What is the Certified Industrial Skills Specialist?

The Certified Industrial Skills Specialist is a globally recognised professional certification by the Global Leadership Institute (GLI), designed to equip professionals with advanced competencies in Soft Skills & Personal Dev..

How long does this certification take?

The programme is 10 Weeks and can be completed at your own pace through our self-paced online option, or alongside live virtual sessions.

Is this certification globally recognised?

Yes. GLI certifications are internationally recognised and carry CPD credits, making them valuable for career advancement worldwide.

What level is this certification?

This is a Advanced Level certification, suitable for professionals with relevant experience or background in the field.

You can enrol by emailing info@certifications.ac, contacting us via WhatsApp at +254 722 223 084, or filling the enrolment form below.

Certified Industrial Skills Specialist in Fiji

Executive Summary

Certified Industrial Skills Specialist

Designed for today’s high-impact professionals, the Certified Industrial Skills Specialist (CISS2) 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 10 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CISS2 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 Industrial Skills Specialist

Acronym

CISS2

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

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

Foundations and Strategic Context of Certified Industrial Skills Specialist

Certified Industrial Skills Specialist: 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

Designing Roles and Paying Fairly

Job design and role architecture
Reward architecture and pay equity
Inclusion and the fairness of people decisions
Onboarding and time to productivity
Competency frameworks and skills taxonomies
Career architecture and internal mobility
Absence, capability and ill-health management
Collective relations and union engagement
Restructuring, redundancy and organisational change
HR service delivery and case management
HR technology selection and implementation
Flexible and hybrid working design
Exit, offboarding and organisational memory
Workforce planning and the capability gap
Selection validity and structured hiring

Managing Performance and Capability

Performance management that changes behaviour
Absence, capability and ill-health management
Employee engagement and what actually drives it
Employee relations, discipline and fair process
Learning transfer and capability building
Talent review and succession in practice
People analytics and HR measurement
Employment compliance and the HR risk agenda
The HR operating model and business partnering
Employer brand and candidate experience

Discipline, Grievance and Fair Process

Employee relations, discipline and fair process
Employment compliance and the HR risk agenda
Collective relations and union engagement

Developing, Retaining and Exiting

Learning transfer and capability building
Career architecture and internal mobility
Exit, offboarding and organisational memory

The HR Professional Remit

The HR operating model and business partnering
Employment compliance and the HR risk agenda
HR service delivery and case management

Attracting and Hiring Well

Employer brand and candidate experience
Selection validity and structured hiring
Onboarding and time to productivity

Performance and Measures

Social performance and outreach
Scalability, availability and performance
IT KPIs, SLAs and scorecards
System performance and reliability metrics
Continuous improvement and DevOps metrics
Concurrency and performance
Performance and load testing
Metrics, velocity and flow
Measuring IT value and performance
Performance and dispute management
Performance scorecards and reviews
Security metrics and reporting
Sales analytics and metrics
Performance management in sales
Dashboards, reporting and the metric that misleads

Culture and Wellbeing

Building an ethical culture
Stakeholder and investor engagement
Attrition, engagement and productivity analytics
Organisational culture assessment and change
Belonging, culture and employee resource groups
Embedding values and behaviours
Stakeholder engagement and risk management
Culture change and behaviour embedding
Whistleblowing and speak-up culture
Analytical techniques and bias
Preparing financial statements
Measuring engagement and impact
Stakeholder mapping and engagement
Learning cultures and the learning organisation
Engagement, motivation and energisers

Legal and Compliance

Environmental legal compliance
Legal, cost and feasibility analysis
Contractor and visitor safety
Policy, planning and objectives
Legal and other requirements
Compliance monitoring and enforcement
Contract types and risk allocation
Contract administration and variation
Contract performance and exit
Contract governance and compliance
Financial reporting frameworks (IFRS/GAAP)
Regulatory liquidity ratios (LCR, NSFR)
Vendor, contract and asset management
Risk, compliance and audit
Contract law and formation

Evidence and Analytics

Complaint data and learning
Service analytics and dashboards
Text and interaction analytics
Data privacy and consent
Influencing and presenting insights
Data ethics and customer privacy
Data protection and customer privacy
Data, analytics and customer insight
Servers, storage and data centres
Data structures and algorithms
Data analytics in audit
Sales analytics and forecasting tools
Market research design and methods
Qualitative and quantitative research
Translating insight into strategy

Change and Organisation

Digital and market transformation
Behaviour change and adoption of innovations
Customer experience transformation
Digital and self-service transformation
Measuring CX transformation impact
Digital transformation in banking
Foreign exchange and treasury operations
Technology governance and change control
Foreign exchange and hedging
Digital transformation roadmaps
Change management and adoption
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy
Transformation versus incremental change
Designing a transformation programme

Leadership Practice

Workforce and shift management in retail
Ground control and strata management
Mine water, tailings and environmental management
Quality management on site: inspections, hold points and defects
Subcontractor and supplier management
Front office and reservations management
Interpreting financial statements
Social media management: platforms, communities and algorithms
Integrated and sustainability reporting
Procurement and stock management for health commodities
Ratio and trend analysis
Conflicts of interest management
Ethical decision-making
Leadership and management development
Inclusive leadership and allyship

Communication and Influence

Internal communications
Corporate social responsibility communications
Presentation and public speaking
Professional report and presentation
Metrics and reporting
Voice, communication and delivery
Management reporting and decision support
Board reporting and information flows
Governance of ESG and reporting
Stakeholder mapping and influencing
Management and board reporting
Management accounts and dashboards
Toolbox talks and safety communication
Influencing and persuasion
Communicating vision and telling stories

Stakeholders and Partnering

Stakeholders, agency and accountability
Trends: ESG, transparency and stakeholder capitalism
Shareholder and stakeholder rights
The HR business partner role and mandate
Budget vs actual and variance
Cost and profitability analysis
Categories of spend and stakeholders
Strategic customer relationships
Managing boundaries and dual relationships
Peer support and consultation
KPIs and performance reporting
Data visualisation for finance
Partnership building and multi-stakeholder platforms
Relationship management and retention
Stakeholder mapping and collaboration

Learning and Training

Training needs analysis and learning strategy
Facilitation and difficult conversations
Facilitation, coaching and mentoring
Monitoring, evaluation and learning for accountability
Designing and facilitating groups
Facilitation and workshops
Facilitation, training and public presentation skills
Decision support and insight
Group dynamics, facilitation and community mobilisation
Training and capability building
Training needs analysis
Blended and hybrid learning design
Motivation and self-directed learning
Instructional design models (ADDIE, SAM)
Cognitive load and learning science

Financial Awareness

Cost of capital and WACC
Capital structure and financing decisions
Financial modelling and scenario analysis
Continuous improvement of finance processes
Committees: audit, risk, remuneration
Options appraisal and cost-benefit
Cost of accidents and prevention value
Make-versus-buy and total cost of ownership
Cost and price analysis
Security programme design and budgeting
NGO financial management and budget-versus-actual discipline
Cost, feasibility and impact analysis
The banking system, intermediation and financial markets
Anti-corruption and financial-crime ethics
Operational efficiency and cost-to-income

Operations and Service

Responsible and ethical service
Service KPIs: CSAT, NPS, CES, SLAs
Quality monitoring and coaching
Continuous improvement in service
Driving measurable service improvement
Customer service and CX strategy
Aligning service to brand and business
Customer-centric operating models
Designing a service or experience improvement
Queue management and service flow
Self-service and digital support
The procurement cycle and operating models
Data quality and master data management
Testing, quality assurance and defect economics
IT service management and support operations

Risk and Governance

Corporate governance principles and purpose
Quality assurance and standards
L&D operating models and governance
Reporting automation
Governance and organisational value
Public, private and non-profit governance
Responsible and sustainable governance
Governance frameworks and codes
Environmental governance and climate risk
Communicating financial results
Psychodynamic and psychoanalytic approaches
Liquidity risk and asset-liability management
Operational risk and resilience
Attachment and developmental theory
Model risk and provisioning (IFRS 9)

Technology and Systems

Performance management systems and cycles
Learning technology ecosystem
Safety management systems (ISO 45001)
The finance function and digital transformation
Professional roles, boundaries and settings
Environmental management systems (ISO 14001)
Duty of care and risk management
Digital permits and inspections
Automation and safety technology
Record-keeping and data protection
Digital procurement and the future of the profession
Quality management systems and audits
Closed-loop feedback systems
CRM systems and customer data
Customer service technology stack

Projects and Delivery

Complaints, accountability and fitness to practise
Media planning and buying
Telehealth and digital care delivery
Public health programmes: prevention and outreach
Forecasting and planning
Designing an intervention or programme
Risk assessment and safety planning
Treatment planning and review
Goal setting and action planning
Projects, programmes and portfolios
Project management standards (PMI, PRINCE2)
Quality and delivery metrics
Project management maturity assessment
Driving measurable delivery improvement
Developing the project business case

Ethics and Professional Standards

Regulation, ethics and misinformation in media and telecoms
Health records, data and confidentiality
Ethical principles and codes of practice
Sustaining ethical, effective practice
Ethical frameworks and codes of practice
Driving effective, ethical outcomes
Ethical, risk and feasibility considerations
Data, records and confidentiality tech
Ethics of technology in practice
Professional ethics and responsibility (PMI)
Conflicts of interest and procurement ethics
Ethics and integrity in banking
Professional ethics and banking conduct
Integrity, confidentiality and conflicts
Ethics and independence

Health and Wellbeing at Work

Healthcare quality, safety and accreditation
Health financing: budgets, insurance and out-of-pocket realities
Working with organisations on wellbeing
Wellbeing and resilience coaching
Health, safety and compliance in delivery
Brand safety and responsible marketing
Customer and brand health metrics
Brand health and measurement
Regulatory compliance and biosafety
Product safety and standards
Health and safety legal duties
Legal responsibilities and professional bodies
Client feedback and satisfaction
Safety communication and campaigns
Influencing and safety leadership

Teams and Collaboration

Leading remote and hybrid teams
Team diversity and inclusion
High-performance team rituals and cadence
Productivity, collaboration and workflow tools
Leading security teams
Building high-performing sales teams
Managing technology teams and technical work
Managing risk and difficult cases
Working with referrers and multidisciplinary teams
Collaboration and teamwork
Servant leadership and self-organising teams
Lessons learned and development
Leading service teams
Team leadership in customer service
Team leadership in banking operations

Strategic Context

Business continuity and recovery
Vision, mission and strategic intent
Competitive strategy and positioning
Business model design and innovation
Setting strategic priorities and choices
Strategy execution and the balanced scorecard
Strategic decision-making under uncertainty
Measuring strategic progress
Turning strategy into results
Category management and strategy development
Sourcing strategies and portfolio (Kraljic)
Insurance products and lines of business
Manufacturing strategies: make-to-stock, make-to-order and batch versus flow
Psychoeducation and workshops
Events, banqueting and MICE business

Diversity and Inclusion

Brand strategy, identity and equity
Financial inclusion strategy
Nomination, succession and diversity
The business case for diversity and inclusion
Diversity and pay-equity analytics
Cross-cultural and global inclusion
Assets, liabilities and equity reporting
Community engagement and equity
Brand equity and positioning
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
Diversity, inclusion and inclusive leadership
Professional case study and presentation

International Practice

Evidence-based practice
Global sourcing and trade
Managing virtual and cross-cultural teams
Goal setting and contracting
Managing complexity and comorbidity
Workplace and organisational contexts
Transfer pricing and international tax
Real options and strategic investment
Sensitivity, scenario and what-if analysis
Tax planning, avoidance and evasion distinguished
Managing tax risk and audits
Change talk and readiness
Habit change and behaviour design

Standards and Improvement

Sustainable procurement principles and standards
Continuous risk monitoring
Costing production: standard costs, variances and the true cost of scrap
Service quality and the passenger experience in transport
Reporting quality and governance
Evidence-based improvement
Innovation and continuous delivery
Continuous improvement and retrospectives
Quality planning and assurance
Quality control and continuous improvement
Integrated risk and quality control
Assurance engagements and standards
Continuous improvement of delivery
Continuous improvement of programmes
Standard costing and variance analysis

Workforce Practice

Strategic workforce planning and demand forecasting
Succession planning and talent pipelines
Reward strategy and total reward frameworks
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Communicating risk to the workforce
Workforce management and scheduling
Loyalty programmes and rewards
Workforce planning and scheduling
Employee experience and engagement
Customer and employee satisfaction
Talent, succession and workforce learning
Data protection and employee privacy
Career and talent development

People Development

Coaching and quality monitoring
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
Feedback and developmental conversations
Measuring coaching and mentoring impact
Capability and skills frameworks
Coaching and skill development
Agile delivery and iterative development
Building digital capability in an organisation
Strategic development and long-range positioning

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Industrial Skills Specialist principles aligned with SHRM, CIPD and ILO Labour Standards
Apply evidence-based methods to improve human resource management, talent development and organisational effectiveness
Master talent acquisition, resourcing and onboarding and learning, development and talent management
Apply performance, reward and employee relations and hr strategy, analytics and workforce planning in real-world settings
Lead risk management, quality and compliance relevant to your field
Design stakeholder engagement and professional communication strategies
Use data-driven decision-making and performance-measurement tools effectively
Apply internationally recognised best practice to advance your career in human resource management

Enrolment Process

How to Get Certified

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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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Sit your final examination online, earn your certificate instantly, and receive a globally verifiable Certificate ID — plus GLI Alumni Network access.

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Frequently Asked Questions

Common Questions

What is the CISS2 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 CISS2?

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 CISS2 certification take to complete?

The programme is structured over 10 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 CISS2 internationally recognised?

What is the cost of the CISS2 certification?

The Certified Industrial Skills Specialist is offered in two formats: Self-Paced at USD 449 and Live Virtual at USD 649. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CISS2 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 CISS2?

The Certified Industrial Skills Specialist 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 CISS2?

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

Can I study the CISS2 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 CISS2?

Graduates progress towards CHRO and senior people-management roles. The CISS2 strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Certified Industrial Skills Specialist

Certified Industrial Skills Specialist

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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