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KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZIM HUMAN RESOURCES INDUCTION NEW EMPLOYMENT.

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Presentation on theme: "KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZIM HUMAN RESOURCES INDUCTION NEW EMPLOYMENT."— Presentation transcript:

1 KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZIM HUMAN RESOURCES INDUCTION NEW EMPLOYMENT PROGRAMME

2 HUMAN RESOURCES DEPARTMENT (REV:01) MISSION & VISION Mission To continuously deliver quality services to achieve customer satisfaction through a holistic approach and in a secured and safe environment Vision Strives to achieve efficient, secure and safe facility and asset management

3 HUMAN RESOURCES DEPARTMENT (REV:01) General Manager RUSMAN MD LIZAH CORPORATE SERVICES (CS) Senior Manager LT. COL. MOHD RAZALI CENTRALISED OPERATIONS MANAGEMENT (COM) BUILDING MAINTENANCE MANAGEMENT (BMM) Senior Manager AFFINDI KASSIM SECURITY, SAFETY, HEALTH & ENVIRONMENT (SSHE) OPERATIONS DIRECTOR SAIPOLYAZAN M. YUSOP MANAGING DIRECTOR DATO’ YAHYA A. JALIL THE TEAMS (JB OPERATIONS OFFICE) General Manager AHMAD BUSTAMAM

4 HUMAN RESOURCES DEPARTMENT (REV:01) CENTRALISED OPERATIONS MANAGEMENT Senior Manager AFFINDI KASSIM

5 HUMAN RESOURCES DEPARTMENT (REV:01) BUILDING MAINTENANCE MANAGEMENT Technical Manager ROSLEE OTHMAN Head, Facility (JB Sentral) NORAZLAN MASRI Senior Engineer, Facility Management IDHAM MIAN General Manager AHMAD BUSTAMAM

6 HUMAN RESOURCES DEPARTMENT (REV:01) SECURITY, SAFETY, HEALTH & ENVIRONMENT Senior Manager LT. COL. MOHD RAZALI SHAMSUDIN Manager, SHE AZAHARI MOHAMAD Assistant Manager, Surveillance CAPT. ABDUL RAHMAN ABU (R) Manager SUPT (R) MOHD ZAINAL BAHAROM

7 HUMAN RESOURCES DEPARTMENT (REV:01) CORPORATE SERVICES Assistant Manager V. KRISHNAVENI A/P VILAYUDHAN FINANCE & ADMINISTRATION Assistant Manager MOHD AZZURIN ABDUL SHUKOR HUMAN RESOURCES & TRAINING CONTRACTS Senior Manager SAKDON KAYON QUALITY MANAGEMENT SYSTEM Assistant Manager FAKHRUL ANWAR AZHAR General Manager RUSMAN MD LIZAH Assistant Manager MOHD FAZLIN ZAINAL ABIDIN CUSTOMER RELATIONSHIP MANAGEMENT Assistant Manager MOHAMAD YUSRI MUHAMAD YUSOP

8 HUMAN RESOURCES DEPARTMENT (REV:01) EMPLOYEE GRADING GRADEDESIGNATION A1 A2 Chief Operating Officer / Director General Manager B1 B2 B3 Senior Manager Manager Assistant Manager C1 C2 C3 Senior Executive/Supervisor Executive/Supervisor Junior Executive/Supervisor D1 D2 D3 Senior Clerk General Clerk Non - Clerical Clause 2.1, Employee Handbook

9 HUMAN RESOURCES DEPARTMENT (REV:01) PROBATION PERIOD A newly appointed Employee shall serve probationary period of 3 months. The Company may at its discretion, extend the probation period for a further period of up to 3 months. However, the Company may confirm the Employee prior to the completion of the probation period based on performance. At any time during the probation period or any extension thereof, the service of an Employee may be terminated by either party giving the other party one (1) week’s written notice or payment of salary in lieu of such notice. Clause 1.3, Employee Handbook

10 HUMAN RESOURCES DEPARTMENT (REV:01) CONFIRMATION OF EMPLOYMENT Following satisfactory completion of the probation period, the Employee shall be advised in writing by the Company whether the Employee has been confirmed or not. In the absence of a confirmation letter, the Employee shall continue to be on probation. Upon confirmation, the Employee’s length of service shall be deemed to have started from the day the Employee joined the Company. There shall be no salary adjustment upon confirmation of employment. Clause 1.3, Employee Handbook

11 HUMAN RESOURCES DEPARTMENT (REV:01) PERFORMANCE REVIEW OR PMS (PERFORMANCE MANAGEMENT SYSTEM) WHAT IS PMS? A systematic approach to improving individual and team performance in order to achieve organizational objectives. PMS or Performance Management System is an enhanced method of measuring people’s performance in an organization. It is a continuous process throughout the year to develop and coach people for success (ongoing, day to day process). At the end of the year, employees are not only evaluated for their past performances but evaluation also emphasizes on employees’ future development and continuous improvement. Staff morale is expected to increase after the year-end review session.

12 HUMAN RESOURCES DEPARTMENT (REV:01) ATTENDANCE RECORD Staff Attendance Register Employees are required to use punch cards in recording the exact time they commence work. Whenever the Employees leave the office premises, they are also required to record the actual time of leaving the office. The Company may change the attendance register system to suit the requirement from time to time. Clause 8.1, Employee Handbook “The punch card system and implementation will be applicable to all employees, regardless of their seniority.” Memorandum, Attendance & Punctuality 18.08.2010 from Managing Director

13 HUMAN RESOURCES DEPARTMENT (REV:01) Absent from Work An Employee shall be deemed to have terminated his/her services if he/she has been continuously absent from work for more than two (2) working days without: (i)Prior approval from his/her immediate Superior; or (ii)Reasonable excuse; or (iii) Informing or attempting to inform the Superiors at the earliest opportunity of the reasons for such absence. Clause 8.2, Employee Handbook

14 HUMAN RESOURCES DEPARTMENT (REV:01) Attendance/Absenteeism/Lateness Poor attendance may result in DISCIPLINARY ACTION which initially is given in the form of VERBAL WARNING and if repeated, WRITTEN WARNING and finally, TERMINATION OF EMPLOYMENT. Any employee who is late coming to work for 3 consecutive days or 5 occasions in a month without a valid reason, the case will result in a disciplinary action. The monitoring of attendance and punctuality will form as part of the yearly performance evaluation process for each staff. The record of absenteeism and tardiness will also affect the Management's decision regarding career path, promotion and salary increment. Clause 8.3, Employee Handbook

15 HUMAN RESOURCES DEPARTMENT (REV:01) Cont.. The Company recognises justifiable causes for absence and tardiness (lateness) and reasonably grants time off from work to complete personal matters. However, the Employee should give notice of absence and lateness in advance to his/her immediate superior. In emergencies, an Employee must notify his/her immediate superior or the Human Resources & Training Department within forty-eight (48) hours by a bearer, telephone or telegram of his/her absence. Failure to do so will constitute unauthorised absence, which will warrant disciplinary action. In Performance Appraisal or PMS, Employees with bad attendance records will not receive ratings. Clause 8.3, Employee Handbook

16 HUMAN RESOURCES DEPARTMENT (REV:01)

17 PUBLIC HOLIDAY FOR THE YEAR 2011 NODESCRIPTIONDATEDAY STATE SELANGORJOHOR 1New Year1 JanuarySat√ 2Hari Hol Sultan Johor11 JanuaryTue√ 3Chinese New Year3 & 4 FebruaryThu & Fri√√ 4Maulidur Rasul15 FebruaryTue√√ 5Labour Day1 MaySun√√ 6Agong’s Birthday4 JunSat√√ 7Awal Ramadhan1 AugustMon√ 8Hari Raya Aidilfitri30 & 31 AugustTue & Wed√√ 9National Day31 AugustWed√√ 10Malaysia Day16 SeptemberFriday√√ 11Deepavali26 OctoberWed√√ 12Hari Raya Aidiladha6 NovemberSun√√ 13Sultan Johor’s Birthday22 NovemberTue√ 14Awal Muharram27 NovemberSun√√ 15Sultan Selangor’s Birthday11 DecemberSun√ 16Christmas25 DecemberSun√√

18 HUMAN RESOURCES DEPARTMENT (REV:01) SALARY Salary will be paid on 28 th every month For new employee, salary will be paid on 7 th, only for the 1 st month of employment OVERTIME Monthly basic salary of RM1,500.00 and below Only at the request of the Company Ordinary Rate of Pay (ORP)= Overtime on Normal Day= 1.5 times the ORP ELIGIBILITY Monthly Basic Salary x 12 52 x No. of hours per week Clause 2.4, Employee Handbook

19 HUMAN RESOURCES DEPARTMENT (REV:01) OVERTIME Does not exceed ½ the normal hours of work = ½ day wages More than ½ but does not exceed the normal hours of work = 1 day wages Exceed the normal hours of work = 2.0 times the ORP Not exceeding the normal hours of work = 2 days wages Exceed the normal hours of work = 3.0 times the ORP WORK ON REST DAY WORK ON PUBLIC HOLIDAY Clause 2.4, Employee Handbook

20 HUMAN RESOURCES DEPARTMENT (REV:01) REFRESHMENT Employee Grade C & D only Monthly basic greater than RM1,500.00 DESCRIPTIONNORMAL DAY (RM) REST DAY (RM) PUBLIC HOLIDAY (RM) First two (2) hours10.0020.0030.00 More than two (2) hours5.0010.0015.00 *subject to a maximum of RM50.00 per day) *subject to a maximum of RM100.00 per day) *subject to a maximum of RM150.00 per day) ALLOWANCES Employee Grade C = RM100.00 Employee Grade D = RM75.00 SHIFT ALLOWANCE Employee Grade C & D only = RM100.00 LAUNDRY ALLOWANCE Clause 2.5, Employee Handbook Clause 2.11, Employee Handbook Clause 2.16, Employee Handbook

21 HUMAN RESOURCES DEPARTMENT (REV:01) LEAVE APPLICATION PROCEDURES No leave shall be taken until it is approved All application must be submitted at least 3 days in advance Except for annual leave, leave applied for should be substantiated with documentary evidence Annual leave will be deducted if employee entitled Medical Certificate (MC) from other than Company’s Panel Clinic. Company may only approve MC from Company’s Panel Clinic or it is endorsed by the Company’s Panel Clinic.

22 HUMAN RESOURCES DEPARTMENT (REV:01) TYPES OF LEAVE* ANNUAL LEAVE SICK / MEDICAL, HOSPITALIZATION, PROLONGED ILLNESS PATERNITY, COMPASSIONATE, NO PAY LEAVE HAJ, MATERNITY, MARRIAGE, EXAMINATION, PROLONGED ILLNESS EMERGENCY *Terms & Conditions applied. Clause 3.0 (3.1 – 3.11), Employee Handbook

23 HUMAN RESOURCES DEPARTMENT (REV:01) MEDICALBENEFIT OUTPATIENT TREATMENT & CONSULTATION for employee & his/her family JOHORSELANGOR PANELLOCATIONPANELLOCATION Poliklinik PenawarAll branches in JohorPoliklinik Kg Tungku Kg Tungku, Petaling Jaya Poliklinik YuslinaTaman Johor JayaWQ ParkKelana Jaya, Selangor Poliklinik Nur HidayahTaman UniversitiMedi PerdanaJalan 222, Petaling Jaya Poliklinik SarahSri Bayu, Permas Jaya Klinik FaizalBandar Baru Uda Klinik MuruKolam Air

24 HUMAN RESOURCES DEPARTMENT (REV:01) MEDICAL BENEFIT HOSPITALISATION & SURGICAL BENEFITS DENTAL TREATMENT MATERNITY BENEFIT for employee & his/her family exclude beautification purposes RM500.00 per year for female confirmed employee & spouse of confirmed male employee up to the birth of 5 surviving children Clause 4.5, Employee Handbook

25 HUMAN RESOURCES DEPARTMENT (REV:01) INSURANCE SCHEME GROUP HOSPITALISATION & SURGICAL GROUP PERSONAL ACCIDENT Beneficiaries shall be the Employee or the Employee’s nominated beneficiaries Covers employee and his/her family Detail breakdown as per schedule of benefits stated in Employee Handbook GROUP TERM LIFE Clause 4.4 & 4.5, Employee Handbook

26 HUMAN RESOURCES DEPARTMENT (REV:01) SOCIAL SECURITY ORGANISATION (“SOCSO”) This scheme provides compensation to employee should they get injured or die accidentally at work place or arising out of their employment Employees whose gross earnings are up to RM3,000.00 per month and who are less than (55) years are covered under this scheme Contributions by the Employer is based on the gross earnings of the employee and payment schedule provided by SOCSO

27 HUMAN RESOURCES DEPARTMENT (REV:01) DRESS CODE (ATTIRE AT WORK) All employee (exclude manager and above which has to wear the White Corporate Shirt from Monday to Friday) are strictly required to wear the designated attire as follows; NO DAYITEM 1MondayWhite Corporate Shirt 2TuesdayGreen Corporate T-Shirt 3WednesdayAppropriate Office Attire 4ThursdayGreen Corporate T-Shirt 5FridayWhite Corporate Shirt 6 Saturday/Sunday/ Public Holiday White Corporate Shirt/ Green Corporate T-Shirt

28 HUMAN RESOURCES DEPARTMENT (REV:01)

29 GROUNDS FOR DISCIPLINARY ACTION Appendix A, Employee Handbook

30 HUMAN RESOURCES DEPARTMENT (REV:01) GRIEVANCE EMPLOYEE GRIEVANCE Defined as a complaint by the Employee concerned who brings it to the attention of his/her immediate superior but who has not resolved this to the satisfaction of the Employee Clause 8.5, Employee Handbook

31 HUMAN RESOURCES DEPARTMENT (REV:01) GRIEVANCE PROCEDURE Step 1: Review problem with immediate superior Step 2: If not satisfied, review with immediate superior’s supervisor Step 3: If not satisfied, review with Head of Department with complaint written down Step 4: If still not satisfied review with General Manager, Human Resources with written complaint including steps that has been taken to resolve the problem Step 5: If problem still unresolved, write formal letter to the Managing Director stating nature of the problem and steps that has been taken to resolve problem without success Step 6: Managing Director will review with the General Manager, Human Resources, a personal interview with the employee in the presence of General Manager, Human Resources. The Managing Director’s Decision shall be final and this will be explained to the Employee. Clause 8.5, Employee Handbook

32 HUMAN RESOURCES DEPARTMENT (REV:01) RESIDENT USERS

33 HUMAN RESOURCES DEPARTMENT (REV:01) PENOLONG PEGAWAI KESELAMATAN En. Rosli Bin Dalli SENARAI R.U TERTINGGI BAHAGIAN PENGURUSAN HARTANAH, JABATAN PERDANA MENTERI PEGAWAI KESELAMATAN En. Azali Bin Bachok

34 HUMAN RESOURCES DEPARTMENT (REV:01) JABATAN KERJA RAYA CAWANGAN SENGGARA PENOLONG PENGARAH KANAN EN. MOHD ISA BIN SULAIMAN KETUA PENOLONG PENGARAH (UKUR BAHAN) SR. HJH.ZAIHA ARIFFIN

35 HUMAN RESOURCES DEPARTMENT (REV:01) Advanced Maintenance Precision Management Sdn Bhd THANK YOU


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