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Presentation on theme: "LNN GROUP MAN POWER SUPPLY COMPANY PROFILE"— Presentation transcript:

A very pleasant day to all. Before I go into the project presentation, I will like to thanks Honda Malaysia to give us this opportunity to be here to present the manpower supply proposal. Let me introduce our team. I am Shian Li, one of the project Directors. The other tema members are: Mr. Ng Cheng Ho, Managing Director Mr. COMPANY PROFILE

2 CONTENTS Company Policy and Objective Company profile
LNN Group of Companies Profile of Key Personnel What is the Competitive Edge in Human Capital Operation Benefits of Outsource Employees Rules and regulations Time Frame

3 POLICY & OBJECTIVE Target: To be a LEADER in Outsource Management
To create a NEW CONCEPT of using the core business as a bridge to move towards manufacturing business Gentlemen this slide illustrates LNN’S Policy and Objective Policy: Linking New Network – testimonial that we can adapt to market demands without diverting from our core business Objective: to conceptualize out core business as a bridge to move towards manufacturing business Target: since we are embarking on this new business strategy we want to be the leader Policy: LINKING NEW NETWORK Return to Contents

4 COMPANY’S PROFILE Established: October 2000 Located
3C, Tingkat 3, Plaza MPK, Jalan Pos Baru, Klang, Selangor Darul Ehsan No. of Employees 800 workers Paid up capital RM550,000 ordinary share of RM1.00 each Core business Outsourcing Agent (Local and Foreign) Managing Director Mr. Ng Cheng Ho Company Secretary Miss Lim Puay Chuan Micro Management Services Sdn Bhd LNN was established in Oct 2000 with a initial paid up of 2 ordinary share of RM1.00 each and up to date the paid up share capital is 0.35 million ordinary share of RM1.00 each. We are located in Selangor although our clients base are throughout Malaysia Return to Contents

LNN SYSTEM NADA PERSADA RESOURCES RESOURCES RESOURCES RESOURCES Out optimistic to be a leader in out source manufacturing is basically due to LNN Group of Companies base. We have subsidiaries that have their own expertise and strength and by combining our total group we are certain that we can “lead” LOCAL CONTENT LOCAL CONTENT LOCAL CONTENT FOREIGN CONTENT SPECIALIZATION Factory worker Service industry Automotive Electronics Home appliances Services Recruitment and documentation

6 LNN Group of Companies Total number of employee:
And Gentleman, more importantly our ability comes from our staff base of almost 1,200 members who have been trained in respective of manufacturing lines Return to Contents

7 Profile of Key Personnel
Ng Cheng Ho Managing Director of LNN Group of Company Co-founder of LNN Group 12 years experience in labour supply line Ng Lay Leng Marketing Division Director Founder of LNN Group 17 years experience in labour supply line Further to this, we are also aided by a team of key personnel who have many years of experience and just to name a few: Ng Cheng Ho – Managing Director and the driving force of the Company Ng Lay Leng – experience in marketing Lee Shian Li – corporate planning and finance Mr Low – Managing Director who is an expert in production planning

8 Profile of Key Personnel (Con’t)
Lee Shian Li Business Development and Planning of LNN Group 5 years experience in Corporate Finance with one of the listed company in Malaysia 3 years experience in outsourcing Company and build up the automotive industry network for LNN System Sdn Bhd

9 Profile of Key Personnel (Con’t)
Darren Chong Shook Fui Business Adviser of LNN Group more then 5 years experience in retail and manufacturing local and overseas business. Human Resource Training and development

10 Profile of Key Personnel (Con’t)
Raja Ahzian HR Coordinator of LNN Group 31 years HR experience with Multinational Company Currently in charge of Company’s administrative procedure and interview candidates

11 Profile of Key Personnel (Con’t)
Ong Soo Yeak Head Supervisor of the Group more then 10 years experience with Multinational Company as production planner Expert in planning and set up the factory procedure for factory workers Return to Contents

12 Group Financial Highlight
Gentlemen, in order to have a effective team, funds must be available for improvements and as such LNN Financial fundamentals are strong and have constant as shown in this slide The decrease of the revenue from 2007 compare with 2006 is due to decrease the order/requisition from the existing Company which affect by economy slow down. Return to Contents

13 Company History LNN Trade Wind (9/1999)
LNN Trade Wind Sdn Bhd (10/2000) Agensi Pekerjaan LNN Sdn Bhd (9/2003) LNN System Sdn Bhd (4/2005) Nada Persada Sdn Bhd (7/2006) LNN’S Core business was providing manpower to Multi-National and local based company. Our premier company was established in 1999 and to day we have 5 companies dealing with skill and and [ ] business environment. We are blessed with ample recourses due to the growth of LNN and today we can consider to be one of the leaders in this business environment

14 LNN Group of Companies Corporate Clients from 2000 till up to date
Panasonic HA Air-Conditioning (M) Sdn Bhd Panasonic AVC Networks Kuala Lumpur Sdn Bhd Matsushita Compressor and Motor Sdn Bhd Matsushita Electronic Motor (M) Sdn Bhd (SP-Kedah) Matsushita Display Device Malaysia Sdn Bhd Matsushita Industrial Corpn Sdn Bhd Sony Technology (M) Sdn Bhd PHN Industry Sdn Bhd (Automotive Industry) Maxell Electronic (M) Sdn Bhd Flextronic Technology (Shah Alam) Sdn Bhd Magnificient Diagraph Sdn Bhd (Carrefour Malaysia) Sanden Air Conditioning Sdn Bhd Autem Sdn Bhd We are proud to be associated with giant corporate clients like Panasonic, Flextronic, Cubic Electronics.

15 What is the Competitive Edge in Human Capital Operation
Attendance Retaining Customers’ needs Benefits

16 What is the Competitive Edge in Human Capital Operation
Attendance Review LNN Transport Control Transport / focus Provide transport to workers Location Location constraints Provide accommodation within the factory areas Commitment Frequent staying away due to family commitment Our workers are from different states, e.g. Sabah, Sarawak, etc

17 What is the Competitive Edge in Human Capital Operation
Retaining Review LNN Administration flaws Due to administrative flaws e.g. Salary not in time, lack of communication, accommodation not conducive Salary according to the agreement with our staff Management Office near to factory Salary inequality No standard salary Based on discretion Salary according to agreement No favoritism on gender discrimination Return to Contents

18 Benefit of Outsource Employee
Company LNN Human Capital No able to adhere to human capital requirement e.g. EPF, Socso, etc LNN pays to all employees after 6 months duration Allowance Not all competitors pay the attendance allowance Attendance allowances incentive to workers Return to Contents

19 Customers Needs Problem LNN Service Attendance
HR are busy due to inability e.g. Attendance, discipline and etc Provide supervisors without cost incur to the Company Discipline Customers’ needs are not capture pm regular basic Our supervisors also act as coordinator between the company and the staff Coordination Attendance flaws create downtime Buffer system Immediate replacement, terms required

20 Benefit of Outsource Workers (attendance+ allowance)
Basic salary (attendance+ allowance) Uniforms and safety shoes EPF and SOCSO Benefits of Men and Women in our Employment The slide shows the benefits given from LNN to the contract workers. Accommodation Free transport Medical treatment

21 Comparison of permanent and contract workers
(Local worker) No. Particulars Permanent workers Casual worker 1. Salary RM 550/month RM ??/ per day 2. Overtime work (%) 1.5 3. Bonus (assumption) 2 months - Nil - 4. EPF 12% 5. SOCSO 1.5% 6. Personal insurance 7. Medical checking 8. Medical benefit Yes 9. Accommodation (estimate) RM 80/month 10. Transportation (estimate) RM 125/month 11. Worker replacement period 2 weeks 12. Production cost planning - No - Efficiency We have do out the cost comparison between permanent staff and contract workers.

22 Advantages of the Casual Workers
More cost effective – can be adjusted according to production plan Supporting the production with a much effective and efficient ways of recruitment Company management is free from tedious works i.e. payroll, management of the workers, long term workers benefit plan and etc.

23 System Implement in the Factory
Rules and Regulations Company Procedures and System Implement in the Factory Return to Contents

24 Supervisor responsibility
Overseeing the operation of contract workers Monitor the daily attendance and report to HR Department Monitor workers’ discipline in the factory Attend meeting with production/ HR Department as and when needed Liaise with line leader on workers’ situation in line Weekly report to the company manager Return to Contents

25 Recruitment System Recruitment 1.
Fill in application form and brief interview in LNN office 2. Successful candidates will be given a short briefing on rules and regulations of the company and salary 3. Application form will be sent to factory for comments and short listing. 4. Short listed candidates will be sent to factory for interview 5. Successful candidates will be sent for urine test and one day training

26 Operation System (Factory)
Arrangement Manager (Office) Supervisor – LNN (full time in factory) Leader LNN Line C Leader LNN Line A Leader LNN Line B

27 Buffer System Stand by buffer to replace worker absent/ MC
number of buffer depend on the average attendance percentage (estimate 3-4%) Immediate replacement of worker into line Monthly report will be sent to HR Department for verification Return to Contents

28 Training System Successful candidates will be sent for urine test
Workers will be given uniform and safety equipments General training on the safety rules and regulations will be conducted by the supervisor Workers are required to undergo the training for 2 days before reporting for duty Return to Contents

29 Time Frame for Local workers Recruitment Time Frame
Interview in Factory Urine test & Training Order from HR On going interview in office Day 1 Day 2 Day 3 Day 4 Day 5 & 6 Recruitment Time Frame

30 Time Frame for Foreign workers Recruitment Time Frame
Touch down of foreign workers Foreign agent to prepare passport and medical report Receiving the calling visa and VDR Applying and buying of calling visa Interview and selection Confirm from Co. 1 week 1 week 1 week 2 weeks 2 weeks 2 weeks Recruitment Time Frame Return to Contents


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