Human Resource & Legal

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

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

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

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