What is the Certified HR Administration and Coordination Expert?

The Certified HR Administration and Coordination Expert is a globally recognised professional certification by the Global Leadership Institute (GLI), designed to equip professionals with advanced competencies in Customer Service & Administration.

How long does this certification take?

The programme takes 10 Weeks and can be completed self-paced or with live virtual sessions.

Is this certification globally recognised?

Yes. GLI certifications carry CPD credits and are internationally recognised.

What level is this certification?

This is a Intermediate Level certification.

Email info@certifications.ac, WhatsApp +254 722 223 084, or fill in the enrolment form on this page.

What is included in the fee?

All study materials, study guide, examination, digital certificate and badge. Live option adds tutor sessions and priority support.

Certified HR Administration and Coordination Expert in China

Course Curriculum

Programme Modules

Click any module to explore the detailed curriculum topics included in this certification.

Foundations and Strategic Context of Certified HR Administration and Coordination Expert

Certified HR Administration and Coordination 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
HR competencies and professional standards (SHRM, CIPD)
The business partner and centre-of-excellence model
HR's role in culture, values and employer brand
Ethics, confidentiality and professional conduct in HR
Employment relationship and the psychological contract
Global and comparative HR contexts
Building a personal HR development plan

Attracting and Hiring Well

Selection validity and structured hiring
Flexible and hybrid working design
Onboarding and time to productivity
Benefits design, pensions and flexible benefits
Employee voice, surveys and action planning
Analytical techniques and bias
Retention strategy and turnover analysis
Preparing financial statements
Absence, attendance and capability management
Change, restructuring and consultation
Financial reporting frameworks (IFRS/GAAP)
AI and automation in HR processes
Cybersecurity and data protection in HR
Descriptive, diagnostic and predictive analytics
Evidence-based HR decision-making

Designing Roles and Paying Fairly

Job design and role architecture
Reward architecture and pay equity
Inclusion and the fairness of people decisions
Evaluating learning impact (Kirkpatrick, ROI)
Objective setting: KPIs, OKRs and cascading goals
Integrated and sustainability reporting
Reporting quality and governance
Ratio and trend analysis
Headcount budgeting and establishment control
Employer branding and employee value proposition (EVP)
Management accounts and dashboards
Offer management, negotiation and pre-boarding
Time-to-hire, quality-of-hire and cost metrics
Instructional design and blended learning
Career development and internal mobility

Managing Performance and Capability

Performance management that changes behaviour
Absence, capability and ill-health management
Employee engagement and what actually drives it
Confidentiality and handling sensitive data
Conflicts of interest and integrity
Corporate governance and HR’s role
Forecasting and planning
Diagnosis and evidence gathering
Implementation and change plan
Data protection and employee privacy
Reporting automation
Communicating financial results
Belonging, culture and employee resource groups
Stakeholder mapping and influencing
Coaching leaders and managers

Discipline, Grievance and Fair Process

Employee relations, discipline and fair process
Employment compliance and the HR risk agenda
Collective relations and union engagement
Health and safety legal duties
Cross-cultural and global inclusion
Embedding values and behaviours
Communicating and reporting to leadership
Managing HR projects and change
Team leadership within HR
Large-scale transformation and agile ways of working
Job analysis, job design and role profiling
Corporate social responsibility and ESG
Professional accreditation and CPD
Process improvement and HR operating efficiency
Benchmarking HR against best practice

Developing, Retaining and Exiting

Learning transfer and capability building
Career architecture and internal mobility
Exit, offboarding and organisational memory
Attachment and developmental theory
Designing an HR intervention or policy
Stakeholder engagement and risk management
Professional roles, boundaries and settings
Span of control, delayering and operating models
Ethical principles and codes of practice
Learning technologies and the LMS
Appraisal, calibration and managing underperformance
Pay structures, benchmarking and market pricing
Sustaining ethical, effective practice
Ethical frameworks and codes of practice
HR policies, handbooks and compliance

The HR Professional Remit

The HR operating model and business partnering
Employment compliance and the HR risk agenda
HR service delivery and case management
Vendor management and system governance
Workforce reporting and storytelling with data
Cost of workforce and ROI of HR interventions
Change management models (Kotter, ADKAR, Lewin)
Managing resistance and building coalitions
Culture change and behaviour embedding
Professional ethics and codes of conduct in HR
Whistleblowing and speak-up culture
Duty of care and risk management
Competency frameworks and skills taxonomies
Restructuring, redundancy and organisational change
HR technology selection and implementation

Operations and Service

People analytics maturity and operating model
Cost, quality and cycle-time metrics
Employee and manager self-service
Data quality, integration and master data
Discipline, conduct and fair-process management
HR function performance and service levels
Attrition, engagement and productivity analytics
Process automation and workflow
Natural language processing
Self-service analytics
Customer service and experience principles
Agile and product operating models
Quality, defects and reliability
Process modelling and mapping
APIs and service design

Risk and Governance

Regulatory compliance and audit
Fire risk assessment methodology
Regulatory compliance and audits
Leading governance projects and change
Team leadership in governance
Governance transformation and reform
Building governance maturity
Measuring governance improvement
Governance and compliance KPIs
Risk and control effectiveness metrics
Continuous improvement of controls
Governance frameworks and codes
Environmental governance and climate risk
Governance of ESG and reporting
Complaints, accountability and fitness to practise

Technology and Systems

Applicant tracking systems and recruitment analytics
Digital HR and the employee experience platform
Digital procurement and the future of the profession
Security governance and management systems
Bancassurance and digital insurance models
Client feedback and satisfaction
Water supply systems: sources, treatment and distribution
Telehealth and digital care delivery
Evidence-based improvement
Practice management systems
Ethics of technology in practice
Managing risk and difficult cases
Scaling technologies and business models
Lessons learned and development
Digital and market transformation

Projects and Delivery

Communication strategy in change programmes
Workforce planning and the capability gap
Driving effective, ethical outcomes
Psychoeducation and workshops
Implementation planning and risk management
HACCP principles and prerequisite programmes
Advisory service design and delivery
Innovation in service delivery
Designing voice-of-customer programmes
Governance of the CX programme
Voice of the customer programmes
Loyalty programmes and rewards
Workforce planning and scheduling
Leading service projects and change
Banking products, services and delivery channels

Ethics and Professional Standards

Ethical use of AI and analytics in HR
Culture, ethics and behaviour change
Data ethics, privacy and responsible analytics
Ethics and duty of care
Professional ethics and duty of care
Confidentiality and health data
Ethical decision-making under pressure
Ethics and responsible leadership
Professional standards and ethics (CIPS)
Ethics and professional conduct in security
Ethics and treating customers fairly in insurance
Professional ethics in customer service
Responsible and ethical service
Ethics and integrity in banking
Professional ethics and banking conduct

Health and Wellbeing at Work

Working with organisations on wellbeing
Contractor and visitor safety
Predictive safety analytics
Automation and safety technology
Toolbox talks and safety communication
Resilience, wellbeing and stress management
Event risk, safety and contingency planning
Industrial utilities, energy and process safety interfaces
Designing an intervention or programme
Ethical, risk and feasibility considerations
Health records, data and confidentiality
Safety management systems overview (ISO 45001)
Safety culture and leadership
Safety communication and campaigns
Influencing and safety leadership

Teams and Collaboration

Facilitation and difficult conversations
Virtual and hybrid facilitation
Facilitation, coaching and mentoring
Professional case study and presentation
Aligning teams around strategy
Team formation and effectiveness models (Tuckman, Lencioni)
Managing team performance and dynamics
Cross-functional and matrix teams
Leading remote and hybrid teams
Team diversity and inclusion
High-performance team rituals and cadence
Facilitation, training and public presentation skills
Team leadership in field and project settings
Group dynamics, facilitation and community mobilisation
Leading service teams

Strategic Context

Organisational design principles and structures
Business case, cost and impact analysis
The HR business partner role and mandate
Consulting skills and contracting with the business
Digital marketing strategy
Key account management strategy
Building strategic customer relationships
Translating insight into strategy
Evidence-based practice
Risk assessment and safety planning
Treatment planning and review
Insurance products and lines of business
Manufacturing strategies: make-to-stock, make-to-order and batch versus flow
Managing complexity and comorbidity
Events, banqueting and MICE business

Diversity and Inclusion

Diversity and pay-equity analytics
Nomination, succession and diversity
The business case for diversity and inclusion
Brand strategy, identity and equity
Financial inclusion and agency banking
Financial inclusion strategy
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
Diversity, inclusion and inclusive leadership
Assets, liabilities and equity reporting
Brand equity and positioning
Gender, youth and social inclusion in agricultural development
Community engagement and equity

International Practice

Cross-cultural communication
Managing virtual and cross-cultural teams
Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies
Global sourcing and trade
The agricultural sector: systems, actors and global food value chains
Transfer pricing and international tax
Global sourcing and international trade
International and cross-border tax
Workplace and organisational contexts
Grades, standards and export certification (GlobalG.A.P.)
Linking performance to reward and consequence

Standards and Improvement

Continuous improvement and lean HR
Continuous improvement and optimisation
Change talk and readiness
Professional roles, ethics and standards for agricultural practitioners
The business case for productivity, quality and sustainability
Benchmarking against standards and best practice
Continuous improvement and lessons learned
Data quality, analysis and reporting
Sustainability certification and standards
Roles, standards and professional conduct
Governance of service standards
Assurance engagements and standards
Goal setting and action planning
Habit change and behaviour design
Continuous improvement of delivery

Workforce Practice

Future of work and workforce transformation
Customer (employee/manager) satisfaction
Recruitment marketing and candidate attraction
Talent review and succession in practice
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Communicating risk to the workforce
Workforce and shift management in retail
Workforce management and scheduling
Employee experience and engagement
Customer and employee satisfaction
Succession planning and talent pipelines
Reward strategy and total reward frameworks
Career and talent development
Employee engagement models and drivers

People Development

Organisation development principles and practice
Coaching for performance
Advertising and creative development
Message development and testing
Supplier development and innovation
Continuing professional development
Career pathways and professional development
Measuring development impact
The learning and development profession
Feedback and developmental conversations
Building a coaching culture
Quality monitoring and coaching
Coaching and quality monitoring
Training and capability building
Measuring coaching and mentoring impact

Performance and Measures

HR metrics, KPIs and the HR scorecard
Policy, planning and objectives
Strategy execution and the balanced scorecard
Managing performance through coaching
Contract performance and exit
Retail performance metrics: sales densities, conversion and basket
KPIs and performance reporting
Psychometric and screening tools
Project KPIs and performance metrics
Quality and delivery metrics
Managing schedule and budget performance
Continuous improvement and DevOps metrics
Concurrency and performance
Performance and load testing
Metrics, velocity and flow

Culture and Wellbeing

Organisational culture assessment and change
Engagement, motivation and energisers
Climate-smart agriculture: productivity, adaptation, mitigation
Cost concepts, classification and behaviour
Policy and public engagement
Managing resistance and engagement
Worker engagement and empowerment
Values, purpose and authentic leadership
Values-based decision-making
Motivation theories and engagement
Creating a coaching culture
Advocacy and policy engagement
Accountability and follow-through
Wellbeing and resilience coaching
Measuring coaching outcomes

Legal and Compliance

Employment law framework and contracts of employment
Regulation of transport: authorities, conventions and licensing
Tariffs, regulation and the economics of essential services
Strengths, flow and engagement
Meaning, purpose and values
Subcontractor and supplier management
Regulation, ethics and misinformation in media and telecoms
Legal responsibilities and professional bodies
Goal setting and contracting
Outcome and process measures
Compliance and regulatory projects
Statutory compliance and filings
Regulatory reporting and disclosure
Financial regulation and prudential supervision
Tax compliance and the tax risk agenda

Evidence and Analytics

People analytics and HR measurement
People analytics tooling and dashboards
Benchmarking and external data sources
Data, analytics and customer insight
Data ethics, privacy and protection
Data and information requirements
Data structures and algorithms
Data analytics in audit
Evidence, judgement and scepticism
Data migration and cleansing
Audit evidence, sampling and professional scepticism
Decision support and insight
Psychodynamic and psychoanalytic approaches
Evidence-based practice and research literacy
Record-keeping and data protection

Change and Organisation

Diagnosing organisational readiness for change
Commercial awareness and organisational context
Change management and adoption
The finance function and digital transformation
Governance and organisational value
Regulatory change management
Data, records and confidentiality tech
Emerging tools and innovation
The organisational context and operating environment
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy
Digital transformation strategy
Measuring digital transformation impact
Incident, problem and change management
Variations, claims and delay: managing change on site

Leadership Practice

Inclusive leadership and allyship
Theories and models of leadership and management
Knowledge management and sharing
Budgeting and resource management
Vendor and faculty management
Safety management systems (ISO 45001)
Project management principles and lifecycle
Risk management planning
Financial, management and cost accounting distinguished
Management reporting and decision support
Capital structure and financing decisions
Leadership versus management and when each is needed
Situational and adaptive leadership
Ethical leadership and integrity
Strategic decision-making under uncertainty

Communication and Influence

Management and board reporting
Environmental monitoring and reporting
Incident reporting and record-keeping
Working with referrers and multidisciplinary teams
Influencing and persuasion
Communicating vision and telling stories
Negotiation and conflict resolution
Executive communication and presence
Negotiation strategy and planning
Negotiation tactics and behaviours
Sustainability reporting and disclosure
Psychoeducation and public communication
Writing advisory reports that drive decisions
Reporting to boards and executives
Monitoring, control and reporting

Stakeholders and Partnering

Trends: ESG, transparency and stakeholder capitalism
Stakeholder trust and reputation metrics
Shareholder and stakeholder rights
Transparency and stakeholder trust
Categories of spend and stakeholders
Strategic customer relationships
Managing boundaries and dual relationships
Peer support and consultation
Communicating with families and carers
The project environment and stakeholders
Stakeholder and sponsor management
Stakeholder identification and analysis
Building project relationships
Partnering and co-creation with customers
Negotiation with clients and partners

Learning and Training

Sustaining a learning organisation
Blended and hybrid learning design
Motivation and self-directed learning
Learning strategy and roadmaps
Building the learning brand
Aligning learning to performance
Leading the learning function
Training needs analysis and learning strategy
Monitoring, evaluation and learning for accountability
Designing and facilitating groups
Facilitation and workshops
Learning cultures and the learning organisation
Building a learning culture
Learning in the flow of work
Self-directed and continuous learning

Financial Awareness

The banking system, intermediation and financial markets
Types of banks and financial institutions
Operational efficiency and cost-to-income
Financial statement and cash-flow analysis
SME lending and value-chain finance
Microfinance and group lending
Professional writing and reports
Impact, blended and concessional finance
Total cost of ownership
Ration formulation and least-cost feeding
The role of finance in organisations and value creation
Interpreting financial statements
Budget vs actual and variance
Cost and profitability analysis
Data visualisation for finance

Certified HR Administration and Coordination Expert

Certified HR Administration and Coordination Expert

Certification at a Glance

Who Should Enrol?

Everything Included in Your Enrolment

Why This Certification Matters for Your Career

Core Competencies You Will Develop

Programme Modules

What You Will Achieve

How to Get Certified

Common Questions

What Our Alumni Say

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