Whether a Company employs a few or several thousand people, it “must-have” Human Resource Policies and Procedures firmly in place and in operation so as to avoid people problems and ensure productivity through highly motivated employees who in turn help the Company to achieve its corporate objectives. Compile all these policies and procedures in a HR Policies and Procedures Manual.

Some companies have an Employee Handbook and happily call this the HR Policies and Procedures Manual. The two documents are distinctly different. To believe that the Handbook is the Manual is to invite debilitating people problems for your Company.  They both constitute contracts of service with legal implications. This misunderstanding and a badly written document can lead the Company and employees to very serious adverse consequences.

Learning Objective:
On completing this learning, the participant will write (or re-write if the company already has one) the Company’s HR Policies and Procedures Manual, complete with process, procedures and forms, that will prevent people problems from breaking out.

Coach your staff/workers then watch improvements in work, behaviour, attitude, output, morale and motivation. Learn skills, techniques and strategies of coaching and counselling; identify employee good behaviour and “misbehaviour” at work; acquire a working knowledge about attitude; differentiate between symptoms reflected in behaviour and problems and their causes. Then confidently decide to coach subordinates to enhance acceptable behaviour and change unacceptable work attitude for the better; they will gladly take up this challenge rather than avoid it.

Learning Objective:
On completing this learning, participants will

• build employee commitment through coaching
• challenge and support employees to maximise their work performance
• give constructive feedback that motivates employees
• clarify expectations and develop action plans to improve performance

Junior Supervisors, Line Leaders or Group Leaders (these are the people who have operators, sales people, or rank and file staff reporting to them), must recognise that there is a role change from a non-supervisory to supervisory function.  They need to learn how to strike an effective balance between personal performance and managing the performance of subordinates. This programme will assist Junior Supervisors to learn and use the skills and techniques of basic supervision. 

Learning Objective:
On completing this learning, participants will improve their people and task management skills and apply practical tactics and strategies in supervising subordinates who are rank and file employees, to achieve results.

A presentation is an excellent means for selling ideas; products and services; concepts; gaining acceptance; imparting know-how and generating support for one’s cause... if it is done effectively. When a group of individuals give its time to listen to (and not just hear) your presentation, there can be only one of two results: either you make them decide in favour of you, or you fail miserably. The purpose of a presentation is to communicate in order to gain acceptance and buy-in. It is to inform and create the awareness amongst your audience about your product, service and initiative and lead them to accept whether they are superiors, colleagues, subordinates, customers, clients, prospects and others. Master the usage of available tools to spice up your presentation and make it a successful one, every time.

Learning Objective:
On completing this learning, participants will get their superiors, colleagues, subordinates, customers, clients, prospects and others to decide in their favour, in their next and future presentations as they:

• identify the different types of live presentations and select the appropriate ones to serve their needs;

• plan and strategise; write the script and storyboard;

• convey ideas effectively and convincingly;

• handle question and answer sessions with confidence

• use technics that capture attention and dazzle;

• write clearly for understanding; and

• at the end of it all, achieve effective communication that gets results

Whether a Company employs a few or several thousand people, it “must-have” Human Resource Policies and Procedures firmly in place and in operation so as to avoid people problems and ensure productivity through highly motivated employees who in turn help the Company to achieve its corporate objectives. Compile all these policies and procedures in a HR Policies and Procedures Manual.

Some companies have an Employee Handbook and happily call this the HR Policies and Procedures Manual. The two documents are distinctly different. To believe that the Handbook is the Manual is to invite debilitating people problems for your Company.  They both constitute contracts of service with legal implications. This misunderstanding and a badly written document can lead the Company and employees to very serious adverse consequences.

Learning Objective:
On completing this learning, the participant will write (or re-write if the company already has one) the Company’s HR Policies and Procedures Manual, complete with process, procedures and forms, that will prevent people problems from breaking out.

Good leaders and managers achieve results through their subordinates. They delegate, motivate and coach their staff to achieve results — more than they ever could on their own. Poor leaders try to do it all by themselves — and they struggle.

This practical course will provide managers and supervisors with the knowledge, skills and values to establish expectations, manage performance, and coach individuals and teams to achieve pre-determined results.

Learning Objective:

On completing this learning, participants will be able to guide subordinates in setting SMART goals for achievement
coach and counsel their subordinates for peak performance and get results from their subordinates through work.

Course Title

Spur Funding

Date of Course

ALL PUBLIC COURSES CAN BE CONDUCTED IN-HOUSE
FOR COMPANIES ON AN EXCLUSIVE BASIS.

For Inquiries, Please contact : Ivy TEW at  at 6337 9081
Email : ivy.tew@pod-hr.com
 

SDF Training Assistance
A broad-based training, the course is
SDF Pre-approved and the SDF subsidy is at:

(a) $2 per trainee hour for Non-SME
(b) $4 per trainee hour for (i) SME under the (ii) SUPER scheme

(i) Definition of SMEs
Defined as companies with at least 30% local ownership, with Fixed Asset Investment
of not more than $15m and if in the service sector, employment size of not more than 200.

(ii) Under the SUPER scheme, SMEs get to enjoy the following:

• Broad-based Training : $4 per trainee-hour
• Executive Training : 50% course fee support cap at $20 per trainee hour if either
  of the following is met:
   
  1. The SME has offered 20 vacancies or more in Place and Train programmes or
     have employed at least 20 Singaporean Workers within a one-year time frame; or
  2. The SME has developed a training plan committed to the training of at least 30%  
     of its rank and file workers.