Akta Kerja 1955
PDF On Sep 25, 2018, Shazilda Saniman and others published Definisi 'Pekerja' dalam konteks Akta Kerja 1955, Akta Perhubungan Perusahaan 1967, Ordinan Buruh Sabah, Ordinan Buruh Sarawak. Sumber:Seksyen 60 D Akta Kerja 1955(Akta 265); Jadual Pertama Akta Cuti 1951(Akta 396) Hari Rehat Mingguan Secara umumnya, Akta Kerja 1955 menyatakan bahawa setiap pekerja dibenarkan satu hari(24 jam) rehat sepenuhnya dalam seminggu.
How Will You Benefit Setelah menghadiri modul ini, para peserta akan dapat:. Memperjelaskan secara pratikal mengenai pindaan-pindaan kepada Akta Kerja’55 termasuk Pindaan Akta Kerja 2012. Memberi fahaman yang jelas berkaitan dengan implimentasi pindaan-pindaan baru. Mencari jalan menyesuaikan pindaan tersebut dengan kerja harian yang lebih praktikal. Who Should Attend Kursus ini sesuai untuk Pengurus Sumber Manusia, Ketua Jabatan, Eksekutif, Penyelia, Ketua-kumpulan, dan pekerja-pekerja yang terlibat dalam perkara-perkara berkaitan dengan akta-akta pekerja Peringkat ini sesuai untuk Eksekutif dan keatas Methodology Kursus ini akan dikendalikan dengan syarahan interaktif, kajian kursus dan perbincangan Module. PENDAHULUAN.
DEFINISI PEKERJA, GAJI DAN LAIN-LAIN. KONTRAK PERKHIDMATAN. PENAMATAN KONTRAK PERKHIDMATAN / DISIPLIN, SALAH LAKU DAN. SIASATAN DALAMAN. GAJI. PERLINDUNGAN WANITA. FAEDAH-FAEDAH.
How Will You Benefit Setelah menghadiri modul ini, para peserta akan dapat:. Memperjelaskan secara pratikal mengenai pindaan-pindaan kepada Akta Kerja’55 termasuk Pindaan Akta Kerja 2012. Memberi fahaman yang jelas berkaitan dengan implimentasi pindaan-pindaan baru. Mencari jalan menyesuaikan pindaan tersebut dengan kerja harian yang lebih praktikal. Who Should Attend Kursus ini sesuai untuk Pengurus Sumber Manusia, Ketua Jabatan, Eksekutif, Penyelia, Ketua-kumpulan, dan pekerja-pekerja yang terlibat dalam perkara-perkara berkaitan dengan akta-akta pekerja Peringkat ini sesuai untuk Eksekutif dan keatas Methodology Kursus ini akan dikendalikan dengan syarahan interaktif, kajian kursus dan perbincangan Module.
PENDAHULUAN. DEFINISI PEKERJA, GAJI DAN LAIN-LAIN. KONTRAK PERKHIDMATAN. PENAMATAN KONTRAK PERKHIDMATAN / DISIPLIN, SALAH LAKU DAN. SIASATAN DALAMAN.
GAJI. PERLINDUNGAN WANITA. FAEDAH-FAEDAH. Day 1 09:00 AM: Doors Open to Attendees / Breakfast of Champions 10:00 AM: Welcome Address & Sponsors Keynote 12:00 PM: Hackathon Begins 01:00 PM: Lunch 07:00 PM: Dinner Day 2 07:00 AM: Breakfast 10:00 AM: Submission due on hackathon.io / 12:00 PM: Hackathon Ends / Lunch Break 01:00 PM: Demos Begin / Demos only / No Slide Decks (If your demo doesn’t work, take us through the code of what you did and where you got stuck. Diablo 2 patch 1.13. It’s about showing what you’ve learned and not about pitching an idea) 04:00 PM: Tea Break 04:30 PM: Finalists Pitching 06:00 PM: Winners Announcement Schedule subject to awesome changes. Introduction Effective Employee Handbook and Human Resource Policies / Standard Procedures clearly describe expectations and clarify employees’ doubts regarding standard policies & procedures, performance and promotion criteria, compensation & benefits provides, fringe benefits entitlement and etc.
Human Resource Policies and Procedures must be carefully drafted to be clear and unambiguous to avoid legal disputes and disruption to workflow. This course is designed to provide useful tips to participants to effectively write or revise your Employee Handbook, Human Resource policies or Standard Procedures, to suit the needs of your respective organizations. Discover and avoid the elements that will turn your policies and practices into liabilities. PROS AND CONS OF EMPLOYEE HANDBOOK AND POLICIES / PROCEDURES.
HOW TO DECIDE WHETHER THERE’S NEED TO REVIEW YOUR EXISTING POLICIES AND PROCEDURE. HOW TO AVOID LEGAL DISPUTES BY INSERTING DISCLAIMERS.
THE CRUCIAL ASPECT OF EMPLOYMENT POLICIES & PROCEDURES. THE CRUCIAL ASPECT OF TERMINATION POLICIES & PROCEDURES.
TEAM EXPERIENTIAL LEARNING. RULES AND REGULATIONS POLICIES AND PROCEDURES. CODE OF CONDUCT POLICIES AND PROCEDURES.
SEXUAL HARASSMENT POLICIES AND PROCEDURES. PRACTICAL SKILLS AND KNOWLEDGE REGARDING THE MOST EFFECTIVE AND COST-EFFICIENT. TEAM EXPERIENTIAL LEARNING. How Will You Benefit Upon completion of this program, the participants will be able to:. Enable Employers to know and execute their rights under the Law.
Prevent costly litigation in the Labour Court and Industrial Court. Know the statutory and inherent rights of Employers and Employees. Ensure compliance with Employment Contracts by employees. Understand the right way to apply discipline. Know how to conduct a domestic inquiry Who Should Attend This course is suitable for Managing Directors, General Managers, Directors, HR / Admin / Finance/ Factory Personnel who handles and are responsible for human resource management. Methodology This stimulating program will maximizes the understanding and learning through lecture, discussion, case studies and practical activities.
INTRODUCTION Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behavior and contributions. Traditionally, performance appraisals were conducted annually to review past actions and behaviour, assess the level of an individual’s performance, and agree further actions to improve performance and/or address development needs. Recent debate has highlighted several deficiencies in annual performance reviews Because performance appraisal is usually carried out by line managers rather than HR professionals, it’s important that they understand their role in managing performance and how performance appraisal contributes to the overall aims of performance management. GlobKaizen emphasizes the importance of a positive relationship between individuals and line managers. Thus, when implemented sensitively, the performance appraisal is an important vehicle in developing and maintaining this relationship. How Will You Benefit Participants will be able to explore information on managing performance, performance measurement, poor performance, performance indicators, objective setting, SMART objectives, performance improvement, performance reviews, performance appraisal, feedback, self-appraisal and team appraisals. Who Should Attend This course is suitable for all personnel who are required to measure the performance of their subordinates through periodical performance appraisal.
Methodology. Psychometric Assessments. Colored Brain Interactive Games/Role Plays.
Case Studies / DVDs. Team Dynamics Module.
Introduction The Personal Data Protection Act 2010 came into force on 15 November 2013 and in essence seeks to regulate the processing of personal data of individuals involved in a commercial transaction setting by data users. It maps out several protective measures to safeguard private and personal data of the consumers and individuals (data subjects). Section 145 of the Personal Data Protection Act 2010 stated that all data users must comply with the provisions of this Act within three (3) months (February 15th 2014) from the date of coming into operation of this Act. In this awareness program, we look at some of the key compliance issues surrounding data protection and the Personal Data Protection Act 2010.
Noncompliance attracts hefty fines of up to RM500,000.00 per offence or a 3-year jail term or both. The people responsible will be HR Managers and equivalent, GMs, MDs, Directors, CEOs, as well as COOs.
Introduction How do you hire the right people? Very, very carefully! Hiring people, or rather finding the right people, for your organisation is the biggest, most challenging process.
Akta Kerja 1955 Pdf Bahasa Malaysia
The challenge is that naturally, the candidate is putting his best foot forward, but you need to see both his feet. The candidate is on his or her best behaviour, is punctual, provides a firm handshake, makes great eye contact, and has very positive body language. The candidate also has the best answers you’ve heard in a while. Well, you get the picture. Introducing Neuro-Linguistic Programming (NLP) to the hiring process adds valuable additional dimensions. Just because someone has a great CV and comes across well at interview, does not necessarily mean he is right for the job.
By using NLP techniques to determine the working preferences and motivations of the candidate, and matching them to what the job requires, you can make a much more effective appointment. In addition, using precision questions to interview, you will be able to uncover valuable information about the individual and their more deeply held beliefs, attitudes and thinking patterns. All these indicate how well someone is suited to a job and to the culture of the company. How Will You Benefit Upon completion of this programme, the participants will be able to:. Recognize language and behaviour patterns of the candidates at interviews. Use structured behavioural-based questions successfully to break past the standard prepared answers.
Akta Kerja 1955 Berkaitan Cuti
Document Type: Book All Authors / Contributors:; ISBN: 862 OCLC Number: 40432918 Language Note: In Malay. Description: vi, 121 pages: forms; 25 cm. Contents: Peraturan-peraturan Kerja, 1957 - Peraturan-peraturan Kerja (Mengambil Bekerja Wanita) (Konduktor Wanita), 1958 - Peraturan-peraturan Kerja (Mengambil Bekerja Wanita) (Pekerja-pekerja Syif), 1970 - Peraturan-Peraturan Kerja (Pembatasan Kuasa Pegawai) 1993 - Peraturan-peraturan Kerja (Kadar Minimum Elaun Bersalin), 1976 - Peraturan-peraturan Kerja (Faedah-faedah Penamatan dan Rentikerja Sentara), 1980 - Peraturan-peraturan Kerja (Had Kerja Lebih Masa), 1980. Series Title: Other Titles: Employment Act, 1955. Akta 265 Responsibility: disusun oleh Lembaga Penyelidikan Undang-Undang.