How long does this certification take?

The programme takes 12 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 Expert / Executive 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 Performance Consulting and L and D Alignment Expert in South Korea

Executive Summary

Certified Performance Consulting and L and D Alignment Expert

Designed for today’s high-impact professionals, the Certified Performance Consulting and L and D Alignment Expert (CPER4) delivers a rigorous Executive-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 12 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CPER4 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 Consulting and L and D Alignment Expert

Acronym

CPER4

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 Performance Consulting and L and D Alignment Expert

Certified Performance Consulting and L and D Alignment 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

Performance Management in Practice

Performance management that changes behaviour
Employee engagement and what actually drives it
Talent review and succession in practice
Employment compliance and the HR risk agenda
The HR operating model and business partnering
Inclusion and the fairness of people decisions
Employer brand and candidate experience
Onboarding and time to productivity
Job design and role architecture
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

Feedback That Changes Behaviour

Performance management that changes behaviour
Learning transfer and capability building
Employee engagement and what actually drives it
Employee relations, discipline and fair process
People analytics and HR measurement
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
Reward architecture and pay equity

Differentiation and Difficult Judgements

Performance management that changes behaviour
Talent review and succession in practice
Employee relations, discipline and fair process

What Actually Drives Engagement

Employee engagement and what actually drives it
Performance management that changes behaviour
Inclusion and the fairness of people decisions

Capability, Absence and Underperformance

Absence, capability and ill-health management
Employee relations, discipline and fair process
Performance management that changes behaviour

Flexible Work and Contribution

Flexible and hybrid working design
Employee engagement and what actually drives it
People analytics and HR measurement

Legal and Compliance

Legal and regulatory responsibility
Anti-corruption and honest compliance
Environmental legal compliance
Legal, cost and feasibility analysis
Contractor and visitor safety
Regulatory notification and RIDDOR-style reporting
Policy, planning and objectives
Legal and other requirements
Compliance monitoring and enforcement
Smart contracts and dApps
Risk and regulatory considerations
Payment regulation and oversight
Regulatory and compliance requirements
Contract oversight in the public sector
Compliance, audit and accountability

Evidence and Analytics

Diversity and pay-equity analytics
Applicant tracking systems and recruitment analytics
Diagnosis and evidence gathering
Data protection and employee privacy
People analytics tooling and dashboards
People analytics maturity and operating model
Benchmarking and external data sources
Ethical use of AI and analytics in HR
Cybersecurity and data protection in HR
Descriptive, diagnostic and predictive analytics
Evidence-based HR decision-making
Turning insight into decisions
Data security and confidentiality
Servers, storage and data centres
Data ethics, privacy and protection

Change and Organisation

Foreign exchange and hedging
Change management and adoption
The finance function and digital transformation
Governance and organisational value
Regulatory change management
Implementation and change plan
Analytical techniques and bias
Integrated and sustainability reporting
User adoption and change
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy
Agile and digital transformation projects
Measuring change and project impact
Baseline setting and change control
Sales and marketing transformation

Leadership Practice

Queue management and service flow
Workforce management and scheduling
Front-office and reception management
Relationship management and retention
Performance management in service
Handling escalations as a leader
Team leadership in customer service
Teller operations, cash handling and vault management
Operational efficiency and channel management
Team leadership in banking operations
Reconciliation and nostro/vostro management
Reporting quality and governance
Social media management: platforms, communities and algorithms
Ratio and trend analysis
Procurement and stock management for health commodities

Communication and Influence

Influencing and persuasion
Communicating vision and telling stories
Negotiation and conflict resolution
Executive communication and presence
Cross-cultural communication
Negotiation strategy and planning
Negotiation tactics and behaviours
Sustainability reporting and disclosure
Board and management reporting
Influencing and security awareness
Professional report writing
Cryptography and secure communications
Metrics and reporting
Voice, communication and delivery
Management reporting and decision support

Stakeholders and Partnering

Trends: ESG, transparency and stakeholder capitalism
Shareholder and stakeholder rights
Change, restructuring and consultation
Categories of spend and stakeholders
Stakeholder mapping and liaison
Strategic customer relationships
Managing boundaries and dual relationships
Peer support and consultation
Management accounts and dashboards
The project environment and stakeholders
Stakeholder and sponsor management
Stakeholder and gap analysis
Stakeholder communications
Influencer and partnership communications
Stakeholder mapping and engagement

Learning and Training

Training and capability building
Training needs analysis
Instructional design models (ADDIE, SAM)
Cognitive load and learning science
The learning and development profession
Learning strategy and business alignment
Learning cultures and the learning organisation
Facilitation skills and presence
Virtual and hybrid facilitation
Blended and hybrid learning design
Motivation and self-directed learning
Training needs analysis and learning strategy
Facilitation, coaching and mentoring
Monitoring, evaluation and learning for accountability
Designing and facilitating groups

Financial Awareness

Forecasting and planning
Health financing: budgets, insurance and out-of-pocket realities
Preparing financial statements
Financial reporting frameworks (IFRS/GAAP)
Interpreting financial statements
Budget vs actual and variance
Cost and profitability analysis
Data visualisation for finance
Communicating financial results
Cost-benefit and investment appraisal
Project budgeting and financial control
Budget, ROI and feasibility analysis
Carbon markets and climate finance
Negotiation with buyers, suppliers and financiers
Access to finance, grants and investment

Operations and Service

Innovation in service delivery
Journey and process redesign
Professional ethics in customer service
Governance of service standards
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
Integrated risk and quality control
Data quality and governance
Cross-functional collaboration with product and service
Yield, productivity and profitability metrics

Risk and Governance

Data analytics in audit
Quality assurance of audit
Assurance engagements and standards
Audit risk and materiality
Audit opinions and reporting
Emerging assurance areas (ESG)
Cyber risk management
Corporate governance principles and purpose
Quality assurance and standards
L&D operating models and governance
Decision support and insight
Managing price and discount governance
Managing growth, risk and resilience
Reporting automation
Implementation planning and risk management

Technology and Systems

Digital and data-driven go-to-market
Digital marketing strategy
Email and marketing automation
Marketing technology stack
CRM and marketing automation platforms
Psychodynamic and psychoanalytic approaches
Scaling technologies and business models
Digital and self-service transformation
Closed-loop feedback systems
Self-service and digital support
CRM systems and customer data
Digital currencies and CBDCs
Emerging payment technologies
Digital procurement and the future of the profession
E-procurement and procure-to-pay systems

Projects and Delivery

Compliance frameworks and programmes
Strategic workforce planning and demand forecasting
Supply analysis, gaps and scenario planning
Onboarding and induction programme design
Succession planning and talent pipelines
Professional roles, boundaries and settings
Designing a safety programme or control
Emergency preparedness and response planning
Scenario planning and foresight
Leading security projects and change
Programme governance
Continuous improvement of programmes
Project management principles and lifecycle
Cost reduction and efficiency programmes
Real estate development and project appraisal

Ethics and Professional Standards

Ethics of technology in practice
Professional ethics and responsibility (PMI)
Conflicts of interest and procurement ethics
Professional standards and ethics
Marketing and sales ethics
Ethical principles and codes of practice
Sustaining ethical, effective practice
Ethics and fair customer treatment
Ethics and integrity in banking
Professional ethics and banking conduct
Integrity, confidentiality and conflicts
Ethical decision-making under pressure
Ethics and responsible innovation
Ethics and responsible leadership
Professional standards and ethics (CIPS)

Health and Wellbeing at Work

Job safety analysis (JSA) and task risk
Ethical frameworks and codes of practice
Predictive safety analytics
Automation and safety technology
Toolbox talks and safety communication
Resilience, wellbeing and stress management
Industrial utilities, energy and process safety interfaces
Duty of care and risk management
Record-keeping and data protection
Public health programmes: prevention and outreach
Complaints, accountability and fitness to practise
Driving measurable safety improvement
Healthcare quality, safety and accreditation
Working with organisations on wellbeing
Risk assessment and safety planning

Teams and Collaboration

Innovation and fintech collaboration
Legal responsibilities and professional bodies
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
Productivity, collaboration and workflow tools
Team leadership in security operations
Stakeholder mapping and collaboration
Client feedback and satisfaction
Working with referrers and multidisciplinary teams
Collaboration and teamwork

Strategic Context

Embedding responsible business
The business case for diversity and inclusion
Reward strategy and total reward frameworks
Evidence-based improvement
Wellbeing and holistic health strategy
Business continuity and recovery
Business models for new tech
Vision, mission and strategic intent
Competitive strategy and positioning
Business model design and innovation
Setting strategic priorities and choices
Turning strategy into results
Designing a sourcing or supply strategy
Business case and savings plan
Category management and strategy development

Diversity and Inclusion

Brand strategy, identity and equity
Financial inclusion and agency banking
Digital accessibility and inclusion
Financial inclusion strategy
Nomination, succession and diversity
Belonging, culture and employee resource groups
Cross-cultural and global inclusion
Diversity, inclusion and inclusive leadership
Assets, liabilities and equity reporting
Managing risk and difficult cases
Community engagement and equity

Standards and Improvement

Continuous environmental improvement
Management review and improvement
Integration with quality and environment
Certification and continual improvement
Design review and quality
Professional standards and continuing development
Process improvement and lean thinking
Quality management and standards
Productivity and efficiency improvement
Supplier development and improvement
Data quality and master data management
Continuous improvement of delivery
Ethics and professional standards in finance
Standard costing and variance analysis
Continuous improvement of finance processes

Workforce Practice

Employee engagement models and drivers
Linking performance to reward and consequence
Digital HR and the employee experience platform
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Communicating risk to the workforce
Workforce and shift management in retail
Loyalty programmes and rewards
Workforce planning and scheduling
Employee experience and engagement
Customer and employee satisfaction
Career and talent development
Talent, succession and workforce learning

People Development

Knowledge management and capability building
Absence, attendance and capability management
Creating a coaching culture
Delegating for development
Managing resistance and capability building
Proposal development and donor reporting
Attachment and developmental theory
Driving effective, ethical outcomes
Lessons learned and development
Measuring coaching outcomes
Scaling delivery capability
Measuring coaching and mentoring impact
Capability and skills frameworks
Leadership and management development
Coaching models and frameworks (GROW)

Performance and Measures

Psychoeducation and workshops
Leading and lagging metrics
Strategy execution and the balanced scorecard
Service-level agreements and KPIs
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
Scalability, availability and performance
Concurrency and performance
Investment principles and objectives
Performance management systems and cycles

Culture and Wellbeing

Service culture and brand promise
Building a customer-centric culture
Proactive engagement and success
Win-back and re-engagement
Building a service culture
Customer and community engagement
Building a culture of compliance
Engagement and motivation
Measuring engagement and impact
Awareness and security culture
Engagement, motivation and energisers
Designing an intervention or programme
Advocacy and policy engagement
Ethical, risk and feasibility considerations
Professional case study and presentation

Professional Leadership Practice

Safety management systems (ISO 45001)
Financial, management and cost accounting distinguished
Conflicts of interest management
Communicating and reporting to leadership
Team leadership within HR
Safety management systems overview (ISO 45001)
Environmental management systems (ISO 14001)
Evidence-based practice
Leadership versus management and when each is needed
Situational and adaptive leadership
Values, purpose and authentic leadership
Earned value management
Procurement and contract management
Vendor selection and management
Issue and problem management

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Performance Consulting and L and D Alignment Expert 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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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 CPER4 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 CPER4?

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 CPER4 certification take to complete?

The programme is structured over 12 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 CPER4 internationally recognised?

What is the cost of the CPER4 certification?

The Certified Performance Consulting and L and D Alignment 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 CPER4 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 CPER4?

The Certified Performance Consulting and L and D Alignment 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 CPER4?

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

Can I study the CPER4 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 CPER4?

Graduates progress towards CHRO and senior people-management roles. The CPER4 strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Certified Performance Consulting and L and D Alignment Expert

Certified Performance Consulting and L and D Alignment 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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