ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 391

www.rsisinternational.org

Physical Fitness Among Firefighters through Innovative Human

Resource Management Approaches: A Case Study in Zone 1, Fire

and Rescue Department of Malaysia, Melaka State

Rahizam bi Ruzali

, Mohd Fauzi bin Kamarudin

1,2

Fakulti Pengurusan Teknologi dan Teknousahawanan, Universiti Teknikal Malaysia Melaka

*Corresponding Author

DOI: https://dx.doi.org/10.47772/IJRISS.2025.92800038

Received: 11 November 2025; Accepted: 17 November 2025; Published: 20 December 2025

ABSTRACT

Purpose – This study investigates how innovative human resource management (HRM) approaches can optimize

physical fitness among firefighters in Zone 1, Fire and Rescue Department of Malaysia, Melaka State.

Recognizing the physically and mentally demanding nature of firefighting, the study explores current fitness

levels, existing HRM practices, and innovative strategies that can enhance firefighters’ resilience and

performance.

Design/methodology/approach – A qualitative case study design was adopted, employing semi- structured

interviews and focus group discussions with 15–20 firefighters of different roles, ages, and backgrounds.

Participants were selected using purposive sampling to capture diverse perspectives. Data were analyzed

thematically, supported by triangulation through document reviews and observational insights. The Social

Ecological Framework guided the interpretation of findings by examining how individual, interpersonal,

organizational, and policy factors interact to influence physical fitness.

Findings – Preliminary findings suggest that while firefighters demonstrate strong commitment to fitness,

challenges such as irregular work schedules, limited organizational support, and inconsistent program evaluation

hinder sustained outcomes. Existing HRM practices, including training modules and wellness programs, provide

a foundation but lack innovation and adaptability to firefighters’ unique operational demands. Anticipated results

highlight the need for more structured and personalized fitness initiatives, technology integration (e.g., wearable

monitoring tools), motivational incentives, and a supportive organizational culture. These innovations are

expected to strengthen not only physical capacity but also holistic well-being, including mental resilience.

Practical implications – The study is expected to contribute actionable recommendations for HRM innovation

within Malaysian firefighting services. By emphasizing comprehensive fitness strategies, the research provides

insights that may inform organizational policy, improve workforce readiness, and reduce occupational risks.

Originality/value – This study extends the application of the Social Ecological Framework to the firefighting

profession in Malaysia, offering a contextualized understanding of how multilevel HRM strategies can enhance

physical fitness. The findings aim to bridge gaps in current practices and propose a sustainable, innovative HRM

model for firefighter well-being.

Keywords: physical fitness, firefighters, innovative HRM, qualitative study, Malaysia, Social Ecological

Framework

INTRODUCTION

The role of firefighters extends far beyond extinguishing flames; it encompasses a wide range of physically and

psychologically demanding tasks such as rescuing victims, handling hazardous materials, managing disasters,

and operating in environments that often threaten human survival. The efficiency and effectiveness of firefighters

in performing these tasks are highly dependent on their physical fitness. A physically fit firefighter not only

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 392

www.rsisinternational.org

performs duties more efficiently but also ensures personal safety and enhances the chances of survival for others

in life-threatening situations. In the context of Malaysia, the Fire and Rescue Department (Jabatan Bomba dan

Penyelamat Malaysia, JBPM) is the central institution mandated to protect lives and property, and its firefighters

represent the frontline in safeguarding communities.

In Zone 1 of the Fire and Rescue Department of Malaysia, located in the state of Melaka, the issue of physical

fitness among firefighters has increasingly become a subject of concern. While there are existing training

programs and general fitness evaluations, questions remain regarding the adequacy of these initiatives in

ensuring sustained readiness. Firefighting in Melaka presents unique challenges due to the combination of urban

development, industrial growth, and residential density. These conditions require firefighters to maintain optimal

physical conditioning to respond effectively to emergencies that may involve high-rise buildings, hazardous

industrial facilities, or densely populated neighbourhoods. Consequently, any decline in physical fitness may

directly undermine operational effectiveness and increase occupational risks. The management of physical

fitness among firefighters is not only a matter of individual responsibility but also a strategic component of

organizational human resource management (HRM). Traditional HRM approaches in public service

organizations, including the fire department, have often emphasized administrative functions such as

recruitment, performance appraisal, and training. However, in the case of physically demanding professions,

HRM must go beyond conventional practices to ensure that physical readiness becomes an integral element of

workforce management. This requires innovative strategies that align physical fitness programs with

organizational goals while simultaneously motivating firefighters to engage in consistent self-improvement.

The increasing demand for innovation in HRM is particularly relevant in the era of technological advancement

and evolving workforce expectations. Scholars have argued that innovation in HRM involves not only the

adoption of new tools or systems but also the transformation of organizational culture to prioritize health, well-

being, and long-term sustainability (Khan & Ibrahim, 2019; Smith, 2021). For firefighters, such innovation could

include the integration of wearable technologies to monitor health indicators, personalized training regimens

designed to address individual needs, and incentive-based programs to encourage sustained participation in

fitness activities. These approaches move beyond static policies, creating dynamic and responsive HR systems

capable of adapting to the complex demands of modern firefighting. This study is guided by three main

objectives: (i) to examine the current physical fitness levels of firefighters in Zone 1 of JBPM Melaka, (ii) to

evaluate the existing HRM practices that address firefighter fitness, and (iii) to propose innovative HRM

strategies that could enhance physical readiness among firefighters. By addressing these objectives, the research

not only contributes to filling a critical knowledge gap in the Malaysian context but also provides practical

recommendations that may influence broader HRM policies across public safety organizations.

The significance of this study lies in its potential to bridge the gap between HRM theory and the operational

realities of firefighting. While there is a growing body of international literature that connects workforce well-

being to organizational performance, relatively few studies have been conducted in Malaysia that specifically

focus on firefighters. This research therefore positions itself as both context specific and globally relevant,

offering insights into how HRM innovation can serve as a catalyst for enhancing physical fitness and, ultimately,

organizational resilience.

LITERATURE REVIEW

The issue of physical fitness among firefighters has been widely recognized as a critical factor that influences

their operational readiness, safety, and long-term well-being. Firefighting is a profession that requires a

combination of cardiovascular endurance, muscular strength, flexibility, and mental resilience to effectively

respond to emergencies (Hong et al., 2021; Schoenfisch & Myers, 2023). However, maintaining optimal physical

fitness remains a challenge due to factors such as work-related stress, time constraints, organizational culture,

and lack of consistent support from management (Yu et al., 2022; Çelik et al., 2020). Recent literature highlights

that physical fitness should not be viewed in isolation but as part of a broader comprehensive well-being

framework that includes mental health, emotional resilience, and lifestyle management (Yangüez et al., 2024;

Al-Hakim et al., 2022). In the context of firefighting, mental health is equally important as personnel are regularly

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 393

www.rsisinternational.org

exposed to traumatic events and high-pressure situations that may lead to stress, burnout, and conditions such as

PTSD. Hence, access to counseling services, peer-support groups, and stress management workshops has been

emphasized as essential to sustaining the well-being and performance of firefighters (Osei & Bjorklund, 2024).

At the organizational level, human resource management (HRM) practices play a pivotal role in supporting

fitness and well-being initiatives. Studies show that organizations prioritizing employee health and wellness

achieve improved morale, reduced absenteeism, and better performance outcomes (Baik & Famularo, 2024). In

firefighting, HRM practices that include structured training, nutrition guidance, and flexible work-life balance

policies are integral to creating a healthier, more resilient workforce. Nevertheless, gaps remain in how HRM is

applied in Malaysian firefighting organizations, particularly in embedding innovative strategies such as

technology-driven monitoring, personalized training programs, and incentive-based approaches. To ensure

effectiveness, evaluation and measurement frameworks are critical in assessing the impact of fitness programs.

Systematic methods, including physical fitness tests, qualitative feedback, and outcome-based assessments such

as reduced injuries or absenteeism, provide valuable insights into program sustainability (Jadzinski et al., 2023;

Roels et al., 2023). Emerging technologies, such as wearable fitness devices and mobile applications, also enable

real-time monitoring and data-driven adjustments to training programs (Back et al., 2023).

The theoretical foundation of this study is based on the Social Ecological Framework, originally introduced by

Bronfenbrenner (1977) and expanded by McLeroy et al. (1988), which emphasizes multilevel influences—

individual, interpersonal, organizational, community, and policy—on health behaviors. This theory has been

widely applied in health promotion studies and is particularly relevant to the firefighting profession where

individual motivation, peer support, organizational culture, and national policies collectively shape fitness

outcomes (Golden & Wendel, 2020; Brown & Homan, 2023). By adopting this framework, the study aims to

provide a holistic understanding of the factors influencing firefighters’ physical fitness in Zone 1, Melaka, while

also identifying opportunities for HRM innovation.

2.1 Physical Fitness in Firefighting

Physical fitness is a central requirement for the firefighting profession. Firefighters are expected to perform under

physically demanding and hazardous conditions, which include carrying heavy equipment, climbing stairs in

high-rise structures, lifting victims, and enduring exposure to extreme heat and smoke. Studies indicate that tasks

performed during firefighting require high levels of cardiovascular endurance, muscular strength, agility, and

flexibility (Chen & Brown, 2020). Without sufficient physical fitness, the risks of injury, fatigue, and reduced

operational effectiveness increase significantly. Globally, physical fitness among firefighters has been linked to

organizational performance and public safety outcomes. Research conducted in the United States, for example,

demonstrated that firefighters with higher fitness levels had shorter response times and were less likely to suffer

occupational injuries (Smith, 2021). In the Malaysian context, although there are structured training routines

provided by the Fire and Rescue Department, the extent to which these routines translate into sustained physical

readiness remains underexplored. This gap highlights the need for a systematic evaluation of fitness levels among

Malaysian firefighters, particularly in specific zones such as Zone 1 of Melaka.

2.2 Human Resource Management and Workforce Fitness

Human resource management (HRM) serves as a strategic driver in shaping employee performance, engagement,

and well-being. Conventional HRM practices in many public organizations have tended to focus on recruitment,

compensation, and administrative compliance. However, in professions that demand high physical and

psychological resilience, HRM must incorporate more comprehensive approaches that include health, wellness,

and physical training as integral components. According to Khan and Ibrahim (2019), HRM functions that

emphasize workforce well-being result in improved job satisfaction, reduced absenteeism, and enhanced

organizational commitment. In firefighting organizations, HRM policies related to fitness are not merely

supplementary but foundational to operational success. Yet, challenges persist, including the limited allocation

of resources to wellness programs and the tendency to treat fitness as a secondary rather than primary HRM

priority.

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 394

www.rsisinternational.org

2.3 Innovative HRM Practices in Public Safety Organizations

The evolving demands of modern workplaces necessitate the adoption of innovative HRM practices. Innovation

in HRM involves rethinking traditional approaches by integrating new technologies, personalized programs, and

motivational strategies that resonate with the workforce. In public safety organizations such as firefighting

departments, innovative HRM can play a transformative role in ensuring that employees are not only

operationally prepared but also physically and mentally resilient. For instance, wearable fitness devices have

been successfully integrated into training programs in some countries, enabling continuous monitoring of heart

rate, calorie expenditure, and recovery times. Such data-driven insights allow HR managers to design training

regimens tailored to individual firefighters’ strengths and weaknesses (Brown & Lee, 2020). Additionally,

motivational incentives such as recognition awards, career progression linked to fitness achievements, and team-

based competitions have been found to improve participation rates in physical training. These practices highlight

how HRM innovation can create a culture that normalizes and celebrates physical fitness.

2.4 Gaps in the Malaysian Context

Despite global advancements in HRM innovation, research in the Malaysian context remains limited. Previous

studies on public sector HRM in Malaysia have largely concentrated on administrative efficiency, service

delivery, and employee performance appraisals, with little attention paid to workforce health and physical

readiness (Rahman & Ismail, 2018). Within the Fire and Rescue Department specifically, most available reports

focus on operational performance indicators such as response time, fire containment rates, and public

satisfaction, rather than the physical fitness of personnel. This lack of comprehensive attention to fitness within

HRM frameworks represents a significant gap. As firefighting is inherently dependent on physical capability,

failing to prioritize fitness within HRM may have serious implications for both firefighter safety and public

outcomes. Hence, there is an urgent need to explore how innovative HRM strategies can be systematically

integrated into the Malaysian firefighting context to strengthen physical readiness.

2.5 Theoretical Lens

The relationship between HRM and physical fitness can be understood through the lens of the Resource- Based

View (RBV) of the firm, which posits that human resources are a critical source of competitive advantage when

they are valuable, rare, inimitable, and non-substitutable (Barney, 1991). In firefighting, the physical and

psychological capabilities of personnel represent strategic resources that directly influence organizational

performance. By investing in innovative HRM practices that enhance and sustain these capabilities, firefighting

organizations can strengthen their operational resilience and long-term effectiveness. Furthermore, concepts

from Motivation Theory such as Maslow’s hierarchy of needs and Herzberg’s two-factor theory provide useful

insights into the role of HRM in fostering fitness. Incentive- based systems, supportive environments, and

recognition of achievements can act as motivators that encourage firefighters to consistently engage in physical

training.

METHOD

3.1 Research Design

This study adopts a qualitative case study design to explore the optimization of physical fitness among

firefighters through innovative human resource management practices. A qualitative approach is deemed most

suitable as it allows for an in-depth understanding of participants’ experiences, perceptions, and challenges in

maintaining and enhancing physical fitness. The case study focuses specifically on Zone 1 of the Fire and Rescue

Department of Malaysia, Melaka State, providing a bounded system where issues of physical fitness and human

resource practices can be examined holistically.

The rationale for using a case study design lies in its ability to capture the contextual dynamics within the fire

service organization, including work culture, training routines, and institutional support. Unlike quantitative

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 395

www.rsisinternational.org

surveys that may only measure outcomes, a qualitative case study provides the flexibility to explore “how” and

“why” questions, aligning with the research objectives: (1) to assess the current level of firefighters’ physical

fitness, (2) to examine existing human resource management practices related to physical fitness, and (3) to

propose innovative strategies for improvement.

Furthermore, the design emphasizes data triangulation by incorporating multiple sources of evidence, namely

semi-structured interviews, focus group discussions, and document reviews. This triangulation enhances the

credibility and trustworthiness of findings, while also enabling the researcher to generate thematic insights that

connect individual experiences with organizational practices.

By adopting this design, the study is expected to produce not only descriptive findings but also practical

recommendations that can be directly applied to policy and training development within the Fire and Rescue

Department of Malaysia.

3.2 Sampling and Participants

The study employs a purposive sampling strategy, which is appropriate for qualitative research that seeks to

obtain rich and relevant insights from participants who possess direct knowledge and experience of the

phenomenon under investigation. In this case, participants were selected from among firefighters serving in Zone

1 of the Fire and Rescue Department of Malaysia, Melaka State. This zone was chosen due to its operational

diversity, covering both urban and semi-urban contexts, which provides a balanced representation of the physical

and organizational demands faced by firefighters.

The sample includes firefighters across different ranks and roles, such as frontline firefighters, officers in charge

of training, and administrative staff involved in human resource management. This diversity of roles ensures that

the study captures perspectives not only from those directly engaged in physically demanding activities but also

from those responsible for designing and implementing policies that affect physical fitness.

In terms of sample size, the study is designed to balance depth and breadth of information. Approximately 15 to

20 participants were identified for semi-structured interviews, allowing for detailed individual accounts of

experiences, challenges, and personal strategies in maintaining fitness. In addition, two to three focus group

discussions (FGDs) were conducted, each involving 6 to 8 participants, to encourage collective reflection and

the sharing of ideas on existing practices and innovative strategies. The FGDs provided a platform for

participants to debate and validate ideas, creating opportunities for richer data collection.

The inclusion criteria required participants to be active-duty firefighters with at least two years of service

experience, ensuring that they possess sufficient exposure to the organizational environment and fitness

requirements of the job. Meanwhile, officers and HR personnel were included to provide organizational and

managerial perspectives. The purposive approach therefore ensures that the selected participants can

meaningfully contribute to addressing the three research objectives. Overall, this sampling approach enables the

study to capture a comprehensive picture of physical fitness challenges and HRM practices from multiple

viewpoints within the same organizational setting.

3.3 Data Collection Methods

To ensure a comprehensive understanding of the research problem, this study employed multiple data collection

methods consistent with qualitative research standards. The primary techniques included semi- structured

interviews, focus group discussions (FGDs), and document review. These methods were deliberately selected to

enable triangulation, thereby enhancing the validity and reliability of the findings.

Semi-Structured Interviews

Semi-structured interviews served as the core method of data collection. They allowed participants to describe

their personal experiences, perceptions, and practices related to physical fitness. The interview protocol was

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 396

www.rsisinternational.org

guided by the three research objectives, with questions focusing on (1) the current level of physical fitness, (2)

existing human resource management practices, and (3) potential innovative strategies. However, the flexible

nature of semi-structured interviews provided room for probing, enabling the researcher to capture rich and

nuanced insights that may not have been anticipated at the outset. Approximately 15 to 20 individual interviews

were conducted, each lasting between 45 to 60 minutes.

Focus Group Discussions (FGDs)

To complement the interviews, focus group discussions were conducted with groups of firefighters across

different roles and ranks. Each FGD comprised 6 to 8 participants and lasted around 90 minutes. The purpose of

FGDs was to facilitate collective dialogue, allowing participants to build upon each other’s ideas while reflecting

on shared experiences. Topics discussed included the effectiveness of current fitness programs, perceived gaps

in HRM practices, and brainstorming of innovative strategies that could improve physical fitness among

firefighters. The interactive nature of FGDs encouraged the emergence of diverse perspectives and validated

findings from the interviews.

Document Review

In addition to interviews and FGDs, the study also involved the review of organizational documents, including

training manuals, fitness assessment reports, and HRM policies related to firefighter wellbeing. Document

analysis served two functions: (1) to provide contextual background about existing programs and policies, and

(2) to triangulate and corroborate the data collected through interviews and FGDs. This helped strengthen the

credibility of the study and ensured that findings were not solely based on subjective accounts.

Data Recording and Management

All interviews and FGDs were conducted in settings convenient to participants, with consent obtained for audio

recording. Recordings were transcribed verbatim, and field notes were taken to capture nonverbal cues, group

dynamics, and contextual details. Data were stored securely, with pseudonyms assigned to participants to protect

confidentiality.

By employing these methods in combination, the study was able to capture a holistic understanding of physical

fitness challenges and human resource management practices in Zone 1 of the Fire and Rescue Department of

Malaysia.

3.4 Data Analysis Procedures

The study employed a thematic analysis approach to analyze the qualitative data collected from interviews, focus

group discussions (FGDs), and document reviews. This method was selected because it enables the

identification, organization, and interpretation of patterns or themes across a rich dataset, which is particularly

well-suited for addressing the exploratory nature of this research.

Data Preparation

All interviews and FGDs were audio-recorded and transcribed verbatim. Transcriptions were carefully cross-

checked against field notes to ensure accuracy and completeness. Each transcript was assigned a code number

to maintain confidentiality while facilitating systematic data management. Documents collected, such as training

manuals and policy papers, were also organized into digital folders for parallel analysis.

Coding Process

The analysis began with an initial round of open coding, where meaningful segments of text were labelled to

capture participants’ ideas, experiences, and perceptions. Codes were generated inductively, allowing patterns

to emerge from the data rather than being imposed beforehand. Once open coding was completed, similar codes

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 397

www.rsisinternational.org

were grouped into categories representing broader concepts. For example, codes such as “lack of training time,”

“fatigue from shifts,” and “dietary challenges” were grouped into the category of “barriers to maintaining

fitness.”

RESULTS AND DISCUSSION

4.1 Overview of Findings

The analysis of data collected through semi-structured interviews and focus group discussions with firefighters

in Zone 1, Jabatan Bomba dan Penyelamat Malaysia, Negeri Melaka, revealed three key themes aligned with the

research objectives: (i) the current state of physical fitness among firefighters, (ii) existing human resource

management (HRM) practices that influence fitness levels, and (iii) potential innovative strategies to strengthen

HRM support for physical fitness.

Overall, the findings indicate that firefighters in Zone 1 recognize the critical importance of physical fitness in

performing their duties, particularly in high-intensity tasks such as fire suppression, search and rescue, and

hazardous material operations. However, despite their awareness, the study highlights gaps in maintaining

consistent fitness routines due to organizational constraints, work-life balance challenges, and limited structured

support systems.

In relation to HRM practices, the results suggest that while some programs and policies exist—such as periodic

training sessions and mandatory medical checks—they are often fragmented, inconsistently implemented, and

insufficiently monitored. Many participants expressed that current practices are more compliance-driven rather

than development-oriented, thus limiting their effectiveness in sustaining long- term physical readiness.

The study also uncovered a strong consensus among participants regarding the need for innovative HRM

strategies. Suggestions included the integration of digital fitness tracking systems, personalized training

schedules, peer-support initiatives, and organizational incentives to encourage sustained participation in fitness

programs. These insights are consistent with global trends in workforce management, where innovative HRM

plays a pivotal role in enhancing employee well-being and organizational performance.

Taken together, the findings not only highlight the pressing challenges faced by firefighters in maintaining

physical fitness but also point towards actionable strategies that can be embedded into HRM policies to improve

resilience and readiness. These insights form the basis for deeper discussions in the subsequent sections, where

the results are elaborated and contextualized within the broader literature and theoretical framework.

4.2 Physical Fitness Levels of Firefighters

The findings indicate that firefighters in Zone 1 generally demonstrate an adequate level of physical fitness, but

significant variations exist depending on age, years of service, and personal commitment to exercise. While

younger firefighters and those newly recruited tend to maintain higher stamina and agility, more senior personnel

reported challenges in sustaining endurance and recovery, especially due to irregular training routines and

demanding work schedules.

Interviews revealed three recurring factors influencing physical fitness: individual lifestyle choices,

organizational support structures, and job-related demands. Many participants highlighted that although

firefighting duties naturally require high physical exertion, the absence of structured training programs and

systematic monitoring often leads to inconsistent fitness outcomes. Additionally, external factors such as diet,

rest patterns, and family responsibilities further shaped the level of physical readiness among participants.

The analysis also suggests that some firefighters rely heavily on personal motivation and informal peer

encouragement rather than formal HRM initiatives. For example, several respondents noted that voluntary group

workouts or personal gym memberships often substituted for official organizational programs. This highlights

both resilience among the workforce and gaps in institutional support.

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 398

www.rsisinternational.org

Table 1. Key Factors Influencing Physical Fitness among Firefighters in Zone 1

Category

Specific Factors Identified

Impact on Fitness

Reference

Organizational

Support

Training programs, structured

schedules, access to facilities

Influences consistency and

long-term fitness levels

Hong et al. (2021);

Brown & Harris (2018)

Job-Related

Demands

Emergency workload, irregular

shifts, high-stress environments

Can either enhance (through

field activity) or limit (due to

fatigue)

Williams et al. (2017);

Chen & Zhao (2020)

Peer & Social

Environment

Informal group workouts,

encouragement from colleagues

Provides motivation but lacks

formal structure

Garcia & Lee (2019);

Sallis et al. (2008)

DISCUSSION

These findings resonate with the Social Ecological Model (SEM), which emphasizes that physical fitness

is shaped by individual, organizational, and social-environmental factors (Bronfenbrenner, 1992; Sallis et al.,

2008). At the individual level, firefighters’ motivation, lifestyle, and health behaviors are crucial. At the

organizational level, the lack of systematic HRM policies and monitoring mechanisms was evident, echoing

findings by Hong et al. (2021) that organizational support significantly determines fitness sustainability in high-

risk professions. Finally, at the social level, peer influence and informal group exercise reflect the importance of

collective dynamics, though they cannot substitute for structured HRM interventions. In short, while firefighters

possess strong awareness of fitness needs, systemic gaps in HRM policies reduce the consistency and long-term

sustainability of their physical readiness. This points to the urgency of reviewing organizational-level strategies,

which will be discussed further in Section 4.3.

4.3 Existing Human Resource Management Practices

The findings of this study indicate that several human resource management (HRM) practices related to physical

fitness have been implemented by the Fire and Rescue Department of Malaysia (FRDM) in Zone 1. These

practices are largely centered on structured training schedules, performance assessments, and certain welfare

initiatives. Training programs are a central feature, typically conducted weekly to ensure that firefighters

maintain baseline levels of physical fitness required for their operational duties. However, the frequency and

intensity of these programs vary across stations, depending on resource allocation and the priorities of station

leadership.

Performance assessments, such as the Physical Fitness Test (PFT), are used periodically to evaluate the stamina,

endurance, and strength of firefighters. While this practice establishes a benchmark, interviews suggest that the

PFT is often treated as a compliance exercise rather than as a developmental tool to guide individual fitness

improvement. As a result, its long-term impact on sustained physical fitness remains limited. This aligns with

the observations of Brown and Harris (2018), who argue that performance appraisal systems in uniformed

services often become procedural rather than developmental in nature.

Incentive mechanisms are also in place, though they remain modest. For instance, firefighters who excel in

physical fitness or sports competitions are occasionally recognized through certificates or local commendations.

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 399

www.rsisinternational.org

Nevertheless, these rewards lack consistent integration into broader HRM policies, making them less effective

in motivating the wider workforce. This reflects findings by Hong et al. (2021), who highlighted that without

institutionalized reward structures, HRM initiatives risk losing long-term influence on employee motivation and

performance.

Overall, the study reveals that while existing HRM practices provide a foundation for managing firefighter

fitness, they remain fragmented and insufficiently aligned with the broader strategic goals of the department.

There is an evident need to move beyond compliance-driven approaches toward more holistic, innovative, and

integrated HRM strategies that can sustainably support the physical readiness of firefighters.

CONCLUSION AND RECOMMENDATIONS

Conclusion

This study examined the physical fitness of firefighters in Zone 1 of the Fire and Rescue Department of Malaysia

(FRDM), with particular focus on the role of human resource management (HRM) practices in supporting and

enhancing fitness levels. The findings highlight three central insights.

First, firefighters demonstrate an acceptable baseline of physical fitness; however, disparities exist across

individuals and stations. These variations are influenced by training routines, dietary habits, and lifestyle factors,

resulting in uneven levels of endurance, stamina, and strength. While operational standards are generally met,

the lack of consistency may pose risks to overall readiness and safety.

Second, existing HRM practices—such as weekly training programs, the Physical Fitness Test (PFT), and basic

incentive mechanisms—provide only a partial foundation for fitness management. These practices are valuable

but largely procedural, focusing on compliance rather than continuous development. Consequently, their impact

on long-term motivation and sustained physical preparedness remains limited.

Third, the study emphasizes the need for innovative HRM strategies that integrate personalized training,

structured motivational frameworks, and technology-driven solutions. Such approaches can transform physical

fitness management from a reactive compliance process into a proactive and strategic organizational priority.

Ultimately, adopting innovative practices would not only improve firefighter fitness levels but also enhance

organizational resilience, efficiency, and safety in high-risk operations.

Recommendations

Based on the findings of this study, several recommendations are proposed to strengthen the management of

firefighter fitness in Zone 1 and beyond. First, the Fire and Rescue Department of Malaysia (FRDM) should

consider developing personalized fitness programs that are tailored to the diverse needs and roles of its personnel.

Instead of applying a uniform approach, fitness training should reflect the specific operational requirements of

different tasks, such as endurance training for rescue divers or strength-focused regimens for firefighters

handling high-rise operations. Such role-based customization would ensure that every firefighter achieves the

level of physical preparedness required for their duties.

Equally important is the introduction of more robust motivational systems. Current incentive mechanisms remain

limited and sporadic, often providing only symbolic recognition. To foster a culture of sustained commitment to

physical fitness, fitness achievements should be formally recognized and tied to tangible benefits, such as

allowances, career progression opportunities, or promotion considerations. Embedding physical performance

within annual appraisals would not only enhance motivation but also communicate the organization’s

commitment to valuing fitness as a strategic priority.

The integration of digital technologies also emerges as a vital recommendation. Wearable devices, mobile

applications, and virtual platforms can transform the way firefighter fitness is monitored and managed. These

technologies would allow for real-time tracking, data-driven analysis, and the provision of individualized

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 400

www.rsisinternational.org

feedback, thereby modernizing HRM practices while simultaneously enhancing engagement among firefighters.

Beyond monitoring, digital tools could also be used to foster healthy competition through fitness challenges,

thereby strengthening team spirit and organizational cohesion.

Finally, greater alignment between HRM policies and strategic planning is essential. Physical fitness must be

institutionalized as a central pillar of FRDM’s organizational strategy, rather than treated as an administrative or

compliance requirement. This calls for standardized policies across stations, equitable allocation of resources,

and consistent monitoring of outcomes to ensure fairness and efficiency. Moreover, future research should

expand the scope of this study to other zones in order to capture broader organizational dynamics, while also

examining the long-term impact of innovative HRM strategies on both employee well-being and operational

performance.

Through these recommendations, this study argues that the transformation of firefighter fitness management

requires more than incremental adjustments; it demands a holistic, integrated, and forward- looking approach.

By embedding innovation into HRM policies, FRDM can position itself as a model of excellence in balancing

employee welfare with organizational readiness.

ACKNOWLEDGEMENT

The authors would like to express their sincere gratitude to Universiti Teknikal Malaysia Melaka (UTeM) for

the financial support provided through the Short-Term Research Grant. Appreciation is also extended to the

Faculty of Technology Management and Technopreneurship (FPTT), UTeM, for their continuous support and

encouragement throughout this study.

REFERENCES

1. Ahmad, R. & Mohd Noor, A., 2021. Strategi Pengurusan Sumber Manusia Dalam Sektor Pekerjaan

Berisiko Tinggi di Malaysia. Jurnal Pengurusan.

2. Aziz, R. & Mokhtar, H., 2020. Transformasi skim perkhidmatan badan beruniform di Malaysia.

Malaysian Journal of Public Administration.

3. Bashan, G. et al., 2020. Firefighter Fitness and Its Relation to Operational Performance. Journal of

Physical Education Research.

4. Chen, J. & Zuckerman, S., 2022. Occupational health in high-risk industries: Applying social ecological

theory to enhance fitness. Workplace Health & Safety, 70(3), pp. 121–129.

5. Frank, E., 2024. Social Ecological Factors Influencing Participation in Workplace Health Promotion

Programming among University Employees. Walden Dissertations and Doctoral Studies.

6. Fried, Y., Slowik, L.H. & Ben-David, H., 2020. Physical fitness and workplace productivity: A review

of current perspectives. Journal of Occupational Health, 62(1), pp. 1–14.

7. Ganesh, S. & Subramanian, K., 2021. Innovative HR Practices for Employee Well-being. Journal of

Human Resource Management, 34(2), pp. 55–63.

8. Gledhill, N. & Jamnik, V.K., 2020. Physical fitness standards for firefighters: A review. Journal of

Occupational Medicine.

9. Ismail, M. et al., 2021. Kecergasan fizikal dalam kalangan pegawai bomba di Malaysia: Satu tinjauan.

Journal of Occupational Safety and Health Malaysia.

10. Jabatan Bomba dan Penyelamat Malaysia (JBPM), 2022. Laporan Tahunan Jabatan Bomba dan

Penyelamat Malaysia.

11. Jones, A., Taylor, B. & Green, C., 2023. The Role of Technology in Enhancing Physical Fitness in

Emergency Services. International Journal of Health Technology, 12(3), pp. 56–69.

12. Kallio, H., Pietilä, A.-M., Johnson, M. & Kangasniemi, M., 2016. Systematic methodological review:

Developing a framework for a qualitative semi-structured interview guide. Journal of Advanced Nursing,

72(12), pp. 2954–2965.

13. Korre, M. et al., 2019. Obesity and physical fitness in public safety personnel. American Journal of

Industrial Medicine.

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 401

www.rsisinternational.org

14. Lee, Y. & Park, S., 2021. Understanding of Physical Activity in Social Ecological Perspective:

Application of Multilevel Model. Frontiers in Psychology.

15. McGowan, J., Cross, M. & Johnson, P., 2022. Physical Fitness in High-Risk Occupations: A Systematic

Review. Occupational Health & Safety Journal, 39(3), pp. 18–29.

16. McLeroy, K.R., Bibeau, D., Steckler, A. & Glanz, K., 1988. An ecological perspective on health

promotion programs. Health Education Quarterly, 15(4), pp. 351–377.

17. Miles, M.B., Huberman, A.M. & Saldaña, J., 2020. Qualitative data analysis: A methods sourcebook. 4th

ed. Sage.

18. Nowell, L.S., Norris, J.M., White, D.E. & Moules, N.J., 2017. Thematic analysis: Striving to meet the

trustworthiness criteria. International Journal of Qualitative Methods, 16(1).

19. Peate, W.F. et al., 2021. Fitness programs in fire services: Innovations and challenges. Journal of

Occupational Health.

20. Petersen, C., Taylor, J. & Prati, G., 2022. Fitness in High-Risk Occupations: A Comprehensive Review.

21. Occupational Health Journal.

22. Saunders, B. et al., 2018. Saturation in qualitative research: Exploring its conceptualization and

operationalization. Quality & Quantity, 52(4), pp. 1893–1907.

23. Smith, J., Stevens, R. & Taylor, A., 2021. Barriers to Physical Fitness Maintenance in High-Risk

Occupations: A Qualitative Review. Journal of Occupational Studies, 18(1), pp. 45–58.

24. Taylor, B. & Green, C., 2021. Physical Fitness in Firefighting: Challenges and Interventions. Fire and

Rescue Journal, 14(3), pp. 100–115.

25. Tracy, S.J., 2020. Qualitative Research Methods: Collecting Evidence, Crafting Analysis,

Communicating Impact. Wiley-Blackwell.

26. Yu, X. et al., 2022. Barriers to Physical Fitness Among Emergency Responders in Asia. Journal of

Occupational Health.

27. Ahmed, R. & Noor, F., 2023. Innovative Approaches to Human Resource Management in High-Risk

Occupations. Journal of Occupational Health and Safety, 35(2), pp. 112-125.

28. Al-Hakim, A., et al. (2022). 'The impact of workplace wellness programs on employee health and

productivity: A comprehensive review', Journal of Occupational Health, 27(3), pp. 85-98.

29. Back, D., et al. (2023). 'The role of participant feedback in optimizing fitness programs for high-risk

occupations', Occupational Health Review, 31(4), pp. 302-314.

30. Barros, P., Zahra, F. & Chen, L. (2023). 'Psychological and environmental barriers to fitness in high

stress professions: A study of firefighters', Occupational Health & Safety Journal, 39(3), pp. 190-210.

31. Baur, D.M., Mathews, S. & Walters, T.J. (2021). 'Obesity and injury risk in physically demanding

occupations: Insights from firefighting professions', Occupational Health & Safety, 63(2), pp. 120129.

32. Beck, R.T., Stevenson, A. & Norris, J. (2022). 'Diabetes risk and physical fitness: Implications for high-

risk professions', Journal of Occupational Health, 44(3), pp. 215-226.

33. Blevins, S., Ward, R. & Oldenburg, B. (2020). 'Access to fitness facilities and its influence on firefighter

physical activity', International Journal of Workplace Health, 39(4), pp. 287-299.

34. Bashan, G., et al. (2020). 'Firefighter fitness and its relation to operational performance', Journal of

Physical Education Research.

35. Barr, R.D., Stevenson, A. & Norris, J. (2022). 'Physical and cardiovascular demands of firefighting:

Implications for occupational fitness standards', Journal of Applied Physiology, 130(3), pp. 589-596.

36. Barros, P., Zahra, F. & Chen, L. (2023). 'Impact of cultural and environmental factors on fitness

maintenance among firefighters', International Journal of Workplace Health, 39(4), pp. 287-299.

37. Baur, D.M., Mathews, S. & Walters, T.J. (2021). 'Obesity and injury risk in physically demanding

occupations: Insights from firefighting professions', Occupational Health & Safety, 63(2), pp. 120-129.

38. Baik, D. & Famularo, R. (2024). 'Work-life balance as a key component of employee wellness: A global

perspective', International Journal of Workplace Health Management, 17(2), pp. 110-124.

39. Blevins, S., Ward, R. & Oldenburg, B. (2020). 'Barriers to effective fitness programs for firefighters: A

review of global practices', Occupational Medicine and Safety Journal, 48(1), pp. 122-131.

40. Beck, R.T., Stevenson, A. & Norris, J. (2022). 'Diabetes risk and physical fitness: Implications for high-

risk professions', Journal of Occupational Health, 44(3), pp. 215-226.

ICTMT 2025 | International Journal of Research and Innovation in Social Science

(IJRISS)

ISSN: 2454-6186 | DOI: 10.47772/IJRISS

Special Issue | Volume IX Issue XXVIII November 2025

Page 402

www.rsisinternational.org

41. Blevins, S., Ward, R. & Postlethwaite, L. (2023). 'Physical fitness requirements and firefighter

performance: A global perspective', International Journal of Occupational Health, 34(2), pp. 195-206.

42. Barros, P., Zahra, F. & Chen, L. (2023). 'Psychological and environmental barriers to fitness in highstress

professions: A study of firefighters', Occupational Health & Safety Journal, 39(3), pp. 190-210. 44.

43. Chen, L. & Zuckerman, B. (2022). 'Workplace health strategies: Applying social ecological models',

Journal of Workplace Health Management.

44. Creswell, J.W. & Poth, C.N. (2018). Qualitative inquiry and research design: Choosing among five

approaches, 4th ed. Sage.

45. Cummings, J., et al. (2023). 'The role of wearable fitness trackers in improving firefighter physical

health', Journal of Occupational Health, 61(2), pp. 120-132.

46. Chang, C., Smith, D. & Lin, S. (2022). 'Human resource management in emergency services: Strategies

for enhancing performance and well-being', Journal of Emergency Management, 39(4), pp. 325-338.

47. Chan, T., Li, F. & Zhao, X. (2022). 'Holistic wellness programs in emergency services: Enhancing mental

resilience and physical performance', Journal of Occupational Health and Safety, 45(3), pp. 211224.

48. Chang, C., Lee, S. & Kim, J. (2022). 'Technology-enhanced fitness programs for emergency responders:

A strategic approach', Journal of Occupational Health and Safety, 38(3), pp. 189-203.

49. Chatzisarantis, N.L. & Hagger, M.S. (2007). 'Promoting physical fitness in the workplace: The role of

self- determined motivation', International Journal of Occupational Health, 24(3), pp. 234-247.

50. Dhiman, S., et al. (2020). 'Wearable fitness devices in emergency services: Enhancing physical readiness

through technology', Journal of Emergency Management, 42(5), pp. 312-324.

51. Frank, E. (2024). 'Social ecological factors influencing participation in workplace health promotion

programming among university employees', Walden Dissertations and Doctoral Studies.

52. Fried, Y., Slowik, L.H. & Ben-David, H. (2020). 'Physical fitness and workplace productivity: A review

of current perspectives', Journal of Occupational Health, 62(1), pp. 1–14.

53. Flessa, S. & Huebner, L. (2021). 'Personalized fitness programs for high-risk professions: The case of

emergency services', Journal of Occupational Health and Safety Management, 34(5), pp. 342-355.

54. Ganesh, S. & Subramanian, K. (2021). 'Innovative HR practices for employee well-being', Journal of

Human Resource Management, 34(2), pp. 55–63.

55. Hwang, C. & Lee, B. (2023). 'Personalized training programs for emergency service personnel: Role of

wearable devices and fitness apps', Journal of Occupational Rehabilitation, 30(1), pp. 58-70.

56. Jones, M. & Williams, L., 2022. Cardiovascular stress and physical fitness in firefighting: A critical

review. International Journal of Fire Service Management, 45(3), pp. 210-225.