PIMPIN SEBAGAI KAEDAH MELESTARIKAN MODAL INSAN KAKITANGAN UNIVERSITI (PIMPIN AS AN APPROACH TOWARDS PRODUCING SUSTAINABLE HUMAN CAPITAL AMONGST UNIVERSITY STAFF) - Rindam, Main; Wan Ahmad, Wan Fazah; Othman, Mohamad hashim; Hassan, Azmi (Journal of Human Capital Development (JHCD), 2013)
Pelbagai masalah yang ditimulkan oleh kakitangan awam didakwa telah menjejaskan nama baik institusi perkhidmatan awam di mata masyarakat. Fenomena ini dikatakan berlaku akibat kelemahan pihak majikan menyediakan profil pekerja sebelum mengambil mereka berkerja. Mengenal kompetensi kakitangan berdasarkan profil psikologi berasaskan norma masyarakat Malaysia yang dulunya sukar dijalankan sekarang boleh dilakukan dengan lebih pantas terutamanya untuk meningkatkan kualiti mereka menerusi latihan, saringan dan temuduga menggunakan nilai skor 2API4K+J. Maklumat yang ada dapat membantu pihak pentadbir melakukan perancangan strategi bagi mencapai sasaran KPI dan KIP pusat tanggungjawab masing-masing. Sehubungan dengan itu program PIMPIN 2 dijalankan bagi membantu universiti memperkasa kakitangan mengikut nilai skor yang diperolehi dari analisis e-psybermatrik TAJMA yang diambil sebelum menyertai program PIMPIN 2. Sebanyak 10 siri PIMPIN 2 telah dijalankan oleh Unit Latihan, USM dengan melibatkan 544 orang peserta pelbagai kateori antaranya Gred 1 hingga 41 dan kakitangan akademik universiti. Kajian ini mendapati setiap individu secara semula jadi mempunyai kekuatan dan kekurangan masing-masing dan program PIMPIN 2 berjaya meningkatkan nilai kualiti setiap peserta yang menyertainya sekurang-kurangnya pada tahap 30 peratus lebih baik berbanding sebelumnya. Kata Kunci: PIMPIN, e-pybermatrik TAJMA, key performance indicator (KPI), key intengible performance (KIP) ABSTRACT It is claimed that a number of issues related to government servants has resulted in bad reputations of the public service institutions. Apparently, this phenomenon is triggered by the poor preparation of the employee profiles by the employers before the employments. Mapping employees’ competencies with the psychological profiles based on Malaysian norms, which was once challenging, can now be carried out swiftly, especially in identifying the qualities to be enhanced through trainings, short-listings and interviews by using the 2API4K+J score values. The input obtained can assist the administrations in devising the strategic planning to achieve the expected KPI and KIP of respective responsibility centers. As such, the PIMPIN 2 program was conducted to facilitate the university in empowering the quality of the staff according to the scores obtained from the e-psybermatrik TAJMA analysis, taken by the staff prior to joining the PIMPIN 2 program. A total of 10 PIMPIN 2 series were carried out by the USM Training Unit, involving 544 participants of several categories, including Grade 1 to 41, and the university academics. This study reveals that naturally, each individual posesses strengths and weaknesses, and the PIMPIN 2 program managed to enhance the qualities of each participant by at least 30%. Keywords: PIMPIN, e-pybermatrik TAJMA, key performance indicator, (KPI), key intengible performance (KIP)