How healthy are your HR systems, managers, and team stability?
Identify critical labor compliance risks, operational blind spots, and manager execution gaps before they turn into costly disputes or talent churn.
Organization Context
Employment Contracts & Compliance
Question text
Question context
Evaluating maturity...
Pillar Breakdown
Your Tailored 30 – 60 – 90 Day HR Roadmap
- • Audit employment contracts & probation clauses.
- • Formalize warning letters and Show Cause standard SOPs.
- • Audit overtime and statutory payroll formulas.
- • Standardize Employee Handbook with written sign-offs.
- • Train line managers on delegating and feedback delivery.
- • Implement standard 30-day onboarding checklists.
- • Connect job descriptions to quarterly measurable KPIs.
- • Formalize 30-60 day Performance Improvement Plans (PIPs).
- • Deploy career clarity workshops to retain top talent.
Ready to fix these HR gaps with a structured, human approach?
Book a 30-minute HR Strategy Review session to walk through your diagnostic report, identify priority compliance risks, and discuss tailored support for your team.
Why Malaysian SMEs Need an HR Health Check
Rapid growth often outpaces internal human resource structures. For growing companies with 10 to 150 employees, undocumented workflows, outdated employment terms, and untrained line managers create substantial legal exposure and operational friction.
An HR Health Check is an objective diagnostic audit that evaluates your company’s people operations, employment legalities, and leadership capability against standard statutory benchmarks (including the Malaysian Employment Act 1955 amendments) and organizational best practices.
What Our Diagnostic Audit Evaluates
1. Legal Compliance & Employment Contracts
Audits employment contracts, probation terms, overtime calculations, notice periods, and alignment with the latest Employment Act 1955 statutory standards, alongside EPF, SOCSO, EIS, and HRD Corp requirements.
2. Core HR SOPs & Infrastructure
Reviews documented policies, onboarding and exit workflows, digital personnel file integrity, leave tracking systems, and company handbooks.
3. Managerial Competence & Alignment
Identifies whether line managers possess practical people-management skills, objective feedback techniques, and the ability to prevent workplace disputes.
4. Performance Management & Accountability
Assesses KPI frameworks, appraisal cycles, objective metrics, and legally defensible Performance Improvement Plans (PIPs) for managing underperformance.
5. Retention, Culture & Team Dynamics
Examines turnover drivers, internal communication barriers, role clarity, and employee engagement mechanisms to curb talent churn.
How It Works: From Risk Identification to Actionable Roadmap
Complete the 3-Minute Assessment
Answer 15 targeted questions addressing the day-to-day realities of your workplace operations and leadership practices.
Review Your Risk Heatmap
Instantly receive your overall HR Health Score out of 100, maturity grading, and specific vulnerability flags across each of the 5 operational pillars.
Execute Your 30-60-90 Day Roadmap
Access a structured, prioritized remediation plan designed to plug statutory compliance loopholes first, followed by SOP standardization and manager upskilling.
Frequently Asked Questions (FAQ)
What is an SME HR Health Check?
An SME HR Health Check is a diagnostic review of an organization’s existing human resource operations, statutory compliance standards, and talent processes. It pinpoints compliance liabilities, procedural bottlenecks, and managerial skill gaps to safeguard the business against labor disputes and turnover costs.
What are common labor compliance risks for Malaysian SMEs?
Frequent exposure areas include non-compliant employment contracts under the revised Employment Act 1955 (such as working hour caps and statutory leave entitlements), improper overtime tracking, absence of documented disciplinary procedures, and flawed execution of dismissals or PIPs leading to Industrial Court claims.
How does this assessment help our line managers?
Most technical contributors are promoted to supervisory roles without formal leadership coaching. The diagnostic pinpoints execution friction between managers and their teams, highlighting where structured manager development and practical leadership frameworks are needed.
Is the assessment confidential?
Yes. All data entered into the online diagnostic tool is strictly confidential and used solely to calculate your score, generate your customized roadmap, and prepare your diagnostic briefing.