BIOGRAPHICAL SKETCH DR. DR. ABDUL ABDUL HAMID HAMID BIN BIN HJ. HJ. ABDULLAH ABDULLAH

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1 AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR HR PRACTITIONERS IN MALAYSIA DR. ABDUL HAMID BIN ABDULLAH Research Fellow, School of Management, AeU & Managing Director, EMC Management Centre FASHRM; Ph.D(AeU,M sia AeU,M sia); M.Sc.(Virginia Poly. Inst. & St. Univ.,USA); B.Sc.(.(Hons Hons.) )( (Idaho St.,USA); PG.Dip.HRM (Lincolnshire & Humberside, UK); Dip.Sc.. with Educ.(UPM,M sia)

2 BIOGRAPHICAL SKETCH DR. ABDUL HAMID BIN HJ. ABDULLAH Dr. Abdul Hamid bin Hj. Abdullah is the Group Managing Director & Principal Managing Consultant of EMC Group of Companies. He holds: FASHRM; Ph.D (Bus. Amin. HRM) (AeU, M sia); M.Sc. (Virginia Poly. Inst.& St. Univ., USA); B.Sc.(Hons.)(Idaho St. Univ., USA); Dip. Sc. & Ed. (UPM, M sia); PG. Dip. HRM (Lincolnshire & Humberside, UK). He, too, is a Fellow of ASHRM, and a Research Fellow at SOM, AeU. He is a former teacher (Anderson School, Ipoh, Perak), a former lecturer (UTM), and has served both local companies and MNCs in the capacity as Senior HR Practitioner (Sr. Manager/Director). Among companies he served includes: SME Group of Companies, Penang Seagate, and Gateway Inc.. He has more than 28 years of working experience. He has presented at Conferences both national and international levels including in Malaysia, Singapore, Negara Brunei Darussalam, Republic of India, Republic of Indonesia, Kingdom of Thailand, United Arab Emirates, and the Kingdom of Saudi Arabia. His presentations and international refereed journal articles can be viewed via his personal blog ( His areas of interest and specialisation are: Organisation development, Formulation of HR policies, Compensation & benefits, Competencies management and profiling, Performance management & improvement, HR certification, Strategic human resource management, Talent management, Leadership development, Management development, and Strategic management.

3 About AeU Asia e University (AeU) is a dual mode multinational university (public funded private University) set in 2007, by Asians under the Asia Cooperation Dialogue (ACD). Its establishment is an initiative of Malaysia, as prime mover for e education, with the support of the 32 ACD member countries as confirmed by the Islamabad 2005, and DOHA 2006 ACD Ministerial Meetings. AeU collaborates with Institutions of Higher Learning (IHLs) and training centres in the 32 ACD countries to offer academic programmes and training to all in Asia.

4 About SPEED, AeU The School of Professional & Executive Education (SPEED) plays an important role in imparting dynamic skills, knowledge, and experience to the executives in the pursuit of lifelong learning ventures. It provides balance mixtures of executive training for working adults in the private and public sectors and creates flexible, accessible, and open entry education via web learning technologies, classroom lectures, or a unique blend of both. A number of Executive Education programmes which include Executive Certificates, Executive Diplomas, and Executive Masters are being offered to meet diverse educational needs and professional goals of discerning learners.

5 About EMC EMC Management Centre Sdn. Bhd. (EMC) was incorporated in 1996 to meet the strategic demands of the Nation which include the provision of tertiary and Professional Programmes including Certificate levels ( i.e., mainly Certificated Competency Development Programmes), Development Based Programmes, Training Programmes, Public Programmes, In house Programmes, Seminars, Workshops and Management Consultancy Services. EMC has been certified as Approved Training Provider (ATP Class A, No: 0020) by the Human Resources Development Board (HRDB).

6 Strategic t Partners of EMC

7 Introduction Human resource management appears to be gaining a great deal of attention globally over the last two (2) decades. Professionalism of HRM & HR certification is a subject that is gaining a great deal of momentum among the HR practitioners in demanding times like today, where talent is become scarce, and human capability building is being emphasised d( (emphasis on Green HRM today).

8 Certification System for Human Resource Practitioners ii In Malaysia, emphasis till today is still on Certificated t dprogrammes including the Certificates, t Diplomas and Graduate Programmes in Human Resource Management. *Certification is an action by professionals to establish a system to grant recognition to practitioners whohave have meta stated level of learning and work experience (i.e., *being competent).

9 Certification System for Human Resource Practitioners ii Certified individuals are issued a Certificate of Competency. Certification differs from Certificate programmes because certification by definition includes an experience component. Certificates and Diplomas are awarded once those courses of study have been completed and may NOT require prior work experience.

10 Certification System for Human Resource Practitioners ii The Programmes set out includes both Training and Certification. The Certification signifies the acquisition of the Human Resource Body of Knowledge (HRBOK) in accordance with different mastery (capability) levels.

11 MODELS REFERRED TO

12 Development of Programmes References: v Survey Companies and HR Practitioners. v Survey Executive Diploma/E.PG. Dip. in Human Resource/Capital Management/Ex. Masters ). v Models IPD CHRP (Level 3) (UK), EOSC (UK), HRCI, SHRM, USA (PHR, SPHR & GPHR), IPMA (USA). v Canada (CCHR Associations), Singapore (CHRM & Certified Specialist Programmes), and South Africa (SABPP). v Ph.D study carried out by Dr. Abdul Hamid bin Abdullah (HR Practitioner Competency Model).

13 RESEARCH & INFORMATION SYSTEMS FOCUS LABOUR Assuring a RELATIONS human resource FOCUS information base Assuring healthy union-organisation relationships TRAINING & DEVELOPMENT FOCUS Assuring the development of key competencies that enable individuals to perform current and future jobs ORGANISATION DEVELOPMENT FOCUS Assuring healthy inter and intra unit relationships and helping groups initiate and manage change EMPLOYEE ASSISTANCE FOCUS Providing personal problemsolving and counseling to individual employees COMPENSATION & BENEFITS FOCUS Assuring compensation and benefits fairness and consistency SELECTION & STAFFING FOCUS Matching people and their career needs and capabilities with jobs and career paths HUMAN RESOURCE RESULTS Productivity Quality Innovation HR Fulfillment Readiness for Change PERFORMANCE MANAGEMENT SYSTEMS FOCUS Assuring that individual and organisation goals are linked and what individuals do everyday supports the organisational goals CAREER DEVELOPMENT FOCUS Assuring the alignment of individual career planning and organisation career management to achieve an optimal match of needs HUMAN RESOURCE PLANNING FOCUS Determining the key human resource needs, strategies and philosophies of the organisation COMPENSATION & JOB DESIGN FOCUS Defining i how tasks, authority and systems will be organised and integrated across organisational units and in individual jobs THE HUMAN RESOURCE WHEEL (McLagan, 1989)

14 Evolution of HRCS HR Competency Models from 1987 to 2002 (Ulrich et al., 2008) Business Knowledge HR Delivery Change Business knowledge Business Knowledge Personal Credibility 1992 HR Change Delivery Culture Personal Credibility HR Delivery 2002 Business knowledge Change Personal Credibility Strategic Contribution HR Delivery HR Technology

15 HR Competency Model (Ulrich et al.,2008) Talent Mgr/ Org. Designer Culture & Change Steward Strategy Architect Organisation Capabilities Operational Executor Business Ally Systems & Processes Credible Activist Relationships HR Professionalism

16 Model (Ulrich et al.,2012) 2012 HR Competency Model

17 STUDY SHRM, Competencies were studied d globally ll : Top 5 important competencies (generic) for HR practitioners were: 1. Strategic thinking 2. Effective communication 3. Ability tolead 4. Cross cultural intelligence 5. Global intelligence/global mind set

18 3 Broad Areas of South African HR Competency Mdl(O Model (October 2012) 1. 4 Pillars of Professionalism (The square shape of the house as the foundation for professional HR practice) 2. 5 Core Competencies needed by HR professionals (The building blocks) 3. 5 HR capabilities required to ensure strategic HR impact (The roof) ( Source: Meyer, M. The New National HR Competency Model: How do You Measure up? SA Board for People Practices Retrieved 24 June, 2013, from pdf)

19 HR Competency Model ETHICS Strategy Talent Management HR Governance, Risk, Compliance Analytical & Measurement HR Service Delivery HR & BUSINESS KNOWLEDGE Leadership and Personal Credibility Organisational Capability Solution Creation and Implementations Interpersonal and Communication Citizenship for Future Innovation, Technology, Sustainability DUTY TO SOCIETY PROF ESSIONA ALISM

20 IPMA (2005) HR Competency Model

21 THE DEVELOPMENT OF HUMAN RESOURCE PRACTITIONER COMPETENCY MODEL PERCEIVED BY MALAYSIAN HUMAN RESOURCE PRACTITIONERS AND CONSULTANTS ABDUL HAMID BIN ABDULLAH A Thesis Submitted to the School of Management, Asia e University in Fulfillment of the Requirements for the Degree of Doctor of Philosophy in Business Administration NOVEMBER 2010

22 HR Practitioner Competency Model with the Significant Competencies (Copyright By Abdul Hamid Abdullah)

23 Status of HRM in Malaysia The findings show that the present HRM practices in Malaysia are of mixed mode. Some of the HRM practices appear to be traditional or conservative, and highly operational (i.e., the significance of the technical HR competency category); whereas others are somewhat progressive and forward thinking. Non - significance of the business competency category indicates that the HR profession in Malaysia is somewhat NOT a strategic business partner as it does not get involve into the mainstream of the business strategy of the organisations. ***HR profession in M sia sialags behind the practices in west.

24 Certified Human Resource Practitioner (chrp) Level 1 Certified Professional Human Resource Practitioner (cphrp) Level 2

25 Certified Human Resource Practitioner (chrp) Level 1

26 AIM OF THE PROGRAMMES 1. Elevate the professional standing of the HR Practitioners. 2. Standardize and bring to coherence the understanding of the key HR domains and practical application in the industry. 3. Ensure that the HR Practitioners possess a solid grounding of the HR knowledge and able to practice confidently in the demanding industry today. 4. ***Certified as a competent HR Practitioner at a specific Level of competence.

27 Development of Programmes References: v Survey Companies and HR Practitioners. v Survey Executive Diploma/E.PG. Dip. in Human Resource/Capital Management/Ex. Masters ). v Models IPD CHRP (Level 3) (UK), EOSC (UK), HRCI, SHRM, USA (PHR, SPHR & GPHR), ASTD, IPMA. v Canada (CCHR Associations), Singapore (CHRM & Certified Specialist Programmes), and South Africa (SABPP). v Ph.D study carried out by Dr. Abdul Hamid bin Abdullah on HR Practitioner Competency Model (completed in 2010).

28 Certification System for Human Resource Practitioners Two (2) levels of Training and Certification Programmes are offered to the HR practitioners : Level I Training and Certification is for the HR Administrators, HR Executives, Asst. HR Managers, HR Managers, HR Generalists, and others with at least 2 years of working experience in HR. Level II Training and Certification is for the Asst. HR Managers, HR Managers, and others with at least 5 years of working experience in HR.

29 Certification System for Human Resource Practitioners ii In these certification programmes, emphasis and importance is givenonlyto the ** technical (functional) HR competencies. For a well elaborate certification programme, it should include both thtechnical l(functional), generic/behavioural, i/b i and business competencies. These competencies can however be acquired through h other soft skills courses. All the key elements as generally set out in the Human Resource Body of Knowledge (HRBOK) are covered in the Programmes.

30 Certified Human Resource Practitioner (chrp) Level l1 CTIV VES OBJE AM O OGRA PRO Acquire broad knowledge on HRM and be able to implement HR tasks professionally. Recognise the areas and issues for compliance pertaining to labour laws and legislation. Recognise the importance of human resource planning and acquisition in HRM. Identifykey issues on talent management. Administer good rewards and recognition programmes. Identifykey components of good compensation & benefits practices. Acquire knowledge and good practices on learning and development. Keep abreast of safety concerns and issues at work.

31 Certified Human Resource Practitioner (chrp) Level l1 GRAM PROG THE P S OF T EFITS BENE Signifies HR competence to perform HR work. Understand dthe roles and functions of an HR practitioner. Raise the competence bar and credibility of the HR practitioners. Obtain recognition as a competent HR practitioner. ii Enhance the professionalism of HR practice.

32 Certified Human Resource Practitioner (chrp) Level 1 ENTS ONTE SE CO OURS CO Stage 1 Module 1: Human Resource Planning and Acquisition iti (2 Days) Module 2: Compensation and Benefits (2 Days) Module 3: Occupational Safety, Health and Security (1 Day) Stage 2 Module 4: Learning and Human Resource Development (2 Days) Module 5: Employment Laws and Legislation (3 Days) y)

33 HR COMPETENCY DOMAINS ( FUNCTIONAL) LEVEL I (chrp) (AeU) Human Resource Planning & Acquisition Compensation and Benefits

34 Course Contents (chrp) Level 1 : Stage 1 Module 1: Human Resource Planning and Acquisition (2 Days) Briefing and programme launching Overview of HRM & challenges HR models & evolutionary patterns Green HRM Organizational and business strategy Employment, policies i and recruitment NDP, NEP, NVP and Vision 2020 HR aims & objectives HR competencies HR ethics Demand and supply of human resource Job description, job specification Job design and job analysis HR measurements & metrics Interviewing process and pitfalls Manpower planning & forecasting HR Key Performance Indicators (HR KPIs) HR business partner relationship Talent management

35 Course Contents (chrp) Level 1 : Stage 1 Module 2: Compensation and Benefits (2 Days) Compensation objectives and policies Job evaluation Compensation survey Salary and wage structure Employee benefits and services Performance management and cycle Pitfalls of performance appraisal 360 feedback Rewards and recognition Competency-based performance management Performance improvement

36 Course Contents (chrp) Level 1 : Stage 1 Module 3: Occupational Safety, Health and Security (1 Day) Salient provisions of Occupational Safety and Health Act, 1994 Safety management Medical and health surveillance systems Industrial hygiene and practices Ergonomics Emergency response and planning Industrial security and roles of management Roles and responsibilities of security personnel

37 Course Contents (chrp) Level 1 : Stage 2 Module 4: Learning and Human Resource Development (2 Days) Roles of training and development Training needs analysis (TNA) Training cycle Training planning and implementation Organisational change and learning Career planning and development Succession planning Evaluation of training

38 Course Contents (chrp) Level 1 : Stage 2 Module 5: Employment Laws and Legislation (3 Days) Employer - employee relationship Salient provisions of Employment Act, 1955 Salient provisions of Industrial Relations Act, 1967 Salient provisions of EPF Act, Trade Union Act, and related legislation Discharge/ dismissal / termination of an employee Discipline and domestic inquiry Toxic workplace Industrial and labour court procedures

39 Assessment Upon completion of the training of the technical (functional) competencies, all the individuals id will be assessed. As a competent practitioner in HRM, the minimum passing score required is 70% of the total. The distribution of the score for the assessment differs for each level. For those who obtain the score lesser than 70 %, they are encouraged to re sit for the assessment.

40 Assessment Upon completion of the training, all participants will be assessed and if successful, those who score 70 % and above in total shall be awarded a Certificate of Competency in Human Resource Management as follows: For Level I : CERTIFIED HUMAN RESOURCE PRACTITIONER (chrp chrp) For Level II: CERTIFIED PROFESSIONAL HUMAN RESOURCE PRACTITIONER (cphrp cphrp)

41 Certified Human Resource Practitioner (chrp) Level l1 Who Should Attend The target groups for this Programme are the HR Administrators, HR Executives, Asst. HR Managers, HR Managers, HR Generalists, and others with at least 2 years of working experience in HR. The total fee including 10 days of training and certification is RM5, per participant.

42 Award **These industrial based Human Resource Certification Programmes are offered by the School of Professional & Executive Education (SPEED), AeU. EMCis a strategicpartner /collaborator. Successful participants will be awarded the Certificate of Competency in Human Resource Management by SPEED, AeU. The award of the Certificates (Level 1 & 2) will be governed by the Rules and Regulations of SPEED, AeU.

43 ASSESSMENT MODE HRCERTIFICATION PROGRAMME

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45 Certified Professional Human Resource Practitioner (cphrp cphrp) Level 2

46 Certified Professional Human Resource Practitioner i (cphrp) Level l2 CTIV VES OBJE AM O OGRA PRO Acquire broad knowledge on strategic recruitment and selection and are able to implement HR tasks professionally. Understand strategic talent management practices. Understandorganisation development and implement its practices professionally. Design human resource development programmes. Develop training evaluation frameworks. Develop compensation policies in line with business strategy. Establish salary structures and pay grades. Establish productivity linked wage system (PLWS).

47 Certified Professional Human Resource Practitioner i (PHRP) (cphrp) Level l2 CTIV VES PRO OGRA AM OBJE Construct and design performance management system. Designhuman resource key performance indicators. Establish good human performance improvement plan(s). Recognise the areas and issues for compliance pertaining to labour laws and legislation. Understandthe the industrial and labour court procedures.

48 Certified Professional Human Resource Practitioner i (cphrp) Level l2 GRAM PROG THE P S OF T EFITS BENE Signifies HR competence to perform HR work. Understandthe the roles and functions of a Senior HR practitioner. Raise the competence bar and credibility of the HR practitioners. Obtain recognition as a competent Senior HR practitioner. Enhance the professionalism of HR practice.

49 Hierarchy of Cognitive Domains 6 Evaluation Ability to make a judgment of the worth of something 5 Synthesis Ability to combine separate elements into a whole 4 Analysis Ability to break a problem into its constituent parts and establish the relationships between each one 3 Application Ability to apply rephrased knowledge in a novel situation 2 Comprehension Ability to rephrase knowledge 1 Knowledge That which can be recalled Based on Bloom s Taxonomy of Educational Objectives

50 NT SMEN SESS ASS Certified Professional Human Resource Practitioner (cphrp) Level 2 The participants will be required to develop and/or design frameworks, policies, development, develop models, frameworks, measurement systems, benchmarking of HRM practices, or redesigning, or reinventing existing operational processes or policies. Certification Certification will be awarded upon successful completion of all the modules & passing of all the competency based assessment. For a competent practitioner in human resource management, the minimum passing score required is 70%.

51 Certified Professional Human Resource Practitioner (cphrp) Level 2 NT SMEN ASS SESS For those who are successful and score 70% and above, they will beawarded a Certificate of Competency and it is labelled as: Certified Professional Human ResourcePractitioner (cphrp). For those who obtain the score lesser than 70%, they will be encouraged to re sit for the assessment.

52 Certified Professional Human Resource Practitioner i (cphrp) Level l2 TAILS DET RAM ROGR PR Basically the whole purpose of the programme is to Scertify the Human resource practitioners through an assessment system. However, as it is realised alike other professional certification programmes, the individuals may require some kind of preparatory grounding (i.e., training)prior to carrying out the assessment. Training & Certification Individuals will undergo intensive training in five (5) key modules/ areas on human resource management and thereafter sit for the assessment.

53 Certified Professional Human Resource Practitioner (cphrp) Level 2 DET TAILS RAM ROGR PR Training & Certification Participants will find this programme useful for the purposes of enhancing their HR professional knowledge, requisite skills, and practices as an certified professional Human Resource Practitioner. The total duration for the programme is ten (10) days and it is offered as a staggered programme Stage 1 and Stage 2. Stage 1 will be for a duration of six (6) days and will cover the modules Strategic Human Resource Planning & Acquisition (2 days); Organisational & Human Resource Development (2 days); and Performance Management t& Human Performance Improvement (2 days).

54 Certified Professional Human Resource Practitioner (cphrp) Level 2 ENTS ONTE SE CO OURS CO Stage 1 Module 1: Strategic Human Resource Planning and Acquisition (2 Days) Module 2: Organisational and Human Resource Development (2 Days) Module 3: Performance Management & Human Performance Improvement (2 Days) Stage 2 Module 4: Compensation and Benefits (2 Days) Module 5: Employment Laws and Legislation (2 Days)

55 Course Contents (cphrp) Level 2 : Stage 1 Module 1: Strategic Human Resource Planning and Acquisition (2 Days) Briefing and programme launching Overview of HRM & challenges HR models & evolutionary patterns Green HRM HR competencies Job description and job specification Job analysis & Job design Strategic recruitment and selection Aligning HRPA with business strategy Manpower planning & forecasting Talent management practices Talent pools Talent scouting Attracting and retaining key talent Changing trends hiring of millennials (Generation Y) employees HR measurement & metrics HR business partner relationship

56 Course Contents (cphrp) Level 2 : Stage 1 Module 2: Organisational and Human Resource Development (2 Days) Organisational development Organisational development intervention strategies Managing change Designing intervention strategy and plans Human resource development Designing human resource development programmes Training i evaluation Human resource return on investment Succession planning Human resource audit

57 Course Contents (cphrp) Level 2 : Stage 1 Module 3: Performance Management & Human Performance Improvement (2 Days) Performance management system (PMS) Challenges of PMS Designing HR KPIs Designing performance appraisal Performance appraisal process 360 degree feedback Competency-based performance management Technical pitfalls Performance improvement process Performance improvement plan(s) HR scorecards Consequence management

58 Course Contents (cphrp) Level 2 : Stage 2 Module 4: Compensation and Benefits (2 Days) Compensation policies and objectives Organisational strategy & compensation Job evaluation Employee benefits and services Compensation surveys Salary and wage determinants t Pay grade and salary structure Productivity linked wage system (PLWS) Hybrid wage systems Job/ career progression systems Competency based compensation system Rewards & recognition

59 Course Contents (cphrp) Level 2 : Stage 2 Module 5: Employment Laws and Legislation (2 Days) Salient provisions of Employment Act, 1955 and Industrial Relations Act, 1967 Employment / labour laws and employment contract administration Collective bargaining i and collective agreement Industrial disputes and settlement Discipline and domestic inquiry Positive discipline and industrial harmony Industrial and labour court procedures Industrial court awards Grievance handling and dismissals New challenges in industrial relations Toxic workplace

60 HR COMPETENCY DOMAINS ( FUNCTIONAL) LEVEL II (cphrp cphrp) )(A (AeU AeU) Performance Management & Human Performance Improvement

61 Certified Professional Human Resource Practitioner i (cphrp) Level l2 Who Should Attend The target group for this Programme are the Asst. HR Managers, HR Managers, and others with at least 5 years of working experience in HR. The total fee including 10 days of training and certification is RM6, per participant.

62 ASSESSMENT MODE HRCERTIFICATION PROGRAMME

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