To excel in senior management positions today, you need key knowledge and training in diverse HR areas including: managing recruitment and interviewing; compensation and benefits; conducting performance reviews; career planning, training, safety and health, and managing disciplinary issues.

The extent to which you, as a manager are able to engage in these activities successfully is crucial to organizational success and your own career advancement because all managers manage people and are therefore HR Managers.

Programme highlights:

• Operational and strategic roles of HR in an organization.
• Principles and practices of compensation management.
• Performance management.
• Termination and dismissal sections of the Employment Act 1955.

A disciplined workforce is prerequisite for the smooth functioning of any organizations. Invariably, there will be a few employees who will breach rules and need to be disciplined.

There have been cases whereby dismissed employees were exonerated in the courts and employers had to pay heavily for unjust dismissals because of the inability to substantiate their cases with facts due to haphazard investigations, poor prosecutions and improper documentations.

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

• Develop and strengthen skills relating to the discipline process and grievance handling process, performance issues and absenteeism.
• Clarify the roles of various parties involved in the discipline process.
• Identify and apply fact finding, interviewing techniques and documentation.
• Understand and apply progressive discipline concept and procedures.
• Understand the implication of unfair dismissals.
• Be familiar with the Sabah/ Sarawak Ordinance.

Training is an investment, and the Needs Analysis can ensure training cost effective. TNA which executed appropriately will improve staff performance and the investment on training will result in value-added human resources.

At the end of this program, the participants are expected to:

• Distinguish between training and non-training interventions.
• Identify the training needs that is related to the objectives of the Company, the Department, the Occupational and the Individual.
• Decide the appropriate methods to use to identify and analyze training and development needs for different level of employees.
• Produce a framework for identifying the training needs and readily be implemented at their organization.
• Transform the training needs to training plan and presenting a thorough written report/presentation to the Board.

This workshop is a must for anyone who would like to feel competent and confident to stand up and present themselves, their business and their ideas in a positive way.

Upon the completion of the workshop, participants will be able to:

• Learn the processes to create, launch, grow, and excel in your training.
• Learn to speak with confidence and able to hold the attention of your targeted audience.
• Portray a better self-image and connects better with participants / audiences.
• Learn the different tools to transfer the learning concepts to your participants .

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. It is a whole system that begins when a job is defined as needed and ends when an employee leaves your organizations.

Upon completion of this workshop, participants will be able to:

• Align SMART Goals (Key Performance Indicators - KPIs) And Values (Behaviors) to Organizational Vision, Mission, Values And Strategies.
• Cascade KPIs and Values from The Top To The Bottom Of The Organizational Hierarchy.
• Align Individual Goals, Department Goals And Organizational Goals.
• Measure The Goals And Achievement Of Results.

The Organization of the future requires a focus on new human resource strategy. To compete effectively, businesses must attract, retain, motivate, and utilize effectively the most of human capital.

Objectives:

• An appreciation of human resource management.
• Realizing the importance of human resource strategy.
• Planning human capitalization into the overall business strategy.
• Performance management.
• Tapping into your human resource potentials and innovation.
• Importance of human resource development and its impact into the future development and growth of an organization.