Background:

This practical course will prepare you for an exciting career in Management and Leadership. Improve your prospects of career advancement by using this program as a foundation for further studies in this fast growing field. This qualification offers a unique, affordable, cost-effective opportunity for learners to ensure they meet the competitive market demands.

General Notes:

• As an open course, this program is offered in specific locations. As an in-house training, it can be offered on any part of the globe.
• This program can be bundled with any other program in the same category, offering the benefit of a discounted price.
• Accord Worldwide can offer this training in languages other than English, please contact us with your questions.

Course Objectives:

This training will help you learn:

• Recruitment – position review, advertising; interviewing skills; selection techniques
• Retention – induction, orientation, development, rewards & recognition
• Performance Management – setting expectations, key accountabilities, training; coaching for performance and provision of effective feedback
• Outline of the legal requirements that HRM practices addresses

What Participants Receive?

• Certified Accordemy Professional – Attested by Accord Worldwide, Inc. USA
• Free lifetime access to online course material
• Free lifetime membership to the relevant discussion group
• Discounted OR free participation in future training courses

Who should attend?

Anyone with current responsibility (or with future aspirations in this area) for recruiting new staff and / or managing / supervising day-to-day employee performance.

This program will be especially helpful to those without formal HR training who are seeking guidance on HR Management issues.

Fees:

• Training fee includes the course certificate, training materials, lunch, refreshments, and one social program at the end of the training and tuition fee.
• Not included in the fee are: Visa costs, airfare cost, accommodation, travel insurance, dinner and any personal expense of the participant.
• Please note that for groups, different destinations and in-house training we offer significant discount and we encourage you to contact us for a quotation.

Reports of Previous Courses:

•  Human Resource Management for Non-HR Managers Training in Kuala Lumpur

Snapshots of Previous Courses:

As per instructor report

Human Resources Management for Non-HR Managers

Training in Kuala Lumpur

Overall Implementation:

In my opinion, the course was well executed. However, I wish to share 7 improvement areas as follows:

1. Timeliness: I wish I had more time to prepare for the session as I had only 4 days to prepare for it. However, this is understandable as I signed off the service agreement on that same day. I will appreciate in future, at least 7 to 14 days notice as to help me be better prepared.
2. Photo Framing: Appreciate if the certificates were given to me on Day 1 (Afternoon) so that I can have enough time to get it framed. It was a bit of a rush as I had to quickly find a vendor to print and frame the certificate (used the lunchtime to do this).
3. PreTest: During day 1 morning, at the point in which the participant was to do the “Pre-Test”, she mentioned that she had paid the fee already. However on the website, in order to register for the pre-test, one has to register and pay. Hence I was trying to contact one of you to help me on this but could not get through. Hence the participant did not do the pre-test and I told her not to worry about it as it is not going to impact the overall training. She was ok with it.
4. Training Materials: I wish to suggest giving the participants a hard copy of the training materials on the first day rather than after the training is over and to download it from a link. This is because the hardcopy can be used as a reference for the participant to write notes as the trainer shares/trains.
5. One participant in a training session: although overall the training went well even with one participant; it would have been more effective if the session had a minimum of 5 participants. The trainer can do group activities and get participants to share and discuss together and hence this adds to the value of an effective session.
6. Attendance Sheet: In future, suggest having an “Attendance Sheet” for participants to sign in and out the timing of arrival/departure) on each day of training. This is useful especially for bigger groups to ensure punctuality and evidence of attendance. Furthermore, the organization in which the participants are from may need some form of evidence that their staff attended the programme e.g. for their administration purpose (e.g. reimbursement and for their training recording).
7. Support: Since Accord Worldwide is an international training provider, I think that trainers should be always given good support and all the main information before conducting a session. A suggestion is to provide a “Trainer Check-List” or “Trainer’s Kit” e.g. which consist of the “Before/After/During Training” guidelines, Trainer Professional Ethics and also any administrative details e.g. the training report to be completed after the training. This will provide better clarity of the trainer’s role. This should also include what needs to be communicated to the participant on the training day and some Q&A on common questions participants may ask the trainer and how the trainer should answer. The above are based on my past experience as a trainer and for the purpose of improvement for future training.

 Training Methodologies Used:

During my training session, I used the following methodology to deliver the training content as effective as possible. However due to the constraints of just having one participant; I was not able to do group activities or brainstorming discussions.

1. Lecture-based: this is the common technique of teaching as the trainer teaches or trains a particular topic and emphasizes the important points.
2. Questioning Technique: After covering a certain topic, I will then ask questions to help verify whether the participant understood the points trained. The questions asked are also to get the participant to think about ways to apply the content back at their workplace. An example of such a question asked is “Currently back in your organization, are you having any form of Performance Appraisal process”.
3. Video Viewing: To break the monotony of lecture-based sessions, the participant was shown videos to help them see a particular HR activity taking place as per the training slide. For example, I showed a video on “a panel interview in session” and asked the participant to observe and write down the gestures and questioning skills of the interviewers. After the video session, I asked the participant to share on what she observed and then we discussed about it e.g. such as body language and facial expression of the interviewers are important factors for an effective interview session.
4. Real life samples: During the course of the training, I shared some real examples of templates that I developed during my HR working experience. However, I removed the organization name and other confidential information. This is to give the participant some ideas on how to develop similar templates in the future. For example in HR planning; how to present the HR plans aligned to Business plan.
5. Assessment tool: I did a short activity to test the delegation skill level using a “Delegation Assessment Form” (free tool). I also mentioned to her on some useful web-based and non-chargeable tools she can check out which she may want to consider applying at her workplace.
6. Relate Past HR Events & Best Practices: During the training, as a trainer – I focused on practical application of the subject matter and provided examples of common HR best practices and related my personal past experiences as examples. Learning from others/past experiences/stories is an effective training methodology which trainers use often to gain the attention of participants and also helps them to remember the key learning points better through real events and stories. I used this methodology when teaching on “handling absentees”, “supervisor” and in a few other topics. At the same time, I asked the participant to share her experiences in dealing with her staff and she mentioned some of her HR related issues at work and how she managed to solve it. I shared some views on how else she may try next time at work if an HR issue e.g. like absenteeism arises.
7. Discussion related to work application: In relevant topics, I asked the participants to share on how a particular HR practice is done and this helped the participant spark some new ideas or initiatives that she can use as we discussed it.

About The City and Venue of Training:

Kuala Lumpur is the city in which the training happened and the training venue was a good choice as it is in the heart of the city where many of the businesses and offices are located. There was easy access to public transportation such as the Light Rail Transport System and also the public buses. The venue was Corus Hotel; I think it was a good choice as the staffs were efficient in their services starting from the time I arrived until the end of the training. One of the hotel personnel was assigned to our training room and I was able to easily contact her or the other staff by calling them up on the phone in the training room. They refreshment was good. On the first day of training, the refreshment quantity was too much and hence we were not able to finish it. The refreshment food included local & western dishes such as spicy Malaysian style noodles, sandwiches and fish cutlets. The first-day lunch menu was a buffet which the trainee and I enjoyed as there was a lot of food choices while on day 2, the food was “Ala carte” which had us to choose between 3 menu options. As for the training room; it was well lit with a round table and 2 chairs and a flip chart. A conducive learning environment with a toilet as well, hence we did not have to walk out of the room when we needed to use the toilet. On day 2, however, the room was slightly warm and I called the hotel services and within about 5 minutes, their maintenance person came over to adjust the air condition and it was working well after that. Also on day 2, there was no writing paper on the table in the morning before the session started, I quickly called up the hotel service and they came over with the materials. Overall the services of the hotel were good and I wish to recommend it for the future programme in Kuala Lumpur.

Why and how this course helped trainees in their job:

I believe the course has helped the trainee, Margarida as she mentioned on how she can apply the HR practices shared back at her workplace. Although Margarida is an English teacher in an English Language Teaching Centre, she also is an HR manager. Her role includes payroll administration, employee relations, recruitment and HR planning. Except for payroll, the training content covered all the areas that she is acquired of her in her role as HR manager. She mentioned to me how she understands the importance of knowing the business of the organization well in order to be a good HR business partner. Her passion for her job was exhibited throughout the training as she looked very engaged throughout the course of the training and was able to answer the questions I asked her. As the different topics were covered, she asked questions to help her understand the topic better. She became an HR manager two years ago and she wanted to make sure she was doing the right things in her role. I believe that this training helped her to reconfirm the HR activities she is currently doing right and gave her new ideas on how to execute new HR initiatives in the future in phases and according to business priority in areas such as  “KPI Setting”, “Competency Assessment” and Performance Appraisal.

Daily Feedback of Trainees:

After each session (morning and afternoon of each day), I always end my session, by asking for feedback from Margarida, the trainee. Her answers have always been positive and she told me on how she had already got some good ideas from the session and what she can start doing back at work using these ideas.

Challenges and bottlenecks:

Just having one participant in a session (this is not really a challenge but more a comment) made it less exciting for me as a trainer. However, it built a better trainer-trainee relationship. The participant benefited from the training as my focus was on her, all the time.

Trainer’s suggestions:

There is a number of suggestions which I wish to propose based on training experience at Accord Worldwide. Please see details I wrote under the topic “Overall Implementation” Apart from this, I think that the materials need some improvement such as to include the topic on “How to handle grievances”. Since there was some extra time (last day); I was able to cover this topic as the participant requested it, when I asked her on any other areas she wanted me to go through.

Summary of participants’ Daily Activities:

On Day 1 of the training, Margarida, the participant arrived about 5 minutes before the session. I introduced myself as a trainer and welcomed her to the course. This followed by letting her get comfortable in the training environment. I introduced the course and asked her to share her expectations of it. I wrote the expectations down on the flipchart. I went through the content for the day 1-morning session. We had the tea break at 10:30 am and continued until lunchtime at 12:30 pm. It was a buffet lunch at the “Dondang Sayang” Restaurant on the ground floor of the hotel. After lunch, we continued our training. We then proceeded on with the afternoon training content, had the afternoon tea break at 3:30 pm for 5 minutes and then finished at 5 pm. On Day 2 of the training, Margarida arrived punctually at 9 am. We started the session by reviewing Day 1 content and I asked her which of the content of Day 1 had been the most useful one and she mentioned that “HR as a Business Partner”. We then started on Day 2 content and had a break for tea at 10:30 am. After the break, we continued on until 12.30pm. We had lunch at the same venue but this time it was a buffet lunch. After the lunch break, we continued on for the last afternoon session. At around 4 pm, we completed the training content and I shared some extra pointers on “How to handle grievances” since we had some extra time. I shared a short motivational video on “Even Eagles need a Push” and at the end of the video, I encouraged her to be a good leader to her staff as this is a good quality of an HR leader. I gave her the certificate and she was happily receiving it. I also told her that she could contact me if she needs any further help in HR matters.