Harkirath Singh Harbans Singh
Occupational Health Doctor • ASP Medical Group
Malaysia •
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About
I'm a DOSH-registered Occupational Health Doctor, certified Psychosocial Trained Person under PRisMA 2024, and HRDC-certified trainer with over a decade of frontline clinical practice in Malaysian workplaces. Every session I deliver is grounded in real clinical experience — the patterns I see in occupational health consultations, the assessments I conduct in Malaysian SMEs and corporates, and the regulatory requirements I navigate with employers every week. Audiences leave with information that is clinically defensible, legally aligned with Malaysian law, and immediately applicable to their workplace.
Speaking Topics
Signature Programs (3)
A practical workshop for HR leaders, safety officers, and senior management on meeting the psychosocial risk assessment requirements introduced by DOSH Malaysia under the PRisMA 2024 Guidelines and the Occupational Safety and Health (Amendment) Act 2022. Drawing on direct clinical experience conducting workplace assessments across Malaysian SMEs, this session covers what counts as a psychosocial hazard, how the LEO26 instrument works in practice, how to interpret results across work units, and how to translate findings into legally defensible mitigation plans. Participants leave with a clear understanding of their statutory obligations, the appointment criteria for a Psychosocial Trained Person (PTP), and a structured roadmap for their first PRisMA cycle. Suitable for organisations of all sizes, with adapted protocols for SME contexts.
Key Takeaways
- Identify the psychosocial hazards present in your workplace and understand which are covered by DOSH PRisMA 2024 and the Occupational Safety and Health (Amendment) Act 2022
- Understand your organisation's statutory obligations, including when a Psychosocial Trained Person (PTP) must be appointed and what the assessment cycle requires
- Apply the LEO26 instrument correctly, including how to preserve anonymity in small workplaces and how to interpret results at work-unit level
- Translate assessment findings into a defensible Plan of Actions (PRiMA) with realistic, costed mitigation steps appropriate to your organisation's size and resources
- Avoid the most common compliance pitfalls that expose employers to legal and reputational risk after an assessment is completed
Audience
HR Leaders, Safety & Health Officers, Senior Management, Operations Managers, Compliance & Risk Officers, Business Owners (SME)
Format
Duration
Half day (4 hours)
Delivery
A structured workplace smoking cessation programme designed for Malaysian employers seeking measurable reductions in absenteeism, healthcare claims, and occupational disease risk linked to tobacco use. Delivered by a certified Quit Smoking Consultant and Occupational Health Doctor, the programme combines clinical assessment using the Fagerström Test for Nicotine Dependence, structured behavioural counselling, evidence-based pharmacological support including nicotine replacement therapy, and systematic follow-up at one week, four weeks, three months, and six months post-quit-date. The format is adaptable to single awareness sessions for large workforces, multi-week cohort programmes for committed quitters, or integrated delivery alongside DOSH-compliant medical surveillance. Suitable for industries with respiratory hazard exposure where smoking acts as a co-factor for occupational lung disease.
Key Takeaways
- Understand the measurable cost of workplace smoking in absenteeism, presenteeism, healthcare claims, and elevated occupational disease risk
- Identify which employees are most likely to benefit from structured cessation support using validated clinical screening, including the Fagerström Test for Nicotine Dependence
- Design a workplace cessation programme that combines behavioural counselling, evidence-based pharmacological support, and systematic follow-up at clinically meaningful intervals
- Integrate smoking cessation into existing DOSH-compliant medical surveillance, turning a routine examination into a high-leverage intervention point
- Position cessation support as an HRDC-claimable workplace wellness investment rather than an individual lifestyle matter, and build the internal business case accordingly
Audience
HR Leaders, Wellness Programme Managers, Manufacturing & Industrial Employers, SME Owners, Occupational Health Committees, Employees (smokers seeking to quit)
Format
Duration
1 hour - 6 weeks
Delivery
A practical session for HR leaders, managers, and senior leadership on identifying, addressing, and preventing burnout and mental health decline in the Malaysian workplace. Delivered by a DOSH-registered Occupational Health Doctor and certified Psychosocial Trained Person, this programme moves beyond generic wellness messaging to give participants a clinical understanding of how burnout develops, the early warning signs visible at team level, and the specific organisational practices that drive or prevent psychological strain. Content covers the workload, control, reward, community, fairness, and values dimensions that determine workforce mental health, the validated screening instruments occupational health doctors use in clinical practice, and the manager behaviours that materially reduce team-level burnout risk. Aligned with PRisMA 2024 psychosocial risk requirements and OSHA 2022 employer duty of care, the session is suitable for organisations seeking to translate mental health intent into concrete operational change.
Key Takeaways
- Recognise the clinical difference between work stress and burnout, and identify the early warning signs of burnout at individual and team level before performance and retention decline
- Understand the six organisational drivers of burnout — workload, control, reward, community, fairness, and values — and assess which are most relevant to your workplace
- Apply validated screening instruments and self-assessment tools that occupational health doctors use to quantify psychosocial strain in clinical practice
- Identify the specific manager behaviours that measurably reduce team-level burnout risk, and the management practices that inadvertently increase it
- Build the business case for mental health investment using absenteeism, presenteeism, and turnover data, and position the work as an HRDC-claimable, OSHA 2022-aligned employer obligation
Audience
HR Leaders, People Managers, Team Leads, Senior Leadership, Wellness Programme Managers, Occupational Health Committees
Format
Duration
1 hour - half day
Delivery
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