Human Resources and Staff Development 

Our staff development process:

Changes to the staff development plan shall be made as needed.  Managers, supervisors and the staff member must agree upon changes.

Staff development should be directed toward the following objectives:

• Clarify expectations for the continued training, coaching and mentorship of each staff member
• Specify the options available for staff improvement
• Make clear the connection between continuous professional development
• Purposefully determine staff development activities based upon a careful assessment of staff member needs
• Employ accepted methods of teaching and learning in staff development activities 

METHODOLOGY

• The methodology used to assess staff is normally conducted as follows:

PERSONAL PROFILE ANALYSES

Personal profile analyses are conducted for selected staff to determine staff weaknesses and strengths and whether they are in positions best suited for them.  This will also assist to identify possible training and development areas.
We use the Thomas International methodology to conducts a Personal Profile Analysis (PPA) has its original impetus from the writings of Marston (1928, 1931) who postulated a theory of human behavior as a function of two bipolar dimensions, one external and the other internal.

These two dimensions provided a matrix from which the individual’s typical pattern of interaction could be described through four characteristics: 

1. Dominance
2. Inducement
3. Submission and 
4. Compliance 

Marston’s theory assumed that most people are capable of showing all four of these patterns at different times. However, individuals develop, through learning and reinforcement, a style of life which places particular emphasis on certain aspects of behaviour and less on others. Further research by others in the 1950s confirmed this proposal that behaviour can be measured along the two axis/four dimensions as suggested by Marston.

JOB DESCRIPTIONS

Job Descriptions are reviewed and adjusted accordingly.  Where no job descriptions are in place, MCM will develop and implement these as needed.

KEY PERFORMANCE INDICATORS

Key Performance Indicators are reviewed and adjusted accordingly. These are based on the job descriptions where the most important functions are highlighted.  We believe this is imperative and a necessity to be able to measure the productivity of each staff member.

PERFORMANCE APPRAISALS

MCM have developed a Performance Appraisal System which will be implemented where all staff are assessed according to their identified key performance indicators. Set parameters are set with Management and the Human Resources Department whereby staff will be measured.

TRAINING AND DEVELOPMENT NEEDS ANALYSIS

Training Needs will be assessed for selected staff according to their current positions as well as for their career development growth program.  

COACHING AND MENTORSHIP

Mentorship and Coaching programs will be implemented as identified during the staff assessment phase.

POLICIES AND PROCEDURES

MCM offer additional assistance with the revision and development of Company Policies and Procedures.

A full set consists of around Disciplinary procedures with sheets to guide the Chairperson through any hearing as well as a set of 50 general policies according to the Labour Department’s requirements.  Furthermore, we include all the Disciplinary procedures and guidelines for the various disciplinary hearings.

Naturally, we will not re-invent those which are already in place.  These will be reviewed and verified accordingly.

The development of our human resources is an area in which we need to do well as it is decisive in determining the success of our diversification programme. 
Hassanal Bolkiah