Human Resource Policies and Legislation Framework Management (Level 4)

Strengthen your strategic advisory role as an HR professional.
Apply an in-depth understanding of Singapore’s employment laws to guide management, support sound decision-making, and contribute more effectively to organisational strategy.

Contribute to reducing organisational risk.
Develop the practical skill to draft clear and enforceable employment contracts and policies that help mitigate legal exposure and prevent common employment disputes.

Enhance your capability in managing difficult HR situations.
Gain frameworks to handle sensitive internal investigations, helping to protect the organisation’s reputation through fair and consistent processes.

Learning Outcomes

Learning Unit 1: Foundation of HR Policies and Legal Awareness

Learning Objective 1: Analyse national labour policies and legislation to ensure HR policies are in compliance

• Analysis of the Employment Act: A review of core employment terms, contractual requirements, working hours, and termination protocols.
• The Retirement and Re-employment Act: Examination of statutory obligations related to managing an ageing workforce and prohibiting age-based dismissal.
• Workplace Safety and Health Act: An evaluation of the statutory duty of care imposed on employers.
• The Protection from Harassment Act (POHA): A study of employer responsibilities and potential liabilities concerning workplace harassment.
• Forthcoming Workplace Fairness Legislation: An overview of the anticipated legislation and its prospective impact on anti-discrimination practices in the workplace.
• Principles for developing foundational policies for recruitment (TGFEP), employee discipline, data privacy (PDPA), and grievance handling.

Learning Objective 2: Evaluate the legal requirements and potential risks associated with HR organisational policies

• The Legal Framework for Dismissal: A critique of the two-fold test for substantive and procedural fairness in dismissal cases, with reference to case law such as Dong Wei v Shell Eastern Trading (Pte) Ltd [2022].
• Principles of Drafting Restrictive Covenants: An examination of the legal tests for the enforceability of non-compete and confidentiality clauses, referencing Man Financial (S) Pte Ltd v Wong Bark Chuan David [2008].
• Vicarious Liability in the Workplace: An analysis of organisational liability for employee misconduct under POHA and the “reasonable steps” defence.
• Fiduciary Duties of Employees: A review of the common law duties of good faith and fidelity owed by employees, particularly at the senior level.

Learning Unit 2: Building Effective HR Policy Documents

Learning Objective 3: Develop HR policies that effectively align with organisational procedures

• A review of the components of policy documents, including scope, definitions, procedural outlines, and responsibilities.
• Structuring disciplinary and grievance policies to embed principles of procedural fairness.

Learning Objective 4: Formulate a communication strategy for HR policy changes to engage employees and stakeholders

• Strategies for ensuring HR policies are effectively communicated.
• Evaluating the role of employee training as a mechanism for compliance.

Learning Objective 5: Construct HR policy documents in accordance with organisational procedures and evolving legal requirements

• Key focus on the wording of key contractual terms and policy clauses.
• Establishing systematic processes for reviewing and amending policies.

Learning Unit 3: Legal and Ethical Considerations in HR Policies

Learning Objective 6: Evaluate the legal, ethical, and socio-cultural factors that shape HR policies to provide constructive feedback on HR policy drafts

• Torts in HR Practice: An analysis of the duty of care in providing job references and the associated risk of negligent misstatement, referencing Ramesh s/o Krishnan v AXA Life Insurance Singapore Pte Ltd [2015].
• Analysis of Constructive Dismissal: An examination of the legal principles and threshold for constructive dismissal claims as established in Wee Chiaw Sek Anna v Ng Li-Ann Genevieve [2013].
• A study of the legal balance between an employer’s commercial interests and an employee’s right to privacy.
• Consideration of how policy development can contribute to a ethical organisational culture.

Learning Unit 4: Breach Identification and Management

Learning Objective 7: Appraise HR policy content using advanced models and methods to detect breaches

• Utilising compliance audits and HR data analytics to identify systemic risks and non-compliance.
• Applying structured frameworks for conducting fair and objective internal investigations into employee allegations, referencing cases like Long Kim Wing v LTX-Credence Singapore Pte Ltd [2017].
• Employing scenario-based testing and stakeholder feedback sessions to appraise the practical application and clarity of HR policies.

Minimum Entry Requirements

• Be able to listen, read, speak and write English at a proficiency level not lower than the Employability Skills Workforce Skills Qualification Literacy Level 4.
• Learners without relevant academic qualifications will be required to possess at least 2 years of relevant working experience.
• Learners who do not meet the entry requirements may be considered for admission to the course based on supporting evidence of competency readiness.

Important Note

• For the issuance of the Skills Badges, please note that there is a separate processing fee of $50.00 (before GST) payable to IHRP.
• Adept Academy shall collect the payment from participants directly.

Mode of Assessment

• Written Exam
• Role Play
• Case Study