LEADERSHIP TRAINING DIRECTORY 2021 - OTCi
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LEADERSHIP
TRAINING DIRECTORY 2021
OTCi is a Registered Private Education Institute
Registration No. 199001767N
Validity: 3 Sep 2019 to 2 Sep 2021
TABLE
OF CONTENTS
05Flexible, Stackable &
Commutable Certifications
07OTCi Certificated
Industrial Relations Series
13Elective Modules -
Protection & Privileges
23Elective Modules -
Progression & Placement
31CIPD
Certification
47Diploma in
Employment Development
51Minor in
Employment Development
59Company
Training Committees
63IR/HR
Training for Management
3
SKILLS-BASED TRACK ACADEMIC-BASED TRACK
International Bachelor’s Degree (SUSS)
Certification (CIPD)
FLEXIBLE, National
Certification
(IHRP)
Diploma (SUSS)
STACKABLE & LM Certification
(OTCi)
COMMUTABLE
CERTIFICATIONS
OTCi offers two pathways for our leaders to acquire the skills and knowledge to carry out their
union roles and responsibilities efficiently. With the completion of the LM Certification by OTCi,
leaders can pursue either the skills-based or academic-based track to continue upgrading
themselves and staying relevant. Under the skills-based track, leaders will be able to achieve
national and international certifications. The second track gives leaders an option to pursue
academic based certifications; diploma and degree programmes.
The key features of OTCi’s course offerings are greater flexibility, stackability of content and
commutability.
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.
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.
5
OTCi
CERTIFICATED
INDUSTRIAL
RELATIONS
SERIES
OTCi is a Registered Private Education Institute
Registration No. 199001767N
Validity: 3 Sep 2019 to 2 Sep 2021
7
OTCi
CERTIFICATED
INDUSTRIAL
RELATIONS
SERIES
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 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 13-29 for the details).
8
Here is an example of a typical developmental pathway of a newly elected union leader:
Leader A Leader A
Leader A
continues continues
attends &
to attend & to attend &
completes
complete complete 6
the 3 core
6 elective more elective
modules.
modules. modules.
Attains
Attains Attains
Level 1
Level 2 Level 3
certification
certification certification
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 efforts 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).
9
OTCi CERTIFICATED
INDUSTRIAL RELATIONS
SERIES
LEVEL 1
COMPULSORY
CORE MODULES
Through the compulsory core modules, leaders will learn the following:
Core Module 1 Core Module 2 Core Module 3
The Labour Movement & Industrial Relations Systems & A Strong Labour Movement &
Union Leadership Basic Labour Laws Industry and Jobs Transformation
• The evolving role of Labour • The importance of building
Movement and unions in Basic knowledge of key a strong, relevant and
Singapore labour legislations governing representative Labour Movement,
• The roles & motivations of employment: with unions at its core
union leadership • Employment Act • The value and benefits of union
• Core competencies for • CPF Act membership, including integrated
effective union leadership • Retirement & Re-employment products and services across life
• The members of the LM Act stages
Family & their purposes • Work Injury Compensation Act • Nation-wide and Labour
• Trade Unions’ Involvment in Movement initiatives and
Politics Basic knowledge of key labour schemes to help workers adapt
• NTUC-PAP symbiosis legislations governing union and be future-ready
• The milestones achieved by work: • Purpose and objectives of
the Labour Movement since • Industrial Relations Act Company Training Committees
her inception • Trade Unions Act (CTCs)
• Singapore’s unique • Trade Disputes Act • Roles of union leaders in the
Industrial Relations system • Part III Criminal Law operationalisation of CTCs
and practices (Temporary Provisions) Act • An introduction of Skills Gap
• The role and value of and Training Needs Analyses for
Tripartism Worker 4.0
• Job Re-design process
10There will be an open-book assessment at the end of Modules 1 and 3.
Module 2 will come with IHRP Assessment.
The scheduled public run dates are as follows:
Core Module 1 Core Module 2 Core Module 3
11-12 Jan 18-19 Jan 27-28 Jan
1-2 Feb 17-18 Feb 22-23 Feb
3-4 Mar 17-18 Mar 24-25 Mar
5-6 Apr 12-13 Apr 19-20 Apr
3-4 May 10-11 May 17-18 May
7-8 Jun 16-17 Jun 21-22 Jun
7-8 Jul 14-15 Jul 26-27 Jul
2-3 Aug 16-17 Aug 23-24 Aug
8-9 Sep 15-16 Sep 22-23 Sep
4-5 Oct 11-12 Oct 18-19 Oct
8-9 Nov 15-16 Nov 22-23 Nov
6-7 Dec 13-14 Dec 21-22 Dec
Course Fees
Full Fees per module (incl. GST) Fees for union leaders
Module 1 $642.00 $39.00
Module 2 $727.60 $44.00
Module 3 $642.00 $39.00
Total $2,011.60 $122.00
For enquiries and registration, please contact us at otcinstitute@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.
11OTCi CERTIFICATED
INDUSTRIAL RELATIONS
SERIES
LEVELS 2 & 3
ELECTIVE
MODULES
To introduce flexibility in their learning, our leaders now have the option to select relevant elective modules.
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 & Privilege =6
Level 2
+ 3 modules from Progression & Placement modules
3 modules from Protection & Privileges =6
Level 3
+ 3 modules from Progression & Placement modules
To ensure rigor of learning, there will be a post-learning assessment at the end of each elective module.
The following section (pages 13-29) contains the details of the elective modules offered.
12OTCi CERTIFICATED
INDUSTRIAL RELATIONS
SERIES
ELECTIVE
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 Certification) [2 days]
4. Grievance Handling, Discipline and Dispute Management
5. Handling Employment Disputes: IR or Legal Approach (0.5 day)
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 Labour Laws – Employment Terms & Conditions
11. Refresher on Labour Laws – IR Processes & Dispute Settlement
12. Singapore Labour Laws: Rationale & Principles (0.5 day)
13. Termination and Dismissal
14. Tripartism and IR Approaches in Singapore (0.5 day)
15. Understanding and Applying the Employment Act
16. Understanding and Applying WICA and WSHA
17. 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 otcinstitute@ntuc.org.sg for registration and
enquiries (if any).
131. 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: 8 February // 3 May // 5 July
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: 15 March // 14 June // 16 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
143. DEVELOPING A WORKPLACE RISK MANAGEMENT PLAN (bizSAFE L2) [2 days]
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:
23-24 February
20-21 April
22-23 June
3-4 August
13-14 October
Duration: 2 days, 9 am to 5 pm
Full Fees: $620.60 (incl. GST)
Fees for union leaders: $69.00 per participant
154. 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: 12 April // 12 July // 13 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
5. HANDLING EMPLOYMENT DISPUTES: IR OR LEGAL APPROACH? (0.5 day)
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: 16 March // 8 June // 13 October
Full Fees: $256.80 (incl. GST)
Fees for union leaders: $29.00 per participant
166. 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: 19 April // 20 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 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: 17 May // 4 October
Full Fees: $513.60 (incl. GST)
Fees for union leaders: $57.00 per participant
178. 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: 22 March // 23 June // 23 August
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: 19 May // 17 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
1810. REFRESHER ON LABOUR LAWS – EMPLOYMENT TERMS & CONDITIONS
This module will provide our leaders with a thorough refresher of the key labour legislations governing
employment and keep them updated of the amendments made in the recent years.
This module will cover the following:
• Employment Act
• CPF Act
• Retirement and Re-employment Act
• WICA/WSHA
Scheduled Dates: 14 April // 16 June // 18 August // 20 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
11. REFRESHER ON LABOUR LAWS – IR PROCESSES & DISPUTE SETTLEMENT
This module will provide our leaders with a comprehensive refresher and update of the key labour
legislations governing union work.
This module will cover the following:
• Trades Union Act
• Industrial Relations Act
• Trade Disputes Act
Scheduled Dates: 22 April // 24 June // 26 August // 27 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
1912. SINGAPORE LABOUR LAWS: RATIONALE & PRINCIPLES (0.5 day)
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: 2 March // 2 June
Full Fees: $256.80 (incl. GST)
Fees for union leaders: $29.00 per participant
13. 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: 24 May // 6 July // 27 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
2014. TRIPARTISM & IR APPROACHES IN SINGAPORE (0.5 day)
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: 10 March // 7 September
Full Fees: $256.80 (incl. GST)
Fees for union leaders: $29.00 per participant
15. 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: 22 February // 5 May // 13 July // 19 October
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
2116. 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: 11 March // 9 June // 19 August // 15 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
17. 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: 21 June // 10 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
22OTCi CERTIFICATED
INDUSTRIAL RELATIONS
SERIES
ELECTIVE
MODULES
(PROGRESSION & PLACEMENT)
ELECTIVE MODULES UNDER ‘PROGRESSION & PLACEMENT’
All modules are 1 day in duration, unless otherwise indicated.
1. Workplace Productivity Workshop
2. Innovating Union Business Model
3. Job Redesign for Worker 4.0
4. John Kotter’s Create a Strong Buy-In
5. John Kotter’s Leading Through Change
6. Negotiation & Conflict Management
7. Operations-Technology Roadmapping
8. Performance and Reward Management Systems for Fair Gains Sharing
9. Skills Gap and Training Needs Analysis
10. Supporting Individual Learning Through Coaching and Mentoring
11. Understanding Job Analysis, Evaluation and Grading for Workers’ Progression
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 us at otcinstitute@ntuc.org.sg for registration and
enquiries (if any).
231. WORKPLACE PRODUCTIVITY WORKSHOP
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: 3 March // 7 July
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
2. INNOVATING UNION BUSINESS MODEL
At the 2019 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 runs will be customised to the needs of the union.
Please contact us at otcinstitute@ntuc.org.sg for registration and enquiries (if any).
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
243. JOB REDESIGN FOR WORKER 4.0
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: 4 February // 4 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
4. 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: 26 January // 5 October
Full Fees: $802.50 (incl. GST)
Fees for union leaders: $89.00 per participant
255. 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: 10 March // 11 November
Full Fees: $802.50 (incl. GST)
Fees for union leaders: $89.00 per participant
6. 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: 15 April // 24 November
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
267. OPERATIONS-TECHNOLOGY ROADMAPPING (OTR)
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 Operations-Technology 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: 2 February // 8 July // 2 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
8. PERFORMANCE AND REWARD MANAGEMENT SYSTEMS FOR FAIR GAINSHARING
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: 25 March // 25 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
279. SKILLS GAP AND TRAINING NEEDS ANALYSIS
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: 18 February // 12 August
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
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: 13 April // 21 September
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
2811. 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: 25 February // 15 July
Full Fees: $406.60 (incl. GST)
Fees for union leaders: $45.00 per participant
29CIPD
CERTIFICATION
SKILLS-BASED TRACK
OTCi is a Registered Private Education Institute
Registration No. 199001767N
Validity: 3 Sep 2019 to 2 Sep 2021CIPD
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
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