Human Resource & Legal

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Consultative Selling Techniques , .

Introduction

There will always be a “Price War” in almost every industry and most sales person who are untrained would prefer to be in an organization that provides the “Cheapest” product or service in their industry. These untrained individuals are also known as “Order Takers” by some but the fact of the matter is that they are not trained and equipped with the skill as a consultative sales expert. This technique of selling is used by professional sales people who sells big ticket items and they are usually from organizations that are market leaders.

How Will You Benefit

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

  • List down a detailed Sales Process Flow
  • Build and maintain relationship with customer as a consultant
  • Identify different types of customers in their industry
  • Close and gain confidence from their customers
  • Plan and prepare for an appointment
  • Match their customer needs to their product and service
  • Apply effective negotiation strategies

Who Should Attend

Sales Executive, Managers, Directors, Business Development Manager

Methodology

This course will be conducted through interactive lectures, PowerPoint presentation, video presentation, role-play, and group discussions

Module

  • INTRODUCTION
  • THE SALES PROCESS
  • SALES PRESENTATION
  • CLOSING THE SALE
  • HANDLING OBJECTIONS EFFECTIVELY
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Contracts Management – A Business Perspective , .
 Contracts-Management-A-Business-Perspective-HRDF-Trainings

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
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Critical HR Skills In The New Millenium , .
 Critical-HR-Skills-In-The-New-Millenium-hrdf-trainings

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)
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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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Developing Effective Employee Handbook, Human Resource Policies & Standard Operating Procedures , .
 Developing-Effective-Employee-Handbook-Human-Resource-Policies-and-Standard-Operating-Procedures-hrdf-trainings

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
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54%OFF
Developing Effective Employee Handbook, Human Resource Policies & Standard Operating Procedures , .

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.

Objective

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 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
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62%OFF
Disc Profile & Behavioral Interview Skills , .
 Disc-Profile-and-Behavioral-Interview-Skills-HRDF-Trainings

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 programme, 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
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Disc Profile and Behavioral Interview Skills , .
Disc-Profile-and-Behavioral-Interview-Skills-HRDF-Trainings_a

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
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  • Availability: 0 in stock
62%OFF
Domestic Inquiry – Becoming The Domestic Inquiry Panel , .
 Domestic-Inquiry-Becoming-The-Domestic-Inquiry-Panel-HRDF-Trainings

Introduction

What are the requirements needed for a Domestic Inquiry (DI) Panel? Most people are reluctant to be on a DI Panel because they know little about their role, the procedures and ‘how’ to decide in ‘what’ manner. The process and requirement though stipulated in the Malaysian Employment Labour Law and in Industrial Relations practices requires hands-on training and knowledge to ensure a proper Domestic Inquiry execution.

How Will You Benefit

This is a tailor-made programme to equip Management and the Middle Management team who are not from a HR background with ‘hands on’ skill and approach in addressing employment related issues at the workplace and become a competent person to handle any DI process and procedures. It is also the objective to have a pool of management personnel that have the ability and knowledge to conduct DI at any time.

Who Should Attend

Managers, supervisors, executives, team leaders, and others who need to equip themselves with interpersonal skills for managing people and departments and contribute to the effectiveness of the organization and individual.

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 lectures, workshops, group discussions and sharing of experience.

Module

  • WHO SHOULD BE THE DI PANEL?
  • REQUIREMENT TO BECOME A PANEL
  • WHO SHOULD BE THE INVESTIGATING OFFICER (IO)?
  • WHO SHOULD BE THE PROSECUTOR?
  • EVALUATION OF THE CHARGE SHEET
  • DISCIPLINARY PROCEDURE
  • PRINCIPLE OF CONDONATION
  • DOMESTIC INQUIRY PROCEDURE
  • DECIDING THE CASE
  • GUILTY OR NOT GUILTY
  • CONTROLLING THE PROCESS AND THE SESSION
  • HOW TO SUMMARIZE THE FINDINGS
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Domestic Inquiry Process And Industrial Relations For Managers , .
Domestic-Inquiry-Process-And-Industrial-Relations-For-Managers-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

How Will You Benefit

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

  • Understand the Domestic Inquiry process
  • Understand the significance and roles of Domestic Inquiry
  • Conduct Domestic Inquiry in their organizations

Who Should Attend

HR Managers, Department Head, Executives and Administrators.

Methodology

This course will be delivered using a mixture of lectures, practical case studies, role-plays, video presentations and group discussion.

Module

  • THE EMPLOYER & EMPLOYEE RELATIONSHIP
  • CASE STUDY
  • THE ROLE OF THE INDUSTRIAL COURT
  • REFERENCE UNDER SECT. 20 INDUSTRIAL RELATIONS ACT 1967
  • CONDUCTING A DOMESTIC INQUIRY
  • DOMESTIC INQUIRY : CASE STUDY
  • DOMESTIC INQUIRY : THE PROCESS
  • MISCONDUCT & WORKMAN
  • DISCIPLINARY ACTION
  • AWARDS
  • QUESTIONS AND ANSWERS ON INDUSTRIAL RELATIONS
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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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Efficient Payroll Administration – Are Your Employees Paid Correctly? , .
 Efficient-Payroll-Administration-Are-Your-Employees-Paid-Correctly-hrdf-trainings

How Will You Benefit

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

  • Understand and apply the law on wages (Employment Act, EPF, SOCSO)
  • Avoid complaints to and prosecution by relevant authorities and payment of fines
  • Pay wages correctly
  • Instill a sense of belonging, leading to higher productivity

Who Should Attend

This program is suitable for Managers / Executives / Clerks dealing with Payroll Human Officers / Assistants

Methodology

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

Module

  • VARIOUS DEFINITIONS
  • PAYMENTS OF WAGES
  • PENALTY
  • OTHER PAYMENT
  • EPF
  • VARIOUS SCHEDULES
  • BENEFITS
  • TO WHOM DOES EPF MONEY BELONGS?
  • SOCSO
  • LAWS ON THE FOLLOWING
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  • Availability: 0 in stock

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