TALENT ACQUISITION [30 HOURS]
This module aims to provide participants with the strategies and skills needed to attract talent into the organisation and build a talent pipeline. Through the use of practical, real-world examples, participants will gain a deeper understanding of the recruitment and selection process in both the domestic and international setting. Participants will also learn how to build a strong employer brand and conduct workforce planning to support the business objectives of the organisation, as well as leverage on hiring analytics to improve the quality of hiring.
TALENT MANAGEMENT [30 HOURS]
This module aims to provide participants with the knowledge and skills needed to assume a more specialised HR role in the field of talent management. The emphasis will be on managing high performing individuals and key leaders. Through the use of local and international case studies, participants will learn the skills needed to identify, assess and develop leaders and high performing individuals. The module will also cover essential areas such as succession and career planning, talent management analytics and the use of compensation as a talent management tool.
STRATEGIC INTERNATIONAL HRM [30 HOURS]
This module will consider the importance of international human resource management and its alignment to the overall business strategy of an enterprise. Moving beyond the basics, an in‐depth examination will be conducted on topics such as international labour relations, the impact of culture and diversity on international human resource management, the role of international human resource management in alliances, mergers and acquisitions, international training and international compensation.
ORGANISATION DEVELOPMENT & CHANGE MANAGEMENT [45 HOURS]
This module aims to provide participants with the knowledge and skills needed to design, deliver and evaluate organisation development initiatives. Through the use of interactive case studies, participants will learn the process of organisation development, ways to diagnose organisations and groups and how to design appropriate interventions. Apart from organisation development, the module will also address change management, where participants will be equipped with the concepts needed to effectively manage human resources in the context of organisational change. Topics covered will include the role of leadership in change management, communicating change and stakeholder management.
EMPLOYMENT LAW [30 HOURS]
This module focuses on the practical application of the Employment Act and other important legislation such as the Retirement and Re-Employment Act and the Work Injury Compensation Act. The module will consider commonly encountered challenges in applying the legislation in various scenarios and will also cover the obligations and rights of the employer and the employee. Other topics taught in the module include the rules relating to part-time employment, maternity benefits and the impact of mergers and amalgamations.
EMPLOYEE RELATIONS MANAGEMENT [30 HOURS]
This module aims to provide HR professionals with the practical knowledge needed to manage employee relations effectively. With tripartism serving as the framework for employee relations, topics covered in this module will allow participants to gain relevant competencies necessary for maintaining healthy labour‐management relations in organisations. Besides learning the role and nature of trade unions, participants will also acquire the skills needed to conduct effective negotiations, resolve employee grievances, engage in collective bargaining and build a coaching capability for their organisation.
PERFORMANCE MANAGEMENT [30 HOURS]
This module provides participants with an understanding of having a clear performance direction and ongoing feedback that encourages higher levels of staff commitment and performance. It covers the essential processes of performance management and takes a closer look at the HR practitioner’s role in the process that is crucial to improving performance management. Participants will learn how to measure performance, create a well-designed performance management system and overcome challenges faced in managing the performance of employees.
STRATEGIC COMPENSATION MANAGEMENT [45 HOURS]
This module provides participants with the techniques and guidelines that organisations might use to design or implement strategic frameworks of compensation and reward systems. It enables participants to make strategic choices in managing compensation by examining the characteristics of an effective total reward system and the behavioural, economic and legal perspectives of remuneration. It shares the different approaches to rewarding work performance and links it to performance management. Other topics include the nature of intrinsic and extrinsic rewards, traditional bases for pay and international compensation and benefits.