The Philippine Society of Fellows (PSOF) is an affiliated body in PMAP that offers opportunities for further professional growth of individual HRM practitioners. Membership into the PSOF requires thw fulfillment of certain sets of professional standards and accomplishments. Professional titles of Diplomate in People Management (DPM),Fellow in People Management (FPM), or Associate Fellow in People Management (AFPM) are conferred strictly to HRM practitioners only, by the PSOF through its Accreditation Council, in recognition of their level of professional competence.

1. Fill up Application Form and Critical Experience Incidents Form by clicking the online form below.
2. The Professional Staff initially screens for basic requirements of membership to SOF (e.g. PMAP membership).
3. The Professional Staff provides copies of candidates’ documents to Accreditation Council members.
4. Accreditation Council conducts panel interview of candidates to:
   4. 2 Clarify entries in the forms required for submission.
   4. 3 Validate preliminary assessment.
5. Accreditation Council members submit individual Candidate Assessment Forms to Accreditation Council Chairman.
6. Accreditation Council convenes for final assessment:
   6. 1 In cases where all individual council members agree on level
      assessment, a short deliberation to confirm the collective decision of the council is conducted.
   6. 2 If any of the members of the council differ in the assessment, a deliberation should be conducted.
   6. 3 Deliberation continues until a unanimous assessment is reached,
   6. 4 The decision of the council is final and not open for appeal.
7. Accreditation council members confirm and sign the evaluation.
8. Once the accreditation is confirmed, the applicant will be sent a letter informing them of such.

For inquiries or submission of application, please contact Ms. Dette Tan at dette.tan@pmap.org.ph

PSOF Membership Fees:
Php1,000 annual membership fee.

To download the form, please click the link below:

1. 1. Technical competence in the major areas of human resource acquisition, development, maintenance, and utilization. In determining the degree of technical competence, the Council considers the following:
      1. Level of formal education and other training pertinent to the profession acquired through degree programs, seminars, workshops and similar training activities,
      2. Experience acquired through actual and progressive work involvement,
      3. Technical research, writing or publication,
      4. Proven expertise in the various areas of human resource management,
      5. Industrial relations or management consultancy; and
      6. Teaching experience in human resource management for collegiate, graduate or post-graduate levels.
   2. Managerial competence of the HRM professionals. In determining the degree of managerial competence, the Council considers the following:
      1. Depth and breadth of managerial functions exercised,
      2. Leadership position in his organization or in the human resource management profession,
      3. Proven knowledge and competence in human resource management teaching and consultancy,
      4. Objectivity and professional maturity of personnel decisions and actuations.
   3. Core Competencies. The Core Competencies are concrete manifestations of personal and professional traits related to:
      1. 1. Communication Process Management
         2. External Relations and Networking
         3. Customer and Client Focus
         4. Leadership and Management Functions
         5. Information Management (This includes HRIS and Records Management)
         6. Business Knowledge
         7. Results Orientation
         8. Creativity and Innovation
         9. Code of Professional Practice
   4. Functional Competencies. The Functional Competencies relate to the possession of technical and specialized knowledge and skills along the following areas:
      1. HR Planning and Acquisition
         – Recruitment Selection and Placement Manpower Planning
         – Manpower Planning
      2. Learning and Development
         – Training Program Implementation
         – Performance Management
         – Career Management
      3. Rewards Management
         – Compensation Planning and Management
         – Job Evaluation and Pricing
         – Benefits Administration
      4. Organizational Development
         – Organization and Job Structuring
         – Organization Development
      5. Employee and Labor Relations
         – Labor and Industrial Relations
         – Employee Services Program Management

These competency areas reviewed by the Council follow a carefully studied competency framework developed by the PSOF. Put together by seasoned practitioners not only in human resource management but also in competency development, this framework outlines the skills, knowledge and responsibilities expected at each level of practice: from novices starting their careers in human resource management, specialists who have acquired a certain degree of experience and specific knowledge in the field, strategists who have a broad and integrated handle of the disciple, to visionaries considered as thought leaders in human resource and people management.

Qualified practitioners in HRM whose level of professional competence are certified by the PSOF’s Accreditation Council are recognized through the professional titles of Association Fellow in People Management (AFPM), Fellow in people Management (FPM) or Diplomate in People Management (DPM).  All accredited HRM professionals automatically become members of the Society of Fellows.

Practitioners conferred with the title Associate Fellow in People Management (AFPM) are practitioners with working knowledge of human resource management and are found proficient in at least one HR functional area. They are often specialists or considered as individual contributors in their respective organizations.

Those conferred with the title Fellow in People Management (FPM) are experts in the field and possess thorough knowledge of various facets of human resource management. They serve as troubleshooters, designers, and innovators in their respective organizations and provide sound advice to both managers and supervisors.

Practitioners with the title, Diplomate in People Management (DPM), are considered as authorities in the discipline. They possess in-depth knowledge of all HR functional areas and have considerable experience in directing their organizations’ strategic directions. They often act as coaches or mentors of executives and top management and are at the forefront in defining trends in human resource management. They are considered as thought leaders in the field.

Calibrated with the PSOF’s Competency Framework, these professional titles correspond to the following levels:

• Specialists – Associate Fellow in People Management (AFPM)
• Strategists – Fellow in People Management (FPM)
• Visionary – Diplomate in People Management (DPM)

Practitioners whose levels of competence fall under the category of novices are not conferred professional titles. Instead, they are classified under the developmental category of learners.

All members of the PSOF, enjoy the benefits of being afforded learning and development activities that will continuously grow their professional leadership and managerial competencies as HR experts. Further, membership to the PSOF guarantees a host of networking opportunities with colleagues not only in industry but also in government, the academe, and other similar professional organizations.