-office functions, especially to regions with lower labor costs, can significantly reduce operational expenses. SBOs can save on salaries, benefits, and overhead costs associated with maintaining in-house teams. Outsourcing also eliminates the needs to invest in expensive software, equipment and office space for back-office operations. Staying Current in Your Industry SBOs are often so busy with day-to-day operations that they neglect to stay informed about industry trends and competitors. Outsourcing enables SBOs to focus on research industry developments, read relevant blogs, networking, attend conferences which can help to keep business owners ahead of the curve. In conclusion, overcoming the challenges faced by small businesses requires strategic action, delegation, and the use of modern tools and outsourcing time consuming chores. By outsourcing their backroom processes SBOs can keep overheads low and stay focused on high-value customers, motivating employees, cutting unnecessary costs and they can also keep up with industry trends to navigate tough times and achieve sustained success.