Professional Documents
Culture Documents
Human Resource Management is defined as the people who staff and manage
organization. It comprises of the functions and principles that are applied to retaining,
training, developing, and compensating the employees in organization. It is also
applicable to non-business organizations, such as education, healthcare etc. Human
Resource Management is defined as the set of activities, programs, and functions that are
designed to maximize both organizational as well as employee effectiveness.
Scope of HRM without a doubt is vast. All the activities of employee, from the
time of his entry into an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance Management,
Training and Development, Retention, Industrial Relation, etc. Out of all these divisions,
one such important division is training and development.
Training
This activity is both focused upon, and evaluated against, the job that an
individual currently holds.
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
Education
This activity focuses upon the jobs that an individual may potentially hold
in the future, and is evaluated against those jobs.
Development
This activity focuses upon the activities that the organization employing
the individual, or that the individual is part of, may partake in the future, and is
almost impossible to evaluate.
Training involves some kind of change for employees. Changes in how they do
their jobs, how they relate to others, the conditions under which they perform, or changes
in their job responsibilities. Organizations can benefit from training, beyond bottom-line
and general efficiency and profitability measures, when they create more flexible workers
who can assume varied responsibilities and have a more holistic understanding of what
the organization does and the role they play in the organization’s success. Besides the
organization, strategically targeted training in critical skills and knowledge bases adds to
employee marketability and employability security that is critical in the current
environment of rapidly developing technology and changing jobs and work processes.
The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to that, there
are four other objectives: Individual, Organizational, Functional, and Societal.
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
In order to fulfill the societal objective, the Malaysian Government had provided
training for retiring Army personnel called ‘The Resettlement Course. The resettlement
course is an important program that provides members of the Armed Forces who are
retiring and also retired with the necessary skills and knowledge for their second career.
The Malaysian Government is very concerned about proper supervision of the
resettlement course. The Ex-Servicemen Affairs’ Corporation (PERHEBAT) was then
formed on 30th August 1994 under Section 23 of the Armed Forces Fund Act to provide
training for retiring Army personnel. Its mission is to provide integrated quality support
to members of the Armed Forces who are retired or retiring in line with the objectives of
equipping each individual with requisite work, commercial and/or entrepreneurial skills,
and job placement assistance and to help them in their preparation for new business start-
ups.
At present the retiring personnel have two alternatives to choose for resettlement
program. They can choose any of the courses run by agencies, which are approved by
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
Biro Bakal Pesara, MINDEF, or they could attend courses run by PERHEBAT. Both
programs are designed to prepare retiring personnel with necessary skills and knowledge.
Training outside PERHEBAT allows retiring personnel to have direct experience in the
business world but training in PERHEBAT prepares retiring personnel with formal
education required for doing business.
There are various institutions, which are directly and indirectly involved with
training retiring and retired personnel. These institutions are Ministry of Defense
(MINDEF), Jabatan Hal Ehwal Veteran (JHEV), Persatuan Bekas Perajurit (PBTM) and
PERHEBAT. The institutions’ relationship can be seen in Figure 1.
MINDEF
JHEV PERHEBAT
Cooperation that
regards to training
PBTM
The MINDEF outlined the policy of resettlement programs which includes giving
guidelines regarding eligibility, type of resettlement courses, roles played by
PERHEBAT, VETERAN, unit commanders and related matters. Through these policies,
the Army, Navy and Air Force service chiefs are responsible for the administration and of
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
resettlement programs and determine which military personnel are eligible to attend the
programs.
The JHEV is a government department under the MINDEF and its function to
upgrade the ex-servicemen and families’ socio-economic level. Its activities include
entrepreneurship development, employment registration and welfare assistance. To fulfill
these functions, the JHEV cooperates with PERHEBAT with regards to resettlement
programs and establish network with government agencies, PBTM, NGOs and private
sectors which provides employment benefit to ex-servicemen.
The PBTM is an association, which was established under Akta Pertubuhan 1966.
It is a voluntary body that is formed to look into the members’ welfare. Its members are
made up of ex-servicemen, children and wives. Currently, there are about 100,000 to
200,000 of ex-servicemen who are members of this association.
The resettlement program for retiring personnel begins 2 years before retirement
and it can prolong until retirement. In a broad context, the development of this program
can be divided into three phases: phase 1 (preparatory), phase 2 (training) and phase 3
(employment). The program’s development is shown in Figure 2.
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
INDUSTRY APPERENTICESHIP
SCHEME (6 -18 MONTH)
SALARIED JOB
WOULD-BE DIGNOSIS OF
RETIRES INTEREST ON-THE-JOB TRAINING SCHEME
(3-6 MONTH)
ENTREPPRENEUR
ENTREPRENE
UR TRAINING
SCHEME
BASIC
BUSINESS TRAINING (1 MONTH)
PREPARATORY
COURSES SCHEME (3-6 MONTH)
SUCECCFUL
ENTREPPRENEUR
ADVANCE
ENTREPRENEUR-SHIP
SCHEME (1-2 WEEKS)
PHASE 1: PHASE 3:
PREPARATORY PHASE 2: TRAINING EMPLOYMENT
In Phase 3, the retiring personnel have completed the resettlement training and are
expected to find jobs according to skills and knowledge that they had acquired. This is
the period in which the servicemen have already retired. The JHEV will play their role to
help the ex-servicemen in term of loans, entrepreneur development and welfare. In
addition, they still can apply for courses conducted PERHEBAT beside the one that they
have just completed.
RESETTLEMENT COURSE:
POLICY, STRUCTURE AND PROGRAM
For the past fifteen years (1985-1999), a total of 72,000 personnel have retired
from the Armed Forces, at an average of 4,800 personnel a year. The retirement figures
appear to follow the trend in economic growth. During the 1987 recession, the figures
were at the lowest of 2251 and it shot up to a peak of 7813 in 1994 during the buoyant
stage of the economy. Beginning from 1996 onwards, the number of retirees has
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
stabilized at around 5000. The majority of the retired personnel are from the Army
(82%), with 12% Navy and 6 % Air Force.
It is difficult for a serviceman to change to civilian life after being in uniform for
a long time. The transition periods is more difficult when they have to engage with
economic activities which are alien to them but yet very important to increase their living
standard or at least equal with the level that they had before retiring. Some may face
culture shock to adjust with society because for the most part of their life has they have
spent it in military which has a different culture, value and methods of doing things. The
government is aware of, and concerned with the employment and welfare of ex-
servicemen since the early seventies. Our former Prime Minister, the late Tun Abdul
Razak voiced his concern in a speech to the Ex-Servicemen Association of Malaysia on
the occasion of its Golden Jubilee in 1962 when he said that: “…we cannot allow the ex-
servicemen to go back to their villages without gaining skill and employment…” Tun
Abdul Razak was also quoted as saying in Parliament that the main problem of the
majority of ex-servicemen stemmed from the difficulty in getting jobs because they
lacked acceptable or recognized qualification or adequate skill to fit them into
commercial and industrial sectors.
On 1st Jan 2001 the Department of Veteran Affairs was formed to take over 3
programs of PERHEBAT, they are entrepreneurship development, employment
registration and welfare assistance. On 8th Jan 2003, the Cabinet decided to turn
PERHEBAT into a statutory body under the Ministry of Defense instead of being a
subsidiary of LTAT. The new organization will be called Institute Latihan PERHEBAT
(ILP).In line with this new development an Act with regards to its functions is being
drafted by the Attorney General Deport.
a. Resettlement Training.
b. Technical and Entrepreneurship Institute.
c. Welfare and Other Facilities.
d. Employment and Manpower Development.
e. Entrepreneur Development.
f. Investment and Loan.
g. Administration.
h. Finance.
Pre-Resettlement
a. Technical training.
b. Managerial and Supervisory Training.
c. On the Job-Training.
d. Land resettlement and Agricultural training.
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c. On job training. This training covers almost any training not included in
the other categories for any job in public service departments or private
companies recognized by the AFC Circular 6/2000, by way of attachment
to the workplace and training given on the job. Some jobs are excluded
due to their similarities to military jobs such as guards and drivers, or the
mechanical nature of the work involved (e.g. Meter readers).
d. Training for managerial jobs. These types of training are for the purpose
of employment as managers and supervisors in the private sector. The
training is usually conducted in larger private companies with formal in
house staff development and training programs. The scope of this category
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
of training has been extended to include other white collar employment
such as office assistants, marketing and sales persons and other related
management jobs.
Post-Resettlement
Post resettlement refers to the period when the servicemen have retired.
The servicemen are advised to register for job at PERHEBAT‘s Employment
Exchange if still unemployed so that suitable positions could be found for them.
During the post resettlement period the retired personnel can still apply to attend
whatever courses that are organized for they i.e. advanced entrepreneurship
courses for selected ex-servicemen based on request.
CONCLUSION
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
Over the years resettlement course has been an important course for Army
personnel. The program has indeed helped thousand of soldiers in preparing them for a
better life after leaving the services. The government is committed to up-grade ex-
servicemen’s standard of living and contributes to the nation’s skilled labor.
Training programs under the resettlement course have undergone many changes
since it was introduced 35 years ago. At the initial stage, all courses were conducted by
HEBAT in Sungai Buloh. Several years later, it was decided that flexibility should be
given so that courses can be conducted at any place in the country. This is designed to
give easy access for retired personnel. Furthermore, PERHEBAT is unable to cope up
with large numbers of retiring personnel each year.
Given the guideline of the resettlement course, all training is intended to equip
retirees with the necessary work, commercial and entrepreneurial skills according to
individual needs. In line with the guidelines, resettlement course is focused on technical
training, managerial training and supervisory training, on the job training, land
resettlement and agricultural training. This formal training is certified by MLVK. In fact,
this is an added value for retired personnel to gain access for proper jobs. However, it is
found that, retiring personnel are not very keen to take this opportunity. The majority of
them felt comfortable to participate in ‘on the job training scheme’ and ‘’own
resettlement scheme’. Whilst recognizing the advantage of flexibility, own resettlement
scheme has its disadvantages. First, this type of training is subjected to the individual
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THE RESETTLEMENT COURSE IN MALAYSIAN ARMED FORCES
accountability, i.e. the Army Headquarters and the Directorate has no control over the
conduct or choice of the resettlement course. Secondly, the quality and scope of training
cannot be adequately monitored. Presently, what the course attendees have to do is to
report the progress of the course to the unit or formation that they are attached to some
kind of resettlement course. Since the number of retiring personnel is large, this control
mechanism may not be effective.