HOW TO PROACTIVELY MANAGE YOUR STAFF PERFORMANCE AND PRODUCTIVITY ISSUES

A TWO DAY TRAINING PROGRAMME

OVERVIEW

Every manager aspires to have a cohesive, committed and striving team. In order to achieve this objective, a manager must in turn know how to manage his or her staffing issues fairly and firmly in demonstrating that fairness and equity is applied to everyone. Failure to do this will lead to claims of unfair workplace practice and victimisation which in turn will diminish employee morale. In order to manage with fairness, a manager must in turn know what the law requires them to do and combine this with soft-skills on how to effectively coach and counsel their subordinates. This two day programme will train your managers, executives and supervisors on how to “practically” manage their staffing performance and productivity issues covering absenteeism, late-coming, medical leave abuses, misconducts and performance issues in a proactive and objective manner.

WHAT YOU WILL LEARN DAY ONE

• Why all successful companies have a system that is transparent and fair when assessing their staff performance and productivity issues. • The importance of managing staff productivity/performance from a legal/IR perspective in Malaysia. • The two guidelines for managing any staff discipline and performance issue • How to practically manage any absenteeism, tardiness or medical leave issues • The four steps to correctly manage your staff undergoing probation • The three requirements of the law when managing any permanent staff’s performance issues • What to do when a major misconduct occurs. • How to protect your organisation from allegations of forced resignations by ‘ex-employees’.

DAY TWO

• The most critical ingredient for an effective coaching discussion • How to Conduct a Positive Performance Review/Performance Discussion • Video presentation on the ‘Secret of a Successful Communicator’. • Communicating performance targets and core values expectations • Case study discussions on how to manage difficult employee situations during the performance review and PIP discussions. • Dealing with difficult employees during the review/PIP discussion • Why a managers ‘attitude’ plays the most important of roles in ensuring a successful performance review process.

Note: Video presentations, industrial court decisions, case studies and sample document formats will be used in ensuring a lively and interactive learning session for all. Call us at 03-42703666 or email training@lshumancapital.com for a full training agenda and proposal