HRD Corp claims, programmes, leadership pathways, team building and the DREAM System, answered in one place. If your question is not here, ask us and we will answer it directly.
If you employ 10 or more Malaysian employees, registering and contributing 1% of monthly wages is mandatory. With 5 to 9 Malaysian employees, registration is optional at a reduced rate of 0.5%. Rates published by HRD Corp.
Yes. SBL-Khas was the previous name of the scheme, and it was renamed HRD Corp Claimable Course. Plenty of employers, and a fair few providers, still say SBL-Khas out of habit. If someone tells you your training is claimable under SBL-Khas, this is the scheme they mean.
Yes — same fund, newer name. HRDF is what the levy was called before the body rebranded as HRD Corp. Plenty of employers still say “HRDF claimable” out of habit. It means exactly what “HRD Corp claimable” means: the programme is paid out of your levy instead of your own training budget.
It’s broader than just the training fee. Depending on the type of training and how it’s structured, the levy can also cover items like trainer fees, meals, accommodation, transport etc. HRD Corp sets out exactly what’s allowable for each programme type in their Allowable Cost Matrix. Reimbursement is capped at whichever is lower: the approved amount or your actual cost. We confirm which of these apply to your specific programme before you confirm.
There’s actually a fixed reference for this: HRD Corp’s Allowable Cost Matrix, which sets the maximum claimable amount by training type. What you can actually claim also depends on your available levy balance.
All six core areas: team building, leadership, business operation essential skills, role-based skills, workplace power skills and AI powered skills programmes. Each one is structured to meet HRD Corp standards. See the full programme list. Individual courses run the same way, including first aid training and presentation skills.
After the training. The claim itself can only be submitted once the programme has been delivered. What happens before training is the grant application, which needs HRD Corp’s approval first; that approval is what makes the claim afterward possible.
On the claim itself, we submit the claim for training fees, and the employer submits the claim for any allowances. If your HR team is new to the process, we will guide you through it step by step.
The grant is usually approved within 1 to 3 days of your application. After the training, once you return the complete signed documents to us, our operations team submits the claim within 5 days. HRD Corp usually approves within 1 to 3 weeks.
Both assume HRD Corp comes back with no queries. If they do, it takes longer.
You do not need to become an expert to use your levy. As your solution provider, AZEO guides you through the whole process: working out which costs apply, preparing the documents, and submitting our part of the claim after training. If your HR team wants hands-on guidance for application, AZEO will walk them through that too.
In practice: the grant application before the training is submitted by you — we prepare what goes into it. For soft skills and team building that means the quotation, the course outline, the trainer profile and the trainer accreditation certificate. The claim after the training is submitted by our operations team: claim form, signed attendance and invoice.
Yes. AZEO is a registered HRD Corp training provider. Eligible companies can claim back the full or partial cost of training based on the employer’s HRD levy balance. AZEO can guide you through the application and claim process.
Programme investment depends on duration, team size, and customisation level. With HRD Corp funding, many companies pay significantly less than the list price, sometimes nothing at all. Contact us for a tailored quote.
Duration varies by programme. Most workshops run 1-2 days. Series programmes can span multiple weeks with follow-on coaching. AZEO designs around your team schedule.
Most providers deliver a fixed syllabus and leave. AZEO starts with a diagnostic through the DREAM System, tailors the programme to what that diagnostic shows, and tracks outcomes afterward. You see whether capability actually improved, not just whether people attended.
AZEO’s leadership development is a progressive pathway, not a single generic course. It is structured across four leadership levels, each tied to the actual transition a person is making. The levels run from managing self, to managing others, to managing managers, to managing functions and the company.
Every session is also built around your team’s real workplace situations, so what your managers practise on is what they are actually stuck on, not a textbook scenario.
AZEO will first review the participants’ roles, leadership levels and development objectives. Where appropriate, assessment insights and Role Fit & Growth Mapping may provide additional evidence for development planning.
No. Participants should enter the pathway at the level that best reflects their current responsibilities and development needs. An experienced manager, for example, may begin with Impactful Leadership.
For a progressive leadership pathway, level-specific groups are generally recommended because each level faces different responsibilities and challenges. Cross-level sessions may still be suitable for shared organisational themes, depending on the objective.
Yes. The programme’s leadership objective remains consistent, while examples, activities and workplace scenarios can be adapted to the organisation and participant group.
Yes. Each programme can be delivered independently. Organisations seeking a broader leadership pipeline can connect all four levels into a progressive journey.
The programmes can support the development component of succession planning by preparing identified employees for greater leadership responsibility. Programme completion alone does not determine promotion or succession readiness and should be considered alongside performance, experience and organisational requirements.
Yes, team building is HRD Corp claimable. The claimable amount is set out in HRD Corp’s Allowable Cost Matrix, and how much you can claim depends on your levy balance.
From small leadership groups to company-wide events of 500+ participants. Group size shapes the format rather than limiting it, so tell us the headcount early and we will scope around it.
Structured experiential activities — station hunts, telematch challenges, collaborative missions — followed by facilitated reflection. The activity surfaces how the team really works under pressure; the debrief turns that into something they can use back at work.
Both work. We design around your preference, and can deliver either. Outdoor suits energy and trust building; indoor suits a more focused, contained session. We propose based on your preference, whether that’s adventure or non-adventure, nature or beach, along with your team size, challenge and objectives.
Half day to up to 3 days, depending on your objectives and budget.
An away day ends when everyone goes home. AZEO programmes are built to produce behavioural change that lasts beyond the day — structured activity, facilitated reflection, and skills that translate back to the workplace. Where a client wants to measure that shift over time, team building can sit inside the wider DREAM system.
DREAM is AZEO’s structured people development system, built on five stages: Discover, Refine, Empower, Action and Measure. It starts by assessing the person and the role, builds a development pathway around what they actually need, and delivers the learning. Then it supports them applying it at work, and tracks their progress before the next cycle begins.
Pulsifi is the talent intelligence engine behind DREAM system. It measures how someone works, what motivates them, and how their capabilities line up against what their role needs, producing two scores: Role Fit and Organisational Fit. AZEO takes those results and builds the development pathway around them.
Participants complete six online assessments covering Work Styles, Work Interests, Work Culture, and verbal, logical and numerical reasoning.
The assessments provide different perspectives on the same person and form part of the evidence used in Discover and Refine. Participants receive clear completion instructions and should complete the assessments in a focused environment.
Assessment results are interpreted alongside relevant role and skills information. They are not used as standalone judgements of performance or potential.
Participants should allow sufficient uninterrupted time to complete the full set of six online assessments. Completion time may vary by individual, ranging from 45-65 minutes.
AZEO provides the assessment instructions, completion window and technical guidance before the Discover stage begins.
Pulsifi’s assessment methodology is grounded in established organisational psychology and behavioural research.
Its assessments draw on recognised frameworks, including the Big Five model for personality and Holland’s RIASEC model for Work Interests, together with cognitive-reasoning assessments and data analytics. Pulsifi states that its methodology draws on more than 50 years of scientific research and more than eight years of skills, psychometric, performance and organisational data.
Assessment results should still be treated as decision-support evidence rather than absolute measures of a person. AZEO interprets them alongside role requirements, skills information, demonstrated performance and relevant workplace context.
Pulsifi Talent Intelligence factsheet · Pulsifi assessment methodology
No. DREAM can be applied to a defined group of employees, roles or job families based on the organisation’s development priorities and available resources.
The organisation determines who will participate. DREAM then provides each participant with an assessment-informed development pathway based on their own role and development needs.
DREAM can start with the Discover stage, assessing your people first to understand what they actually need before any training is decided. That gives each person an individual development pathway showing what to prioritise and in what order. You can hand it to whichever provider delivers it, ours or your existing one.
DREAM does not have one fixed duration.
The timeline depends on the number of participants and roles, the assessment and reporting scope, the development priorities identified, the learning format and the time required for workplace application.
AZEO confirms the programme timeline after the Discover and Refine stages. The agreed plan sets out the learning schedule, application period and progress-review points before delivery begins.
Yes. The structured learning programmes under DREAM are HRD Corp claimable. One thing to plan for: the grant has to be approved by HRD Corp before the programme runs, not after.
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