Human Resource & Legal

Introduction

Hiring the right candidate is one of the common sources of frustration for HR and Hiring Managers.
It has become increasingly difficult to recruit and retain good people.

In order to hire right, you must have a complete picture of an applicant’s strengths and weaknesses and how they will fit into your organization. Your interview and selection process must include an assessment of their skills, their personality, their work ethic and consideration of compatibility with their immediate supervisor.

The basic premise of the behavioral interview is that past performance is a good predictor of future performance.

This 1-day workshop will equip those involved in the interviewing and selection process with the necessary skills and knowledge to design an effective interview structure and to conduct effective behavioural-based selection interviews.

How Will You Benefit

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

• Learn the Principles and benefits of Behavioral-based interviews
• Develop effective Behavioral Interview Questions in alignment with job requirements
• Use Interviewing skills and techniques including active listening, probing, questioning, including reading non-verbal clues or body language
• Know How to assess the candidate and make recommendations

Who Should Attend

This program is suitable for Human Resource Practitioner/Managers/Executives/Supervisors, Functional & Line Managers/Executives/Supervisors and all personnel involved in handling Recruitment & Selection and Promotion

Methodology

This stimulating program will maximizes the understanding and learning through Interactive lectures, Videos, Brainstorming / Case Studies, Team Activities and Role Play

Module

• INTRODUCTION AND OVERVIEW
• FUNDAMENTALS OF BEHAVIORAL-BASED INTERVIEW
• COMMUNICATION AND LISTENING SKILLS
• BEHAVIORAL-BASED INTERVIEWING TECHNIQUES
• INTERVIEWING FRAMEWORK
• PRACTICAL AND EVALUATION

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

Training has specific goals of improving one’s capability, capacity, productivity and performance. Training helps to enhance competency of employees which leads to overall ORGANIZATIONAL EXCELLENCE!

Competency Based Training Needs Analysis (CBTNA) is the initial stage in the training process. It involves a procedure to determine whether training is needed to address issues with regards to competency.

CBTNA looks at each aspect in an organization, a department, and a specific task or job requirements in order to identify the gaps. Once gaps are identified, a strategic and structured CBTNA system can be effective in identifying, planning, implementing and evaluating the effectiveness of each specified training.

How Will You Benefit

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

• Apply competency model to create, implement and maintain effective competency-based training in organizations
• Construct custom competency models for employee job performance.
• Create a competency-based training curriculum system
• Monitor, create and maintain the performance of competency-sbased training systems. Identify organizational issues currently influencing the company’s training needs
• Learn about the experiences and results achieved by other organizations which have created and implemented exemplary competency-based training with success

Who Should Attend

This program is suitable for Head of Departments, Training Managers & Executives, HR Managers & Executives, Entrepreneurs and Business Owners. All those who make decisions about training or are involved in analyzing, designing and implementing organizational training plans.

Methodology

The program will use a range of interactive activities – group and individual exercises, case studies and discussions. There will also be formal inputs of theory and models. The aim is to provide a focus for action that will maximize learning.

Module

• COMPETENCY PROFILING
  • Identifying Needed Competencies
  • Group Exercise: Conducting Competency Profiling Session
  • Identifying Current Competencies
  • Identifying Competencies Gap

• CREATING A COMPETENCY BASED CURRICULUM PLAN
  • Incorporating Key Business Themes
  • Designing Suitable Curriculum
• METHODS FOR DEVELOPING COMPETENCY MODELS
  • Conducting Organizational Analysis
  • Developing Competencies – Conceptual, Business, Interpersonal And Technical
• DESIGNING AND DEVELOPING COMPETENCY BASED LEARNING
  • Breakdown Of Curriculum Modules Into Subordinate Competencies And Job Behavior
  • Curriculum Buy-In
  • Curriculum Design Team
  • Implementation Issues

• EVALUATING THE PERFORMANCE OF THE COMPETENCY-BASED TRAINING PLAN
  • Reaction To The Program
  • Achievement Of Competencies
  • Application Of Competencies
  • Organizational Impact Of Competency Acquisition

Introduction

“My word is my bond”, an age old saying where the spoken word was so potent and relationships, whether business or otherwise, were conducted based on trust and the reputation of the people involved. The world has changed. Risks of non-performance of either a social contract or business transaction has compounded into costly outcomes. Mere words may not be sufficient to mitigate unforeseen risks. Business organizations are embarking on airtight agreements to eliminate risks that could be managed. A written document that precisely spells out commitment and obligations of each party in a business relationship is the norm now. This written document – a contract, is a complicated, disciplined approach to outline, identify, manage and control the business relationship for mutual benefits of all parties involved. The document is written in precise language to avoid ambiguity and misinterpretations. Any business relationship will encounter challenging situations that may need immediate solutions. However, not all solutions will benefit everyone involved. A contract, then, has to address these and minimize risks and assign responsibilities.

In business contracts are agreement between two or more parties to conduct business in a specific manner that identifies risks and assign responsibilities and commitment of all parties involved. This document is an outcome of intense negotiation. Effectively negotiating, executing and controlling agreements is an important task, yet many organizations do a poor job of managing contracts. While negotiation plays an important role in the culmination of a contract, however it is the execution and management of the contract that ensures a successful business relationship. Failure to manage a contract effectively leads to cost inefficiencies and overruns, scope creep, project delay etc. Improper management of the contract further leads t protracted contract development and negotiation cycles, improper contract approvals, limited contract vi9sibility and control, and an inability to ensure compliance with established contract terms

How Will You Benefit

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

• Understand your company needs and objectives
• Know preliminary work to be done before looking at contracting
• Understand what is a contract and how it works
• Understand the contribution of the SOW and RFP in a contract
• How to manage contract risks
• How to monitor contract performance and its progress
• The changing methods of managing contracts through software

Who Should Attend

• This course is designed for Procurement Managers & Executive, Contract & Client Managers & Executives, Project Managers / Leaders, Finance & Admin Officers, GLC & Government Contract Officers, Entrepreneurs
• Level for Admin Officers and above

Methodology

This course is essentially participative and practical, emphasizing learning through interactive lectures, group discussions, exercises / cases, questions and answers

Module

• ESTABLISHING CONTRACT NEEDS
• PRE-CONTRACT FUNDAMENTALS
• UNDERSTANDING CONTRACTS
• THE CONTRACT DRAFTING
• THE ESSENTIAL PRELIMINARIES OF A CONTRACT
• CONTRACT PERFORMANCE AND PROGRESS MONITORING
• SOFTWARE TO MANAGE CONTRACTS

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

Introduction

Discover What Drives You & How to Identify Top Talent – Improve Your Hiring ROI thru Understanding and implementing effective Behavioral Interviewing Techniques – and To Increase Your Company’s competitive edge.

“Knowing others is intelligence; knowing yourself is true wisdom. Mastering others is strength, mastering yourself is true power.”

If you want to know the real holdbacks to your success, and how to align with your own true personality traits for not only achievement but a life of fulfillment – this training is for you. Learn how to better understand self and others behavioral styles & personality types: how to best integrate high-performance teams, and individuals who want to identify and maximize their personal strengths.

How Will You Benefit

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

Disc Profil

• Take a closer look at each of your four behavioral styles
• Being aware of your natural and adaptive behavioral styles
• Understand how you like to communicate and be communicated with
• Gain insights into how you can be more effective by understanding your behavior
• Analyze your approach to problem-solving and obtaining results
• Mark your approach to interacting with people
• Be able to modify self and manager the other person’s personality

Behavioral Interview Skills

• Initiate the role of competencies in developing optimal behavioral-based interview questions
• Understand the components of optimal behavioral-based interview questions
• The specific factors that determine optimal candidate responses
• Possess an instinctive Lie Detector
• Evaluate candidate responses

Who Should Attend

Managers, Supervisors, Executives who manage people and participants in the selection interviewing of manpower

Methodology

• Interactive learning
• Online assessment
• Exploratory discussions
• Role Play
• Mind Power activation.

Module

• WHAT IS DISC?
• BEHAVIORAL INTERVIEWING SKILLS

Introduction

The evolvement of employees today from ‘yester-years’ have created a new gap for the modern Managers. Today, it is imperative for all Managers, albeit those involved directly with Human Resource matters and those indirectly involved, through their roles as Superiors, to be aware of all aspects of Human Resource Management.

Human Resource Management is no longer a simple task. Today, employer-employee relationship has become complex, governed by various legislations which need to be understood and which employers must conduct their employees’ relationship within the parameters. Therefore, it is crucial that anyone involved in Employees Supervision and Management, to be aware of the basic interpretations of the Labour Laws.

This programme is customized to cultivate the necessary basic Human Resource Management skills for non-HR personnel as well as those newly promoted or newly recruited HR personnel

How Will You Benefit

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

• Understand the role and functions of HRM in an organization
• Know the main recruitment and interview methods
• Know how to design interview questions and conduct interview to get the right employees
• Identify KRA / KPI with subordinates
• Understand the importance of Pay Equity
• Know the basic disciplinary process
• Importance of Counseling and Managing Subordinates
• Understand the importance of Disciplinary enforcement & management and its correlation with employee motivation
• Comply with the relevant Employment Act
• Know how to avoid ‘breaching’ the Employment legislations and Employees Contracts
• Protect your Company’s Integrity

Who Should Attend

Non-HR Managers / Executives / Supervisors, Human Resource Executives / Supervisors / Assistants, Line Managers/Executives / Supervisors, Newly appointed Human Resource Managers and anyone with subordinates

Methodology

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

Module

• INTRODUCTION
• RECRUITMENT / INTERVIEW / SELECTION
• UNDERSTANDING RELEVANCE OF EMPLOYEE DEVELOPMENT PROGRAMME
• PERFORMANCE MANAGEMENT AND APPRAISALS
• EMPLOYMENT ACT 1955
• APPLICATIONS AND EMPLOYMENT
• COMPENSATION AND BENEFITS
• DISCIPLINARY AND TERMINATION OF EMPLOYMENT
• EMPLOYEE RELATIONS

Introduction

In today’s business climate organizations are being required to do more with less due to staff and budget reductions, increased competition and the decrease of available talent. For these reasons it is critical that organizations know how to hire well.

A behaviorally and competency-based structured interview process is likely to increase the likelihood of hiring the right person for the position, and ensure that the hiring process is consistent and fair. If interview questions are based on validated position and organization-specific competencies, the questions are asked in a structured way to determine how the candidate responded to similar situations in the past then the probability that right person is hired for the position is greatly enhanced.

Competency-Based Interviewing is a style of interviewing that was developed in the 1970’s by industrial psychologists. Currently, many organizations are using competency-based interviewing but they do not adequately train their interviewers on how to conduct such interviews. This course aims to equip anyone who needs to participate in selection interview with the right skills to select the best candidate.

How Will You Benefit

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

• Learn the Principles and benefits of competency-based interviews
• Develop effective interview questions in alignment with job requirements and selection criteria
• Use Interviewing skills and techniques including active listening, probing, questioning, reading non-verbal clues or body language
• Know How to assess the candidate and make recommendations
• Apply Human Behaviors in an interviewing situation

Who Should Attend

This course is designed for Managers, Executives, Supervisors and new HR Executives who have to conduct selection interviews

Methodology

This course is essentially participative and practical, emphasizing learning through experience, both from structured activities on the program e.g. Role-plays, group work, video screening, case studies and discussion from individual experience

Module

• INTRODUCTION AND OVERVIEW
• FUNDAMENTALS OF COMPETENCY-BASED INTERVIEW
• COMMUNICATION STYLES
• EFFECTIVE LISTENING
• INTERVIEWING TECHNIQUES
• PLANNING THE INTERVIEW
• RATING INTERVIEW
• INTERVIEW TOOLS

How Will You Benefit

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

• Enhance their skills in selecting the most appropriate candidate for the job

Who Should Attend

People involved in hiring of manpower at lower and higher levels

Methodology

This course will be presented via Interactive Lectures, Role-Play, Group and Individual Exercises as well as Video Clips

Module

• INTRODUCTION
• DETERMINING KEY REQUIREMENTS
• EFFECTIVE ADVERTISING
• PRE-INTERVIEW SCREENING
• HOW TO INTERVIEW SMART
• MANAGING REFERENCES
• HOW TO SELECT SMART
• USE OF PERSONAL PROFILE IN SELECTION
• RELIABILITY OF EXECUTIVE SEARCH COMPANIES