It is important to understand that organization handle problematic employees in many situation differently and not all HR personnel, supervisors or even HOD have a knowledge on counselling or couching. Usually, minor misconduct can be resolve during counselling session. However, frequent / recurrence or minor misconduct may lead to major misconduct or gross misconduct, in which severe discipline action should be taken. The purpose of this training is to assist participants to analyses discipline cases and make decision on the action that should be taken. It will also provide guidelines, techniques and steps to be used in the process of disciplinary action and practice the, in various situations.
LDM 015 – Managing Employee Attendance and Discipline 9 & 10 December 2024
LDM 015 – Managing Employee Attendance and Discipline 9 & 10 December 2024
RM 1,990.00
INTRODUCTION
OBJECTIVE
- The common employees discipline / problem.
- Understand the misconduct and disciplinary cases.
- Gain skills in managing difficult employees.
- Identify the causes of poor performance and employee dissatisfaction at work.
- Understand why poor discipline can lead to poor work performance.
- Learn technical skill to conduct investigation and collecting evidence.
- Managing attendance problem.
- Learn the basic techniques how to conduct a domestic inquiry.
WHO SHOULD ATTEND
This programme is suitable for Top Management, Middle Management and Executives, Supervisors and Leaders, All Staffs.
2 DAYS TRAINING MODULE
Day 1 (9am - 5pm)
- Introduction and ice breaking
- Understand organizational behavior
- Performance target and achievement
- Identify employee discipline issues
- Provisions of the ACT
- Choose the right clause of the ACT
- Attendance system
- Security camera
- Time tracking
- Superior observation
- Talk to doer / counselling
- Set clear expectation for improvement
- Emphasis on late coming policy
- Address the main course of the lateness
- Minor, major and gross misconduct
- Investigation guideline
- Collecting evidence
- Preparing investigation reports and evaluation
Day 2 (9am - 5pm)
- Who will take the action
- Analyse provisions in the ACT, Company Policy, Employee Handbook and Work SOP
- Preparing Show Cause Letter
- Suspension for investigation and compiled evidence
- Study and analyse the show cause reply against evident
- Reminder Letter or Warning Letter
- Counseling session
- When and why domestic is needed
- Respond promptly to any reports or complaints received
- Assess whether an investigation is required
- Consider placing the accused on leave
- Plan the investigation
- Select a qualified investigator
- Conduct and document interviews
- Gather evidence
- Evaluate the collected information
- Identify reported issue
- Specify the case type
- Summarize the details
- Gather evidence
- Formulate conclusion
- Summary of allegation
- Case background and company policies
- Complainant, witness and subject information
- Collect evidence and time line
- Investigation, interview and case findings summary
- Action to resolve
- Conclusion
- Individual and group presentation
- Q & A
About Instructors
Shahida Shaari
- Akta Pekerjaan 1955 & Pindaan 2022
- Internal Trainer Program
- Staff Compentency Training