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PERFORMANCE MANAGEMENT SYSTEM IN MINISTRY OF HEALTH MALAYSIA, GROUP 2…
PERFORMANCE MANAGEMENT SYSTEM IN MINISTRY OF HEALTH MALAYSIA
HRIS
Human Resource Management Information System (HRMIS)
Performance Management System
PERFORMANCE EVALUATION (LNPT)
KPi for all activities
Evaluated by two evaluators, First evaluation Officer (PPP) and Second Evaluation Officer (PPK)
STEP TO USE HRMIS (LNPT)
Login www.eghrmis.gov.my. From the HRMIS Home Page (Figure 2.0-1), under the Performance Management module, click the Annual Performance Evaluation Report, select Performance Evaluation
Click on the Assessed Officer
Click on Performance Appraisal year
Part II - Activities and Contributions Outside of Official Duties /
PART III - Assessment of Job Production
Part I - Employee Information
PART IV - KNOWLEDGE AND EXPERTISE
Part V - Assessing the Personal Quality of the Employee
Part VI - Activities And Contributions Outside The Official Duties
Part VII - Total Total Marks
Part VIII - Overall Review And Confirmation By Assessing Officer
ANNUAL WORK TARGET (SKT)
This is a guideline provided by employees in the form of activities planned to be implemented throughout the evaluation year.
STEP TO USE HRMIS (SKT)
Click the performance management menu
Then, in the next display you need to click on the FUNCTION menu> Annual Work Targets> Assessed Officers> Annual Work Targets
In this view, employees will include planned activities, along with performance indicators for each task.
Finally enter the comment, the target has been achieved and submitted to PPP to approved
Information System Activities
Processing the Data into required information
Output transfers the processed information to the people who will use it or to the activities for which it will be used
Input - the form of data entry activities such as recording and editing
Storage is an information system activity where data and information are stored regularly for later use
control - monitor system usage to meet set performance standards
Relationship with IT department
INFORMATION SYSTEM DIVISION (BTM)
Management Planning Unit (MAMPU)
Policies
Recommendation and Action Plan
360 DEGREE PERFORMANCE APPRAISAL
The performance appraisal should consist of overall feedback and confirmation from First Evaluating Officer (PPP) and Second Accessor Officer (PPK)
Introduce And Develop An Application
Effectiveness of HRIS
OPPORTUNITIES AND THREATS
Opportunity
Employees feel more motivated to work
Help the company to assess and evaluate the performances of the employees
Threat
The data or information in the system may be leaked or intruded by the other parties
STRENGTHS AND WEAKNESSES
Strength
Cost reduction and eco-friendly
can access anytime anywhere
Enable the storage of data for a long period of time
User friendly
Weakness
Difficult too access for the employees stay in remote areas
Quite complex to some of the employees who not familiar to the use of computer
PERFORMANCES OF THE SYSTEM
Well accepted by the employees
Employees are required to read the manual of Performance Management Module Implementation Guide
Overall, the system is beneficial to the company as it is convenience, cost-saving and environmental friendly
Company Background
Basic Info
The Human Resources Division (BSM) was established to be responsible for managing human resources for the Ministry of Health Malaysia
Established in 1963
Vision, Mission and Objective
Mission
To ensure that the Ministry of Health Malaysia has a suitable, effective organizational structure and optimal use of human resources, integrity, knowledge and skills
Objective
To ensure that the Ministry of Health Malaysia has the perfect human resources and organizational structure to provide excellent medical and health services
Vision
Towards quality and productive human resource management
System used in MOH
Digital Document Management System (DDMS)
Human Resource Management Information System (HRMIS)
Objective
Automate HRMIS operating processes in the organization
Provide an open source human resource information system
Enable manpower planning and size determination effective public services
Creation of a paperless environment
Develop integrated human resource information and updates for the purpose of effective human resource planning
Function
Managing training, briefing, workshop updating of HRMIS
Act as a helpdesk table (helpdesk) HRMIS is solving user problems
Act as secretary to the HRMIS implementation committee and the core team in the agency
As a point of references to users of the agency in the implementation of HRMIS
Prepare hrmis implementation status report at agency level from time to time
Coordinating and monitoring the implementation of HRMIS
MOH promotion review system
E-Kenderaan
System Background
PERFORMANCE MANAGEMENT SYSTEM
Competitive Strategies
INNOVATION STRATEGY
make radical changes to organization processes
GROWTH STRATEGY
can expand their diversify and integrate into our services
DIFFERENTIATION STRATEGY
to differentiate a performance between the first month of being appointed until the current performance
ALLIANCE STRATEGY
develop inter-enterprise information systems linked by the Internet, and extranets
COST LEADERSHIP
become low-cost producers so that when they use IT to substantially reduce the costs of the organization process for finalists the performance
GROUP 2_PERFORMANCE MANAGEMENT SYSTEM in MOH Presnetation Mind Map
MA MING ZHI A18HA4001 :smiley:
