Competency & Performance

Foundation Level Diploma in Human Resource Practice

The CIPD Diploma in Human Resource Practice – DHRP is the foundation level CIPD Qualification for the HR profession. This qualification is ideal for practitioners looking to acquire a means of professional recognition through CIPD membership in the field of human resources practice. The qualification is designed to provide a solid foundation in HR, whether you are just starting out in your career or want to move to the next level. The course will help you develop practical and relevant HR skills allowing you to add real value to your HR function. Accredited by the CIPD, the qualification is equivalent to QCF Level 3 and is designed to reflect the CIPD professional standards and membership criteria. Successful completion will provide you with the knowledge you need to work towards the CIPD Associate professional level of membership (Assoc. CIPD). This is a professional grade of membership which recognises the skill, knowledge and approach needed to make a significant supporting contribution, and deliver excellent results in the workplace. Whether you’re just starting out in your career or want to take your career to the next level with a recognized professional qualification, the DHRP will help to build your knowledge and skills.

Accredited Competency Professional

The ILM Accredited Competency Professional (ACP) workshop is a comprehensive five-day training which enables you to design, develop and implement the competency framework within organisations. This workshop will help you gain the knowledge and skills to develop customised competency dictionaries for best fit purposes in your organisation.

Competency Management

Implementing Competency Management in an organisation may seem overwhelming and difficult. It doesn’t have to be. The knowledge of the fundamentals and guiding principles for successful application will make the implementation process simpler. There are several options and tools to manage competencies in a more effective and practical manner.This two-day workshop aims to equip practitioners with the tools and techniques required for successful implementation.

Job Analysis

The overall focus of this unit is to develop the learner’s understanding of the principles and practice of job analysis and job design. The unit content is designed as an introduction to the knowledge and skills required in the use of a number of methods of conducting job analysis. Specifically, the unit will enable the learner to articulate the purpose of disaggregating jobs into component parts, that is, job analysis, to provide the foundation for a number of broader human resources (HR) practices. In particular, the unit focuses on the principles of job design and the use of job analysis data in the practice of job design. It is also designed to cover additional ways job analysis is used, including but not limited to recruitment and selection, job evaluation and equal pay. Learners will develop a better understanding of how job analysis and design fits within the broader professional area of organisation design.

Rewards and Performance

This unit 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 practice. Studying this unit 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.


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