Managing Difficult Employees and Absenteeism


Organization experience various people problems - absenteeism, tardiness, insubordination, low productivity, rebelliousness, non -conformance to rules and regulations, mediocrity, wastage, machine breakdown due to poor maintenance, misuse of funds, etc.

If people are the most important resource in an organization, they could also be the biggest source of problems? These people problems adversely affect the organization’s effectiveness and ability to achieve its desired end results? Thus, the biggest challenge to management, leadership and the human resources development department of any organization is how to change the attitudes of certain segment of employees, and to keep them directed towards the vision and mission of the Company.

When these segments show responsiveness and lend support to the core group of the workforce, synergistic results will be obtained over and over again.


Building Self-Esteem and staying positive at work concludes with each participant selecting goals and methods they will use to return to work renewed, refreshed, and ready to tackle new tasks.


Supervisory and Management levels

Module Session
Module 1 Attitude - Attributes as against measurables In Managing Performance

  • Understanding the meaning of attitude and how it impacts the workplace team directed efficiency and effectiveness ; which determines achieving outstanding results or to regression and in not meeting daily goals.
  • Moulders of Attitude and how it evolves in individuals – their private life as against their working life.
  • Understanding and discerning Attitude, Beliefs and Values
  • The different aspects of Self-Concepts - The material, social, and spiritual self and how it is carried into the workplace.
  • How Self-Concept develops – and its implication in workplace - Interaction with individuals, groups and roles we assume
  • Self worth and self-fulfilling prophecy applied in workplace
  • The way we behave and why we behave in that manner
  • Module 2 Factors in the Environment (Professional)

  • Working conditions
  • Job Satisfaction (QWL - Quality of Work Life)
  • Psychological Contracts
  • Changing market forces and entrepreneur’s dilemma.
  • Leadership & Supervisory style
  • Organizational culture
  • Appraisal systems, reviews and opportunities for growth - MBO’s and KPI’s – Burden of proof on individual performance, as challenged against previous attributes measure as a evalution system on performance
  • Training programs & Continuous growth
  • Module 3 Attitudinal change leading to Character change

  • Change in Attitude - Proactive Vs Reactive
  • Understanding Principles, Paradigms & Processes and its cruciality to workplace cumulative performance
  • Paradigm shifts & its impact on organizational performance and effectiveness
  • (Simulate activities based on current production situations)
    Module 4
  • Difficult employees as seen from workplace perspective and the necessity to conform to the Organizations "workplace behavioral specification"
  • Absenteeism, Tardiness, AWOL & its conversion to unpaid leave, missing from place of work, medical leave without notification and the related “ unplanned downtime of the human factor “ leading to poor performance of organizations
  • Re-engineering of the Human Resource factor at work?
  • Developing progressive and positive disciplinary procedures
  • Affirmative steps & enforcement to correct the workplace behavior
  • Data and objective measure as prove of evidence that affirmative action on workplace behavior is responding?
  • Module 5
  • Handling a difficult employee (A Case of Absenteeism)
  • 3 key principles in disciplining employees
  • Need for counseling
  • Steps in counseling
  • Six step intervention model in counseling.
  • Counsel and coach before discipline.
  • 15 guidelines on counseling.
  • Positive versus negative disciplining
  • (Role Play: Group activity in Coaching and Counseling application.)
    Module 6
  • Plan for improvement with Gantt Chart
  • The disciplinary interview - Agenda
  • Narrowing down the disciplinary interview - checklist
  • Progressive Discipline policies & documentation
  • Understanding minor and major misconducts
  • The issue of termination

    MR KRISHNAN RAMASAMY graduated from University of London with a honors degree in Law (LL.B). He also holds an MBA (Human Resource) from Frederick Taylor International University, USA. He packs 25 years of industrial experience, combining both operations and HRM. He worked in 2 renowned multi-national Corporations of Motorola Semiconductor and the Samsung Group of Companies in Seremban. Krishnan Ramasamy is a certified facilitator for 7 Habits of Highly effective People and Kepner Tregoe’s Problem Solving and Decision Making Training Program. He is also a certified PSMB Trainer.

    In 1994, Krishnan Ramasamy led the Technical development Team to Pusan, South Korea, which Team subsequently played the key role in the expansion of manufacturing facilities in Malaysia. Between 1999 to 2002 he spearheaded the 6 Sigma Quality development Team for the Electron Gun Factory in Samsung's mission to excel in Quality through 6 sigma development for the Group. He is a 6 Sigma Green Belter. As one of the key resource person in Corporate training programs, he has been developed in various technical and leadership Trainings through exposure to Samsung Global programs in China, Germany, Singapore and South Korea.

    From 2002 till 2005 Krishnan was identified to lead the Samsung Group HR Team, whose direction was to be the best employer in the country. During this period Krishnan led the Samsung Group in Training & Development. He was responsible for the Group annual TNA development, which application saw the Group excel in its CPT/CDT Product Quality and tremendous increase in productivity. This vast experience in Krishnan’s ability has precipitated in the combination of his Managerial, technical, process, HRM and legal experience into classic training programs. He has developed Training material to specifically expose conceptual idealism challenged in down to earth production floor realities; and has developed similar training programs applicable to other industries. These trainings have been tailored and developed so as to steer effective Management of resources and to meet current Global standards in every aspect of Quality, cost, delivery and product innovation.

    From 2006 till 2008 Krishnan worked as consultant and Trainer delivering his vast experience in sectors such as manufacturing, service, tourism, construction, education and the Public Sector. His training ability has seen him delivering training for a wide spectrum of Companies in almost all states within Malaysia. He stresses requirement for continuous training as a compulsory need, which he professes all Companies should hold in meeting its management’s vision and goals.

    From 2009 to June 2010 Krishnan Ramasamy was the Human Resources Manager for Berjaya Redang Resort, Terengganu. His HRM experience coupled with Legal education and long years of Managing operations has enabled him to develop Training programs directed to lead Human Resource Development; which he clearly cites as the key factor Organizations posses in its drive towards achieving administrative excellence.


    RM1,378 per person – SBL claimable (Inclusive of lunch, tea breaks, notes, certificate of attendance and SST 6 %)

    *Group discount of 10% available (for 3 or more participants from the same company)


    Malaysian Export Academy
    No. 86, Jalan BP 7/8,
    Bandar Bukit Puchong,
    47120 Puchong, Selangor.

    Tel : 03 8066 3107
    Fax: 03 8066 6152

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