These activities ( SoF Competency Standards , reformulated CHRM academic offerings ) will prepare PMAP to display an organized body of knowledge unique to the profession .
Gatekeeping Recognition Titles : The Accreditation Council
The Accreditation Council , the SoF body in charge of independently assessing competencies and conferring recognition ranks , is currently reviewing the admission criteria . In addition to the requirement of presenting a portfolio of credentials and accomplishments aligned with the SoF Competency Standards , the Council under AC Chair Rene Gener , DPM will look into testing and other equivalency mechanisms . According to Chair Gener : “ We need to ensure that SoF admission criteria and processes are perceived as objective , demanding and transparent A selection template consisting of a well-researched and validated test is a step towards this .” However .....
The current Accreditation Process is as follow :
1 . Fill up Application Form and Critical Experience Incidents Form .
2 . Nomination Committee initially screens for basic requirements of membership to SOF ( e . g . PMAP membership ).
3 . Candidate may be asked to fill up and submit supporting documents on HR competency assessment .
4 . Secretariat provides copies of candidates ’ documents to Accreditation Council members .
5 . Accreditation Council conducts panel interview of candidates to : 5.1 Clarify entries in the forms required for submission . 5.2 Validate preliminary assessment .
6 . Accreditation Council members submit individual Candidate Assessment Forms to Accreditation Council Chairman .
7 . Accreditation Council convenes for final assessment :
7.1 In cases where all individual council members agree on level assessment , a short deliberation to confirm the collective decision of the council is conducted .
7.2 If any of the members of the council differ in the assessment , a deliberation should be conducted .
7.3 Deliberation continues until a unanimous assessment is reached , 7.4 The decision of the council is final and not open for appeal . 8 . Accreditation council members confirm and sign the evaluation . 9 . Candidates are given feedback on their evaluation .
The National Standard is now further refined relative to graduated levels of proficiency , as follows :
Entry - Learner with basic knowledge . This will be the equivalent level of HRM degree holders passing the PRC licensure examination .
Specialist / Contributor ( AFPM ) – Working knowledge . Does technical work well in one sub-functional area .
� Expert ( FPM ) – involves Thorough Knowledge of various facets of the Profession . - Implementer
- Trouble-shooter / Designer / Innovator . Generally provides sound advice to Managers and Supervisors
� Authority ( DPM ) – possesses in depth knowledge and experience with strategic DIRECTION . Serves and act as a Coach and / or Mentor of Executives and Top Management members .
The competency areas on which evaluation and subsequent accreditation will be based are divided into CORE COMPETENCIES AND FUNCTIONAL COMPETENCIES
� The Core Competencies are concrete manifestations of personal and professional traits related to : 1 . Communication Process Management 2 . External Relations / Networking 3 . Customer / Client Focus 4 . Leadership / Management Functions 5 . Information Management 6 . Business Knowledge 7 . Results Orientation 8 . Creativity and Innovation 9 . Code of Professional Practice
� The Functional Competencies relate to possession of Technical and specialized knowledge and skills along the following areas :
1 . HR Planning and Acquisition - Recruitment Selection and Placement Manpower
Planning - Manpower Planning
2 . Learning and Development - Training Program implementation - Performance management - Career Management - Coaching
3 . Rewards Management - Compensation Planning and Management - Job Evaluation and Pricing - Benefits Administration
4 . Organization Development - Organizational assessment - Organization and structural design - Organization Consulting Process - Leadership Development and Executive Coaching - Change Management - Organization Culture Management - Organizational Excellence Interventions - Whole Systems / Large Group Interventions
5 . Employee and Labor Relations - Labor & Industrial Relations
24 PEOPLE MANAGER I January 2013