Polis DiRaja Malaysia (PDRM)

Presentation to Steering Committee Competency Modelling and Job Profiling Presentation February 2011

Foreword

FOREWORD

This proposal has been prepared expressly for the interest of Polis Diraja Malaysia (PDRM). The document and its enclosures contain materials that are confidential and proprietary to GSSB. All content is provided on a commercial basis in confidence and is not to be released or copied by any means without the prior written agreement of GSSB.

This material has been prepared by professionals of GSSB. It is intended as a general guide only, and its application to specific situations will depend on the particular circumstances involved. Accordingly, we recommend that readers seek appropriate professional advice regarding any particular problems that they encounter. This information should not be relied upon as a substitute for such advice. While all reasonable attempts have been made to ensure that the information contained herein is accurate, GSSB accepts no responsibility for any errors or omissions it may contain whether caused by negligence or otherwise, or for any losses, however caused, sustained by any person that relies upon it.

Agenda
Understanding of Your Needs
Our Overall Approach Timeline and Fee Project Team Structure Appendixes Appendix A Curriculum Vitae of Key project members Appendix B Our Extensive Experiences

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Understanding of Your Needs

PDRMs objectives are align with the National Key Result Areas identified in the Governments Transformation Plan (GTP)

Vision 2020

1 Malaysia People First, Performance Now

Government Transformation Programme (GTP)

Economic Transformation Programme (ETP)

10th Malaysia Plan

GTPs 6 National Key Result Areas (NKRAs)

Reducing Crime Fighting Corruption Improving students outcomes Raising living standards of low-income households Improving rural basic infrastructure Improving urban public transport

Vision
A leading enforcement agency of integrity, competent and committed to work with the community

Mission
The Royal Malaysian Police force is committed to serve and protect the action and to work in partnership with the community in the maintenance of the law and order To reduce crime rate to the minimum To upgrade efficiency together with an effective human resource development service Increased case solving rate and neutralized organised crime

Objectives
To eventually stopped the supply and demand of drugs Improve financial management skills and optimal logistic requirement to determine the RMP success. To improve effective enforcement, public order and national security

Ethical Code Loyal

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Discipline

Charismatic

Sensitive and Courteous

Excellence

HRMIS needs to align to organisation structure, roles and HR interventions to its business strategy

Business Objective

Align

Pelan Strategik Pengurusan Modal Insan

Align

Business Strategy
Understand implications of future business direction on Job Profiles and Competencies

HRMIS

Organisation Structure

Align
Profiles of jobs Clarity of role accountability linked to organisation outcomes Define and assess required competencies

Right Talent for the Right Job

Jobs (DEMAND)

Assessment to determine gaps in the organisation

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People (SUPPLY)

Talent requirements can be matched given the understanding of the needs of the job to deliver the business strategy i.e. we now know supply of talent we need given our strategy

Our Overall Approach

Focus of this proposal is on the development of competencies and job profiling for PDRM
Phase 1: ESTABLISHMENT DATA Work Track Work Track1 Work Track 2 Work Track 3 Development of Competency Definition Defines expected behaviors for each role so development plans can be established Refinement PDRMs Competency Model Assess high potentials based on current competency proficiency versus proficiency required of the next position Competency Matching Determine Development Requirement Defines behaviors employees are expected to demonstrate Assess & Select Candidates Deliverables

1.
2. 3. 4.

Competency description dictionary

Leading questionnaire template PDRM Job Description & Position competency requirement profile Dictionary of job titles

Work Track 4 Phase 2: COMPETENCY ASSESSMENT Work Track 5 Work Track 6 Work Track 7 Work Track 8

1. 2. 3. 4. 5.

Person competency level profile Operating model for PDRM Detailed PDRM proposed organisation structure PDRM competency gaps and training needs Competency development programme calendar Set performance target Assessor & counsellor training Develop career plan Job-Person competency level of fit Resourcing & recruitment action plan Shortlisting criteria protocol of internal candidates

1. 2. 3. 4. 5. 6.

Current Focus of Proposal

Overall methodology for developing competencies Methodology Define competencies and rank importance Validate competency profile

Define behavioral standards Develop PDRM Competency Model

Competency based analysis Job evaluation

Compare outcome scenarios

Obtain PDRM best practices

Obtain information from PDRM experts

The competency framework defines the type of competency needed

Vision and Mission PASUKAN POLIS DIRAKJA MALAYSIA KOMITED UNTUK BERKHIDMAT DAN MELINDUNGI NEGARA DAN BEKERJASAMA DENGAN MASYARAKAT DALAM MENGEKALKAN UNDANG-UNDANG DAN KETENTERAMAN AWAM

Organisation Level

AGENSI PENGUATKUASA UTAMA YANG BERINTEGRITI, KOMPETEN DAMN KOMITED UNTUK BEKERJA DENGAN MASYARAKAT

Three strategic HR reasons for doing competency modeling:

Create awareness and understanding of need for change in business

Core (Strategic) Competencies Creativity/ Innovation Technical expertise Rakyat focus Results orientation

Results

Enhance skill levels of workforce

Tactical & Operational Level

Jabatan Pengurusan (Tactical) Competencies Latihan Pentadbiran Perkhidmatan/ Perjawatan Timbalan Pengarah Pengurusan (Perkhidmatan / Perjawatan)

Improve teamwork and coordination

Timbalan Pengarah Timbalan Pengarah Pengurusan (Latihan) Pengurusan (Pentadbiran)

Tasks

Tasks Job-spanning competencies

Tasks

Functional competencies

Functional Functional competencies Team orientation competencies Adaptability Communication

Deliverables

Deliverables (Illustrative)
Competency Libraries
Existing competency libraries can be used as a starting point for competency definition

Interview/Focus Group Guides

Contain targeted questions for use during interviews/focus groups with SMEs

Behavior Validation Survey

Survey tool used to validate the behavioral anchors for each proficiency level

Interview/Focus Group Guides

Roles are compared sideby-side to capture differences in expected proficiency

Deliverables (Illustrative)
Gap Reports Training Needs Analysis

Training Profile

Job Profile Matching

Deliverables (Illustrative)
Job Profiling Reports Competency Profile

Timeline and Fees

This human capital transformation programme will be conducted over 3.5 months
Month 1
Week 1 Project Mobilisation Mobilisation Phase 1: Inspector & above Job Grouping Roles and Responsibilities Identification of Competencies Required Description of Competency and Competency Levels Phase 2 Other Ranks Job Grouping Roles and Responsibilities Identification of Competencies Required Description of Competency and Competency Levels Consolidate Final Report Weekly Status Updates Project Steering Committee Meeting
Deliverables

Month 2
4 5 6 7 8 9

Month 3
10 11 12 13 14

The total investment for this engagement in RM 280, 000

The breakdown of the total investment for this engagement is as follows:

Professional Fee Schedule

RM Upon mobilisation 1st Payment Upon final deliverable Total

100,000
150,000 30,000 280,000*

Terms and Conditions: Should any invoice remain unpaid for more than 30 days, interest shall be paid at a rate of 1.5% per month (or other appropriate amount based on the applicable business environment). We also reserve the right to demobilise our team if we do not receive payment for any invoice which remains unpaid for more than 30 days. Should we need to demobilise our team, we will seek your prior consent with regard to our demobilisation plan. *Tax charge of 6% is not included in total investment mentioned
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Appendix A Curriculum Vitae Of Key Project Team Members

Ghazali Md Noor
Ghazali Md Noor Executive Director GSSB Consulting
Ghazali offers options on how to transform and enhance existing skills, mental attitudes and mind-sets at all levels, to improve individual and corporate organisational development, productivity and everyday results. Passionate in sharing through lectures and learning, he is registered as a Resource Person with Malaysian Institute of Management and frequent speaker at both local and foreign conferences for Signium International and Asia Business Forum.

Highlights of Professional Experiences:

Develop People-Capability Maturity Model initiatives as a change management tool. Plan, organise and develop Industrial Building System capability implementation. Establish end-to-end Deloitte Employability Centre delivery for Graduate Leadership Assessment & Development. Develop and implement workshops on rollout to the whole organisations population.

Evaluate existing remuneration system with the objective of replacing it with a controlled Performance Linked Compensation system.
Oversee the enterprise-wide strategic Human Capital development initiatives of MDeC and the Multimedia Super Corridor status companies by: Managing the mentoring programme ensuring effective matches for each employee and the quality of the relationship to meet employee needs; and Advising Director, OD on organisational policy matters and recommend changes. Appointed director of Johor Corporation subsidiaries under the listed KPJ Healthcare Berhad.

Lectures on Corporate Administration paper for the Malaysian Association of the Institute of Chartered Secretaries and Administrators examination at Brickfields Asia College.
Advisor, Curriculum Development for the Bachelor of Corporate Administration, Faculty of Administration and Law, Universiti Teknologi MARA. Being a Panellist, he contributed to the development of curricula for the Diploma, B.Sc., and M. Sc. Integrated Administrative Systems, Faculty of Office Management, Universiti Teknologi MARA.

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Rahmah Ismail
Rahmah Ismail- Chief Executive Officer GSSB Consulting
Through her services as a HR Professional, Rahmah has worked with many organizations and companies across industries to focus on providing coaching for non-performing employees, creating a turnabout to very satisfactory performance. Her exposure and experience has been instrumental in turning around organizations through leadership competencies development for management teams to achieve overall revenue growth of an organization. She is also detail-oriented and system driven which has led her to champion Management Changes, Incorporation of Total Quality and System Initiatives in various organizations and industries. Rahmah Ismail holds a BSc in Business Administration from Northern Illinois University, USA and a MBA from University of Wales, College of Cardiff, UK.

Highlights of Professional Experiences:

15 years with Malaysias national oil company, Petroliam Nasional Bhd (PETRONAS) in several capacities - marketing, operational audit, corporate planning and HR. Her last position with PETRONAS was as the Head of Quality and Secretarial Department of Petronas Dagangan Sdn. Bhd. Rahmah was a Consultant at Price Waterhouse Coopers involved in several organizational development and change management projects. Some of her notable work include, the change of management for the Ministry of Finance, organizational design and effectiveness of TIME dotcom, and operational management of Lembaga Tabung Haji. Practice Leader of William Mercer Human Resource Consulting for the Malaysian market. Some of the projects she was involved in include, review of the remuneration structure for an automobile company and the HR strategy alignment, performance management and organizational effectiveness for the public sector. Vice President, HR for Asia Business Group. For Unilever Asia Private Limited. Her role was to develop best practice HR strategies and lead the HR team and function within Asia Pacific whilst providing clarity of purpose which focused on key priorities. This role also called for the provision of advice to the EXCO and Board of Directors on strategic people issues, ensuring maximum value is delivered through HR interventions. Vice President of Human Resource Management and Administration for Ranhill Berhad. She was responsible for overseeing the HR function at the corporate and subsidiary levels. Rahmahs experience and strengths in this organization lie in the change of management, organizational development, compensation and benefits structuring, leadership and organizational design. Corporate Advisor for UKM Holdings with the responsibility in overseeing the Capital Development and Business Transformation of the company

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Afiq Syazwan Mohd Shahru

Afiq Syazwan Mohd Shahru - Senior Consultant GSSB Consulting
Afiq Syazwan graduated with a Bachelors of Commerce degree majoring in Finance and Accounting from the University of Sydney, New South Wales Australia. He is currently a Consultant with the Strategy & Operations practice at GSSB. He has 2 year of professional experience as a management consultant. Prior to joining GSSB he has work a lot of jobs in Australia and also in Malaysia. Past experience concentrates more on the strategy and operations & finance and accounting industry. His current areas of specialisation are in Customer and Market Strategy, Accounts Management, and Cost Management.

Highlights of Professional Experiences:

Consultant for implementing the recovery programme at Felda Trading. Responsibilities include setting targets for Task Force Leaders, monitoring and reporting the progress of each initiative to a Special Management Committee (SMC) detailing planned versus actual savings to date and financial performance for related business units. Daily activities include playing a hands-on role to assist Task Force Leaders to strategise and execute initiatives according to timelines determined by the PMO and propose corrective actions where necessary. Involved in the Iskandar Malaysia Graduate Leadership Assessment and Development (IMGLAD) project was responsible to liaise with Iskandar Malaysia UTM Research Centre (IMREC) in developing the project costing for 600 students. Subsequently assisted IMREC in developing their financial reports to present to Iskandar Region Development Authority (IRDA) for this particular project. Involved in the planning and strategising stages with the International Gas Union for the World Gas Conference in Malaysia in 2012 Consultant for ECER in developing a strategy plan to develop a management entity to efficiently manage the rehabilitation, conservation and development on Tasik Chini Biosphere Reserve. Responsible for analysing the current roles and responsibilities of all government and non government entities involved as well as developing financial models for all areas involved in the project Responsible for developing the consolidated financial model for 9 Kolej Politeknik Mara in Malaysia. Liaised and interviewed clients for raw data in developing the financial model. Headed the discussion to attain and finalised the numbers for each components in the financial model He was involved in preparing PPSMI project costing for training and assessment for 3000 teachers in Malaysia, providing detailed analysis in regards to overhead cost in regards to training and assessment of these teachers. This project has been pivotal to educating and assessing teachers with information technology to allow students to be prepared for the information technology age. Working as a part time Accounts Payable Officer (20 hours a week) he was needed to maintain full responsibilities of managing a portfolio consists of 200 clients for TodayCorp newly acquired Registered Training Organisations, Australian Learning Solutions

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Kueh Joe Haur

Kueh Joe Haur - Senior Consultant GSSB Consulting
Joe Kueh graduated from Imperial College London with an MSc Finance and a Bachelor of Engineering in Electrical & Electronic Engineering (2nd Upper) from University of Canterbury. He is a consultant with Go Sovereign Sdn Bhd and has been working in the consulting industry since 2008. He has worked for clients in the sectors of governmentallinked, higher education and non-profit.

Highlights of Professional Experiences:

Consultant for Kolej Poly-Tech Mara (KPTM) to determine the strategic direction, management priorities and identify relevant KPIs for division to be cascaded down to all employees Consultant for the establishment of a soft-skills programme (IMGLAD) for Iskandar Malaysia. This project involved determining alternative methods of sustainability and designing & developing a Business Model for growth and expansion Consultant for the establishment of a new business unit offering Syariah compliant deposit services. The project involves designing and developing To-Be and interim Standard Operating Procedures (SOPs), developing Functional Requirements for the To -Be system and designing operational templates for interim phase Business Analyst for a business process engineering engagement to implement a financing services entity for the Client. The scope of the engagement entailed the visioning, engineering and validation of the required business processes to facilitate the implementation of a financing services entity; development of customised functional requirement specifications and conducting training workshops to aid the implementation of the business processes Business analyst in reviewing the pricing model of a non-profit organisation to determine base and value-added fees that could be charged. Scope of work includes benchmarking against other global membership-based action networks or non-profit organisations, analysis of benefits associated with the membership and determining value-added services that could be provided

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Puteri Farhana Mohd Ismail

Puteri Farhana Mohd Ismail - Consultant GSSB Consulting
Puteri Farhana graduated with a Bachelors of Science degree majoring in Biomedical Sciences from the University College London (UCL), London, United Kingdom. She is currently a Consultant with the Human Capital practice at Go Sovereign Sdn. Bhd (GSSB). She has a year of professional experience in consulting industry. Prior to joining GSSB she has worked for jobs in Malaysia and in the United Kingdom. Her past experience concentrates on human capital strategies as well as leadership services and development.

Highlights of Professional Experiences:

Involved in the Iskandar Malaysia UTM Research Centre (IMREC)s implementation effort to assist the Iskandar Regional Development Authority (IRDA) in establishing a Contractors Development Programme by providing Programme Management Office services to manage the provision of training soft skills and technical skill specifically in Industrialised Building System (IBS) technology, including the development of competency model and training programme materials Involved in the Iskandar Malaysia Graduate Leadership Assessment and Development (IMGLAD) project in which she was responsible to liaise with Iskandar Malaysia UTM Research Centre (IMREC) in developing the project costing for 600 students. Subsequently assisted IMREC in developing their reports to present to Iskandar Region Development Authority (IRDA) for this particular project. Actively involved in the in assisting organisations in operationalising personal data privacy and protection practices to ensure efficient performance and effective compliance to the Personal Data Protection Act 2010 (PDPA). This includes establishing training and awareness plan and learning activities, procedures and guidelines. Involved in the establishment of the Industry Advisory Panel (IAP), a group of voluntary panel consisting of representative from the Vice Chancellors from public and private universities in Malaysia and Chief Executive Officers from major companies created to address the issue of employability among Malaysian graduates. Involved in the preparation of a Talent Management presentation for a Human Resource Workshop organised by Wolters Kluwer and carried out the Talent Management Maturity diagnostic Carried out research and developed proposals on Human Capital Services which includes Compensation and Benefits Benchmarking and Talent Management for Food & Beverages Industry and Oil & Gas Industry.

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Appendix B Our Extensive Experience

We have extensive experience serving a wide range of local and international clients
Our clients

Extensive Experience

Mentoring & Coaching

Change Management Strategy & Operations Graduate Leadership Programme IBS Training Management Training Balance Scorecard Key Performance Indicator Personality Profiling Competency Development

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We leverage on our frameworks and experiences to accelerate the delivery of our services
Services Clients Example Scope of Work
Defined the human resource capacity requirements / constraints and to outline how human resources can be mobilised to support the Transformation Operating Model. Ensured that Maybank had the capability to deliver the transformation

Mentoring & Coaching

Development of Concept Paper

Identified critical success factors and best practices for an efficient TEVT system Developed and designed a conceptual paper on a TEVT School Concept on behalf of Encorp Berhad

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Services

Clients

Example

Scope of Work
Assisted TNB in understanding the current competencies and competencies desired to reduce the talent gap. Assisted to form a group of leaders who can leverage human capital for competitive advantage.

Talent Management

Development of Training Needs

Provided assistance and guidance to create an organisation where personal goals and incentives are aligned with strategy and that encourages personal contribution. Designed and established a teamwork culture to encourage the sharing of knowledge and experience needed by the strategy

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