HOW TO SET UP & MANAGE A HUMAN RESOURCE DEPARTMENT DATE: 19 & 20 AP RIL 2011 VENUE: ARMADA HOTEL, PETALING J AYA BROUGHT TO YOU BY: INTRODUCTION The field of Human Resource management has become one of the most exciting areas of business. Much has changed over the last few years. These changes have enhanced the value of Human Resource Management. Human Resource function gaining increasing Management OBJECTIVES is importance in Knowledge Management difference in managing achieving organizations. becoming the organizational With key goals, The objective of this workshop is to highlight organizations have realized the importance of the strategic importance of the Human creating, maintaining and developing its most Resource function in a practical manner important asset, its employees. maintaining a balance between pragmatism and the theoretical concepts. Those being exposed to this challenging field for the first time would find this workshop WHO SHOULD ATTEND This workshop would be beneficial to: really challenging. This workshop will  Human Resource Managers, reinforce the notion that all managers in fact  Newly Appointed Mangers/ Supervisors are involved with human resources. This workshop will be valuable to HR  Line Leaders professionals to update themselves on the  All those involved in the managing of current issues in this field. Human Resources SPEAKER’S PROFILE MR. SATHIVALU The facilitator of this program is Sathivalu. He is a graduate of the University of Malaya with a Bachelors degree (Honors.). Later, he completed a Diploma in Management program from the Malaysian Institute of Management. His master degree in Human Resource Development is from University Putra, Malaysia. He completed a Doctor in Business Administration program from Preston University, United States of America. He holds various certificates in a number of specialized training programs like Train the Trainer, CIE Tutor Training, Alan Management Seminars, Industrial Relations, Australian Language Institute, and etc. He has more than 30 years of working experience in various capacities both in the public and the private sectors. His working experience includes being a graduate teacher, senior officer, hotel director, project manager, department head, industrial relations manager, college head, consultant, lecturer and a trainer. Currently he is a consultant trainer to a number of organizations for whom he has developed and conducted many training programs. For the University Malaya Centre of Continuing Studies (UMCED), he developed the program contents for the Certificate in Management; the Diploma in Management and the Diploma in Business Administration programs. He has tutored candidates from Bangladesh and Cambodia under the Technical and Vocational Educational Project and given orientation talks to students from universities in United States of America and Bangladesh. The greatest room in the world is the room for improvement. Sathivalu is a firm believer of this principle. There is always room for improvement in our skills, attitudes, knowledge and aspirations. He imparts this belief in all his trainings. He is also an advocate of life long learning. To put this belief into practice, he is now embarking on a second doctorate degree. Having had hands on experience in various capacities, his areas of expertise include Human Resource Management, Training and Development, Industrial Relations, Customer Service, Management Development, Organizational Development, Teambuilding, Leadership, Business Communication, Business Ethics, Secretarial Development, Managing for High Performance, Writing Dynamics, and etc. His clients are both government and private organizations ranging from Exxon Mobil, Universiti Utara, Multimedia University, Universiti Telekom, Universiti Malaya, Bank Rakyat, Petronas, Hotel UITM Dungun, Bau District Hospital, Sarawak, Great Eastern Life Assurance Co., Institut Penyelidikan Teknologi Nukleur Malaysia (MINT), Crown Prince Hotel; InoSabah Sdn Bhd; Amoco Sdn Bhd; Sarawak Economic Development Corporation, SBB Mutual Sdn Berhad, RHB Sakura Merchant Bankers Berhad, SKYNET Bhd, Central Spectrum Sdn Bhd., Asena Nursing College, and etc. COURSE OUTLINE DAY 1 1. HUMAN RESOURCE MANAGEMENT – an overview DAY 2 6. PERFORMANCE MANAGENENT AND APPRAISAL  HRM in Action  Identifying and Measuring Employee performance  Functions  Rationale for Performance Appraisal – An Effective  The Dynamic Human Resource Management Performance System Environment.  Uses of Performance Appraisal HR as a Strategic Partner  The Performance Appraisal Process  The Performance Appraisal Methods Job Analysis – a basic Human Resource Management 7. COMPENSATION AND BENEFITS Tool  Compensation Policies  Reasons for conducting Job Analysis  Determinants – the organization, the labor market, the job,  Job Analysis Information  Job Analysis Methods  Job Analysis and Job Description  Strategic Planning and the Human Resource Planning  Job Evaluation Process  Benefits and other Compensation Issues  2. STAFFING THE ORGANIZATION  the employee  Forecasting Techniques  Succession Planning 8. SAFETY AND HEALTH  Human Resource Information Systems  The Nature of Safety and Health  Job Design Concepts – Job Enrichment, Job Enlargement,  Occupational Safety and Health Act 9. EMPOLYEE AND LABOR RELATIONS  External Employee Relations –  Unions,  Associations,  Collective Bargaining  Internal Employee Relations  The Disciplinary Action Process  Approaches to Disciplinary Action  The Grievance Procedure  Termination  Layoff  Transfers, Promotions, Resignations, and Retirement Reengineering 3. RECRUITMENT  Alternatives to Recruitment  Environment of Recruitment – External, Internal  The Recruitment Process 4. STAFFING  The Significance of Employee Selection  The Selection Process  The Interview  Selection Tests 5. HUMAN RESOURCES DEVELOPMENT  Factors Influencing Training and Development 10. EVALUATING THE HUMAN RESOURCE  The Training and Development Process MANAGEMENT FUNCTION  Determining Training and Development Needs  A Self-audit  Training and Development Methods  Preparing a Check List  Implementing Training and Development Programs  Evaluating Training and Development  Quantitative Human Resource Management Measures  Career Planning and Development  An Action Plan  