What is the Certified Performance Management Specialist?

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

How long does this certification take?

The programme is 12 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 Performance Management Specialist in United Kingdom

Executive Summary

Certified Performance Management Specialist

Designed for today’s high-impact professionals, the Certified Performance Management Specialist (CPEMS) 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 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 CPEMS 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 Specialist

Acronym

CPEMS

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

Leadership Capability

Develop the strategic and operational skills to lead complex human resource management functions

Career Advancement

Accelerate your career towards CHRO and senior people-management roles

Strategic Thinking

Build the strategic thinking, analysis and execution skills of world-class leaders

Organisational Impact

Design and implement human resource management systems that drive performance and measurable results

Personal Excellence

Develop emotional intelligence, resilience and authentic executive presence

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 Management Specialist

Certified Performance Management 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

Performance Management in Practice

Performance management that changes behaviour
Employee engagement and what actually drives it
Talent review and succession in practice
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
HR technology selection and implementation

Feedback That Changes Behaviour

Performance management that changes behaviour
Learning transfer and capability building
Employee engagement and what actually drives it
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
Employee relations, discipline and fair process
People analytics and HR measurement
Employment compliance and the HR risk agenda

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

Leadership Practice

Preparing financial statements
Financial, management and cost accounting distinguished
Financial reporting frameworks (IFRS/GAAP)
Team leadership within finance
Change management in finance
Capstone scoping: a real financial problem or decision
Recommendations and decision support
Reporting quality and earnings management risks
Management reporting and decision support
Capital structure and financing decisions
Working capital management and the cash cycle
Cash and liquidity management
Financial risk types and management
Interpreting financial statements
Integrated and sustainability reporting

Communication and Influence

Influencing and advising leaders
Crisis and reputation communication
Monitoring, evaluation and reporting
Compliance reporting and disclosure
Reporting and disclosure tools
Findings, reporting and remediation
Stakeholder mapping and influencing
Communication strategy in change programmes
Communicating and reporting to leadership
Offer management, negotiation and pre-boarding
Workforce reporting and storytelling with data
Sponsorship and negotiation selling
Professional presentation and pitching
Negotiation with clients and partners
Reporting to leadership

Stakeholders and Partnering

Stakeholder and sponsor management
Stakeholder rights and fair treatment
Delivery, quality and stakeholder plan
Stakeholder identification and analysis
Stakeholder engagement strategy
Building project relationships
Building strategic customer relationships
Partnering and co-creation with customers
Ratio and trend analysis
Partnership building and multi-stakeholder platforms
Relationship management and retention
Managing regulator relationships
Categories of spend and stakeholders
Strategic customer relationships
Managing boundaries and dual relationships

Learning and Training

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

Financial Awareness

Financial inclusion and agency banking
Budget vs actual and variance
Impact, blended and concessional finance
Total cost of ownership
Logistics KPIs and cost control
Ration formulation and least-cost feeding
Financial inclusion strategy
The role of finance in organisations and value creation
Financial statements and the accounting equation
Stakeholders and users of financial information
Ethics and professional standards in finance
Data gathering and financial analysis
Building a model, budget or business case
Financial reporting standards (IFRS/GAAP)
Cost concepts, classification and behaviour

Operations and Service

Service quality and turnaround metrics
Designing a banking solution or process
Principles of credit and the lending process
Automation, RPA and straight-through processing
Process and control documentation
Quality assurance of audit
Competitive bidding processes
Cost and profitability analysis
Forecasting and planning
Planning performance and service
Business process mapping
Quality monitoring and coaching
Continuous improvement in service
Driving measurable service improvement
Customer service and CX strategy

Risk and Governance

Committees: audit, risk, remuneration
Governance frameworks and codes
Enterprise risk management (ERM)
Data analytics for assurance
Data governance and quality
Cybersecurity and information governance
Emerging governance technologies
Risk-based internal audit
Audit planning and execution
Control testing and evidence
Environmental governance and climate risk
Vendor management and system governance
KPIs and performance reporting
Reporting automation
Designing a safety programme or control

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
Scaling technologies and business models
Communicating financial results
Digital and market transformation
Digital advisory, e-extension and mobile services
Traceability, recall and quality assurance systems
Quality management systems and audits
Attachment and developmental theory
Digital transformation and IT strategy
Digital procurement and the future of the profession
Security governance and management systems

Projects and Delivery

Project management principles and lifecycle
Crisis, resilience and contingency planning
Leading finance projects and change
Cost reduction and efficiency programmes
Leading governance projects and change
Compliance frameworks and programmes
Managing HR projects and change
Strategic workforce planning and demand forecasting
Supply analysis, gaps and scenario planning
Onboarding and induction programme design
Succession planning and talent pipelines
Resource planning and levelling
Quality planning and assurance
Communication planning and management
Project management software and tools

Ethics and Professional Standards

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
Professional standards and ethics
Marketing and sales ethics
Professional roles, boundaries and settings
Peer support and consultation
Ethics and fair customer treatment
Professional ethics in customer service
Ethics and treating customers fairly in insurance
Regulation, ethics and misinformation in media and telecoms
Health records, data and confidentiality
Ethical principles and codes of practice

Health and Wellbeing at Work

Brand safety and responsible marketing
Customer and brand health metrics
Brand health and measurement
Regulatory compliance and biosafety
Feedback, challenge and psychological safety in coaching
Safety management systems (ISO 45001)
Product safety and standards
Health and safety legal duties
Safety management systems overview (ISO 45001)
Safety culture and leadership
Safety communication and campaigns
Healthcare quality, safety and accreditation
Health financing: budgets, insurance and out-of-pocket realities
Procurement and stock management for health commodities
Working with organisations on wellbeing

Teams and Collaboration

Team leadership in governance
Team leadership within HR
Sustaining ethical, effective practice
Team and engagement metrics
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
Servant leadership and self-organising teams
Virtual and distributed teams
Team leadership and motivation
Leading project teams

Strategic Context

Sourcing strategies and portfolio (Kraljic)
Negotiation strategy and planning
Insurance products and lines of business
Manufacturing strategies: make-to-stock, make-to-order and batch versus flow
Ethical frameworks and codes of practice
Events, banqueting and MICE business
The media business: audiences, advertising and subscription
Content strategy across platforms
Business case and strategic alignment
Developing the project business case
Business case and requirements
Competitive strategy and positioning
Business model design and innovation
Setting strategic priorities and choices
Strategy execution and the balanced scorecard

Diversity and Inclusion

The business case for diversity and inclusion
Belonging, culture and employee resource groups
Cross-cultural and global inclusion
Brand strategy, identity and equity
Nomination, succession and diversity
Financial inclusion and the evolving customer
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
Diversity and pay-equity analytics
Diversity, inclusion and inclusive leadership
Assets, liabilities and equity reporting
Community engagement and equity
Brand equity and positioning
Duty of care and risk management

International Practice

Complaints, accountability and fitness to practise
Cross-cultural communication
Client feedback and satisfaction
Global sourcing and international trade
International and cross-border tax
Event risk, safety and contingency planning
Demand, master scheduling and material requirements planning
Capacity planning and line balancing
Overall equipment effectiveness and downtime analysis
Maintenance in production: preventive, predictive and breakdown
Root cause analysis and corrective action on the line
Managing risk and difficult cases
Driving effective, ethical outcomes

Standards and Improvement

Continuous improvement and lean banking
Driving measurable banking improvement
Assurance engagements and standards
Psychoeducation and workshops
Continuous improvement of delivery
Quality assurance and standards
Continuous improvement of programmes
Continuous improvement of finance processes
Expected credit loss and portfolio quality
Sustainability standards (GRI, ISSB)
Time-to-hire, quality-of-hire and cost metrics
Service quality and the passenger experience in transport
Quality management on site: inspections, hold points and defects
Reporting quality and governance
Evidence-based improvement

Workforce Practice

Future of work and workforce transformation
Reward strategy and total reward frameworks
Employer branding and employee value proposition (EVP)
Talent sourcing channels and pipelines
High-potential identification and talent reviews
Employee and manager self-service
Cost of workforce and ROI of HR interventions
Workforce and shift management in retail
Workforce management and scheduling
Loyalty programmes and rewards
Workforce planning and scheduling
Career and talent development
Employee engagement models and drivers
Data protection and employee privacy
Employee experience and engagement

People Development

Lessons learned and development
Measuring coaching outcomes
Scaling delivery capability
Project management plan development
Schedule development and optimisation
Sales enablement and coaching
Designing an intervention or programme
Professional case study and presentation
Risk assessment and safety planning
Coaching and quality monitoring
Coaching for performance
Team coaching and the team as client
Cultural context and coaching across difference
Building and running a coaching practice
Continuing professional development

Performance and Measures

Investment principles and objectives
Performance measurement and attribution
Warehouse performance metrics
Metrics and reporting
Performance management systems and cycles
Performance measurement and KPI dashboards
Continuous feedback and performance conversations
Treatment planning and review
Leading and lagging metrics
Policy, planning and objectives
Leadership impact and organisational health metrics
Project KPIs and performance metrics
Managing schedule and budget performance
Agile metrics and velocity
Setting objectives and marketing KPIs

Culture and Wellbeing

Worker engagement and empowerment
Values, purpose and authentic leadership
Resilience, wellbeing and stress management
Values-based decision-making
Motivation theories and engagement
Creating a coaching culture
Buyer behaviour and the customer journey
Negotiation tactics and behaviours
Habit change and behaviour design
Strengths, flow and engagement
Meaning, purpose and values
Win-back and re-engagement
Building a service culture
Customer and community engagement
Building a culture of compliance

Legal and Compliance

Insurance regulation and consumer protection
Vendor, venue and supplier contracting for events
Vehicle documentation, compliance and consumer protection
Regulation of transport: authorities, conventions and licensing
Tariffs, regulation and the economics of essential services
Managing complexity and comorbidity
Goal setting and action planning
Subcontractor and supplier management
Legal responsibilities and professional bodies
Goal setting and contracting
Accountability and follow-through
Accounting concepts, principles and the regulatory landscape
Managing audit and regulator relationships
Financial regulation and prudential supervision
Governance, risk and compliance (GRC)

Evidence and Analytics

Analytical techniques and bias
Data visualisation for finance
Decision support and insight
Psychodynamic and psychoanalytic approaches
Wellbeing and resilience coaching
Record-keeping and data protection
Evidence-based practice
Evidence-based practice and research literacy
Data quality and governance
Customer personas and insight
Marketing analytics and attribution
Data migration and cleansing
Financial storytelling and data visualisation
Audit evidence, sampling and professional scepticism
Attrition, engagement and productivity analytics

Change and Organisation

Finance transformation and target operating models
Measuring transformation impact
Foreign exchange and currency risk
Governance and organisational value
Regulatory change management
Diagnosing organisational readiness for change
Large-scale transformation and agile ways of working
Outcome and process measures
Practice management systems
Benchmarking and best-practice adoption
Variations, claims and delay: managing change on site
Workplace and organisational contexts
Change talk and readiness
Managing organisational politics
Change control and configuration

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Performance Management 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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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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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 CPEMS 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 CPEMS?

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 CPEMS 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 CPEMS internationally recognised?

What is the cost of the CPEMS certification?

The Certified Performance Management 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 CPEMS 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 CPEMS?

The Certified Performance Management 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 CPEMS?

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

Can I study the CPEMS 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 CPEMS?

Graduates progress towards CHRO and senior people-management roles. The CPEMS 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 Management Specialist

Certified Performance Management 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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