Professional Documents
Culture Documents
1.0
INTRODUCTION
2.0
ORGANIZATIONAL BACKGROUND
Jabatan Pembangunan Persekutuan Kelantan (JPPK) was established on 1st
January 1991. The establishment was to takeover tasks and roles of Kelantan
State Development Office as the main coordinating and observing agency,
engaging the federal development projects within State of Kelantan. Moreover,
KFDO establishment intended to ensure the proper control upon federal projects
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started from planning to perfectly managed project appraisal. KFDO was directly
accountable to the Implementation Coordination Unit, Prime Ministers Department.
The mission of the JPPK is to become the outstanding and respected federal
agency in relation to Supervise the National Development Plan Implementation.
Then the vision is the federal agency that initiates the national development
through Coordination, Discovery as well as Assssment of programs and projects.
The moto of the JPPK is volume, accuracy and speed (VAS).
Management Division
Finance Division
Special Division
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iv)
v)
vi)
vii)
There are 10 District Development Offices (DDO) operated regionally which led by
a District Development Officer.
i)
ii)
iii)
iv)
v)
vi)
vii)
viii)
ix)
x)
This office has 225 positions which are 223 positions, 212 appointments and 13
vacancies.
3.0
3.1
sector
MUST
BE
SUPERVISED
by
Management
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Definition
is
Jabatan
Perkhidmatan Awam
(JPA),
Management
or contract employees.
Job seekers can refer to the JPPK Website if there are any vacancies
available.
Job seekers also must join
Jabatan Perkhidmatan Awam started to analyze the vacancies form to
3.2
Action or actions taken as a result of moving through this process and is the
outcome of the staff member failure to achieve the require standards of
performance or bad attitude such as absenteeism or sexual harassment.
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Example, in JPPK workers who are absenteeism will be given oral warning.
They need to answer with prove that they are not guilty or defend what they
have done usually the letter or medical certificate is being used in this
situation. It have two methods, offline and online. For offline method, the
employees who want to take any medical certificate must fill the medical
certificate letter then pass it to Boss at the department. The boss will
approve employee leave and if it approve, the letter will be given to chief
clerk to be kept on file. Moreover, for online method, employees must visit
the website Human Resource Management Information System (HRMIS). In
that system consist of Leave Management, Training, Pensions and
Employee Personal Information. The employees must do both of the
methods to apply leave. If employees do not follow the rule of leave it will be
a disciplinary offense. The boss will call employees who are absenteeism to
give an oral warning. if still happen, the case will be brought to the meeting
for further action and If an employees who are involved still do not show any
changes or improvement, meeting will be held again for the termination
action.
3.3
Definition
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Training is a systematic development of attitude, knowledge and skill pattern
required by an individual in order to perform adequately a given task or job.
Example, in order to improve skill and knowledge of their workers
Department of training JPPK provide training for their staff such as Seminar
Smart Store, Team building, Kursus Induksi and so on.
The objective of that kind seminar and training was to increase the
understanding and knowledge of the products offered by JPPK among staff.
Mode of Training
In house program
Training that is held in the organization premises specifically for
companys employees only. For example, Kursus Sistem Pengursan
3.4
Companies with health care benefits offer assistance with medical costs.
Depending on the companys policy for health care benefits, employees can
pay a fee to opt into the health care plan, while the company pays the bulk
of the premium, or the company may pay for all health care related costs.
For employees who work at the government agency, they are eligible for full
medical assistance from the government
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Employers often provide employees with some sort of group medical
insurance, with the level of coverage depending on the status of the
employee.
Government guarantee letter must be brought by government employees
while seeking treatment at government hospitals or in government clinics.
That treatment is done for free.
The coverage of service that provided for government staff included
themselves, their children and their parents.
This kind of benefits encourage workers to increase their effort to give
positive service to organization and make the environment at the workplace
happy and harmony because employers appreciate their effort.
3.5
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Compensation and rewards is an important factor affecting how and why
people choose to work at one organization over others. Employees must be
reasonable competitive with several types of compensation and rewards to
attract and retain competent employees. Reward can be both intrinsic and
extrinsic. Intrinsic reward often includes praise for completing a project or
meeting performance objectives. Extrinsic rewards are tangible and take a
monetary and non -monetary form.
3.6
Employee welfare means the efforts to make life worth living for workmen.
According to Todd employee welfare means anything done for the comfort
and improvement, intellectual or social, of the employees over and above
the wages paid which is not a necessity of the industry.
The features of the employee welfare include comprehensive term including
various services, facilities and amenities provided to employees for their
betterment. Second the purpose is to improve the lot of the working class
and it also called a fringe benefits and services.
Furthermore, the objectives of the employee welfare are it helps to improve,
it improves the loyalty and morale of the employees, reduces labor turnover,
and helps to improve employee productivity.
Example of the services and welfare provide by JPPK to their customers
and workers which are:
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4.0
Guru Al-Quran,
Penggerak
CONCLUSION
Every organization can implement a lot of unique human resources (HR) practices
as long as it did not break the rules and regulations stated in the Employment Act
1955. However, their purposes are the same, to motivate their employees and to
increase their productivity. HR practices also powerful predictors of trust and
organizational performance.
Obviously that HR practices bring benefit to parties, employer and employee. In
order to have a continuously relationship and benefits, both parties must obey and
follow all the term and conditions agreed in the agreement. If one of the parties
breaks the rule, those benefits will be affected.
Finally Human Resources Practices come out various benefits to the employee and
also to the organization include:-
Individual development
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Career progression
REFERENCES
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