Human Resource & Legal

Introduction

Modul PENGURUSAN SUMBER MANUSIA ini telah direka bentuk untuk memberi kefahaman kepada konsep pengurusan sumber manusia yang bersifat strategik dan peranan para pemimpin dan ahli-ahli di dalam organisasi.

Modul ini juga telah disusun khusus untuk membincangkan aspek pengurusan latihan dengan mendalami kaedah-kaedah Analisis Kerja, Penilaian Pekerjaan, Analisis Keperluan Latihan dan Penjenamaan Organisasi (“Employer Branding”).

Kaedah yang akan digunakan adalah berbentuk “active learning” yang akan melibatkan semua peserta secara “hands-on workshop” – yang akan menggunakan bahan dan konteks organisasi sebenar.

How Will You Benefit

Setelah mengikuti modul ini, para peserta akan dapat:

• Meningkatkan pengetahuan tentang isu-isu strategik dalam pengurusan sumber manusia
• Memantapkan kemahiran pengurusan sumber manusia melalui kaedah/teknik yang dipelajari
• Meningkatkan keyakinan diri sebagai seorang pegawai yang strategik dalam menguruskan sumber manusia

Who Should Attend

Kumpulan Pengurusan dan Profesional dan Kumpulan Pelaksana.

Methodology

• Ceramah
• Latihan Dalam Kelas (LDK)
• Lawatan ke jabatan/agensi/syarikat berkaitan

Modul ini menggunakan pendekatan “hands-on”, “belajar melalui pengalaman” termasuk teori, perbincangan kumpulan, bengkel kumpulan dan kajian kes sebenar – dengan mengaplikasikan sampel dan contoh sebenar yang digunakan di dalam organisasi.

Module

• CABARAN STRATEGIK PENGURUSAN SUMBER MANUSIA SEKTOR AWAM
• KONSEP, FUNGSI DAN TEKNIK PEMBANGUNAN ANALISIS PEKERJAAN (JOB ANALYSIS)
• TEKNIK DAN KEPENTINGAN PENILAIAN PEKERJAAN (JOB EVALUATION)
• KONSEP DAN KAEDAH “EMPLOYER BRANDING” DALAM PENGUKUHAN
• JENAMA ORGANISASI SEBAGAI ORGANISASI PILIHAN
• KONSEP DAN TEKNIK ANALISIS KEPERLUAN LATIHAN (TNA) DALAM PEMBANGUNAN KOMPTENSI STAFF
• PLAN TINDAKAN INDIVIDU DAN ORGANISASI

 How Will You Benefit

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

• Know in-depth knowledge and understanding of the Domestic Inquiry process
• Understand the purpose of holding an inquiry, the proper procedures to be followed pursuant to the guidelines issued and the course of action which follows

Who Should Attend

This course is designed for Supervisor and Executive

Methodology

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

Module

• INTRODUCTION
• FUNCTIONS AND RESPONSIBILITY OF SUPERVISOR AND MANAGEMENT
• HANDLING DISCIPLINE AND MISCONDUCT
• FUNCTIONS AND RESPONSIBILITIES
• HANDLING ABSENTEEISM AND PROBLEMATIC WORKERS
• HANDLING ABSENTEEISM
• ALTERNATIVE ACTION
• “CONDONATION”
• LIST OF INDUSTRIAL COURT CASES (STEPS AND ACTIONS THAT SHOULD BE TAKEN)

Introduction

The National Wages Consultative Council Bill 2011 was tabled in Dewan Rakyat to protect the interests of workers. Under the proposed Act, employers will be liable to a fine of not more than RM10, 000 for each employee if they fail to comply with the minimum wage requirement. However this Act has garnered a lot of debate raised from opposition that the bill was “vague” and disappointing as it did not state the amount that would be the minimum wage.

The various legislations which govern the employer – employee relationship needs to be properly understood as non-compliance will lead to workplace conflict and disrupt the harmony of this essential relationship needed for business growth and profitability.

Inadequate implementations of the employment laws and improper handling of misconduct and domestic inquiry can result in the Labor Court and Industrial Court ruling in favor of the employee and subsequently leading to costly monetary compensation by the employer.

This workshop enables delegates to understand the proper method of terminating an employee and mitigate being taken to the Industrial Courts. The first day will provide an in-depth overview of all current issues commonly faced by employers covering topics such as drafting of a full proof employment contracts, handbooks, how to deal with misconduct and poor performance, sexual harassment, transfer of employees and even separation schemes, redundancy and retrenchment.

How Will You Benefit

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

• Examine the serious repercussions of not addressing sexual harassment complaints
• Dealing with the complainant and the accused
• Framing of proper disciplinary charges for alleged sexual harassment
• Conducting a successful Domestic Inquiries for sexual harassment
• Review the employer’s obligations under the Employment Act
• Dealing with the complainant arguing constructive dismissal due to non-action by employer

Who Should Attend

• Human Resource Managers
• Industrial Relations Managers
• In-House Counsel
• Employee Relations Managers
• Compensation and Benefits Managers
• Business Owners

Methodology

• Mock presentation & role play
• Group presentation
• Interactive Q & A session

Module

• 1999 SEXUAL HARASSMENT CODE
• CONSENSUAL VS. NON-CONSENSUAL BEHAVIOR
• TYPES OF SEXUAL HARASSMENT
• DUTIES AND OBLIGATIONS IMPOSED ON EMPLOYERS
• THE SEXUAL HARASSMENT PROVISIONS IN THE EMPLOYMENT ACT

Introduction

Managing employees’ performance goes beyond an appraisal software system. Its objective is to focus on appropriating fair and just appraisal system, managing poorer performers and building people talent that directly impacting organisational growth and achieving targeted results.

How Will You Benefit

At the end of the training program, participants will be able to:

• Understand the concept of performance management system
• Be empowered with effective appraisal techniques
• Harness the importance of managing people beyond a software system
• Gain insights into managing, monitoring and motivating all level of performers poor performers to build effective team

Who Should Attend

This course is suitable for all levels of employees who have direct or indirect reporting staff

Methodology

This program is essentially participative. There will be 40% theory learning 60% workshop, Case studies and role play and Group discussion and presentation

Module

• UNDERSTANDING PERFORMANCE MANAGEMENT AND PERFORMANCE
• APPRAISAL
• THE ROLE OF LEADERS IN PERFORMANCE MANAGEMENT
• PERFORMANCE APPRAISAL 101
• WHAT HAPPENS AFTER THE APPRAISAL?