HR Essentials for Non-HR Managers

18-19 Dec, 2024, CONCORDE HOTEL KUALA LUMPUR

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Dr Chitra Ragunathan is a Certified HRDC Corporate Trainer and Senior Human Resource Professional with over 20 years of extensive experience across a diverse range of industries. She holds a doctorate in Business and Management from Australia and is widely recognised for her strategic expertise in key HR functions, including
talent acquisition and development, performance management, succession planning, professional development, and employer branding.


In her senior managerial and department head roles at Maybank and the Sunway Group of companies, Dr Chitra was entrusted with disseminating critical HR knowledge as an in-house corporate trainer, supporting business units both domestically and internationally. A passionate advocate for continuous learning and leadership development, she is adept at developing innovative training curricula and specialised modules that enhance the learning
experience and drive organisational success. Her training approach emphasises practical, real-world applications, ensuring that participants not only grasp theoretical concepts but also apply them effectively within their organisations.


Dr Chitra is also a respected thought leader in her field, having presented award-winning papers at prestigious global education conferences and authored articles in esteemed academic journals. She has a proven track record of designing and delivering customised learning programmes to both undergraduate and postgraduate students across a diverse range of HR specialisations.


Her public programmes have successfully trained HR professionals across a broad spectrum of industries, including Public Bank, AmBank, Bank Islam, The Institute of Internal Auditors, Sanofi- Aventis, Duopharma Biotech, KPJ Health, Pahang Corporation, United Solar Energy, and UHY Advisory, among others.

 

Venue Details

CONCORDE HOTEL KUALA LUMPUR
2 Jalan Sultan Ismail, 50250, Kuala Lumpur, Malaysia,
Phone : +603 2144 2200

https://kualalumpur.concorde hotelsresorts.com/

Contact us

Juliany,
03 2283 6109
juliany@ipa.com.my

Phoebe,
03 2283 6100
phoebe@ipa.com.my 

FOR CUSTOMISED IN-HOUSE TRAINING
Jane,
03 2283 6101
Jane@ipa.com.my

ADDRESS 
A-28-5, 28th Floor, Menara UOA Bangsar, 
No.5, Jalan Bangsar Utama 1, 
59000 Kuala Lumpur
www.ipa.com.my

FOCUSING ON
  • Introduction and Getting Acquainted
  • Overview of HR Functions in Today’s Business Context
  • Role & Responsibilities of HRM
  • Roles of Line Managers in Managing People
  • Understanding HR Planning, HR Forecasting, Recruitment & Selection Process
  • Talent Attraction, Employer Brand and On-Boarding
  • Employee Compensation & Benefits 
  • Performance Management & KPIs/KRAs
  • Talent Management and Succession Planning
  • Career Development
  • Employment Law & The Applications
  • Compulsory Provisions under the Law
  • Staff Discipline & Disciplinary Procedures
  • Handling Poor Performers and Off-Boarding
  • Company’s Safety and Environmental Policy
LEARNING OVJECTIVES
  1. Familiarising yourself with fundamental HR practices throughout the employee life cycle.
  2. Providing a foundational understanding of Employment Laws and their applications.
  3. Addressing personnel issues promptly and enhancing Employee Relations.
  4. Understanding how Effective Human Resource Management supports the company’s integrated
    value chain.
AFTER ATTENDING THIS COURSE YOU WILL RETURN TO YOUR JOB…
  1. Acquiring people management skills to confidently address critical HR issues that were previously challenging due to a lack of necessary knowledge.
  2. Understanding how HR collaborates with other departments to enhance people management
    skills, thereby supporting the integrated business value chain.
  3. Developing the ability to plan proactively and address personnel issues with a “quick to respond” attitude.
  4. Gaining skills in the basic application of Employment Laws to protect the interests of the organisation.
WHO SHOULD ATTEND
  • HODs
  • Non-HR Managers / Executives
  • Operational Managers / Executives
  • Line Managers / Executives
METHODOLOGY
Presentations, Interactive Group Discussions, Case Studies, Role-Play
DAY 1
9:00

INTRODUCTION AND GETTING ACQUAINTED

 

OVERVIEW OF HR FUNCTIONS IN TODAY’S BUSINESS CONTEXT

  • Strategic Partner: Aligns HR strategy with overall business strategy to drive
    organisational goals.
  • Employee Advocate: Ensures a positive workplace environment and addresses
    employee concerns.
  • Change Agent: Manages organisational change and development initiatives.
  • Administrative Expert: Manages day-to-day HR operations, including compliance with laws and regulations.
 

ROLE & RESPONSIBILITIES OF HRM

  • Recruitment & Selection: Identifies staffing needs, attracts candidates, and selects the best fit for the organization.
  • Employee Relations: Handles conflict resolution, promotes a positive work
    environment, and ensures fair treatment.
  • Training & Development: Provides learning opportunities and career development to
    enhance employee skills.
  • Performance Management & KPIs/KRAs: Implements performance appraisal systems, sets goals, and provides feedback.
  • Compensation & Benefits: Designs and manages salary structures, benefits packages, and incentive programs.
  • Compliance: Ensures adherence to labour laws and regulations and manages
    workplace safety.
10.045

ROLES OF LINE MANAGERS IN MANAGING PEOPLE

  • Coaching & Mentoring: Provides guidance and support to employees to enhance their performance and career growth.
  • Employee Work Performance: Monitors, evaluates, and improves individual and team performance.
  • Motivation: Implements strategies to keep employees engaged and motivated, enhancing job satisfaction.
  • Teamwork: Fosters a collaborative work environment and facilitates effective team dynamics.
12.00

UNDERSTANDING HR PLANNING, HR FORECASTING, RECRUITMENT &
SELECTION PROCESS

  • HR (Manpower) Planning: Analyses current and future workforce needs to ensure alignment with organisational goals.
  • HR Forecasting: Involves determining the number & types of employees needed, by
    skills and location through annual budget, trend analysis and management decisions.
  • Recruitment: Develops strategies to attract qualified candidates through various channels.
  • Interview & Selection: Conducts structured interviews, assesses candidate qualifications,
    and makes hiring decisions.
1:00 Lunch
2:00

TALENT ATTRACTION, EMPLOYER BRAND AND ON-BOARDING

  • Talent Attraction: Uses internal and external referrals to source for top talent.
  • Active Sourcing: Uses professional networks like LinkedIn to identify and reach out to potential candidates.
  • Employer Brand: Develops a strong employer brand that reflects the
    organisation’s culture, values, and mission.
  • On-Boarding: Provides new hires with orientation sessions focused on
    organisational culture and values. Pairs new
    employees with mentors to help them integrate into the company culture.
3:45

EMPLOYEE COMPENSATION & BENEFITS

  • Job Analysis: Collects information about
    job roles to determine necessary skills,
    responsibilities, and compensation.
  • Job Evaluation: Requires a quantifiable basis for job comparisons to determine salaries and remuneration packages.
  • Job Specification: Identifies the knowledge, skills, abilities and special characteristics needed for effective performance.
  • Job Description: Creates detailed job descriptions which include the Naming of the job, the Position, the Relationship, whom
    the Job liaises with, and Functions/Duties & Responsibilities.
  Q&A
5:00 End of Day 1
DAY 2
9:00

PERFORMANCE MANAGEMENT & KPIs/ KRAs

  • Performance Management: Implements performance appraisal systems, sets goals, and provides feedback
  • KPIs or KRAs: Key Performance Indicators or Key Result Areas: Metrics used to evaluate the success of an organisation, department, or individual in achieving key objectives.
  • Periodic Reviews: Conducts regular performance reviews to provide constructive feedback and discuss progress.
  • Development Plans: Creates action plans to address performance issues and support employee development.
  • Recognition & Rewards: Recognises and rewards high performance through incentives, promotions, and other forms
    of acknowledgment.
 

TALENT MANAGEMENT AND SUCCESSION PLANNING

  • Talent Management: Involves attracting, developing, and retaining skilled employees to meet organisational goals and drive
    performance.
  • Recruitment Strategies: Develop and implement strategies to attract top talent through job postings, employer branding,
    and recruitment campaigns.
  • Selection Process: Use effective selection methods, including interviews, assessments,
    and background checks, to identify the best candidates
  • Succession Planning: Involves identifying and developing internal talent to fill key
    leadership and critical roles within the organisation.
  • Key Positions: Identifies roles that are crucial to the organisation’s success and require succession planning.
  • Talent Gaps: Assess current talent gaps and future needs for these key positions.
10.45

CAREER DEVELOPMENT

  • Career Mapping: Develop career maps to provide employees with a clear understanding of potential career paths
    and growth opportunities within the organisation.
  • Guidance: Help employees align their career aspirations with organisational goals and available opportunities.
  • Role Progression: Outline possible roles and career stages, including required skills and
    experience for advancement.
  • Development Goals: Define key milestones and competencies needed for progression.
1:00 Lunch
2:00

EMPLOYMENT LAW & THE APPLICATIONS

 

PARTIES TO AN EMPLOYMENT CONTRACT

  • Employer: The individual or organisation that hires and pays the employee and is responsible for providing the agreed-upon
    work and compensation.
  • Employee: The individual hired to perform work in exchange for compensation, and who is entitled to certain rights and
    protections under the law.
  • Contractual Terms: Defines the obligations and expectations for both parties, including
    job duties, salary, benefits, and duration of employment.
 

COMPULSORY PROVISIONS UNDER THE LAW

  • Minimum Wage: Ensures employees receive a wage that meets or exceeds the legal minimum.
  • Working Hours: Regulates the maximum number of working hours and mandatory rest periods.
  • Overtime Pay: Requires additional pay for hours worked beyond the standard workweek.
  • Leave Entitlements: Mandates provisions for annual leave, sick leave, and other types of leave.
  • Anti-Discrimination: Prohibits discrimination based on race, gender, age, disability, or other protected characteristics.
3:45

STAFF DISCIPLINE & DISCIPLINARY PROCEDURES

  • Code of Conduct: Establishes expected behaviours and standards for employees.
  • Disciplinary Actions: Outlines the steps for addressing infractions, including warnings,
    suspension, and termination.
  • Documentation: Requires detailed records of disciplinary actions and decisions for
    legal compliance.
  • Domestic Inquiry: Investigates misconduct allegations to determine claims’ validity and appropriate disciplinary measures.
 

HANDLING POOR PERFORMERS AND OFF- BOARDING

  • Performance Reviews: Regularly assesses employee performance against set goals and standards.
  • Performance Improvement Plan (PIP): Provides a structured plan for improving
    performance, including specific goals and timelines.
  • Support & Training: Offers additional resources and training to help the employee meet performance expectations.
  • Voluntary Off-Boarding: Resignation by
    the employee, often requiring notice as stipulated in the contract.
  • Involuntary Off-Boarding: Dismissal initiated by the employer due to performance
    issues, misconduct, or organizational changes.
  • Legal Compliance: Ensures off-boarding procedures follow legal requirements to avoid claims of wrongful dismissal.
 

COMPANY’S SAFETY AND ENVIRONMENTAL POLICY

  • Safety Policy: Defines the organisation’s commitment to maintaining a safe work environment and outlines procedures for managing risks. Ensures the workplace is safe and free from hazards that could cause injury or illness.
  • Environmental Policy: Addresses the company’s approach to minimising its
    environmental impact and complying with environmental regulations.
  • Security: Protects the organisation’s assets and employees from theft, vandalism, and other security threats.
  • Compliance: Adheres to relevant safety and security regulations and standards.
  Q&A
5:00 End of Course