Hariz Fazlan Bin Mohd Khairuddin

2018451102
Tutorial Exercise 4

“MALAYSIA’S PERSONNEL MANAGEMENT SYSTEM HAS CHANGED THE CULTURE AND

BEHAVIOURS OF CIVIL SERVANTS SUBSTANTIALLY. DEBATE.”?

The implementation of Malaysia's Personnel Management System has indeed brought

about significant changes in the culture and behaviors of civil servants. One of the key
aspects of the system is the introduction of performance-based evaluations and
rewards, which have created a sense of accountability among civil servants. Previously,
there was a lack of motivation to perform at the highest level as promotions were often
influenced by factors unrelated to performance. However, with the new system, civil
servants understand that their performance directly affects their career progression and
rewards. This has led to increased productivity, efficiency, and overall effectiveness in
the public sector.

Additionally, the Personnel Management System has fostered a culture of transparency

and fairness. By establishing clear guidelines and criteria for recruitment, promotion,
and discipline, the system ensures that decisions are made objectively and consistently.
Civil servants now have a better understanding of what is expected of them and how
their performance will be evaluated. This has reduced favoritism, nepotism, and other
negative practices that were prevalent in the past, enhancing trust and confidence in the
civil service.

While the implementation of Malaysia's Personnel Management System may have

introduced some changes, it is questionable whether these changes have been
substantial enough to transform the culture and behaviors of civil servants. The system
may have addressed certain issues such as favoritism and nepotism, but it has not
necessarily brought about a fundamental shift in the overall culture of the civil service.
One of the main challenges is the resistance to change from within the civil service
itself. Many civil servants may still be entrenched in old habits, bureaucratic procedures,
and a resistance to innovation. Changing deeply ingrained behaviors and attitudes
takes time and effort, and the Personnel Management System alone may not be
sufficient to achieve this transformation.