Human Resource & Legal

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
62%OFF
Developing Effective Employee Handbook, Human Resource Policies & Standard Operating Procedures ,
 Developing-Effective-Employee-Handbook-Human-Resource-Policies-and-Standard-Operating-Procedures-hrdf-trainings

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

Upon completion of this programme, the participants 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 PROCEDUR
  • HOW TO AVOID LEGAL DISPUTES BY INSERTING DISCLAIMERSUR
  • 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

RM2,600.00 RM1,000.00

  • Availability: in stock
54%OFF
Developing Effective Employee Handbook, Human Resource Policies & Standard Operating Procedures ,

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.

Objective

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 PROCEDUR
  • HOW TO AVOID LEGAL DISPUTES BY INSERTING DISCLAIMERSUR
  • 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

RM2,600.00 RM1,200.00

  • Availability: in stock
62%OFF
Critical HR Skills In The New Millenium ,
 Critical-HR-Skills-In-The-New-Millenium-hrdf-trainings

Introduction

“It’s people not buildings…that make a company successful. When you reflect for a moment on Robbins’ statement, it is important to note that achieving organizational goals cannot be done without human resources. What is Microsoft without its employees? It’s people – not buildings the equipment or brand names – that really make a company. This point is one that many of us take for granted. It is only when you get bad customer service do you recognize the important role that employees play in making organizations work. But how did these people come to be employees in the organization? How do they came to be selected, how does management know if the employees are performing adequately? And if they are not, what can be done about it?

How Will You Benefit

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

  • Strategic HRM and its linkage to business needs
  • Latest recruitment and selection techniques
  • The compensation administration process and current best practices
  • Employee and organizational development methods
  • Provisions in the Employment Act, OSHA, IRA
  • How to create a more effective Performance Management system
  • Introduction to various HR tools applicable for current scenario and business needs
  • Able to motivate staff with the correct application of HR skills, knowledge and methodology

Who Should Attend

This program is suitable for New HR professionals, HR specialists who have limited generalist experience and professionals who want to learn more about the human resource functions. Also non-HR business professionals desiring a fast track introduction to the business human resources function.

Methodology

Using a workshop approach, this activity based program in interwoven with basic knowledge and theories via PowerPoint presentation, lectures and discussions, group exercises, role-plays and hands on experiences. For evaluation of learning, short quizzes and review activities will be incorporated. As an added value, samples or templates of suggested tools used in HRM processes will be given.

Module

  • STRATEGIC HRM
  • POSITION MANAGEMENT
  • REWARD MANAGEMENT – COMPENSATION AND BENEFITS
  • TRAINING & DEVELOPMENT
  • EMPLOYEE RELATIONS
  • PERFORMANCE MANAGEMENT SYSTEM (PMS)
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Contracts Management – A Business Perspective ,
 Contracts-Management-A-Business-Perspective-HRDF-Trainings

Introduction

“My word is my bond”, an age old saying where the spoken word was so potent and relationships, whether business or otherwise, were conducted based on trust and the reputation of the people involved. The world has changed. Risks of non-performance of either a social contract or business transaction has compounded into costly outcomes. Mere words may not be sufficient to mitigate unforeseen risks. Business organizations are embarking on airtight agreements to eliminate risks that could be managed. A written document that precisely spells out commitment and obligations of each party in a business relationship is the norm now. This written document – a contract, is a complicated, disciplined approach to outline, identify, manage and control the business relationship for mutual benefits of all parties involved. The document is written in precise language to avoid ambiguity and misinterpretations. Any business relationship will encounter challenging situations that may need immediate solutions. However, not all solutions will benefit everyone involved. A contract, then, has to address these and minimize risks and assign responsibilities.

In business contracts are agreement between two or more parties to conduct business in a specific manner that identifies risks and assign responsibilities and commitment of all parties involved. This document is an outcome of intense negotiation. Effectively negotiating, executing and controlling agreements is an important task, yet many organizations do a poor job of managing contracts. While negotiation plays an important role in the culmination of a contract, however it is the execution and management of the contract that ensures a successful business relationship. Failure to manage a contract effectively leads to cost inefficiencies and overruns, scope creep, project delay etc. Improper management of the contract further leads t protracted contract development and negotiation cycles, improper contract approvals, limited contract vi9sibility and control, and an inability to ensure compliance with established contract terms

How Will You Benefit

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

  • Understand your company needs and objectives
  • Know preliminary work to be done before looking at contracting
  • Understand what is a contract and how it works
  • Understand the contribution of the SOW and RFP in a contract
  • How to manage contract risks
  • How to monitor contract performance and its progress
  • The changing methods of managing contracts through software

Who Should Attend

  • This course is designed for Procurement Managers & Executive, Contract & Client Managers & Executives, Project Managers / Leaders, Finance & Admin Officers, GLC & Government Contract Officers, Entrepreneurs
  • Level for Admin Officers and above

Methodology

This course is essentially participative and practical, emphasizing learning through interactive lectures, group discussions, exercises / cases, questions and answers

Module

  • ESTABLISHING CONTRACT NEEDS
  • PRE-CONTRACT FUNDAMENTALS
  • UNDERSTANDING CONTRACTS
  • THE CONTRACT DRAFTING
  • THE ESSENTIAL PRELIMINARIES OF A CONTRACT
  • CONTRACT PERFORMANCE AND PROGRESS MONITORING
  • SOFTWARE TO MANAGE CONTRACTS
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Consultative Selling Techniques

RM2,600.00 RM1,000.00

Consultative Selling Techniques ,

Introduction

There will always be a “Price War” in almost every industry and most sales person who are untrained would prefer to be in an organization that provides the “Cheapest” product or service in their industry. These untrained individuals are also known as “Order Takers” by some but the fact of the matter is that they are not trained and equipped with the skill as a consultative sales expert. This technique of selling is used by professional sales people who sells big ticket items and they are usually from organizations that are market leaders.

How Will You Benefit

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

  • List down a detailed Sales Process Flow
  • Build and maintain relationship with customer as a consultant
  • Identify different types of customers in their industry
  • Close and gain confidence from their customers
  • Plan and prepare for an appointment
  • Match their customer needs to their product and service
  • Apply effective negotiation strategies

Who Should Attend

Sales Executive, Managers, Directors, Business Development Manager

Methodology

This course will be conducted through interactive lectures, PowerPoint presentation, video presentation, role-play, and group discussions

Module

  • INTRODUCTION
  • THE SALES PROCESS
  • SALES PRESENTATION
  • CLOSING THE SALE
  • HANDLING OBJECTIONS EFFECTIVELY
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
58%OFF
Competency Based Training Needs Analysis ,
Competency-Based-Training-Needs-Analysis-HRDF-Trainings

Introduction

Training has specific goals of improving one’s capability, capacity, productivity and performance. Training helps to enhance competency of employees which leads to overall ORGANIZATIONAL EXCELLENCE!

Competency Based Training Needs Analysis (CBTNA) is the initial stage in the training process. It involves a procedure to determine whether training is needed to address issues with regards to competency.

CBTNA looks at each aspect in an organization, a department, and a specific task or job requirements in order to identify the gaps. Once gaps are identified, a strategic and structured CBTNA system can be effective in identifying, planning, implementing and evaluating the effectiveness of each specified training.

How Will You Benefit

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

  • Apply competency model to create, implement and maintain effective competency-based training in organizations
  • Construct custom competency models for employee job performance.
  • Create a competency-based training curriculum system
  • Monitor, create and maintain the performance of competency-sbased training systems. Identify organizational issues currently influencing the company’s training needs
  • Learn about the experiences and results achieved by other organizations which have created and implemented exemplary competency-based training with success

Who Should Attend

This program is suitable for Head of Departments, Training Managers & Executives, HR Managers & Executives, Entrepreneurs and Business Owners. All those who make decisions about training or are involved in analyzing, designing and implementing organizational training plans.

Methodology

The program will use a range of interactive activities – group and individual exercises, case studies and discussions. There will also be formal inputs of theory and models. The aim is to provide a focus for action that will maximize learning.

Module

  • COMPETENCY-BASED HRM
    • Why Are Organizations Moving Towards Competency Based HRM
    • How Are Competencies Assessed
    • Steps In Developing Competency Profiles
    • Critical Success Factors
  • COMPETENCY PROFILING
    • Identifying Needed Competencies
    • Group Exercise: Conducting Competency Profiling Session
    • Identifying Current Competencies
    • Identifying Competencies Gap
  • NEEDS ANALYSIS, ASSESSMENT AND PLANNING IN A COMPETENCY-BASED FORMAT
    • Evaluation Of Your Current Training Programs
    • Conducting Environmental Analysis
    • Results Staff Are Expected To Produce
    • Knowledge And Skills That Staff Need To Develop
  • CREATING A COMPETENCY BASED CURRICULUM PLAN
    • Incorporating Key Business Themes
    • Designing Suitable Curriculum
  • METHODS FOR DEVELOPING COMPETENCY MODELS
    • Conducting Organizational Analysis
    • Developing Competencies – Conceptual, Business, Interpersonal And Technical
  • DESIGNING AND DEVELOPING COMPETENCY BASED LEARNING
    • Breakdown Of Curriculum Modules Into Subordinate Competencies And Job Behavior
    • Curriculum Buy-In
    • Curriculum Design Team
    • Implementation Issues
  • EVALUATING THE PERFORMANCE OF THE COMPETENCY-BASED TRAINING PLAN
    • Reaction To The Program
    • Achievement Of Competencies
    • Application Of Competencies
    • Organizational Impact Of Competency Acquisition
Learn More

RM2,600.00 RM1,100.00

  • 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
62%OFF
Competency Based Behavioral Interviewing ,
 Competency-Based-Behavioral-Interviewing-HRDF-Trainings

How Will You Benefit

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

  • Improve the selection of good performers from the interviewing process
  • Enhance knowledge about how to plan and conduct a structured, behavioral interview

Who Should Attend

Human Resource Manager, Human Resource Executive, Human Resource Officer, and anyone who handles the tasks of interviewing

Methodology

This program will be conducted through interactive lectures, PowerPoint presentation, case study, role-play, and group discussions

Module

  • INTERVIEWING – THE DIFFERENT TYPES
  • COMPETENCY-BASED BEHAVIORAL INTERVIEWING (CBBI)
  • INITIAL TELEPHONE SCREENING INTERVIEW
  • CREATING AN INTERVIEW GUIDE
Learn More

RM2,600.00 RM1,000.00

  • 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
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