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Managing Retrenchment RB

Managing Retrenchment RB



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Published by ruban05

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Categories:Types, Brochures
Published by: ruban05 on Jun 23, 2009
Copyright:Attribution Non-commercial


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H  R  D  F   S  B   S  c  h  e  m  e   C  l  a  i  m  a  b  l  e   
Organized by
TACH Solution
http://www.tachsolution.cominfo@tachsolution.com (E)+6012 303 6290 (T)+603 62505051 (F)
Workshop partners
A workshop not to be missed !
The injection of new capital, changes in ownership, or changing economic circumstances canoften lead to reorganization and restructuring within a company. It is not uncommon for joblosses to result, and in some cases it may be the only way for a company to move forwardand thrive. Loss of employment may be caused by a range of factors from technologicalchange to privatization to total closure of a workplace.
Get instant discount if you register early!Group discount is applicable
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This programme is designed for all Human Resource Managers andTeam Leaders who wish to develop a clear understanding of what anintegrated retrenchment strategy looks like and how to manage it ef-fectively. This training also for those who want to specialize in this fieldand improve their ability to manage retrenchment within their scope of work 
Facilitated by 
Mr. Ruban Thomas 
Human Resource Consultant
LEGEND HOTEL,Kuala Lumpur 
Managing Retrenchment 
13-14 April 2009 
The HR Management Expert - Mr. Ruban Thomas 
Ruban Thomas is a HR Consultant and Corporate Trainer. He holds MBA qualifi-cation from US and a Diploma in Technology Management from University OfTechnology Malaysia. In addition on this, He also has been honored by the Hu-man Resources Ministry of Malaysia as a certified “PSMB Trainer”He has a unique blend of Talent acquisition and HR Consulting experience. Hehas held more than 5 years of experience in Consulting and Managing Talentacquisition for large multinational organizations. In his tenure as Consultant, hereceived several of awards and recognition for managing talent acquisition effec-tively and successfully. Ruban has extensive experience in consulting and train-ing, with clients in a wide range of professional service and manufacturing indus-tries. He developed innovative Talent Management training for some of the mostwell known names in the industry including People Soft, Dell, Jobstreet, Sharp-Roxy, MODENAS, Celestica, DSEM and COB Technology. His expertise in theTalent management, Human Resources Consulting and recruitment industry hascontributed a vast of experience in many diversified fields.He has been frequently invited to speak in conference and conduct presentationin which his participation in these occasions has been warmly received; his pro-grams, given excellent reviews and ratings. His unique approach using acronymsto enhance maximum absorption of knowledge in his talks has earned him greatcommendation.The impact of his lively training and ideas has generated greater energy and di-rection towards the challenge of excellence. His mission is to bring Asian fromgood to great through easy to understand and practical approaches.
A poorly executed retrenchment proc-ess can lead to loss of productivity, lowmorale, and decreasing economic per-formance. While it will always be diffi-cult to maintain employee morale dur-ing a retrenchment exercise, there islikely to be a better response to a proc-ess that employees and their represen-tatives can understand and contributetowards. Malaysia has basic rules fordealing with collective job losses andreorganization. An important aspect ofdeveloping and implementing a re-trenchment plan is ensuring compli-ance with national laws and the termsof collective bargaining agreements.This not only ensures that the em-ployer is doing the right thing, but alsominimizes the legal risk arising fromthe retrenchment process.
40% of expert inputs + 60% of practical facilitation group exercises to increase the effectiveness of hands-on experience 
Case studies, small group exercises, small group discussions, consultative sessions 
Based on hands-on experience from trainer,participants will be able to implement concepts 
Day 1
IntroductionDefining Retrenchment ProcessWhat is Retrenchment?Types of retrenchmentUnderstanding the retrenchment process FlowWhy we need to implement retrenchment in ourorganizationUnderstanding the way tominimizes the legalrisk arising from the retrenchment process Aligning retrenchment process to your busi-ness strategyPlanning RetrenchmentEnsuring whether retrenchment is necessary ornotLooking for Alternatives Analyst the alternatives plan Commence consultation with key stake holders Gathering preliminary InformationWhat are the workers’ rights and obligations inrelation to job losswhat is the job market like for the types of skillstheypossess?From what areas and groups of workers will thecuts come?What is the gender and ethnic breakdown ofthe workers to be retrenched versus thosewho are to be retained?
Day 2
Recap on Day 1 activitiesUnderstanding Nature of Retrenchment and EstablishProcedureForm a committee or group within the organizationto manage the process of retrenchmentThe role and responsibilities of the committeeDetermine a draft timeframe for implementationto ensure there is a clear retrenchmentDetermining budgets for each course of actionImplementing Retrenchment PlanPrepare the tools and procedures to effect theretrenchmentConsulting relevant partiesCarry out exit interviewsMake severance payments in a timely mannerIntroducing assistance programsUnderstanding Malaysian labor law on retrench-ment clausesManaging RetrenchmentTiming IssueConfidentiality IssueLegal requirements and what are the necessaryforms requiredDetermining selection Criteria for retrenchmentAssisting Workers for a solutionEngaging outsourcing agents to get other jobs forthemProviding Financial CounselingPromoting local economic developmentIdentifying proper trainings or courses

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