Case Study Of Amalgamated Industrial Steel Berhad

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1.0 Introduction of Company Amalgamated Industrial Steel Sdn. Bhd. (‘AIS’) was joined at first as a private limited company on 20 November 1969 and made history in being the first manufacturer of steel pipes in Malaysia. It was formed by a group of leading local hardware importers and consumers supported by Tokyo Boeki Limited and Kawasaki Steel Corporation, two Japanese associations which were famous in the steel industry. The company commenced operations with an initial paid-up capital of RM4 million, out of an authorized capital of RM10 million on 18 May 1971. Following its steady growth and success, AIS was converted into a public company, Amalgamated Industrial Steel Berhad (‘AISB’) on 10 December 1974. It was a prelude to another milestone…show more content…
 grow our businesses to incorporate trading activities of other industrial and building products.  provide great rate on investment to shareholders. 1.2 Mission Statement AISB are committed to:  supply quality products at competitive prices.  provide best services to meet the needs of our customers.  strive for excellence through consistent change of management skills, industrial skills and entrepreneurship. 1.3 Types of Industry Steel Industry 1.4 Products/Services Amalgamated Industrial Steel Berhad is occupied in the manufacture and sale of steel-related products, for the most part black welded steel and galvanized industrial pipe, square and rectangular hollow tubes, tubes, and conduits. The Company operates in two divisions: The manufacturing of steel pipes, and the trading of other steel related products. 1.5 Number of People Employed Operating with about 100 workforce. 1.6 Company Sources Supply Steven Ng Tun Hui, Human Resource Manager from Human Resource Department of…show more content…
Workforce planning is the process of deciding what positions the firm will have to fill, and how to fill them. Effective recruiting is important as without enough candidates, employers cannot effectively screen the candidates or hire the best. The recruitment is not just external; the internal recruitment has an enormous impact on the performance of the company and increases the satisfaction of employees. Employer would probably already more familiar with the internal candidate strengths and weaknesses, and they require less orientation. The recruitment strategy is a key achievement element for the process. It defines the advantage of the organization on the job market. The company has to choose the right mix of the recruitment sources, agencies and messages. The company has to choose the target groups, and the underlying analysis has to identify the right approaches to contact them. All participants involve recruiters and candidates have the same objective – filling the job vacancy and they have to cooperate smoothly to achieve the general

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