[Online 2-Day] HRM 2021 - NEW TRENDS AND DEVELOPMENT 2021年人力资源管理的新趋势与发展
Course Information
  • 21-Dec-2020
  • Online
  • Wendy Tee
  • Mandarin
  • RM 440 RM 360
    Until 27 Nov 2020
  • 1:30pm - 5:30pm

Human Resource managers rethink their role during the coronavirus pandemic in 2020, networked digital resources have become more developed now, people in the human resources industry have also voiced their expectations and judgments on the future development. They are also sorting out and thinking about future work, but the directions are different. To a certain extent, information overload is formed, which makes many human resources practitioners hesitate. Human resources play a key role in helping companies deal with global competition challenges. This course has been developed for non human resource manager to promote an understanding and describe the features and purposes of Human Resource management, explains how to design and develop an HR system that supports the company’s strategic goals. The uses of job analysis information and the methods of conducting a job analysis are detailed, tools for managing careers. It outlines some of the HR problems and issues involved with businesses. It equips the participants with appropriate knowledge, skills and techniques to perform HR functions and responsibilities in organization.

人力资源经理重新思考他们在2020年新冠疫情期间的新角色, ,如今网 络数字资源已变得更加发达, 人力资源业内人士对未来的发展进行了展 望和判断,也在针对未来的工作进行整理和思考, 不过方向各异,一定 程度上形成了信息过载,让很多人力资源从业者有些彷徨,人力资源在 帮助企业应对全球竞争挑战方面发挥着关键作用。本课程是为非人力资 源经理开发的,旨在促进对人力资源管理的理解和描述,描述如何设计 和开发支持公司战略目标的人力资源系统。工作分析信息的使用和进行 工作分析的方法是详细的,用于管理职业的工具。它探讨了企业相关的 一些人力资源问题。它为参与者提供适当的知识,技能和技能,以便在 组织中履行人力资源职能和责任.


• Line managers
• Finance managers or Accountants who are responsible for HR
• HR executives
• 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
• 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


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


• To provide concept of management in organization, describe what is human resource management and its importance to organization.
• To discuss the appropriate skills and knowledge required to perform HR functions, the challenges and solutions that lead to good practices of HR management.
• Understand the changes and new thinking of human resource management after the pandemic
• To understand the procedures of analysing a job, process of recruiting the right person.
• To analyze and understand the key activities including man power planning for effective recruitment and selection task to obtain appropriate resources and talent to meet organization’s requirements.
• To provide understanding of organizational development and to manage the learning and professional development of the organization’s workforce
• To understand and develop training needs analysis, considering the costs and the return of investment of any training & development programmes, the administration and the delivery
• To link training with organization’s mission and current challenges for competitive advantage
• To discuss the employment issues to enhance the workforce capabilities and the impact to business performance in competitive environment
• To understand the benefits and importance of employee performance, equitable and competitive reward system to retain talented workforce for business performance.
• To discuss the characteristics, factors and element of KPI, work competencies, job evaluation, salary and the role of appraisal in managing employee performance
• To explain steps in appraisal process and methods of appraising employees.
• To develop employee retention, engagement and career development

• 提供组织管理的概念,描述什么是人力资源管理及其对组织的重要性
• 讨论执行人力资源职能所需的适当技能和知识,以及导致人力资源管 理良好实践的挑战和解决方案
• 了解疫情后的人力资源管理的变化与新思考
• 了解分析工作的程序,招聘合适的人员的过程
• 分析和理解关键活动,包括有效招聘和选拔任务的人力规划,以获得适当的资源和人才,以满足组织的要求
• 提供对组织发展的理解,并管理组织员工的学习和专业发展
• 了解和开发培训需求分析,考虑任何培训和发展计划,管理和交付的成本和投资回报
• 将培训与组织的使命和当前的挑战联系起来,以获得竞争优势
• 讨论就业问题,以提高劳动力能力以及在竞争环境中对业务绩效的影响
• 了解员工绩效的好处和重要性,公平和有竞争力的奖励制度,以留住有才能的员工队伍,以保持业务绩效
• 讨论关键绩效指标的特征,因素和要素, 工作能力,工作评估,薪资和评估在管理员工绩效中的作用
• 解释评估过程中的步骤和评估员工的方法
• 发展员工保留,参与和职业发展

[05] DATE, TIME, FEE 日期/地点/费用

日期: 21 - 22 December 2020 (Mon - Tue)
时间: 1.30pm - 5.30pm
地点: 綫上 / Online

- Early Bird Offer (before 27 Nov 2020) - RM 360
- Special Offer (before 11 Dec 2020) - RM 400
- Normal Fee - RM 440

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

(i) 15% overriding discount for SST2u Learner Card members



[01] The Context of HR Management
i. Definition of HRM
ii. HR role, functions and activities of HRM in organization
iii. The HRM practices
iv. Evaluating and Controlling HR Unit

[02] Managing Human Resource
i. The Essential Skills
ii. The Strategic Approach
iii. The Changing Environment of HR Management
iv. The HR Changing Role
v. HR Diversity and Globalisation

[03] Roles of Line Managers in Managing People
i. Coaching & Mentoring
ii. Employee Work Performance iii. Motivation & Teamwork

[04] Changes and New Thinking After the Epidemic
i. Strengthen labour efficiency management
ii. Key management core talents
iii. Focus on the iterative flexibility of the organization
iv Increase communication efficiency management
v. Management and control improvement with order as the core
vi. Build a new type of employer relationship
vii. Precision human capital investment
viii. Salary management during the new crown epidemic
ix. The new normal responds to changes in human resource management


第1 单元.人力资源管理的原则和实践

[01] 人力资源管理的背景
i. 人力资源管理的背景
ii. 人力资源管理的定义
iii. 人力资源管理在组织中的人力资源角色,职能和活动
iv. 人力资源管理实践
v. 评估和控制人力资源部门

[02] 管理人力资源
i. 基本技能
ii. 战略方针
iii. 人力资源管理环境的变化
iv. 人力资源变革的角色
v. 人力资源多样性与全球化

[03] 直线经理在人员管理中的作用
i. 辅导与指导
ii. 员工工作绩效
iii. 动机与团队合作

[04] 疫情后的人力资源管理的变化与新思考
i. 强化人工效能管理
ii. 重点经营核心人才
iii. 关注组织的迭代柔性
iv. 加大沟通效率管理
v. 以秩序为核心的管控改善
vi. 建设新型雇主关系
vii. 精准人力资本投入
viii. 新冠疫情期间的薪酬管理
ix. 新常态应对人力资源管理的变化


[01] Employment in an Organization
i. The Labour Market and Forecast
ii. The nature of job analysis
iii. Job analysis – the nature, collecting information
iv. Developing Job Description and Job Specification
v. Hiring Alternatives

[02] HR Planning & Recruitment
i. Supply and demand of labour
ii. The HR Planning Process
iii. Recruitment Process & Sources
iv. Remote work may become permanent

[03] Interviewing & Selection
i. Importance of assessment
ii. The assessment methods
iii. Types of Interviews
iv. Developing the interview questions
v. Selection Process
vi. Job Offer and Induction Program

第2 单元.人力资源规划,招聘和选择

[01] 组织中就业
i. 劳动力市场与预测
ii. 工作分析的本质
iii. 工作分析 - 性质,收集信息
iv. 开发职位描述和职位规范
v. 招聘替代品

[01] 人力资源规划与招聘
i. 劳动力供求
ii. 人力资源规划流程
iii. 招聘流程和来源
iv. 远程工作可能会永久存在

[03] 面试与选拔
i. 评估的重要性
ii. 评估方法
iii. 面试的类型
iv. 开发面试问题
v. 选择过程
vi. 工作机会和入职培训计划



[01] Introduction to Training & Development
i. Organizational Development
ii. Nature of change, development, learning and growth
iii. Process on developing training and development
iv. Career development
v. Training myths

[02] The Need for Training
i. Training Objectives, benefits and types of training
ii. Identifying and assessing training needs and priorities
iii. The Learning Curve/ learning style
iv. Types of training programme and methodologies
v. Training Needs Analysis and model design

[03] Training Administration
i. The costs and benefit analysis
ii. The training administration and the delivery
iii. The Quality control policy in providing training: Train the Trainer, Certified Trainer
iv. Evaluating training programmes

[04] The Government Intervention on Human Capital Development
i. Human Resource Development Fund (PSMB)
ii. The Training Grant & Others



[01] 培训与发展简介
i. 组织发展
ii. 变革,发展,学习和成长的本质
iii. 制定培训和发展的过程
iv. 职业发展
v. 训练神话

[02] 需要培训
i. 培训目标,福利和培训类型
ii. 确定和评估培训需求和优先事项
iii. 学习曲线/学习风格
iv. 培训计划和方法的类型
v. 培训需求分析和模型设计

[03] 培训管理
i. 成本和效益分析
ii. 培训管理和交付
iii. 提供培训的质量控制政策:培训培训师,认证培训师
iv. 评估培训计划

[04] 政府干预人力资本发展
i. 人力资源开发基金(PSMB)
ii. 培训补助金及其他


[01] Understanding Performance Management
i. Objectives of employee performance management
ii. Comparing Performance Appraisal and Performance Management

[02] Performance Appraisal
i. Objectives of performance appraisal
ii. Types of appraisals reviews
iii. Methods of appraising employees, format & salary reviews
iv. Dealing with rating scale
v. Appraising Performance: Problems and Solutions
vi. The Appraisal Interview

Module 5: Employee Retention, Engagement & Career development

[01] Managing employee turnover and retention
i. Describe a comprehensive approach to retaining employees
ii. Why employee engagement is important and fostering such engagement
iii. Support employee’s career and development needs
iv. List and discuss the steps effectively coaching an employee
v. Making promotion decision
vi. Talent development
vii. Career plans and development


[01] 了解绩效管理
i. 员工绩效管理的目标
ii. 绩效评估与绩效管理比较

[02] 绩效考核
i. 绩效考核的目标
ii. 评估类型评估
iii. 评估员工,格式和薪资评估的方法
iv. 处理评级量表
v. 评估绩效:问题和解决方案
vi. 评估面试

[01] 管理员工流动和保留
i. 描述一种保留员工的综合方法
ii. 为什么员工敬业度很重要并促进这种参与
iii. 支持员工的职业和发展需求
iv. 列出并讨论有效指导员工的步骤
v. 做出促销决定
vi. 人才发展
vii. 职业规划和发展




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

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 and investment lecturing of Degree programs for Tunku Abdul Rahman University College. 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. For the past ten years she has been involved in lecturing and training in Financial Accounting and Reporting Skills, Personal Financial Planning, Corporate Financial Management, Practical Budgeting & Cost Reduction Technique, Mastering Company Accounts for Financial Statement Analysis, Balance Scorecard linked with Performance Management, Training Need and Analysis, Payroll Administration Techniques and Setting Departmental Key Performance Indicators (KPIs) and Understanding Malaysia Employment act 1955 ( Act 265), EPF act 1991 and Socso Act 1967.

Wendy is also a Human Resource consultant and certified trainer now appointed from Pembangunan Sumber Manuasia Berhad (PSMB), National Human Resources Centre (NHRC) and Malaysian Institute of Human Resource Management (MIHRM), providing comprehensive and independent Human Resource advisory to clients. In addition to consulting with and servicing clients, she is responsible for 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). Wendy is now pursuing her Doctor of Business Administration (DBA) from Universiti Utara Malaysia (UUM).

Wendy completed and passed her GST exams organized by Chartered Tax Institute of Malaysia (CTIM) with the cooperation and support from of the Royal Malaysian Customs Department (RMC). She is currently advising more than 70 SME companies in Malaysia for getting ready on the implementation of GST, mainly dealing with the tax authorities over various GST issues, elements and scope of GST, cycle and operations, rulings, registration, administration, audit and investigations on behalf of her clients.


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