Maniam Kaliannan

Knowledge management systems in support of disasters management: A two decade review

Abstract Humans are increasingly being challenged with numerous forms of man-made and natural emergency situations. Emergencies cannot be prevented, but they can be better managed. The successful management of emergency situations requires proper planning, guided response, and well-coordinated efforts across the emergency management life cycle. Literature suggests that emergency management efforts benefit from well-integrated knowledge-based emergency management information systems (EMIS). This study presents a systematic review of papers pertaining to the application of knowledge-driven systems in support of emergency management that have been published in the last two decades. Our review presents two major findings. First, only limited work has been done in three EMIS-knowledge management system (KMS) subdomains: (i) definition, (ii) use, and (iii) methods. Second, only limited research has been done in embedding roles in KM systems. We highlight role alignment to the 12 fundamental roles, as called for by Turoff et al. (2004), in the context of creating dynamic systems in aid of emergency management efforts. We believe that these two findings warrant the attention of the research community.

Technology adoption in the public sector: an exploratory study of e-government in Malaysia

All around the world, the quest to improve government service delivery is becoming an important agenda for most governments. Information and Communications Technology (ICT) and the Internet in particular have opened new possibilities for the government and the governed. Successful delivery of online services has rapidly become an important measure of effective public sector management and this has made many governments to deploy Electronic Government (e-Government) as a tool to achieve this vision. The dual objectives of e-Government are to reinvent the government of Malaysia in terms of service delivery through the use of ICT and to catalyze the successful development of the Multimedia Super Corridor (MSC) with ICT as one of the leading sectors of the economy. This paper provides the various initiatives taken by the government in implementing e-Government projects as well as the issues, challenges and benefits derived. A brief case study on electronic procurement as one of the projects in e-Government initiative will be presented.

Electronic procurement: a case study of Malaysia's e-Perolehan (e-procurement) initiative

This paper presents a case study of Malaysias e-procurement initiative. This initiative is locally known as e-Perolehan. The case reports among others, the vision of the Malaysian government in the light of embarking on e-procurement, the process flow within e-Perolehan, and the issues therein. The general consensus amongst both the buyer and seller communities is that e-procurement will become an important management tool to enhance the performance of the supply chain, especially in the public sector. We expect that between the next three and five years, more suppliers will grab the opportunity and benefit fully from the e-Perolehan initiative in Malaysia.

Knowledge Management Systems for emergency managers: Malaysian perspective

Recent disasters in Malaysia which was composed of major floods and landslides events proved that despite past experiences and strong disaster management mechanism, life and property losses is still unavoidable. Our proposition is the disaster planning and response efforts need a more prudent solution in order to reduce life and property losses. This paper attempts to answer how emergency managers and responders can benefit from an information and communication technology (ICT) in the form of a Knowledge Management Systems (KMS) implementation to support their planning and response efforts, hence reduce the losses. The paper examines recent literatures in the context of KMS for disasters. The findings of this paper are twofold. First, it points out the role and possible usage of KMS to improve the effectiveness of planning and response efforts for emergency managers and secondly, the important factors to consider in developing an effective KMS for disaster. The knowledge gained from this studies should help emergency managers learn from past disasters that already been so costly to society.

Developing a work-life balance model towards improving job satisfaction among medical doctors across different generations

HR practitioners consider employee work life balance (WLB) is important in fostering employee engagement and job satisfaction. It the dividing line between work-life and personal-life where a separation is formed between an individual’s career, business, profession, and every other domain that adds up to the individual’s total life. WLB is achieving the desired combination of participation in both work and other segments of life. This combination does not stay stagnant but changes as an individual has changes in commitments and responsibilities. In today’s economic setting, WLB is an important workplace trait and is growing progressively significant to maintain a healthy and inspired work force. However, for doctors who work around the clock in deed of saving human lives compromises their personal obligations. Research indicates that doctors workload is too heavy and as result it leads to [poor WLB and reduce job and life satisfaction. Given this, the purpose of this study is to investigate comprehensively how doctors belonging to different generations perceive their WLB and associate it with their levels of job satisfaction. A total of 158 completed questionnaires were collected using simple random sampling methodology from practicing doctors both is public and private sectors. Results of descriptive and inferential analysis revealed that majority of the doctors are not enjoying a balance work-life integration given their work commitments especially managing employers and patients expectations. The result also indicate that doctors born prior to 1980’s who have been in the field longer perceive better work life balance that led to a higher job satisfaction. Number of factors was found as stumbling block to foster better WLB and employee engagement such as organizational culture, leadership, family and individual factors. Management should embrace a vision for the hospitals that supports flexibility as doctors finds time to be the most expensive commodity. Greater WLB can be accomplished with right support system ranging from the tools used to work right up to the organizational leadership and culture. The leaders of the business should hold strongly to “walk the talks” culture where they themselves practice WLB and encourages it. Organizations need to own and grab attention of doctors of both generations in delivering and promoting WLB. Leveraging the family friendly WLB programs develops engagement and employees are productive, happier and motivated. Managerial implications for human resource practice and future research directions are provided.

Investigating perceived ICT usefulness for disaster readiness: A prelimenary analysis

Recent disasters proved that despite past experiences and strong disaster management mechanism in disaster-prone countries, life and property losses are still inevitable. Our proposition that is disaster preparedness efforts need more prudent solution in order to reduce life and property losses. This paper investigates the perception of community on the role of ICT towards improving the disaster readiness and hence, reduces the losses incurred. The paper examines recent literatures in the context of ICT for disasters. The findings of this paper are twofold. First, it points out the role and possible usage of ICT to improve the effectiveness of disaster awareness and secondly, it unveils the perception of vulnerable community towards ICT usage for effective disaster readiness. The knowledge gained from this study is crucial for disaster management.

HR outsourcing trends in Malaysia: the undetected tiger

Purpose The purpose of this study is to provide deeper and broader insights into human resource outsourcing (HRO) trends and practices specific to the Malaysian context. Design/methodology/approach Data were collected from HR managers through a questionnaire-based survey, using convenient sampling with random selection. Findings HRO practices were found to have evolved into second-generation outsourcing, with considerable potential to grow further in the future. Firm size and sector had little or no effect on the degree of HRO. Both cost benefits and resourced-based benefits were key drivers of HRO decisions, with a majority of the firms reporting having achieved these benefits equally and positively. Most of the functions outsourced were traditional-transactional HR functions. Slightly more than half of the HRO decisions were made by top management without the involvement of HR managers. More than half of the firms surveyed intended to do more outsourcing in the near future (i.e. within the next two to five years), including firms that had previously experienced HRO failure. Research limitations/implications While convenience sampling limits the generalisability of the findings, it is suitable for a study like this, especially as there is no pre-established list of firms outsourcing HR available in Malaysia. The study did not cover trends in either HR shared services or insourcing – either of which could potentially affect future HRO trends in the future. The findings also serve as a warning to future HRO researchers about the importance of contextual knowledge to strengthen the validity of their findings. Practical implications The findings provide both practitioners and service providers with insights into HRO practices and trends in Malaysia, which are comprehensively discussed in the paper. Originality/value This paper presents a broad, yet up-to-date, overview of HRO practices and trends specific to the Malaysian context. It covers aspects and details of HRO not explored or explicitly discussed before.

Knowledge management systems for emergency management: a situational approach

Research on the role and relevance of knowledge management systems in support of emergency management continues to grow. Knowledge management (KM) literature aptly suggests that KM systems have the ability to support emergency management. Well-designed and implemented KM systems offer more accurate information/knowledge representation relevant to communication and coordination efforts required for emergency management. Nevertheless, a consolidated framework that can be used to guide successful implementation of KM systems in a given situation does not exist. This paper aims to address this gap in literature. We present a conceptual framework for use by future researchers who intend to examine KM success factors in emergency situations. This paper contributes to the KM-emergency management literature by applying the KM success model to emergency management.

Effective talent management in Malaysian SMES: A proposed framework

ABSTRACT:This study is intended to develop a framework for effective talent management among SMEs in Malaysia by examining talent management practices that influence job satisfaction and organisational commitment among employees in Malaysian SMEs. This is crucial as SMEs in Malaysia contribute towards the growth of domestic economy, yet they are ineffective in developing their human capital. Talent management pays attention to how company designs and maintains human resource policies that are strategic to a business organisation in meeting its goals. Four core talent management practices are identified for this research, i.e. Staffing and Recruitment, Training and Development, Rewards and Recognition, and Retaining practices. It is imperative to interpret the above practices from the practitioners’ viewpoint, hence qualitative research is deemed relevant for this study, data was collected via focus group interviews and structured interview. Findings indicate a gap between employees and employers in terms of expectations of talent management practices. Employees are looking for better training opportunities and some form of remuneration and recognition that demonstrates full potential at work. Besides this, a decent work environment is important for employees to be innovative and perform better at work. Management transparency and open communication is essential to build trust which cultivates commitment and job satisfaction that eventually retain talent in an organisation. Generation X managers find it difficult to manage their generation Y subordinates due to differences in value and attitude towards work. However, few have noted that open communication and equal treatment can help to manage this generation gap. SMEs in Malaysia need to be focussed and strategize their current HR practices to be relevant and effective, in their own mould and not to emulate MNCs. Hence it is crucial for them to work with relevant agencies and stakeholders.

A Review of Smes Recruitment and Selection Dilemma: Finding a 'Fit'

This systematic review of theoretical approaches is to determine whether the recruitment and selection process in SMEs shows evidence of a strategic ‘fit’ and second, examining the extent of a structured, innovative and flexible recruitment and selection process. HR managers may be aware of Strategic Human Resource Management but their understanding of recruitment and selection process as a HR architecture linking the firm and HR strategy may be vague. Findings in literature shows that priority research tends to be non-HRM related functions. HRM practices are seen as less important. The review also shows evidence that recruitment and selection is an under researched area and no specific research papers provided insights on the concept of ‘fit’ in recruitment and selection. Although general literature presents various models of recruitment but the compatibility between the individual, job and environment – ‘fit’, as a strategic process in SMEs seems disconnected and unexplored. This suggests that the HRM functions in the Malaysian SMEs are treated and perceived as secondary, routine and an insignificant function.