CAMBODIAN FEDERATION OF EMPLOYERS AND BUSINESSASSOCIATIONS (CAMFEBA)TRAINING DIRECTORY 2012
Visit CAMFEBA website for full program                         Cambodian Federation of Employers anddetails, articles, new...
CONTENTFOREWORD .............................................................................................................
CONTENTOPERATIONS MANAGEMENT ................................................................................................
FOREWORDCAMFEBAs primary focus is on learning and development planning rather than on an ad hoc basis. Ourpractical and in...
OVERVIEW ABOUT CAMFEBACambodian Federation of Employers and Business Association (CAMFEBA) is the central organization of ...
OVERVIEW ABOUT THE SINGAPORE NATIONALEMPLOYERS FEDERATIONThe Singapore National Employers Federation (SNEF) was establishe...
ABOUT CORPORATE TRAINING PROGRAMSTraining Courses are conducted on a regular basis for the benefits of employers to build ...
ABOUT CUSTOMIZED TRAINING PROGRAMSIn addition to the Corporate Training Programs, CAMFEBA has designed the Customized Trai...
PART I:LOCAL TRAINING  PROGRAMS
ABOUT LOCAL TRAINERSTo better cater to the needs of CAMFEBA’s members and non-members, CAMFEBA’s Training Department mar-k...
Mr. Ly Bun San (MA in TESOL, Bed)Training Consultant, CAMFEBA(Specialties: Training and Education Development)Mr. Ly Bun S...
Mr. Meng Seng HengAssociate TrainerMENG Seng Heng has been started his teaching career for more than two decades. During h...
Mr. Khloth Sareth (BBA)Associate Trainer(Specialties: Human Resource Management and Project Management)KHLOTH Sareth has b...
Fee                                   No of                        Non-NO        Program Title                     Direct ...
Fee                                 No ofNO        Program Title                   Direct   Indirect    Non-    Jan     Fe...
Fee  N                                  No of                        Non-             Program Title                    Dir...
Fee                                  No of                        Non- NO        Program Title                   Direct   ...
Fee N                                No of                        Non-           Program Title                   Direct   ...
Fee N                               No of                        Non-          Program Title                   Direct   In...
Ministry of Labor and Vocational TrainingRef No. 228   kb                                             Prakas              ...
INDUSTRIAL RELATIONS
Labour Contract Enforcement and Staff Retrenchment                                                       Session 7: Specia...
Practical Leaves and Absenteeism Management                                                     Section 5: Weekly Time Off...
National Social Security Fund and Occupational Risk (NSSF)                                                       9. Benefi...
Labour Dispute Resolution and Case Presentation Techniques                      before the Arbitration Council   OBJECTIVE...
Trade Unions and How to Deal with Unions Professionally                                                            3.2: El...
Labour Law Application for Legal Documentation and Human                             Resources Administration      OBJECTI...
Calculation Methods for Overtime and Other Payments                              Under the Cambodian Labor Law     OBJECTI...
HUMAN RESOURCE MANAGEMENT& DEVELOPMENT
Personnel Administration Skills for HR ProfessionalsOBJECTIVES                                              TARGET AUDIENC...
Human Resource Management for Non-HR Professionals                                                      •   How to Conduct...
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Training directory 2012

  1. 1. CAMBODIAN FEDERATION OF EMPLOYERS AND BUSINESSASSOCIATIONS (CAMFEBA)TRAINING DIRECTORY 2012
  2. 2. Visit CAMFEBA website for full program Cambodian Federation of Employers anddetails, articles, news and training needs Business Associations (CAMFEBA) is the central organization representing the private sector em-analysis at: www.camfeba.com ployers in Cambodia recognized nationally, re- gionally and internationally. It is the umbrella bodyOUR TRAINING TEAM for Cambodia’s leading business and industry groups and associations. CAMFEBA collectively represents over 1000 businesses both unionized and non-unionized. Our members include small Aung Min and medium enterprises, leading Cambodian busi- Training Manager nesses, multinational companies and Cambodia’s major business associations covering all sectors Tel : (855-23) 222 186 of business. Fax : (855-23) 222 185 Mobile  : (855-12) 260 646 With acknowledged expertise in all aspects of E-mail : business representation, policy development, em- training_manager@camfeba.com ployee relations, human resources, employment law, and health and safety; CAMFEBA is uniquely positioned to provide indispensable, tailored ad- vice to members. LY Bun San Training Consultant CAMFEBA promotes the interests of business and employers in Cambodia by working to foster the Tel : (855-23) 222 186 continuing development of a competitive environ- Fax : (855-23) 222 185 ment that encourages sustainable growth, and Mobile : (855-92) 445 454 within which both enterprise and people can flourish. E-mail : training_consultant@camfeba.com PRIM Somony Training Executive Tel : (855-23) 222 186 Fax : (855-23) 222 185 Mobile : (855-12) 401 333 E-mail : training@camfeba.com No 44A, Street 320, Sangkat Boeung Kengkang III, Khan Chamkarmorn, Phnom Penh, Cambodia. Tel: +855 23 222 186 Fax: +855 222 185 Email: training@camfeba.com Website: www.camfeba.com
  3. 3. CONTENTFOREWORD ..................................................................................................................................... 1OVERVIEW ABOUT CAMFEBA....................................................................................................... 2OVERVIEW ABOUT THE SINGAPORE NATIONAL EMPLOYERS FEDERATION ....................... 3ABOUT CORPORATE TRAINING PROGRAMS ............................................................................. 4ABOUT CUSTOMIZED TRAINING PROGRAMS............................................................................. 5PART I: LOCAL TRAINING PROGRAMMES .................................................................................. 6 ABOUT LOCAL TRAINERS ........................................................................................................... 7 Public Training Calendar 2012 ..................................................................................................... 11PRAKAS ON THE PAID HOLIDAYS FOR THE CALENDAR YEAR 2012………………………....17INDUSTRIAL RELATIONS ............................................................................................................. 18 Labour Contract Enforcement and Staff Retrenchment ............................................................... 19 Practical Leaves and Absenteeism Management ........................................................................ 20 National Social Security Fund and Occupational Risks (NSSF) .................................................. 21 Labour Dispute Resolution and Case Presentation Techniques before the Arbitration Council .. 22 Trade Unions and How to Deal with Unions Professionally ......................................................... 23 Labour Law Application for Legal Documentation and Human Recourses Administration………24 Calculation Methods for Overtime and Others Payments Under the Cambodian Labour Law….25HUMAN RESOURCE MANAGEMENT & DEVELOPMENT ........................................................... 26 Personnel Administration Skills for HR Professionals .................................................................. 27 Human Resource Management for Non-HR Professionals .......................................................... 28 Writing the Professional HR Policy and Procedures and HR Manual……………………………...29 Recruitment, Interviewing and Hiring Smart People…………………………………...……... …… 30 Payroll Management and Compensation ..................................................................................... 31 Practical Training Techniques for HR Professionals ................................................................... 32 Practical Performance Appraisal and Management for High Achievements ................................ 33 Practical Facilitation Techniques form Manager and Maximizing Involvement and Results….....34 Practical Negotiation Skills for HR Professionals ........................................................................ 35 Strategic Human Resource Management ................................................................................... 36 Developing Leaders from Within .................................................................................................. 37LEADERSHIP & SUPERVISORY SKILLS ..................................................................................... 38 Organizational Leadership ........................................................................................................... 39 Becoming a More Effective Manager ........................................................................................... 40 Being an Effective New Manager ................................................................................................. 41 Supervisory Management and Managing People Successfully ................................................... 42 Planning and Controlling Skills for Supervisors ............................................................................ 43 Monitoring and Evaluation Skills for Managers ............................................................................ 43 EQ Skills for Managers................................................................................................................. 44 Leadership Skills for Supervisors ................................................................................................. 45 How to Sharpen Your Business Plan Writing .............................................................................. 46 Business Analysis Skills for Managers ......................................................................................... 47 Building a Powerful and Successful Work Team .......................................................................... 48 Preparing and Writing Report for Executives and Managers ....................................................... 49 Human Relations and Building work Relationship........................................................................ 50 Organizational Change Management........................................................................................... 51 Being a Motivational Manager ...................................................................................................... 52 Building and Maintaining Good Workplace Cooperation .............................................................. 53 Management Perspective Skills………………………………………………………………...…..... 54FINANCIAL MANAGEMENT .......................................................................................................... 55 Practical Budget Planning and Costing ........................................................................................ 56 Practical Internal Audit for Auditors and Accounting Professionals .............................................. 57 Practical Financial Reporting for Accountants .............................................................................. 58 Fundamentals of Accounting for Non Financial Executives ......................................................... 59 Practical Cambodian Taxation in 2012 ......................................................................................... 60
  4. 4. CONTENTOPERATIONS MANAGEMENT ..................................................................................................... 61 Technical Project Management.................................................................................................... 62 Practical Purchasing and Inventory Management …...………………………………………………63PERSONAL EFFECTIVENESS ...................................................................................................... 64 Planning and Priority Management for Managers.…………………………………………………...65 Strategies for Developing Presentation Skills .............................................................................. 66 People Skills for Supervisors…………………….…………………………………………………......67 Managing Effective and Productive Meeting for High Results ..................................................... 67 Positive Working Attitude for Supervisors ................................................................................... 68 Analytical and Creative Problem Solving and Dynamic Decision Making .................................... 68 Practical and Professional Business Writing for Managers ......................................................... 69CUSTOMER SERVICE ................................................................................................................... 70 Caring for Customers……………………………………………………………… …………………..71 Handling Tough Customers and Complains………………..…………………………………………72 Techniques & Etiquette of the Business Telephone .................................................................... 73 Customer Relationship Management ........................................................................................... 74MARKETING & SALES .................................................................................................................. 75 How to Write a Killer Marketing Plan............................................................................................ 76 The Selling Secrets of the sales Superstar .................................................................................. 77 Advertising and Effective Promotion Strategies……………………………………………………....78 Marketing Mixed Strategies………...…………………………………………………………………...79 Integrated Communication Strategies..………………………………………………………………...80OCCUPATIONAL HEALTH & SAFETY…. .......................................................................... ...…...81 Administering Occupational Safety and Health at the Workplace…. ........................................... 82 Continuous Improvement and Quality Work Environment Through Kaizen and 5S……………………………………………………………………………………………………….....83 Forklift Operation and Safety Training ………………...……………………………………………...84SMALL & MEDIUM BUSINESS MEMBERSHIP ORGANIZATION MANAGEMENT .................... 85 Practical Small and Medium Business Association Management................................................ 86 Powerful Policy Advocacy ............................................................................................................ 87 Essentials of Entrepreneurship and Small Business Management ……………………………......88ENGLISH LANGUAGE ................................................................................................................... 89 English for Communication at the Workplace .............................................................................. 90 English for Beginners ................................................................................................................... 91 Advanced Business English ......................................................................................................... 92SECRETARY AND ADMINISTRATION ......................................................................................... 93 Effective Office Skills for Administrative Office Staff .................................................................... 94 Basic Secretariat Skills for PAs and Secretary ........................................................................... 95 Advanced Secretariat Skills for PAs and Secretary ..................................................................... 96CAMFEBA in Collaboration with Singapore National Employers Federation (SNEF) ............ 97 ABOUT INTERNATIONAL TRAINERS ........................................................................................ 98 CAMFEBA/SNEF CORPORATE TRAINING CALENDAR 2012 ................................................ 100 Leadership Skills for Managers ................................................................................................. 101 Total Productive Maintenance (TPM) ........................................................................................ 102 Powerful Thinking and Mind-mapping ....................................................................................... 103 Powerful Negotiation Skills for Business ................................................................................................................................................... 104 Advanced Management Skills for Middle Managers …………………………………………….....105 Sustainable Business Development for Managers………………………………………………….106 Risk Assessment and Management for Managers………………………………………………….107 Measure Human Resource Function Effectiveness………………………………………………...108 Training Need and Analysis ………………………..…………………………………………………109
  5. 5. FOREWORDCAMFEBAs primary focus is on learning and development planning rather than on an ad hoc basis. Ourpractical and interactive approach to courses follows the case studies, up-to-date methodologies andstraightforward down-to-earth approaches to a problem. We focus on clear learning and skillsdevelopment to meet the ever changing demands of business professionals.All courses at CAMFEBA can be designed and delivered exclusively for a client organization, oralternatively we can create customized training solutions for clients wanting a comprehensive, bespoketraining programme.As best management practices continue to evolve, we adapt our Management Development programs toreflect those challenges and opportunities. Our programs equip functional managers with the advancedskills to excel as multifaceted leaders; provides the multifunctional perspective that senior managersneed to make a smooth and rapid career transition; delivers the latest management concepts and toolssenior executives need to become indispensable leaders. Each of these offerings helps participantsdevelop and hone their skills through the classroom experience, the quality of our experienced andqualified international and local trainers, and the peer-to-peer relationships that develop both inside andoutside the classroom. We offer more than 80 open-enrollment programs designed to meet today’sglobal challenges.We believe in the power of personal and professional development to transform people andorganizations. We aim to provide quality-driven services and exceptional customer care. Ourcommitment to deliver training and development for excellence is seen in the accomplishments of ouresteemed trainers and in our provision of thoughtful services which can be applied in the changingmarketplace.Client service specialists are available Monday through Friday, from 9:00 a.m. to 5:00 p.m., to providedetailed information about all CAMFEBA’s Management Development programs and expert guidance inchoosing the right program based on individual needs and goals.Should you need more clarification or further information, please contact our training teamat training@camfeba.com.With best regards,Aung MinTraining Manager ofCambodian Federation of Employers andBusiness Association (CAMFEBA) 1
  6. 6. OVERVIEW ABOUT CAMFEBACambodian Federation of Employers and Business Association (CAMFEBA) is the central organization of privatesector employers in Cambodia recognized nationally, regionally and internationally. Established in 2000 due to theincreasing need for the private sector to stand together with a unified voice, CAMFEBA has become the largestFederation representing, promoting and safeguarding the rights and interests of employers in term of labour is-sues. CAMFEBA provides a forum for consultation and discussion among members on matters of common inter-est, and seeks for the adoption of sound principles and practices of human resource and industrial relationsthrough information, advice, research, training and other activities.CAMFEBAs Vision is to unify and strengthen the Cambodian Private Sector through effective representation andcollaboration with The Royal Government of Cambodia and relevant global bodies. We aim to strengthen theCambodian private sector and enable our members to compete in the global economy. CAMFEBA is committed toachieving this vision through close collaboration and coordination with its members. Its main objectives are: tocoordinate the private sector under one unified umbrella, promote good Industrial Relations to ensure a harmoni-ous business environment, represent its members where it matters most and provide advice, build capacity & dis-seminate information to its members.CAMFEBA’s Mission Coordinate private sector under one unified umbrella; Promote good Industrial Relations to unsure a harmonious business environment; Represent members where it matters most; Provide advice, build capacity & disseminate information; Provide relevant services to membersCAMFEBA’s Training Programs, comprises of Corporate Training (Public) and Customized Training(Customer’s need-based) Programs that are aimed to: Assist employers in strengthening their competitive edge through skills training and development of their employees; Provide employers a comprehensive range of practical, generic and customized training and development programs for continuing employees’ skills upgrading; Upgrade employers on the latest development in human resources and Indus trial relations management through workshop, seminars and conferences.CAMFEBA’s Training Programs are consistently revised to meet market needs and we provide conducive trainingenvironment coupled with high quality trainers to deliver the programs to your employees.More information about CAMFEBA, please visit our website at www.camfeba.com. 2
  7. 7. OVERVIEW ABOUT THE SINGAPORE NATIONALEMPLOYERS FEDERATIONThe Singapore National Employers Federation (SNEF) was established on 1 July 1980 through the amalgamationof the Singapore Employers Federation (SEF) and the National Employers Council (NEF). Before the amalgama-tion, SEF had 591 members and NEC had 226 members. To date, membership figure totalled more than onethousand eight hundred.SNEF is registered as a trade union under the Trade Unions Act. It is the national trade union of employers, repre-senting the interests of all sectors of the economy. (It is thus the counterpart of the National Trades Union Con-gress (NTUC)). It is an independent, autonomous non-profit organization funded by membership fees and revenuefrom consultancy, training, research and other activities.MissionTo help employers achieve excellence in employment practices and strengthen the employers role in the tripartitepartnership.VisionTo be the Employers Vanguard in preserving industrial harmony in Singapore so as to enable employers to en-hance their workforce competitiveness, improve the quality of work-life of their employees, and fulfil their obliga-tions to their shareholders, employees, consumers and Singapore.For more information about SNEF, please visit the website: www.snef.org.sg. 3
  8. 8. ABOUT CORPORATE TRAINING PROGRAMSTraining Courses are conducted on a regular basis for the benefits of employers to build up the core competenciesof their employees. The Corporate Training Program is a kind of training opened for members and non-membersof CAMFEBA. This training can be organized at either CAMFEBA’s training center or a hotel. The courses coverthe topics relating to Labour Law, Human Resource Management & Development, Leadership & SupervisorySkills, Financial Management, Operations Management, Personal Effectiveness, Customer Service, Marketingand Sales, and Occupational Health and Safety (OSH).PaymentPayment must be made in favour of CAMFEBA and Payment SHALL be made before or on the training day.Withdrawal and Cancellation FeesParticipant who have registered and then wish to withdraw from any of the courses should inform the CAMFEBAstaff who is in charge of the training in writing at least three days before the commencement of the course. A can-cellation fee of 50% of payment will be levied on the participant if the CAMFEBA staff who is in charge of thetraining is not informed at least three days before the course conducted.Course FeesThe course fees are inclusive of course materials, meals and refreshments but not parking fees and all taxes.Group DiscountGet 10% off for every participant if you send 3-4 staff to attend the same course and get one free seat if you sendmore than 4 staff to attend the same course.CertificatesCertificates of Participation will be awarded to participant who attend a full-course. No certificates will be given toparticipant who do not complete the full-course.RegistrationPersons interested in participating in any of the courses should submit their names by emailing or faxing theirnominations to CAMFEBA not later than three days prior to the commencement of the course.Registration is on a first come first served basis!VenueAt either CAMFEBA’s Training Centre (No 44A, Street 320, Sangkat Boeung Kengkang III, Khan Chamkarmorn,Phnom Penh, Cambodia) or a hotel. 4
  9. 9. ABOUT CUSTOMIZED TRAINING PROGRAMSIn addition to the Corporate Training Programs, CAMFEBA has designed the Customized Training Program, inwhich the course content is exclusively designed in responding to the specific needs of your organization. Unlessyou allowed, no participant aside from your staff members can attend this training. The training can be either orga-nized at your organization or another venue based on your suggestion. The courses cover the topics relating toLabour Law, Human Resource Management & Development, Leadership & Supervisory Skills, Financial Manage-ment, Operations Management, Personal Effectiveness, Customer Service, Marketing and Sales, and Occupation-al Health and Safety (OSH).Why is the Customized Training Program your best choice?Technically, Customized Training Courses are designed to suit an individual employer’s requirements. Workingexclusively for one company provides us the opportunity to modify contents and emphasis to suit the needs ofyour organization. The training is presented and discussed against the experiences within your organization andtherefore seen as completely consistent and relevant to your requirements. Moreover, Customized Training Pro-grams are designed to consolidate and integrate the key issues of the learning objectives, which are then linked toorganizational strategy and culture in order to be fully effective. Programs can contain the post training follow-upactivity to ensure that the needed change takes place.Financially, comparing with the course fee of the Corporate Training Program, the Customized Training Programcan save you at least 50% of the course fee for each participant you send to join this training. This will make thiscourse provide you the most affordable rates.In summary, the following are the benefits of customized training program:FOR THE EMPLOYERSWorkforce motivationIncreased workforce loyaltyImproved business performanceForming business strategy by identifying strength and weaknessesFOR THE EMPLOYEESEnhanced personal skillsIndividual sense of achievementRenewed ambitionIncreased job satisfactionCustomized Training Program is principally cost effective as the courses are only as long as they need to be, inorder to achieve the learning objectives. They can be conducted at CAMFEBA, clients’ premises, or at a venue oftheir choice. 5
  10. 10. PART I:LOCAL TRAINING PROGRAMS
  11. 11. ABOUT LOCAL TRAINERSTo better cater to the needs of CAMFEBA’s members and non-members, CAMFEBA’s Training Department mar-kets and conducts a wide range of training programs. Appended are some of our trainers:Mr. Som Chamnan (LLB, BBA)Executive Manager, CAMFEBA(Specialties: Labor Law)Mr. Chamnan has extensively practical knowledge and experiences in Cambodian Labor. His Labor law knowledge is notonly the pure theory he got from his law school, but also the real practices as he has dealt with the daily issues happening inthe enterprises through providing advice to employers for over 5 years. Mr. Chamnan used to work as the Legal Officer at theArbitration Council Foundation-ACF, where he also provided many training courses on labor law-related topics for employers,court clerks, lawyer students,..etc. Mr. Chamnan holds Bachelor Degree of Law from Royal University of Law and B.A in Phi-losophy from Royal University of Phnom Penh.Mr. Houn Sokpheaneath (LLB, LLM)(Specialties: Labor Law and NSSF)Mr. HUON Sokpheaneath is the Information and Legal o_cer of CAMFEBA and also a part-time lecturer of law atthe Royal University of Law and Economic Science (RULE). In his position with CAMFEBA, he is providing legaladvice and conducting training to companies on labor law and the National Social Security Fund (NSSF). AtRULE, he is researching and teaching the basic private laws that interrelated with each other and link to the eco-nomic environment such as Obligation Law, International Private Law, Company Law, Business Law, Financialmarket Law, Labor Law and Analyses Economic of Law.Through his legal research and teaching, he could deepen and understand the philosophy of law as well as its so-cial and economical purposes very well. Mr. Sokpheaneath graduated the Bachelor of Law from Royal Universityof Law and Economics (RULE) in Cambodia and Lumière Lyon II University in France, where he majored in Pri-vate Law. He also got Master Degree of Enterprise Activities Law from Lumière Lyon II University, where he wasspecialized in European and International Contract Law. Mr. Sokpheaneath can speak Khmer, English and Frenchvery well.Mr. Aung Min (B.Sc., MBA)Training Manager of CAMFEBAMr Aung Min is an accomplished, dynamic, and client-driven training professional offering more than one decade of progres-sive experience in training. He started his career with an international education, training and consultancy company which is alarge Singapore based Management and Education Placement Company, running in Singapore, China, Malaysia, Myanmar,Vietnam, Sri Lanka, Bangladesh, Hong Kong, Nepal, Indonesia, Lao PDR, and Cambodia.He provided education consultation, planning and student placement at all levels and tutored English and pre-university prep-aration courses to place the students to the education institutions of their choice.He has been teaching Business Management subjects at some local renowned universities and Business Schools for localand international degrees in Cambodia. He worked as the dean of Faculty of Business and Economics at Sovannaphumi Uni-versity formerly Newton Thilay University.He used to work as Human Resource Manager for an international company, Myanmar CP Livestock Co., Ltd. and as ChiefHuman Resource Officer for local giant education service provider group in Cambodia.He also successfully organized first Cambodian Leadership Conference and first Cambodian Customer Service Conference in2005.His great rapport with the participants and in-depth understanding of the Indo-China mentality has put him in a good stead toconduct his trainings effectively. Min has designed and developed a range of management training courses to meet clientneeds. Some of his forte would be management development and training skills, including: leadership skills, supervisory man-agement, problem solving and decision making, communication and negotiation skills, marketing, customer care and strategichuman resource management. 7
  12. 12. Mr. Ly Bun San (MA in TESOL, Bed)Training Consultant, CAMFEBA(Specialties: Training and Education Development)Mr. Ly Bun San is now working for CAMFEBA—Cambodian Federation of Employers and Business Associations—as a Training Consultant; he also helps the training department of CAMFEBA as a professional trainer as well. Heused to work as the Dean of Faculty of Arts, Humanities and Languages at Asia Euro University, and the TESOLProgram Manager and Educational Consultant at Newton Thilay Community. Apart from working in educationalmanagement, he has been teaching at various well-known universities—National University of Management(NUM), Norton University (NU), Western University (WU), Banana Center (BNN), and other educational institu-tions. With high distinction, he successfully graduated with a Master’s Degree of Arts in Teaching English toSpeakers of Other Languages (MA in TESOL) in 2009 and a Bachelor of Education in Teaching English as a For-eign/Second Language in 2004 at Institute of Foreign Languages (IFL), Royal University of Phnom Penh (RUPP).Furthermore, he has undergone a number of professional training programs and became a successful trainer.Prof. SENG Bunthoeun (LL.M, MEd. TESOL, LL.B, BA-His)Associate Trainer(Specialties: Administrative and Secretary Affairs)SENG Bunthoeun is a Vice Rector for National University of Management (NUM). His teaching specialties are pro-fessional office management, and secretary and administrative affairs. His career is a blend of both academic andpractical experience in these fields and includes extensive management, law, and teaching skills for years. In hiseducation background, Bunthoeun took his Master of Art in Law, Master of Education in TESOL; and he success-fully hold a Bachelor Degree of History.Mr. Oul Van (BBA, MBA)Associate Trainer(Specialties: Marketing and Business Development)OUL Van has considerable experience as a consultant and trainer in field of effective selling skills to develop sell-ing and servicing for sale staff such as Cambodia Brewery Limited (Tiger Beer Company. In term of marketing, Mr.Van has over 9 year experience in sale and marketing responsible for all aspects of marketing and selling. He alsohas experience in academic and corporate training programs at private companies and universities. Plus to veryprofessional experience, Mr. Van earned his MBA of Management from CHARLES STURT UNIVERSITY(Australia, MFE) and hold Bachelor of Business Administration in field of Marketing from National University ofManagement, Cambodia.Mr. Pech Bolene (MBA, BEd.)Associate Trainer(Specialties: Training, Business, and Project Development)Pech Bolene is currently the Chief Executive Officer of the Westline Development Group. His businesses are: • The Westline School (English Program Training & K-12 Education) • The Northline School (English Program Training & K-12 Education) • Educational Development Institute (Training, Business Consulting, Project Development, Recruitment, and Research) • Baby, Mom, and Kid (BMK) (Product Distributor and Retailer) • Honey Souvenir and Stationery Store • B Solutions (Marketing and Media Consulting)At the same time, he is also providing business development consultancy to various local and international com-panies. Over more than 10 years, Mr. Pech Bolene has worked in the fields of education, professional training anddevelopment, organizational development, human resource management consulting and media. Mr. Pech Boleneis holding a bachelor of education and journalism and a master of business administration, majoring in human re-source management 8
  13. 13. Mr. Meng Seng HengAssociate TrainerMENG Seng Heng has been started his teaching career for more than two decades. During his long career he un-dertook numerous consultations and training assignments for Multi-national Corporations, local companies , NGOsand UN organizations. His expertise includes report writing, team building, time management, fundamental ofmanagement, communication skills and presentation skills. Currently he conducts workshops, facilitates teachertraining, and assists in the development of school structure, procedures, and study curriculum. His teaching back-ground and focus on process have provided him with an invaluable blend of skills and experience.Mr. Khim PhonAssociate TrainerMr Khim Phon is a proficient director who has directed and managed up to 47 operation branches, as well as,operating budget up to $10 million. He is an exceptional problem-solver and decision maker with diverse experi-ence in finance, accounting, and all aspects of office operation, as well as expertise in general accounting, payrolltaxes, analysis, management, budgeting, cash management, cost accounting, management reporting, inventory,payroll, accounts receivable and payable, and information systems. He has earned Master of Finance from National University of Management and Master of Educational Management from Royal University of Phnom Penh. He has conducted the following training courses to internal and external clients: • Basic Bookkeeping and Business Management Skill  • Procurement Management Skill  • Accounting Management System  • Problem Solving Skill  • School Development Planning  • Effective School Leadership  • Effective Budgeting Skill  • Accounting Principles and Financial ManagementMr. Sim Kong (MBA, BEd.)Associate Trainer(Specialties: Project and Research Development)SIM Kong has more than 10 years of experience in the project and research development field with internationaland local organizations. He specializes in Project Planning, Proposal & Report Writing, and Business Plan & Man-agement etc. Sim Kong has extensive experiences working with individuals and organizations of the different sec-tors. These experiences have provided him with the necessary insights and abilities to fulfill the needs of partici-pants. Sim Kong holds an MBA from BBU and a B.Ed. from URP, Cambodia. 9
  14. 14. Mr. Khloth Sareth (BBA)Associate Trainer(Specialties: Human Resource Management and Project Management)KHLOTH Sareth has been working for more than 20 years experience in the senior management with internationaland local organization. He specializes in Human Resources and General Affairs, Project Management, and Moni-toring and Evaluation. Under my leadership and management, the Prey Veng Regional Rehabilitation Center,Khloth Sareth had written a proposal for a project with a US$300,000 plus per year budget. Currently he is the HRand General Affairs Manager of Yamaha Motor Cambodia Co., Ltd.During the 15 years period, Khloth Sareth worked for VI/C, and he was promoted an Assistant to Project Managerof VI/C in Prey Veng, then a Project Manager, and a Human Resources/Administration Manager. Moreover, heholds a Bachelor degree in Business Administration at the Build Bright University, Phnom Penh.Mr. Kong VaraAssociate TrainerKong Vara Actively involved in the establishment and delivery of an effective HR capability by providing supportacross the areas of recruitment, induction, training and development, payroll, health and safety, leave, expatriatestaff immigration/ work permit, visa requirements, staff performance management, remuneration review, succes-sion planning, and industrial & employee relations.Mr Kong Vara has also been attending many significant relevant overseas and local training/workshop pertainingto the International Labor Standard and Making the Link to Productivity (Turin, Italy), Advanced Leadership Train-ing (Hawaii, USA), International Human Resources Management Training, Strategic Human Resources Transfor-mation, HIV/AIDS Management at Work Place (Australia, Thailand & Singapore).Mr. Eng KimsanAssociate TrainerENG Kimsan currently as the Associate Dean and Professor of Faculty of Business Economics at PannasastraUniversity of Cambodia, specializing in Small and medium enterprises management, marketing, human resourceplanning and management and business plan development. He has been as the independent training consultantand organizational management and development expert throughout his work career in private sectors.However, his main teaching and training areas more focus on organizational management and leadership includ-ing project management and development. Potentially, he has competent ability in designing and developing theTNA and training curriculum, development of business plan and marketing plan, and writing project proposal forprivate business sectors and NGOs in Cambodia. For example, he has organized, developed and conducted aseries of training courses including project management, office management, human resource management, re-search methods, proposal and report writing skills, communications, and organizational development, organiza-tional behavior, and strategic planning for NGOs Cosecam, CAMS, ADB and WB and other private and public sec-tors.Mr. Kimsan ENG earned his Bachelor degree in Business and Economics from Royal University of Laws and Eco-nomics in 1997 and his Master degree in Environmental studies in 2003 from AIT (Asian Institute of Technology),Thailand. Till now, nearly 15 years from 1997, he has considerable experience and professional work in teaching,training, and consulting with private business sectors and NGOs; therefore, he still continues his career in the fu-ture to contribute to the human resource capacity building and development in Cambodia. 10
  15. 15. Fee No of Non-NO Program Title Direct Indirect Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Days Mem- Member Member ber TRAINING PROGRAMS INDUSTRIAL RELATIONS Labour Contract En- 2day 12~1 16- 1 forcement and Staff Re- $150 $180 $200 s 3 17 trenchment Practical Leaves and 2day 16- 16- 2 Absenteeism Manage- $150 $180 $200 s 17 17 ment National Social Security 2day 15- 3 Fund and Occupational $150 $180 $200 13-14 s 16 Risk (NSSF) Labour dispute resolu- tion and case presenta- 2day 10~1 13- 4 $150 $180 $200 tion techniques before s 1 14 the arbitration council Trade Unions and How 2day 17- 10~1 5 to Deal with Unions Pro- $150 $180 $200 s 18 1 fessionally Labor Law Application for Legal Documentation 2day 11~1 6 $150 $180 $200 and Human Resources s 2 Administration Calculation Methods for Overtime and Other Pay- 2day 19- 7 $150 $180 $200 ments Under the Cam- s 20 bodian Labor Law PUBLIC TRAINING CALENDAR 2012All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO YOUR SPECIFIC NEEDS.
  16. 16. Fee No ofNO Program Title Direct Indirect Non- Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Days Member Member Member TRAINING PROGRAMS HUMAN RESOURCE MANAGEMENT & DEVELOPMENT Personnel Administration 8 2days $150 $180 $200 23-24 20-21 Skills for HR Personnel Human Resource Man- 9 agement for Non-HR 2days $150 $180 $200 9~10 Personnel Writing the Professional10 HR Policy and Proce- 2days $150 $180 $200 19-20 dures and HR Manual Practical Interviewing 14-11 2days $150 $180 $200 Skills for Total Quality 15 Payroll Management and12 2days $150 $180 $200 26-27 Compensation Practical Training Tech- 24-13 niques for HR Practition- 2days $150 $180 $200 25 ers Practical Performance14 Appraisal / Management 2days $150 $180 $200 12~13 for High Achievement Practical Facilitation 30-15 2days $150 $180 $200 Skills for HR Personnel 31 Practical Negotiation 22-16 2days $150 $180 $200 Skills for HR Personnel 23 Strategic Human Re-17 2days $150 $180 $200 13-14 source Management 29-18 Succession Planning 2days $150 $180 $200 30 PUBLIC TRAINING CALENDAR 2012All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO YOUR SPECIFIC NEEDS.
  17. 17. Fee N No of Non- Program Title Direct Indirect Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec O Days Mem- Member Member ber TRAINING PROGRAMS Leadership and Supervisory Skills Organizational Leader- 19 2days $150 $180 $200 27-28 ship Becoming a More Ef- 20 2days $150 $180 $200 18-19 fective Manager Being an Effective New 20- 21 2days $150 $180 $200 Manager 21 Practical Supervisory 30- 22 and People Manage- 2days $150 $180 $200 15-16 31 ment Skills Planning and Control- 23 ling Skills for Supervi- 2days $150 $180 $200 9~10 sors Monitoring and Evalua- 14- 24 2days $150 $180 $200 26-27 tion Skills for Managers 15 Leading with Emotional 25 Intelligence for Manag- 2days $150 $180 $200 27-28 er Leadership Skills for 20- 26 2days $150 $180 $200 Supervisors 21 Writing a Practical Busi- 12~1 27 2days $150 $180 $200 ness Plan 3 Business Analysis Skills 28- 19- 28 2days $150 $180 $200 for Managers 29 20 Building and Managing 15- 29 2days $150 $180 $200 Team 16 Practical Report Writing 30 2days $150 $180 $200 22-23 Skills for Managers 22- 31 Human Relations 2days $150 $180 $200 23 Organizational Change 32 2days $150 $180 $200 25-26 Management 33 Motivating People 2days $150 $180 $200 21-22 Building and Maintain- 11~1 PUBLIC TRAINING CALENDAR 2012 34 ing Good Workplace 2days $150 $180 $200 2 Cooperation Management Perspec- 35 2days $150 $180 $200 28-29 tive SkillsAll dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO YOUR SPECIFIC NEEDS.
  18. 18. Fee No of Non- NO Program Title Direct Indirect Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Days Mem- Member Member ber TRAINING PROGRAMS Financial Management Practical Costing and 35 Budgeting Manage- 2days $150 $180 $200 22-23 18-19 ment Practical Internal Audit 19- 36 for Auditors and 2days $150 $180 $200 20 Accounting Personnel Practical financial Re- 23- 18- 37 2days $150 $180 $200 porting for Accountants 24 19 Accounting for Non- 38 2days $150 $180 $200 9~10 Accountants Practical Cambodian 39 2days $150 $180 $200 17-18 18-19 Taxation in 2012 Operations Management Project Management 40 2days $150 $180 $200 26-27 Tools and Techniques Practical Purchasing 41 and Inventory Manage- 2days $150 $180 $200 24-25 ment Personal Effectiveness Powerful Presentation 10~1 23- 43 2days $150 $180 $200 Skills for Managers 1 24 Interpersonal Skills for 23- 26- 44 2days $150 $180 $200 Supervisors 34 27 Practical Meeting Man- 45 agement for High Re- 2days $150 $180 $200 19-20 23-24 sults Positive Working Atti- 21- 46 2days $150 $180 $200 17-18 tude for Supervisors 22 Practical Problem Solv- 13- 20- 47 ing and Decision Mak- 2days $150 $180 $200 14 21 ing skills PUBLIC TRAINING CALENDAR 2012 Practical Business 12~1 48 2days $150 $180 $200 Writing for Managers 3All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO YOUR SPECIFIC NEEDS.
  19. 19. Fee N No of Non- Program Title Direct Indirect Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec O Days Mem- Member Member ber TRAINING PROGRAMS Customer Service Practical Customer 49 Service for High 2days $150 $180 $200 19-20 21~22 Productivities Handling Difficult Cus- 25- 50 2days $150 $180 $200 tomers and Complaints 26 Techniques and Eti- 27- 51 quette of the Business 2days $150 $180 $200 21-22 28 Telephone Customer Relationship 52 2days $150 $180 $200 21-22 Management Marketing and Sales Professional Selling 23- 54 Skills for Sales Super- 2days $150 $180 $200 24 visors Advertising and Effec- 27- 55 tive Promotion Strate- 2days $150 $180 $200 30-31 28 gies Marketing Mixed Strat- 27- 56 2days egies 28 Intergrated Communi- 57 2days $150 $180 $200 16-17 cation Strategies Occupational Safety and Health Occupational Safety 58 and Health at the 2days $150 $180 $200 25-26 Workplace Quality Work Environ- 59 ment Through Kaizen 2days $150 $180 $200 29-30 and 5S Forklift Operation and 60 2days $150 $180 $200 Safety Training PUBLIC TRAINING CALENDAR 2012All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO YOUR SPECIFIC NEEDS.
  20. 20. Fee N No of Non- Program Title Direct Indirect Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec O Days Mem- Member Member ber TRAINING PROGRAMS Small and Medium Business membership Organization Management Powerful Policy Advo- 2day 62 $150 $180 $200 cacy s Essentails of Entre- 2day 63 $150 $180 $200 29-30 prenureship s English Language English for Communi- 5day 64 cation at the Work- $375 $450 $500 9~13 s place Business English for 5day 65 $375 $450 $500 4~8 Biginers s Advanced Business 5day 66 $375 $450 $500 6~10 English s Secretary and Administration Professional Office Management and Ef- 2day 67 $150 $180 $200 30-31 12~13 fective Administrative s Skills Basic secretariat skills 2day 26- 26- 68 $150 $180 $200 for PAs and secretary s 27 27 Advanced Secretariat 2day 25- 69 Skills for PAs and Sec- $150 $180 $200 s 26 retary PUBLIC TRAINING CALENDAR 2012All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO YOUR SPECIFIC NEEDS.
  21. 21. Ministry of Labor and Vocational TrainingRef No. 228 kb Prakas On The Paid Holidays for the Calendar Year 2012- On January 01st International New Year Day 01 Holiday- On January 07th Victory over Genocide Day 01 Holiday- On February 07th Meak Bochea Day 01 Holiday- On March 08th International Women Day 01 Holiday- On April 13th, 14th and15th Khmer New Year Days 0 3 Holidays- On May 01st International Labor Day 01 Holiday- On May 5th Visak Bochea Day 01 Holiday- On May 09st Royal Plowing Ceremony 01 Holiday- On May 13th, 14th and15th King Norodom Sihamoni’s Birthday 03 Holidays- On June 1st International and Cambodian Children Day 01 Holiday- On June 18th Queen Norodom Monineath Sihanouk’s Birthday 01 Holiday- On September 24th Constitution Day 01 Holiday- On October, 14th, 15th and 16th Phcum Ben Day 03 Holidays- On October 29th Coronation of King Sihamoni Day 01 Holiday- On October 31st King Norodom Sihanouk’s Birthday 01 Holiday- On November 09th Independence Day 01 Holiday- On Nov 27th, 28th and 29th Water Festival 03 Holidays- On December 10th International Human Rights Day 01 Holiday 17
  22. 22. INDUSTRIAL RELATIONS
  23. 23. Labour Contract Enforcement and Staff Retrenchment Session 7: Special protectionOBJECTIVES Protection against discrimination Special protection• By the end of this course all participants are Termination of contracts of specially-protected expect to: workers• Gain knowledge on the legal procedure which must be followed in order to make a legitimate Session 8: Contract Suspension and clear employment contracts in accordance Contract suspension as a disciplinary sanction with each category of the contract Contract suspension during strike/lockout• Gain knowledge on the different benefits be- Contract suspension during sick leave tween the Limited Duration Contract (LDC) Contract suspension during economic hardship and Unlimited Duration Contract (UDC)• Gain practical knowledge on legal procedure Session 9: Disciplinary action to suspend the labor contracts when the com- Timeline for disciplinary action pany faces serious financial and material diffi- Sanction Vs weight of the misconduct culties• Know the legal procedure to terminate the Session 10: Mass Layoff contracts of normal workers and specially pro- Legal procedure for mass layoff tected workers. Payment for mass layoffOBJECTIVES TARGET AUDIENCE This course is designed for HR practitioners andSession 1: Limited Duration Contract-LDC Administrative Executives dealing on the daily ba-• Definition of LDC sis with personnel issues.• Termination of LDC ∗ Legal termination and benefits METHODOLOGY ∗ Illegal termination and benefitsSession 2: Unlimited Duration Contract To promote the active participation, the group dis-• Definition of UDC cussion and exercises will be used most and less• Termination of UDC in lecturing. Real case studies quoted from the ∗ Legal termination and benefits cases sent to the Arbitration Council will be used ∗ Illegal termination and benefits in these exercises.Session 3: Apprenticeship contract DURATION• Definition of apprenticeship contract• Termination of apprenticeship contract 14 Hours (2 Days)Session 4: Contract of Casual Workers COURSE FEES• Definition of contract of casual workers• Termination of contract of casual workers Direct members : $150/personSession 5: Probationary Contract Indirect members : $180/person• Definition of Probationary Contract Non–members : $200/person• Termination of Probationary contractSession 6: Contract for foreign workers All fees quoted are subject to change.• Coverage of labor law on foreign workers• Rights and obligations of foreign workers 19
  24. 24. Practical Leaves and Absenteeism Management Section 5: Weekly Time Off ApplicationOBJECTIVES • What is Weekly Time Off? • How the Weekly time off is applied?• By the end of the course, all participants are ∗ Types of enterprises which can request for expected to: weekly time off• Gain knowledge on all kinds of leaves provid- ∗ Legal procedure to request for weekly ed for by the Cambodian Labor Law; tome off• Gain knowledge on how each leave is applied • Payment during weekly time off and how to properly control each leave;• Gain practical knowledge on how the workers Section 6: Paid Public Holiday Application are paid during each leave; • What is paid public holiday?• Gain practical knowledge on what legal action • How is the paid public holiday applied? should be taken if the workers took these • Payment for work done on paid public holidays leaves improperly. TARGET AUDIENCEOBJECTIVES This course is designed for HR practitioners andSection 1: Annual Leave Application Administrative Executives dealing on the daily ba-• What is annual leave? sis with personnel issues.• How is the annual leave applied? ∗ The rights of the workers to use AL METHODOLOGY ∗ The Employers’ obligation to set up the schedule for workers to take AL Besides lecturing, the training will use the partici- ∗ Deferment of AL patory approach to give opportunity to all partici-• Payment during Annual Leave pants to share experiences, challenges, and best practice in this field intervened by the trainer.Section 2: Sick Leave Application• What is the Sick Leave?• How is the Sick Leave applied? DURATION ∗ The duration for Sick Leave ∗ The workers’ obligation when taking Sick 14 Hours (2 Days) Leave ∗ The Employer’s obligations when the work- ers are sick COURSE FEES• Payment during Sick Leave Direct members : $150/personSection 3: Maternity Leave Application Indirect members : $180/person• What is Maternity Leave? Non–members : $200/person• How is the ML applied? ∗ The duration for ML ∗ The rights to take ML of workers All fees quoted are subject to change. ∗ The rights of workers after returning from ML• Payment during MLSection 4: Special Leave Application• What is special Leave?• How is the SL applied? ∗ The duration for SL ∗ The deduction of SL from AL• Payment during SL 20
  25. 25. National Social Security Fund and Occupational Risk (NSSF) 9. Beneficiary BenefitsOBJECTIVES 10. Rehabilitation Services 11. Rights to the Benefits of Occupational RisksThis course has been specially designed to pro- 12. Claims of Benefitsvide the participants both practical and theoretical 13. Agreement to the Benefits Claimsknowledge relating to how the employers fulfill theobligations provided for by the Law on National TARGET AUDIENCESocial Security Fund (NSSF). In this area, thetraining will focus on what is the National Social This course is specially designed for the Manag-Security Fund (NSSF), the scope of its coverage, ers and Executives in the HR, Admin/Finance De-how to define the work-related accidents, how the partment and Compliance Officers who wish toemployers register their workers and rate to be update their skills in dealing with a diverse workcontributed by employers to this NSSF, how to environment, and those involved in recruiting,claim for benefits, benefit calculation method, and handling HR affairs, and managing to ensure allhow employers shall be faced with the law on legal aspects are put into practice.NSSF if they failed to register their workers. METHODOLOGYOBJECTIVES LecturesSection 1: Registration in NSSF Discussions Practical experiencesScopesProcedure of Registration of Enterprises Estab- DURATION lishmentIdentity of Enterprises-EstablishmentsReport of number of workers/employees 14 Hours (2 Days)Section 2: Contribution Rate and Procedure of COURSE FEESContribution Payment Direct members : $150/personObligation of Contribution Payment Indirect members : $180/personContribution Rate Non–members : $200/personContribution PaymentProcedure of Contribution PaymentFine All fees quoted are subject to change.Prerogative of NSSFSection 3: Benefits of Occupational Risks1. What are the occupational risks?2. What are the benefits of occupational risks?3. Notification of Occupational Risks4. Investigation of Occupational Risks5. Provisions of Emergency, Caring and Treat- ment Services6. Calculation of Daily Average Wage7. Provisions of Occupational Risks Benefits8. Additional Payment for the Victim’s Care taker and Funeral Manager 21
  26. 26. Labour Dispute Resolution and Case Presentation Techniques before the Arbitration Council OBJECTIVES 4. Strike 4.1: Definition This course is specially designed for all HR pro- 4.2: Lawful Purposes of Strikes fessionals and compliance officers to equip them 4.3: Unlawful Purpose of Strikes with the hands on experiences of the trainer who 4.4: Procedure required for calling a strike has worked with the Arbitration Council Founda- 4.5: Payment during a strike tion in providing legal support to the arbitrators. 5. Lockout This course will provide full picture of the labor 5.1: Definition dispute resolution process in Cambodia including 5.2: The rights to lock out the roles of the Arbitration Council and the court. 5.3: Payment during lockout Most importantly, it will equip the participants the most practical technique in case preparation and presentation before the arbitration council to make 4. Role of Court in settling the labor disputes your case as the most successful one. 5. Case preparation before the Arbitration Council By the end of the course, all participants are ex- 6. Case presentation technique before the Ar- pected to: bitration Council • Be able to distinguish the individual labor dis- TARGET AUDIENCE pute from collective labor dispute; • Understand the processes for settling these This course is specially designed for the Manag- kinds of disputes; ers and Executives in the HR, Admin/Finance De- • Be knowledgeable in the whole process in la- partment and Compliance Officers who wish to bor dispute resolution in Cambodia inclusive of update their skills in dealing with a diverse work the roles of the arbitration and the court; environment, and those involved in recruiting, • Get practical advice on how to deal with the handling HR affairs, and managing to ensure all strike which happened before the beginning of legal aspects are put into practice. the arbitration process • Know practical techniques to prepare and pre- METHODOLOGY sent a powerful case before the arbitration council. To promote the active participation, the group dis- CONTENT COVERED cussion and exercises will be used most and less in lecturing. Real case studies will be used in this exercise.1. Introduction to Cambodian labor dispute reso-lution process DURATION2. Individual Labor Dispute 14 Hours (2 Days) 2.1: Definition of Individual Dispute 2.2: Procedure for Individual Dispute Settle- COURSE FEES ment3. Collective Labor Dispute Direct members : $150/person Indirect members : $180/person 3.1: Definition of Collective Labor Dispute Non–members : $200/person 3.2: Procedure for Collective Labor Dispute Settlement 3.3: Arbitration Council All fees quoted are subject to change. 22
  27. 27. Trade Unions and How to Deal with Unions Professionally 3.2: Election of shop stewardsOBJECTIVES 3.3: What are the rights and obligations of the shop stewards after a union hasCAMFEBA has developed the training on this top- been established in an enterprise?ic to address the concerns of some employers 4. Special Protection of Cambodian Labor Lawwho feel very frustrated with the presence of the 4.1: Who are protected by the Labor Law?unions in their enterprises and to inform them how 4.2: Termination procedure for specially pro-the union can be established and how to deal with tected workersthose unions after the establishment. TARGET AUDIENCEGiven that the right to the association is highlyprotected by the Constitutional law and labor law This course is specially designed for HR practi-of Cambodia, we observed that many trade unions tioners and Administrative Executives dealing withhave been increasingly established. Based on the personnel issues on daily basis.statistic from the Ministry of Labor, there are over100 local unions in around 300 garment factories METHODOLOGYwhilst the number of union federations has sharplyincreased to around 27 federations nationwide.With this increment, there have been some confu- The training will use the participatory approach tosion and arguments in regards to the representa- give opportunity to all participants to share experi-tion of the unions and the shop stewards in an en- ences, challenges, and best practice in this fieldterprise. intervened by the presentation of the trainer.By the end of the course, all participants are ex- DURATIONpected to:• Gain knowledge on the legal procedure which 14 Hours (2 Days) must be followed in order to make the estab- lishment of a trade union legal; COURSE FEES• Know the differences between the roles of trade unions and shop stewards;• Gain practical experiences on how to deal and Direct members : $150/person communicate with difficult union to prevent Indirect members : $180/person and settle the possible disputes; Non–members : $200/person• Know the legal procedure to terminate the con- tracts of the specially protected employees. All fees quoted are subject to change.CONTENT COVERED1. Introduction:2. Union establishment procedure 2.1: How a union or shop steward can be established? 2.2: The Recognition of Union and shop steward 2.3: Most representative union3. Shop Steward Vs Union 3.1: What are the rights and obligations of a union? 23
  28. 28. Labour Law Application for Legal Documentation and Human Resources Administration OBJECTIVES • Session 3: Objectives: Focus on the writing of an internal memorandumHuman capital is very important for every organization.Therefore, Human Resources Department is the central • Content of an internal memorandumpoint of the organization and can bring either successes • Form of an internal memorandumor failure according to how it is functioned. In many or- • Case studyganizations, the HR Department is responsible for draft- • Session 4: Objectives: Focus on theing all communications such as Internal Memo, Letter of conduct of a meeting with unionSuspension, Letter of Termination, Public Announce-ment, Letter of Recommendation, Probation Confirma-tion Letter, Warning Letter etc. • Content of the meeting • The conduct of a meetingThis training course will provide you the overall concept • Case studyof legal documents used in HR functions and the impactof an uncompleted document. It will also provide the TARGET AUDIENCEpractical case studies on disciplinary measures and thewriting of warning letter, suspension letter, dismissal let- This course is specially designed for HR practi-ter, internal memorandum etc and their applications. tioners and Administrative Executives dealing withFurthermore, practical case studies on how to conduct personnel issues on daily basis.an effective meeting with union representatives are in-cluded. METHODOLOGY CONTENT COVERED This module is interactive and practical. Activities like short-lectures, case studies and practicing the exercisesSession 1: Objectives: Focus on the various will be used after each session to enhance theforms used in the HR Department knowledge and understanding of the participants. DURATION• Content and Forms • Content : substance of an action • Form: how this action can be presented  14 Hours (2 Days)• HR Department and its Content  COURSE FEES• HR Department and its Forms  Session 2: Objectives: Focus on disciplinary Direct members : $150/personmeasures Indirect members : $180/person Non–members : $200/person• Warning letter according to the Labor Law • Warning letter and the presentation of a   All fees quoted are subject to change. warning letter • Case study • Dismissal letter according to the Labor Law • Dismissal letter and the presentation of a         dismissal letter • Case study 24
  29. 29. Calculation Methods for Overtime and Other Payments Under the Cambodian Labor Law OBJECTIVES WHO SHOULD ATTENDCalculating the payments for employees correctly un- This course is specially designed for Directors,der the Cambodian Labor law is still a question for Managers, Supervisors and Officers in charge ofmany enterprises. CAMFEBA designed this intensive Administration & Finance Department, Human Re-training course in order to guide employers on calcula- sources Department, Compensation & Benefitstion methods for all the payments as defined in the Department, and Compliance Department.Cambodian Labor Law. It is hoped that the participantswill know clearly the correct methods for calculating thefollowing payments after this training. Related Laws & METHODOLOGYRegulations will be given as supporting references foreach calculation. This module is interactive and practical. Activities like short-lectures, case studies and practicing the1. Wages definition under Cambodian Labor Law exercises will be used after each session to en-2. Tax on Salary (ToS) hance the knowledge and understanding of the3. Number of days to be used for daily wages participants . 4. calculation5. Daily wages calculation6. Annual Leave Pay calculation DURATION7. Paid Public Holidays pay calculation8. Overtime Pay Calculation9. Night-shift pay Calculation 14 Hours (2 Days)10. Weekly Day-Off Pay Calculation11. Retirement Pay COURSE FEES12. Severance Pay Calculation (for FDC)13. Indemnity Pay Calculation (for UDC) Direct members : $150/person Indirect members : $180/person Non–members : $200/person CONTENT COVERED All fees quoted are subject to change.• Wages definition under Cambodian Labor Law• Tax on Salary (ToS)• Number of days to be used for daily wages• calculation• Daily wages calculation• Annual Leave Pay calculation• Paid Public Holidays pay calculation• Overtime Pay Calculation• Night-shift pay Calculation• Weekly Day-Off Pay Calculation• Retirement Pay• Severance Pay Calculation (for FDC)• Indemnity Pay Calculation (for UDC) 25
  30. 30. HUMAN RESOURCE MANAGEMENT& DEVELOPMENT
  31. 31. Personnel Administration Skills for HR ProfessionalsOBJECTIVES TARGET AUDIENCEBy the end of course, participants should aims to: HR Personnel who have not had any formal training.• gain the essential skills in managing human resources• acquire the interviewing skills• Understand the appraisal process and skills METHODOLOGY• Understand the process and methods of map- ping competencies This module is interactive and practical. Activities like mini-lectures, discussion, games, role-plays,CONTENT COVERED experiential activities and presentations will be used to assist participants to learn better.Module 1: Managing Human Resources• What do you need to know as a human re- DURATION source personnel• Skills needed in managing human resources 14 Hours (2 Days)Module 2: Recruitment and Selection COURSE FEES• Understanding personalities to select better• Process of recruitment, selection and interview session Direct members : $150/person• Conducting interviews Indirect members : $180/person Non–members : $200/personModule 3: Training and Development• Mapping competencies and utilizing compe- tencies for analyzing training needs All fees quoted are subject to change.Module 4: Job Analysis and Performance Ap-praisal• The process of conducting performance ap- praisal• The documentation involved• The unwritten skills for effective appraisal in- terview 27
  32. 32. Human Resource Management for Non-HR Professionals • How to Conduct Training Need Analysis OBJECTIVES • Development of Training Plan • Training ImplementationBy the end of course, participants should aims to: • Training Evaluation• gain the essential skills in managing human resources Module 6: Appraising Performance• explain the overview of the legislative framework • How to conduct appraisal interview affecting the management for their people • Use appraisal to develop staff• Conduct job analysis & design, and HR planning • Coach /mentor employees• acquire the interviewing skills• Understand the appraisal process and skills Module 7: Basics of Pay / Benefits• Understand the process and methods of map- • Pay strategy to support business ping competencies • Basics of pay & benefits programs • Non-cash awards CONTENT COVERED TARGET AUDIENCE Module 1: Managing Human Resources This course is designed for line managers, super- • What do you need to know as a human visors who are non-personnel specialists but who resource personnel have responsibility or the management of people • Skills needed in managing human resources in addition to their other management tasks. • HR policies & procedures METHODOLOGY Module 2: Legal Framework of Employment • Rights of employers / employees This module is interactive and practical. Activities • Contracts of employment like mini-lectures, discussion, games, role-plays, • Discipline handling / procedures experiential activities and presentations will be • How to handle difficult people used to assist participants to learn better. • Termination of employment DURATION Module 3: Manpower Planning • How to Conduct a Job Analysis • Writing Job Descriptions and Job Specifica- 14 Hours (2 Days) tions • Technique to Determine Number of Recruits COURSE FEES Module 4: Recruitment and Selection Direct members : $150/person • Understanding personalities to select better Indirect members : $180/person • Process of recruitment, selection and interview Non–members : $200/person session • Conducting interviews All fees quoted are subject to change. Module 5: Training and Development • Reasons to Train Employees • Definition of Training 28

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