- Career Management Services
- Career Development Programs
- Local Manpower Recruitment
- Inter-Connect Executive Talent Search
- Foreign Manpower Recruitment (under client approval)
- Foreign Family Domestic Helper
- HR Training Programs (Claimable under HRDF)
- Hostel and Transport arrangement
- Education-Career Development (EduCAD) Program
Most Principal Employers preferred Indonesia than Vietnamese or Myanmar workers because of better communication skills (verbal and written). The Indonesia workers are able to be trained as multi-skilled workers (SMT, QC, Technical etc) as they can read and understand the Factory standard operating procedure (SOP) and New Product Implementation (NPI) in Malay language better than any other foreign workers. Moreover, their working duration in Malaysia will be much longer than Vietnamese or Myanmar workers. Majority of them have worked for more than 3 years and most of them have extended to the maximum period.
The following are benefits to the employer as compared to the current recruitment system:
- Savings, Stable Workforce and Increase Productivity.
Under the current recruitment system, every principal employer has to pay a loan of RM2000 to RM2400 per worker to the Indonesian licensed agents and thereafter deduct RM200 to RM240 from each worker monthly income between 10 to 12 months period. Thus, the workers will suffer and receive less income. The situation will be aggravated when there is no overtime during certain period of the year. To add to the wound, the passport will be under the worker custody (With effect from June 2011, the Indonesian housemaids will be allowed to hold their passports. It is a matter of time all foreign workers will have to hold their own passport due to global human rights pressure and anti human trafficking act). It will then encourage and provide more opportunities for the foreign workers to runaway or find illegal job. The estimated losses per worker are as follows:-
- The levy (RM1200) +
- Statutory fees (RM511) +
- Recruitment Loan (RM2000-2400) +
- Average cost per hostel and transportation.
- Training and replacement cost
The principal employers (under direct hiring) will suffer such losses under the present loan recruitment system . Besides, the negative impact of expected high absenteeism will eventually affects the principal employers' production quality and productivity.
However, under this new G2P system, it will be different as the parents or families of the workers are the principal guarantor to this national program. The Indonesia Government together with its Consulate in Penang/Malaysia will ensure the workers are fully understood and committed to this program.
- Safe from Anti-Trafficking in Person Act 2007
Under the current recruitment system, most principal employers rely on its Malaysia and overseas agents for the selection and recruitment process in overseas. If any of the foreign workers recruited were forced, coerced or cheated by the middlemen (third parties) into paying hefty placement fees and were promised jobs, of which basic salary, allowances, benefits, position, working environment and conditions differ from what have been offered by the Principal Employer in Malaysia, the principal employers will be liable to this offence even though it is beyond their control and knowledge. The principal employer is jointly liable with the outsourcing and overseas agents in Anti-Trafficking in Persons Act. They will be charged as accomplice to forced debt bonded labor and human trafficking especially when the passport is NOT under the foreign worker custody. However, under this G2P program, the Indonesia government represent one of the partners in the recruitment process and shall scrutinize and brief every details in the employment contract to the workers before the migrant workers arrive in Malaysia, thereby the employer will be safe from such Act.
- Ability to attract Talented and Educated Workers
With this G2P program, more talented and educated graduates will be interested to work in Malaysia as they are recruited by the Government authorities and not by middlemen(third parties). Already, there are many successful stories from migrant workers returning under the Government existing G2G Recruitment Programs from Japan and South Korea. By undergoing this G2P Program in Malaysia instead of the G2G Programs, the workers are able to save at least six months for learning Japanese and Korean languages. Moreover, the culture, religion, language and food are similar between Malaysia and Indonesia.
- Systematic Process.
The Indonesia Government will follow the same systematic process that supported the existing G2G Recruitment Programs to Japan and South Korea. Passport of workers shall be prepared before the interview. Medical and insurance documentation shall be completed within a short period of time. The departure of workers shall be conducted by the BNP2TKI in Jakarta as per schedule planned.
- No Deduction (EICC).
No deduction of salary workers for loan purposes which comply to EICC conditions.
- Disciplinary Cases monitored by Indonesian Consulate and IRC.
Disciplinary cases of workers shall be monitored closely by Indonesia Missions and IRC. This is only possible if the principal employer provides regular performance appraisal to Indonesia Mission and IRC to keep track of workers conduct and progress.
- National Pride to Excel Working Performance.
The workers shall be briefed and counsel by the Indonesia Mission to behave and committed in their employment, before and after they arrived in Malaysia. They will be briefed in Jakarta and escorted by the BNP2TKI officers from Jakarta to Penang and thereafter received by the Indonesia Consulate and IRC officers at the Penang International Airport. An orientation will be conducted at the Penang Indonesian Consulate immediately after they have arrived.
The Indonesian workers will take an oath at the Consulate to perform to their best ability and for the interest of the Principal Employer. It will be of national pride and interest for the workers to perform in Malaysia under this national program as they are representing the Indonesia government's effort to improve the US Anti-Human Trafficking status from Tier 3 to Tier 2. The workers will be indirectly embarrassing the government if they do not perform well and absconded before the completion of the contract.
- Working Performance and Conduct guaranteed by Workers' Family.
Workers are recruited directly by the Government national board (BP3TKI) in every district who has direct contact with their family members. Their family profiles are kept by the government authorities and application to work abroad are scrutinized by the authorities and guaranteed by their parents, spouses or guardians. This will ensure the worker to be responsible for their actions as their family reputation is involved.
- Performance Recognition and Achievement Awards.
At the end of the contract, workers with good performance and attendance record will be awarded the Certificate of Achievement by the Indonesia Mission witnessed by IRC and Principal Employers. This certificate shall enable the workers to continue his/her future career undertakings.
- Best Employer Award.
Similarly, the Principal Employer who had participated in this G2P program and provided the best working environment, benefits, culture and most importantly allow the opportunity for the migrant workers to participate in this free debt-bondage program shall be awarded the Best Employer Award by the Indonesia Government. This award will establish a benchmark for employers to be evaluated by the external global auditors and customers.
Unlike the existing outsourcing system, this G2P Program works in a tripartite agreement between three (3) partners:
Each partner has their individual roles, responsibility and commitment to determine the success of this G2P program under the following conditions:
- The Indonesia Mission, being the Authority Body will ensure smooth recruitment process and provide ready pool of quality skilled and unskilled workers in Indonesia. They will conduct their own publicity and promotion strategies with the education institutions, universities, government bodies and its alumni body for interviews and documentations. However as a government body, BNP2TKI will not pay for any expenses and will provide only services and facilitate the process. They will help the workers to apply for passport, medical, insurance and even government soft loans if needed. At the end of the contract, they will award certificates of achievement to the workers and also certificates of recognition to the Principal Employer for participating in this program.
- The Principal Employer, being the Ultimate User of the worker will commit in ensuring the minimum working hours per month, provide safe and efficient equipment, conducive working environment and pay for the annual levy, workers remuneration benefits package (incld public holidays, sick leaves and annual leaves) and management fee to IRC.
- The Approved Service Provider - IRC being the Licensed Outsourcing Company shall provide safety and conducive hostel facilities and management (approved under EICC), medical care (optional), statutory fees, monthly payroll services, workers welfare and counseling, renewal of working permit and passport, pre and post recruitment expenses in Indonesia and Malaysia, repatriation cost and other workers welfare services cost.
This G2P program is also in compliance to the Malaysian Labor Law and International Labor Law where outsourced workers shall also receive the similar salary package, incentive, bonus and benefits provided to the same category of workers working in the same factory. Under EICC and the labor law, discrimination of remuneration package among the same category of workers working in the same factory should be discouraged irrespective whether they are permanent or outsourced workers.
Under this G2P program, we are able to source both direct labour (DL) and indirect labour (IDL) from the alumni from over 500 high schools, technical colleges and universities within the 6 areas of recruitment locations - Palembang, Jakarta, Bandung, Semarang, Yogyakarta and Surabaya.
With no placement fees, many candidates are attracted to work and experience the working environment, culture and lifestyles in Malaysia. Some may want to extend working here and apply for the resident pass which can be extended up to 10 years. Others may married to locals and continue to work here.
Incidentally, there is a large pool of skilled workers available in Yogyakarta (popularly known as the education and cultural city of Indonesia). Among the top universities and technical colleges available here are University of Gajah Mada, Sanata Dharma, AtmaJaya, Teknoloji Yogyakarta, Muhamadiyah, SMK Depok 2 and many others.
Throughout the past 8 years, IRCGS has been recruiting male and female factory workers with position from assistant engineers to operators from various education institutions in Indonesia, This group of workers can be trained to be
- Test engineers
- NPI and R&D engineers
- Process engineers,
- SMT engineers
- Maintenance engineers,
- Computer engineers
- Production supervisors
- technicians/super-operators and
- Factory operators.
Due to our workers' excellent performance and positive attitude, our client had successfully converted them from outsourced workers to their permanent headcount after completion of two years contract with IRCGS.
Prior to G2P, the Indonesia Government has cooperated successfully with the Japanese and Korean multinationals on the G2G (Government to Government) Programs and have recruited many skilled industry workers for electrical, electronic and automotive industries in these developed nations.
The average incomes requested by the Indonesia workers for Malaysia employment market are:
|Certificate level||Super-operators/ Asst. Technicians||RM 900 to RM1000 (basic and allowances)|
|Diploma level||Technicians||RM1200 to RM1500 (basic and allowances)|
|Degree level||Asst. Engineers||RM2000 to RM2300 (basic and allowances)|
* The amount of income does not include overtime and our monthly management fee. It is also subjected to changes due to market demands in local and foreign manpower industries.
Career Management Service (CMS) is a one-stop personalised career services designed to help individual employee to successfully achieving their career goals, dreams and ambition during the employee career life cycle. With experienced and dedicated career management specialists, INTER develops various Career Development Programs with employability edge to enhance career confidence and optimise the employees' potential in critical thinking, problem solving, and effective communication to complement with their existing certificate, diploma or degree.
This pro-active career oriented services have proven to support INTER's Clients in retaining quality workforce and reducing the employee replacement costs as result of high attrition rate. It has also help its Clients to reduce dependency of foreign employees. The success of this one-stop CMS Eco-System involves Clients' commitment in reorganising its management approach and retraining its supervisory management in managing today younger generation.
Inter Career Development Centre or Pusat Pembangunan Kerjaya INTER is a not-for-profit career centre supported by its three (3) Group of Manpower Companies to develop Social Responsibilities Programs for the B40 community in rural areas.
1. IRC Global Search (M) Sdn Bhd - RBA (EICC) Labor and Ethics Compliance Company
2. InterManpower.Com Sdn Bhd - HRDF Training Provider License No. 874316M
3. Agensi Pekerjaan IRC Sdn Bhd - License No. JTKSM 051C
INTER Career Development Centre is supported by its Career Centres & Representative Offices in Kedah, Kelantan, Terangganu, Sabah, and Sarawak.
Career Development Programs, also known as Program Pembangunan Kerjaya anak Malaysia (PEKAM) are programs in collaboration with Communities, Higher Learning Institutions, Government Agencies, and Industries to assist Malaysian fresh graduates and youth in developing their CAREER PATH to ensure success in achieving goals, dreams and career ambitions during the employee life cycle.