While the company has some positive aspects, including supportive colleagues, improved systems, and a performance-based bonus, significant challenges exist. Issues like nepotism, lack of support for teachers, poor management decisions, and an unsupportive work culture make it difficult for employees to thrive. Addressing these concerns could lead to better morale, improved retention, and a healthier work environment.The good thingsA few good colleagues are always willing to help and provide guidance.
The new system for keying in marks is systematic and user-friendly.
The principal and vice principal of academics are working towards creating a more organised and systematic environment.
Hard work is recognised and rewarded with a potentially good bonus.
The challengesNepotism:
Leadership roles are often given to friends and family, undermining meritocracy.
Example: The selection of the new principal seemed biased.
Inefficient Decision-Making:
Decisions are often poorly handled, leading to repeated tasks and wasted time.
Example: Teachers' input on class placements being disregarded when students are later allowed to choose their classes.
Parental Demands:
Unrealistic expectations to cater to every parental demand despite large class sizes (e.g., 28 students per class).
Special Needs Students:
Lack of proper training or resources for teachers to support special needs students effectively.
Special needs students are placed in regular classes without adequate support systems.
Limited Opportunities for Growth:
Overseas training opportunities are often reserved for management’s inner circle.
Transparency regarding such opportunities is lacking.
Employee Treatment vs. Student Discipline:
Teachers face harsh criticism, while students often escape accountability for their actions.
Example: Verbal warnings being the only consequence for students who hit teachers, despite management’s initial stance against such behaviour.
Bullying Culture:
Older teachers reportedly sabotage younger teachers in leadership roles.
To my knowledge, management is aware but fails to take action.
Lack of Employee Care:
Minimal recognition or care for employees’ personal milestones.
High employee turnover due to the lack of a supportive work culture.
Increments and Compensation, Medical Coverage:
Salary increments are minimal, often only around RM 200+.
Medical coverage is only RM 100 per visit. If you are charged extra, you will have to pay for it yourself.
Workload and Deadlines:
Excessive workload during certain months requires sacrificing personal time.
Major events like Sports Day and exam preparations add significant pressure.
Onboarding and Training:
New employees receive little to no formal training or guidance.
HODs fail to provide adequate resources, like sample exam papers, yet hold teachers accountable for unmet expectations.
Exam Paper Preparation:
New teachers often face repeated revisions and unclear standards, wasting time.
Training Sessions:
Often unproductive, led by management’s favourites rather than experts.
Frequent Meetings:
Redundant meetings could be reduced to once a month for better time management.