Human Resource & Legal

Introduction

Beside profits, one thing that a company cannot do without is an efficient worker. To produce and maintain the high level of quality of manpower, the need to control and manage the employees is the most essential part of the duty of HR. Dealing with difficult employees needs more than just patience and understanding. The immediate superior would have to acquire certain skills and knowledge for them to handle the employees with fair and just action.

Some may ask what the right step to handle a misconduct is. Is this a major or a minor misconduct? This program will equip you with all the information you need to handle your employees correctly.

How Will You Benefit

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

• Explain in practical approach on disciple procedure and domestic inquiry.
• Provide detail explanation on appointment and roles of investigation officers, prosecutors and penal members
• Ensure all participants to participate actively in carrying out proper investigation and handling proper domestic inquiry after the program.
• Understand the importance of discipline procedure in work place.
• Know how to apply the disciplinary action when a misconduct happen in their workplace or section.
• Know better the right of employers and employees
• Understanding the responsibility as a prosecutor or panel member in DI.
• Know how to conduct a proper Domestic Inquiry.

Who Should Attend

This program is suitable for Senior Managers, Managers, Head of Department, Human Resource Support Staff & anyone who has human resource functional responsibility and supervisors

Methodology

This program is essentially participative. There will be group interaction and lectures.

Module

• DOMESTIC INQUIRY
• APPOINTMENT OF THE PANEL IN DI
• THE DECISION OF DI
• INVESTIGATION NOTES – TITLE

Introduction

The key to success of a business or an organization is dependant on good management information which allows the organization to monitor and evaluate the progress they made. Today, whether we are in the private or public sectors, most of use are concerned with our performance. Accountability for outcome is a rallying cry that has taken our country by storm. Organizations across the nation are shifting from just seeing themselves as accountable for creating and carrying out activities to being responsible for achieving results- meeting goals, fulfilling the objectives, and improving the quality of their services.

In an ideals world, organization would all have vision, mission, goals and objectives. Flowing from those would be the organization’s key performance indicators ( KPIs), the measures by which the organization knows whether it is successful or not. KPIS is one important tool both for translating strategy ( vision and mission) into action and for monitoring progress at a strategic level. When an outcome is monitored and trended with a KPI, the resulting figure tells you the process performance effectiveness.

How Will You Benefit

The KPI development is a course that contains information to assist organization with the implementation of their KPIs. It offers reasons for developing to KPIS, a description of the key components and step by step guidelines in developing the KPI as well as managing the KPIs.

This course will assist quality practitioner and company executive in developing right KPIs for their organization.

Who Should Attend

Accounting Information technology and HR Managers and those who are involved in developing and implementing performance measurement system in their companies. Managers responsible for the execution of strategy in their companies

Methodology

Discussions and presentations /Case Study of Malaysian companies/Action-based learning in developing Balanced Scorecard/Explore business best practices

Module

• UNDERSTANDING PERFORMANCE INDICATOR THAT LEAD TO EFFECTIVE MANAGEMENT
• INTRODUCTION TO THE KPI CONCEPT AND PERFORMANCE MEASUREMENT
• UNDERSTANDING CRITICAL SUCCESS FACTORS
• DEFINING THE KEY PERFORMANCE INDICATORS ( KPIS) AND KEY RESULT AREA
• SETTING OBJECTIVES, REFERENCE POINTS AND INDICATORS REQUIRED
• PERFORMANCE MEASUREMENT
• SETTING DEPARTMENTAL AND INTERDEPARTMENTAL KPI
• DEVELOPING THE KPIS
• KPI SAMPLES : FROM CSF TO KPIS

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

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