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Cultural Transformation Process towards Quality Culture
Very much the IT man himself - Datuk Aziz launching the workshop
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Integrity, Positive Attitude, Fit, Adaptable, Innovative and Responsive.
These are the required qualities if the State Civil Service wants
to develop and build its professional and performance-driven image.
It is also crucial that the civil servants change their mindset,
attitudes and work habits to achieve this image and to promote
productivity and efficiency.
This is the gist of what State Secretary Datuk Abdul Aziz Husain
shared with participants in his keynote speech at the opening
of the Workshop on Human Resource Development -Direction and Strategies
and the official launch of the Quality Programme "Make Quality
a Way of Life in the Civil Service" held in Kuching recently.
The Quality Programmes is a joint effort of the Human Resource
Development and Quality Unit (HRDQ) of the Chief Minister's Department
and Centre for Modern Management.
One of the main thrusts of the State human resource development
is what Datuk Abdul Aziz Husain termed as the need to understand
and adapt the 5 pillars of the Cultural Transformation Process,
to develop a total culture change within the Civil Service, to
enhance and enrich every aspect of their work and personal lives.
The 5 pillars to support the Cultural Transformation Process are
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1. Continuous improvement and enhancement of the competency level
of all within the Civil Service - senior management, middle management/supervisory
level and support staff. Datuk Aziz prefers to call it "Competency
for the right job" because eventually government officers will
be given the responsibilities and tasks to oversee bigger projects
as the menial and routine work is slowly taken over by machines.
Civil servants must be prepared for these eventualities.
How can we contribute to the coltural Transformation Process?
A group of senior government officers deep in discussion
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2. The image of an efficient civil service can be easily tarnished
by civil servants who lack integrity and moral values. The 2nd
Pillar of this transformation process will fulfil the need to
develop a new civil service of high moral values and principles.
"A civil service whose integrity is beyond reproach" is the vision
Datuk Abdul Aziz intends to realise during his tenure as the new
State Secretary. Transparency and credibility are important if
Sarawak wants to attract investors.
3. The third pillar is to have a Civil Servant that practises
'total wellness" in every aspect of their lives. A healthy civil
service is not just fit physically but also mentally and spiritually.
"Life should be lived with joy and purpose," he explains.
4. A conducive and safe environment promotes well-being and productivity.
The fourth pillar is to provide such environment focusing on safe
working attitudes and through the conservation and protection
of environment and resource planning that will provide a better
understanding of the importance of safety and environmental management
in the context of the State economic development.
5. The fifth pillar towards this transformation is to make quality
a way of life in the State Civil Service.
"Total Quality must start with oneself by setting a standard imbued
with quality", said Datuk Aziz.
The culture of continuous learning must be developed among all
civil servants to improve work standards and motivate employees
to reach high performance for quality service delivery.
The workshop is the first in the series of programmes on Human
Resource Development Direction and Strategies. Feasible suggestions
generated from such workshops may be used to help chart the Civil
Service HRD directions and strategies in line with the Chief Minister's
aspiration for the development of human resource to be able to
meet the challenges of rapid changes and progress of the State.
The Chief Minister is the Chairman of the Human Resource Council
Sarawak. |
