Gen Y remains the largest age group
of employees at 51% of our total
manpower, with other generations
making up the balance of 49%.
With a larger pool of younger
employees, there exists a challenge
to provide benefits and facilities that
fulfil their needs while balancing the
needs of our mature employees.
As such, we relentlessly pursuit to gain
more information to further improve
our benefits via town hall sessions and
workplace social engagement activities
with our employees.
ORGANISATIONAL
EFFECTIVENESS
• Manpower Strength
As at December 2015, the Group’s
workforce totalled 12,329 employees
aga i n s t t o 11 , 626 i n 2014 ,
representing a growth of 6%. The
increase in manpower is due to the
opening of KPJ Bandar Maharani
Mu a r a n d h i g h e r wo r k f o r c e
requirements at KPJ Klang, Tawakal
Health Centre, KPJ Pasir Gudang,
KPJ Rawang and KPJ Sabah.
Our manpower-to-bed ratio for the
year was 4:1, as the Group’s total
bed capacity rose 2.3% year-on-year
to 2,912 as at December 2015.
Overall, there has been a 9.2%
increase in professional manpower
to 5,759 as at December 2015 from
5,233 the previous year. Professional
manpower consists of Medical
Officers, Nurses and Allied Health
employees.
Wo r k f o r c e C omp o s i t i o n –
Celebrating Diversity in the
Workplace
Female workforce makes up the
bulk of our manpower with our
female to male employee ratio at
4:1. With women making up the
majority of our workforce, we have
thus explored benefits which can
help our employees achieve work
life balance. KPJ is also involved in
programmes that celebrate diversity
such as the flexWorkLife.my initiative
organised by the TalentCorp and the
Ministry of Women, Family and
Community Development.
20-30
31-50
51
Gen Y
Gen X
Baby
Boomers
41%
8%
51%
Manpower
Our Talent Management team is
committed to recruit candidates in a
competency based manner. As such,
we are in constant communication
with other Heads of Services to
discuss the needs of their services
and provide advice on recruitment
strategies. At KPJ, specific key
p o s i t i o n s w h i c h r e q u i r e
comprehensive knowledge on the
operations of the healthcare industry
are recruited from within. However,
we constantly ensure that there is a
healthy mix of external candidates in
our talent pool in order to bring in
fresh ideas and innovations.
Combining these internal and external
pipelines, of the 2,317 recruitments
that took place in 2015; 74% were
replacement positions while 26% were
additional manpower requirements
due to the opening of new hospitals.
The attrition rate as at December
2015 stood at 14% for the Group,
which is within industry trends.
160
Talent
Management
