1 / 35

KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZI

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

race
Download Presentation

KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZI

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

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

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

  8. EMPLOYEE GRADING 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 18.08.2010 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. PUBLIC HOLIDAY FOR THE YEAR 2011

  17. 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 ELIGIBILITY • 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 Monthly Basic Salary x 12 52 x No. of hours per week Clause 2.4, Employee Handbook

  18. OVERTIME WORK ON REST DAY • 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 WORK ON PUBLIC HOLIDAY • Not exceeding the normal hours of work = 2 days wages • Exceed the normal hours of work = 3.0 times the ORP Clause 2.4, Employee Handbook

  19. REFRESHMENT • Employee Grade C & D only • Monthly basic greater than RM1,500.00 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 2.16, Employee Handbook Clause 2.11, Employee Handbook

  20. 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.

  21. TYPES OF LEAVE* *Terms & Conditions applied. Clause 3.0 (3.1 – 3.11), Employee Handbook

  22. MEDICALBENEFIT OUTPATIENT TREATMENT & CONSULTATION • for employee & his/her family

  23. MEDICAL BENEFIT HOSPITALISATION & SURGICAL BENEFITS • for employee & his/her family MATERNITY BENEFIT DENTAL TREATMENT • 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

  24. INSURANCE SCHEME GROUP TERM LIFE GROUP PERSONAL ACCIDENT • Beneficiaries shall be the Employee or the Employee’s nominated beneficiaries 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

  25. 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

  26. 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;

  27. GROUNDS FOR DISCIPLINARY ACTION 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 Insubordination Theft / Embezzlement Damage to Company’s Property Violence Intoxication Conviction Misrepresentation Unauthorized Use of Access Cards Absent from work Habitual absenteeism Appendix A, Employee Handbook

  28. 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

  29. 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

  30. RESIDENT USERS

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

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

  33. THANK YOU Advanced Maintenance Precision Management Sdn Bhd

More Related