- Introduction
- Vision, Mission & Objective
- Organisation Chart
- Services
- Client Charter
- Related Information
Introduction
The HKL Human Resources Division (CSM) is responsible for managing all human resource related matters for Hospital Kuala Lumpur (HKL) and Hospital Tunku Azizah (HTA) member of staffs. CSM’s roles cover the individual employment needs and benefits from the appointed date by Public Services Commission of Malaysia under the Ministry of Health in HKL until the retirement age or expiry of contract.
Background
The management of human resources in CSM are tasked to six (6) main units as follows:
a) The Service Unit is responsible for matters relating to the service needs of HKL employees. This unit is divided into four (4) sub-units based on the schemes under Ministry of Health and Public Service Department namely:
- Sub unit 1: Management & Professional for clinical and non-clinical staff & contract officers;
- Sub unit 1 (contract) : All Contract Officers;
- Sub unit 2: Paramedics, Management and Non-Clinical Support Group staff; and
- Sub Unit 3: Nursing Staff.
b) The Organization Development Unit is responsible for staffing data and the management of service schemes for HKL and HTA.
c) The HRMIS unit provides technical support with regards to the HRMIS System.
d) The Performance Management Unit is a unit responsible for managing career pathways, promotions and performance related matters for HKL employees.
e) The Integrity Unit undertakes the disciplinary process in line with the public service laws and circulars.
f) The Administration Unit acts as an administrator for CSM staff.
Vision
To be a Competent, Efficient and Effective Human Resource towards realising the Vision of Hospital Kuala Lumpur.
Mission
To plan organisational development and managing human resources efficiently and effectively in order to create knowledgeable, skilled, integrity, professional and competent hospital staffs.
Objective
- To ensure the design and development of a stable and effective organisation;
- To ensure efficiency and effectiveness of human resource management; and
- To ensure the organisational integrity as well as maintaining competent, disciplined and motivated human resource.
Organisation Chart
a) Organizational Development Unit
- To coordinate staffing related matters at HKL and HTA;
- To coordinate, undertake audits and prepare proposal papers for the establishment and recruitment of personnel for HKL and HTA.
- To coordinate, review and endorse “Covering for Duties” matters for HKL and HTA personnel.
- To manage and coordinate the appointment of Mystep personnel at HKL.
- To manage, coordinate and endorse applications for placement and transfers for HKL and HTA personnel .
- To undertake secretariat responsibilities for the HKL Placement and Transfer Committee Meeting.
- To coordinate and endorse the distribution and filling of posts in the HRMIS system.
b) HRMIS
- To coordinate and monitor the implementation of the various HRMIS Modules and Submodules at HKL and HTA.
- To undertake secretariat responsibilities of the HKL HRMIS Coordination Meeting.
- To coordinate and monitor the updating of data in the HRMIS system.
c) Services Unit
- To manage and endorse matters relating to Confirmation of Appointment, Confirmation of Service, Extension of Probation and Status of Pension for HKL personnel.
- To manage, review, endorse and approve applications for leave and allowances for HKL officers.
- To coordinate and organise the Retirement Ceremonies for HKL on behalf of JKN.
- To coordinate and endorse matters relating to starting salaries, adjustments / annual increment for HKL personnel.
- To manage and endorse documents relating to mandatory/optional retirement and pension derivatives for HKL personnel.
- To manage and endorse applications for resignation for HKL personnel.
d) Performance Management Unit
- To coordinate matters relating to job performance nd to endorse documentations for promotion of HKL personnel.
- To manage promotion exercises for Medical Officers, Dental Officers, Pharmacy Officers and Supporting Staffs at HKL based on Career Paths and the Time-Based Excellence (TBK) framework.
- To coordinate the implementation of Annual Work Targets and Annual Performance Appraisal Reports;
- To coordinate and review application for recruitment / extension of Private Specialists (Sessional/Honorarium/Voluntary basis) for HKL;
- To coordinate and endorse locum applications for HKL Medical Officers;
- To undertake secretariat responsibilities the HKL Human Resource Development Panel Meeting.
- To coordinate and organise the Excellent Service Award Ceremony at HKL on behalf of JKN.
- To coordinate, endorse and undertake matters relating to annual salary increment in accordance with the HKL Human Resource Development Panel Meeting decisions.
- To coordinate and implement matters relating to the Exit Policy at HKL.
e) Integrity Unit
- To coordinate integrity related matters for HKL personnel.
- To manage the declaration of properties for HKL personnel.
- To manage applications for receipt of gifts, part-time jobs and ownership of shares and government land.
f) Administration Unit
- To manage applications for official and personal travels overseas.
- To manage un-recorded leave applications for personnel wishing to perform the Umrah and others religious ceremonies.
- To manage applications for Winter Clothing / Official Dress/ Black Tie/ Official Ceremony allowances and reimbursement for Recreational and Sports Club Membership.
- To manage requests for letter of Employment Confirmation / EPF Withdrawals.
- To manage administrative matters within CSM.
SERVICES TIME | |
Monday - Friday | 8.00 am - 5.00 pm |
RECESS TIME | |
Monday - Thursday | 1.00 am - 2.00 pm |
Friday | 12.15 pm - 2.45 pm |
a) Confirmation of Service
To achieve at least 95% of Hospital Kuala Lumpur personnel getting confirmed in service within 1 to 3 years in accordance to the Public Officers Regulations (Appointment, Promotion and Termination of Services) 2012.
Exclusions for:
- Officers with on-going disciplinary action;
- Officers with health issues; and
- Officers who are transferring in less than 6 month and with incomplete service confirmation at former department.
b) Time-Based Promotion
To achieve at least 90% of qualified personnel on time-based promotion being submitted to the Ministry of Health Malaysia before one month date of expected promotion.
Exclusions for:
- Officers who are categorised Unsatisfactory in the Time-based Excellence Evaluation Form; and
- Officers who are transferring in less than 3 months.