Industrial Relations – The Process And Procedures

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 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
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Fee: RM 1,000 per pax


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Duration: 2 Days


Note: In-house course is available. Request it HERE

 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

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Syamsul Rijal bin Jamil
Biodata: Syamsul holds an MBA from the e-University in Human Resource Management (HRM) and is an expert in Industrial Relations (IR) and Human Resource Management (HRM. Fitted-out with 18 practical years in the industry, Industrial and Labour Courts he has vast hands-on experience on matters pertaining to Policy and Handbook, Domestic Inquiries, Performance Management, Absenteeism, Managing Disciplinary Issues, Termination, Lay-offs and Retrenchment, Sexual Harassment, Probationers, Setting up Human Resource Management System (HRMS), Union Collective Agreement and many more. He has helped assist companies in domestic investigations and preparing all necessary documents for Domestic Inquiry including companies involved in Union-related collective bargaining and collective agreement.

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