Human Resource & Legal

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Talent Management And Succession Planning – An Evolutionary Approach To Workforce Transformation , .
 Talent-Management-And-Succession-Planning-An-Evolutionary-Approach-To-Workforce-Transformation-HRDF-Trainings

How Will You Benefit

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

  • Learn how to recruit, develop, manage and retain critical talents
  • Develop Talent Management and Succession Planning strategies for organizational success and understand Talent Management and Succession Planning methodology
  • Identify and develop critical talent based on readily available information and consistent, fact-based criteria for effective Succession Planning
  • Develop a Learning Organization to Select, Retain, Align and Develop Talent
  • Provide potential employees the opportunity to make their potential known to upper management for new opportunities• Learn to help people align personal goals and aspirations with those of the organization
  • Provide an understanding of emerging trends and the challenges of Succession Planning Talent Management

Who Should Attend

  • This course is specially designed for Decision Makers, Managers, Assistant Managers, Section Heads, Supervisors, Team Leaders and those keen on improving their delegation capabilities for better performance and productivity
  • Level for Team Leaders and above

Methodology

This program will be conducting via interactive lectures, individual and group discussions, case studies, and role play exercises

Module

  • UNDERSTANDING TALENT MANAGEMENT
  • MANAGING TALENT EFFECTIVELY
  • SUCCESSION PLANNING
  • TALENT POOL IDENTIFICATION
  • FORECASTING FUTURE NEEDS
  • GLOBAL TRENDS AND CHALLENGES
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  • Availability: 0 in stock
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The Employment Act And Amendments To Regulations , .
 The-Employment-Act-and-Amendments-To-Regulations-hrdf-trainings

How Will You Benefit

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

  • Understand and apply the law
  • Manage discipline better, leading to higher productivity
  • Motivate employees
  • Understand employer / employee rights for mutual benefit

Who Should Attend

This program is suitable for CEOs, Managing Directors, HR & Admin managers, Training Managers, Managers, Executives and Supervisors.

Methodology

This program is essentially participative. There will be group interaction, individual exercise, case studies, role-play, lectures and video / films.

Module

  • SCOPE AND S2
  • REPUDIATION OF CONTRACT
  • PAYMENT OF WAGES
  • WOMEN WORKING AT NIGHT
  • HOLIDAYS
  • AMENDMENTS TO REGULATIONS
  • EXERCISE ON UNDERSTANDING OF EMPLOYMENT ACT 1955
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The EPF Act 1991, Amendments 2007 to 2001 – The Effect & Implications To Employers , .
 The-EPF-Act-1991-Amendments-2007-to-2001-The-Effect-and-Implications-To-Employers

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 2007, 2008 and amendments 2011. Though it has been 60 years since the EPF came into existence, many employers have still 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 ACT
  • STATUTORY REQUIREMENTS UNDER THE ACT
  • PROBLEMS, IMPLICATIONS & SOLUTIONS
  • POWERS OF AN EPF INSPECTOR
  • OFFENCES, PENALTIES & COURT PROCEEDINGS
  • PENALTIES
  • COURT PROCEEDINGS
  • DEALING WITH THE EPF
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  • Availability: 0 in stock
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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
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  • Availability: 0 in stock
62%OFF
The Performance Appraisal , .
The-Performance-Appraisal-HRDF-Trainings

INTRODUCTION

Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behavior and contributions.

Traditionally, performance appraisals were conducted annually to review past actions and behaviour, assess the level of an individual’s performance, and agree further actions to improve performance and/or address development needs. Recent debate has highlighted several deficiencies in annual performance reviews

Because performance appraisal is usually carried out by line managers rather than HR professionals, it’s important that they understand their role in managing performance and how performance appraisal contributes to the overall aims of performance management.

GlobKaizen emphasizes the importance of a positive relationship between individuals and line managers. Thus, when implemented sensitively, the performance appraisal is an important vehicle in developing and maintaining this relationship.

How Will You Benefit

Participants will be able to explore information on managing performance, performance measurement, poor performance, performance indicators, objective setting, SMART objectives, performance improvement, performance reviews, performance appraisal, feedback, self-appraisal and team appraisals.

Who Should Attend

This course is suitable for all personnel who are required to measure the performance of their subordinates through periodical performance appraisal.

Methodology

  • Psychometric Assessments
  • Colored Brain Interactive Games/Role Plays
  • Case Studies / DVDs
  • Team Dynamics

Module

  • THE PERFORMANCE APPRAISAL
  • APPROACHES TO PERFORMANCE APPRAISALS
  • PERFORMANCE REVIEW
  • THE APPRAISAL SKILLS
  • THE APPRAISAL FORMS / SYSTEMS
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  • Availability: 0 in stock
35%OFF
The Role, Responsibilities & Rights Of EPF Members , .
 The-Role-Responsibilities-and-Rights-Of-EPF-Members

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 2007, 2008 and amendments 2011. Though it has been 60 years since the EPF came into existence, many employers have still 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
  • KNOW THE EPF ACT
  • EMPLOYER’S ROLE
  • ANNUAL MEMBERS’ STATEMENT
  • CONTRIBUTIONS NOT CREDITED : REASONS
  • RESPONSIBILITIES
  • MEMBERS’ RIGHTS & BENEFITS
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  • Availability: 0 in stock
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TNA and Evaluation of Training For Higher Productivity , .
 TNA-and-Evaluation-of-Training-For-Higher-Productivity-HRDF-Trainings

Introduction

In order to be successful, every organization needs to train its staff in terms of knowledge, skills and the right attitude. Even the best machine and system in the world can’t function properly if the staff who is operating lacks of knowledge, skills and especially the right attitude. The primary purpose of training need analysis is to ensure that there is a need for training and to identify the nature of the content of the training program. Sometimes training is not the solution. Some performance gaps can be reduced or eliminated through some non training management interventions

How Will You Benefit

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

  • Explain the strategic purpose of changing the role of training
  • Explain the systematic approach to training
  • Create a model for conducting TNA
  • Conduct ‘Training Needs Analysis’ and evaluate training needs quantitatively and qualitatively
  • Use the right methodology to collect information
  • Analyze information collected to identify specific needs and prioritize the annual training plan

Who Should Attend

HRD managers, HR executives & anyone who has functional responsibility in training

Methodology

This course will be presented through interactive lecture, group discussion, case study, roll play and games

Module

  • ADULT LEARNING PRINCIPLES
  • THE ANALYSIS PHASE
  • COMPILE TASK INVENTORY
  • SELECT TASKS
  • THE EVALUATION PHASE
  • KIRKPATRICK’S FOUR LEVELS OF EVALUATION
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  • Availability: 0 in stock
35%OFF
Training Needs Analysis Training Program , .
 Training-Needs-Analysis-Training-Program-HRDF-Trainings

How Will You Benefit

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

  • Explain the strategic purpose and changing role of training.
  • Explain the systematic approach to training.
  • Create a model for conducting training needs analysis.
  • Use the right methodology to collect information.
  • Analyze information collected to identify specific needs.
  • Prioritize training needs.
  • Prepare the annual training plan

Who Should Attend

  • This program is suitable for Trainer, Training, HR Officer and Personnel
  • Level for Trainer and above

Methodology

A variety of presentation methods will be used including short lecture-style, group discussions, role- play, interactive learning and exercises.

Module

  • THE PROCESS OF TRAINING
  • TRAINING NEEDS ANALYSIS PROCESS
  • ANALYSIS OF ORGANIZATIONAL TRAINING NEEDS
  • IDENTIFICATION OF INDIVIDUAL TRAINING NEEDS
  • RECOMMENDATIONS, PRIORITIZING TRAINING NEEDS AND ANNUAL TRAINING PLAN
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  • Availability: 0 in stock
62%OFF
Training Needs Analysis Workshop , .
 Training-Needs-Analysis-Workshop-HRDF-Trainings

Introduction

Training needs analysis allows you to directly link the skills needed within the organisation with your current skill level. This one day training needs analysis course will equip you with the skills required to carry out a training needs analysis. You will be able to make recommendations and implement findings to ensure a good return on your training investment

How Will You Benefit

After this training needs analysis workshop participants will be able to prepare a plan for the identification of current and future training needs. Select and use information-gathering techniques effectively. Analyse the information to prioritise training needs. Produce a training plan showing solutions, priorities and benefit projections.

Who Should Attend

  • Suitable for Training Managers/Officers, Human Resource Managers/Officers and Operations and Line Management staff.
  • Level for Line Management staff and above

Methodology

This program is essentially participative Interactive discussion, lots of exercises and role plays simulating the TNA process.

Module

  • TRAINING NEEDS ANALYSIS (TNA)
  • CONDUCTING TRAINING NEEDS ANALYSIS
  • DATA GATHERING FOR TRAINING NEEDS ANALYSIS – METHODOLOGY
  • PRESENTATION AND ANALYSIS OF TRAINING PLANS – IMPRESSING THE MANAGEMENT
  • ANNUAL TRAINING CALENDAR
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Transformational Roles And Functions Of Strategic HR Leaders , .
 Transformational-Roles-And-Functions-Of-Strategic-HR-Leaders-hrdf-trainings

Introduction

As more and more progressive organizations realize their need to build business competitiveness through their people, the expectation of human resource roles has also transformed from administrative to be more strategic. Hence, the challenging task that HR faces today is to assume a strategic role and play an active part in facilitating and enabling the organization to achieve its business results. This involves thinking, knowledge and experience and the courage to introduce radical change. It calls for a totally different competency requirement from HR practitioners. This course aims to provide the necessary knowledge and skills to HR practitioners to carry out his or her strategic role more effectively.

How Will You Benefit

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

  • Describe the strategic roles and functions of the Human Resource Department
  • List the requirements of HR professional as HR strategic partner
  • Apply the HR planning cycle
  • Advise senior management on strategic recruitment
  • Explain the importance of employees’ training and development on employee retention strategy
  • Compare the differences between performance management system and performance appraisal
  • Link motivation principles to employee engagement strategy
  • Explain the challenges in managing global human resource

Who Should Attend

  • This program is suitable for HR Executives and professionals who need to ensure that they make a strategic impact in their organization.
  • Level for Executives and above

Methodology

Presentation of major learning points, illustration with real-life examples, role-plays, group / individual exercises, Q & A session and case studies.

Module

  • STRATEGIC HRM : TRANSFORMATIONAL ROLES & FUNCTIONS
  • HOW TO CONDUCT STRATEGIC HR PLANNING
  • STRATEGIC RECRUITMENT
  • EMPLOYEE DEVELOPMENT
  • EMPLOYEE PERFORMANCE MANAGEMENT (EPM)
  • EMPLOYEE ENGAGEMENT
  • MANAGING GLOBAL HR AND MULTI GENERATIONS
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  • Availability: 0 in stock
62%OFF
Understanding And Managing Misconduct , .
 Understanding-And-Managing-Misconduct-HRDF-Trainings

Introduction

Disciplinary issues pertaining to work misconduct not only being unproductive but at the same time renders the Management being ineffective by losing out unnecessary time and cost to a case. Every leader of any given department should know how to tackle the issue diligent and wisely so to maintain the work environment progressive, healthy and conducive.

Misconduct at the work place may also implicate the company’s reputation should it be poorly handled or being neglected. Proper and basic understanding on this topic is very much crucial to the Managers in order to manage the work force.

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 the current practice is efficient to combat such misconducts and the in appropriations;
  • Deciding what is minor and what is major and determining what to punish such misconducts.

Who Should Attend

Senior Managers, Managers, Top Management, Middle Management, Engineers and Supervisor

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.

Module

  • TYPES OF MISCONDUCT
  • WORK MISCONDUCT
  • WORK MISCONDUCT
  • DISCIPLINARY MISCONDUCT
  • CRIMINAL MISCONDUCT
  • DISCIPLINARY PROCEDURES
  • DOMESTIC INQUIRY
  • PROBATIONERS VS. CONFIRMED EMPLOYEES
  • POOR PERFORMANCE
  • PUNISHMENT
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  • Availability: 0 in stock
62%OFF
Understanding Business Contracts – Legal Terminologies And Common Clauses , .
 Understanding-Business-Contracts-Legal-Terminologies-And-Common-Clauses-HRDF-Trainings

Introduction

A basic understanding of Business Contracts is key for the success of any company. Gain an insight into how to understand, review and even draft Business Contracts to gain the competitive edge! This workshop is structured for non-legal personnel from all departments that deal with the negotiation, review and preparation of Business Contracts.

 How Will You Benefit

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

  • To achieve a simple and clear understanding of Basic Contract law concepts
  • Understanding common clauses, terms and conditions
  • Develop a strategic approach to contract negotiations
  • Identify and review key clauses and essential drafting techniques and tips
  • Identify the various dispute resolution options available
  • Manage risk and liabilities exposure in business contracts
  • Address common problems when dealing with business contracts

Who Should Attend

Executives from any Department whose responsibilities require them to have an understanding on Business Contracts and Common Legal Terms

Methodology

  • Group Exercises – Specialized Hands-on Training
  • Review of Companies/ Departments Common Contracts and Clauses
  • Question & Answer Session

Module

  • ANALYZING THE STRUCTURE OF A COMMERCIAL CONTRACTS
  • REVIEWING THE FORMATION OF CONTRACT
  • ASSESSING THE CRITICAL TERMS IN A CONTRACT
  • IDENTIFYING AND MITIGATING CONTRACTUAL RISKS
  • UNDERSTANDING AND DRAFTING LETTERS OF INTENT, MEMORANDUM OF UNDERSTANDING, HEADS OF AGREEMENTS AND N
  • EFFECTIVELY NEGOTIATING COMMERCIAL AGREEMENTS
  • MANAGING BREACH OF CONTRACT
  • CONSEQUENCES AND REMEDIES FOR TERMINATION OF AGREEMENT
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  • Availability: 0 in stock

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