HOW TO SUCCESSFULLY CONDUCT A DOMESTIC INQUIRY

A TWO DAY TRAINING PROGRAMME

OVERVIEW

When an organisation decides to conduct a domestic inquiry, it usually means a major misconduct has occurred and the company is considering taking serious action, including the possibility of dismissing the employee involved. The problem with domestic inquiries however is that there are numerous prerequisites surrounding the process and failure to adhere to them often mean that the Industrial Courts may overturn the company’s dismissal.This two day programme has been developed to help ensure your organisation does not get caught with this finding by the courts that your DI process is flawed. It will specifically guide your organisation on the key areas often overlooked by organisations when managing and conducting the DI process in ensuring that the process is compliant with the law and while being practically administered. 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