Certified HR
Professional Programmes
Under the HR WSQ framework, HR Professionals and People Managers can develop
specialised HR competencies through the 5 Certified HR Professional programmes.
These programmes help develop and strengthen their capabilities in 5 HR functional areas.
Certified HR Professional Programmes
Programme
Competencies
Certified HR Professional
(Remuneration & Benefits)
1. Develop strategies for total remuneration (Level 5)
2. Implement international compensation programme (Level 4)
3. Implement and evaluate remuneration programmes (Level 4)
4. Implement wage restructuring (Level 4)
Certified HR Professional
(Resourcing)
1. Develop and communicate employer brand position (Level 5)
2. Develop and implement recruitment and selection strategies (Level 4)
3. Implement recruitment and selection methods (Level 3)
4. Conduct interviews and make hiring decisions (Level 3)
Certified HR Professional
(Talent Management)
1. Develop strategies for career planning (Level 5)
2. Develop strategies for talent management (Level 5)
3. Develop a framework and strategies for succession management (Level 5)
4. Implement talent management programmes (Level 4)
Certified HR Professional
(Industrial Relations)
1. Promote harmonious tripartite relations (Level 5)
2. Resolve grievances and disputes (Level 4)
3. Manage industrial relations processes (Level 3)
Certified HR Professional
(Performance Management)
1. Develop strategies for performance management (Level 5)
2. Implement performance management programme (Level 4)
3. Administer performance review process (Level 2)
Reaping Benefits
A key ingredient behind every thriving business is a team of skilled people managers. This
is vital for smaller companies, where senior and line managers take charge of functions
like recruitment, appraisal and employee retention.
Teambuild Group (“Teambuild”), a construction company, has empowered its senior and
line managers with training in recruitment skills. In 2012, 26 of them attended the Human
Resource (HR) WSQ course in “Conduct Interviews and Make Hiring Decisions”. During
the training, they examined several case studies and role-played interview scenarios to
practise their new skills.
Since then, Teambuild’s management and managers have adopted a more conscientious
approach to hiring and managing employees. “Prior to the course, the emphasis had been
on recruiting candidates for their technical skills,” elaborates Seow Seng Wei, Chief
Executive Officer of Teambuild. “After the course, we re-emphasised on soft skill training
and enhance people management skills to improve our recruitment processes.” In addition,
Teambuild’s line managers have proposed ways to improve the company’s HR processes,
such as holding a pre-interview meeting among interviewers before every job interview.
This suggestion greatly enhanced Teambuild’s interview processes.
As a Small and Medium-sized Enterprise (SME) where every employee counts, Teambuil