[Online 2-Day] 后行管令下,雇主如何“合情、合理、合法” 留才 Retrenchment & Talent Retainment Post MCO - Holistic Approach
Course Information
  • 05-Aug-2020
  • Online
  • Wendy Tee
  • Mandarin
  • RM 430 RM 350
    Until 13 Jul 2020
  • 8.45am - 12.45pm
(A) 简介 | INTRODUCTION

冠状病毒的危胁下,行动管制令自2020年3月18日开跑以来,国内中小型 企业首当其冲受经济冲击。据业界分析,行管令延长,恐将引发公司倒闭 及失业潮。今年国内生产总值恐怕难逃6%暴跌,其中备受打击的是旅游业 、零售,运输业和一般中小型企业。目前,政府竭尽所能,通过一轮又一 轮的‘重药’,帮助那些缺乏现金储备的中小型企业来减轻负担。
行动管制令后中小型企业何去何從? 在人力资源及法律責任与義務的应对措 施又是如何? 在人力资源及复工后的应对措施又是如何?
无可厚非,公司的运营和收入已受到严重影响, 减薪, 解雇, 缩减规模或裁员 或无可避免。然而,雇主必须了解在人力資源的法律責任与義務,以兔给 公司带来重大的财务損失及人事法律訴訟。另一方面,暴风雨后有阳光, 经 济复苏后,如何最好保留所需的关键人员也是本课程重要的一环。

The virus outbreak and the subsequent movement control order has sent most the economy into a tailspin. During this period, domestic small and medium-sized enterprises (SMEs) are bearing the brunt of the economic shock. According to analysts, the country GDP is expected to fall between as much as 6%. So far, with incentives one after another, the government is helping SMEs who lack cash reserves to reduce the burden. What should SMEs do after the action control order? What are the human resources and taxation measures to be taken, as well as the corresponding statutory & legal responsibilities and obligations?
Without a doubt, companies which have been severely affected would resort to salary reduction, dismissal, downsizing or layoffs. Therefore, employers must understand the legal responsibilities and obligations in human resources, and bring significant financial losses and personnel lawsuits to the company. It is also equally important to learn how to keep the performers and key employees, so that they do not run when the economy recovers.

(B) 方法 | METHODOLOGY

互动演讲, 练习, 问题和解答
Interactive Presentation, Practical exercises,Questions and Answers

(C) 谁应该参加 | WHO SHOULD ATTEND

老板,董事, 人力资源和劳资关系部经理,行政/ 主管,部 门主管以及负责解雇员工的主管
Business Owners, Directors, Manager/ Executive/, Supervisor of HR and Industrial Relation Department, Department Heads and those dealing with termination of employees

(D) 课程目标 | COURSE OBJECTIVES

此课程是协助参与者将能够全面了解整个疫情复工后后的最新人力资 源课题,裁员活动的内容,并有效,合法地管理整个裁员工作,包括从 实施前到提交给JTK的过程,包括提交后的合规性。 确定《雇佣法》和 《劳资关系法》在终止雇佣过程中对雇员权利的正确应用和效果,以 及雇主的权利和义务,以有效地管理您的裁员或裁员流程,从而避免 了劳动法院和工业法院的裁决 支持具有高昂賠償費用的员工。

Upon completion of this programme, participants will be able to understand:
• Latest Human Resource Management issues Post MCO
• The Dos and Donts’ of a Retrenchment exercise
• End to end process of application to JTK
• Compliance with key laws and regulations, including the Employment Act and Industrial Relations Act
• Key mistakes to avoid when the company is downsizing
• Alternative ways to retrenchments, so as to keep key employees

(E) 关键要点包括 | KEY OBJECTIVES

1. 确定MCO期间和RMCO后期的员工问题
2. 了解如何有效地找出的应对方案来解决疫情当下员工问题
3. 避免因不公平解雇和违反劳动合同而引起的法律争议
4. 如何重组员工策略
5. 减薪的计划和策略

1. Identify employee issues during MCO and RMCO later
2. Understand how to effectively find out the response plan to solve
the current employee problem
3. Avoid legal disputes caused by unfair dismissal and violation of labour contracts
4. How to restructure employee strategy
5. Plans and strategies for salary reduction

(F) DATE, TIME, FEE

Date : 5-6 August 2020 (Wed - Thu)
Time : 8.45am – 12.45pm
Fee:
- Early Bird Offer (before 13 Jul 2020) - RM 350
- Special Offer (before 27 Jul 2020) - RM 390
- Normal Fee - RM 430

Fee includes Course Notes, Certificate of Completion & 6% Government Service Tax

** DISCOUNT ** - 15% for SST2u Loyalty Card Members

(G) 课程内容 | COURSE CONTENTS

Day 1

单元1: 疫情复工后后的最新人力资源课题
• 人力资源相关举措的最新进展:EPF,SOCSO,EIS
• 在就业保留计划1.0 & 2.0(ERP)中为工人申请RM600财政援助的 指南
• 资格认证, 评估期限, 付款方法, 如何申请, 查询
• 工资补贴计划 Wages subsidy program( WSP)为工人申请财政援助 的指 南
• 资格认证, 评估期限, 付款方法, 如何申请, 查询
• 比较EIS ERP( 2.0) 计划和WSP( 3.0 & 2.0) 计划之间的差异
• 合并ERP2.0 和WSP 3.0 (15/06/20)
• 免除受冠状病毒(Covid-19)大流行影响的行业的人力资源开发税
• 资格认证,豁免期限, 征款提前还款, 补助金申请, 查询
• HRDF雇主索赔- 雇用员工激励性
• 延迟雇主对雇员公积金(EPF)的缴款
• 扣除7% 员工对员工公积金的缴款
• 延期支付Socso Perkeso付款和SMES提交的报告
• 雇主必须在行动管制令期间支付全薪及固定津贴
• 雇主可向员工提出:a)全薪假期b)半薪假期 c)无薪假期
• 人力资源部(Bilangan 3)常见问题解答–扣除年假,半薪,无薪和 裁员- 臨吋解雇, 裁员与程序 -"申请表PK

单元2: 基本原则和标签法
• 雇主的特权
• 属于1955年EA和1980年终止与实施条例范围内的员工
• 超出1955年EA范围的员工-他们是否有权获得裁员福利?
• 通知期限-S12-何时适用,何时不适用?
1967年劳资关系雇员 1975年工业和谐行为准则

Day 1

Module 1: Latest Human Resource Management Issues Post MCO
• EPF: e-CAP Programme 公积金援助计划
• Updates on Human Resource Related Initiatives : EPF, SOCSO, EIS
• Guideline on Application for RM600 Financial Assistance for Workers in the Employment Retention Programme 1.0 (ERP) - Qualifying Condition
- Rate & period of assessment
- Payment method
- How to apply
- Enquiries
• Guideline on Application Financial Assistance for Workers in the Wage
Subsidy Programme ( 27/03/20 and 06/04/20)
- Qualifying Condition
- Rate of period of assessment
- Payment method
- How to apply
- Enquiries
• Compare the differences among EIS, Program ERP ( 2.0) and Program WSP( 2.0 & 3.0)
• Effective 15/06/20 ERP & WSP effectively merged
• Ministry of Human Resources (MOHR) (Bilangan 3) FAQ –Deduct annual leave, half pay, no pay and layoff- Application with Form PK
• Exemption Of Human Resources Development Levy Payment For Industries Affected By Coronavirus (Covid-19) Pandemic
- Qualifying
- Exemption period
- Levy arrear repayment
- Trining grant applications
- Enquiries
• Employer claims Hiring incentive from HRDF
• Deferment of employer’s contribution to employees provident fund ( EPF)
• Deduction of employee’s contribution 7% to employees provident fund ( EPF)
• Deferment of Socso Perkeso payment and report submission from SMEs
Module 2: Labour Law & Its Simple Principles
• Employer’s prerogative
• Employees within scope of EA 1955 and Termination & Lay Of Regulations 1980
• Employees out of scope of EA 1955 — are they entitled to retrenchment benefits?
• Notice Periods — S12 — when does it apply and when it does not?
Employees with scope of Industrial Relation 1967 Code of conduct for Industrial Harmony 1975

Day 2

单元3:雇主在行动管制令的选项
1. 减薪 (Salary Reduction) 的计划和策略
• 减薪(减薪)替代方案
- 减薪样本信和必要的JTK文档

2. 如何重组员工策略 (Restructuring of Workforce)
• 限制新员工的招聘
• 加班限制
• 减少班次
• 减少工作时间
• 减少附带福利
• 冻结奖金和增量
• 冻结招聘
• 减少加班和公共假日和休息日的工作
• 减少工作时间和轮班时间

3. 重审员工合约

4. 远程工作和修改的工作时间 (Remote Working)

5. 调动和重新培训(Redeployment and Retraining)
• 为员工执行多任务再培训计划
• 将员工转移到组织内合适的职位上
- 调动与培训

6. 重新聘请 (Rehiring)

7. 暂停业务 (Suspend Business Operation)

单元4: 裁员 (Retrenchment) 和 解雇 (Dismissal)

1. 裁员 (Retrenchment) 和解雇 (Dismissal) 的计划和策略

2. 如何避免不公平解雇 (Unfair Dismissal) 和违反劳动合同 (Breach of Employment Contract)及如何避免这种情况

3. 裁员流程
• 确定裁员原因-
• 为裁员制定員工选标准 ( FOF/LIFO)
• 裁员实施流程
• 裁员通知书
• 裁员接收信

Module 3 : EMPLOYERS’ OPTIONS DURING MCO & RMCO
1. Salary Reduction plan and strategy
• Salary reduction (salary reduction) alternatives
-Sample letter of salary reduction and necessary JTK document

2. Restructuring of Workforce
• Restrict recruitment of new employees
• Overtime restrictions
• Reduce shifts
• Reduce working hours
• Reduce fringe benefits
• Freeze bonuses and increments
• Freeze recruitment
• Reduce work overtime and public holidays and rest days
• Reduce working hours and shift hours

3. Review the employee contract

4. Remote working and modified working hours (Remote Working)

5. Redeployment and Retraining
• Perform multi-task retraining plan for employees
• Transfer employees to suitable positions in the organization
- Mobility and training

6. Rehiring

7. Suspend Business Operation

Module 4: The Retrenchment Process
1. Retrenchment and Dismissal plans and strategies

2. How to avoid Unfair Dismissal and Breach of Employment Contract and how to avoid this situation

3. Downsizing process
• Determine the reasons for layoffs-
• Develop employee selection criteria for layoffs (FOF/LIFO)
• Implementation process of layoffs
• Notice of layoffs
• Reception letter

(H) 讲师简介

WENDY TEE
- HRDF APPROVED SPEAKER, HR CONSULTANT

Wendy Tee Leap Sing has over fifteen years of experience in senior management and human resources positions for diversified industrial and business environments. Graduated with a Master of Business Administration (UM), Master of Information Technology (UM), Certified Financial Planner (CFP), Certified Business coach (UM), Registered Financial Planner (RFP), Certified Trainer (PSMB) and Certified Advance Human Resource Practitioner (MIHRM), she has undergone intensive academic training in various human development and knowledge improvement. Wendy is a member of the Malaysia Financial Planning Council (MFPC) as well as a Security Commission licensed financial planner with VKA Wealth Planners. She is now pursuing her Doctorial of Business Administration (DBA) from Universiti Utara Malaysia (UUM).

Wendy is actively involved in management consultancy, management training and research. Her latest responsibility involves the business coaching, financial training, management consultancy, management and Financial lecturing of Degree programs for Kolej Universiti Tunku Abdul Rahman . She has experience managing training programs cover from local universities, in house training and public seminar training, from designing training needs assessment, developing training materials, monitoring and tracking of training programs successfulness and implementing training evaluation. Having been trained as a qualified trainer, her skill and knowledge has been enhanced in operations effectives, fitness analysis, gap analysis and needs assessments.

Wendy is also a Human Resource solution consultant now appointed from Harrison Assessment Talent solutions (HATS), certified trainer from Pembangunan Sumber Manuasia Berhad (PSMB) and National Human Resources Centre (NHRC), providing comprehensive and independent Human Resource advisory to clients. In addition to consulting with and servicing clients, she is responsible for HR assessment, HR training, coaching & advisory for the company. In the area of Human Resource Management, Wendy focuses on Strategic Talent Management, Training and Development Management, Performance Management, Payroll Management and Setting Departmental & Inter Departmental Keyperformance Indicators (KPIs). She used the Harrison Assessment Talent Solutions (HATS) in many HR assignments. HATS is a leading global psychometrical assessment tool widely used for career guidance, personal coaching, talent acquisition, talent development, talent engagement and succession planning.

(J) 报名/联络

电邮: sstcourse@gmail.com
联络:
Logesh (012 - 503 0346)
Siti (012 - 383 8603)
Teo (011 - 3178 9203)