COMPENSATION & BENEFITS

A 3 days training program on:

THE TRAINING/HR MANAGER,

At Argi Training Centre, Krystal Point, Penangon the Dec. 14th, 15th & 16th, 2011.

SMETAP SCHEME/1 Malaysia

Trg.Programme

1. Programme Overview:

This module covers the following areas:a) Productivity/KPI Setting the Department Goals & cascading (KPI) & measuresb) Performance Management and cycle timec) Rewards & recognition – fixed and variable income, salary adjustment.d) Welfare Management – others such as medical, health management, EPF contribution, Insurance coverage, mileage claims, dental benefit and etc. Sports and Recreation Activities.

Tools & Format: Some sample of KPI forms & format to be used, Performance EvaluationForm, Performance Improvement Evaluation Form, Individual Development Plan FormAnd Promotion tool (format)

2. Target Group: HR personnel from Administrator to Manager

3. Course Contents:

Productivity/KPI-linked Wage:- Understanding the overall business objectives is importantand 1st. Step to cascade the goals to the next level. The key performance indicator (KPI) for individual should be a minimum of 3 and maximum of 5 in order to be effective at theend of the process of evaluation. KPI should be realistic and measurable. The form andformat is an important tool to track on overall departmental and individual KPI. KPI shouldbe defined well and be understood by all employees.

Performance Management: This process create a direct link between organizational and individual performance. This approach ensures that company business strategy is beingdeployed throughout the organization in the form of clear individual target/goal setting.individual target setting taking into the accounts of each roles and responsibilities. As a result, superior will evaluate the employee’s performance at the annual or fiscal year.Finally the results have an impact on the basic compensation.

The typical performance management system includes the following cycle: Goals Setting,Goal Tracking & Monitoring, Mid-Year Review and Year End Review/Appraisal. The techniques of handling the overall process plays an important part during this exercise.The superiors and subordinates must have fair understanding on the outcome of theperformance indicator. Good communication and proper goals setting (KPI) is mandatoryTo have positive impact to the business organization.

Understanding the WHAT and HOW - The What is actual type of KPI and expectationand the How is referring to the skill/competencies of employees to accomplish the goals.Thus, the How will also linked to the company set of Values (behavior required).

Weightage on the WHAT (goals) should be considered at the beginning of Goals Setting.Example: 50% for Goal 1, 20% for Goal 2, 20% for Goal 3 and 10% for Goal 4. At the endof the year of fiscal year, the evaluation shall be based on the total % of achievement foreach goal and the evaluation shall be based on the scale given – Below Expectation, Partially Meet Expectation, Achieved Expectation, Exceed Expectation and Outstanding.

In the process of mid-year performance review, we shall be able to gauge the overalloutcome. The compilation of all data will also form the overall company performance(example: percentage of outstanding employees versus below expectation performance). Some organization observe the rules of 20:70:10 distribution which ultimately tied to the Bell Curve. It also a time period to evaluation the potentials of the identified internalSuccessors contribution which is part of the Talent Management.

Based on the Individual Performance, we shall be able to identify the training needs andthe intervention at the cycle. Thus, the inputs shall be used to develop the IndividualDevelopment Plan and to generate the Company Training Needs Analysis and yearlyTraining Calendar. Finally, the end results has the impact on the year salary review (adjustment) and the variable income (non contractual bonus).

In general, this process takes into the account the uniqueness of each individual employeeand the differences among our people. Only by realizing this differentiation, it is possibleto recreate and implement individual development plan. The Performance ManagementProcess is the platform for accessing the differences.

Overall Process:

Yearly KPI (goals) setting – Monitoring – Evaluation – Round Table (identify potentials) –Feedback – Actions.

Reward & recognition:- HR department should work closely with Finance and the topmanagement at the beginning of the year on the budget allocation for fixed & variableincome by taking into several factors include the inflation rate, industries average pay outand also networking with external parties for more information related to the salary range.

Basic fundamental to the overall guidelines include the understanding of the companyprinciple and philosophy of Compensation and Benefits. Company must design the typesof pay mixed (petrol/car allowances, bonus attendance, meal allowance, telephoneallowance, housing scheme, education loan and etc.) to meet the organization needs eg.Employee Retention Program. Example: the total percentage of fixed and variable incomefor the different level of positions in the organization. The director levels of higher percentage of variable income compared to the lower level and vice versa.

Organization should also establish the position levels and salary ranges to be at parwith the industries. This scale shall be used for salary benchmarking too. Jobevaluation and job worth for each position is a must. Employees shall be paid aaccordingly to their job responsibilities and job size. Job evaluation shall be basedon several factors too e.g. Impact on Communication (local & international), Degreeof knowledge & know how required (in-depth) and Company Size (Total Investment).

Recognition:- Pertaining to this area, company initiatives such as Suggestion Schemewhich linked to the Continuous Improvement has a major impact to create a positiveculture with positive mindset. The recognition of employees for their long term serviceis very much appreciated. Production Floor Target Achievement on monthly basis isalways welcomed. This recognition will highly motivate others to do the best for theorganization.

Welfare Management:- This area is being championed by most MNC recently. Work life balance is also one of the main factors for Employee Retention. Welfare Managementincludes yearly medical screening for employees above 40 years old. Some organization also subsidize membership fee for club activities e.g. golf membership, swimming club, fitness club and etc.

Welfare management also include comprehensive insurance coverage not only employeesbut their immediate spouse too. Companies also extended the service such as joint groupinsurance with lower premium compared to market value (coverage in additional to companygroup insurance). Working with Assurance companies will also help the organization toimprove the retention of employees too. Welfare management also include exposure andhealth talk by experts/professional on a regular basis for the organization.

4. Certification: Certificate of Completion.

5. Duration: 3 Days.

COURSE LEADER

Target Group:Course Fees:Time:

9.00a.m. - 5.00p.m.RM1,500/- per participant. HR Personnel from Administrator to Manager.

Pls. fax this registration form to us - Attn: Ms. Yap.

Compensation & Benefits (3 days program) on 14th, 15th & 16th Dec., 2011.

Name & Address of Company:________________________________________________________________________________________________________________________________________________________________________________________________________________________

Tel.No:____________________________ Fax No: ______________________________

Contact Person: _________________________Trg. Scheme: ______________________Position: ___________________________ Email: ______________________________

Signature: ______________________________________________________________NB: Cancellation and refund will be made only on cancellation made 2 weeks before the commencement of the course.

Argi Management Consultants Sdn Bhd., (Co. No: 287921-A)303-5-10, Krystal Point, Jalan Sultan Azlan Shah, Sg. Nibong, 11900, Penang.

Tel/Fax 04-6423284 E-Mail: argimc@pc.jaring.my Website: argi.com.my

Name as to appear intraining certificate. I.C. No.

Please make cheque payable to (Argi Management Consultants Sdn. Bhd.)

Designation Sex

Ms. Jessica Tan Mooi Lee graduated with a Bachelor’s Degree in communication from University Sains Malaysia in 1990. For the last 21 years, Ms. Jessica has been active as a Human Resources Practitioner. Beginning as an HR Officer in Matsushita Malaysia, Ms Jessica has moved on and up In the HR field and she is currently an HR Manager in Spansion (M) Sdn. Bhd. With more than 20 years in the HR field and with exposure to all the functional areas in HR, Jessica is positioned extremely well to share professional knowledge and experience in the HR field. Additionally, Jessica has undergone company sponsored Professional Training in Japan and in Germany and is a certified Trainer & Facilitator.