Human Resource & Legal

Pengurusan Disiplin Dan Salahlaku Untuk Penyelia Dan Pegawai Eksekutif ,
Pengurusan-Disiplin-Dan-Salahlaku-Untuk-Penyelia-Dan-Pegawai-Eksekutif-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

How Will You Benefit

Di akhir kurus ini, peserta akan :

  • Memahami sistem, praturan, polisi dan disiplin
  • Mengeratkan hubungan pekerja dengan majikan atau kesatuan
  • Mengenal pasti peranan dan tanggungjawab diantara penyelia dan pengurusan mengenai disiplin dan salahlaku
  • Memahami peraturan menyelesaikan masalah secara bersama atau perseorangan
  • Mengendali ketidakhadiran dan peker-pekerja bermasalah
  • Mengetahui panduan kaunseling dan tindakan alternative

Who Should Attend

  • Kursus ini adalah sesusai untuk Eksekutif, Pegawai, Penyelia dan Pengurus Sumber Manusia dan Pengurus syarikat
  • Peringkat ini sesuai untuk Penyelia dan keatas

Methodology

Kursus ini akan disampaikan melalui kuliah interaktif, perbincangan berkumpulan, kajian kes, paparan video, pembentangan individu dan kumpulan.

Module

  • PENDAHULUAN
  • PERANAN DAN TANGGUNGJAWAB PENYELIA DAN PENGURUSAN MENGENAI DISIPLIN DAN SALAHLAKU
  • PERANAN DAN TANGGUNGJAWAB
  • PENGENDALIAN KETIDAKHADIRAN DAN PEKERJA-PEKERJA MASALAH
  • MENGENDALI KETIDAKHADIRAN
  • TINDAKAN ALTERNATIF
  • PEMAAFAN “CONDONATION”
  • CONTOH-CONTOH KES MAHKAMAH PERUSAHAAN YANG BERKAITAN DAN SENARAI LAMPIRAN (LANGKAH-LANGKAH DAN TINDAK-LAKU)
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RM1,000.00

  • Availability: in stock
Domestic Inquiry Process And Industrial Relations For Managers ,
Domestic-Inquiry-Process-And-Industrial-Relations-For-Managers-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

How Will You Benefit

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

  • Understand the Domestic Inquiry process
  • Understand the significance and roles of Domestic Inquiry
  • Conduct Domestic Inquiry in their organizations

Who Should Attend

HR Managers, Department Head, Executives and Administrators.

Methodology

This course will be delivered using a mixture of lectures, practical case studies, role-plays, video presentations and group discussion.

Module

  • THE EMPLOYER & EMPLOYEE RELATIONSHIP
  • CASE STUDY
  • THE ROLE OF THE INDUSTRIAL COURT
  • REFERENCE UNDER SECT. 20 INDUSTRIAL RELATIONS ACT 1967
  • CONDUCTING A DOMESTIC INQUIRY
  • DOMESTIC INQUIRY : CASE STUDY
  • DOMESTIC INQUIRY : THE PROCESS
  • MISCONDUCT & WORKMAN
  • DISCIPLINARY ACTION
  • AWARDS
  • QUESTIONS AND ANSWERS ON INDUSTRIAL RELATIONS
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RM1,000.00

  • Availability: in stock
HR For Non HR Managers ,
HR-For-Non-HR-Managers-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

This one-day workshop aims to share with the participants the fundamentals of human resource management as many functional managers are now required to assume the role of human resources manager with daily responsibilities.

How Will You Benefit

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

  • The importance of HRM
  • The prerequisite of effective recruitment
  • The importance of learning and development
  • About performance appraisal and how to counteract measurement errors

Who Should Attend

This program is a must buy-in for functional managers and leaders.

Methodology

  • Participative and practical – Emphasizing learning through experience, both from structured activities:
  • Lecture 30 %, case studies, games, role-play, CD clips

Module

  • INTRODUCTION
  • RECRUITMENT – INTERVIEW
  • LEARNING AND DEVELOPMENT
  • CONDUCTING THE PERFORMANCE APPRAISAL
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RM850.00

  • Availability: in stock
Read Your Candidate – Using NLP Techniques To Ensure You Hire The Right People ,
Read-Your-Candidate-Using-NLP-Techniques-To-Ensure-You-Hire-The-Right-People-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

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. Just because someone has a great CV and comes across well at interview, does not necessarily mean he is right for the job. 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 more 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 behaviour patterns of the candidates at interviews
  • Use structured behavioural-based questions successfully to break past the standard prepared answers.
  • Elicit career values of the candidate for better and more accurate assessment
  • Discover people’s level of initiative and motivation
  • Listen to the “unsaid”
  • Manage own state of mind in preparation for each new candidate

Who Should Attend

This program is suitable for HR Managers, Executives, Managers and Team Leaders who are involved in the interview process

Methodology

  • NLP techniques for Business & synergetic learning
  • On-the-spot coaching
  • Experiential learning approach such as games, mental imagery, role plays
  • Application strategies such as action planning, self-awareness

Module

  • OPENING ACTIVITIES
  • UNDERSTANDING NEURO-LINGUISTIC PROGRAMMING
  • DIFFERENT PEOPLE DIFFERENT STROKES
  • DEVELOPING YOUR SENSORY ACUITY
  • GETTING PASS LANGUAGE FILTER
  • MAINTAINING YOUR COMPOSURE BETWEEN INTERVIEWS
Learn More

RM1,000.00

  • Availability: in stock
35%OFF
Personal Data Protection Act 2010 ,
Personal-Data-Protection-Act-2010-hrdf-trainings

Introduction

The Personal Data Protection Act 2010 came into force on 15 November 2013 and in essence seeks to regulate the processing of personal data of individuals involved in a commercial transaction setting by data users.
It maps out several protective measures to safeguard private and personal data of the consumers and individuals (data subjects).
Section 145 of the Personal Data Protection Act 2010 stated that all data users must comply with the provisions of this Act within three (3) months (February 15th 2014) from the date of coming into operation of this Act.
In this awareness program, we look at some of the key compliance issues surrounding data protection and the Personal Data Protection Act 2010. Noncompliance attracts hefty fines of up to RM500,000.00 per offence or a 3-year jail term or both. The people responsible will be HR Managers and equivalent, GMs, MDs, Directors, CEOs, as well as COOs.

How Will You Benefit

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

  • Gain awareness of the Personal Data Protection Act 2010 (the 7 principles)
  • Register with the Data Protection Commission
  • Gain understanding of the law related to consent from existing & future employees
  • Undertake audit on employment, patient, customer, sales, vendor and other documentation, which requires changes under this Law
  • Understand storage procedures of personal & private data (local & overseas)
  • Draft Plans based on Checklist for Your Organization
  • Draft Personal Data Protection Notice and Consent
  • Customize the documentation to reflect the current law
  • Receive guidance on the legal language used in the sections and the Notice
  • Receive meticulous guidance and legal analysis on the use of the law to individual department’s operation to ensure there is no future breach occurs.

Who Should Attend

This program is suitable for General Managers, MDs, CEOs, COOs, Managers and all from HR, Finance, IT, Purchasing & Sales and all Staff handling Data.

Methodology

This stimulating program will maximize the understanding and learning through Lectures / Practical Work, Notes / Workshops and Post-Course Assessment.

Module

  • PERSONAL DATA PROTECTION ESSENTIAL KNOWLEDGE
  • DISCUSSION OF THE 7 PERSONAL DATA PROTECTION PRINCIPLES IN RELATION TO
    RIGHTS OF DATA SUBJECT
  • COMPLAINTS AND INVESTIGATIONS
  • CRIMINAL OFFENCES AND LIABILITIES UNDER THE PDPA 2010
  • CONSENT FOR AND NOTICE OF THE PROCESSING OF PERSONAL DATA
  • THE WHAT, WHEN AND HOW OF COMPLIANCE
  • WORKSHOP – PDPA 2010 DOCUMENTATION AUDIT FOR YOUR ORGANIZATION
Learn More

RM1,300.00 RM850.00

  • Availability: in stock
Competency Based Interviewing Skills ,
Competency-Based-Interviewing-Skills-HRDF-TrainingsAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

The Competency Based Interviewing Skills programme is a two-day workshop which aims to assist in selecting qualified, successful candidates. Managers will be equipped with current interviewing skills to make their transition from “doer” to “manager” more successful and less stressful. This course will assist to examine your role in building a successful and productive team through proper recruiting, interviewing and hiring practices. You will learn to practice competency based selection techniques that reinforce the importance of relating the interview to the specific job requirements.

How Will You Benefit

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

  • Use competencies to develop and structure effective interview guides.
  • Manage tools you can use to support your interview evidence to enhance the objectivity of your decisions.
  • Structured methodology as an effective questioning and data gathering tool to enhance your ability to capture the evidence you need to make well informed decisions.
  • Systematically evaluate information gathered from a competency based interview.
  • Awareness of the key challenges and pit-falls associated with interviews that block effective decision making and how to avoid them.
  • Understand about Malaysian Employment Law and how it impacts on the selection process.

Who Should Attend

The course is aimed at managers and interviewing panels in all economic sectors. The manager would be responsible for incorporating the correct interviewing policies and procedures of the organization so as to ensure fairness and consistency across the organization.

Methodology

This stimulating program will maximize participative with interactive discussion, lots of exercises and role plays.

Module

  • PLANNING AND PREPARATION PHASE
  • POSITIONING OF COMPETENCY BASED INTERVIEWING
  • STRUCTURING COMPETENCY BASED INTERVIEWS
  • ACQUIRING EVIDENCE – QUESTIONING & LISTENING SKILLS
  • CONDUCTING A COMPETENCY BASED INTERVIEW
  • MAKING THE SELECTION DECISION
  • REVIEW AND NEXT STEPS
Learn More

RM850.00

  • Availability: in stock
58%OFF
Compensation And Benefits

RM2,600.00 RM1,100.00

Compensation And Benefits ,
Compensation-And-Benefits-HRDF-Trainings

Introduction

Firms need to ensure that the continuously improve productivity to enhance their competitive edge. The gain from higher productivity will enable firms to rationalize coat and sustain labour cost competitiveness which is crucial in an ever changing economy environment. To ensure that firm remains cost competitive, the issue of linking wages to productivity should be given emphasis. Any increase in wages should be supported by growth in productivity to avoid high cost of production or service provided.

PLWS is a system which establishes the link between wages and productivity. The system will ensure that wage increases commensurate with higher productivity, thus enhancing competitiveness at the firm level. It will also enable employers to develop a wider and systematic approach towards improving productivity and wages, through the active involvement and co-operation of all employees.

The PLWS has a positive effect on employees. Employees are encouraged to be more productive, and perform better, knowing that they will be able to receive a fair share of the gains through their efforts. It is a win – win situation for both employers, and employees as both works together to enhance performance of the firm.

An employee performance management system is a means to ensure that every employee works in a manner which is aligned with organizational goals and which ensure that the employee reaches his maximum potential on the job. Employee performance management systems must take into account recruitment of workers, as only workers with the right attitudes and abilities can perform well, training which ensure employees have the skills and knowledge that need to do a good job and reward systems which encourage workers to continue to perform well. Managing the performance of individual employees is the job of managers and supervisors.

In order to attract workers to retain the best performers, employers need to have a compensation system that will achieve their objectives. Employers need to comply with the relevant laws which relate to payment systems and hours of work, they must decide whether to offer a remuneration rewards to employees. Rewards are usually tied to a worker’s performance on the job are used as a motivational tool to encourage high level of performance

How Will You Benefit

After attending this consultancy program, participants will be able to:-

  • Explain the importance of productivity improvement
  • Describe the main components in a performance management system
  • Discuss the requirements for implementing an appraisal system
  • Explain different types of payment structure, including basic pay, benefits and incentives
  • Explain why employers offer benefits to employees

Who Should Attend

  • This program is suitable for administrators, HR managers and executives or managers responsible for the HR planning, implementation, monitoring and approval for HR management matters. Business owners, company directors or accounts managers or executives are encouraged to attend.
  • For levels of Executives and above.

Methodology

Short lectures/presentations, group discussions, individual/group presentations, short video clips, case study, role plays, and simulation activities

Module

  • PRODUCTIVITY /KPI-LINKED WAGE
  • PERFORMANCE MANAGEMENT
  • REWARDS AND RECOGNITION
  • WELFARE MANAGEMENT
Learn More

RM2,600.00 RM1,100.00

  • Availability: in stock
Developing Effective Employee Handbook, Human Resource Policies & Standard Operating Procedures ,
Developing-Effective-Employee-Handbook-Human-Resource-Policies-and-Standard-Operating-Procedures-HRDF-Trainings_aAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

Effective Employee Handbook and Human Resource Policies / Standard Procedures clearly describe expectations and clarify employees’ doubts regarding standard policies & procedures, performance and promotion criteria, compensation & benefits provides, fringe benefits entitlement and etc. Human Resource Policies and Procedures must be carefully drafted to be clear and unambiguous to avoid legal disputes and disruption to workflow.

This course is designed to provide useful tips to participants to effectively write or revise your Employee Handbook, Human Resource policies or Standard Procedures, to suit the needs of your respective organizations. Discover and avoid the elements that will turn your policies and practices into liabilities.

How Will You Benefit

At the end of the programme, the participant will be able to:

  • Unwind the mind-boggling doubts on what policies & procedures should be put in writing and disseminate to the employees
  • Understand what elements will turn your written policies and procedures into liability
  • Understand key components to drafting policies and writing an effective Employee Handbook
  • Answer the employees’ queries through an effective Handbook
  • Know how to keep the Company out of Court and prevent disagreement
  • Know how to implement and revise policies / procedures and handbook effectively
  • Ensure the organization’s HR Policies & Procedures are in line with the Labour Laws and relevant legislations.
  • Know how to avoid legal disputes by inserting a Disclaimer.
  • Establish concrete policies, retooled and put in place before contentious issues arises.
  • Discover the one thing every employer must do when modifying a policy to stay legally safe.
  • Have the practical skills and knowledge regarding the most effective and cost-efficient means of drafting, updating and disseminating your Company’s Policies and Procedures to your employees.

Who Should Attend

Human Resource Practitioner, Human Resources Managers / Executives / Supervisors, Office Managers, Administration Managers, Administrators, General Affairs Managers / Executives / Officers, Personal Assistants and Confidential Secretaries

Methodology

Interactive lectures, Group Discussion, Group Exercises, Team Experiential Learning and Case Studies.

Module

  • INTRODUCTION
  • PROS AND CONS OF EMPLOYEE HANDBOOK AND POLICIES / PROCEDURES
  • HOW TO DECIDE WHETHER THERE’S NEED TO REVIEW YOUR EXISTING POLICIES AND PROCEDURE
  • HOW TO AVOID LEGAL DISPUTES BY INSERTING DISCLAIMERS
  • THE CRUCIAL ASPECT OF EMPLOYMENT POLICIES & PROCEDURES
  • THE CRUCIAL ASPECT OF TERMINATION POLICIES & PROCEDURES
  • TEAM EXPERIENTIAL LEARNING
  • RULES AND REGULATIONS POLICIES AND PROCEDURES
  • CODE OF CONDUCT POLICIES AND PROCEDURES
  • SEXUAL HARASSMENT POLICIES AND PROCEDURES
  • PRACTICAL SKILLS AND KNOWLEDGE REGARDING THE MOST EFFECTIVE AND COST-EFFICIENT
  • TEAM EXPERIENTIAL LEARNING
Learn More

RM1,000.00

  • Availability: in stock
23%OFF
Say No To Sexual Harassment At Workplace ,
Say-No-To-Sexual-Harassment-At-Workplace-HRDF-TRAININGSAkta Kerja 1955 Termasuk (Pindaan 2012)

Introduction

Currently, many organizations in the world are facing the problems of having 3 very distinct generations at workplace. Each of this generation brings their own set of beliefs and values which is very different with other generations. As a result, conflicts arise at workplace. This workshop is specially designed to understand each generation better and to look at solutions of how to bridge the generation gap at workplace.

How Will You Benefit

Sexual harassment is regarded as one’s of organizations serious offences these days. In fact, more cases are being reported on this issue when awareness is created on the degree of seriousness of this matter. This workshop will discuss issues pertaining to sexual harassment at workplace. Participants will be given case studies to discuss and there will be simulation exercises throughout the workshops.

Who Should Attend

  • HR Personnel
  • Managers
  • Quality Department Personnel
  • Policy Makers/Committee

Methodology

Short lectures/presentations, group discussions, individual/group presentations, short video clips, case study, role plays, and simulation activities

Module

  • UNDERSTANDING THE PHENOMENON OF SEXUAL HARASSMENT
  • IDENTIFYING MODELS OF SEXUAL HARASSMENT
  • THE LEGAL PERSPECTIVE OF SEXUAL HARASSMENT
  • ROLLING THE ACTION PLAN FOR SEXUAL HARASSMENT
Learn More

RM1,300.00 RM1,000.00

  • Availability: in stock
62%OFF
The Performance Appraisal

RM2,600.00 RM1,000.00

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
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
Understanding The Labor Law (The Employment Act 1955) ,

How Will You Benefit

At the end of the course, participants will acquire a good understanding of the Employment Act. They will then be able to apply the legal aspects of the Acts to their human resource management system and formulate policies that will enhance a more harmonious employer-employee relationship.

Who Should Attend

HR Practitioners, Administrative Executives and Managers will find the course beneficial as it involves understanding the fundamentals of the Employment Act 1955 and its bearing upon employee and employer relationship.

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

  • OBJECTIVES OF THE ACT
  • SCOPE
  • DEFINITIONS OF EMPLOYEE, EMPLOYER, CONTRACT OF SERVICES AND ETC.
  • CONTRACT OF SERVICE
  • WAGES
  • PROTECTION OF WOMEN
  • DOMESTIC SERVANTS
  • BENEFITS
  • TERMINATION, LAY-OFF AND RETIREMENT BENEFITS
  • FOREIGN EMPLOYEES
  • ADMINISTRATIVE PROVISIONS
  • COMPLAINTS, INQUIRIES AND INVESTIGATION
  • SEXUAL HARASSMENT – PART XVA
  • SERVICE OF SUMMONSES
  • OFFENCES
  • CIVIL PROCEEDINGS
  • PROTECTION OF OFFICERS
  • PENALTIES
  • REGULATIONS
Learn More

RM1,000.00

  • Availability: in stock
62%OFF
Disc Profile and Behavioral Interview Skills ,
Disc-Profile-and-Behavioral-Interview-Skills-HRDF-Trainings_a

Introduction

Discover What Drives You & How to Identify Top Talent – Improve Your Hiring ROI thru Understanding and implementing effective Behavioral Interviewing Techniques – and To Increase Your Company’s competitive edge.

“Knowing others is intelligence; knowing yourself is true wisdom. Mastering others is strength, mastering yourself is true power.”

If you want to know the real holdbacks to your success, and how to align with your own true personality traits for not only achievement but a life of fulfillment – this training is for you. Learn how to better understand self and others behavioral styles & personality types: how to best integrate high-performance teams, and individuals who want to identify and maximize their personal strengths.

How Will You Benefit

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

Disc Profil

  • Take a closer look at each of your four behavioral styles
  • Being aware of your natural and adaptive behavioral styles
  • Understand how you like to communicate and be communicated with
  • Gain insights into how you can be more effective by understanding your behavior
  • Analyze your approach to problem-solving and obtaining results
  • Mark your approach to interacting with people
  • Be able to modify self and manager the other person’s personality

Behavioral Interview Skills

  • Initiate the role of competencies in developing optimal behavioral-based interview questions
  • Understand the components of optimal behavioral-based interview questions
  • The specific factors that determine optimal candidate responses
  • Possess an instinctive Lie Detector
  • Evaluate candidate responses

Who Should Attend

Managers, Supervisors, Executives who manage people and participants in the selection interviewing of manpower

Methodology

  • Interactive learning
  • Online assessment
  • Exploratory discussions
  • Role Play
  • Mind Power activation.

Module

  • WHAT IS DISC?
  • BEHAVIORAL INTERVIEWING SKILLS
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock