AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR HR …emcgroup.com.my/drhamid/wp-content/uploads/2014/03/HR... · 2014-03-22 · About AeU • Asia e University (AeU) is a dual‐mode

AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR HR PRACTITIONERS IN MALAYSIA HR PRACTITIONERS IN MALAYSIA

DR. ABDUL HAMID BIN ABDULLAH DR. ABDUL HAMID BIN ABDULLAH Research Fellow School of Management Research Fellow School of Management AeUAeU & & Research Fellow, School of Management, Research Fellow, School of Management, AeUAeU & &

Managing Director, EMC Management Centre Managing Director, EMC Management Centre

FASHRM; FASHRM; Ph.DPh.D((AeU,M’siaAeU,M’sia); M.Sc.(Virginia ); M.Sc.(Virginia Poly. Inst. & St. Poly. Inst. & St. Univ.,USAUniv.,USA); ); B.ScB.Sc.(.(HonsHons.) (Idaho .) (Idaho St.,USASt.,USA); ); PG.Dip.HRMPG.Dip.HRM ((Lincolnshire & Humberside, Lincolnshire & Humberside, (( ) () ( ,, );); pp (( ,,

UK); UK); Dip.ScDip.Sc. with . with Educ.(Educ.(UPM,M’siaUPM,M’sia) )

BIOGRAPHICAL SKETCH BIOGRAPHICAL SKETCH

DR. ABDUL HAMID BIN HJ. ABDULLAH DR. ABDUL HAMID BIN HJ. ABDULLAH • Dr. Abdul Hamid bin Hj. Abdullah is the Group Managing Director & Principal ManagingDr. 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 ); p ( , ) , , ,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)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• 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 bloginternational refereed journal articles can be viewed via his personal blog (http://aha.emcgroup.com.my).

• His areas of interest and specialisation are: Organisation development, Formulation of HR policies, C ti & b fit C t i t d fili P f t &Compensation & benefits, Competencies management and profiling, Performance management & improvement, HR certification, Strategic human resource management, Talent management, Leadership development, Management development, and Strategic management.

About AeUAbout AeUAbout AeUAbout 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) g g ( )and training centres in the 32 ACD countries to offer academic programmes and training to all in Asia.

About SPEEDAbout SPEED AeUAeUAbout SPEED, About SPEED, AeUAeU

• The School of Professional & Executive Education (SPEED) plays an important role in imparting dynamic skills, knowledge, and p p g y , g ,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.

About EMCAbout EMCAbout EMCAbout EMC

• EMC Management Centre Sdn. Bhd. (EMC) was incorporated in 1996 to meet the strategic demands of the Nation whichin 1996 to meet the strategic demands of the Nation which include the provision of tertiary and Professional Programmes including Certificate levels ( i.e., mainly g g ( , yCertificated Competency Development Programmes), Development Based Programmes, Training Programmes, p g g gPublic 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 , ) y pBoard (HRDB).

St t i P t fSt t i P t f EMCEMCStrategic Partners of Strategic Partners of EMCEMC

IntroductionIntroductionIntroductionIntroduction

• Human resource management appears to be gaining a great deal of attention globally overgaining 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 ofa subject that is gaining a great deal of momentum among the HR practitioners in demanding times like today where talent isdemanding times like today, where talent is become scarce, and human capability b ildi i b i h i d ( h ibuilding is being emphasised (emphasis on Green HRM today). y)

Certification System for Human Certification System for Human i ii iResource PractitionersResource Practitioners

• In Malaysia, emphasis till today is still on C tifi t d P i l di th C tifi tCertificated Programmes including the Certificates, Diplomas and Graduate Programmes in Human Resource Management.

• *Certification is an action by professionals toCertification is an action by professionals to establish a system to grant recognition to practitioners who have met a stated level ofpractitioners who have met a stated level of learning and work experience (i.e., *being

)competent).


• Certified individuals are issued a Certificate of C tCompetency.

• Certification differs from Certificate programmesp gbecause certification by definition includes an experience component.experience component.

• Certificates and Diplomas are awarded once those f d h b l d dcourses of study have been completed and may

NOT require prior work experience.


• The Programmes set out includes both Training and Certification.

• The Certification signifies the acquisition of• The Certification signifies the acquisition of the Human Resource Body of Knowledge (HRBOK) in accordance with different mastery (capability) levelsmastery (capability) levels.

MODELS REFERRED TO MODELS REFERRED TO

Development of Development of ProgrammesProgrammesReferences:

v Survey – Companies and HR Practitioners.

v Survey Executive Diploma/E PG Dip in Humanv 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)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 binAbdullah (HR Practitioner Competency Model)Abdullah (HR Practitioner Competency Model).

TRAINING & DEVELOPMENT

FOCUSRESEARCH & INFORMATION FOCUS

Assuring the development of

key competencies that enable

individuals to

INFORMATION SYSTEMS

FOCUSAssuring a

human resource i f ti b

ORGANISATION DEVELOPMENT

FOCUSLABOUR

RELATIONS individuals to perform current and future jobs

information base Assuring healthy inter and intra unit

relationships and helping groups initiate and manage change

FOCUS Assuring healthy

union-organisationrelationships

HUMAN RESOURCE RESULTS Productivity Quality

CAREER DEVELOPMENT FOCUS

Assuring the alignment of individual career planning and

organisation career management t hi ti l t h f

EMPLOYEE ASSISTANCE FOCUS

Providing personal problem-solving and counseling to

individual employees Quality Innovation HR Fulfillment Readiness for Change

to achieve an optimal match of needs

individual employees

COMPENSATION & BENEFITS

FOCUS

COMPENSATION & JOB DESIGN FOCUS

D fi i h t kAssuring compensation and benefits fairness and

consistency

SELECTION & PERFORMANCE MANAGEMENT

SYSTEMS HUMAN RESOURCE

Defining how tasks, authority and systems will

be organised and integrated across organisational units

and in individual jobs

STAFFING FOCUS

Matching people and their career needs and

capabilities with jobs and

SYSTEMS FOCUS

Assuring that individual and

organisation goals are linked and what

HUMAN RESOURCE PLANNING

FOCUSDetermining the key

human resource needs, strategies andp j

career pathslinked and what individuals do

everyday supports the organisational goals

needs, strategies and philosophies of the

organisation

THE HUMAN RESOURCE WHEEL (McLagan, 1989)

Evolution of HRCSEvolution of HRCS‐‐ HR Competency Models from 1987 to 2002 HR Competency Models from 1987 to 2002 (Ulrich et al., 2008) (Ulrich et al., 2008)

Business Knowledge

HR Delivery g

Change Business Knowledge

Personal Credibility

1987

992 HR Delivery Change

Business

1992

knowledge

Personal Business

1997

Personal Credibility

HR Delivery Culture Business knowledge

P l

2002

Change Strategic

Contribution HR Delivery Personal Credibility

HR Technology

HR Competency Model HR Competency Model --2007 2007 (Ulrich (Ulrich et alet al 2008)2008)(Ulrich (Ulrich et al.,et al.,2008)2008)

Talent Mgr/ Org. Designer

Culture & Change Steward

Strategy Architect

O ti lOrganisationCapabilities Operational

Executor Business Ally Capabilities

Credible Systems & Processes Credible

Activist

RelationshipsRelationships HR

Professionalism

2012 HR Competency 2012 HR Competency ModelModel (Ulrich (Ulrich et al.,et al.,2012)2012)

STUDYSTUDY SHRM 2010SHRM 2010STUDY STUDY –– SHRM, 2010SHRM, 2010

i di d l b ll• 18 Competencies were studied globally : • Top 5 important competencies (generic) for HR p p p (g )practitioners were:

1. Strategic thinking1. Strategic thinking 2. Effective communication 3 Ability to lead3.Ability to lead 4. Cross‐cultural intelligence 5.Global intelligence/global mind set

3 Broad Areas of 3 Broad Areas of South African HR South African HR Competency Competency M d lM d l (O t b 2012)(O t b 2012)Model Model (October 2012)(October 2012)

1. 4 Pillars of Professionalism (The square shape of the “house” as the foundation for(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 http://www sabpp co za/siteitems/uploads/2013/02/HR%20Competency%20model%20Assessment pdf)http://www.sabpp.co.za/siteitems/uploads/2013/02/HR%20Competency%20model%20Assessment.pdf)

HR Competency Model HR Competency Model HR Competency ModelHR Competency ModelStrategygy

Talent Management

HR Governance, Risk, Compliance

Analytical & Measurement

HR Service Delivery

HR & BUSINESS KNOWLEDGE

Leadership and Personal Credibility

Organisational Capability

HR & BUSINESS KNOWLEDGE

PROF

Organisational Capability

Solution Creation and Implementations

Interpersonal and Communication

ESSIONA

ETHICS Interpersonal and Communication

Citizenship for Future Innovation, Technology, Sustainability

DUTY TO SOCIETY

ALISM

DUTY TO SOCIETY

IPMA (2005) HR Competency Model

THE DEVELOPMENT THE DEVELOPMENT THE DEVELOPMENT THE DEVELOPMENT OF HUMAN RESOURCE PRACTITIONER OF HUMAN RESOURCE PRACTITIONER

COMPETENCY MODEL COMPETENCY MODEL COMPETENCY MODEL COMPETENCY MODEL PERCEIVED BY MALAYSIAN PERCEIVED BY MALAYSIAN

HUMAN RESOURCE PRACTITIONERS HUMAN RESOURCE PRACTITIONERS HUMAN RESOURCE PRACTITIONERS HUMAN RESOURCE PRACTITIONERS AND CONSULTANTSAND CONSULTANTS

ABDUL ABDUL HAMID BIN HAMID BIN ABDULLAH ABDULLAH A Thesis Submitted to the School of Management, Asia e University in A Thesis Submitted to the School of Management, Asia e University in

Fulfillment of the Requirements for the Degree of Doctor of Philosophy Fulfillment of the Requirements for the Degree of Doctor of Philosophy in Business Administration in Business Administration in Business Administration in Business Administration

NOVEMBERNOVEMBER 20102010NOVEMBER NOVEMBER 20102010

HR Practitioner Competency Model with the Significant CompetenciesHR Practitioner Competency Model with the Significant Competencies(Copyright © 2010 By Abdul Hamid Abdullah)(Copyright © 2010. By Abdul Hamid Abdullah)

Status of HRM in MalaysiaStatus of HRM in MalaysiaStatus of HRM in MalaysiaStatus of HRM in Malaysia• The findings show that the present HRM practices in g p p

Malaysia are of mixed mode. • Some of the HRM practices appear to be traditional or Some of the HRM practices appear to be traditional or

conservative, and highly operational (i.e., the significance of the technical HR competency category); g p y g y);whereas others are somewhat progressive and forward thinking.g

• Non - significance of the business competency category indicates that the HR profession in Malaysia is somewhat p yNOT a “strategic business partner” as it does not get involve into the mainstream of the business strategy of gythe organisations.

• ***HR profession in M’sia lags behind the practices in west. HR profession in M sia lags behind the practices in west.

Certified Human Resource Certified Human Resource Practitioner (Practitioner (cHRPcHRP) ) –– Level 1 Level 1

Certified Professional HumanCertified Professional HumanCertified Professional Human Certified Professional Human Resource Practitioner (Resource Practitioner (cPHRPcPHRP)) ––Resource Practitioner (Resource Practitioner (cPHRPcPHRP) )

Level 2Level 2

Certified Human Resource Certified Human Resource Practitioner (Practitioner (cHRPcHRP) ) –– Level 1 Level 1

AIM OF THE PROGRAMMESAIM OF THE PROGRAMMESAIM OF THE PROGRAMMES AIM OF THE PROGRAMMES

1 Elevate the professional standing of the HR1. Elevate the professional standing of the HR Practitioners.

2. Standardize and bring to coherence the understanding of the key HR domains and g ypractical application in the industry.

3 Ensure that the HR Practitioners possess a solid3. 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 competencespecific Level of competence.

Development of Development of ProgrammesProgrammesReferences:

v Survey – Companies and HR Practitionersv Survey Companies and HR Practitioners.

v Survey – Executive Diploma/E.PG. Dip. in Human

Resource/Capital Management/Ex. Masters’).

M d l IPD CHRP (L l 3) (UK) EOSC (UK) HRCIv 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 binv Ph.D study carried out by Dr. Abdul Hamid binAbdullah on HR Practitioner Competency Model(completed in 2010)(completed in 2010).

Certification System for Human Certification System for Human Resource PractitionersResource Practitioners

Two (2) levels of Training and Certification Programmes are offered to the HR practitioners :g p

•• Level ILevel I ‐ Training and Certification is for the HRLevel I Level I ‐ Training and Certification is for the HR Administrators, HR Executives, Asst. HR Managers, HR Managers, HR Generalists, and others with atHR Managers, HR Generalists, and others with at least 2 years of working experience in HR.

•• Level II Level II ‐ Training and Certification is for the Asst. HR Managers, HR Managers, and others with atHR Managers, HR Managers, and others with at least 5 years of working experience in HR.


• In these certification programmes, emphasis and importance is given only to the ** technical (functional) HR competenciesgiven only to the technical (functional) HR competencies.

• For a well elaborate certification programme, it should include b th t h i l (f ti l) i /b h i l d b iboth technical (functional), generic/behavioural, and business competencies. These competencies can however be acquired th h th ft kill ’through 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.

Certified Human Resource Practitioner (Certified Human Resource Practitioner (cHRPcHRP) ) ––L l 1L l 1Level 1Level 1

A i b d k l d HRM d b bl t i l t• Acquire broad knowledge on HRM and be able to implement HR tasks professionally.

• Recognise the areas and issues for compliance pertaining toVES

VES

• Recognise the areas and issues for compliance pertaining to labour laws and legislation.

• Recognise the importance of human resource planning andCTI

VC

TIV

• Recognise the importance of human resource planning and acquisition in HRM.

• Identify key issues on talent managementOB

JEO

BJE

• Identify key issues on talent management.

• Administer good rewards and recognition programmes.

• Identify key components of good compensation & benefitsAM

OA

M O

• Identify key components of good compensation & benefits practices.

• Acquire knowledge and good practices on learning andOG

RA

OG

RA

• Acquire knowledge and good practices on learning and development.

• Keep abreast of safety concerns and issues at work

PRO

PRO

• Keep abreast of safety concerns and issues at work.


MM

• Signifies HR competence to perform HR work.

U d t d th l d f ti f HRGR

AM

GR

AM

• Understand the roles and functions of an HR practitioner. PR

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• Raise the competence bar and credibility of the HR practitioners.TH

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HR practitioners.

• Obtain recognition as a competent HR i iS

OF

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OF

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practitioner.

• Enhance the professionalism of HR practice. EFIT

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p p

BEN

EB

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BB

Certified Human Resource Practitioner (Certified Human Resource Practitioner (cHRPcHRP) ) ––Level 1Level 1

Stage 1M d l 1 H R Pl i d A i itiSS • Module 1: Human Resource Planning and Acquisition (2 Days) EN

TSEN

TS

• Module 2: Compensation and Benefits (2 Days)

• Module 3: Occupational Safety, Health and SecurityON

TEO

NTE

Module 3: Occupational Safety, Health and Security (1 Day)

Stage 2SE C

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Stage 2• Module 4: Learning and Human Resource

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RS

Development (2 Days)

• Module 5: Employment Laws and Legislation (3 Days)

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p y g ( y )

HR HR COMPETENCY DOMAINS ( COMPETENCY DOMAINS ( FUNCTIONAL) FUNCTIONAL) LEVEL I (cHRP) (AeU)

H R H R Human Resource Human Resource Planning & Acquisition Planning & Acquisition

Compensation and Compensation and BenefitsBenefits

Course ContentsCourse Contents(( HRPHRP) L l 1 St 1) L l 1 St 1

Module 1: Human Resource Planning and Acquisition (2 Days)

((cHRPcHRP) Level 1 : Stage 1) Level 1 : Stage 1Module 1: Human Resource Planning and Acquisition (2 Days)

Briefing and programme launching Job design and job analysisOverview of HRM & challenges HR models & evolutionary patterns

HR measurements & metricsInterviewing process and pitfalls

Green HRMOrganizational and business strategy E l li i d i

pitfalls Manpower planning & forecasting

Employment, policies and recruitmentNDP, NEP, NVP and Vision 2020HR i & bj ti

HR Key Performance Indicators (HR KPIs)HR business partner relationshipHR aims & objectives

HR competencies HR ethics

HR business partner relationshipTalent management

HR ethics Demand and supply of human resource Job description, job specificationJob description, job specification


Module 2: Compensation and Benefits (2 Days)

((cHRPcHRP) Level 1 : Stage 1) Level 1 : Stage 1Module 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

Course ContentsCourse Contents(( HRPHRP) L l 1 St 1) L l 1 St 1((cHRPcHRP) Level 1 : Stage 1) Level 1 : Stage 1

Module 3: Occupational Safety Health and Security (1 Day)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 y• Industrial hygiene and practices • Ergonomics g• Emergency response and planning • Industrial security and roles of management Industrial security and roles of management • Roles and responsibilities of security personnel


Module 4: Learning and Human Resource Development (2 Days)

((cHRPcHRP) Level 1 : Stage 2) Level 1 : Stage 2Module 4: Learning and Human Resource Development (2 Days)

Roles of training and development Training needs analysis (TNA) Training cycle g yTraining – planning and implementation Organisational change and learning g g gCareer planning and development Succession planning Succession planning Evaluation of training


Module 5: Employment Laws and Legislation (3 Days)

((cHRPcHRP) Level 1 : Stage 2) Level 1 : Stage 2Module 5: Employment Laws and Legislation (3 Days)

Employer - employee relationship Salient provisions of Employment Act, 1955Salient provisions of Industrial Relations Act, 1967pSalient provisions of EPF Act, Trade Union Act, and related legislationDischarge/ dismissal / termination of an employee Discipline and domestic inquiry p q yToxic workplaceIndustrial and labour court procedures Industrial and labour court procedures

AssessmentAssessmentAssessmentAssessment

• Upon completion of the training of the technical (f ti l) t i ll th i di id l ill b(functional) competencies, all the individuals will be assessed.

• As a competent practitioner in HRM, the minimum passing score required is 70% of the total. Thepassing score required is 70% of the total. The distribution of the score for the assessment differs for each levelfor each level.

• For those who obtain the score lesser than 70 %, they are encouraged to re‐sit for the assessment.

AssessmentAssessmentAssessmentAssessment

• Upon completion of the training, all participants will be assessed and if successful those who score 70 % andassessed and if successful, those who score 70 % and above in total shall be awarded a ‘Certificate of Competency’ in Human Resource Management asCompetency in Human Resource Management as follows:

•• For Level IFor Level I : CERTIFIED HUMAN RESOURCE PRACTITIONER (cHRPcHRP)PRACTITIONER (cHRPcHRP)

•• For Level IIFor Level II: CERTIFIED PROFESSIONAL HUMAN RESOURCE PRACTITIONER (cPHRPcPHRP)RESOURCE PRACTITIONER (cPHRPcPHRP)


Who Should AttendWho 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 The total fee including 10 days of training and certification is RM5 500 00 perand certification is RM5 500 00 perand certification is RM5,500.00 per and certification is RM5,500.00 per

participant. participant.

AwardAwardAward Award

• **These industrial based Human Resource Certification Programmes are offered by theCertification Programmes are offered by the School of Professional & Executive Education (SPEED) AeU EMC is a strategic partner(SPEED), AeU. EMC is a strategic partner /collaborator.

• Successful participants will be awarded the Certificate of Competency in Human ResourceCertificate of Competency in Human Resource Management by SPEED, AeU. The award of the Certificates (Level 1 & 2) will be governed by theCertificates (Level 1 & 2) will be governed by the Rules and Regulations of SPEED, AeU.

ASSESSMENT MODE HR CERTIFICATION PROGRAMMEASSESSMENT MODE – HR CERTIFICATION PROGRAMME

Certified Professional Human Certified Professional Human Resource Practitioner (Resource Practitioner (cPHRPcPHRP) ) ––

l 2l 2Level 2Level 2

Certified Professional Human Resource Certified Professional Human Resource P i i (P i i ( PHRPPHRP)) L l 2L l 2Practitioner (Practitioner (cPHRPcPHRP) ) –– Level 2Level 2

• Acquire broad knowledge on strategic recruitment and selection and are able to implement HR tasks professionally.

VES

VES

p p y

• Understand strategic talent management practices.

• Understand organisation development and implement itsCTI

VC

TIV

Understand organisation development and implement its practices professionally.

• Design human resource development programmes. OB

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BJE

g p p g

• Develop training evaluation frameworks.

• Develop compensation policies in line with business strategy.AM

OA

M O

Develop compensation policies in line with business strategy.

• Establish salary structures and pay grades.

• Establish productivity linked wage system (PLWS)OG

RA

OG

RA

• Establish productivity linked wage system (PLWS).

PRO

PRO

Certified Professional Human Resource Certified Professional Human Resource P i i ( PHRP)P i i ( PHRP) L l 2L l 2Practitioner (cPHRP) Practitioner (cPHRP) –– Level 2Level 2

• Construct and design performance management system.

• Design human resource key performance indicators.VES

VES

Design human resource key performance indicators.

• Establish good human performance improvement plan(s).

• Recognise the areas and issues for compliance pertaining toCTI

VC

TIV

• Recognise the areas and issues for compliance pertaining to labour laws and legislation.

• Understand the industrial and labour court proceduresOB

JEO

BJE

Understand the industrial and labour court procedures.

AM

OA

M O

OG

RA

OG

RA

PRO

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MM

• Signifies HR competence to perform HR work.

• Understand the roles and functions of a SeniorGR

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• Understand the roles and functions of a Senior HR practitioner.

PRO

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HR practitioners.

• Obtain recognition as a competent Senior HR titiS O

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practitioner.

• Enhance the professionalism of HR practice.EFIT

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BEN

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Hierarchy of Cognitive DomainsHierarchy of Cognitive DomainsHierarchy of Cognitive DomainsHierarchy of Cognitive Domains6 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 ObjectivesBased on Bloom’s Taxonomy of Educational Objectives

Certified Professional Human Resource Certified Professional Human Resource Practitioner (Practitioner (cPHRPcPHRP) ) –– Level 2Level 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

NT

NT

operational processes or policies.

CertificationCertificationSMEN

SMEN

• Certification will be awarded upon successful completion of all the modules & passing of all the competency‐based SE

SSSE

SS

p g p yassessment.

• For a competent practitioner in human resource

ASS

ASS

For a competent practitioner in human resource management, the minimum passing score required is 70%.


• For those who are successful and score 70% and above they will be awarded a Certificate ofabove, they will be awarded a Certificate of Competency and it is labelled as: Certified Professional Human Resource Practitioner (cPHRP)N

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Professional Human Resource Practitioner (cPHRP).

• For those who obtain the score lesser than 70%, h ill b d i f hSM

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they will be encouraged to re‐sit for the assessment.

SESS

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• Basically the whole purpose of the programme is to certify the Human resource practitioners through anSS certify the Human resource practitioners through an assessment system.

• However as it is realised alike other professionalTAIL

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However, as it is realised alike other professional certification programmes, the individuals may require some kind of preparatory grounding (i.e., training) prior D

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some kind of preparatory grounding (i.e., training) prior to carrying out the assessment.

Training & CertificationTraining & CertificationRA

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Training & CertificationTraining & Certification• Individuals will undergo intensive training in five (5) key

d l / h t dRO

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modules/ areas on human resource management and thereafter sit for the assessment.

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Training & CertificationTraining & Certification• Participants will find this programme useful for the purposes SS of enhancing their HR professional knowledge, requisite skills,

and practices as an certified professional Human Resource

TAIL

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Practitioner.

• The total duration for the programme is ten (10) days and it is DET

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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 RA

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modules ‐ Strategic Human Resource Planning & Acquisition (2 days); Organisational & Human Resource Development (2 d ) d P f M t & H P fRO

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days); and Performance Management & Human Performance Improvement (2 days).

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Stage 1Stage 1• Module 1 Strategic Human Resource Planning andSS • Module 1: Strategic Human Resource Planning and

Acquisition (2 Days)

ENTS

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• Module 2: Organisational and Human Resource Development (2 Days)O

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• Module 3: Performance Management & Human Performance Improvement (2 Days)SE

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Stage 2Stage 2• Module 4: Compensation and Benefits (2 Days)O

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• Module 4: Compensation and Benefits (2 Days)

• Module 5: Employment Laws and Legislation (2 Days)

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Course ContentsCourse Contents(( PHRPPHRP) L l 2 St 1) L l 2 St 1

Module 1: Strategic Human Resource Planning and Acquisition

((cPHRPcPHRP) Level 2 : Stage 1) Level 2 : Stage 1Module 1: Strategic Human Resource Planning and Acquisition (2 Days)

Briefing and programme launching Overview of HRM & challenges HR d l & l i

Talent pools Talent scouting Attracting and retaining key talent HR models & evolutionary patterns

Green HRMHR t i

Attracting and retaining key talent Changing trends – hiring of millennials (Generation Y)

HR competencies Job description and job specification Job analysis & Job design

employees HR measurement & metrics HR business partner relationship Job analysis & Job design

Strategic recruitment and selection Aligning HRPA with business strategy

HR business partner relationship

Aligning HRPA with business strategy Manpower planning & forecasting Talent management practices Talent management practices


Module 2: Organisational and Human Resource Development

((cPHRPcPHRP) Level 2 : Stage 1) Level 2 : Stage 1Module 2: Organisational and Human Resource Development (2 Days)

O i ti l d l tOrganisational developmentOrganisational development intervention strategiesM i hManaging changeDesigning intervention strategy and plansH d l tHuman resource developmentDesigning human resource development programmesT i i l ti Training evaluation Human resource return on investment S i l i Succession planning Human resource audit

Course ContentsCourse Contents(( PHRPPHRP) L l 2 St 1) L l 2 St 1((cPHRPcPHRP) Level 2 : Stage 1) Level 2 : Stage 1

Module 3: Performance Management & Human Performance Module 3: Performance Management & Human Performance Improvement (2 Days)

Performance management system (PMS)Challenges of PMS

HR scorecards Consequence management

Designing HR KPIsDesigning performance appraisal Performance appraisal process360 degree feedback Competency-based performance managementTechnical pitfalls Performance improvement processPerformance improvement plan(s)


Module 4: Compensation and Benefits (2 Days)

((cPHRPcPHRP) Level 2 : Stage 2) Level 2 : Stage 2Module 4: Compensation and Benefits (2 Days)

Compensation policies and objectivesOrganisational strategy & compensationJob evaluationE l b fi d iEmployee benefits and servicesCompensation surveysS l d d t i tSalary and wage determinantsPay grade and salary structureProductivity linked wage system (PLWS)Productivity linked wage system (PLWS)Hybrid wage systemsJob/ career progression systems Job/ career progression systems Competency – based compensation systemRewards & recognitionRewards & recognition


Module 5: Employment Laws and Legislation (2 Days)

((cPHRPcPHRP) Level 2 : Stage 2) Level 2 : Stage 2Module 5: Employment Laws and Legislation (2 Days)

Salient provisions of Employment Act, 1955 and Industrial Relations A 1967Act, 1967Employment / labour laws and employment contract administrationC ll ti b i i d ll ti t Collective bargaining and collective agreement Industrial disputes and settlementDiscipline and domestic inquiryDiscipline and domestic inquiryPositive discipline and industrial harmonyIndustrial and labour court proceduresIndustrial and labour court proceduresIndustrial court awardsGrievance handling and dismissalsGrievance handling and dismissalsNew challenges in industrial relationsToxic workplaceToxic workplace

LEVELLEVEL II (II ( PHRPPHRP) () (A UA U))

HR HR COMPETENCY DOMAINS ( COMPETENCY DOMAINS ( FUNCTIONAL) FUNCTIONAL)

LEVEL LEVEL II (II (cPHRPcPHRP) () (AeUAeU))

Performance Performance Management & Management &

H P f H P f Human Performance Human Performance Improvement Improvement


Who Should AttendWho 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 The total fee including 10 days of training and certification is RM6 500 00 perand certification is RM6 500 00 per

The total fee including 10 days of training The total fee including 10 days of training and certification is RM6 500 00 perand certification is RM6 500 00 perand certification is RM6,500.00 per and certification is RM6,500.00 per

participant. participant. and certification is RM6,500.00 per and certification is RM6,500.00 per

participant. participant.

ASSESSMENT MODE HR CERTIFICATION PROGRAMMEASSESSMENT MODE – HR CERTIFICATION PROGRAMME

Documents

AN OVERVIEW OF HR CERTIFICATION PROGRAMMES FOR HR …emcgroup.com.my/drhamid/wp-content/uploads/2014/03/HR... · 2014-03-22 · About AeU • Asia e University (AeU) is a dual‐mode