Managing

Human Resources

Introduction

Human Resource Management is broadly defined as the application of general management principles to spearhead advancement in human capital of an organisation.
This section contains the brief overview of the scopes of human resource management, as well as roles and responsibility of the Deans and Directors as Head of Responsibility Centre.
The general scopes in Human Resource Management are as follows:

Scopes, Roles and Responsibility in Talent Management

Recruitments

The Deans' or Directors' responsibilities include, but are not limited to:

Academic Positions

Produce a comprehensive strategic plan for human resource management suited for the needs of the RC.
Chair the Screening Committee Meeting at RC level.
Recommend and to confirm the needs of new appointment/ re-appointment of the academic staff (scheme and non-scheme position).
Certify the allocation source for the purpose of appointing academic staff who use the allocation of the RC (scheme and non-scheme position).
Attend Promotion Vetting Committee Meeting at the central level for the candidate’s application for promotion and appointment of External Assessor.
Be a panelist for the Recruitment Selection Committee Meeting at the central level.
Endorse the academic staff’s report duty at RC.
Endorse the payment claims for Adjunct Professor/ Reader/ Expert.
Ensure that allocations/funds are sufficient for the purpose of staff appointments, which include:
- - Basic salary and fixed allowances
  - Bantuan Khas Kewangan (if applicable)
  - Health check claims
  - Plane ticket claims (if applicable)

Non-Academic Positions

Produce a comprehensive strategic plan for human resource management suited for the needs of RC.
Submit the application to fill a vacant position (permanent position) due to compulsory retirement, optional retirement, retirement on health grounds, resignation or death.
Submit the application to appoint new contract staff or to renew the appointment of ~~the~~ existing contract staff to Human Talent Management Division (HTM).
Identify the financial allocations for the payment of new contract staff’s emolument.
Identify the vacancies (contract position) to be advertised through eHR.
Organise the Selection Committee Meeting and interviews for the appointment of new contract staff at the RC level.
Endorse the non-academic staff’s report duty at RC.
Ensure that allocations/funds are sufficient for the purpose of staff appointments, which include:
- - Basic salary and fixed allowances
  - Bantuan Khas Kewangan (if applicable)
  - Health check claims

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Pelantikan | CLICK HERE

Promotions

The Deans' or Directors' responsibilities include, but are not limited to:

Academic Positions

Recommend for the application promotion of academic staff.
Serves as a panelist of Promotion Selection Committee Meeting at the central level.
Attend Promotion Vetting Committee Meeting at the central level for the candidate’s application for promotion and appointment of External Assessor (based on requirement).

Non-Academic Positions

Produce a comprehensive strategic plan for human resource management suited for the needs of RC.
Submit the applications for the promotion of high performing contract staff who have met the criteria for promotion.
Ensure that the fund has sufficient amount for the payment of contract staff’s emolument who has been recommended for promotion.
Serves as a member of the Selection Committee for the promotion of Management and Professional (Executive) staff (by invitation).
Monitor and ensure the performance and attendance records of staff are at the required level, to avoid any issues with promotion.
Evaluate the staff performance for promotion and endorse the application for promotion.
Endorse non-academic staff’s report duty at RC.
Monitor the performance of staff whose promotion has been deferred or not endorsed by the Head of Department.

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Kenaikan Pangkat | CLICK HERE

Study Leave & SLAB/SLAI

Academic and non-academic staff are entitled to apply for study leave to pursue their studies at the higher level, subject to the terms and conditions applied.
Skim Latihan Akademik Bumiputera / Skim Latihan Akademik IPTA (SLAB/SLAI) programme is created under the Ministry of Higher Education to improve the quality of a Doctoral Degree (PhD) or equivalent academician in public University.
The Deans' or Directors' responsibilities include, but are not limited to:

Study Leave

Produce a comprehensive strategic plan for human resource management suited for the needs of RC.
Verify and endorse staff application for study leave.
Verify e-Progress Report every 6 months throughout the study period.
Monitor staff’s study progress and ensure staff complete their study within the approved study period.
Verify staff’s report duty after completing their study period.

SLAB/SLAI

Plan Academic Staff Succession at RC.
Headhunt excellent and high potential SLAB/SLAI talents.
Nominate SLAB/SLAI recipients based on Academic Staff Succession Planning and required field of expertise.
Verify e-Progress Report every 6 months throughout the study period.
Monitor SLAB/SLAI fellows’ study progress and ensure SLAB/SLAI fellows complete their study within the approved study period.
Endorse the appointment of Fellow SLAB/SLAI as Lecturer to Human Talent Management Division after Fellow SLAB/SLAI report duty with Senate Letter/ Degree Certificate.

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Latihan | CLICK HERE

Emolument

The Deans' or Directors' responsibilities include, but are not limited to:

Honorarium Payment

Monitor and ensure procedures, conditions and regulations that have been stipulated in the Polisi Pelaksanaan Perkhidmatan dan Pembayaran Honorarium kepada Staf Universiti Malaya are complied.
Ensure financial regulations, procedures, conditions, procedures, guidelines and other related regulations are obeyed.
Establish internal control to ensure the following are complied:
- - Compliance with Garis Panduan Langkah-Langkah Mengoptimumkan Perbelanjaan Kerajaan.
  - Use check and balance elements in determining University staff honorarium rates.
  - Avoid waste through the principle of best interest value.
  - Compliance with the principle of integrity.

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Penggajian | CLICK HERE

Scopes, Roles and Responsibility in Talent Development

The Dean or Director is responsible for administering and overseeing the needs of training and staff development of its Responsibility Centre (RC), but are not limited to:

Directs and coordinates the training and staff development planning aimed to add knowledge and skills to meet the current needs and demands in the organisation.
Appoints RC Training Officer to plan training needs and RC Training Administrator to assist the course record in the training system.
Ensures sufficient funds are available before organized any training and staff development program.
Ensures budget is appropriately controlled by monitoring the actual activity to the planned activity.
Approves training application and evaluation (internal and external training) and conference leave through UM Portal.
Approves the research and sabbatical leave application through manual form.
Approves advance and claims regards to training and conference program through UM Portal.

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Latihan | CLICK HERE

Scopes, Roles and Responsibility in Talent Services

The Dean or Director is responsible for administering and overseeing affairs related to staff services of its Responsibility Centre (RC), but are not limited to:

Oversees annual staff performance and appraisals.
Oversee affairs related to staff services including welfare, record of service and retirement.

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Perkhidmatan | CLICK HERE

Scopes, Roles and Responsibility in Employee Wellbeing Management

The Deans' or Directors' responsibilities include, but are not limited to:

Promote and encourage overall workplace wellness including positive mental health, wellbeing practices etc. among staff members at RC.
Ensure and support staff wellbeing initiatives through the Counseling and Disability Empowerment Division to maintain health, happiness, and productivity in workplace.

Reference: UMPortal > PTj Info > Jabatan Sumber Manusia > Kaunseling dan Kebajikan | CLICK HERE