High Performing, integrity, dynamic and citizen centric Public Service
MISSION
Leading the Development of Public Service Human Resource
SLOGAN
Leading Reform, Driving Change
Improving governance, upholding accountability and transparency in Government administration. The Public Service Department (PSD) serves as the central agency in reforming the overall public services towards greater efficiency and effectiveness in both development and human resource management that inspire confidence and trust in the civil service among the people (Rakyat).
OBJECTIVE
To rationalise the size of the public service through a systematic and structured human resource planning by conducting a comprehensive manpower projection
To provide the public service with service schemes and organisational structure that is relevant, flexible and able to respond to current needs
To develop the best and competent human capital to meet the public service's strategic needs through dynamic training policies and sponsorship programmes
To manage civil servants and develop human resource management policies through strategic and effective service policies formulation and implementation
To formulate policies and guidelines relating to psychology services according to current needs to enhance human resource development in the public service
To emphasise on the welfare of retirees and pension recipients through improvement of post-service policies
To introduce a competitive and comprehensive remuneration package to the civil servants and develop a harmonious employer-employee relationship
To enhance the quality of service delivery through application of technology in human resource management
PSD CORE VALUES/CODE OF ETHICS
Professionalism
Wisdom and Credibility
Profesionalisme
Teamwork
Timeliness
Excellence
Continuous Learning
FUNCTION
Planning
To determine the roles of the public sector;
To determine the organisational size and structure of the public agencies;
To determine the requirement and development of human resource;
To determine pension and retirement benefits;
To determine the implications of privatization/separation on the public sector human resource; and
To develop strategic alliances and networking.
Development
To determine Organisational Development Policies;
To determine Career Development Policy;
To develop Career Path;
To develop Succession Planning; and
To determine Training Policy.
Management
To manage the appointment, emplacement, remuneration, promotion, retirement benefits, service conditions, employer-employee relations, training and human resource database;
To formulate and clarify policies on the above mentioned matters to implementer agencies;
