SPIDER

Features

The three (3) key features of SPIDER©:

  • Provides an international benchmark standard of what professionalism and integrity are all about, beyond the basic expectations for skills, qualification and competencies.
  • Provides a Single-Point-of-Reference (SPORE) where employers or consumers from all parts of the world can refer to, to track and verify the level of professionalism and integrity of a staff or person.
  • As an assurance that the staff or person are more wary of their behavior and will therefore strive to improve their professionalism and maintain integrity.

Distinctions

Key distinctions between SPIDER© and other existing standards:

SPIDER© Existing Standards
1. Input based (HR competency) Output base (management system or product specification and requirements)
2. Describes 'how' to meet requirements Describe 'what' are required
3. Serves as a benchmark Serves as standard of operation
4. Focus on current and future (reality) Focus on past and current (historical)
5. Allows 'public rating' Disallows 'public intervention'
6. Primarily system based, more objective Human intervention, less objective
7. A system for integrity tracking No tracking on integrity
8. A direct factor to value enhancement An indirect / variable factor to value

Benefits

The key common benefits of SPIDER©:

1. An 'insurance' against employee's misdeeds that can be costly to the organization's branding, reputation and bottom line.
2. A benchmark that provides skills,knowledge and competency assurance.
3. A minimum assurance on human capital integrity and professionalism.
4. Improves sales and organization's return on investment (ROI).
5. Cost of human capital transition1 can be minimized.
6. Individual's competencies2 can be monetized, thus enhancing the value of human capital mobility.

1. Human capital transition : Referring to the change or handover due to people movement as a result of internal transfer or employment cessation.
2. Competencies : "Things" that an individual must demonstrate to be effective in a job, role, function, task, or duty, including job-relevant behavior, motivation and technical knowledge/skills. [(ver. FY2014) Harvard University Competency Dictionary, Harvard University.]

The Individual Beneficiaries...

Any KEY personnel who has impact on internal customers, process / business integrity and effectiveness, customer satisfaction, service standard, company's branding and reputation and ultimately company's sales and bottom line:

1. Personnel by authority or discharge of power such as supervisors, executives, managers and directors.
2. Regulated personnel such as auditors, nurses, engineers, accountants, etc.
3. Unregulated personnel by profession at PPOC (Primary Point of Contact) level such as agents (property, insurance, investment, unit trust, etc.), beauticians, drivers, waiters / waitresses, educators (teachers, lecturers, trainers, etc.), sales and marketing professionals, customer service ambassadors.
4. Unregulated personnel by profession at SPOC (Secondary Point of Contact) level such as those involved in supporting functions such as finance, projects, warehouse, maintenance, operations, purchasing, administration, human resource, etc.

Note – Regulatory requirements and enforcement may differ from country to country.

Entitlements

ENTITLEMENTS PLATINUM GOLD SILVER BRONZE
SPIDER-WEB Registration Headcount >100 51-99 30-50 1-29
SPIDER Privilege (discounts, etc.)
Performance & Integrity Rating
SPIDER Performance Incentive
Performance Monitoring System -
Free Training @ Client's premises 2 days 1 day 0.5 day -
SPY-DER (anonymous assessment) 2 visits 1 visit - -