A Country’s Background

The Malaysian Cultural Origins of Hire.com Company

The report includes a review of the Malaysian cultural origins of the Hire.com Company. Additionally, it covers the demographics of the nation, its culture, and the labor force as they relate to the business, as well as demographic issues that are important to the firm given the demographics of its consumers and employees. Finally, the study considers the legal framework of Hire.com in topics relevant to the issue of equal employment and discrimination, as well as the features of the labor market regarding the groups that are underrepresented and the majority of the population in the nation. A Malaysian business called Hire.com is driven to reinvent talent management through an avant-garde talent management cloud.

The Company’s Approach to Talent Management

Notably, the company bases its operations around people and not the way many Human Capital Market companies do by basing their operations around human resource. The company has been able to integrate the strategic analysts and pervasive videos and integrate the social technologies into a talent management applications. Therefore, the company is in the forefront to redefine employee engagement to address the productivity of the diminishment and loss of financial results as a result of increased disengagement in the workforce. With the current development of technology, the company makes it its business to help other companies change the speed of doing things without costly interventions in information technology by providing highly configured software’s that are built upon the right data. Consequently, the business leaders get the opportunity to be equipped with strategic analytic skills and meaningful talent information that enable them to make better business decisions. Also, business through the company gets the ability to engage the employees who in return are empowered to drive better results in their various fields of work.

The Demographics of Malaysia

Malaysia is a country whose demographics are defined by the largest percentage of its population made by the working people. About 65% of the population of Malaysia is made up of individuals between the ages of 15 to 64 years. The community is crucial since most of the companies in the country including Hire.com depend on the population portion regarding workforce that is employed in the companies. Notably, the population growth rate in the country is on the increase, and thus there is plenty of labor in the market provided by the high society (Abdullah Malim Baginda., 2011). Also, the infant mortality rates in the country are small compared to other nations, and thus, there are high chances of children surviving to adulthood.

The Cultural Diversity and labor force of Malaysia

Remarkably, the life expectancy in the country at birth if over seventy years and thus the company can get the assurance of a constant labor force without fluctuations that are caused by demographics changes due to increased death toll among the employees. At least two children are born to every single woman in the country, and thus the increased fertility rate gives the company the assertion of the future labor force due to the constant increment in population (Ciment & Ness, 2014). The culture of Malaysia is peculiar since it is drawn from different people in the country. The indigenous tribes followed by the Malays in addition to the Chinese and Indian population in the country, add up to the cultural diversity in the country. The many cultures represented in the state gives the labor force diverse skills and talent that the company can be able to tap so as to meet its goals and objectives. Notably, the culture of Malaysia is influenced heavily by British, Arabic, and Persian and thus giving the country unique and distinctive crossovers and cultural identities. The demographics of the country in addition to the diverse cultures, add up the special labor force exposed to the company in the job market (Global Forum on Transparency and Exchange of Information for Tax Purposes Peer Reviews: Malaysia 2014, 2014).

Demographic Issues and Their Impact on Business

The demographics issues that are pertinent to the business includes the employability of most of the population. The level of education of most productive population is high such that the company invest less concerning orientation of the new employees to the dynamics of the business system of operation. Markedly, the company can take advantage of the productive population in the country to train them in using their software. Also, increased workforce enables the company to recruit the best-suited employees and allow the business to allocate the human capital in the most efficient manner appropriately.

The Legal Framework and Equal Employment

The company management has identified the difficulty of attaining the element of equal employment and discrimination in the legal framework of the enterprise. Therefore, the based on the diverse background nature of the demographics of the country, the company has tried its level best to make both the minorities and the majorities, man, and women equal. Consequently, the state has drafted internal rules despite the policies the policies stipulated in the civil rights act in the country to protect its employees and potential workers of the company from any form of discrimination by national origin, sex, skin color, sexual orientation, race, or religion (Global Forum on Transparency and Exchange of Information for Tax Purposes Peer Reviews: Malaysia 2014, 2014). Notably, the company has formulated an equal employment opportunity commission which is tasked to ensure that it addresses issues of different employment practices and discrimination. Subsequently, all those potential and current employees of various age groups, individuals with any form of physical disabilities, different marital and parental statuses, and whether veteran or military, are well addressed and their concerns put into consideration. Through the legal framework of the company that allows it to embrace equal opportunity, the business can establish a baseline for an acceptable behavior considering the vast array of attitudes, values, and lifestyles that the people have.

Labor Market Characteristics and Inclusion

Regarding the labor market characteristics, the young populations are underrepresented. They have the inability to secure jobs with the company due to their incompetency to meet the job demands of the opportunities available in the enterprise (Smith, 2015). The issue is mostly contributed by the inadequate training the active population gets in the tertiary education and thus enabling them not to fit in the job market (Brook & Luong, 2014). However, the largest growing part of the population is the youth which is posing face the problem of lack of employment due to the limited chances of employment in the company and other business entities in Malaysia. Gender and disability statuses are the two categories of inclusion that the corporation majorly focuses on it terms of demographics (Malti-Douglas, 2013). Equality between the sexes between men and women ensure that both gender benefit from the economic development in the country and ensure that both men and women participate equally in the labor force and that is the reason as to why the company focuses more these demographics (International Monetary Fund, 2015). The company believes the fact that disability is not inability and therefore, it empowers the disabled people by absorbing them in the labor force and supports them to increase their productivity. Gender equality and disabled population in the workforce is critical to the success of the company since the company can have an improved labor environment and also have improved engagement between the workers and the management (Malti-Douglas, 2013). Notably, due to the element of gender in the recruitment and employee support, the company has witnessed an increased number of women in the managerial positions consequently enhance the productivity of the firm and reduction in the salary gap.

References

Abdullah Malim Baginda. (2011). Social development in Malaysia. Kuala Lumpur, Malaysia: Malaysian Strategic Research Centre.

Brook, T., & Luong, H. (2014). Culture and economy. Ann Arbor: University of Michigan Press.

Ciment, J., & Ness, I. (2014). Encyclopedia of Global Population and Demographics. Hoboken: Routledge.

Global Forum on Transparency and Exchange of Information for Tax Purposes Peer Reviews: Malaysia 2014. (2014). Paris.

International Monetary Fund. (2015). Malaysia: Recent Economic Developments. IMF Staff Country Reports, 98(09), 1. http://dx.doi.org/10.5089/9781451828245.002

Malti-Douglas, F. (2013). Encyclopedia of sex and gender. Detroit, Mich.: Macmillan Reference USA.

Smith, J. (2015). Income and growth in Malaysia. Santa Monica, CA: RAND.