DIRECTORY 2020 LEADERSHIP TRAINING
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LEADERSHIP TRAINING DIRECTORY 2020
contents.
flexible, stackable & commutable certifications.
4
otci certificated industrial relations series.
7
leadership & soft skills.
29
cipd certification.
33
diploma in employment development.
45
diploma in employment development PLUS.
49
equipping union leaders to operationalise CTCs.
53
IR/HR training for management.
57
Page 3
flexible, stackable &
commutable certifications.
SKILLS-BASED TRACK ACADEMIC-BASED TRACK
International
Diploma+ (SUSS)
Certification (CIPD)
National Diploma (SUSS)
Certification (IHRP)
LM Certification
(OTCi)
OTCi’s Basic, Intermediate and Advanced Certificates in Industrial
Relations (IR), and Diploma in Employment Relations (DER) have been
the mainstay of IR training for our union leaders for many years. These
certifications are attained in a progressive and linear structure. Although
the contents are essential and robust, it does not provide flexibility, in
terms of structure and choice of content. As such, we have re-packaged
our offerings to provide the following advantages:
Flexible Choices — for Efficient Learning
Union leaders now have the freedom to choose the modules that they
would like to attend, at their convenience. The flexibility provided
allows for just-in-time learning for our leaders and encouraging them
to take greater ownership of their learning. This supports continuous
updating and upgrading of skills and knowledge that is essential for
effective union leadership.
Stackable Content — for Effective Learning
By making our certificate series stackable, it creates a series of ascending
credentials that allow our union leaders to progress from one level
of certification to the next with no duplication in learning. Moving
forward, our leaders can also accumulate credits from OTCi courses
and apply the credits towards earning higher qualifications with other
institutions / professional bodies.
Page 4
Commutable Certifications — for Recognised Learning
OTCi certifications now have the added advantage of being commutable.
The IR modules our leaders take can now add up in various combinations
to contribute towards a skills-based certificate, recognised by the
Institute for Human Resources Professionals (IHRP) and/or
Chartered Institute of Personnel and Development (CIPD). Leaders
also have the option to pursue an academic-based certification, through
our joint Diploma in Employment Development (DED) with the Singapore
University of Social Sciences (SUSS). The DED is now a credit unit-earning
programme and the credit units earned can be utilised for credit waiver
at degree programmes offered by the SUSS.
Page 5
SKILLS-BASED TRACK
otci certificated
industrial relations series.
Since January 2019, the Basic / Intermediate / Advanced Certificates in Industrial
Relations have been revamped and repackaged into the OTCi Certificated IR
Series Pathway. The revamped and repackaged series is made up of compulsory
core and elective modules, for maximum flexibility, stackability and commutability.
There are 3 levels to the OTCi’s Certificated IR Series — Levels 1, 2 and 3.
Each level of certification can be attained in the following manner:
Level 1 3 core modules with optional IHRP certification
Level 2 Level 1 + 6 elective modules
Level 3 Level 2 + 6 elective modules
The 3 core modules in Level 1 cover topics that will provide a solid foundation for
union leaders to progress to Levels 2 and 3.
To enhance recognition of certification, OTCi has partnered with the Institute for
Human Resource Professionals (IHRP), a tripartite setup, to accord recognition
to leaders who met the requirements in applying basic Labour Laws.
Upon completion of the 3 core modules, leaders can now progress to the next
level through the completion of elective modules.
The elective modules cover a comprehensive range of topics, pertinent to
Protection, Privileges, Progression and Placement (see Pages 13-27 for the
details).
Here is an example of a typical developmental pathway of a newly elected union
leader:
Leader A attends & Leader A continues Leader A continues
completes the to attend & complete to attend & complete
3 core modules. 6 elective modules. 6 more elective
Attains Level 1 Attains Level 2 modules. Attains
Certification certification Level 3 certification
Page 7
IHRP Certification The Institute of Human Resource Professionals (IHRP) is a HR professional body, jointly set up by Ministry of Manpower (MOM), National Trades Union Congress (NTUC) and Singapore National Employers’ Federation (SNEF), in a bid to raise HR standards in Singapore. It is the only professional body in Singapore, authorised to implement the national Human Resources (HR) credentials, which is known as the IHRP Certification. As part of our effort to provide recognised certifications for our union leaders, we have incorporated a basic IHRP certification, into OTCi’s Certificated IR Series (Level 1) Certification. In order to attain the IHRP certification, leaders will have to sit for an assessment (conducted by IHRP) at the end of Core Module 2 and fulfil the requirements of the assessment, to achieve certification. With this certificate, they will have proven their proficiency in understanding and applying basic labour laws. Upon completing the remaining Core Module 3, the leader will have attained OTC Institute Certificated IR Series (Level 1) with IHRP certification in Employment Law and Regulations (Basic). Page 8
certificated IR series (level 1) //
compulsory core modules
Through the compulsory core modules, leaders will learn the following:
The Labour Movement & Union Leadership
• The evolving role of Labour Movement and unions in Singapore
• The roles & motivations of union leadership
Core Module 1
• Core competencies for effective union leadership
• The members of the LM Family & their purposes
• Trade Unions’ Involvment in Politics
• NTUC-PAP symbiosis
• The milestones achieved by the Labour Movement since her inception
• Singapore’s unique Industrial Relations system and practices
• The role and value of Tripartism odule 1
Industrial Relations Systems & Basic Labour Laws
Basic knowledge of key labour legislations governing employment:
• Employment Act
• CPF Act
Core Module 2
• Retirement & Re-employment Act
• Work Injury Compensation Act
Basic knowledge of key labour legislations governing union work:
• Industrial Relations Act
• Trade Unions Act
• Trade Disputes Act
• Part III Criminal Law (Temporary Provisions) Act
A Strong Labour Movement & Industry and Jobs Transformation
• The importance of building a strong, relevant and representative
Labour Movement, with unions at its core
• The value and benefits of union membership, including integrated
Core Module 3
products and services across life stages
• Nation-wide and Labour Movement initiatives and schemes to help
workers adapt and be future-ready
• Purpose and objectives of Company Training Committees (CTCs)
• Roles of union leaders in the operationalisation of CTCs
• An introduction of Skills Gap and Training Needs Analyses for Worker
4.0
• Job Re-design process
There will be an open-book assessment (20 Multiple-Choice Questions) at
the end of Modules 1 and 3. Module 2 will come with IHRP Assessment.
Page 9
The scheduled public run dates are as follows:
Core Module 1 Core Module 2 Core Module 3
10-11 Feb 17-18 Feb 24-25 Feb
9-10 Mar 16-17 Mar 23-24 Mar
6-7 Apr 13-14 Apr 20-21 Apr
4-5 May 11-12 May 18-19 May
8-9 Jun 15-16 Jun 22-23 Jun
6-7 Jul 13-14 Jul 20-21 Jul
3-4 Aug 17-18 Aug 24-25 Aug
7-8 Sep 14-15 Sep 21-22 Sep
5-6 Oct 12-13 Oct 19-20 Oct
9-10 Nov 18-19 Nov 23-24 Nov
Course Fees
Full Fees per module (incl. GST) Fees for union leaders
Module 1 $642.00 $39.00
Module 2 $642.00 $39.00
Module 3 $642.00 $39.00
Total $1,926.00 $117.00
For enquiries, please contact Eunice / eunice_ng@ntuc.org.sg.
For registration, please contact Fion / fion_tang@ntuc.org.sg.
All modules are conducted in NTUC Centre, One Marina Boulevard, unless
otherwise stated.
All dates and fees are accurate at the time of printing.
Page 10certificated IR series (levels 2 & 3) //
elective modules
To introduce flexibility in their learning, our leaders now have the option to select
relevant elective modules to complete their knowledge. This approach will allow
the leaders to acquire the much-needed information, right when they need it.
The elective modules cover a comprehensive range of topics pertinent to
Protection, Privileges, Progression and Placement. Modules under
Protection and Privileges will cover topics related to workplace representation
in workplace or employment-related issues and understanding union membership
benefits. Modules under Progression and Placement will examine the topics
related to understanding career progression and advancement, in the context of
the CTCs.
In order to attain Level 2 and Level 3 of the OTCi Certificated IR Series, leaders will
need to complete 6 elective modules for each level.
OTCi recommends the following:
3 modules from Protection and Privileges +
Level 2 = 6 modules
3 modules from Progression and Placement
3 modules from Protection and Privileges +
Level 3 = 6 modules
3 modules from Progression and Placement
To ensure rigor of learning, there will be a post-learning assessment at the end
of each elective module.
Page 11elective modules //
protection & privileges
ELECTIVE MODULES UNDER ‘PROTECTION & PRIVILEGES’
All modules are 1 day in duration, unless otherwise indicated.
1. Collective Bargaining and Industrial Action
2. Company Restructuring, Transfers and Redundancy
3. Developing a Workplace Risk Management Plan (bizSAFE Level 2) [2 days]
4. Grievance Handling, Discipline and Dispute Management
5. Handling Employment Disputes: IR or Legal Approach
6. Handling Performance Management Issues
7. Handling Workplace Harassment – Legislations & Rights
8. Organising, Membership Recruitment and Retention
9. Principled and Evidence-Based Wage Negotiation
10. Refresher on Singapore Labour Laws (2 days)
11. Singapore Labour Laws: Rationale & Principles
12. Termination and Dismissal
13. Tripartism and IR Approaches in Singapore
14. Understanding and Applying the Employment Act
15. Understanding and Applying WICA and WSHA
16. Workplace Investigation and Board of Inquiry
The elective modules can also be taken as stand-alone short courses.
Each elective module/short course is conducted in NTUC Centre, One Marina Boulevard,
unless otherwise stated. All dates and fees are accurate at the time of printing.
For all elective modules/short courses, please contact
Norhayati / norhayati@ntuc.org.sg for registration.
Page 12elective modules //
protection & privileges
1. COLLECTIVE BARGAINING AND INDUSTRIAL ACTION
Collective bargaining is the key mechanism our unions use in determining the
working conditions and terms of employment for their members. The process also
sets in place the rules and procedures in regulating the interactions between unions,
employers and workers. This module addresses the knowledge and skills required
for a successful collective bargaining process. It will also cover the legislation and
application of industrial action.
This module will cover the following:
• Practices, procedures and processes of collective bargaining
• Key issues of union representation
• Management prerogatives, rights and obligations
• Processes of conciliation, arbitration and best practices of Industrial Relations
• Laws on industrial action and its applications
Scheduled Dates: 9 April // 2 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
2. COMPANY RESTRUCTURING, TRANSFERS & REDUNDANCY
Why do employers restructure their businesses? Some of the reasons may be to:
• Survive or remain viable
• Maintain competitiveness
• Keep up with new technologies and enhance productivity
• Streamline or expand their operations as a result of changing market or business
trends
• Align or meet with Government’s objectives
With restructuring comes changes – changes in (1) operation, (2) HR policies and
(3) manpower needs. This module will address the knowledge required during such
times of restructuring and transfers, in order for our leaders to be able to protect the
interest of workers.
This module will cover the following:
• The protection accorded to employees under the law
• Good practices and procedures for retrenchment arising from mergers and the
dispute settlement machinery
• The employer’s rights and employee’s protection and the impact and effects of
restructuring
• The law on industrial action and its applications
Scheduled Dates: 6 May // 3 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 13elective modules //
protection & privileges
3. DEVELOPING A WORKPLACE RISK MANAGEMENT PLAN (bizSAFE L2)
Jointly offered by NTUC WSH Secretariat and OTCi, with support from the Singapore
Workplace Safety & Health Council, this programme serves as an important part of
our plans to strengthen WSH capabilities and capacity in the Labour Movement, and
to cascade national WSH efforts to every unionised company.
The goal is to have at least one leader in every union and branch trained to be a WSH
champion through this module, so as to engage the management on coming up with
holistic approaches to workplace safety and health, robust risk management initiatives
and raising awareness amongst members.
Leaders will receive a bizSAFE Level 2 certification, upon completion of the module and
passing the prescribed assessment.
This module will cover the following:
• Identifications of WSH hazards associated with any work activity or trade through
hazard identification methodology for the workplace
• Risk control measures methodology for the workplace to manage the identified
risks to a level by following the principles of hierarchy of control
• Development of a workplace risk management plan to implement hazard
identification, risk assessment, and risk control measures
• Communication and buy-in from all stakeholders, on the risk management plan
Scheduled Dates:
12 – 13 February 6 – 7 July
9 – 10 March 4 – 5 August
8 – 9 April 7 – 8 September
13 – 14 May 13 – 14 October
1 – 2 June 10 – 11 November
Duration: 2 days, 9 am to 5 pm
Full Fees: $620.60 (incl. GST)
Fees for union leaders: $69.00 per participant
Please contact Norhayati / norhayati@ntuc.org.sg for registration.
Page 14elective modules //
protection & privileges
4. GRIEVANCE HANDLING, DISCIPLINE & DISPUTE MANAGEMENT
Grievances are complaints, in the workplace, formally brought up by individual
employees, through the official grievance procedure. Discipline refers to the formal
actions taken by Management against an individual who fails to conform to the rules
established by the Management within the organisation. Disputes refers to the issues
relating to industrial matters (employment, terms of employment, conditions of labour
etc). For the handling of these matters, a certain level of sensitivity and skillfulness is
required, lest the issues escalate. Therefore, this module addresses the knowledge
and skills required to handle grievances, discipline matters and manage disputes.
This module will cover the following:
• Knowledge and understanding of the key principles of grievance handling and
dispute resolution
• The grievance handling procedures and dispute management process
• The key concepts of discipline handling and to know what constitutes minor
misconducts and major misconducts
• The acceptable punishments and dismissal process in Singapore
Scheduled Dates: 3 June // 6 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
5. HANDLING EMPLOYMENT DISPUTES: IR OR LEGAL APPROACH?
The way an employment dispute is handled can have long-term repercussions on the
relationship between workers and employers and the workforce’s morale. It will also
set precedence on how similiar cases may be handled in the future. While legislations
and company regulations may have stipulated how such cases can or should be
handled, it is always good to give additional considerations to other factors. This
module will provide an overview of the legislation coverage on handling employment
disputes and give insights through case studies, on whether to take a legalistic or
industrial relations-based approach in handling the dispute.
Learning will be achieved through examining past disputes and the most
appropriate approach to adopt on the following topics:
• Common employment issues
• Dismissal / demotion
• Cases of abuses
• Discipline
• Workplace harassment
• Trade restraint policy
Scheduled Dates: 9 June // 7 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 15elective modules //
protection & privileges
6. HANDLING PERFORMANCE MANAGEMENT ISSUES
Union leaders may, from time to time, be required to counsel and support workers
who are struggling with work performance issues. Very often, these issues eventually
end up having a larger negative impact than it should. This module aims to help our
leaders with identifying the causes related to performance issues and how to deal with
them early and constructively.
This module will cover the following:
• Principles and rationale of a total performance management system
• Warning signs of poor performance and how to take pre-emptive action
• Helping workers to commit to performance goals and measure their progress
• Providing constructive feedback and coaching to workers
Scheduled Dates: 23 March // 23 July
Full Fees: $513.60 (incl. GST)
Fees for union leaders: $57.00 per participant
7. HANDLING WORKPLACE HARASSMENT – LEGISLATIONS & RIGHTS
When employees treat each other with respect and professionalism, a positive
workplace culture will be created. However, when the workplace is disrupted by
someone disrespecting their co-workers, anger and resentment can destroy morale.
Workplace harassment can damage relationships and destroy lines of communication
among employees. This module aims to equip our leaders with the ability to recognise
workplace harassment and knowledge of how to confront harassment situations that
might arise in the workplace.
This module will cover the following:
• The need for protection against workplace harassment
• The framework of the Protection from Harassment Act
• Options, remedies and avenues if one is affected by workplace harassment,
including getting a Protection Order
• Prevention of workplace harassment
• Tripartite Advisory on Managing Workplace Harassment
Scheduled Dates: 3 March // 7 July
Full Fees: $513.60 (incl. GST)
Fees for union leaders: $57.00 per participant
Page 16elective modules //
protection & privileges
8. ORGANISING, MEMBERSHIP RECRUITMENT & RETENTION
The strength of a union comes in two forms: (1) Collectivism through membership
and (2) Influence as a part of a Labour Movement. Both require strong membership
numbers as it is a direct indication of a union’s level of representation and relevance.
As such, the ability to organise and recruit & retain membership is key to the survival
of any union.
This module will cover the following:
• Legislations on organising, forming of unions and gaining recognition from
employers
• Membership benefits — Protection, Privileges, Progression and Placement
• Development of suitable strategies for effective membership recruitment
• The building and strengthening of relationships for membership retention
Scheduled Dates: 18 March // 16 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
9. PRINCIPLED & EVIDENCE-BASED WAGE NEGOTIATION
Negotiation is a dialogue between two or more parties, intended to reach a mutually
beneficial outcome over issues, where different viewpoints exist. This module addresses
the knowledge and skills required for a successful wage negotiation. It will prepare the
leaders to muster critical evidence and arguments and adopt a more rigorous and
evidence-based approach to negotiating wages.
This module will cover the following:
• Knowledge on financial indicators for wage negotiations and gather insights into
business operations and management’s way of thinking
• Wage structure, principles and different levels
• The factors affecting wages
• The process of negotiation and strategies for effective wage negotiation with
Management
Scheduled Dates: 10 February // 6 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 17elective modules //
protection & privileges
10. REFRESHER ON SINGAPORE LABOUR LAWS
This 2-day module will provide our leaders with a thorough refresher of all key labour
legislations, governing the work of unions, and all the amendments made in recent
years.
This module will cover the following:
• Key clauses of labour legislations governing employment:
i. Employment Act
ii. CPF Act
iii. Retirement and Re-employment Act
iv. WICA/WSHA
• Key clauses of labour legislations governing union work:
i. Trade Unions Act
ii. Industrial Relations Act
iii. Trade Disputes Act
• Rationale and implications of key labour legislations for working people
Scheduled Dates: 14-15 April // 10-11 June // 17-18 August // 19-20 October
Full Fees: $620.60 (incl. GST)
Fees for union leaders: $69.00 per participant
11. SINGAPORE LABOUR LAWS: RATIONALE & PRINCIPLES
Have you ever wondered about the rationale and principles behind the key labour
legislations in Singapore? How did the laws come about and what are the thoughts,
deliberations, implications and considerations behind the creation and enactment of
such laws over the years? This module aims to provide an overview of the background,
rationale and considerations when labour legislations are developed in Singapore. It
will cover the key labour legislations like the Employment Act (EA), Industrial Relations
Act (IR Act), Trade Unions Act (TUA) and Trade Disputes Act (TDA).
This module will cover the following:
• Background, rationale, implication and challenges of the various legislations
• Role of each legislation and its main intent
• Considerations of each legislation
• The evolution of the various labour laws and updates on the latest amendments
Scheduled Dates: 4 May // 15 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 18elective modules //
protection & privileges
12. TERMINATION & DISMISSAL
Termination of an employee’s services can be due to a variety of reasons, ranging
from the business’ needs to an employee’s performance. Whatever the reason, being
dismissed has a negative stigma and might affect future employment opportunities
This module aims to equip leaders with the knowledge and skills required to represent
members effectively in matters of termination and dismissal.
This module will cover the following:
• The various ways an employment contract can be terminated and their respective
legal implications
• The different types of contracts and the breaches of contracts
• Different forms of employee separation: resignation, redundancy, retirement,
death or frustration of contract
• The different types of misconduct and the acceptable punishments and dismissal
process in Singapore
Scheduled Dates: 4 June // 5 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
13. TRIPARTISM & IR APPROACHES IN SINGAPORE
Tripartism is the key competitive advantage for Singapore since our independence
in 1965. It has helped boost Singapore’s economic competitiveness, promoted
harmonious labour-management relations and contributed to Singapore’s overall
progress. This module will enable leaders to learn about the history, rationale,
objectives and the working mechanisms of Singapore’s unique IR system and the key
parties involved. It will also examine the challenges facing the future of Tripartism
and tripartite cooperation in Singapore.
This module will cover the following:
• Insight into how Singapore’s harmonious industrial relations (IR) was carefully
crafted
• An overview of the dynamism of Singapore’s IR mechanism that creates a climate
of peace to attract, sustain and grow investments
• The establishment of the IR legislative framework, to achieve national objectives
• How Tripartism facilitated Singapore’s fast recovery from past economic crises
Scheduled Dates: 8 April // 4 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 19elective modules //
protection & privileges
14. UNDERSTANDING & APPLYING THE EMPLOYMENT ACT
The Employment Act is the key legislation covering employment. It governs the
employer-employee relationship and forms the basis for employees’ working terms
and conditions. It is, therefore, imperative that all union leaders are equipped with an
in-depth knowledge and understanding of its key features and applications.
This module will cover the following:
• Knowledge & interpretation of the contents of the Act, its coverage and the terms
and conditions of employment
• Employers and employee’s rights and obligations under the Act
• Key concepts of contract of service, termination, salary, benefits, hours of work
and leave entitlement
• Ensuring fair compliance and consistency with all required regulatory
requirements
Scheduled Dates: 1 April // 1 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
15. UNDERSTANDING & APPLYING WICA & WSHA
Work Injury Compensation Act (WICA) makes it compulsory for companies to provide
certain medical insurance coverage for its workers. The coverage of the Act is, however,
dependent on the scenarios. The Workplace Safety and Health Act (WSHA) covers all
workplaces and introduces new legislations, particularly on incident reporting and
risk management. This module aims to provide an insight and guidelines on how to
apply WICA in the event of a work injury and WSHA in the applications of the safety
guidelines in the workplace.
This module will cover the following:
• Knowledge & interpretation of the contents of both the Acts, its coverage and its
implications
• Employers and employee’s rights and obligations under WICA & WSHA
• Payable compensations and claim procedures for WICA
• Various regulations, offences and penalties for specific liabilities under WSHA
Scheduled Dates: 5 May // 4 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 20elective modules //
protection & privileges
16. WORKPLACE INVESTIGATION & BOARD OF INQUIRY
When allegations such as theft, violent behaviour, harassment and occupational health
and safety complaints arise, the right precedent needs to be set, in the gathering
of relevant information. The process should comply with legal responsibilities and
adhere to best practices. The parties involved in the disciplinary inquiry process must
have a good understanding of what the process entails and the technical preparation
needed for conducting such a hearing. This module will focus on how to conduct an
efficient and fair workplace investigation.
This module will cover the following:
• Knowledge of the practices and procedures in handling workplace investigation
and to conduct a Board of Inquiry effectively
• Legal importance and processes of conducting such due inquiry in accordance
with the Employment Act and the Industrial Relations Act
• The preparation, investigation and identification of the appropriate charges for a
disciplinary hearing
• The steps in handling a successful investigation and methods of evidence
gathering
Scheduled Dates: 4 March // 8 July
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 21elective modules //
progression & placement
ELECTIVE MODULES UNDER ‘PROGRESSION & PLACEMENT’
All modules are 1 day in duration, unless otherwise indicated.
1. Basics of Productivity (2 days)
2. Business Process Roadmapping
3. Influencing and Mobilising Skills for Union Leaders
4. John Kotter’s Create a Strong Buy-In
5. John Kotter’s Leading Through Change
6. Job Redesign for Worker 4.0 + Funding & Support Schemes
7. Performance and Reward Management Systems for Fair Gains Sharing
8. Supporting Individual Learning Through Coaching and Mentoring
9. Skills and Performance-Based Wage Structure & Compensation
10. Skills Gap and Training Needs Analyses
11. Understanding Job Analysis, Evaluation and Grading
1. BASICS OF PRODUCTIVITY
Companies often complained that they were unable to benefit fully from productivity
improvements despite much efforts. This could be due to reasons such as weak
employee support, uncoordinated efforts or adopting a piecemeal approach to
improvement. Companies can achieve better results if they adopt an integrated
approach to productivity improvement. This module aims to help learners understand
and apply productivity improvement initiatives within their organisations that leads to
better outcomes for companies and workers.
This module will cover the following:
• How does productivity affect all of us
• Overview of productivity techniques
• Performance and management systems
• Manpower planning and evaluation
• Job redesign
Scheduled Dates: 12-13 May // 20-21 July // 9-10 November
Full Fees: $802.50 (incl. GST)
Fees for union leaders: $89.00 per participant
Page 22elective modules //
progression & placement
2. BUSINESS PROCESS ROADMAPPING
Businesses today are transforming with technology adoption. However, technology
is not always aligned to long term business strategies and manpower capabilities,
leading to outcomes that are below expectations. Come and understand how to plan
and develop a Business Process Roadmap that will maximise the manpower in your
company to ensure the optimal investment returns on adoption of new technologies.
This module will cover the following:
• The impact of business transformation strategies on organisation manpower
• Developing a technology transformation strategy with the customer, operations
and business in mind
• Steps in a Business Process Roadmapping
• Formulation of strategies for manpower planning to support business
transformation strategy
Scheduled Dates: 4 February // 2 July // 14 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
3. INFLUENCING & MOBILISING SKILLS FOR UNION LEADERS
Union leaders play a critical role in influencing, gaining strong buy-in and building
positive interaction with management partners and key stakeholders to collaborate
towards outcomes that are beneficial for workers. Similarly, union leaders need to be
able to connect with, persuade and mobilise workers and opinion leaders for mindset
shifts, initiatives for the betterment of the workers, and for Labour Movement causes.
This module aims to strengthen the influencing and mobilising skills of leaders to
better further the interests of workers and the Labour Movement.
This module will cover the following:
• One’s ability to influence and mobilise
• The different styles of influencing
• Strategies to build trust with key stakeholders and opinion leaders
• Practical frameworks and tools to influence stakeholders and mobilise workers
Scheduled Dates: 17 February // 19 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 23elective modules //
progression & placement
4. JOB REDESIGN FOR WORKER 4.0 + Funding & Support Schemes
Job redesign is the review and reorganization of job responsibilities, to improve employee
productivity and satisfaction. An effective job redesign effort can be simple and cost effective
and can involve:
• Reviewing job tasks and responsibilities by tweaking work processes and adopting new
tools,
• Improving workplace ergonomics and
• Increasing flexibility of work
This module aims to help learners understand and apply the job redesign process in their
organisations.
This module will cover the following:
• Job redesign: definition and concept
• Understand how job redesign can increase productivity
• Steps in a job redesign process
• Understand how to perform a job task analysis
• Know the various support schemes available for organisations and workers
Scheduled Dates: 2 March // 3 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
5. John Kotter’s CREATE A STRONG BUY-IN
Getting support for ideas can be difficult in an organisation when natural obstacles exist in
the structure or culture. A leader who wants to advance an initiative for the betterment of the
union and its members knows that he must first lower people’s intentional or unintentional
resistance to new concepts. Backing from others is essential. The method for gaining buy-
in taught in this module is counterintuitive. You learn the advantages of walking into the
fray, showing respect for all, and applying well prepared tactics to build the support — even
advocacy — necessary to launch and deliver on your innovation.
This module will cover the following:
• Leadership competencies in influence, communication, collaboration, strategic thinking
and decision making
• Evaluation on how much buy-in has already been achieved, how much more is needed
and from whom for their initiatives
• Creation of a step-by-step plan for advancing initiatives through building the necessary
support
• Application of tactics to increase buy-in and active support for their initiatives
• The experience needed to apply this blueprint to advancing future ideas or initiatives
• Tips, tools, and a plan to build success for their initiatives
Scheduled Dates: 16 April // 13 August
Full Fees: $802.50 (incl. GST)
Fees for union leaders: $89.00 per participant
Page 24elective modules //
progression & placement
6. John Kotter’s LEADING THROUGH CHANGE
Today, we expect leaders at all levels to deliver results under conditions of increasing
change and uncertainty. However, many feel unprepared and ill-equipped to lead
change. In this program, our leaders will first learn the components of Dr. Kotter’s 8
Steps for Successful Change and 4 Critical Leadership Principles that must be in place
to ensure successful change. Secondly, they will explore and practice how to get and
keep people on board and supporting change: learn the definition of true urgency and
how to build and maintain it in their own context.
This module will cover the following:
• Core principles of effective change to own situation and identify ways to enhance
its success
• Recognition of the behaviours that occur when people are on board, bought in
and actively supporting a change
• Effective engagement of others in change by addressing their diverse needs
• Application of tactics to increase urgency and active support for a change
• The 8 Steps for successful change and related core leadership principles
• Tips, tools, and a plan to build success for change
Scheduled Dates: 17 March // 15 July
Full Fees: $802.50 (incl. GST)
Fees for union leaders: $89.00 per participant
7. PERFORMANCE AND REWARD MANAGEMENT SYSTEMS FOR FAIR GAIN
SHARING
Businesses can only successfully go through technology transformation and reap
productivity gains if workers’ skills are also upgraded correspondingly. As such, workers
too deserve to get a fair share for their contributions. However, it can be challenging to
define productivity markers and accord the proportion of gains for performance and
rewards. This module aims to help learners understand how to design a performance
and reward management system to ensure fair gains sharing between companies and
workers.
This module will cover the following:
• A total reward management system
• Challenges in implementing a fair reward management system
• Setting appropriate and measurable outcomes to justify rewards
• Designing, implementing and evaluating a reward management system
Scheduled Dates: 6 April // 8 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 25elective modules //
progression & placement
8. SKILLS- AND PERFORMANCE-BASED WAGE STRUCTURE AND
COMPENSATION
One of the key outcomes of our unions is to improve workers’ wages. However, it
is also important to ensure that wage increase is justifiable and will not harm the
business and workers’ job prospects in the long-term. How can union leaders achieve
a balance when bargaining for better compensation and benefits?
This module aims to help union leaders appreciate and understand how sustainable
wage models are developed and provides guidelines when seeking to introduce a pay
system geared to performance and skills.
This module will cover the following:
• Total compensation framework and objectives
• Determining pay using market benchmarking
• Designing a salary structure by job grades and performance
• Designing bonus, increment and benefits
Scheduled Dates: 12 March // 12 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
9. SKILLS GAP AND TRAINING NEEDS ANALYSES
As technology transforms work, workers need to be re-skilled to be able to take up
new job roles within the organisation. A properly executed training needs analysis and
a resultant training plan is, therefore, needed to develop a competent workforce in
the organisation. This module will help participants understand the different stages of
a training needs analysis (TNA) as well as a skills gap analysis. They will learn what is
involved in a TNA and be empowered to conduct a skills gap analysis in order to help
companies enhance their manpower capabilities.
This module will cover the following:
• The various components of TNA
• Identification of the skills and competencies required in job roles
• How to use the Skills Framework as a basis for skills gap analysis
• Identification of the skills gaps and recommendations of appropriate learning and
development action plans to close gaps
Scheduled Dates: 16 March // 16 July
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 26elective modules //
progression & placement
10. SUPPORTING INDIVIDUAL LEARNING THROUGH COACHING AND
MENTORING
Research informs us that formal learning events are only part of an effective learning and
development strategy. Of equal importance are more informal learning opportunities,
in the workplace, often supported through a coaching or mentoring relationship. This
module enables leaders 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.
This module will cover the following:
• The nature, purpose and practice of coaching and mentoring
• Application of coaching and mentoring models and techniques to support
individual learning
• Recording coaching and mentoring activities
Scheduled Dates: 18 May // 15 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
11. UNDERSTANDING JOB ANALYSIS, EVALUATION & GRADING
FOR WORKERS’ PROGRESSION
As jobs are being disrupted, new jobs are also being created. One area where
unions can contribute is to be a part of this process of job redesign, to ensure better
progression pathways for workers. This module aims to provide union leaders with
the knowledge to analyse and develop job profiles, and how to integrate it with a
grading system for performance management.
This module will cover the following:
• Establishing a framework for job analysis to understand job roles and
accountabilities
• Developing job descriptions and job profiles
• Linking job analysis to evaluation and grading structures
• Achieving progression through meaningful grading structures
Scheduled Dates: 7 April // 9 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 27Page 28
leadership & soft skills.
At the cusp of industry transformation, OTCi recognises the need for a new
type of union leadership. It is no longer enough for union leaders, just to
be elected and knowledgeable. They also need to be influential, focused,
adaptable and resilient, in order to be effective in being representative and
relevant at their respective workplaces.
Therefore, a part of union leadership training will need to build up their
leadership soft skills, in order to adequately prepare union leaders for
today’s and tomorrow’s workplaces.
For more details on the short courses, please refer pages 30-31.
Each elective module/short course is conducted over 1 day, 9 am to 5 pm,
and in NTUC Centre, One Marina Boulevard, unless otherwise stated.
For all elective modules/short courses, please contact Norhayati / norhayati@
ntuc.org.sg for registration.
Nomination of officials for modules/courses is at the Union Headquarters’ prerogative,
subject to the prevailing policies of the Union. This directory is to keep you informed of
OTC Institute’s courses. Those interested will need your Union Headquarters’ agreement
and nomination to register for the course. All dates and fees are accurate at the time
of printing.
Page 29modules //
leadership & soft skills
INNOVATING UNION BUSINESS MODEL PLANNING WORKSHOP
At the recent National Delegates’ Conference, NTUC set a target of 1.5 million members
by 2025-2030. This will enable the Labour Movement to be a representative voice of
workers and a credible partner of the Government. To achieve the target, union delegates
committed to three areas where the Labour Movement needs to innovate – (1) the union
business model, (2) membership model and (3) training model. This module will focus
on how to innovate the union business model, exploring digital possibilities, embracing
experiments and trying out new ways of protecting all workers.
This module will cover the following:
• Definition of the value that unions bring to workers
• In-depth understanding of the concept, value and aspects of a great SWOT analysis
• Application of the SWOT analysis
• Re-definition of the union’s customers
• Comprehensive examination on meeting customers’ needs
• Reformulation of the union business model
All workshops will be customised. Please contact Roy / roy_ng@ntuc.org.sg or
Eunice / eunice_ng@ntuc.org.sg to customise.
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
CRITICAL THINKING & REASONING
Union leaders encounter a myriad of issues, situations and complexities across multiple
scenarios – be it working with management or helping workers in various aspects, among
others. As such, it is essential for leaders to be armed to think fast and well, understand
issues and challenges at their levels, eliminate assumptions, and differentiate between
strong and weak solutions. This module aims to equip leaders with the knowledge and
skill of critical thinking and reasoning, so as to objectively assess situations and resolve
challenges.
This module will cover the following:
• Assessment of their own thinking, the stretching of imaginations, exploration of
issues more fully, and new and different approaches to learning
• Overcoming barriers to thinking
• Discussion of ideas in an organised way and identification of steps in solving problems
• Practical strategies and approaches to understand problems and address issues at
their level
Scheduled Dates: 17 June // 16 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 30modules //
leadership & soft skills
NEGOTIATION & CONFLICT MANAGEMENT
Negotiation is a dialogue between two or more parties, intended to reach a mutually
beneficial outcome over issues, where differences exist. Similarly, conflict management
is the process of limiting the negative aspects of the difference while increasing the
positive aspects. This module aims to equip union leaders with the knowledge and skill of
negotiation and conflict management, so as to facilitate and arrive at win-win situations.
This module will cover the following:
• The principles and processes of negotiation
• The different styles of negotiations and various negotiation strategies
• Preparations for pre-, during and post-negotiations
• Development and application of negotiation skills in securing win-win situations
Scheduled Dates: 19 May // 2 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
Page 31Page 32
SKILLS-BASED TRACK
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 offering the Foundation Standard Qualification*.
The modules offered under OTCi’s Foundation Standard Qualification (Union
Leadership pathway) have been carefully selected to best match the work of
union leaders.
Advanced Standard Diploma Level
(equivalent to a Masters’
degree qualification)
Certificate Level
Award Level
Intermediate
Standard Diploma Level
(equivalent to a
Degree qualification)
Certificate Level
Award Level
*Foundation
Standard Diploma Level
(equivalent to a
Diploma qualification) Certificate Level
Award Level
OTCi is looking into the possibility of offering the Intermediate and Advanced levels, should there be sufficient numbers.
Page 33To 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 is a union leader from Union ABC.
Leader A receives OTCi-CIPD
Leader A completes Foundation Standard Qualification
the first 14 credits (Award Level) certification
Leader A continues & Leader A receives OTCi-CIPD
completes the next 14 credits, Foundation Standard Qualification
accumulating 28 credits (Certificate Level) certification
Leader A continues & Leader A receives OTCi-CIPD
completes the next 9 credits, Foundation Standard Qualification
accumulating 37 credits (Diploma Level) certification
Please contact Latifah / latifah@ntuc.org.sg for registration.
All dates and fees are accurate at the time of printing.
Page 34Modules for OTCi-CIPD Foundation Standard Qualification
(Union Leadership Pathway)
Duration /
Modules
#credits
M1: Understanding Organisations and the Role of
20 hours / 4 credits
(requires 12 credits)
Human Resources and Unions
Award Level
M2: Developing Yourself as an Effective HR/IR
20 hours / 4 credits
Practitioner
M3: Supporting Good Practice in Managing
Employment Relations (IR System, Tripartism 28 hours / 6 credits
& Labour Laws)
Total 68 hours / 14 credits
M1: Supporting Good Practice in Performance &
(requires 28 credits)
28 hours / 6 credits
Certificate Level
Reward Management
M2: Supporting Change within Organisations 15 hours / 3 credits
M3: Identifying Learning & Development Needs 15 hours / 3 credits
M4: Recording, Analysing & Using HR Information 10 hours / 2 credits
Total 68 hours / 14 credits
Cummulative Total 136 hours / 28 credits
(requires 37 credits)
M1: Supporting Individual Learning through
Diploma Level
28 hours / 6 credits
Coaching & Mentoring
M2: Contributing to the Process of Job Analysis 15 hours / 3 credits
Total 43 hours / 9 credits
Cummulative Total 179 hours / 37 credits
For details on the individual modules, please refer to pages 36 to 43.
Page 35cipd certification //
award level modules
M1: 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:
8 & 15 April, 9 am to 6 pm Deadline for assignment
Run 1
*25 April, 9 am to 1 pm submission: 11 May
2 & 11 June, 9 am to 6 pm Deadline for assignment
Run 2
*27 June, 9 am to 1 pm submission: 13 July
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet connectivity.
Full Fees: $834.60 (incl. GST)
Fees for union leaders: $84.00 per participant
Page 36cipd certification //
award level modules
M2: 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:
4 & 11 March, 9 am to 6 pm Deadline for assignment
Run 1
*21 March, 9 am to 1 pm submission: 6 April
14 & 21 May, 9 am to 6 pm Deadline for assignment
Run 2
*30 May, 2 to 6 pm submission: 15 June
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet connectivity.
Full Fees: $834.60 (incl. GST)
Fees for union leaders: $84.00 per participant
Page 37cipd certification //
award level modules
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, 12 & 19 May, 9 am to 6 pm Deadline for assignment
Run 1
*30 May, 9 am to 1 pm submission: 15 June
1-2 & 8 July, 9 am to 6 pm Deadline for assignment
Run 2
*18 July, 9 am to 1 pm submission: 3 August
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet connectivity.
Full Fees: $1,209.10 (incl. GST)
Fees for union leaders: $121.00 per participant
Page 38cipd certification //
certificate level modules
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:
2, 7 & 14 April, 9 am to 6 pm Deadline for assignment
Run 1
*25 April, 2 to 6 pm submission: 11 May
*Virtual Tutorial. Participants will need to have access to an internet-enabled laptop and internet connectivity.
Full Fees: $1,209.10 (incl. GST)
Fees for union leaders: $121.00 per participant
Page 39cipd certification //
certificate level modules
M2: SUPPORTING CHANGE WITHIN ORGANISATIONS
[15 hours / 3 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:
Run 1 3 & 4 June, 9 am to 6 pm Deadline for assignment submission: 22 June
Full Fees: $834.60 (incl. GST)
Fees for union leaders: $84.00 per participant
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:
Run 1 14 & 15 July, 9 am to 6 pm Deadline for assignment submission: 3 August
Full Fees: $834.60 (incl. GST)
Fees for union leaders: $84.00 per participant
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