Human Resource & Legal

HR For Non HR Managers , .
HR-For-Non-HR-Managers-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

This one-day workshop aims to share with the participants the fundamentals of human resource management as many functional managers are now required to assume the role of human resources manager with daily responsibilities.

How Will You Benefit

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

  • The importance of HRM
  • The prerequisite of effective recruitment
  • The importance of learning and development
  • About performance appraisal and how to counteract measurement errors

Who Should Attend

This program is a must buy-in for functional managers and leaders.

Methodology

  • Participative and practical – Emphasizing learning through experience, both from structured activities:
  • Lecture 30 %, case studies, games, role-play, CD clips

Module

  • INTRODUCTION
  • RECRUITMENT – INTERVIEW
  • LEARNING AND DEVELOPMENT
  • CONDUCTING THE PERFORMANCE APPRAISAL
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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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Human Resource Management For Non HR Personnel , .
 Human-Resource-Management-For-Non-HR-Personnel-hrdf-trainings

How Will You Benefit

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

  • Apply the HR knowledge in the job
  • Understand the full spectrum of HR
  • Assume the HR responsibility of a small company

Who Should Attend

This program has been specially designed for non-human resource staff. It should particularly interest managers and executives who are in the technical and project functions, sales & marketing, R&D, finance and production areas

Methodology

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

Module

  • THE ROLE AND SIGNIFICANCE OF HRM
  • HUMAN RESOURCES PLANNING
  • HIRING
  • INDUCTION AND ORIENTATION
  • COMPENSATION
  • PERFORMANCE EVALUATION
  • TRAINING
  • DISCIPLINARY MEASURES
  • OCCUPATIONAL HEALTH AND SAFETY
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Improving Payroll Administration Techniques , .
 Improving-Payroll-Administration-Techniques-hrdf-trainings

How Will You Benefit

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

  • Gain the ‘know-how’ on the effective applications of relevant act and regulations, which can be immediately applied to your day-to-day tasks.
  • Benefit fully from our real-life case studies and reflective discussions and competency exercises.
  • Understand the problems associated with wrongly defining or wrongly implementation of specific areas of the Act.
  • Learn from other people’s mistakes made over the years, in just 2 days

Who Should Attend

  • This program is suitable for Human Resources or Payroll Managers / Executives / Supervisors / Officers / Assistants, and all personnel involved in handling human resources matters and Salary administration & benefits.
  • Level for Executives and above

Methodology

This course will be conducted via mini-lectures, discussion, exercise and case studies. The participants will be introduced to the problems solving approaches available during the course

Module

  • INTRODUCTION AND DEFINITIONS
  • WAGES
  • OVERTIME PAYMENT AND CALCULATIONS
  • WORKING HOURS
  • TERMINATION OF EMPLOYMENT
  • CASE STUDIES, COMPETENCY EXERCISES, QUESTIONS & ANSWERS
  • EMPLOYEE PROVIDENT FUND (CRITICAL TOPICS WITH BM TRANSLATION)
  • SOCSO (CRITICAL TOPICS WITH BM TRANSLATION)
  • CASE STUDIES, COMPETENCY EXERCISES, QUESTIONS & ANSWERS
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Improving Payroll Techniques , .
 Improving-Payroll-Techniques-hrdf-trainings

Introduction

Accuracy and Fairness are paramount in Salary Administration and Management. Hence, compliance to the relevant Labour Act and regulations (and ensure compliance to the latest revision) are critical to avoid negative staff morale and costly penalties. The accurate definition, compliance and computation of wages, working hours, overtime calculation, EPF & SOCSO, and many others will minimize disruption to your operations and company integrity.It is imperative for employers, HR practitioners, Payroll staff, or anyone involve in Payroll & Benefits Computations, to be aware and thoroughly understand the interpretations of the relevant Act and regulations, the latest revisions to the Labour Acts and arising from the Budget announcement.

How Will You Benefit

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

  • Be well equipped and competent to apply and comply to the requirements of the law and contracts
  • Fully understand the employer’s and employees’ rights
  • Gain the ‘know-how’ on the effective applications of relevant act and regulations
  • Understand the problems associated with wrongly defined or wrongly implementation of specific areas of the Act

Who Should Attend

Human Resources or Payroll Managers / Executives / Supervisors / Officers / Assistants and all personnel involved in handling human resources matters and salary administration & benefits.

Methodology

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

Module

  • INTRODUCTION AND DEFINITIONS
  • CONTRACT OF SERVICE AND CONTRACT FOR SERVICE
  • WAGES
  • OVERTIME PAYMENT AND CALCULATIONS
  • WORKING HOURS
  • TERMINATION OF EMPLOYMENT
  • PAY STRUCTURE
  • EMPLOYEE PROVIDENT FUND (CRITICAL TOPICS WITH BM’S TRANSLATION)
  • SOCSO (CRITICAL TOPICS WITH BM’S TRANSLATION)
  • INTRODUCTION TO INDIVIDUAL TAX
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35%OFF
Improving Staff Performance With Positive Reinforcement , .
 Improving-Staff-Performance-With-Positive-Reinforcement-hrdf-trainings

Introduction

Appreciative recognition is often the first casualty in the rush and stress of deadlines, new initiatives, making the numbers, hiring, firing, and reorganizing. Many managers simply aren’t very good at giving positive feedback. Some even find it harder to recognize a colleague’s contribution than to offer negative or corrective feedback.

Positive reinforcement is the process of recognizing and rewarding a desired behavior in an effort to encourage its continuance. Positive reinforcement can consist praise, offering incentives to continue the behavior or showing appreciation for effort. In the workplace, managers can use positive reinforcement for purposes such as increasing productivity and improving the morale of an individual or department.

The benefits of positive reinforcement for the organization are:

  • Providing Sense of Worth
  • Encouraging Good Behavior
  • Improving Workplace Morale
  • Fitting In for New Employees

How Will You Benefit

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

  • Apply positive and negative reinforces (enhancing behavior)
  • Know the difference between positive and negative “punishment”
  • Show appreciation to reinforce behavior
  • Understand the effects of ‘gossip’ in an organization and practice how to deal with it

Who Should Attend

This program is suitable for Executives, Managers, Supervisors and all level

Methodology

Training sessions are designed to be highly inter-active with tests/quizes, demonstrations, assignments, group activities and discussions, presentations, role-play, and for some workshops, video feedback. This is to ensure participants remain alert, focused and can reap the maximum benefits from the training, while having fun at the same time.

Module

  • OBJECTIVES & INTRODUCTION
  • WHAT IS OPERANT CONDITIONING (OP)?
  • CONDITIONING TECHNIQUES
  • ASSERTIVE BEHAVIOR
  • USING POSITIVE REINFORCEMENT AS A MANAGEMENT STRATEGY
  • GOSSIP
  • ROLE PLAY AND VIDEO FEED-BACK
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62%OFF
Induction Strategy , .
 Induction-Strategy-HDF-Trainings

Introduction

A new employee’s first contact with his or her physical and human working environment is extremely important, since it will condition his or her relationship with the company. The employee must feel supported and important right from his or her first day of work. Research shows that employees who are successfully inducted to the organization, its values, culture, people and acceptable working practices are more likely to stay in their roles for a longer period.

The Induction Training, On-Boarding Program or sometime also known as Orientation Program, will be the first training an employee attend with a new employer and is also first step towards gaining an employees’ commitment, it is aimed at introducing the job and organization to the recruit and him or her to the organization. It involves orientation and training of the employee in the organization’s culture, background, values, clientele, products & services offered, expected behaviour and showing how he or she is interconnected to (and interdependent on) everyone else in the organization.

How Will You Benefit

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

  • Explain the importance of an effective induction program
  • Manage an induction program
  • Structure a complete and effective induction program
  • Handle the issues in planning and organizing induction program
  • Decide on the main elements of the induction program

Who Should Attend

This program is suitable for Human Resource, Learning and Development Managers, Line Leaders and Supervisors who has to conduct induction training for new hires.

Methodology

This is an interactive training programme, whereby participants are to gain the learning points through discussion, presentation, short lecture and experiential activities.

Module

  • INTRODUCTION
  • A NEWBIE’S EXPERIENCE
  • WHAT MAKES A GOOD INDUCTION PROGRAM
  • IMPORTANT FACTORS OF A SUCCESSFUL INDUCTION PROGRAM
  • APPLYING ADULT LEARNING PRINCIPLE IN INDUCTION PROGRAM
  • DESIGNING AN INDUCTION PROGRAM
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62%OFF
Industrial Relations – The Process And Procedures , .
 Industrial-Relations-The-Process-And-Procedures-HRDF-Trainings

Introduction

Misconduct can be in many forms and taking inappropriate action to battle misconduct can and may resulted in disastrous result. Employers need to understand the types of misconduct and furthermore must know how to deal and handle the issue without making it more complicated to be solved.

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 current practice is efficient to combat such misconducts
  • Deciding what is minor and what is major and determining how to punish such misconduct.

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 management games, role plays, Neuro Linguistic Programme (NLP) exercise and sharing presentation. Presentation would be conducted in a lively and interactive manner by way of lectures, workshops, group discussion and sharing of experiences.

Module

  • WHAT IS MISCONDUCT?
  • IMPLIED MISCONDUCT
  • ABSENTEEISM
  • CASE STUDY ON MAINTENANCE OF DISCIPLINE
  • NEW BRED OF MISCONDUCT
  • PROVISION GOVERNING MISCONDUCT
  • DISCIPLINARY PROCEDURES
  • WHETHER THE CURRENT PRACTICE IS IN ACCORDANCE WITH THE LAW?
  • PROCESS IN ADDRESSING MISCONDUCT
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Interview And Selection Skills , .
 Interview-And-Selection-Skills-hrdf-trainings

Introduction

The interview and selection of the right people is essential to the success of every team and organisation. However, the process of interview and selection is costly both in terms of time and resources particularly if the wrong decision is reached. It is critical that the right candidate is appointed first time. This practical interview and selection skills training course will provide individuals with guidance in the skills and techniques essential to conducting a successful selection process.
The course includes group discussions, exercises, role play and an Interview Skills Questionnaire, enabling delegates to benefit in the widest possible manner.

How Will You Benefit

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

  • Understand why mistakes are made.
  • Understand a four step process.
  • Plan and prepare for a selection interview .
  • Identify where you can improve your existing interview techniques and contribute to the interview process with increased confidence.
  • Project a professional image during the interview which puts the candidate at ease.
  • Specify the requirements of the job vacancy to be filled, and maintain a focus on the interview’s primary objectives.
  • Identify the criteria against which to select the most suitable candidate for the job vacancy.
  • Use an effective questioning technique to elicit information from the interviewee.
  • Understand how to assess potential in a candidate, and make effective decisions about each candidate based on the information gained during the interview

Who Should Attend

Staff who are required to take part in selection and interviewing, or who administrate recruitment, and need to have a good understanding of the recruitment and selection process and Manager/Executive/Officer of HR/Recruitment Personnel/HoDs and those involved in selection and interview process

Methodology

This stimulating program will maximizes the understanding and learning through Lecture, case studies, role plays and group discussons

Module

  • PRELIMINARY CONSIDERATIONS
  • SELECTION OVERVIEW – A FOUR STEP PROCESS
  • THE INTERVIEW ENVIRONMENT
  • CONDUCTING SUCCESSFUL INTERVIEWS
  • EFFECTIVE QUESTIONING AND LISTENING
  • INTERVIEW REVIEW
  • EMPLOYMENT DOCUMENTATION
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62%OFF
Investigation and Prosecution Skills For Domestic Inquiry , .
 Investigation-and-Prosecution-Skills-For-Domestic-Inquiry-HRDF-Trainings

Introduction

Good investigation is the key to any good labor and domestic inquiry process. Proper investigation is knowledge is a must for every HR/IR personnel. Lack of this knowledge will surely result in the inefficiency of the HR function and for the company as a whole.

How Will You Benefit

This programme focuses on how a proper investigation and prosecution should be done from the perspective of the Industrial Court. It is also the objective to ensure that participants understand how to not only conduct the investigation but also to bring the charges with good evidence during the DI for a proper and fair conviction.

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 by way of management games, role plays, Neuro Linguistic Programme (NLP) exercise and sharing presentation. Presentation would be conducted in a lively and interactive manner by way of lectures, workshops, group discussions and sharing of experiences

Module

  • WHAT TO INVESTIGATE?
  • HOW TO START?
  • HOW TO BUILD A CASE?
  • WHEN TO INTERVIEW THE WITNESSES?
  • HOW TO EVALUATE EVIDENCE?
  • OTHER RESOURCES OF INFORMATION
  • PREPARING THE CASE FOR DI PROCEEDING
  • TO DECIDE WHETHER THE CHARGE(S) IS IN LINE WITH ALL SUPPORTING EVIDENCES
  • HOW TO PROSECUTE?
  • THE CHARGE(S) BEING THE GUIDELINE
  • THE ART OF LISTENING FOR ANSWERS
  • HOW TO ASKED QUESTION?
  • UTILIZATION OF EVIDENTIAL ARMORY
  • HOW TO DEAL WITH ADMISSION OF GUILT
  • UNDERSTANDING THE DOMESTIC INQUIRY PROCESS
  • ETHICS AND DECORUM
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Job Descriptions And Person Specifications – How To Write Them How To Use Them , .
 Job-Descriptions-And-Person-Specifications-How-To-Write-Them-How-To-Use-Them-hrdf-trainings

Introduction

Creating successful job descriptions can be an important part of your role as a Human Resource Specialist. Your organization’s job descriptions should be concise, clear, and correct. They also should follow a consistent format. The format and style for writing job descriptions might be different from any other type of writing that you do in your job. Writing job descriptions is not a complex process, but it requires following a basic format and including specific components

How Will You Benefit

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

  • Appreciate the need for job descriptions and person specifications
  • Understand the key components
  • Know how to write them
  • Produce them more efficiently
  • Understand the legal issues
  • Can use them effectively recruitment and selection, job evaluation and performance management

Who Should Attend

This course is designed for Executives, Officers, Team / Line Leaders, Supervisors, Managers and all employees who are involved in preparing job descriptions and person specifications.

Methodology

This stimulating program will maximizes the understanding and learning through lecture, case studies, games, role play and practical activities

Module

  • INTRODUCTION
  • RECRUITMENT AND SELECTION
  • PERFORMANCE MANAGEMENT
  • KEY COMPONENTS OF JOB DESCRIPTIONS
  • ELEMENTS OF COMPETENCY BASED JOB DESCRIPTIONS
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Kaunseling Dalam Pengurusan Disiplin , .
 Kaunseling-Dalam-Pengurusan-Disiplin-HRDF-Trainings

How Will You Benefit

Setelah tamat program ini, para peserta akan dapat:

  • Memahami kepentingan sikap yang positif dalam pembangunan disiplin dalam organisasi.
  • Pembentukan sikap yang positif dalam membentuk suasana kerja yang harmoni.
  • Mengetahui dengan jelas kaedah dan fungsi serta kesan kaunseling dalam pengurusan disiplin dalam sesuatu organisasi.

Who Should Attend

Kursus ini adalah sesuai untuk Pemilik Syarikat, Pengurus Besar, Pengurus, Ketua Jabatan / Bahagian, Pengurus HR atau mana-mana personel yang menjalankan tanggungjawab HR dan Penyelia.

Methodology

Kursus ini akan disampaikan melalui ceramah interaktif.

Module

  • SIKAP
  • STRESS
  • KAUNSELING DI TEMPAT KERJA
  • PENGENDALIAN KAUNSELING
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