Agensi Pekerjaan Talent Focus Sdn Bhd

16/06/2026

⚠️ PUBLIC NOTICE / SCAM ALERT ⚠️

Hi All,

Please BEWARE of this page. It is impersonating our official page and may be attempting to scam members of the public.

For your safety, please do not provide any personal information, make any payments, or communicate with unauthorized contacts claiming to represent us.

Our ONLY official contact numbers are:

📞 011-2525 6987
📞 010-4411525
📞 011-5527 7301

our official email always end with .com.my or .com

If you are contacted by any other number or suspicious page claiming to be us, please report the page immediately and contact us through our official numbers for verification.

Thank you for your support and vigilance.

21/03/2026

Hi Sabahan and Sarawakian Nurses

Want to work in Johor Bahru?
new opening medical centre

Interested to know more, please contact:
Vernice 010-4411525

18/03/2026

Hiring in Singapore for Malaysian
1. Occupational Therapist Associate
2. Healthcare Assistant (Mandarin Speaker)
3. Nurse (Mandarin Speaker)
4. Radiographer
5. Radiation Therapist
6. Speech Therapist
7. Pharmacy Technician

Interested?

Plesubmit your resume on this website

Fill up your details, we will contact you if you match our job vacancy. Home Page

20/02/2026

Three Months Notice — Who Really Benefits?

A friend of mine recently faced a dilemma that many employees in Malaysia know all too well. He was offered his dream job — a role he had been eyeing for years. But when he informed his employer, the excitement faded.

His current company demanded a three-month notice period.

He could feel the opportunity slipping away. The new employer needed someone to start within a month, and they could not wait that long. Despite pleading for a shorter notice, his request was denied.

Caught between loyalty to a contract and the urge to grow his career, he felt trapped. The clock was ticking against him, and it seemed both current and future opportunities were at risk.

This is when you realize the reality of three-month notice periods.

Such a long notice might make sense for high-level executives, but enforcing it across all levels? It only creates a cycle of frustration.

Employees feel trapped in their roles, unable to advance their careers. New employers lose out on great talent. And the company insisting on the notice period? They end up with disengaged staff waiting to leave.

Instead of seeing notice periods as a measure of commitment, consider flexibility and dialogue as true loyalty indicators.

It is time to rethink the three-month chain that binds both employees and opportunities.

Because when notice periods become prison sentences, everyone loses.

11/02/2026

Ever had a boss ruin your Friday vibe?

Last week, as the clock ticked closer to the weekend, my team was buzzing with excitement for a well-deserved break. We had plans to celebrate a successful week with some laughter and good food. But then, everything changed.

Just before lunch, my boss stormed in, visibly agitated. A minor issue had spiraled into a full-blown crisis in his eyes. He raised his voice, pointed fingers, and transformed a simple mistake into a dramatic production. The energy in the room shifted instantly from excitement to dread.

That is when reality becomes clear.

Many of us have walked on eggshells around a boss who equates anger with authority. It creates a culture where everyone feels the need to tiptoe, afraid to make even small mistakes. The pressure is palpable, and it overshadows any chance for creativity or collaboration.

We deserve leaders who inspire, not intimidate.

Workplaces should be environments where mistakes are learning opportunities, not punishable offenses. Every outburst chips away at morale and trust. It is not about being fussy; it is about being fair.

When the weekend finally arrived, it felt like a relief from the emotional rollercoaster of the week. But this should not be the norm.

Let us aim for workplaces where leaders lift us up, not tear us down.

11/02/2026

Does Leaving On Time Mean Poor Commitment?

A friend recently confided in me about a promotion she was passed over for.

She has consistently delivered quality work, always meeting deadlines and helping her team succeed. Yet, she watched a colleague who joined later get promoted first.

The reason? Her colleague stays late.

The HOD praised his “commitment” while my friend was told that leaving on time showed a lack of dedication.

This scenario hit hard.

It made her wonder: Does leaving at 6 PM mean you are less committed? Does staying late automatically equal better performance?

Many of us have felt this pressure.

We see colleagues burning the midnight oil, and the silent message is clear — if you do not stay late, you do not care. This is frustrating, especially when you juggle personal responsibilities, family, and health.

We need to rethink what we value in the workplace.

Performance should be measured by results and outcomes.

Not by how long you occupy a desk.

Not by who turns off the lights last.

We must create cultures that recognize effectiveness over empty hours.

Commitment is about responsibility, consistency, and delivering results — not just about staying late.

Let us champion a workplace that rewards effort, not just exhaustion.

Because staying late does not always mean performing well. Sometimes it simply means staying late.

10/02/2026

Does Leaving On Time Mean Poor Commitment?

A friend recently confided in me about a promotion she was passed over for.

She has consistently delivered quality work, always meeting deadlines and helping her team succeed. Yet, she watched a colleague who joined later get promoted first.

The reason? Her colleague stays late.

The HOD praised his “commitment” while my friend was told that leaving on time showed a lack of dedication.

This scenario hit hard.

It made her wonder: Does leaving at 6 PM mean you are less committed? Does staying late automatically equal better performance?

Many of us have felt this pressure.

We see colleagues burning the midnight oil, and the silent message is clear — if you do not stay late, you do not care. This is frustrating, especially when you juggle personal responsibilities, family, and health.

We need to rethink what we value in the workplace.

Performance should be measured by results and outcomes.

Not by how long you occupy a desk.

Not by who turns off the lights last.

We must create cultures that recognize effectiveness over empty hours.

Commitment is about responsibility, consistency, and delivering results — not just about staying late.

Let us champion a workplace that rewards effort, not just exhaustion.

Because staying late does not always mean performing well. Sometimes it simply means staying late.

h

10/02/2026

Hiring --> Singapore Hospital

Sonographer - contact Vernice at https://wa.me/60104411525

Radiographer & Radiation Therapist - contact Jia Xun at https://wa.me/601155277301