LEARNING AND DEVELOPMENT
undergo 150 hours of structured training before taking an assessment, which comprises of applying their skills and experience. Singapore’s Manpower Minister Lim Swee Say recently cited a study which showed that HR leaders and business leaders think Singapore’s HR professionals have yet to develop all of the skillsets needed to meet emerging demands. “Many are pre-occupied with performing transactional tasks, such as recruiting to fill vacant positions and ensuring payroll is paid on time,” he said. According to workforce Singapore, which is leading the scheme, there are approximately 43,000 HR professionals in Singapore. It is looking to rope in at least 5,000 to the certification framework over the first five years. One senior HR leader, who sat for the certified senior HR professional pilot assessment in late October, told HRM Asia she was asked to complete two papers comprising of practical and scenario-based questions, depicting potential real-life HR issues faced by organisations. She endorsed the assessment and strongly encouraged her HR peers to enrol for the certification when it is officially launched. With HR being the go-to department
for developing employee training roadmaps, it is somewhat refreshing to see a detailed career development pathway being formulated for HR itself.
Embracing mobile learning Simon Casuto, managing partner of eLearning Mind, which helps companies transform learning materials into eLearning experiences, says the shift towards mobile learning is poised to continue into 2017 and beyond. This stance is echoed by Deddi Tedjakumara, Executive Director of Prasetiya Mulya Executive Learning Institute, who refers to mobile learning
Moving up the ranks The National HR Professional Certification Framework (NHRPCF) is particularly aimed at ensuring HR is not confined to transactional duties, something James Foo, Head of Group HR, ABR Holdings, attests to. “HR is no longer an administration support function, but a key strategic business partner for business success,” he says. “Through the national HR certification framework, a more structured and competency based training system will be drawn to ensure that the different levels of HR practitioners will be trained and assessed.” According to Foo, the NHRPCF will ensure a complete HR route map will be recognised and accredited for HR professionals.
14 ISSUE 16.12 SUPPLEMENT
as one of the top L&D trends in AsiaPacific at the moment. “I think more companies will embrace this technology in 2017, as it brings more flexibility and speed in disseminating the knowledge and conducting the learning,” says Tedjakumara. “With mobile learning, time and geographical barriers are no longer learning constraints.” Speeding the learning process through mobile learning will also demand HR functions and even entire organisations shake up their learning ecosystems. Otherwise, mobile learning will not bring about positive behavioural changes. Tedjakumara says he has seen many learning processes fail to herald positive impacts because their organisations weren’t ready or quick enough to change systems, procedures, or policies to complement the new skillsets picked up through this mode of learning. Hence, he advises it is imperative to balance the speed of learning with the speed of change in learning ecosystems. In addition, mobile learning also requires individuals to learn independently, a trait that demands high levels of both motivation and discipline. “The active role of learning and development is now in the hands of individuals,” says Tedjakumara.