Sedco anna

Group 5BECOMING A LEARNING ORGANIZATION - PROCESS AND INITIATIVES BY THE DEPARTMENT OF HUMAN RESOURCES AND CORPORATE AFFAIRS OF SEDCO

OUTLINE THE APPROACHES, STRATEGIES AND RESOURCES REQUIRED TO MAKE SEDCO A LEARNING ORGANIZATION WHICH WAS UNDERTAKEN BY THE DEPARTMENT OF HUMAN RESOURCES & CORPORATE AFFAIRS OF SEDCO.

Synopsis

OVERVIEW OF LEARNING ORGANIZATION:

• Peter Senge A Learning Organization is an organization that is continuously improving its ability to be more effective in meeting goals that are really important to its members.

• It requires a state of continuous improvement and improving the way that improvements are made.

• Further, organization that will truly excel in the future will be the organization that observe how to tap people’s commitment and capacity to learn at all levels in organizations.

THE ORGANIZATION - SEDCO:

Formed in December 21, 1971 as a state owned agency to assist in the government efforts in stimulating industrial, commercial, and socio-economic development of the state of Sabah.

OBJECTIVES:

1. To accelerate industrial and commercial development in the state; and

2. To effectuate greater Bumiputera participations in commerce and industry

SEDCO GROUP ORGANIZATIONAL STRUCTURE

SEDCO

SERVICE MANUFACTURING TRADING PROPERTY BCIC

Sedcovest Holding Sdn.Bhd (100%)

Perkasa Realty Sdn.Bhd (100%)

Kinabalu International

Hotel Sdn.Bhd (57%)

Perkasa Hotel Holding Sdn.Bhd (100%)

Nippon Paint (Sabah) Sdn.Bhd

(51%)

Cement (Sabah) Sdn.Bhd

Lahad Datu Flour Mill Sdn.Bhd

(51%)

Agri Sabah Fertilizer Sdn.Bhd

(30%)

Guocera Tiles Industries Sdn.Bhd

(30%)

Steel Industries (Sabah) Sdn.Bhd

(25%)

Kinabalu Motor Assembly Sdn.Bhd

(20%)

Perkasa Trading Sdn.Bhd (100%)

Sebor (Sabah) Sdn.Bhd

Sabah Urban Dev. Corporation

(100%)

Syarikat Batu Bata Koidupan

(49%)

SEDCO ORGANIZATIONAL STRUCTUREChairman/Board of

DirectorChairman/Board of

Director

Group General Manager

Group General Manager

Group DGM(Planning & Development)

Group DGM(Planning & Development)

Corporation Secretary

Corporation Secretary

Business Monitoring Department

Business Monitoring Department

Business Development

Business Development

Project Development

Section

Project Development

Section

Business Monitoring

Section

Business Monitoring

Section

Secretarial Unit

Secretarial Unit

Legal UnitLegal UnitMIS SectionMIS SectionStrategic Planning Section

Strategic Planning Section

BIMP-EAGE/Land SectionBIMP-EAGE/Land Section

Group DGM(Corporate Affair & Finance)


Account SectionAccount Section

Finance Department

Finance Department

Human Recourse & Corporate

Affairs

Human Recourse & Corporate

Affairs

Internal Audit Department

Internal Audit Department

Training SectionTraining Section

Admin & Personnel Section

Admin & Personnel Section

Treasury Section

Treasury Section

BCIC SectionBCIC Section

Corporate Affair Section

Corporate Affair Section

HR and Corporate Affairs Structure

BCIC Section

BCIC SectionTraining sectionTraining sectionCorporate Affairs

SectionCorporate Affairs

Section



Personnel and Admin SectionPersonnel and Admin Section

MANAGERMANAGER MANAGERMANAGER MANAGERMANAGER MANAGERMANAGER

HR MANAGER ROLES - Before and Now

1970s – early 1990s • The HR and Corporate Affair Department now was

formally known as Personnel Department until the 1990s

• The roles of the Personal Manager included:- recruitment- assessment

- basic training- organizing social events.

Since 1990sHR and Corporate Affair Department• undertook the collective responsibility to play

greater roles in developing SEDCO’s manpower through training and development

……” to prepare them to shoulder the tasks, roles and responsibilities entrusted to them to steer SEDCO in the ‘rough seas’ “

• Aspired to be recognized in the state of Sabah as a model learning organization with inspiring working environment which would enable its valued manpower to work happily, competently and professionally.

• In brief, SEDCO, when it undertook the changes, it adopted SHRM approach where it emphasized in developing the firm’s capacity to respond to the external environmental through better deployment of its human resources.

GROUP MANAGER, HR AND CORPORATE AFFAIRS

• to ensure all sections in this department carry out the tasks and responsibilities entrusted to all sections

• chairs the weekly departmental meetings.

• represents the department in the Management Weekly Meeting (MWM) held every Monday.

• advising and updating the management about matters pertaining to manpower, administration, training, corporate affairs and BCIC

• chairing the Group HR Managers Meeting (SEDCO’s Group Companies),

• representing SEDCO in meetings, briefing to high ranking guests/visitors, acts as facilitators in group companies, ‘networking’ with other agencies and other administrative tasks.

THE NEW HR FRAMEWORK AND PLAN OF ACTIONS

SEDCO to be recognized as a model learning organization with an inspiring working environment which would enable its valued manpower to work happily, competently and professionally toward the new vision, mission, objectives and tasks


New vision, mission, objectives and tasks

VisionTo achieve excellence in Manpower Management, utilization and development within the next five (5) years.


New vision, mission, objectives and tasks

Mission To provide an inspiring working environment and to encourage SEDCO’s manpower to gain knowledge so as to help transform SEDCO into a learning organization which would enable the manpower to work happily, competently and professionally, thus ensuring SEDCO to remain relevant, sustainable and prosperous.

SWOT ANALYSIS

STRENGTHS1. Management :

• People oriented.•Well structured management system.

2. System - MS ISO 9000/2000 certified3. IT Facilities – Well emplaced.4. Friendly working environment .

SWOT ANALYSIS

WEAKNESSES1.SEDCO has to follow Government remuneration system:

• Limitation in terms of enhancing salary and bonus payment though capable of paying more.

2. Some officers are :• Lack of confidence • Lack of personal initiatives • In ‘comfort zone’-apathy and lack urgency in doing

things

SWOT ANALYSIS

OPPORTUNITIES

1.Federal government ‘push’ for corporatization would enable SEDCO to explore best practices that can be adopted.2.Challenging scenario (AFTA, WTO, globalization etc) would strengthen SEDCO’s need to develop/train its human resource3.Advent of new technology would entail SEDCO to adopt and integrate IT with its operation.

SWOT ANALYSIS

THREATS

1.Political interference where politicians may have other agenda which could be imposed upon SEDCO.

2. Occurance of another economic turmoil and an intense competition with the coming of AFTA and WTO would affect companies’ performance and ultimately dividend payment to SEDCO as well as staffs’ perks, benefits and allocation for training programs.

STRATEGIC OPTIONTo be recognize in Sabah as a model learning organization with an inspiring working environment which would enable its valued manpower to work happily, competently and professionally :

Key Areas :

Strategic Plan and Action to be taken…





MILESTONESYear Milestone

2008 Anugerah Kualiti Setiausaha Kerajaan Negeri by SKN

In conjunction with Hari Q.

2009 Four Star Rating by Malaysian Audit Department

To encourage staff to work in best practices.

MILESTONES

Source: www.audit.gov.my

SUMMARYHow HR SEDCO will implement it?

Gain employee commitment with purposeful career discussions

Identifying competencies needed for key staff

change mindset to commercial orientedAspire to become a model of learning organization in Sabah

formation of Quality Improvement Processes (QIP) teams to promote new ideas

SUMMARYBased on SWOT analysis, SEDCO has outlined various programs/activities in achieving their new HR vision i.e to become a role model learning organization in Sabah.

SEDCO also in plan to introduce policies in regards to recruitment, remuneration, incentives & benefits and career development.

However, allocation of funds needed to facilitate the implementation for the mentioned plans & strategies.

Summary (con’t) Still the greatest asset of company is the PEOPLE that need to be continuously nurtured, develop & taken care of.

With the strong line-up of subsidiaries, it is a hope that the objective to become a learning organization as an important prerequisite for a high performance and successful business entity.

Thank You !