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MALAYSIAN ECONOMY: An Overview
HUMAN RESOURCE DEVELOPMENT IN THE MALAYSIA PUBLIC SERVICE
Goh Yan Ping & Tong Ching Nee; August 2007


The world today is becoming more complex, dynamic and increasingly uncertain. Globalization, a process fostered and spurred by rapid change in the information and communication technology, is making the world economy more interdependent. Nowadays, human resource development (HRD) has also been recognized as an important strategy to achieve the above nationís vision and aspiration in Malaysia. For the purpose of this article, HRD beyond education and training which have been formulated and implemented by the Malaysian Public Service in its efforts to upgrade and enhance its service delivery through the use of technology and people. Below scope of discussions will cover the three aspects in the public service of Malaysia:

The Public Service Remuneration System


The remuneration system in the Malaysian Public Service has been an important part of sophisticated human resource management strategies and initiatives to achieve the public service goals and objectives. It is reviewed periodically to take into consideration the nationís vision and aspiration, direction of the public service in the prevailing socio-economic milieu, the labor market, the national economic performance and its competitiveness in the international economy. The review of the remuneration system is essential to reenergize the current universe of public service personnel by uplifting their morale and level of motivation. It also serves to ensure that the public service retain its capacity to attract, develop and retain people with the necessary skill sets, talents and caliber to perform the roles required of the public service as the country evolves. However, it has been the Malaysian governmentís policy that any pay increase needs to be matched by productivity to maintain the nationís competitiveness. The payout as a result of the revision has to be within the affordability of the government. In the Public Service Remuneration System which is consist of improvement of career development, modifications to salary structure, allowances and perquisites, and allowances and perquisites.


Public Service Training and Development Programme

Training and development is an important component of human resource development in an organization. It is necessary to maintain and improve the capability and capacity of the public sector workforce to deliver their services. As Malaysia is forging ahead into achieving its vision, goals and objectives stated in its macro policies and development plans, the Malaysian Public Service is expected to play its roles as a pace setter, facilitator, regulator and strategic integrator in cooperation with the private sector and the third sector such as the community-based organizations in meeting the challenges posed by the changing environment due to globalization, liberalization of economy and rapid technological advancement. In this connection, training and development of the public service personnel has been given due emphasis. Training programmes have been conducted to enhance the competencies and skill sets and to instill necessary attitudinal and mindset changes of the workforce to ensure the effective and efficient delivery of quality outputs to its stakeholders and customers and which are includes training path for public sector executives and model for executive training.

Information and Communication Technology (ICT)

In the case of the Malaysian Public Service, the government has embarked on the design and development of a Human Resource Management Information System (HRMIS). It is one of the six projects under the Electronic Government flagship, which in turn is one of the seven flagships under the Multimedia Super Corridor (MSC). A consortium of ICT companies had been commissioned by the government to design, develop, procure and install the system. This Project aims to provide an effective and efficient system for managing human resource in the public sector. It is a measure taken by the government to meet the challenges of the new millennium, which require the public sector to strengthen the management of its human resource as well as enhance the effectiveness and efficiency of the overall administrative machinery by harnessing the potential of multimedia and information technology.

As a conclusion, in the case of the Malaysian Public Service, its current and future roles in the administration and development of the nation are clearly defined by the various macro policies and development plans introduced at the various stages of the countryís development. Vision 2020, the National Information Technology Agenda, the Third Outlined Perspective Plan (2001-10) and the Eighth Malaysia Plan (2001-05) have outlined the nationís vision and efforts to intensify the development of high technology and knowledge intensive industries as well as to make ICT the catalyst for growth in the 21st century. It is a fact that the public service managers the world over, either willingly or reluctantly, are riding the technology tiger. Massive financial resources have been allocated to use modern technology to improve customer service, to make work easier and more rewarding to employees. The company use effectively and efficiency of ICT in the HRM of public sector that can increase their growth. However, many have claimed that the benefits of technology have not matched the costs of investment in it. It is later learnt that technology per se is not productive and does not add value unless there are people who have the knowledge and expertise to use it productively.

To realize the goals and objectives of these policies and plans, the Malaysian Public Service have taken steps to develop and retain the current public service employees as well as enhancing its capacity to attract, develop and retain new talents with the necessary attitudes, personality traits and caliber required for the work and roles expected of the public service as the country evolves. The Malaysian Remuneration System, the training and development activities and the ICT-related projects such as the Human Resource Management Information System (HRMIS) are major HRD-related initiatives introduced with the objective of enhancing the capacity and ability to meet the challenges posed by the constantly changing environment triggered caused by the globalization and rapid technology advancement.

Main | Malaysian Economy | Asian Crisis | Teaching Subjects  

Har Wai Mun @ 2007