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