Presentation Hrm

MANAGING CAREER:PROMOTION MEMBERS:

ZULIANI BINTI KAMARUDDIN

MP071135 NOR HAFIZAH BINTI ABDULLAH KASSIM

MP071164 HARIYANE BINTI HUSSIN

MP071034

Definition of promotion Act of raising in rank or position Advancement of career from low level to

high level Assign an employee to a job that has high position Example; from administration assistant, an employee has been assigned to a job as administrator and after five years services has been appointed as administration manager.

LEARN YOUR JOB LEARN ABOUT THE COMPANY UNDERSTAND THE PROCESS CONTINUE YOUR EDUCATION BE VISIBLE BE AVAILABLE BE WILLING/ SEEK NEW RESPONSIBILITIES

How to Get Yourself

BE NICE BUILD THE BUSINESS SHOW EVIDENCE / BOOST YOUR PROFILE DEVELOP YOUR SOCIAL SKILL ASK ABOUT THE NEXT LEVEL TEAM UP WITH YOUR MANAGEMENT ASK FOR THE PROMOTION

10 reasons why someone might not be promoted: You're not up to the job . You're stingy on your level of commitment.  You are not visible enough to the people

who have the power to promote you. You're difficult to deal with.  You haven't yet mastered the job you're in and you already want to move higher...

You're just too good at what you're doing

and there's nobody to replace you. You're not presentable. You have enemies. You are competing with "superstars," meaning that the competition may be too fierce for you. Your employer is not in a position to promote you due to factors unrelated to you or your performance

How to Handle a Promotion Be prepared for the Adjustment Period Do not assume you "know it all“ Know what kind of boss you want to be Dealing with co-workers who are jealous

of your promotion

Critical Questions to Ask Before Seeking or Accepting a Promotion What do I value most and will the promotion

give me more of that? Will I be happier? Will my relationships suffer or be improved (family, co-workers, and/or friends, etc.?) Will I be more secure in my job? Will I earn more or less money? (Don't forget to consider the differences between hourly wages and base salary pay.) Will I have to work much more than I want to?

Will I retain at least the same level of

benefits I currently enjoy? Will there be opportunities to advance further? Is this position temporary or enduring? Is this position respected and needed longterm? Who will replace me, and are they competent? Whom will I be replacing, where are they going, and why?

Will this promotion actually help me and the

company in the long-run? Am I exceeding my level of competence by taking this job? If so, what will I need to do to become competent to fulfill this new role? What is the "political climate" like surrounding this new position? Who will be my new boss and what is he or she like? Is there a merger looming, or likely, and how will this affect me? Will I have to re-locate, and am I open to that? that process?

Who will I now be supervising or be accountable

for, and what are they like? What is the history of this position? If this position is constantly being "re-filled," why? Will the level of accountability I have match the rewards I receive? Who will decide whether or not I get the job, and how is my relationship with them? Can I leave the job without being demoted or punished in some way if it turns out not to be a good fit? What will be left undone when I leave my current position, who will complete it, and how involved will I need to be in

PROMOTIONS FOR TEACHERS

GURU CEMERLANG

Objektif konsep Guru Cemerlang Memberi pengiktirafan kepada guru

yang cemerlang dalam mata pelajaran atau bidang pengkhususan masingmasing Meningkatkan pencapaian kualiti pengajaran dan pembelajaran Menjadikan guru cemerlang ‘role model’ kepada guru yang lain Meningkatkan motivasi guru

Meningkatkan kecemerlangan sekolah

dengan berkongsi pengalaman Memperluaskan peluang kenaikan pangkat Memberi peluang kepada guru kenaikan pangkat tanpa perlu meninggalkn tugas mengajar Menyediakan peluang kepada guru untuk kenaikan pangkat ke gred yang lebih tinggi secara laluan

Definisi Guru Cemerlang Guru yang mempunyai pengetahuan,

kemahiran dan kepakaran yang tinggi dalam mata pelajaran khususnya dalam bidang pengajaran dan pembelajaran. Sentiasa berdedikasi dan bermotivasi dalam melaksanakan tugas dan tanggungjawab yang cemerlang secara berterusan.

Ciri-ciri Guru Cemerlang Mempunyai sahsiah yang terpuji Berpengetahuan dan berkemahiran Berupaya meningkatkan hasil

pembelajaran Memiliki kemahiran komunikasi yang tinggi Berwawasan, proaktif, responsif dan inovatif Berupaya menjana idea baru

Pemilihan guru cemerlang semua gred

1) Syarat-syarat permohonan: ii. Syarat-syarat umum bagi semua gred iii. Syarat-syarat khusus mengikut gred 5) Proses pemilihan guru cemerlang 6) Penilaian calon guru cemerlang oleh Jemaah Nazir Sekolah Kementerian Pelajaran Malaysia 7) Borang Permohonan Guru Cemerlang 8) Dokumen wajib perlu disertakan 9) Kuota guru cemerlang semu gred

Peranan dan tanggungjawab guru cemerlang Membuat perancangan pengajaran,

melaksanakan pengajaran mata pelajaran kepakaran dan pembentukan serta pembangunan diri pelajar Memimpin dan membantu dalam tugas kurikulum dam kokurikulum mengikut kepakaran Menjadi pakar rujuk,memberi khidmat nasihat dan membimbing dalam mata pelajaran kepakaran Menjalankan kajian, menghasilkan penulisan ilmiah dan penyelidikan, meneroka inovasi Melaksanakan tugas-tugas yang diarahkan

PENTADBIR

DGA 32 Bagi pemangkuan untuk DGA 32, terdapat 2 jenis

lantikan iaitu lantikan secara hakiki atau ‘timebased’ (KUP). Kebiasaannya, selepas 10 tahun perkhidmatan, guru-guru diberi tawaran kenaikan pangkat secara time-based. Guru-guru yang telah menerima kenaikan pangkat secara ‘time-based’, nama-nama mereka akan dihantar ke Bahagian Pengurusan Sumber Manusia untuk urusan kenakan pangkat secara hakiki bagi jawatan penolong kanan di sekolah, penyelia di PPD/JPN, guru besar di SKM Gred B dan jawatanjawatan lain di bahagian KPM. Pemilihan mengikut kekananan dan kecemerlangan

DG 44 Bagi urusan kenaikan pangkat untuk DG 41,

proses dan syarat-syarat lantikan adalah sama seperti DGA 29. 2 jenis lantikan iaitu DG44 hakiki dan DG44 ‘time-based’ (KUP). Tempoh berkhidmat ialah 7 tahun. Pemilihan bagi jawatan DG44 hakiki juga berdasarkan kepada prestasi tahunan dan kekananan (seniority). Hakiki bermaksud pelantikan ke gred jawatan yang lebih tinggi . Contohnya penolong kanan sekolah menengah.

Isu-isu pelaksanaan urusan pemangkuan / kenaikan pangkat Jawatan terhad/ calon ramai Surat pekeliling tidk sampai ke PPD, sekolah

daninstitusi lain menyebabkan calon tidak mengetahui iklan urusan pemangkuan/kenaikan pangkat tersebut. Masalah data / maklumat Perakuan tidak lengkap/lambat diterima Markah prestasi tidak menggambarkan prestasi sebenar Calon tolak tawaran sebab enggan bertukar atau sebab-sebab lain. Calon tercicir/tertinggal terutamanya kenaikan pangkat time-based Pertindihan calon dalam urusan kenaikan pangkat

SEKIAN SAHAJA UNTUK BAHAGIAN CAREER PROMOTION…

TERIMA KASIH