i
CAUSES OF POOR PARTICIPATION OF LOCAL WORKERS IN
MALAYSIA CONSTRUCTION INDUSTRY AND STRATEGIES FOR
IMPROVEMENT
SHIADRI BINTI SALEH @ AMAN
A project report submitted in partial fulfillment of the requirements for the
award of the degree of Master of Science in Construction Management
Faculty of Civil Engineering
University Technology Malaysia
November 2008
iii
Specially dedicated to my beloved mother, father, siblings and friends
iv
ACKNOWLEDGEMENTS
In preparing this thesis, I was in contact with many people and practitioners.
They have contributed towards my understanding and thoughts. In particular, I wish
to express sincere appreciation to my thesis supervisor, Prof. Dr. Muhd Zaimi bin
Abdul Majid, for encouragement and guidance. Without his continued support and
interest, this thesis would not have been the same as presented here.
To all who spent their invaluable time completing the questionnaire, thanks
for the contribution . I would like to say thank you to all my family members for
their continued support. Finally, I wish to thank my friend, Rosedah Muhamad Ramli
and my housemate, Norzanarita Eezan for the motivation and advice.
ABSTRACT
v
Labour shortage in Malaysian construction industry is due to certain causes
such as poor participation by local labour. In Malaysia, local youth would rather be
unemployed despite working in the construction industry. This is attributed to the
archaic employment practices, outdoor work and prevalence of the temporary and
casual labour. The industry has been forced to rely on foreign labour, mostly from
neighbouring countries. The government of Malaysia aims to reduce the number of
foreign workers in the country from 1.84 million in 2005 to 1.5 million by 2010. It is
envisaged that by this time, only 200,000 foreign workers will remains in the
construction industry. The objectives of this study are; to identify the factors that led
to the poor participation of local labour in the construction industry; to identify the
critical factors that led to the poor participation of local labour; and to identify
strategies to improve the participation of local labour in the construction industry.
The method of the study involved literature review, data collection and an Average
Index method was used for analysis. The data were gathered through questionnaire
and interview. In conclusion, the respondents agreed that the first three major factors
that led to the poor participation of local workforce in construction industry were
related to uncomfortable, unsafe and unhealthy working conditions and temporary
employment status. Five major strategies for the improvement on the local labour
participation were to focus on training and advancement, employment status,
enhance the safety practice and procedure and image of construction workers and site
accommodations and services.
vi
ABSTRAK
Masalah kekurangan pekerja bagi industri disebabkan banyak faktor dan
salah satu daripadanya adalah kekurangan penglibatan tenaga pekerja tempatan. Di
Malaysia, belia tempatan lebih rela menggangur daripada bekerja di dalam industri
pembinaan. Ini disebabkan oleh kaedah tradisi yang masih digunapakai dalam
proses pengambilan pekerja, melibatkan kerja-kerja luar, status pekerjaan sementara
dan kontrak. Oleh sebab itu, industri ini terpaksa bergantung kepada pekerja asing
yang kebanyakannya daripada negara jiran. Kerajaan Malaysia mensasarkan untuk
mengurangkan kebergantungan kepada pekerja asing daripada 1.84 juta pada tahun
2005 kepada 1.5 juta pada tahun 2010. Pada masa itu hanya 200,000 pekerja asing
akan dikekalkan dalam industri pembinaan. Objektif kajian adalah untuk
mengenalpasti faktor yang menyebabkan kekurangan penglibatan pekerja tempatan;
mengenalpasti faktor kritikal yang menyebabkan kekurangan penglibatan pekerja
tempatan; dan mengenalpasti strategi untuk meningkatkan penglibatan pekerja
tempatan dalam industri pembinaan. Kaedah kajian melibatkan kajian literatur,
pengumpulan data dan kaedah Index Purata digunakan untuk tujuan analisa. Data
dikumpulkan menggunakan kaedah soal selidik dan temuduga. Kesimpulannya ialah
responden telah bersetuju bahawa keadaan tempat kerja yang tidak selesa, kurang
selamat dan tidak sihat dan juga status pekerjaan yang sementara merupakan
penyebab utama mereka tidak berminat menyertai industri pembinaan. Lima strategi
utama untuk meningkatkan penyertaan tenaga kerja tempatan ialah latihan, status
pekerjaan, meningkatkan amalan dan prosedur keselamatan, meningkatkan imej
pekerja binaan, dan kemudahan dan servis di tapak bina.
vii
TABLE OF CONTENTS
CHAPTER
1
2
TITTLE
PAGE
TITLE
i
DECLARATION
ii
DEDICATION
iii
ACKNOWLEDGEMENTS
iv
ABSTRACT
v
ABSTRAK
vi
TABLE OF CONTENTS
vii
LIST OF FIGURES
xi
LIST OF TABLES
xii
LIST OF APPENDICES
xiii
INTRODUCTION
1
1.1
Introduction
1
1.2
Background of Study
2
1.3
Problem Statement
3
1.4
Research Aims and Objectives
4
1.5
Scope and Limitation of the Study
4
1.6
Research Methodology
5
1.7
Summary
7
FACTORS THAT INFLUENCE THE POOR LOCAL
LABOUR PARTICIPATION IN CONSTRUCTION
INDUSTRY
8
2.1
Introduction
8
2.2
Background of Labour Crisis in Malaysia
Construction Industry
8
viii
2.3
Construction in the Eyes of Workforce
2.4
The Factors of Less Interested of Local Workforce
9
In Construction
10
2.4.1 Economic Factor
10
2.4.2 Poor Image in the Eyes of Workforce
10
2.4.3 Lack of Training and Skill Formation
12
2.4.4 Outsourcing Labour Through
Sub-Contractor System
2.5
2.4.5 Unattractive Jobs
15
2.4.6 Poor Site Accommodations and Services
15
2.4.7 Change in Education
16
Problems Highlighted by International Labour
Organisation (ILO)
2.6
2.7
3
12
17
The Critical Factors That Influences to the Less
Interested of Local Workforce
18
Summary
19
THE CURRENT EFFORTS UNDERTAKEN TO
ENCOURAGE LOCAL LABOUR
PARTICIPATION IN CONSTRUCTION
INDUSTRY
20
3.1
Introduction
20
3.2
Definition of Skilled Labour
20
3.3
Definition of Semi-Skilled Labour
21
3.4
Definition of Unskilled Labour
21
3.5
Definition of Foreign Workers
21
3.6
Attracting Local Construction Workers
22
3.6.1 Provide Skills Training
22
3.6.2 Revolutionise the Conservative Labour
Employment and Deployment System
23
3.6.3 Promoting Health and Safety
24
3.6.4 Skills Testing and Certification
25
ix
3.6.5 Upgrading the Construction Operation
3.7
3.8
4
5
25
Good Practices Listed by ILO for Construction
Industry
26
Summary
28
RESEARCH METHODOLOGY
29
4.1
Introduction
29
4.2
Research Methodology
30
4.3
Literature Review
30
4.4
Data Collections
31
4.4.1 Questionnaire Design
32
4.5
Analysis Method
33
4.6
Summary
34
DATA ANALYSIS AND RESULTS
35
5.1
Introduction
35
5.2
The Respondents Background
35
5.3
Result and Analysis
43
5.4
The Result of the Questionnaire Survey
45
5.4.1 The Result of the Factors That Led
to the Poor Participation of Local
Labour to Work in the Construction
Industry
45
5.4.2 The Result of the Critical Factors That Led
to the Poor Participation of Local
Labour to Work in the Construction
Industry
47
5.4.3 The Result of the Strategies to Improve
the Participation of Local Labour in the
Construction Industry
5.5
49
Findings and Discussion
50
5.5.1 Respondents Background
51
x
5.5.2 First Objective: To Identify the Factors
That Led to the Poor Participation of Local
Labour to Work in the Construction
Industry
51
5.5.3 Second Objective: To Identify the Critical
Factors That Led to the Poor Participation
of Local Labour to Work in the
Construction Industry
53
5.5.4 Second Objective: To Identify the
Strategies to Improve the Participation
of Local Labour in the Construction
Industry
5.6
6
Summary
54
58
CONCLUSION AND RECOMMENDATIONS
60
6.1
Introduction
60
6.2
Conclusion
61
6.3
Recommendation for Future Study
62
REFERENCES
63
APPENDIX A
65
xi
LIST OF FIGURES
FIGURE NO.
TITLE
PAGE
1.1
Methodology Flow Chart
6
5.1
Respondent Current Job Sector
38
5.2
Respondent Education Background
40
5.3
Respondent Working Experience Background
40
5.4
Respondent Annually Income
42
5.5
Respondent Method of Income Payment
43
5.6
Return Questionnaire
44
5.7
Factors Influences of the Job Selection
45
xii
LIST OF TABLES
TABLE NO.
TITLE
PAGE
5.1
Respondent Background
37
5.2
Respondent Education Background
38
5.3
Respondent Working Experience Background
39
5.4
Respondent Anually Income
41
5.5
Respondent Method of Income Payment
42
5.6
Return Questionnaire
44
5.7
Factors Influences of the Job Selection
45
5.8
The Factors That Led to the Poor Participation of Local
Labour to Work in the Construction
5.9
The Critical Factors That Led to the Poor Participation
of Local Labour to Work in the Construction
5.10
49
The Strategies to Improve the Participation of Local
Labour in the Construction Industry
5.11
47
50
The Factor That Led to the Poor Participation of
Local Labour
52
xiii
LIST OF APPENDIXES
APPENDIX
A
TITLE
Questionnaire Survey Form
PAGE
67
1
CHAPTER 1
INTRODUCTION
1.1
Introduction
Malaysia is presently experiencing a new era of prosperity. The government
formulated and implemented a series of five year development plans and laid the
foundation for the development in the country. From the 60s, Malaysian economy
grew rapidly and many jobs were created in the agricultural and construction sectors.
Towards the early 90s, Malaysia experienced a tight labour market and there was a
shortage of labour in the manufacturing industries. The labour shortage later
expanded to the construction sector and domestic services.
The shortage of skilled labour that the Malaysian construction industry is
currently encountering has been perpetuated by several combination of causes. The
economic change that Malaysia has seen for the last decade is one of the leading
causes of the skilled worker shortage. The resultant labour shortage was made worse
by the selective attitude of local labour due to expansion of education, improvement
in living conditions and access to upward mobility.
2
1.2
Background of the Study
Malaysia has a labour force of 10.9 million in 2005 and nearly 11.1 million in
2006. While Malaysia offers a large workforce, there is currently a shortage of
skilled workers in some industries.
Based on Labour Force Survey Report for 2005, there were 6.47 million
employed persons in Malaysia of which 12.9 per cent were in construction industry,
673,900 were Non-Malaysian citizens and 8 per cent from Non-Malaysian citizens
were in construction industry. As of June 2006, there were 1.84 million registered
foreign workers of which 33.3 percent were employed in manufacturing, plantation
(20.2 per cent), services (including domestic maids) (25.9 per cent) and construction
sector (15.1 per cent) (Bernama, 2006).
Malaysia in recent years has absorbed large numbers of foreign workers to
work in low-paying and low skilled fields. In general, low-skilled foreign workers
are employed in positions that most Malaysian refuse to do it (Ames Gross, 2002).
Malaysian Trade Union Congress (MTUC) pointed out that in early 1990s all
buildings including multistory buildings, highways even the East-West highway was
entirely built by locals. It is obvious that the construction industry is taking unfair
advantage of the understanding shown by the Government. The fact that more than
265,000 of the 322,000 illegal foreign workers were from the construction sector
shows that they prefer illegals. Importing cheap labour is often the main cause of
distortion between relative price of capital and labour. The demand for foreign
workers is not due to genuine shortage but due to the desire of employers to pay
lower wages (MTUC, 2002).
According to the 2006/2007 Economic Report released on September 2006,
Malaysia aims to reduce the number of foreign workers in the country from 1.84
3
million to 1.5 million by 2010. It is envisaged that by that time, only 200,000 foreign
workers will remains in the construction industry.
A similar situation is found in some developed countries where construction
works has for many years been undertaken largely by immigrants, or by the children
of immigrants (ILO, 1995). In Unite States, where the wage advantage that
construction workers have traditionally enjoyed over other industries has steadily
eroded over the past 20 years leading to a leakage of skilled workers from the
industry and difficulty in replacing them (Philips, 2000).
In china, construction work was ranked the lowest out of 69 occupations, in a
poll of 2600 young people in 63 cities carried out in 1999 by academy of social
sciences (Lu and Fox, 2001).
In India, from the survey of 2600 people in five towns in India, 90 per cent
were working in construction because they have no choice, but they don’t want their
children to work in the industry (Vaid, 1999).
1.3
Problem Statement
When we talk about labour crisis in construction industry, number is not only
issue impinging on the manpower development of the industry. Due to certain
reasons, local workforce is less interested to work in the construction industry. This
persistent situation may pose hiccups to the potential development of the industry.
Local workforce is still thinking that the jobs in this sector are not dignified enough
besides being labeled dirty, dangerous and difficult. Therefore as a last result to
overcome the acute shortage of manpower, the industry hired foreign workers.
4
The group of foreign workers hired by the industry basically unskilled,
acquires their work knowledge while assisting the more experienced workers, and
thus is not meeting the industry’s skill standards (CIDB News, 2002).
According to the Third Industrial Master Plan 2006-2020 (IMP3), labour
intensive industries will be encouraged to plan their human resource requirements to
progressively reduce their dependence on low-skilled labour, particularly foreign
unskilled labour.
1.4
Aim and Objectives of Study
The aim of this study is to investigate the reluctant of local manpower to
work in the construction industry and how to increase their participation rate. To
achieve this aim, three objectives are being delineated. Those are as follows:
1)
To identify the factors that led to the poor participation of local labour
to work in the construction industry;
2)
To identify the critical factors that led to the poor participation of
local labour to work in the construction industry; and
3)
To identify the strategies to improve the participation of local labour
in the construction industry.
5
1.5
The Scope of Study
The scope of this study is narrowed down to simplify the process of
information gathering, so it can be analyzed within an appropriate time limit. The
aspects being considered are:
1) Focused on manpower at the construction site
2) The area of this study is in Klang Valley area
1.6
Research Methodology
The main focus of the study is to achieve earlier stated objectives through the
collection of data using survey questionnaires and interviews, (Uma Sekaran, 2000).
The methodology is set to gather the data to achieve the outlined objectives. The first
step of study is to rationalize the issue to set up the topic of study. Then the statement
of problems, aims and objectives were developed. This study employed several
methods of data collection for the purpose of objective’s achievement. For the
knowledge acquisition phase, the literature in connection with the study to be carried
out is reviewed through journals, books, conference papers, magazines, and websites.
From that information, a set of questionnaire form develop. The respondents are
Malaysian Citizenship workforce. The data analyzed using statistical method. The
final phase of the study is to define the conclusions and recommendation with
reference to the objectives, subsequent to the analysis from the questionnaire. The
Methodology Flow Chart is as shown in Figure 1.1 below.
6
Selected Topic of Study
Er
Statement of Problems
Define Objective
Literature Review
Identify Factor Influence
Identify Critical Factors
Identify Strategy to
Improve
Data Collection
Interview
Questionnaire
Data Analysis & Result
Conclusions & Recommendation
Figure 1.1 : Methodology Flow Chart
7
1.7
Summary
This study provides some valuable insights into the relative importance of the
participation of local labour in the construction industry.
The First chapter is the introduction of the research, which include the
statement of problems, the aim and objectives of the study, the scope and
justification of the study, and research methodology.
The Second Chapter is on literature review; focus on the identification factors
that influence the poor local labour participation.
The Third Chapter continue with the literature review on current effort
undertaken to encourage local labour participation.
The Fourth Chapter is the Research Chapter that discuss the method of
research.
The Fifth Chapter discuss the Data Analysis and Results of the study.
The Sixth Chapter is the conclusion and recommendation of the study.
8
CHAPTER 2
FACTORS THAT INFLUENCE TO THE POOR LOCAL LABOUR
PARTICIPATION IN CONSTRUCTION INDUSTRY
2.1
Introduction
This chapter identifies the factors that influence the local labour less
interested to work in construction industry. The factors that influence the local labour
less interested to be discussed related to economy, image, outsourcing labour trough
sub-contractor system, lack of training and skill formation, large number of foreign
workers, poor site accommodations and services and change in education.
2.2
Background of Labour Crisis in Malaysian Construction Industry
Labour crisis in Malaysian construction industry not only impinging on the
manpower development of the industry but due to certain reasons, local workforce is
less interested to join this industry.
MTUC pointed out that in the early 1990s all buildings including multistory
buildings, highways even the East-West Highway was entirely built by locals. It is
9
obvious that the construction industry is taking unfair advantage of the understanding
shown by the government.
Executive director of the Malaysian Employers Federation said that
Malaysian workers are not willing to work on a plantation or construction site
because it is hard work under the sun. Many of the 26 millions Malaysian workers
want white collar jobs (Bloomberg News, 2005).
The construction industry in Singapura used foreign workers as a necessary
temporary measure to avoid the shortages which could hinder the nation’s economic
development. The long term intention is to reduce the reliance on such workers and
effort is made to derived optimum benefit from those employed, for example by
enhancing their quality by training.
Malaysia drew significantly on Singapore’s experience in responding to
labour shortage, revising the skill certification and public education systems and
other policies to upgrade human resource development, as well as production
management and industrial relations (Takeshi, 1998).
2.3
Construction in the Eyes of Workforce
There is evidence from various parts of the worlds to indicate that
construction workers do not view their employment in a very favorable light.
Construction regarded almost everywhere as low status job. In many other countries,
both rich and poor, people work in construction out of necessity and not out of
choice. Almost universally they wish for better things for their children (ILO, 2001).
10
In Malaysia, young workforce would rather unemployed than work in the
construction industry. Official estimates put foreign labours at 80 per cent of entire
construction workforce in 1992 (Abdul Aziz, 2001).
2.4
The Factors of Less Interested of Local Workforce in Construction
2.4.1 Economic Factor
The economic that Malaysia has seen for last decade is one of the
leading causes of the worker shortage. The shortage of skilled workers is not
eased by the tight labour market situation either. Obviously because of the
strong growth of the economy spurred by the influx of investments, job
opportunities have increased resulting in the easing of the unemployment rate
to about 4.3 per cent by the half 1992. It has now become an employee’s
market and therefore, workers can afford to be choosy. The tight labour
market situations, however, has not reached critical propotions. But this does
not mean that it is not serious. This situation needs to be monitored (Anthony,
1992).
2.4.2 Poor Image in the Eyes of WorkForce
The poor image of work in the construction industry is generally
thought to stem from the nature of work, which is often describe as dirty,
difficult and dangerous. But the real reason why construction work is so
11
poorly regarded has much more to do with the term on which labour is
recruited than the nature itself. For many construction workers around the
world the term of employment have always been poor (ILO, 2001).
In Malaysia, accidents on construction sites are so common that
everyone has come to accept them as an unavoidable feature of the industry.
This situation is attributed to the casual terms of employment, the
engagement of illegal foreign workers and the non-coverage of workers under
national insurance scheme (Abdul Aziz, 1995).
The danger posed to personal safety by construction work is one of
the reason why Malaysian are unwilling to take up careers in it. Statistics
from the social Security Organisation (SOCSO) showed that on the average,
five thousands accidents occurred in construction sites annually between
2000 and 2004. This figure represents about 5 to 6.5 percent of the total
number of accident reported over the period. An average of eighty workers
was killed in such accidents (Fong Chan Onn, 2006).
Inspection conducted by Department of Safety and Health (DOSH)
found that one of the main contributory factors of accidents at construction
sites was the lack of commitment by employers to implement measures to
improve occupational safety and health. Construction sites rated as
unsatisfactory were not managed in accordance to best practices. And most of
the time, were not in compliance with the laws and regulations governing
construction activities.
Accidents at the construction site do not only involve workers, but
may also inflict injury or even cause death to the general public. Such
accidents had tarnished the image of construction industry.
12
2.4.3 Lack of Training and Skill Formation
Lack of opportunities for training and skill formation contribute to the
unattractiveness of a career pathway in construction industry. Attracting new
entrants is a major problem in Malaysia where workers have alternative. In
both developed and developing countries difficulties are experienced in
recruiting young and educated workers.
In Malaysia, the problem noted that the passing on of skills through
informal apprenticeship is often kept within family, clan or tribe and when
circumstances dictate that skills should be transferred to outsiders they may
be some dilution, with not all skilled passed on (Abdul Aziz, 2001).
The high turnover of workers poses a considerable barrier to formal
training in the construction industry. The contractors reluctance is also based
on the fact that training cost money, which will raise the price of their bids
and could make them uncompetitive.
2.4.4 Outsourcing Labour Through Sub-Contractor System
In many countries, the practice of recruiting labour through
subcontractors and intermediaries is long established. Subcontracting is
usually on a labour only basis and may go through several stages on a large,
creating a multi-layer contracting system. A similar system of indirect
employment, which allows contractors to cope with fluctuation in the demand
for labour, has also been practiced in Malaysia for many years. Chief
Executive of CIDB, Datuk Hj Abdul Rahman Abdullah said that under this
system, contractors who secure construction works normally sub-contract the
13
works to sub-contractors known as kepala, who in turn hire construction
labourers to undertake construction works.
The kepala system enables the contractor to avoid the large expenses
of permanent workers and the necessary administrative personnel. The
contractor also avoids investment in training and necessary incentive and
motivational mechanisms. The system requires a large number of
construction workers.
The drawbacks of the kepala system are:
i)
Poor workmanship as the kepala does not invest in training
and switches workers from site to site achieve the best return
from the expenditure on them;
ii)
Wastage of materials as the kepala’s workers are most
concerned with the quickest, not necessarily the most
efficient methods;
iii)
Improper usage of the main contractor’s equipment by the
kepala’s workers;
iv)
The kepala’s inability to retain workers or seek their
improvement and welfare, leading to the failure to develop a
core pool of construction workers; and
v)
Workers do not enjoy permanent employment; they also do
not receive any perks and welfare benefits normally relating
to such employment.
This system however, has not been effective enough to attract
participant of local workers into the sector, partly because local workforce is
still thinking that jobs in the sector are not dignified enough besides being
labeled as dirty, dangerous and difficult (CIDB News, 2002). MTUC reported
14
that a major construction company pays RM80 per day for each worker
utilized by sub contractor where as the contractor, pay the worker only RM33
per day. More than 50 per cent of the payment meant for the worker is
pocketed by the sub contractor.
Widespread contracting system in the construction sector has
eliminated security of tenure and casualised employment status. This has
understandably compelled locals to shun such insecure jobs. There is
complete lack of coordination which leaves thousands without work in some
work sites and labour shortage elsewhere. Importing cheap labour is often the
main cause of distortion between the relative price of capital and labour. The
demand for foreign workers is not due to the genuine shortage but due to
desire of employers to pay low wages (MTUC, 2002). Cheap foreign
workers had drives down the wages of local workers. It also further erodes
the attraction of careers in construction.
In Singapore, a key distinguishing of the construction industry is
reliance on labour subcontractors. Even the larger companies do not normally
employ full-time site labour, skilled or unskilled. This human resource
management practice has been linked to the industry‘s labour shortage
problems, as well as its low productivity and quality of workmanship
(George).
One of the issues of most concern to construction workers throughout
the world is the insecurity of income that comes with temporary status.
Providing adequate insurance against periods of sickness or unemployment as
well as medical and retirement benefits, is of critical importance in attracting
and retaining workers in the industry (ILO, 2001).
15
2.4.5 Unattractive Jobs
Another construction-related negative impact of the employment of
large numbers of foreign workers is that it tend to set in motion a vicious
circle. The image of the industry is already unattractive. As more foreign
workers with low skills and poor educational background are engaged in it,
Singaporeans might feel that such work is not for them. This would lead to
locals shunning the construction industry, leading to further reliance on
foreign workers (George). In Malaysia, official estimates put foreign labours
at 80 per cent of the entire construction workforce in 1992 (Abdul Aziz,
2001). These situations also lead to local workforce shunning the construction
industry and leading to further shortage of local workers in this industry.
2.4.6 Poor Site Accommodations and Services
In this industry, it is common practice for the contractor to provide
housing on site for construction workers. This accommodation was less
conducive to the average Malaysian workers. This is also the reason why
Malaysian workers are shying away from the construction sector and consider
employment in the construction sector as not dignified enough (CIDB News,
2002).
An added to problem in many developing countries is the poor state of
site accommodation and services. It is common practice for contractors to
provide housing on site for construction workers, particularly when they are
migrants from the countryside or from overseas. In some countries, living
conditions have deteriorated as subcontractors offer worse conditions than
principal employers (ILO, 2001).
16
In Malaysia, where an estimated 82 per cent of foreign workers live
on the building sites where they are working, the poor quality of
accommodation (kongsi) was the second major grievance (after social
security) of construction workers interviewed in 1996 (Abdul Aziz, 2001).
Overcrowding, crude sanitation, uncontrolled surface water drainage and
poor rubbish disposal are typical of many kongsi. In 1994, three Indonesian
construction workers lost their live when a kongsi collapsed (Abdul Aziz,
1995).
2.4.7 Change in Education
More recently, another change that has affected the inflow of new
labour in construction industry is the educational change that has impacted
younger generation. More people are seeking higher education in an effort to
secure a more lucrative profession and consequently live a better life than
their parents did. It appears that here, a stigma is being cast upon construction
trades as dirty, dangerous and difficult. The term construction worker
embodied as the unskilled manual labour, has negative impact for young
people. Most commonly see the construction worker lacks prestige, class and
respectability.
It is projected that the proportion of the overall labour force with
tertiary education to increase to 21.1 per cent in 2006 (20 percent in 2005) in
line with the government’s concerted efforts at enhancing the quality of
human capital in the country (Bernama, 2001).
17
2.5
Problems Highlighted by International Labour Organisation (ILO)
The big issue facing the sector is how to raise the image of the industry and
make the construction more attractive to young people. There are real issues that
have to be addressed.
The construction industry has been examined by ILO and found problems in
the following areas:
i.
Right at work
Basic labour rights (as embodied in core labour standards) are widely
flouted in the construction industry. In many countries construction
workers are excluded by law from joining trade unions because of
their temporary employment status, because they are self-employed,
or because they are foreign. Discrimination between men and women,
local and foreign workers and temporary and permanent workers in
their term and conditions of employment is widespread in both
developing and developed countries.
ii.
Social Protection
Temporary employment status means that the majority of construction
workers enjoy little or no social protection (income security or social
security). Construction workers are also at serious risk of exposure to
unsafe and unhealthy working conditions.
iii.
Social Dialogue
18
Social dialogue in the construction sector is hampered by
fragmentation of the industry and weak workers and employers’
organizations.
iv.
Employment
The construction sector is providing employment for some of the most
disadvantaged section of society, and could even increase
employment opportunities in low-wage countries, where there are few
alternatives. However, the quality of work in the industry is not good
and lack of skill could pose a threat the employment in the future.
2.6
The Critical Factors that Influence to the Less Interested of Local
Worforce
The listed below are some of the critical factors that influence the less
interested of local workforce to work in construction industry:
a)
Poor image in the eyes of workforce;
b)
A dangerous, dirty and difficult work;
c)
Lack of training and skill formation;
d)
Unattractiveness of a career pathway in construction industry;
e)
Outsourcing labour through sub-contractor system;
f)
Low wages due to cheap foreign workers;
g)
The image of the industry is unattractive;
h)
Poor site accommodations and services;
i)
Construction workers lack pretigues, class and respectability;
j)
Temporary employment status means that the majority of construction
workers enjoy little or no social protection;
19
k)
Construction workers are also at serious risk of exposure to unsafe
and unhealthy working conditions; and
l)
Insecurity of income that comes with temporary status of
employment.
2.7
Summary
There are several factors that influence to the poor participation of local
labour in the construction industry. The strong growth of the economy, poor image,
outsourcing labour trough sub-contractor system, lack of training and skill formation,
large number of foreign workers, poor site accommodations and services and change
in education were contributed to the shortage of local labour in this industry.
20
CHAPTER 3
THE CURRENT EFFORTS UNDERTAKEN TO ENCOURAGE LOCAL
LABOUR PARTICIPATION IN CONSTRUCTION INDUSTRY
3.1
Introduction
This chapter highlights the strategies to encourage local labour participation
in the construction industry. The previous chapter has shown that the implications for
security, health, safety and skill formation in the construction industry have been
serious. This chapter discusses the definition of skill labour, semi-skilled labour,
unskilled labour, foreign workers and the current effort undertaken to raise the image
of the industry and make work in construction more attractive to local labour.
3.2
Definition of Skilled Labour
International Labour of Organisation defined skilled labour as a person that
have served an apprenticeship, practice the trade learned or a similar activity, and by
reason of their knowledge and vocational capacity are given tasks which are
particularly difficult, involving varied responsibilities or field.
21
3.3
Definition of Semi-Skilled Labour
International Labour of Organisation defined Semi-Skilled labour as a person
that can only perform their job after a period of instruction of several months in
general and are given task-mostly specific to the industry which are regularly
repeated, are less difficult and involve less responsibility.
3.4
Definition of Unskilled Labour
International Labour of Organisation defined unskilled labour as a person
who is require no specific vocational training or only brief initiation and work on
auxiliary tasks.
3.5
Definition of Foreign Workers
The United Nations Convention on the Protection of the Rights of All Migrant
Workers and Members of Their Families legally defines a migrant worker as a
"person who is to be engaged, is engaged or has been engaged in a remunerated
activity in a State of which he or she is not a national". This Convention has been
ratified by Mexico, Brazil and the Philippines (amongst many other nations that
supply foreign labour) but it has not been ratified by the United States, Germany and
Japan (amongst other nations that depend on cheap foreign labour).
22
3.6
Attracting Local Construction Workers
The construction industry in Malaysia has been burdened by unfavorable
image which has worsened as the country has much greater economic progress over
time, and more glamorous and obviously more challenging work opportunities have
emerged. Construction work is largely viewed as dirty, dangerous and difficult.
Continuous effort has been made to increase the participation of local workers in the
construction industry.
3.6.1 Provide Skills Training
Human capital is the most essential resource to move the construction
industry. Equipping the manpower with right skills and at par with the global
standard will enable the industry to compete globally. Efforts are being made to
develop a core of skilled local construction workers. Training in construction, as in
other technical skills, has been given increased attention. The establishment of
Akademi Binaan Malaysia (ABM) under CIDB for construction skill training shows
the priority given to development of construction skills in Malaysia. CIDB has
developed construction training modules based on the National Occupational Skill
Standard (NOSS). They also provide state-of-the art training facilities and even
provide rebates to contractors who send their existing workers to train at their
training centre. It offers multi-skills training to make workers versatile, reducing the
number a company will need to employ and increasing their utility. Apart from
imparting necessary skills in construction operations, emphasis is also put on
developing appropriate worker attitude, discipline, teamwork and good
housekeeping.
In addition, a number of training establishments were set up in the early
1990s with the purpose of training high-levels technicians (the German Malaysian
23
Institute, the France Malaysia Institute, and the Japan Malaysian Technical Institute).
Moreover, in September 1992 a system of skill proficiency certification was
established and the Skill Certificate of the Department of Skill Development (JPK)
was extended to jobs in the service sector and skilled developed in-company training
were brought into the certification system.
Training is fundamental to meeting the skill requirements of the construction
industry. Its also an important factor in the realization of several objectives, notably
securing improvements in occupational safety and health and improving wages and
other terms on which labour is engaged.
3.6.2 Revolutionise The Conservative Labour Employment and Deployment
System.
CIDB has embarked on a move to develop trade contactors who are
construction specialist with entrepreneurship capabilities. Under this program, subcontractor cum specialist construction workers are provided entrepreneurship which
includes business management, construction project management, accounts and book
keeping and information technology to shape them to become efficient trade
contractors who will pave changes in the construction industry. The trade contractors
will systematically hire skilled workers who are specialist in their own fields and
with systematic knowledge of construction management and help achieve cost
efficient construction works. In a couple of years, CIDB hope it will attract more
Malaysians to join the industry and enhance the consciousness of industry players on
the importance of quality workmanship, productivity and efficiency (CIDB News,
2002).
24
3.6.3 Promoting Health and Safety
The Human Resources Ministry is confident that the country’s construction
sector will achieve zero accident rate within the next two or three years due to
improvement in safety standards. Datuk Wira Dr Fong Chan Onn, The Human
Resources Minister said that if the safety standards can be further improve it will
attract more local workers to work in the sector. The Ministry of Human Resources
also worked closely with the contractor to achieve zero accident. The good safety
practiced can reduced accident rate at the construction site and local workers will be
more interested to work in the construction sectors (News Straits Times, 2001).
Department of Occupational & Health (DOSH) has set policies and strategies
to ensure safety and health in construction sites. One of the strategies is to take legal
action on repeated cases of non-compliance with the law and regulations. This
reflects the government’s seriousness in overcoming the problem.
DOSH also conducted checks on the construction site throughout the country
for the compliance of occupational safety and health category. Its show that in 2001,
70 percent of construction sites are satisfactory compared to 2000, where checks at
construction site founds that more than 50 per cent of the sites were unsatisfactory.
DOSH carried out inspections and occupational safety and health audit at the
construction sites. From the results of these inspections and audits, it was found that
there was an improving trend in the safety and health performance on some of sites
inspected (Fong Chan Onn, 2006).
25
3.6.4 Skills Testing and Certification
Amongst developing countries, skill certification was pioneered in Singapore
but has recently has taken up by the CIDB in Malaysia. There are several categories
of skill registered by the CIDB, skilled and semi-skilled workers, construction site
supervisors and construction managers. Applicants have to prove their competencies
by submitting their relevant certificates or they can be tested on site (Abdul Aziz,
2001).
CIDB is working towards ensuring there are more local skilled workers.
Since 1997, CIDB has produced 65,000 local skilled workers but the current
construction industry needs at least 500,000. CIDB aims to reduce the number of
foreign workers and produce more local workers by 2020 to reduce the foreign
labour workforce. The implementation of accrediting skilled workers system was to
maintain a high standard in workforce. These workers will get higher pay than
normal labourers (The Star, 2006).
3.6.5 Upgrading the Construction Operation
Continuous efforts have been made to reduce the number of workers engaged
in the construction industry. Standardization and prefabrication of components have
promoted as the main components of the drive in this regard. Faced with the shortage
of workers, the government has decided to promote the use of pre-fabricated material
in the construction industry. IBS is a system where a building would be constructed
or assembled using standardized and modularized components either on site or off
site. Datuk Seri S. Sammy Vellu said that this is part of the Government’s initiative
to cater for the demand side of the implementation of IBS as an effort to reduce
dependency on foreign workers in the construction. He also said that there are
26
insufficient number of local workers to satisfy the demand of this construction
method, thus leading to an influx of foreign workers.(Daily Express, 2005).
The construction industry now used the conventional method of construction,
commonly referred as wet construction, a practice that employed a large number of
workers in harsh working condition.
The recent repatriation of foreign workers who were employed legally and
the slow return of legalized foreign labour had created difficulties in the industry and
decision to utilize the IBS system is to overcome the worker shortage problem.
IBS is an alternative approach of construction that will change the scenario of
the current local construction industry towards a systematically approach of mass
production of construction materials. IBS will definitely among others reduce
unskilled workers in the country, less wastage, less volume of building materials,
increased site cleanliness and better quality control.
3.7
Good Practices Listed By ILO For Construction Industry
Some of the problems facing the construction industry, particularly in
developing countries, have deep roots in history, culture or economic circumstances
(ILO, 2001). Below are some good practices drawn by ILO:
i.
New role of trade unions and other pressure groups
Organisation amongst construction workers for collective action, as well
as being a fundamental right, is also important in making progress towards
other goals.
27
ii.
Flexibility with worker protection: Extension of Social security to all
One of the most concern issues is insecurity of income that comes
with the temporary status. Where there is state insurance schemes that apply
to permanent workers (as is the case in most developed countries) then
attempts can be made to extend them to all workers. But in many countries a
new approach may be required, with schemes specifically tailored to the
needs of construction workers.
iii.
Promoting Health and Safety
The poor image of work in construction is in large part due to its
appalling safety record. Ensuring that accident prevention strategies are
adopted in a fragmented industry may be difficult but there are ways of
tackling it. In some countries the laws needs to be updated to bring it into line
with the provisions of safety and health convention, 1988, the most important
of which are as follows:
•
There should be cooperation between employers and workers in
taking appropriate measures to ensure that workplaces are safe and
without risk to health;
•
All parties to a construction contract have responsibilities,
including those who design and plan projects;
•
The principal of contractor is responsible for coordinating the
prescribed for their application in respect of workers under his
authority; and
28
•
Workers have the duty to report risks but also the right to remove
themselves from imminent and serious danger;
iv.
Developments in training and skills formation
Training is fundamental to meeting the skill requirements of the
construction industry. It is also important factor in the realization of several
other objectives, notably securing improvement in occupational safety and
health and improving wages and other terms on which labour is engaged.
v.
Skills testing and certification
Both employers and workers gain from the certification of skills,
especially if safety training is incorporated into the certification process. Even
without any formal registration scheme, contractors in many countries try to
nurture good subcontractors. The mutual dependence between contractors and
subcontractors is widely recognized and it is not uncommon to find
continuous working relationships which can extend over many years.
Similarly, subcontractor tries to keep good workers on their payroll as long as
possible.
3.8
Summary
Malaysia wishes to reduce its reliance on foreign construction workers. Measures
it is taking include further training and certification, improvement of the image of the
industry in order to attract more local manpower, upgrading construction operations
to reduce the requirements for labour as well as improve the environment on the
construction sites.
29
CHAPTER 4
RESEARCH METHODOLOGY
4.1
Introduction
This chapter will describe the methodology used in carrying out this study.
The research methodology is essential in guiding the researcher to achieve the aim
and the objectives of the study. The aim and objectives of this study were achieved
by using three methods. The study was carried out first through the literature search
and followed by interviews and questionnaire. Subsequently, the questionnaires and
their results and inferences will be presented. It follows through discussions and
suggestions and eventually conclusions were drawn to conclude the study.
30
4.2
Research Methodology
Initially the questionnaires were designed and communicated in a user-
friendly multiple-choice format, with only a few open-ended questions, to reduce
answering effort, and to aid the recipients in making decisions. The questionnaires
were distributed to the targeted respondents by hand and email. For the postal
surveys, the questionnaire was accompanied by a personalized letter and gave
instruction to the participant. A self addressed stamped envelope was included for the
convenience of the respondents.
Both telephone and personal interviews will be conducted with related
agency. For this study the brief methodology is divided into four stages, such as:
(1)
Literature Review;
(2)
Data Collection;
(3)
Analysis; and
(4)
Findings.
In the part of the preliminary study, the following three items were identified and
been studied;
4.3
a)
Statement of problems;
b)
Objectives; and
c)
Scope of study.
Literature Review
There are two important sections under the literature review where the first
section explains the factors that influence the poor participation of local labour. The
second part of the section describes the current effort undertaken to improve the
31
participation of local labour in construction industry. The purpose of the literature
review was to help the author to gather and establish some sound knowledge of the
study topic. The literature study was done through reading and searching on the
subjects from books, journals, magazines, newspaper and paper works.
The literature review hence, provides guidance to questionnaire preparation,
which is discussed in the following section.
4.4
Data Collections
In this stage, data collections to be study in this research were categorized
into two kinds of data:
a)
Primary data
b)
Secondary Data
The primary data was collected in two method, the first method by the
questionnaire – where question been developed and distribute to the relevant
respondent and the second method by face to face interviews.
The questionnaire was design base on literature and consultation with the
relevant professional. The questionnaire was structured into 4 parts including
questionnaire cover, general information and instructions; background of respondent;
factors that led to poor participation of local labour in construction industry; and
strategies to improve the participation of local labour.
Sample size larger than 30 and less than 500 are appropriate for most research
(Uma, 2000)
32
The distributed questionnaires will be collect and analyze using statistical
method. Discussion was did base on the derived results and related statistic and
suggestion by the participants were included.
4.4.1 Questionnaire Design
The question ask in the questionnaire was in the form of multiple choice or
open ended questions. Multiple-choice questions require the anticipation of the
whole range of likely answers, which would be given, and formulating the options as
such.
Ordinal scale 1 to 5 in ascending order
1
2
3
4
5
Increasing degree of agreement
Each scale represents the following rating:
1 = Strongly Disagree
2 = Disagree
3 = Not Sure
4 = Agree
5 = Strongly Agree
Figure 4.1: Five Ordinal Measures of Contributing Factors
Of Likert Scale
The multiple-choice questions are based on Likert’s scale of five ordinal
measures of agreement towards each statement (from 1 to 5) as shown in Figure 4.1
above.
33
4.5
Analysis Method
The questionnaires will be mainly based on a Likert’s Scale of Five ordinal
measure from one (1) to five (5) according to the level of agreement as stated in
figure 4.1 above.
The data generated from questionnaires will be analyze using the frequency
analysis. The measurement tools in the survey provide quantitative indication of
qualitative judgments.
The average index formula:
Average Index = ∑ µ X n
N
(1)
Where,
µ is weighting given to each factor by respondents;
n is the frequency of the respondent;
N is the total number of respondent.
With the rating scale as below, (Abd. Majid and McCaffer, 1997);
1 = Strongly Disagree
( 1.00 ≤ Average Index < 1.50 )
2 = Disagree
( 1.50 ≤ Average Index < 2.50 )
3 = Not Sure
( 2.50 ≤ Average Index < 3.50 )
4 = Agree
( 3.50 ≤ Average Index < 4.50 )
5 = Strongly Agree
( 4.50 ≤ Average Index < 5.00 )
34
4.6
Summary
For the conclusion, the method of data collection is divided in two ways, by
the questionnaire and face to face interviews. The questionnaires will be use to
collect data. The average index formula been used to analyzed the data. Finally, from
the findings of questionnaire survey, the researcher will be able to identify the factors
and the strategies as well as the way to improve the participation of local labour in
construction industry.
35
CHAPTER 5
DATA ANALYSIS AND RESULTS
5.1
Introduction
This chapter presents the analysis and the results of the research derived from
the data gathered from the literature review, questionnaires and interview. In
accordance to the research methodology as described in the previous chapter, the
data and the results are analyzed and presented in alignment with the objectives in
Chapter 1. This chapter also gives the brief information about the respondents’
background.
5.2
The Respondents Background
The respondents are the Malaysian citizen that have certificate holder and
below.
36
The list shows that 22 percents of the respondents are working in the
construction sector, government sector (19 %) and others sector (25%). Others are
tabulated in Table 5.1 and Figure 5.1 below.
Table 5.1: Respondent Current Job Sector
Respondent
Frequency
Percent (%)
Cumulative %
Manufacturing
2
6
6
Marketing
3
9
15
Hotel
5
16
31
Agriculture
1
3
34
Construction
7
22
54
Government
6
19
75
Unemployed
0
0
75
Others
8
25
100
TOTAL
32
100
100
Working Sector
37
Others
25%
Manufacturing
6%
Marketing
9%
Hotel
16%
Unemployed
0%
Government
19%
Agriculture
3%
Construction
22%
Figure 5.1: Respondent Current Job Sector
a.
Working Experience and Education Background
The main factor on choosing a job by respondent is depending on the
qualification and working experienced. Therefore among the information needed is
qualification, working experienced and working duration recently.
The tabulated of respondent education and working experience are as shown
in Table 5.2, Table 5.3, Figure 5.2 and Figure 5.3 below:
38
Table 5.2: Respondent Education Background
Description
Frequency
Percent (%)
Cumulative %
Certificate
4
13
13
SPM
22
68
81
SRP / PMR
0
0
81
Others
6
19
100
TOTAL
32
100
100
Table 5.3: Respondent Working Experience Background
Duration of
Frequency
Percent (%)
Cumulative %
< 1 years
8
25
25
1 – 5 years
11
34
59
6 – 10 years
9
28
87
> 10 years
1
3
90
none
3
10
100
TOTAL
32
100
100
Working
Experience
39
SRP / PMR
0%
Certificate
13%
Others
19%
Certificate
SPM
SRP / PMR
Others
SPM
68%
Figure 5.2: Respondent Education Background
> 10 years
3%
none
9%
< 1 years
25%
< 1 years
1 – 5 years
6 – 10 years
> 10 years
none
6 – 10 years
28%
1 – 5 years
35%
Figure 5.3: Respondent Working Experience Background
40
b.
Respondent Annually Income
The respondent annually income were range from less than RM 12,000.00 to
more than RM48,000.00 are as shown in Table 5.4 and Figure 5.4 below:
Table 5.4: Respondent Annually Income
Description
Frequency
Percent (%)
Cumulative
%
< RM 12,000
18
55
55
RM 12,000– RM 48,000
4
13
68
RM 24,001 – RM 48,000
4
13
81
> RM 48,000
2
6
87
Unrelated
4
13
100
TOTAL
32
100
100
41
> RM 48,000
6%
Unrelated
13%
RM 24,001 – RM
48,000
13%
RM 12,000– RM
48,000
13%
< RM 12,000
55%
< RM 12,000
RM 12,000– RM 48,000
RM 24,001 – RM 48,000
> RM 48,000
Unrelated
Figure 5.4: Respondent Annually Income
The figure shows that the highest percentage of respondents annually income
were less than RM 1,000.00 that consists of 55%.
c.
Method of Income Payment
The wages of respondent paid based on hourly, daily, monthly or others basis.
The respondents’ methods of income payment are shown as follows:
42
Table 5.5: Respondent Method of Income Payment
Description
Frequency
Percent (%)
Cumulative %
Hourly
8
25
25
Daily
4
13
38
Monthly
10
30
68
Others
6
19
87
Unrelated
4
13
100
TOTAL
32
100
100
Irrelevant
13%
Hourly
25%
Others
19%
Daily
13%
Monthly
30%
Hourly
Daily
Monthly
Others
Irrelevant
Figure 5.5: Respondent Method of Income Payment
The figure above shows that the highest method of income payment were
paid through monthly basis that consists of 30% each, follow by hourly of 25 % and
daily 13%.
43
5.3
Result and Analysis
Out of the 35 questionnaires that were given, 32 (91%) questionnaires were
useable, 3 were rejected (9%) due to the incorrect and not properly answered. The
non-respondents quoted the following for their non-participation;, lack of time (too
busy) and lack of interest.
Table 5.6 and Figure 5.6 below show the tabulated and the percentage of the
returned questionnaire.
Table 5.6: Returned Questionnaire
Description
Frequency
Percent (%)
Cumulative %
Useable
32
91
91
Reject
3
9
100
TOTAL
35
100
100
Reject
9%
Useable
Reject
Useable
91%
Figure 5.6: Returned Questionnaire
44
From the analysis of the respondent as the participant from the returned of 33
questionnaires, the factors influences to the selection of the current jobs have been
found:
a.
Factors Influences of the Current Job Selection
From the analysis, the highest percentage of respondents
choose higher
income as a factor ( 21%), 15 percent each for secure income, provision of physical
facilities and social services and secure work. The tabulated percentage as shown in
Table 5.7 and Figure 5.7 below:
Table 5.7: Factors Influences of the Current Job Selection
Description
Frequency
Percent
Cumulative
(%)
%
Higher income
7
21
21
Secure income
5
16
37
5
16
53
Secure work
5
16
69
Respect and regard by the public
4
13
82
Career development
2
6
88
Comfortable and Safe Workplace
2
6
94
Others
2
6
100
32
100
100
Provision of social services and
physical accommodation
TOTAL
45
Higher Income
6%
6%
6%
21%
Secure Income
Provision of Social Services
and Physical Accomodation
Secure Work
13%
16%
16%
16%
Respect and Regard by the
Public
Career Development
Comfortable and Safe
Workplace
Others
Figure 5.7: Factors Influences to the Current Job Selection
5.4
The Result
The attainment of this objective was achieved via literature review, conducted
questionnaires survey and interview.
5.4.1 The result of the factors that led to the poor participation of local labour
to work in the construction industry
The attainment of this objective was achieved via conducted questionnaires
survey. This section investigates the factors that led to the poor participation of
46
local workers to work in construction industry. Table 5.8 shows the results of survey.
Table 5.8 :
The Factors that led to the poor participation of local labour to
work in the construction industry
Frequency Analysis
No
Factor That Led to the Poor
1
2
3
4
5
Participation of local workforce
Average
Index
No. of Respondents
1
The image of the construction
4
4
2
18
4
3.44
0
4
4
12
12
4.00
0
8
8
12
4
3.38
0
2
4
16
10
4.06
industry is unattractive and
unskilled and low class
2
Unattractiveness of a career
pathway in construction industry
3
Lack of Training and Skill
Formation
4
Labeled as a dangerous, dirty and
difficult work
5
Low wages
2
2
6
14
4
3.13
6
Poor site accommodations and
2
4
4
2
0
3.44
2
2
6
14
8
3.75
services
7
Construction workers lack
pretigues, class and respectability
47
8
Uncomfortable working condition
0
0
2
6
24
4.69
0
0
2
18
12
4.31
0
2
0
14
16
4.38
(dirty, hot, dusty, etc)
9
Temporary employment status
based on the project and unsecured
job
10
Construction workers are also at
serious risk of exposure to unsafe
and unhealthy working conditions.
11
Insecurity of income
0
0
8
14
10
4.06
12
Poor image in the eyes of
0
0
6
8
16
4.06
workforce due to employment of
poor educational and unskilled
foreign workers
5.4.2. The result of the critical factors that led to the poor participation of local
labour to work in the construction industry
A table 5.9 shows the result of the critical factors that led to the poor
participation of local labour to work in the construction industry. This result comes
from the factors that led to the poor participation of local workforce to work in
construction industry with strongly agree and agree by the respondents, then the
factors been ranked to get the result which number 1 as the most critical to number 6
the less critical and the result as shown below:
48
Table 5.9:
The Critical Factor That led to the poor participation of local labour
to work in the construction industry
No. Critical Factor That led to the poor participation
Rank
of local labour to work in the construction
industry
1
Uncomfortable working condition (dirty, hot, dusty,
1
etc)
2
Construction workers are also at serious risk of
2
exposure to unsafe and unhealthy working
conditions.
3
Temporary employment status based on the project
3
and unsecured job
4
Insecurity of income
4
5
Labeled as a dangerous, dirty and difficult work
4
6
Poor Image In The Eyes of workforce due to
4
employment of poor educational and unskilled
foreign workers
7
Unattractiveness of a career pathway in construction
5
industry
8
Construction workers lack pretigues, class and
respectability
6
49
5.4.3. The result of the strategies to improve the participation of local labour in
the construction industry
The attainment of this objective was achieve via conducted questionnaires
survey, literature reviews and interview The last section of the questionnaire
investigates the extent of the strategies to improve the participation of local labour in
the construction industry. The results are as tabulated in Table 5.10 below:
Table 5.10: The Strategies to improve the participation of local labour in the
construction industry
No.
The Strategies to Improve
the Participation of Local
Labour in the Construction
Industry
1
Provide opportunities for
Frequency Analysis
1
2
3
4
5
Average
Rank
Index
No. of Respondents
0
0
4
12
16
4.38
1
0
0
6
14
12
4.19
3
training and skill formation
for the skill and career
development
2
Better career pathway and
opportunities to have better
position
3
Permanent employment status
0
2
0
14
16
4.38
1
4
Enhance safety practice and
0
0
4
14
14
4.31
2
0
0
2
18
12
4.31
2
procedure at construction site
5
Enhance image of
construction workers
50
6
Enhance effective
0
2
10
12
8
3.81
4
0
0
2
18
12
4.31
2
2
4
4
10
12
3.81
4
communication between
workers and employers
7
Proper Site Accommodations
and Services
8
Provide construction uniform
as an image of construction
workers
5.5
Findings and Discussions
This section discusses the findings of this study. The results of the study are
analyzed and discussed in the following sequence to answer the objectives mentioned
in Chapter 1. The aforementioned analysis sequence is organized and presented the
data in some meaningful and logical order. After the data have been organized and
presented into descriptive manner, it is then analyzed and interpreted them in order to
draw inferences about the data obtained. The discussions are divided into four parts.
The first part discusses the respondent background. The second part discusses the
factors that influence the less interested of local workforce to work in construction
industry. Then the establishment of Critical Factor That Influence the less interested
of local workforce to work in construction industry will be discuss. Finally, discuss
on the strategies to improve the participation of local labour in the construction
industry
Discussion on the findings will be based on Average Index as the indicator
corresponding to each statement. The value of Average Index ranging from 1.00 to
51
5.00, with 3.13 being the lowest degree of rating for the responses and 4.69 gives the
highest degree of responses.
5.5.1. Respondents Background
A group of respondents (59%) have worked in different sectors such as hotel,
manufacturing and agriculture, (19%) have experienced in government sector and
(22%) have work in construction industry.
5.5.2. First Objective: To identify the factors that led to the poor participation
of local labour to work in the construction industry
This section discussed the findings based on the results obtained from the
questionnaire survey via the factors that led to the poor participation of local labour
to work in construction industry. Table 5.11 shows the Average Index of the factors
that led to the poor participation of local workforce to work in construction industry.
The value of Average Index with 3.13 being the lowest degree of rating for the
responses and 4.69 gives the highest degree of responses for the first objectives.
Table 5.11 : The factor that led to the poor participation of local labour
No.
1
The Factor led to the poor
Average
participation of local labour
Index
Uncomfortable working condition (dirty,
hot, dusty, etc)
4.69
Category
Strongly Agree
52
2
Construction workers are at serious risk
4.38
Agree
4.31
Agree
4.06
Agree
of exposure to unsafe and unhealthy
working conditions.
3
Temporary employment status based on
the project and unsecured job
4
Labeled as a dangerous, dirty and difficult
work
5
Insecurity of income
4.06
Agree
6
Poor image in the eyes of workforce due
4.06
Agree
4.00
Agree
3.75
Agree
3.44
Not Sure
to employment of poor educational and
unskilled foreign workers
7
Unattractiveness of a career pathway in
construction industry
8
Construction workers lack prestigues,
class and respectability
9
The image of the construction industry is
unattractive and unskilled
10
Poor site accommodations and services
3.44
Not Sure
11
Lack of training and skill formation
3.38
Not Sure
12
Low wages
3.13
Not Sure
The Tables 5.11 indicate most of the factors listed above achieving the
average index of more than 3.5 to not more than 5.0 rating scale region that directly
indicate 8 critical factors that influence to the poor participation of local workforce.
Relatively, the majority of the respondent agreed it is crucial to be taken into
53
consideration the 8 factors. This indicates major factors that most contribute to the
less interested of local workforce to join the construction industry.
5.5.3. Second Objective: To identify the critical factors that led to the poor
participation of local labour to work in the construction industry
From the ranking above, the critical factors that influence to the less
interested of local workforce to work in construction industry has been identified
The factors that strongly agree and agree by the respondents are considered as are
critical factors.. The respondents tend to strongly agree with average index 4.69 that
uncomfortable working condition (dirty, hot, dusty, etc) was the most critical factor
that influenced local workforce shunning away from this industry.
The second highest rank of the critical factors is the construction workers are
at serious risk of exposure to unsafe and unhealthy working conditions with average
index 4.38. The industry’s perceived poor safety record have contributed to the
decline in number of workforce willing to enter in the industry.
The respondent also agree with average index 4.31 that temporary
employment status based on the project and unsecured job are critical because these
factors has affected local workforce participate poorly in this sector. The image of
the industry in the eyes of potential workers has declined dramatically in recent years
due to casual and temporary employment terms.
There are three critical factors with average index 4.06. Construction works is
labeled as a dangerous, dirty and difficult work. This factor critical because
influence to the industry’s image and agreed by the respondents .Lack of continuous
employment affects income and limits the opportunity to acquire skills for the
workers. The respondents agree that insecurity of income made the locals shunning
54
away from this sector. Poor Image in the eyes of workforce due to employment of
poor educational and unskilled foreign workers is also one of the critical factors
shared same values of an average index.
Unattractiveness of a career pathway in construction industry also agree as
one of the critical factor that influence to the poor participation of local workers with
average index 4.00.
5.5.4 Third Objective: The Strategies to Improve the participation of local
labour in the construction industry
This section discussed the findings based on the literature review, personal
interviews and result obtained from the questionnaire via the strategies to improve
the participation of local labour in the construction industry.
The result obtained from literature review and personal interviews with
Department of Skill Development, Ministry of Human Resources which is located at
Level 7 & 8, Block D4, Parcel D, Putrajaya. Among its current strategies undertaken
by this department to attract local workers are:
•
Implementation of National Dual training System (NDTS):
Department of Skill Development has been appointed as the coordinating
agency to ensure the success of the system. The NDTS is an industry-oriented
training that combines workplace and institutional training. This system
minimize dependence on foreign workers, offers strategic and cost effective
succession plan by recruiting new workers or upgrading existing workers,
and develop strong ties between workers and employers.
55
•
National Skill Certification System: This system was introduced to
meet the government policy to explore the possibility of accreditation for
master craftsmen so that there is career path for skilled craftsman, expand the
accreditation system to include skills higher than the advanced level and
explore avenues for upgrading of skilled workers to technicians and higher
level jobs for the Department of Skill Development certificate holders. The
National Skill Certification System in Malaysia is deemed to be beneficial to
the country and can attract local workforce to join this industry.
The result obtained from literature review and personal interviews with
Construction Industrial Development Board (CIDB) which is located at CIDB
headquarters, Grand Season Avenue, No 72, Jalan Pahang, Kuala Lumpur. Among
its current strategies undertaken by this agency to attract local workers to join
construction industry are:
•
“Perakuan Kemahiran Pekerja Asing” (PKPA): The implementation
of this accrediting skilled workers system maintains a high standard in
workforce and the workers will get higher pay than normal labourers.
•
Skill training by “Akademi Binaan Malaysia”; This training offers
multi skills training to make workers versatile, providing skilled workforce
for the industry and also developing appropriate workers attitude, discipline
teamwork and good housekeeping. It’s also an important factor in the
realization of securing improvements in occupational safety and health and
improving wages and other terms on which labour engaged.
•
Upgrading The construction Operation : One of the ways introduced
by CIDB to reduce the country’s dependence on foreign worker and attract
more locals is by encouraging more labour saving devices such as
construction methods using Industrial Building System (IBS) and through
greater automation and mechanization.
56
Based on the results from the questionaires shows in Table 5.12, all the
strategies listed in the survey agree by the respondents with average index ranging
from 3.81 to 4.38. The ranking of strategies to improve participation of local
workforce in the construction industry are shows in table 5.10.
As the Table 5.12 presented that the focus on training and skill formation
opportunities and employment status is the most important strategy to improve the
local workforce participation in the construction sector with average index of 4.38.
The enhancement on safety practice and procedure, image of construction workers,
and proper site accommodation and services is the second rank of 4.31 average
indexes, while better career pathway and opportunities to have better position is the
third rank with 4.19 average indexes.
From the result above, the 5 most important strategies to improve the
performance of the contractors were identified, there are;
i..
Focus on skill and career development by providing training and skill
formation; the employers must understand the concept from the beginning of
what are the local workforce needs. Providing training is a strategy to nurture
a desire amongst the locals to work in the industry and to develop them into
multi-skilled workers. To get a good participation from local workers, formal
training must be provided to improve their knowledge and skills. Skills can
be learned entirely through informal on-the-job-training, but the more
education received, generally the more skilled workers become.
ii.
Revolutionalise employment and deployment system ; develop
more trade contractors who are construction specialist and
provided them with entrepreneurship to shape them to become
efficient trade contractor and they will systematically hire skilled
workers who are specialist in their own fields.
57
This system will eliminate conservative employment system and enhance the
level of professionalism of the industry.
Government also must promote efficient utilization of manpower in
the construction sector by registering all construction workers. This must be
carried out by manpower department, so that government can efficiently
monitor and coordinate labour availability and needs.
iii.
Enhance safety practice and procedure at construction site; this
strategy required raising the awareness of its importance among relevant
stakeholders and the implementation of quality management system,
occupational health and safety management system and assessment system.
To ensure the adoption of these practices and standard, strict enforcement
measure need to be in place. To accomplish the improvements in image,
perceptions of the construction worker and the construction industry must be
change in the long run.
iv.
Enhance image of construction workers; promoting construction as a
field to Malaysian can be done with an intensive media campaign such as
press and television., as well as poster, booklets, brochures, exhibitions and
talks. The campaign can highlight as below;
•
The contribution made by construction industry to the development of
nation;
•
The multiplicity of the job opportunities available;
•
The more challenging nature of construction work;
•
The improved working conditions;
58
•
Awareness that construction industry was not as dangerous, dirty and
difficult as perceived;
•
Awareness that Malaysian must have a share in building their homes,
school, roads, offices and etc;
Upgrading of construction operation also can reduce the number of
unskilled workers engaged and provide better working condition so that the
level of professionalism of the industry will be enhance.
v.
The site accommodation must be condusive enough for the average
Malaysian workers and this strategy can attract local workforce and enhance
the image of construction industry.
5.6
Summary
Quantitative judgments were employed in data analysis. Statistic was used to
analyzed the background of the respondents and Likert Scaling used to analyzed the
factors that influence to the less interested of local workforce to work in construction
industry, the critical factors that influence the less interested of local workforce to
work in construction industry and the strategy to improve the local workforce
participation in order for the construction industry to be more successful in the
country and internationally. The final result of the analysis was listed. According to
the result analysis, it shows that to uncomfortable, unsafe and unhealthy working
conditions and employment status is the most significant and critical factors that
influence the less interested of local workforce to join the industry. Lastly, the most
frequent strategy must be undertaken by construction stakeholders is to focus on
59
training and skill formation employment status, occupational safety and health
practices and image of worker to attract local labour to join this industry.
60
CHAPTER 6
CONCLUSIONS AND RECOMMENDATION
6.1
Introduction
This Chapter concludes the study by listing down the results of the analysis.
Some recommendations to attract local workers to join construction industry were
included. Based on the literature reviews, questionnaires distribution, feedbacks and
result analysis, the three main objectives of this project report have been achieve.
61
6.2
Conclusions
As a conclusion, this study has identified and met the entire three objectives
that had stated earlier:
Objective 1: To identify the factors that led to the poor participation of local
labour to work in the construction industry.
In overall the respondents agree that the first three major factors that
influence the poor participation of local workforce in construction industry were
related to uncomfortable, unsafe and unhealthy working conditions and temporary
employment status.
Objectives 2: To identify the critical factors that led to the poor participation of
local labour to work in the construction industry.
The most critical factors were rank the factors that influence the poor
participation of local labour to work in the construction industry from 1 to 5 as
follows:
1.
Uncomfortable working conditions (dirty, hot, dusty, etc) ;
2.
Serious risk of exposure to unsafe and unhealthy working conditions;
3.
Temporary employment status based on project and unsecured job;
4.
Insecurity of income that comes with the temporary employment
status; Labeled as a dangerous, dirty and difficult work; Poor image
in the eyes of workforce due to employment of unskilled and poor
educational foreign workers; and
5.
Unattractiveness of a career pathway in construction industry;
62
Objectives 3: To identify the strategies to improve the participation of local
labour in the construction industry
From the questionnaire, the respondent agrees to select the five major
strategies that can influence on the improvement of local labour participation, The
strategies identified were training and advancement, employment status, enhance the
safety practice and procedure and image of construction workers, and provide
conducive site accommodations and services.
6.3
Recommendations for Future Study
There is some area suggested by the author for further study in the area of
poor participation of local workforce and make work in construction more attractive
to Malaysian as listed below:
1) The company based training in construction industry focused on
implementation and an effectiveness;
2) The sub-contracting system focused on effect on local labours and
strategies to improve; and
3) What measures can governments, employers’ and workers’ organization
take to promote and enhance image of construction industry.
63
References
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Department of Statistics Malaysia
Bernama, (2006), Malaysia Aims To Reduce Foreign Workers By 2010, Retrieved
From http://web6.bernama.com/v3news.php?id=217249&vo=99
Ames Gross, (2002), Hr
http://pacificbridge.com
In
Malaysia:
An
Overview,
Retrieved
From
MTUC, (2002), Memorandum to YB Datuk Dr Fong Chan Onn Regarding Foreign
Workers, MTUC
Asia Pacific Migration Research Network (APMRN), Issues Paper From Malaysia,
Retrieved From http://www.unesco.org/most/apmrnwpp9.htm
Ministry of International Trade and Industry Malaysia, (2006), Imp3 Third Industrial
Master Plan 2006-2020, Percetakan Nasional
Abdol R.Chini, Brisbane H.Brown & Eric G. Drummond, (1999), Causes Of The
Construction Skilled Labor Shortage And Proposed Solutions
Bloomberg News, (2005), Malaysia faces a labor shortage, Bloomberg News
Philips, Peter, (2000), A tale of two cities; The high-skilled, high wage and low skill,
low wage growth paths in US construction. Paper presented to the International
Conference on Structural Change in building industry’s labour market, working
relations and challenges in the coming years, Institut Arbeit and Technic,
Gelsenkirchen, Germany, 19-20 Oct.
Lu, Youjie; Fox, Paul W, (2001), The construction industry in the 21st Century: Its
image, employment prospect and skills requirements: Case study from China,
Report for ILO
Vaid.K.N, (1999), Contract labour in the construction industry in India, D.P.A.
Naidu(ed): Contract labour in South Asia, Geneva, ILO
CIDB News, (2002), Construction Skills Training: A key Effort to Develop the
Malaysian Construction Industry, CIDB
Uma Sekaran, 2000, Research Methods for Business; A Skill-Building Approach,
John Willey & Sons
64
Takeshi Inagami, (1998), Labour Market Policies in Asian Countries: Diversity and
Similarity Among Singapore, Malaysia, The Republic of Korea and Japan,
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ILO, (2001), The Construction Industry in The Twenty First Century: Its Image,
Employment Prospects and Skill Requirements, Report For Discussion at the
Tripartite Meeting on Construction Industry in The Twenty First Century: Its
Image, Employment Prospects and Skill Requirements, Geneva
Abdul Aziz, (2001), Site Operative in Malaysia: Examining the foreign-local
asymmetry, Report For ILO
ILO, (1995), Social and labour issues concerning migrant workers in the
construction industry. Sectoral Activities Programme, Report For Discussion at
the Tripartite Meeting on Social and Labour Issues Concerning Migrant Workers
in the construction Industry
Anthony Yeo, (1992), Overview of the ministry of human resources, human
resources development fund and foreign labour, Ministry of Human, Resources
Retrieved From http://mgv.mim.edu.my/MMR/931202.Htm
Goerge Ofori, Foreign Construction workers in Singapore, working paper part 2,
ILO
Fong Chan Onn, (2006), Opening Remarks For “Majlis Dialog Bersama Menteri
Dengan Ketua Pegawai Eksekutif Industri Binaan”, Ministry of Human
Resources.
New Starits Times, (2001), Building Sector To Achieve Zero Accident Rate By 2003,
19 April, NST
Daily Express, (2005), Govt to Promote Pre-Fab in View of Worker Shortage,
Retrieved From http://www.dailyexpress.com.my, 25 April, Daily Express
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http//www.ijm.com
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Abd. Majid M.Z. and Ronald McCaffer, M.ASCE (1997), “Factors of Non
Excusable Delays That Influence Contractor’s Performance”, Journal of
Construction Engineering and Management, ASCE
65
APPENDIX A
Sample of Questionnaire
PUNCA YANG MENYEBABKAN KURANGNYA PENYERTAAN PEKERJA
TEMPATAN DI DALAM INDUSTRI PEMBINAAN MALAYSIA DAN STRATEGI
MENGATASINYA
FAKULTI KEJURUTERAAN AWAM
UNIVERSITI TEKNOLOGI MALAYSIA
OBJEKTIF:
UNTUK MENGENALPASTI FAKTOR-FAKTOR YANG MENYEBABKAN PEKERJA TEMPATAN
KURANG BERMINAT MENYERTAI INDUSTRI PEMBINAAN MALAYSIA
NAMA RESPONDEN
:
JAWATAN (Jika Ada)
:
BIDANG KERJA YANG DICEBURI
:
PERKILANGAN
PEMASARAN
KERAJAAN
PERHOTELAN
PERTANIAN
PENGGANGUR
PEMBINAAN
LAIN-LAIN (Nyatakan) : …………………………
DISEDIAKAN OLEH;
FAKULTI KEJURUTERAAN AWAM,
UNIVERSITI TEKNOLOGI MALAYSIA,
81310 UTM SKUDAI,
JOHOR DARUL TAKZIM
66
QUESTIONNAIRE
POOR PARTICIPATION OF LOCAL LABOUR IN MALAYSIA
CONSTRUCTION INDUSTRY: CAUSES AND STRATEGIES TO IMPROVE
Dear Sir/Madam,
I am a final year student in Masters of Science (Construction Management) from
Faculty of Civil Engineering, Universiti Teknologi Malaysia (UTM). Due to the
requirements of my course, I would be conducting a survey to obtain some data that
are relevant to this research. Therefore I would appreciate very much if you would
kindly participate by being one of my respondents to help me in my research. You
can be rest assured that ALL THE INFORMATION IN THIS SURVEY WILL
BE STRICTLY CONFIDENTIAL. Lastly but not least, I would like to take this
opportunity to thank you for your valuable and kind support.
Again, thank you.
SHIADRI SALEH @ AMAN
67
MAKLUMAT UMUM RESPONDEN
1. Apakah kelulusan Tuan sekarang?
Sijil, nyatakan
SRP / PMR dan setaraf
SPM dan setaraf
Lain-lain, nyatakan
2. Berapa tahun pengalaman kerja Tuan?
( Sekiranya tiada nyatakan tiada )
< 1 tahun
6- 10 tahun
1 - 5 tahun
Lebih dari 10 tahun
Tiada
2. Jika bekerja, berapa lamakah Tuan bekerja di tempat kerja sekarang?
Kurang 1 tahun
6- 10 tahun
1 - 5 tahun
Lebih dari 10 tahun
Tiada berkaitan
4. Jika bekerja, Berapakah pendapatan tahunan tuan sekarang?
Kurang RM 12,000
RM24,001 – RM 48,000
RM 12,000 – RM24,000
Lebih RM48,000
Tiada berkaitan
5. Bagaimanakah gaji anda dibayar?
Berdasarkan jam bekerja
Berdasarkan bulanan
Berdasarkan hari bekerja
Lain-lain, nyatakan
Tiada berkaitan
68
6. Mengapakah tuan memilih untuk bekerja di jawatan sekarang?
Pendapatan Lumayan
Bergaji tetap
Berpeluang untuk naik pangkat
Lebih dipandang tinggi oleh
masyarakat
Kemudahan sosial dan
fizikal yang disediakan
memuaskan
Tempat kerja selesa /
selamat
Kerja yang terjamin
Lain-lain, nyatakan
69
SENARAI SOALAN ( QUESTIONNAIRE )
BAHAGIAN 1
Bahagian ini bertujuan untuk mengenalpasti faktor-faktor yang mempengaruhi pekerja tempatan
kurang berminat bekerja di industri pembinaan;
Bagi pendapat tuan, apakah faktor-faktor yang menyebabkan pekerja tempatan tidak berminat untuk
bekerja di dalam industri pembinaan?
1
Amat Setuju
2
Setuju
3
Tidak Pasti
4
Tidak Setuju
5
Amat Tidak
Setuju
a. Imej pekerja industri pembinaan - yang tidak menarik dan merupakan pekerjaan
berstatus rendah dan tidak berkemahiran
1
2
3
4
5
b. Peluang peningkatan kerjaya dan kenaikan pangkat yang terhad / tiada
(contohnya daripada buruh dinaikan pangkat sehingga penyelia)
1
2
3
4
5
c. Kekurangan peluang menjalani latihan sambil bekerja untuk meningkatkan
kemahiran
d. Pekerjaan ini dilabelkan sebagai pekerjaan yang merbahaya, kotor dan susah
1
2
3
4
5
1
2
3
4
5
e. Pekerjaan ini bergaji rendah
1
2
3
4
5
f. Kurangnya kemudahan / Kemudahan yang tidak sesuai disediakan
(contohnya dari segi penginapan, kemudahan kesihatan, perlindungan sosial dan
insuran, pengangkutan, tandas dll)
1
2
3
4
5
g. Pekerja binaan tergolong sebagai kerja yang kurang berprestij, dipandang rendah
dan
kurang dihormati oleh masyarakat
1
2
3
4
5
h. Tempat kerja yang tidak selesa (contohnya kotor, panas, berhabuk dll)
1
2
3
4
5
i. Status pekerjaan yang sementara mengikut projek dan tidak terjamin
1
2
3
4
5
j. Pekerja binaan terdedah kepada risiko keadaaan tempat kerja yang merbahaya dan
tidak sihat
1
2
3
4
5
k. Pendapatan yang tidak tetap
1
2
3
4
5
l. Penglibatan ramai pekerja asing yang tidak mahir dan tidak berpendidikan
menyebabkan ianya dipandang rendah dan tidak menarik
1
2
3
4
5
Lain-Lain Cadangan;
70
BAHAGIAN 2
Mengenalpasti cara atau kaedah untuk meningkatkan penglibatan pekerja tempatan di dalam industri
pembinaan
Bagi pendapat tuan, apakah cara yang sesuai untuk menarik minat pekerja tempatan untuk bekerja di
dalam industri pembinaan ?
1
Amat Setuju
2
Setuju
3
Tidak Pasti
4
Tidak Setuju
5
Amat Tidak
Setuju
a. Mewujudkan lebih banyak peluang menjalani latihan untuk meningkatkan
kemahiran dalam pekerjaan ini.
1
2
3
4
5
b. Mewujudkan lebih banyak peluang dan laluan bagi peningkatan kerjaya dan
peluang kenaikan pangkat. (cthnya dari buruh berpeluang dinaikkan pangkat
kepada penyelia)
1
2
3
4
5
c. Mengambil pekerja untuk bekerja secara tetap dan mengurangkan sistem subkontraktor
1
2
3
4
5
d. Meningkatkan amalan keselamatan semasa bekerja dan menyediakan tapak bina
yang lebih selamat.
1
2
3
4
5
e. Meningkatkan imej pekerja bidang industri pembinaan di mata masyarakat.
1
2
3
4
5
f. Meningkatkan komunikasi yang berkesan di tapakbina di antara pekerja dan
majikan
1
2
3
4
5
g. Menyediakan kemudahan fizikal dan sosial yang lebih selesa (contohnya
kemudahan penginapan yang memuaskan, kemudahan kesihatan, perlindungan
sosial, caruman kwsp, dll)
1
2
3
4
5
h.
1
2
3
4
5
Mewujudkan pemakaian pakaian seragam yang berimejkan pekerja industri
binaan (contohnya
seperti
chef, mekanik, juruteknik dll yang boleh
mewujudkan rasa bangga dikalangan pekerja industri pembinaan)
Lain-Lain Cadangan;
Terima Kasih di atas kerjasama anda.