FEBRUARY 2021 - PUBLIC COURSE FOR HR SEGMENT

 




EMPLOYMENT ACT 1955 & DOMESTIC INQUIRY - APPLICATIONS & IMPLICATIONS

It is imperative for employers, through its Management staff, Human Resources and Industrial Relations personnel, Line Managers and Supervisors as well as anyone involved in Payroll and Benefits Computations and Employees Supervision, to be aware and thoroughly understand the interpretations of the Labour Laws.

Employees’ discipline is no longer a simple task.  Today, employer-employees relationship has become complex, governed by various legislations which need to be understood and which employers must conduct their employees relationship within the parameters. Improper implementations of Employment Act and other legislations, and improper handling of Domestic Inquiry procedures can result in the Labour Court and the Industrial Court ruling in favour of employees and costly monetary compensation.

The Employment Act 1955 and the Industrial Relations Act 1967 are the two principal labour laws governing employees’ relations in the country. Clear your confusion over the right applications and effects of the Employment Act and Industrial Relations Act on the processes of handling employees rights, benefits and disciplinary issues.

Identify and complying with the relevant Labour Act/legislations

Know how to avoid ‘breaching’ the labour legislations and employees’ contracts

Know how to handle grievances and investigate misconduct

Understand the importance of discipline and its correlation with employees motivation

Know how to conduct Domestic Inquiry and justify recommendations

Identify the loopholes open to employees

Protect your company’s integrity


PENTADBIRAN DAN PENGURUSAN GAJI YANG EFEKTIF MENGIKUT AKTA KERJA 1955

Pengurusan gaji merupakan salah satu fungsi utama dalam struktur dan peranan pengurusan sumber manusia. Kegagalan mentadbir dan mengurus gaji disebabkan kekurangan  pengetahuan khususnya yang berkaitan dengan Akta Kerja 1955, boleh mengundang masalah yang berkaitan dengan perundangan dan menjejaskan hubungan perindustrian antara majikan dan pekerja serta imej organisasi. Program ini akan melengkapkan pengetahuan yang sewajarnya yang perlu ada pada pengamal-pengamal pengurusan sumber manusia yang terlibat dalam pentadbiran dan pengurusan gaji khususnya mereka yang baru dalam amalan tersebut.


Di akhir kursus ini, peserta-peserta akan dapat:
Menyesuaikan fungsi pengurusan gaji bersesuaian dengan strategi perniagaan 

Memahami definasi gaji dari pelbagai perspektif perundangan 

Memastikan amalan mematuhi keperluan dan garis panduan perundangan

Berupaya membezakan bayaran gaji, kerja lebih masa, bayaran cuti rehat dan cuti umum

Mempertingkat pengetahuan mengenai jenis-jenis pemotongan dan jenis-jenis bayaran

Memperolehi pengetahuan yang sempurna bagi perkara-perkara yang berkaitan dengan KWSP, Perkeso, Cukai Pendapatan dan PSMB.

Berupaya menyediakan laporan pengurusan gaji yang berkaitan dan mengendalikan bancian mahupun semakan semula gaji


HUMAN RESOURCE POLICIES & EMPLOYEE HANDBOOKS

HR Policies are the organisation’s top management philosophy and general guidelines as to aims, objectives, responsibilities and accountabilities regarding the organisation’s prerogatives and its employees’ entitlements and benefits at all levels.   
 
The Employee Handbook on the other hand contains the specific terms and conditions of employment. This handbook forms the bulk of the employment contract; the other part being the employment /appointment letter.      
 
These two documents are fundamental to every organization even though the content and standards may vary widely according to differing needs and requirements.

Definition and limitation of HR Policies and Employee Handbook 

Identification of areas of responsibility for the HR Department 

Identification of  job functions and establishing accountability and responsibility of employees carrying out HR functions   

Defining aims or purposes of functions and levels of responsibility and authority 

Identification of legal and market-standard benefits and entitlements for employees; and defining their aims and purposes 

Establishing administrative policies / procedures for availing of the benefits and entitlements; and establishing the ‘paper’ trail 

Developing the employee handbook 

Legal issues surrounding various policies 









CONVERSATION

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