Every organization whether big or small needs to have a clear way of managing employees to avoid problems of each manager or employee doing things his or her own way.

There should therefore be standard policies and procedures in conducting the business of managing employees.

This program shows what factors are to be taken into accounts in drawing up HR policies and procedures. It also discusses legal and human issues involved in drawing up and administering HR policies and procedures.

An HR assistant and Administrator who has a knowledge of employment law and best practice in the HR function can be an invaluable asset in a busy HR department. This popular Two -Days course is an ideal introduction to the main issues which would face an HR professional. Whilst it is designed for those with little or no knowledge of the HR function, or for those employees from other disciplines who find themselves taking on HR responsibilities, it will also serve as a useful update for those more experienced in the field. By the end of the seminar delegates will have enough information to implement all HR office functions without supervision. This training may be available onsite; please contact us if you are interested.

To equip members dealing with payroll, knowledge of the requirements under the law to avoid being prosecuted by the relevant authorities entailing in high payment of fines and embarrassment to the company and to instill sense of belonging leading to higher productivity. Emphasis shall also be for those who are not ’employees’ under the law.

At the end of the programme, participants are able to :

• Understand and apply the law on wages (Employment Act, EPF, Socso)
• Avoid complaints to and prosecution by relevant authorities
• Pay wages correctly
• Able to effectively manage payroll administration

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.

At the end of the programme, participants are 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.

Malaysian Employment Act and Malaysian Labour Law are very important standards or guidelines for Human Resource Practitioner and employers in handling company human resource issues. An excellent interpretation and application in Malaysia Labour Laws is a challenging task for them. Therefore we have designed this course to help and enable participant to understand, interpret and apply the Malaysia Labour Laws correctly in their workplace.

The course will benefit you:

• Understanding the requirement of the Labour Laws.
• Knowing how to implement and practice within the legal requirements.
• Familiarizing yourself with the latest amendments of the Acts.
• Identifying the perimeter and rights of an employer/employee.
• Learning how to handle labour laws matter – in initiating termination decisions against offenders.

Discipline is essential for the effective functioning of an organization. All members of an organization need to respect the rules and agreements that govern the organization. Discipline will result from good leadership at all level of an organization, fair agreements and judiciously enforced penalties for infractions. Lack of discipline is one of the most effective formulas to ‘destroy’ an organization. Nurturing the type of discipline that maximizes the contributions from employees and, hence ensures continuous growth and profitability for an organization is therefore indispensable.

At the end of this module, participants will be able to:

• Explain the necessity of discipline.
• Describe how to create a conducive environment for discipline work force.
• Comply with the legal requirement of handling discipline.
• Use the behavioural tools to motivate employees.
• Handle common disciplinary problems.
• Nurture discipline to enhance productivity.

A domestic inquiry is an internal hearing held by an employer to ascertain whether an employee is guilty of misconduct. The purpose of a domestic inquiry is to find out the truth of the allegations made against the workman. This program is specially designed to provide an in – depth knowledge and understanding of the Domestic Inquiry process – the purpose of holding an inquiry, the proper procedures to be followed pursuant to the guidelines issued and the course of action which follows.

Dismissing or terminating employees seems to be one of the most difficult areas of management. It seems that an employer is never able to dismiss or terminate an employee the right way, an in most of the reported dismissal cases, the courts seem to decide that the dismissal is unjustified. This course has been designed to provide participants with the knowledge necessary to carry out dismissal or termination the right way and thereby ensure that the company does not end up paying huge amounts of money to the dismissed or terminated employees.

At the end of the programme, participants are able to :

• What constitutes dismissal
• The difference between dismissal and termination
• The reasons for which an employee can be dismissed or terminated.
• The procedure to follow before dismissing or terminating an employee.
• How to prepare the necessary documentation relating to the dismissal or termination.
• How to prepare the case for presentation at the Labor Department, Industrial Relations Department or the Industrial Court.

Malaysia defined industrial relation narrowly as relationship between workers and their employers within the work environment. Internal relationships and practices between workers and employers have become critically important. They affect the managers’ role, since they are responsible for managing industrial relations at the interface level. This program is designed to equip Human Resource Practitioners, managers, executives with hands on skill and approach in addressing or dealing with employment related issues at the workplace.

This course will focuses on areas such as:

• Laws and rules which impact on the work environment.
• Terms and conditions of work.
• Rights and obligations of employers and employees.
• Processes by which the rules and terms are made.

Effective organisation conducts performance evaluation of their employee periodically. Sometimes this results in dissatisfaction for both employees and both appraisers. This is because appraisers may not have the right appraisal or know how to conduct an appraisal which may be perceived as fair by the employees, amongst other reasons. This programme addresses the main issues of designing an appropriate appraisal instrument by understanding the various types of appraisal methods; how to design a suitable appraisal for your organisation and also how to conduct an appraisal interview.

It focuses also on the importance of proper performance management and how to go about it, so that employees look forward to performance appraisals. This programme is meant not only for HR specialist but also all non – HR managers, executives and supervisors; as input from line managers is vital for drawing up criteria for appraisal, as it is their employees who are going to be appraised.

At the end of the programme, participants are able to :

• Understand the role of performance appraisals in an organisation
• Understand the environmental factors that make an appraisal system successful
• Understand the various uses of different methods of appraisal
• Design performance appraisals using fair and appropriate criteria
• Conduct an appraisal interview in a fair manner
• Draw up action plans for performance management

The overall objective of this two-day workshop is to explain the role and importance of setting performance targets, measurement, assessment, review and the development of individual action plans as key components in the process of performance management and appraisal. It will specifically guide the participants in setting effective and Meaningful goals/targets for themselves and their staff as well as Key Performance Indicators to measure and evaluate progress achieved.. They will understand the need to set SMART-T goals that align with the vision and mission of the organization and understand how effective goal/target setting is a key element in the performance management process. At the end of the workshop participants will have developed the relevant skills to set effective performance targets and review and counsel on their implementation.