Human Resource & Legal

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Kursus Pengurusan Sumber Manusia Untuk Sektor Awam ,
 Kursus-Pengurusan-Sumber-Manusia-Untuk-Sektor-Awam-HRDF-Trainings

Introduction

Modul PENGURUSAN SUMBER MANUSIA ini telah direka bentuk untuk memberi kefahaman kepada konsep pengurusan sumber manusia yang bersifat strategik dan peranan para pemimpin dan ahli-ahli di dalam organisasi.

Modul ini juga telah disusun khusus untuk membincangkan aspek pengurusan latihan dengan mendalami kaedah-kaedah Analisis Kerja, Penilaian Pekerjaan, Analisis Keperluan Latihan dan Penjenamaan Organisasi (“Employer Branding”).

Kaedah yang akan digunakan adalah berbentuk “active learning” yang akan melibatkan semua peserta secara “hands-on workshop” – yang akan menggunakan bahan dan konteks organisasi sebenar.

How Will You Benefit

Setelah mengikuti modul ini, para peserta akan dapat:

  • Meningkatkan pengetahuan tentang isu-isu strategik dalam pengurusan sumber manusia
  • Memantapkan kemahiran pengurusan sumber manusia melalui kaedah/teknik yang dipelajari
  • Meningkatkan keyakinan diri sebagai seorang pegawai yang strategik dalam menguruskan sumber manusia

Who Should Attend

Kumpulan Pengurusan dan Profesional dan Kumpulan Pelaksana.

Methodology

  • Ceramah
  • Latihan Dalam Kelas (LDK)
  • Lawatan ke jabatan/agensi/syarikat berkaitan

Modul ini menggunakan pendekatan “hands-on”, “belajar melalui pengalaman” termasuk teori, perbincangan kumpulan, bengkel kumpulan dan kajian kes sebenar – dengan mengaplikasikan sampel dan contoh sebenar yang digunakan di dalam organisasi.

Module

  • CABARAN STRATEGIK PENGURUSAN SUMBER MANUSIA SEKTOR AWAM
  • KONSEP, FUNGSI DAN TEKNIK PEMBANGUNAN ANALISIS PEKERJAAN (JOB ANALYSIS)
  • TEKNIK DAN KEPENTINGAN PENILAIAN PEKERJAAN (JOB EVALUATION)
  • KONSEP DAN KAEDAH “EMPLOYER BRANDING” DALAM PENGUKUHAN
  • JENAMA ORGANISASI SEBAGAI ORGANISASI PILIHAN
  • KONSEP DAN TEKNIK ANALISIS KEPERLUAN LATIHAN (TNA) DALAM PEMBANGUNAN KOMPTENSI STAFF
  • PLAN TINDAKAN INDIVIDU DAN ORGANISASI
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RM2,600.00 RM1,000.00

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Performance Management – A Practical Approach ,
 Performance-Management–A-Practical-Approach-HRDF-Trainings

Introduction

WE NEED to refocus on performance management and to return to it’s essentials. That is to see the performance management and appraisal process as:

  • Most…yes most companies have performance management systems that don’t work very well, and cost more to run than they return.
  • Managers hate to do them and procrastinate to avoid doing them.
  • Most employees hate them with a passion.
  • Most systems are an empty paper chase that damages management credibility.
  • Badly implemented performance management and appraisal is WORSE than nothing.

A communication process between two people that needs to be flexible and meets the needs of the manager, the company, AND the EMPLOYEE, so all can work in partnership to improve work performance, unit performance and company performance.

How Will You Benefit

With this programme participants will be able to conduct the following objectives resulting in being higher skilled which in return generates higher revenue this will then provide greater opportunities for bigger promotions or higher salary packages.

  • Understand benefits of PMS and know how your performance contributes to the success of your organization
  • Know your role in the PMS process
  • Know how to rate KPI’s and competencies
  • Understanding feedback and coaching techniques

Who Should Attend

This foundational class is designed for management with limited experience and any supervisor or manager looking for a comprehensive understanding of the PMS and to use it as a tool for conducting a performance appraisal, coaching and feedback

Methodology

This stimulating program will Powerpoint presentations, Self assessments, Group Activities, Video, Audio demo.

Module

  • TERMS AND DEFINITIONS
  • OVERVIEW OF PMS
  • PERFORMANCE MANAGEMENT CYCLE
  • PERFORMANCE PLANNING – COMPETENCIES
  • OBSERVING BEHAVIOURS
  • OBJECTIVES OF PERFORMANCE REVIEW
  • COACHING AND FEEDBACK
  • PERFORMANCE REWARDING
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RM2,600.00 RM1,000.00

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How To Conduct Staff Induction And Orientation At Workplace ,
 How-To-Conduct-Staff-Induction-And-Orientation-At-Workplace-HRDF-Trainings

Introduction

Orientation or Induction is the first important step in the process of human resource management. It involves familiarisation of the newly appointed employees to the work environment of the organisation as well as to the fellow employees. Induction is a socialising process by which the organisation seeks to make an individual its agent for the achievement of its objectives. The new employees should be oriented to the organisation and to its policies, rules and regulations.

How Will You Benefit

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

  • Build up the new employee’s confidence in the organisation and in himself so that he may become an efficient employee.
  • Develop among the newcomers a feeling of loyalty towards the organisation.
  • Foster a close and cordial relationship among the employees.
  • Ensure that the new employees do not form a false impression and negative attitude towards the organisation or the job.

Who Should Attend

This program is suitable for Senior Managers, HODs and HR

Methodology

This is a highly interactive training programme, whereby participants are to gain the learning points through experiential activities.

  • Lecture 30 %
  • Case studies
  • Group Discussion
  • Role play

Module

  • THE BASICS OF ORIENTATION AND INDUCTION
  • WHO SHOULD BE INVOLVED, WHAT ARE THE ELEMENTS, WHAT ARE THE BENEFITS
  • REQUISITES OF AN EFFECTIVE PROGRAMME
  • THE CHALLENGES OF ORIENTATION AND INDUCTION PROGRAMME
  • THE CRITICAL COMPONENTS OF ORIENTATION AND INDUCTION PROGRAMME – GENERAL ORGANIZATION
  • THE CRITICAL COMPONENTS OF ORIENTATION AND INDUCTION PROGRAMME – JOB AND DEPARTMENT
  • THE CRITICAL COMPONENTS OF ORIENTATION AND INDUCTION PROGRAMME INDIVIDUAL
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RM2,600.00 RM1,000.00

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Induction Strategy

RM2,600.00 RM1,000.00

Induction Strategy ,
 Induction-Strategy-HDF-Trainings

Introduction

A new employee’s first contact with his or her physical and human working environment is extremely important, since it will condition his or her relationship with the company. The employee must feel supported and important right from his or her first day of work. Research shows that employees who are successfully inducted to the organization, its values, culture, people and acceptable working practices are more likely to stay in their roles for a longer period.

The Induction Training, On-Boarding Program or sometime also known as Orientation Program, will be the first training an employee attend with a new employer and is also first step towards gaining an employees’ commitment, it is aimed at introducing the job and organization to the recruit and him or her to the organization. It involves orientation and training of the employee in the organization’s culture, background, values, clientele, products & services offered, expected behaviour and showing how he or she is interconnected to (and interdependent on) everyone else in the organization.

How Will You Benefit

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

  • Explain the importance of an effective induction program
  • Manage an induction program
  • Structure a complete and effective induction program
  • Handle the issues in planning and organizing induction program
  • Decide on the main elements of the induction program

Who Should Attend

This program is suitable for Human Resource, Learning and Development Managers, Line Leaders and Supervisors who has to conduct induction training for new hires.

Methodology

This is an interactive training programme, whereby participants are to gain the learning points through discussion, presentation, short lecture and experiential activities.

Module

  • INTRODUCTION
  • A NEWBIE’S EXPERIENCE
  • WHAT MAKES A GOOD INDUCTION PROGRAM
  • IMPORTANT FACTORS OF A SUCCESSFUL INDUCTION PROGRAM
  • APPLYING ADULT LEARNING PRINCIPLE IN INDUCTION PROGRAM
  • DESIGNING AN INDUCTION PROGRAM
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RM2,600.00 RM1,000.00

  • Availability: in stock
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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
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RM2,600.00 RM1,000.00

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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)
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RM2,600.00 RM1,000.00

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Managing Harassment At Workplace ,
 Managing-Harassment-At-Workplace-hrdf-trainings

Introduction

The National Wages Consultative Council Bill 2011 was tabled in Dewan Rakyat to protect the interests of workers. Under the proposed Act, employers will be liable to a fine of not more than RM10, 000 for each employee if they fail to comply with the minimum wage requirement. However this Act has garnered a lot of debate raised from opposition that the bill was “vague” and disappointing as it did not state the amount that would be the minimum wage.

The various legislations which govern the employer – employee relationship needs to be properly understood as non-compliance will lead to workplace conflict and disrupt the harmony of this essential relationship needed for business growth and profitability.

Inadequate implementations of the employment laws and improper handling of misconduct and domestic inquiry can result in the Labor Court and Industrial Court ruling in favor of the employee and subsequently leading to costly monetary compensation by the employer.

This workshop enables delegates to understand the proper method of terminating an employee and mitigate being taken to the Industrial Courts. The first day will provide an in-depth overview of all current issues commonly faced by employers covering topics such as drafting of a full proof employment contracts, handbooks, how to deal with misconduct and poor performance, sexual harassment, transfer of employees and even separation schemes, redundancy and retrenchment.

How Will You Benefit

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

  • Examine the serious repercussions of not addressing sexual harassment complaints
  • Dealing with the complainant and the accused
  • Framing of proper disciplinary charges for alleged sexual harassment
  • Conducting a successful Domestic Inquiries for sexual harassment
  • Review the employer’s obligations under the Employment Act
  • Dealing with the complainant arguing constructive dismissal due to non-action by employer

Who Should Attend

  • Human Resource Managers
  • Industrial Relations Managers
  • In-House Counsel
  • Employee Relations Managers
  • Compensation and Benefits Managers
  • Business Owners

Methodology

  • Mock presentation & role play
  • Group presentation
  • Interactive Q & A session

Module

  • 1999 SEXUAL HARASSMENT CODE
  • CONSENSUAL VS. NON-CONSENSUAL BEHAVIOR
  • TYPES OF SEXUAL HARASSMENT
  • DUTIES AND OBLIGATIONS IMPOSED ON EMPLOYERS
  • THE SEXUAL HARASSMENT PROVISIONS IN THE EMPLOYMENT ACT
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RM1,300.00 RM850.00

  • Availability: in stock
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Disc Profile & Behavioral Interview Skills ,
 Disc-Profile-and-Behavioral-Interview-Skills-HRDF-Trainings

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 programme, 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
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RM2,600.00 RM1,000.00

  • Availability: in stock
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Domestic Inquiry – Becoming The Domestic Inquiry Panel ,
 Domestic-Inquiry-Becoming-The-Domestic-Inquiry-Panel-HRDF-Trainings

Introduction

What are the requirements needed for a Domestic Inquiry (DI) Panel? Most people are reluctant to be on a DI Panel because they know little about their role, the procedures and ‘how’ to decide in ‘what’ manner. The process and requirement though stipulated in the Malaysian Employment Labour Law and in Industrial Relations practices requires hands-on training and knowledge to ensure a proper Domestic Inquiry execution.

How Will You Benefit

This is a tailor-made programme to equip Management and the Middle Management team who are not from a HR background with ‘hands on’ skill and approach in addressing employment related issues at the workplace and become a competent person to handle any DI process and procedures. It is also the objective to have a pool of management personnel that have the ability and knowledge to conduct DI at any time.

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 lectures, workshops, group discussions and sharing of experience.

Module

  • WHO SHOULD BE THE DI PANEL?
  • REQUIREMENT TO BECOME A PANEL
  • WHO SHOULD BE THE INVESTIGATING OFFICER (IO)?
  • WHO SHOULD BE THE PROSECUTOR?
  • EVALUATION OF THE CHARGE SHEET
  • DISCIPLINARY PROCEDURE
  • PRINCIPLE OF CONDONATION
  • DOMESTIC INQUIRY PROCEDURE
  • DECIDING THE CASE
  • GUILTY OR NOT GUILTY
  • CONTROLLING THE PROCESS AND THE SESSION
  • HOW TO SUMMARIZE THE FINDINGS
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RM2,600.00 RM1,000.00

  • Availability: in stock
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Industrial Relations – The Process And Procedures ,
 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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RM2,600.00 RM1,000.00

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Sexual Harassment The Rights And The Right Thing To Do ,
 Sexual-Harassment-The-Rights-And-The-Right-Thing-To-Do-HRDF-TRAININGS

Introduction

Sexual harassment is not new in Malaysia. The apprehension towards managing the act though being stipulated in the Sexual Harassment code by the Government is still inadequate to curb the perpetrators in committing such offence. Sexual harassment occurs in every level of the management and has become the nightmare of female employees. The subject matter will include defining the act, understanding the in-house policy, understanding the correct approach during investigations and finally on prosecuting.

How Will You Benefit

The objective is to ensure proper and fair investigation and if necessary, a proper prosecution and passing sound judgments to the parties involved. Sexual harassment is an act whereby it is hard to find strong evidence on documentation and credible witnesses. Therefore, the objective will look into detailing the incidences in order to justify the complaint and deal with the matter diligently.

Who Should Attend

This course is designed to provide a positive attitude towards the management team as well as Managerial, middle management, executives and supervisory groups

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.

Module

  • SEXUAL HARASSMENT COMPLAINT
  • LEGAL PROVISION ON SEXUAL HARASSMENT IN THE EMPLOYMENT ACT (EA) 1955 AND OTHER POLICIES
  • FORMS OF SEXUAL HARASSMENT
  • THE IMPLICATION
  • EVALUATION OF THE CASE
  • CATEGORIES OF SEXUAL HARASSMENT
  • PRINCIPLE OF CONDONATION
  • INVITATION TO SEXUAL HARASSMENT
  • SEXUAL HARASSMENT IN MALAYSIAN COURTS
  • HOW TO PREVENT SEXUAL HARASSMENT
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RM1,300.00 RM850.00

  • Availability: in stock
62%OFF
Understanding And Managing Misconduct ,
 Understanding-And-Managing-Misconduct-HRDF-Trainings

Introduction

Disciplinary issues pertaining to work misconduct not only being unproductive but at the same time renders the Management being ineffective by losing out unnecessary time and cost to a case. Every leader of any given department should know how to tackle the issue diligent and wisely so to maintain the work environment progressive, healthy and conducive.

Misconduct at the work place may also implicate the company’s reputation should it be poorly handled or being neglected. Proper and basic understanding on this topic is very much crucial to the Managers in order to manage the work force.

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 the current practice is efficient to combat such misconducts and the in appropriations;
  • Deciding what is minor and what is major and determining what to punish such misconducts.

Who Should Attend

Senior Managers, Managers, Top Management, Middle Management, Engineers and Supervisor

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.

Module

  • TYPES OF MISCONDUCT
  • WORK MISCONDUCT
  • WORK MISCONDUCT
  • DISCIPLINARY MISCONDUCT
  • CRIMINAL MISCONDUCT
  • DISCIPLINARY PROCEDURES
  • DOMESTIC INQUIRY
  • PROBATIONERS VS. CONFIRMED EMPLOYEES
  • POOR PERFORMANCE
  • PUNISHMENT
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RM2,600.00 RM1,000.00

  • Availability: in stock