1. WHY NEEDS HR MANAGEMENT CONSULTANT?
It is indisputable that for as long as there are people working in your company, regardless of its number and the size of your organization, unavoidable human problems/issues such as absenteeism, reporting late for work, negative working behaviour, poor work performance, refusal to take instructions or going on transfer or failure to complete tasks within deadlines given will crop up. As an employer, you are often faced with the difficulties and challenges of making critical decisions in addressing the above problems, especially when a delinquent employee challenges you to sack him if you are not happy with him. You are in a dilemma as to what you should do.
Whether you like it or not, handling such human problems is an integral part of your business and has to be performed as a matter of routine from time to time. Unlike decades ago, employees of today are well aware of their rights under the legislation. They are more intellectual and difficult to handle. They are easy to be hired but difficult to be fired due to legal pitfalls. Statutory requirements laid down which apply to both local and foreign labours have to be fully complied with when it comes to a decision of terminating or dismissing an employee on ground of misconduct. Changes in Employment Law have also made the dismissal of an employee fraught with complications. If you get it wrong, you may end up paying a significant compensation for such dismissal. Besides, productivity will also be affected as you and your staff will have to spend time preparing for a Tribunal hearing. It could also lead to bad publicity because Tribunal hearings are regularly reported in the press, law journal and on-line.
In a small-medium-sized company, HR Management functions are usually assigned to a Departmental Manager or an Executive who may not be specialists in these areas. They are also involved in other portfolios. At times, they are doubtful as to what would be the right procedures to handle a simple case like 'absent from work' and whether dismissal can be meted out or if a domestic inquiry is necessary before such dismissal. Advice from the relevant authority may not provide you with the right solutions. As a result, a wrong move that is taken could lead you to a costly litigation at Labour Departments or Industrial Courts.
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Please read some of the newspaper reports under heading ‘DISMISSAL’ for the huge sums of compensation paid out by companies to the sacked employees.
In view thereof, I am here to share with you my knowledge, expertise with about 30-year working experience in the field of HR Management. You only need to pay a minimal monthly retainer fee to safeguard against the legal pitfalls and costly litigation which may arise due to non-compliance or ignorance of law.
2. WHAT IS YOUR COMPANY BUYING?
The fact that HR Management Consultancy is a service rather than a product may make you ponder if such services are needed. However, bearing in mind that just because you do not receive something from me to put in a box, it does not mean there is no value. You may not see, hear, taste, smell, or feel my services before you purchase them.
People buy solutions, not products. The tried-and-true example is the hardware store that sells drills. People really do not buy drills; they buy holes. They want a hole in a particular place and of a particular size. So the hardware store owner is selling solutions: holes.
Similarly, as a HR Management Consultant, I am also in the solution-selling business. Therefore, you are buying a trust that my services will help reduce or solve your company's human resource problems which would otherwise turn out to be a costly issue if it is not properly managed.
3. TYPES OF CONSULTANCY SERVICES PROVIDED
As a HR Mgt. Consultant on retainer basis, my areas of consultancy services provided shall be as follows: -
a. Consultation in respect of all affairs/problems related to Human Resource Management of your company such as discipline, HR policy, systems and procedures, procurement, development, compensation, integration, maintenance, separation and industrial relations which may arise from time to time;
b. Consultation on all aspects of Employment Legislations such as Employment Act 1955, Industrial Relations Act 1967; Minimum Wages Order 2012 and Employment (Part-Time Employees) Regulations 2010;
c. Prepare Employment Agreement whether contract of service or contract for service, for full time or part-time employees who are directly employed by your Company;
d. Assist your Company in the drafting of disciplinary letters, e.g. show-cause, warning and charge sheet; and
e. Verify and/or edit all HR Management documents prepared by your Company.
a. Representation at Labour Office or Labour Court;
b. Conduct Domestic Inquiry and HR Audit;
c. Prepare & Negotiate a Collective Agreement;
d. Write employees' Handbook;
e. Voluntary Separation Scheme (VSS);
f. Prepare written submission for Labour or Industrial Court;
g. Prepare statement of reply for Industrial Court; and
h. Prepare Employment Agreement (FOC if appointed on Retainer basis).
5. OTHER BENEFITS YOUR COMPANY ENJOYS
a. The benefit of my 30-year working experience, knowledge and expertise of which even a HR Manager may not be able to match in terms of meeting the needs of your company;
b. Provide services as and when required by your company including non-office hours, Sundays and Public Holidays except for bedtimes;
c. Reduce the Management’s headache in tackling sophisticated human resource problems so that full concentration can be given to other priority of work;
d. Your company saves on payment of EPF, SOCSO, Annual Leave, Public Holidays, Sick Leave, Bonus, and other fringe benefits which would otherwise be payable if a HR Manager is employed;
e. Paying only a minimal monthly retainer fee as compared to thousands of ringgit for an employed HR Personnel who only deals with non-complicated cases.
f. Advice or guidance given by me also acts as “on-the-job” training for your Executives, thereby enhancing their HR Management skill to the benefit of your company and the individuals in the long-run;
g. Being the HR Consultant, opinion/advice given by me is impartial as compared to the advice obtained from other authorities/source which may be outdated/incorrect/bias to the detriment of your company’s interest; and
h. This consultancy agreement can be rescinded by your company with two months' written notice without any legal litigation such as paying termination benefits or claim of reinstatement under Section 20 of the IR Act 1967.
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