Human Resource & Legal

62%OFF
Managing Misconduct and Appropriate Punishment In The Workplace ,
 Managing-Misconduct-and-Appropriate-Punishment-In-The-Workplace-hrdf-trainings

How Will You Benefit

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

  • Understand the concept of discipline and why it’s important in the workplace
  • Appreciate the key benefits of a disciplined workforce
  • Understand the concept of misconduct in industrial employment before imposing lawful punishment
  • Recognize the rights of employers and employees when handling issues of misconduct
  • Appreciate the distinction between minor and major misconduct
  • Know the different between lawful and unlawful punishments
  • Learn the factors to consider when imposing punishments i.e. ‘Principles of Substantial Justice’
  • Aware of the legal remedies available to the affected parties
  • Understand the rulings of the Industrial Court judgments and guidelines on discipline and misconducts / punishment

Who Should Attend

  • This program is suitable for Human Resource Department, Admin, Finance, Departmental Heads / Executives, Line Managers and Supervisors
  • Level : Supervisor and above

Methodology

This stimulating program will maximize the understanding and learning through lectures, case studies, Workshop Sessions and Role-Play

Module

  • WHAT IS DISCIPLINE?
  • PROGRESSIVE DISCIPLINE
  • COMMON LAW AND THE RELEVANT LAWS
  • DEFINITION OF MISCONDUCT
  • MANAGING MINOR MISCONDUCTS
  • MANAGING MAJOR MISCONDUCTS
  • TYPES OF APPROPRIATE PUNISHMENTS
  • HOW TO CHOOSE APPROPRIATE PUNISHMENT
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
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
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Motivating And Rewarding Employees

RM2,600.00 RM1,000.00

Motivating And Rewarding Employees ,
 Improving-Staff-Performance-With-Positive-Reinforcement-hrdf-trainings

How Will You Benefit

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

  • Describe the motivation
  • Define the needs
  • Explain the hierarchy of needs theory
  • Differentiate Theory X from Theory Y
  • Explain the motivational implications of the motivation hygiene theory
  • Describe the motivational implications of equity theory
  • Describe how managers can design individual jobs to maximum employee performance
  • Describe how managers motivate their employee
  • Explain the effect of workforce diversity on motivational practices
  • Explain the key relationships in expectancy theory

Who Should Attend

  • This course is suitable for all managers, executives, office administrators, line managers/executives & professionals seeking a comprehensive overview of change management
  • Level for Office Administration and above

Methodology

This program will be presented via interactive lecture, practical hands-on activities, role-play and group & individual presentation

Module

  • MOTIVATION AND INDIVIDUAL NEEDS
  • THE MOTIVATION PROCESS
  • EARLY THEORIES OF MOTIVATION
  • MCGREGOR’S THEORY X AND THEORY Y
  • HERTZBERG’S MOTIVATION – HYGIENE THEORY
  • MCCLELLAND’S THREE NEEDS THEORY
  • EQUITY THEORY RELATIONSHIPS
  • EXPECTANCY THEORIES
  • DESIGNING MOTIVATING JOBS
  • INTEGRATING THEORY OF MOTIVATION
  • CURRENT ISSUES IN MOTIVATION
  • MOTIVATING A DIVERSE WORKFORCE
  • THE DIFFERENT IN MOTIVATING PROFESSIONALS AND TECHNICAL EMPLOYEES
  • SUGGESTIONS FOR MOTIVATING EMPLOYEES
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Conducting An Effective Domestic Inquiry ,
 Conducting-An-Effective-Domestic-Inquiry-HRDF-TRAININGS

How Will You Benefit

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

  • Train the managerial and supervisory level employees to correctly conduct domestic inquiry
  • Participants will gain in depth knowledge of the process of domestic inquiry
  • Mock session and case studies will enable participants to gain hands-on experience

Who Should Attend

This program is suitable for Human Resources Managers / Executives, Managers / Executives, Industrial Relations Managers / Executives, Executives / Secretaries, Supervisory Staff and Staff intending to specialize in Human Resource Management

Methodology

This stimulating program will maximize the understanding and learning through highly practical and experiential workshop session, lectures, discussion, exercises, case studies and experiential tips.

Module

  • BRIEF OUTLINE OF THE INDUSTRIAL RELATION’S SYSTEM IN THE COUNTRY
  • THE EXERCISE OF DISCIPLINE – A MANAGEMENT PREROGATIVE
  • IMPACT OF AN INCORRECT DISCIPLINARY PROCEDURE
  • TYPES OF DISCIPLINE
  • STATUTORY REQUIREMENT FOR DOMESTIC INQUIRY
  • WHAT IS A SHOW CAUSE INQUIRY
  • WHAT IS DOMESTIC INQUIRY
  • THE PRINCIPALS OF NATURAL JUSTICE
  • THE PROCEDURES TO CONDUCT DOMESTIC INQUIRY (STEP BY STEP APPROACH)
  • INTRODUCTION OF SAMPLE CHARGE SESSION SHEET
  • MOCK SESSION (1ST HALF OF SECOND DAY)
  • DECISION OF MOCK SESSION
  • POST MORTEM OF MOCK DOMESTIC INQUIRY SESSION
  • STUDY OF MODEL CASES & CITATION OF THE INDUSTRIAL COURT CASES
  • HUMAN RESOURCES ROLES AFTER THE DOMESTIC INQUIRY
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Akta Kerja 11

RM2,600.00 RM1,000.00

Akta Kerja 11 ,
 AKTA-KERJA-11-HRDF-TRAININGS

 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’98.
  • 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, dna perbincangan

Module

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

RM2,600.00 RM1,000.00

  • Availability: in stock
35%OFF
Coaching For Towards Organizational Effectiveness Via “Winning KPIs” ,
Coaching-For-Towards-Organizational-Effectiveness-Via-Winning KPIs-HRDF-Trainings

Introduction

Towards Organizational Effectiveness Via “Winning KPIs” is a program that enables participants to clearly set directions and goals in order to move the organization systematically and in a structured manner. This program is directed at ensuring that all principles and Balance Scorecard models are implemented gracefully and effectively

How Will You Benefit

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

  • Deploy a common management model that have profound imp acts on KPIs setting
  • Establish the foundation pillars for implementing KPI
  • Develop and apply KPIs organizational-wide through the KPI Tool-Kit
  • Sustain performance management practice and culture in the organization

Who Should Attend

This course is designed for Manager, Assistant Manager, Senior Manager, Director, Management Director, Manager of Human Resource, Accountant and CEO

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

  • INTRODUCTION
  • TOOL-SET
  • MINDSET
  • ACTION PLAN
Learn More

RM1,300.00 RM850.00

  • Availability: in stock
62%OFF
How To Make Sure You Hire The Right People – Introducing NLP To The Hiring Process ,
 How-To -Make-Sure-You-Hire-The-Right-People-Introducing-NLP-To-The-Hiring-Process-hrdf-trainings

Introduction

How do you hire the right people? Very, very carefully! Hiring people, or rather finding the right people, for your organisation is the biggest, most challenging process. The challenge is that naturally, the candidate is putting his best foot forward, but you need to see both his feet.

The candidate is on his or her best behaviour, is punctual, provides a firm handshake, makes great eye contact, and has very positive body language. The candidate also has the best answers you’ve heard in a while. Well, you get the picture.

Introducing Neuro-Linguistic Programming (NLP) to the hiring process adds valuable additional dimensions. By using NLP techniques to determine the working preferences and motivations of the candidate, and matching them to what the job requires, you can make a much more effective appointment. In addition, using precision questions to interview, you will be able to uncover valuable information about the individual and their most deeply held beliefs, attitudes and thinking patterns. All these indicate how well someone is suited to a job and to the culture of the company.

How Will You Benefit

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

  • Recognize language and behavioural patterns
  • Use structured behavioural-based questions successfully to break past the standard prepared answers
  • Understand the difference between open-ended and closed-ended questions
  • Elicit career values of the candidate for better assessment
  • Discover people’s level of initiative
  • Improve listening skills
  • Manage own state of mind in preparation for each new candidate

Who Should Attend

  • This program is a must buy-in for Executives and Managers
  • Level : Executives and above

Methodology

This stimulating program will maximize understanding and learning through Dynamic, highly interactive & engaging presentation, Individual and group discussions, Experience, reflective and fun learning activities and practices and Psychological techniques of NLP

Module

  • INTRODUCTION & EXPECTATION SETTINGS
  • WHAT IS NLP?
  • UNDERSTANDING BEHAVIOURAL STYLES
  • BODY LANGUAGE & EXPRESSIONS
  • DEVELOPING YOUR SENSORY ACUITY
  • RAPPORT
  • GETTING PASS LANGUAGE FILTERS
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
The EPF Act 1991, Amendments 2007 to 2011 / 2013 – The Effect And Implications To Employers & Members ,
 the-epf-act-1991-amendments-2007-to-2011-2013-the-effect-and-implications-to-employers-and-members-hrdf-trainings

Introduction

The EPF Act 1951 was replaced in 1991 by a new and more comprehensive Act, with further amendments over the following years, the latest being “amendments 2007″ implemented in 2007 and 2008, as well as “amendments 2011″. Though it has been 60 years since the EPF came into existence, many employers still have not grasped the essential provisions of the law on their role, responsibilities and liabilities. Further with amendments to The Act from time to time, uncertainties and confusion reign amongst a considerable number of employers and they often face litigation, penalties and other difficulties in their dealing with the EPF. The same situation amongst employees on the other hand has deprived them of fully knowing and enjoying their rights, privileges and benefits available to them under the law.

How Will You Benefit

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

  • Understand an in-depth of the objects of The Act
  • Understand the Statutory Requirements of The Act
  • Analysis the rights, obligations and liabilities of employers and employees under The Act
  • Understand the Benefit available under The Act
  • Understand the Procedures and Processes under The Act
  • Understand the Offences and Penalties under The Act
  • Understand the Latest Amendments & Their Implications

Who Should Attend

This program is suitable for Directors, Partners, HR Managers, Executives, Finance & Admin Managers, Trade Union Officials, Payroll Staff and Employees

Methodology

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

Module

  • INTRODUCTION
  • UNDERSTANDING & APPLYING THE EPF ACT
  • STATUTORY REQUIREMENTS UNDER THE ACT
  • COMMON PROBLEMS, IMPLICATIONS & SOLUTIONS
  • POWER OF AN EPF INSPECTOR
  • OFFENCES, PENALTIES & COURT PROCEEDINGS
  • LEGAL LIABILITIES OF DIRECTORS, PARTNERS & OTHERS (JOINTLY, SEVERALLY & PERSONALLY)
  • DEALING WITH THE EPF
  • AMENDMENTS : 2007 – 2011 / 2013
  • ‘MEMBERS’ ROLE, RESPONSIBILITIES & RIGHTS’
  • ANNUAL MEMBERS’ STATEMENT
  • CONTRIBUTIONS NOT CREDITED – REASONS
  • MEMBERS’ RESPONSIBILITIES
  • MEMBERS’ RIGHTS & BENEFITS
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Performance Management Via KRA And KPI Framework ,
 Performance-Management-Via-KRA-And-KPI-Framework-hrdf-trainings

Introduction

Performance Management Via KRA and KPI Framework is a two-day, skill-building workshop with intensive use of applied theory and comprehensive hand – on exercise by the participants. The program is highly participatory, personalized, and limited to a maximum of twenty people per session.

The idea of a Key Performance Indicator (KPI) simply reflects the notion that some of the aspects of organizational performance requiring improvement or maintenance are more important than others. When a range of these important aspects are selected and a measure has been determined, a set or system of Key Performance Indicators (KPIs) exists.

The focus of Key Performance Indicators (KPIs), therefore, is either on the aspects of organizational performance that require improvement, or on the aspects that must be kept within a specified level to ensure continued success of the organization.

How Will You Benefit

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

  • The stages of Performance Management Cycle
  • The meaning and importance of Key Performance Indicators (KPIs)
  • How to use Key Performance Indicators (KPIs) to help them achieve their objectives
  • The important steps of developing Key Performance Indicators (KPIs)
  • The right way to implement and evaluate the effectiveness of Key Performance Indicators (KPIs)

Who Should Attend

  • This program is suitable for Management staff or anyone interested in performance managementMethodology
  • This stimulating program will maximizes the understanding and learning through lecture, discussion, case studies and practical activities.

Methodology

This stimulating program will maximizes the understanding and learning through Lectures, Exercises, Video Presentations, Group Discussion, Industrial Court cases.

Module

  • STAGES OF PERFORMANCE MANAGEMENT CYCLE
  • OBJECTIVES OF PERFORMANCE MANAGEMENT
  • BASIC GUIDE TO DEVELOPING KEY PERFORMANCE INDEX (KPI)
  • METHODS FOR GAINING EMPLOYEE ACCEPTANCE ON NEW INITIATIVES
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Managing Employee Performance

RM2,600.00 RM1,000.00

Managing Employee Performance ,
 Managing-Employee-Performance-hrdf-trainings

How Will You Benefit

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

  • Understand the purpose and process of performance management
  • Be familiar with a range of appraisal methods and be able to identify common problems in appraisal
  • Understand the characteristics of an effective appraisal system and how to conduct an appraisal interview
  • Be aware of the legal implications of appraisal and how to manage non-performance issues
  • Understand the definitions of misconduct and non-performance, the types of issues that they present, and how they are viewed in the Industrial Court
  • Identify common mistakes and issue in managing misconduct and non-performance and understand the process to deal with each

Who Should Attend

This program is suitable for Human Resources Managers / Executives, Managers / Executives, Industrial Relations Managers / Executives, Executives / Secretaries, Supervisory Staff and Staff intending to specialize in Human Resource Management

Methodology

This stimulating program will maximize the understanding and learning through highly practical and experiential workshop session, lectures, discussion, exercises, case studies and experiential tips

Module

  • DEFINITION AND PURPOSE OF PERFORMANCE MANAGEMENT
  • PERFORMANCE MANAGEMENT PROCESS – THE CYCLE
  • PROBLEMS IN PERFORMANCE APPRAISAL
  • CHARACTERISTICS OF AN EFFECTIVE APPRAISAL SYSTEM
  • THE APPRAISAL INTERVIEW
Learn More

RM2,600.00 RM1,000.00

  • Availability: 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
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Misconduct And Domestic Inquiry Procedure ,

How Will You Benefit

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

  • Understand the concept of Discipline and misconduct
  • Be able to appreciate and identify minor and major misconducts and the necessary actions to be taken accordingly
  • To appreciate the term ‘Domestic inquiry’ and the purpose and objective of conducting the Inquiry
  • Acquire the knowledge on the mandatory steps involved in an Inquiry
  • Understand the step by step procedure in a Domestic Inquiry from the statutory point and to avoid the pitfalls and mistakes in the procedure and the essential documents
  • To understand the roles and functions of the different parties in a Domestic Inquiry
  • Avoid referrals to the Industrial Court on issues pertaining to unfair dismissals and faulty Domestic Inquiries.

Who Should Attend

This program is suitable for HR and IR personnel, all Administration and Executive Heads, Line Managers and all Supervisory staff involved in the Due process of an Inquiry

Methodology

This stimulating program will maximizes the understanding and learning through lectures, case studies and case laws, workshop sessions and mock domestic inquiry

Module

  • DISCIPLINE
  • PROGRESSIVE DISCIPLINE
  • MISCONDUCTS
  • DOMESTIC INQUIRY
  • THE DOMESTIC INQUIRY PROCESS AND PROCEDURE
  • DISCIPLINARY PUNISHMENT
  • SPECIMEN FORMS AND NOTICES
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock