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HR Graduate Certification

IntroductionModule 1Module 2Module 3Module 4Module 5Module 6Testimonials
 
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HR Graduate Certification
 

 

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.

HR fields covered include:

  • 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)
     
 
 
Schedule (Intake 10 / 11)
Module 1 :   Talent Acquisition       10 – 11 January 2019 (9.00am – 6.00pm)11  Fully Subscribed   
        13 – 14 June 2019 (9.00am – 6.00pm)12  Fully Subscribed  
Module 2 : Learning & Development   19 – 20 November 2018 (9.00am – 6.00pm)11   Fully Subscribed  
        13 – 14 May 2019 (9.00am – 6.00pm)12   Fully Subscribed  
Module 3 : Talent Management & Succession Planning   4 – 5 October 2018 (9.00am – 6.00pm)11   Fully Subscribed  
        25 – 26 April 2019 (9.00am – 6.00pm)12   Fully Subscribed  
Module 4 : Rewards (Compensation & Benefits)        18 – 19 February 2019 (9.00am – 6.00pm)11   Fully Subscribed   
        6 – 7 August 2019 (9.00am – 6.00pm)12   Fully Subscribed  
Module 5 : Performance Evaluation & Management   3 – 4 December 2018 (9.00am – 6.00pm)11   Fully Subscribed  
        3 – 4 July 2019 (9.00am – 6.00pm)12   Fully Subscribed  
Module 6 : Strategic HR   21 – 22 March 2019 (9.00am – 6.00pm)11   Fully Subscribed  
        2 – 3 September 2019 (9.00am – 6.00pm)12   Fully Subscribed  

(Superscript shows the intake no. e.g. YYYY12 stands for intake 12)

 

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 (indicating HR work experience)

 
 
 

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)


 
Instructional Methods & Expectations

Class Participation

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.

 
Learning Activities

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.

 

Formal Assessments

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.

 

Accreditation 

Singapore Workforce Skills Qualifications (WSQ)

This programme incorporates the Statements of Attainment (SOAs) awarded under the Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

GDHM Programme Structure

 

Institute for Human Resource Professionals (IHRP)

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.

 

Certification

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.

 

Venue

Singapore Management University

 
 

 

Fees

Full fee per module:
SGD1,712.00 (incl. 7% GST) per person

 

For Singapore Citizens / Permanent Residents
Fee per module payable to SMU after 70% SSG Funding:
SGD513.60 (incl. 7% GST) per person

 

For Singapore Citizens aged 40 years & above
Fee per module payable to SMU after 70% SSG Funding & 20% SkillsFuture Mid-Career Enhanced Subsidy:
SGD193.60 (incl. 7% GST) per person

 

For Singapore Citizens aged 35 years & above (13 years & above for Persons with Disabilities) and earning a monthly income of not more than SGD2,000 
Fee per module payable to SMU after 70% SSG Funding & 25% Workfare Training Support Scheme:
SGD113.60 (incl. 7% GST) per person

 

For SMEs* sponsoring their employees who are Singapore Citizens / Permanent Residents
Fee per module payable to SMU after 70% SSG Funding & 20% Enhanced Training Support for SMEs
SGD193.60 (incl. 7% GST) per person

 
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 and 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

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:

  1. Organisation must be registered or incorporated in Singapore
  2. At least 30% local shareholding by Singapore Citizens or Singapore Permanent Residents
  3. Employment size of not more than 200 (at group level) or with annual sales turnover (at group level) of not more than SGD100 million
  4. Trainees must be hired in accordance with the Employment Act and fully sponsored by their employers for the course
  5. 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. 

 

 
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)
3. Any other supporting documents e.g. company's recommendation letter

 

Refreshments

Refreshments will be provided for the 2 tea breaks each day during the programme. Lunch is not provided. Refreshments provided are “no pork no lard”. If you have special dietary requirements, please inform us accordingly.

 
Programme Policies

Please click here for the programme policies on registration / substitution / deferment / withdrawal / refund.

 

Graduation 2017

SMU Academy celebrated the graduation of 80 participants of the Singapore Workforce Skills Qualifications (WSQ) accredited HR Graduate Certification (HR) and Executive Certificate in Leadership & People Management (LPM) programmes on 26 October 2017. The graduands received their graduation certificates from Dr Lim Lai Cheng, Executive Director, SMU Academy and celebrated the special occasion with fellow graduands, faculty members and guests.  Please click here to read more.

 

What our participants said about the programme:

Please click on the "Testimonials" tab above for more participants' comments.

 
 

 

 

 

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Talent Acquisition (Module 1)

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

  • Human Resource Planning
  • Job Analysis and Design
  • Recruitment
  • Selecting Effective Employees

 
Learning Outcomes

By the end of this 2-day module, participants will be able to:

  • understand the significant role of Talent Acquisition in an era of globalisation, turbulent business environments and increased competition.
  • acquire knowledge of cutting-edge practices related to talent acquisition.
  • develop and administer effective talent acquisition procedures.
  • experience the excitement of engaging in the war for talent.
  • apply essential HR concepts, processes and techniques to organisations’ talent acquisition initiatives.
 

Accreditation

Singapore Workforce Skills Qualifications (WSQ)

This module incorporates the Statements of Attainment (SOAs) awarded under the Singapore Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

  1. Develop Strategies for Manpower Planning and Resourcing (HR-RS-502E-1)
  2. Develop and Implement Recruitment and Selection Strategies (HR-RS-402E-0)

WSQ Course Reference No.: CRS-Q-0025472-HR
Funding Validity Period: 18 Apr 2018 - 30 Sep 2020

 

Institute for Human Resource Professionals (IHRP)

The Talent Acquisition module has been accredited by IHRP. For more information on IHRP and IHRP Certification, please visit www.ihrp.sg.

 

Class Schedule
Intake 11: 10 to 11 January 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed 

Intake 12: 13 to 14 June 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed 

Recommended Textbook 

J. M. Ivancevich & R. Konopaske (2013), Human Resource Management, 12th Edition (International), McGraw-Hill, Irwin. (ISBN: 978-007-132633-9)

 

Facilitator

 

SEBASTIAN TAN 
Group Chief HR Officer, Frasers Property Limited

Sebastian has an extensive human resource experience spanning industry sectors such as investment, banking, financial services, technology, manufacturing and life sciences, at the operations level, board level, as well as shareholder level. He is currently the Chief HR Officer at Frasers Property Limited, a global real estate developer headquartered in Singapore. Until recently, he was the Group Chief HR Officer at Surbana Corporation, a building consultancy and township developer. Before Surbana, he was overseeing the human resource function for Temasek Holdings (Private) Limited, an Asian investment holdings company with a portfolio of companies in all major industry sectors such as financial services, banks, telecommunications, transportation and logistics, energy and resources, etc. across the globe. Sebastian was a Regional HR Director with American Express International Inc. covering 15 countries in Asia Pacific and South Asia before Temasek. He has also served blue chip companies such as Hewlett Packard and Seagate Technology in various capacities. He was an adjunct faculty in the Lee Kong Chian School of Business of SMU and taught both the undergraduate and graduate levels. He also teaches Strategic Human Resource Management in the SMU-SID programme plus he is the Programme Director of the SMU HR Graduate Certification Programme.

 

REGISTER (CLOSED) 

 

 

 
 
Learning & Development (Module 2)

This workshop 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

  • Conduct Needs Analysis
  • Maximise Learning and Transfer in Adult Learners
  • Elements of Effective Design
  • Evaluate Programmes

 
Learning Outcomes

By the end of this 2-day module, participants will be able to:

  • learn how to perform a needs analysis at various levels of an organisation.
  • understand the relevant learning concepts to facilitate adult learning and transfer.
  • prepare for a classroom training session by learning about the different components that go into the design of a programme.
  • understand the collaborative role of HR in negotiating and facilitating employee development with different stakeholders.
  • gain insights into a variety of development approaches used by organisations to manage their people, with special emphasis on two groups – young talents (Gen Y) and those nearing retirement (PWBB).
  • learn to evaluate both the processes and outcomes of a learning or development programme.
 

WSQ Accreditation

This module incorporates the Statements of Attainment (SOAs) awarded under the Singapore Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

  1. Develop and evaluate learning interventions (HR-LD-402E-1)
  2. Support individual learning and development (HR-LD-302E-1)

WSQ Course Reference No.: CRS-Q-0025572-HR
Funding Validity Period: 6 Apr 2018 - 30 Sep 2020
 

Class Schedule
Intake 11: 19 to 20 November 2018 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed   

Intake 12: 13 to 14 May 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed   

 

Facilitator

 

CHOW WAI FONG 
Principal HR Consultant & Trainer
Adjunct Faculty 
of OB & HR, Lee Kong Chian School of Business, SMU

Wai Fong is a Principal HR Consultant and Trainer, and adjunct faculty of the Lee Kong Chian School of Business at SMU. She now runs her own company but was previously a journalist, an HR Consultant, and a Regional Organisation Development Director. In total, her experience in strategic human resource – particularly in talent acquisition, management development, career planning and organisation development – spans over 20 years and across the Asia Pacific region and Europe. She spent 13 years in human resource consultancy (talent recruitment; performance management; compensation and benefits) and another 10 years as a HR specialist in the corporate offices of two of the world’s leading multinational corporations in their respective fields. In the latter, she had undertaken organisational restructuring and regional change programmes, as well as managed, designed and ran a range of leadership and management development programmes for senior management teams, including development centres, 360-degree processes, leadership training and executive coaching. Wai Fong holds a Masters in Organisational Behaviour from City University, London.
 

REGISTER (CLOSED) 

 

 

 
 
Talent Management & Succession Planning (Module 3)

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

  • 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

 
Learning Outcomes

By the end of this 2-day module, participants will be able to:

  • demonstrate understanding of talent management and succession planning concepts and the activities and tools involved.
  • understand how companies approach TM and SSP in reality and challenges faced by HR practitioners.
  • adopt a process to develop a talent management strategy.
  • analyse employee data to identify talent risks.
  • develop a workable succession plan.
  • put in place implementable talent development plans.
 

Accreditation

Singapore Workforce Skills Qualifications (WSQ)

This module incorporates the Statements of Attainment (SOAs) awarded under the Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

  1. Develop Strategies for Talent Management (HR-TM-501E-0)
  2. Develop a Framework and Strategies for Succession Management (HR-TM-502E-0)
  3. Implement Talent Management Programmes (HR-TM-401E-0)

WSQ Course Reference No.: CRS-Q-0025863-HR
Funding Validity Period: 6 Apr 2018 - 30 Sep 2020

 

Institute for Human Resource Professionals (IHRP)

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

 

Class Schedule
Intake 11: 4 to 5 October 2018 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed  

Intake 12: 25 to 26 April 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed  

 

Facilitator

 

WONG SOONG MENG 
HR Consultant & Trainer
Adjunct Faculty of OB & HR, Lee Kong Chian School of Business, SMU

Soong Meng is a seasoned HR practitioner with 28 years working experience in local enterprises and MNCs across a wide range of industries. An experienced HR generalist, he has operated in HR management capacity with local and regional responsibilities. Companies that he has worked for included Fullerton Financial Holdings, Agilent Technologies, National University Hospital, Hewlett Packard, MK Electric, Salim Oleochemicals, Associated Merchandising Corporation, Western Digital and the Construction Industry Development Board. As a HR practitioner, Soong Meng has an excellent track record of partnering with CEOs and business heads in developing and implementing strategic HR initiatives that support business growth. He has developed and implemented change management programmes, managed HR outsourcing and shared services projects, implemented total quality management initiative, designed and implemented performance management systems, etc. Soong Meng holds 2 Master degrees – a MSc in Human Resource Management from Temple University, Philadelphia and a MBA from the Macquarie University, Sydney.
 

REGISTER (CLOSED) 

 

 

 
 
Rewards (Compensation & Benefits) (Module 4)

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

  • 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

 
Learning Outcomes

By the end of this 2-day module, participants will:

  • be able to demonstrate an understanding of key Rewards concepts and principles.
  • have acquired a practical approach for the design of Rewards frameworks and programmes.
  • understand how Rewards interventions can be integrated with other HR solutions to enhance employee engagement and ultimately impact business performance.
  • have acquired an appreciation of key success factors in Rewards practice.
 

WSQ Accreditation

This module incorporates the Statements of Attainment (SOAs) awarded under the Singapore Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

  1. Develop and Implement Grading and Salary Structure (HR-PRB-401E-1)
  2. Implement and Evaluate Remuneration Processes (HR-PRB-402E-1)

WSQ Course Reference No.: CRS-Q-0025764-HR
Funding Validity Period: 18 Apr 2018 - 30 Sep 2020
 

Class Schedule
Intake 11: 18 to 19 February 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed   

Intake 12: 6 to 7 August 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed  

 

Facilitator

 

LEE BOON CHUAN 
Senior Advisor, Transitions Advisory
Adjunct Faculty 
of OB & HR, Lee Kong Chian School of Business, SMU

Boon Chuan is a senior advisor at Transitions Advisory, a highly specialised provider of strategic HR services to clients within the region. Prior to this, Boon Chuan was the Senior Vice President for Executive Compensation at Fullerton Financial Holdings (FFH), a wholly-owned subsidiary of Temasek Holdings and a holding company for many of Temasek’s investments in the financial services sectors of developing markets. Apart from on-going development of FFH’s own rewards strategy, he served as an in-house advisor for the FFH group’s investee companies, comprised of both listed banks as well as start-up finance companies. In this role, he assisted in the establishment of compensation structures and advised the HR teams and boards on executive compensation matters including annual and long-term incentive programmes. His career includes almost 10 years with Deutsche Bank AG, where he last served as Director and Regional Head for Rewards for the Asia Pacific region during a period of significant growth. He led a regional team based in Singapore, Tokyo, Hong Kong and Sydney, supporting all business and enabling functions operating in 17 jurisdictions. Boon Chuan is a qualified lawyer by training and holds an LL.B (Hons) from the National University of Singapore and a Masters in Human Resource Management from Rutgers, the State University of New Jersey.
 

REGISTER (CLOSED) 

 

 

 
 
Performance Evaluation & Management (Module 5)

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

  • 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

 
Learning Outcomes

By the end of this 2-day module, participants will be able to:

  • differentiate between performance management and performance evaluation.
  • compare the advantages of various performance evaluation methods.
  • establish evaluation criteria and select appropriate performance evaluation methods.
  • analyse various types of rating errors that can occur in performance evaluation programmes.
  • describe the process of feedback review and the skills required for it.
 

WSQ Accreditation

This module incorporates the Statements of Attainment (SOAs) awarded under the Singapore Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

  1. Develop Strategies for Performance Management (HR-PRB-502E-1)
  2. Implement Performance Management Programme (HR-PRB-404E-1)
  3. Administer Performance Review Process (HR-PRB-203E-1)

WSQ Course Reference No.: CRS-Q-0025927-HR
Funding Validity Period: 6 Apr 2018 - 30 Sep 2020
 

This module also incorporates the competencies leading to the Human Resource WSQ Certified Professional (Performance Management) certificate awarded under the Singapore WSQ system.

 

Class Schedule
Intake 11: 3 to 4 December 2018 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed   

Intake 12: 3 to 4 July 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed  

 

Facilitator

 

DR. JAYARANI TAN
Senior Lecturer of OB & HR, Lee Kong Chian School of Business, SMU

Dr. Jayarani Tan, often referred to as Rani Tan was awarded the ‘Deutsche Akademischer Austauschdienst’ (German Academic Exchange) Scholarship by the German Government to pursue her Masters and PH.D at Universitaet Bielefeld, Germany. During her stay in Germany she was engaged as a Consultant to the German Institute for International Development (GTZ) in Bonn where she actively trained German experts being sent out to Singapore on government assignments. Upon her return to Singapore, she was attached as a research fellow with the Institute of Southeast Asian Studies after which she joined Siemens Engineering as Human Resource Manager. She then moved on to lecture at the NUS Business School at the undergraduate, EMBA and MBA levels. Subjects covered include Leadership in Organisations, Human Resource Management, Self-Management, etc. She also lectured in the MBA programme for the German Military University (Munich) conducted at NUS Business School. Besides, Rani also trained middle-level managers as part of the NUS Executive Development Programme for airline industries in Human Resource Management. Given her vast years of experience she joined the Singapore Management University as lecturer in the area of Organisational Behaviour and Human Resource with the Lee Kong Chian School of Business. She is also engaged in HRM topics for Executive Education at SMU where she has been involved in various Banking Programmes, including Performance coaching to Managing Directors of Barclays Asia-Pacific.
 

REGISTER (CLOSED)

 

 

 
 
Strategic HR (Module 6)

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

  • 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
 

Learning Outcomes

By the end of this 2-day module, participants will be able to:

A. General Knowledge

  • understand the difference between HRM and Strategic HRM, and
  • understand what is involved in implementing Strategic HRM – the Strategic HRM framework.

B. General Skills

  • analyse important considerations in thinking through the Strategic HRM framework, and
  • develop competencies to enable the delivery of Strategic HRM practices.

C. Action-oriented Attitude

  • learn to use the Strategic HRM framework; and
  • be proactive in developing personal competencies that will enable them to enact Strategic HRM in organisations.
 

WSQ Accreditation

This module incorporates the Statements of Attainment (SOAs) awarded under the Singapore Workforce Skills Qualifications (WSQ) system for the following Human Resource WSQ modules:

  1. Create Human Resource Strategies Aligned with Business Needs (HR-GEN-501C-0)
  2. Align Human Resource Services with Business Needs (HR-GEN-401C-0)

WSQ Course Reference No.: CRS-Q-0025928-HR
Funding Validity Period: 18 Apr 2018 - 30 Sep 2020
 

Class Schedule
Intake 11: 21 to 22 March 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed

Intake 12: 2 to 3 September 2019 (Day 1: 9.00am – 5.00pm; Day 2: 9.00am – 6.00pm)  Fully Subscribed  

Facilitator

 

DR. TAN HWEE HOON 
Associate Professor of OB & HR, Lee Kong Chian School of Business, SMU

Hwee Hoon earned her PhD in Management from the Krannert School, Purdue University in December 1996. She taught at the School of Business at the National University of Singapore from June 1990 to November 2005 and was the Head of the Department at NUS between 2004 to 2005. Hwee Hoon has been with the Lee Kong Chian School of Business of the Singapore Management University since December 2005. Hwee Hoon’s research interests are in the areas of interpersonal trust, cross cultural awareness and emotional management at the workplace. She has published in many international journals, including the Academy of Management Journal, Strategic Management Journal, Journal of Applied Psychology, Human Relations and many others. She was also the Asia-Pacific Editor of the Journal of World Business from 2000-2004. Hwee Hoon is also actively involved in Executive and Professional Teaching, both in English and Chinese and has trained for major organisations in Singapore and China such as the Monetary Authority of Singapore, SingTel, SIA, Kerry Oils and Alcatel Asia Pacific. She also consults for organisations such as the Singapore Tourism Board, IE Singapore and the Asia-Pacific Economic Cooperation.
 

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What Participants Say

 

“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.”
Note: Wei Wei has already obtained 2 master degrees and had taken other provider’s HR training programs in the past.

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
 

 
 

 

Last updated on 22 Nov 2018 .