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X-WR-CALDESC:Events for Excel Academy Malaysia - HRD Corp Approved Training Provider
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DTSTART:20250101T000000
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DTSTART;TZID=Asia/Kuala_Lumpur:20261007T090000
DTEND;TZID=Asia/Kuala_Lumpur:20261008T170000
DTSTAMP:20260929T010429Z
CREATED:20260903T091619Z
LAST-MODIFIED:20260929T010429Z
UID:14891-1791363600-1791478800@www.excelacademy.my
SUMMARY:HRD Corp Claimable - Mastering Strategic Training Needs Analysis (TNA) with AI
DESCRIPTION:Download the Course Brochure Link \nStrategic Training Needs Analysis is a two-day intensive programme that equips HR\, Learning & Development\, Organisational Development\, and people managers with a structured and evidence-based approach to identifying genuine training needs and translating them into practical development priorities. Rather than building training plans around requests\, available budgets\, or assumptions\, participants will learn how to connect workforce development directly to business challenges\, competency gaps\, performance evidence\, and organisational strategy. \nWith Claude or ChatGPT integrated throughout the TNA process\, the programme demonstrates how AI can accelerate data collection\, qualitative analysis\, gap identification\, instrument design\, proposal drafting\, and evaluation while maintaining human judgement\, responsible data handling\, and appropriate validation. This Strategic Training Needs Analysis programme helps participants learn how to distinguish genuine training needs from performance issues that may require process\, management\, systems\, or employment-related interventions instead. \nThrough hands-on workshops\, case studies\, live AI demonstrations\, team exercises\, and practical organisational scenarios\, participants will apply Strategic Training Needs Analysis across the complete TNA cycle\, from defining the business problem and gathering evidence to prioritising competency gaps\, developing training solutions\, building the business case\, and establishing measurement and ROI frameworks. By the end of this Strategic Training Needs Analysis programme\, participants will leave with practical templates\, AI prompting techniques\, and an actionable TNA approach that can be applied to annual training planning and workforce development initiatives. \nWhat Will You Learn in This Strategic Training Needs Analysis Programme?\nThrough the Strategic Training Needs Analysis process\, participants will learn how to gather stronger evidence\, prioritise capability gaps and recommend development interventions that are aligned with business priorities. \n\nUnderstand the full Training Needs Analysis process and its role in organisational development.\nIdentify training needs at organisational\, departmental/task\, and individual levels.\nUse KPIs\, performance data\, audit findings\, feedback\, and other evidence to identify competency gaps.\nDistinguish genuine training needs from issues caused by motivation\, systems\, processes\, or supervision.\nUse Claude or ChatGPT to support surveys\, interviews\, analysis\, summarisation\, and report drafting.\nDesign suitable data collection methods such as surveys\, interviews\, focus groups\, observations\, and document reviews.\nPrioritise training needs based on business impact\, risk\, urgency\, cost\, and feasibility.\nDevelop suitable training solutions and prepare stronger training proposals and business cases.\nMeasure training effectiveness using evaluation frameworks\, KPIs\, baselines\, and ROI considerations.\nCreate practical implementation plans with clear actions\, owners\, and timelines.\n\nCourse Outline\nThe Strategic Training Needs Analysis course outline is structured to guide participants through the full TNA process\, from identifying organisational challenges and collecting evidence to analysing competency gaps\, developing recommendations and measuring training effectiveness. \nModule 1: TNA Fundamentals and Strategic Context \n– Understand what a genuine training need is and how it differs from a request or preference. \n– Learn the complete TNA process from analysis and prioritisation to delivery and evaluation. \n– Identify training needs at organisational\, task\, and individual levels and link them to business priorities. \nModule 2: Organisational and Departmental Challenge Mapping \n– Identify key organisational and departmental challenges that may affect performance. \n– Map business challenges to possible competency and development gaps. \n– Determine whether training is the appropriate response before recommending a programme. \nModule 3: Introduction to AI Tools in TNA \n– Explore how Claude or ChatGPT can support drafting\, translation\, summarisation\, and analysis. \n– Learn effective prompting techniques to produce more useful and relevant AI outputs. \n– Understand AI limitations\, human verification\, data protection\, and responsible use of employee information. \nModule 4: AI-Powered Data Collection \n– Select suitable data collection methods such as surveys\, interviews\, focus groups\, and observations. \n– Design clear and effective questions that capture useful information about capability gaps. \n– Use Claude or ChatGPT to help develop\, test\, and improve data collection instruments. \nModule 5: AI-Enhanced Data Analysis and Gap Analysis \n– Analyse quantitative and qualitative evidence to identify competency gaps. \n– Distinguish training needs from issues related to motivation\, processes\, systems\, or supervision. \n– Prioritise development needs based on business impact\, risk\, urgency\, cost\, and feasibility. \nModule 6: Developing Training Solutions and the Business Case \n– Select suitable interventions such as classroom training\, coaching\, digital learning\, or blended learning. \n– Develop clear learning objectives\, training recommendations\, and estimated programme costs. \n– Use Claude or ChatGPT to support the preparation and improvement of training proposals and business cases. \nModule 7: Measurement and Evaluation Framework \n– Understand how to measure reaction\, learning\, behaviour\, and business results. \n– Establish baselines\, KPIs\, and follow-up measures before training is delivered. \n– Explore ROI measurement and use AI to assist with evaluation reporting and analysis. \nModule 8: Group Project\, Action Planning and Implementation \n– Present TNA findings covering the business challenge\, competency gap\, recommendation\, and measurement plan. \n– Convert recommendations into an implementation plan with clear owners\, timelines\, and responsibilities. \n– Develop practical next steps and a 30-day action plan to apply the TNA process in the workplace. \nApplying Strategic Training Needs Analysis consistently can help organisations make more informed decisions about workforce development\, training investment and long-term capability building. \nThus\, by completing this Strategic Training Needs Analysis training\, participants will be better equipped to develop practical training recommendations\, implementation plans and evaluation frameworks. \nFor more information about our training programmes\, visit Excel Academy Malaysia. 
URL:https://www.excelacademy.my/event/strategic-training-needs-analysis/
LOCATION:Armada Hotel\, Lot 6\, Lorong Utara C\, Section 52\, Petaling Jaya\, Selangor\, 46200\, Malaysia
CATEGORIES:Human Resource
ATTACH;FMTTYPE=image/png:https://www.excelacademy.my/wp/wp-content/uploads/2026/09/OCT2026_MasteringStrategicTrainingNeeds.png
ORGANIZER;CN="Excel Academy":MAILTO:training@excelacademy.my
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BEGIN:VEVENT
DTSTART;TZID=Asia/Kuala_Lumpur:20261016T090000
DTEND;TZID=Asia/Kuala_Lumpur:20261016T120000
DTSTAMP:20260928T081537Z
CREATED:20260914T061045Z
LAST-MODIFIED:20260928T081537Z
UID:15005-1792141200-1792152000@www.excelacademy.my
SUMMARY:HR in the Middle: Getting Results Without Burning Relationships (Complimentary Sessions)
DESCRIPTION:Download The Course Outline Link \nHR in the Middle: Getting Results Without Burning Relationships is a complimentary half-day practical session designed for HR professionals and people managers who regularly find themselves balancing business expectations\, employee concerns\, policies and important working relationships. \nHR is often expected to deliver decisions it did not make\, handle issues that should sit with line managers\, uphold policies when they are inconvenient\, and push back on senior stakeholders while still maintaining productive relationships. Push too hard and the relationship may suffer. Give way too often and HR risks losing credibility. This session explores how participants can achieve results without treating relationships as a trade-off. \nLed by Paul Wong\, Human Resources Specialist\, the session uses practical workplace situations commonly faced by Malaysian HR practitioners. Participants will examine where HR’s responsibility ends and the line manager’s begins\, practise more effective ways to approach difficult conversations\, and explore how to push back professionally without unnecessarily damaging working relationships. \nThrough discussion\, small-group practice and real workplace application\, participants will work with situations involving performance issues\, difficult stakeholders\, policy exceptions and challenging organisational decisions. Each participant will also apply the approach to a real situation from their own workplace and leave with a practical Results & Relationships Conversation Template that can be used after the HR in the Middle session. \nWhat Will You Learn in HR in the Middle: Getting Results Without Burning Relationships?\nBy the end of this HR in the Middle session\, participants will be able to: \n\nRecognise what HR should own\, what should remain with the line manager\, and how HR can support without taking over someone else’s responsibility.\nPush back on senior stakeholders while maintaining constructive working relationships.\nOpen difficult conversations using a practical question structure that helps uncover the real issue more quickly.\nRecognise behaviours that can gradually reduce HR’s credibility and identify more effective alternatives.\nApply the approach to realistic workplace situations involving performance\, stakeholder expectations and policy decisions.\nUse a practical Results & Relationships Conversation Template to prepare for challenging workplace conversations.\n\nCourse Outline\nThrough HR in the Middle\, participants will practise practical approaches that can be applied to difficult conversations\, stakeholder expectations and real workplace situations. \nSession 1: Welcome and Framing– Introductions and session expectations– Identify a current workplace situation participants are finding difficult– Use real participant situations as working material throughout the session \nSession 2: Results and Relationships Are Not a Trade-Off– Understand why choosing between achieving the outcome and protecting the relationship can be the wrong approach– Explore how HR can maintain both results and effective working relationships– Examine what this looks like in day-to-day HR situations \nSession 3: What HR Owns vs What HR Is Carrying– Clarify where HR’s responsibility ends and the line manager’s begins– Explore the difference between an Area of Responsibility and an Area of Concern– Identify the risks of taking over responsibilities that belong to managers– Recognise situations where HR may be avoiding responsibilities that genuinely belong to HR \nSession 4: Practice – Live Conversations– Use the Results & Relationships Conversation Template to prepare for a difficult discussion– Practise five-minute workplace conversations in small groups– Work through realistic HR scenarios– Receive feedback and reflect on different approaches to handling the conversation \nSession 5: Your Own Situation and Next Steps– Apply the framework to a real workplace situation– Identify one specific action to take after the session– Discuss practical next steps– Open Q&A with the facilitator \nWho Should Attend?\nThis HR in the Middle session is suitable for HR Managers\, Assistant HR Managers\, HR Business Partners\, HR Executives\, Senior HR Executives\, HR Generalists\, People Managers and Line Managers with people responsibility. \nIt is designed as a practical working-level session\, and no previous knowledge of the framework is required. \nWhat Will You Take Away?\nBy completing HR in the Middle\, every participant will leave with a printed Results & Relationships Conversation Template that has already been completed against a real workplace situation during the session. The template is designed to be practical and immediately usable when preparing for future difficult conversations. \nHR in the Middle Session DetailsDate: 16 October 2026 (Friday)Time: 9.00 AM – 12.00 PMVenue: Online via ZoomSpeaker: Paul Wong\, Human Resources SpecialistFee: ComplimentaryLimited to: 25 participants \nRegister here: https://bit.ly/EA_ComplementarySession \nFor more information\, contact 03-7499 7190\, WhatsApp 012-748 7190 or email training@excelacademy.my. \nFor more information about our training programmes\, visit Excel Academy Malaysia. 
URL:https://www.excelacademy.my/event/hr-in-the-middle/
LOCATION:Selangor
CATEGORIES:Human Resource
ATTACH;FMTTYPE=image/jpeg:https://www.excelacademy.my/wp/wp-content/uploads/2026/09/WhatsApp-Image-2026-09-28-at-16.08.10.jpeg
ORGANIZER;CN="Excel Academy":MAILTO:training@excelacademy.my
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DTSTART;TZID=Asia/Kuala_Lumpur:20261016T090000
DTEND;TZID=Asia/Kuala_Lumpur:20261016T120000
DTSTAMP:20260928T082533Z
CREATED:20260928T080847Z
LAST-MODIFIED:20260928T082533Z
UID:15463-1792141200-1792152000@www.excelacademy.my
SUMMARY:Get It Right\, Stay Protected: Employment Law & Domestic Inquiry Essentials for HR (Complimentary Sessions)
DESCRIPTION:📣 Get It Right\, Stay Protected: Employment Law & Domestic Inquiry Essentials for HR (Complimentary Sessions) \nEmployment matters often require HR to balance legal requirements\, fair process and practical workplace considerations. \nFrom contracts\, leave and overtime to misconduct\, disciplinary action and termination\, having a clear understanding of the appropriate process can help HR teams handle situations with greater confidence and consistency. \nJoin us for a Complimentary Learning Hour Session:\nGet It Right\, Stay Protected: Employment Law & Domestic Inquiry Essentials for HR (Complimentary Sessions) \nThis session offers a practical introduction to key areas of Malaysian employment law and domestic inquiry procedures\, with a focus on their application in everyday HR situations. \n𝐒𝐞𝐬𝐬𝐢𝐨𝐧 𝐃𝐞𝐭𝐚𝐢𝐥𝐬:\n✅ Date: 16 October 2026\, Friday\n✅ Time: 9.00 am – 12.00 pm\n✅ Venue: Excel Academy\, VSO@PJCC\, Petaling Jaya\n✅ Trainer: Sulaiman Bin Husin\, Human Resources Specialist\n📌 Complimentary Session | Limited to 25 Participants only \n𝐘𝐨𝐮 𝐰𝐢𝐥𝐥 𝐠𝐚𝐢𝐧 𝐢𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐢𝐧𝐭𝐨:\n✨ Key Employment Act requirements and recent amendments relevant to HR\n✨ Common considerations involving wages\, overtime\, leave\, probation\, and termination\n✨ The difference between misconduct and poor performance\, and the appropriate process for each\n✨ The key stages of a Domestic Inquiry\, from investigation and show-cause to hearing and panel report\n✨ The roles and responsibilities of those involved in the inquiry process\n✨ Practical examples and case discussions to connect legal requirements with workplace situations \nThe session will also include interactive elements such as “Myth or Law?” discussions\, workplace scenarios\, a charge-sheet exercise and a mock inquiry demonstration. \n👥 𝐖𝐡𝐨 𝐬𝐡𝐨𝐮𝐥𝐝 𝐚𝐭𝐭𝐞𝐧𝐝?\nHR Managers\, Executives and Officers\, Department Heads\, Line Managers\, Supervisors\, Industrial & Employee Relations personnel\, Business Owners\, and those involved in employment or disciplinary matters. \nA practical opportunity to refresh your knowledge\, exchange perspectives and strengthen your approach to employment and disciplinary matters. \n📌 Complimentary Session | Limited to 25 Participants only \nScan the QR code or access the link to register: https://bit.ly/reg_learninghour \n𝐂𝐨𝐧𝐭𝐚𝐜𝐭 𝐮𝐬 𝐟𝐨𝐫 𝐌𝐨𝐫𝐞 𝐈𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧\n📞 03-7499 7190 | WhatsApp: 012-748 7190\n✉️ training@excelacademy.my\n🌐 www.excelacademy.my \n#ExcelAcademy #EmploymentLaw #MalaysianEmploymentLaw #DomesticInquiry #HumanResources #HRMalaysia #HRTraining #EmploymentAct1955 #IndustrialRelations #EmployeeRelations #WorkplaceCompliance #HRProfessionals #PeopleManagement #LearningAndDevelopment #ProfessionalDevelopment
URL:https://www.excelacademy.my/event/get-it-right-stay-protected-employment-law-domestic-inquiry-essentials-for-hr-complimentary-sessions/
LOCATION:Excel Academy\, Excel Academy\, VSQ@PJCC Block 6 Level 5\, Jalan Utara\, Petaling Jaya\, Selangor\, 46200\, Malaysia
CATEGORIES:Human Resource
ATTACH;FMTTYPE=image/jpeg:https://www.excelacademy.my/wp/wp-content/uploads/2026/09/WhatsApp-Image-2026-09-28-at-15.11.22.jpeg
ORGANIZER;CN="Excel Academy":MAILTO:training@excelacademy.my
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DTSTART;TZID=Asia/Kuala_Lumpur:20261020T090000
DTEND;TZID=Asia/Kuala_Lumpur:20261021T170000
DTSTAMP:20260929T010325Z
CREATED:20260904T005330Z
LAST-MODIFIED:20260929T010325Z
UID:14895-1792486800-1792602000@www.excelacademy.my
SUMMARY:HRD Corp Claimable - Managing Team Performance: KPIs\, Appraisals and Difficult Conversations
DESCRIPTION:Download The Course Brochure Link \nManaging Team Performance is a two-day practical programme designed to equip HR professionals\, people managers and team leaders with the skills to manage employee performance with greater clarity\, consistency and confidence. Participants will explore the full performance management cycle\, from setting clear expectations and meaningful KPIs to monitoring progress\, conducting fair appraisals\, handling difficult conversations and managing underperformance. \nRather than treating performance management as a once-a-year appraisal exercise\, the Managing Team Performance programme focuses on building an ongoing process of setting expectations\, gathering evidence\, giving timely feedback\, coaching employees and following through on agreed actions. Participants will learn how to assess performance more objectively\, reduce common rating biases and conduct appraisal conversations that are constructive\, credible and focused on improvement. A structured approach to Managing Team Performance can help managers address issues earlier\, provide clearer feedback and create greater accountability across the performance cycle. \nUsing realistic Malaysian workplace scenarios\, participants will practise handling challenging situations such as rating disagreements\, defensiveness\, recurring under performance and the transition from informal coaching to a structured Performance Improvement Plan (PIP). The Managing Team Performance programme also introduces the responsible use of AI tools to support KPI wording\, question preparation and neutral follow-up documentation while protecting confidential employee information. \nWhat Will You Learn in This Managing Team Performance Programme?\nThis Managing Team Performance programme will help participants develop practical skills in: \n\nTranslate organisational priorities and job responsibilities into clear performance expectations\, KPAs\, KPIs\, targets and behavioural standards.\nDevelop meaningful and measurable KPIs that support fair performance monitoring and appraisal.\nConduct regular performance check-ins and maintain objective\, job-related evidence throughout the review cycle.\nProvide timely\, specific and constructive feedback to address performance gaps early.\nPrepare and conduct structured\, evidence-based appraisal conversations that recognise achievements and address improvement areas.\nApply rating scales\, calibration techniques and bias checks more consistently.\nHandle rating disagreements\, denial\, defensiveness\, emotion and blame without avoiding the performance issue.\nConduct difficult performance conversations using factual\, respectful and accountable language.\nDevelop Performance Improvement Plans with measurable expectations\, support actions\, review dates and documented outcomes.\nUse AI tools responsibly to improve KPI wording\, prepare questions and draft neutral follow-up notes.\n\nCourse Outline\nThe Managing Team Performance course outline guides participants through the complete process of setting expectations\, monitoring performance\, conducting appraisals and addressing performance gaps. \nModule 1: Performance Management as a Continuous Process\n\nUnderstand the difference between performance management and annual appraisal.\nExplore the performance cycle: plan\, align\, monitor\, coach\, review and improve.\nConnect individual performance with team and organisational priorities.\nClarify the roles and responsibilities of managers\, employees and HR.\n\nModule 2: Setting Clear Expectations and Effective KPIs\n\nTranslate job responsibilities into clear and measurable performance expectations.\nDevelop SMART KPIs\, targets and appropriate measurement criteria.\nBalance results\, quality\, process and behavioural expectations.\nIdentify and improve vague\, activity-based or unrealistic KPIs.\n\nModule 3: Monitoring Performance and Coaching Early\n\nConduct effective check-ins to review progress\, challenges and support needed.\nGather objective evidence based on results and observable behaviour.\nDeliver timely and constructive feedback throughout the performance cycle.\nIdentify whether gaps relate to capability\, clarity\, resources or motivation.\n\nModule 4: Fair Assessment\, Ratings and Appraisal Preparation\n\nAssess performance using KPI results\, evidence and relevant context.\nApply rating scales and behavioural anchors more consistently.\nRecognise common appraisal biases such as recency\, halo and leniency.\nPrepare evidence\, questions and key discussion points before an appraisal.\n\nModule 5: Conducting an Effective Appraisal Conversation\n\nOpen and structure the appraisal meeting effectively.\nReview achievements and performance evidence objectively.\nGive constructive feedback while addressing improvement needs.\nManage employee input and rating disagreements professionally.\n\nModule 6: Handling Difficult Performance Conversations\n\nSeparate poor performance from capability\, conduct and contextual issues.\nPrepare facts\, examples and expected outcomes before the conversation.\nRespond effectively to denial\, defensiveness\, anger\, blame and emotion.\nCommunicate expectations\, support and follow-up actions clearly.\n\nModule 7: From Feedback to a Performance Improvement Plan\n\nDetermine when informal coaching should move into a structured PIP.\nDefine performance gaps and the required standards clearly.\nSet measurable improvement goals\, support actions and review dates.\nDocument discussions\, commitments and outcomes objectively.\n\nModule 8: Integrated Simulation and Manager Action Plan\n\nPrepare evidence\, rating rationale and conversation objectives.\nPractise conducting an appraisal and managing disagreement.\nAddress performance gaps and agree on improvement actions.\nDevelop a practical 30-day workplace action plan for implementation.\n\nBy completing this Managing Team Performance training\, participants will be better prepared to conduct fair appraisals\, handle difficult conversations and support employees towards measurable performance improvement. \nFor more information about our training programmes\, visit Excel Academy Malaysia. 
URL:https://www.excelacademy.my/event/managing-team-performance/
LOCATION:Armada Hotel\, Lot 6\, Lorong Utara C\, Section 52\, Petaling Jaya\, Selangor\, 46200\, Malaysia
CATEGORIES:Human Resource
ATTACH;FMTTYPE=image/png:https://www.excelacademy.my/wp/wp-content/uploads/2026/09/OCT2026_ManagingTeamPerformance.png
ORGANIZER;CN="Excel Academy":MAILTO:training@excelacademy.my
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