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KPJ contributes to the development of the healthcare
industry by actively training healthcare professionals
through sponsorship of doctors, pharmacists, nurses,
paramedics, and other support personnel, and
providing training its existing clinical team, to meet
the constantly growing demand for quality healthcare
services in the country.
In 2011 alone, KPJ spent as much as RM7.2 million on
various training programmes for the Group’s employees,
encompassing clinical staff, managers, executives and
non-executives. These programmes focus on leadership
development, and sharpening of management and
technical skills.
Its long-term objectives are to inculcate the knowledge and
learning culture among its employees, shape skilled and
experienced healthcare professionals and managers, and
cultivate the budding spirit of intrapreneurship in talented
and potential entrepreneurs.
The deliverables for 2011 include, among others, the
successful initiation of several SBUs under the Intrapreneur
programme, the creation of a pool of about 400 managers
in the Group, and sponsorship for 191 graduates from
various educational programmes in collaboration with
KPJ’s training partners.
These training partners are KPJ International University
College of Nursing and Health Sciences’, University
Teknologi Malaysia, Henley Management School of
University of Reading, University of Hertfordshire, University
of East London, University of South Australia, ACCA, CIMA,
and International Business School.
It has sponsored employees for the Masters programmes,
Bachelor’s degrees as well as nursing post-basic
certificates and sent its employees for almost 100 seminars
throughout the year, with a target to have every employee
undergo at least 30 hours of training each year.
KPJ espouse the culture of success for its employees
by motivating them to reach their potential and also
sculpts them to become leaders of tomorrow through
transformational leadership, which essentially inspires
change in people who believe in creating shared progress
and goals that will bring benefit to all parties.
Career development opportunities are also offered to
employees based on their ability and initiative to assume
greater responsibilities.
The Succession Development Programme allows not only
the management to prepare future leaders and also for the
employees to develop their leadership traits.
Emphasis is also placed on leadership succession as part of
good management practice by identifying potential leaders
from within the group through the competency mapping
process and other quantifiable measurements through the
Staff Performance Appraisal Review, Behavioural Event
Interview, 360˚ Appraisal and the Psychometric Test.
Good ethics, accountability and transparency play an
integral role in the development of KPJ’s human capital.
Its pay for performance reward scheme has also helped
encourage improvement in staff performance and the good
ethics and culture inculcated in work processes have also
helped to boost transparency and accountability among
the workforce.
Risk management mechanisms are also in place and
continuously reviewed for further improvement.
The framework to ensure high levels of integrity also includes
the whistle-blowing avenue via the Borang Peradaban, where
employees can report any misappropriation.
KPJ also provides a safe working environment for
its employees by placing strict policies on planned
preventive maintenance. The use and disposal of sharps
and other materials in the process of providing treatment
and care for patients. The exposure level for employees
who work within the confines of radiation and diagnostic
imaging services are also closely monitored according to
the atomic regulations in the country.
Where appropriate, relevant employees are also sent for
Occupational Safety and Health (OSH) training to ensure
that KPJ hospitals keep up with the latest OSH practices
and procedures, and on-site training and drills, such as fire
and disaster drills, are also organized to help employees
cope with emergency situations.
Contracted vendors and suppliers are also required to
comply with the health and safety measures that KPJ has
put in place, particularly at the hospitals, as the nature of
operations involves the use and disposal of sharps and
other clinical materials.
Employee welfare is also covered by the provision of Group
Hospitalization and Insurance Plan as well as medical
coverage at KPJ hospitals that are provided to staff and
their family members.
For its overall efforts to create a sustainable workplace,
KPJ was awarded the Lumesse e-Recruitment Award
2011 in recognition of its contributions to human capital
development. KPJ triumphed over 30 other organizations
in Malaysia to take home the award for its efforts in talent
acquisition and management, and in Asia was second only
to a nominee from Hong Kong.
KPJ was also named the Gold Winner of the MIHRM
Awards 2011, under the Employer of Choice category, by
the Malaysian Institute of Human Resource Management
(MIHRM). The award was in recognition of KPJ’s
outstanding achievement and significant best practices
in Human Resource Management that is aligned to the
Group’s philosophies and vision.
To further enhance itself as an employer of choice, KPJ has
also set a goal for itself to retain talent within the Group with
a target of 5% annual staff resignation rate, and this will
also minimise the cost of staff turnover.
ANNUAL REPORT 2011 118