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Konvensyen MS ISO 9000:2000 Perkhidmatan Awam Negeri 2003

Konvensyen MS ISO 9000:2000 Perkhidmatan Awam Negeri 2003. K. Y. Mustafa Setiausaha Kerajaan Negeri. 28 Ogos 2003 Pacific Sutera Harbour Resort. Content. Background Transformation Developing Future Leaders Concluding Remarks. Note of Thanks. Jointly organised by: SIRIM MAMPU

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Konvensyen MS ISO 9000:2000 Perkhidmatan Awam Negeri 2003

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  1. Konvensyen MS ISO 9000:2000Perkhidmatan Awam Negeri 2003 K. Y. Mustafa Setiausaha Kerajaan Negeri 28 Ogos 2003 Pacific Sutera Harbour Resort

  2. Content • Background • Transformation • Developing Future Leaders • Concluding Remarks

  3. Note of Thanks • Jointly organised by: • SIRIM • MAMPU • Perbadanan Pinjaman Sabah • Pejabat TSKN (Pentadbiran) • Main sponsor: • Perbadanan Pinjaman Sabah

  4. Background • MS-ISO 9000:2000 launched on 16.12.02 • A 90-page document with all details

  5. Background • MS-ISO 9000:1994 void after 15.12.03 • Hence, need to convert • Affected State agencies committed to the exercise • Work closely with MAMPU and INTAN

  6. Background • Certification not ultimate aim, quality service is • Customers are the judges, not certificate per se

  7. Transformation – Vision To transform Sabah into a prosperous, knowledgeable and civil society

  8. Transformation – Mission A Reinvented State Government that transforms Sabah into a knowledge-based society, with the following qualities: • A result-oriented, responsible and respected State Government Administration • A knowledgeable, effective and trustworthy State Public Service • A pleasant and open work environment that promotes transparency and a continuous learning culture • A fully networked and functioning Electronic Government System

  9. RG Prosperous Knowledgeable Civil Society Transformation – Why? • Ever increasing demands • Depleting resources • Declining revenue • Increasing complexity Today Future G A P • One Government • Customer-centric • Results driven • K-public service Gloomy Bright

  10. Transformation – What? • Not just about systems or processes • But… • Mindset • Attitudes • Perceptions • Leadership • Knowledge/skills • Sharing Humans

  11. Transformation – How? • Doing more with less • Resource constraints no excuse for non-performance • Quality is a given, not an option • Irrespective of ISO, QCC, etc. • To serve vs to be served

  12. Teaching/ Coaching Learning/ Training Practising Transformation – How? • Knowledge sharing • Leadership development • Continuous learning • Understanding the big picture

  13. Transformation – How? • Create high-performance organisations • Establish close working relationships with all relevant parties • Create win-win-win situations • Inculcate creativity and innovativeness • Enhance human capital, the most valuable resource

  14. Transformation – How? • High level commitment and dedication from all • Self-less service • Systematically reduce cost of operation • One size never fits all

  15. Transformation – How? • Passing the baton: preparing tomorrow’s leaders today • Creaming top performers • Cultivating inner resources for leadership • Learning to lead

  16. Developing Future Leaders • 27.5.2000 – announced the need for: • training for the future and • growing future leaders • 25-27.9.2000 – first Leadership Development Programme initiated and followed by several subsequent leadership challenge courses • 5.3.2002 – paper on Succession Planning and Management presented at SUT Meeting, Tawau

  17. Developing Future Leaders • Executive Development Programme (EDP) • Aims at accelerating the development of executives/professionals to take up top leadership roles and responsibilities in the immediate future • Engages in a shared learning environment (four three-week residential programmes over 2-year period) • Undergoes work assignments and engages in continuing professional development

  18. Developing Future Leaders • Management Development Programme (MDP) • Aims at transforming middle level officers into strategic leaders • Engages participants in a highly compressed, action-oriented residential programme • Enables learning opportunities between residency periods, work assignments and group shared learning • Engages in continuing professional development

  19. Developing Future Leaders • Executive Induction Programme (EIP) • Aims at the newly recruited or newly promoted young officers (grade 3/41) • Provides hands-on work experience through learning opportunities during and after residential programme • Prepares for their professional development • Engages in continuing professional development

  20. Concluding Remarks • The future is in our own hands Future Future To be Not to be • The question is: or • The choice is ours

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