Download - Intranet Advanced Maintenance Precision Management

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
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
HUMAN RESOURCES DEPARTMENT (REV:01)
THE TEAMS (JB OPERATIONS OFFICE)
MANAGING DIRECTOR
DATO’ YAHYA A. JALIL
OPERATIONS DIRECTOR
SAIPOLYAZAN M. YUSOP
CENTRALISED OPERATIONS
MANAGEMENT (COM)
Senior Manager
AFFINDI KASSIM
BUILDING MAINTENANCE
MANAGEMENT (BMM)
General Manager
AHMAD BUSTAMAM
SECURITY, SAFETY, HEALTH &
ENVIRONMENT
(SSHE)
Senior Manager
LT. COL. MOHD RAZALI
HUMAN RESOURCES DEPARTMENT (REV:01)
CORPORATE SERVICES
(CS)
General Manager
RUSMAN MD LIZAH
CENTRALISED OPERATIONS
MANAGEMENT
Senior Manager
AFFINDI KASSIM
HUMAN RESOURCES DEPARTMENT (REV:01)
BUILDING MAINTENANCE MANAGEMENT
General Manager
AHMAD BUSTAMAM
Technical Manager
ROSLEE OTHMAN
Head, Facility (JB Sentral)
NORAZLAN MASRI
Senior Engineer, Facility Management
IDHAM MIAN
HUMAN RESOURCES DEPARTMENT (REV:01)
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)
HUMAN RESOURCES DEPARTMENT (REV:01)
CORPORATE SERVICES
General Manager
RUSMAN MD LIZAH
HUMAN RESOURCES &
TRAINING
CONTRACTS
QUALITY MANAGEMENT
SYSTEM
FINANCE &
ADMINISTRATION
CUSTOMER RELATIONSHIP
MANAGEMENT
Senior Manager
SAKDON KAYON
Assistant Manager
MOHD FAZLIN ZAINAL ABIDIN
Assistant Manager
Assistant Manager
Assistant Manager
FAKHRUL ANWAR AZHAR MOHD AZZURIN ABDUL SHUKOR V. KRISHNAVENI
A/P VILAYUDHAN
HUMAN RESOURCES DEPARTMENT (REV:01)
Assistant Manager
MOHAMAD YUSRI
MUHAMAD YUSOP
EMPLOYEE GRADING
GRADE
DESIGNATION
A1
Chief Operating Officer / Director
A2
General Manager
B1
Senior Manager
B2
Manager
B3
Assistant Manager
C1
Senior Executive/Supervisor
C2
Executive/Supervisor
C3
Junior Executive/Supervisor
D1
Senior Clerk
D2
General Clerk
D3
Non - 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 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
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 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
HUMAN RESOURCES DEPARTMENT (REV:01)
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:
(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 2011
STATE
NO
DESCRIPTION
DATE
DAY
SELANGOR
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
New Year
Hari Hol Sultan Johor
Chinese New Year
Maulidur Rasul
Labour Day
Agong’s Birthday
Awal Ramadhan
Hari Raya Aidilfitri
National Day
Malaysia Day
Deepavali
Hari Raya Aidiladha
Sultan Johor’s Birthday
Awal Muharram
Sultan Selangor’s Birthday
Christmas
1 January
11 January
3 & 4 February
15 February
1 May
4 Jun
1 August
30 & 31 August
31 August
16 September
26 October
6 November
22 November
27 November
11 December
25 December
Sat
Tue
Thu & Fri
Tue
Sun
Sat
Mon
Tue & Wed
Wed
Friday
Wed
Sun
Tue
Sun
Sun
Sun
√
HUMAN RESOURCES DEPARTMENT (REV:01)
√
√
√
√
√
√
√
√
√
√
√
√
JOHOR
√
√
√
√
√
√
√
√
√
√
√
√
√
√
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) =
Monthly Basic Salary x 12
52 x No. of hours per week
• Overtime on Normal Day
1.5 times the ORP
=
Clause 2.4, Employee Handbook
HUMAN RESOURCES DEPARTMENT (REV:01)
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
• Exceed the normal hours of work
=
=
2 days wages
3.0 times the ORP
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)
10.00
20.00
30.00
5.00
10.00
15.00
*subject to a maximum of
RM100.00 per day)
*subject to a maximum of
RM150.00 per day)
First two (2) hours
More than two (2) hours
*subject to a maximum
of RM50.00 per day)
Clause 2.5, Employee Handbook
ALLOWANCES
SHIFT ALLOWANCE
LAUNDRY ALLOWANCE
• Employee Grade C = RM100.00
• Employee Grade D = RM75.00
Clause 2.11, Employee Handbook
• Employee Grade C & D only
= RM100.00
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*
SICK / MEDICAL,
HOSPITALIZATION,
PROLONGED ILLNESS
ANNUAL LEAVE
EMERGENCY
PATERNITY, COMPASSIONATE,
NO PAY LEAVE
HAJ,
MATERNITY,
MARRIAGE,
EXAMINATION,
PROLONGED
ILLNESS
*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
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
HUMAN RESOURCES DEPARTMENT (REV:01)
MEDICAL BENEFIT
HOSPITALISATION & SURGICAL BENEFITS
• for employee & his/her family
DENTAL TREATMENT
• for employee & his/her family
• exclude beautification purposes
• RM500.00 per year
MATERNITY BENEFIT
• 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
PERSONAL
ACCIDENT
•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
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
1
DAY
Monday
ITEM
White Corporate Shirt
2
Tuesday
Green Corporate T-Shirt
3
Wednesday
Appropriate Office Attire
4
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
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 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
HUMAN RESOURCES DEPARTMENT (REV:01)
RESIDENT USERS
HUMAN RESOURCES DEPARTMENT (REV:01)
SENARAI R.U TERTINGGI
BAHAGIAN PENGURUSAN HARTANAH,
JABATAN PERDANA MENTERI
PEGAWAI KESELAMATAN
En. Azali Bin Bachok
PENOLONG PEGAWAI KESELAMATAN
En. Rosli Bin Dalli
HUMAN RESOURCES DEPARTMENT (REV:01)
JABATAN KERJA RAYA
CAWANGAN SENGGARA
KETUA PENOLONG PENGARAH (UKUR BAHAN)
SR. HJH.ZAIHA ARIFFIN
PENOLONG PENGARAH KANAN
EN. MOHD ISA BIN SULAIMAN
HUMAN RESOURCES DEPARTMENT (REV:01)
THANK YOU
Advanced Maintenance Precision Management Sdn Bhd
HUMAN RESOURCES DEPARTMENT (REV:01)