HR Graduate Certification

Overview

A practice oriented programme for HR practitioners and executives to deepen their knowledge and skills in the discipline

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.

Next Course Starts On19 Nov 2018 (Mon) See Full Schedule
Fee SGD10272.00* (as low as SGD681.60* after maximum funding) Learn more
Duration

2 days per module

Level
Basic
Venue

Singapore Management University

Topics/Structure

  • 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)
Module 1

Talent Acquisition

Next course starts on: 10 Jan 2019 (Thu) (See complete schedule)

Overview

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).

This module aims to heighten the awareness and importance of getting the talent acquisition strategy right, with a focus on the “How Tos” of Effective Talent Acquisition. Specific areas include attraction, recruitment and selection of employees into organisations.

 

Topics/Structure

  • Human Resource Planning
  • Job Analysis and Design
  • Recruitment
  • Selecting Effective Employees
You can choose to take this module only. Learn more
Module 2

Learning & Development

Next course starts on: 19 Nov 2018 (Mon) (See complete schedule)

Overview

This module aims to provide participants with an overview of the learning and development function and its strategic contributions to organisational effectiveness.  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.

Topics/Structure

  • Conduct Needs Analysis
  • Maximise Learning and Transfer in Adult Learners
  • Elements of Effective Design
  • Evaluate Programmes
You can choose to take this module only. Learn more
Module 3

Talent Management & Succession Planning

Next course starts on: 04 Oct 2018 (Thu) (See complete schedule)

Overview

This module focuses on the development of a holistic talent management strategy that includes, talent review, succession planning, and talent development.  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.

Topics/Structure

  • 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
You can choose to take this module only. Learn more
Module 4

Rewards (Compensation & Benefits)

Next course starts on: 18 Feb 2019 (Mon) (See complete schedule)

Overview

Staff costs constitute the largest single expense item for most organisations. Faced with an increasingly competitive marketplace, shrinking margins and mounting budgetary pressures, one of the key challenges for organisations is: how do we extract maximum value, and achieve optimal effect, from every dollar spent on staff? A significant part of the answer lies in having a comprehensive Rewards framework, aligned to corporate goals and values, integrated with the wider HR platform, and effectively managed with the objectives of driving performance and strengthening employee engagement.

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.

Topics/Structure

  • 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
You can choose to take this module only. Learn more
Module 5

Performance Evaluation & Management

Next course starts on: 03 Dec 2018 (Mon) (See complete schedule)

Overview

This module examines the role of performance evaluation and management in supporting the strategic objectives of the organisation and how an adequate system in this area can contribute to driving employee performance.  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.

Topics/Structure

  • 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
You can choose to take this module only. Learn more
Module 6

Strategic HR

Next course starts on: 21 Mar 2019 (Thu) (See complete schedule)

Overview

This module uses the Strategic HRM framework to enable participants to provide a strategic angle in implementing HR processes and practices that communicate the clear goal of HR – that of the businesses’ strategic partner. That is, HR understands the business and is actively involved in every step of the strategic planning process. Thus, HR is no longer a staff function with a focus on operations; HR is an important partner in delivering business strategies and outcomes in organisations.  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.

Topics/Structure

  • 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
You can choose to take this module only. Learn more

Who Should Attend

Pre-requisites

  • 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)

Assessment

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.

Learning Activities

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 module

For Singapore Citizens / Permanent Residents

Fee payable to SMU AFTER 70% SSG FUNDINGS$513.60* per module

FOR SINGAPORE CITIZENS AGED 40 YEARS & ABOVE

Fee payable to SMU after 70% SSG FUNDING & 20% SkillsFuture Mid-Career Enhanced SubsidyS$193.60* per module
For Singapore Citizens aged 35 years & above (13 years & above for Persons with Disabilities) earning a monthly income of not more than SGD2,000Fee payable to SMU after 70% SSG Funding & 25% Workfare Training Support SchemeS$113.60* per module
For SMEs* sponsoring their employees who are Singapore Citizens / Permanent ResidentsFee payable to SMU after 70% SSG Funding & 20% Enhanced Training Support for SMEs (Please refer to below for ETSS criteria)S$193.60* per module

*incl. 7% GST.

The above mentioned fees and funding are applicable to intakes 10 and 11.

Fees include:
  • tuition
  • 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. 

Schedule

Start Date(s)
Intake Information
 INTAKE 10INTAKE 11
Module 1: talent acquisition07 – 08 Jun 2018 Fully Subscribed10 – 11 Jan 2019 Fully Subscribed
module 2: Learning & Development03 – 04 May 2018 Fully Subscribed19 – 20 Nov 2018 Fully Subscribed
module 3: Talent Management & Succession Planning05 – 06 Apr 2018 Fully Subscribed04 – 05 Oct 2018 Fully Subscribed
module 4: Rewards (Compensation & Benefits)13 – 14 Aug 2018 Fully Subscribed18 – 19 Feb 2019 Fully Subscribed
module 5: Performance Evaluation & Management05 – 06 Jul 2018 Fully Subscribed03 – 04 Dec 2018 Fully Subscribed
module 6: Strategic HR10 – 11 Sep 2018 Fully Subscribed21 – 22 Mar 2019 Fully Subscribed

Testimonials

A very good programme with experienced trainer that is willing to impart knowledge.
Ivy Neo
Deputy Director, HR Shared Services & Systems, Singapore Sports Council
I have discovered many management tools that I can’t wait to apply in practice.
Krystian Oppenheim
Rewards & Performance Consultant, Central & Eastern Europe, Aon Hewitt
I was looking for a HR course that would not take too long to complete. This programme is ideal because I can take few modules over six months. I am not just looking for a certificate; what I want is practical HR skills and knowledge to improve myself. In terms of reputation and content, SMU stands out in all respects.
Lee Wei Wei
Deputy Director, HR, National Library Board
Absolutely delighted. I paid $4k for a course by another HR training provider which I decided was a waste of my time after 2 days. This course was enriching and had a good group of sharers.
Anne Tan
Manager, Tetra Pak South East Asia
The energy and curiosity dynamics in this class is great! Interactions was easy and participants came with open mind to learn and share.
Wendy Wong
Assistant Director, National Council of Social Service
The most wholesome training on L&D ever. Very well outlined and complete.
Melvin Lau
Senior HR Executive, HSL Constructor
All were very beneficial! Very easy to relate to and comprehend.
S. Logamathi
HR Manager, MINDEF
Well organised. Well recommended.
Joyce Tsai
Director, Trimax Connections
Learning best practices and current trend in performance evaluation and management. It caters to mid-career and HR professionals learning gaps and programme structure suits the busy schedule.
Sharon Ho
HR & Business Senior Manager, ConocoPhillips Asia Ventures Pte Ltd
The programme gives me necessary tools to perform my job. SMU has been very good in facilitating learning.
Henry Garciso
Senior Executive, Corporate Services, MSIG Holdings (Asia) Pte Ltd

Additional Details

Singapore Workforce Skills Qualifications (WSQ) Accreditation

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).

 

Institute for Human Resource Professionals (IHRP) Accreditation

The Talent Acquisition and Talent Management & Succession Planning modules have been accredited by IHRP. For more information on IHRP and IHRP Certification, please visit www.ihrp.sg.



Programme Registration

Registrants are required to submit the following supporting documents via the registration system at the point of registration:

  1. Degree certificate (scanned copy); and
  2. Updated Curriculum Vitae (stating HR work experience); and
  3. Any other supporting documents e.g. company's recommendation letter


Waiting List

From time to time, seats in current or upcoming intakes may be opened up. Please email cps@smu.edu.sg 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.

  1. Degree certificate (scanned copy); and
  2. Updated Curriculum Vitae (stating HR work experience)

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