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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
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
35%OFF
Balance Scorecard – Identifying KRA & Setting KPI ,
 Balance-Scorecard-Identifying-KRA-and-Setting-KPI-hrdf-trainings

Introduction

Key Performance Indicators (KPIs) help organizations understand how well they are performing in relation to their strategic goals and objectives. In the broadest sense, a KPI provides the most important performance information that enables organizations or their stakeholders to understand whether the organization is on track or not.

KPIs serve to reduce the complex nature of organizational performance to a small number of key indicators in order to make it more digestible for us. This is the same approach we use in our daily lives. For example, when you go to your doctor he might measure blood pressure, cholesterol levels, heart rate and your body mass index as key indicators of your health. With KPIs we are trying to do the same in our organisations.

How Will You Benefit

To familiarize the staff and to provide them with a sound understanding of :

  • Performance Management
  • Balance Scorecard
  • Identifying KRA
  • setting KPI
  • competencies
  • Forced ranking

Upon completion of this program, participants should be able to:

  • Conduct internal training session for other staff within their department.
  • Act as a point of reference for staff who need assistance to set their KRAs / KPIs

Who Should Attend

This course is designed for Managers and Executives

Methodology

This program will be conducted with interactive lectures, PowerPoint presentation, discussions and practical exercise

Module

  • OVERVIEW OF PERFORMANCE MANAGEMENT SYSTEM
  • BALANCE SCORECARD
  • KEY RESULT AREAS (KRA)
  • KEY PERFORMANCE INDICATORS (KPI)
  • COMPETENCIES
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RM1,300.00 RM850.00

  • 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
Performance Management And Appraisal Technics ,
 Performance-Management-And-Appraisal-Technics-hrdf-trainings

How Will You Benefit

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

  • Setting the right departmental KPI
  • Cascading KPIs to department team members
  • Build a logical structure
  • Use Individual Performance Contract as live document
  • Conclusion and discussion, and make plans work
  • Manage and present complex information to the team members
  • Monitor results, give feedback and coach for performance improvement

Who Should Attend

This course is suitable for Senior Managers, Senior Executives, Managers, Supervisors and anyone who has to conduct performance appraisal.

Methodology

This stimulating program will maximizes the understanding and learning through lecture, discussion, case studies and practical activities

Module

  • INTRODUCTION
  • ESTABLISHING YOUR TEAM NEEDS
  • IDENTIFYING YOUR KEY MESSAGES
  • PLANNING YOUR COACHING SESSION
  • PLANNING EACH COMPONENT
  • MAKING YOUR SESSION INDIVIDUAL-CENTERED
  • LINKING PERFORMANCE TO REWARD AND / OR CONSEQUENCE
  • MONITORING RESULTS
  • DEFINITION OF APPRAISAL
  • PERFORMANCE APPRAISALS AND JOB ANALYSIS RELATIONSHIP
  • OBJECTIVES AND GOAL OF PERFORMANCE APPRAISAL
  • ROLE PLAY
  • LINKING PERFORMANCE TO TRAINING NEEDS ANALYSIS
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
How A Good Recruiter Conducts An Effective Behavioural And Competent Based Interview ,
 How-A-Good-Recruiter-Conducts-An-Effective-Behavioural-And-Competent-Based-Interview-hrdf-trainings

Introduction

In today’s business climate organizations are being required to do more with less due to staff and budget reductions, increased competition and the decrease of available talent. For these reasons it is critical that organizations know how to hire well.

A behaviorally and competency-based structured interview process is likely to increase the likelihood of hiring the right person for the position, and ensure that the hiring process is consistent and fair. If interview questions are based on validated position and organization-specific competencies, the questions are asked in a structured way to determine how the candidate responded to similar situations in the past then the probability that right person is hired for the position is greatly enhanced.

Competency-Based Interviewing is a style of interviewing that was developed in the 1970’s by industrial psychologists. Currently, many organizations are using competency-based interviewing but they do not adequately train their interviewers on how to conduct such interviews. This course aims to equip anyone who needs to participate in selection interview with the right skills to select the best candidate.

How Will You Benefit

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

  • Learn the Principles and benefits of competency-based interviews
  • Develop effective interview questions in alignment with job requirements and selection criteria
  • Use Interviewing skills and techniques including active listening, probing, questioning, reading non-verbal clues or body language
  • Know How to assess the candidate and make recommendations
  • Apply Human Behaviors in an interviewing situation

Who Should Attend

This course is designed for Managers, Executives, Supervisors and new HR Executives who have to conduct selection interviews

Methodology

This course is essentially participative and practical, emphasizing learning through experience, both from structured activities on the program e.g. Role-plays, group work, video screening, case studies and discussion from individual experience

Module

  • INTRODUCTION AND OVERVIEW
  • FUNDAMENTALS OF COMPETENCY-BASED INTERVIEW
  • COMMUNICATION STYLES
  • EFFECTIVE LISTENING
  • INTERVIEWING TECHNIQUES
  • PLANNING THE INTERVIEW
  • RATING INTERVIEW
  • INTERVIEW TOOLS
Learn More

RM2,600.00 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
Learn More

RM1,000.00

  • Availability: in stock
62%OFF
Behavioural – Based Interview Skills ,
 Behavioural-Based-Interview-Skills-HRDF-Trainings

Introduction

Business relies on their employees to be successful. Hiring the right people is imperative, and there are many repercussions when recruiting and selection systems fail. More than just losing money from lack of productivity, hiring the wrong people negatively affects many aspects of daily business and productivity. How do you go about selecting the right person for the right job? Without equipping recruiting managers with proper interview skills and techniques, you may end-up getting a “square peg” for a round hole. Instead of throwing dice, it’s more scientific to conduct proper interview with competency-based behavioral questions and score the candidates more objectively.

This means you give different weights to different competency or behavior. This weightage has to be determined by the management according to what they value most. When you use such a system, your probability of getting the right person will be higher.

If you get the wrong person, you’ll sooner or later have to replace that person and this will incur a cost to you, both monetary and time. Based on research, the financial costs can range from 30% to 150% of an employee’s annual remuneration package, depending on their level in the organization.

How Will You Benefit

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

  • Explain the importance of effective interview and hiring of the best candidate
  • Plan and develop behavioral-based interview questions
  • Use appropriate behavioral-based questioning
  • Score and compute behavioral-based question results for hiring decision
  • Explain selection criteria more objectively
  • List the benefits and skills of effective listening
  • Demonstrate building rapport with candidate
  • Identify and use the tools and techniques for interviewing effectively and finding talent

Who Should Attend

This workshop is suitable for Managers, Senior Executives, HR professionals, Line Managers and anyone who has to perform interview for recruitment.

Methodology

  • Lectures
  • Indoor activities
  • Role play
  • Demonstration
  • Group discussion
  • Presentation

Module

  • INTRODUCTION
  • TYPE OF RECRUITMENT
  • HOW TO CONDUCT AN EFFECTIVE INTERVIEW
  • BEHAVIORAL STYLES
  • FUNDAMENTAL INTERVIEW SKILLS
  • COMMON TYPES OF INTERVIEW
  • BEHAVIORAL-BASED INTERVIEW (BBI)
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Interview And Selection Skills

RM2,600.00 RM1,000.00

Interview And Selection Skills ,
 Interview-And-Selection-Skills-hrdf-trainings

Introduction

The interview and selection of the right people is essential to the success of every team and organisation. However, the process of interview and selection is costly both in terms of time and resources particularly if the wrong decision is reached. It is critical that the right candidate is appointed first time. This practical interview and selection skills training course will provide individuals with guidance in the skills and techniques essential to conducting a successful selection process.
The course includes group discussions, exercises, role play and an Interview Skills Questionnaire, enabling delegates to benefit in the widest possible manner.

How Will You Benefit

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

  • Understand why mistakes are made.
  • Understand a four step process.
  • Plan and prepare for a selection interview .
  • Identify where you can improve your existing interview techniques and contribute to the interview process with increased confidence.
  • Project a professional image during the interview which puts the candidate at ease.
  • Specify the requirements of the job vacancy to be filled, and maintain a focus on the interview’s primary objectives.
  • Identify the criteria against which to select the most suitable candidate for the job vacancy.
  • Use an effective questioning technique to elicit information from the interviewee.
  • Understand how to assess potential in a candidate, and make effective decisions about each candidate based on the information gained during the interview

Who Should Attend

Staff who are required to take part in selection and interviewing, or who administrate recruitment, and need to have a good understanding of the recruitment and selection process and Manager/Executive/Officer of HR/Recruitment Personnel/HoDs and those involved in selection and interview process

Methodology

This stimulating program will maximizes the understanding and learning through Lecture, case studies, role plays and group discussons

Module

  • PRELIMINARY CONSIDERATIONS
  • SELECTION OVERVIEW – A FOUR STEP PROCESS
  • THE INTERVIEW ENVIRONMENT
  • CONDUCTING SUCCESSFUL INTERVIEWS
  • EFFECTIVE QUESTIONING AND LISTENING
  • INTERVIEW REVIEW
  • EMPLOYMENT DOCUMENTATION
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
Pengendalian Disiplin Pekerja dan Siasatan Dalaman ,
 Pengendalian-Disiplin-Pekerja-dan-Siasatan-Dalaman-HRDF-Trainings

 How Will You Benefit

Di akhir kursus ini, peserta akan:

  • Memperjelaskan secara praktikal mengenai disiplin dan tatacara siasatan dalaman.
  • Memberi penerangan yang jelas berkaitan perlantikan pegawai penyiasat dan pendakwa serta panel siasatan dalaman.
  • Menjalankan siasatan dalaman sebaik sahaja selesai berbengkel.

Who Should Attend

Program ini sesuai untuk Pegawai- pegawai dan Pengurusan Sumber Manusia, Pengurus- pengurus dan Pegawai Swasta, Pegawai- pegawai Kesatuan Sekerja sama ada pekerja ataupun majikan, kakitangan dan anggota yang terlibat dengan pengurusan disiplin para pekerja serta para pelajar yang mengikuti Kursus Pengurusan Sumber Manusia.

Methodology

Program ini dijalankan melalui aktiviti-aktiviti berkumpulan, perbincangan kumpulan secara interaktif dan persembahan PowerPoint.

Module

  • MAKSUD DISIPLIN DAN SALAHLAKU
  • BAGAIMANA DISIPLIN DAN SALAHLAKU DAPAT DIKENDALIKAN
  • PENYIASATAN ADUAN SALAHLAKU
  • LAPORAN PENYIASATAN KE ATAS ADUAN SALAHLAKU DAN KEPENTINGAN PERLU ATAU TIDAKNYA SIASATAN DOMESTIC DI
  • PENYEDIAAN DAN PENYAMPAIAN TUDUHAN DAN NOTIS SIASATAN
  • KEPUTUSAN PANEL SIASATAN
  • NATURAL JUSTICE
  • KELAYAKAN AHLI PANEL SIASATAN
  • PERLANTIKAN AHLI PANEL SIASATAN
  • PERANAN AHLI PANEL SIASATAN
  • MENGADAKAN SIASATAN
  • SELEPAS BERAKHIRNYA SIASATAN
  • PROSEDUR DAN ATURCARA SIASATAN/ PERBICARAAN
  • MEREKODKAN SIASATAN
  • MEMBUAT KEPUTUSAN
  • ROLE PLAY SIASATAN DOMESTIC
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
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
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock
62%OFF
Measuring Result Of Investment In Human Resource Development ,
 Measuring-Result-Of-Investment-In-Human-Resource-Development-hrdf-trainings

How Will You Benefit

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

  • Identify drivers in calculating return of investment in Human Resource Department
  • Calculate ROI for each of development program and initiatives
  • Monitor progress and deliver timely result as to ensure return of investment

Who Should Attend

  • This course is designed for Managers, Head of Department, Supervisors, Executives or any other relevant personnel involved in Human Resource.
  • Level: For Head of Departments and above.

Methodology

This program will be delivered through case studies, which are built through actual working environments, small group practical exercises, small group discussion, facilitator presentations, skill practices, application planning and walk-through simulations.

Module

  • ROI IN HUMAN RESOURCE DEVELOPMENT
  • ELEMENT, STEPS AND STANDARDS OF ROI METHOD
  • COLLECT, ANALYZE DATA AND CALCULATE ROI OF HUMAN RESOURCE DEVELOPMENT
  • BEST PRACTICES
Learn More

RM2,600.00 RM1,000.00

  • Availability: in stock