IMPIAN HERBS KMN

ANAK RADIX - Siti Hajar Aini bt Alyas

2009-09-23T10:47:00.000-07:00

(Umur 4 hari)

Siti Hajar Aini dilahirkan pada jam 8.45pagi hari Selasa 11hb.November 2008, di Hospital Kemaman Terengganu dengan berat badan 2.91kg. Selepas 4 hari dilahirkan Siti Hajar didapati "Jaundice" dan dimasukkan ke Wad Kanak2 selama 1 minggu. Tahap kuning sangat susah turun dan berterusan sehingga umur 2 bulan. (Gambar: Siti Hajar Aini berada dalam Wad Kanak2 Hospital Kemaman, Terengganu)

(Umur 2 bulan)

Rawatan masih berterusan dibawah pemantauan Klinik Pakar Hospital Kemaman Terengganu. Kesan kuning "Jaundice" masih ada kelihatan pada kawasan muka dan dalam mata Siti Hajar Aini. Doctor pakar kanak-kanak hanya setakat menyatakan Siti Hajar Aini terdapat "Prolonged Jaundice", tapi tidak ada rawatan yang diberikan, periksa dan catat sahaja.

(Umur 6 bulan)

Pada awal bulan Mei 2009, Siti Hajar Aini mula diberikan pemakanan yang berasaskan Herba Produk HPA. Abahnya mula terlibat dengan HPA mulai 1hb. Mei 2009, dengan kesedaran yang bersungguh-sungguh lantas satu keluarga mendaftar jadi ahli HPA dan terus mengikuti kursus PBC. Antara pemakanan yang diberikan kepada Siti Hajar Aini adalah; 1) Bubur nasi dari beras perang HPA yang dibubuh pula EQ Minda dan Spirulmadu. 2) Susu Bio Lac yang dibubuh juga EQ Minda. 3) Radix Cookies. 4) Minuman Bijirin Radix 5) Kismis Minda. Untuk penjagaan mandian digunakan; 1) Sabun Bayi. 2) Bedak Talkum Bayi. 3) Minyak But-But.

(Umur 9 bulan)

Siti Hajar Aini terus membesar dengan sihat, cergas dan kuat penuh belaian kasih sayang dari abah dan umminya. Cepat memberi responces apabila namanya dipanggil oleh sesiapa sahaja.

Ketika Berumur 10 bulan
(gambar diambil pada Hari Raya Idilfitri 1430H)

Dari umur 6 bulan hingga sekarang Siti Hajar Aini didapati sangat sihat, cergas dan aktif, suka membunyikan suara dan kadang-kadang ketawa. Suara merengetnya hanya ketika lapar dan mengantuk sahaja. Kesan "Jaundice" sudah tidak kelihatan lagi. Doctor pun dah buat pengakuan yang Siti Hajar Aini sudah betul-betul sihat, Alhamdulillah.

Dengan izinNya, Alhamdulillah saya sebagai ayah dan isteri saya sebagai ibunya sangat bersyukur dan gembira, Hanya Pada Allah swt saya berharap, dan terima kasih kepada HPA yang telah menunjukkan jalan yang benar kepada keluarga kami. Bagi kami sekeluarga telah menganggapkan anak kecil kami ini adalah sebagai Anak Radix yang akan berjuang dan berjihad kepada umat Islam keseluruh pelusuk dunia ini agar dapat mengambil makanan Halal lagi Toyyibah dari Produk HPA.

Alhamdulillah, kini saya dan isteri telah berjaya menjadikan seluruh adik beradik dan anak-anak saya menjadi ahli HPA dan keseluruhannya telah menghadiri PBC. InsyaAllah sebelum akhir tahun ini akan mendapat pangkat PJ yang akan diikuti oleh isteri saya, Hjh Rokiah bt Abdullah dan anak saya Siti Suraya bt Alyas.

Selamat Hari Raya Idil Fitri 1430H

2009-09-18T18:47:00.000-07:00

Salam Selamat Hari Raya Idilfitri maaf zahir dan batin kepada semua muslimin dan muslimat terutama kepada yang mengenali keluarga kami, kepada semua adik beradik abang; Abang dan kak Yong sangat menyayangi kalian, dan kepada anak-anak saudara ayah Long dan Mak Yong sangat mengasihi kalian. Semoga Allah swt sentiasa merahmati kehidupan kita, jagalah amalan baik kita kepada Allah swt dan ambillah makanan yang Halal lagi Toyyibah, yang boleh didapati dari produk HPA.

Daripada:

Hj Alyas dan Hjh Rokiah

Mohd Faizal (tiada dalam gambar)

Mohd Ashraf

Siti Suraya

M Musa Helmi

Siti Hajar Aini

Supervisory Skills

2009-09-18T12:37:00.000-07:00

SUPERVISORY SKILLS DEVELOPMENT

INTRODUCTION
The supervisory skills program has been developed to meet the needs of:
Companies that have employees with good technical abilities who have been promoted into management roles
Companies that have experienced supervisors who want or need to brush up on their supervisory skills
Most managers would say that good employee supervision is about results. But will supervisors who demand immediate and unquestioning compliance with their orders always obtain the best results? Whether or not you have the official title of "supervisor," if you are in a position that requires you to direct the activity of others, a periodic review of your supervisory skills may bring you better results.
Supervision is about building working relationships with employees. Building a trusting relationship takes time. But when supervisor and employee trust one another, both of their thoughts and efforts can be applied to each situation. The likelihood of time-wasting conflicts is reduced. The supervisor needs to be able to trust the employee to get assigned tasks done in a satisfactorily manner. The employee needs to be able to trust the supervisor to support and compensate him fairly. Employees have high expectations for leadership in the workplace. They want to be treated with dignity and respect. A strong working relationship builds the necessary commitment to get the work done.
One of the most challenging aspects of supervision is evaluation of employee performance. Evaluations should be much more in-depth than a simple judgment by a supervisor about an employee's performance. Evaluations can be a tool to improve performance by establishing goals for and recognizing outstanding performance. Conducting formal evaluations of employees on a routine basis ensures that there is adequate communication between employer and employee. Constructive feedback is a powerful tool to reinforce desired behavior because everyone likes to receive positive feedback on work well done.
Good supervisors provide training and development for their employees and are glad to make the investment in refining employee skills. This can benefit the employer by retaining employees and meeting future business needs. Many employees want to have the opportunity to take on new responsibilities and grow with an organization. Providing training and development opportunities will enable them to do this. They will be less likely to look elsewhere for work if they are satisfied with the work and future possibilities. For instance, the work nearly everyone does now involves some interface with technology. If an organization has kept technology current and has provided training for employees in using that technology successfully, employees will be more likely to stay.
More and more supervisors are relying on coaching skills for self-directed employees as opposed to directing employees to perform certain tasks. With all of the demands that fall to today's managers, delegating work and supporting employees with coaching is a better fit.Often, a supervisor's work includes resolving conflicts and managing diversity. Conflict resolution is a critical skill for those who wish to get work accomplished through others.
Maintaining a safe workplace is another primary supervisory responsibility. Setting high standards for safety communicates to employees that they are important and valued at the same time it encourages employees to do their part in maintaining a safe work environment.
Concern for regulatory compliance has grown in importance for many employers. For instance, environmental regulations require the safe disposal of hazardous materials. Responsible supervisors will ensure their employees are trained on safe handling and disposal of hazardous waste. Sharpening your supervisory skills is one of the most effective investments you can make in your company. It will result in better performance, greater employee satisfaction, a safer and healthier environment, a positive workplace and, ultimately, an improvement to the bottom line.

OBJECTIVESUpon completion of the programmed, participants will be able to:• Understand and apply the concept of supervision and relate it to the respective roles and responsibilities.• Enhance communication skills with all levels of staff for cross functional effectiveness.• Comprehend and adopt appropriate leadership skills for various situations.• Understand individual and group behavior in relation to motivation and team building.• Manage difficult staff situations in the work area.
CONTENT
TheoryThe research on effective supervision identifies numerous skills that a supervisor should possess. The Supervisory Skills Questionnaire organizes these skills into 5 categories:
Guiding the Work: Taking the direction of the organization and translating it into actionable plans for the work group.
Organizing the Work: Assigning people, equipment, and tasks to meet work goals.
Developing Your Staff: Actively working to increase the skill level of each employee being supervised.
Managing Performance: Removing the obstacles to better performance so employees can meet their own and the organization’s objectives.
Managing Relations: Developing and maintaining good relationships with other groups so that the supervisor’s employees and the organization meet their goals.
The ability to balance the goals of the organization with the needs of the work group is the common thread that runs through all of the skill dimensions.
• Defining The Supervisor• Supervisory Roles• Human Resources Management• Management Styles• Leadership Skills.• HR Policies• Management skills • Interpersonal Communication• Training and Developing employees• Managing planned change• Group dynamics/understanding individual behaviors in groups• Team and Team Building
Each session is designed to be highly interactive with one main goal of causing participants to "think differently" about their role in the overall growth and improvement of the organization. Each of these topics may be presented together or independently.
TARGET GROUP: Supervisors in manufactories and financial institutions or anyone who is in a supervisory position. This course is aimed at all personnel working in a manufacturing environment stores, planning, production distribution or any related field. The course is suitable for personnel aspiring up to a supervisory level who wish to sharpen their skills in good manufacturing and people's management.
METHODOLOGY: Lectures, video sessions, group exercises and role-play.
DURATION: 4 days
SPEAKERS:

HJ ALYAS BIN MOHAMAD; B.Tech. (Electrical Engineering) (Hons), M.Ed (Votech Edu.)

JALIL BIN A.GHANI; B. Sc (Mathematics) (Hons)

HJ MOHD SHAIFULLAH B AWG IBRAHIM; B.Sc (Physics) (Hons), M.Ed (Maths Edu)

Indicative Timetable for Training Module
Supervisory Skills Development

DAY

TIME

TOPIC

1st Day

9.00 – 10.30am
10.30 – 10.45am
10.45 – 12.15noon
12.15 – 1.30pm
1.30 – 2.30pm
2.30 – 4.00pm
4.00 – 4.15pm
4.15 – 5.45pm

Introduction & Supervisory Roles
Tea-break
Supervisory skills model
Brain & Mind
Lunch & Solat
Supervisory Management
Tea-break
Tools & Technique 1 (Workshop 1)

2nd Day

9.00 – 10.30am
10.30 – 10.45am
10.45 – 1.30pm
1.30 – 2.30pm
2.30 – 4.00pm
4.00 – 4.15pm
4.15 – 5.45pm

Motivation and Group Dynamics
Tea-break
Managing Operations
Lunch & Solat
Managing Costs and Quality
Tea-break
Tools & Technique 2 (Workshop 2)

3rd Day

9.00 – 10.30am
10.30 – 10.45am
10.45 – 1.30pm
1.30 – 2.30pm
2.30 – 4.00pm
4.00 – 4.15pm
4.15 – 5.45pm

Leadership Skills and Self-Management
Tea-break
Communications & Industrial Relations in the Workplace
Lunch & Solat
Productivity & Work Study, Training & Developing employees
Tea-break
Tools & Technique 3 (Workshop 3)

4th Day

9.00 – 10.30am
10.30 – 10.45am
10.45 – 1.30pm
1.30 – 2.30pm
2.30 – 4.00pm
4.00 – 4.15pm
4.15 – 5.45pm

Group dynamics/understanding individual behaviors in groups
Tea-break
Team and Team Building. Health and Safety in the Workplace
Lunch & Solat
Tools & Technique 4 (Workshop 4)
Tea-break
Evaluation & Closing

ETIKA KERJA

2009-09-18T12:09:00.000-07:00

Kerangka

1. Apakah Etiquette At Work
2. Basic rule
There are some basic rules one must follow in order to blend quickly and to earn the respect of co-workers and managers alike:
1) Conversation. Keep a distance of approximately 18 to 20 inches from the people you are talking to. Keep an eye contact and give your undivided attention to the person speaking at the time.
2) Respect of Position. In any company, a position or rank means the level of power. When you engage in informal conversation with your superiors, keep a respectful distance. Do not do backslapping, elbowing, or other touching that gives the idea of close friendship or intimacy that does not exist. If you have a high position, address your subordinates who are older than you with respect and politeness.
3) Help. The best way to get the help you need for an assignment is to give it. If a co-worker is using his lunch hour to finish a project and you are available, offer your help with no strings attached. This person will be very happy to help you when you need it. If a co-worker uses his lunch hour to help you, a Thank You card, a small gift, or a lunch invitation is very appropriate.
4) Compliments. Always pay compliments when they are due and deserved. When you do that you lift up their spirits and it speaks well about you. Just be careful of not overdoing it or your words and honesty will be questioned and judged. When someone pays you a compliment, a simple “Thank You” will do wonders for you.
5) Disagreements. Choose your battles carefully. It is important that you defend your position as strong as you can. State your case and debate, but also be aware of the reaction of others. If you see they are getting resentful or annoyed, bring the conversation to an end. This way you will avoid it turns personal. Name calling weakens your arguments. Disagreements during meetings will happen, so the best way to go is to keep it as a business issue and document the outcome: this way a compromise of everyone involved will be clear. 6) Gossip. Gossip at the workplace happens all the time and it is inevitable. Keep your private life in private. Answering personal information, even if it sounds innocent, can set you up for gossip. If you are the object of gossip, find the source and confront this person in private, not with anger, but with concern, kindness and firmness. If you like hearing gossip, you are participating and you are also to blame for the harm this gossip does to a person. If you are asked to participate in gossip, refuse in a tactful and firm manner.