Tuesday, 18 June 2013

Six Sigma Green Belt ( 6 Days program )

Introduction

Green Belts provide value within the organization’s Six Sigma initiative in a variety of ways. They serve on Black Belt project teams to help collect and analyze data, develop process maps, assist the Black Belt in certain levels of statistical analysis, and develop experimental designs for a particular project.

These activities serve to both support and accelerate progress in every project—which helps to maximize the organization’s return on its investment, and adds capacity to deliver even greater numbers of breakthrough improvement projects throughout the company

Green Belts can also be assigned specific improvement projects to conduct on their own projects that would not require the statistical rigor demonstrated by the Black Belt. Green Belts are able to conduct these projects within the scope of their normal daily roles.


Objectives

1. Determine critical customer requirements

2. Align internal measurements to critical customer requirements

3. Use the proven tools and techniques of project management to    successfully

4. Resource and complete projects on time

5. Use the proven tools and techniques of Six Sigma to eliminate non    value add process

6. Steps and defect drivers

7. Identifying good returns from projects


Methodology 

Lecture, Discussion & Case Studies


Course content

1. Defining Problem/ Opportunities and Measuring existing process

2. Six Sigma D-M-A-I-C Breakthrough Strategy

-  SIPOC & VOC
-  Project Definition and Charter
-  Process Mapping
-  Normal Distribution – Working with Variation
-  Variable & Attribute Data

3. Basic Statistics

-  Normality Test

4. Graphical Tools and Analysis:

-  Cause and Effect Analysis
-  Histograms
-  Pareto
-  Boxplot
-  Scatter Plot
-  Dotplot
-  Run chart
-  Timeseries

5. RTY & Cost of Poor Quality

6. Analyse & Improve Phase

7. Statistical Thinking and Control Charts

-  Variable Charts – X-Bar R Chart, IMR Chart, X-Bar S Chart
-  Attribute Charts – P Chart, NP Chart, C-Chart, U-Chart.

8. Process Capability – Cpk , Ppk, Z value

9. Planning Data Collection

10.Pareto Analysis & 80/20 Principles

11.Measurement System Analysis (MSA)–Variable & Attribute data

-  Gage Repeatability & Reproduceability
-  Linearity, Stability , Accuracy & Biasness

12.Statistical Tolerancing

13.Improving existing process.

14.Controlling/monitoring process for stability and root cause identification
 
15.Project Reviews

16.Cause and Effect Analysis

17.FMEA for Six Sigma

18.Estimation and Confidence Intervals

19.Hypothesis Testing and Statistical Significance

-  One Sample T-Test
-  Two Sample T-test
-  Paired T-Test

20.Non Parametric test:
           
-  1-Sample Wilcoxon
-  Mann Whitney Test
-  Kruskal Wallis Test
-  Friedman Test


21.Analysis of Variance (Anova)

-  One Way Anova with many levels
-  Two Way Anova with one or many levels

22.Correlation and Simple Linear Regression

23.Determine How Good the Correlation

24.Introduction to Basic DOE

25.Control Phase

26.Error Proofing -POKA YOKE

27.Statistical Process Control

28.Standardized Work and Visual Controls

29.Create the Project Management Plan


Target Audience

1. Managers, Executives, and Supervisors who wants to:

-  Learn this highly valued skill set
-  Initiate the Six Sigma methodology to eliminate a current business    problem
-  Successfully fulfill the future role of a Six Sigma Black Belt

Introduction to Minitab and Its Statistical Application

Introduction

Manufacturing Organizations use 6-sigma tools to drive continual improvement in Manufacturing and Production Operations. In the present work environment everyone involved in continual improvement should be equipped or armed with the know how in utilizing 6-sigma tools. However, we will focus on key 6-sigma tools.This course will improve the analytic skill effectiveness in problem solving and implementation of the appropriate tools in the continual improvement process using Minitab 15.


Objective

On completion of the Program, participants will be able:

1. Understanding  Minitab Application

2. Understand and apply the Quality Planning tools

3. Identify and apply the Quality Control tools

4. Identify and utilize Quality Improvement tools

5. How to carry out their Process Capability studies

6. Understand Basic Statistics and Anova

This will enhance participants capability of problem solving and conducting many quality improvement activities using Minitab 15


Methodology

Lecture, Workshop  Activities, Discussion & Calculations 


Course content

1. Introduction – Statistical Principles

-  Introduction to Minitab 15
-  Basic Statistics
-  Types of  variables
-  The Gaussian Distribution
-  Standard Deviation and Standard Error of the Mean
-  Exercise/Case Study

2. Descriptive Statistics and Normality Tests

-  Frequency distributions (Histogram)
-  Describing curves
-  Anderson-Darling Test – Test for Normality
-  Scatter Plot, correlation & regression
-  Logistic Regression
-  Pareto
-  RTY
-  Exercise/Case Study

3. 1-way ANOVA and 2-way Anova

-  Key concepts
-  Repeated measures 1-way ANOVA 
-  Ordinary 2-way ANOVA
-  Post-hoc tests 
-  Exercise/Case Study

4. Statistical applications in quality improvements:

-  Law of Variation, Common and Special Causes
-  Basic principle of Statistical Process Control (SPC)
-  What is a control chart?
-  Types of control chart
-  Process improvement and capability
-  Exercise/Case Study/Assignment

5. Hypothesis testing and statistical significance

6. Nonparametric hypothesis Tests

7. Confidence intervals

8. P Values

9. Outliers test

10.Sample size study

11.Exercise/Case Study/Assignment

12.Comparing Two Groups (t-test)

-  Key concepts: t tests and related nonparametric tests
-  Unpaired t test
-  Paired t test Kruskal-Wallis test
-  Friedman’s test
-  Exercise/Case Study/Assignment


Target Audience

1. QA/QC Managers / Executives / Supervisors / Engineers involved in process improvement preferably graduates in Science or Engineering fields

2. This course involves many calculations and mathematical modeling

Failure Mode and Effect Analysis ( FMEA )

Objective

At the end of this Training Programme, participants will be able to, among others:

1. Understand the purpose and benefits of FMEA

2. Understand the FMEA Methodology

3. Create detail Process Mapping

4. Construct Cause & Effect Matrix

5. Create an FMEA by applying the methodology and process steps using a    case study

6. Understand the application of FMEA supporting RCA, Prevention and    Detection tools


The Model: 

1. Process Selection Process Mapping

2. Cause & Effect Matrix

3. Process FMEA

4. Control Plans


Course content

1. FMEA Overview

-  History of FMEA
-  What is FMEA?
-  FMEA Model
-  FMEA link to problem prevention
-  Benefits of FMEA
-  Types of FMEA – design, process, equipment
-  FMEA in product  life cycle
-  Roles and responsibilities
-  Steps in filling up FMEA template
-  FMEA Process Steps and Flow

2. Prepare FMEA

-  Define Scope
-  Define Objectives and Success Criteria
-  Define Team
-  Review FMEA Process
-  Gather Relevant Information
-  Prepare Preliminary FMEA
-  Example – marking process

3. Develop FMEA

-  Define Unit Process flow Steps
-  List Potential Failure Modes
-  List Potential Failure Effects

4. Assign Severity Rating

-  Severity overview/guideline
-  Relationship of failure/effect/cause
-  Occurrence guideline
-  Detection overview/guideline
-  RPN guideline

5. Act on FMEA Results

-  Prioritize Failure Mode
-  Determine recommended action
-  Assign owner(s) to action
-  Data collection
-  Revise FMEA

6. FMEA deployment & Follow-up

-  RPN guidelines
-  FMEA and criticality
-  When to revise FMEA?


Selecting and Developing an In-House Process FMEA:

1. Form a team, with three to four groups

2. Select appropriate critical process

3. Developing a Process Mapping

4. Developing a Cause and Effect Matrix

5. Developing a Preliminary FMEA

6. Focusing on High RPN Numbers

7. Preparing Final FMEA and Reporting


Understanding and application of supporting RCA, Prevention and Detection tools of FMEA:

1. Ishikawa "Fishbone" Diagram

2. Sentencing Technique

3. The Global 8D Problem Solving Approach

4. Flowcharts & Process Mapping

5. Basic Anova (Basic DOE)

6. Statistical Process Control

7. Poka-Yoke (Mistake-Proofing)

8. Control Plan

9. FMEA Software

10.5 Whys Techniques

11.Normality Test

12.Histograms

13.Pareto Charts

14.Basic Statistics

15.Cause & Effect Matrix


Target Audience

1. Managers/QA Engineers/Technicians/supervisors/QA staffs who wish to  apply FMEA to proactively manage the operation issues or abnormalities to stay competitive in the market by using this systematic, scientific approach

2. All Excel Template and Tools are given free for this session

3. All participants are encourage to have computers during trainings














Environment Spills Training ( Hazardous Toxic Substances )

Objective

This course is designed for personnel responsible for managing and dealing with hazardous materials. The aim of the course is to give course members an appreciation of the need for strict control procedures needed to enable them to deal with different types of spill accidents.


Course Content

1. Understand the steps in dealing with a spillage

2. Be able to select the correct spill control media and equipment
 
3. Know the procedure for summoning assistance

4. Environment Spills Response: Overview

-  What is a spill under the regulations
-  Reportable quantities
-  Fines and costs associated with spills
-  Spill video "Hazardous Materials - Leaks, Drips and Spill Cleanup"

5. Health Effects Of Exposure To A Chemical Spill:

-  Toxicology - how chemicals affect our body
-  Routes of Entry
-  Chemistry for non-chemists

6. Personal Protective Equipment:

-  Protective clothing
-  Respirator protection etc

7. Spill Equipment:

-  Various adsorbents available on the market
-  Agents for neutralization

8. Spill Procedures & Clean up:

-  General spill control procedures
-  Dealing with oils and solvents
-  Dealing with reactive materials

9. Potential For Spills:

-  Workshop-group identifies specific materials at their location that  could spill and could cause an    environmental hazard
-  Review & discuss your current spills response procedures

10.How Long Does It Take?

-  Theory training takes four hours. Chemical Spill Response Drill And     Review will take three hours


Target Audience

All workers, supervisors, managers, engineers and joint health and safety committee members who are involved with spills procedures
       




   







Effective Inventory and Store Management

Introduction

Organization’s materials cost constitutes the major cost for the production of their products. Materials cost consist of Ordering Cost, Receiving Cost, Holding Cost, Reject Cost and  Purchase Cost. We need to balance or optimize this cost. This course is solely focus on Materials Management.


Objective

1. On completion of the Program, participants will be able:

-  To develop Ordering Parameters / Inventory control techniques
-  JIT and Kanban Implementation
-  To understand 80/20 principles in life, manufacturing and Store
-  To conduct ABC Analysis
-  To calculate Average Inventory Estimation
-  To calculate Statistical Safety Stock
-  To Compute Economic Ordering Quantity (EOQ)
-  To Calculate Total Planned Average Inventory
-  To improve Inventory Turns
-  To conduct Cycle Counting and improve inventory accuracy
-  To analyze Demand Variation and Lead Time Impact on Inventories
-  To initiate Supplier Stocking Programs
-  To drive for Consignment Systems programs
-  To generate Materials Aging Report and Dispositions
-  To drive for Short Span and Lead Time


Methodology

Lecture, Workshop Activities, Discussion & Calculations


Course content

1. Improve inventory management using Economic Order and Purchase Quantity techniques

2. A practical, goal-oriented technique for obtaining control of  warehouse operations the ABC analysis. How to motivate your employees to be more productive. Assignment of task on  how to decide what to assign to whom and when. Specific ways to evaluate your own productivity

3. Methodologies for layout planning, reduce travel time and distance with the proper use of space to smooth the flow, layout philosophies and capacity factor guidelines. Determine space-building    requirements. Pinpoint approaches for layout and space resources.

4. Various techniques for storage location, use of locator system controls, ABC analysis, how to improve inventory control, establish    material location and inventory control guidelines.  Evaluate physical inventory and cycle counting programs.


Target Audience

1. Factory Manager / Production Manager / Executive / Supervisor

2. Materials Manager/Executive/Officer

3. Warehouse/Store Manager / Executive/ Supervisor

4. Production & Materials Planner / Manager

5. Purchasing Manager, Executive, Buyer










Effective QCC & 7QC Tools

Introduction

Effective QCC & 7QC tools is a program designed to support manufacturers on how to use various Quality tools on improving your Quality & Operations efficiency


Objective

1. Enable to chart out an appropriate QCC structure and clarify its functions within the organization

2. Provide skills and techniques on the concepts, operation and philosophy of Quality Control Circle / Innovative and Creative Circles

3. Understand the importance of Quality Tools in process control & improvements

4. Interpret graphs and QC Tools in a correct manner

5. To implement the 7 QC Tools effectively to analyze and interpret data for problem solving


Methodology

Lecture, Discussion & Case Studies.



Course content

1. Brief introduction to QCC, Quality Control and PDCA

2. Introduction to Continuous Improvement and 7 basic QC tools

3. Brainstorming - A creative process : Cause & Effect (Fishbone diagram)

4. Basic understandings of Statistics

5. Conducting a Normality Test (Anderson Darling’s test)

6. The basic understanding of variations and how to control these variations

7. Introduction, application and description on Check Sheet or Check List

8. Introduction, application and description on Boxplot

9. Introduction, application and description on Pareto Diagram

10.Introduction, application and description on Graphs and Control Charts

11.Introduction, application and description on Scatter Diagram and Coorelation

12.Flowchart constructions and applications

13.Construction of Histograms and its application

14.Basic Anova

Excel Tools and Templates for the above applications will be given free during training.


Target Audience

1. Production Manager / Executive /Engineers/ Supervisor

2. Factory Manager / Supervisor / Coordinator

3. Line Manager / Executive/ Supervisor

4. QC or QA Manager / Executive / Officer

5. Factory Workers & Personnel involved in Quality Control

Design of Experiment ( DOE )

Introduction

The DOE training seminar begins with the fundamentals of Design of Experiments (DOE) methods and continues with advanced concepts, principles and requirements. Topics include Anova, Full Factorial Designs, Fractional Factorial Designs, robust designs, the Response Surface Methodology(RSM), reliability DOE and Taguchi Design. We will begin with screening design, process characterization and optimization.


Objective
             
1. Participants learn to solve problems, improve yields, achieve robust    processes and build models for prediction with Design of Experiments    (DOE)

2. Response Surface Methodology (RSM) and Multiple Regression Analysis

3. The training course presents concepts and Minitab or excel based templates tools that you could use to help your organization:

-  The Design experiments that are effective for studying the factors that may affect a product or process
-  Analyze experimental results in order to identify the significant factors and evaluate ways to improve and optimize the design
-  To determine if interactions between factors are significantly affecting the output of the process


Methodology

Lecture, Discussion & Case Studies


Course Outline

1. Baselining data collection is considered passive observation. The process is monitored and recorded without intentional changes or tweaking. In Designed Experiments, the independent variable (Response) is observed. Designed experiments are used to:

-  Determine which factors (X’s) have the greatest impact on the    response (Y)
-  Quantify the effects of the factors (X’s) on the response (Y)
-  Prove the factors (X’s) you think are important really do effect the    process

2. This training includes  the full understanding, applications and terms used in lectures and case studies

3. Orthogonality

-  Since our goal in experimentation is to determine the effect each factor has on the response independent of the effects of other factors, experiments must be designed so as to be horizontally and vertically balanced. An experimental array is vertically balanced if    there are an equal number of high and low values in each column. The array is horizontally balanced if for each level within each factor we are testing an equal number of high and low values from each of    the other factors. If we have a balanced design in this manner, it    is Orthogonal. Standard generated designs are orthogonal. When modifying or fractionating standard designs be alert to assure maintenance of orthogonality.

4. Repetition

-  Completing a run more than once without resetting the independent variables is called repetition. It is commonly used to minimize the effect of measurement and to analyze factors affecting short term variation in the response

5. Replication

-  Duplicate experimental runs more than once after resetting the independent variables is called replication. It is commonly used to assure generalization of results over longer term conditions

6. Randomization

-  Running experimental trials in a random sequence is a common, recommended practice that assures that variables that change over time have an equal opportunity to affect all the runs. When possible, randomizing should be used for designed experimental plans

7. Blocking

-  A block is a group of “homogeneous units”. It may be a group of    units made at “the same time”, such as a block by shift or lot or it  may be a group of units made from “the same material” such as raw  material lot or manufacturer. When blocking an experiment, you are adding a factor to the design.

8. Factorial Designs

-  Factorial Designs are primarily used to analyze the effects of two or more factors and their interactions. Base on the level of risk acceptable, experiments may be either full factorial, looking at each factor combination, or fractional factorial looking at a  fraction of the factor combinations. Fractional Factorial    experiments are an economical way to screen for vital X’s. They only look at a fraction of the factor combinations. Their results may be misleading because of Confounding, the mixing of the effect of one    factor with the effect of a second factor or interactions. In    planning a fractional factorial experiment, it is important to know  the confounding patterns, and confirm that they will not prevent  achievement of the goals of the DOE.

9. DOE Analysis:

-  Analysis of DOE’s includes both graphical and tabular information. It includes Pareto Analysis, Anova, Main Effects, Interactions analysis. It also include Cube Plots, Contour Plots and Optimization Plot,etc.

10.Response Surface Methodology (RSM)

-  Response Surface analysis is a type of Designed Experiment that  allows investigations of non-linear relationships. It is a tool for fine tuning process optimization once the region of optimal process conditions is known. Using the CCD type RS Design, you will be designing an experiment that test each factor at five levels, and an experiment which can be used to augment a factorial experiment that  has been completed. The CCD design will include Factorial points, STAR points, and CENTER Points.

11.Taguchi Designs

-  A Taguchi design, or an orthogonal array, is a method of designing experiments that usually requires only a fraction of the full  factorial combinations. An orthogonal array means the design is balanced so that factor levels are weighted equally. Because of  this, each factor can be evaluated independently of all the other    factors, so the effect of one factor does not influence the    estimation of another factor. In robust parameter design, you first choose control factors and their levels and choose an orthogonal  array appropriate for these control factors. The control factors comprise the inner array (Signal). At the same time, you determine a    set of noise factors, along with an experimental design for this set of factors. The noise factors comprise the outer array (NOISE).
The L8 (2**7) Taguchi design (orthogonal array). L8 means 8 runs.    2**7 means 7 factors with 2 levels each. If the full factorial    design were used, it would have 2**7 = 128 runs. The L8 (2**7) array requires only 8 runs − a fraction of the full factorial design. This    array is orthogonal; factor levels are weighted equally across the entire design.

12.Anova

13.Essential Basic Statistics

14.Test for Normality

15.Understanding of 1-way Anova with many levels

16.Test for equal variance

17.Understanding of 2-Way Anova with one or more levels
   (Using Minitab 15, will include Balanced ANOVA and GLM tools)


Target Audience

1. Engineering Manager / Executive / Supervisor/Engineers

2. Process Improvement Managers / Process Engineers

3. QC/QA Manager / Executive / Engineers

4. Personnel involved in Quality Control & Improvement projects

Design of Experiment ( RSM )

Introduction

The DOE training seminar begins with the fundamentals of Design of Experiments (DOE) methods and continues with advanced concepts, principles and requirements. Topics include Anova, Full Factorial Designs, Fractional Factorial Designs, robust designs, the Response Surface Methodology(RSM), reliability DOE and Taguchi Design. We will begin with screening design, process characterization and optimization.


Objective
             
1. Participants learn to solve problems, improve yields, achieve robust    processes and build models for prediction with Design of Experiments    (DOE)

2. Response Surface Methodology (RSM) and Multiple Regression Analysis

3. The training course presents concepts of DOE and RSM and Minitab     could be use to help your organization:

-  RSM is the extension of DOE
-  Analyze experimental results in order to identify the significant    factors and evaluate ways to improve and optimize the design.


Methodology

Lecture, Discussion & Case Studies


Course Content

1. Baselining data collection is considered passive observation. The    process is monitored and recorded without intentional changes or    tweaking. In Designed Experiments, the independent variable    (Response) is observed. Designed experiments are used to:

-  Determine which factors (X’s) have the greatest impact on the    response (Y)
-  Quantify the effects of the factors (X’s) on the response (Y)
-  Prove the factors (X’s) you think are important really do effect the    process

2. DOE Analysis

   Analysis of DOE’s includes both graphical and tabular information.    It includes Pareto Analysis, Anova,       Main Effects, Interactions       analysis. It also include Cube Plots, Contour Plots and Optimization    Plot,etc.

3. Response Surface Methodology (RSM)

-  Response Surface analysis is a type of Designed Experiment that    allows investigations of non-linear relationships. It is a tool for    fine tuning process optimization once the region of optimal process    conditions is known. Using the CCD type RS Design, you will be    designing an experiment that test each factor at five levels, and an    experiment which can be used to augment a factorial experiment that    has been completed. The CCD design will include Factorial points,    STAR points, and CENTER Points.


Target Audience

1. Engineering Manager / Executive / Supervisor/Engineers

2. Process Improvement Managers / Process Engineers

3. QC/QA Manager / Executive / Engineers

4. Personnel involved in Quality Control & Improvement projects



Effective data analysis for Better Decision Making

Objectives

At the end of this training program, participants will be able to, among others:

1. Able to construct and interpret common graphs & summary statistics    for single variables, two or more variables

2. Able to apply appropriate numerical and graphical analysis,interpret    results, make sound conclusion and prepare the report.


Course content

1. Introduction to Statistics

-  Deterministic Vs. Probabilistic
-  How to solve Probabilistic Problem?
-  What does statistics mean to you?
-  Statistics is ….
-  The Role of Statistics
-  Statistical Methods
-  Descriptive Statistics
-  Inferential Statistics

2. Data Types and Sampling

-  About Data
-  Why We Need Data?
-  Data Sources
-  Data Types
-  Population vs Sample
-  The importance of Sampling
-  Representative Samples

3. Distributions and Summary Statistics

-  Distribution Shapes
-  Normal Distribution
-  Binomial Distribution
-  Summary Statistics
-  Continuous Variables
-  Discrete Variable

4. Numerical and Graphical Analysis for Single Variable
 
-  Numerical analysis:
    Mean, Median, Mode, Standard Deviation, Variance, Range, Quartiles, Inter Quartile Range (IQR),       Coefficient of variation, Normality Test, P-Values and its interpretation
 
-  Graphical analysis

-  Continuous data: Histogram, Box-Plot, Normal Quantile Plot

-  Discrete data: Bar Graph, Pareto Chart

5. Numerical and Graphical Analysis for Two or More Variable
 
6. Relationship between variables
 
-  Numerical analysis:
   Coefficient of Correlation (r)
 
-  Graphical analysis

-  Continuous vs continuous: Scatter Plot, Run (Trend) Chart
-  Continuous vs discrete: Side-by-side Box-Plot, Variability Chart, -  Dot-Plot, Bar Graph, Pareto Chart
-  Discrete vs discrete: Mosaic Plot
-  Non Parametric Test

7. Principles of Graphing Practices

8. Principles of Graphical Excellence

9. Good Graphing Practices

10.Errors in Presenting Data (Data Cleaning)





















6 Sigma - Black Belt ( 15 days Program )

Introduction

Six Sigma emphasizes quality improvement, but it is more than statistics and tools. The proven Six Sigma methodology is a systematic application that is focused on achieving significant financial results.
When properly deployed on carefully selected business projects, this methodology can lead to a significant reduction and in many cases, elimination of defects and out-of-control processes, which saves valuable corporate resources. That translates into immediate and dramatic financial profitability.

This Six Sigma Black Belt training is specifically designed to provide and prepare participants to implement the principles, practices, and techniques of Six Sigma in order to deliver breakthrough business improvement results time after time. This training is conducted in a series of sessions.


Objective

1. Compute and apply basic statistics

2. Establish and benchmark process capability

3. Apply key statistical tools for hypothesis testing

4. Learn how to construct and use variable and attribute data

5. Identify and leverage dominant variation sources

6. Establish realistic performance tolerances

7. Design and execute multivariable experiments

8. Learn how to plan and implement process control systems


Methodology 

Lecture, Discussion & Case Studies


Course Outline

1. Defining Problem/ Opportunities and measuring existing process

2. Six Sigma D-M-A-I-C Breakthrough Strategy

3. SIPOC & VOC

4. Project Definition and Charter

5. Process Mapping, QFD and FMEA

6. The Power of Data

7. Variable & Attribute Data

8. Process Time Study

9. Cost of Poor Quality

10.Statistical Thinking and Control Charts

11.Process Capability

12.Planning Data Collection

13.Pareto Analysis

14.Measurement System Analysis

15.Improving existing process.

16.Controlling/monitoring process for stability and root cause    identifications:

-  Project Reviews
-  Cause and Effect Analysis
-  FMEA for Six Sigma
-  Estimation and Confidence Intervals
-  Hypothesis Testing
-  Analysis of Variance
-  Correlation and Simple Linear Regression
-  Logistic Regression
-  Determine Solutions
-  Introduction to DOE
-  Error Proofing -POKA YOKE
-  Standardized Work and Visual Controls
-  Create the Project Management Plan

17.Improving and Controlling Existing Process

-  Project Reviews
-  Review of Analyze Phase
-  Polynomial and Multiple Regression
-  Determine Solutions
-  Basic Design of Experiments
-  Full Factorial Designs
-  Fractional Factorial Designs
-  Response Surface Methodology
-  Taguchi design
-  Review of Improve Phase
-  Control Plans
-  Standardized Work and Visual Controls
-  Error Proofing - Poke Yoke
-  Control Charts for Variable & Attribute Data
 

Target Audience

Managers, Executives, Supervisors and Engineers who wants to:
 
-  Learn this highly valued skill set
-  Initiate the Six Sigma methodology to eliminate a current business    problem
-  Successfully fulfill the  role of a Six Sigma Black Belt

Amalan " 6S Housekeeping " di Tempat Kerja

Methodologi

Syarahan, Perbincangan, Aktiviti Kumpulan & Pembentangan


Isi kandungan

1. Pengenalan Kepada 6S                                                                      
-  SEIRI
-  SEITON                            
-  SEISOO
-  SEIKETSU
-  SHITSUKE
-  Shikari-yaro
-  Prinsip 6S
-  Kaedah 6S’s

2. Kepentingan 6S

-  Membaiki Aspek Keselamatan
-  Meningkatkan Moral Pekerja
-  Pemilikan Kawasan Kerja
-  Meningkatkan Produktiviti
-  Membaiki Penjagaan (Maintenance)
-  Membaiki Pulangan Syarikat

3. Keberkesanan Implementasi 6S

-  Kerkesanan Peringkat Permulaan Budaya Kerja Harian

4. Kaedah Menangani Pembaziran

-  Pengeluaran Berlebihan
-  Masa Menunggu
-  Kesilapan Process Kerja
-  Pengangkutan
-  Inventori
-  Kecacatan Produk
-  Sumber-Sumber Terbiar
-  Penyalahgunaan Sumber

5. Produktiviti & 6S

-  Kualiti
-  Kos
-  Kepantasan
-  Pergantungan
-  Fleksibiliti
-  Rekabentuk Kerja

6. Elemen Keberkesanan 6S
                     
-  Organisasi Sistematic
-  Rekabentuk Tempat
-  Pembersihan
-  Kawalan yang Distandardkan
-  Sorting- visual placement
-  Scrubbing clean
-  Standardisation control


Peserta

1. Semua staff yang bertugas di bahagian pengeluaran & pergudangan

2. Pengurusan, Supervisor / Penyelia, Team Leader & Operator

Advanced ICC Tools

Objective

The Advance ICC Tools is the extension of the 7 QC tools to enable the participants improve the problem solving capabilities. It is to enhance the project management skills of the participants.
It helps to develop excellent ICC project by applying the new Advance ICC tools.


Methodology 

Lecture, Discussion & Case Studies 


Course Outline

1. Brief introduction to the PDCA cycle

2. Brief introduction to Continuous Improvement and 7 basic QC tools

3. Introduction to Value Stream Mapping

4. Drill down Tree Analysis

5. Introduction to QFD

6. FMEA

7. RTY

8. Advance SPC with Capability Studies

9. Normal Distribution

10.Basic Statistics and Normality Test

11.Case studies using ANOVA analysis, one-way and two-way

12.Extension of Scatter Plot using Regression Analysis

13.Introduction to Lean – 8 types of wastes


Target Audience

-  Production Manager / Executive /Engineers/ Supervisor
-  Line Manager / Executive/ Supervisor
-  QC or QA Manager / Executive / Officer
-  Factory Workers & Personnel involved in Quality Control and ICC

" 6S Housekeeping " - Good Workplace Organisation

Introduction

1. The 6S is an acronym for 6 Japanese words which describe the methodology for developing the basis of process improvements

2. 6S is more of a people process than it is a manufacturing technique. And it is much more than simply cleaning up your area – it is a discipline that truly can enable you and your organization to achieve greater results

3. This course will not only help you learn what 6S is, it will also help you successfully implement 6S within your own organization. If you want to improve your immediate work area – and if you want to contribute to your organization’s success – you will want to learn      about 6S


Objective

1. Provide exposure on the importance of 6S system in workplace organization at all levels

2. Correlate 6S system with customer satisfaction

3. Introducing 6S system to the whole organization

4. Introducing steps to follow in establishing the 6S system in the organization & factors that can contribute to its success


Methodology

Lectures and Discussion and Examples


Course content

1. What is 6S All About?

-  An overview of the 6S’s is presented
-  The benefits and operational impact of implementing the 6S’s are discussed

2. Sort: Clearing the Work Area

-  How to organize the work area for efficiency & effectiveness
-  A stepwise approach to clear the work area is presented.

3. Set in Order: Designated Locations

-  How to designate “a place for everything & ensure everything is in      its place.”
-  Considerations for establishing locations for storing items  including: storage rational, storage options,      location-specific tips, storage don’ts, using signs & labels, & documenting the plan are all covered

4. Shine: Cleanliness & Workplace Appearance

-  The three aspects of Shine (getting the workplace clean, maintaining  its appearance, and using preventive measures to keep it clean) are     explored

5. Standardize: Everyone Doing Things the Same Way

-  The three aspects of Shine (getting the workplace clean, maintaining  its appearance, and using preventive    measures to keep it clean) are explored

6. Sustain: Ingrain It in the Culture

-  Sustain is perhaps the toughest of the 6S’s. Techniques to prevent backsliding are presented
-  Challenge: An assessment of the learner’s progress in this unit

7. Business Etiquettes, manners, politeness in customer service and  workplace

8. An Organization-Wide 6S Effort

-  How to plan and implement a 5S initiative
-  An 8-point roadmap for the 5S’s:

   1: Leadership Team
   2: Infrastructure
   3: Communications
   4: Training
   5: 6S Pilots
   6: Best Practices
   7: Full Roll-Out Plan
   8: Evaluate & Adjust


Target Audience:

1. All staffs in Production, Warehouse and  Office

2. Management, Supervisor, Team Leaders & Operators








Training Need Analysis

Objectives

At the end of the program, the participants will be able to

1. Conduct a comprehensive and continuous analysis to determine    company, department and individual      training needs

2. Identify and recommend training and development needs and priorities    which contribute to organisational effectiveness

3. Recommend appropriate direct action to be taken by senior    management, through written report and personal presentation

4. Identify training and development needs related to changes in    organisational plans

5. Identify external requirements and factors that affect training and    development needs in organizations

6. Identify the difference level of evaluation tools

7. Recommend the best suitable level of evaluation for assessing the    effectiveness of training


Course content

1. An Overview of a Systematic Approach to Training and Development
 
-  The systematic training cycle
-  The training needs analysis
-  The formulation and designing of training plan
-  The implementation of training plans
-  The assessment of training effectiveness


2. An Introduction to Training Needs Analysis

-  The purpose of an organisational training and development needs       analysis
-  The importance of an organisational training and development needs      analysis
-  Reasons for doing training needs analysis
-  Organisational level training needs
-  The PEST Analysis
-  The TNA at departmental level


3. Training Needs Analysis Model

-  Designing responsibility for analysis
-  Planning for analysis
-  Collecting information
-  Challenges and performance problem was related
-  Interpreting and action plan


4. Method used in Gathering Data for Analysis of Training Needs

-  The process of gathering data
-  Possible areas of investigation in gathering data
-  Interviewing to obtain information
-  Using questionnaires for training needs analysis
-  Manpower analysis
-  Job description analysis
-  Observation technique
-  Brainstorming techniques
-  Problem analysis


5. Analysis of Training Needs Identifications Data

-  The needs analysis process
-  Analysis of data collected
-  Interpreting the result
-  Designing the training plan


6. Recommending Action and Presenting Persuasive Presentation

-  Preparing the report
-  Presentation preparation
-  Meeting with the management
-  Effective presentation


7. Evaluation of Training Effectiveness

-  Training effectiveness and the importance of evaluation
-  Stage in training evaluation
-
-  Level 1: Reaction
-  Level 2: Learning
-  Level 3:Job Behaviour
-  Level 4: Organizational’s Result
-  Level 5: ROI

-  Choosing and techniques in implementing the evaluation system

8. Case Study

-  TNA Project Implementation Case Study
-  TNA Project Implementation at participant’s own organization
-  Overcoming barrier to effective response

Monday, 17 June 2013

Kursus Pengurusan Dokumen & Sistem Fail Berkesan

Pengenalan

Kursus intensif  sehari ini dirumus khas untuk membimbing peserta mendalami kaedah dan teknik pengurusan dokumen dan system fail yang berkesan.

Matlamat Kursus

Masakini, kebanyakan organisasi mengalami masalah produktiviti akibat daripada pembaziran masa mencari dokumen. Maka timbul keperluan bagi kakitangan yang terlibat dalam pengurusan pejabat seperti PA, setiausaha, kerani dan penyelia untuk memantapkan kemahiran pengurusan dokumen dan sistem fail yang sedia ada.

Kursus telah dirumus khas untuk membantu peserta-peserta dalm perkara-perkara di bawah:

1. Mengaplikasi konsep-konsep mengawal rekod dan dokumen

2. Menggunakan prinsip-prinsip pengurusan dokuen yang berkesan

3. Mengambil langkah memperbaiki sistem pengurusan dokumen yang sedia  ada

4. Memulakan tatacara untuk membuka dan mengawal selia dokumen  dan  fail

5. Mengenalpasti masalah-masalah pengurusan dokumen dan fail

6. Mempelajari kaedah terkini dalam pengurusan dokumen

Pendekatan Kursus

Kursus ini mengguna pakai kaedah-kaedah pembelajaran dewasa termasuk rancangan pembelajaran aktif demi meningkatkan kefahaman dan penerapan. Kursus ini memperuntukkan masa untuk kegiatan berseorangan atau berkumpulan bagi membolehkan para peserta mempelajari, membina dan menerapkan kemahiran berkaitan.

Sukatan Kursus

1. Pengenalan Pengurusan Dokumen 

-  Perihal pentingnya mengurus dokumen dengan baik
-  prinsip-prinsip pengurusan dokumen

2. Konsep Kawalan Dokumen

-  Prinsip-prinsip mengawal dokumen 
-  daftar
-  klasifikasi
-  indeks
-  rekod
-  lupus

3. Pengurusan Dokumen

-  Jenis-jenis dokumen
-  penerimaan dan pendaftaran dokumen surat-menyurat
-  tatacara mengurus surat-menyurat sulit menteri dan pengawai kanan 

4. Pengurusan Fail 

-  Jenis-jenis
-  kod dan klasifikasi fail
-  sistem fail
-  megurus fail dalam komputer 

5. Membuka Dan Mengawal Fail 

-  Tatacara membuka
-  menamakan dan mengawal fail

6. Pengunaan Fail 

-  Pengurusan simpanan dan keselamatan fail
-  mengawal pengeluaran dan sebaran fail
-  Menyimpan fail secara digital

Kumpulan Sasaran

Kursus ini boleh dikendalikan untuk staf sokongan dan pegawai secara berasingan atau disekalikan mengikut keperluan penganjur

Stress Management

Objectives

1. Recognise symptoms and causes of pressure and overcome its negative  effects on individual performance

2. Communicate effectively and assertively by using a variety of  skills

3. Utilise practical steps to manage and be in control of ones  available time

4. Cope with stress through physical and mental discipline

Course Content

1. Understanding Pressure and its Effect on Individual Performance

-  The causes of pressure
-  The good and bad news about pressure
-  How to cope with pressure

2. Communicating Effectively and Assertively with others

-  Ineffective Communication and Stress
-  Understanding Assertiveness and how to use it
-  Guidelines for Assertive Behaviour
-  Theory to practise

3. Staying In Control of Your Time

-  Balancing Work and Family Life
-  Ways to Add in hour to your day
-  Staying Organized

4. Keeping your Body Healthy and Fit to cope with stress

-  Your Body and stress
-  Diseases and effect from stress
-  Eating for Health-What and How


5. Relaxation Techniques

-  Some practical ways
-  Solat and Zikir
-  Using Shiatsu in your daily life
-  Diaphragmatic breathing
-  Quieting Reflex
-  Imaging / Visualization
-  Exercise / Yoga
-  REM sleep
-  Karaoke & Music

6. Developing a Positive Thinking

-  Attitude and Career Success
-  The Need for Attitude Renewal
-  Making Alternations to your attitude
-  Emotion and Control
-  Positive Thinking in developing excellence personality

Managing Employee Absenteeism

Introduction

This is an intensive 1-day seminar on Managing Employee Absenteeism for HR executives, managers and practitioners. 

Objectives

Employee absenteeism is a critical problem affecting all Malaysian companies and organisations. Employees make a lot of excuses and cheat to be absent. As a result, employers lose a lot of money when staff morale and productivity is greatly reduced. This is the reason why it is important for employers to keep their employees at work

Therefore, there is an urgent need for HR executives and managers to fully understand the reasons for absenteeism and learn strategies to manage it in order to improve productivity and maintain staff discipline. However, many of them are unable to manage the problem effectively and need expert advice

This seminar assists participants to manage absenteeism by providing extensive examples and case studies from companies which have successfully managed this problem 

At the end of the programme, participants will

-  Understand the causes of absenteeism
-  Apply absence management strategies
-  Manage disciplinary procedures
-  Learn how other companies deal with absenteeism
-  Understand the law on absenteeism
-  Manage Employee Absenteeism

Methodology

This programme employs adult learning techniques which include active learning strategies to facilitate understanding and retention. Participants will spend 50% of the time in individual or group activities. A workbook is used to facilitate the programme and additional notes will be handed out where necessary

Course Content

1. Meaning of Absenteeism

-  Section 15(2) of the Employment Act 1955
-  Absence Without  Leave & Abandonment of Service
-  Misconduct & Burden of Proof

2. Other Forms of Absenteeism

-  Excessive Medical Leave
-  Tardiness At Workplace

3. Understanding the Causes of Absenteeism

-  Ability/Boredom/Routine
-  Stress
-  Motivation Issues
-  Medical Disorder
-  Peer Pressure
-  Work Conditions

4. Remedies to Absenteeism

-  Procedures & Policies
-  Sick Leave Management
-  Reward & Recognition Programme
-  Buddy System
-  Team-Based Responsibilities
-  Sense of Belonging

5. Improving Work Conditions

6. Disciplinary Procedure to Address Absenteeism

-  Drafting Charges
-  Initial Counselling
-  Show Cause & Warning Letters
-  Domestic Inquiry
-  Termination

Target Group

This seminar is suitable for HR Executives, Managers and Practitioners

Customer Service Excellence

Introduction

This is an intensive course for executives and managers who need assistance to improve Customer Service.

Objectives

Organisations spend substantial amounts of money to get more a customer. This can be wasted or loss without a commitment to retain goodwill of the customer through consistent and good customer relations by the staff.  People go where they feel wanted and cared about.  The better your customers are treated, the most likely they are to keep coming back.  Your employees must remember that customers are not interruptions of their jobs but they are the reason those jobs exist.  

No matter your organisation comes out with, your competitors can easily duplicate those efforts.  This program will provide the only factor your competitors cannot duplicate which is the excellence customer services provided by the employees.

This seminar assists participants to deliver excellent customer service, by focussing on the following:

1. Help the participants to manage conflict, complaints and difficult  people without getting angry and defensive

2. Identify the characteristic of customer and overcoming their needs

3. Render services at a different level as service form the heart,  therefore more empathy towards the customer

Methodology

This programme employs adult learning techniques which include active learning strategies to facilitate understanding and retention. Participants will spend 50% of the time in individual or group activities. A workbook is used to facilitate the programme and additional notes will be handed out where necessary. 

Course Content 

1. Customer Service

-  Identify the customer
-  Managing the service cycle
-  Establishing rapport 

2. Identifying the service

-  Complete the transaction 

3. Essential Customer Communication Skills

-  The process of communication
-  Barrier in communication
-  Types of communication
-  Listening skills – listening to understand and offer alternative
-  Solution and help courteously
-  Effective questioning techniques
-  Speaking clearly and courteously and with the eight tones of voice

4. Telephone techniques

-  Receiving calls and greeting callers
-  Taking messages
-  Screening and transferring calls
-  Handling abusive remark

5. Dealing With Difficult Customer Situations

-  Complaints and grievances
-  Different types of customers
-  Handling telephone conflict
-  Dealing with angry callers
-  Dealing with conflicts 

Target Group

This seminar is suitable for Executives and Managers who deal with customers

Non-HR Managers and Executives essential knowledge in Malaysian Employment and Labour Laws

Introduction

An overview of what Malaysian Employment, Labour Law and Industrial Relations practices requires from every Employer. The lacking of knowledge in the subject matters  often lead to a lack of harmony and dispute that over the years has tarnished a lot of employee-employer relationship. This has given great negative impact to productivity, profits and the human potential itself.

Objectives

This is a tailor made programmed to equipped the Management who are not from HR background with a ‘hands on’ skill and approach in addressing employment related issues at the workplace.

Methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive

Course Content

1. The “ACT” that binds the Employer and the Employee

-  Industrial Relation Act 1967
-  Employment Act 1955

2. A binding relationship

-  The Contracts
-  Types of contracts : ‘for service’ or ‘of  Service’
-  Difference between Contract of Service and Contract for Service
-  The rights in the contract for employers
-  The rights in the contract for employees
-  Management Prerogatives
-  Fixed term contract
-  Probationers
-  Recruitment

3. Misconduct in Employment

-  Definition of misconduct
-  Negligence and insubordination
-  Aggravation of misconduct
-  Provocation of misconduct
-  Criminal misconduct
-  Sexual Harassments

4. Disciplinary Procedure

-  Code of conduct for Industrial Harmony
-  Sections 13, 14 and 15 of the Employment Act 1955
-  Court awards
-  Common mistake by employers

5. Principle of Condonation

-  What is Condonation
-  What constitute Condonation
-  Time vs. action
-  Court awards

6. Domestic Inquiry Procedure

-  The employers to hire  and the right to fire
-  The requirement : Section 14 of Employment Act
-  The prosecutor, the panel, the decision maker and the process
-  Types of punishment

7. Managing leaves

- Sick Leave
- Annual Leave

8. What is :

-  Termination
-  Dismissal
-  Termination Simpliciter
-  Force resignation
-  Constructive dismissal
-  Discharge from duty
-  Retirement
-  Resignation
-  Medically boarded out
-  VSS or MSS
-  Retrenchment

9. Non performance issue

-  Types of remedial action
-  Court awards
-  How to justified non performance issue

10.How to managed Union in a Unionized company

-  Collective bargaining
-  Collective agreement
-  Union employee vs Non-union employee.
-  The rights of the employers.

Sexual Harassment : The Right and The right thing to do

Introduction

Sexual harassment is not new in Malaysia. The apprehension towards managing the act though being stipulated in the Sexual Harassment code by the Government is still in adequate to curb the perpetrators in committing such offence. Sexual harassment occurs in every level of the management and has become the nightmare for the female employees. The subject shall discuss on defining the act, understanding the in-house policy, understanding the correct approach during investigations and finally on prosecuting

Objectives

The objective is to ensure proper and fair investigation and if necessary, a proper prosecution and passing sound judgments to the parties involved. Sexual harassment is an act whereby it is hard to find strong evidences on documentation and credible witnesses. Therefore, the objective will look into the subject in detailing the incidences in order to justify the complaint and deal with the matter diligently

Methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive manner.

Course Content

1. Sexual harassment complaint

-  Employers’ obligation to act
-  What shall be the implication if the investigation of the complaint    being delayed ?
-  Identification of parties

2. Legal provision on sexual harassment in the Employment Act (EA) 1955    and other policies

-  New part XV A of the EA
-  Section 2 : Definitions
-  Section 81D (1)
-  Section 81 F
-  Section 81 G
-  Sexual Harassment Code (National)
-  Sexual Harassment Code (In House)

3. Forms of sexual harassment

-  Physical
-  Verbal
-  Gestural or non-verbal
-  Visual
-  Physiological

4. The implication

-  To the Company and Employer
-  To the Employee (victim)
-  To the Employee (perpetrators)

5. Evaluation of the case
 
-  The chronology and incidences
-  Elements of consent
-  The witnesses
-  Corroborative evidences
-  Circumstantial evidences
-  Personality of the parties
-  The relationships

6. Categories of sexual harassment

-  Coercion : Quid pro quo
-  Code of conduct for Industrial Harmony
-  Sections 13, 14 and 15 of the Employment Act 1955
-  Court awards
-  Common mistake by employers

7. Principle of Condonation

-  What is Condonation
-  Was there any elements of Condonation
-  Time vs. Action

8. Invitation to sexual harassment

-  Act amounting to invitation
-  Act allowing the invitation
-  Act of accepting the invitation

9. Sexual Harassment in Malaysian Courts
 
10.How to prevent sexual harassment
 
-  The procedure
-  The aggressive type
-  The lying witnesses
-  Elements of revenge


Domestic Inquiry : Becoming the DI Panel

Introduction

What are the requirement needed for a Domestic Inquiry (DI) Panel ?.  Most people are reluctant to become a DI Panel because they know little about their role, the procedures and ‘how’ to decide in ‘what’ manner. The process and requirement though stipulated in the Malaysian Employment, Labour Law and Industrial Relations practices requires hands on training and knowledge to ensure a proper Domestic Inquiry execution

Objectives

This is a tailor made programmed to equipped the Management and the Middle Management team who are not from HR background with a ‘hands on’ skill and approach in addressing employment related issues at the workplace and becoming a competent person to handle any DI Process and procedures. It is also the objective to have a pool of management personnel that have the ability and knowledge to conduct any DI at any time

Methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive manner by way of lecture, workshop, group discussion and sharing the experience session

Course Content

1. Who should be the DI Panel?

-  By designation and position
-  By hierarchy of management
-  Third party

2. Requirement to become a panel

-  Whether the panel should know about the case prior to the inquiry
-  Can the panel be the superior of the accused
-  What are the points that the panel should take

3. Who should be the Investigating Officer (IO)  ?

-  Can the Panel become the IO ?
-  Can the IO be more than 1 person ?
-  Personality of the IO and the relationship with the accused
-  Can the Internal Auditor act as an IO ?
-  Can the IO becomes a prosecutor  ?

4. Who should be the Prosecutor ?

-  Can a non-HR becomes a Prosecutor ?
-  What are the pre-requisite requirements

5. Evaluation of the charge sheet

-  What to look on the charge
-  Definition of the misconduct
-  Negligence and insubordination issues to be meted out
-  Aggravation of misconduct
-  Provocation of misconduct
-  Criminal misconduct
-  Sexual Harassments

6. Disciplinary Procedure

-  Code of conduct for Industrial Harmony
-  Sections 13, 14 and 15 of the Employment Act 1955
-  Court awards
-  Common mistake by employers

7. Principle of Condonation

-  What is Condonation
-  Was there any elements of Condonation
-  Time vs. action
-  Court awards

8. Domestic Inquiry Procedure

-  The employers to hire  and the right to fire
-  The requirement : Section 14 of Employment Act
-  The prosecutor, the panel, the decision maker and the process
-  Types of punishment

9. Deciding the case
 
-  Evaluation of physical evidence tendered
-  Evaluation of witnesses’ statement
-  Evaluation of documentary evidences
-  Evaluation on the admission of guilt

10.Guilty or Not guilty

-  No element of bias
-  No element of favoritism
-  No elements of revenge

11.Controlling the process and the session

-  The procedure
-  The aggressive accused
-  The lying witnesses
-  The over reacted prosecutor

12. How to summarize the findings
 
-  Collection of evidence tendered
-  Collection of probabilities from the statement taken
-  Facts and figure of the case
-  Provisions of law, in house regulations and SOPs


Managing the Union for Management

Introduction

Having a Union in any Company requires a basic knowledge in negotiating, drafting and in managing the Union by the management. Certain skills and knowledge are to be understood in order to have and maintain the newly develop relationship between the Union and the Company

Objectives

This  programs are designed to assist the management to have a better perspective on the unionized process and to deal with the union in the long run

Methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive manner by way of lecture, workshop, group discussion and sharing the experience session

Course Content

1. What the Company should do when the Union come knocking at your door ?
-  How to respond to the proposal
-  Time frame to act
-  Objection and rejection
-  Provision under the law (Industrial Relation Act)

2. The Trade Union
-  What documents need to be produced
-  What area to be bargain for

3. Receiving a proposal on Collective Agreement

-  How to evaluate the proposal’s demand
-  Current practice  in the handbook and company’s policy
-  Monetary and non-monetary clauses

4. Negotiations and bargaining

-  Who can negotiate
-  What to negotiate
-  How to negotiate
-  What happens if negotiations and bargaining fails
-  Court awards on CA

5. How to conclude the agreement

-  Meetings with the Industrial Relations department officers
-  Recognition by the court

6. Having a Union

-  Union dues management
-  Union vs. Disciplinary issues
-  Union vs. other privilege which is not covered in the CA
-  Union vs. leave for union matters
-  Management vs. Union activities

7. Consequences for breaching the agreement

-  Non-compliance on part of the union
-  Non-compliance on part of the company


Target Audience 

Managers, Executives and team leaders, and others who need to equip themselves with interpersonal skills for managing people and departments and contribute to the effectiveness of the organization and individual

Managing Absenteeism at the Workplace

Introduction

Absenteeism is an epidemic that need to be control and maintained continuously. Absenteeism is also a form of Misconduct that may result in disastrous result. Employers need to understand how to manage absenteeism and furthermore know how to deal and handle the issue without making it more complicated to be solved

Objectives

These programs are designed to assist the management to have a better perspective on the habit of absent, tardiness and late comings that can jeopardize the company’s reputation and at the same time imposing the correct method in dealing with it

Course Content

1. Why Absent ?

-  Type of absenteeism.
-  Interpretation by law.
-  Provision under the law (Industrial Relation Act)

2. Leave Issues

-  Managing leave
-  SOP on leave
-  Leave vs Absent

3. Habitual Absenteeism

-  Case study on the trend
-  Court awards

4. Lateness & Tardiness
 
-  Lateness & Tardiness
-  Habitual late comming
-  Leaving work early
-  Absent during working hours
-  Courts’ rulling

5. Maintenance of Discipline

-  Corrective discipline
-  Court’s ruling and definition

6. Condonation of Absence

7. Punishment for unlawful absence

-  Scope of punishment

8. Right of employers on leave matters

-  Rest day
-  Public holidays
-  Maternity leave
-  Trade Union leave

9. Whether the current practice is in accordance with the law ?

-  Provision in the act
-  Practice in the Court

10.Guide to managing absenteeism

-  Corrective measures
-  Punitive measures

11.Case study

Target audience

Management team, Head of departments, Managers, Executives and  Supervisors



Investigation and Prosecution Skills For Domestic Inquiry

Introduction

Good investigation is the key to any good labour and domestic Inquiry process. Proper Investigation is knowledge is a must to every HR/IR personnel. The lacking of this knowledge will surely resulted in the inefficiency of the HR function and for the Company as a whole.

Objectives

This programmed is a focused training on how a proper investigation and prosecution should be done from the perspective of the Industrial Court. It is also the objective to ensure the participant to understand how to not only conduct the investigation but also to bring the charges with good evidence during the DI for a proper and fair conviction against the accused.
Course Content

( Investigation )

1. What to investigate?
-  Established a case and locus (right to act)
-  Understand the charges
-  Categorization of cases i.e whether light or serious

2. How to start ?
-  Collection of documentary evidences
-  Collection of item evidences
-  Collection of witnesses’ statement

3. How to build a case ?
-  On Sexual Harassment
-  On Criminal related matters i.e criminal breach of trust, theft,    drugs, etc
-  On Employment misconduct i.e absenteeism, insubordination,    tardiness, etc

4. When to interview the witnesses ?
-  Suitable venue for the interview session
-  Who should be in the interview session
-  How to record the answer
-  What questions should be asked

5. How to evaluate evidence ?
-  Co-relation between the misconduct and the evidences
-  How to handle 3rd party documents or witnesses
-  What documents to be tendered during domestic inquiry
-  Can video footage be admissible and be used in the DI process ?
-  Can a recorded voice be admissible to prove misconduct ?
-  How to determine genuine evidences?
-  Is necessary to call the maker of the document to testify the    documentary evidences ?
-  How to relate evidence with the misconduct ?

6. Other resources of information
-  How to extract info from the reply of the show cause letter
-  How to relate the case law of similar misconduct
-  How to emphasis the Handbook and Standard Operating Procedures in    relation to the misconduct
-  How to bring the Contracts and agreements to support the contention
-  How to make reference to the meeting minutes agreed upon prior to    the misconduct ?

7. Preparing the case for DI proceeding
-  How to arrange the document in the case bundle (s) according to the    sequence
-  When to call the witnesses
-  When to asked the key questions

8. To decide whether the charge(s) is in line with all supporting    evidences

( Prosecuting )

1. How to prosecute?
-  The objective
-  The anticipation and expectation from the accused


2. The charge(s) being the guideline

-  What document to be used 1st ?
-  Which witness o be called in 1st ?

3. The art of listening for answers

4. How to asked question ?

-  Issues to be agreed by both parties’
-  Based on documents
-  Based on the witnesses statement

5. Utilization of evidential armory

-  Collection of documentary evidences
-  Collection of item evidences
-  Collection of witnesses’ statement

6. How to deal with admission of guilt

-  Whether to continue with other evidences
-  How to record admission of guilt

7. Understanding the Domestic Inquiry process

-  When to do examination in chief
-  When to cross examine
-  When to re-examine.

8. Ethics and decorum

-  Addressing the panel
-  Addressing the accused
-  Manners during the proceeding

9. Role-Play

Learning methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive manner by way of lecture, workshop, group discussion and sharing the experience session


Industrial Relations - The Process and Procedures

Introduction

Misconduct can be in many forms and taking in appropriate action to battle misconduct can and may resulted in disastrous result. Employers need to understand the type of those misconduct and furthermore must know how to deal and handle the issue without making it more complicated to be solved

Objectives

1. These programs are designed to assist the management to have a better perspective on the unwanted act that can jeopardize the company’s reputation and at the same time imposing the correct method in dealing with it

2. Whether the current practice is efficient to combat such misconducts and the in appropriations

3. Deciding what is minor and what is major and determining what to punish such misconducts


Who should attend

Managers, supervisors, executives, team leaders, and others who need to equip themselves with interpersonal skills for managing people and departments and contribute to the effectiveness of the organization and individual.

Course Content

1) What is misconduct?
-  Type of misconduct
-  Interpretation by law
-  Objection and rejection
-  Provision under the law (Industrial Relation Act

2) Implied misconduct
-  How can it be implied
-  Minor misconduct
-  Upgraded misconduct
-  Major misconduct

3) Absenteeism
-  Other misconducts deriving from absenteeism

4) Case study on  
-  Leave application
-  Medical Certificate (MC)
-  Police custody
-  Courts’ rulling

5) Maintenance of discipline
-  Corrective discipline
-  Court’s ruling and definition

6) New bred of misconduct
-  Cyber misconduct
-  Sexual harassment

7) Provision governing misconduct
-  Handbook
-  Group policy
-  Collective agreement

8) Disciplinary procedures
-  The flow chart
-  What’s next

9) Whether the current practice is in accordance with the law ?
-  Provision in the act
-  Practice in the Court

10)Process in addressing misconduct
-  Corrective measures
-  Punitive measures

Methodology

Industrial Court Awards and Superior Court Judgments shall form the basis of case studies. Presentation would be conducted in a lively and interactive manner.