Introduction

The EPF Act 1951 was replaced in 1991 by a new and more comprehensive Act, with further amendments over the following years, the latest being “amendments 2007″ implemented 2007, 2008 and amendments 2011. Though it has been 60 years since the EPF came into existence, many employers have still not grasped the essential provisions of the law on their role, responsibilities and liabilities. Further with amendments to The Act from time to time, uncertainties and confusion reign amongst a considerable number of employers and they often face litigation, penalties and other difficulties in their dealing with the EPF. The same situation amongst employees on the other hand has deprived them of fully knowing and enjoying their rights, privileges and benefits available to them under the law.

How Will You Benefit

Upon completion of this programme, the participants will be able to :

• Understand an in-depth of the objects of The Act
• Understand the Statutory Requirements of The Act
• Analysis the rights, obligations and liabilities of employers and employees under The Act
• Understand the Benefit available under The Act
• Understand the Procedures and Processes under The Act
• Understand the Offences and Penalties under The Act
• Understand the Latest Amendments & Their Implications

Who Should Attend

This program is suitable for Directors, Partners, HR Managers, Executives, Finance & Admin Managers, Trade Union Officials, Payroll Staff and Employees

Methodology

This stimulating program will maximizes the understanding and learning through lecture, discussion, case studies and practical activities.

Module

• INTRODUCTION
• KNOW THE EPF ACT
• EMPLOYER’S ROLE
• ANNUAL MEMBERS’ STATEMENT
• CONTRIBUTIONS NOT CREDITED : REASONS
• RESPONSIBILITIES
• MEMBERS’ RIGHTS & BENEFITS

Introduction

Any organization is only as strong as its weakest link and just a few poor performers can adversely affect your entire company. Thought there’s no foolproof method for hiring the right people, there is a system for minimizing mistakes and consistently recruiting better, more successful candidates

Though most managers understand the importance of hiring wisely, many don’t know how to do it. In the end, they often choose prospective employees based on gut reactions. While this strategy sometimes works, more often it leaves managers with ineffectual or unmotivated employees who drag the organization down. Decisions based on emotions, biases, personalities or stereotypes often reveal themselves as bad decisions in hindsight. The key to dodging this pitfall is to train yourself to base all of your hiring decisions on reason, not emotion

Performance-Based Hiring system, a methodology designed in response to the needs of top recruits and based on how they actually look for and accept offers. This unique, step-based system involves :

• Writing compelling job descriptions that emphasize the opportunities and challenges, not just the skills and qualifications required
• Focusing every aspect of your sourcing – job descriptions, web copy, phone calls and all communications – on attracting top people
• Using the interview process to both assess competency and entice the candidate with a rewarding career opportunity
• Integrating each step in the hiring process, combining recruiting, interviewing, negotiating and closing into one smooth process

How Will You Benefit

Upon completion of this programme, the participants will be able to :

• Develop an understanding of the purpose, trends and options of right hiring
• Understand the ecology of a Performance-Based Interviewing
• Appreciate the value of Performance-Based interview and the impact of ‘job-fit’
• Be able to develop Performance-Based interview framework
• Implement and interview process that is effective
• Formulate the interviewing strategy
• Identify job matching using ‘Evidence-Based Assessment’
• Create competitive advantage and organization branding using interviews

Who Should Attend

• This course is suitable for Managers, Team Leaders, Directors, Project Managers, Supervisors and Staff in all industries
• Level for Managers and above

Methodology

The program is structured in such a way as to provide participants every possible opportunity to implement the different skills, behaviors and principles immediately after they are introduced and explained. Learning is supported by lecture, group work dynamics, video case study analysis role play and work-based case studies (best practices)

This is to ensure participants gain experience in each principle and build confidence in using the supporting toolsets

Module

• PERFORMANCE-BASED HIRING : A SYSTEMATIC PROCESS FOR
• INTERVIEWING
• PERFORMANCE PROFILES : DEFINING SUCCESS THROUGH
• ACCOMPLISHMENTS
• TALENT-CENTRIC SOURCING : FINDING THE BEST CANDIDATES
• THE TWO-QUESTION PERFORMANCE-BASED INTERVIEW
• THE EVIDENCE-BASED ASSESSMENT DURING INTERVIEW
• EVERYTHING ELSE AFTER THE FIRST INTERVIEW : COMPLETING THE ASSESSMENT
• IMPLEMENTING PERFORMANCE-BASED HIRING

Introduction

Employment of the right personnel is an opportunity both for the organization and the interviewee. To the organization, it means gaining in human resource to build up the organization. To the interviewee, it may mean he or she is almost there, with an opportunity for a career

The ability to recruit effectively, interview for results whether for promotion and the final selection is key to understanding interviewees

How Will You Benefit

Upon completion of this programme, the participants will be able to :

• Ensure that all participants know the importance of recruiting competent employees and the method of questioning to ensure the relevant information is being obtained
• Improve productivity by hiring the “RIGHT” person for the job
• Compare the different types of interviews and their uses

Who Should Attend

• This program is suitable for HR Practitioners, Hiring / Recruiting Manager and Heads of Department
• Level: For Managers and above

Methodology

A variety of presentation methods will be used including short lecture-style, group discussions, role- play, games for interactive learning and exercises

Module

• OVERVIEW
• INTRODUCTION TO INTERVIEWS
• COMMUNICATION PROCESS
• THE INTERVIEW
• POST INTERVIEWS