National Human Resources Standards Mr. Lim Kah Cheng General Manager HR and Corporate Affairs Human Resource Development Fund (HRDF)
HR PROFESSIONALS CONFERENCE 2014 For Communications Content and Infrastructure Services (CCI) Bridging the Human Capital Competencies Gap National Human Resources Standards PROFESSIONALS CONFERENCE 2014 FOR COMMUNICATIONS COFORNTENT AND INFRASTRUCTURE SERVICES (CCI)
Strengthening HR Management for SMEs Human Resources Certification This initiative under the Human Capital Development Plan SRI i.e. to strengthen the human resource management aims to transform the HR processes and capabilities especially for the SMEs
Raising the Bar of HR Profession in Malaysia Why raise the bar? Malaysia needs to attract, develop and retain top talents to be high income developed nation by 2020 The HR Profession needs to address the talent needs of the nation Competent HR Professionals will be able to improve the workplace practices and talent management initiatives Where are we now? Low awareness of Certification in HR Employers do not place the importance on upskilling and certifying HR Professionals Employers do not see the value of HR Professionals as business partners HR Institute Malaysian Institute of Human Resource Management (MIHRM) Chartered Institute of Personnel and Development (CIPD) Society for Human Resource Management (SHRM) Australian Human Resources Institute (AHRI) Country Number of Certified HR Practitioners in 2014 (estimated) Malaysia 112 UK 1000 USA 22 Australia Nil TOTAL 1,134 Compared to 30,000 Qualified Accountants (registered with MIA)
Establishment of HR Certification Steering Committee 13 December 2013 MANDATE The Mandate is to establish National HR Standard for HR Certification Program to ensure quality and business relevance of HR practices & Professionalizing HR practitioners.
What HR practitioner has to do? HR Standards: Preparing HR practitioners for business success! He /She must know the company business as well as the HR Standards
H R S ta n d a r d s W h a t D o e s I t M e a n s? A key enabler in shaping the profession for future Basis for Human Resources Certification Focused on building understanding of the changing context and demands on HR and L&D practices. A more common language and standards to allow HR and L&D to connect and communicate better across business in Malaysia and internationally.
T h e B e n e f i t s O f H R S ta n d a r d s To T h e O r ga n i s a t i o n Demonstrates proof of commitment to profession Allows development opportunities for the future Assures employers of up-to-date business knowledge Adds credibility to departments and line managers Increases effectiveness and efficiency in job performance
World Federation of People Management Associations (WFPMA) WFPMA EUROPEAN ASSOCIATION FOR PEOPLE MANAGEMENT NORTH AMERICAN HUMAN RESOURCE MANAGEMENT ASSOCIATION LATIN AMERICAN FEDERATION OF HUMAN RESOURCE MANAGEMENT ASSOCIATIONS ASIA PACIFIC FEDERATION OF HUMAN RESOURCE MANAGEMENT ASSOCIATIONS AFRICAN HUMAN RESOURCES CONFEDERATION
Benchmarking International HR Standards
The Malaysian GLCs: Routes To HR Certification Note: change levels to support, professional or advanced practitioner CHRP Level 4 (Generalist) CHRP Level 3 (Generalist/ Specialist) CHRP Level 2 (Generalist/ Specialist) CHRP Level 1 (Generalist) National HR Certification Body: Owns and updates NHRS Conducts assessments Makes standards available for reference Passes assessment of NHRS Meets requirements for work experience Gathers portfolio of evidence of competence and experience Displays skills and competencies defined by NHRS Gains necessary work experience Enters HR field Influences offerings of HR curriculum in IHLs Graduates with degrees in x/y/z Gains diploma/cert in HR from certified training providers Gains work experience in other fields marketing/ legal/ finance Certifies training providers
National HR Standards Are Set Out: (i) to define what a professional working people in HR management and development should understand, explain, critically evaluate and perform effectively. (ii) to assess if the HR professional is operating at support-level standards, practitioner-level standards, or at the senior level of an advanced (international) practitioner. (iii) to define HR Standards across the whole spectrum of people management and development taking into account both the generalist and specialist functions.
Use of HR Standards As the basis for 1) Educational and Training Programs. 2) HR and L&D Professional Assessments. 3) Accrediting prior Certificated Learning. 4) Mapping against International HR Standards. 5) Continuing of HR Professional Development. 6) Awarding HR/L&D Leaders and organizations based on specific National HR Standards.
Framework of National HR Standards
The Five Dimensions of NHRS
The Scope of The Five Dimensions Of NHRS
Summary Of HR Professional Level Definitions
LEARNING & DEVELOPMENT The process of ensuring continuous and sustained growth in key capabilities that enables the business to attain business goals and objectives. CONDUCT NEEDS ASSESSMENT MANAGE & DESIGN DELIVERY EVALUATION Identify L&D needs ; Determine the design of NA Collect & analyse data; Provide feedback Manage resources; Develop calendar; Create a learning culture Determine the budget; develop learning objectives, contents, methods Pre, during & post L&D programmes Development of a learning culture Data collection & data analysis Provide feedback; post-evaluation SUPPORT PRACTITIONER ADVANCED PRACTITIONER
TALENT MANAGEMENT The process of ensuring a continuous internal and external supply of qualified talent at the right time, right number, and right cost into the organisation TALENT ACQUISITION TALENT DEVELOPMENT TALENT RETENTION Identifying talent needs and supply; Conducting Job Analysis Comparing with the current workforce capabilities (Gap Analysis); Planning Global Mobility for international Market Expansion; Providing feedback Identifying key position for succession planning Developing talent management programme strategies Strategizing Employer Branding (Identification with the Organisation); Developing talent inventory Conducting Job Evaluation Performing talent management strategies Assessing the outcome of the implemented talent management programme SUPPORT PRACTITIONER ADVANCED PRACTITIONER
COMPENSATION & BENEFITS The process of ensuring organizational performance by building and driving, teams and individuals who are focused on performance. DEVELOP A TOTAL REWARD OBJECTIVES AND POLICIES DEVELOP INTERNAL ALIGNMENT STRUCTURE ASSESS EXTERNAL MARKET COMPETITIVENESS AND ESTABLISH PAY STRUCTURE ESTABLISH EMPLOYEE INCENTIVE AND PERFORMANCE MANAGE EMPLOYEE BENEFITS AND SERVICES TOTAL REWARD MANAGEMENT SUPPORT PRACTITIONER ADVANCED PRACTITIONER
EMPLOYEE RELATIONS The process of building a compelling employment bond between employees and the organization. DEVELOP EMPLOYEE RELATIONS STRATEGY, POLICY AND PRACTICE MANAGE POLICY, ADVICE AND GUIDANCE DOCUMENTS MANAGE EMPLOYEE GRIEVANCES,ABSENTEEISM, DISPUTES AND DISCIPLINARY ISSUES COACHING, COUNSELING AND MENTORING OCCUPATIONAL SAFETY AND HEALTH AT WORKPLACE TRADE UNION MANAGEMENT EMPLOYEE ENGAGEMENT RETRENCHMENT AND VOLUNTARY SEPARATION SCHEME (VSS) AND MUTUAL SEPARATION SCHEME (MSS) PERFORMANCE IMPROVEMENT PROGRAMME (PIP) SUPPORT PRACTITIONER ADVANCED PRACTITIONER
STRATEGIC HR LEADERSHIP The process of providing the HR direction in ensuring the growth and success of the organization. MANAGING FOR RESULTS ORGANISATIONAL STRATEGY, STRUCTURE, CULTURE AND POLICY MANAGING IN STRATEGIC BUSINESS CONTEXT Practise of management; Manage change; Enhance internal customer relations Optimize deployment of resources; Enable continuous improvement Manage information and communication technology Analyse data / prepare presentation of information Formulate & Implement HR strategy Consolidate strategic roles of HRM to organisational success and CSR HR decision making Risk management Scan business environment; Globalization; Demographic and social trends; Government policy and regulation Values and Ethics HR Branding SUPPORT PRACTITIONER ADVANCED PRACTITIONER
Syndication with HR Community March 2014 April May June July August 2014 Sharing Session with Academia Briefing to School of Business Management academics UUM Focus Group Discussion & Workshops Syndication with prominent industry partners and business owners Briefing to Prominent Employer Association Sharing of ideas with FMM HRM Committee Engaging with SMEs HR Forum, Seminars, and Training session with local HR Practitioners Briefing to Employer Trade Association Sharing session with MEF Emerging Practices Committee Presentation to Ministry of Human Resources (MOHR) Discussion with Policy Division of MOHR 1500 HR Professionals engaged and syndicated
Moving Forward September 2014 October 2014 November 2014 Validation of the NHRS National Seminar on HR Standards and submission of the NHRS to MoHR Launch of National HR Standards Sharing Session of 5 Dimensions with HR Professionals (16 October 2014) Submission of NHRS to MoHR Launch of HR Standards by YB Minister of Human Resources Syndication with MEF, UEM, MCMC, Sime Darby, FMM, Intan, ASEAN Institute ofbankers,noss,mim, MIHRM,MTUC HRDF Conference & Exhibition in Kuching (4 November 2014) Announcement that HRDF will only fund/endorse HR programmes complying with HR standards
Moving Forward recommendation December 2014 March 2015 Formation of Certification Board and the Secretariat Recognition and funding Launch of The HR Certification Board As suggested by The Policy Division on the setting up of Certification Board comprising relevant stakeholders. Recognition of Certification Programmes complying to the NHRS March 2015 The moving forward recommendation by HR Steering Committee will be put forward to Ministry of Human Resources to take responsible for the NHRS. Launch of HR Certification Board by YB Minister of Human Resources.
1.Human Resources Certification Committee Contact: KC Lim kclim@hrdf.com.my