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NEW EMPLOYMENT PROGRAMME

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Presentation on theme: "NEW EMPLOYMENT PROGRAMME"— Presentation transcript:

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

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

4 CENTRALISED OPERATIONS MANAGEMENT
Senior Manager AFFINDI KASSIM

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

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

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

8 EMPLOYEE GRADING GRADE DESIGNATION 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 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 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 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 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 from Managing Director

13 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: Prior approval from his/her immediate Superior; or 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 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 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

17 PUBLIC HOLIDAY FOR THE YEAR 2011
NO DESCRIPTION DATE DAY STATE SELANGOR JOHOR 1 New Year 1 January Sat 2 Hari Hol Sultan Johor 11 January Tue 3 Chinese New Year 3 & 4 February Thu & Fri 4 Maulidur Rasul 15 February 5 Labour Day 1 May Sun 6 Agong’s Birthday 4 Jun 7 Awal Ramadhan 1 August Mon 8 Hari Raya Aidilfitri 30 & 31 August Tue & Wed 9 National Day 31 August Wed 10 Malaysia Day 16 September Friday 11 Deepavali 26 October 12 Hari Raya Aidiladha 6 November 13 Sultan Johor’s Birthday 22 November 14 Awal Muharram 27 November 15 Sultan Selangor’s Birthday 11 December 16 Christmas 25 December

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

19 OVERTIME WORK ON REST DAY WORK ON PUBLIC HOLIDAY
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 = times the ORP WORK ON PUBLIC HOLIDAY Not exceeding the normal hours of work = 2 days wages Exceed the normal hours of work = times the ORP Clause 2.4, Employee Handbook

20 REFRESHMENT ALLOWANCES SHIFT ALLOWANCE LAUNDRY ALLOWANCE
Employee Grade C & D only Monthly basic greater than RM1,500.00 DESCRIPTION NORMAL DAY (RM) REST DAY (RM) PUBLIC HOLIDAY (RM) First two (2) hours 10.00 20.00 30.00 More than two (2) hours 5.00 15.00 *subject to a maximum of RM50.00 per day) *subject to a maximum of RM per day) *subject to a maximum of RM per day) Clause 2.5, Employee Handbook ALLOWANCES SHIFT ALLOWANCE LAUNDRY ALLOWANCE Employee Grade C & D only = RM100.00 Employee Grade C = RM100.00 Employee Grade D = RM75.00 Clause 2.11, Employee Handbook Clause 2.16, Employee Handbook

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

23 MEDICALBENEFIT OUTPATIENT TREATMENT & CONSULTATION
for employee & his/her family JOHOR SELANGOR PANEL LOCATION Poliklinik Penawar All branches in Johor Poliklinik Kg Tungku Kg Tungku, Petaling Jaya Poliklinik Yuslina Taman Johor Jaya WQ Park Kelana Jaya, Selangor Poliklinik Nur Hidayah Taman Universiti Medi Perdana Jalan 222, Petaling Jaya Poliklinik Sarah Sri Bayu, Permas Jaya Klinik Faizal Bandar Baru Uda Klinik Muru Kolam Air

24 MEDICAL BENEFIT HOSPITALISATION & SURGICAL BENEFITS DENTAL TREATMENT
for employee & his/her family DENTAL TREATMENT MATERNITY BENEFIT for employee & his/her family exclude beautification purposes RM 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 INSURANCE SCHEME GROUP PERSONAL ACCIDENT GROUP TERM LIFE
Beneficiaries shall be the Employee or the Employee’s nominated beneficiaries GROUP TERM LIFE GROUP HOSPITALISATION & SURGICAL Covers employee and his/her family Detail breakdown as per schedule of benefits stated in Employee Handbook Clause 4.4 & 4.5, Employee Handbook

26 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, 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 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 DAY ITEM 1 Monday White Corporate Shirt 2 Tuesday Green Corporate T-Shirt 3 Wednesday Appropriate Office Attire 4 Thursday 5 Friday 6 Saturday/Sunday/ Public Holiday White Corporate Shirt/

28

29 GROUNDS FOR DISCIPLINARY ACTION
Insubordination Theft / Embezzlement Damage to Company’s Property Violence Intoxication Conviction Misrepresentation Unauthorized Use of Access Cards Absent from work Habitual absenteeism Accepting Money / Gifts Immoral Act Disclosure of Trade Secrets Riotous & Disorderly Behavior Illegal Industrial Action Sleeping On the Job Leaving work early / Late for work Gambling Tardiness Refusal of Transfer Appendix A, Employee Handbook

30 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 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 RESIDENT USERS

33 BAHAGIAN PENGURUSAN HARTANAH, JABATAN PERDANA MENTERI
SENARAI R.U TERTINGGI BAHAGIAN PENGURUSAN HARTANAH, JABATAN PERDANA MENTERI PEGAWAI KESELAMATAN En. Azali Bin Bachok PENOLONG PEGAWAI KESELAMATAN En. Rosli Bin Dalli

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

35 THANK YOU Advanced Maintenance Precision Management Sdn Bhd


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