Learn From The Best
Cyril has a BA (English) and MA (Human Resource Management).
Cyril has vast real work experience, in local and multinational companies, of more than 18 years in the field of Human Resources Management, Administration and Operations in various industries: banking, manufacturing, hospitality, tourism, and publications. He last held the position of Director of Administration and Human Resources of a group of companies.
He has managed all HR functions from recruitment to termination/dismissal such as:
Setting up the HR Department A-Z and company start-up operations with appropriate systems in a new organization as part of start-up operations, developing policies and procedures, writing operational procedures, developing performance appraisal standards, managing recruitment and selection, setting up wage systems, designing motivation strategies, reducing employee turnover, training, handling misconduct, taking disciplinary action, conducting the domestic inquiry, handling grievances, carrying out negotiations with trade unions and collective agreements, etc.
He is now a lecturer and corporate trainer since 2007 in the field of: human resource management, HR laws, leadership principles, customer service, business communication and English. He lectures on the OUM degree programmes in Human Resource Management hosted by the Malaysian Employers Federation (MEF).
His tenure in organizations has provided him with deep insight and lasting exposure to various problems and solutions of different kinds. He brings this exposure to his specialised areas of training.
He delivers and facilitates the programmes in a simple, easy-to-understand way and willingly shares knowledge. Due to his real hard-knock work experience, he is able to provide many simple solutions to work challenges.
He has trained a wide range of organizations such as:
CCM Chemicals, Ornasteel Enterprise Corporation, FELDA, Euratech (M), Alliance Bank, Affin Bank, MBF Cards, Telekom Malaysia, PERODUA, RHB Bank, Optimax Eye Specialist Centre, Hotel Maya, Tanjung Rhu Resort, Prestar Steel Pipes, Companies Commission Malaysia, Manulife, TNB, Malaysia AIDS Council, Malaysia Newsprint Sdn Bhd, Equatorial Hotel, BC Petrochemical, Wonder Bowl, Schaefer Kalk (M), Guardian Venture (M), Kudrat Maritime, Bumimetro Construction, Sinora, Global Airfreight, Shangrila Hotel, Hitachi Chemical, Redtone Telecommunications, Multipurpose Insurance, Pacific Regency Apartments, STT Technologies, Fujiya Constructions, Boulevard Hotel, EON, Cargil Palm Products, Petronas, Hospital Pantai Indah, Country Heights Resorts, YTL Land, Sime Kansai, Samsung Electronics (M), JVC Video (M), Kelab Sukan Cahaya, UPD Systems, Takaful Nasional, Dewan Bahasa Dan Pustaka, Job Street.com, Inti College, Toshiba, etc.
Managing Employee Performance, Appraisals, PIP & Dismissal for Non-HR
1 - 2 December 2020
Effective organizations conduct performance evaluation of their employees periodically. Sometimes this results in dissatisfaction for both employees as well as appraisers.
This is because appraisers may not have the right appraisal instrument or know how to conduct an appraisal interview which may then be perceived as unfair by the employees, amongst other reasons.
This programme addresses the main issues of designing an appraisal tool, using the various appraisal methods, carrying out a successful appraisal interview.
It also focuses on managing performance to achieve KPis, and managing PIPs and taking necessary disciplinary action for repeated bad performers.
Why Attend The Programme?
Every manager, executive and supervisor who supervises subordinates should be capable of appraising employees fairly and objectively so that they are able to build on the strengths of employees and help the employee overcome the areas of weakness for organizational effectiveness.
FAQ: Will participants receive a sample of the critical documents?
Definition of Performance Appraisal
Definition of Performance Management
Situations for use of Performance Appraisals
Role of job descriptions and job specifications in performance appraisal
2) The Process of Performance Appraisal
What to evaluate?
Steps in performance appraisals
Who is responsible for appraisals?
3) Methods of Designing Performance Appraisals
Behaviourally Anchored Rating Scales (BARS)
Result Based System
360 degree appraisals
4)Setting Different Performance Criteria of Appraisers
5) The Evaluation & Appraisal Interview
Types of interviews and their objectives
Conducing the interview
How to handle the defensive subordinate
How to evaluate performance: Excellent, Good, Poor
6) Performance Counselling
Describing the problem or area of concern
Counseling VS Advising
Drawing up an action plan
Competencies for an effective counselor
7) Linking Good Performance to Rewards
Basic Salary Increases
Promotions, upgrades & salary increases
8) Linking Poor Performance to Performance Improvement Plans (PIP)
Setting targets for improvement
Following up on performance
Appraising employees after targets
9) Linking Bad Performance to Disciplinary Action
Types of disciplinary actions
When can disciplinary action be taken?
Can we dismiss employees for poor performance?
Other disciplinary action for poor performance
Precautions to be taken before disciplinary action
10) Special Issues of Performance Appraisals for Probationers
How often to appraise probationers?
Are the performance criteria different for probationers?
How many probation reports before confirmation?
How to terminate probationers due to unsatisfactory performance?
11) Legal Implications
Case for rightful & wrongful dismissal
12) Making a Success of Your Performance Appraisal System
Avoiding common errors and pitfalls
Characteristics of effective appraisals
The human factor – what do employees’ want?
Appraiser’s problems in evaluating
Who Should Attend
Talks, discussions, workshops, role-play, presentations
After Attending, You Will Return To Your Job
· Differentiate the roles of performance appraisals and performance management in an organization
· Use fair and appropriate criteria for appraisals
· Design an effective appraisal tool for the organization
· Conduct an appraisal interview in a fair manner
· Rate employees’ performance objectively
· Link good performance to fair rewards
· Draw up effective performance improvement plans (PIP)
· Counsel employees professionally
· Decide on disciplinary action on habitual bad performers
· Avoid legal pitfalls in appraising probationers
· Understand the organizational and human factors that make or break a successful appraisal system
Normal Fee ~ RM 1,378 / Person
Group Discount (For 3 Or More Participants) ~ RM 1,240.20 / Person