Below is the information we collected from the job analysis questionnaire by interviewing the assistant HR manager. Additionally, some of the information we found comes from various sources, such as human resources textbooks, online websites, and articles. 1.0 Job Identification The following job description is collected through interview. The interviewee we selected to conduct the interview is the full-time assistant HR manager working at X-Fab Sarawak Sdn Bhd. The number of people holding this position in the human resources department is 5 people. Assistant HR Managers are responsible for reporting all workflow to the HR Manager. 2.0 Job Summary The mission of the Assistant HR Manager at X-Fab Sarawak SDN BND is to select, recruit and develop talented employees to work for the company. Furthermore, the assistant HR manager aims to maintain harmony and pleasant working environment in the company. The last mission of this work is to provide the systematic Human Resource Information System (HRIS). The main function of the assistant HR manager is to help the HR manager in multiple jobs. For example, they help select, recruit, administer assessments, schedule appointments, conduct alignments, maintain records and information, and monitor employee behavior and performance. Basically, the Assistant HR Manager workflow templates are shown below. First, the Assistant Human Resources Manager collects the personal information of all employees from other administrators in other departments. Subsequently, the assistant human resources manager carries out his duties and responsibilities. Finally, the individual must report the finding to the HR manager. 3.0 Job duties and responsibilities 3.1 List of main tasks and r...... middle of sheet ...... and request, select, recruit and replace to ensure sufficient human resources to maintain productivity and work performance . 3.5 Employee Empowerment List The manager provides his assistant with the power to take charge of what he does, such as access to the personal information of all employees, but does not carry the information left by the Human Resources Department. This action gives him the convenience of always being aware of the supply and demand needs of human resources, as well as observing employee behavior and performance. It also provided cultural openness to change when solving different characteristics and problems of employees, he is free to use his own ways to overcome the problem faced. Finally, he has the opportunity to participate in the employee selection, recruitment and orientation process by providing opinions and ideas to the manager.