Career
HUMAN CAPITAL DEVELOPMENT
Structured and well defined suscession planing proces to ensure business continuity and JCorp’s future is very important. Policies and procedures were in place to facilitate work related task and its continuation despite any changes in top managements and leaders .
The succession planning efforts was initiated in JCorp since 2009. Identification of critical posts in JCorp and Group level were conducted during the initial stage. Core and leadership competencies were used to measure potential candidate readiness to take high level responsibilities in the organization. Three approaches, namely Behavioural Event Interview (BEI), 360 Degrees Competency Feedback and Psychometric Test were used for the assessment.
JCorp also continue to give exposures in various management experiences to potential candidates through cross posting, job rotation, special duties and mentoring.
Structured and well defined succession planning process to ensure busines continuit y and JCorp ’s future is ver y important. Policies and procedures were in place to facilitate wor k related tas k and its continuation despite an y changes in top managements and leaders. Various training programmes were also implemented to enhance levels competency. JCorp invested RM9.1 Million on training programmes. Staff were also encouraged to enroll for professional programmes such as ICSA, ACCA, CIMA and CIA.
Retirement programmes were organised for staff approaching retirement age. The staff and their spouse were given exposure and early preparation for the retirement.
The Skim Khairat Keluarga was established in 1990 to provide financial assistance to staff and family member in the event of death. In 2010, the amount of financial assistance was increased taking into account the increase in cost of living. Total contribution paid to staff and heir was RM1.7 million in 2010. Through Skim Prisihatin, specialist treatment facilities were provided to staff and families at K PJ Healthcare Bhd chain of hospitals. Majority of the treatment costs are borne by the scheme.
JCorp promotes transparent leadership style and syura concept in decision making. Discussion, exchange of views and idea among staff and top management were implemented through various platforms such as Majlis Perhimpunan Dialog and Amanat (PEDOMAN), Suggestion Scheme, ICC and Departmental Joint Council Meeting. These various venues established a harmonious working relationship, encourage the sharing of ideas and improve quality of work processes.
Recreational, social and sports activities were managed by Persatuan Rekreasi Keluarga Perbadanan Johor (PKP) and Mutiara Johor Corporation. Activities carried out in 2010 were Futsal and Bowling tournaments, Ceramahs, Majlis Khatam Al-Quran, Perpustakaan Mutiara Open Day and Recycling Program. The activities, have successfully inculcated cooperation and team work spirit among members of PKP and Mutiara Johor Corporation.
In accordance to Occupational Safety and Health Act 1994 (OSHA, JCorp has taken the necessary actions:
- to ensure and safeguard the employees’ safety and health in the work environment;
- to ensure the workplace and equipments are safe and without risk to health;
- to provide information, instruction, training and supervision as is necessary to ensure the safety and health at work of all employees.
- to provide suitable facilities to promote a healthy lifestyle.
JCorp has implemented the Occupational Safety & Health Awareness Program to ensure that all employees are always ready to deal with any emergency situation as well as natural disaster. Committee of Occupational Safety and Health represented by representatives from Group companies was constituted since June 2002 to monitor security and occupational health policy implementation in the Group. JCorp recognizes its human capital importance in guaranteeing the sustainability and success of the organisation. Hence, they need to be highly motivated and competent to meet future challenges.