1. CAMBODIAN FEDERATION OF EMPLOYERS AND BUSINESS
ASSOCIATIONS (CAMFEBA)
TRAINING DIRECTORY 2012

2. Visit CAMFEBA website for full program Cambodian Federation of Employers and
details, 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 body
OUR 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. CONTENT
FOREWORD ..................................................................................................................................... 1
OVERVIEW ABOUT CAMFEBA....................................................................................................... 2
OVERVIEW ABOUT THE SINGAPORE NATIONAL EMPLOYERS FEDERATION ....................... 3
ABOUT CORPORATE TRAINING PROGRAMS ............................................................................. 4
ABOUT CUSTOMIZED TRAINING PROGRAMS............................................................................. 5
PART I: LOCAL TRAINING PROGRAMMES .................................................................................. 6
ABOUT LOCAL TRAINERS ........................................................................................................... 7
Public Training Calendar 2012 ..................................................................................................... 11
PRAKAS ON THE PAID HOLIDAYS FOR THE CALENDAR YEAR 2012………………………....17
INDUSTRIAL 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….25
HUMAN 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 .................................................................................................. 37
LEADERSHIP & 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………………………………………………………………...…..... 54
FINANCIAL 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. CONTENT
OPERATIONS MANAGEMENT ..................................................................................................... 61
Technical Project Management.................................................................................................... 62
Practical Purchasing and Inventory Management …...………………………………………………63
PERSONAL 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 ......................................................... 69
CUSTOMER SERVICE ................................................................................................................... 70
Caring for Customers……………………………………………………………… …………………..71
Handling Tough Customers and Complains………………..…………………………………………72
Techniques & Etiquette of the Business Telephone .................................................................... 73
Customer Relationship Management ........................................................................................... 74
MARKETING & 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..………………………………………………………………...80
OCCUPATIONAL 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 ………………...……………………………………………...84
SMALL & 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 ……………………………......88
ENGLISH LANGUAGE ................................................................................................................... 89
English for Communication at the Workplace .............................................................................. 90
English for Beginners ................................................................................................................... 91
Advanced Business English ......................................................................................................... 92
SECRETARY 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 ..................................................................... 96
CAMFEBA 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. FOREWORD
CAMFEBA's primary focus is on learning and development planning rather than on an ad hoc basis. Our
practical and interactive approach to courses follows the case studies, up-to-date methodologies and
straightforward down-to-earth approaches to a problem. We focus on clear learning and skills
development to meet the ever changing demands of business professionals.
All courses at CAMFEBA can be designed and delivered exclusively for a client organization, or
alternatively we can create customized training solutions for clients wanting a comprehensive, bespoke
training programme.
As best management practices continue to evolve, we adapt our Management Development programs to
reflect those challenges and opportunities. Our programs equip functional managers with the advanced
skills to excel as multifaceted leaders; provides the multifunctional perspective that senior managers
need to make a smooth and rapid career transition; delivers the latest management concepts and tools
senior executives need to become indispensable leaders. Each of these offerings helps participants
develop and hone their skills through the classroom experience, the quality of our experienced and
qualified international and local trainers, and the peer-to-peer relationships that develop both inside and
outside the classroom. We offer more than 80 open-enrollment programs designed to meet today’s
global challenges.
We believe in the power of personal and professional development to transform people and
organizations. We aim to provide quality-driven services and exceptional customer care. Our
commitment to deliver training and development for excellence is seen in the accomplishments of our
esteemed trainers and in our provision of thoughtful services which can be applied in the changing
marketplace.
Client service specialists are available Monday through Friday, from 9:00 a.m. to 5:00 p.m., to provide
detailed information about all CAMFEBA’s Management Development programs and expert guidance in
choosing the right program based on individual needs and goals.
Should you need more clarification or further information, please contact our training team
at training@camfeba.com.
With best regards,
Aung Min
Training Manager of
Cambodian Federation of Employers and
Business Association (CAMFEBA)
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6. OVERVIEW ABOUT CAMFEBA
Cambodian Federation of Employers and Business Association (CAMFEBA) is the central organization of private
sector employers in Cambodia recognized nationally, regionally and internationally. Established in 2000 due to the
increasing need for the private sector to stand together with a unified voice, CAMFEBA has become the largest
Federation 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 relations
through information, advice, research, training and other activities.
CAMFEBA's Vision is to unify and strengthen the Cambodian Private Sector through effective representation and
collaboration with The Royal Government of Cambodia and relevant global bodies. We aim to strengthen the
Cambodian private sector and enable our members to compete in the global economy. CAMFEBA is committed to
achieving this vision through close collaboration and coordination with its members. Its main objectives are: to
coordinate 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 members
CAMFEBA’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 training
environment 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. OVERVIEW ABOUT THE SINGAPORE NATIONAL
EMPLOYERS FEDERATION
The Singapore National Employers Federation (SNEF) was established on 1 July 1980 through the amalgamation
of 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 one
thousand 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 revenue
from consultancy, training, research and other activities.
Mission
To help employers achieve excellence in employment practices and strengthen the employers' role in the tripartite
partnership.
Vision
To 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. ABOUT CORPORATE TRAINING PROGRAMS
Training Courses are conducted on a regular basis for the benefits of employers to build up the core competencies
of their employees. The Corporate Training Program is a kind of training opened for members and non-members
of CAMFEBA. This training can be organized at either CAMFEBA’s training center or a hotel. The courses cover
the topics relating to Labour Law, Human Resource Management & Development, Leadership & Supervisory
Skills, Financial Management, Operations Management, Personal Effectiveness, Customer Service, Marketing
and Sales, and Occupational Health and Safety (OSH).
Payment
Payment must be made in favour of CAMFEBA and Payment SHALL be made before or on the training day.
Withdrawal and Cancellation Fees
Participant who have registered and then wish to withdraw from any of the courses should inform the CAMFEBA
staff 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 the
training is not informed at least three days before the course conducted.
Course Fees
The course fees are inclusive of course materials, meals and refreshments but not parking fees and all taxes.
Group Discount
Get 10% off for every participant if you send 3-4 staff to attend the same course and get one free seat if you send
more than 4 staff to attend the same course.
Certificates
Certificates of Participation will be awarded to participant who attend a full-course. No certificates will be given to
participant who do not complete the full-course.
Registration
Persons interested in participating in any of the courses should submit their names by emailing or faxing their
nominations to CAMFEBA not later than three days prior to the commencement of the course.
Registration is on a first come first served basis!
Venue
At either CAMFEBA’s Training Centre (No 44A, Street 320, Sangkat Boeung Kengkang III, Khan Chamkarmorn,
Phnom Penh, Cambodia) or a hotel.
4

9. ABOUT CUSTOMIZED TRAINING PROGRAMS
In addition to the Corporate Training Programs, CAMFEBA has designed the Customized Training Program, in
which the course content is exclusively designed in responding to the specific needs of your organization. Unless
you 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 to
Labour 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. Working
exclusively for one company provides us the opportunity to modify contents and emphasis to suit the needs of
your organization. The training is presented and discussed against the experiences within your organization and
therefore 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 to
organizational strategy and culture in order to be fully effective. Programs can contain the post training follow-up
activity to ensure that the needed change takes place.
Financially, comparing with the course fee of the Corporate Training Program, the Customized Training Program
can save you at least 50% of the course fee for each participant you send to join this training. This will make this
course provide you the most affordable rates.
In summary, the following are the benefits of customized training program:
FOR THE EMPLOYERS
Workforce motivation
Increased workforce loyalty
Improved business performance
Forming business strategy by identifying strength and weaknesses
FOR THE EMPLOYEES
Enhanced personal skills
Individual sense of achievement
Renewed ambition
Increased job satisfaction
Customized Training Program is principally cost effective as the courses are only as long as they need to be, in
order to achieve the learning objectives. They can be conducted at CAMFEBA, clients’ premises, or at a venue of
their choice.
5

10. PART I:
LOCAL TRAINING
PROGRAMS

11. ABOUT LOCAL TRAINERS
To 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 not
only the pure theory he got from his law school, but also the real practices as he has dealt with the daily issues happening in
the enterprises through providing advice to employers for over 5 years. Mr. Chamnan used to work as the Legal Officer at the
Arbitration 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 at
the Royal University of Law and Economic Science (RULE). In his position with CAMFEBA, he is providing legal
advice and conducting training to companies on labor law and the National Social Security Fund (NSSF). At
RULE, 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, Financial
market 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 University
of 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 was
specialized in European and International Contract Law. Mr. Sokpheaneath can speak Khmer, English and French
very well.
Mr. Aung Min (B.Sc., MBA)
Training Manager of CAMFEBA
Mr 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 a
large 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 local
and 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 Chief
Human 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 in
2005.
His great rapport with the participants and in-depth understanding of the Indo-China mentality has put him in a good stead to
conduct his trainings effectively. Min has designed and developed a range of management training courses to meet client
needs. 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 strategic
human resource management.
7

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. He
used to work as the Dean of Faculty of Arts, Humanities and Languages at Asia Euro University, and the TESOL
Program Manager and Educational Consultant at Newton Thilay Community. Apart from working in educational
management, 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 to
Speakers 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 and
practical experience in these fields and includes extensive management, law, and teaching skills for years. In his
education 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 also
has experience in academic and corporate training programs at private companies and universities. Plus to very
professional 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 of
Management, 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 and
development, organizational development, human resource management consulting and media. Mr. Pech Bolene
is holding a bachelor of education and journalism and a master of business administration, majoring in human re-
source management
8

13. Mr. Meng Seng Heng
Associate Trainer
MENG 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 , NGOs
and UN organizations. His expertise includes report writing, team building, time management, fundamental of
management, communication skills and presentation skills. Currently he conducts workshops, facilitates teacher
training, 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 Phon
Associate Trainer
Mr 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, payroll
taxes, 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 Management
Mr. 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 international
and 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. 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 international
and 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 HR
and 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 Manager
of VI/C in Prey Veng, then a Project Manager, and a Human Resources/Administration Manager. Moreover, he
holds a Bachelor degree in Business Administration at the Build Bright University, Phnom Penh.
Mr. Kong Vara
Associate Trainer
Kong Vara Actively involved in the establishment and delivery of an effective HR capability by providing support
across the areas of recruitment, induction, training and development, payroll, health and safety, leave, expatriate
staff 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 pertaining
to 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 Kimsan
Associate Trainer
ENG Kimsan currently as the Associate Dean and Professor of Faculty of Business Economics at Pannasastra
University of Cambodia, specializing in Small and medium enterprises management, marketing, human resource
planning and management and business plan development. He has been as the independent training consultant
and 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 the
TNA and training curriculum, development of business plan and marketing plan, and writing project proposal for
private business sectors and NGOs in Cambodia. For example, he has organized, developed and conducted a
series 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. 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 2012
All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO
YOUR SPECIFIC NEEDS.

16. Fee
No of
NO 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 Professional
10 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 and
12 2days $150 $180 $200 26-27
Compensation
Practical Training Tech-
24-
13 niques for HR Practition- 2days $150 $180 $200
25
ers
Practical Performance
14 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 2012
All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO
YOUR SPECIFIC NEEDS.

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 Skills
All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO
YOUR SPECIFIC NEEDS.

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 3
All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO
YOUR SPECIFIC NEEDS.

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 2012
All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO
YOUR SPECIFIC NEEDS.

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 2012
All dates and fees quoted are subject to change. ALL PROGRAMMES CAN BE CONDUCTED IN-HOUSE AND TAILORED TO
YOUR SPECIFIC NEEDS.

21. Ministry of Labor and Vocational Training
Ref 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. INDUSTRIAL RELATIONS

23. Labour Contract Enforcement and Staff Retrenchment
Session 7: Special protection
OBJECTIVES 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 layoff
OBJECTIVES TARGET AUDIENCE
This course is designed for HR practitioners and
Session 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 benefits
Session 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/person
Session 5: Probationary Contract Indirect members : $180/person
• Definition of Probationary Contract Non–members : $200/person
• Termination of Probationary contract
Session 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. Practical Leaves and Absenteeism Management
Section 5: Weekly Time Off Application
OBJECTIVES • 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 AUDIENCE
OBJECTIVES
This course is designed for HR practitioners and
Section 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/person
Section 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 ML
Section 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. National Social Security Fund and Occupational Risk (NSSF)
9. Beneficiary Benefits
OBJECTIVES 10. Rehabilitation Services
11. Rights to the Benefits of Occupational Risks
This course has been specially designed to pro- 12. Claims of Benefits
vide the participants both practical and theoretical 13. Agreement to the Benefits Claims
knowledge relating to how the employers fulfill the
obligations provided for by the Law on National TARGET AUDIENCE
Social Security Fund (NSSF). In this area, the
training 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 to
employers register their workers and rate to be update their skills in dealing with a diverse work
contributed 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 all
how employers shall be faced with the law on legal aspects are put into practice.
NSSF if they failed to register their workers.
METHODOLOGY
OBJECTIVES
Lectures
Section 1: Registration in NSSF Discussions
Practical experiences
Scopes
Procedure of Registration of Enterprises Estab- DURATION
lishment
Identity of Enterprises-Establishments
Report of number of workers/employees 14 Hours (2 Days)
Section 2: Contribution Rate and Procedure of COURSE FEES
Contribution Payment
Direct members : $150/person
Obligation of Contribution Payment Indirect members : $180/person
Contribution Rate Non–members : $200/person
Contribution Payment
Procedure of Contribution Payment
Fine All fees quoted are subject to change.
Prerogative of NSSF
Section 3: Benefits of Occupational Risks
1. What are the occupational risks?
2. What are the benefits of occupational risks?
3. Notification of Occupational Risks
4. Investigation of Occupational Risks
5. Provisions of Emergency, Caring and Treat-
ment Services
6. Calculation of Daily Average Wage
7. Provisions of Occupational Risks Benefits
8. Additional Payment for the Victim’s Care taker
and Funeral Manager
21

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 DURATION
2. Individual Labor Dispute
14 Hours (2 Days)
2.1: Definition of Individual Dispute
2.2: Procedure for Individual Dispute Settle-
COURSE FEES
ment
3. 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. Trade Unions and How to Deal with Unions Professionally
3.2: Election of shop stewards
OBJECTIVES 3.3: What are the rights and obligations of
the shop stewards after a union has
CAMFEBA 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 Law
who 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 workers
those unions after the establishment.
TARGET AUDIENCE
Given that the right to the association is highly
protected 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 with
have been increasingly established. Based on the personnel issues on daily basis.
statistic from the Ministry of Labor, there are over
100 local unions in around 300 garment factories METHODOLOGY
whilst the number of union federations has sharply
increased to around 27 federations nationwide.
With this increment, there have been some confu- The training will use the participatory approach to
sion 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 field
terprise. intervened by the presentation of the trainer.
By the end of the course, all participants are ex- DURATION
pected 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 COVERED
1. 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 union
3. Shop Steward Vs Union
3.1: What are the rights and obligations of a
union?
23

28. Labour Law Application for Legal Documentation and Human
Resources Administration
OBJECTIVES • Session 3: Objectives: Focus on the
writing of an internal memorandum
Human capital is very important for every organization.
Therefore, Human Resources Department is the central • Content of an internal memorandum
point of the organization and can bring either successes • Form of an internal memorandum
or failure according to how it is functioned. In many or- • Case study
ganizations, the HR Department is responsible for draft- • Session 4: Objectives: Focus on the
ing all communications such as Internal Memo, Letter of conduct of a meeting with union
Suspension, Letter of Termination, Public Announce-
ment, Letter of Recommendation, Probation Confirma-
tion Letter, Warning Letter etc.
• Content of the meeting
• The conduct of a meeting
This training course will provide you the overall concept • Case study
of legal documents used in HR functions and the impact
of an uncompleted document. It will also provide the TARGET AUDIENCE
practical case studies on disciplinary measures and the
writing 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 with
Furthermore, 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 exercises
Session 1: Objectives: Focus on the various will be used after each session to enhance the
forms 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/person
measures 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. Calculation Methods for Overtime and Other Payments
Under the Cambodian Labor Law
OBJECTIVES WHO SHOULD ATTEND
Calculating 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 of
many enterprises. CAMFEBA designed this intensive Administration & Finance Department, Human Re-
training course in order to guide employers on calcula- sources Department, Compensation & Benefits
tion methods for all the payments as defined in the Department, and Compliance Department.
Cambodian Labor Law. It is hoped that the participants
will know clearly the correct methods for calculating the
following payments after this training. Related Laws & METHODOLOGY
Regulations will be given as supporting references for
each calculation. This module is interactive and practical. Activities
like short-lectures, case studies and practicing the
1. 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 the
3. Number of days to be used for daily wages participants .
4. calculation
5. Daily wages calculation
6. Annual Leave Pay calculation DURATION
7. Paid Public Holidays pay calculation
8. Overtime Pay Calculation
9. Night-shift pay Calculation 14 Hours (2 Days)
10. Weekly Day-Off Pay Calculation
11. Retirement Pay COURSE FEES
12. 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. HUMAN RESOURCE
MANAGEMENT
& DEVELOPMENT

31. Personnel Administration Skills for HR Professionals
OBJECTIVES TARGET AUDIENCE
By 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/person
Module 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. Human Resource Management for Non-HR Professionals
• How to Conduct Training Need Analysis
OBJECTIVES • Development of Training Plan
• Training Implementation
By 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

33. Writing the Professional HR Policy and Procedures & HR Manual
Lesson 3: Writing Policy Summaries
OBJECTIVES
• Statements for a Policy Manual
There are rules and procedures in every company. • Statements for an HR Manual
There are policies that have evolved over time and • How to write a Policy Summary
may, or may not, be written. There are practices and • Testing and Verifying the Contents
precedents that may be tested in court. These are
all good reasons for developing HR Policies and Lesson 4: Using a HR Policy, a HR Procedure,
Procedures, and an HR Manual (some might call it and a Human Resources Manual
an Employee Handbook), but the main reason is
that it make good sense to create a manual that re- TARGET AUDIENCE
flects exactly what you intend and that it is available
for everyone to see and use. Executives and managers who need to develop or
re-vamp human resource policies, procedures,
By the end of this course, the participants will be and a Human Resources Manual as inputs for a
able to: handbook or manual.
• Make clear the differences between HR Policy,
HR Procedure, and Human Resources Manual
METHODOLOGY
• Discuss how to write HR Policies;
• Discuss how to write HR Procedures;
• Discuss how to write a Human Resources Manual The trainer will use up-to-date techniques and a
• Point out pitfalls to avoid in writing a Human Re- variety of training methods, including mini-
sources Manual lectures, group discussions, and visual aids, to
give all participants the best opportunities for real
CONTENT COVERED practices.
Lesson 1: Definitions of HR Policy, HR Proce- DURATION
dure, and Human Resources Manual
14 Hours (2 Days)
• What are a HR Policy, HR Procedure, and a
Human Resources Manual? COURSE FEES
• Distinction between HR Policy, HR Procedure,
and Human Resources Manual
• The Importance of HR Policy, HR Procedure, Direct members : $150/person
and Human Resources Manual Indirect members : $180/person
• How do you know what to tell your employ- Non–members : $200/person
ees?
Lesson 2: Writing HR Policies and HR Proce- All fees quoted are subject to change.
dures
• Case Study of Simple Policies and Procedures
• Legal Implication of HR Policies and how to
avoid the pitfalls
• Crafting the right HR Policies and HR Proce-
dures
• Do’s and Don’ts based on Cambodian Labor
Law
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