By Prabhjit Singh, Associate Trainer
Fees: S$395.00 (GST will not be applicable)

Learning Objectives:

By the end of the session, participants will be able to:
1. Understand the basics of generative AI and its applications in HR.
2. Use AI tools to streamline HR processes, including recruitment, employee engagement, training, and performance management.
3. Craft effective prompts for AI tools to improve HR workflows.
4. Implement AI tools to automate routine tasks and assist in decision-making.
5. Explore ethical considerations and challenges in using AI in HR.

Suggested Free AI Tools:

1, ChatGPT (OpenAI) – For generating job descriptions, answering HR-related queries, and performing candidate screening.
2. Google Bard – For brainstorming and generating HR policy drafts, training material, and more.
3. Hemingway Editor – To refine written communication, such as job descriptions and internal memos.
4. Jasper AI – To create content for HR documents, including employee surveys and onboarding materials.
5. Zapier – To automate workflows (integrating AI tools with HR software).
6. Trello (with AI Integration) – To manage recruitment pipelines, employee feedback, and HR task management.
7. Lumen5 – To create video content for training or engagement purposes using AI-generated scripts.

Course Outline:

Morning Session (9:00 AM – 12:30 PM)

Introduction to AI in HR (40% Lecture)
• 9:00 AM – 9:30 AM: Welcome and Introduction
– Icebreaker activity: Participants introduce themselves and share their HR challenges.
– Overview of AI in HR: Benefits and applications in various HR tasks.

• 9:30 AM – 10:15 AM: What is Generative AI?
– Understanding AI and its evolution (brief overview of GPT, BERT, etc.).
– Exploring AI in HR: Use cases such as recruitment, training, employee engagement, performance management, etc.

• 10:15 AM – 10:45 AM: Tools Overview and Use Cases
– Brief demo of AI tools such as ChatGPT, Jasper, Hemingway Editor, and Lumen5.
– HR use cases and real-world examples of AI in action in HR departments.

• 10:45 AM – 11:00 AM: BREAK

• 11:00 AM – 12:00 PM: Hands-On Practice 1: Prompt Engineering for HR
– Objective: Crafting effective prompts for AI tools like ChatGPT for various HR tasks.
– Practice session: Participants will learn to write job descriptions, generate employee survey questions, create performance review templates, and generate onboarding materials using ChatGPT.
– Participants will share their prompts and AI-generated outputs with the group for feedback.

• 12:00 PM – 12:30 PM: Ethical Considerations of AI in HR
– Discuss the importance of ethical considerations in HR, especially related to bias, fairness, and transparency.
– Real-life case studies and best practices.

Afternoon Session (1:30 PM – 5:30 PM)

Advanced AI Tools and Practical Applications in HR (60% Hands-On)
• 1:30 PM – 2:30 PM: Hands-On Practice 2: Automating Recruitment
– Objective: Use AI tools to streamline the recruitment process.
– Participants will practice using AI to create candidate screening questionnaires, filter resumes, and generate interview questions using ChatGPT and Jasper.
– Demo: Using Zapier to automate the flow of resumes from emails into Trello or Google Sheets.

• 2:30 PM – 3:30 PM: Hands-On Practice 3: Employee Engagement and Training
– Objective: Create AI-generated content for employee engagement and training.
– Participants will use Jasper AI and Lumen5 to generate training material and engagement videos.
– Practice session: Develop an AI-based onboarding video, a company announcement, and a motivational message.

• 3:30 PM – 4:00 PM: BREAK

• 4:00 PM – 5:00 PM: Hands-On Practice 4: Performance Management and Employee Feedback
– Objective: Leverage AI for performance management and feedback collection.
– Use AI tools to generate performance reviews and collect structured feedback through automated surveys and feedback forms.
– Practice session: Participants will create customized employee feedback surveys and use AI to analyze trends in employee performance.

• 5:00 PM – 5:30 PM: Wrap-up and Q&A
– Recap of the day’s learnings.
– Open floor for questions, feedback, and future learning resources.
– Discuss next steps for implementing AI in the participants’ HR departments.

Workshop Leader

Prabhjit Singh is a dedicated trainer and mentor in AI Tools and Generative AI. An expert at breaking down complex AI concepts into practical, step-by-step lessons that empower professionals and management teams to use AI confidently in daily work.

Prabhjit’s training is engaging and hands-on, covering:
• Essential prompt engineering skills for better results
• Practical use of ChatGPT and other AI tools for work tasks
• Real-world applications in marketing, operations, and communication
• Tips to save time, boost productivity, and reduce costs with AI
• Building an AI-ready mindset across the organization

Prabhjit holds a Bachelor’s degree from National University of Singapore.

 Click here to register.

By Clara Htoo Thant Sin, Associate Trainer
Fees: S$480.00 (GST will not be applicable), RM1400 (for Sdn Bhd companies)

Introduction

Myanmar has been embarked on a comprehensive reform process since April 2016 when NLD Party took over and now, it is currently revamping its legal framework since the country`s political and economy are gradually opening.  Most of the existing laws and regulations are undergoing revisions or being replaced by new legislations. It is basically work in progress and constant implementation of new laws and fine tuning of existing HR practices.

Myanmar labor law is currently governed by both old laws and new regulations as well as internal guidelines and practices stipulated by the Ministry of Labour. In practice, employer-employee relationships are, heavily influenced by the policies and practices of the Ministry of Labour.

This workshop is for people and organizations who are having their business in Myanmar or have intention to establish new businesses in Myanmar. The purpose of this workshop is to give participants an understanding of laws and regulations of employment practices in Myanmar, its culture and people.

Objectives

1. Understand the Labour Law and regulations with key practical issues of employment practices and employer-employee relationships.
2. Understand the existing talent market and its challenges.
3. Understand the country`s culture, traditions and the people.
4. Have an awareness of the country`s economic situation and establishment of foreign companies and laws applicable to foreign nationals.

Course Outline

The training will also cover various HR Operational aspects as mentioned below with practical examples

• Introduction of Myanmar
• Regulatory Framework
• Labour Law and Regulations (Rules and Policies)

1. The Settlement of Labour Dispute Law & Rules(2012)
2. The Social Security Law & Rules (2012)
3. The Minimum Wages Law (2013)
4. The Employment and Skill Development Law
5. The Amended Law for Leave and Holiday Law 1951(July 2014)
6. The Payment of Wages Law 2016(Jan 2016)

• Types of Visas
• Foreigner Registration Certificate
• Taxation of Employment Income

Takeaways from This Workshop

As a result of attending this course, participants will be able to gain essential knowledge of Myanmar employment practices and plan more effectively for their businesses in Myanmar with a better understanding. They will also be able to work, effectively with local people, manage the workforce and built an interaction platform with the local authorities.

Workshop Leader

Clara Htoo Thant Sin is the Managing Director of a HR Consulting firm – in Myanmar, which was established in August 2017. Her company specializes in HR solutions & training services for SME companies and corporations in Myanmar, which aims to build a strong & efficient workforce. The company recently won, Myanmar Employer Award 2018 for best use of rewards & recognitions (Silver) by Deloitte and Job Net Myanmar.

Clara is also a certified HR Professional with over 12 years of experience in comprehensive HR disciplines. She previously worked at one of the largest airport logistics company, and also at an HR & recruitment consulting company in Singapore. She is actively involved in regional HR functions, training & development. She is also the lead for company`s workforce development and retaining talents.

She relocated back to Myanmar and took up contractual assignments as change agent for conglomerate companies. In Myanmar she started her own firm. Her company has been providing custom made HR & organizational development solutions to start up, SMEs and large corporations. She is also a lead facilitator of employability skills development programmes which were uniquely designed for working professionals and government officials. Working with her team on HR programmes, the company was officially certified by CPD UK. She has been actively supporting underprivileged children, university students and fresh graduates, government officials by providing free programs to increase opportunities for employment and capacity development. She and her team had been conducting numerous workshops for the past  months and also extending her support to government departments, schools and universities across Myanmar, to help them improve their skills & unlock their full potential.

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$190.00 (GST will not be applicable)

Businesses that had been hit hard by the COVID-19 pandemic may consider rightsizing. While layoffs are sometimes inevitable as companies restructure and the slowdown leads to excess manpower, there are laws and recommendations that should be observed. Numerous companies have applied the wrong definition and have been wrongly terminating or dismissing in what should have been a retrenchment. Many companies have been hauled-up to the Employment Claims Tribunal (ECT) for misrepresentation. Organizations must ensure that the right decision is being made, and to adequately defend themselves at the ECT

Course Outline

Retrenchment

• Definition of retrenchment
• Notification to the authorities
• Is severance pay mandatory?
• Unionised company / Collective agreement
• Non-Unionised company / policy
• Training
• Shorter workweek
• Temporary lay-off
• Clearance of annual leave / no pay leave
•  Offering of assistance

Termination / Dismissal

• Contractual obligations
• Various methods of termination
• Do not disguise a retrenchment with a termination
• Dismissal based on gross misconduct

Retirement & Re-Employment

• Coverage
• Entering into consultation
• Retirement age and re-employment
• Medical status
• Re-employment
• Tripartite recommendations
• Employment Assistance Payment (EAP)

Workshop Leader

Martin Gabriel began his career with the Ministry of Manpower as an Inspector enforcing the Employment of Foreign Manpower Act. His 3 years with the Ministry provided Martin with the experience of understanding labour regulations and was an inspiration in his decision to make Human Resources his career after leaving the government service.

With more than 20 years of experience as a HR Practitioner, Martin embarked upon forming a HR community that is the biggest, and most vibrant in Singapore. Martin is presently the Chairman and founder of HRmatters21, an online HR interest group which provides a vibrant forum with HR issues being discussed. As a Senior HR Consultant / Advisor, Martin provides advice & consultancy to numerous companies in Singapore, Malaysia and Indonesia. Martin is also involved in the development of Human Resources in Singapore.

With his vast experience in Human Resources, he has been engaged by many companies to draft or review their HR policies and employment contracts.

Martin’s experience has also expanded into training. To date, over 6,000 HR personnel and Managers from Non-HR functions have attended his training programmes. Martin holds a Bachelor of Commerce with double major from the University of Tasmania and a Diploma in HRM.

Martin can be contacted at the following e-mail: gabrielm@singnet.com.sg

Click here to register.

By Kevin Lee, Associate Trainer
Fees: S$380.00 (GST will not be applicable)

This 1-day workshop will provide participants (who have no or minimal accounting knowledge) a basic understanding of Finance and Accounting practices and help them to read the financial statements to assess various aspects of the business performance and risks from a quantitative perspective. This course also provides a basic understanding of how to use ratio analysis for evaluating financial performance and how to analyze a financial statement.

Course Outline

1. Introduction to Accounts
2. Recording Transactions
3. Ledger and Double Entry
4. Preparing the Financial Statements for Sole Traders
5. Non-Current Assets
6. Inventory
7. Receivables and Accruals & Prepayments
8. Company Accounts
9. Statement of Cash Flows
10. Interpreting Financial Statements

Workshop Leader

Kevin Lee, FCCA (UK), CPA, CGA (Canada), MSc (London, UK), MTax (Singapore)

Kevin specialise in providing actionable advice, compliance documentation, and systems advice to small to medium businesses as a senior finance professional in many different industries in SE Asia and Australia. He works closely with business and professional firms assisting them with technical aspects of FRS and international tax. He is currently the Head of Tax of a practise who has more than two decades of serving the business community. Kevin has more than 10 years of exam preparation teaching experience, has also consistently maintained high pass rates for the various exam preparatory courses. He also marks exams, write questions and do other work for academic institutions (Motivational revision lessons). Collaborated strategically with several professional firms, including audit firms, management consultancy and corporate advisory companies and a global company that provides information, software, and services to professionals in four main areas: healthcare, tax, law and finance, management consultancy and corporate advisory companies to adequately provide international tax services, including Goods and Services Tax (GST). 

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$260.00 (GST will not be applicable)

With effect from April 2016, The Employment Claims Tribunals (“ECT”) was established under the Employment Claims Act 2016 (Act 21 of 2016) (Employment Claims Act). The commencement was from April 2017. The ECT provides employees and employers with an expeditious and low-cost platform to resolve their salary-related disputes. Besides statutory claims, the tribunal also preside over employees’ contractual salary-related claims, including the payment of AWS, bonuses and allowances (if made contractual). The tribunal will also hear claims from employers for notice pay. To bring a claim before the ECT, parties must first register their claims at the Tripartite Alliance for Dispute Management (TADM) for mediation. Mediation at TADM is compulsory. Only disputes which remain unresolved after mediation at TADM may be referred to the ECT. This half-day workshop will examine the step-by-step process and its impact on employment contracts, and possible outcomes.

Course Outline

• Coverage
• Compulsory Mediation at TADM (Tripartite Alliance for Dispute Management)
• Differences between Labour Court and The Employment Claims Tribunals(ECT)
• Statutory salary-related claims (Statutes covered by the ECT)
• Contractual salary-related claims – What are they?
• Representation at Mediation or ECT
• Claim Referral Certificate & Timeframe to file for a complaint/hearing
• Maximum claim – abandoning the excess amount
• Signing a settlement – Registering with the District Court & Its powers

Workshop Leader

Martin Gabriel began his career with the Ministry of Manpower as an Inspector enforcing the Employment of Foreign Manpower Act. His 3 years with the Ministry provided Martin with the experience of understanding labour regulations and was an inspiration in his decision to make Human Resources his career after leaving the government service.

With more than 20 years of experience as a HR Practitioner, Martin embarked upon forming a HR community that is the biggest, and most vibrant in Singapore. Martin is presently the Chairman and founder of HRmatters21, an online HR interest group which provides a vibrant forum with HR issues being discussed. As a Senior HR Consultant / Advisor, Martin provides advice & consultancy to numerous companies in Singapore, Malaysia and Indonesia. Martin is also involved in the development of Human Resources in Singapore.

With his vast experience in Human Resources, he has been engaged by many companies to draft or review their HR policies and employment contracts.

Martin’s experience has also expanded into training. To date, over 6,000 HR personnel and Managers from Non-HR functions have attended his training programmes. Martin holds a Bachelor of Commerce with double major from the University of Tasmania and a Diploma in HRM.

Martin can be contacted at the following e-mail: gabrielm@singnet.com.sg

Click here to register.

By Yutthachai Sangsirisap, Practising Employment Lawyer / Associate Trainer
Fees: S$590.00 (GST will not be applicable)

The Labour Law of Thailand takes place under the framework of several acts of parliament and decrees, primarily the Labour Protection Act, B.E. 2541 (1998), and is mainly governed by the Ministry of Labour. Most of the legal framework was developed during the mid-to-late twentieth century, as Thailand’s economy experienced rapid expansion beginning in the Cold War period.

While the law protects workers’ rights of association and organization for collective bargaining, and allows workers to form unions, in practice the protections are inadequate, leading to a generally weak union system. The laws also only protect workers in the formal labour sector, and often don’t reach Thailand’s large migrant worker population, many of whom are employed illegally.

This one day workshop will enable the HR practitoner to have an overview of the general practises and to avoid contravening Thai Labour Law which may lead to hefty fines or prosecution.

Course Outline

Part One

• Introduction
• Employment Agreement
• Type of Labor
• Salary, Bonus and Overtime payment
• Working hour, break and day off
• Holiday and annual leave
• Sick leave and Maternity leave
• Termination of Employment Agreement

Part Two

• Civil liabilities of an Employer
• Compensation and Severance payment
• The Rights over an Employee creation (Intellectual Property)
• Case study
• Labor Litigation Procedure

Part Three

• Type of working Visa
• Work permit
• Social Security
• Requirement for employing a foreigner and exemption

Workshop Leader

Mr. Yutthachai Sangsirisap was born and raised in Bangkok. He graduated from Assumption University with a Bachelor of Law, and Chulalongkorn University with a Master of Law in Business Law (International Program). He is a licensed Lawyer and managing partner of Aksorn Legal Co., Ltd., He has considerable experience in the areas of corporate law, contact, intellectual property law, and labor dispute. Currently, he has been a legal consult for many companies, helping them build business development strategies for their products and services to drive successful revenue growth while complying with legal and regulatory obligations.

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$460.00 (GST will not be applicable) – Skillsfuture Approved

This one-day workshop aims to equip HR practitioners to firstly, design the structure of the HR policy. What are the essential contents a HR policy should contain. The Legal implications, benefits of having a sound and comprehensive HR policy book. Differences between HR policies and handbook. Orientating your managers, supervisors, administrators and employees about HR policies. Updating and reviewing HR policies, which is an ongoing process.

Course Outline

• Understanding what are HR policies and its objectives.
• Formulating the structure & Framework of the HR policy Handbook.
• Data & Survey collating.
• Wining support from HODs’ and costs awareness.
• Making a distinction between legal needs and practical implications.
• Implementing and communicating HR policies to all level of employees & the union (if any).
• Making that review through surveys and data collection.
• Making changes to policies to be in sync with current times.

Workshop Leader

Martin Gabriel began his career with the Ministry of Manpower as an Inspector enforcing the Employment of Foreign Manpower Act. His 3 years with the Ministry provided Martin with the experience of enforcing labour regulations and was an inspiration in his decision to make Human Resources his career after leaving the government service.

With over 20 years of experience as a HR Practitioner, Martin embarked upon forming a HR community that is the biggest, and most vibrant in Singapore. Martin is presently the Chairman and founding member of HRmatters21, an online HR interest group which provides a vibrant forum with HR issues being discussed. As a Senior HR Consultant/ Advisor to more than 40 companies, Martin is also involved in the development of Human Resources in Singapore.

With his vast experience in Human Resources, Martin has embarked on providing consultancy services to numerous companies. Some of his areas of expertise include drafting of employment contracts and formulating HR policies. His regional experience includes developing training needs analysis for resorts in Indonesia.

Martin’s experience has also expanded into training. To date, over 1,200 HR personnel and Managers from Non-HR functions have attended his training programmes. Martin holds a Bachelor of Commerce with double major from the University of Tasmania and a Diploma in HRM.

Martin can be contacted at the following e-mail: gabrielm@singnet.com.sg

Click here to register.

By Susan Amy, Associate Trainer
Fees: S$485.00 (GST will not be applicable)

Like it or not, the email is now the most commonly used method of transferring written messages. Every day in every office, millions of people are sending and receiving business communication by email. Yet with all the messages flying around the globe, how much of this communication is well thought out – or even necessary? One of the most common complaints about the email system is the time spent in managing written communication. Many executives complain that they are afraid to be away from the office as their Inbox will be full to overflowing when they get back to their desks. Now we’re asking you to do just that – take 1 day away for 2 weeks from your desk to attend this workshop and we’ll show you that you can manage your emails successfully.

The workshop empowers you to:

• manage the pressure of incoming email messages
• reduce the number of and time spent on emails
• develop a fine email writing style and
• get your message across completely and clearly.

Course Outline

• Your Mailbox is Full
  • Top 10 Hates of email
  • Deal with the pressure of incoming emails
  • Manage and sort incoming messages
  • Know when to choose other communication methods
• Strike the Right Tone
  • Message etiquette: use words to create relationships with your reader
  • Techniques for achieving a friendly tone in just a few words
  • Take care of your e-relationships
• Structure and Style
  • Prioritise information and make it accessible
  • Concise messages: What to put in; what to leave out
  • Use direct and indirect approaches at the right time
• Dynamic Language
  • Choose action words to get things done
  • Abbreviations – yes or no?
  • Grammar – is it important?
• Layout: Your Message At a Glance
  • Make your emails readable
  • Useful subject lines and other attention-getter

Workshop Leader

Susan Amy is originally from the United Kingdom, where she graduated from Goldsmiths College, University of London with a B.A. Honours in English Literature. She holds the Royal Society of Arts Diploma in Teaching English as a Foreign Language. She keeps her interest in human communications vital and up-to-date by working with people in companies to understand their communication challenges. At present, she is studying counselling in Singapore. She is also currently preparing for her MSc in Psychology (Organisational Behaviour) with the University of London. Susan is an accredited trainer for the MBTI (Myers Briggs Type Indicator) and for MBTI team building.

Click here to register.

By Theresa Lee, Associate Trainer, HRmatters21
Fees: S$420.00 (GST will not be applicable) 

Understanding How to Pay and Rewarding it Right! Its impact on Human Capital.

Introduction:

Companies pine about the erosion of returns of compensation dollars and employees complain about monies not enough for the work done. The training is therefore aim to arm HR and non HR personnel to discover the causes of salary inequity and cost impact on the company at the same time to gain a perspective of viewing job as a business.

Course Outline

• Cost of not paying and reward Right
• Hidden cause of negative return of Compensation
• The need of Result based JD (Job Description) on paying and rewarding Right
• Understanding Job valuation , job points and its link to  salary structure
• Mandatory and Non Mandatory Benefits.
• Case study to discover the causes and impact of mismanagement of Paying and Rewarding Right on business
• Which motivation theory is often violated in compensation?
• What is Job Valuation ?
• Importance of Action words and Result in JD and its impact on paying and hiring right
• How to set up salary structure? Definition of midpoint and compa-ratio
• Understanding Benefits – Mandatory, Non mandatory, Cash or Kind.

Workshop Leader

Theresa Lee is presently a Senior HR Consultant, Coach and Facilitator.

Theresa was a practitioner in human resource management and development (HRD) and held senior managerial positions in MNCs of US, British, German and French origin. Her areas of responsibilities cover the management of company’s overall function in Human Resource Management, training and management development, both local and Asia Pacific. Her expertise includes

Recruitment and Selection, Human Resource Development, Competency-based HR system, Training and Facilitation. Theresa has designed and facilitated training programs for in-house needs as well as for external customers. The training she has conducted ranges from management workshops to critical mass training in Singapore as well as Asia.

She is also a certified trainer for Frontline Leadership Program and Edge Leadership programme. Her qualifications include; Master of Science (Human Resources), Diploma in Human Resources Management (TOP STUDENT), and Diploma in Training and Development Management

Click here to register for any of the above course.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$420.00 (GST will not be applicable) – PIC claimable of up to 40%

There are multiple issues when an organisation employs foreign workers. What are your obligations as an Employer? Who should have custody of travel documents (i.e. passport), and work permit? This one-day workshop will address issues of providing adequately to foreign workers so as to ensure that organisations abide by regulations, most notably, the Conditions of Work Permit & Employment of Foreign Manpower Act. A salient feature will be the role and responsibilities of employers and foreign workers.

Course Outline

Conditions of Work Permit / S-Pass

• Upkeep, Maintenance & Well-being of Workers
• Accommodation (appropriate size) and Medical Insurance (Min amount)
• What are the role & responsibilities of employers and foreign workers in the management of foreign workers?
• Cancellation of work permit and duties before or upon repatriation of foreign employee
• Conditions to be complied by foreign worker

Employment of Foreign Manpower Act

• Laws and infringements that may have serious consequences to the employer.
• Powers of the Employment Inspector
• What constitutes illegal employment?
• Penalties

Workshop Leader

Martin Gabriel began his career with the Ministry of Manpower as an Inspector enforcing the Employment of Foreign Manpower Act. His 3 years with the Ministry provided Martin with the experience of understanding labour regulations and was an inspiration in his decision to make Human Resources his career after leaving the government service.

With more than 20 years of experience as a HR Practitioner, Martin embarked upon forming a HR community that is the biggest, and most vibrant in Singapore. Martin is presently the Chairman and founder of HRmatters21, an online HR interest group which provides a vibrant forum with HR issues being discussed. As a Senior HR Consultant / Advisor, Martin provides advice & consultancy to numerous companies in Singapore, Malaysia and Indonesia. Martin is also involved in the development of Human Resources in Singapore.

With his vast experience in Human Resources, he has been engaged by many companies to draft or review their HR policies and employment contracts.

Martin’s experience has also expanded into training. To date, over 6,000 HR personnel and Managers from Non-HR functions have attended his training programmes. Martin holds a Bachelor of Commerce with double major from the University of Tasmania and a Diploma in HRM.

Martin can be contacted at the following e-mail: gabrielm@singnet.com.sg

Click here to register.