HR WSQ Qualifications. Certified HR Professional Programmes

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1 Human Resource WSQ

2 HR WSQ Qualifications WSQ ADVANCED CERTIFICATE IN HUMAN RESOURCES 4 core + 4 Elective Units CORE UNITS Analyse and present research information (Level 3) Ensure compliance with relevant laws and regulations (Level 3) Manage Projects (Level 3) Support Change Processes (Level 3) ELECTIVE UNITS At least 2 Elective Units from HR WSQ LEVEL 3 and Up to 2 Elective Units may be taken from HR WSQ LEVEL 2, 4, 5 or from other WSQ framework Certified HR Professional Programmes The HR WSQ programmes will help to develop and strengthen HR Professionals and People Managers capabilities in 5 HR functional areas. PROGRAMME Certified HR Professional (Performance Management) Certified HR Professional (Remuneration & Benefits) Certified HR Professional (Resourcing) Certified HR Professional (Talent Management) Certified HR Professional (Industrial Relations) COMPETENCIES Develop strategies for performance management (Level 5) Implement performance management programme (Level 4) Administer performance review process (Level 2) Develop strategies for total remuneration (Level 5) Implement international compensation programme (Level 4) Implement and evaluate remuneration processes (Level 4) Implement wage restructuring (Level 4) Develop and communicate employer brand position (Level 5) Develop and implement recruitment and selection strategies (Level 4) Implement recruitment and selection methods (Level 3) Conduct interviews and make hiring decision (Level 3) Develop strategies for career planning (Level 5) Develop strategies for talent management (Level 5) Develop a framework and strategies for succession management (Level 5) Implement talent management programmes (Level 4) Promote harmonious tripartite relations (Level 5) * Resolve grievances and disputes (Level 4) Manage industrial relations process(level 3) * * Course date to be advised and will be available at available 2 nd half of 2014 available 2 nd half of

3 List of HR WSQ Units Level Core or Elective Unit Competency Unit Course Duration Full Fees Fees (after 90% funding) Officer in Charge (OIC) Page 2 Elective Administer a Recruitment and Selection Process 3 days (25hrs) $ $55.64 Malar 6 2 Elective Administer Performance Review Process 3 days (26hrs) $ $60.99 Aishah 6 2 Core Process Human Resource Information 2 days (14hrs) $ $35.31 Malar 7 Level Core or Elective Unit Competency Unit Course Duration Full Fees Fees (after 70% funding) Officer in Charge (OIC) Page 3 Elective 3 Core 3 Elective Conduct Interview and Make Hiring Decisions Ensure Compliance with Relevant Laws and Regulations Implement Recruitment and Selection Methods 2 days (18hrs) $ $ Malar 7 2 days (17hrs) $ $ Malar 8 3 days (26hrs) $ $ Malar 8 3 Core Manage Projects 2 days (16hrs) $ $ Malar 9 3 Elective Manage Payroll 3 Core Support Change Processes 2 days (17.5hrs) 2 days (16.5hrs) $ $ Malar 9 $ $ Malar 10 3 Core Analyse and Present Research Information 2 day (17hrs) $ $ Malar 10 4 Core Align Human Resource Services with Business Needs 2 days (17hrs) $ $ Malar 11 4 Elective Basics of Age Management (Participants will be awarded the Statement of Attainment for HR WSQ- Implement Fair Employment Practices) 1 day (8 hours) $ $ Aishah 11 4 Elective Define Job Profiles 2 days (17hrs) $ $ Malar 12 4 Elective Develop and Implement Recruitment and Selection Strategies 3 days (25hrs) $ $ Malar 12 CONTACT DETAILS Ms AISHAH Ms MALAR

4 List of HR WSQ Units Level Core or Elective Competency Unit Course Duration Full Fees Fees (after 70% funding) Officer in Charge (OIC) Page 4 Elective 4 Elective 4 Elective 4 Elective 4 Elective Implement and Evaluate Remuneration Processes Implement International Compensation Programme Implement Strategies to Employ, Retain and Re-employ Older Employees Implement Performance Management Programme Implement Talent Management Programmes 3 days (26hrs) $ $ Malar 13 3 days (26hrs) $ $ Malar 13 2 days (17hrs) $ $ Aishah 14 3 days (25hrs) $ $ Aishah 14 2 days (18hrs) $ $ Malar 15 4 Elective Implement Wage Restructuring 2 days (16hrs) $ $ Malar 15 4 Core Measure Human Resource Functional Effectiveness 2 days (17hrs) $ $ Malar 16 4 Elective Resolve Grievances and Disputes 2 days (17hrs) $ $ Aishah 16 5 Elective 5 Elective Develop a Framework and Strategies for Succession Management Develop Strategies for Performance Management 2 days (18hrs) $ $ Malar 17 3 days (25hrs) $ $ Aishah 17 5 Elective Develop Strategies for Career Planning 2 days (18hrs) $ $ Malar 18 5 Elective Develop Strategies for Total Remuneration 3 days (26hrs) $ $ Malar 18 5 Elective Develop Strategies for Talent Management 2 days (18hrs) $ $ Malar 19 5 Elective Develop a Winning Employer Brand to Attract and Retain Top Talent (Participants will be awarded the Statement of Attainment for HR WSQ- Develop and Communicate Employer Brand Position) 2 days (17hrs) $ $ Malar 19 * Individuals and company-sponsored participants are entitled to 70% funding (90% funding for level 2 courses) * SMEs are entitled to enjoy enhanced funding For funding eligibility, refer to the Administrative Details on page 5. CONTACT DETAILS Ms AISHAH Ms MALAR

5 Administrative Details FUNDING ELIGIBILITY (Individuals & Company-sponsored) Participants will need to meet the following criteria to be eligible for funding support: 1. Singapore Citizens or Permanent Residents (PR) of Singapore 2. For company-sponsored participants, training is fully sponsored by companies, which are registered or incorporated in Singapore 3. To attain at least 75% attendance for training and 100% attendance for assessment 4. Must pass all assessments in the course and be certified as competent and be awarded Statement of Attainment (SOA). Otherwise, company/individual is required to pay full course fees. 5. Have not attended the course and enjoyed the funding before ENHANCED FUNDING FOR SMEs*** 90% course fee subsidy Enhanced absentee payroll funding available at 80% of hourly basic salary capped at $7.50/hr. SMEs will be invoiced course fee (after 70% course fee subsidy). The remaining 20% course fee subsidy will be reimbursed with the enhanced absentee payroll. SMEs are defined as companies with: (i) at least 30% local shareholding; AND (ii) Group annual sales turnover of not more than $100 million OR Group employment size of not more than 200 employees. WORKFARE TRAINING SUPPORT SCHEME (WTS) For older, low wage workers (Singaporean, 35 years old & above, earning up to $1,900 a month) under Workfare Training Support Scheme, the training grant and absentee payroll are at 95%. COURSE REGISTRATION Register online at Search under Training, Human Resource WSQ category E-CERTIFICATE An e-cert Statement of Attainment (SOA) will be issued (participants are required to download online at upon successful completion of training and assessment. OTHER HR COURSES SNEF offers HR non-wsq courses, which provide practical and quality training to help companies build up their core competencies among employees. For more information, visit (Training, Human Resource/Industrial Relations category). ENQUIRIES Website: Training hotline

6 Administer a Recruitment and Selection Process (HR-RS-201E-0) The course will address the skills and knowledge required to provide administrative support as part of the recruitment and selection process. It covers selection processes and recruitment and selection documentation. Manage Recruitment and Selection Administrative Requirements Check all documentation & resources to support recruitment and selection activities are available for employees to access Record and retrieve documentation and information of recruitment and selection activities as required by employees and management Ensure confidentiality of administrative systems containing information relating to recruitment and selection Advise on recruitment and selection process Advise managers on the tools and resources available to support recruitment and selection activities Provide managers and employees with all necessary information and resources to conduct recruitment and selection activities Provide accurate information in response to enquiries regarding recruitment and selection processes Review recruitment and selection documentation Check that required documentation relating to recruitment and selection has been received and take appropriate actions to ensure completeness Generate reports on the outcomes of recruitment and selection activities Suggest improvements or efficiencies to the administration of the recruitment and selection process Training hours: 9am 6pm (24 hours) Assessment: 1 hours (on a separate day) Total: 25 hours Administer Performance Review Process (HR-PRB-203E-1) This unit is one of the 3 Competency Units of the Certified HR Professional (Performance Management) This unit is one of the 3 Competency Units of programme the Certified awarded HR Professional by WDA. (Performance Management) programme. COURSE Course Objectives OBJECTIVES The The course will address the skills and knowledge required to provide administrative support to an organization s performance review process. It It covers providing advice on completing the performance management process and reviewing documentation following completion of of the the performance review process. COURSE Course Outline OUTLINE Manage performance management administrative requirements Check that all tools & resources to support performance reviews are available for employees to access Record and retrieve results performance reviews as required by employees and management Ensure confidentiality of of administrative systems containing information relating to performance reviews Advise on on performance management processes Advise managers on the tools and resources available to to support performance reviews Provide managers and employees with all all necessary support to to conduct performance reviews Provide accurate information in in response to to enquiries regarding processes Review performance management documentation Check that required performance review documentation has been received and take appropriate actions to ensure submission where appropriate Generate reports reports on on the the outcomes of of performance reviews reviews Suggest Suggest improvements improvements or or efficiencies efficiencies to to the the administration administration of of the the performance performance review review process process Ensure Ensure on-going ongoing maintenance maintenance and and adequacy adequacy of of systems systems to to store store data data or or documentation documentation from from performance performance reviews reviews Suggest Suggest improvements improvements or or efficiencies efficiencies to to the the administration administration of of the the recruitment recruitment and and selection selection process process COURSE Time DURATION Training Training hours: hours: 9am 9am 6pm 6pm (24 (24 hours) hours) Assessment: Assessment: 2 2 hours hours (on (on a a separate separate day) day) Total: Total: hours hours 6

7 Process Human Resource Information (HR-GEN-203C-0) The course will address the skills and knowledge required to process documents. It covers receiving and retrieving of information to implement actions to support a range of human resource services. Receive human resource information Receive information from various sources to prepare for processing Identify privacy and confidentiality concerns that apply to the types of information being processed Check information for accuracy and take action required to ensure information is appropriate for intended use or application Record human resource information Identify information required for accessing information systems including the human resource information system Maintain data in accordance with policies and procedures Identify any actions resulting from entry of data into human resource system Implement actions arising from information processing Provide information to employees responsible for follow up actions Implement any follow up actions as advised by relevant employees Communicate final outcomes to relevant parties in accordance with organizational policies and procedures Training hours: 9am 6pm (14 hours) Total: 14 hours Conduct Interview and Make Hiring Decisions (HR-RS-302E-0) This unit is one of the 4 Competency Units of the Certified HR Professional (Resourcing) programme. This course is designed to address the skills and knowledge required to prepare for and conduct interviews. It covers planning and conducting the interview as well as making a hiring decision. Plan for an interview Prepare selection criteria and materials to be used at an interview Evaluate applications to shortlist candidates Prepare selections methods and materials to ensure a fair and consistent approach is adopted for all candidates Conduct an interview Communicate relevant information of the job to the job applicant and clarify any queries they may have about the position, organization or interview process Apply the appropriate interviewing techniques to gather information to support the review of the applicants suitability Control the interview process so that the interview agenda may be completed on time Make a Hiring Decision Evaluate data gathered at interview to select the preferred candidate Conduct reference/document checks on candidates to verify/authenticate information communicated by candidates Confirm with hiring manager on selection of candidates Prepare package to provide offer to preferred candidates Inform candidates of selection panel s decision to close off the recruitment and selection process Training hours: 9am 6pm (16 hours) Assessment: 2 hours (on a separate day) Total: 18 hours 7

8 Ensure Compliance with Relevant Laws and Regulations (HR-GEN-301C-0) This unit is one of the 4 Core Competency Units of the WSQ Advanced Certificate in Human Resources. The course will address the skills and knowledge required to ensure that policies, procedures and activities comply with legal and contractual obligations. It covers identifying and mitigating compliance risks in the organization. Identify compliance requirements and risks Access information sources to identify compliance requirements relevant to the organization Identify compliance risks within the organization based on identified compliance requirements Document and communicate compliance requirements and risks to affected stakeholders Support activities to address compliance requirements and risks Develop or modify systems to address compliance requirements and risks for relevant human resource services, activities and programmes Develop communication processes for reporting issues relating to compliance requirements and risks Promote compliance activities with employees to ensure their participation Monitor and evaluate effectiveness of compliance activities Consult with stakeholders to gather feedback relating to the effectiveness of activities that support identification and responses to compliance requirements and risks Review the effectiveness of compliance activities Create reports to document compliance requirements, risks and actions taken and any proposed modifications to future activities Training hours: 9am 6pm (16 hours) Assessment: 1 hour (on a separate day) Total: 17 hours Implement Recruitment and Selection Methods (HR-RS-301E-0) This unit is one of the 4 Competency Units of the Certified HR Professional (Resourcing) programme. The course will address the skills and knowledge required to determine and apply appropriate recruitment and selection methods. It covers choosing appropriate recruitment and selection methods for the job and context, applying the chosen method and reviewing its effectiveness. Select appropriate recruitment and selection methods Work with stakeholders to identify requirements for positions to be recruited Select appropriate recruitment channels and selection and assessment methods in consideration of relevant internal and external factors Facilitate implementation of recruitment and selection methods Review selection criteria to prepare interview/assessment materials to be used in the selection process Facilitate evaluation of applications to shortlist candidates Facilitate evaluation of assessment data to select the preferred candidate Prepare package to provide offer to preferred candidates Inform candidates of selection panel s decision to close off the recruitment and selection process Review application of recruitment and selection methods Consult with stakeholders to evaluate the outcomes of the recruitment and selection process Analyse feedback and data to establish effectiveness of recruitment and selection methods Recommend refinements or modification to recruitment and selection methods Training hours: 9am 6pm (24 hours) Assessment: 2 hours (on a separate day) Total: 26 hours 8

9 Manage Projects (HR-GEN-303C-0) This unit is one of the 4 Core Competency Units of the WSQ Advanced Certificate in Human Resources. This course is designed to address the skills and knowledge required to manage projects and can be applied to all types of projects. It covers defining the project s scope, developing a project plan, managing the project and implementing finalization activities. Define project scope Undertake initial risk evaluation with stakeholders to identify project coverage Define roles and responsibilities to support project team selection by developing and reviewing competency profiles Determine and access available resources to undertake project Develop project plan Identify and access appropriate project management tools to support project planning Document details of project plan including relation to other projects and organization objectives Formulate risk management plan to ensure potential contingencies are addressed Manage project implementation activities Monitor implementation to ensure that expected outcomes and time lines are met Take actions to address issues affecting project implementation Communicate with stakeholders to provide updates on progress against project deliverables Review and finalize project Review project outcomes and processes against project scope, plan and objectives to monitor results of project Complete project documentation to demonstrate achievements against project scope and objectives Conduct activities required to finalize project Training hours: 9am 6pm Total: 16 hours Manage Payroll (HR-CB-301E-0) The course will address the skills and knowledge required to manage payroll activities within an organization. It covers determining the requirements of payroll systems, establishing policies and procedures to support payroll systems and supervising payroll activities. Determine organizational payroll management Identify current legal and regulatory requirements that have an impact on payroll management activities Maintain awareness of the impact of organisation s strategies, policies and procedures on payroll management requirements Review current payroll management practices in the market place and adopt best practices Establish policies and procedures for payroll management Review total remuneration strategy and available technology to identify any impact on current payroll management Consult with stakeholders to obtain their approval of payroll management policies, procedures and any control measures required Communicate the payroll management policies and procedures to support implementation Supervise payroll activities Work with other departments or stakeholders to obtain or provide relevant payroll information Verify payroll calculations and documentation to investigate or audit anomalies Approve payroll in accordance with organization policies and procedures Training hours: 9am 6pm (16 hours) Assessment: 1.5 hours (on a separate day) Total: 17.5 hours 9

10 Support Change Processes (HR-GEN-304C-0) This unit is one of the 4 Core Competency Units of the WSQ Advanced Certificate in Human Resources. The course will address the skills and knowledge required to support change management processes within an organization. It covers promoting and participating in change management activities, supporting others to implement change, as well as participating in activities to evaluate change management processes. Support implementation of change activities Clarify roles, responsibilities and resources required to implement change processes Check that all tools and resources to support change processes are available for access by employees and management Advise managers on the tools and resources available to support change processes Assist others to respond to change Monitor performance of teams and individuals to identify areas of need or improvement Support stakeholders to manage resistance to change to improve outcomes of change process Communicate progress of change activities to stakeholders Evaluate change management processes Collect stakeholders feedback regarding change management processes using tools and measures defined in change management plans Evaluate outcomes of change management process to prepare reports Communicate data and recommendations regarding change implementation to stakeholders Training hours: 9am 6pm (16 hours) Assessment: 0.5 hours (on a separate day) Total: 16.5 hours Analyse and Present Research Information (HR-GEN-302C-0) This unit is one of the 4 Core Competency Units of the WSQ Advanced Certificate in Human Resources. This course is designed to address the skills and knowledge required to research a range of human resource issues. It covers determining research objectives and methodologies as well as writing and presenting reports on research findings for consideration by senior members in an organization. Determine research objectives Clarify human resource issues that require research and analysis to determine scope of research Identify information sources to support research objectives Select appropriate methodology to support research considering legal, ethical or compliance issues that may impact the process Perform research activities Access information sources to gather required information Evaluate research information against scope and objectives of research plan to determine relevance Revise research strategy in response to new or changing information Maintain accurate records of resources consulted and information gathered to support reporting process Report on research findings Analyse data gathered during research stage to identify key findings and recommendations for inclusion in reporting Create outline for report to present research analysis in line with objectives Present information accurately in a format appropriate to the purpose and in accordance with organisational guidelines Review and seek feedback to ensure validity and appropriateness of report Training hours: 9am 6pm (16 hours) Assessment: 1 hour (on a separate day) Total: 17 hours 10

11 Align Human Resource Services with Business Needs (HR-GEN-401C-0) This course is designed to address the skills and knowledge required to ensure that human resources services are aligned with business needs. It covers the link between human resource initiatives and how these align to business strategy. Review organization s strategies and business plans Identify human resource trends that may impact organizational performance Review organization s strategic business plans to identify areas impacting HR activities, services and programmes Communicate with stakeholders to clarify their needs relating to HR activities, services and programmes Review internal and external factors that may impact human resource services Review data and reports to document past performance of HR activities, services and programmes Facilitate involvement of stakeholders to review HR service effectiveness and clarify future expectations and requirements Document outcomes of review activities to clarify future directions of HR services and validate priorities with stakeholders Ensure human resource activities in detail and services support the business Agree on required changes to HR activities, services and programmes, and explain to key stakeholders how changes will assist in achieving strategic business goals Implement or initiate identified changes to HR activities, services and programmes to support the organization s strategic business goals Establish performance indicators and measures for effectiveness of HR activities, services and programmes designed to support the organization s strategic business goals Training hours: 9am 6pm (16 hours) Assessment: 1 hour (on a separate day) Total: 17 hours Basics of Age Management (HR-GEN-407E-0) Participants will be awarded the Statement of Attainment for HR WSQ- Implement Fair Employment Practices upon successful completion of the course. This unit addresses the skills and knowledge required to implement fair employment practices within an organisation. It covers reviewing and enhancing human resource practices through the implementation of tripartite guidelines on fair employment. Review Human Resource Practices Enhance Fair Employment Practices Communicate Fair Employment Practices Information Acquire knowledge of fair employment to recruitment & selection the Do s and Don ts Conduct performance appraisal and manage the performance of your mature workers Effectively manage a multi-generational workforce Know the ways in doing job redesign and its considerations Understand and provide the various types of flexible work arrangements for your mature workers Learn the types of well-being programmes that are essential for your mature workers Strategise the retention of the skills and knowledge of mature workers and the best job arrangement for them Training hours: 9am 6pm Total: 8 hours 11

12 Define Job Profiles (HR-RS-403E-1) The course will address the skills and knowledge required of organization members to create and review job profiles as part of manpower planning activities. It covers models, methods and the link between job design and manpower planning activities. Create job descriptions Consult stakeholders to clarify manpower planning requirements that impact design of job descriptions Support line managers to implement job design processes Document final job descriptions to obtain approval from stakeholders Review job design processes Develop and review systems for obtaining feedback from managers and employees regarding the job design process Evaluate job profiles to ensure continued relevancy and identify any required changes Document outcomes of review activities to clarify future enhancements to the job design process Training hours: 9am 6pm (16 hours) Assessment: 1 hour (on a separate day) Total: 17 hours Develop and Implement Recruitment and Selection Strategies (HR-RS-402E-0) This unit is one of the 4 Competency Units of the Certified HR Professional (Resourcing) programme. The course will address the skills and knowledge required to develop an organization s recruitment and selection strategies. It covers working with stakeholders to develop, implement and evaluate the strategies and processes used in recruitment and selection. Assess organization s ability to recruit and select the desired employees Analyse trends that may impact recruitment and selection strategies Identify organizational issues that may impact recruitment & selection Facilitate development of recruitment and selection strategies Recommend strategies that align existing organizational and HR services & strategies with recruitment and selection requirements Select appropriate recruitment channels and selection methods Coordinate the implementation of recruitment and selection strategies Lead the HR team in developing an action plan to implement recruitment and selection strategies Evaluate the appropriateness of strategies against organization goals and objectives and identify required changes to human resource services and strategies Monitor and review the effectiveness of recruitment and selection strategies Develop processes & systems for gathering measurement data and feedback Analyse measurement data and feedback to establish performance against required criteria Review best practices in recruitment to identify potential improvements Recommend refinements/modifications to recruitment & selection strategies Training hours: 9am 6pm (24 hours) Assessment: 1 hours (on a separate day) Total: 25 hours 12

13 Implement and Evaluate Remuneration Processes (HR-PRB-402E-1) This unit is one of the 4 Competency Units of the Certified HR Professional (Remuneration and Benefits) programme. The course will address the skills and knowledge required to develop, implement and maintain remuneration plans and processes across the organization. It covers benchmarking remuneration processes and reviewing the effectiveness of current remuneration processes. Develop processes for the delivery of remuneration Research current trends on remuneration plans and processes to understand current job market Develop a pay structure which reflects organisation and labour market conditions Develop processes and procedures which support the pay structure Identify key stakeholders to gain commitment and approval of the remuneration processes and procedures Facilitate implementation of remuneration processes Provide support to address skill gaps of employees implementing remuneration processes Develop a detailed action plan for maintaining remuneration processes Communicate the remuneration system to stakeholders to maintain support Monitor and review remuneration processes Develop processes and systems for gathering measurement data and feedback Analyse measurement data and feedback to establish performance against required criteria Review best practices in remuneration to identify potential improvements Recommend refinements or modifications to remuneration process Training hours: 9am 6.30pm Total: 26 hours Implement International Compensation Programme (HR-PRB-403E-1) This unit is one of the 3 Competency Units of the Certified HR Professional (Performance Management) programme awarded by WDA. This unit is one of the 4 Competency Units of the Certified HR Professional (Remuneration and Benefits) programme. Course Objectives COURSE The course OBJECTIVES will address the skills and knowledge required to provide administrative support to an organization s The performance course will review address process. the skills It covers and knowledge providing advice required on to completing develop and the implement performance an management organization s process international and compensation reviewing documentation programme. following It covers completion aligning the of the programme performance to organization review process. and country specific requirements and measuring its effectiveness. Course Outline COURSE Manage OUTLINE performance management administrative requirements Develop Check processes that all tools for the & resources delivery of to an support international performance compensation reviews are programme available for employees to access Analyse Record strategic and retrieve and business results performance plans to determine reviews as the required scope of by the employees international and management compensation programme and country specific Ensure requirements confidentiality of administrative systems containing information relating to performance reviews Advise Develop on a performance compensation management structure which processes reflects different work activities and job roles and ensures the organisation s competitiveness Advise managers on the tools and resources available to support performance reviews Develop Provide remuneration managers and and employees benefits delivery with all necessary processes which support support to conduct the international performance compensation reviews programme Facilitate Provide the accurate implementation information of the in response international to enquiries compensation regarding programme processes Review Articulate performance the roles and management responsibilities documentation of human resource specialists and line managers responsible for implementing the international Check that international required performance compensation review programme documentation has been received and take appropriate actions to ensure Identify submission and address where appropriate any training requirements in relation to international remuneration and benefits practice for human resource Generate specialists reports and on the line outcomes managers of performance reviews Measure Suggest effectiveness improvements of international or efficiencies compensation to the administration programme of the performance review process Develop Ensure processes ongoing maintenance and systems and for gathering adequacy measurement of systems to store data and data feedback or documentation from performance reviews Analyse Suggest measurement improvements data or and efficiencies feedback to to the establish administration performance of the against recruitment required and criteria selection process Recommend refinements or modifications to international compensation programmes Time Training COURSE hours: DURATION 9am 6pm (24 hours) Assessment: 2 hours (on a separate day) Total: 26 hours Assignment: Training hours: Participants 9am are 6.30pm required to submit a written report upon course Total: completion. 26 hours More information will be given in the class. 13

14 Implement Strategies to Employ, Retain and Re-employ Older Employees (HR-RS-406-E-1) This course addresses the skills and knowledge required to implement employment, retention and re-employment strategies for an ageing workforce. It covers assessing requirements for older employees and how these can be implemented to support employment and retention of this demographic group. Implement work design strategies for older employees Identify jobs and define job scope that are suitable for older employees Develop flexible work arrangements and facilitate job re-design to accommodate older employees requirements Support older employees to adapt to new job roles and work flow/processes Implement employment strategies for older employees Identify opportunities of creating an age-friendly workplace Implement recruitment strategies which support workplace enhancements made to suit older employees Review and refine recruitment practices to support the recruitment of older employees Communicate organization policies on older employees externally to promote the organization as an employer choice Implement retention and re-employment strategies for older employees Review and implement human resource policy modification to support retention of older employees Educate relevant employees in organization s employment strategies for older employees Identify eligible older employees for re-employment using a structured process Engage eligible older employees for re-employment within a recommended time frame Facilitate re-employment job arrangements for old employees Adjust employment contract to meet the needs of the organization and the older employees to be re-employed Training hours: 9am 6pm (16 hours) Assessment: 1 hour (on a separate day) Total: 17 hours Implement Performance Management Programme (HR-PRB-404E-1) This unit is one of the 3 Competency Units of the Certified HR Professional (Performance Management) programme. The course will address the skills and knowledge required to implement an organization s performance management programme. It covers promoting the performance management system, supporting the review process and measuring the effectiveness of the performance management programme as a basis for enhancing organizational outcomes. Promote understanding and awareness of performance management programme Advise line mangers of the performance management system and tools and resources available Communicate the performance management system to employees and their roles and responsibilities in performance management Provide support to conduct performance management reviews Ensure that line managers have all the necessary tools and resources to implement performance management processes Support line managers to respond to issues relating to employee s performance Arrange training or briefings for line managers to ensure their ability to conduct performance reviews Arrange training or support for individuals to ensure their ability to participate in performance reviews Monitor and review performance management programme and activities Develop tools and methods for gathering measurement data and feedback Review best practices in performance management to identify potential improvements Recommend refinements or modifications to performance management system Training hours: 9am 6pm (24 hours) Assessment: 1 hour (on a separate day) Total: 25 hours 14

15 Implement Talent Management Programmes (HR-TM-401E-0) This unit is one of the 4 Competency Units of the Certified HR Professional (Talent Management) programme. The course will address the skills and knowledge required to identify talent requirements and work with managers and employees to facilitate their progression to more senior positions. It covers the use of talent management tools and practices and the monitoring of talent management processes. Identify talent gaps within the organization Conduct talent assessment in consultation with stakeholders, using tools, methodologies and criteria as defined in the talent management strategy Evaluate assessment outcomes in consultation with stakeholders to document identified trends Document recommendations to address any issues arising from assessment Facilitate the use of talent management tools and processes Communicate talent assessment and development processes with stakeholders to ensure commitment and buy-in Support managers in the use of talent management tools and methodologies Develop managers capability for assessing and managing talent Monitor and review talent management processes Develop processes and systems for gathering measurement data and feedback Analyse measurement data and feedback to establish performance against required criteria Review best practices in talent management to identify potential improvements Recommend refinements or modifications to talent management processes Training hours: 9am 6pm (18 hours) Total: 18 hours This unit is one of the 4 Competency Units of the Certified HR Professional (Remuneration and Benefits) programme. This course addresses the skills and knowledge required to implement wage restructuring especially in an economic downturn situation to save jobs by adjusting the wage component as an option to remain competitive and part of cost management that HR professionals need to acquire. Execute wage restructuring strategies Implement Wage Restructuring (HR-GEN-409E-0) Recommend wage restructuring strategies Recommend criteria/guidelines that trigger interventions Obtain buy-in from stakeholders on wage restructuring strategies Implement wage restructuring strategies Integrate wage restructuring into human resource systems Implement Interventions Monitor criteria/guidelines that trigger interventions Consult stakeholders on implementation of interventions Execute interventions in a timely manner Evaluate the impact of interventions in a timely manner Training hours: 9am 6pm (15 hours) Assessment: 1 hour (on a separate day) Total: 16 hours 15

16 Measure Human Resource Functional Effectiveness (HR-GEN-405C-0) The course will address the skills and knowledge required to measure the effectiveness of human resource functions. It covers prioritizing functions requiring measurement, developing measurement processes and reporting the outcomes. Determine priorities for measurement of human resource functions Review human resource plans and strategies to prioritise functional areas for measurement Identify and select appropriate methods for measuring human resource services, activities and programmes Obtain approvals for effectiveness measures from key stakeholders to ensure buy-in and support Develop processes to measure human resource functional effectiveness Develop a plan to support the measurement process Select tools for measuring human resource functional effectiveness Monitor measurement process to make appropriate modifications or adjustments to ensure reliable measurements Report on measurement of human resource function effectiveness Evaluate the relevance of collected measures by evaluating adherence to established processes and gathering feedback from line managers Analyse data to establish key findings and recommendations Communicate outcomes of measurement to senior management to establish human resource functional effectiveness Training hours: 9am 6pm Total: 17 hours Resolve Grievances and Dispute (HR-ERC-401E-0) The course will address the skills and knowledge required to measure the effectiveness of human resource functions. It covers prioritizing functions requiring measurement, developing measurement processes and reporting the outcomes. Prepare to address grievances and disputes Analyse legislative requirements and guidelines regarding labour-management relations, industrial practices and compliance requirements appropriate to the organization context Maintain communication and effective working relationships with representatives of unions and organizations to prevent escalation of grievances and disputes Work with involved parties to investigate the validity and credibility of claims Prepare and support others to develop possible responses or solutions based on review of information Manage grievance, dispute and negotiation processes Communicate with involved parties to agree on the issue(s) under consideration Negotiate with involved parties to achieve agreement regarding mutually acceptable outcomes using appropriate questioning and conflict resolution techniques Document all interactions and agreements to ensure follow-through and commitment by all involved parties Maintain communication and engagement with involved parties to ensure agreed outcomes are implemented Training hours: 9am 6pm (16 hours) Assessment: 2 hours (on a separate day) Total: 18 hours 16

17 Develop a Framework and Strategies for Succession Management (HR-TM-502E-0) This unit is one of the 4 Competency Units of the Certified HR Professional (Talent Management) programme. The course will address the skills and knowledge required to create and develop a succession strategy and process within an organisation. It covers understanding the organisation s strategic, people and capability needs and the identification of critical organisation roles. Develop a succession management strategy Consult stakeholders to identify their expectations regarding succession management Develop strategies for managing succession that is aligned with organisational objectives and needs and other human resource programmes Communicate succession management strategies to stakeholders to generate buy-in and build ownership Identify critical organisational roles and feeder positions Consult with stakeholders to identify critical roles Develop profiles to document the requirements of the critical roles Identify feeder positions within the organisation that can provide opportunities to groom successors Manage succession process Identify successors for critical positions in the organisation by matching their profiles with the critical position profiles Conduct a risk assessment for critical positions and document the outcomes Work with managers and identify successors to create and document development and retention plans Evaluate succession management programme Identify criteria to evaluate the performance of succession management programmes Support the development of processes and systems to gather measurement data and feedback from key stakeholders Monitor internal and external influences and trends that may impact on the succession management programme Analyse data to refine the succession management programme Training hours: 9am 6.30pm Total: 18 hours Develop Strategies for Performance Management (HR-PRB-502E-1) This unit is one of the 3 Core Competency Units of the Certified HR Professional (Performance Management) programme The course will address the skills and knowledge required to develop a performance management programme. It covers working with stakeholders to establish, implement and review performance management programmes. Develop a performance management programme Review organizational and human resource strategies to determine required performance management strategy Identify performance management requirements in consultation with stakeholders to ensure buy-in and support Document performance management strategy Facilitate the implementation of performance management programme Facilitate the development of policies to support the implementation of the performance management strategy Support stakeholders to implement the performance management strategy Communicate performance management programme to stakeholders to encourage buy-in and support Evaluate effectiveness of performance management programme Identify criteria to evaluate the performance of performance management programme Support the development of processes and systems to gather measurement data and feedback Monitor external influences and trends that may impact performance management programme Analyse data to refine performance management programme Training hours: 9am 6pm (24 hours) Assessment: 1 hour (on a separate day) Total: 25 hours 17

18 Develop Strategies for Career Planning (HR-TM-503E-1) This unit is one of the 4 Competency Units of the Certified HR Professional (Talent Management) programme. The course will address the skills and knowledge required to develop career planning processes within an organisation. It covers the development and monitoring of career planning strategies. Develop career planning strategies Review human resource and organisation strategies to identify career development opportunities that exist within the organisation Consult stakeholders to identify their requirements for the career planning system Document career planning strategies to clarify key characteristics and assessment methods/processes that will be used Facilitate the implementation of career planning strategies Communicate career planning strategies and processes to encourage buy-in from managers and employees Support stakeholders to implement the career planning strategies Monitor implementation of career planning strategies Identify criteria to evaluate the performance of career planning strategies Support the development of processes and systems to gather measurement data and feedback Monitor influences and trends that may impact on career planning Analyse data to refine career planning strategies Training hours: 9am 6.30pm Total: 18 hours Develop Strategies for Total Remuneration (HR-PRB-503E-1) This unit is one of the 4 Competency Units of the Certified HR Professional (Remuneration & Benefits) programme. The course will address the skills and knowledge required to develop and manage remuneration and benefits system of an organization. It covers the development of a competitive remuneration and benefits strategy and supporting employees to implement the strategy. Assess remuneration strategy requirements Analyse internal and external factors to identify trends and their impact on the organization strategies, human resource functions and remuneration strategies Consult stakeholders to clarify expectations of the remuneration strategy and confirm alignment with strategic goals Review trends and measures data to determine the remuneration strategy Facilitate implementation of remuneration strategy Support implementation of the remuneration strategy by facilitating the development of policies and acquiring resources Communicate remuneration strategy to encourage buy-in from stakeholders Support employees to implement the remuneration strategy Monitor the remuneration strategy Identify criteria to evaluate the performance of remuneration strategy Support the development of processes and systems to gather measurement data and feedback Monitor external influences and trends that may impact on remuneration strategy Analyse data to approve refinements to the remuneration strategy Training hours: 9am 6.30pm Total: 26 hours 18

19 Develop Strategies for Talent Management (HR-TM-501E-0) This unit is one of the 4 Competency Units of the Certified HR Professional (Talent Management) programme. The course will address the skills and knowledge required to develop a talent management programme for high performers and/or high potential employees within organisations. It covers the systems and processes to facilitate talent identification and assessment. Develop a talent management strategy Consult stakeholders to identify issues relating to talent management Review current tools and processes used for talent identification and development Determine strategy for managing talent in line with business needs Determine organisational talent capability Analyse the requirements of current and future roles to determine available and required talent pools Determine appropriate methods for assessing the capability and capacity of existing talent Review assessment outcomes to categorise talent within the talent pools Integrate talent management programmes with human resource and business functions Communicate the talent management programmes and objectives to stakeholders to gain their buy-in and support Review the alignment of the talent management programmes with other human resource programmess Support line managers to implement the talent management programmes Training hours: 9am 6.30pm Total: 18 hours Develop a Winning Employer Brand to Attract and Retain Top Talent (HR-RS-501E-1) Participants will be awarded the Statement of Attainment for HR WSQ- Develop and Communicate Employer Brand Position upon successful completion of the course. This unit is one of the 3 Competency Units of the Certified HR Professional (Resourcing) programme. The course aims at providing participants with the knowledge to develop, communicate and sustain a winning employer brand to attract, engage and retain top talent. It addresses skills in determining strategies in designing employee value propositions that are anchored upon an organization s purpose and values, aligned to its business processes and needs of current and target employees. Methodologies for analyzing the competitive scenarios for the employer branding Developing strategies to enable a compelling employer branding Defining and designing an organization s employer value propositions Communicating, reviewing and refining the employer brand for sustained impact Training hours: 9am 6.30pm Total: 17 hours 19

20 Updated as of April 2015

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