Jointly awarded by ARTDO INTERNATIONAL

& Institute of Training and Development (ITD)

CHRP
Certified HR Professional (CHRP) Program
Public or In-house Competency Development Programs (CDP) that are Performance Driven

In collaboration with: incorporating 5 contemporary courses:

D r. D o n a l d J . F o rd, Wo rld R e n o wn e d H R C o ns ultant, Strategic Role of HR

Facilita t o r, E d u c a t o r a n d A u th o r
Staffing and Employment
Employee Relations, HR Law and Security
HR Performance Management
Human Resource Development
A Message from
President Emeritus, ARTDO International

HR professionals across the globe need opportunities for continuing competency

development, especially in the crucial area of strategic HR management. Most
HR professionals enter the profession without benefit of rigorous competency
development in HR. Entry-level jobs are either characterized as generalist
positions in small firms or specialized roles in larger firms. Both generalists and
specialists would benefit from greater breadth and depth in HR, especially the
contemporary, strategic, global and performance roles of HR.

ARTDO International’s basic philosophy is “to help others help themselves”.

So, in collaboration with the Institute of Training and Development (ITD) and
Dr. Donald Ford, the unique “Certified HR Professional” (CHRP) program was
developed to bridge the gap between the increasing expectations of the business
world and the number of professional HR practitioners currently available.

Organizations demand bottom-line results and quantifiable quality outputs from

qualified HR professionals that are capable of sitting at the management table
as key strategic business partners. To fulfill this need, ARTDO International has
undertaken a timely and positive step forward to accredit HR practitioners who
have undergone a rigorous program based on a well-developed methodology to bring
out the best in them. Combining ARTDO’s extensive resources, ITD’s training and
development talents and the cutting edge expertise of Dr. Donald Ford, the CHRP
program marks a significant milestone in the field of developing true HR professionals

Many people can claim to be a HR practitioner but to stand above the rest, one
must be a true Certified HR Professional.

On that note, I wish you great success in the journey through the exciting world of
Human Development. Indeed, the best is yet to come.

Dato’ Dr. Thomas K. H. Chee

President Emeritus,
ARTDO International

Who Should Attend

The primary target audience for the CHRP program has the following
characteristics:
• Three years or more of HR experience
• Bachelor degree or equivalent in business, HR or related fields
• Individual contributor or HR supervisor/mid-level/senior-level manager
• Committed to a long-term career in HR
• Generalist knowledge of the HR field OR specialization in one HR discipline

This program is also suitable for line managers who have significant HR and
staffing responsibilities and who want to improve their ability to manage human
resources within their scope of operations.

2 CHRP Prospectus
The CHRP Program

INTRODUCTION

The Certified HR Professional designation recognizes individuals who have

completed the CHRP Program. ARTDO International and all of its member
organizations recognize that those individuals so designated possess the
competencies expected of a HR practitioner.

The Certified HR Professional (CHRP) Program is offered by the ARTDO

International and the Institute of Training and Development (ITD). The award is
given upon the satisfactory completion of a five-module competency-based skills
development program which lasts for ten days and the submission of a set of
required certification reports indicating the demonstration and application of the
set of HR competencies in an actual work-related setting within a one hundred
and twenty day post-training assessment period.

Participants are expected to satisfactorily perform the tasks of a HR Professional

using the set of competencies specified by ARTDO International and ITD in addition
to conforming to a code of ethics and commitment to continuous learning.

Learning and Assessment 360º Work Based Project Conformance to Code

(10 days) and Competency of Ethics and
= Assessment Continuous Learning
Cert. of Achievement (120 days)

CHRP

COURSE MAP

Strategic Role of HR
• Business Knowledge
• Personal Credibility

Staffing & Employment Employee Relations/ HR Performance HR Development

• Delivery Security/Law Management • Delivery
• Technology • Delivery • Delivery • Technology
• Technology • Technology

CHRP Prospectus
3
The CHRP Program (cont’d)

TERMINAL PERFORMANCE OBJECTIVES: COURSE CONTENT:

At the end of the program, participants 1. Strategic Role of HR (Two Days)

will be able to perform the following:
• What is HR management?
1. Identify the roles of Human • Roles and responsibilities of HR
Resources in the modern professionals
organization • Strategic versus administrative roles
2. Establish a strategic role and • Key HR Outcomes and Results
business partnership for HR • Organizational expectations of HR
3. Conduct effective recruiting, • Management’s expectations
staffing and selection activities • Employees’ expectations
4. Conduct effective performance • Internal consulting – building
management partnerships with line management
5. Design and implement • Strategic planning and HR workforce
compensation systems planning
6. Design and implement benefits • Organizational theory, structure and
systems design
COURSE OUTPUTS 7. Design and implement performance • Managing organizational change
appraisals • Delivering measurable HR results
HR professionals will be able to 8. Implement fair and effective • Key business and industry issues
achieve marked improvement in the employee relations policy • Aligning HR and business strategy
following areas after completing and 9. Manage labor unions and collective • Outsourcing HR services
meeting the standards required of this bargaining process • International/global HR
certification program: 10.Provide a safe and healthy work
environment 2. Staffing and Employment
1. Business partnerships established 11.Implement effective workplace (Two Days)
with key stakeholders training and development programs
2. The right people recruited, hired, 12. Manage organizational change and • Workforce planning/forecasting
transferred and promoted to the renewal • Job analysis and design
right jobs 13. Implement effective career • Methods of collecting job data
3. Employees motivated to achieve development programs • Writing job descriptions
organizational goals 14. Comply with applicable HR and • Recruiting job candidates
4. A competent workforce achieving labor laws and regulations • The role of job applications
high performance • Selection process
5. Employee involvement, commitment CURRICULUM PLAN: • Employment testing
and corporate citizenship • Interviewing candidates
The Certification will include five • Successful interviewing techniques
courses of two days each, for a total of • Designing structured interviews
ten days of professional development. • Job placement
• Job promotion and transfer
The five courses are: • Talent management
• Workforce flexibility
1. The Strategic Role of HR • Temporary/contract labor
2. Staffing and Employment • Consultants
3. Employee Relations, HR Law and • Employment technology
Security • Resume databases
4. Performance Management • Selection testing
5. Human Resource Development

4 CHRP Prospectus
 The CHRP Program (cont’d)

3. Employee Relations, HR Law and • Performance appraisals

Security (Two Days) • Appraisal methods
• Appraisal forms and documentation
• The nature of the employment • Appraisal meetings and discussions
relationship • Coaching for improved performance
• Managing fairly and equitably • Performance management technology
• The legal environment and HR • HR information systems
• Equal employment opportunity • Benefits intranets
• Affirmative action • Compensation spreadsheets
• Health and safety laws
• Wage and hour laws 5. Human Resource Development
• Benefits laws and regulations (Two Days)
• Wrongful terminations
• Privacy and confidentiality • Training process
• Ethical issues • New hire orientation
• Employee discipline and counseling • On the job training
• Managing termination • Classroom training
• Labor law • E-learning
• Labor and union relations • Management development
• Collective bargaining process • Analyzing and evaluating training
• Union drives and elections • Managing organizational development
• Contract administration and • Organizational change
negotiation • Quality improvement
• Handling grievances • Team-based organizations
• Basics of employee safety and • Flexible work structures
health • Career development
• Causes and prevention of accidents • Succession planning
• Workplace health issues • Managing promotions & transfers
• Workplace security and dangers • HR development technology
• Employee relations/security • Needs assessment databases
technology • Design and development
• HR information systems software tools
• Safety databases • Learning management systems
• Learning content
4. HR Performance Management management systems
(Two Days)

• Basics of performance management

• What is high performance?
• Establishing pay plans
• Establishing pay rates
• Pricing jobs & external equity
• Establishing pay structures &
internal equity
• Pay for performance plans
• Benefits
• Paid time off
• Insurance benefits
• Retirement benefits
• Employee services & fringe
benefits
• Cafeteria benefit plans

CHRP Prospectus
5
Competencies

HR professionals confront a changing business world that demands new • Demonstrate innovation in creating
competencies and skills. HR needs to add significant value to organizations (HR services and products)
and do so at a quick pace. No longer can HR rely solely on administrative or • Demonstrate commitment to
delivery roles. Instead, the focus is shifting to strategic roles and contributions. continuous improvement and
In recognition of this, HR professional organizations throughout the world have learning
identified new competencies for HR. This includes the Society for Human Resource • Demonstrate high ethical standards of
Management in the U.S., the Chartered Institute of Personnel Development in the professional behavior
U.K. and the Australian Human Resource Institute.
3. HR DELIVERY
The Society for Human Resource Management (SHRM) has released one of the Competencies:
most comprehensive studies in its latest HR Competency Model, based on over • Manage staffing
15 years of research and input from over 25,000 HR professionals. The model • Manage development
identifies five core areas of competence for HR professionals: • Manage organizational structure and
change
• Manage HR measurement
Business
• Manage performance management
Knowledge
• Manage employee and labor relations
• Manage legal compliance

Personal Strategic 4. BUSINESS KNOWLEDGE

Credibility HR Delivery Competencies:
Contribution
• Understand key organizational and
industry issues
• Apply business knowledge to make
HR strategic contributions
Technology • Run HR like a business with a profit
and loss mentality
Within each of these areas, both SHRM and CIPD have identified the following • Understand the organization’s key
high-level competencies: value chain and how HR contributes
to it
1. STRATEGIC CONTRIBUTION
Competencies: 5. HR TECHNOLOGY
• Manage organizational culture Competencies:
• Manage rapid change • Use HR technology to deliver
• Be involved in business decision making services
• Create a customer-focused organization • Use Internet technology to deliver
• Develop value-added strategies for HR services
• Conduct strategic assessments of organizations’ strengths, weaknesses, • Measure impact of technology on
opportunities and threats (SWOT) business
• Benchmark an organization’s HR practices against best practices
• Develop HR strategy to deal with mergers, acquisitions, global alliances and Each of the five competency areas will
joint ventures be introduced throughout the courses
• Develop HR structures and processes that enhance high performance and used as organizing threads to tie
together all the content in a systematic
2. PERSONAL CREDIBILITY whole.
Competencies:
• Build effective work relationships inside and outside the organization
• Generate commitment among key stakeholders to support HR’s agenda
• Deliver measurable results
• Establish a reliable track record that is responsive to organizational needs
• Communicate effectively orally and in writing
• Demonstrate emotional intelligence in dealings with others
• Demonstrate a systematic approach to analyzing problems and generating
solutions

6 CHRP Prospectus
Learning Resources & Evaluation

Resource Guide
Each participant is provided with the ARTDO International-ITD Resource Guide
which includes text book, reading material, techniques, exercises, designs and
tips for HR professionals.

Resource Center
Participants may use the resource center at ITD for discussions, research, use of
computers and access to the internet.

Electronic Support
Participants and course leaders can continually communicate with one another
on-line to exchange notes and share ideas.

Continuous Learning Community

Participants, Certified Professionals and Resource Persons together form a
community with ARTDO International and ITD to facilitate sharing, networking
and ongoing learning that continuously upgrades HR professional competencies.

Comprehensive Evaluation of Learning and Competencies Leading to Certification:

Certified HR Professional (CHRP) will be awarded by ARTDO International-ITD

upon completion of all requirements as follows:

1. Pre-assessment (Level 2 evaluation). b. Client Testimonials – obtain client

a. HR Competency Self-assessment – Participants complete self-assessment proof that project was completed
prior to starting program to identify areas of strength and development needs. and secure feedback on business
b. HR Learning Evaluation – participants complete a comprehensive learning value and impact of projects (for
assessment to determine their baseline of HR knowledge and skills. external consultants).

2. Successfully complete five courses (A Certificate of Achievement for each c. Superior/Subordinate/Employee/

course will be issued by ARTDO International-ITD). Colleague Testimonials – obtain
a. Attendance and participation – attend all five courses -10 days of instruction feedback from superiors,
and oral feedback (60 hours) (Level 1&2 evaluation). subordinates, employees or
b. Assignments – complete class projects for each course (Level 2 evaluation). colleagues about the business
c. Learning Evaluation – pass a comprehensive final learning evaluation at the value and impact of projects (for
end of the course (Level 2 evaluation). internal employees).

3. Application of learning -120 days after completion of 5 courses (Level 2, 3 & 4 d. HR Competency Post-assessment
evaluation). –participants complete another
a. HR Projects – Complete two competency based HR projects with 360 degree self-assessment to identify personal
feedback: gains from the courses.
• Design a strategic HR organizational design for one’s own company or complete
a strategic HR case study (for externals or job seekers). e. Adherence to Code of Ethics and
• Complete an appropriate project in one or more of the core areas: Commitment to Continuous
- Staffing/Employment – design recruiting, selection or placement system. Learning and development – all
- Performance Management – design compensation, benefits, performance certified participants must sign
appraisal or performance management plan. and commit to an HR code of
- Human Resource Development – design a training, organization development ethics, core values and on-going
or career development plan. professional development.
- Employee Relations/Security design an employee relations, labor union,
safety plan or program, or a legal audit or compliance program.

CHRP Prospectus
7
ARTDO International and ITD’s
Competency Development Program (CDP):

The Key that Connects You to Superior

Bottom-line Performance & ROI. Primary Focus: Knowledge Primary Focus: Skill
(Specified learning duration) (Specified learning duration)
After decades of leadership contribution
in the areas of education and training
development, ARTDO International Standard
Standard
and ITD have created this winning Academic
Training
Education
Competency Development Program Program
Program
(CDP) that is highly cost effective
and clearly differentiated from other
programs. It combines the best of
Primary Evaluation: Primary Evaluation:
education and training plus much more
Level 2 Level 1
that clearly connects you to bottom-
lime performance and ROI.

Legend to 5 levels of evaluation Primary Focus: Knowledge,

Skill & Competencies
Level 1 : Reaction to learning (Continuous learning)
program
Level 2 : Learning assessment
Level 3 : Application to workplace/ ARTDO-ITD
behaviour change Competency
Level 4 : Business impact Development
Program (CDP)

T LINK
T LINK

Level 5 : ROI

Primary Evaluation:
Level 1, 2, 3 & 4 (refer to p6)
IREC
EC

DIRE CT L INK
I R

IND
D IN

Bottom - line
Performance
Other factors
& ROI

Primary Evaluation:
Level 5

8 CHRP Prospectus
ARTDO International

ARTDO INTERNATIONAL
ARTDO INTERNATIONAL, formerly • Australian Human Resource Institute
known as Asian Regional Training and (AHRI), (Australia)
Development Organization was founded • Association of Business Executives
in 1974 as an international non-profit (ABE, UK)
NGO umbrella body comprising national • Bahrain Society for Training and
training organizations, training and Development (Bahrain)
education institutions, HRD practitioners • Civil Service Development Institute
and multi-national companies from (Taiwan, China)
over 30 countries. Based in Asia with • Chinese Society for Training and
its Secretariat in Manila, Philippines, Development (Taiwan, China)
ARTDO INTERNATIONAL organizes • Gas Authority of India Ltd (India)
a major international Management and • Hong Kong Productivity Council,
HRD Conference annually and confers a Hong Kong (China)
region-wide annual “Asia-Pacific HRD • Indian Institute of Technology-Delhi
Award” on outstanding contributors (India)
to HRD. It also publishes a reference • Indian Institute of Management
journal, the “HRD Focus”, which is a (Kerala, India)
quarterly newsletter dealing with the • Indian Society for Training and
latest management and HRD issues and Development (India)
occasional papers on best practices. • Indonesian Personnel Management
Association (PMSM), (Indonesia)
Specific objectives • Indovina Bank (Vietnam)
• To assist the formation and growth • International I.T.D. Limited
of training and development (Thailand)
organizations and to foster closer • Intel Technology (M) Sdn Bhd
relations among these organizations. (Malaysia)
• To co-operate with international, • Kaizen Institute of Japan (Japan)
private and government organizations • Motorola Malaysia Sdn Bhd (Malaysia)
and institutions working in the field • Macau Productivity and Technology
of HRM and HRD. Transfer Centre (China)
• To encourage and sponsor researches • Malaysian Institute of Training and
and publications designed to meet Development (MITD)
the training and development needs • National Service Civil Service Institute
of the Asia-Pacific region and other (Taiwan, China)
parts of the world. • National Institute of Development
• To upgrade the standards of the Administration (NIDA), (Thailand)
HRD profession through a planned • Philippine Society for Training and
programme of education and skills Development (Philippines)
development. • Sarawak Shell Berhad (Malaysia)
• To serve as an international resource • Saudi Aramco (Saudi Arabia)
centre for training and development. • Singapore Institute of Management
(SIM), (Singapore)
Being an ARTDO International member • Team International (Cairo, Egypt)
gives you access to a global network of • Tenaga Nasional Berhad (Malaysia)
international bodies and organizations. • Universiti Sains Malaysia (USM),
Some of the members of ARTDO (Malaysia)
international include: • New Zealand Association of Training
and Development, (New Zealand)
• Institute of Training and Development
(ITD)
• Asian Development Bank (ADB) www.artdointernational.org
CHRP Prospectus
9
Certified HR Professional (CHRP) Program
INDIVIDUAL REGISTRATION FORM
Please make copies of this form for registration and retain the original form for future use.

SECTION A: PERSONAL DETAILS

Name (Dr./Mr./Ms.)

NRIC No Date of Birth

Job Position

Organization

Total years in a training and development function (e.g. management, coordination) years

Total years of hands-on training experience years

Correspondence Address (please fill both sections)

Organization

Tel Fax

E-mail

Home

Tel H/P

E-mail

Highest Education Qualification(s) Institution/ University Year

i)

ii)

iii)

SECTION B: STATUS OF SPONSORSHIP

Status of Sponsorship Self Company Others (pls specify)

Name of Contact Person for Payment & Administrative Issues

Designation Tel E-mail

SECTION C: SUBSTITUTIONS POLICY

Should the participant be unable to attend the course, a substitute may be nominated to take his/her place for the same
seminar registered, but the Management of ITD must be notified of any such changes. All fees paid are strictly non
refundable unless a program is cancelled due to unforeseen circumstances.

SECTION D: ACKNOWLEDGEMENT

I hereby confirm that I have read and understood the course details, payment information, procedures and policies and have
accepted the terms contained therein. All information provided in this form is true and accurate to the best of my knowledge.

I also enclose payment of RM for the above mentioned program.

Applicant’s Signature Date

Please complete this form and send/fax/e-mail it to your nearest ITD Center. Kindly refer to the last page of the prospectus for the
individual center’s contact details.

10 CHRP Prospectus
Some of ITD World’s Corporate Clients for
Education, Training or Consultancy Projects include:

An Example of ITD World’s Corporate Clients for Education,

Training or Consultancy Projects

• ABB TOTEM SERVICES

• ACER TECHNOLOGIES
• AIROD
• AMERICAN EMBASSY
• BANK OF AYUDHYA
• BINTULU PORT AUTHORITY
• BRITISH PETROLEUM (BP)
• CANON ELECTRONICS
• CATERPILLAR
• CATHAY PACIFIC
• CHULALONGKORN UNIVERSITY, (Vice-Presidents & Deans)
• CITIBANK
• COCA COLA
• DAIMLER-CHRYSLER
• DBS VICKERS SECURITIES
• DELL COMPUTERS
• DIGI
• DUMEX
• EAST ASIATIC
• GENERAL ELECTRIC
• GILETTE
• HAVI FOODS
• HITACHI CHEMICAL
• HITACHI SEMICONDUCTOR
• HR JOHNSON
• ICI PAINTS
• INDUSTRIAL & VOCATIONAL BOARD OF MAURITIUS
• INTEL
• JABIL CIRCUIT
• KENAN INSTITUTE ASIA
• LIKOM
• LKT
• MICHELLIN
• MICROSOFT
• MMI INDUSTRIES
• MOTOROLA
• MUTIARA BEACH RESORT, PENANG
• NATIONWIDE
• NESTLE
• ORIENTAL HOTELS
• PELANGI BEACH RESORT, LANGKAWI
• PLEXUS
• PRECICO
• READER’S DIGEST
• REUTERS
• SEAGRAM
• SECURITIES AND EXCHANGE COMMISSION OF THAILAND
• SHANGRI-LA HOTELS
• SHERATON HOTELS
• SIAM CEMENT
• TEXCHEM
• THAI AIRWAYS INTERNATIONAL
• TUNTEX PETROCHEMICALS
• UNILEVER ASIA PACIFIC MARKET RESEARCH MANAGERS
• UNILEVER REGIONAL INNOVATION CENTRE
• WHITE & CASE

CHRP Prospectus
11
 Mission
Transforming leaders and changing the world for the better.

Vision
The #1 global leadership development expert.

Core Values (LISTEN):

Love, Innovation, Synergy, Trust, Excellence and Nurture

Competitive Advantage Statement:

ITD World is an ISO certified & award winning Multinational Corporation that
provides the world’s best leadership development solutions to leading global
organizations. We offer comprehensive & innovative solutions that produce
SINGAPORE (HQ for Global R&D) superior results.
ITD INTERNATIONAL PTE LTD
7030 Ang Mo Kio Ave 5
#09-90 Northstar @ AMK Core Activities & Resources:
Singapore 569880 Talent and Leadership Development; Corporate Training and Consulting;
Tel: +65 9737 5109
Fax: +65 6223 6521
Professional Competency Certification; Mega Events and Seminars; Coaches,
E-mail: itdsg@itdworld.com Mentors and Speakers Bureau; Community Services and Campaigns. Over
238 world-class programs and more than 100 dedicated mega gurus, top
MALAYSIA (Head Office)
international resource persons, trainers, speakers, coaches and consultants
ITD PENANG from around the world.
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Northam, 55 Jalan Sultan Ahmad
Shah,10050, Penang, Malaysia Exclusive Mega Gurus:
Tel: +604 228 3869 Dr. John C. Maxwell, Dr. William Rothwell, Dr. Jack Canfield, Dr. Peter Chee,
Fax: +604 228 6869
E-mail: itdpg@itdworld.com Brian Tracy, Robert Tucker, Thomas G. Crane.

ITD KUALA LUMPUR Quality Certification, Awards & Publications:

Level 3, Block D, Plaza Mont’ Kiara
2 Jalan Kiara, Mont’ Kiara ISO 9001:2008 Certification for Global Provision of Training and Development.
50480 Kuala Lumpur, Malaysia Winner of the ARTDO International HRD Excellence Award in recognition
Tel: +603 6203 3880 for outstanding contribution to international Human Resource Development
Fax: +603 6203 3830
E-mail: itdkl@itdworld.com and bestowed the Brand Laureate International Award for the Best Brand
in Training. Cutting edge books co-authored with the world’s Top Mega
THAILAND Gurus - “Coaching for Breakthrough Success”, “12 Disciplines of Leadership
INTERNATIONAL ITD LTD
Mahatun Plaza Building Excellence” and “Becoming an Effective Mentoring Leader.”
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Bangkok 10330, Thailand
Tel: +662 650 9324 to 8 Intel, IBM, United Nations Missions, American Embassy, Agilent, Dell,
Fax: +662 650 9329 Motorola, Nike, First Solar, Accenture, Citibank, Central Bank of Malaysia
E-mail: itdbkk@itdworld.com
& Philippines, DHL, Ericsson, OSRAM, Infineon, Siemens, B Braun, Bosch,
VIETNAM Schneider, Saint Gobain, Toyota, Ajinomoto, Samsung Vina, Singapore Press
ITD VIETNAM Holdings, Capitaland, PT Telkom, Siam Cement Group, CP Group, BaoViet,
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Sacombank, PetroVietnam, Petron, SM Supermalls, Thai Airways, Philippine
Thach Ward 6, District 3
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Tel: +84 8 3825 8487 GSK, MSD, Bayer, Johnson & Johnson, Unilever, Nestle.
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Philippines
Tel: +632 887 7428
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www.itdworld.com
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