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Pantai Hospital Ampang (PHA) is the 7th hospital in the Pantai Group of Hospitals. Located in the
heart of Pandan Indah township just 10 minutes drive from Kuala Lumpur, the hospital is easily
accessible through major highways and public transportation. This 114-bedded hospital was opened
in January 2003 with a comprehensive range of facilities and services to cater for todays patients.
At Pantai Hospital Ampang, patients are CARED for and not just TREATED for a disease or illness.
Pantai Hospital Ampang offers state-of-the-art medicine backed by compassion and competence. Our
friendly, professional staff and skilled physicians are the foundation of the care we provide. Together,
our medical team provides an integrated holistic approach to care that is focused on our patients
needs during treatment and following discharge from our hospital.
The legacy of Pantai began with the establishment of the first Pantai Hospital, Pantai Medical Centre
Bangsar, now known as Pantai Hospital Kuala Lumpur in 1974 as a 68 bedded hospital to serve the
Malaysian community. It was the pioneer premier private hospital in Malaysia. Since then, Pantai
has grown to a network of 9 hospitals across 6 states with a range of healthcare support services.
Today, the group has assumed a leadership role in defining Malaysia as a regional medical hub by
delivering unparalleled quality, service and value.
In line with the recent refreshed branding, the Pantai Group continues to deliver the highest standards
of quality healthcare and ensures a continued dedication for the benefit of its patients and ultimately,
the nation. The Rebirth of Pantai signifies renewed strength in view of its future expansion within
Malaysia and the region.
MISSION
Delivering quality healthcare services that exceed your expectations, with a professional commitment
to continuous improvement
VISION
To be the trusted professionals of healthcare delivery
CORE VALUE
Empathy
Caring
Progressive
Professionalism
Teamwork.
24 hrs
Emergency Department
Cancer Institute
Dialysis Centre
Dietetic Unit
Endoscopic Unit
Lithotripsy Centre
Intensive Care
Imaging Facilities
Pharmacy
Emplacement
Available vacancy
Job description
Organization chart
1.1.1.2. Send format and information regarding human resource planning to head of
department for update.
Justification form for new post, job description and organization chart
1.1.1.3. All departments will give their feedback to human resource department.
1.1.1.4. All information received must be completed; if not the human resource department
will ask to complete it.
1.1.1.5. Human resource department will review the need and important of the new post based
on feedback from other department.
1.1.1.6. Manpower planning will be providing present and draft employees statistic.
1.1.1.7. Manpower planning will be providing to present to head of department.
1.1.1.8. Manpower planning will be present to manager for approval.
1.1.1.9. Update the summary of annual manpower planning and organization chart.
Start
1.1.1
1.1.2
Emplacement
Available vacancy
Job description
Organization chart
Justification
form
for
new
post,
job
1.1.3
1.1.4
1.1.5
1.1.6
1.1.7
1.1.8
1.1.9
Finish
Planning form
1.2. Recruitment
Recruitment involves attracting the right standard of applicants to apply for vacancies. Pantai
Medical Centre advertises jobs in different ways. The process varies depending on the job available.
Pantai Medical Centre first looks at its internal people to fill a vacancy. This is a process that lists
current employees looking for a move, either at the same level or on promotion. If there are no
suitable people for the position or developing on the internal management development programme,
they will advertise through website or Jobstreet.
For external recruitment, Pantai Medical Centre advertises vacancies via the Pantai Medical Centre
website. Applications are made online for managerial positions. The chosen applicants have an
interview followed by attendance at an assessment centre for the final stage of the selection process.
Besides that, the application also can be made through Jobstreet website.
Pantai Medical Centre will seek the most cost-effective way of attracting the right applicants. It is
expensive to advertise on television and radio, and in some magazines, but sometimes this is
necessary to ensure the right type of people get to learn about the vacancies. Pantai Medical Centre
makes it easy for applicants to find out about available jobs and has a simple application process. By
accessing the Pantai Medical Centre website, an applicant can find out about medical post,
management posts and head office positions. The website has an online application form for people
to submit directly.
1.2.1.1.
1. Job design
The job design is the first step in the recruitment process, it is a step about design of the job
profile. The organization formulates plans to satisfy the current and future human resource
requirements.
2. Job analysis
The job analysis is consisting of job description and person specification. Job description requires
about the profile of the perfect job candidate and requires about the skills, knowledge, experience
and competencies, which are essential. And person specification is an extension branch of the job
description. It is a profile of applicant needed to do the job, including experience, qualifications,
skills, interests and personality.
3. Opening job position
The opening of the job position is a vacancy which an employer desires to fill. Typically, such
openings are advertised in appropriate places and time, to ensure that the organization get the
suitable applicants.
4. Job advertising (Internal and External)
The job advertising is choosing the way to let the internal and external people knowing that there
is a need for applicants.
5. Receive application
The applicants will apply the vacancy by using application form and the application will receive
by human resource department.
6. Short listing
The suitable applicants will be short listed.
7. Call candidate
The short listed applicants will be call and require attending an interview with human resource
department and other department.
8. Interview
An interview will be held to choose suitable employee for job vacancy.
9. Work on salary
The salary will be discussed and will approve based on qualification.
10. Final approval
If the interviewer has choose suitable candidate, they will sent to head of department and human
resource department for approval and issued the offer letter
11. Medical check up
Medical check up form will be give to candidate that will be hiring.
12. Offer letter
Offer letter will be issued by human resource department and sent to new employee
13. Sign of offer letter
New employee will sign the offer letter on first day work.
10
Job Grade
Division
Number Required
Department
Work Location
Unit /
Section
Yes
Replacement for :
Resignation
Transfer/Secondment
No (please provide
justification)
Terminatio
n
Others. Please
specify :
Name of Staff
Employment Date : _______
__________________________________________
Last
REQUESTED BY
Name of Head of Department
Signature
VERIFIED BY
BY / *APPROVED BY
Date
RECOMMENDED
11
HR Department
Date
Hospital CEO/COO
Date
Signature
Date
* CEO at entity level may Approved the MHR for Nursing replacement and any position that
has gotten Blanket Approval
12
Advertisement
13
Application form
14
15
16
17
18
JOB DESCRIPTION
1. Recruitment requisition, sourcing, short-listing, interviewing, selection
and appointment of new employees.
2. Conducting orientation program for new staff on monthly basis.
3. To compile and prepare Monthly Management Report.
4. Handling the administration of Performance Appraisal, annual increment,
bonus and promotions.
5. To coordinate training courses for all levels of staff as and recommended
and approved by The Management. Ensure yearly training courses within
company budget.
6. To prepare monthly manpower report such as headcount report, HCM
report, attrition report, staff movement report, balance scorecard report or
other ad hoc reports assign by Holding or The Management.
7. To prepare HRDF contributions of the month, ensure timely payment.
8. To coordinate training courses for all levels of staff as and when
recommended and approved by the Management.
9. Be responsible for the arrangement of payments for training courses
conducted and disbursement to participants.
10.To compile and maintain records of training course participants.
11.To assist in handling matters or correspondence pertaining to Government
Departments such as Ministry of Health, Labour Office, KWSP, PERKESO
19
and LHDN.
12.To prepare yearly budget of manpower, training, uniforms.
13.To attend to daily miscellaneous enquiries from all staff and overseeing the
department, supervision of HR personnel in the department.
14.To prepare salaries and wages for all employees of the Hospital, verifying
all claims and also data entry into payroll system are high accuracy.
15.To prepare necessary month end payroll report for The Management
review and send cheques to respective signatories. Ensure the finalized
list of employees is submitted to the appointed bank in a timely manner
for Monthly Auto Pay.
16.Ensure staff database is updated.
17.Ensure monthly contribution such as KWSP, LDHN, PERKESO submission on
timely manner.
18.To assist in uniforms order for respective department such as Front
Counter, Concierge, MDC, all wards nursing staff and other departments
with uniformed.
19.To handle matters or correspondence pertaining in Government matters
such as Ministry of Health, Labour Office, KWSP, PERKESO and LHDN.
20.Preparation of yearly Income Tax Statements and Tax clearance letters for
resigning employees
21.Any other duties assign by The Management from time to time.
I have read and understand my scope of work and hereby acknowledge receipt of
the Job Description.
NAME
SIGNATURE
DATE
20
..
1.3. Selection
Selection involves choosing the most suitable people from those that apply for a vacancy, whilst
keeping to employment laws and regulations. Screening candidates is a very important part of the
selection process. This ensures that those selected for interview have the best fit with the job
requirements. In the first stages of screening, Pantai Medical Centre selectors will look carefully at
each applicants curriculum vitae (CV). The CV summarises the candidates education and job
history to date. A well-written and positive CV helps Pantai Medical Centre to assess whether an
applicant matches the person specification for the job. The company also provides a job type match
tool on its careers web page. People interested in working for Pantai Medical Centre can see where
they might fit in before applying.
21
Start
Employment testing
Employment interview
Finish
22
Applicants
Name
Date of Interview
Position
Applied For
Dept / Unit
1)
In your opinion, is the candidate the type of person you would be happy to have in the Hospital? Consider neatness of dress,
cleanliness (hygiene), manners and general personal qualities.
2)
Does the candidate answer your question convincingly or does she/he evade the issue? Consider his/her knowledge of English /
Bahasa Malaysia, ability to organize thoughts and general ability to present a reasonable point of view.
3)
Some candidates might be academically overqualified while some others may be under-qualified for the position under
consideration. Either extreme may result in future problems. In your opinion, how do you rate the candidates education in relation
to the position applied for? Is he/she a computer literate? Consider years of schooling, degrees earned and subject studied as
well as educational institutional at which he/she studied.
4)
How much job (or supervisory experience) does the candidate offer for your consideration in relation to the position applied for?
Consider years of experience. Also consider on any job and supervisory training courses received in previous place of employment.
5)
How would you rate the candidates family background, domestic, social and financial situation? Will the candidate be willing to be
separated from his/her family if required to work at a location other than his/her present point of origin? What problems would there
be in moving his/her family from his/her present location?
INTERVIEW RATING (* please circle the rating that meets your judgment)
*RATING
FACTORS
PHYSICAL
APPEARANCE
PERSONAL
TRAITS
CONFIDENCE
1 Poor
2 Fair
3 Average
4 Good
Unpleasant Appearance
Appears to be lack of
energy
Nervous, embarrassed,
immature & unstable
Stiff uncomfortable,
opinionated, difficulty
in accepting others
Comfortable, at ease,
Reasonable maturity
Submissive
argumentative
Reasonably self-assured
Shows self-confidence,
very responsible
23
5 - Excellent
Especially energ
appears in excel
condition
5
Unusually self-com
outstanding
Unusually self-ass
inspired confide
EXPRESSION
OF IDEAS
EXPERIENCE
EDUCATION
Make sense
Convincing. Thought
developed logically
No previous experience
for the job
Experience not
directly applicable, but
helpful
Good background,
experience fair
Meets minimum
educational
requirement
Meets educational
requirement in right
discipline
Meets educational
requirement & relevant
additional Certificate
Understand but
contributes little to
discussion
None at all
MENTAL
ALERTNESS
INITIATIVE
Unusually logica
express ideas
Background espe
well suited
5
Meets educatio
requirement with
discipline & add.
Unusually quick th
keep mind, gra
complex idea
Interest &
ambition fairly
MOTIVATION &
AMBITION
No drive, ambition
limited
Little interest in
development, seems
satisfied
reasonable.
Highly ambitious, f
well planned
Desire to work
& develop
1
SUB TOTAL
X 100 =
45
COMMENTS OF INTERVIEWERS:
24
Interviewer No. 1:
Interviewer No. 2:
(Signature)
(Signature)
Name :
Name:
Date :
Date :
Recommended
Department
Job Category:
Commencement Date
Reporting to :
REMARKS:
APPROVED BY:
....
(HUMAN RESOURCE MANAGER)
..
(CHIEF EXECUTIVE OFFICER)
DATE: ..
DATE: .
25
TICK
Pieces:
EMPLOYEE HANDBOOK
NAME TAG & ACCESS CARD
CAR PARK ACCESS CARD
LAPTOP: Model:
SN No:
CO HANDPHONE: Model:
SN No:
______________________________________
STAFF
Name:
Position:
Page 2
Dept:
Date:
Departmental Orientation Checklist ( For Probationers )
26
1.4.1.10.
After get the feedback, the head of department will review and determine the effectiveness of the
training programme, if the training effective they will send another employee for the training.
27
28
DESIGNATION:
DEPARTMENT:
DATE
..
..
2. For whom training is required
..
.
..
...
3. Reason for training
.
5. Estimated cost of Training
Fees
: RM________________
Transport
: RM________________
Accommodation
: RM________________
Others
: RM________________
Sponsored
: RM________________
Total
: RM________________
HRDF Claimable Amount: RM________________
Prepared by:
Checked by:
Approved by:
HOD/Nursing educator/Manager
CEO/ Director
Date:
29
Date:
1.5.2.
Distribute the evaluation training programme form to participant after the training
programme finish.
1.5.3.
1.5.4.
1.5.5.
1.5.6.
1.5.7.
30
Start
4.1.1
4.1.2
4.1.3
4.1.4
4.1.5
4.1.6
31
Finish
32
HUMAN RESOURCES
TRAINING PROGRAMME EVALUATION FORM*
*External Programmes Evaluation by staff. Forms to be
submitted to Human Resources Department within one (1)
week of the training programme.
Name of Programme
Date of Training
Name of Participant
Employee Number
Department
Position
Immediate Superior
EVALUATION BY PARTICIPANT YOUR UNDERSTANDING OF THE TRAINING
PROGRAMME
Evaluation by participant is to access the participants understanding of the concept
presented and how it could be applied in the work place.
5.
Excellent
1
1.
2.
3.
4.
5.
2. How would you use the concepts / principles learned in your daily work
activities?
__________________________________________________________________________________
__________________________________________________________________________________
33
__________________________________________________________________________________
______________________________________________________
3. After attending this programme, do you have any ideas as to how you could
improve
yourself, your colleagues, or your department (processes, work flows, etc.)?
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
______________________________________________________
4. Are there any other subjects that were not covered, you would like to include
in this
Programme?
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
______________________________________________________
5. Would you recommend your colleagues to attend this programme?
Yes [ ]
No [ ]
34
HUMAN RESOURCES
TRAINING PROGRAMME EVALUATION FORM*
*External Programmes Evaluation by staff. Forms to be
submitted to Human Resources Department within one (1)
week of the training programme.
Name of Programme
Date of Training
Name of Participant
Employee Number
Department
Position
Immediate Superior
1.
Poor
5.
Excellent
1
1.
2.
3.
Improvement in efficiency.
4.
35
5.
6.
7.
8.
Comments
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
______________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
Immediate Supervisor : _____________________________________
Date
:______________________________________
Total Score
:______________________________________
Signature
:______________________________________
36
Start
5.1.1
5.1.2
5.1.3
5.1.4
5.1.5
A
A
37
5.1.6
5.1.7
5.1.8
5.1.9
5.1.10
Finish
38
5.1.5
PERFORMANCE APPRAISAL
FORM A (Executives & Below)
EMPLOYEE NO.
EMPLOYEE NAME
POSITION TITLE
DATE JOINED
DEPARTMENT
REVIEW PERIOD
FROM
TO
:
:
:
:
ANNUAL REVIEW
PROMOTION
REVIEW
:
:
:
OTHERS
INSTRUCTIONS
This form has been designed to measure a total of 12 performance attributes pertinent in
assessing three main parts, namely:
PART A
PART B
PART C
1
Failed to meet
expectation and
requirements
2
Meet some of the
expectation and
requirements
Performance Rating
3
4
Meets expectation
Consistently
and requirements
exceeds
on a regular basis
expectation and
requirements
5
Far exceeds
expectation and
requirements
1. Evaluate all characteristics under the performance profile. Each attribute is given a
score.
2. Add up the scores of all the attributes assessed by you and do an average for each of
the three Parts.
3. Review the appraisal with your Unit Manager before discussing the appraisal with your
staff.
4. Discuss the performance appraisal with your employee and return form to People
Resource Department before the due date.
5. Please note that the final score is subjected to moderation and approval in consideration
of the overall performance distribution within the department.
39
1.
2.
3.
SCORE
PART B:
SCORE
4.
5.
COMMUNICATION SKILLS - effective in conveying job information both oral and written
Comments:
6.
TEAMWORK - ability to apply interpersonal skills effectively when relating to subordinates, peers
and supervisors thus enhancing cordial work relationships
Comments:
7.
8.
INITIATIVE/INNOVATIVE - consider ability to innovate and develop new ideas, size up problems, evaluate
facts and value add
Comments:
9.
ADAPTABILITY - receptivity and ability to grasp new ideas and motivation for self-development
Comments:
10.
DEPENDABILITY AND RELIABILITY - Reliability of employee in performing work and carrying out orders
Comments:
40
SCORE
11.
12.
PUNCTUALITY AND ATTENDANCE - employee's promptness in reporting to work, taking breaks, mealtimes
and frequency of absences
Comments:
PART C AVERAGE SCORE
Additional comments on any areas not evaluated under performance profile.
No.
Training Need
(To address competency gaps (*CG) or career
development needs (**CD))
Training Program
(To be included in next individual training plan)
Training Priority
(Please tick)
*CG
1.
2.
3.
AVERAGE SCORE
PART A
PART B
PART C
OVERALL RATING
(Add the average scores of Part A, B & C
and divide by 3)
SIGNATURE
DATE
41
**CD
SUPERVISOR'S COMMENTS
SIGNATURE
DATE
DEPARTMENT
HEAD:
SIGNATURE
DATE
REVIEWED BY HR
MANAGER:
SIGNATURE
DATE
PERFORMANCE APPRAISAL
FORM B (HOD, Senior Managers, Managers)
EMPLOYEE NO.
DEPARTMENT
EMPLOYEE NAME
REVIEW PERIOD
POSITION TITLE
FROM
DATE JOINED
TO
ANNUAL REVIEW
PROMOTION REVIEW
OTHERS
INSTRUCTIONS
This form consists of 3 main parts. Part 1 is an achievement summary of the goals and objectives for the last
fiscal year. The appraiser has to list down the major goals and objectives as set out at the beginning of the
evaluation period and remark on the state of achievement of these goals and objectives. The appraiser then
gives an overall score based on the timeliness, thoroughness and accomplishment of these achievements. The
scoring system is as follows:
Performance Rating
42
1
Failed to meet
expectation and
requirements
2
Meet some of the
expectation and
requirements
3
Meets
expectation and
requirements on
a regular basis
4
Consistently
exceeds
expectation and
requirements
5
Far exceeds
expectation and
requirements
As this appraisal is slanted heavily on Management By Objectives, the score for Part 1 constitutes 60% of the
overall rating.
Part 2 of the form rates the employee's managerial skills in 8 core areas. Assessment of the employee is based
on a similar scoring system as above. The appraiser then adds up the points in Part 2 which makes up the
other 40% of the overall scoring.
The Employee Development Plan is the area of emphasis in Part 3. The appraiser should spend time discussing
and reviewing this section with the employee and plan for specific development activities. The appraiser should
also spell out the expectations for the next fiscal year and list down the new goals and objectives.
In Part 4, the appraiser adds up the weighted scores for Part 1 & 2 to obtain the overall performance rating.
Please note that the final score is subject to moderation and approval in consideration of the overall performance
distribution within the department.
PHA-PAF-FB/09-2012
43
44
PHA-PAF-FB/09-2012
45
1.
b.
Technical Knowledge
c.
Business Acumen/Professionalism
Comments:
2.
ADMINISTRATIVE EFFECTIVENESS
a.
Meeting Deadlines
b.
Planning Skills
c.
Organising Skills
d.
e.
Creativity/Innovation skills
f.
Comments:
3.
LEADERSHIP APTITUDE
a.
Judgement/Decision Making
b.
c.
Staff Development
Comments:
4.
INTERPERSONAL SKILLS
a.
Oral Communication/Presentation
b.
Written Communication
c.
People Orientation
d.
Poise/Bearing
46
Comments:
5.
TEAM ORIENTATION
a.
Cooperation
b.
Teambuilding
c.
Comments:
6.
ATTITUDE ORIENTATION
a.
b.
Adaptability
c.
Perseverance
d.
Initiative
e.
f.
Work Ethic
g.
Comments:
7.
b.
c.
d.
e.
Comments:
8.
b.
c.
Comments:
47
No.
Training Need
Training Program
Training Priority
(Please tick)
*CG
1.
2.
3.
48
**CD
SIGNATURE
DATE
SUPERVISOR'S COMMENTS
SIGNATURE
DATE
DEPARTMENT HEAD:
SIGNATURE
DATE
SIGNATURE
DATE
REVIEWED BY HR
MANAGER:
@
PHA-PAF-FB/09-2012
49
1.6.3.1. Human Resource Department will notice to all head of department for execution of
KPI.
1.6.3.2. Head of department will appoint first Assessor Officer and second Assessor Officer
for each employee that will be assess (candidate).
1.6.3.3. The KPI form will be distributed to employee in excel format.
1.6.3.4. The employee will fill up the form based on scales set.
1.6.3.5. The KPI form will be submitted to first Assessor Officer to make an assessment and
reviewing.
1.6.3.6. A short discussion with first Assessor Officer to decide and verify the score that has
been filling by employee.
1.6.3.7. The KPI form will be submitted to second Assessor Officer for competency
assessment purpose.
1.6.3.8. Employee that will be assesses (candidate) will sign the KPI form when agree with
score and competency assessment.
1.6.3.9. The KPI form will be submitted to head of department.
1.6.3.10.
The KPI form will be submitted to Human Resource Department for record
50
Pantai Medical Centre has created competitive compensation and benefit plans for their
employees.
Journey to Excellence
51
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