7-ELEVEN SDN BHD

PROJECT REPORT

TITLE PROJECT :THE EFFECTIVENESS OF MEDIUM TO HIRING NEW STAFF IN 7-

ELEVEN

LECTURER:PUAN SITI ZAITON BINTI YAHYA

SUPERVISOR:PUAN NOR FADHILAH BINTI RASHID

GROUP MEMBERS:

REGISTRATION NO. NAME

28DRM14F1052 NURUL NAZIRAH BINTI SHAMSUL KAMAL

28DRM14F1049 NURUL A’IN BINTI SUDARSO

28DRM14F1005 NUR ALIA BINTI AZLI

28DRM14F1016 MUHAMMAD IMRAN BIN MD NADZIFF

28DRM14F1003 MOHAMMAD KHAIRI BIN MOHD SAID

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TABLE OF CONTENT

CONTENT PAGE
Table of content 2
1.Objectives of the study 3-4

2. Executive summary 4-5

3. Introduction
3.1 Background Of The Outlet 7-8
3.2 Business Or Operation Analysis (SWOT Analysis) 9-10
3.3 Competition Analysis 11
3.4 Identification Of Problem Or Issue 12-13
3.5 Gantt Chart 14
4. Cost 15

5. Literature Review 16-20

6. Methodology 21-23

7. Finding 24-28

8. Conclusion and recommendation 29

9. Reference 30

10. Appendices 31-36

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1. OBJECTIVES

1.2 The Objectives of The Study

This study surveyed about the staffing and interview in the 7-Eleven super market with which
medium they are using to promote their vacancy process. An objective of staffing is to ensure
effective business operations. Employees should be provided with professonal enrichment
opprtunities. Job mentoring and job shadowing can encourage employees to learn more about the
industry and increase their ability to contribute to the health of the orgaization.

 To get feedback from customers about the 7-Eleven vacancy

 To know which medium that most using and will be selected
 To generate and get a new step to interview or give out people about the vacancy in the
creative and innovative idea.
 To get more information about staffing.

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1.3 The Objectives of Staffing

An objective of staffing is to :

 Ensure effective business operations.

 Employees should be provided with professional enrichment opportunities.
 Job mentoring and job shadowing can encourage employees to learn more about the
industry and increase their ability to contribute to the health of the organization.

1cheduling: staffing involves scheduling employees to cover shifts in order to perform the tasks
necessary to effectively run a company

-Flexibility: staffing should take into account the fact that sometimes a rigid schedule will fail to
adequately address the suprises and opportunities that are an mevitble part of company
operations

-Building skills: when workers perform the same tasks repeatedly, their morale declines because
they do not feel challenged

-Cutting costs: this does not mean a manager should keep wages as low as possible or schedule
workers for fewer hours because these cost-cutting measures can be quite expensive when
shoddy work results

-Need assessment: an objective of staffing is to be effective in determining the specific

manpower needs of the business. This may vary according to season and is likely to flow based
on changing economic conditions.

-Hiring and job placement: staffing begins during the recruitment process. Detailed job
descriptions are created in advance of recruitment to attract the best-qualified candidates.

-Training and assimilation: effective staffing involves a full-spectrum introduction to a

business corporate culture. This includes skill training as well as education regarding a company
policies and procedures.

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-Efficient workforce development: when employees are hired and appropriately trained an
objective of staffing is to pair the right employees with the right job responsibilities. This
involves assessing individual skills, talents and experience levels.

2. EXECUTIVE SUMMARY

The title of project proposal is to study about staffing in 7-Eleven super market. Staffing
isan important part of the company, because staffing will introduce the flow f the company, the
image of the company and the customer service of company. Staffing is important for every
aspect of a business. It plays an imperative role to increase a sales of the company. Staffing is
important for the business on the whole as it lets the business gain more customers, thereby
increasing business turn around because when customer satisfied with the treat so that they will
come again or buy more product in the store.

Staffing aims to match employee skills with necessary tasks in the most cost-effective ways.
Effective staffing involves understanding company needs, such as when its most important to
save money and when its most important to do the best job possible. It also involves
understanding the skill and needs of staff members as well as their passions in order to find the
best possible fit.

Staffing can be achieved using various media like television, newspapers, radio, banners,
pamphlets, magazines, websites etc. Each staffing media has its own process and one must
evaluate all of them before selecting a particular media. The main thing that needs to be
considered is that the staffing medium selected must be able to reach a large number of interview
soon.

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3. INTRODUCTION

3.1 Background of 7-Eleven

7-Eleven was founded by J. C. Thompson in 1927 as The Southland Ice Company in Dallas,
Texas. Started as an ice vendor, the company eventually began offering milk, bread and eggs on
Sundays and evenings when grocery stores were closed. This new business idea produced
satisfied customers and increased sales, spawning the precursor of the modern convenience retail
concept.

The company's first convenience outlets were known as Tote'm stores since customers "toted"
away their purchases, and some even sported genuine Alaskan totem poles in front. In 1946,
Tote'm became 7-Eleven to reflect the stores' new, extended hours - 7 a.m. until 11 p.m., seven
days a week. The company's corporate name was changed from The Southland Corporation to 7-
Eleven, Inc. in 1999

Joe C. Thompson, Jr.

We are the pioneer and the largest 24-hours convenience store operator in Malaysia. Upon
achieving its 1,000 mark in stores network, 7-Eleven Malaysia opened its door to local
entrepreneurs through its unique franchising program in 2009. We are the first franchisor in the
local market to offer existing profit-making stores to franchisees.

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7-Eleven stores can be found across bustling commercial districts to serene suburban residential
compounds throughout Malaysia, from petrol stations and LRT stations to shopping malls and
medical institutions. 7-Eleven is Always There For You.

Each 7-Eleven store carries over 2,200 SKUs, including our proprietary brands such as Slurpee
frozen beverages and Big Gulp fountain soft drinks. The variety of services available at 7-Eleven
include the bill payment service, sale of mobile phone reload cards, IDD/STD, Touch N Go
reload, internet games' starter packs, reloads via MOL Point top-up, ink cartridge
refill,photocopying, fax, automated teller machine (ATM), and bulletin board for neighbourhood
community.

In 2009, 7-Eleven introduced fresh brewed coffee and other hot beverages together with
packaged fresh food and bakery for the convenience of customers looking for ready-to-eat hot
food. All food items sold in 7-Eleven are certified HALAL and undergo stringent quality control
to ensure tastefulness and freshness.

Being the premier neighborhood convenience store, community building is in the heart of 7-
Eleven’s corporate social responsibility framework. 7-Eleven Community Care is a non-profit
entity set up to implement 7-Eleven Malaysia’s corporate social responsibility and philanthropic
initiatives. We believe in giving back to the society we operate in, with a commitment to support
the underprivileged groups and to sustain the environmental conservation effort at the local
community level across all regions. Kuala Lumpur and it is still in operation today. Malaysian 7-
Eleven stores are owned by 7-Eleven Malaysia Sdn. Bhd., which now operates 2,000 stores
nationwide (as of July 2016). 7-Eleven in Malaysia was incorporated on June 4, 1984, by the
Berjaya Group Berhad. The first 7-Eleven store was opened in October 1984, in Jalan Bukit
Bintang, Kuala Lumpur.

7 Eleven Malaysia Holdings Berhad through its subsidiary 7-Eleven Malaysia Sdn. Bhd. is the
owner and operator of 7-Eleven stores in Malaysia. Incorporated on 4 June 1984, 7-Eleven

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Malaysia has made its mark in the retailing scene and have been a prominent icon for over 28 -
years. 7-Eleven Malaysia is the single largest convenience store chain with more than 1,905
stores nationwide, serving over 900,000 customers daily.

3.2 SWOT Analysis

3.2.1Business or Operation Analysis

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 STRENGTH
- Convenient locations
WEAKNESS
- Overall brand equity
- High rental costs
- Individually branded
product - High staff costs
- Franchised model - Franchisees
- Diversity of income

OPPORTUNITY THREATS
- Continued market - Supermarkets moving to
development 24/7 hours
- Increased product offering -Supermarkets moving to
online deliveries
- Exclusive product offerings
- Security
- Co-branding locations
- Economic threat
- Shoplifting

3.2.2 Staffing analysis

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 STRENGTH
- High of basic salary
- 2x salary payment in a month WEAKNESS
- Job training - Working for 12hours perday
- Health insurance - Working in a shift time
- Hostel provided for certain - Working in a public holiday
area

OPPORTUNITY
- Provide support, training and
education to help employees at
all levels excel.
- Upgrade level from staff to
management
- Provide working while
studying in store
THREATS
- Competitor salary provided
- Opening 24/7 and easy for
roberry
- Handling customer complain

3.3 Competition Analysis

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7-Eleven main competitors

 My News-My news changed to favor the locations of modern trade such as shopping
malls and hypermarts as they are more convenient, accessible and appealing to the
customers. Shoppers are lured by the locations of the outlets, environment, product
display, promotions and the loyalty programs.

 KK Supermarts- KK super marts offers a great variety of goods ranging from fresh
fruits & vegetables to IDD reload cards, sufficient for any household daily
requirements. KK super marts also provides a variety of services, from faxing to photo
copying, ATM and even remittance counter. With a set of excellence guidelines
contributing towards consumer convenience, we strive to enhance KK super
marts’s achievement.

Strengths Weakness

 Strong partnership  Roberry

 Legacy  Work in shift
My News
 24 hours operation  No night shift
 Comfort place for allowances
working
 Established &  Roberry
credible store  Lack of customer
 Easy to get a new services
KK Supermarts position  Less effort to attract
 High payment of new customers
salary

3.4 Identification Of Problem Or Issue

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Staffing aims to match employee skills with necessary tasks in the most cost-effective ways.
Effective staffing involves understanding company needs, such as when it's most important to
save money and when it's most important to do the best job possible. It also involves
understanding the skills and needs of staff members, as well as their passions and idiosyncrasies
in order to find the best possible fit.

Today’s businesses face challenges that would have been unthinkable even five to ten years
ago. The 24-7 business climate requires constant innovation, new product offerings and
services. In addition, staffing expectations and needs are more demanding than ever while the
ability to find qualified candidates has diminished. There are also the numerous day-to-day
details that managers and business owners must juggle to maintain project schedules and
remain compliant with legal requirements. All of these challenges require time and effort that
would be better spent making strategic decisions. However, many businesses can solve these
challenges fairly easily simply by partnering with a temporary staffing agency and utilizing
their skills to the fullest.

Staffing problems range from not having enough employees to having too many. You can always
hire regular employees, but sometimes you only need someone for a little while. When your
company needs help they often need it right away. Markets change and the economy change with
it. Businesses need to have that type of flexibility also. The economy could change in one or two
days. So you have to be prepared to make changes in your business within a day or two as well.
If you're not prepared it could mean your business goes into a slump and if the rest of the
economy is in a slump too it could be really hard for your business to recover.

Every manager has to make sure that they have enough employees. Without employees there is
no product or company.

Staffing involves scheduling employees to cover shifts in order to perform the tasks necessary to
effectively run a company. Some businesses, such as retail stores, must cover a set number of

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hours, or the times when customers expect their doors to be open. Other companies, such as
manufacturers, earn income by completing a specified volume of work regardless of how long it
takes. If your business must staff a specific number of hours, it makes sense to schedule your
best employees during the busy times and the lowest achievers during the slowest times. If your
company profits by completing a set amount of work, staffing is a matter of scheduling the most
efficient workers to complete a project as quickly and thoroughly as possible.

Every business encounters unforeseen circumstances. Staffing should take into account the fact
that sometimes a rigid schedule will fail to adequately address the surprises and opportunities
that are an inevitable part of company operations. Successful staffing should have built-in
flexibility to allow for extra work when necessary and to cut back on shifts when demand
unexpectedly drops

Staffing also should build the skills of employees. When workers perform the same tasks
repeatedly, their morale declines because they do not feel challenged. Scheduling employees for
responsibilities outside of their comfort zone enables them to grow, learn and maintain interest in
their jobs. It also benefits management by enabling a company to be able to draw on more
employees qualified to perform a broader range of tasks.

3.5 Gant Chart

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 Proposal and Project DiscussionBy Week

Time
Task W1 W2 W3 W4 W5 W6 W7 W8 W9 W10 W11 W12 W13
Briefing/Project
Definition
Discuss by group

Sketch/Draft project

Discussion by group
with SM and FM
1st Group meeting
(combine ideas)
2nd Group meeting
(divide project part)
Distribute vacancy
form to customers
Data Analysis

Finalized Checking

Lecturer Approval

Begin Report

Presentation and
Report

4.COST

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 ACTIVITY DATE COST

1) PUBLIC 20/8/2016 RM20.00

TRANSPORTATION
2) PETROL 10-12/9/2016 RM15.00
3) FOOD 12/9/2016 RM25.00
4) PHOTOSTAT 18/9/2016 RM5.00
TOTAL : RM65.00

5. LITERATURE REVIEW

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Before this, the human resource has conducted interviews with the cooperation of the HQ but the
results are not encouraging and postponed until today. As such, an idea to work together with the
operation in interviews conducted openly in areas that get people's attention. Based on a study
conducted earlier at Career Fair Grounds Job fair in the Main Stadium Sports Complex, Kuala
Selangor Stadium .The results are somewhat disappointing for underserved students there due to
the population there is less interested in jobs that are held in place under the limelight.

In 2012, 7-Eleven team members organized interviewing many residents in the vicinity of
Felda Pasoh, Negeri Sembilan. The response they found was not encouraging because no visitors
to fill out a form to work at 7-Eleven because it believes that work in the store 7-Eleven does not
challenge and they focus on the work at the office quieter than the many visitors or running a
retail business such as 7-Eleven. It also is similar to the activities carried out in Rawang KTM
involving all Field Manager down to the ground by distributing catalogs' Come Join Us at 7-
Eleven’ is also no maximum impact and same goes to the interview held at Jabatan Tenaga
Kerja, Rawang Selangor and at Dewan Cheras interview session.

This continued throughout the course of 7-Eleven expedition team to find out who is
interested in participating 7-Eleven until they run these operations again in Kuala Selangor in
2013 where there are charging as much as 6 persons interested in participating in the work of the
7-Eleven. Even so, only one among the six people who survived in the 7-Eleven until today
while others have already resigned.

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5.1Introduction

Staffing is the practice of finding, evaluating and establishing a working relationship with future
colleagues on a project and firing them when they are no longer needed. Staffing involves
finding people, who may be hired or already working for the company.

In knowledge economies, where talent becomes the new capital, this discipline takes on added
significance to help organizations achieve a competitive advantages in each of their
marketplaces.

Staffing can also refer to the industry or type of company that provides the functions described in
the previous definition for a price. A staffing company may offer a variety of services including
temporary help, permanent placement, temporary-to-permanent placement long term and
contract help, managed services, training, human resources consulting and PEO arrangement
(Professional Employer Organization) in which a staffing firm assumes responsibility for payroll,
benefits and other human resiurce functions.

The term ‘staffing company’ has replaced the term ‘temporary service’

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5.2 STAFFING THE ORGANIZATION

Staffing is one of the most complex and important tasks of good HR management

A) Recruiting Human Resources- process of atracting qualified persons to apply for open jobs

i) Internal Recruiting- practice of considering present employees as candidates for job openings
ii) External Recruiting- practice of attracting people outside an organization to apply for jobs

B) Selecting Human Resources

i) Application Forms- validation process of determining the predictive value of information

ii) Tests- tests of ability, skill, attitude or knowledge
iii) Interviews- interviews are sometimes a poor predictor of job success although they remain a
popular means of screening candidates. Validity can be improved by training emloyees to be
aware of potential biases created in the interview situation and by using structured interviews in
which questions are written in advance and all interviews follow the same list of questions for
each candidate
iv) Other Techniques- polygraph tests are declining in popularity, although some organizations
require physical exam. More organizations are using drug tests, particularly in which drug-
related performance problems could create serious safety hazards for customers or employees.

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5.3 PROCESS OF STAFFING

The interview process

Preparing for the interview

-If your application has been selected for an interview, a member of the department hiring team
will contact you to set a time. Now this is your chance to do some background research and to
gather together everything you need to come to the interview confident and prepared.

Know the requirements for the position

-Re read the job description carefully and ask your contact for any additional information. Make
sure you have a solid understanding of all the responsibilities, skills, certification and knowledge
required and that you are able to accomodate the job location and hours.

Refresh yourself on your experiences and work history

-Examine each skill and qualification in the job posting, then review your own work and
volunteer history as its relates to the posting. Prepare examples of experiences or successes that
back up each requirement.

Prepare for specific quetions

-You will likely be asked questions about your teamwork skills, your interpersonal relations,
your management style or your ability to work in a diverse environment. Review the job posting
again and try to anticipate other likely areas of questioning and prepare honest and concise
answers that highlight relevant aspects of your work history and life experiences.

During the interview

The board will then begin asking you a series of questions to assess your knowledge, abilities
and personal suitability. These may include:

-Closed question that demonstrate your knowledge by requiring a specific factual answer

-Open ended question that are broader in scope and require you to work through the answer

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-Situational questions that describes a hypothetical situation and ask how you would proceed in
those circumstances

-Behavioural questions that ask you to describe a time in your own history when you dealt with
a certain situation and to explain how you dealt with it

-Tests that demonstrate your ability and knowledge of specific relevant tasks such as
keyboarding, accounting principles or writing a memorandum. These may be written or
performance based tasks

-Situational exercises that use hypothetical situations to demonstrate your ability to solve
problems or make decisions after the interview.

After screening and interviewing each candidate, the selection board scores and ranks each one,
then checks the references for the top ranking people. Once they have made their decision, they
contact the succesful applicants, as well as everyone who was interviewed.

If you are selected for the position: You have met or exceeded the essential qualificatins of the
position. You may be given a conditional offer, pending appeals from bargaining unit employees

If you are not selected for that position: Many more opprtunities await you in the future. Ask
the human resources representative responsible for the competition to explain the reasons you
were not succesfull. This feedback can be a great help in your next job search.

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6. METHODOLOGY

6.1 Profile of Respondent

Variable Classification Total (%)

Gender Male 50

Female 50

Race Malaysian 60
Foreigner 40
Age 18-24 40
25-39 30
40-45 20

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6.2 Social Network User

Social Network User

30

25

20

15

10

0
facebook instagram twitter

From 6.2 data,we can conclude that customer use to know about any of information about 7-
Eleven through the facebook better than instagram and twitter. The social network user in
facebook is 30% while instagram and twitter in the same of level 10%. From this data, we can
put the vacancy information in the facebook so that customer can join with this event soon.

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6.3 Data Collection

The research made use of primary data, which was collected using a structured questionnaire
distributed to the 10 respondents sampled from the 7ELEVEN public at 7ELEVEN Plaza Damas,
7ELEVEN Publika and 7ELEVEN Solaris.The administered questionnaires were collected after
completion by the respondents on the same day and their responses used for analysis. The
questionnaire had both open ended questions and closed ended questions to guide the respondent
through the filling of the questionnaire as well as probe them for more information.

6.4 Data Analysis

The examine the public interest in being a staffing in 7ELEVEN to get a new experience in the
retailer. The mean responses, standard deviation and other relevant statistics were computed to
better understand the data. The data collected was compiled and edited to check for logical
inconsistencies. The data were then coded according to the responses. Relationships between
responses was assessed and presented using tables and graphs and analysis was done using
EXCEL. Regression and Correlation analysis was applied in this study to reveal relationships
among variables in the findings from the data.

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7. FINDING

7.1 Whether the Public Recognize 7ELEVEN

Background of 7ELEVEN

40%
YES
60%
NO

Based on the diagram above is the percentage of that, does the public know about 7ELEVEN.
The results of the survey found that 40% of the respondents said yes and 60% of the said no.
That means the majority of respondents don’t know that 7ELEVEN is the convenience

7.2 Whether know about advertisement of vacancy in 7ELEVEN

30%

yes
no

70%

Based on the diagram 7.2, the percentage derived from the results of the survey at three branch
outlets in Kuala Lumpur. From the results of this study, the highest percentage was 30% of
respondents say they didn’t know whether there is the advertisement of vacancy in 7ELEVEN.

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7.3 Interested to join team of 7ELEVEN

YES
50% 50%
NO

Based on the diagram 7.3, the percentage of the public interested to join team of 7ELEVEN is
5O% of the respondent said yes and 50% said no.

7.4 Which Medium That Customer Suggest to 7ELEVEN

10%

10%
Direct
facebook
50%
instagram
twitter
30%

Based on diagram 7.4, reveals that 50% of the respondents was given the suggestion 7ELEVEN
to make advertisement on media social.

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7.5 Ways That Customers Prefer To Fill in The Vacancy Form

20%

80%

walk in online

Based on the diagram 7.5, the percentage to walk in is 80% higher than online 20%. Most
respondents prefer to fill in the form by walk in better than online.

7.6 Customer Willingness To Work In Any Shift Given

Willingness to Work In Any

Shift

30%

70%

Yes
No

Based on the diagram 7.6, 70% of the customers are willing to work in any shift that has given
by the store manager while 30% of the customers did not agree due to working hours in 7-eleven.

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7.7 Whether The Customer Know About The Salary That 7-Eleven Provided

0 Customers'
0
knowledge

Yes No
50% 50%

Based on the diagram 7.7 above, we noticed that 50% of the customers do know about salary
provided by 7-eleven and the other 50% of the customers do not know anything regarding to
salary from the company. So, the conclusion is, customers alert to the banner display in front of
the glass window.

7.8 Whether The Customers Know About Position Provided By 7-Eleven

0
Knowledge About Position
Provided
0

40%
Yes No

60%

Based on the diagram 7.8, majority of the customers which is 60% are telling that they did not
know about the position 7-eleven provide to their staff and only 40% of the customers know
about the raised position.

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7.9 Whether Customers Know About The System Work Study In 7-Eleven

System Work Study

30%

Yes No
70%

Based on the diagram above, it shows that most of the customers which is 70% are already
know about the system work study provided by 7-Eleven under surveillance of Berjaya Group
Sdn.Bhd. The other 30% of the customers that replied by saying ‘no’ have less exposed to a
retail business by 7-Eleven.

7.10 How Many Times Customers Came To 7-Eleven In A Week

Frequency of Customers Buy

0
At 7-Eleven
0

40%

60%

Always Rarely

As we can see on the above chart, it shows that 7-Eleven is having a hard visit from the
customers at 60% as the merchandise prices are expensive. While having difficulty, 7-Eleven
still has their own regular customers stated 40% in above diagram as the quality of the products
give satisfaction to them.

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8. CONCLUSION AND RECOMMENDATION

After conducting a study of staffing, we found that the people in our surroundings do expose in a
retail business that has been done by 7-eleven. The results of the survey found that 57% of
people said yes and 43% of the people said no which means 7-Eleven has a big opportunity in
hiring new staff who has the skill and certificate from the university or the company itself which
is Berjaya Group Sdn.Bhd. Based on the pie chart that has been done, the majority of the
customers agreed to the questionnaire provided by the manager.

We suggest to 7-Eleven to hire staff by doing an open interview at certain places and at certain
times so that many people will see how systematic and how the manager interact with people
from all other places such as local or non-local. 7-Eleven also need to be more active in the
social media to advertise their staffing project because media social is one of the important
mediums that own all kinds of features, which implies a great potential and powerful advertising
medium currently and even in the future. If such opinion from the customers is accepted by the
company for an example, do filling the vacancy form by online, it is not impossible for the
company to hire more staff for certain stores.

On top of that, staffing project has a better in every store to keep 7-Eleven retail business ranking
is the best among the best. For more satisfaction but less energy use is by social media because it
has a better impact than traditional media in the features. Furthermore, social media are the only
medium so far which owns the feature of interactivity. Beside using social media, we think that
by opening interview for vacancy is also a great way on how every manager interact with the
people face to face

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9. REFERENCES

 HQ PERSON

PUAN SAKINAH BINTI ABD HALIM

FIELD MANAGER, HARTAMAS

018-2711360

CIK AZEAN BINTI AHMAD

MANAGEMENT TRAINNER OF 7ELEVEN

012-9226575

 INTERNET

https://www.google.com/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-
8#q=7ELEVEN+MALAYSIA

https://www.google.com/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-
8#q=7ELEVEN+HISTORY

 BOOK
I. NSTP BOOK OF 7-ELEVEN(NEW STAFF TRAINING PROGRAM)
II. SMTP BOOK (STORE MANAGER TRAINING PROGRAM)

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9. APPENDICES

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