Introduction

Firms need to ensure that the continuously improve productivity to enhance their competitive edge. The gain from higher productivity will enable firms to rationalize coat and sustain labour cost competitiveness which is crucial in an ever changing economy environment. To ensure that firm remains cost competitive, the issue of linking wages to productivity should be given emphasis. Any increase in wages should be supported by growth in productivity to avoid high cost of production or service provided.

PLWS is a system which establishes the link between wages and productivity. The system will ensure that wage increases commensurate with higher productivity, thus enhancing competitiveness at the firm level. It will also enable employers to develop a wider and systematic approach towards improving productivity and wages, through the active involvement and co-operation of all employees.

The PLWS has a positive effect on employees. Employees are encouraged to be more productive, and perform better, knowing that they will be able to receive a fair share of the gains through their efforts. It is a win – win situation for both employers, and employees as both works together to enhance performance of the firm.

An employee performance management system is a means to ensure that every employee works in a manner which is aligned with organizational goals and which ensure that the employee reaches his maximum potential on the job. Employee performance management systems must take into account recruitment of workers, as only workers with the right attitudes and abilities can perform well, training which ensure employees have the skills and knowledge that need to do a good job and reward systems which encourage workers to continue to perform well. Managing the performance of individual employees is the job of managers and supervisors.

In order to attract workers to retain the best performers, employers need to have a compensation system that will achieve their objectives. Employers need to comply with the relevant laws which relate to payment systems and hours of work, they must decide whether to offer a remuneration rewards to employees. Rewards are usually tied to a worker’s performance on the job are used as a motivational tool to encourage high level of performance

How Will You Benefit

After attending this consultancy program, participants will be able to:-

• Explain the importance of productivity improvement
• Describe the main components in a performance management system
• Discuss the requirements for implementing an appraisal system
• Explain different types of payment structure, including basic pay, benefits and incentives
• Explain why employers offer benefits to employees

Who Should Attend

• This program is suitable for administrators, HR managers and executives or managers responsible for the HR planning, implementation, monitoring and approval for HR management matters. Business owners, company directors or accounts managers or executives are encouraged to attend.
• For levels of Executives and above.

Methodology

Short lectures/presentations, group discussions, individual/group presentations, short video clips, case study, role plays, and simulation activities

Module

• PRODUCTIVITY /KPI-LINKED WAGE
• PERFORMANCE MANAGEMENT
• REWARDS AND RECOGNITION
• WELFARE MANAGEMENT

Introduction

Sexual harassment is not new in Malaysia. The apprehension towards managing the act though being stipulated in the Sexual Harassment code by the Government is still inadequate to curb the perpetrators in committing such offence. Sexual harassment occurs in every level of the management and has become the nightmare of female employees. The subject matter will include defining the act, understanding the in-house policy, understanding the correct approach during investigations and finally on prosecuting.

How Will You Benefit

The objective is to ensure proper and fair investigation and if necessary, a proper prosecution and passing sound judgments to the parties involved. Sexual harassment is an act whereby it is hard to find strong evidence on documentation and credible witnesses. Therefore, the objective will look into detailing the incidences in order to justify the complaint and deal with the matter diligently.

Who Should Attend

This course is designed to provide a positive attitude towards the management team as well as Managerial, middle management, executives and supervisory groups

Methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive manner.

Module

• SEXUAL HARASSMENT COMPLAINT
• LEGAL PROVISION ON SEXUAL HARASSMENT IN THE EMPLOYMENT ACT (EA) 1955 AND OTHER POLICIES
• FORMS OF SEXUAL HARASSMENT
• THE IMPLICATION
• EVALUATION OF THE CASE
• CATEGORIES OF SEXUAL HARASSMENT
• PRINCIPLE OF CONDONATION
• INVITATION TO SEXUAL HARASSMENT
• SEXUAL HARASSMENT IN MALAYSIAN COURTS
• HOW TO PREVENT SEXUAL HARASSMENT

How Will You Benefit

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

• To explain the benefits of providing effective on-the-job training to new and existing employees
• To help supervisors and leaders give new employees a positive experience at the start of their employment
• To explore the right way to do the job and how best to train employees for that job

Who Should Attend

This program is suitable for Supervisors, Line/ Team Leaders, key operators or anyone who is tasked to do continuous manufacturing improvement activities

Methodology

This stimulating program will maximizes the understanding and learning through lecture, examples and group discussion

Module

• INTRODUCTION TO OJT
• THE BENEFITS OF EFFECTIVE OJT
• UNDERSTAND PRINCIPLES OF ADULT LEARNING
• DISCOVERING NEEDS FOR PLANNED OJT
• ANALYZING WORK, WORKER, AND WORKPLACE
• PREPARING THE TRAINING PLAN: HOW TO DEVELOP THE RIGHT SEQUENCE OF ACTIVITIES
• PREPARING TRAINERS AND LEARNERS
• PRESENTING THE TRAINING: HOW TO CONDUCT THE OJT SESSION
• TYPES OF PRESENTATION METHODS
• METHODS OF ADAPTING OJT TO INDIVIDUAL ABILITIES AND LEARNING STYLES
• REVIEWING AIDS AND ALTERNATIVES TO PLANNED OJT
• EVALUATING RESULTS: HOW TO ASSESS POST-TRAINING JOB PERFORMANCE
• DEMONSTRATION BY INSTRUCTOR OF EFFECTIVE ONE-ON-ONE
• PRESENTATION METHODS IN OJT
• DEMONSTRATION BY PARTICIPANTS

Introduction

“It’s people not buildings…that make a company successful. When you reflect for a moment on Robbins’ statement, it is important to note that achieving organizational goals cannot be done without human resources. What is Microsoft without its employees? It’s people – not buildings the equipment or brand names – that really make a company. This point is one that many of us take for granted. It is only when you get bad customer service do you recognize the important role that employees play in making organizations work. But how did these people come to be employees in the organization? How do they came to be selected, how does management know if the employees are performing adequately? And if they are not, what can be done about it?

How Will You Benefit

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

• Strategic HRM and its linkage to business needs
• Latest recruitment and selection techniques
• The compensation administration process and current best practices
• Employee and organizational development methods
• Provisions in the Employment Act, OSHA, IRA
• How to create a more effective Performance Management system
• Introduction to various HR tools applicable for current scenario and business needs
• Able to motivate staff with the correct application of HR skills, knowledge and methodology

Who Should Attend

This program is suitable for New HR professionals, HR specialists who have limited generalist experience and professionals who want to learn more about the human resource functions. Also non-HR business professionals desiring a fast track introduction to the business human resources function.

Methodology

Using a workshop approach, this activity based program in interwoven with basic knowledge and theories via PowerPoint presentation, lectures and discussions, group exercises, role-plays and hands on experiences. For evaluation of learning, short quizzes and review activities will be incorporated. As an added value, samples or templates of suggested tools used in HRM processes will be given.

Module

• STRATEGIC HRM
• POSITION MANAGEMENT
• REWARD MANAGEMENT – COMPENSATION AND BENEFITS
• TRAINING & DEVELOPMENT
• EMPLOYEE RELATIONS
• PERFORMANCE MANAGEMENT SYSTEM (PMS)