MASTER OF HUMAN RESOURCES

DEVELOPMENT

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I feel strongly that many of the HR degrees in

the market focus too much on the operational aspects of HR. There is limited training on HR leadership or what it takes to be a HR leader.”

Welcome to the ELM Graduate School

I was really excited to have the opportunity to design, develop and implement an innovative HR Master Degree program. Having spent the last 30 years of my career in both line and HR function, I observed that many senior HR executives continue to believe that they lack impact and influence with their companies, and CEOs lamented the fact that their HRs were not able to demonstrate a deeper connection to the business.

So, two key questions guided the design of the HELP Master of HR Development curriculum 1) “Where HR would makes its strongest organizational contribution and 2) “What competencies would HR practitioners need to earn a place at the Executive table or forge a path to the C-suite in this highly globalised environment.

The HELP Master of HR Development programme offers students an interesting blend of modular subjects geared towards helping students reconsider the link between HR management and business strategy in the context of the ELM (Entrepreneurship, Leadership and Management)

framework. HR is the linking pin to facilitate the process integration across the three vectors of ELM.

You will also learn the best practices and skills to connect theory to practice from our faculty members, guest lecturers and speakers; many of which have held senior HR positions or leadership positions.

I am confident that the courses will give you the opportunity to appreciate the breadth and depth of a senior HR practitioner role and how you can provide your organization with the most business value, and position yourself to be the CEO’s most critical and biggest ally for building a high performing organization.

I encourage you to drop me an email and I will be more than happy to discuss further how this programme can support your career advancement in the exciting world of HR practices and solutions.

Dr Wendy LiowDean, ELM Graduate School

M E S S A G E F R O M T H E D E A NC O N T E N T S

1. Dean’s message

2. The ELM Framework

4. Programme overview

6. Synopses & Entry Requirements

7. Distinguished faculty

9. FAQs

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The ELM schema integrates the role of mindset transformation with process-competency development for the three vectors of elm. We term this the mindset based competency approach to understand and use elm in strategic business thinking and operational management. The ELM Framework underlies our philosophy of the ELM Graduate School executive education and the way we teach and learn business in the HELP Group. The ELM Framework (opposite page) synthesises relevant theoretical constructs and integrates them into a practical system of decision making process concerning elm. It is a useful tool to facilitate thinking out the right business model and strategy execution.

The ELM Framework starts with the end: that is, it is outcome based rather than problem based. VOW is the final goal. It comprises values, opportunities and wealth. Wealth in Chinese is cai, which has two meanings in written form: knowledge and material wealth. VOW can be defined in whatever way one wants to. But they must be worthy of our talents, reflective of the ethics of our personal life, and society or other centered.

What is crucial is that elm is the powerful driving force of the mindsets (CAAAC). CAAAC stands for the Contemplative, Analytic, Adaptive and

Actualization and Consequential Mindsets. These specific mindsets must be interpreted as the transform- ative growth mindset, and not just any mindset change. The growth mindset grows the competencies of each of the elm to a higher level in order to lead every growth phase of a business.

Thus, for entrepreneurship CAAAC helps to develop competencies to focus on the 4 As and 4 Ss: from ideation to actualization and beyond. For leadership, CAAAC focuses on competencies for personal leadership mastery to alliance leadership. For management, it focuses on developing higher order competencies for global business and mega projects.

The mindset based competencies thus facilitate strategic decision making . What matters in business is that over time the leadership of the organisation would innovate expansion (growth), differentiation and internationalisation (I-EDI). We use the verb ‘innovate’ rather than the noun ‘innovation’ as it reflects a conscious choice to act to improve.

With I-EDI we thus define our Direction and our Destiny, which is governed by VOW.

The ELM Framework is comprehensive and embracing, and it allows for any particular business model to be fitted

in. It recognises that the phenomenon of elm is emergent, relational and contextual. ELM is a conceptual framework that is underpinned by an iterative process of systems thinking, reflection and reframing. It is thus a universal tool as it provides a guidance system for interactions, interrelation-ships and interdependencies. It helps to redefine and reframe the logic system of ideation, managing and leading. Besides being a conceptual framework it is also a model of modus operandi.

To the entrepreneur, ELM provides the mindset based competencies for entrepreneurial foresight and resourcefulness capability. To the leader, ELM provides the mindset based competencies for visionary leadership and global business perspective. To the manager, ELM provides the mindset based competency for business intelligence and strategic sustainability. The ELM framework is a paradigm change in that it moves away from the problem based mindset to the outcome based mindset and the growth mindset.

The ELM approach is used in our teaching and learning both in the ELM Graduate School and in the undergraduate business courses.

ELM is also the spirit in the culture of the HELP Group. This is the multi perspective lens that we use to identify, respond and adapt to the new world of business.

ELM stands for entrepreneurship, leadership and management (elm). It reflects our understanding of the multifaceted role of both individuals and organisations that at any one time the trinity role of entrepreneurship, leadership and management interplays to create, manage and sustain a business over different phases of its life.

T H E E L M F R A M E W O R K

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The programme is designed to equip HR practitioners or those aspiring to assume senior HR roles with a strong interdisciplinary foundation and a set of leadership skills to assume multiple leadership roles and be visibly accountable for business results. Students will develop skills to explore cutting edge concepts, business insights, best practices and case studies related to areas such as Integrated Talent Management, Employee Engagement, HR transformations, Strategic Planning and organizational development and change.

Why a HELP Master of Human Resources Development

• HR has a vital leadership role to play but most of the programmes on HR is on HR functional skills training, the HELP Master of HR Development bridges that knowledge gap.

• The design of the HELP Master of HR Development Programme takes an outside in approach as we believe that HR professionals must look outside their organization to customer and the communities that they are serving to define their success in the profession and not just how well they manage their HR functions in a company.

• Students will be exposed to various business strategy case studies of different companies in different industries to ensure that they do not fall back into their functional perspective

• Teaching will be delivered via a mixture of lectures, seminars and practical workshops with strong practical industry-relevant component. Most, if not all teaching faculty have deep professional experience in HR related areas.

P R O G R A M O V E R V I E W

Focus Areas of Competencies: There are four focus areas or HR competencies offered within the Master of HR Development Programme

Strategic Business PartneringThis is designed to help HR to become a strategic partner. For HR to support the overall business strategy, they must understand how human capital management and development impacts business results and improve on their decision making about human capital.

Leading the Change Process HR needs to own the culture. To be a successful in this profession, HR needs to demonstrate that they have the ability to prepare the organization for change and make change happen. This area will teach learners how to build a case for change management, and how they can develop shared values across the organization.

Capability Building through Integrated HR ManagementHR has a big role in building organizational capability. In this area, students will learn how to facilitate the process of attracting, developing, appraising , motivating and retaining talents in an integrated manner.

Employee Communication and EngagementCommunication will be key driver for employee engagement. A strong HR contributor must understand the value of communication. This area will prepare learners how to leverage the mediums of communication to reach deeper into the organization and engage the people more effectively.

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D I S T I N G U I S H E D F A C U L T Y

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Dr Chan Teng HengBSc (Biochem) (Hons) (Malaya), MBA (Aston), PhD (London) Vice-President at the HELP College of Arts and Technology

Dr Chan was Director of Undergraduate Studies at Nanyang Technological University and examiner for the University of Singapore Institute Of Management. His key research areas are knowledge management and thought leadership. His clients have included the Cranfield School of Management, Nanyang Business School, Panasonic, DHL, and the Singapore government.

Dr Goh Chee LeongBA (Psych) First Class Hons, PhD (Otago)

Dr Goh is a Vice-President at HELP University and Dean of the Faculty of Behavioural Sciences. He is President-elect of the ASEAN Regional Union of Psychological Societies, and Vice-President of the Malaysian Psychological Association (PSIMA). He is also a consultant psychologist to MENSA Malaysia, as well as a consultant for numerous organisations including Maxis, Petronas, DiGi and CIMB. He has also been a project leader for several UNICEF interventions in Malaysia.

Prof Dr Mohan GurubathamMBA (Maharishi), MA (Mass Comm) (Leicester), PhD (Learning Sciences and Organisational Bahaviour) (Iowa)

Professor Mohan acquired many years of consulting experience in global consulting firms in technology, change management, e-branding and learning. He is a TC3 working member of the International Federation of Information Processing within UNESCO and is in charge of evolving the best practice and research on ICT and education.

Dr. Cynthia EeDBA (UniSA), MBA (Strathclyde), B. Communication (USM)

Dr. Cynthia Ee has over 20 years of international experience, helming global and regional leadership roles in change management, employer branding, culture and communications, among others. She works with senior executives in communicating strategy and change, as well as driving stakeholder engagement. Her area of research is in employee engagement , communication and change.

Datin Dr Wendy LiowBScBA cum laude (Louisiana), MBA (Hull), DBA (UniSA) Dean, ELM Graduate School

Dr Liow’s career, spanning over 25 years in various industries, focused on multinational corporations where she held senior leadership roles: Vice-President of Human Resources and Operational Development in the Ericsson Group; Regional Recruitment Manager at Microsoft; and a Board member of Kraft Foods Malaysia, and Cadbury Confectionery Malaysia where she was also HR Director of Kraft/Cadbury Malaysia. Dr Liow’s expertise is in strategic planning, change management, business operations, and supply chain, and human resource management.

Dr Khairuddin OthmanPhD (UiTM), MSc (Mass Comm) (Boston), BA (Mass Comm) (UiTM) Dean, Faculty of Communication

Dr Khairuddin has over two decades of experience in the communication industry, having worked at The News Straits Times, TV3, Animated and Production Techniques and AC Nielsen. He was Chief Executive of Akademi TV3, and Chief Executive Officer of TV3 Ghana, Accra. In education, Dr Khairuddin was Head of Advertising and Broadcasting at Universiti Teknologi MARA (UiTM).

Dr Souji Gopalakrishna PillaiBSc (Hotel Mgmt & Catering Sc), MBA (Hotel Mgmt & Tourism), MBA (Mgmt) (Bharathiar), MPhil (Mgmt)(Madurai Kamaraj), PhD (Bharathiar) Head, School of Hospitality and Tourism

Dr Souji is on the executive committee for TEAM (Tourism Educators Association Malaysia). He is recognised for his recipe development for Rasa Rasa-culinary project of the Malaysian government. His papers have been published in refereed journals. He has presented papers and conferences at Harvard University and Boston University. Dr Souji has over 25 refereed publications in high impact journals. He is the sub-editor of four international journals.

Talent is increasingly the source of competitive advantage for companies and therefore, HR must now play a more strategic role to link talent

management to business strategy. To be able to better play this role, we need to raise the bar for the HR profession and equip our HR professionals with the tools and knowledge to manage the workforce of the future.” Johan Merican, CEO talent corp

Who should apply:

• Current Human Resources management professionals who want to take on a more strategic HR role in their businesses/organization

• Other professionals with related people-management or responsibilities who want to become a change agent.

• Recent college graduates with 3-5 years experience who wants a career as a HR Business Partner

• Other professionals who want a change of career and move to a HR management or development role.

Entry Requirement

• A Bachelor’s Degree from a recognized University, preferably with minimum 5 years industry experience

Intakes: May, November

Bursary & Financial assistance available

M O D U L E S & E N T R Y R E Q U I R E M E N T S

To become a HR practitioner who makes a real impact on the people you are working with, you must make HR a real people management initiative and

not just another process management activity. HR is no longer about processes, it’s results driven, strategically focused but achieved in a humane and people oriented manner. Your ability to identify, attract, develop, engage and retain key talent will make you a key contributor and indispensable to your organization. Optimizing talent is key to organizational success!” Lai Tak Ming, Director of Group HR and Administration, Gamuda Berhad

Modules

• Organizational Communication

• Organizational Learning and Change

• Human Resource and Technology

• Employee Engagement

• Shared Values and Business Ethics

• Integrated Talent Management

• Negotiation and Conflict Resolution

• Organizational Consulting and Design

• HR Transformation

• Global HR Management

• Strategic HR Planning

• HR Leadership and Influence

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F R E Q U E N T L Y A S K E D Q U E S T I O N S

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How much do I expect to pay for course fees and admin feesRM36,000 plus admin fees. For 2016, a 20% bursary will be offered.

Does the ELM Graduate School offers need based or merit based financial assistanceYes, we have a broad range of bursary schemes and scholarships. Some of them are stated here:• First class honours – 50% bursary• 2nd Career – those above 50 years of age gets 30% bursary• HELP Alumni – 30% bursaryPlease call us to discuss further.

Do I need to have working experience to undertake this programYes, we are seeking students with at least five years of working experience. This entry pre-requisites will ensure you share a classroom with students with varied working background to provide you with a rich learning experience and allows you to foster long lasting business and social network.

What is the study mode and time commitment?The Master in HR Development programme structure is flexible and conducted during weekends and weekday evening. The total contact time is approximately 40 hours including the open book examination at the end of each module. Students are expected to spend 6-8 hours per course per week on reading and writing.

Is there a maximum completion time ?Yes, there is. It is 36 months unless special approval is given for deferment.

Should I do a MBA or a Master of HR Development?A lot depend on your current career standing and the career path you wish to pursue.

The following would make you a good candidate for the Master of HRD and not a MBA• If you are seriously considering achieving career

advancement in HR ( functional role, or as HR consultant)• You are someone who is already actively working in HR

industry and want to be “expert in HR”• You are in a senior position and seeking to move into a HR

role. Many companies seek out business/line managers to be HR leader as line managers are more ready to be HR strategic partner.

• If you are managing a big team and would like to be better leader, the Master of HR Development can equip you with the competencies to cultivate high performing team

• You already have good business knowledge and wants to obtain a good grounding on HR practices.

What can I do with a Master in HR Development?There is a wide range of vocational opportunities for those who has a Master degree in HR Development . Some positons that you can pursue are: Organizational Development Consultant, HRD specialist/generalist, HR partners, HR Director, Learning and Development Manager, HR consultant, General Manager of HR, Change Manager etc.

T H E E L M G R A D U A T E S C H O O L

The ELM Graduate School of HELP University - the regional leader in postgraduate education.

The ELM Graduate School is a leading advocate of graduate education. We offer programmes and intellectual resources that will aid in the academic and professional progression of our constituents. Our growing list of specialist masters and doctoral level degrees spanning the breadth of the business, entrepreneurship, leadership and functional management disciplines is geared towards a wide range of

career choices. We aim to educate executives and professionals for the new normal and to develop new competencies that focus on conceptual, creative and critical thinking in the context of the dynamic, changing and ambiguous nature of the global environment.

We offer 14 master’s and 2 doctoral degrees with a research focus on

industry engagement, and applied and translational research. We supervise specialised research across many disciplines including business, management, education, psychology, IT and economic crime. Our Centre for Continuing Professional Development offers a wide range of open enrolment and customised programmes to help executives and organisations achieve their professional and personal goals.

elm.help.edu.my 603- 2716 2000 elm@help.edu.my

HELP ELM GRADUATE SCHOOL No. 15, Jalan Sri Semantan 1Off Jalan Semantan, Bukit Damansara50490 Kuala Lumpur, Malaysia