kontrak pengurusan fasiliti kompleks kastam, imigresen dan kuarantin (kik) bukit chagar johor...
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KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZIM. NEW EMPLOYMENT PROGRAMME. HUMAN RESOURCES INDUCTION. MISSION & VISION. Mission - PowerPoint PPT PresentationTRANSCRIPT
KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK)
BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZIM
HUMAN RESOURCES INDUCTIONNEW EMPLOYMENT PROGRAMME
HUMAN RESOURCES DEPARTMENT (REV:01)
MISSION & VISION
MissionTo continuously deliver quality services to achieve
customer satisfaction through a holistic approach and in a secured and safe
environment
VisionStrives to achieve efficient, secure and safe
facility and asset management
HUMAN RESOURCES DEPARTMENT (REV:01)
General ManagerRUSMAN MD LIZAH
CORPORATE SERVICES(CS)
Senior ManagerLT. COL. MOHD RAZALI
CENTRALISED OPERATIONS MANAGEMENT (COM)
BUILDING MAINTENANCE MANAGEMENT (BMM)
Senior ManagerAFFINDI KASSIM
SECURITY, SAFETY, HEALTH & ENVIRONMENT
(SSHE)
OPERATIONS DIRECTORSAIPOLYAZAN M. YUSOP
MANAGING DIRECTORDATO’ YAHYA A. JALIL
THE TEAMS (JB OPERATIONS OFFICE)
General ManagerAHMAD BUSTAMAM
HUMAN RESOURCES DEPARTMENT (REV:01)
CENTRALISED OPERATIONS MANAGEMENT
Senior ManagerAFFINDI KASSIM
HUMAN RESOURCES DEPARTMENT (REV:01)
BUILDING MAINTENANCE MANAGEMENT
Technical ManagerROSLEE OTHMAN
Head, Facility (JB Sentral)NORAZLAN MASRI
Senior Engineer, Facility ManagementIDHAM MIAN
General ManagerAHMAD BUSTAMAM
HUMAN RESOURCES DEPARTMENT (REV:01)
SECURITY, SAFETY, HEALTH & ENVIRONMENT
Senior ManagerLT. COL. MOHD RAZALI SHAMSUDIN
Manager, SHEAZAHARI MOHAMAD
Assistant Manager, Surveillance CAPT. ABDUL RAHMAN ABU (R)
ManagerSUPT (R) MOHD ZAINAL BAHAROM
HUMAN RESOURCES DEPARTMENT (REV:01)
CORPORATE SERVICES
Assistant ManagerV. KRISHNAVENI A/P VILAYUDHAN
FINANCE & ADMINISTRATION
Assistant ManagerMOHD AZZURIN ABDUL SHUKOR
HUMAN RESOURCES & TRAINING
CONTRACTS
Senior ManagerSAKDON KAYON
QUALITY MANAGEMENTSYSTEM
Assistant ManagerFAKHRUL ANWAR AZHAR
General ManagerRUSMAN MD LIZAH
Assistant ManagerMOHD FAZLIN ZAINAL ABIDIN
CUSTOMER RELATIONSHIPMANAGEMENT
Assistant ManagerMOHAMAD YUSRI MUHAMAD YUSOP
HUMAN RESOURCES DEPARTMENT (REV:01)
EMPLOYEE GRADINGGRADE DESIGNATION
A1A2
Chief Operating Officer / DirectorGeneral Manager
B1B2B3
Senior ManagerManager
Assistant Manager
C1C2C3
Senior Executive/SupervisorExecutive/Supervisor
Junior Executive/Supervisor
D1D2D3
Senior ClerkGeneral ClerkNon - Clerical
Clause 2.1, Employee Handbook
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
HUMAN RESOURCES DEPARTMENT (REV:01)
CONFIRMATION OF EMPLOYMENTFollowing 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
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.
HUMAN RESOURCES DEPARTMENT (REV:01)
ATTENDANCE RECORDStaff 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
HUMAN RESOURCES DEPARTMENT (REV:01)
Absent from WorkAn 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
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
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
HUMAN RESOURCES DEPARTMENT (REV:01)
HUMAN RESOURCES DEPARTMENT (REV:01)
PUBLIC HOLIDAY FOR THE YEAR 2011NO DESCRIPTION DATE DAY
STATESELANGOR 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 Tue √ √5 Labour Day 1 May Sun √ √6 Agong’s Birthday 4 Jun Sat √ √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 Wed √ √12 Hari Raya Aidiladha 6 November Sun √ √13 Sultan Johor’s Birthday 22 November Tue √14 Awal Muharram 27 November Sun √ √15 Sultan Selangor’s Birthday 11 December Sun √16 Christmas 25 December Sun √ √
HUMAN RESOURCES DEPARTMENT (REV:01)
SALARY• 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
• 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 1252 x No. of hours per week
Clause 2.4, Employee Handbook
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
HUMAN RESOURCES DEPARTMENT (REV:01)
REFRESHMENT• 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 30.00More than two (2) hours 5.00 10.00 15.00
*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
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.
HUMAN RESOURCES DEPARTMENT (REV:01)
TYPES OF LEAVE*ANNUAL LEAVE
EMERGENCY
*Terms & Conditions applied. Clause 3.0 (3.1 – 3.11), Employee Handbook
HUMAN RESOURCES DEPARTMENT (REV:01)
MEDICALBENEFIT
OUTPATIENT TREATMENT & CONSULTATION • for employee & his/her family
JOHOR SELANGOR
PANEL LOCATION PANEL LOCATIONPoliklinik Penawar All branches in Johor Poliklinik Kg
TungkuKg Tungku,
Petaling JayaPoliklinik Yuslina Taman Johor Jaya WQ Park Kelana Jaya,
SelangorPoliklinik Nur Hidayah Taman Universiti Medi Perdana Jalan 222,
Petaling JayaPoliklinik Sarah Sri Bayu, Permas Jaya
Klinik Faizal Bandar Baru UdaKlinik Muru Kolam Air
HUMAN RESOURCES DEPARTMENT (REV:01)
MEDICAL BENEFIT
HOSPITALISATION & SURGICAL BENEFITS
DENTAL TREATMENT MATERNITY BENEFIT
• for employee & his/her family
• 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
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
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
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 DAY ITEM1 Monday White Corporate Shirt2 Tuesday Green Corporate T-Shirt 3 Wednesday Appropriate Office Attire4 Thursday Green Corporate T-Shirt 5 Friday White Corporate Shirt
6 Saturday/Sunday/Public Holiday
White Corporate Shirt/Green Corporate T-Shirt
HUMAN RESOURCES DEPARTMENT (REV:01)
HUMAN RESOURCES DEPARTMENT (REV:01)
GROUNDS FOR DISCIPLINARY ACTION
Accepting Money / GiftsImmoral Act
Disclosure of Trade SecretsRiotous & Disorderly Behavior
Illegal Industrial ActionSleeping On the Job
Leaving work early / Late for workGamblingTardiness
Refusal of Transfer
InsubordinationTheft / Embezzlement
Damage to Company’s PropertyViolence
IntoxicationConviction
MisrepresentationUnauthorized Use of Access Cards
Absent from workHabitual absenteeism
Appendix A, Employee Handbook
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
HUMAN RESOURCES DEPARTMENT (REV:01)
GRIEVANCE PROCEDUREStep 1 : Review problem with immediate superiorStep 2 : If not satisfied, review with immediate superior’s supervisorStep 3 : If not satisfied, review with Head of Department with complaint
written downStep 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 successStep 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
HUMAN RESOURCES DEPARTMENT (REV:01)
RESIDENT USERS
HUMAN RESOURCES DEPARTMENT (REV:01)
PENOLONG PEGAWAI KESELAMATANEn. Rosli Bin Dalli
SENARAI R.U TERTINGGI
BAHAGIAN PENGURUSAN HARTANAH, JABATAN PERDANA MENTERI
PEGAWAI KESELAMATANEn. Azali Bin Bachok
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
HUMAN RESOURCES DEPARTMENT (REV:01)
Advanced Maintenance Precision Management Sdn Bhd
THANK YOU