Details

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People Management For Managers: HR Essentials For Non-HR Leaders Training

Introduction

This comprehensive training programme equips frontline and mid-level managers with essential people management skills. Designed specifically for leaders without formal HR backgrounds, this course provides practical frameworks, real-world scenarios, and actionable strategies to handle everyday people management challenges with confidence and professionalism.

Learning Outcomes

By the end of this programme, participants will possess the knowledge and skills to effectively manage their teams, address performance and behavioural issues, support employee wellbeing, and navigate complex HR processes whilst maintaining legal compliance and organisational standards.

Key Content

Module 1: The Manager's Role In People Management

Participants will be able to explain the importance of people management and describe how managerial actions directly impact employee performance and organisational outcomes.

• The business case for effective people management
• Understanding your sphere of influence as a manager
• How leadership behaviours shape team culture
• The connection between employee engagement and productivity
• Legal and ethical responsibilities in people management
• Building trust and psychological safety within teams
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Module 2: Managing Job Performance & Attendance

Participants will be able to apply practical strategies to manage staff performance and attendance issues fairly and consistently. This module equips you with practical tools including performance conversation templates, attendance tracking systems, and escalation protocols. You'll learn to distinguish between capability and conduct issues, and understand when to involve HR support.

• Setting Clear Expectations
• Monitoring Attendance Patterns
• Conducting Performance Conversations
• Documentation Best Practices
• The law of condonation

Module 3: Managing Problematic Staff & Difficult Conversations

Participants will be able to identify the root causes of problematic behaviours and conduct effective conversations with staff whilst maintaining professionalism.

• Diagnosing the underlying causes of difficult behaviour
• Preparing mentally and logistically for challenging discussions
• Using the SBI (Situation-Behaviour-Impact) framework
• Managing emotions—yours and theirs
• Setting boundaries and consequences clearly
• Giving feedback to different age and seniors
• Following up and monitoring progress
• CASE LAWS IN INDUSTRIAL COURT

Module 4: Supporting Employee Wellbeing & Mental Health

Participants will be able to recognise signs of employee distress, provide appropriate workplace support within their managerial role, and escalate concerns responsibly.

You are not a counsellor or mental health professional, but you are often the first point of contact when an employee is struggling. This module clarifies what support you can provide—flexible working arrangements, workload adjustments, regular check-ins—and what should be handled by specialists. You'll also learn how to balance compassion with accountability, ensuring fairness to the individual and the wider team.

• Recognise
• Respond
• Refer

Module 5: Introduction To Performance Improvement Plans (PIP)

Participants will be able to describe the purpose of a PIP and outline the steps to support staff through the process.

• What is PIP?
• When to use PIP?
• Identify Performance Gap
• Set SMART objectives, timelines, and support mechanisms in collaboration with HR
• Implement & Monitor
• Review Outcome
• CASE LAWS IN INDUSTRIAL COURT

Module 6: Staff Appraisals: Probation & Annual KPI

Participants will be able to conduct probation and annual appraisal discussions that are fair, constructive, and aligned with performance expectations. This module teaches you to prepare thoroughly, create a safe space for two-way dialogue, balance praise with constructive criticism, and ensure appraisals lead to genuine development—not just box-ticking.

• Probation Reviews
  • Set clear milestones from day one
  • Provide regular informal feedback
  • Document observations objectively
  • Make fair, evidence-based decisions
• Annual KPI Appraisals
  • Review KPI achievement with evidence
  • Discuss strengths and development areas
  • Set SMART objectives collaboratively
  • Link performance to reward and progression

Module 7: Domestic Inquiries: Introductory Awareness

Participants will be able to explain what a domestic inquiry is, when it may be required, and the manager's role in the process. You may be asked to provide evidence, attend as a witness, or (in some cases) sit on an inquiry panel. Understanding the process ensures you contribute professionally and protect the integrity of the investigation.

• What is a Domestic Inquiry?
• When is it Required?
• Allegation raised
• Inquiry panel appointed
• Evidence gathered
• Finding & recommendations

Module 8: Managing Bullying, Harassment & Workplace Misconduct

Participants will gain an understanding of the manager's role in preventing and addressing workplace bullying and harassment, the legal framework under the Employment Act, and the appropriate process for handling complaints. As a manager, you set the tone for acceptable behaviour within your team. You are often the first person an employee will approach with concerns. How you respond—with seriousness, empathy, and appropriate action—can prevent escalation, protect individuals, and safeguard the organisation. This module provides you with the knowledge and confidence to handle these sensitive situations professionally and lawfully.

• Types of harassment: Bullying & Harassment
• What criteria have to be met to establish whether there was harassment?
• Detrimental effects of Workplace Harassment
• Forms of sexual harassment
• Key provisions of the SEXUAL HARASSMENT ACT 2022
• Sexual harassment EMPLOYMENT ACT 1955 (2022)
• Malaysian Communications and Multimedia Commission (MCMC)
• Code of Practice on the Prevention and Eradication of Sexual Harassment
• New Sections: Sections 507B through 507G were added to the Penal Code
• Protective and remedial measures for the victim
• Constructive dismissal
• CASE LAWS IN INDUSTRIAL COURT

Target Audience

All managers and team leaders who need to deal with grievances and discipline in the workplace who wish to understand good practice and the issued involved in this complex area.

Methodology

This stimulating program will maximize participative with interactive discussion, lots of exercises, case study, case laws, videos and role plays.