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Contents
MARKING SCHEME ............................................................. Error! Bookmark not defined. 1. INTRODUCTION TO THE ORGANIZATION ................................................................... 2 2. RECRUITMENT STRATEGY ............................................................................................. 3 3. JOB DESCRIPTIONS ........................................................................................................... 6 4. PERSON SPECIFICATIONS ............................................................................................... 7 5. INTERVIEW SHEETS ........................................................................................................ 10 6. INTERVIEW SCORING SHEET ....................................................................................... 20 7. INDIVIDUAL COMPONENT ............................................................................................ 25 7.1 Organization Structure ................................................................................................... 25 7.2 Project Management ...................................................................................................... 29 7.3 Quality Management ...................................................................................................... 32 REFERENCES ........................................................................................................................ 38 Unknown, About Astro [online], Malaysia, Astro Holdings Sdn. Bhd, Available from http://www.astro.com.my/portal/about-astro, [Accessed 8th May 2012]Error! Bookmark not defined. Unknown, Astro Scholarship Award 2012 [online], Malaysia, Astro Holdings Sdn. Bhd, Available from http://www.astro.com.my/careers/indices/index_183.html, [Accessed 9th May 2012] ........................................................................................ Error! Bookmark not defined. Unknown, Careers [online], Malaysia, Astro Holdings Sdn. Bhd, Available from http://www.astro.com.my/careers/, [Accessed 8th May 2012] . Error! Bookmark not defined. Unknown, Internships [online], Malaysia, Astro Holdings Sdn. Bhd, Available from http://www.astro.com.my/careers/indices/index_386.html, [Accessed 9th May 2012] ....Error! Bookmark not defined. Unknown, Job Opportunities [online], Malaysia, Astro Holdings Sdn. Bhd, Available from http://www.astro.com.my/careers/indices/index_178.html, [Accessed 8th May 2012] ....Error! Bookmark not defined. http://unpan1.un.org/intradoc/groups/public/documents/un/unpan021814.pdf ................Error! Bookmark not defined. http://recruitment.naukrihub.com/recruitment-strategies.html Error! Bookmark not defined. Bibliography ............................................................................ Error! Bookmark not defined.

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1. INTRODUCTION TO THE ORGANIZATION

According to the official site (http://www.astro.com.my/portal/about-astro), ASTRO Overseas Limited (AOL) and ASTRO Malaysia Holdings Sdn Bhd are known as two holding companies that have control over ASTRO Holdings Sdn. Bhd. (AHSB). ASTRO Overseas Limited (AOL) has possession of the regional investment portofolio. Its subsidiary, Celestial Tiger Entertainment (CTE) is known as the largest perpendicularly incorporated entertainment companies in Asia. It is a joint business enterprise created by Saban Pictures, Lionsgate and Celestial Pictures which are also completely owned by AOL. CTE has the largest Chinese film library in the world on its side and digitally re-mastered films which were released and distributed globally. Aside of operating as a content exclusive sales agent based on the entire media in Southeast Asia and China, it also provides innovative content assisted by the independent Hollywood studio, Lionsgate. ASTRO Malaysia Holdings Sdn. Bhd (AMH / ASTRO) is recognized as the primary incorporated cross-media group of Malaysia. It was built in 1996 and works in 4 key businesses: Pay TV, Radio, Content and Digital. At present, ASTRO has been successful in infiltrating fifty percent of Malaysias TV homes or 3 million customers, and thus well-known as a key pay TV operator in Southeast Asia. Its service is able to provide more than 153 channels to the customers, in which 16 of them are in HD and 19 digital radio channels over the DTH platform. It also offers services such as IPTV, HD, 3D, PVR, VOD, Broadband and Voice services. ASTRO initiated ASTRO First on January 11th 2011. ASTRO First is the initial of its kind movie-on-demand service that allows its customers to enjoy the most recent movies in two weeks after the films releases comfortably in their own homes at a reasonable price.

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2. RECRUITMENT STRATEGY
First of all, recruitment is very crucial for an organization. Without good employees, it will be hard for the organization to move forward into expanding further. By applying strategy into recruitment, the aim is most definitely concentrated into getting as many potential employees as possible into the organization. A good recruitment strategy could give impact in terms of low turnover rate in employment which is a good indication of a good management in recruiting.

Recruitment can be defined as a set of activities and processes that is used in order to legally obtain a sufficient number of qualified people at the right place and time. Recruitment requires proper employment planning and forecasting of the market and direction of the organization. The organization formulates plans to fill or eliminate future job openings based on future needs analysis. In other words, it is beneficial to fill in job vacancy in the organization as fast as possible with proper planning to acquire zero downtime so that work flow is at optimal performance.

There are many ways in recruiting based on the job requirements. For example, base-level entry positions are normally filled by recent high school or university graduates as it requires minimum qualification and experience. Middle-level job positions such as senior administrative, technical and junior executive positions are often filled internally, while employees of high quality talent are recruited through external sources.

The process of recruiting starts from identifying and prioritizing jobs, which is almost never ending as it is impossible to fill all the positions immediately. Therefore, there is always a need to identify which position is crucial if it is left empty. Secondly, the organization must know which candidates to target, as in analysing the types of potential candidates with various levels of qualification and experience.

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Then, source of recruitment is needed to be defined as in what method is the most suitable in order to catch the attention of potential future employees to recognize the position available for them. After that, interviews are carried out by recruitment professionals that are aware on the major parameters and skills to focus while interviewing as well as selecting candidate. Lastly, evaluate the candidates through the parameters. Most importantly, the entire recruitment process should have been well planned in advance which includes technical interview, written tests and psychometric test.

Astro takes various approaches in recruiting potential employees such as giving out internship opportunities, job fair and online advertising.

Astro gives out the opportunity to take internships from final year students who wants to get hands-on working experience while also identifying potential employees for the future. While doing so, interns are also able to fulfil their requirements of practical training in the completion of their degree programme. Application of internship is available for Malaysian students that are pursuing Bachelors Degree in both local and foreign universities as well as having a minimum CGPA of 3.0 and above. Throughout the period, interns will be able to participate in specific projects or tasks that are being assigned to them under proper supervision. The duration of projects will normally take 3 months or depending on the training requirement. At the end of internship programme, it is most definitely rewarding as they could possibly end up joining the Astro team after graduation because they already understand the company and the job they will be doing. It is cost effective for Astro as ex-interns require little or no training at all.

Other than application from students, Astro also holds Astro Challenge Programme in which students from selected universities are invited to partake on a 2 day programme in Astro. This serves as a purpose of selecting a number of students to do an internship in Astro.

Astro also holds job fair annually that conducts walk-in interviews for over 100 job vacancy. Teams of Human Resource representatives with an experienced social worker or frontline supervisors are being sent to the job fair. It is very beneficial to job seekers as it provides an opportunity to ask both job specific and hiring process.

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The job posts that are available can also be viewed online on Astro main website. The conventional way of advertising job vacancy through publishers of newspapers and magazines is not an effective recruitment source for most of todays applicant, therefore placing vacancy announcements online is more effective and economical than using most traditional forms of advertising. Job vacancy posts on the internet remains there for periods of days at no additional costs 24 hours a day. Candidates can view detailed information and respond electronically.

Internet has its own benefits such as job post vacancy can be posted immediately as compared to printed media which needs to wait for suitable date and time. Responses from candidates are also immediate as it can be as fast within 24 hours. Resumes that are being submitted electronically can be processed faster as it is able to be dispatched to several managers at the same time for any acknowledgement or screening.

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3. JOB DESCRIPTIONS
Title: PHP Developer Reports to: Product Team Based at: All Asia Broadcast Centre Job Purpose: Design, write documentation, check and monitor all websites and its features. Key responsibilities and accountabilities: 1. Work directly with the Product Team in order to offer quick turnaround solutions to append new features to the website. 2. Be in charge of code reviews for self and overall team. 3. Design scalable/robust application and database. 4. Write Unit Tests/documentation of the application and features. 5. Test individual components of the application. 6. Test performance of the application and enhance it to make it faster. 7. Monitor and ensure that all the websites are up and running properly. Title: Planner Reports to: Head of Drama, Acquisitions and Music. Based at: All Asia Broadcast Centre. Job Purpose: Monitor staff attendance and provide general administrative assistance and secretarial services to the Head of Drama, Acquisitions and Music. Key responsibilities and accountabilities: 1. Monitor staff attendance and ensure agreement with companys policies and procedures on attendance and working hours. 2. Accept phone calls and visitors; schedule appointments for internal and external meetings. 3. Provide secretarial services serve as recording secretary for the Head of Drama, Acquisitions and Music on all productions and content meetings. 4. Provide general administrative assistance to the above mentioned department heads. 5. Maintain production-staff database. Check and process department leave and off in lieu applications. 6. Pick up mails for content unit and production, distribute to the three unit heads teams. 7. Manage workshop and production team documentation and records.
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4. PERSON SPECIFICATIONS
Person specification derived from job analysis, it is a statement of employee characteristic and qualifications required for satisfactory performance of define duties and tasks comprising a specific job or function. Typically, a person specification would include: i. ii. iii. iv. v. Degree of education Desirable amount of previous experience in similar work. Specific skills required. Health consideration. Experience

Here I am going to illustrate about PHP developer and Planner, and each of them I am going to classify what are their specification:

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PHP Developer
Essential Degree of education Desirable

Having a great knowledge Master Degree in computer of the filed working on it, science and information

such as, Bachelor Degree technology. in computer science. Skills Proficient in the following Object-oriented technical MySQL, JavaScript, skills: HTML, PHP, programming skills,

CSS, Comfortable with Linux as development and

AJAX. In a

addition to good debugging deployment skills.

environment

and experience with Zend Framework, jQuery,

RESTful/SOAP APIs, web services (XML/JSON),

cross-site scripting (XSS) Experience Working in a similar Having experience more than 2 years be Having medical checkup to

company for 2 years Health consideration The worker must

healthy

without

having show that worker is really

illness or diseases that healthy. would affect running of the business. Personality Able to work Good with skills, communication team player,

independently

minimal supervision, with organizing, planning and having ability of decision can work in a team. making.

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Planner
Essential Degree of education Desirable

Diploma in any discipline Bachelor or Master Degree and SPM in any discipline.

Skills

Proficiency in verbal and Excellent time management, written relevant production excellent skill. language to skills and having a broaden

assigned horizon. skills and

communication

Experience

2-5

years

related More

than

years

experience in a variety of experience genres.

Health consideration

The

worker

must

be Having medical checkup to

healthy

without

having show that worker is really

illness or diseases that healthy. would affect running of the business.

Personality

The ability to juggle, multi Strategic

Thinking,

and

task and prioritize, ability must be innovative person, to solve problems and and ability to make

having decision making, Judgment. Leadership influencing skills. and

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5. INTERVIEW SHEETS
Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: Awareness of meeting attendance protocol, which is necessary for most managerial and professional jobs.

Question: Imagine you were suddenly called to have a sudden important meeting with the Product Team but were going to miss it due to unexpected circumstances (illness or familyrelated issues for examples), what action would you take?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Immediately inform the person in charge of the meeting or the leader of the Product Team and to forewarn of the absence. And after that arrange for a responsible person to attend in the candidates place. _____3) Satisfactory Send someone in the candidates place without telling or inform the person in charge of the situation the candidate currently in. _____1) Unsatisfactory Do nothing but try to find out what went on the meeting after that.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to preserve effectiveness in changeable environment, tasks and responsibilities or with different types of people.

Question: Tell us some ways that you would use in order to be able to adapt to a wide variety of people, situations and environments.

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Answer is provided with some clear examples, explanations, some ways that the candidate will use and also the disadvantages and advantages that the candidate would obtain from such experience. _____3) Satisfactory Answer is provided shortly with an example and way. _____1) Unsatisfactory Simply follow the flow and see what actions would be taken depends on the situation the candidate is in.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to convey ideas in words and writing and also the ability to make a choice among a number of alternatives.

Question: Imagine you were a person in charge in a next application and were currently in the middle of discussing about new ideas with the Product Team, and then suddenly someone brought out a unique and unusual idea to you. What would be the outcome to that?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Listen to anything the person wishes to say about the idea and make some time to think about it. Try to see the whole picture, what would be the outcome, what would be the disadvantages and advantages, ask other members of the Team for their opinions. Decision will be made after that. _____3) Satisfactory Listen to anything the person wishes to say about the idea. Ask other members of the Team for their opinions. Decision will be made after that. _____1) Unsatisfactory Accept it right away if the idea sounded interesting.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to use coping skills in order to work efficiently under pressure.

Question: Describe a time when you were faced with problems or stresses in developing an application. What was the outcome? And what did you learn from that experience? Would you mind work under pressure?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Describe the whole situation clearly, the outcome, and the things that candidate earned from the experience (both positive and negative things). Does not mind work under pressure. _____3) Satisfactory Describe the whole situation briefly, the outcome and experience the candidate earned from the experience. Does not mind work under pressure as the candidate is aware that this would have to be done as part of the job. _____1) Unsatisfactory Describe the situation and outcome briefly. Mind work under pressure unless necessary.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to work effectively with other people at various levels of the organization in order to achieve organizational goals and to identify and resolve problems.

Question: Imagine a situation where the Product Team you were working with on a project disagreed with your ideas. What would you do?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Wholeheartedly accept their opinions and decision and determine to do and make better and innovative ideas that can be accepted by them and can be consider as useful to be implemented on the project. _____3) Satisfactory Accept their opinions and decision. Not willing to throw another idea and just listen to the others. They might have better ideas. _____1) Unsatisfactory Half-heartedly accept their opinions and be slightly unsatisfied with their decision. Decides to just keep quiet and let the others do the rest.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: Consideration for the feeling and needs of others.

Question: Give an example of when you had to work to make an application with someone who was difficult to get along with. How/why was this person difficult? How did you handle it?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior The situation is described clearly as to why the person the candidate worked with was difficult. Explain the solution that the candidate took. Tried to understand and helped the person in any way in doing and finishing the application together. _____3) Satisfactory Describe the situation as to why the person that the candidate worked with was difficult. Simply try to pursue that person to work together effectively as a team but the candidate believes that in the end he/she would be the one who would do and finish most of the work. _____1) Unsatisfactory Describe the situation. Left the person alone. The candidate believes that he/she could finish the application just fine by myself.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to make active attempts to influence events in order to achieve goals and being able to take action that is beyond necessary.

Question: Tell me about a project you started. What did you do? What was the result? Were you happy with the result?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Explain the situation and the reason why the project was made. Give details of what the candidate did, the outcome and the experiences that he/she earned from it. Answer clearly whether the project made the candidate happy or not. _____3) Satisfactory Give brief explanation about the project, what are the things that the candidate had done and the result. Answer whether the project made the candidate happy or not. _____1) Unsatisfactory Information about the project is provided poorly. Candidate describes the result briefly and whether the project made the candidate happy or not.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to extensively influence the thoughts, feelings, action and/or behaviours of a significant number of persons.

Question: What is the toughest group that you have had to get cooperation from when making an application? What were the obstacles? How did you handle these? What was the end result?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Explain clearly about the situation and obstacles obtained when working with that kind of team. Be a little assertive and scheduled everything. Divided the work equally and tried to get their cooperation. Constantly monitored their works and try as best as possible to be understanding in helping them (if the run into trouble). _____3) Satisfactory Explain briefly about the situation. Be assertive. Helped them if they ran into trouble, but wouldnt help that much. _____1) Unsatisfactory Explain briefly about the situation. Be so assertive. Not willing to help them in doing their works. Not take any part of the work. Let other members do all the works.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to combine desire and energy toward achieving goals.

Question: Tell me about the situation where you had to work the hardest when making an application.

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Answer is provided clearly with some methods or ways that the candidate used to motivate himself/herself. Some additional information is also presented such as the outcome and the things that the candidate earned from such experience. _____3) Satisfactory Answer is provided shortly with some methods or ways that the candidate used that can keep her/him up until the end of finishing the application. _____1) Unsatisfactory Answers is provided too long and/or not into the point. The candidate simply did as best as possible in doing and finishing the application.

If question weighted, describe how or indicate formula used:

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Candidates Name: _________________________ Position Title: PHP Developer Interviewers Name: ________________________ Panel: ____Y ____N Date _____________ Time _________________

Competency: The ability to establish a course of action for one self and others to accomplish specific goals.)

Question: Imagine you had a time when you had multiple projects or assignments which due at the same time and date. What actions would you take to have them all done?

Notes______________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________

To score place a check next to the rating scale value. _____5) Superior Present the conflict to the one in charge/manager. Suggest and discuss alternatives. Establish an equally and satisfactory plan of action. Communicate frequently with the manager to have better understanding with one another. _____3) Satisfactory Present the conflict to the in charge/manager. Request for assistance/someone to replace him in doing certain assignments and/or extension of deadline. _____1) Unsatisfactory Do the best I can.

If question weighted, describe how or indicate formula used:

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6. INTERVIEW SCORING SHEET

INTERVIEW ASSESSMENT
Candidates Name: ______________________________ Interviewers Name: _____________________________ Date: _______________ Time: ____________________ Position Title: PHP Developer Location: ________________

Criteria
PURPOSE What are your reasons of wanting to work with us (in ASTRO)?

1
Shy and short. Does not give any satisfactory reason. Lack of eye contact. Slouching all the time. Appearance looks unprofessiona

Score

Showed some interest. Gave short answer. Volume is jagged.

Immediately responded. Gave detailed and satisfying reason(s).

Volume is clear.

Appearance looks kind of professional. Choice of clothing is not suitable for interview.

Appearance looks acceptably professional.

APPEARANCE Evaluate the way the candidate dresses.

l. Choice of clothing is not suitable for interview. Untidy grooming.

Choice of clothing is suitable for interview. Tidy

Attempt of grooming is noticeable.

grooming.

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AWARENESS What steps would you take to handle sudden meeting which cannot be attended due to unforeseen circumstances? ADAPTIBILITY What would be your strategies in adapting to a wide variety of people, situations and environment? COMMUNICAT ION & DECISION MAKING How would you handle someone who (for example) brings unique and unusual idea to the candidate? Accept it right away. Just follow the flow. Actions taken only depend on situation. Do nothing. Find out what went on the meeting right after.

Do not inform the person in charge.

Inform the person in charge. Send someone to attend in the candidates place.

Send

someone to attend in the candidates place.

Short answer and to the point. Provided at least one way.

Clear answer and detailed explanation. Provided more than one way.

Might accept if there are acceptable reasons.

Listen to the reasons. Discuss the idea with other members of the team. Decision based on the discussion.

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STRESS Tell us some ways to handle problems/stresse s when developing a program or application. Cannot handle pressure while working, Does not mind work under pressure. Aware that it would have to be done.

Does not mind work under pressure. Provided acceptable and positive reasons. Sounded positive.

TEAMWORK What would be the outcome if the Project Team (someone) does not accept your idea? Halfheartedly accept their decision. Decide to keep quiet and let them to the rest.

Accept their decision. Not willing to throw another idea. Decide to listen to others and give opinions whenever possible.

Wholehearte dly accept their decision.

Work harder to find better and acceptable ideas.

Keep being active.

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INTERPERSON AL SKILL & SENSITIVITY What actions would you take in handling someone who was difficult to get along with in developing an application? Leave the person alone. Believe that the job can be done without that persons help. Try to pursue the person to work together. Believe that the job can be done without that persons help.

Try to pursue the person to work together. Try to understand the situation of that person. Help the person in developing the application.

PLANNING, ORGANIZING AND MANAGING TIME What ways would you use to handle a situation where you need to work the hardest in making an application? Do the best as possible. Believe that the pressure can be handled. Explain the conflict to the manager. Ask for Explain the conflict to the manager. Do a

discussion or make suggestion for options. Establish mutual agreement.

assistance/so meone to replace the candidate in doing the assignment.

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Only

Provided at least one answer.

Provided more than one answer.

provided one simple FUTURE PLAN What would you like to do for ASTRO in the future? answer. No

Explanation with satisfactory reason.

Detailed explanation with satisfactory reason.

explanation. Does not show any sign of interest.

Slightly show a sign of interest.

Clearly show a sign of interest.

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7. INDIVIDUAL COMPONENT 7.1 Organization Structure

Definition Before starting to discuss about Astro organization structure, familiarizing with the general definitions of organization and enterprise is required. Organization is a group of people. Each and every people of an organization have various roles and tasks to be performed. There is only one reason why all those people need to do the tasks given to them: to achieve the objectives or goals of the organization. In order to achieve those things, tasks need to be accomplished. Furthermore, an organization must know some effective ways to make its employees or officers motivated so that they will be willing to complete those tasks. In short, an organization exists to achieve something. This kind of organization is known as enterprise.

Organization Structure of Astro There are three types of enterprises available: public sector, private sector and charities. From those three, Astro can be categorized as a private sector, a type of enterprise that sells products or services directly to customers who will pay to them directly and later one get their profit from money they collect from those customers. How come Astro is a private sector, you ask? It is necessary to study more about the organization itself in order to know and understand the reason. According to the official site

(http://www.astro.com.my/portal/about-astro), Astro Malaysia Holding Sdn. Bhd was established in 1996. It is recognized as the biggest integrated cross-media group in Malaysia, providing services focused on four types of media which are Pay TV, radio, content and digital to the citizens. It is a vital pay TV operator in Southeast Asia as it has penetrated 50% of TV homes or three million customers in Malaysia alone.

The website also stated that Astro introduced HD, 3D and the first Pay TV Company to provide PVR to Malaysians citizens. In short, PVR stands for Personal Video Recorder. It is a very convenient tool, really, as it provides its customers the ability to record all of their favourite Astro programmes to be watched whenever they want. On top of that, Astro also broadcast more than 153 channels with 16 of them are in HD. In addition, Astro adopted centralisation as one of the elements of its organization design, where management and decision-making power are centred at top-level management, which is the Board of Directors.

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By being a private sector, Astro has a freedom to develop and grow freely. Astro is not part of, owned or operated by government, but they obviously still follow policy set by government. It is an independent organization that does not have many constraints or limitation and could create their own strategy and plan to expand their organization in term of financial, relationships with shareholders, overseas business, etc. It could even establish its own campus named Kampus Astro for the purpose of equipping young generations with more knowledge and understanding of the current world and familiarize more with the latest technological innovations.

If Astro were a public sector, there would be no guarantee that the same thing would happen. As a public sector, Astro would be entirely owned and controlled by government. They would not make their own profit from money they got from people they sold products and services to. It would not work the same way. Instead of paying directly to the organization, customers would pay to the government as they have the highest power over the cash flow and management of finance of the organization. Astro would also have many limitation and constraints and would not be flexible as decisions could only be made by the government. Lastly, if Astro were to be a non-profit sector, do not think the group would be as advanced as the current state. Being a charitable organization means that it would not make or pursuit any profit. They would only voluntary provide Pay TV and radio services to serve public or mutual benefit without making or receiving any money from their work. Operating TV and radio for customers is not a simple job that can be done with little cost, so it might safe to assume that Astro would not last long if it did not make any profit from the job.

Aside from being a very successful private sector in the country, Astro has been growing immensely in recent years. Based on the number of employees, a size of a company can be taken as a micro, SMEs or large. Based on Astros annual report 2010

(http://www.astroplc.com/cgi-bin/astroplc/media_upload/pdf/AstroAnnualReport2010.pdf), the company had more than 3000 employees. The number alone could tell that Astro is indeed a very large company. How big this group is could also be seen from Astros revenue growth since FY2005 until FY2009. The number kept going higher and higher (14% per year) without falling even once.

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Organization Culture For Astro, people, community and environmental sustainability play as an essential part in the growth of the company. To begin, the development of communities is considered as a great importance. In order to help with that, Astro did many charitable programmes and numerous causes with related goals. Using TV platforms and radio, Astro ran community and public services announcements to their viewers, listeners, readers and also the people inside the organization. These announcements included a diversity of causes such as dangers of smoking, road safety, water and electricity preservation, treatment of diseases and many more. Astro also assembled their employees along with their families and friends to take part in projects where they helped raising fund for many charities and causes. To help easing pain caused by tragedy, aside of volunteering help, Astro usually used its TV platforms and radio to provide updates on the tragedy, such as traffic situation, provide useful information of alternative routes to take and tips that can be used by listeners to lend a hand to those in needs. In addition, Astro also supported tree-planting campaigns.

Besides being a supporter of community development, Astro also aimed to boost environmental protection. Using their Environmental Strategic Plan (ESP), they tried to do various activities such as reducing the energy use in the workplace and negative environmental impact in the marketplace. Outside of the workplace, Astro identifies its employee as the companys ambassadors. The company encourages them to be champions of charitable causes both inside and outside of the office. With a program developed for this case, Astro hoped to equip its employees with greater sense of ownership, belonging and personal responsibility and be willing to be volunteers in charitable causes in society.

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Comparison between Astro and Media Prima In this part, Astro will be compared with other company that works in similar media, known as Media Prima. Both of the companies are large and successful in their business, but there are many differences between the two. First and foremost, Astro, as said earlier, broadcasts digital television and radio as a key Pay TV service in Malaysia. Second, they are also a private sector that works independently in doing their business. Third, they do not own any channels, but they broadcast more than 153 local and channels around the Asia. And fourth, the content of their media supports many various languages including Bahasa Melayu, Hokkien, Cantonese, Mandarin, Hindi, Tamil and English. That fact alone makes Astro exclusive among content developers in the world.

On the contrary, Media Prima still works to rely on and enhance the traditional media up to this day. It is also a public sector that works under and is owned by government. Astro does not own any channels, but Media Prima owns four local television channels, three radio networks and as an addition, owns the largest publishing groups that issue many infamous newspaper titles in Malaysia. But instead of having huge selection of languages, their media focus mostly in Bahasa Melayu, English and Chinese. All in all, both of the companies have their own ways and beliefs to do and expand their business.

Suggestion There is not much suggestion that could be given to Astro. It is a very large and successful company indeed. Some of the reasons could even be found on the discussion above. But it is not a fault to hope that they will never ever stop developing the quality of their services. Astro is an organization that wishes to be different and make everyones lives richer with their services. Therefore, if there is problem encountered by customers, Asto must be quick to resolve it. Increasing bill should also be supported with good reasons. Up until now, the main problem customers gets from Pay TV companies usually comes from the dreadful quality of channels in rainy days. If customers of Astro do have this kind of problem themselves, it would be better if the company fix this issue as quickly as possible. Getting many people irritated and stop subscribing them due to their poor quality and losing their ability to remain being competitive in the business world is not something any company would like to have.

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7.2 Project Management

Project management is a process that involves planning, organizing, leading, controlling and managing resources in a project successfully to achieve the project goals and objectives. A project is normally time constrained process that produces a specific result which has a start and an end date whereby a good project management ensures the projects are delivered on time. Project management includes developing a project plan as well as stating the project goals and objectives clearly, allocation of tasks, determining the resources required as well as planning the budget and timeline for the particular project. The entire process has to be closely monitored to ensure that every stage is done within the allocated time, to ensure performance and accuracy in relation to the project. Some of the major stages in a project are defining, planning, executing, control and closure of the project. In any organization, project management can be concerned with anything whereby when the organization wants to introduce something new as implementation or either change how the way things currently work in any field, be it marketing or IT. It basically takes charge in any effort that requires planning and managing within the organization. These skills are crucial to managers, supervisors, team managers, and administrative level employees as they have to get tasks done with efficiency and effectiveness. A good management is always needed be it small or large projects involved. However larger projects would require much more detailed plans to ensure that the project goes smoothly to meet up to expectations. Defining the Project In this stage, the project manager has to analyze the needs and goals of the project. The primary objective in this stage is to understand the environment and making sure that necessary control are being incorporated into the project. In any case that this stage was not performed well, it is very likely that the project will be unsuccessful as this is where basic information is delivered to the team for understanding. Every aspect must be reviewed, such as budget control, resources, current operations and also support. The project manager works with the business sponsor or manager who wants to have the project implemented. Any deficiencies that arise should be reported and fix as soon as possible to ensure no interruptions.
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Planning and Designing the Project In this stage, the project manager lists down the tasks or activities involved with relation to the timeline of the project. This step is crucial in determining the priority as certain tasks can be carried out in respective to criteria that must be met as some tasks has prerequisite of having other tasks done due to dependency in the progress. Therefore, this is when the project timeline is properly planned and scheduled. This stage also involves the work breakdown structure as well as estimating the cost and time for each activity. Requirements are also defined, for example constrain of budget changes will also affect the number of people who can work on the project will affect the work delegation. After all these are done, approval of the draft has to be gained before begin work. For new product development, a prototype of the final product is being built and tested by testers and various end users. This is to ensure that functions as intended and to set a quality for the final product that can be shown to satisfy end users. Executing the Project Execution here is very dependent on what is the end product of the project. It may refer to end product of the project being put into action as something new being introduced and now being implemented. It also involves coordinating people and resources as it requires the cooperation of both to test if the product meets the requirements of the project. In this phase, the project manager now builds a project team as the project manager knows how many resources and how much budget that was being allocated to work with for the project. The project manager must then assign the resources and allocate budget to various task within the project to get going. Monitoring and Controlling the Project Monitoring is basically observing how the project is being executed while identifying potential problems that are tied closely to 3 main factors, time, quality and costs. Meanwhile controlling refers to the corrective action that can be taken when necessary to control the whole execution process of the project. The performance is observed and measured regularly to identify the variances in project management plan. Issues and corrective action must be addressed properly so that it can be tracked and then do changes with approval. Tracking the problems makes it easy to revert to the original state.
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In the context of ongoing process like system or products, there has to be maintenance. Maintenance refers to continuing support to the end users as well as doing correction of errors as it arises. To identify whether if the process of monitoring and controlling in this manner is effective or not, attention should be focused on how effective and quick user problems are being resolved. Changes are bound to happen as it the result of necessary design modification due to various factors. However it is important that it does not lose sight from the initial goals and objectives raised for the project. When there is too much changes, it accumulates and the result may not justify the original purpose of investment in the project. Therefore, it is advisable to make minimal changes. The project manager is in charge of updating the project plans to reflect actual time taken for each tasks. By keeping track of every detail, the project manager can evaluate how well the project is progressing overall. Closing This phase indicates that the project is fully accepted and implemented that marks the end of the project cycle. The project manager and business owner pulls together the team working on the project to analyze the final outcome of the project. Administrative activities such as archiving files and documenting lessons learned are done.

Conclusion Astro is a large organization that mainly focuses on providing services. They are constantly engaged in multiple projects handled by many staff forces. Astro practices very good project management as a result, we are able to see that Astro continues to expand which can be seen by its annual financial report. The cycle of a particular project does not end until it satisfy each and every need with optimal performance consistently by making changes without disrupting the operational activities.

Projects in Astro are tied closely between business managers and clients while getting feedback that are helpful in development. Projects such as services continue endlessly as it involves maintenance of the service in order to provide the best quality service as a media service provider. Due to the factor that many projects are being handled at one time, critical paths in planning has to be analyzed to ensure each project datelines are not missed.
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7.3 Quality Management

Quality Management Quality Management is certainly not a fortune, it is always the result of hardworking and great ambition, honest determination, intellectual direction and skillful feat. It represents the wise choice of many changes.

According to Willa Foster, the quality management is based on this equation: Cost + Satisfaction + Outcomes = Value Besides that, quality management (QM) is any action taken to increase value to the customer or other stakeholder by improving effectiveness and efficiency of processes and activities throughout the companies. Also underlying QM is the idea that people can nonstop improve all processes and activities through the application of systematic techniques. Next to that the quality management embraces the idea that there should be a persistent, ongoing hunt to eliminate sources of disorganizations, re-work, errors, waste, and consumer or other stakeholder dissatisfaction. As a result, the meaning of quality rely on the character of the people dening it. Most clients have a difcult time dening quality, but they know it when they see it. For example, although the employees or the customers probably have an opinion as Astro Company offers the highest quality. The difculty in dening quality exists regardless of product, and this is true for both manufacturing and Service Company.

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Astor Company Background The concept of quality in Astro Company has existed for many years from 1996, though it is meaning has changed and evolved over time. In the early twentieth century, quality management in transmits digital satellite television and radio to households in Malaysia & Brunei products to ensure that they met specications., quality became more statistical in TV, and quality control charts were used to monitor the service process, In the 1996. Astro is owned and operated by MEASAT Broadcast Network Systems, a completely owned subsidiary of Astro Malaysia. It has operations at All Asia Broadcast Centre located in Malaysia. In addition to serving consumers in households, Astro has material coverage in commercial establishments such as bars, restaurants, hotels, dorms, and hospitals. Since 2008, the Astro has been offering a video streaming service to mobile phone users throughout the country (Astro Mobile TV) and subsequently Astro beyond Mobile. Astro launched the first High Definition (HD) broadcast in Malaysia in December 2009 under the brand Astro Following the launch of HD, Astro PVR (Personal Video Recorder) was introduced in June 2010 and Astor IPTV (Internet Protocol Television) in April 2011, above information was found from one of Astro staff.

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Applying quality management on Astro Organization: Quality management of Astro focuses on work processes, applying analytical and techniques to improve those processes within an organization. For example, a group of the members who works on Astor for transmits digital satellite television and radio on households in Malaysia and Brunei products to ensure that they met specications. Quality became more statistical in TV, and quality control charts were used to monitor the service process, exactly In the 1996. Also laboratory personnel may select a process for improvement. Using a series of flow diagrams, they might able to identify the steps involved in the process and the factors that may be contributing to delays. Based on this understanding, the group can be able to identify and try steps to improve the timeliness of the test results, checking the results to try to attain continuous improvement.

As well as, quality management presents a fundamental challenge to the use of internal performance standards to achieve the real success of Astro employees. While the uses of showing standards can be a starting point for quality management and continuous quality management goes beyond conforming to management standards. Includes the quality management is systematic analysis of the work performed by the organization, with emphasis on the horizontal integration of services through program areas.

Consideration can be given by this example, to identifying and reducing variations in the work performance of interdisciplinary teams or natural work groups and improvement is based on both outcome and process. also, the management of Astor always works to improve its problem-solving capacity, using performance standards as leverage in the improvement process. Behind that, the quality management requires meaningful participation on all personnel levels. In particular, the quality management in Astor company would be involve rapid and thoughtful response by top management to suggestions made by contributing personnel.

Moreover,

the quality management of Astro wants that all personnel have a clear

understanding of the work process and its relationship to the system. It is also need using a rigorous process analysis and evaluation of all ongoing activities and the recognition and application of underlying psycho-social principles affecting people and groups within the company.

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Furthermore, the quality management requires that managers able to work hard and insistence pregnant with new ideas for development and capable of establishing a good relationship with staff in the organization.

The Management sometimes change required in the vertical relationships within an organization to the quality of management in Astor. Thus, The top level managers will do less decision making, yet will be responsible for managing the development of a supportive environment and facilitating the changes required for reallocating resources needed in the process. Middle management will have responsibility for monitoring the process and authorizing the process changes that are recommended by the interdisciplinary improvement teams. First-line management will assume more decision-making authority. This authority will be used in a consensual, rather than a directive, process. In order to manage quality effectively, companies will implement quality control. The process involves checks and balances. The most common method is the inspection of services and products that are most attractive for sold to customers. The services offered by Astro are required to meet certain standards usually set forth by the customers of those services. If they do not, companies use the quality control process to change service in order to make sure that the standards are up to par. This process is not always performed the right way but they are always trying to provide better service and access to a fixed standard of quality and thus will increase the company's revenues.

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On other side, There are many proposals being discussed by the management in Astor, which in turn tries to be applied in the future as, the quality control inspections have been known to be pricy. They should not cost a lot to perform. This includes employee labor, time, products, and other factors that are involved in the process. These inspections should be performed by the workers. This is because the management knows well about the products and services of the company and they are also well-informed about the customer needs as they are the ones who usually work with them on a daily basis. On another hand, Having an outside group do this not only adds to the cost, but they may not always have the companys best interest at heart. So inspections should also to be done early in the process. Beside that it should to make sure that the quality control inspection has value because there is always a chance of something coming up defective, problems must always be taken seriously. Quick discovery and follow up make these procedures successful. Use modern techniques when production is taking place.

In addition, what inspectors might deem a product that is good enough to sell or others may think that is it not. They could allow goods and services to fly by that are not the quality the consumers are looking for. True quality control requires a strong commitment from all members of the company or business. It is all too tempting to allow products to squeeze through the cracks, but ultimately, this is detrimental to the customer base. On regular, customers who complain tell fourteen other people about their negative experience. That means if your company allows 100 products of low quality to be released; approximately 1400 people may form a negative opinion of your organization. This is drastically increased now due to the internet. One negative review of your product or service can literally be seen by millions of people, which is why product and service quality is to vitally important!

Because of these findings, Astro has become imperative for companies to implement effective quality control techniques and procedures. If there are problems or issues that are found during company process, the right people will make the right decisions to put everything back into place if you have hired the right people for the job. These techniques and procedures should be implemented on a regular basis to ensure companywide success.

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Finally, Company of Astor always strive to achieve lasting success through efficient management, which in turn to do the process of the permanent development of the company on a large scale and make it the first choice for customers through the services of renewable and offers by constantly.

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REFERENCES
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http://unpan1.un.org/intradoc/groups/public/documents/un/unpan021814.pdf, [Accessed 14th June 2012] JAAFFAR, D. J., Chairmans Message [online], Malaysia, Media Prima Berhad, Available at: http://www.mediaprima.com.my/aboutus/chairmans_massage.aspx, [Accessed 13th June 2012] KALUZNY, A. D. (2006). Applying Total Quality management concepts to public Health Organizations. simpson, [Accessed 14th June 2012] LUCKERT, K., Non-profit Organization (Definition and Examples) [online], New York, Case Western Reserve University, Available at:

http://learningtogive.org/papers/paper41.html, [Accessed 13th June 2012] Unknown, About Astro [online], Malaysia, Astro Holdings Sdn. Bhd, Available at: http://www.astro.com.my/portal/about-astro, [Accessed 8th May 2012] Unknown, Astro Annual Report 2010 [online], Malaysia, Astro All Asia Networks Plc, Available at: http://www.astroplc.com/cgi-

bin/astroplc/media_upload/pdf/AstroAnnualReport2010.pdf, [Accessed 11th June 2012] Unknown, Astro Scholarship Award 2012 [online], Malaysia, Astro Holdings Sdn. Bhd, Available at: http://www.astro.com.my/careers/indices/index_183.html, [Accessed 9th May 2012] Unknown, Careers [online], Malaysia, Astro Holdings Sdn. Bhd, Available at: http://www.astro.com.my/careers/, [Accessed 8th May 2012] Unknown, How To Make Quality Control Effective For Your Company [Online], Available at: http://www.sixsigmaonline.org/six-sigma-training-certification-information/how-to-makequality-control-effective-for-your-company.html, [Accessed 15th May 2012]

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Unknown, Internships [online], Malaysia, Astro Holdings Sdn. Bhd, Available at: http://www.astro.com.my/careers/indices/index_386.html, [Accessed 9th May 2012] Unknown, Job Opportunities [online], Malaysia, Astro Holdings Sdn. Bhd, Available at: http://www.astro.com.my/careers/indices/index_178.html, [Accessed 8th May 2012] Unknown, MPB AR 2010 [online], Malaysia, Media Prima Berhad, Available at: http://www.mediaprima.com.my/investorcenter/annualreport/2010/MPB_AR_2010.pdf, [Accessed 13th June 2012] Unknown, Recruitment Strategies [Online], Available at:

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http://www.mpug.com/Pages/WhatisProjectManagement.aspx, [Accessed 14th June 2012] Unknown, What is PVR? [online], Malaysia, Astro Holdings Sdn. Bhd, Available at: http://www.astro.com.my/byond/articles/art_5578.html, [Accessed 7th June 2012]

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