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Poll |
Qn 1.
If your company's business is not doing well in times of economic downturn,
what will your company do?
Qn 2.
Do you think retrenching employees in times of
recession would affect the employer's brand?
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Join Communities of Practice (CoPs). A Platform and Methodology to
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Learning & Organisation Development
Singapore Telecommunications Limited |
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CAPABILITY DEVELOPMENT >>
HR Accreditation
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Singapore HR Accreditation Framework
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Benefits
of HR Accreditation
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Accreditation Status
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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. |
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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.
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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.
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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.
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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. |
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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
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Equips with a good
knowledge of HR areas (such as IR, Recruitment, Compensation, etc.)
and their application in organisations.
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Describes the main
elements of HR area(s).
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Applies basic
skills in these HR area(s) under direction.
Intermediate Competence
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Translates
guidelines of a wide HR policy into a working, operational plan.
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Applies HR
expertise in one or more areas in a given situation.
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Executes
operational plans and delivers results for the business, within the
specified parameters of law, policy and practice.
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Feedback to the
management on lessons learnt and improvements required.
Advance Competence
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Evaluates and
resolves significant issues on a large scale.
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Absorbs, translates
and develops new approaches for HR issues management.
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Guides and leads
teams and organisations towards conclusive decisions on HR issues.
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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 download a copy of the HR
Accreditation booklet. |
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Professional Development: HR Accreditation
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