無懼世事變改

股友们永不言敗，往往期望自己可以成为股神。無懼世事變改,只需知道有勇氣就会覓到幸福,
軟弱后會再有氣慨，別連累你對我失望.（低价快点回彈）。
從無回头望也不会定論什麼, 數百個陌生人也沒身份和也沒資格  阻我理想. 跟處境比賽 命途沒法割愛。

故事

小强喜爱賭，从博彩游戏到股票，賭到沒天沒夜。有沒有胜，当然有过,不过輸得更多。在各种各样的賭博游戏的參予里，輸之后,小强綐会無奈說，为何在开始胜時而不停一下呢？

雖説賭和做生意是兩碼子的事，但比较一下龬鉄业的現狀，那和賭有什分别呢？如果説政策的影响但为何別的囯家的產品会比较便宜呢？是不是這本来是低成本的產品而本身的無能控制不了而失去競爭力呢？

就好像低成本的衣服冠上了品牌之后而賣出的价格多出十倍呢？所謂的高貴品味是失𧗾价格的賣点，龬鉄能這样生產嗎？

銀行家也賭，股票市场也在賭，賭龬鉄业的起死回生。那小強就用這籍口來継續賭。小强忘记了，在每一个企业里面,不是你制造多少,人家就得接受全部你的成本加你定下的賺幅，就好像你所下注的馬兒給牠吃得好就一定能拿冠军。

管理層控制成本的能力主宰了你生產的制成品的需求和延績。市场上的价格往往是亜洲企业家的致命伤。就好像現在它们認油气和屋业是必然所賺的行业。如果全部跟風那和小强的賭博有何分别呢？

五分钟徒步走

每天在路上看见各种各样的汽车心里就会想，为什么不会看到只有一种尺寸的汽车。如果只有一种尺寸会不会减少车禍呢。汽车生產來个協议全生產同一尺寸大小一样的车而令路面更加寛，移动空间大了可能会把塞车減少。

再说如果馬路上全部是軽快鉄路。而从停止时至你要的地点只是五分钟路程，你还要駕车嗎？

習慣令人懒惰，而每天从車站步行五分钟去工作，再步行五分钟去車站上軽快鉄而回家，已经是十分钟运动人会不会更健康呢?

在股票巿㘯里会等那五分钟嗎？在最后五分钟的買入大手的股票可能会令您成为大股东而明天就是你主宰公司的未来动向。在五分钟里把手头上的股票賣完明天您就要离开公司而去。

再想一想你買入而自己決定不做而委任專才做，而賣完您不需要离去只因为您不曽進入那又如何离开呢。遊戲要看捨得不捨得，不应把遊戲当成您未来的步伐而最终您会享受這种乐趣。

Annual Report & Employee

New rule enforce Malaysia PLC annual report must  include percentage of type of employee data ( it means include of race of employee). Initially local media hold such responsibilities because in their reported news always highlighted what type of race involved in the incident. In the first place, they should tell international we are Malaysian mandarin language newspaper or we are Malaysian Malay language newspaper. Not like now we are Chinese associate paper. In the reporting they should said how many Malaysian involved in incident , not specific it India , Malay or Cina. Then nation start thinking we all Malaysian and so harmony start consolidate. We are all Malaysian just has difference lifestyle or little culture difference.

So. PLC should highlighted how many foreign workers compared with Malaysian and then analysis the total percentage wages have been paid out  to local or foreigner. The percentage of contribution to turnover derived from local or foreign worker. It can help local government to well know the strength of local employee and then provide the suitable courses to improve their skill.

Forthermore, set a rule to compulsory PLC provide the testimonial to leaving staffs to help them to get better job. Enforce the PLC to issue such testimonial as practices and then set up a standard format for them to all the employee. That will help manpower market become more professional and meet the challenge from international. Government link company enforce such testimonial as ISO 9001/2 requirement then help employee well know what is their basic skill require in the working environment.

We should not blame anyone at current situation and government should not create another issue of blaming or enforce some company must employ certain percentage of difference race/ difference colour of Malaysian because all are Malaysian. The main problem derived from education system have wrong direction and emphasis the quantity of certificate. So, private institute printing the QE Certificate for market demand and so ignore the quality of certificate.   

Government enforcing the testimonial system help to know what skill should provide in the school to help our new manpower easy to get the job. Based on the testimonial government well know that is it the corporate not given enough support to the lower range staff sufficient training and then purposely lower down the salary.

Corporate should well know of the basic jobs requirement in the business and then may not misuse/waste of manpower. If our mind still remain/set in 50an or 60an years ago to meet the current economic environment then we are worst and finally all population will suffer in the normal lifestyle with low pay.

Interesting are Annual Report content of Directors Remuneration but no one shareholders query on that as well as the SC also, What is the meaning for it? Is it allow the Shareholders or SC to stop them pay high salary to directors or certain percentage must fixed,  like every dollar pay out to directors must multiple 2 times for human resources planning. So, we will know whether the directors are come to grab money or really assist company to growing up. SC should set up a rule, related party should not allow to vote on directors remuneration for related directors if the salary more than 20 times above of average salary for low range staff in the company.  Example, if office boy and cleaner average salary is 1,200 per month, then maximum pay out for director is 24,000 per month (Inclusive of others benefit) to each director. If directors are related, sum up also not allow more than 20 times. More than that such full amount/every single cents must obtain the minority interest approval in the AGM. So, the minority will vote for directors skills and talent in the AGM and approval attached with set up the provident funds for training staffs or human resources funds must be established after the approval.
Example, 100 million remuneration for Directors then the human resources expenses scheme must have 200 million reserve or 200 million have spend through out the years for training of employee.

I do believe after someone read this post may scroll me like hell. Haha , I do not care . 

企业和員工

一个有責任感的企业究竟是应该怎样的呢？是不是準時出工资就算是了。很多管理学大師已经出書和教督了。我不必要再说了。

其实一生中或者說工作了三十年的我，什么才是員工所需要可能可以談論一下。在上市公司里我们可以看到的是董事们的薪資是如何高。不要說要定下二十剖的限定。其实它享用的便利和福利也很多，就好像美其名外国看业务，所住的費用和交通费用已足够請一个或者十个的員工。还有的是免费的交通工具和修理費用，有誰敢在股东大会提出机制和制度來把資訊透明化呢？

所有的企业都有工作時间表，当這時间表用在董事或它们的親屬时也变的模糊不清。又有誰來理论呢？还有的是当企业有很多的子公司时，同时也用回母公司一样的董事们，也分配薪資。又有誰问他们怎样分配时间去管理呢？其实可憐是員工还被要求有所表现。那当然员工只是可領一份薪資而已但包括每间子公司的工作。美其名叫multi tasking or 多勞多得。

当公司业績表现良好时，董事们的薪資和花紅是驚人的。不过当公司虧損也不見得他们不領薪。員工们就要等著被栽或減薪資。

其实在生活中，我認識不少CEO ，往往看到在正常工作时间他们正在娛乐，美其名是談生意。

在上市公司已经這样子，私人机构更历害，大多数是股东的親友们在搞一家親的戲。不然就是週年晚会也是大家的联誼会，不是員工的慰勞宴而其实是股东们的家庭聚会。

当老公是員工和老婆是股东时，教員工听誰說好呢，把它合理时，老公会説税务问题所以編排老婆做股东，还会說一句他比税务專家历害懂得免税。　

這当然不是问题但要投票或者更改企业时,问题一籱蘿。因为在法律上兩个在公司都是有地位。換那一个都有麻烦。还有的家庭成員的朋友在職塲走來走去。喜欢就來把公司当成百貨公司。

其实那以上所說对員工沒有太大的伤害。最大的伤害是員工们在他所処的崗位上是普通的，当业务續継时而員工是那种不希望進步的人时,那他可以終老,不过他不会幸福。永远是下層。

我希望的企业应该可对員工们学习生活的技巧。就好像一个送货員，最少要他们認識到运輸的重要性和怎样操作用最快最少的費用來运輸。或那一路线是必须的而以后在供应方面他將会至少是一个普通的専业，当他离开时最少也可以派報紙。職塲是生活所需而制造出来的，所以当人们歸去時或退下職塲时，職塲历驗就是个人所学习到以后生存的机会。

企业们时常說，員工是公司的資產，不过他们永远不希望这个資產有独立生活的机会，不然他们会認为您將离开他而去。而他们会煩惱。

有良心的企业会想当我的員工在職塲是沒人要时，就是我们沒有把員工的价值提升所以应该沈思怎样再培训員工而不是把他弄走，那时才可說我的公司是有企业良心的。