Certifyd Compensation & Benefits Manager (CCBM)
The Certifyd Compensation & Benefits Manager (CCBM) prepares HR managers to plan, budget and run a company's pay and benefits function, from departmental strategy to the salary structure.
Or start with one core course. It counts toward the CCBM once you finish it.
This certifies that
Nur Aisyah binti Ahmad, CCBM
has completed the certification
Certifyd Compensation & Benefits Manager (CCBM)
CFY-2026-000000
Certifyd Compensation & Benefits Manager (CCBM) is a Certifyd certification for Human Resource Management professionals in Malaysia, aligned to NOSS Level 5 competency units. You earn it by completing 3 core courses, 5 days in total, live online, each assessed by an online test and a work document. It starts with a free 10-minute online Readiness Check.
- Duration
- 5 days
- Level
- NOSS Level 5
- Price
- From RM 2,570.00
Why earn the CCBM?
Pay is often the largest cost in a business and the fastest way to lose trust. A clear salary structure, a controlled budget and appraisals that people believe in protect both the payroll bill and staff morale.
As a CCBM you can set a compensation and benefits departmental strategy, prepare and control its budget, run performance appraisal, build a salary plan and structure, and report on salary costs to management.
What will you be able to do as a CCBM?
The Certifyd Compensation & Benefits Manager (CCBM) prepares HR managers to plan, budget and run a company's pay and benefits function, from departmental strategy to the salary structure.The Certifyd Compensation & Benefits Manager (CCBM) brings together 3 core courses, 5 days in total, aligned to NOSS Level 5 competency units. You can start with any core course, and each one counts the moment you pass its online test and work document. When every course is credited, you submit the certification assessment and earn the CCBM title.
- Draft a compensation and benefits departmental strategic plan from a situational analysis
- Prepare the compensation and benefits budget and report departmental performance
- Set measurable KPIs, run appraisals and plan performance improvement
- Develop salary policy, job grading and a salary structure within the Employment Act 1955
- Analyse salary cost, variance and increment impact in a salary management report
Who is the CCBM for?
Compensation and benefits executives and managers
HR managers in growing companies
Payroll leads moving into rewards and salary planning
- Not sure you are ready? The free readiness check shows where you stand before you pay anything.
Which core courses lead to the CCBM?
Take them in any order, live online. Each one earns its own certificate and transcript.What does the CCBM cover?
Each unit is a national competency standard.
Salary ManagementNational competency unit- C&B Departmental ManagementNational competency unit
C&B Departmental Strategy & Budget Management2 days: Set the direction and the budget for the compensation and benefits department, then lead the plan and report how it performed.- Employee Performance Management & Appraisal1 day: Run appraisals that are fair, documented and tied to measurable goals, in one day.
- Salary Structure & Salary Management2 days: Build a salary structure the company can defend and afford, and manage salary payment and reporting against it.
How do you earn the CCBM?
Free Readiness Check first, a verifiable certificate at the end.- Check your readiness, freeTake Employee Compensation & Benefits Readiness Check online. It scores each area and names the core course to take first.
- Finish the core coursesTake 3 core courses in any order, live online. Each one is credited the moment you pass its test and work document.
- Pass the certification assessmentSubmit your certification assessment online. An assessor reviews it and a verifier checks the result. If more evidence is needed, you can resubmit.
- Use your titleReceive your certificate with a QR code and use CCBM after your name. Anyone can verify it online.
- Go for the JPK microcredentialJoin the one-day in-person Portfolio Development Workshop to organise your evidence, then apply for Microcredential in C&B Departmental Management, Microcredential in Salary Management through PPT.
- The final assessment opens once every core course is credited and the certification is bought.
Which JPK microcredentials does the CCBM prepare you for?
Assessed separately through PPT against these units. Certifyd courses help you understand each unit and build the evidence.Microcredential in C&B Departmental Management
FB-074-5:2013-C01 · Level 5
Prepared by: C&B Departmental Strategy & Budget Management, Employee Performance Management & Appraisal.
Compensation & Benefits departmental management (FB-074-5:2013-C01)
Work activity 1: Formulate Compensation & Benefits departmental strategic plan.
Performance criteria
- Principles of employee compensation, Employee Compensation & Benefits philosophy,financial compensation and benefits concept and non-financial compensation and benefits concept analyzed.
- Strategic planning concept and requirements analyzed.
- Overall organizational business strategy visualised.
- Situational Analysis conducted.
- Departmental objectives determined.
- Planned change program formulated.
- Departmental strategic plan drafted.
Related knowledge
- Principles of employee compensation
- Employee Compensation & Benefits philosophy
- Financial compensation and benefits.
- Non-financial compensation and benefits.
- Strategic planning concept and requirements
- Overall organizational corporate strategy
- Situational Analysis
- Departmental objectives
- Planned Change Program
- Departmental strategic plan.
Work activity 2: Prepare Compensation & Benefits Management budget.
Performance criteria
- Financial planning & control concept and requirements analyzed.
- Master budget analyzed.
- Budgeting Techniques applied.
- Budget environmental statement prepared.
- General objectives & policies and a set of assumptions developed.
- Specific measurable goals established.
- Budget document and report produced.
Related knowledge
- Financial planning & control concept and requirements.
- Master budget
- Budgeting Techniques
- Budget environmental statement.
- General objectives and policies
- Set of assumptions
- Specific measurable goals
- Budget report
Work activity 3: Lead Compensation & Benefits departmental strategic plan implementation.
Performance criteria
- Leading concept and requirements analyzed.
- Strategic plan implementation performance indicators determined.
- Teamwork and conducive working environment developed.
- Objective-focused organization culture promoted.
- Problem solving and decision making techniques applied.
- Departmental performance progress report generated.
Related knowledge
- Leading concept and requirements.
- Plan implementation performance indicators
- Conducive working environment
- Teamwork
- Objective-focused organization
- Problem solving & decision making techniques.
- Departmental perfor-mance progress report
Work activity 4: Perform employee permormance management.
Performance criteria
- Performance management concept and requirements analyzed.
- Individual and team performance objectives and measurable key performance indicators determined.
- Performance appraisal conducted.
- Strength and weaknesses gap analysis conducted.
- Performance improvement program formulated.
- Individual and group performance report generated.
Related knowledge
- Performance management concept and requirements
- Individual and team performance objectives.
- Measurable key performance indicators.
- Performance appraisal.
- Strength and weaknesses analysis
- Individual and group performance report
Work activity 5: Provide Compensation & Benefits Management periodical report.
Performance criteria
- Management reporting concept and requirements analyzed.
- Compensation & Benefits Management performance report objectives determined.
- Compensation & Benefits Management performance report format followed.
- Compensation & Benefits Management statistical report analysis conducted.
- Compensation & Benefits Management performance report contents completed.
- Compensation & Benefits Management performance report presentation materials prepared.
- Compensation & Benefits Management performance report presented.
Related knowledge
- Management reporting concept and requirements.
- Compensation & Benefits Management periodical report objectives.
- Compensation & Benefits Management periodical report format.
- Compensation & Benefits Management statistical report analysis.
- Compensation & Benefits Management periodical report contents.
- Compensation & Benefits Management periodical report presentation.
Source: FB-074-5:2013 Compensation & Benefits Management. Assessed separately through PPT; Certifyd does not award the microcredential.
Microcredential in Salary Management
FB-074-5:2013-C02 · Level 5
Prepared by: Salary Structure & Salary Management.
Salary Management (FB-074-5:2013-C02)
Work activity 1: Analyze Salary Management concept and requirements.
Performance criteria
- Salary related legislation, compensation concept & philosophy and compensation equity analyzed.
- Determinant of individual financial compensation examined.
- Salary as the key financial compensation analyzed.
Related knowledge
- Salary related legislation
- Compensation concept and philosophy
- Compensation equity
- Determinant of individual financial compensation
Work activity 2: Develop Salary Management policies & procedures
Performance criteria
- Compensation philosophy and strategy established.
- Compensation strategy formulated.
- Salary related legislation compliances ensured.
- Salary Management objectives determined.
- Salary Management policy and procedure guideline proposal developed.
Related knowledge
- Compensation philosophy
- Compensation strategy
- Salary related legislations compliances.
- Salary Management objectives.
- Salary Management policy and procedure guideline proposal.
Work activity 3: Formulate salary plan and structure
Performance criteria
- Compensation market survey analysis, compensation equity evaluation and organizational ability to pay analysis conducted.
- Job evaluation, job grading and job pricing conducted.
- Cost of salary analysis and projection carried out.
- Salary Structure developed and management approval obtained.
Related knowledge
- Compensation market survey analysis
- Compensation equity evaluation
- Organizational ability to pay analysis
- Job evaluation
- Job Grading
- Job pricing
- Cost of salary analysis and projection
- Salary structure.
- Management approval
Work activity 4: Manage salary payment and record.
Performance criteria
- Salary payment systems & procedure implementation inspected.
- Salary payment record systems, statutory salary deduction record systems, non-statutory salary deduction record systems, cash allowances payment record systems reviewed.
- Overtime pay computation and payment systems, rest day pay computation and payment systems and holiday pay computation and payment systems reviewed.
- Salary payment checking and error elimination systems implementation ensured.
- Salary slip issuance procedure inspected.
Related knowledge
- Salary payment systems & procedure implementation accuracy.
- Salary payment record systems.
- Statutory salary deduction record systems.
- Non-statutory salary deduction record systems.
- Cash allowances payment record systems.
- Overtime pay computation and payment systems.
- Rest day pay computation and payment systems.
- Holiday pay computation and payment systems.
- Salary slip issuance.
Work activity 5: Prepare Salary Management Report
Performance criteria
- Cost of salary variance analysis, salary distribution analysis and productivity level evaluation conducted.
- Direct and indirect labour salary cost evaluated.
- Cost of salary increment, termination and retrenchment evaluated.
- Environmental forces on salary analyzed.
- Salary report format followed.
- Salary report document generated.
Related knowledge
- Cost of salary variance analysis.
- Productivity level evaluation
- Salary distribution analysis.
- Direct labour salary cost
- Indirect labour salary cost.
- Total Cost of salary increment
- Cost of termination and retrenchment.
- Environmental forces on salary.
- Salary Management report format
- Salary Management report document
Source: FB-074-5:2013 Compensation & Benefits Management. Assessed separately through PPT; Certifyd does not award the microcredential.
Where do you start?
Ten minutes, free, no sign-up.Employee Compensation & Benefits Readiness Check is the free online Readiness Check for this certification. In about 10 minutes it scores each area of the job and names the core course that closes your biggest gap. No sign-up to see your result.
Start with the free readiness check, then one core course. You get a certificate for that course straight away, and it stays credited toward the CCBM whenever you continue.
How much does the CCBM cost?
Live classes by date, then the assessment.Book each core course by date, then pay for the certification assessment that awards your title. No subscription, no hidden fees.
That is 3 core courses and a final assessment, 5 days of training in total, ending in a title you keep.
Live class
A MITE trainer on set dates, live online. The Certifyd Trainer programme runs in person.
From RM 590.00
- Duration
- 5 days
Assessment and certificate
Your Certifyd certification assessment and certificate. Core courses are booked by date.
RM 2,570.00
Which other Human Resource Management certifications are there?
Same track, another title.- Human Resource ManagementCertifyd HR Recruitment ManagerCHRTM · NOSS Level 5 · 3 daysFrom RM 1,580.00
- Human Resource ManagementCertifyd HR Selection ManagerCHSM · NOSS Level 5 · 3 daysFrom RM 1,580.00
- Human Resource ManagementCertifyd HR Hiring & Deployment ManagerCHRDM · NOSS Level 5 · 4 daysFrom RM 1,980.00
- Human Resource ManagementCertifyd HR Separation ManagerCHSP · NOSS Level 5 · 5 daysFrom RM 2,570.00
- Human Resource ManagementCertifyd Social Security AdministratorCSSA · NCS standard · 5 daysFrom RM 2,480.00
- Human Resource ManagementCertifyd Contract Labour ManagerCCLM · NOSS Level 5 · 4 daysFrom RM 1,980.00
- Human Resource ManagementCertifyd Employee Benefits ManagerCEBM · NOSS Level 5 · 4 daysFrom RM 1,980.00
- Human Resource ManagementCertifyd Employee Relations Financial ManagerCERFM · NOSS Level 5 · 2 daysFrom RM 990.00
- Human Resource ManagementCertifyd Dispute Resolution ManagerCDRM · NOSS Level 5 · 4 daysFrom RM 1,980.00
- Human Resource ManagementCertifyd Employee Relations Litigation ManagerCERLM · NOSS Level 5 · 2 daysFrom RM 990.00
- Human Resource ManagementCertifyd HR Data AnalystCHRDA · NOSS Level 4 · 5 daysFrom RM 2,570.00
Frequently asked questions.
Short answers to what people ask first.How long does the CCBM take?
The 3 core courses add up to 5 days of classes, live online. Each course ends with an online test and a work document.
Is the CCBM aligned to NOSS?
Yes. It is a Certifyd certification aligned to NOSS Level 5 competency units. The certificate is issued by Certifyd by MITE, not by a government body.
Can I take one core course first?
Yes. Each core course is sold on its own with its own certificate, and it counts toward the CCBM when you continue.
Where do the classes run?
Core courses run live online with a MITE trainer, so you can join from anywhere in Malaysia. The optional one-day Portfolio Development Workshop is in person.
How much does it cost?
The current live class prices are shown above. If a price is not published yet, it shows price on request.
Is the CCBM recognised by employers?
The CCBM is a Certifyd certification, aligned to NOSS Level 5 competency units. Each employer decides what it accepts, so the certificate makes checking easy: it names the units behind it, each course comes with a transcript, and any employer can verify it online in seconds.
How are you assessed?
Each core course ends with an online knowledge test (multiple choice) and a performance task: you produce a real work document. When every course is credited, you submit your certification assessment online, an assessor reviews it and a verifier checks the result. There is no oral test.
Can my employer pay for the CCBM?
Yes. When you enrol, choose My employer will sponsor me. We make a private link you send to HR, and they pay by invoice. Teams can ask for a quote on the For companies page.
When do I sit the assessments?
At the end of each core course, then the certification assessment once every course is credited. The live classes run on the dates you choose.
Does the CCBM lead to a JPK microcredential?
It prepares you for one. The JPK microcredential (Penyata Pencapaian) is assessed separately through PPT, recognition of prior achievement, against the same units. Your course certificates and transcripts become portfolio evidence, and the one-day in-person Portfolio Development Workshop helps you organise it. Certifyd does not award the microcredential.
Ready to become a CCBM?
Enrol in the full certification, or take the free readiness check and start with one course.
Or start with one core course. It counts toward the CCBM once you finish it.