Course Overview:

In this foundational module, participants will develop a comprehensive understanding of the various types of employment arrangements and their significance in the workplace. They will learn to identify different forms of misconduct and acquire effective strategies for managing employees exhibiting such behaviors.

Participants will grasp the criticality of maintaining proper discipline within the workplace and recognize the associated risks of neglecting this aspect. Moreover, they will appreciate the essentiality of fostering a positive and safe working environment. Equipped with this knowledge, they will gain the skills needed to manage employees effectively, ensuring productivity and harmony in the workplace.

Course Objectives:

• To understand the types of employments
• To understand about discipline and its necessity at workplace
• To understand the risk if these are not followed.
• To understand how to manage difficult employees

Who Should Attend?

• HR/IR Managers
• Executives
• People Managers
• Investigating Officers

Course Prerequisites

There are no prerequisites for this course.

Course Content:

INTRODUCTION:
• The Malaysian Court System.
• The Principles of Natural Justice

MODULE 1: MANAGING MISCONDUCTS
• Understanding what is employment misconduct
• Types of Misconduct
• What is condonation?
• Understanding issues on common misconduct including:
• Absence without leave
• Lateness and leaving early in a flexi-hour environment.
• Difference between misconduct and absence for more than 2 working days.
• Insubordination/failure to follow established procedures.
• Using social media during working hours

MODULE 2: MEDICAL ISSUES
• Managing high levels of absenteeism due to medical leave
• Can a doctor’s certification be ignored?
• How best to handle employees suspected of abusing medical leave?
• Medically boarding out an employee

MODULE 3: THE POOR PERFORMANCE PROCESS
• What constitutes poor performance?
• Difference between Misconduct & Poor Performance
• Poor performance – the Legal Perspective
• Who should manage the poor performer?
• Understanding the subjective nature of performance management
• The 3 key requirements in managing poor performers

MODULE 4: MANAGING POOR PERFORMANCE
• Difference between poor performance plan (PIP)
• Overview of a performance improvement plan (PIP) process
• Dealing with under-performing probationers
• Opportunity to improve – coaching, counselling, training, motivation.
• Documenting the poor performance management – the key to justifying poor performance
• Best practices in managing poor performers.
• Case law studies on Poor Performance

MODULE 5: MANAGING POOR PERFORMANCE
• When can termination results due to poor performance
• Terminating a probationer for poor performance – is there a difference with confirmed staff.
• Extending the probation period – when should this be used.
• Notice of termination –must notice be given prior to termination.

MODULE 6: MANAGING PROBLEMATIC EMPLOYEES
• Power & Authority
• Influence Tactics & Process
• Some tips to manage the poor performance discussion
• Handling difficult conversations including giving negative feedback
• Managing an employee who disagrees with manager’s view/feedback