What is the Certified Professional in Human Resources?

The Certified Professional in Human Resources is a globally recognised professional certification by the Global Leadership Institute (GLI), designed to equip professionals with advanced competencies in Human Resources & OD.

How long does this certification take?

The programme is 11 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 Professional in Human Resources in Zimbabwe

Executive Summary

Certified Professional in Human Resources

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

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

GLI’s CPHR 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 Professional in Human Resources

Acronym

CPHR

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 Professional in Human Resources

Certified Professional in Human Resources: 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
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
Performance management that changes behaviour
Employee relations, discipline and fair process
Employee engagement and what actually drives it

Managing Performance and Capability

Performance management that changes behaviour
Absence, capability and ill-health management
Employee engagement and what actually drives it
Onboarding and time to productivity
Competency frameworks and skills taxonomies
Career architecture and internal mobility
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

Communication and Influence

Managing expectations and influence
Negotiation and conflict management
Project data, reporting and analytics
Conflict resolution and negotiation
Commercial negotiation and value capture
Integrated marketing communications
Influencer and affiliate marketing
Dashboards and performance reporting
Sponsorship and negotiation selling
Professional presentation and pitching
Negotiation with clients and partners
Language and communication training
Setting and communicating strategic direction
Board reporting and investor relations
Board and executive financial reporting

Stakeholders and Partnering

The HR business partner role and mandate
Stakeholder mapping and influencing
Stakeholder engagement and risk management
Change, restructuring and consultation
Consulting skills and contracting with the business
Analytical techniques and bias
Preparing financial statements
Roles, responsibilities and consultation
Growth strategy: organic, M&A and partnerships
Stakeholder capitalism and ESG
Stakeholder mapping and analysis
Ethics and independence in advisory relationships
Stakeholder satisfaction
Data products and stakeholder value
The coaching relationship

Learning and Training

Sales and customer-service training
Apprenticeships and work-based learning
Wellbeing and personal-effectiveness learning
Community and lifelong learning
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
Technical and compliance training
Financial reporting frameworks (IFRS/GAAP)
Group dynamics, facilitation and community mobilisation
Complaint data and learning

Financial Awareness

Financial inclusion and agency banking
Interpreting financial statements
Impact, blended and concessional finance
Total cost of ownership
Ration formulation and least-cost feeding
Financial inclusion strategy
The role of finance in organisations and value creation
Financial, management and cost accounting distinguished
Financial statements and the accounting equation
Stakeholders and users of financial information
Ethics and professional standards in finance
Cost concepts, classification and behaviour
Costing methods: absorption, marginal and activity-based
Cost-volume-profit and break-even analysis
Standard costing and variance analysis

Operations and Service

Operational efficiency and productivity
Design thinking for service
Service analytics and dashboards
Customer service technology stack
Emerging service technologies
Growing value through service
Leading service teams
Coaching and quality monitoring
Performance management in service
Building a service culture
Leading service projects and change
Advisory service design and delivery
Self-service analytics
Customer service and experience principles
Service culture and brand promise

Risk and Governance

Traceability, recall and quality assurance systems
Quality management systems and audits
Governance of the CX programme
Corporate governance in banks
Enterprise risk management in banks
Credit risk measurement and mitigation
Liquidity risk and asset-liability management
Operational risk and resilience
Integrated and sustainability reporting
Model risk and provisioning (IFRS 9)
Regulatory reporting and audits
Quality assurance of audit
Assurance engagements and standards
Audit risk and materiality
Emerging assurance areas (ESG)

Technology and Systems

Self-service and digital support
CRM systems and customer data
Technology selection and integration
Digital, mobile and internet banking
The banking system, intermediation and financial markets
Digital disruption and the future of banking
Digital transformation in banking
Branch-to-digital migration
Digital banking platforms and APIs
Payment technology and switches
Automation, RPA and straight-through processing
Digital procurement and the future of the profession
Security governance and management systems
Bancassurance and digital insurance models
Ratio and trend analysis

Projects and Delivery

Project management plan development
Resource planning and levelling
Quality planning and assurance
Communication planning and management
Building project relationships
Project management software and tools
Scheduling and planning tools
Automation in project delivery
AI and predictive project analytics
Emerging project technologies
Programme management principles
Designing a safety programme or control
Emergency preparedness and response planning
Policy, planning and objectives
Scenario planning and foresight

Ethics and Professional Standards

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
Regulation, ethics and misinformation in media and telecoms
Health records, data and confidentiality
Ethical principles and codes of practice
Professional standards and ethics
Marketing and sales ethics
Management accounts and dashboards
Budget vs actual and variance

Health and Wellbeing at Work

Public health programmes: prevention and outreach
Cost and profitability analysis
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
Risk assessment and safety planning
Wellbeing and resilience coaching
Health, safety and compliance in delivery
Brand safety and responsible marketing
Customer and brand health metrics
Resilience, wellbeing and stress management
Event risk, safety and contingency planning
Industrial utilities, energy and process safety interfaces
Forecasting and planning

Teams and Collaboration

KPIs and performance reporting
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
Data visualisation for finance
Working with referrers and multidisciplinary teams
Managing virtual and cross-cultural teams
Building high-performing project teams
Cross-functional collaboration with product and service
Team leadership in sales and marketing

Strategic Context

Reward strategy and total reward frameworks
Decision support and insight
Wellbeing and holistic health strategy
Business continuity and recovery
Corporate strategy and portfolio choices
Organisational design and operating models
Organisational resilience and adaptive strategy
Strategic leadership at scale
Building strategic relationships and coalitions
Negotiation strategy and tactics
Vision, mission and strategic intent
Financial strategy and capital allocation
Business partnering with the enterprise
Mergers, funding and growth strategy
Real options and strategic investment

Diversity and Inclusion

Nomination, succession and diversity
Belonging, culture and employee resource groups
Brand strategy, identity and equity
Digital accessibility and inclusion
Financial inclusion and serving underbanked markets
Diversity and pay-equity analytics
Cross-cultural and global inclusion
Diversity, inclusion and inclusive leadership
Assets, liabilities and equity reporting
Reporting automation
Community engagement and equity
Financial inclusion and the evolving customer
Brand equity and positioning

Standards and Improvement

Continuous risk monitoring
In-process quality control and inspection
Costing production: standard costs, variances and the true cost of scrap
Service quality and the passenger experience in transport
Quality management on site: inspections, hold points and defects
Reporting quality and governance
Evidence-based improvement
Communicating financial results
Project management standards (PMI, PRINCE2)
Innovation and continuous delivery
Quality and delivery metrics
Quality management and standards
Productivity and efficiency improvement
Supplier development and improvement
Data quality and master data management

Workforce Practice

High-potential identification and talent reviews
Communicating risk to the workforce
Workforce and shift management in retail
Workforce management and scheduling
Loyalty programmes and rewards
Workforce planning and scheduling
Employee experience and engagement
Customer and employee satisfaction
Career and talent development
Employee engagement models and drivers
Data protection and employee privacy
Talent sourcing channels and pipelines
Succession planning and talent pipelines

People Development

Building a coaching culture
Measuring coaching and mentoring impact
Capability and skills frameworks
Creativity and critical-thinking development
Succession and the leadership pipeline
Leadership and management development
Coaching models and frameworks (GROW)
Coaching leaders and managers
Competency framework development
Knowledge management and capability building
Absence, attendance and capability management
Advertising and creative development
Development banking and project finance
Message development and testing
Supplier development and innovation

Performance and Measures

Marketing and sales KPIs and dashboards
Funnel, pipeline and conversion metrics
Capacity and performance management
Setting objectives, indicators and targets
Yield, productivity and profitability metrics
System operation and performance
KPIs and metric design
Linking CX to business performance
Service KPIs: CSAT, NPS, CES, SLAs
Net Promoter Score and satisfaction metrics
Coaching for performance
Psychodynamic and psychoanalytic approaches
Leading and lagging metrics
Strategy execution and the balanced scorecard
Contract performance and exit

Culture and Wellbeing

Structuring engagements: scope, deliverables and expectations
Managing engagement risk and professional liability
Stakeholder engagement strategy
Motivation and engagement
Attachment and developmental theory
Professional roles, boundaries and settings
Advocacy and policy engagement
Managing boundaries and dual relationships
Peer support and consultation
Sustaining ethical, effective practice
Behaviour change and adoption of innovations
Values-based decision-making
Motivation theories and engagement
Creating a coaching culture
Buyer behaviour and the customer journey

Legal and Compliance

Regulation of transport: authorities, conventions and licensing
Tariffs, regulation and the economics of essential services
Ethical frameworks and codes of practice
Duty of care and risk management
Subcontractor and supplier management
Legal responsibilities and professional bodies
Goal setting and contracting
Complaints, accountability and fitness to practise
Compliance and regulatory projects
Procurement and contract value
Procurement and contract management
Grant compliance and restricted funding management
Policy administration and customer service in insurance
Insurance regulation and consumer protection
Vendor, venue and supplier contracting for events

Evidence and Analytics

Portfolio of evidence and reflective practice
Data-driven decision support and analytics
Dashboards and data storytelling
Predictive and prescriptive analytics
Data literacy and adoption
Turning insight into decisions
Text and interaction analytics
Data privacy and consent
Influencing and presenting insights
Data ethics and customer privacy
Data protection and customer privacy
Client feedback and satisfaction
Record-keeping and data protection
Evidence-based practice
Evidence-based practice and research literacy

Change and Organisation

Managing risk and difficult cases
Lessons learned and development
Digital transformation and IT strategy
Procurement’s contribution to organisational strategy
Variations, claims and delay: managing change on site
Workplace and organisational contexts
Change talk and readiness
Managing organisational politics
Change control and configuration
Organisational change management
Change and adoption in projects
Baseline setting and change control
Sales and marketing transformation
Measuring growth and transformation impact
Driving effective, ethical outcomes

Leadership Practice

Operational efficiency and channel management
Reconciliation and nostro/vostro management
Business continuity and crisis management
Sanctions screening and PEP management
Relationship management and cross-selling
Sales performance and pipeline management
Liquidity and funding management
Investment portfolio management
Team leadership in technology
Campaign execution and management
Thought leadership
Portfolio management and prioritisation
Value management and business value
Psychoeducation and workshops
Decision-making and problem solving

Professional Leadership Practice

Teller operations, cash handling and vault management
Category management and strategy
Change management and adoption
Performance management systems and cycles
Theories and models of leadership and management
Leading through other leaders
Executive ethics and the leader’s shadow
Project management principles and lifecycle
Team leadership within finance
Reporting quality and earnings management risks
Management reporting and decision support
Handling escalations as a leader
Regulatory change management
Conflicts of interest management
Inclusive leadership and allyship

Learning Outcomes

What You Will Achieve

Establish a comprehensive understanding of Certified Professional in Human Resources 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 CPHR 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 CPHR?

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 CPHR certification take to complete?

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

Is the CPHR internationally recognised?

What is the cost of the CPHR certification?

The Certified Professional in Human Resources 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 CPHR 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 CPHR?

The Certified Professional in Human Resources 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 CPHR?

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

Can I study the CPHR 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 CPHR?

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

Certified Professional in Human Resources

Certified Professional in Human Resources

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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