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KAEDAH PENGAMBILAN SECARA PROFILING (MYRECRUITMENT)

1. Kaedah pengambilan secara profiling (MyRecruitment) merupakan transformasi kaedah pengambilan yang dilaksanakan oleh Suruhanjaya Perkhidmatan Awam (SPA). MyRecruitment bertujuan untuk mengesan calon yang mempunyai profil yang sesuai dari aspek personaliti, minat, sikap, kecerdasan dan kemahiran. Padanan antara keperibadian dan tugas serta jenis pekerjaan adalah penting bagi menjamin kepuasan dalam menjalankan tugas, meningkatkan motivasi kerja dan pencapaian produktiviti yang tinggi.

Pelaksanaan MyRecruitment 2. Pelaksanaan MyRecruitment melibatkan calon perlu melalui empat (4) proses saringan sebelum ditawar lantikan iaitu tapisan awal, peperiksaan, saringan penilaian kompetensi dan temu duga seperti di Lampiran. Proses dalam MyRecruitment dibuat secara berstruktur seperti berikut: (i) Tapisan Awal Calon yang mendaftar secara online dengan SPA akan ditapis permohonannya sama ada memenuhi syarat skim perkhidmatan bagi jawatan yang dipohon; (ii) Peperiksaan Calon yang telah melepasi tapisan awal dikehendaki menduduki peperiksaan bagi menilai pengetahuan am, pengetahuan bidang yang dipohon, daya menyelesaikan masalah dan kemahiran bahasa. Di samping peperiksaan ini, ujian sahsiah dan minat juga diadakan; (iii) Penilaian kompetensi (Competency Assessment) Calon yang berjaya melepasi tapisan peperiksaan akan melalui sesi ini. Sesi ini bertujuan mengukur kompetensi calon dari aspek Attitude-Skill-Knowledge (ASK) dengan tugas dan jawatan yang dipohon. Calon-calon akan dinilai dari segi kemahiran berkomunikasi dalam bahasa Melayu dan Inggeris atau bahasabahasa lain yang diperlukan, serta penilaian kompetensi yang diperlukan seperti komitmen, disiplin, teamwork dan lain-lain; dan

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(iv)

Temu duga Sesi ini bertujuan menilai kesesuaian dan perwatakan calon dengan keperluan sesuatu jawatan di agensi tertentu. Sesi ini akan menentu sahkan penilaian yang dibuat di peringkat sesi penilaian kompetensi.

3. Pelaksanaan MyRecruitment membolehkan proses pemprofilan calon dimulakan dengan calon mendaftar dalam Sistem Mengambil Sepanjang Masa (e-SMSM) dan disenarai pendek mengikut syarat asas dalam sesuatu skim perkhidmatan. Setelah melepasi penyenaraian pendek tersebut, calon dikehendaki melalui peperiksaan, sesi penilaian kompetensi dan temu duga. Melalui kaedah peperiksaan dan penilaian kompetensi ini, hanya calon-calon yang ideal dari segi psikologi, aptitud, sahsiah dan kompetensi sahaja akan layak untuk dipanggil temu duga. Kaedah ini juga membolehkan bilangan calon dipanggil temu duga lebih rendah dan proses temu duga dapat diselesaikan dalam tempoh yang lebih singkat. Setelah selesai urusan temu duga, calon terbaik di kalangan calon-calon berkualiti ini akan diperakukan untuk lantikan. Fasa Pelaksanaan MyRecruitment Pelaksanaan MyRecruitment dibuat mengikut empat (4) fasa seperti 4. berikut: (i) Fasa Pertama (Tahun 2009) Fasa ini melibatkan urusan pengambilan bagi jawatan-jawatan berikut: (a) (b) (c) (d) (ii) Pegawai Tadbir dan Diplomatik Gred M41; Pegawai Hal Ehwal Islam Gred S41; Akauntan Gred W41; dan Pegawai Belia dan Sukan Gred S41;

Fasa Kedua (Tahun 2010) Fasa ini akan melibatkan urusan pengambilan bagi jawatanjawatan berikut: (a) (b) (c) (d) (e) (f) Pegawai Pertahanan Awam Gred KP41; Pegawai Siasatan Gred P41; Penguasa Bomba Gred KB41; Pegawai Keselamatan Gred KP41; Penguasa Penjara Gred KX41; Pegawai Penguat kuasa Gred N41;

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(g) (h) (i) (j) (k) (l) (m) (n) (iii)

Penguasa Kastam Gred W41; Pegawai Tadbir Gred N41; Pegawai Arkib Gred S41; Pegawai Pembangunan Masyarakat Gred S41; Pegawai Perhubungan Perusahaan Gred S41; Pegawai Psikologi Gred S41; Pegawai Penerangan Gred S41; dan Semua jawatan di bawah klasifikasi Bakat dan Seni;

Fasa Ketiga (Tahun 2011) Akan melibatkan skim perkhidmatan Kumpulan Pengurusan dan Profesional yang belum melaksanakan MyRecruitment di Fasa Pertama dan Kedua; dan

(iv)

Fasa Keempat (Tahun 2012) Akan dilaksanakan mulai Januari 2012 yang melibatkan skim perkhidmatan bagi Kumpulan Sokongan terpilih mengikut kesesuaian.

Rumusan Transformasi kaedah pengambilan sedia ada kepada MyRecruitment oleh SPA diharap akan meningkatkan persepsi positif calon terhadap ketelusan Kerajaan dalam urusan pengambilan apabila calon dinilai dan dipertimbang, bukan berdasarkan kepada tahap kecemerlangan akademik semata-mata tetapi juga kesesuaian dan kompetensi mereka terhadap jawatan yang dipohon mengikut keperluan kementerian/jabatan. Pelaksanaan MyRecruitment diharap dapat melahirkan penjawat awam yang ideal iaitu cemerlang, memiliki kemahiran yang bersesuaian dan berfikiran strategik supaya sentiasa relevan dengan peredaran masa dan perubahan persekitaran.

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LAMPIRAN Kaedah Pengambilan Secara Profiling e-PGSPA INPUT

PROSES

OUTPUT

CALON (YANG TELAH MELEPASI TAPISAN AWAL)

PEPERIKSAAN (UJIAN PSIKOLOGI DAN APTITUD)

SESI PENILAIAN KOMPETENSI (BERTULIS, KEGIATAN & FIZIKAL)

TEMU DUGA

Bilangan Calon Ideal* yang sesuai

Pegawai Ideal*

SPA

KEM/JAB & SPA

SPA * Pegawai/Calon Ideal mempunyai ciri-ciri: i. Sahsiah & minat yang berkaitan ii. Kelayakan akademik yang sesuai iii. Keterampilan iv. Sesuai dengan tugas

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