Human Resource & Legal

Pengurusan Disiplin Dan Salahlaku Untuk Penyelia Dan Pegawai Eksekutif ,
Pengurusan-Disiplin-Dan-Salahlaku-Untuk-Penyelia-Dan-Pegawai-Eksekutif-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

How Will You Benefit

Di akhir kurus ini, peserta akan :

  • Memahami sistem, praturan, polisi dan disiplin
  • Mengeratkan hubungan pekerja dengan majikan atau kesatuan
  • Mengenal pasti peranan dan tanggungjawab diantara penyelia dan pengurusan mengenai disiplin dan salahlaku
  • Memahami peraturan menyelesaikan masalah secara bersama atau perseorangan
  • Mengendali ketidakhadiran dan peker-pekerja bermasalah
  • Mengetahui panduan kaunseling dan tindakan alternative

Who Should Attend

  • Kursus ini adalah sesusai untuk Eksekutif, Pegawai, Penyelia dan Pengurus Sumber Manusia dan Pengurus syarikat
  • Peringkat ini sesuai untuk Penyelia dan keatas

Methodology

Kursus ini akan disampaikan melalui kuliah interaktif, perbincangan berkumpulan, kajian kes, paparan video, pembentangan individu dan kumpulan.

Module

  • PENDAHULUAN
  • PERANAN DAN TANGGUNGJAWAB PENYELIA DAN PENGURUSAN MENGENAI DISIPLIN DAN SALAHLAKU
  • PERANAN DAN TANGGUNGJAWAB
  • PENGENDALIAN KETIDAKHADIRAN DAN PEKERJA-PEKERJA MASALAH
  • MENGENDALI KETIDAKHADIRAN
  • TINDAKAN ALTERNATIF
  • PEMAAFAN “CONDONATION”
  • CONTOH-CONTOH KES MAHKAMAH PERUSAHAAN YANG BERKAITAN DAN SENARAI LAMPIRAN (LANGKAH-LANGKAH DAN TINDAK-LAKU)
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RM1,000.00

  • Availability: in stock
Employers’ Rights ,

How Will You Benefit

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

  • Enable Employers to know and execute their rights under the Law.
  • Prevent costly litigation in the Labour Court and Industrial Court.
  • Know the statutory and inherent rights of Employers and Employees.
  • Ensure compliance with Employment Contracts by employees.
  • Understand the right way to apply discipline
  • Know how to conduct a domestic inquiry

Who Should Attend

This course is suitable for Managing Directors, General Managers, Directors, HR / Admin / Finance/ Factory Personnel who handles and are responsible for human resource management.

Methodology

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

Module

  • THE EMPLOYMENT ACT 1955 / THE INDUSTRIAL RELATIONS ACT 1967
  • EMPLOYERS RIGHTS PERTAINING TO ACTION
  • EMPLOYERS RIGHTS PERTAINING TO TERMINATING OF CONTRACTS
  • CORRECT STEPS TO TAKE IN THE FOLLOWING SITUATIONS
  • THE INDUSTRIAL COURT AWARDS AND LEGAL PRECEDENTS DISCIPLINE
  • MISCONDUCT
  • DEALING WITH PROBATIONERS / POOR PERFORMANCE
  • DISCIPLINARY PROCEDURES
  • DISMISSAL AND TERMINATION

 

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RM1,000.00

  • Availability: in stock
Effective Applications And Implications Of Employment Act 1955 ,

How Will You Benefit

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

  • Identify and comply with the latest revision of the Labour Act / Legislations inclusive of the Minimum Wages Act, Minimum Retirement Age Act, Work Regulations (Part-time Workers) 2010 and the Employment Amendment Act 2012
  • Know how to avoid ‘breaching’ the labour legislations and Employees Contracts
  • Preventing abuse to avoid double standards
  • Avoid complaints and staff dissatisfaction
  • Protect your Company’s integrit

Who Should Attend

This course is designed for Human Resource Practitioner, Human Resources Executive/Managers/Supervisors/Officers/Assistants, Office Managers/Administrators, Gneeral Affairs Managers/Executives, Line Managers/Supervisors, Business Owners, Personal Assistants, and all personnel involved in handling human resource matters, affairs and welfare.

Methodology

This stimulating program will maximizes the understanding and learning through interactive lecture, group discussion, case studies and exercises.

Module

  • INTRODUCTION
  • EMPLOYMENT ACT 1955
  • LABOUR COURT AND IR COURT CASE STUDIES
  • QUESTION & ANSWER
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RM1,000.00

  • Availability: in stock
23%OFF
Say No To Sexual Harassment At Workplace ,
Say-No-To-Sexual-Harassment-At-Workplace-HRDF-TRAININGSAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

Currently, many organizations in the world are facing the problems of having 3 very distinct generations at workplace. Each of this generation brings their own set of beliefs and values which is very different with other generations. As a result, conflicts arise at workplace. This workshop is specially designed to understand each generation better and to look at solutions of how to bridge the generation gap at workplace.

How Will You Benefit

Sexual harassment is regarded as one’s of organizations serious offences these days. In fact, more cases are being reported on this issue when awareness is created on the degree of seriousness of this matter. This workshop will discuss issues pertaining to sexual harassment at workplace. Participants will be given case studies to discuss and there will be simulation exercises throughout the workshops.

Who Should Attend

  • HR Personnel
  • Managers
  • Quality Department Personnel
  • Policy Makers/Committee

Methodology

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

Module

  • UNDERSTANDING THE PHENOMENON OF SEXUAL HARASSMENT
  • IDENTIFYING MODELS OF SEXUAL HARASSMENT
  • THE LEGAL PERSPECTIVE OF SEXUAL HARASSMENT
  • ROLLING THE ACTION PLAN FOR SEXUAL HARASSMENT
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RM1,300.00 RM1,000.00

  • Availability: in stock
Managing Difficult Employees ,
Managing-Difficult-Employees-HRDF-Trainings

Introduction

There was a time not long ago when karaoke reared its ugly head in Malaysia in a big way. I remember wondering why so many people in so many places thought they could sing when, clearly, that was not the case

Along this same principle, too many people think that they have what it takes to be good managers as well. After all, what’s so hard about it? You’re the boss, you tell people what to do, and if they don’t, you let them know about it. Well, guess what? It’s not that easy. There are a few really good managers who just instinctively know how to manage. But, for the others, becoming a good manager takes time, experience, and learning a lot of hard-won lessons.

This program teaches participants to develop the skills needed to address a difficult situations and person according to their specific behavior. Participants will also learn how to give constructive feedback, coach and counsel subordinates, and use strategies for effective conflict resolution.

How Will You Benefit

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

  • Identify causes of problem employees and the effect they can have in an organization
  • Identify the types of problem employees and how you can handle them
  • What is insubordination, types of insubordination and handling insubordination. Factors to consider when determining discipline and general guidelines when imposing oral or written warnings
  • Ways of dealing with difficult employees – Communicate clearly and effectively, both verbally and nonverbally; improve your listening skills; communicate with difficult supervisors and co-workers
  • Identify the focus of feedback, and give and receive feedback effectively
  • Identify conflict resolution styles; resolve workplace conflicts using the 6-step process
  • Identify our own weaknesses and strengths when dealing with difficult employees. Some of the management do’s and don’ts to create harmony in the workplace

Who Should Attend

This course is designed for Human Resource, Administration, Departmental Heads & Executives Supervisors, Line Leaders, Line Managers and those who need to handle HR issues

Methodology

This stimulating program will maximizes the understanding and learning through powerpoint presentations, group discussions, role play, case studies

Module

  • CAUSES OF PROBLEM EMPLOYEES
  • TYPES OF DIFFICULT EMPLOYEES
  • WAYS OF DEALING WITH DIFFICULT EMPLOYEES
  • DEALING WITH INSUBORDINATION
  • HANDLING DIFFICULT SITUATIONS – 7 CASE STUDIES
  • COACHING & COUNSELLING
  • MANAGEMENT DO’S AND DON’TS – RECOGNISE YOUR OWN STRENGTH & WEAKNESS
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RM850.00

  • Availability: in stock
Akta Kerja 1955 Termasuk (Pindaan 2012) ,

 

How Will You Benefit

Setelah menghadiri modul ini, para peserta akan dapat:

  • Memperjelaskan secara pratikal mengenai pindaan-pindaan kepada Akta Kerja’55 termasuk Pindaan Akta Kerja 2012.
  • Memberi fahaman yang jelas berkaitan dengan implimentasi pindaan-pindaan baru.
  • Mencari jalan menyesuaikan pindaan tersebut dengan kerja harian yang lebih praktikal.

Who Should Attend

Kursus ini sesuai untuk Pengurus Sumber Manusia, Ketua Jabatan, Eksekutif, Penyelia, Ketua-kumpulan, dan pekerja-pekerja yang terlibat dalam perkara-perkara berkaitan dengan akta-akta pekerja

Peringkat ini sesuai untuk Eksekutif dan keatas

Methodology

Kursus ini akan dikendalikan dengan syarahan interaktif, kajian kursus dan perbincangan

Module

  • PENDAHULUAN
  • DEFINISI PEKERJA, GAJI DAN LAIN-LAIN
  • KONTRAK PERKHIDMATAN
  • PENAMATAN KONTRAK PERKHIDMATAN / DISIPLIN, SALAH LAKU DAN
  • SIASATAN DALAMAN
  • GAJI
  • PERLINDUNGAN WANITA
  • FAEDAH-FAEDAH
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RM1,000.00

  • Availability: in stock
HR Practicalities For Non-HR Practitioners ,
HR-Practicalities-For-Non-HR-Practitioners-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

How Will You Benefit

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

  • Understanding the general roles and functions of HRM in an organization
  • HR as an agent and facilitator of change
  • Recruitment, selection and interviewing
  • Understanding the salient point of Employment Act 1955
  • Preparation of training needs analysis
  • Importance of performance appraisal as a management tools
  • Salary administration

Who Should Attend

This program is suitable for HR Assistants, Personal Assistants, Administrators, New HR Assistants, Secretaries and Administration & Support Staff.

Methodology

This stimulating program will include a presentation of major learning points, illustration with real life examples, role-plays, group / individual exercises, Q & A session and case studies.

Module

  • ROLES & FUNCTIONS
  • HR PLANNING / JOB ANALYSIS & DESCRIPTION
  • RECRUITMENT, SELECTION & INTERVIEW
  • TRAINING & DEVELOPMENT
  • PERFORMANCE APPRAISALS
  • SALIENT POINTS OF EMPLOYMENT ACT 1955
  • SALARY ADMINISTRATION
  • RESPONDING VS. REACTING
  • HOW TO INFLUENCE PEOPLE
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RM1,000.00

  • Availability: in stock
Developing Effective Employee Handbook, Human Resource Policies & Standard Operating Procedures ,
Developing-Effective-Employee-Handbook-Human-Resource-Policies-and-Standard-Operating-Procedures-HRDF-Trainings_aAkta Kerja 1955 Termasuk (Pindaan 2012)

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

At the end of the programme, the participant 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 PROCEDURE
  • HOW TO AVOID LEGAL DISPUTES BY INSERTING DISCLAIMERS
  • 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
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RM1,000.00

  • Availability: in stock
58%OFF
Compensation And Benefits

RM2,600.00 RM1,100.00

Compensation And Benefits ,
Compensation-And-Benefits-HRDF-Trainings

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
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RM2,600.00 RM1,100.00

  • Availability: in stock
35%OFF
Sexual Harassment The Rights And The Right Thing To Do ,
 Sexual-Harassment-The-Rights-And-The-Right-Thing-To-Do-HRDF-TRAININGS

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
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RM1,300.00 RM850.00

  • Availability: in stock
Competency Based Interviewing Skills ,
Competency-Based-Interviewing-Skills-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

The Competency Based Interviewing Skills programme is a two-day workshop which aims to assist in selecting qualified, successful candidates. Managers will be equipped with current interviewing skills to make their transition from “doer” to “manager” more successful and less stressful. This course will assist to examine your role in building a successful and productive team through proper recruiting, interviewing and hiring practices. You will learn to practice competency based selection techniques that reinforce the importance of relating the interview to the specific job requirements.

How Will You Benefit

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

  • Use competencies to develop and structure effective interview guides.
  • Manage tools you can use to support your interview evidence to enhance the objectivity of your decisions.
  • Structured methodology as an effective questioning and data gathering tool to enhance your ability to capture the evidence you need to make well informed decisions.
  • Systematically evaluate information gathered from a competency based interview.
  • Awareness of the key challenges and pit-falls associated with interviews that block effective decision making and how to avoid them.
  • Understand about Malaysian Employment Law and how it impacts on the selection process.

Who Should Attend

The course is aimed at managers and interviewing panels in all economic sectors. The manager would be responsible for incorporating the correct interviewing policies and procedures of the organization so as to ensure fairness and consistency across the organization.

Methodology

This stimulating program will maximize participative with interactive discussion, lots of exercises and role plays.

Module

  • PLANNING AND PREPARATION PHASE
  • POSITIONING OF COMPETENCY BASED INTERVIEWING
  • STRUCTURING COMPETENCY BASED INTERVIEWS
  • ACQUIRING EVIDENCE – QUESTIONING & LISTENING SKILLS
  • CONDUCTING A COMPETENCY BASED INTERVIEW
  • MAKING THE SELECTION DECISION
  • REVIEW AND NEXT STEPS
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RM850.00

  • Availability: in stock
58%OFF
Competency Based Training Needs Analysis ,
Competency-Based-Training-Needs-Analysis-HRDF-Trainings

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-BASED HRM
    • Why Are Organizations Moving Towards Competency Based HRM
    • How Are Competencies Assessed
    • Steps In Developing Competency Profiles
    • Critical Success Factors
  • COMPETENCY PROFILING
    • Identifying Needed Competencies
    • Group Exercise: Conducting Competency Profiling Session
    • Identifying Current Competencies
    • Identifying Competencies Gap
  • NEEDS ANALYSIS, ASSESSMENT AND PLANNING IN A COMPETENCY-BASED FORMAT
    • Evaluation Of Your Current Training Programs
    • Conducting Environmental Analysis
    • Results Staff Are Expected To Produce
    • Knowledge And Skills That Staff Need To Develop
  • 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
Learn More

RM2,600.00 RM1,100.00

  • Availability: in stock

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