HR FOR NON-HR LINE MANAGERS
– Understand HRM & the dynamism within Employment Laws & Legal Provisions
In organizations, the harmony at work and the evolvement and practise of positive work ethics is always obtained from the cumulative effort of the all-important manpower. Managing these key assets requires a lot of management, leadership, EQ and understanding of the legal provisions.
The discipline and performance of this labour force determines the organization’s high level of attainment, or alternatively, their indiscipline may lead to retrogression. Thus, whilst the leadership is bent on motivating and developing them, the principles of integrity, fairness and firmness in disciplining these employees are expected to flow simultaneously from these direct operations as well as from the support Departments.
Inevitably then, the leadership, to achieve continuous growth and success of the organization will have to be managed within the ambit of existing Malaysian Labour Laws. The situation is now complicated, as our labour market is now extensively open to real diversity of foreign workers and immense changes.
Thus, the understand of Human Resource Management and the enforcement of industrial discipline by these Head of Departments and their Managers who control large operational departments face the biggest challenges as their organization move forward in this competitive drive to gain a bigger share of its products or services within the industry in this globalized world.
- Broad role of the overall HR functions (Recruitment, Training, Performance Management, Talent Management, Succession Planning, & role of dynamic Human Resource Management
- Identify key ethical issues impacting HR including cyber issues, sexual harassment and impartially applying natural justice approaches.
- Create employee discipline, coaching and counseling strategies to correct poor performance.
- Understand legal provisions & manage terminations, misconduct & Domestic Inquiry
- Identify key issues affecting, Industrial Relations including Labor and union relations & Collective Agreement.
- Apply employee relations/security technologies such as: HR scorecard & databases to improve the effectiveness of these functions.
- Improving your Employer-Employee engagement, talent management and towards higher productivity
MODULE I – OVERVIEW OF HUMAN RESOURCE MANAGEMENT
- Management Theory and Practice approaches
- Human Resources Talent management & succession planning
- Recruitment & Selection
- Compensation and Benefit Programs for Industry positioning
- Training & Development
- Performance Management
- Employee Relations for industrial harmony.
MODULE II – MANAGING WITHIN THE LABOUR LAWS
- Understanding Labour Laws & basic principles.
- The Employer / Employee relationship, rights and contract binding them
- The Company Policy and Guidelines drawn in line with conformance to these
MODULE III – UNDERSTANDING EMPLOYEE DISCIPLINE
- What leads to an employee discipline?
- Discipline process and action? Does it add value to management?
- Coaching & counselling preventive measures
- Why hold Domestic Inquiry
- Concept of natural justice
MODULE IV – THE EMPLOYMENT ACT 1955 – Act 265
- Contract of Service Vs. Contract for Service – elements of Contract Law
- Implied / Expressed terms – how it is applied in Employment situations
- Key Sections of EA such as 14, 15.
- Termination of Service & options to Management
- Minor & Major Misconduct and managing probationers
MODULE V – DEALING WITH DISPUTES & GRIEVANCES
- Dealing with the situation & preventing political interferences
- Prevention is better than cure
- Coaching, counselling and communication are the key.
- Effective supervision is the key
- The Industrial Courts – and the necessity for Non-HR Managers to understand The Courts power to view cases from “equity, good conscience and the substantial merits of the case without regard to technicalities and Legal conformance”- Section 30 (5) of the IRA
- Trade Disputes, picketing, strikes and Lock out
MODULE VI – ETHICS IN HR
- Professional responsibility & a “fair days’ pay for a fair day’s performance”.
- Conflict of Interest (information confidentiality, joining your competitors, relative vendors, conflict of interest form)
- Consultative approach Vs. Confrontation
- What decides ethical behaviour?
- Sexual harassment. Policy, procedures & implementation
MODULE VII –OSHA, EPF, SOSCO & FUTURE CHALLENGES
- Preventive Safety, Security & Health measures
- Safety committee’s functions, authority and duties
- Inspection & Audits / Safety checklists
- Near accidents & notifications
- Effects of globalization
WHAT WILL YOU BENEFIT FROM THIS COURSE?
- Knowledge of legal provisions, better working relationships with your team & peers, via a greater appreciation of the overall role of HR Management.
- Understanding the vital role of HR team role played by the functional managers such as recruitment, succession planning, talent management, orientation and discipline.
- Learn to develop HR best practices & align with business goals.
DURATION: 2 Days
- This is an intensive program. The methodology used will be a combination of lectures, group work, discussions videos and case studies. Case studies and group work will be used for participants to identify, analyze and interpret situations as a form of experimental learning, and to learn and benefit from the presenter and each other’s experiences.
- There will be some self-assessment exercises.