CIPD BRIDGE SINGAPORE SME HR MASTER CLASS

CIPD BRIDGE SINGAPORE SME HR MASTER CLASS
(Supported by Singapore Workforce Development Agency)
OVERVIEW
DATE
14th - 15th May 2013 (workshop)
DURATION
2 days workshop + pre-workshop and post-workshop activities
TARGET AUDIENCE
HR senior leaders of Small and Medium Enterprises (SMEs) or senior line/business leaders who
are responsible for the HR/people agenda in SMEs
OBJECTIVE
To share and explore insights and practical guidance, from research and actual practice, on
how to achieve sustainable long term performance in SMEs through HR
BENEFITS
Ascertain how HR can facilitate sustainable SME performance now and in the future
Develop sustainable HR/people practices appropriate to SMEs
Learn the critical factors and skills for impactful implementation of SME HR strategy
FRAMEWORK
PRE-WORKSHOP MASTER CLASS WORKSHOP POST-WORKSHOP
Launch Call
(programme objectives,
components and
expectations)
SME Development
and Transitions
(4 stages, 3 inflections,
HR priorities)
Insights, Alignment &
Prioritisation
(actionable insights to
address HR/people
opportunities)
Personal Coaching
[Session 1 - 1 hour]
(action planning and
implementation coaching)
Organisational
Self Diagnosis
(org situations, HR/
people challenges)
HR Priorities &
Challenges
(respective to SME
stages/inflections)
Leadership Roles
(shaping culture and
performance)
Personal Coaching
[Session 2 - 1 hour]
(breakthrough thinking
and change coaching)
SME Development
Stage Self Diagnosis
(development stage
and HR focus areas)
3 Savvies
(business,
organisational
and contextual)
Leading and
Managing Change
(methodology, plan and
execution)
© CIPD Bridge 2012 1

PRE-WORKSHOP PHASE - LEARNING OBJECTIVES
1. Launch Call
Provide overview of programme's focus areas and learning approach
Preview the 4 stages and 3 transition points of SME development derived from research
Clarify learning objectives, programme components and answer questions
2. Organisational Self Diagnosis
Appreciate the organisational situations and people challenges of delegate's own company
Discuss learning expectations and objectives (delegates and their managers)
3. SME Development Stage Self Diagnosis
Ascertain the SME development stage/inflection point each delegate's organisation is at
Identify the HR challenges/needs each delegate's organisation to potentially focus on
WORKSHOP PHASE - LEARNING OBJECTIVES
0. Setting the Stage
Recap programme objectives and framework
Debrief the key outcomes from pre-workshop phase activities
1. SME Development - Stages and Inflections
Gain broad understanding of the 4 stages and 3 inflections of SME development
Understand the HR challenges and opportunities associated with each stage and inflection
2. HR Priorities in Emerging and Consolidating Organisation Stages
Discuss the HR priorities related to the Emerging and Consolidating Organisation phases
3. HR Issues in Transition from Consolidating to Established Organization
Discuss the HR/people issues in the transition from Consolidating to Established Org phases
Identify the HR practices that no longer support organisation’s vision and priorities
Strike balance between the preservation and the change of HR practices as org evolves
4. HR Priorities in Established Organisation Stage
Identify key opportunities to contribute to the organisation's long-term health
5. Insights Frameworks
Build business, organisational and contextual savvies
Ascertain the HR opportunities and challenges facing the delegates' own SMEs
Apply approach to deriving actionable insights to address HR/people challenges
© CIPD Bridge 2012 2

6. Insights, Alignment and Prioritisation
Develop a people strategy that drives competitive advantage in SMEs
Align the business reality, the strategic insights surfaced and the needs of key stakeholders
Build a plan to bring the strategy to life and fruition
7. Leadership and Management
Understand the role leadership plays in shaping culture and performance
Identify the leadership transitions needed in the delegate’s own organisation
8. Leading and Managing Change
Learn how to create a change plan and to manage change to achieve positive impact
Balance tangibles (new systems, processes) with intangibles (culture, founder’s wishes)
9. Consolidation and Action Planning
Operationalise programme learning and experience into concrete next steps and actions
POST-WORKSHOP PHASE - LEARNING OBJECTIVES
1. Two one-to-one Tele-Coaching Sessions (one hour each session)
Discuss broadly, the HR implementation plan developed by delegates during the class
(note that the coach will NOT be providing technical/content/context advice)
Energize and coach delegates to make the changes they want and need
Help delegates make breakthroughs in their thinking/ways and enable them to lead change
RESEARCH INSIGHTS FOR SME HR PRACTICE
1. Anticipation is key: readiness and relevance will determine success
2. Organisation values and purpose to be the constant bedrock of the business
3. Skilful alignment of people management insight with leaders’ aspirations
4. Simplicity of structure and process preserves innovation and entrepreneurship
5. Sustainable growth involves balance between preservation and evolution
6. Look beyond immediate operational issues and ensure future-fit solutions
'The inflection point is now... If we in HR don't rise to the challenge...
then businesses will find other ways to do so.'
© CIPD Bridge 2012 3

SME HR MASTER CLASS FEES & REGISTRATION
FEES (inclusive of Pre-Workshop; Workshop; Post-Workshop components)
Original price: S$3,000+GST per person
Special introductory promotion (30% discount): S$2,100+GST per person
Additional 5% Early bird discount if you register by 20th February 2013: S$1,950+GST per person
Programme fees eligible for claiming against IRAS' Productivity & Innovation Credits (PIC)
REGISTRATION
To register for the CIPD Bridge Singapore SME HR Master Class, please send an email to Mr. Lin Dilun
at cipd@cipd.asia with the following information. State SME HR Master Class in email subject line:
1. Salutation (Mr/Mrs/Ms/Dr) 6. Company mailing address & postal code
2. Full name (underline Surname) 7. Direct Line
3. Job title & dept 8. Mobile
4. Company name & Co. Registration No. 9. Email
5. Invoice to be addressed to 10. Special needs or dietary requirements
* Please review the booking terms and conditions below
Upon the receipt of your email registration, we will send you an acknowledgement email with the
PDF of the invoice attached. The original invoice will also be mailed to your company.
BOOKING TERMS & CONDITIONS
1. PAYMENT TERMS
Payment must be received before the start of the master class workshop or within 15 days of invoice
date, whichever is the sooner.
2. CANCELLATION, SUBSTITUTION AND NON-ATTENDANCE
All cancellations and requests to substitute the registered delegate must be made in writing to Mr.
Lin Dilun by email (cipd@cipd.asia) and will be acknowledged in writing via email.
2.1 Substitution
There is no charge for delegate substitution, but the request must be made 15 or more days before the
start of workshop to give the substitute delegate sufficient preparation time.
2.2 Cancellation and Non-Attendance
Cancellations received during the following periods before the start of the workshop are subject to the
respective cancellation fees noted below:
• 61 or more days before the start of the workshop: No cancellation fee
• 29-60 days before the start of the workshop: cancellation fee of 25% of the course fees.
• 15-28 days before the start of the workshop: cancellation fee of 50% of the course fees.
• 0-14 days before the start of the workshop: cancellation fee of 100% of the course fees.
• If the delegate fails to attend the workshop, 100% of the course fees are payable.
3. AMENDMENTS, CANCELLATIONS AND MODIFICATIONS
CIPD reserves the right to cancel the master class at any time and offer an alternative date, a credit
or a refund without any liability for consequential or indirect loss. The programme is correct at the
time of going to print. However, alterations may occasionally be necessary due to circumstances
beyond our control.
© CIPD Bridge 2012 4

Chartered Institute of Personnel and Development
Approaching 100 years in business
The Chartered Institute of Personnel and Development (CIPD) is the world’s largest Chartered HR and
development professional body, originally founded in 1913. On 1 July 2000, we were granted the Royal Charter
recognising our pre-eminence, stability and permanence in the profession.
We’re advancing HR globally, setting the standards for best and next practice in HR, shaping thinking, leading
practice and building HR capability. We have over 135,000 members across 120 countries, including over
50,000 who are Chartered members, representing the most influential senior HR leaders from the world’s
leading organisations and the next generation of HR professionals.
We know what good HR looks like and what a HR professional need to know and do at every stage of their
career, wherever they are in the world. We’re in the business of supporting HR professionals to keep up to
date with the latest thinking and best practice, as well as providing them with products and services to help
them do their job.
Bridge
Over 20 years in leadership and strategic change
Bridge is wholly owned by the Chartered Institute of Personnel and Development (CIPD) and specialises in
transforming leadership, transforming teams and supporting organisations through strategic change. Through
a combination of applied research, challenging insight and twenty years of experience of stimulating lasting
change in organisations, Bridge has helped some of the world’s best known and influential businesses,
governments and institutions. We have the credibility to lead thinking at the most senior levels, as well as the
capacity to transform multinational and large public organisations.
Bridge's core capability and continued aim is to provide world-class leadership and organisation
transformation programmes that challenge and stimulate lasting change within many of the world’s most
influential and complex organisations, including Pepsi Co, Tesco, Kraft/Cadbury, Fonterra and The Climate
Group.
The regional headquarters are in London, Singapore, Chicago and Sydney with operations and consultants
throughout Europe, Asia, North America and Australia. In addition to English, language capabilities include
Mandarin, Cantonese, Thai, Japanese, French, German, Spanish and Portuguese.
Coach in a Box
Coach in a Box is a strategic partner of Bridge and the CIPD and has a strong presence in Asia. The company
supports leadership and transformation programmes and is focused on creating individual change through a
combination of insight, tools and phone-based coaching.
In 2005, Coach in a Box set out to be the first company to offer high quality coaching that was affordable and
accessible for all. Since then, over 10,000 people ranging from shop floor supervisors to board directors of
major global companies have been coached through Coach in a Box. Over 150 companies have been touched
in 50 different countries and in 25 different languages.
Global clients include Unilever, McKinsey and Co, PepsiCo, Tesco, Standard Chartered and SAP.
© CIPD Bridge 2012 www.cipd.asia cipd@cipd.asia

CIPD’s HR Profession Map defines the global standards for HR professionals around the
world. Covering ten professional areas and eight behaviours set out in four bands of competence,
the HR Profession Map describes the activities, knowledge and behaviour needed for success. Use
the HR Profession Map to define great HR, diagnose areas of success and improvement, build HR
capability, and recognise achievement through professional qualifications and membership.
PROFESSIONAL AREAS
What this section is
• Describes what you need to do (activities) and what you
need to know for each area of the HR profession at four
bands of competence.
BEHAVIOURS
What this section is
• Describes in detail the behaviours an HR professional
needs to carry out their activities successfully.
• Each behaviour is described at four bands of
competence.
• Contra-indicators illustrate the negative manifestations
of each behaviour.
BANDS AND TRANSITIONS
What this section is
• Describes the four bands of competence and the
transition challenges faced when moving from one
band to the next.
How it is used
• To identify the areas of HR competence an
individual or organisation needs to develop
or deploy.
How it is used
• Alongside the professional areas to
understand the behaviours required.
• As a stand-alone document to identify and
understand the key behaviours HR
professionals need to develop and deploy.
How it is used
• Alongside the professional areas and
behaviours to help identify the appropriate
band of Competence an individual or
organisation needs to develop or deploy.
• To support individuals in their progression
from one band to another.
Access the following link to download the HR Profession Map (complimentary)
http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/hr-profession-map-download.aspx
© CIPD Bridge 2012 www.cipd.asia cipd@cipd.asia