HR Graduate Certification - HR Business Partnering
- Human Resource
2 days
Who Should Attend
Pre-requisites
Participants should:
- have a degree from a recognised university; and
- have minimum 2 years of working experience in HR/OD related roles; and
- currently a HR/OD practitioner in a private or public sector organisation
Participants’ Profiles (Intake 1 to 13)
Overview
"The emergence of the ""Great Resignation"" points to a talent paradox where organisations face shortages in critical areas despite a surplus of job seekers. To effectively create business value and support business transformation, HR Business Partners (BPs) need to relook traditional talent management strategies to address these business challenges.
The urgency for a new outlook in speeding up capability building to be in tandem with the accelerated digital transformation, necessitate that HRBPs are equipped with new mental models, strategies and skills to transform lagging capabilities while managing the paradoxes of change to ensure workforce effectiveness and agility.
Learning Objectives
At the end of the 2-day module, participants will be able to:
- Differentiate HRBP Role in the new business realities
- Support business transformation
- Create business value to the customer value chain
- Rethinking content and context of the organisation design and development
- Architecting the organisation's long term and short term talent strategies using data analytics
Topic/Structure
Topic 1 - Human Resource Business Partnering
The speed of digital technology advancement and the age of "The New Normal" borne from COVID-19 –Pandemic had caused disruptions unlike those seen in previous industrial revolutions. This introductory topic discusses the overview of current work evolution and how it impacted human resource practice. It provides the context for human business partnering instead of the operational human resource role.
Topic 2 - Reframing Organisation Design and Development (OD&D)
In this topic, discussions will centre on how an effective HRBP must understand the organisation's business strategy in content and context from an internal and external perspective to drive value, applying 'whole systems' thinking using analytics to extract tangible business performance. Systems thinking and systemic approaches in management are fundamentals for an organisation's performance. However, in the new world of work, human resource business partnering needs to view OD&D beyond organisational structures, roles, physical and functional infrastructures and from the technology and humanistic needs aspect. Discussions will draw participants insights from their practice to class for authentic learning. Understand the fundamentals of OD&D
Topic 3 - The future of skills in workforce planning
This topic delves into a skills-based approach in workforce planning to ensure that workforce planning delivers value for the business. The McKinsey survey showed that79% of leaders are concerned about skills availability impacting innovation, cost, quality, and growth.
Discussions will revolve around how human resource business partnering can develop a new skills-based model versus traditional roles in strategic workforce planning to weather business disruptions and remain agile. Participants will discuss the nine dimensions of the workforce planning model embedded in three broad pillars of Foundation, Resources and Value of the framework.
Topic 4 - People Analytics
As work becomes more digitalised. Managers must be agile to make informed decisions with speed and precision supported with facts, evidence-based data, and information, not just intuition, experience, and beliefs.
The primary role of people analytics is to provide the organisation with insights to make better business decisions, thus improving business performance while improving the employee experience and well-being. The use of people analytics reflects the business acumen perspective of the HRBP in providing an outside-in view of the value that HR delivers to the business.
Notwithstanding that data and analytics are the new currency in the new world of work, participants will discuss the approaches, impacts, and outcomes of applying people analytics.
Topic 5 - The HRBP's Role in Governance, Risk and Compliance
This topic will discuss how human resource governance integrates with corporate governance, management and HR management. Human resource risk management and compliance helps an organisation to monitor and prevent potential risk or minimise its Impact. HR risk management should be an integral part of all businesses regardless of size or industry. It focuses on analysing the risks that employees of an organisation pose to the business. CIPD's definition of Corporate Governance is "Good corporate governance is about effectively supervising the management of a company to uphold the company's integrity, achieve more open and rigorous procedures and ensure legal compliance. Ultimately it should also promote good relations with stakeholders, including shareholders and employees.
Discussions with participants centre on how human resource business partnering can optimise performance, define stakeholders and their expectations, fulfil fiduciary and financial responsibilities, mitigate HR risk, and align human resource functions through effective risk management and compliance for governance.
Topic 6 - Managing Stakeholder
This topic discusses the importance of stakeholders and how to manage the different types of stakeholders that the HRBP may encounter. A sound understanding of stakeholders needs and behaviours pave the way for effective communication, negotiation and even support that can impact the success of an organisational development project.
In stakeholder management, participants will learn the different types of stakeholders, map stakeholders, and ensure that meetings with stakeholders are successful.
Assessment
Participants have to meet a minimum attendance rate of 75% and have to complete all assessment(s) required by the course. Only upon meeting the minimum attendance and passing the assessment will participants be issued a Certificate of Completion.
Participants who fail the assessment will be given a chance for re-assessment at a fee of SGD100.00 (excluding prevailing GST). Each participant is allowed 1 re-assessment. The re-assessment has to be taken within 7 calendar days from the end of the course date. It will be held on a weekday specified by SMU Academy and conducted during office hours. Please note that re-assessment fees are not supported by SSG Funding.
Participants who meet the minimum attendance rate but do not achieve a pass for the assessment will be issued a Certificate of Participation.
Participants are required to bring their laptop to access the course materials, class exercises and individual assessment(s).
In order to be awarded with HR Graduate Certification, participants are required to complete all 7 modules within 2 years.
For participants who begin their first HR Graduate Certification module in 2023, please note that full certification will only be awarded upon completing 7 modules within 2 years.
For participants who have started their first module earlier than 2023, full certification will be awarded upon completing 6 modules (Module 1-6 only) within 2 years. These participants are also welcomed to take the additional Module 7 within the candidature period of 2 years. The full certification (if it has not been awarded already), in this case, will reflect all 7 modules.
Calculate Programme Fee
Fee Table
COMPANY-SPONSORED | |||
PARTICIPANT PROFILE |
SELF-SPONSORED |
SME |
NON-SME |
Singapore Citizen < 40 years old Permanent Resident LTVP+
|
$523.20 (After SSG Funding 70%) |
$203.20 (After SSG Funding 70% |
$523.20 (After SSG Funding 70%) |
Singapore Citizen ≥ 40 years old |
$203.20 (After SSG Funding 70% |
$203.20 (After SSG Funding 70% |
$203.20 (After SSG Funding 70% |
International Participant |
$1,744 (No Funding) |
$1,744 (No Funding) |
$1,744 (No Funding) |
All prices include 9% GST
Post Secondary Education Account (PSEA)
PSEA can be utilised for subsidised programmes eligible for SkillsFuture Credit support. Click here to find out more.
Self Sponsored
- SkillsFuture Credit
-
Singapore Citizens aged 25 and above may use their SkillsFuture Credits to pay for the course fees. The credits may be used on top of existing course fee funding.
This is only applicable to self-sponsored participants. Application to utilise SkillsFuture Credits can be submitted when making payment for the course via the SMU Academy TMS Portal, and can only be made within 60 days of course start date.
Please click here for more information on the SkillsFuture Credit. For help in submitting an SFC claim, you may wish to refer to our step-by-step guide on claiming SkillsFuture Credits (Individual). - Workfare Skills Support Scheme
-
From 1 July 2023, the Workfare Skills Support (WSS) scheme has been enhanced. Please click here for more details.
Company Sponsored
Enhanced Training Support for SMEs (ETSS)
- Organisation must be registered or incorporated in Singapore
- Employment size of not more than 200 or with annual sales turnover of not more than $100 million
- Trainees must be hired in accordance with the Employment Act and fully sponsored by their employers for the course
- Trainees must be Singapore Citizens or Singapore Permanent Residents
- Trainees must not be a full-time national serviceman
- Trainees will be able to enjoy ETSS funding only if the company's SME's status has been approved. To verify your SME's status, please click here.
Please click here for more information on ETSS.
Absentee Payroll
Companies who sponsor their employees for the course may apply for Absentee Payroll here. For more information, please refer to:
AP Guide (Non-SME Companies)
Declaration Guide (SME Companies)
Intake Information
INTAKE 6 | 26 - 27 Aug 2024 (9.00am – 6.00pm) | Fully Subscribed |
INTAKE 7 | 9 - 10 Jan 2025 (9.00am – 6.00pm) | Open for Registration |
Virtual Intakes
INTAKE V2 | 23 & 30 Aug 2025 (9.00am – 6.00pm) | Open for Registration |
Additional Details
Programme Registration
Registrants are required to submit the following supporting documents via the registration system at the point of registration:
- Degree certificate (scanned copy); and
- Updated Curriculum Vitae (stating HR work experience)
- Any other supporting documents e.g. company's recommendation letter
*Applications will be reviewed by our Programme Admissions Committee. The decision made by the committee is final and no request to review the decision or reveal the considerations leading to the decision would be entertained.
Certified Professional Business Manager (CPBM)
This programme is part of Certified Professional Business Manager. Participants who successfully complete 6 courses/modules with a minimum of 15 training days, from a list of qualifying programmes (terms and conditions apply) within 5 years will receive the Certified Professional Business Manager (CPBM). For example:
Please click here for CPBM details and list of qualifying programmes.