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1.0

INTRODUCTION

Human resources (HR) practices referred to the HR functions in the organization

such as employment, training development, reward system, health and safety,
employee service, productivity improvement scheme, and industrial relations. This
report will describe the HR practices in Jabatan Pembangunan Persekutuan
Kelantan (JPPK).
Those HR practices help the JPPK shows the demonstration of commitment to the
employment relationship. This also can increase the organization productivity and
profitability through communication of clear organization vision, mission and so on.
The existences of HR practices help the management of empowerment to resolve
issues immediately. Furthermore, it provides guidelines on management practices
that can smooth their operations. Through a good HR practices, both JPPK and the
employees get involved in the attainment of organizational and business unit
objectives.
Next is about employment which is one of the Human Resource function practiced
at Jabatan Pembangunan Persekutuan Kelantan (JPPK).

2.0

ORGANIZATIONAL BACKGROUND
Jabatan Pembangunan Persekutuan Kelantan (JPPK) was established on 1st
January 1991. The establishment was to takeover tasks and roles of Kelantan
State Development Office as the main coordinating and observing agency,
engaging the federal development projects within State of Kelantan. Moreover,
KFDO establishment intended to ensure the proper control upon federal projects
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started from planning to perfectly managed project appraisal. KFDO was directly
accountable to the Implementation Coordination Unit, Prime Ministers Department.
The mission of the JPPK is to become the outstanding and respected federal
agency in relation to Supervise the National Development Plan Implementation.
Then the vision is the federal agency that initiates the national development
through Coordination, Discovery as well as Assssment of programs and projects.
The moto of the JPPK is volume, accuracy and speed (VAS).

This office is led by a Director assisted by 2 Deputy Director which are

Development Deputy Director and Technical Deputy Director along with a Head of
Senior Assistant Director. In order to execute tasks and programs, KFDO has 7
divisions and 10 District Development Offices:
i)
ii)
iii)

Management Division
Finance Division
Special Division
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iv)
v)
vi)
vii)

Implementation and Supervision Division

Society and Institution Development Division
Information Technology Division
Technical Division

There are 10 District Development Offices (DDO) operated regionally which led by
a District Development Officer.
i)
ii)
iii)
iv)
v)
vi)
vii)
viii)
ix)
x)

Kota Bharu District Development Office(DDO Kota Bharu)

Pasir Puteh District Development Office (DDO Pasir Puteh)
Tanah Merah District Development Office (DDO Tanah Merah)
Pasir Mas District Development Office (DDO Pasir Mas)
Kuala Krai District Development Office (DDO Kuala Krai)
Bachok District Development Office (DDO Bachok)
Machang District Development Office (DDO Machang)
Tumpat District Development Office (DDO Tumpat)
Jeli District Development Office (DDO Jeli)
Gua Musang District Development Office (DDO Gua Musang)

This office has 225 positions which are 223 positions, 212 appointments and 13
vacancies.

3.0

HUMAN RESOURCE PRACTICES

3.1

Recruitment and Selection

To recruit new employees

Every recruitment for permanent employees who work in government
sector MUST BE SUPERVISED by Jabatan Perkhidmatan Awam (JPA)
so that control and record could be monitor in accordance to

organizational Human Resource Planning.

Every recruitment for temporary or contract employees who work in
government

sector

MUST

BE

SUPERVISED

by

Management

Department JPPK or Pembangunan Masyarakat dan Institusi (PMI). PMI

will recruit only for ustaz and Guru Kafa.
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Definition

Recruitment is a process of attracting individuals on a timely basis in

sufficient number and with appropriate qualification and encouraging them
to apply for the job with the organization. Recruitment is used by the
organization to create pools of candidates to meet the human resource
planning of the organization. Example, In JPPK the department in charge
recruitment

is

Jabatan

Perkhidmatan Awam

(JPA),

Management

Department JPPK and Pembangunan Masyarakat dan Institusi (PMI).

Scope and Approach

Job seekers can apply position in JPPK by sending directly by hand or by

email to the Management Department JPPK but it more to the temporary

or contract employees.
Job seekers can refer to the JPPK Website if there are any vacancies

available.
Job seekers also must join
Jabatan Perkhidmatan Awam started to analyze the vacancies form to

seek the suitable candidate for the position.

The selected candidate will be call for the interview, if the new employees
pass the interview, offer letter will be issued to the applicant.

3.2

Disciplinary Action System

Action or actions taken as a result of moving through this process and is the
outcome of the staff member failure to achieve the require standards of
performance or bad attitude such as absenteeism or sexual harassment.

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Example, in JPPK workers who are absenteeism will be given oral warning.
They need to answer with prove that they are not guilty or defend what they
have done usually the letter or medical certificate is being used in this
situation. It have two methods, offline and online. For offline method, the
employees who want to take any medical certificate must fill the medical
certificate letter then pass it to Boss at the department. The boss will
approve employee leave and if it approve, the letter will be given to chief
clerk to be kept on file. Moreover, for online method, employees must visit
the website Human Resource Management Information System (HRMIS). In
that system consist of Leave Management, Training, Pensions and
Employee Personal Information. The employees must do both of the
methods to apply leave. If employees do not follow the rule of leave it will be
a disciplinary offense. The boss will call employees who are absenteeism to
give an oral warning. if still happen, the case will be brought to the meeting
for further action and If an employees who are involved still do not show any
changes or improvement, meeting will be held again for the termination
action.
3.3

TRAINING AND DEVELOPMENT

Give training to chosen employees

To improve job performance by increasing knowledge, skill, increase selfesteem, and modifying attitude so that individual can work in the most
economical, efficient and satisfying way.

Definition

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Training is a systematic development of attitude, knowledge and skill pattern
required by an individual in order to perform adequately a given task or job.
Example, in order to improve skill and knowledge of their workers
Department of training JPPK provide training for their staff such as Seminar
Smart Store, Team building, Kursus Induksi and so on.
The objective of that kind seminar and training was to increase the
understanding and knowledge of the products offered by JPPK among staff.

Mode of Training

In house program
Training that is held in the organization premises specifically for
companys employees only. For example, Kursus Sistem Pengursan

Iklan & Sebutharga (SPIPS).

External Program
Training held outside the organization premises conducted by external
body. For example, Kursus Induksi, team building, Kursus Pengurusan
Wang Ehsan.

3.4

Health and Safety

Companies with health care benefits offer assistance with medical costs.
Depending on the companys policy for health care benefits, employees can
pay a fee to opt into the health care plan, while the company pays the bulk
of the premium, or the company may pay for all health care related costs.
For employees who work at the government agency, they are eligible for full
medical assistance from the government
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Employers often provide employees with some sort of group medical
insurance, with the level of coverage depending on the status of the
employee.
Government guarantee letter must be brought by government employees
while seeking treatment at government hospitals or in government clinics.
That treatment is done for free.
The coverage of service that provided for government staff included
themselves, their children and their parents.
This kind of benefits encourage workers to increase their effort to give
positive service to organization and make the environment at the workplace
happy and harmony because employers appreciate their effort.

3.5

Compensation / Benefit Management

Employee compensation refers to all forms of pay rewards going to

employees and arising from their employment, and it has to main
components, direct financial payments (wages, salaries, incentives,
commission, and bonuses) and indirect payments (financial benefit like
employer-paid insurance and vacations).
Example, JPPK the reward that has been given to the government staff
according to the budget that has been announces year by year. This reward
has been given to employees providing excellent service in their task given.
Among of them will receive Annual Worker of the Year.

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Compensation and rewards is an important factor affecting how and why
people choose to work at one organization over others. Employees must be
reasonable competitive with several types of compensation and rewards to
attract and retain competent employees. Reward can be both intrinsic and
extrinsic. Intrinsic reward often includes praise for completing a project or
meeting performance objectives. Extrinsic rewards are tangible and take a
monetary and non -monetary form.
3.6

Employee Services / Welfare

Employee welfare means the efforts to make life worth living for workmen.
According to Todd employee welfare means anything done for the comfort
and improvement, intellectual or social, of the employees over and above
the wages paid which is not a necessity of the industry.
The features of the employee welfare include comprehensive term including
various services, facilities and amenities provided to employees for their
betterment. Second the purpose is to improve the lot of the working class
and it also called a fringe benefits and services.
Furthermore, the objectives of the employee welfare are it helps to improve,
it improves the loyalty and morale of the employees, reduces labor turnover,
and helps to improve employee productivity.
Example of the services and welfare provide by JPPK to their customers
and workers which are:

Wang Ehsan IPTA

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4.0

Wang Ehsan Khairat kematian, pesakit kronik, rebut, kebakaran,

kemalangan/kematian tragis dan binatang buas.

Menyediakan peruntukan baikpulih jalanraya, membuat parit, longkang,

jambatan, dan membuat pagar sekolah.

Membayar elaun untuk Guru Kafa,

Masyarakat, dan Tok Iman.

Memantau pelaksanaan projek-projek sakit (TASKFORCE).

Guru Al-Quran,

Penggerak

CONCLUSION
Every organization can implement a lot of unique human resources (HR) practices
as long as it did not break the rules and regulations stated in the Employment Act
1955. However, their purposes are the same, to motivate their employees and to
increase their productivity. HR practices also powerful predictors of trust and
organizational performance.
Obviously that HR practices bring benefit to parties, employer and employee. In
order to have a continuously relationship and benefits, both parties must obey and
follow all the term and conditions agreed in the agreement. If one of the parties
breaks the rule, those benefits will be affected.
Finally Human Resources Practices come out various benefits to the employee and
also to the organization include:-

Demonstrates commitment to the employment relationship

Involvement in the attainment of Organization and Business Unit objectives

Individual development
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Career progression

Communication of Organizational expectations

Increased self esteem

Greater job satisfaction and security

REFERENCES

Henemen, H.G, Judge, T.A, and Kammeyer-Mueller, J.D. (2012).Staffing Organizations.

McGraw-Hill Companies, Inc.
Laman Web Rasmi HR Integration (2013). Human Resource Practices. Retrieved on June
20, 2014 from http://www.hrintegration.com.au/advantages.asp
Laman Web RasmiJabatan Pembangunan Persekutuan Kelantan (2014). JPPK. Retrieved
on 20 June 2014 from www.kel.icu.gov.my
Hazlin Arini Binti Dato Kamaruddin (2014, April 10). Personal Interview

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