PETRONAS: A Case Study

Recruitment is the process that employers select the employee to their company. According to the Myrna Gusdorf (2008), recruitment is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for job with an organization. Recruitment can be either internal recruitment or external recruitment. According to the Raiha Azni Abd Rahman, senior vice-president of human resource management PETRONAS, the recruiting process of PETRONAS is an external hiring due to the PETRONAS is a domestic environment. Nuraini Ismail, vice president of treasury at PETRONAS said, the key of the success of the organization is finding the right people during the recruitment and management process (AB magazine,

PETRONAS did not recruit the employee without the proper process of procedure that set up to prevent the corruption.

2. Do not to circumvent any guidelines that have been set by the PETRONAS, to avoid the problem in the event of any bribery allegation.

3. The award rights, entitlements and benefits must be based to the guidelines that have been set up by the PETRONAS.

4. Do not try to conceal, alter, destroy or modified any documentation from the PETRONAS.

There are many scope of the job areas in the PETRONAS. For examples are, finance & accounting, petroleum engineering, health, safety and environment (HSE), electrical engineering and other else (www.discoverpetronas.com 2017). Each of the job have requirement that employees need to reach if want to be recruit to the PETRONAS (www.discoverpetronas.recruitment.com 2013).

Career Opportunities in PETRONAS: Job Areas Qualification required

Finance & Accounting • Corporate Finance

• Financial Accounting

• Insurance and Risk Management

• Financial Service

• Internal Audit

• Management Accounting

• Oil and Gas Accounting

• Petroleum Sharing Contract Accounts

• Petroleum Sharing Contract Audit

• Taxation

• Trade

Performance management system also can be define as the strategic and integrated approach of conveying continued success to institutions by developing the people in a way that improved group and personal performances (Qureshi & et all, 2010). The PETRONAS employee will examine by the annual performance assessments. The performances management in the PETRONAS is called as Employee Performance Management (EPM). The objectives of the EPM in the PETRONAS is to increase the performance culture in PETRONAS to make sure that consistent engagement with the employees to ensure the superior business results (Annual report, 2015). The Internal Employee Potential (EP) Assessment also was developed to implement in the organization (www.workforcedevelopment.com, 2017). The key element of EPM to evaluate the performance employee are coaching, review and feedback. The Enhanced Career Framework has been introduced to increase the performance employee especially for the Technical and Secretarial groups. The framework is look to the development of the employees in term of the specialized groups, differentiating and rewarding based on the performances and the merit system (Annual report,