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Dear Elaine,

Thanks for the kind support you have provided throughout my entire course ( Graduate Diploma in Human Capital Management), you have done a good job in coordinating and keeping all the students well-informed of all the important material, dates, updates etc.

I also like to express my appreciation to Chan for his kind & clear explanation during my enrollment to this course.

Your guys have done a great job!! Keep it up!

Ms Jane Pang
HR Manager
Teambuild Construction Pte Ltd
 

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      CAPABILITY DEVELOPMENT >> HR Accreditation

Singapore HR Accreditation Framework | Benefits of HR Accreditation | Accreditation Status |
 The Competency Framework | The Assessment Framework  Accredited HR Practitioners

The Competency Framework            

The Competency framework provides a structure that organises and defines the competencies in terms of attitudes, skills and knowledge required of a HR practitioner to excel and achieve performance excellence. An HR practitioner needs to be equipped with the right set of capabilities to contribute to achieving of goals for the business. The following outlines the four categories of competencies for HR professionals in Singapore.

Core Attributes

The core attributes define the fundamental traits, such as the ability to communicate and influence as well as the ability to tolerate ambiguity and stress, which an HR professional must possess in order to perform his / her role in the organisation.

Strategic Business Partner

This competency defines the skills that enable an HR professional to play a strategic role to support businesses in achieving the objectives. He / she possesses business acumen and holds a strategic business perspective.

Managerial and People Management

This competency defines the traits and capabilities that an HR professional is equipped with to manage people / staff and operate within teams. The areas of people management include coaching, consulting and performance evaluation.

Functional/Technical

HR professionals play a critical role to support businesses in achieving the objectives by ensuring sound and relevant HR policies, practices and advice. These competencies define specialised functional and technical traits & capabilities that various HR roles need to possess.

The competencies are further categorised into 3 levels to ascertain the competency level of an HR professional. These are basic, intermediate and advance.

Basic Competence

  • Equips with a good knowledge of HR areas (such as IR, Recruitment, Compensation, etc.) and their application in organisations.

  • Describes the main elements of HR area(s).

  • Applies basic skills in these HR area(s) under direction.

Intermediate Competence

  • Translates guidelines of a wide HR policy into a working, operational plan.

  • Applies HR expertise in one or more areas in a given situation.

  • Executes operational plans and delivers results for the business, within the specified parameters of law, policy and practice.

  • Feedback to the management on lessons learnt and improvements required.

Advance Competence

  • Evaluates and resolves significant issues on a large scale.

  • Absorbs, translates and develops new approaches for HR issues management.

  • Guides and leads teams and organisations towards conclusive decisions on HR issues.

  • Provide leadership on HR issues and encourages proactive HR management in an organisation.

Competencies for the specialist tracks are only assessed based on intermediate and advance levels.

For a more detailed definition and performance criteria of specific competency level, please email Sabrina Ng at sabrina@shri.org.sg or Joyce Lee at joyce@shri.org.sg
 

 
Professional Development: HR Accreditation










   
   
 
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