TALENT MANAGEMENT (PENGURUSAN BAKAT)
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1 TALENT MANAGEMENT (PENGURUSAN BAKAT)
2 PENGURUSAN BAKAT DI UTM Didokong oleh Pelan Induk Modal Insan (Human Capital Blue Print, HCBP) Rangka kerja HCBP terdiri daripada 5 komponen seperti berikut : Aspirasi : UTM Global 50 Budaya : Akademia Baharu Kompetensi : Pelbagai ciri pengetahuan, kemahiran dan sikap Fungsi : Fungsi HC dijangka memberikan perkhidmatan berkaitan HC yang berkualiti Sokongan : Sistem e-hc yang membolehkan pelaksanaan HC yang efisien dan efektif menerusi ICT
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4 Perancangan Modal Insan (Human Capital Planning) UTM mengekalkan bakat (talent retain) melalui agenda pengurusan modal insan seperti berikut : Mewujudkan proses pengambilan yang lebih efektif (stringent recruitment) melalui Sistem Atracks bagi pengambilan staf akademik dan Sistem Jawatan Online (IKJ) bagi pengambilan staf PPP Menggunakan pelbagai pendekatan yang fleksibel untuk saringan Mewujudkan budaya berprestasi tinggi melalui pembinaan modul Inventori Personaliti Staf Baru (IPSB) dalam Sistem Permohonan Jawatan Online bagi staf PPP Mengkaji semula penilaian prestasi melalui Taskforce e-lnpt 360 (Cth : CPD, KAI dan CIS) dan e-lppt (Cth : 4 Tracks) Memberikan kenaikan gaji khas secara top-up untuk staf cemerlang melalui Projek HIHE (High Impact High Efficiency) Mengukuhkan hubungan industri melalui pemerkasaan UTM CCIN Mewujudkan dan mengurus pelan penggantian yang sistematik melalui Sistem Succession Planning
5 PENGURUSAN PRESTASI Sistem Penilaian Prestasi Instrumen penting pengurusan sumber manusia bagi menilai pencapaian prestasi staf dan matlamat UTM
6 PENGURUSAN PRESTASI Mengkaji dan meningkatkan semula Penilaian Prestasi melalui Task force e-lnpt 360 (Cth : CPD, KAI dan CIS) e-lppt (Cth : 4 Tracks) Proses berterusan dimana secara prinsipnya penentuan sasaran kerja tahunan (SKT) staf dibuat secara 2 hala antara PYD dan PPP.
7 TUJUAN PENGURUSAN PRESTASI 1 Menentukan kelayakan dan kesesuaian untuk pergerakan gaji dan anjakan gaji Menentukan kesesuaian dan kelayakan untuk kenaikan pangkat, pemangkuan, pinjaman dan pertukaran sementara Menentukan penempatan dan bidang kerjaya sesuai dengan potensi, kebolehan, keistimewaan serta kemajuan pegawai. Menentukan penganugerahan khidmat cemerlang, pingat dan bintang kebesaran serta pemberian surat penghargaan Memberi kaunseling dengan tujuan memperbaiki mempertingkatkan prestasi serta motivasi pegawai. Mengenalpasti dan merancang keperluan latihan
8 PANEL PENGURUSAN SUMBER MANUSIA Mengesahkan markah penilaian prestasi pegawai, jika terdapat keraguan, Panel boleh mengubah dan menyelaras markah berkenaan Memberi perhatian lebih teliti kepada pegawai yang mendapat markah rendah untuk memastikan penilaian dibuat dengan betul dan adil Mengesyor dan menentukan penempatan dan pembangunan kerjaya sesuai dengan prestasi Mengesyorkan bimbingan dan kaunseling dengan tujuan memperbaiki dan meningkatkan prestasi pegawai Kesesuaian pergerakan gaji, pengurniaan pingat dan surat penghargaan.
9 1. Kenaikan Pangkat Bagi yang berkelayakan PENGEKALAN BAKAT 2. Majlis Citra Karisma APC, Anugerah Penyelidikan, Anugerah Penerbitan Diadakan setiap tahun 3. Majlis Sanjungan Budi (20 Tahun) Anugerah Jasa Budi / Anugerah Jasa Setia (30 tahun), Anugerah Jasa Abadi 4. Latihan Pembangunan Kompetensi Cuti Belajar, Latihan, Pembangunan Diri 5. Skim Perubatan UTM Klinik Panel, Rawatan Gigi (RM500 setahun) 6. Kaunseling Bagi Staf Bermasalah
10 PENGURUSAN STAF PRESTASI RENDAH 1. Pegawai Penilai Pertama memainkan peranan untuk memberi nasihat kepada Pegawai Yang Dinilai (PYD) agar meningkatkan prestasi. Ianya biasanya direkodkan dalam ulasan Penilaian Prestasi 2. Markah Penilaian Prestasi dibentangkan dalam Mesyuarat Pembangunan Sumber Manusia Fakulti/Bahagian Diberi Amaran Diarahkan merujuk kepada Kaunseling 3. Pegawai diarah menghadiri Kursus Kecemerlangan Diri 4. Program Khas Mengapai Bintang, Melakar Impian Disember 2015, 23 Orang Staf (29)
11 PEMISAHAN BAKAT 1. Pengesahan Jawatan - Staf lantikan tetap dalam percubaan 2. Gagal Pengajian M.Sc/Ph.D - Cuti Belajar 3. Program Menggapai Bintang, Melakar Impian Kursus Khas kepada staf PPP yang sakit berpanjangan/ prestasi rendah (16 18 Disember 2015) 4. Dasar Penamatan Perkhidmatan Dari Kepentingan Awam (PDKA) Di UTM 2016 (Gred 41 1 orang) 5. Penamatan Atas Sebab Kesihatan (PASK) Di UTM 2015, KP11 1 orang, DS45 1 orang 6. Tatatertib 7. Exit Policy / Dasar Pemisah Pekeliling Perkhidmatan Bil. 7/2015
12 Pembangunan Modal Insan (Human Capital Development) 100% staf akademik berkelayakan PhD menjelang cuti sabatikal setahun Cuti sabatikal industri yang diwajibkan Meningkatkan penglibatan staf di peringkat antarabangsa melalui program GOP, attachment Mewujudkan sistem pembangunan profesional berterusan (continuing professional development, CPD) Program pementoran dan kaunseling staf Program pembangunan bakat melalui latihan pembangunan kompetensi (latihan, cuti belajar, pembangunan diri) Penubuhan pusat pembangunan profesional UTM (Professional Development Center)
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14 Merupakan Universiti Penyelidikan pertama di Amerika Syarikat
15 Talent Acquisition finding, recruiting, and selecting the most talented individuals who align with the university's strategic plan, possess required competencies, and fit in the organization's culture Princeton Review menamakan University of Richmond No. 8 untuk "Best Career Services Talent Support provides forward-looking solutions and actively assists the campus community in achieving departmental goals as they relate to human capital in the overall work environment Talent Integration consists of an effective orientation to the university and home department. New Employee Orientation clarifies how employee and employer expectations fit with the role, mission, and goals of the department and university Talent Transition the identification of and the development for "next" opportunities such as role changes, promotion, transfer/reassignment, and retirement as employees move throughout the employment life cycle.
16 Leadership development Performance management Succession planning Faculty and staff engagement Staff development Area of Emphasis
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