COURSE OBJECTIVE
This program will equip participants with the necessary skillsets to examine their own conduct that may affect overall performance and productivity and meeting the required legal principles in the event drastic measures are required
DAY 1
REGISTRATION
8.30am – 9.00am
Overview of Industrial Relations in Malaysia
• Requirements under s.14(1) of the Employment Act 1955
• Brief introduction to s.20 of the Industrial Relations Act 1967
• Understanding how Line Managers t into a process of managing their people
9.00am – 10.30am
MORNING TEA BREAK
10.30am – 10.45am
Managing Misconduct
• Meaning of misconduct
• Difference between misconduct and poor performance
• Case studies on forms of misconduct including absenteeism, tardiness, insubordination, cheating, conict of interest, sexual harassment, etc.
• Best practice methods on dealing with early steps of misconduct
10.45am – 1.00pm
Lunch Break
1.00pm – 2.00pm
(Continue) Managing Misconduct
• Meaning of misconduct
• Difference between misconduct and poor performance
• Case studies on forms of misconduct including absenteeism, tardiness, insubordination, cheating, conict of interest, sexual harassment, etc.
• Best practice methods on dealing with early steps of misconduct
2.00pm – 3.45pm
Afternoon Tea Break
3.45pm – 4.00pm
Managing Performance
• Understanding key issues on poor performance
• Effectively manage poor performance – getting it right from the very beginning
• Appreciating the subtle difference in managing an underperforming probationer and an under performing conrmed employee
• Designing and implementing a performance improvement plan
• Guide on documenting it correctly
4.00pm – 4.45pm
Q & A Session - End of Day 1
4.45pm – 5.00pm
DAY 2
REGISTRATION
8.30am – 9.00am
Constructive Dismissal
• Understanding the concept of constructive dismissal and the legal principles behind it
• Case study on constructive dismissal – clear studies to alert Managers to stay away from this
9.00am – 10.45am
Morning Tea Break
10.45am – 11.00am
Continue) Constructive Dismissal
• Understanding the concept of constructive dismissal and the legal principles behind it
• Case study on constructive dismissal – clear studies to alert Managers to stay away from this
11.00am – 1.00pm
Lunch Break
1.00pm – 2.00pm
Understanding the HR Department
• Why is it sometimes difficulty for HR to accept the word ‘terminate’
• The role of People Managers in the disciplinary process – easing the process
• The HR thought process when imposing punishments on disciplinary issues
• The Labour Court process and Industrial Court process
2.00pm – 3.45pm
Afternoon Tea Break
3.45pm – 4.00pm
(Continue) Understanding the HR Department
• Why is it sometimes difficulty for HR to accept the word ‘terminate’
• The role of People Managers in the disciplinary process – easing the process
• The HR thought process when imposing punishments on disciplinary issues
• The Labour Court process and Industrial Court process
4.00pm – 4.45pm
Q & A Session - End of Day 1
4.45pm – 5.00pm
