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 in 2007 and 2008, as well as “amendments 2011″. Though it has been 60 years since the EPF came into existence, many employers still have 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
• UNDERSTANDING & APPLYING THE EPF ACT
• STATUTORY REQUIREMENTS UNDER THE ACT
• COMMON PROBLEMS, IMPLICATIONS & SOLUTIONS
• POWER OF AN EPF INSPECTOR
• OFFENCES, PENALTIES & COURT PROCEEDINGS
• LEGAL LIABILITIES OF DIRECTORS, PARTNERS & OTHERS (JOINTLY, SEVERALLY & PERSONALLY)
• DEALING WITH THE EPF
• AMENDMENTS : 2007 – 2011 / 2013
• ‘MEMBERS’ ROLE, RESPONSIBILITIES & RIGHTS’
• ANNUAL MEMBERS’ STATEMENT
• CONTRIBUTIONS NOT CREDITED – REASONS
• MEMBERS’ RESPONSIBILITIES
• MEMBERS’ RIGHTS & BENEFITS

Introduction

Performance Management Via KRA and KPI Framework is a two-day, skill-building workshop with intensive use of applied theory and comprehensive hand – on exercise by the participants. The program is highly participatory, personalized, and limited to a maximum of twenty people per session.

The idea of a Key Performance Indicator (KPI) simply reflects the notion that some of the aspects of organizational performance requiring improvement or maintenance are more important than others. When a range of these important aspects are selected and a measure has been determined, a set or system of Key Performance Indicators (KPIs) exists.

The focus of Key Performance Indicators (KPIs), therefore, is either on the aspects of organizational performance that require improvement, or on the aspects that must be kept within a specified level to ensure continued success of the organization.

How Will You Benefit

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

• The stages of Performance Management Cycle
• The meaning and importance of Key Performance Indicators (KPIs)
• How to use Key Performance Indicators (KPIs) to help them achieve their objectives
• The important steps of developing Key Performance Indicators (KPIs)
• The right way to implement and evaluate the effectiveness of Key Performance Indicators (KPIs)

Who Should Attend

• This program is suitable for Management staff or anyone interested in performance managementMethodology
• This stimulating program will maximizes the understanding and learning through lecture, discussion, case studies and practical activities.

Methodology

This stimulating program will maximizes the understanding and learning through Lectures, Exercises, Video Presentations, Group Discussion, Industrial Court cases.

Module

• STAGES OF PERFORMANCE MANAGEMENT CYCLE
• OBJECTIVES OF PERFORMANCE MANAGEMENT
• BASIC GUIDE TO DEVELOPING KEY PERFORMANCE INDEX (KPI)
• METHODS FOR GAINING EMPLOYEE ACCEPTANCE ON NEW INITIATIVES

How Will You Benefit

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

• Understand the purpose and process of performance management
• Be familiar with a range of appraisal methods and be able to identify common problems in appraisal
• Understand the characteristics of an effective appraisal system and how to conduct an appraisal interview
• Be aware of the legal implications of appraisal and how to manage non-performance issues
• Understand the definitions of misconduct and non-performance, the types of issues that they present, and how they are viewed in the Industrial Court
• Identify common mistakes and issue in managing misconduct and non-performance and understand the process to deal with each

Who Should Attend

This program is suitable for Human Resources Managers / Executives, Managers / Executives, Industrial Relations Managers / Executives, Executives / Secretaries, Supervisory Staff and Staff intending to specialize in Human Resource Management

Methodology

This stimulating program will maximize the understanding and learning through highly practical and experiential workshop session, lectures, discussion, exercises, case studies and experiential tips

Module

• DEFINITION AND PURPOSE OF PERFORMANCE MANAGEMENT
• PERFORMANCE MANAGEMENT PROCESS – THE CYCLE
• PROBLEMS IN PERFORMANCE APPRAISAL
• CHARACTERISTICS OF AN EFFECTIVE APPRAISAL SYSTEM
• THE APPRAISAL INTERVIEW