[Online 2-Day] Developing HR Policies, Handbook & Induction Program 制定有效的人力资源政策,员工手册和入职培训计划
Course Information
  • 04-Dec-2020
  • Online
  • Wendy Tee
  • Mandarin
  • RM 530 RM 430
    Until 12 Nov 2020
  • 9:00am - 1:00pm
[01] INTRODUCTION 课程介绍
The employee handbook informs employee about company policies, procedures and practices and communications expected standards of performance and conduct. It can serve as a great communication tool that help to create consistent and fair policies and practices for an organization. A well designed handbook can positively influence employees’ morale and promote employees loyalty. It serves as an important guide in your daily business activities and also act as a tool to avoid liability in employee lawsuits. This course is designed for managers or business owners or who are responsible for developing and maintaining an employee handbook for their organization.
员工手册告知员工公司政策,程序和实践以及沟通预期的绩效和 行为标准。它可以作为一种很好的沟通工具,帮助为组织创建一 致和公平的政策和实践。精心设计的手册可以积极影响员工的士 气,提升员工的忠诚度。它是您日常业务活动的重要指南,也是 避免员工诉讼责任的工具。本课程专为经理或企业主设计,或负 责为其组织开发和维护员工手册。

[02] COURSE OBJECTIVES 课程目标
• Determine human resources policies, practices and procedures
• Use the handbook to help employee make adjustments
• Tailor information to accommodate change
• Use a well written handbook to support employees and supervisors
• Differential clearly between a HR policy and a human resource handbook
• Discuss how to write a human resource handbook
• Identify pitfalls to avoid in writing a human resource handbook
• Prepare and conduct induction program to new employees
• Identify orientation and induction programme checklist
•确定人力资源政策,做法和程序
•使用本手册帮助员工进行调整
•定制信息以适应变化
•使用精心编写的手册来支持员工和主管
•人力资源政策与人力资源手册之间存在的明显差异
•讨论如何编写人力资源手册
•确定在撰写人力资源手册时要避免的陷阱
•为新员工准备并实施入职培训计划
•确定方向和入门计划清单

[03] LEARNING OUTCOME 学习成果
Power point presentations, group discussions, worksheets, learning examples, discussions, Q & A sessions and course notes
Power Point演示文稿,小组讨论,工作表,学习示例,讨论,问答环 节和课程笔记

[04] WHO SHOULD ATTEND 谁该参加
• Line managers
• Finance managers or Accountants who are responsible for HR activities
• HR executives who are responsible for HR activities
• Non HR professionals who are responsible for HR activities
• Managers and professionals who are tasked with launching an HR department
•直线经理
•负责人力资源活动的财务经理或会计师
•负责人力资源活动的人力资源高管人员
•负责人力资源活动的非人力资源专业人员
•负责启动人力资源部门的经理和专业人员

[05] DATE/ TIME/ FEE 日期/方式/费用

日期: 4-5 December 2020 (Fri-Sat)
时间: 9.00am - 1.00pm
方式: 綫上 / Online

费用
- Early Bird (before 12 Nov 2020) - RM 430
- Special Offer (before 27 Nov 2020) - RM480
- Normal Fee - RM530

* Fee includes course Notes,Certificate of Completion & 6% Service Tax

Discount
(i) 15% overriding discount for SST2u Loyalty Card members

[06] COURSE CONTENTS 课程内容

MODULE 1 : DEFINITION OF HR POLICIES
• Introduction
• HR Policy on Employment
• HR Policy on The New Employee
• HR Policy on Career Development
• HR Policy on Performance Appraisals
• HR Policy on Motivation
• HR Policy on Normal Hours of Work and overtime
• HR Policy on Rest Days, public holiday & overtime
• HR Policy on Annual Leave Entitlement
• HR Policy on Special Leave
• HR Policy on Maternity / Paternity Benefits
• HR Policy on Medical & Dental Benefits
• HR Policy on Basic Salaries / Allowances / Reimbursable Claims
• HR Policy on Loans / Uniforms / Scholarship Other Benefits
• HR Policy on Discipline
• HR Policy on Termination
• HR Policy on Grievance Handling & Exit Interviews

MODULE 2 : DEVELOPING HR HANDBOOK
• Scope and limitation of handbook
• General and specific aims of handbook
• Terms and conditions of employment
• Other information that may be included
• Approving authority & Signatories
• Legal issues

PART I : EMPLOYMENT CONDITIONS
1.1 Appointment
1.2 Staff Grade
1.3 Probation and Confirmation
1.4 Promotions
1.5 Termination of employment
1.6 Retirement Age
1.7 Working days and hours
1.8 Overtime
1.9 Job transfer
1.10 Attendance and punctuality and absent
1.11 Exit Interview

PART II : SALARY ADMINISTRATION
2.1 Salary & Commission
2.2 Salary Increment
2.3 Salary deduction/ contribution
2.4 Bonus
2.5 Employee Provident Fund
2.6 Employees Social Security (SOCSO)
2.7 Income Tax
2.8 Employee Insurance System ( EIS)

PART III : LEAVE ENTITLEMENT
3.1 Public holiday
3.2 Annual leave
3.3 Medical Leave
3.4 Prolonged Medical Leave
3.5 Maternity Leave
3.6 Paternity leave
3.7 Compassionate Leave
3.8 Marriage leave
3.9 Unpaid leave
3.10 Half day leave

PART V: BENEFITS, ALLOWANCES AND REIMBURSEMENT
4.1 Insurance coverage
4.2 Hand phone communication allowances
4.3 Training and education
4.4 Traveling allowances
4.5 Accommodation allowance
4.6 Other claim for outstation or overseas travel
4.7 Fixed Allowances
4.8 Shift Allowance for production employees
4.9 Other claims
4.10 Uniform reimbursement
4.11 Personal safety protective equipment
4.12 Personal laptop provided
4.13 Long service award
4.14 Goods and services tax on employee benefits

PART V : CAREER DEVELOPMENT
5.1 Annual staff review
5.2 Promotion
5.3 Performance planning
5.4 Develop work plan framework
5.5 Monitoring of performance
5.6 Mid year performance appraisal
5.7 Year end performance review
5.8 Managing non performance employees
5.9 Performance interview

PART VI : INDUSTRIAL RELATIONS
6.1 Grievance Procedure
6.2 Disciplinary Procedure
6.3 Disciplinary action
6.4 Domestic Inquiry
6.5 Misconduct behaviour

PART VII : REVIEW AND TERMS AND CONDITIONS OF EMPLOYEE

MODULE 3 : CONDUCT HR ORIENTATION AND INDUCTION PROGRAMME
• Prepare and Conduct induction program to new employees
• Identify orientation and induction programme checklist
• The importance of induction program
• Prepare new employee orientation Checklist
• Define new Employees’ responsibilities
• Define Manager’s/supervisor’s responsibilities

I. Introduce Employee to Co-workers
II. Introduce the New Employee to Job
III. Follow up

第1单元:人力资源政策的定义
• 介绍
•人力资源就业政策
•新员工的人力资源政策
•职业发展人力资源政策
•绩效评估人力资源政策
•关于激励的人力资源政策
•关于正常工作时间和加班的人力资源政策
•休息日,公众假期和加班的人力资源政策
•年假权利人力资源政策
•特别假的人力资源政策
•关于产假/陪产假福利的人力资源政策
•医疗和牙科福利人力资源政策
•基本工资/津贴/可偿还债权的人力资源政策
•关于贷款/制服/奖学金的人力资源政策其他福利
•人道主义学科政策
•人力资源终止政策
•关于申诉处理和退出访谈的人力资源政策

第2 单元:开发人力资源手册
•手册的范围和限制
•手册的一般和具体目标
•就业条款和条件
•可能包含的其他信息
•批准授权和签署
• 法律问题

第一部分:就业条件
1.1任命
1.2员工等级
1.3缓刑和确认
1.4促销
1.5终止就业
1.6退休年龄
1.7工作日和工作小时
1.8加班
1.9工作转移
1.10出勤和守时缺席
1.11退出面试

第2部分:薪酬管理
2.1薪酬与佣金
2.2薪资增量
2.3工资扣除/贡献
2.4奖金
2.5员工公积金
2.6员工社会保障(SOCSO)
2.7所得税
2.8员工保险
第3部分:假期权利
3.1公众假期
3.2年假
3.3病假
3.4延长病假
3.5产假
3.6陪产假
3.7富有同情心的假期
3.8婚假
3.9无薪假
3.10半天休假

第4部分:福利,津贴和报销
4.1保险范围
4.2手机通讯津贴
4.3培训和教育
4.4旅行津贴
4.5住宿津贴
4.6其他对分站或海外旅行的索赔
4.7固定津贴
4.8生产员工的轮班津贴
4.9其他索赔
4.10统一报销
4.11个人安全防护设备
4.12提供个人笔记本电脑
4.13长期服务奖
4.14员工福利的商品和服务税

第5部分:职业发展
5.1年度员工审查
5.2促销
5.3绩效计划
5.4制定工作计划框架
5.5绩效监测
5.6年中绩效考核
5.7年末绩效评估
5.8管理非绩效员工
5.9表现面试

第6部分:劳资关系
6.1申诉程序
6.2纪律程序
6.3纪律处分
6.4国内调查
6.5不当行为

第7部分:雇员的审查和条款和条件

第3 单元:实施人力资源定位和诱导计划
•为新员工准备并实施入职培训计划
•确定方向和入门计划清单
•入职培训计划的重要性
•准备新员工入职核对表
•定义新员工的职责
•定义经理/主管的职责

I.向员工介绍员工
II将新员工介绍给工作
III跟进

[07] 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 Key performance 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.

[08] 报名/联络
电邮: SSTcourse@gmail.com
联络:
Logesh (012 - 503 0346)
Siti (012 - 383 8603)
Teo (011 - 3178 9203)
Han (019 - 323 0507)