COMPENSATION & BENEFITS

1. THE TRAINING/HR MANAGER, SBL scheme A 3 days training program on: COMPENSATION & BENEFITS At Argi Training Centre, Krystal Point, Penang on the Feb. 27th, 28th & 29th, 2012. 1. Programme Overview: This module covers the following areas: a) Productivity/KPI Setting the Department Goals & cascading (KPI) & measures b) Performance Management and cycle time c) Rewards & recognition – fixed and variable income, salary adjustment. d) Welfare Management – others such as medical, health management, EPF contribution, Insurance coverage, mileage claims, dental benefit and etc. Sports and Recreation Activities. Tools & Format: Some sample of KPI forms & format to be used, Performance Evaluation Form, Performance Improvement Evaluation Form, Individual Development Plan Form And Promotion tool (format) 2. Target Group: HR personnel from Administrator to Manager 3. Course Contents: Productivity/KPI-linked Wage:- Understanding the overall business objectives is important and 1st. Step to cascade the goals to the next level. The key performance indicator (KPI) for individual should be a minimum of 3 and maximum of 5 in order to be effective at the end of the process of evaluation. KPI should be realistic and measurable. The form and format is an important tool to track on overall departmental and individual KPI. KPI should be defined well and be understood by all employees. Performance Management: This process create a direct link between organizational and individual performance. This approach ensures that company business strategy is being deployed throughout the organization in the form of clear individual target/goal setting. individual target setting taking into the accounts of each roles and responsibilities. As a result, superior will evaluate the employee’s performance at the annual or fiscal year. Finally the results have an impact on the basic compensation. The typical performance management system includes the following cycle: Goals Setting, Goal Tracking & Monitoring, Mid-Year Review and Year End Review/Appraisal. The techniques of handling the overall process plays an important part during this exercise. The superiors and subordinates must have fair understanding on the outcome of the performance indicator. Good communication and proper goals setting (KPI) is mandatory To have positive impact to the business organization.

2. Understanding the WHAT and HOW - The What is actual type of KPI and expectation and the How is referring to the skill/competencies of employees to accomplish the goals. Thus, the How will also linked to the company set of Values (behavior required). Weightage on the WHAT (goals) should be considered at the beginning of Goals Setting. Example: 50% for Goal 1, 20% for Goal 2, 20% for Goal 3 and 10% for Goal 4. At the end of the year of fiscal year, the evaluation shall be based on the total % of achievement for each goal and the evaluation shall be based on the scale given – Below Expectation, Partially Meet Expectation, Achieved Expectation, Exceed Expectation and Outstanding. In the process of mid-year performance review, we shall be able to gauge the overall outcome. The compilation of all data will also form the overall company performance (example: percentage of outstanding employees versus below expectation performance). Some organization observe the rules of 20:70:10 distribution which ultimately tied to the Bell Curve. It also a time period to evaluation the potentials of the identified internal Successors contribution which is part of the Talent Management. Based on the Individual Performance, we shall be able to identify the training needs and the intervention at the cycle. Thus, the inputs shall be used to develop the Individual Development Plan and to generate the Company Training Needs Analysis and yearly Training Calendar. Finally, the end results has the impact on the year salary review (adjustment) and the variable income (non contractual bonus). In general, this process takes into the account the uniqueness of each individual employee and the differences among our people. Only by realizing this differentiation, it is possible to recreate and implement individual development plan. The Performance Management Process is the platform for accessing the differences. Overall Process: Yearly KPI (goals) setting – Monitoring – Evaluation – Round Table (identify potentials) – Feedback – Actions. Reward & recognition:- HR department should work closely with Finance and the top management at the beginning of the year on the budget allocation for fixed & variable income by taking into several factors include the inflation rate, industries average pay out and also networking with external parties for more information related to the salary range. Basic fundamental to the overall guidelines include the understanding of the company principle and philosophy of Compensation and Benefits. Company must design the types of pay mixed (petrol/car allowances, bonus attendance, meal allowance, telephone allowance, housing scheme, education loan and etc.) to meet the organization needs eg. Employee Retention Program. Example: the total percentage of fixed and variable income for the different level of positions in the organization. The director levels of higher percentage of variable income compared to the lower level and vice versa.

3. Organization should also establish the position levels and salary ranges to be at par with the industries. This scale shall be used for salary benchmarking too. Job evaluation and job worth for each position is a must. Employees shall be paid a accordingly to their job responsibilities and job size. Job evaluation shall be based on several factors too e.g. Impact on Communication (local & international), Degree of knowledge & know how required (in-depth) and Company Size (Total Investment). Recognition:- Pertaining to this area, company initiatives such as Suggestion Scheme which linked to the Continuous Improvement has a major impact to create a positive culture with positive mindset. The recognition of employees for their long term service is very much appreciated. Production Floor Target Achievement on monthly basis is always welcomed. This recognition will highly motivate others to do the best for the organization. Welfare Management:- This area is being championed by most MNC recently. Work life balance is also one of the main factors for Employee Retention. Welfare Management includes yearly medical screening for employees above 40 years old. Some organization also subsidize membership fee for club activities e.g. golf membership, swimming club, fitness club and etc. Welfare management also include comprehensive insurance coverage not only employees but their immediate spouse too. Companies also extended the service such as joint group insurance with lower premium compared to market value (coverage in additional to company group insurance). Working with Assurance companies will also help the organization to improve the retention of employees too. Welfare management also include exposure and health talk by experts/professional on a regular basis for the organization. 4. Certification: Certificate of Completion. 5. Duration: 3 Days.

4. COURSE LEADER Mrs. Neela Palanisamy is a Human Resource Management professional with over 35 years of experience in all facets of Human Resource and Organizational Development Management. She is currently the Senior HR Manager for the Malaysian Spansion plants. In her current position, she is responsible for Staffing, Compensation & Benefits, Competency based Performance Management System, Expatriate Management, HR database and IT systems and L&D for both Penang and Kuala Lumpur. She has immense experience in strategizing, streamlining and standardizing policies, directions, compensation, benefits and HR activities during mergers and acquisitions. Neela is positioned extremely well to share professional knowledge and experience in the HR field. Some of her lead roles undertaken includes winning the Malaysian Training Award, Quality Management Excellence Award, Caring Employer Award, Total Productivity Management Award, Japan and have been an invited speaker to the World Productivity Conference organized by JIPM, INTAN and Institute Aminuddin Baki. She has developed training programs and conducted training for over 10,000 employees. Neela has a Management Diploma and is in an MBA program. She is a US trained and certified Facilitator and Trainer. Time: 9.00a.m. - 5.00p.m. Target Group: Course Fees: HR Personnel from Administrator to Manager. RM1,500/- per participant. Argi Management Consultants Sdn Bhd., (Co. No: 287921-A)‏ 303-5-10, Krystal Point, Jalan Sultan Azlan Shah, Sg. Nibong, 11900, Penang. Tel/Fax 04-6423284 E-Mail: argimc@pc.jaring.my Website: argi.com.my Compensation & Benefits (3 days program) on Feb. 27th, 28th & 29th, 2012. Name as to appear in training certificate. I.C. No. Designation Sex Please make cheque payable to (Argi Management Consultants Sdn. Bhd.)‏ Pls. fax this registration form to us - Attn: Ms. Yap. Name & Address of Company: ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ Tel.No:____________________________ Fax No: ______________________________ Contact Person: _________________________Trg. Scheme: ______________________ Position: ___________________________ Email: ______________________________ Signature: ______________________________________________________________ NB: Cancellation and refund will be made only on cancellation made 2 weeks before the commencement of the course.