Introduction

Disciplinary issues pertaining to work misconduct not only being unproductive but at the same time renders the Management being ineffective by losing out unnecessary time and cost to a case. Every leader of any given department should know how to tackle the issue diligent and wisely so to maintain the work environment progressive, healthy and conducive.

Misconduct at the work place may also implicate the company’s reputation should it be poorly handled or being neglected. Proper and basic understanding on this topic is very much crucial to the Managers in order to manage the work force.

How Will You Benefit

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

• These programs are designed to assist the management to have a better perspective on the unwanted act that can jeopardize the company’s reputation and at the same time imposing the correct method in dealing with it.
• Whether the current practice is efficient to combat such misconducts and the in appropriations;
• Deciding what is minor and what is major and determining what to punish such misconducts.

Who Should Attend

Senior Managers, Managers, Top Management, Middle Management, Engineers and Supervisor

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 by way of management games, role plays, Neuro Linguistic Programme (NLP) exercise and sharing presentation.

Module

• TYPES OF MISCONDUCT
• WORK MISCONDUCT
• WORK MISCONDUCT
• DISCIPLINARY MISCONDUCT
• CRIMINAL MISCONDUCT
• DISCIPLINARY PROCEDURES
• DOMESTIC INQUIRY
• PROBATIONERS VS. CONFIRMED EMPLOYEES
• POOR PERFORMANCE
• PUNISHMENT

Introduction

Recruitment is the process of attracting suitable people to apply for job vacancies. Selection involves choosing the most suitable candidate from amongst a group of applicants. The outcomes of two processes is the employment of a worker. Failure to hire the right people may result in high levels of turnover, large numbers of workers being dismissed, increased training costs and a number of other problems. However, systematic recruitment and selection procedures based on up to date research will improve the likelihood of an employer hiring suitable staff. Employer should follow the recruitment and selection process, some guidelines will be provided as to how each step may be modified in different circumstances in particular for different levels of jobs.

How Will You Benefit

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

• Explain the importance of human resource planning
• Describe the steps in the recruitment process
• Describe how to select new recruits
• Discuss the issue and problems related to recruitment and selection
• Prepare a completed set of employee handbook
• Clarify the importance of the employee handbook
• Explain the reasons for holding an induction program
• Recommend methods and techniques which can ensure an induction program is effectively organized

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.
• Level for Executives and above

Methodology

This stimulating program will maximizes the understanding and learning through lecturers, practical exercises, analysis of cases, group work and discussion on all relevant aspects of Human resource management.

Module

• HUMAN RESOURCE PLANNING
• RECRUITMENT AND INTERVIEWING
• EMPLOYEE HANDBOOK
• ORIENTATION

Introduction

Effective Employee Handbook and Human Resource Policies / Standard Procedures clearly describe expectations and clarify employees’ doubts regarding standard policies & procedures, performance and promotion criteria, compensation & benefits provides, fringe benefits entitlement and etc. Human Resource Policies and Procedures must be carefully drafted to be clear and unambiguous to avoid legal disputes and disruption to workflow.

This course is designed to provide useful tips to participants to effectively write or revise your Employee Handbook, Human Resource policies or Standard Procedures, to suit the needs of your respective organizations. Discover and avoid the elements that will turn your policies and practices into liabilities.

How Will You Benefit

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

• Unwind the mind-boggling doubts on what policies & procedures should be put in writing and disseminate to the employees
• Understand what elements will turn your written policies and procedures into liability
• Understand key components to drafting policies and writing an effective Employee Handbook
• Answer the employees’ queries through an effective Handbook
• Know how to keep the Company out of Court and prevent disagreement
• Know how to implement and revise policies / procedures and handbook effectively
• Ensure the organization’s HR Policies & Procedures are in line with the Labour Laws and relevant legislations.
• Know how to avoid legal disputes by inserting a Disclaimer.
• Establish concrete policies, retooled and put in place before contentious issues arises.
• Discover the one thing every employer must do when modifying a policy to stay legally safe.
• Have the practical skills and knowledge regarding the most effective and cost-efficient means of drafting, updating and disseminating your Company’s Policies and Procedures to your employees.

Who Should Attend

Human Resource Practitioner, Human Resources Managers / Executives / Supervisors, Office Managers, Administration Managers, Administrators, General Affairs Managers / Executives / Officers, Personal Assistants and Confidential Secretaries

Methodology

Interactive lectures, Group Discussion, Group Exercises, Team Experiential Learning and Case Studies.

Module

• INTRODUCTION
• PROS AND CONS OF EMPLOYEE HANDBOOK AND POLICIES / PROCEDURES
• HOW TO DECIDE WHETHER THERE’S NEED TO REVIEW YOUR EXISTING POLICIES AND PROCEDUR
• HOW TO AVOID LEGAL DISPUTES BY INSERTING DISCLAIMERSUR
• THE CRUCIAL ASPECT OF EMPLOYMENT POLICIES & PROCEDURES
• THE CRUCIAL ASPECT OF TERMINATION POLICIES & PROCEDURES
• TEAM EXPERIENTIAL LEARNING
• RULES AND REGULATIONS POLICIES AND PROCEDURES
• CODE OF CONDUCT POLICIES AND PROCEDURES
• SEXUAL HARASSMENT POLICIES AND PROCEDURES
• PRACTICAL SKILLS AND KNOWLEDGE REGARDING THE MOST EFFECTIVE AND COST-EFFICIENT
• TEAM EXPERIENTIAL LEARNING