Human Resource Management Division

Organization Chart

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Division Profile

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PUAN NOR KAMISAH CHE DAUD
Undersecretary
03-89115838 | This email address is being protected from spambots. You need JavaScript enabled to view it.

Background

The Human Resource Management Division is headed by the undersecretary, Diplomatic and Administrative Officer, grade C. It is responsible for matters related to the organisational structure and staffing, service matters, personnel training and examinations as well as matters relating to performance and career development. Its branches and main units are:

Organisational Development Branch
Service Management Branch
Career Development Branch
Human Capital Branch
Psychological Management Unit
HRMIS Data Management Unit

Vision,Mission & Objectives

VISION

To be the best organisation in the development of quality, skilled and competent human resources with integrity to perform their duties and responsibilities to achieve the organisation's objectives
To ensure the planning, management and development of human resources can be effectively performed to ensure the organisation has quality, skilled and competent human resources with integrity to achieve the division’s objectives
To produce quality, skilled and competent personnel with integrity through efficient and effective planning, management and development of human resources to achieve organisational objectives

MISION

To ensure planning, management and development of human resources can be effectively performed to ensure the organisation has quality, skilled and competent human resources with integrity to achieve the division’s objectives

OBJECTIVE

To produce quality, skilled and competent personnel with integrity through efficient and effective planning, management and development of human resources to achieve organisational objectives

Functions & Roles

Organizational Development Branch

To plan, coordinate and implement matters relating to application, abolishment, re-grading of posts and organisational restructuring in the ministry and its departments/agencies;
To plan, review and implement staffing needs and filling of positions in the ministry and its departments/agencies. Activities include preparation of the quarterly report on staffing, filling of positions and vacancies;
To plan and coordinate inspection on staffing and the task list at the headquarters of the ministry and its departments/agencies;
To plan, coordinate and implement matters regarding the preparation, examination and updating of the ministry’s budgeted expenditure and annual staffing list;
To plan, coordinate and conduct revision and improvement of schemes of service in the ministry and its departments/agencies; and
To serve as secretariat for the Human Resource Coordinating Committee of the ministry and its departments/agencies

Service Management Branch (CPP)

To plan and coordinate matters on recruitment, appointment and resignation according to the procedures in the Public Officers (Appointment, Promotion and Termination of Service) Regulations 2005 and the related circulars for staff under the jurisdiction of the ministry’s secretary-general;
To coordinate the confirmation of appointment, confirmation of service and entry into pensionable positions according to the procedures in the Public Officers (Appointment, Promotion and Termination of Service) Regulations 2005 and the related circulars for the officers of the ministry and its departments;
To process matters relating to remuneration and facilities in accordance with the existing regulations as contained in General Orders Chapter B 1974/related circulars for the purposes of recognition and approval by the controlling officer or the head of department for personnel of the ministry; and
To carry out recruitment, placement and transfer for common user positions, partial non-common user positions and cadresTo coordinate and manage the post-service matters of the ministry’s officers;
To update information about the ministry’s offcers in the Service Book and also the HRMIS;
To coordinate the Statement of Financial Changes (Kew. 8) of the ministry’s officers;
To plan and coordinate promotions and promotion appeals for the staff of the ministry and its departments;
To plan covering duties for staff of the ministry; and
To coordinate covering duties for JUSA posts/director-generals of the departments under the ministry

Contract Unit

To coordinate the appointment and termination of appointment of officers hired under contract of service, contract for service, secondment/temporary transfer as well as short-service officers/temporary officers of the ministry and its departments

Career Development Unit (CPK)

To plan and manage matters relating to succession planning;
To develop and provide career advancement guidelines for officers to fulfil the needs of succession planning;
To conduct reviews on the need for improvement of succession planning and staff performance;
To manage and monitor the preparation of the annual performance expectations and the annual performance evaluation report;
To plan and manage the process of Prospect Policy at the ministry, departments and agencies;
To conduct reviews on the need for improvement of matters concerning prospects;
To offer prospects for the management and professional group and implementation group; and
To manage the Human Resource Development Panel Meeting on salary movement, salary shift and selection of recipient of the Excellent Employee Award;
To manage the examinations relating to service advancement by appointment and service scheme
To serve as secretariat for the department subject panel meeting
To conduct Departmental Joint Council meeting
To manage nominations for federal and state medals and decorations

Human Capital Branch

To coordinate and manage training programmes (courses, workshops, seminars, lectures and briefings) organised by the ministry;
To manage the courses, workshops, seminars, lectures and briefings organised by government departments and agencies as well as the private sector in and outside the country;
To serve as secretariat for meetings of the Central Manpower Development Committee; and
To prepare a strategic plan for human capital development

Psychology Management Unit(UPPs)

Psychology

To help implement the Human Capital Development Programme based on a psychological approach which covers development, prevention, rehabilitation and intervention;
To help build modules for the Human Resource Development Programme;
To help carry out monitoring activities, research and studies on human capital development;
To give advice relating to psychological services;
To help develop, administer and prepare reports on psychological testing;
To help provide psychological input for the purpose of development, prevention and rehabilitation;
To help manage underperforming and distressed officers; and
To give advice and be a psychological reference and information resource centre for the ministry.
To carry out counselling which includes aspects of growth and development, intervention, prevention and rehabilitation

Counselling

To conduct counselling for individuals and groups, family counselling, marriage counselling, tele-counselling, e-counselling, consultation and crisis intervention;
To prepare reports on counselling activities;
To prepare monitoring and investigation reports for the purpose of record, reporting and improvement of the quality of existing counselling services;
To prepare proposals on the need for appropriate testing tools and psychological inventory

HRMIS Data Management Unit (UPHr)

To coordinate and monitor the implementation of HRMIS at agencies, in particular activities prior to implementation, during implementation and after implementation of the HRMIS module/sub-module;
To ensure all basic HRMIS data is validated and regularly updated;
To serve as a point of reference for agency users in the implementation of HRMIS;
To act as the HRMIS Help Desk to resolve problems in agencies relating to the operation of HRMIS;
To manage training on HRMIS application for users and develop expertise to use the application in agencies;
To act as secretariat to the Core Team, Champion Team and the Implementation Committee at the agencies;
To coordinate the provision of essential infrastructure such as site/room facility, wiring, power source and network for the implementation of HRMIS;
To act as the agency data reference centre; and
To prepare the report on the implementation status of HRMIS at agencies from time to time

Client's Charter

We pledge to:

Review and submit recommendations for organisational restructuring within 60 working days of receipt of complete applications;
Carry out recruitment for all posts under delegation of authority of the appointing party within 40 working days;
Ensure matters concerning confirmation of service and granting of pensionable status are submitted to the appointing authority within three (3) to seven (7) working days of receipt of complete documents;
Ensure matters relating to mandatory retirement are handled within two (2) years of the date of retirement, optional retirement within six (6) months of the date of retirement and derivative pension within one (1) month of the date of death and receipt of complete documents;
Arrange placement within three (3) days of the date on officer reports for duty;
Implement counselling or psychological testing within three (3) working days of the application date; and
Respond to complaints regarding HRMIS within 24 working hours.

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