Profile of Public Service Department of Malaysia

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VISION

  • The PSD envisions to be a world-class organisation in public service human resource management

 

MISSION

  • The PSD missions are to:
    • be the main advisor to the Government in public service human resource management
    • enhance capability through restructuring and strengthening the organisation and development of human capital
    • develop quality, highly competent and innovative personnel
    • manage employer-employee relationship towards creating a harmonious working environment
    • improve systems and work processes by leveraging on ICT

 

OBJECTIVE

  • To rationalise the size of the public service through a systematic and structured human resource planning by conducting a comprehensive manpower projection
  • To provide the public service with service schemes and organisational structure that is relevant, flexible and able to respond to current needs
  • To develop the best and competent human capital to meet the public service's strategic needs through dynamic training policies and sponsorship programmes
  • To manage civil servants and develop human resource management policies through strategic and effective service policies formulation and implementation
  • To formulate policies and guidelines relating to psychology services according to current needs to enhance human resource development in the public service
  • To emphasise on the welfare of retirees and pension recipients through improvement of post-service policies
  • To introduce a competitive and comprehensive remuneration package to the civil servants and develop a harmonious employer-employee relationship
  • To enhance the quality of service delivery through application of technology in human resource management

 

PSD CORE VALUES / CODE OF ETHICS

  • Professionalism
  • Wisdom and Credibility
  • Teamwork
  • Timeliness
  • Excellence
  • Continuous Learning

 

FUNCTIONS

The Public Service Personnel Management includes planning, management and development aspect as follows;

  • Planning
    • To determine the roles of the public sector;
    • To determine the organisational size and structure of the public agencies;
    • To determine the requirement and development of human resource;
    • To determine pension and retirement benefits;
    • To determine the implications of privatization/separation on the public sector human resource; and
    • To develop strategic alliances and networking.
  • Development
    • To determine Organisational Development Policies;
    • To determine Career Development Policy;
    • To develop Career Path;
    • To develop Succession Planning; and
    • To determine Training Policy.
  • Management
    • To manage the appointment, emplacement, remuneration, promotion, retirement benefits, service conditions, employer-employee relations, training and human resource database;
    • To formulate and clarify policies on the above mentioned matters to implementer agencies;
    • To manage policies monitoring; and
    • To manage policies evaluation.

 

TAGLINE

"DRIVING PUBLIC SERVICE TRANSFORMATION "

 

CLIENT'S CHARTER

We pledge to:

  • provide professional services and advice on the formulation and implementation of policies and regulations pertaining to human resource management which includes:
    • prompt in all actions;
    • accurate in decision making;
    • friendly customer service;
    • timeliness in providing services;
    • fair and just in deliberation;
    • ensure that services and information are easily made available and reliable; and
    • compliance with laws, policies and regulations.
  • ensure that public agencies are equipped with suitable structures, establishment and schemes of service in accordance with their current responsibilities so as to function at an optimum level;
  • ensure the best human capital management to enhance the efficiency and effectiveness of public personnel through the development of systems and best practices;
  • increase the productivity and efficiency of public service human capital through pre-service and in-service training with regards to the Public Service training policies;
  • attract, develop and retain potential workforce towards excellent performance through salary management, allowance and various benefits;
  • ensure a harmonious employer-employee relations through the widespread dissemination of information so as to improve understanding on issues of common interest;
  • enforce Public Service pension regulations and ensure that pension's benefits are payable to qualified recipients;
  • develop public personnel using the psychological and counselling approach and to provide effective and efficient training in accordance with the principal, ethic and standard practices of the Public Service; and
  • ensure responses to clients' enquiries and complaints are fast, accurate and courteous and adhere to the stipulated period as follows:
    • affirmation of acceptance of complaint within three days;
    • initial response within 14 days; and
    • Status report on clients' complaint within two months.

 

ORGANISATION CHART

 

JPAs' CLIENT CHARTER ACHIEVEMENT FOR YEAR 2012