Starting 23 March 2024, we will no longer accept walk-in applications for IHRP Skills Badges. Approach our partner institutions who can guide you on your Skills Badge journey.
Enroll in a course: Browse our directory of accredited HR courses.
Get your skills assessed: Find a training provider who can validate your expertise.
After successfully completing an accredited course or validating your skills, you’ll receive your digital IHRP Skills Badge, which you can proudly display on LinkedIn and other platforms.
All Skills Badges are available in three levels – Basic, Proficient, and Advanced, which are aligned with the SkillsFuture Framework for HR, supporting your continuous growth journey.
Corresponds with Levels 1 and 2 of the SkillsFuture Framework for HR
Corresponds with Levels 3 and 4 of the SkillsFuture Framework for HR
Corresponds with Levels 4 and 5 of the SkillsFuture Framework for HR
Maintaining and applying financial and business management principles to create a positive impact in the organisation.
Skills Acquired:
- Understand Business Imperatives
- Industry & Market Trends Analysis
- Risk Management
- Business and Financial Analytics
- Data Storytelling
Use business and financial acumen to drive strategic organisational value through people solutions.
Skills Acquired:
- Strategic Thinking
- Business Acumen
- HR Advisory
- Problem-Solving
- Manage Change and Measure Progress
Enable HR Generalists and new compensation professionals to support compensation programs through effective communications and decisions that will positively impact the worker experience and organisation’s bottom line.
Skills Acquired:
- Organisational Alignment
- Foundation of Compensation
- Pay Structure Administration
- Base and Variable Pay Determination and Budgeting
- Programme Effectiveness
- Communication
Employ data-driven and technology-led methods to source and acquire skilled talent for organisational needs.
Skills Acquired:
- Employer Branding
- Sourcing Using Emerging Technologies
- Selecting Using Emerging Technologies
- Onboarding Using Emerging Technologies
Apply systems thinking, data skills, service design and transformation planning to deliver digitalisation projects for organisations.
Skills Acquired:
- Digital Innovation in HR
- Technology Integration
- Storytelling with Data
- Digital Strategy and Transformation Planning
Establish a culture where employees have the resources they need to grow and thrive regardless of differences, so that they feel supported, included and have a sense of belonging.
Skills Acquired:
- Diversity, Equity and Inclusion Analytics
- Diversity, Equity and Inclusion Strategy
- Diversity, Equity and Inclusion Engagement and Execution
- Metrics and Benchmarking Analysis
Foster a culture of well-being, develop and implement employee safety protocols as well as health and wellness programmes, so as to promote healthy and productive workforce.
Skills Acquired:
- Employee Well-Being Programme and Policy Development
- Employee Well-Being Analytics
- Workplace Communication and Engagement
Develop and implement employer brand proposition and strategies in alignment with the organisation’s long-term strategic objectives and desired culture.
Skills Acquired:
- Employer Branding Diagnosis
- Define Employee Value Proposition
- Develop Employee Engagement Strategy
- Metrics and Benchmarking Analysis
Foster and monitor the equal recruitment and treatment of employees on the basis of merit.
Skills Acquired:
- Fair and Progressive Talent Practices and Standards
- Employment Act
- Anti-Discrimination Policies
- Workforce Diversity and Inclusion
- Grievance Management
- Transparent Communications
Identify and implement suitable flexible work arrangements based on the needs of the organisation and employees.
Skills Acquired:
- Flexible Work Policies
- Optimise Ways of Working
- Flexi Employee-Centric Metrics
- Change Management
Apply business strategy, technology acumen and design principles to architect the transformation of work, workplace, and workforce.
Skills Acquired:
- Re-designing Work for the Future Workplace
- Designing an Inclusive and Technology-Driven Workplace
- Workforce Resilience and Flexible Ways of Working
- Designing a Better Workplace Experience
Leveraging technology to transform HR processes, aligning them with business goals for greater strategic impact.
Skills Acquired:
- Business Acumen
- HR Digitalisation
- Technology Integration
Apply consulting process and core skills to provide insights on developing HR strategies and programmes for organisations.
Skills Acquired:
- Research and Analysis
- Consulting and Trust Advisory
- HR Strategy Formulation
- Organisational Diagnosis
- Organisational Strategy
- Business Case Development and Solutioning
Applying design thinking principles to analyse HR data, diagnose organisational needs, and drive creative solutions for operational excellence.
Skills Acquired:
- Data Collection and Preparation
- Organisational Diagnosis
- Operational Excellence
- Creative Entreprenurship
- Design Thinking Practice
Implement and manage HRMS and application of new technologies in HR.
Skills Acquired:
- HR Service Delivery Model
- HR Management Systems (HRMS)
- Data Security
- Process Digitalisation
- Change Management for HR Technology
- Emerging Technologies
Create a culture of lifelong learning and implement learning and development channels and programmes to facilitate capability building and employees’ growth.
Skills Acquired:
- Learning Needs Analysis
- Develop Lifelong Learning Culture
- Develop Learning and Development Solutions
- Learning and Development Analytics
Build and effect organisation-wide transformation.
Skills Acquired:
- Building Business Case for Change
- Change Program Design
- Change Implementation (Communication and Enablement)
- Culture Change
- Change Leadership
Employ statistics and modelling on business and employee data for analysis and decision making.
Skills Acquired:
- Metrics and Benchmarking
- Data Collection and Management
- Analytics, Models and Techniques
- HR Dashboards
- Institutionalising People Analytics Capabilities
Maximise the quality of employee’s experience using an employee-centric view in all regards to the organisation.
Skills Acquired:
- Purpose Definition
- Employee Journey and Moments of Truth
- Ways of Working Optimisation
- Employee-Centric Metrics
Establish a performance management philosophy and framework, and implement appropriate performance management strategies, including the identification of key performance indicators and fair, results-focused assessments of employee performance.
Skills Acquired:
- Performance Management Strategy Formulation
- Performance Management Philosophy and Framework Development
- Performance Management Communication and Engagement
- Performance Management Facilitation
Plan for current and future workforce demand and supply to meet strategic and organisational objectives for today and tomorrow.
Skills Acquired:
- Workforce Gap Analysis
- Workforce Analytics
- Workforce Development Planning
Applying the processes, systems and strategies to identify, attract, develop and engage high performing and high potential employees so as to create a pipeline of talent for leadership and other mission critical roles.
Skills Acquired:
- Talent Strategy Formulation
- Talent Identification
- Succession Planning
- Talent Development
- Talent Engagement
Applying sound practices to manage workplace disputes and undertaking grievance management to ensure fair and concise reporting and outcomes.
Skills Acquired:
- Interview Process and Technique
- Grievance Management
- Anti-Discrimination Policies
- Communication of Investigative Outcomes