How to Overcome Expatriate Employee Obstacles in Malaysia

How to overcome expatriate employee obstacles in Malaysia? To overcome obstacles that may occur during the process of employing expatriate in your organization may be a challenging process. Different countries have different law structures, and organizations who wish to employ an expatriate may face many unfamiliar laws and regulation. Just like in Malaysia, there is regulatory compliance that needs to abide. These processes must be done in accordance with the given guidelines for a smoother transaction.

To ensure all regulatory compliance are followed, it is best to have a specialist that can assist in managing and obtaining the local guidelines to ensure all abides by the law. To apply for your expatriate’s work permit, an organization must be licensed under the Expatriate Services Division (ESD). Even so, your HR person needs to have the right experience and be constantly updated on the latest procedure and criteria that need to be followed.

Hiring an ESD specialist on your side, it provides a more efficient, effective and innovative services for expatriates and organizations to submit expatriate related immigration matters, as they are licensed and are more updated on the latest Malaysia regulatory. An ESD specialist will assist you in the expatriate process, which then will help to improve the quality of delivery to companies employing expatriates in Malaysia.

A licensed ESD specialist will have the required experience to assists in all the services relating to expatriates. At EDMS Consultants, we provide expatriate services such as dependent pass, expatriate work permit, employment pass, professional visit pass, insurance planning, spouse work permit, preparation, and submission year-end personal tax and more. We assist our clients to submit expatriate-related immigration information online and speed up delivery process, especially dealing with the related government agencies.

We have experienced consultants that will assist in the document translation process that requires all documents to be in Bahasa Malaysia (Malay language). It is vital to get all translation done by a professional as failing to do so can lead to misinterpretation issues, which could lead to more delay in the approval process.

Apart from that, our consultants will also assist in monitoring your expats’ visa status and validity, or in case any potential changes in law, we will notify them directly. Reason being it is important, is to avoid any unintended tax charges to your employees.

Aside from that, expats also must understand and be aware that unexpected exit from the country leads to visa violation, hence it is best to follow the right procedure and doing it the right way to avoid from being blacklisted from entering Malaysia.

If you wish to hire an expatriate as your employee or would like to know more about our services, we are more than happy to assist. Kindly contact us at +60 3 7831 9660 or simply drop us an email at


How Hong Kong bosses are driving candidates away

 in All markets by Bridgette Hall

Hong Kong bosses are driving candidates away. The evidence is clear companies are struggling to attract and retain top talent and yet long and complex recruitment processes have them losing out.

According to independent research commissioned by recruitment firm by Robert Half, the study that analyzed responses from 500 Hong Kong jobseekers found that more than 7 in 10 (72%) of candidates have taken a second-choice job offer because their preferred employer took too long to give them an answer.

Despite 72% of job seekers saying that they lose interest in the role if the hiring process takes too long, the research also found that hiring managers are taking their time to get back to job seekers. More than half (54%) of candidates have waited longer than a month to hear back about a role for which they have interviewed, while 27% have waited longer than six weeks – and 21% even over two months. Merely 6% got feedback on the same day.

This contrasts sharply with candidates’ expectations of the hiring process. The overall majority (88%) believe it is reasonable to wait up to one month – from initial application to getting a final offer. Only 12% think it’s acceptable to wait for over a month.

“Hong Kong companies are in a fierce war for talent and are competing to find the right skills and talent. To take their business forward, employers cannot afford to alienate potential workers with long drawn-out hiring processes,” said Adam Johnston, Managing Director of Robert Half Hong Kong, in a press release.

“High-calibre jobseekers know they are in demand, so the fact that so many of Hong Kong’s job seekers are turning down their dream job because they’ve been left waiting for so long is concerning.”

“The process of narrowing down candidates during the hiring process can be time-consuming. However, if hiring managers fail to adapt their recruitment process to the expectations of today’s candidates, they will increase the risk of losing out on the best talent on the market,” continued Johnston.

“To strike the right balance for today’s candidates, businesses need to conduct an in-depth review and streamline their entire interview process from initial outreach to final job offer.”



Why Should Organizations Outsource HR Management?

These days, most business owners are finding it hard to make a decision of finding the right HR firm/consultant to outsource their HR management too. Finding the best solution for the benefit of the organization may be difficult especially when your organization is used to having an in-house HR management.

Well, times have changed. Nowadays, it is a trend for organizations to outsource especially for small businesses.  Outsourcing your HR management saves time especially in the payroll section and overhead cost are reduced. With so many tasks and main goals to reach, smart owners of small businesses understand that engaging with professionals helps to make their businesses run more smoothly.

Especially with the constant change of the market, it is wise to have your organization’s HR management handled by professional HR firms. Having an external HR consultant having to do your HR management gives you the advantage to having a wider viewpoint on what is considered best practices, salary & performance benchmarks due to the high exposure to clients in different industrial sectors. This is a big value add when considering internal/external support. Hence, your organization need not worry about not maintaining standards in the current market.

Having an HR consultant by your side is a great addition. By outsourcing your organization’s HR management, it frees up some of your employees who can be used to the benefit of other aspects of your business goals.

Organizations are able to concentrate on the growth of the business, such as the development of new products, solutions, and services, improving customer approach and focus on attracting potential business and prospects. Aside from that, with HR outsourcing, your employees benefit packages will be on par with your competitors as HR firms are constantly updated with the latest market change.

The specialty of outsourcing your organization’s HR management is that you will have professional personnel that specializes specifically on human resource. By outsourcing HR management, you can leave all your payroll and HR problems to the professionals. All processes of your organization’s monthly payroll and reports (both statutory reports and customized reports based on your requirements) are done off-site.

There is no doubt that despite being cost-effective, the consultants also work effectively and provide better results. HR outsourcing firms help businesses minimize risk. The HR consultant helps businesses comply with these laws to avoid any lawsuits brought by the employees. Not only that, your organization data are more secured.

At EDMS Consultants Sdn Bhd we assist our clients in providing a total HR solution. We assist from outsourcing of payroll, expatriate services, HR management/advisory, talent acquisition and other services.  To know more on how we could assist you, call us at +60 3 7831 9660 or simply email us at

M-Files Named an Innovator in the Aragon Research Globe™ for Enterprise Content Management, 2018

We are pleased to share thAt M-Files has been named an “Innovator” by Aragon Research, Inc., in the Aragon Research Globe™ for Enterprise Content Management, 2018. This recognition validates the momentum of our success in 2018 – spearheaded by M-Files 2018 and the Intelligent Metadata Layer.

The Aragon Research Globe is a graphical representation of Aragon’s analysis of markets and their component vendors. Aragon evaluated 12 major ECM providers based on criteria of strategy, performance and reach, and they define “Innovators” as vendors who have strong strategic understanding and objectives in their respective industry.

As the number of information siloes increases in today’s enterprises, it is crucial for businesses to find new ways to manage how their information is stored, but most importantly, how it is accessed. At M-Files, we flip the traditional location-based content management approach on its head, employing the combination of metadata and artificial intelligence alongside our repository-neutral Intelligent Metadata Layer to shift the focus from where a piece of content is stored to what the piece of content is and in what context it relates to the user. The recognition from Aragon Research Globe is a testament to our continued efforts to simplify and streamline the practice of intelligent information management.

We offer a unique answer to the growing number of ECM repositories, allowing users to work with content within their familiar systems while providing necessary context of how the content fits into the bigger enterprise picture. As we continue to enhance our capabilities with the likes of AI, machine learning, and natural-language processing technologies, we will continue to push the edge of innovation with our dynamic, flexible, metadata-driven approach to ECM.


Smart BoM’s and Spares Data Management Speeds Up Adoption of a FPSO

MaxGrip is a preferred partner for maintenance and integrity services. A process that could have taken up four years was carried out by MaxGrip in 9 months. 

A multinational Oil & Gas company produces oil and gas from more than 50 fields in sea. Production from the field, 210 km from the mainland, is processed through a Floating Production, Storage, and Offloading (FPSO) vessel. The company purchased the FPSO from another company in 2013 and then faced the challenge of incorporating the new asset according to the company’s standards as quickly and efficiently as possible.

The FPSO was originally built as a tanker. It can produce 45,000 barrels of oil a day and store up to 560,000 barrels. The conversion took place in 1997 and strange as it may sound for a vessel moored at sea, that makes it a typical ‘brownfield’ asset. In order to guarantee asset safety and integrity, The company adheres to strict house rules when it comes to the adoption and incorporation of new production facilities. Even before the purchase, it was clear that this would become a complex and lengthy process. For a start, the previous owner manages its assets with Maximo, while the company now works with SAP.

Bills of Materials and Spares

MaxGrip has been partnering with the company for over ten years and is a preferred partner for maintenance & integrity services. Because of our track record in project delivery, and our extensive knowledge of the company’s systems and processes, we were contracted to help turn the FPSO into their asset. An important part of the overall scope was collecting and processing all relevant data on materials and spare parts. The (re-)structuring of the Bills of Materials (BoM’s) and defining of all Spares was needed to link each item to the correct functional location in SAP. This process ensures compliance with safety legislation and the company’s own requirements, as well as a smooth transition and efficient future operations, including maintenance work.

Simple and smart

“We pride ourselves on going further than the competition”, says Mark Mulder, Vice President Oil & Gas at MaxGrip. “We want to get things done in the simplest and smartest way possible. That is how we came up with the idea of using the software system that the company deploys for greenfield developments and tailor it to the brownfield requirements of this project. By using our own database as a bridging tool, we were able to create the files for mass uploads to the software and save lots of valuable time.”

Data collection

Before making all data available in SAP via the software, MaxGrip had to collect them from various sources. The history of the FPSO meant that information had to be gathered not only at the shipyard that built the original tanker, but also at many other companies that have since worked on the conversion, adaptations, repairs, and maintenance. To create a complete picture, data were collected from archived product sheets, purchasing orders, engineering spreadsheets, supplier manuals, and contracts. The project covers a total of 28,000 pieces of equipment on the FPSO, each of which can contain over 500 parts. The detective work and the smart uploading were completed within nine months. An impressive feat by any standard, as was confirmed by a company’s specialist: “If we would have done this by the original process, it would have taken us four years.”