By Cat Yong
Kelly Outsourcing & Consulting Group (KellyOCG) has launched two internationally recognised Human Resource (HR) certifications in Malaysia. These certificates licensed by the largest organisation devoted to human resource management, the Society for Human Resource Management (SHRM), are timely and aligned with the needs of the ASEAN region and its ambition to be viewed as a single production base, by foreign companies, before end of 2015.
Also, as more and more Malaysian organisations increase their presence to do business with and within Southeast Asian countries, mobility of talent across borders becomes increasingly important.
Vice President of KellyOCG in APAC, Anthony Raja Devadoss said, “Both programs look at not just Malaysia labour law, but labour laws across the world. Of course, there are continuous updates.
“But the foundation for regional employment, labour law requirements, emigration and immigration knowledge, as well as knowledge of compensation levels across different countries, are already available through these certifications.”
The SHRM-Certified Professional (SHRM-CP) and the SHRM- Senior Certified Professional (SHRM-SCP) programmes are supported by Talent Corporation Malaysia, and focuses on real-life knowledge across HR competencies, organisation, people, strategy and workforce required to perform specific HR functions.
A KellyOCG survey found that certified HR professionals can potentially earn 20-30 percent more than their non-certified counterparts.
“The level of awareness for HR certification needs to move from low to high and KellyOCG plays a role in profiling this market,” said Devadoss who also added that according to the Human Resource Development Fund (HRDF), there were only an estimated 112 certified HR practitioners registered with the Malaysia Institute of Human Resource Management (MHRM) in 2014, compared to 30,000 accountants with the Malaysia Institute of Accountants (MIA).
Devadoss said, “Overall, these certs can help HR professionals and leaders to drive talent and human resource pipeline for Malaysia. It is not only about attracting talent, but also retaining and developing them.”
He also opined that the ability to design flexibility around the workforce, can actually help address the brain drain issue that Malaysia currently faces.
“For example, an employee can go out of the country to work for a time, and then come back. With the right policy, procedures and guidance, it could be a career path that they take for a time. If designed attractively, it can be an option for them to consider.
“Over a period of time, HR can build a robust framework for career development, and there won’t be necessity for people to leave (the country permanently),” said Devadoss.
(An adaptation of this article is also available via Bernama Newswire)
