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👥 Human Resources  ·  Advanced

Certified Performance Management Expert

Online Certification  ·  11 Weeks  ·  Globally Recognised  ·  (CPER)

✅ 2026 Edition 🎓 CPD Accredited 🌍 100+ Countries 📜 Digital + Physical Certificate 100% Online
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Executive Summary

Certified Performance Management Expert

Designed for today’s high-impact professionals, the Certified Performance Management Expert (CPER) delivers a rigorous Advanced-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 11 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CPER holders are recognised by leading organisations across Africa, the Gulf, Europe and the Americas as qualified, results-driven professionals. Whether you are advancing your current career or transitioning into new responsibilities, this certification provides the competitive edge you need in 2026 and beyond.

Programme Overview

Certification at a Glance

Certification
Certified Performance Management Expert
Acronym
CPER
Category
Human Resources
Level
Advanced
Duration
11 Weeks
Delivery Mode
100% Online
Assessment
Online Examination
Certificate
Digital + Physical
CPD Eligibility
CPD Accredited
Alumni Benefits
GLI Network Access
Self-Paced
USD 399
Live Virtual
USD 599
Target Audience

Who Should Enrol?

  • HR Managers and Directors
  • HR Business Partners
  • Learning and Development Managers
  • Employee Relations and OD Specialists
Programme Inclusions

Everything Included in Your Enrolment

  • All study materials and study guide
  • Access to GLI online learning portal
  • Online examination and assessment
  • Digital certificate and digital badge
  • Physical certificate (shipped to you)
  • CPD credits for professional bodies
  • GLI alumni network membership
  • Facilitator and tutor support
  • Resource downloads and reference library
  • Automatic enrolment confirmation
Certification Benefits

Why This Certification Matters for Your Career

Career Advancement
Accelerate your career towards CHRO and senior people-management roles
Professional Recognition
Credential aligned with SHRM, CIPD and ILO Labour Standards
Leadership Capability
Develop the strategic and operational skills to lead complex human resource management functions
Organisational Impact
Design and implement human resource management systems that drive performance and measurable results
Compliance Readiness
Master the standards, compliance and ethical governance central to human resource management
Global Employability
Qualify for human resource management roles across multinationals, NGOs and international organisations worldwide
Competency Framework

Core Competencies You Will Develop

✦Talent Acquisition, Resourcing and Onboarding
✦Learning, Development and Talent Management
✦Performance, Reward and Employee Relations
✦HR Strategy, Analytics and Workforce Planning
✦Employment Law, Compliance and HR Governance
✦Professional Ethics and Governance
Course Curriculum

Programme Modules

The full programme, module by module.

1
Foundations and Strategic Context of Certified Performance Management Expert
Certified Performance Management Expert: industry context, trends and professional standards · The HR function: roles, operating models and value creation · Aligning HR strategy with organisational strategy · The employee lifecycle and HR value chain
2
Driving measurable HR impact
Employer brand and candidate experience · Customer (employee/manager) satisfaction · Recruitment marketing and candidate attraction · Job design and role architecture
3
Job evaluation and internal equity
Ratio and trend analysis · HR function performance and service levels · Continuous improvement and lean HR · Employment compliance and the HR risk agenda
4
Accessibility and reasonable adjustments
Reporting automation · Communicating financial results · Business case, cost and impact analysis · Inclusive leadership and allyship
5
Job evaluation, grading and levelling
Attachment and developmental theory · Span of control, delayering and operating models · Professional roles, boundaries and settings · Flexible and hybrid working design
6
Onboarding and induction programme design
Onboarding and induction programme design · Evaluating learning impact (Kirkpatrick, ROI) · Succession planning and talent pipelines · Team leadership within HR
7
Objective setting
Objective setting: KPIs, OKRs and cascading goals · Reward strategy and total reward frameworks · Peer support and consultation · Appraisal, calibration and managing underperformance
8
People and Capability
Absence, capability and ill-health management · Collective relations and union engagement · Attrition, engagement and productivity analytics · Coaching leaders and managers
9
Strategy and Direction
Communication strategy in change programmes · Vision, mission and strategic intent · Setting strategic priorities and choices · Aligning teams around strategy
10
Operations and Delivery
Belonging, culture and employee resource groups · People analytics maturity and operating model · Cost, quality and cycle-time metrics · Time-to-hire, quality-of-hire and cost metrics
11
Communication and Influence
Stakeholder mapping and influencing · Communicating and reporting to leadership · Offer management, negotiation and pre-boarding · Executive communication and presence
12
Change and Innovation
Future of work and workforce transformation · Change management models (Kotter, ADKAR, Lewin) · Culture change and behaviour embedding · Continuous improvement and retrospectives
13
Data and Measurement
Benchmarking and external data sources · Ethical use of AI and analytics in HR · People analytics done honestly · Diversity and pay-equity analytics
14
Financial Acumen
Headcount budgeting and establishment control · Employer branding and employee value proposition (EVP) · Cost of workforce and ROI of HR interventions · Embedding values and behaviours
15
Risk and Governance
Regulatory compliance and audit · Vendor management and system governance · Pay equity, transparency and reward governance · Security risk management methodology
16
Stakeholders and Partners
Driving effective, ethical outcomes · Partnership building and multi-stakeholder platforms · Stakeholder mapping in banking · Relationship management and cross-selling
17
Digital and Technology
Learning technologies and the LMS · HRIS, digital HR and AI in people decisions · HR technology selection and implementation · Digital HR and the employee experience platform
18
Ethics and Integrity
HR risk, ethics and the confidentiality boundary · Professional ethics and codes of conduct in HR · Ethics and professional standards in finance · Responsible and sustainable governance
19
Self-Leadership
Wellbeing and resilience coaching · Servant leadership and self-organising teams · AI and personalisation in marketing · Managing growth, risk and resilience
20
People Administration
Total reward design and pay positioning · Linking performance to reward and consequence · The customer experience (CX) discipline · Loyalty programmes and rewards
21
Customers and Markets
HR service delivery and case management · Designing a service or experience improvement · Queue management and service flow · Customer experience strategy
22
Projects and Delivery
Managing HR projects and change · Delivery, quality and stakeholder plan · Project initiation and chartering · Integrated project planning
23
Inclusion and Culture
Whistleblowing and speak-up culture · Cross-cultural and global inclusion · Service culture and brand promise · Building a customer-centric culture
24
Legal and Policy
Employment law, contracts and HR documentation · Health and safety legal duties · Advocacy and policy engagement · Regulatory and fair-treatment obligations
25
Cross-Cultural Leadership
Global mobility and international employment · Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies · Expanding into regional and export markets · Cross-cultural communication
26
Suppliers and Partners
Contractor and visitor safety · Procurement and supply chain: scope and value · The procurement cycle and operating models · Public versus private procurement
27
Sustainability
Sustainability and climate responsibility · Environmental monitoring and reporting · Continuous environmental improvement · Environmental, social and governance (ESG)
28
Public and Community Context
Ethical, risk and feasibility considerations · Corporate social responsibility and community impact · Group dynamics, facilitation and community mobilisation · Customer and community engagement
29
Knowledge and Learning
Instructional design and blended learning · Cognitive load and learning science · The learning and development profession · Learning strategy and business alignment
30
Leadership and Management
Leading service teams · Handling escalations as a leader · Team leadership in customer service · Teller operations, cash handling and vault management

Every module opens in the learning portal with its full lesson set, worked examples, further reading and video masterclasses. 30 modules · 150 lessons.

Learning Outcomes

What You Will Achieve

  • Driving measurable HR impact — applied to your own work
  • Job evaluation and internal equity — applied to your own work
  • Accessibility and reasonable adjustments — applied to your own work
  • Job evaluation, grading and levelling — applied to your own work
  • Onboarding and induction programme design — applied to your own work
  • Objective setting — applied to your own work
Enrolment Process

How to Get Certified

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Step 2: Enrol & Pay Online — Instantly
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Step 3: Study in the GLI Learning Portal
Work through 30 structured modules and 150 lessons at your own pace, with downloadable resources and expert-designed content — all inside the LMS.
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Step 4: Pass, Get Certified & Verified
Sit your final examination online, earn your certificate instantly, and receive a globally verifiable Certificate ID — plus GLI Alumni Network access.
🎓 Enrol & Study Online — Instant Access
Secure checkout · Instant LMS access · Globally verifiable certificate
Frequently Asked Questions

Common Questions

What is the CPER certification?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

Who should enrol in the CPER?

This certification is ideal for HR Managers and Directors, HR Business Partners, Learning and Development Managers and Employee Relations and OD Specialists, and other professionals seeking to formalise their expertise in human resource management, talent development and organisational effectiveness with a globally recognised credential.

How long does the CPER certification take to complete?

The programme is structured over 11 Weeks and offers flexible learning modes. Self-paced learners can progress at their own schedule, while live virtual participants follow a structured cohort schedule with facilitator-led sessions.

Is the CPER internationally recognised?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

What is the cost of the CPER certification?

The Certified Performance Management Expert is offered in two formats: Self-Paced at USD 399 and Live Virtual at USD 599. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CPER certification include?

Enrolment includes all study materials and study guides, access to GLI's online learning portal, online examination, digital certificate and badge, physical certificate (posted), CPD credits, GLI alumni network membership, and ongoing facilitator support.

What is the assessment format for the CPER?

The Certified Performance Management Expert is assessed through an online examination consisting of multiple-choice questions, case study analysis, and practical application assignments. The assessment is designed to evaluate real-world competency, not just theoretical recall.

What CPD credits do I earn from the CPER?

The Certified Performance Management Expert carries Continuing Professional Development (CPD) credits, which can be applied towards professional body requirements including recognised international professional associations.

Can I study the CPER while working full-time?

Absolutely. The self-paced option is designed for busy working professionals and allows you to study when and where it suits you. Live virtual sessions are typically scheduled in the evenings or on weekends to accommodate professional commitments.

What career outcomes can I expect from the CPER?

Graduates progress towards CHRO and senior people-management roles. The CPER strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Graduate Voices

What Our Alumni Say

“

The curriculum was directly applicable to my daily work. I immediately applied what I learned and saw results within weeks of completing the programme.

HR Director
Private Sector
“

GLI's certification is the most practical professional programme I have attended. The international frameworks gave me credibility with my employer and clients.

People Manager
NGO Sector
“

I earned my CPER while working full-time. The self-paced format made it possible, and the quality of the content is genuinely world-class.

Talent Lead
Government
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