1. Reporting structure for year 2022

Team Members

MANAGERS N+1 (appointing authority)

Functionally to CEO,COO & Director

DIRECTORS N+2 (appointing authority)

CEO & COO

2. DEFINITION AND ROLE OF DIRECT MANAGER

DEFINITION

You are holding a managerial position with executive rank, directly responsible for the management of 1 or more Employees.

KEY POINTS OF THE ROLE

3. DEFINITION AND ROLE OF a functional manager

DEFINITION

The person who looks after a certain functional area of an organization, be it a team or a department or a unit, and provides the necessary resources to carry out a high standard project.

DEFINITION

4. REPORTING & APPROVAL STRUCTURE
YEAR 2022

CEO'S OFFICE

DIRECTORS NAME POSITION DIRECT MANAGER
SIR ABDUN CEO
PN SAKINAH ABD RAHMAN COO & CFO CEO
SIR ABDUN DIGITAL MARKETING DIRECTOR CEO & COO
WAN UTAMA CREATIVE DIRECTOR CEO & COO
ABDUL RAHIM ABDUL RAHMAN CORPORATE STRATEGIC DIRECTOR CEO & COO
RIFAIQ ABU KASSIM CORPORATE SALES DIRECTOR CEO & COO

REPORTING & APPROVAL STRUCTURE
YEAR 2022

MANAGEMENT

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
AZRUL NIZAM BIN AHMAD TAJUDDIN LOGISTIC EXECUTIVE CEO & COO&CFO

FINANCE TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
FADZILA BINTI JAMSARI ACCOUNT MANAGER COO & CFO EN ABDUL RAHIM

HUMAN RESOURCE TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
NASIMA BEE BTE AB RAMAN HR MANAGER COO & CFO EN ABDUL RAHIM

CORPORATE RELATIONSHIP TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
KHAIRUL SANI BIN MOHD YUSOF CORPORATE RELATIONSHIP MANAGER COO & CFO EN ABDUL RAHIM
WAN AFIQAH NAJWA BT WAN MOHD SYUKRI CORPORATE RELATIONSHIP MANAGER COO&CFO EN ABDUL RAHIM
NUR IZZATI BINTI ABD LATIF ADMIN MANAGEMENT ASSISTANT EN RIFAIQ EN KHAIRUL & CIK AFIQAH

CREATIVE DEPARTMENT

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
MUHAMMAD FIRDAUS BIN KAMALRUZAMAN CONTENT DIRECTOR EN WAN UTAMA EN ABDUL RAHIM
FAIZUL BIN MAT YUSOF HEAD OF GRAPHIC AND WEB EN WAN UTAMA EN ABDUL RAHIM

CONTENT TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
MUHAMMAD AMIRUL HAKIM BIN AZMAN DIRECTOR OF PHOTOGRAPY (DOP) EN WAN UTAMA CEO
NUR AMELIA SYAHIRAH BINTI AMIRRUL PRODUCTION MANAGER EN FIRDAUS BALAM EN WAN UTAMA
AZMI BIN ITHNIN CHIEF VIDEO EDITOR EN FIRDAUS BALAM EN WAN UTAMA
NUR FARAH WAHIDA BINTI MOHAMAD SCRIPT WRITER EN FIRDAUS BALAM EN WAN UTAMA

PRODUCTION TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
MUHAMMAD SYAFIQ NAIM BIN SAIFOLLIZAN ASSISTANT PRODUCTION MANAGER CIK AMELIA

VIDEOGRAPHY & CINEMATOGRAPHY TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
ASYRAF MOHD SALLEHUDDIN ASSISTANT DOP EN AMIRUL EN FIRDAUS BALAM

VIDEO EDITING TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
SHEIKH ABDULLAH BASMEIH BIN MANSUR VIDEO EDITOR EN FIRDAUS BALAM EN WAN UTAMA
NUR FAATIHAH BINTI NASARUDIN VIDEO EDITOR EN FIRDAUS BALAM EN WAN UTAMA
ARIF ISKANDAR BIN AZLAN RAOFUDDIN VIDEO EDITOR EN WAN UTAMA EN FIRDAUS BALAM
AHMAD RADZEY BIN AHMAD HILMY EN WAN UTAMA VIDEO EDITOR EN FIRDAUS BALAM
MOHAMAD HAFIZIE BIN MOHAMAD SAUFI EN WAN UTAMA VIDEO EDITOR EN FIRDAUS BALAM

GRAPHIC AND WEB TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
NOR REHAN BINTI SULAIMAN GRAPHIC DESIGNER EN FAIZUL COO & EN WAN UTAMA
MUHAMAD FARIS BIN MOHD FADZLI GRAPHIC DESIGNER EN FAIZUL COO & EN WAN UTAMA
IFFAH NASIRAH BINTI IBRAHIM CONTENT CREATOR CUM CREATIVE EN FAIZUL EN WAN UTAMA

DIGITAL MARKETING DEPARTMENT

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
AMIR IZZAT BIN ZAHARIL AZLAN DIGITAL MARKETING MANAGER SIR ABDUN EN ABDUL RAHIM

DIGITAL MARKETERS TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
FARAH HANI BINTI MUSTAFFA AZMI DIGITAL MARKETER EN AMIR IZZAT SIR ABDUN
NURUL SHAHIDAH BINTI MUHAMMAD NUR DIGITAL MARKETER EN AMIR IZZAT SIR ABDUN
AHMAD SHUAIB BIN MOHAMED YUNOOS DIGITAL MARKETER EN AMIR IZZAT SIR ABDUN
MUHAMAD ANIQ BIN AZLAN SCRIPT WRITER EN AMIR IZZAT SIR ABDUN

CORPORATE TRAINING TEAM

EMPLOYEE NAME EMPLOYEE POSITION DIRECT MANAGER FUNCTIONAL MANAGER
SYARIFAH KHALILAH BINTI KASSIM CORPORATE DIGITAL MARKETING TRAINING MANAGER SIR ABDUN EN ABDUL RAHIM

5. Probation notification procedures

– You need to monitor and notify HR on your new team member probation status.

– Timeline to provide feedback to hr is 1 month before end of their probation.

E.g. : 

Manager to notify HR Status of staff probation 1st march 2022

– Based on your feedback , HR will prepare documents accordingly.

6. Process of successful Probation
with confirmation

Staff A joins KNKV with 3 Months Probation

Probation APPROVED by Manager with written feedback via official email to HR by 2nd month

HR will issue Confirmation letter as per probation period end date

On boarding process by HR

7. Process of extended / Unsuccessful Probation

Staff A joins KNKV with 3 Months Probation

Probation need to be extended

Manager request for review meeting with N+2 & HR to finalize the decision and confirms in writing final decision

From the written decision HR will issue Extension of Probation or Termination Letter

8. Type of leave

Annual Leave

Medical Leave

Replacement Leave

Compassionate Leave

Congratulatory Leave

Maternity / Paternity Leave

9. Leave allocation

Compassionate Leave

Description Remarks
Natural Disaster such as flood or fire resulting in damages that effect the employee (including property) The employee is required to provide supporting evidence of damages
Death of spouse, children, parents, siblings, parent-in-law or paternal or maternal grandparents The employee is required to provide the death certificate as supporting evidence

Congratulatory Leave

Description Remarks
Wedding Leave : Employee's Own Lawful Marriage A) The employee is required to provide the death certificate as supporting evidence
B) Used for the purpose of the marriage registration or the wedding ceremony and should be utilized within one week after the event date
C) Valid for first legal marriage during service with the company
Paternity Leave : Male employees are granted paternity leave to be taken within 2 months after the birth of the baby for the legal wife's confinement for the birth of a legal child up to a maximum of 5 surviving children. The employee is required to provide a copy of birth certificate as supporting document.

10. Leave allocation according to Length of Service with KNKV

Annual Leave Table

Length of Service No. of Leave of Days
Less than 3 years 14 Days
3 years to 5 years 18 Days
More than 5 years 21 Days

Medical Leave Table

Remarks No. of Days
Less than 3 years of service 14 Days
3 years or more but less than 5 years of Service 18 Days
5 years of Service and more 22 Days

11. Process of applying ANNUAL leaves

Team Members to request for leave by filling up the leave application form from Direct Managers (2 weeks prior)

Managers decides to approve and ensure leave application form is filled properly with their approval on it

Manager to update the number of Annual Leave days approved in the Excel Reporting Sheet

Employee to submit the approve leave form to HR before going on leave

12. Process of applying REPLACEMENT LEAVE

Team Members to discuss and apply for Replacement Leave by filling up the leave application form from Direct Managers

Managers approves and ensure leave application form is filled properly with their approval on it

Manager to update the number of Replacement Leave days approved in the Excel Reporting Sheet

Employee to submit the approve Replacement leave form to HR before going on leave

13. Process of notification and submission of medical LEAVE

Team Members to notify Direct Managers on their medical leave application with supporting documents via any way of communication

(upon completion of Dr ‘s visit )

Managers to update HR within the same day staff is on MC

Managers to update the number of Medical Leave taken in the Excel Reporting Sheet

Employee to submit ORIGINAL MEDICAL CERTIFICATE to HR right after reporting back to work – Fail to do so will cause deduction of AL or pay cut

14. Process of notification and submission of compassionate leave

Team Members to notify Direct Managers on status and reason for compassionate leave with supporting documents via any way of communication

(e.g. this leave is applicable for immediate close family members only )

Managers to update HR within the same day staff is on Compassionate Leave

Managers to update number of days taken Compassionate Leave in the Excel Reporting Sheet

Employee to submit COPY OF DEATH CERTIFICATES to HR right after reporting back to work – Fail to do so will cause deduction of AL or pay cut

15. Process of notification and submission of MATERNITY /PATERNITY leave

Team Members to notify Direct Managers on status maternity or paternity leave with supporting documents via any way of communication

Managers approves and ensure leave application form is filled properly with their approval on it

Managers to update number of days taken maternity (60 days ) /paternity (3 days) leave in the Excel Reporting Sheet

Employee to submit supporting documents accordingly to HR
-Paternity to submit after 3 Days Leave Taken
- Maternity to submit after 7 to 14 days Child Birth

16. Process of notification and submission of congratulatory leave

Team Members to request for leave by filling up the leave application form from Direct Managers (3 weeks prior)

(upon completion of Dr ‘s visit )

Managers approves and ensure leave application form is filled properly with their approval on it

Managers to update number of days taken Congratulatory Leave in the Excel Reporting Sheet

Employee to submit supporting documents accordingly to HR before going on Congratulatory Leave

17. Introduction to appraisal Process

Definition of Appraisal

18. TIMELINE FOR APPRAISAL & Parties involved

Year 2022

Every Quarter

Less than 3 years 14 Days
3 years to 5 years 18 Days
More than 5 years 21 Days

* Review will be done between direct manager and employee ONLY *

Year 2023

January 2023

Week 1 to 2 Employee Appraisal
Week 3 Direct Manager together with N+2 Manager review & provide rating
Week 4 Rating release to Employee thru F2F meeting

Parties Involved

To do the Appraisal

1.Direct Managers ( N+1 )
CEO , COO & Directors(N+2)
Team Members of each dept.

19. 6 Steps To A Successful Performance Appraisal

20. SURVEY QUESTAINAIRE

About Employment with KNKV Sdn Bhd
1. Overall, I am extremely satisfied with KNKV as a place to work
2. I would gladly refer a good friend to KNKV for employment
3. I rarely think about looking for a new job with another company
My Manager Effectiveness
1.My immediate supervisor inspires me to do my best work
2.My immediate supervisor does a great job of managing people
3.My immediate supervisor does a great job of managing the workload
4.My immediate supervisor keeps his/her commitments
Leadership & Vision
1. I understand how my role contributes to achieving our vision
2. The senior leadership of this company has communicated a vision of the future that motivates me
3. This company is making changes necessary to compete effectively (New 2022)
My Work
1. I am encouraged to come up with new and better ways of doing things
2. 2. My job is challenging and interesting
Teamwork
1. I feel that I am part of a team
2. There is good teamwork and cooperation between different parts of the organization
Pandemic Response
I am satisfied with the actions my company has taken in response to the current pandemic (New 2021)
My Performance
1. I am appropriately involved in decisions that affect my work
2. The people I work with cooperate to get the job done
3. I have the training I need to do my job effectively
4. I have the resources (i.e. materials, equipment, technology) I need to do my job effectively
5. Where I work, we set clear performance standards for product/service quality
6. Senior leadership is committed to providing high quality products and services to external customers
Growth & Development
1. I am appropriately involved in decisions that affect my work
2. I have had frequent discussions with my immediate supervisor about my individual development or career aspiration
3. I feel there is a promising future for me at this company (New2022)
Respect and Recognition
1. I regularly receive appropriate recognition when I do a
2.Diverse perspectives are valued and encouraged in my team(s)
3. I am respected and cared about at work
Work Life Balance
This company supports my efforts to balance work and personal life
Sustainability
This organization is committed to sustainability (New 2022)

21. POLICY TO WORK FORM HOME

Company has dedicatedly prepared all facilities and comfortable office needed to all staff hence staff is expected to be in office at all time to complete their work.

Team Member request to WFH

Manager (N+1)reviews and approve (case to case basis)

Manager (N+1) to inform Directors ,CEO and COO (N+2) to escalate and keep all other member informed and the reason of approval