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Executive Development & Growth for Excellence (EDGE)

To keep up with the changing needs of a knowledge-based economy, the EDGE programmes are designed to equip professionals, managers and executives with analytical, interpersonal, personal management and workplace safety skills needed in a diverse workplace today.

WSQ Level 4

  • Assess your own level of emotional intelligence in your dealings and relationships with others in a business context and its effects on achieving organisational goals and objectives
  • Examine your own strengths and weaknesses to aid in development of your emotional intelligence to work effectively with others
  • Assess the emotional climate of the environment, recognise the emotional strengths and weaknesses of individuals and exercise flexibility and adaptability in dealing with them
  • Manage your own emotions and maintain composure, self-confidence and resilience when dealing with challenges and setbacks
  • Demonstrate empathy by acknowledging the feelings and perspectives of others taking into consideration their culture, background and needs
  • Apply emotional intelligence to guide your thinking and actions and to influence and persuade others to achieve a win-win outcome
  • Uphold integrity in all business dealings and take responsibility for what you have committed to others
  • Build bonds by nurturing instrumental relationships with others

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  • Evaluate information gathered from the news media to determine relevant issues and trends that affect your organisation both in local and
    global context
  • Evaluate the implications of global competitiveness on your job and organisation
  • Conduct training and development needs analysis using appropriate assessment methods and set learning goals for yourself and your organisation
  • Conduct learning style analysis to identify the learning styles of yourself and your staff to ensure effective acquisition and transfer of knowledge and skills
  • Establish and evaluate systems for facilitating transfer of knowledge and skills within an organisation
  • Establish and evaluate learning opportunities, resources and knowledge management infrastructure in your organisation
  • Analyse and adopt suitable approaches for organisational change
  • Develop strategies to assist your organisation to adapt to change
  • Manage and synergise diversity for organisational effectiveness

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  • Analyse the types of teams required and their value in achieving organisational goals
  • Identify and elect team members and align their roles, responsibilities, objectives and expectations to organisational goals
  • Communicate roles, responsibilities, objectives and expectations to the team and empower team members to accomplish them
  • Delegate tasks and allocate resources to help your team achieve its goals and objectives, taking into consideration diversity issues
  • Evaluate the impact of task and role delegation among team members on team synergy and make adjustments, where necessary
  • Encourage teamwork and foster commitment and sense of ownership among team members
  • Assess the barriers to group interaction and communication and establish infrastructure to facilitate knowledge management and team coaching
  • Monitor and evaluate team progress and performance in achieving its goals and objectives
  • Communicate feedback to the team using the most suitable means and provide recommendations to improve its performance Recognise and reward team work and performance, taking into consideration the implications of diversity issues

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  • Evaluate personal goals and align them to organisational goals
  • Evaluate personal strengths and weaknesses; develop strategies to overcome weaknesses and leverage on personal strengths
  • Justify your role and responsibilities and their contribution towards the achievement of organisational goals
  • Manage time and resources to meet organisational goals
  • Analyse causes of stress that affect you and your staff and develop strategies and techniques to manage them
  • Promote work-life balance programmes to achieve organisational effectiveness
  • Examine the applicability of the common types of financial products in your financial context
  • Evaluate your existing financial situation

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  • Initiate re-engineering projects
  • Identify and select processes for re-engineering
  • Draw Process Charts using mapping tools/software
  • Identify value-added and non value-added activities within a process
  • Evaluate the process outcomes in term of cost, duration and service quality
  • Re-engineer the processes to meet business objectives
  • Develop re-engineering project plan endorsed by stakeholders
  • Simulate the new processes for optimum results based on the project plan
  • Structure the organisation and jobs to support the new process
  • Introduce change management to support the new process
  • Conduct post re-engineering review
  • Drive continuous improvement programmes

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  • Map and evaluate business processes using the Value Stream
  • Mapping tool Define and establish the value flow as pulled by the customer
  • Identify and analyse non-value added steps or activities in a process using the Value Stream Mapping tool
  • Design and implement improvements to the business process
  • Measure and evaluate the improvement measures implemented against pre-determined specifications
  • Implement a system of continuous improvement

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  • Analyse the need for virtual collaboration in achieving organisational goals and objectives
  • Establish a virtual team in line with intended goals and objectives
  • Establish an infrastructure to operationalize virtual collaboration
  • Foster cohesion and commitment among virtual team members towards common goals and objectives
  • Manage virtual team’s performance in line with goals and objectives set

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  • Conduct research on best practices in workplace communication, evaluate their suitability for adoption and establish benchmarks for your organisation
  • Evaluate gaps and barriers in workplace communication based on determined benchmarks and establish communication strategies and mechanisms appropriate to your organisation
  • Develop a communication plan to implement communication strategies and mechanisms Use communication strategies to influence organisational culture and motivate employees to commit to the organisation’s vision, mission and core values
  • Evaluate employees’ level of acceptance of the organisation’s vision, mission and core values and take corrective actions where needed
  • Evaluate the effectiveness of communication strategies, mechanisms and implementation plan Establish the actual causes of conflict or dispute and plan for negotiation
  • Assess negotiation situations and develop negotiation strategies accounting for diversity issues
  • Conduct negotiation to achieve organisational goals and win-win outcomes by applying negotiation strategies and effective communication skills
  • Evaluate the negotiation process and delegate appropriate follow-up actions in a timely manner

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  • Identify improvement activities using a systematic process improvement model
  • Use process mapping techniques to define process relationships
  • Present a process map graphically that accurately depicts the sequence of events required to build a product or produce an outcome using standard process mapping conventions or symbols
  • Perform analysis of the process for waste or non-value adding activities to facilitate redesigning the process
  • Redesign the process using the results of the analysis and recommend potential measures to improve the functioning of the process
  • Execute changes to the process and resolve issues encountered
  • Standardise the redesigned process to make change permanent by proper documentation and training

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  • Determine your workplace quality system requirements based on the adopted national/international quality standards
  • Collate your customers’ expectations on quality aspects of your products/services
  • Communicate your customers’ quality expectations to relevant stakeholders within your organisation
  • Perform statistical evaluation on the related work processes using appropriate measurement and statistical analysis and disseminate the outcomes to relevant stakeholders for decision-making
  • Conduct costs of quality analysis and identify areas for improvement
  • Plan quality cost saving/improvement activities to manage costs of quality
  • Lead and manage co-workers/staff to achieve the desired results on costs of quality
  • Track the quality performance of the products/services
  • Resolve issues associated with non-conformance of quality standards
  • Prepare reports on quality performance of the products/services to fulfil the quality system requirements

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  • Assess the level of resilience at the individual and/or organisational level and its effects on achieving desired outcomes
  • Examine the area for development in resilience of the individual and/or organisation to achieve desired outcomes
  • Apply resilience techniques to manage challenging circumstances

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  • Identify the responsibilities of a general worker
  • Identify the responsibilities of a workplace safety and health committee
  • Identify the responsibilities of supervisory personnel
  • Identify the responsibilities of workplace safety and health personnel
  • Identify the responsibilities of management
  • Develop WSH policies that clearly express the organisation’s commitment in accordance with the guidelines provided by Workplace Safety and Health Act Implement and maintain a relevant and consistent workplace safety and health system
  • Incorporate WSH responsibilities and duties into job descriptions of all employees
  • Develop training programmes to meet the identified WSH training needs of employees
  • Set up a system for keeping WSH records that allow identification of patterns of workplace injury and disease within the area of managerial responsibility
  • Monitor and evaluate WSH records to identify patterns of workplace injury and disease
  • Facilitate the allocation of financial and human resources for the operation of WSH system
  • Benchmark WSH performance against national and international standards
  • Establish appropriate participative and consultative processes according to the relevant WSH legislation
  • Maintain the participative and consultative processes according to the relevant WSH legislation
  • Resolve the issues arising through consultation promptly and effectively
  • Make the information about the outcomes of participation and consultation readily accessible to employees
  • Assess the effectiveness of the WSH system and related policies, procedures and programmes according to the organisation’s WSH aims
  • Develop improvements to the WSH system to ensure more effective achievement of the organisation’s WSH aims
  • Assess compliance with WSH legislation and codes of practice to ensure that WSH standards are maintained
  • Develop a risk assessment procedure that is integrated within systems of work and procedures
  • Assess the risks presented by identified hazards according to WSH legislation, codes of practice and trends identified from the WSH records systems
  • Develop measures to control assessed risks according to the hierarchy of control, relevant WSH legislation, codes of practice and trends identified from the WSH records systems
  • Develop procedures for ongoing control of risks that are based on the hierarchy of control and integrated with general systems of work and procedures
  • Develop in consultation with appropriate emergency services the procedures for controlling risks associated with hazardous events that meet legislation requirements
  • Monitor risk management activities to ensure procedures are adopted effectively throughout the area of managerial responsibility
  • Address hazard identification at the planning, design and evaluation stages of any change in the workplace
  • Address risk control at the planning, design and evaluation stages of any change within the area of managerial responsibility to ensure that adequate risk control measures are included
  • Review and improve existing risk control measures according to the hierarchy of control
  • Facilitate the provision of resources to enable implementation of new risk control measures
  • Assess and review workplace risk management activities in accordance with the guidelines provided by the Workplace Safety and Health Act

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  • Collect relevant and current information on organisational performance standards and quality control policies
  • Identify the types of performance deficiency and examine the causes and their impacts Identify the root cause of the problem with team members using appropriate group facilitation techniques
  • Generate creative ideas in a team based on short, intermediate and long range planning using appropriate idea generation and group facilitation techniques
  • Shortlist the most viable ideas based on a set of pertinent criterias using appropriate problem-solving and decision-making techniques and tools
  • Evaluate the impact of shortlisted ideas
  • Determine a preferred solution using appropriate methods and draw up an implementation plan
  • Evaluate the effectiveness of the implemented solution and implementation plan
  • Develop a corrective action plan for any shortfall identified and conduct a follow-up review

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  • Develop an organisational culture of innovation, enterprise and continuous improvement in consultation with stakeholders
  • Develop enterprise actions and strategies to improve organisational growth
  • Establish policies and strategies to promote initiative behaviour for continuous improvement
  • Develop comprehensive policies that encourage innovation and enterprise
  • Establish a framework to track and evaluate improvement efforts at the workplace
  • Provide organisational leadership to promote and sustain innovation and enterprise
  • Perform risk assessment of a new policy or management decision on organisational performance
  • Evaluate implications of risks on organisational performance using appropriate tools and techniques
  • Develop a framework for an enterprise risk management programme
  • Evaluate the effectiveness of the enterprise risk management programme

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WSQ Level 5

  • Analyse issues that affect the achievement of your desired goals and outcomes in the macro context
  • Apply Systems Thinking approaches and processes to identify the root causes of non-achievement of your desired goals and outcomes and the homeostasis of the organisation
  • Use Systems Thinking tools to formulate possible solutions
  • Select the most suitable solution using established criteria
  • Develop an implementation plan for the chosen solution
  • Assess the effectiveness of the chosen solution using an appropriate evaluation process
  • Recommend corrective actions to improve the chosen solution
  • Document the process of applying Systems Thinking in problem-solving and decision-making using appropriate methods

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  • Establish your own role and responsibilities in the productivity management structure
  • Conduct productivity diagnosis to assess the current situation of the business unit and recommend areas for improvement in consultation with relevant stakeholders
  • Establish and align productivity goals and strategies with the business unit and organisation’s goals
  • Contribute to the development of a productivity road map and action plan based on findings from the productivity diagnosis
  • Contribute to the design and development of a productivity measurement system to measure productivity
  • Contribute to the design and development of a performance management system that links performance appraisals, staff recognition and incentive schemes to productivity
  • Contribute to the design and development of a system to evaluate the effectiveness and efficiency of the productivity framework

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  • Assess your personal competencies to formulate personal career goals
  • Conduct market research to establish personal career opportunities and develop a career plan to meet your personal career goals
  • Review the requirements of your selected career path to develop a personal career portfolio
  • Synthesise personal competencies to develop a personal brand and optimise use of new media to promote your personal brand
  • Develop and maintain a professional image to project your personal brand
  • Develop networking skills using new media tools and appropriate interpersonal approaches
  • Use effective presentation skills to promote your personal competencies and brand to secure a job or assignments
  • Maintain your professional competence to ensure the continuing relevance of your personal brand and competencies to relevant stakeholders
  • Review your achievement of personal career goals and develop corrective strategies to address unrealised career goals

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  • Establish your own role and responsibilities in the implementation of the productivity framework
  • Facilitate the establishment of a productivity management structure and assign responsibilities and accountabilities to stakeholders for implementation of the productivity framework
  • Create awareness for the productivity improvement initiative and communicate details of the productivity road map and action plan to stakeholders
  • Engage and encourage employees to participate in the productivity improvement initiative
  • Provide necessary training to prepare stakeholders to implement the productivity framework Identify and arrange for the resources required for implementation of the productivity framework according to the productivity road map and action plan
  • Monitor the implementation of the productivity framework based on recommendations in the productivity road map and action plan
  • Compile and evaluate results gathered on productivity measurements and report findings to relevant stakeholders Link staff performance appraisals, recognition and rewards to productivity, according to results of productivity measurements
  • Evaluate the effectiveness of implementation of the productivity framework and report findings with recommendations for improvement to relevant stakeholders

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  • Assess diversity issues that have implications for a team working towards common goals and objectives
  • Align diverse teams towards common goals and objectives
  • Examine the differences among the backgrounds of members in a diverse team and their implications on maximising team effectiveness and synergy
  • Establish a positive work culture in a diverse team
  • Moderate diverse perspectives and opinions across team members from different disciplines and cultures
  • Establish a system to facilitate communication among members within a diverse team

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