In our complex and fast changing world where the focus is always on how business and its processes can be improved. It is not uncommon to see changes made for the better almost on a monthly basis in certain organizations. Executives and leaders are expected to think on their feet, and emerge with brilliant ideas as and when required, which might be a challenge to most. “Off-the-shelf” or standard thinking is just not enough! To survive the cut-throat corporate world, creativity and differentiation is the key to find innovative solutions to difficult problems and make decisions in an environment in which there are lots of unknowns.

How many of us have said “I am not the creative kind…”, especially when faced with tasks that require a degree of creativity. The fact of the matter is, creativity, in the business world at least, can be honed with awareness, knowledge and practice. It is a skill which can be learnt- at any age. Once you’ve learnt the pre-requisites and understand how it applies to you, the next step would be to organise the thinking methodically, and then move on to the action phase. And this is precisely what this programme is going to help you do, and it will be a lesson learnt for life.

The Management Secretary of today is strongly positive, capable of carrying out responsibilities beyond her normal scope of duties, is widely travelled, has strong initiatives, is capable of stepping into an executive position, and is consistently upgrading herself.

As the management secretary is also a self-motivated person, she is able to overcome stress and solve problems strategically, and this is a great asset to any boss.

Being able to plan, organize and coordinate the workflow is another important function which she is able to do so effectively.

With the right skills, attributes and strategies, teamwork with any boss would be an enriching experience.

In today’s diverse and ever changing business environment, it is crucial for all non-finance managers, executives & officers to develop and sharpen their financial skills.

These skills will enable them to understand and analyse financial statements, contribute effectively in pricing, planning and control decisions and make positive contributions towards effective project selection.

Acquisition of these skills would also enable these personnel to appreciate how their function fits into the overall objectives of the organisation, thus enabling them to better contribute to the organisation’s goal.

People who learn to write well are increasing their value to the company, helping to create and enhance the company's corporate image. Effective written communication gives a professional impression of us and our organization. We very often find the task of writing business documents such as letters, memos and even e-mails very challenging. We are concerned whether we convey our written message clearly, concisely and accurately to achieve the desired result. Sometimes we wonder our written correspondence sounds professional to instill confidence in the reader. Thus, updating our business writing skills in this modern era has become an integral part of professional life.

This program is designed to guide the participant naturally to write effectively and professionally to achieve writing aims and produce the desired outcomes.

The Employment Act 1955, EPF Act, SOCSO ACT are among the main laws governing employees
   
The Employment Act 1955 forms the basis of employment contracts between employer and certain categories of mostly non-management employees. It also serves as a guideline for employees who are not protected under the EA. The EA provides minimum benefits that must be provided to employees. The new amendments also cover some employees who were previously not protected under the EA 

The EPF Act 1991 is a retirement scheme for employees and has a lot of rules regarding contributions and withdrawal

The SOCSO Act 1969 is an insurance scheme for Malaysian employees for employment injury or invalidity. Both employer and employee are required by law to contribute to EPF and SOCSO

The Minimum Wages Order (2013) specifies the minimum wages that should be paid in West and East Malaysia  

For the first time ever the Malaysia government has introduced the Minimum Retirement Age Order (2013)

Part-timers are now also protected under the law. They are entitled to certain benefits including OT   
 
The workshop covers all the relevant aspects of the EA, EPF and SOCSO Acts ie duties and liabilities of employers, the benefits and conditions for benefits and procedures for making claims. It also covers the Minimum Wages Order, The Minimum Retirement Age Order, and Part-timers (Employment) Order.     

This workshop is designed to train those who need to present to others in terms of knowledge, information and skills. Participants will learn practical and effective steps right from the preparation to the final delivery of the presentation.  Over and above equipping the presenters with techniques, this workshop also aims to teach participants the keys to making presentation interesting, more fun and exciting.

Most managers think they are good at interviewing. But it is not easy to do well. Researchers have shown, over and over again, that interviewers fail in their task because they make up their minds too early, fail to collect all the relevant information or don’t evaluate systematically what has emerged from the interview.

Furthermore, interviewers rarely get evidence that any of their rejected candidates would have been a better choice. So- unless the person they do appoint turns out to be obviously incompetent-they are rarely prompted even to reflect on their mistakes.

Nevertheless, interviews continue to be the most common method of selecting new staff. So it is worth thinking about how to avoid the major pitfalls.
Most managers think they are good at interviewing. But it is not easy to do well. Researchers have shown, over and over again, that interviewers fail in their task because they make up their minds too early, fail to collect all the relevant information or don’t evaluate systematically what has emerged from the interview.

Furthermore, interviewers rarely get evidence that any of their rejected candidates would have been a better choice. So- unless the person they do appoint turns out to be obviously incompetent-they are rarely prompted even to reflect on their mistakes.

Nevertheless, interviews continue to be the most common method of selecting new staff. So it is worth thinking about how to avoid the major pitfalls.

The primary laws governing employees are the Employment Act 1955 (EA) and the Industrial Relations Act 1967 (IRA). The EA deals with employment while the IRA deals with dismissals.       

In this workshop participants will learn about the various entitlements and rights and obligations of employer and employee. They will also learn about how to handle discipline under the Industrial Relations Act 1967. They will also learn how to conduct the domestic inquiry under the law.       

The workshop is delivered by a seasoned practitioner who has mastered the art of delivering legal workshop in a straight forward way without the heavy legal complication of explanation. Thus participants will find it very easy to master the subject.    

This workshop would enable new as well as existing accounting staff, admin staff and secretaries to appreciate and understand the steps in the accounting process, from source documents to the preparation of financial statements. Knowledge in these areas will enable them to be more effective at their job functions.

In today’s computerised accounting environment, accounting staff perform very specific duties as part of the accounting function.  They may be involved in one specific area like handling accounts payable, accounts receivable, payroll, cash book, general ledger, etc.  As a result, they are often very focused in their respective areas but may not be aware or knowledgeable of the other important areas in accounting.

With the advancement of computerised accounting packages, the accounting process is somewhat isolated and as a result these staff do not see the physical transaction actually taking place.  This may lead to a lack of understanding of the accounting process.  A thorough knowledge of the accounting process will enable the staff to better understand the process thus contributing more effectively to the organisation.

This workshop is also suitable for administration staff, secretaries and other clerical staff who performs some basic accounting functions but have limited knowledge of accounting.

Self esteem discusses issue such as who we really are and how much we value ourselves. It helps us to understand the way we think, our attitude and behavior based on our belief system in life. By understanding who we really are at work and outside the work environment, we realize our true goal. This helps us to enhance our career and personal satisfaction to lead a more meaningful and fruitful life.

Discover your self image, inner strength and uniqueness by participating in this highly practical training program. It will answer questions about the image you portray at work and how you can further enhance your self esteem and confidence to become an excellent performer.

If you are like most people who spend their life in a frenzy of activities, but achieve very little, it simply shows that you are not concentrating your efforts on doing things that matter the most – things that will give you the results you’ve been looking for.

This workshop is to invite you to examine yourself and analyze how you use your time on a daily basis, while discovering the importance of planning, goal-setting and prioritizing. In addition, it will help you to regain ‘extra’ hours, function more effectively at work with less stress and frustration, and achieve greater work-life balance.

Managing Complaints. It seems everyone is talking about customers. Some of the reasons as to why poor service is still a major concern of most organizations are as follows:

Few people have been trained to pay attention to the second half of today’s jobs - the people part. They have invested their time and energies in the technical aspects. They have not been trained to handle the complications of making sure their work is valuable to others.

People have not been conditioned or encouraged to treat people inside of their own organization as customers. Without the support and cooperation of “internal” customers (colleagues, employees, bosses, and other departments) it is difficult to satisfy those we commonly view as our “real” customers (those who use our services). Satisfying “internal” customers provides a vital link in the chain that leads to satisfying customers outside of the organization.

People often don’t realize that working hard is not the same as satisfying customers. As a result, people often work hard and are frustrated because customers (internal or external) remain unsatisfied.

As such the main aim of this workshop is concentrating on how to satisfy the needs and wants of customers effectively.

Disciplinary action is the last resort in maintaining order in an organization. Some organizations do not take action for fear that if the action is not taken according to proper legally accepted procedures, it may backfire  

This workshop shows how to handle cases of misconduct and indiscipline by employees and take ‘natural justice’ and legal disciplinary action including a domestic inquiry to prevent cases going to the Industrial Court. 

Participants will have a better understanding of the industrial relations process.

Most managers think they are good at interviewing. But it is not easy to do well. Researchers have shown, over and over again, that interviewers fail in their task because they make up their minds too early, fail to collect all the relevant information or don’t evaluate systematically what has emerged from the interview.

Furthermore, interviewers rarely get evidence that any of their rejected candidates would have been a better choice. So- unless the person they do appoint turns out to be obviously incompetent-they are rarely prompted even to reflect on their mistakes.

Nevertheless, interviews continue to be the most common method of selecting new staff. So it is worth thinking about how to avoid the major pitfalls.
Most managers think they are good at interviewing. But it is not easy to do well. Researchers have shown, over and over again, that interviewers fail in their task because they make up their minds too early, fail to collect all the relevant information or don’t evaluate systematically what has emerged from the interview.

Furthermore, interviewers rarely get evidence that any of their rejected candidates would have been a better choice. So- unless the person they do appoint turns out to be obviously incompetent-they are rarely prompted even to reflect on their mistakes.

Nevertheless, interviews continue to be the most common method of selecting new staff. So it is worth thinking about how to avoid the major pitfalls.

This workshop will focus on developing employees to become self-directed performers with the right attitude for learning and ultimately deliver high quality work that will make a bottom-line difference in your organization. You will also discover your current communicative and leadership styles, how to use them to achieve goals and contribute positively towards organizational growth.

We need to make a difference and be outstanding in order to stay ahead of others in your organization. Discover the 5 important competencies that’s going to help you do just that. Each competency area will also highlight your current strength and weaknesses in your job performance now. Learn how by making some small adjustment in your behavior mode at work can bring you to greater heights in career.

Service maxim is that ‘relationships are everything’. Given the increased competitive pressures of the global marketplace and major changes in customer requirements, it is therefore not enough that service professionals to be adept to technical and tactical skills. Emotional intelligence (EI) is the blue chip investment here because it is the core of all relationships.

This workshop will help participants understand emotional intelligence better and recognize the role and importance of emotions, thus enabling them to create a climate that can have influence on customers’ behaviours and subsequently their decisions to further their business relationships with the organization.

Top-notch, high-performing and contemporary organisations in Malaysia and worldwide know that a company is only as good as its employees. Organisations go through various stages of change, and such change and development in terms of skills and knowledge is also expected from their employees. Gaps in the experience, knowledge, attitudes, skills, aspirations, behaviours and leadership creates a need of continuous coaching and mentoring culture in companies these days.

Employees will not likely stretch to their full potential without dedicated coaching and mentoring that inspires, energises and facilitates them to reach greater heights. Unlike conventional training, these two skills concentrate on the person, and not the subject. The focus of coaching is to draw out, rather than put in; reflect, rather than direct; develop rather than impose; they are continuous, and not a onetime event and this is what this training will impart to the participants.

Managing Complaints. It seems everyone is talking about customers. Some of the reasons as to why poor service is still a major concern of most organizations are as follows:

Few people have been trained to pay attention to the second half of today’s jobs - the people part. They have invested their time and energies in the technical aspects. They have not been trained to handle the complications of making sure their work is valuable to others.

People have not been conditioned or encouraged to treat people inside of their own organization as customers. Without the support and cooperation of “internal” customers (colleagues, employees, bosses, and other departments) it is difficult to satisfy those we commonly view as our “real” customers (those who use our services). Satisfying “internal” customers provides a vital link in the chain that leads to satisfying customers outside of the organization.

People often don’t realize that working hard is not the same as satisfying customers. As a result, people often work hard and are frustrated because customers (internal or external) remain unsatisfied.

As such the main aim of this workshop is concentrating on how to satisfy the needs and wants of customers effectively.

A HR Administrator keeps records and communicates with employees and others on a daily basis. He is in touch with all employees and employees in turn seek him out. Higher level management also rely on him for the necessary data for decision making and trust him to keep all records and communicate well with the other employees 

Without the services of a powerful and professional HR Administrator, many decisions and policies of the company cannot be executed effectively.

This workshop seeks to sharpen the participant’s administrative skills in HR by being well  organized to be efficient and to develop the ability to handle relationships with insiders and outsiders with courtesy and tact.

To be even more powerful, participants are exposed to the legal aspects of HR administration  under the Employment Act 1957, Labour Ordinances of Sabah 2004 & Sarawak 2005,  The EPF Act 1991 and the SOCSO Act 1967

In this process it seeks to empower the HR Administrator so that he can go about his work with confidence and independence 

This unique workshop is a combination of office administration skills, HR operational skills, soft skills, personal organising and time management skills, and legal skills which makes for a holistic powerful and professional HR administrator.

Participants will also receive samples of the various HR letters and other documentation.          

In our complex and fast changing world where the focus is always on how business and its processes can be improved. It is not uncommon to see changes made for the better almost on a monthly basis in certain organizations. Executives and leaders are expected to think on their feet, and emerge with brilliant ideas as and when required, which might be a challenge to most. “Off-the-shelf” or standard thinking is just not enough! To survive the cut-throat corporate world, creativity and differentiation is the key to find innovative solutions to difficult problems and make decisions in an environment in which there are lots of unknowns.

How many of us have said “I am not the creative kind…”, especially when faced with tasks that require a degree of creativity. The fact of the matter is, creativity, in the business world at least, can be honed with awareness, knowledge and practice. It is a skill which can be learnt- at any age. Once you’ve learnt the pre-requisites and understand how it applies to you, the next step would be to organise the thinking methodically, and then move on to the action phase. And this is precisely what this programme is going to help you do, and it will be a lesson learnt for life.

The Management Secretary of today is strongly positive, capable of carrying out responsibilities beyond her normal scope of duties, is widely travelled, has strong initiatives, is capable of stepping into an executive position, and is consistently upgrading herself.

As the management secretary is also a self-motivated person, she is able to overcome stress and solve problems strategically, and this is a great asset to any boss.

Being able to plan, organize and coordinate the workflow is another important function which she is able to do so effectively.

With the right skills, attributes and strategies, teamwork with any boss would be an enriching experience.

Some customers are more difficult to deal with than others. Few customers are inherently rude or mean, although some may be. Usually when a customer is mad, rude, challenging or otherwise difficult to help, there is a reason.

The fact of the matter is that most customers are great. They are friendly, understanding, and tolerant. They are also knowledgeable, demanding, conscious of the value of their time, and hold high expectations for quality of product and service. You as service providers should never take these customers for granted.

Even when customers are wrong or difficult you must respect their perception and treat them with respect.

The main reason why employees work is because of wages. Employees expect employers to pay wages according to the agreed terms in the contract of employment.

On the other hand Malaysian laws also state how pay should be paid and the benefits that should be provided either in cash or in kind. Laws also require that employers deduct employees' salary and contribute together with employers' contribution to SOCSO and the EPF. Further the laws also require employers to deduct employees? salary for income tax. Failure to follow the laws correctly may result in heavy penalties.

The workshop looks at the various benefits in kind or cash that should be paid to employees as well as making the necessary deductions and contributions for SOCSO, EPF and income tax