CIPD CERTIFICATION SKILLS-BASED TRACK - NTUC
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CIPD
CERTIFICATION
SKILLS-BASED TRACK
OTCi is a Registered Private Education Institute
Registration No. 199001767N
Validity: 3 Sep 2019 to 2 Dec 2021
CIPD
CERTIFICATION
Headquartered in UK, the Chartered Institute of Personnel and Development (CIPD) is an international
professional body for Human Resource (HR) Practitioners. For more than 100 years, CIPD has been setting
professional standards for Human Resources (HR). They are the only chartered institute internationally
that can confer individual Chartered status on HR professionals. Thus, the CIPD certification is a formal
credential and a mark of professional competence, locally recognised by Public Service Division (PSD),
Institute for Human Resource Professionals (IHRP) and multi-national corporations.
There are 3 Standards of Qualification: Foundation, Intermediate and Advanced. Each standard comprises
of 3 levels: Award, Certificate and Diploma. OTCi is providing our leaders a chance to attain the
Foundation Standard Qualification* offered by NTUC LearningHub. The modules offered have been
carefully selected to best match the work of union leaders.
Advanced Standard
(equivalent to a Masters’ degree qualification)
Diploma Level
Certificate Level
Award Level
Intermediate Standard
(equivalent to a Degree qualification)
Diploma Level
Certificate Level
Award Level
*Foundation Standard
(equivalent to a Diploma qualification)
Diploma Level
Certificate Level
Award LevelTo attain the Foundation Standard Qualification, leaders will have to progress through the Award, Certificate
and Diploma levels. Credits earned at each level are stackable to the next level (refer to the table on the next
page).
Award Level 14 credits
Certificate Level 28 credits (cumulative)
Diploma Level 37 credits (cumulative)
Learners will learn through a combination of taught sessions, case studies and e-learning. Each module will
culminate in a written assessment and/or assignment. Should there be a need for re-assessment/re-marking,
learners will have to bear the cost on their own.
For example:
Leader A
Leader A completes the Leader A receives OTCi-CIPD Foundation
first 14 credits Standard Qualification (Award Level) certification
Leader A continues & Leader A receives OTCi-CIPD Foundation
completes the next 14 credits, Standard Qualification (Certificate Level)
accumulating 28 credits certification
Leader A continues & Leader A receives OTCi-CIPD Foundation
completes the next 9 credits, Standard Qualification (Diploma Level)
accumulating 37 credits certification
Please contact us at otcinstitute@ntuc.org.sg for enquiries and registration.
All dates and fees are accurate at the time of printing.
33Modules for CIPD Foundation Standard Qualification
(Union Leadership Pathway)
Modules Duration / #credits
CA-M1: Developing Yourself as an Effective HR/IR Practitioner 20 hours / 4 credits
Award Level CA-M2: Understanding Organisations and the Role of Human
(requires 20 hours / 4 credits
Resources and Unions
12 credits)
CA-M3: Supporting Good Practice in Managing Employment
28 hours / 6 credits
Relations (IR System, Tripartism & Labour Laws)
Subtotal 68 hours / 14 credits
CC-M1: Supporting Good Practice in Performance & Reward
28 hours / 6 credits
Certificate Management
Level CC-M2: Supporting Change within Organisations 15 hours / 3 credits
(requires
28 credits) CC-M3: Recording, Analysing & Using HR Information 10 hours / 2 credits
CC-M4: Identifying Learning & Development Needs 15 hours / 3 credits
Subtotal 68 hours / 14 credits
Cummulative Total 136 hours / 28 credits
Diploma CD-M1: Supporting Individual Learning through Coaching &
28 hours / 6 credits
Level Mentoring
(requires
37 credits) CD-M2: Contributing to the Process of Job Analysis 15 hours / 3 credits
Subtotal 43 hours / 9 credits
Cummulative Total 179 hours / 37 credits
For details on the individual modules, please refer to pages 35 to 46.
34CIPD CERTIFICATION
AWARD LEVEL
AWARD-LEVEL MODULES
1. CA-M1: Developing Yourself as an Effective HR/IR Practitioner
2. CA-M2: Understanding Organisations and the Role of Human Resources and
Unions
3. CA-M3: Supporting Good Practice in Managing Employment Relations (IR
System, Tripartism & Labour Laws)
Each module is conducted in NTUC Centre, One Marina Boulevard or NTUC LearningHub, Trades Union
House, unless otherwise stated.
35CA-M1. DEVELOPING YOURSELF AS AN EFFECTIVE HR/IR PRACTITIONER
[20 hours / 4 credits]
The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge,
skills and behaviours required by human resources (HR) and industrial relations (IR). This module
is designed to enable our leaders to develop a sound understanding of the knowledge, skills
and behaviour required of a professional practitioner, whether their role is generalist in nature
or specialist. It will enable learners to develop a personal development plan, following a self-
assessment of learning and development needs, that meets their personal and professional
requirements.
It is recommended that participants begin with this module.
This module will cover the following:
• The knowledge, skills and behaviours required to be an effective HR/IR practitioner
• Timely delivery of effective HR services to meet users’ needs
• Practice and development needs and a plan for personal development
Scheduled Dates:
2 & 9 March, 9 am to 6 pm Deadline for assignment
Run 1
*13 March, 2 pm to 6 pm submission: 29 March
2 & 10 June, 9 am to 6 pm Deadline for assignment
Run 2
*12 June, 2 pm to 6 pm submission: 28 June
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet
connectivity.
Full Fees: $1,218.20 (incl. GST)
Fees for union leaders: $122.00 per participant
36CA-M2. UNDERSTANDING ORGANISATIONS AND THE ROLE OF HUMAN RESOURCES
AND UNIONS
[20 hours / 4 credits]
This module provides an introduction to the role of unions and human resources (HR) within an
organisation and the environmental context. By the end of this module, our leaders will develop
their understanding of how union and HR activities support an organisation’s strategy and assist
the achievement of business objectives and how these are shaped by internal and external factors.
This module will cover the following:
• The purpose of an organisation and its operating environment
• The structure, culture and functions of an organisation
• The support union/HR activities give to an organisation
Scheduled Dates:
7 & 14 April, 9 am to 6 pm Deadline for assignment
Run 1
*17 April, 2 pm to 6 pm submission: 3 May
6 & 14 July, 9 am to 6 pm Deadline for assignment
Run 2
*17 July, 2 pm to 6 pm submission: 2 August
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet
connectivity.
Full Fees: $1,218.20 (incl. GST)
Fees for union leaders: $122.00 per participant
37CA-M3. SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS
(IR SYSTEM, TRIPARTISM & LABOUR LAWS)
[28 hours / 6 credits]
Managing the employment relationship effectively is a key part of the role of the human resources
(HR) practitioner. This module aims to introduce a number of aspects of this task and to provide
an introduction to employment law within the context of employee relations and the unique
Singaporean IR system. It starts with an explanation of the employment relationship and the key
parties that are involved within it. It then focuses on different aspects of HR activity, looking at good
practice and legal requirements within each activity. It is recognised that learners need to have a
basic understanding of employment law to enable them to operate effectively. This module aims
to provide learners with the basic knowledge and application of the laws that govern employment
in Singapore.
This module will cover the following:
• Application and impact of the laws that govern employment in Singapore
• The unique IR System & Tripartism in Singapore
• Rights of employees
• Issues to address at the termination of the employment relationship
Scheduled Dates:
5, 18 & 25 May, 9 am to 6 pm Deadline for assignment
Run 1
*29 May, 2 pm to 6 pm submission: 14 June
5, 11 & 18 August, 9 am to 6 pm Deadline for assignment
Run 2
*21 August, 2 pm to 6 pm submission: 6 September
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet
connectivity.
Full Fees: $1,556.58 (incl. GST)
Fees for union leaders: $156.00 per participant
38CIPD CERTIFICATION
CERTIFICATION LEVEL
CERTIFICATE-LEVEL MODULES
1. CC-M1: Supporting Good Practice in Performance & Reward Management
2. CC-M2: Supporting Change within Organisations
3. CC-M3: Recording, Analysing & Using HR Information
4. CC-M4: Identifying Learning & Development Needs
Each module is conducted in NTUC Centre, One Marina Boulevard or NTUC LearningHub, Trades Union
House, unless otherwise stated.
39CC-M1. SUPPORTING GOOD PRACTICE IN PERFORMANCE & REWARD MANAGEMENT
[28 hours / 6 credits]
This module provides an introduction to the purpose and processes of performance and reward
management and the role of human resources (HR) in promoting and supporting good practices.
Studying this module will enable learners to develop their understanding of how motivational theories
and associated tools can be used within the context of performance and reward management and
how these can have a positive impact on an organisation’s business objectives. It also provides
an overview of appropriate skills and good practice associated with performance management
reviews and follow-up and the data management aspects. Additionally learners will understand
the role of financial and non-financial benefits and important determinants of reward decisions.
On completion, learners should feel more confident in providing first-line support to managers and
employees on the subject of performance and reward management.
This module will cover the following:
• The link between organisational success, performance management and motivation
• The relationship between performance management and reward
• Be able to contribute to effective performance and reward management in the workplace
• Be able to conduct and reflect upon a performance review
Scheduled Dates:
15, 17 & 24 June, 9 am to 6 pm Deadline for assignment
Run 1
*26 June, 2 pm to 6 pm submission: 12 July
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet
connectivity.
Full Fees: $1,421.23 (incl. GST)
Fees for union leaders: $143.00 per participant
40CC-M2. SUPPORTING CHANGE WITHIN ORGANISATIONS
[20 hours / 4 credits]
This module covers the main factors that need to be considered in the change process and will
enable learners to understand why organisations need to change with reference to key internal
and external factors. Change concepts and different ways of managing change will be introduced.
People also respond to change in different ways and this manifests itself in variable behaviours.
This aspect will be given particular attention along with the implications for the human resources
(HR) function. Learners will develop a better understanding of the change process and enhance
their ability to support the organisation and its employees.
This module will cover the following:
• The need for organisations change and how change affects organisations
• The key factors involved in the change process and different approaches to managing change
• The impact of change on employees and the role of HR
Scheduled Dates:
27 July, 9 am to 6 pm Deadline for assignment
Run 1
28 July, 9 am to 5 pm submission: 13 August
Full Fees: $1,015.16 (incl. GST)
Fees for union leaders: $102.00 per participant
41CC-M3. RECORDING, ANALYSING & USING HR INFORMATION
[10 hours / 2 credits]
This module develops our leaders’ understanding of the important contribution that accurate data,
whether stored manually or electronically, can make to the human resources (HR) or learning and
development (L&D) function. The module is intended to span the remit of data management for all
areas including but not limited to HR planning, recruitment and selection, performance and reward
management, absence management, disciplinary and grievance procedures and electronic record
management for L&D. It covers the legal implications of collecting, storing and using personnel
data and will enable our leaders to record data and information and to interpret, analyse and
present information clearly and accurately in an appropriate format in support of decision-making
to meet organisation-wide objectives and support L&D solutions for individuals and groups within
the organisation.
This module will cover the following:
• The data needs to be collected to support HR practices
• The recording and storage of HR data
• The analysis of HR information and present findings to inform decision-making
Scheduled Dates:
12 August, 9 am to 6 pm Deadline for assignment
Run 1
*14 August, 2 pm to 6 pm submission: 6 September
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet
connectivity.
Full Fees: $744.45 (incl. GST)
Fees for union leaders: $75.00 per participant
42CC-M4. IDENTIFYING LEARNING & DEVELOPMENT NEEDS
[15 hours / 3 credits]
This module provides an introduction to the role of human resources and learning and development
(HR/L&D) within an organisation and the environmental context. By the end of this module, our
leaders will have developed their understanding of how HR activities support an organisation’s
strategy and assist the achievement of business objectives and how these are shaped by internal
and external factors.
This module will cover the following:
• The learning and development needs and why it is important to be aware of them
• The identification, prioritisation and specifications of learning and development needs
Scheduled Dates:
19 August, 9 am to 6 pm Deadline for assignment
Run 1
31 August, 9 am to 5 pm submission: 16 September
Full Fees: $1,015.16 (incl. GST)
Fees for union leaders: $102.00 per participant
43CIPD CERTIFICATION
DIPLOMA LEVEL
DIPLOMA-LEVEL MODULES
1. CD-M1: Supporting Individual Learning through Coaching & Mentoring
2. CD-M2: Contributing to the Process of Job Analysis
Each module is conducted in NTUC Centre, One Marina Boulevard or NTUC LearningHub, Trades Union
House, unless otherwise stated.
44CD-M1. SUPPORTING INDIVIDUAL LEARNING THROUGH COACHING & MENTORING
[28 hours / 6 credits]
Research informs us that formal learning events are only part of an effective L&D strategy. Of
equal importance are more informal learning opportunities, in the workplace, often supported
through a coaching or mentoring relationship. This module enables L&D professionals to develop
the knowledge and skills required to be able to provide basic coaching and mentoring support
themselves, as well as being able to support line-managers in coaching and mentoring team
members. The module begins with an introduction to the nature, purpose and practice of both
coaching and mentoring, including the potential benefits to be gained by both parties. It continues
with a practical exploration of some models and techniques and requires learners to demonstrate
these within a coaching or mentoring conversation. Finally learners will consider how, and the
extent to which, coaching and mentoring activity should be recorded and effective formats for
doing this.
This module will cover the following:
• The nature, purpose and practice of coaching
• The nature, purpose and practice of mentoring
• Application of coaching and mentoring models and techniques to support individual learning
• Recording coaching and mentoring activities
Scheduled Dates:
2, 5 & 9 July, 9 am to 6 pm Deadline for assignment
Run 1
*10 July, 2 pm to 6 pm submission: 2 August
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet
connectivity.
Full Fees: $1,624.26 (incl. GST)
Fees for union leaders: $163.00 per participant
45CD-M2. CONTRIBUTING TO THE PROCESS OF JOB ANALYSIS
[15 hours / 3 credits]
The overall focus of this unit is to develop our leaders’ understanding of the principles and practice
of job analysis and job design. The unit content is designed as an introduction to the knowledge
and skills required in the use of a number of methods of conducting job analysis. Specifically, the
unit will enable our leaders to articulate the purpose of disaggregating jobs into component parts,
that is, job analysis, to provide the foundation for a number of broader human resources (HR)
practices. In particular, the unit focuses on the principles of job design and the use of job analysis
data in the practice of job design. It is also designed to cover additional ways job analysis is used,
including but not limited to recruitment and selection, job evaluation and equal pay. Learners will
develop a better understanding of how job analysis and design fits within the broader professional
area of organisation design.
This module will cover the following:
• The principles, purposes and practice of job analysis
• Effective contribution to the process of job analysis
Scheduled Dates:
20 August, 9 am to 6 pm Deadline for assignment
Run 1
24 August, 9 am to 5 pm submission: 8 September
Full Fees: $1,015.16 (incl. GST)
Fees for union leaders: $102.00 per participant
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