As Asia becomes the economic powerhouse of the world, and globalisation brings enterprises to this continent to capitalise on its growth, it is imminent that corporations not only compete on business grounds but also, for talented employees. Changing nature of work preferences, increasing expectation of the workforce, as well as changes to national policies on the labour market have posed greater challenges to HR professionals. More organisations are feeling the growing importance to establish and maintain an effective and affordable strategy for attracting, engaging and retaining employees. This HR Graduate Certification is a modular programme that is practice oriented and focused for HR practitioners or business executives to deepen their knowledge and skills in the discipline so as to develop a viable HR strategy for the present time.
- Talent Acquisition (Module 1)
- Learning & Development (Module 2)
- Talent Management & Succession Planning (Module 3)
- Rewards (Compensation & Benefits) (Module 4)
- Performance Evaluation & Management (Module 5)
- Strategic HR (Module 6)
Next course starts on: 10 Jan 2019 (Thu) (See complete schedule)
Talented employees form the bedrock of organisations and ensure business success. However, many organisations pay lip service to the above statement and often overlook the importance of spotting and bringing in the right talent, by relegating the talent acquisition function to a recruitment manager armed with a standard checklist and a job description. There is no clear strategy nor is there a targeted approach to talent acquisition, other than the routine standard operating procedure (SOP).
- Human Resource Planning
- Job Analysis and Design
- Selecting Effective Employees
Learning & Development
Next course starts on: 19 Nov 2018 (Mon) (See complete schedule)
Designed to be highly interactive and experiential, it is grounded in practical applications within a theoretical framework. Participants will learn how to apply the main elements of an Instructional Design Model – from assessment to evaluation – to any learning or development programme within their organisation.
- Conduct Needs Analysis
- Maximise Learning and Transfer in Adult Learners
- Elements of Effective Design
- Evaluate Programmes
Talent Management & Succession Planning
Next course starts on: 04 Oct 2018 (Thu) (See complete schedule)
With stiff competition for talent and increasing emphasis on productivity, KPIs and ROIs, HR practitioners must have a well thought out strategy that will allow them to put in place the right structure, system and processes, to deliver, capture and track manpower value for their company. Through actual case studies on talent management practices in companies, participants will have a better understanding of the application of these talent management concepts in companies. Participants will be exposed to real industry practices in identifying talent risks from an employee database, followed by the development of an appropriate succession plan plus the identification of any necessary talent development plans. The combined approach of actual case studies and hands-on practice is to provide course participants with a realistic view of what talent management is like in practice and enable them to apply what they have learnt back at the workplace.
- Talent Definition and its Influence on Organisation Decisions
- Talent Management Eco-system
- Process for Developing a Talent Management Strategy
- Implementing Talent Management – the Realities
- Succession planning and its Traditional Focus
- Managing a Succession Planning Process
- Practical Issues in Succession Planning
Rewards (Compensation & Benefits)
Next course starts on: 18 Feb 2019 (Mon) (See complete schedule)
This module has twin goals: to provide a comprehensive understanding of the conceptual basis for effective Rewards frameworks and programmes (with emphasis on Compensation and Benefits), and impart an appreciation of the practical issues and considerations to be borne in mind when introducing Rewards interventions in real-world settings. Themes explored will include alignment, integration, engagement, ownership and communication. The setting will be interactive and experiential, and participants will have the opportunity through hypothetical case studies to apply learning acquired.
- Rewards and the Employee Value Proposition
- Components of an Effective Total Rewards Framework
- Designing a Rewards Programme
- Rewards in Practice – Common Pitfalls, Myths and Misconceptions about Compensation
- Principles for Effective Rewards Practice
Performance Evaluation & Management
Next course starts on: 03 Dec 2018 (Mon) (See complete schedule)
The module will equip participants with the necessary skills and a critical understanding of the performance review process, as well as its challenges. Participants will be exposed to real life practices of performance evaluation and also, explore both the benefits and potential pitfalls of different performance assessment methodologies. These will help them to consider different factors for designing an effective performance management system at their workplace.
- What are Performance Management and Performance Evaluation?
- Purposes of Formal Evaluation
- Establishing Evaluation Criteria
- Who to Evaluate Employees
- Individual Evaluation Methods
- Multiple-person Evaluation Methods
- Management By Objectives
- Considerations and Selection of Evaluation Methods
- Eliminating Rating Errors
- Avoiding Problems with Employees
- Conducting a Performance Evaluation Dialogue
Next course starts on: 10 Sep 2018 (Mon) (See complete schedule)
In addition, we will also explore the competencies needed for a mid-level HR professional to acquire to step up to the role of delivering Strategic HRM. That is, this module is developed with the mid-level HR professionals to enable them to prepare themselves for a strategic HR role.
- What is Strategic Human Resource Management?
- Strategic HRM – Implementation
- Is HR Aligned with Strategies?
- Integrating the Entire HRM Process
- Strategic HRM – Working with the Board on CEO Succession Planning
- Strategic HRM – What do we Outsource?
- Strategic HRM – What Competencies do I need to Execute
Who Should Attend
- A degree from a recognised university
- Minimum 1 to 2 years working experience
- A HR practitioner in a private or public sector organisation or a business executive with formal training (degree) in OB/HR
Participants’ Profiles (Intake 1 to 9)
There will be a variety of assessments for each module which include, but not limited to presentation, written assignment, class exercise, case studies analysis, peer evaluation and individual written assessment. Every module will definitely come with an individual written assessment at the end of class.
For each module, participants have to meet a minimum attendance rate of 75% and are required to complete the assessments. Only upon passing of the assessments and successful completion of each module, will participants be issued a Certificate of Completion.
In order to be awarded with the HR Graduate Certification, participants are required to complete all 6 modules within 2 years.
Participation is a central part of the learning process for all participants. When you contribute, you help others learn. Your participation mark reflects your contribution to your classmates’ learning. This includes attendance, being prepared with regards to the reading assignments, participation in all the learning activities and class discussions. All participants will be expected to evaluate their classmates and contribute to the class participation assessment at the end of the module via way of peer assessment.
Aside from the seminar styled teaching method used in class, there will also be extensive use of experiential learning methods to put into practice the theories that have been learned. Normally, such learning activities will be done in groups. Every time that you are required to do work in a group, you will be randomly assigned so that opportunities will be created for you to know your fellow classmates for the purposes of networking plus observing their participation and contribution in class.
Fees and Funding
|FULL FEE||S$1,712.00* per person/ per module|
For Singapore Citizens / Permanent Residents
|Fee payable to SMU AFTER 70% SSG FUNDING||S$513.60* per person/ per module|
FOR SINGAPORE CITIZENS AGED 40 YEARS & ABOVE
|Fee payable to SMU after 70% SSG FUNDING & 20% SkillsFuture Mid-Career Enhanced Subsidy||S$193.60* per person/ per module|
|For Singapore Citizens aged 35 years & above (13 years & above for Persons with Disabilities) earning a monthly income of not more than SGD2,000||Fee payable to SMU after 70% SSG Funding & 25% Workfare Training Support Scheme||S$113.60* per person/ per module|
|For SMEs* sponsoring their employees who are Singapore Citizens / Permanent Residents||Fee payable to SMU after 70% SSG Funding & 20% Enhanced Training Support for SMEs (Please refer to below for ETSS criteria)||S$193.60* per person/ per module|
*incl. 7% GST.
The above mentioned fees and funding are applicable to intakes 10 and 11.
- course materials
- instructor's fee
- 2 tea break refreshments per day (excl. lunch) during the module
- 1 assessment per person for each module.
Re-assessment fee at SGD481.50 (incl. 7% GST) per attempt, up to a maximum of 2 re-assessments per person for each module. Please note that re-assessment fee is not supported by the SSG Funding.
The first re-assessment has to be taken within 2 weeks after the notification of result. The first re-assessment will be held on a weekday specified by SMU Academy and conducted from 6.30pm to 8.30pm.
- SkillsFuture Credit
Singapore Citizens aged 25 and above, and self-funding may use their SkillsFuture Credit (up to SGD500) to defray part of the course fee. With effect from 19 May 2017, SkillsFuture Credit claim will only be paid directly to the training provider from SkillsFuture Singapore. Claim should be submitted via the Training Exchange (click here) and SMU Academy has to be informed on the Claim ID no. and claim amount in order for the correct payable course fee amount to be reflected on the invoice. Please click here for the User Guide on how to claim for SkillsFuture Credit.
- Absentee Payroll
Companies who sponsor their employees for the programme are eligible to apply for absentee payroll via the SkillsConnect system. For more information, please visit SkillsConnect.
- Enhanced Training Support for SMEs:
SMEs must meet all of the following criteria:
- Organisation must be registered or incorporated in Singapore
- At least 30% local shareholding by Singapore Citizens or Singapore Permanent Residents
- Employment size of not more than 200 (at group level) or with annual sales turnover (at group level) of not more than SGD100 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
- Union Training Assistance Programme (UTAP)
All NTUC union members and self-funding are eligible for UTAP funding (up to SGD250 per annum). Please click here for more information on UTAP and application.
|INTAKE 10||INTAKE 11|
|Module 1: talent acquisition||07 – 08 Jun 2018 Fully Subscribed||10 – 11 Jan 2019 Fully Subscribed|
|module 2: Learning & Development||03 – 04 May 2018 Fully Subscribed||19 – 20 Nov 2018 Fully Subscribed|
|module 3: Talent Management & Succession Planning||05 – 06 Apr 2018 Fully Subscribed||04 – 05 Oct 2018 Fully Subscribed|
|module 4: Rewards (Compensation & Benefits)||13 – 14 Aug 2018 Fully Subscribed||18 – 19 Feb 2019 Fully Subscribed|
|module 5: Performance Evaluation & Management||05 – 06 Jul 2018 Fully Subscribed||03 – 04 Dec 2018 Fully Subscribed|
|module 6: Strategic HR||10 – 11 Sep 2018 Fully Subscribed||21 – 22 Mar 2019 Fully Subscribed|
This programme is accredited under the Human Resource WSQ Framework which helps to facilitate career enhancement for HR professionals as well as develop People Managers’ HR competencies to better engage employees. Statements of Attainment (SOAs) are awarded upon passing of the assessment and successful completion of each module. Please refer to the respective modules' webpages for their specific SOAs (click on "Learn More" in the modules' overview above).
Registrants are required to submit the following supporting documents via the registration system at the point of registration:
- NRIC (front & back) for Singapore Citizen & PR / Passport (identity page) for foreigner (scanned copy); and
- Degree certificate (scanned copy); and
- Updated Curriculum Vitae (stating HR work experience)
- Any other supporting documents e.g. company's recommendation letter
From time to time, seats in current or upcoming intakes may be opened up. Please email firstname.lastname@example.org your (i) full name, (ii) job designation, (iii) company name, (iv) contact no. and (v) intake (all modules) / selected module(s) & class dates, as well as all the following documents, to be registered on our waiting list.
- NRIC for Singapore Citizen / PR or passport for foreigners (scanned copy); and
- Degree certificate (scanned copy); and
- Updated Curriculum Vitae (stating HR work experience)