0
20
40
60
80
100
0
20
40
60
80
100
Female
Male
57%
26%
12%
5%
21%
79%
Gender
20-30 31-40
41-50
51 above
Age group
It is through the implementation of the strategies above
that has led KPJ to being awarded the HR Asia Awards
– Best Company to work for in 2014. Moving forward, HR
has targeted its operational initiatives to align to KPJHB’s
strategic plan by initially identifying ways to leverage and
develop technology as a means to cut costs and improve
internal efficiencies. In the coming year, HR will use its
resources and staff to become a more active, consulting
partner for the organisation.
MANPOWER STRENGTH AT KPJHB
As at December 2014, KPJHB’s workforce totaled 11,626
employees group wide as compared to 10,460 in 2013, an
increase of 11%. This increase is due to the opening of
KPJ Bandar Maharani Muar as well as a rise in manpower
for KPJ Klang, KPJ Tawakkal Health Centre, KPJ Pasir
Gudang, KPJ Rawang and KPJ Sabah Specialist Hospitals.
Total bed capacity increased to 2,851 as at December
2014, a 5% increase compared to the previous year at
2,714. Manpower to bed ratio is 4:1.
Overall, there has been an increase in professional
manpower to 5,233 as at December 2014 compared to
3,884 the previous year (35%). The highest increase is
State Registered Nurses (14%) due to the need for
manpower for new hospitals in the Group and also the
licensing requirement of MOH.
WORKFORCE COMPOSITION – CELEBRATING
DIVERSITY IN THE WORKPLACE
The female workforce makes up the bulk of our
manpower with a ratio of 4 female employees: 1 male
employee. This is the norm for our industry and out of
our pool of company directors (employees only), 38% are
female directors.
Gen Y remains as the largest age group of employees at
57% of total manpower, with other generations making
up the balance of 43%. With a larger pool of younger
workforce, there is a challenge to provide benefits and
facilities that fulfils their needs. For 2014, we have
revised the Nursing Locum rate, standardised allowances
throughout the Group and standardised the entry level
salary for Nurses and Allied Health employees.
Our Talent Management team is committed to recruit
candidates in a manner that is fair and ethical. As such,
we are constantly in communication with other Heads of
Services to discuss the needs of their services and
provide advice on recruitment strategies. At KPJHB, we
recruit from within for specific key positions that require
comprehensive knowledge on the operations of the
healthcare industry. However, we constantly ensure that
there is a healthy mix of external candidates into our
talent pool in order to bring in fresh ideas and
innovations.
Combining these internal and external pipelines, of the
2,322 recruitments that took place in 2014; 61% were
replacement positions while 39% were additional
manpower requirements due to opening of new hospitals.
The attrition rate as at December 2014 stands at 12% for
the Group.
We recognise that the successful recruitment of potential
employees is critical to maintaining a vibrant workforce
and we continue to explore ways to improve and leverage
our recruitment technology in order to reach future
talent. We also recognise the need to capture further
analytics surrounding our recruitment efforts to enable
us to understand our workforce needs, levels and the
effectiveness of our recruitment strategies.
AGE COMPOSITION
GENDER COMPOSITION
145
KPJ Healthcare Berhad annual report
2014
