- Dynamic and citizen-centric Public Service with high performance and integrity
- Leading the Development of Public Service’s human resource
“Leading Reform, Driving Change”
- Improving governance, upholding accountability and transparency in Government administration, the Public Service Department (PSD) serves as the central agency in reforming the overall public service towards greater efficiency and effectiveness in both development and human resource management that inspire confidence and trust in the civil service among the people (Rakyat).
- 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 are 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 r–employee relationship
- To enhance the quality of service delivery through application of technology in human resource management
PSD’S CORE VALUES/CODE OF ETHICS
- Wisdom and Credibility
- Continuous Learning
- To determine the roles of the public sector;
- To determine the organisational size and structure of the public agencies;
- To determine the requirements and development of human resource;
- To determine pension and retirement benefits;
- To determine the implications of privatisation/separation on the public sector’s human resource; and
- To develop strategic alliances and networking.
- To determine the organisational development policies;
- To determine career development policy;
- To develop career paths;
- To develop succession planning; and
- To determine the training policy.
- To manage the appointment, placement, 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 the implementer agencies;
- To manage the monitoring of policies; and
- To manage the evaluation of policies.
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