Choose the Certification Level That MATCHES YOUR HR JOURNEY

Key Content

This foundational module introduces the heart of Human Resources—the Employee Lifecycle. Designed for beginners and early-career professionals (0–2 years of experience), it gives you a complete understanding of what HR truly means in the workplace today.

You’ll start by exploring the strategic role of HRM and how it has evolved from traditional personnel management to a key business driver—especially in Myanmar’s fast-changing corporate landscape. You’ll learn how each stage of the employee lifecycle—from attraction to exit—affects your company’s success and how HR’s core functions fit into each stage.

Not only that, this course goes beyond theory. In our practical sessions, you’ll build real-world HR workflows, design custom templates and policies, and get hands-on with tools like Power BI and QHRM HRIS. You’ll solve a real case study for a 100-employee company, practice answering 100 common HR interview questions, and leave with a productivity cheat-sheet that will help you shine in any HR team.

By the end, you’ll not only understand HR—you’ll be ready to do HR confidently.

Learning Objectives

• Define Human Resource Management and explain its strategic importance in modern organizations.
• Describe the evolution of HR globally and in Myanmar.
• Identify and explain the stages of the employee lifecycle and their business impact.
• Map core HR functions (Recruitment, L&D, Performance, etc.) to each lifecycle stage.
• Understand basic Myanmar labor laws and HR compliance requirements.
• Create HR workflows from onboarding to exit.
• Design and customize HR templates and policies suited for growing businesses.
• Analyze and visualize HR data using Power BI and QHRM HRIS.
• Confidently answer common HR generalist interview questions.
• Apply learned concepts to real-life company scenarios through case-based learning.

Course Structure

Key Content

This module is designed to build a solid foundation in Talent Acquisition, which is one of the most critical responsibilities in HR. Whether you are hiring for startups or established organizations, this module gives you the complete know-how of hiring the right talent—from drafting job descriptions to legally compliant hiring practices in Myanmar.

You will learn the entire recruitment process, including sourcing strategies, creating an employer brand, screening techniques, and how to conduct interviews that are fair and effective. We will also introduce important metrics and KPIs that every recruiter must track to measure efficiency.

In the practical sessions, you’ll gain hands-on experience in writing job descriptions using AI tools, screening real CVs through Applicant Tracking Systems (ATS), conducting mock interviews, and reviewing actual company hiring funnels. Finally, you’ll receive focused interview preparation guidance tailored to talent acquisition roles.

By the end of this module, you’ll have the skills to run a full-cycle recruitment process with confidence and compliance.

Learning Objectives

• Understand the full-cycle recruitment process and the role of HR in each step.
• Apply sourcing strategies and design effective job advertisements.
• Differentiate between screening, shortlisting, and structured interviewing techniques.
• Track and evaluate recruitment performance using key metrics and KPIs.
• Understand the legal dos and don’ts of hiring in Myanmar.
• Use AI and ATS tools to improve efficiency in the hiring process.
• Conduct mock interviews and evaluate candidate fit.
• Gain clarity on how real companies build recruitment funnels.
• Prepare confidently for talent acquisition-focused HR interviews.

Course Structure

Key Content

Data is the backbone of every HR decision—from payroll accuracy to legal compliance. This module equips you with the knowledge and tools needed to manage employee data responsibly, efficiently, and legally.

You’ll learn why accurate recordkeeping is not just an admin task, but a compliance and audit safeguard. We explore the shift from paper-based to digital HR systems, walk through Myanmar’s labor regulations around data privacy and contracts, and discuss what it takes to be audit-ready at all times.

On the practical side, you’ll use real HRMS tools to build employee files, simulate internal HR audits, and learn how to prepare organizational charts and documentation that are inspection-ready. You’ll explore compliance risks in startups and multinational companies (MNCs), and prepare for real HR interviews focused on data handling and HRIS tools.

By the end of this module, you’ll not only understand employee data compliance—you’ll be able to demonstrate it confidently in any HR environment.

Learning Objectives

• Explain the importance of accurate and up-to-date employee records in HR management.
• Distinguish between manual and digital recordkeeping and know when to use each.
• Understand Myanmar labor law requirements regarding employee documentation and data privacy.
• Demonstrate how to organize HR data for audit-readiness.
• Utilize HR Information Systems (HRIS) for compliant and efficient employee data management.
• Create practical HR checklists, forms, and organizational charts.
• Identify compliance challenges in small vs large organizations.
• Answer interview questions related to HR audits, employee records, and digital systems.

Course Structure

Key Content

Payroll is not just about paying employees—it’s about building trust, ensuring compliance, and managing costs effectively. This module dives deep into the core of payroll processing and compensation strategy, helping early-career HR professionals master everything from payslip structure to taxation.

Participants will learn how to build payroll from scratch, manage tax (Personal Income Tax) and SSB (Social Security Board) contributions, and design compensation plans that align with legal and business goals. Through real-world tools like Excel and QHRM’s Payroll Module, they’ll be able to simulate actual payroll environments.

This module empowers learners to understand compensation philosophy, benefits policy, incentive structures, and payroll audits—so they can become reliable payroll coordinators or future compensation strategists.

Learning Objectives

• Understand key components of payroll and compensation.
• Apply Myanmar tax (PIT) and Social Security Board (SSB) rules in payroll computation.
• Design salary structures for various job levels.
• Manage benefits and incentive policies in line with legal norms.
• Conduct payroll audits and ensure compliance.
• Build working payroll models using Excel and QHRM.
• Answer practical payroll-related interview questions confidently.

Course Structure

Key Content

Performance Management is not just about annual appraisals—it’s about building a performance culture that drives business results. In this expanded module, trainees will gain deep insight into how modern performance frameworks like OKRs (Objectives and Key Results), 360-Degree Feedback, Management by Objectives (MBO), and Balanced Scorecards are transforming organizations.

This module offers hands-on guidance to design performance appraisal systems tailored to organizational goals. You will not only learn how to track KPIs (Key Performance Indicators) but also how to align them with business outcomes, improve feedback quality, build high-performing teams, and ensure compliance with HR best practices.

In the practical sessions, you will create dashboards, write feedback reports, simulate real performance review cycles, use QHRM’s PMS tools, and solve real company challenges. You’ll also get equipped with a performance productivity cheat-sheet and tackle real-life interview questions asked in HR roles.

This module is essential for HR professionals seeking to master performance design, execution, and optimization.

Learning Objectives

• Understand various performance management frameworks: OKRs, KPIs, Balanced Scorecard, 360-Degree Feedback, and MBO.
• Build a complete performance appraisal system from goal setting to review.
• Use HR technology (QHRM) to implement, manage, and report on performance metrics.
• Conduct performance calibration sessions and performance improvement plans.
• Align employee performance with organizational strategy.
• Improve employee feedback culture using structured templates and tools.
• Prepare for real-world HR interviews with performance-focused questions.
• Handle legal and ethical issues in performance management and documentation.

Course Structure

Theory (10 Hours)

Practical (20 Hours – 10 Sessions)

Key Content

This module provides a practical and strategic understanding of how training and development can transform employee performance and support organizational growth. Whether you are preparing for an internal training program or designing a large-scale corporate learning roadmap, this course will equip you with the tools to succeed.

You will begin by learning how to identify learning needs, design meaningful training programs, and evaluate their effectiveness using various models like ROI (Return on Investment) and Kirkpatrick’s framework. You’ll also explore how to map skill matrices, create IDPs (Individual Development Plans), and align them to career paths and business goals.

During the hands-on sessions, you’ll create a real L&D calendar, simulate an internal training session, and learn to build training ROI models. Through a manufacturing-based case study, you’ll understand how to structure learning interventions in operational environments.

By the end, you will be able to confidently plan, execute, and measure L&D activities that make a real impact in any organization.

Learning Objectives

• Explain the strategic role of Learning & Development in HR.
• Conduct a Training Needs Analysis (TNA) and build a competency map.
• Choose appropriate delivery methods for different types of training.
• Evaluate training effectiveness using ROI and other models.
• Design career progression maps and skill development frameworks.
• Build real-life L&D calendars and training materials.
• Simulate effective training facilitation techniques.
• Demonstrate practical use of tools like LMS (Learning Management Systems).
• Analyze training challenges through real case studies.
• Prepare for common HR training interview scenarios with confidence.

Course Structure

Key Content

This module explores how to create meaningful employee experiences, drive workplace satisfaction, and build a strong organizational culture. Employee engagement is not just about team outings or surveys—it’s about creating emotional commitment to work and aligning individual goals with company values.

You’ll understand what motivates people, how to design inclusive workplaces, and how culture impacts retention. We’ll look at real-world practices like pulse surveys, feedback channels, and recognition programs that shape positive workplaces. You’ll also learn how to analyze survey results and link culture to productivity.

By the end of this module, you’ll be equipped to design company-wide engagement strategies, conduct culture audits, and lead initiatives that improve employee morale and employer brand.

Learning Objectives

• Understand key drivers of employee engagement and satisfaction.
• Design and run employee engagement surveys and interpret results.
• Create culture initiatives that improve inclusion, retention, and performance.
• Manage workplace conflicts through structured feedback and dialogue.
• Align company values and employer branding through culture programs.
• Lead workplace culture-building activities tailored to business needs.
• Confidently handle engagement-related questions in interviews.

Course Structure

Theory (5 Hours)

Practical Sessions

Key Content

In today’s digital-first world, HR professionals must be tech-savvy to drive efficiency, accuracy, and strategic insight. This module equips you with a strong foundation in HR Technology (HR Tech) and guides you through the real-world use of QHRM — Myanmar’s most comprehensive HRIS (Human Resource Information System).

We start by introducing the purpose and evolution of HR Tech, covering essential systems like Applicant Tracking Systems (ATS), Performance Management Systems (PMS), Payroll Software, and HR Analytics Dashboards. You’ll discover how automation, artificial intelligence (AI), and data visualization are transforming HR decision-making and employee experiences.

During the practical sessions, you will dive into QHRM itself — from basic navigation and module setup to using the platform for hiring, payroll, reporting, and more. You’ll create your own dashboards, build HR workflows, and learn to automate repetitive tasks. The final sessions will prepare you to demonstrate your system literacy confidently in job interviews.

By the end of this module, you’ll not only understand HR Tech — you’ll be ready to implement it.

Learning Objectives

• Explain the importance and types of HR Technology used in modern organizations.
• Describe the core functions of software like ATS, PMS, Payroll, and BI tools.
• Understand the role of automation and AI in HR operations and strategic decision-making.
• Explore the benefits and features of QHRM HRIS and how it applies to real HR workflows.
• Build real-time HR dashboards and workflows inside QHRM.
• Automate basic HR processes such as leave approval, onboarding, and performance review.
• Confidently answer system-based HR interview questions with hands-on examples.
• Appreciate how HR Tech increases accuracy, compliance, and productivity in HR departments.

Course Structure

Key Content

HR Operations is the engine room of every Human Resources function. This module dives deep into the daily execution of HR practices and the behind-the-scenes processes that ensure compliance, consistency, and operational excellence. From managing employee documents to planning internal audits, this module gives learners the capability to manage real-world HR operations confidently.

You will explore the documentation processes, understand Myanmar’s labor compliance frameworks, and learn how HR prepares for audits and inspections. The practical sessions make this module even more valuable, as you’ll build real-life calendars, write actual policies, and conduct simulated HR audits. You’ll walk away fully equipped to keep your HR department organized, legally compliant, and audit-ready.

This module is a must for anyone aspiring to manage HR operations at scale or become a dependable HR Generalist or HR Officer in any organization.

Learning Objectives

• Understand core HR operations activities and their role in business continuity.
• Prepare and organize HR documentation in line with legal and operational standards.
• Draft internal HR policies and handbooks aligned with company needs.
• Build an annual HR operations calendar with tasks, deadlines, and responsibilities.
• Prepare for internal and external audits using checklists and mock inspections.
• Handle audit questions and address compliance gaps proactively.
• Gain practical experience with creating and managing operational templates.
• Demonstrate confidence in audit-readiness in HR interviews and real roles.

Course Structure

Key Content

This module is designed for mid-level HR professionals (2–5 years’ experience) who are transitioning from operational HR to strategic HR leadership. In today’s fast-paced and competitive environment, HR is no longer just about policies and processes—it is about aligning people strategies with business goals.

In this course, you’ll explore how to drive business success through Strategic Human Resource Management (SHRM). You’ll learn how to interpret company objectives, create workforce plans that support them, and design HR metrics that show real impact. From understanding Human Capital ROI (Return on Investment) to aligning KPIs (Key Performance Indicators) with business outcomes, this module equips you with the tools to be a strategic partner in your organization.

Through practical case studies, dashboards, and real-life strategy alignment exercises, you’ll leave with the skills to speak the language of business leaders and position HR as a value-generating function. Whether you work in a growing startup or a structured corporate setting, this module will sharpen your strategic mindset and make you a more valuable HR professional.

Learning Objectives

• Explain the importance of strategic HRM in business transformation.
• Translate organizational goals into measurable HR objectives.
• Apply workforce planning models aligned with growth strategy.
• Use Human Capital ROI to evaluate HR effectiveness.
• Design HR KPIs that link employee performance with business results.
• Build HR strategy dashboards using analytics tools.
• Solve alignment problems through case-based learning.
• Prepare for interviews that test your business acumen in HR.

Course Structure

Key Content

In today’s highly competitive job market, attracting top talent isn’t just about filling vacancies—it’s about building a strong employer identity that pulls the right people in and keeps them engaged from the very first touchpoint. This module takes HR professionals beyond traditional recruiting, equipping them with the strategic know-how and digital tools to build a winning talent strategy.

Through this course, learners will master workforce demand forecasting, crafting a compelling employer brand, and building strong talent pipelines for future growth. You’ll also learn to optimize recruitment efforts using advanced metrics, budgeting strategies, and succession planning.

Every practical session offers exposure to hands-on tools used by modern Talent Acquisition teams—right from AI-based job description creation to candidate experience optimization and metrics analysis. Whether you’re improving internal hiring strategies or looking to stand out as an employer of choice, this module sets the foundation for hiring excellence.

Learning Objectives

• Forecast workforce needs aligned with business growth and HR capacity.
• Design sourcing strategies across online platforms, job boards, and internal referrals.
• Develop a strong employer branding plan to attract quality candidates.
• Plan strategic recruitment budgets and campaigns with ROI in mind.
• Build and maintain robust talent pipelines and succession strategies.
• Track recruitment effectiveness using essential KPIs and analytics.
• Practice real-time screening, shortlisting, and candidate communication strategies.
• Build case studies and hiring playbooks replicable across roles and industries.
• Prepare for talent acquisition role interviews with confidence.

Course Structure

Key Content (Motivating Description for Enrollment)

In today’s competitive job market, salary alone can’t keep top talent. What truly drives retention is a rich and seamless Employee Experience (EX)—from the first interview to the exit conversation. This module equips mid-level HR professionals with the tools to shape experiences that improve performance, increase engagement, and reduce turnover.

We explore how to measure and map every meaningful touchpoint in the employee lifecycle—starting from onboarding and continuing through career mobility and eventual separation. You’ll learn to use tools like stay interviews, internal mobility maps, and engagement surveys to turn feedback into retention strategies.

By the end of this module, you’ll be able to lead retention planning discussions, design EX-focused HR programs, and showcase how HR can deliver long-term business value through a people-first approach.

Learning Objectives

• Define Employee Experience (EX) and its business relevance.
• Identify lifecycle touchpoints that directly influence employee retention.
• Conduct stay interviews and develop action plans based on real employee feedback.
• Map internal mobility and career pathing opportunities for retention.
• Create retention-aligned onboarding and exit strategies.
• Analyze feedback to make strategic HR improvements.
• Demonstrate how strong EX drives employer branding and talent stability.

Course Structure

Key Content

This module is designed for mid-level HR professionals who are ready to move from operational payroll tasks to a more strategic understanding of total rewards systems. Compensation and benefits are not just about salaries—they are a powerful tool to attract, retain, and motivate talent. In this module, you’ll dive deep into building and analyzing compensation structures, salary benchmarking, incentive planning, and administering benefits effectively.

You’ll explore practical models for designing competitive pay bands, aligning rewards with performance, and understanding the regulatory landscape around pay compliance in Myanmar. The goal is to empower you to build a reward strategy that is fair, motivating, and aligned with business outcomes.

Real-world examples, simulations, and mock pay revision discussions will help you become confident in compensation planning, employee benefits design, and C&B interviews.

Learning Objectives

• Understand the concept of total rewards and how they impact employee behavior.
• Design salary structures using benchmarking and market data.
• Develop pay bands and variable pay systems aligned with performance metrics.
• Evaluate the cost and impact of employee benefits (insurance, allowances, wellness).
• Ensure compensation compliance with Myanmar labor laws and tax regulations.
• Prepare for performance-related pay discussions and handle C&B audits.
• Solve real-life C&B problems through simulations and interviews.

Course Structure

Key Content

Modern performance management is continuous, data-driven, and fully integrated with career growth. This module teaches you how to design and run a performance ecosystem that aligns individual goals with business outcomes while supporting talent development.

You’ll master goal-setting frameworks (OKRs, SMART), multi-source feedback (360°), Balanced Scorecard perspectives, and MOV metrics that connect daily work to strategy. Practical sessions guide you through real appraisal cycles, 9-Box talent mapping, and career-path design—using both spreadsheets and the QHRM Performance module.

By the end, you’ll be ready to lead performance reviews, build competency models, and answer tough interview questions on performance and career development.

Learning Objectives

• Explain continuous performance management and its link to business strategy.
• Design OKRs, KPIs, MOB, and Balanced Scorecards for diverse roles.
• Implement 360-degree, manager, peer, and self-feedback systems.
• Connect review outcomes to rewards, promotions, and learning plans.
• Build career pathways, competency matrices, and succession maps.
• Use QHRM and analytics dashboards to monitor performance in real time.
• Facilitate calibration meetings and 9-Box talent mapping.
• Prepare for mid-senior HR interviews on PM best practices and tools.

Course Structure

Practical — 20 Hours (10 sessions × 2 hrs)

Key Content

This module equips mid-level HR professionals (2–5 years of experience) with advanced skills to design and drive high-impact learning strategies within organizations. You’ll learn how to identify competency gaps, build strategic training roadmaps, and implement learning systems that align with business needs.

The theory sessions explore modern L&D frameworks, including in-house vs outsourced training, competency gap analysis, and ROI-driven learning programs. You’ll also understand how to build a sustainable learning culture and how to leverage Learning Management Systems (LMS) for scalable delivery.

The practical sessions are designed to make you a hands-on L&D strategist. You’ll develop a training calendar, run a TNA (Training Needs Analysis) for a department, analyze the ROI of training programs, and even build microlearning content using LMS tools. This is where strategy meets execution.

By the end of this module, you will be able to confidently lead your company’s learning transformation and align people growth with business outcomes.

Learning Objectives

• Design a complete L&D roadmap aligned with business objectives.
• Conduct Competency Gap Analysis and identify training needs.
• Decide between in-house vs outsourced learning strategies.
• Utilize LMS platforms for training delivery and tracking.
• Calculate ROI of training programs and build a learning-first culture.
• Lead strategic learning initiatives in their HR department.

Course Structure

Key Content

As the HR function rapidly evolves in the digital age, understanding and implementing Human Resource Technology (HR Tech) is no longer optional—it’s essential. This module is crafted for experienced HR professionals who want to lead digital transformation in their organization using robust HR systems like QHRM.

We will explore how HR Tech adds value by automating administrative tasks, enhancing employee experience, and providing real-time insights through dashboards and analytics. Participants will learn about critical HRMS modules such as Core HR, Payroll, Performance, and Recruitment, and understand how to evaluate, select, and roll out these tools within their companies.

You’ll also master change management practices that ensure smooth implementation, discover how to manage data privacy, audit trails, and compliance in digital systems, and gain hands-on experience with QHRM’s modular system. By the end of this module, you’ll be ready to lead any HR tech initiative confidently.

Learning Objectives

• Understand the strategic importance of HR Technology in today’s business landscape.
• Identify key modules of an HRMS and evaluate their relevance to organizational needs.
• Create a digital transformation roadmap for HR functions.
• Apply best practices in HR system implementation and change management.
• Manage risks related to data privacy, cybersecurity, and audit trails in HR Tech.
• Demonstrate the use of QHRM modules for HR automation and reporting.
• Troubleshoot implementation challenges through real-life case practice.

Course Structure

Key Content

In this module, we shift our attention to one of the most sensitive and high-stakes areas of HR—employee relations and legal compliance. Mid-level HR professionals are often called upon to handle grievances, conflict resolution, and policy violations. One wrong step can lead to serious reputational, legal, or cultural damage. This module is designed to equip HR professionals with the knowledge and hands-on capability to navigate these tricky terrains.

Participants will explore real-life workplace conflicts, role-play grievance redressal meetings, and learn how to draft clear, legally sound disciplinary policies. You’ll also deep-dive into Myanmar labor law updates, trade union engagement, and how to conduct effective internal HR compliance audits. This module also introduces you to HR’s role in fostering a fair and respectful work environment while maintaining proper legal and procedural documentation.

By the end of this module, you’ll not only be able to manage day-to-day employee issues confidently, but also prevent disputes through proactive compliance and policy design.

Learning Objectives

• Understand the importance of employee relations in maintaining workplace harmony.
• Apply structured grievance and disciplinary procedures within legal frameworks.
• Interpret and apply Myanmar labour law updates in practical workplace situations.
• Draft employee handbooks and HR policies in line with compliance standards.
• Manage trade union interactions and negotiate effectively.
• Simulate HR audits and identify policy or legal gaps before real inspections.
• Confidently answer complex employee relations scenarios during interviews.

Course Structure

Key Content

This forward-looking module is designed to equip mid-level HR professionals with the knowledge and mindset to drive innovation in their organizations. As the role of HR rapidly evolves, professionals must now think beyond traditional processes and prepare for emerging challenges in a world shaped by AI, automation, remote work, and sustainability.

We begin by exploring the Future of Work, from hybrid workplace models to how automation and AI are reshaping roles. You’ll also examine talent disruption trends, identify skills of the future, and understand how HR leaders are now expected to guide their organizations through digital, ethical, and sustainable transformation.

The course also introduces key frameworks in Environmental, Social, and Governance (ESG), as well as Diversity, Equity, and Inclusion (DEI). These are not just HR buzzwords—they’re business imperatives, and you’ll learn how to lead them with measurable impact. By the end of this module, you’ll be ready to innovate, implement, and lead your HR function into the future with clarity and confidence.

Learning Objectives

• Understand key global trends shaping the future of work (AI, hybrid work, automation).
• Identify HR’s role in driving innovation and adapting to change.
• Analyze future skill requirements and build talent strategies for disruption.
• Integrate ESG frameworks into HR strategy and operations.
• Design and promote DEI initiatives aligned with business goals.
• Evaluate the impact of technology on ethical decision-making in HR.
• Create HR-led sustainability and innovation roadmaps.
• Demonstrate thought leadership on future-focused HR issues in interviews and discussions.

Course Structure

Key Content

This advanced-level module is designed for seasoned HR professionals who are ready to move beyond functional execution and take a seat at the strategy table. It dives deep into the role of Strategic HR Leadership in today’s digital economy, where HR is expected not just to support, but to lead transformation and innovation.

You will explore how to build agile HR operating models, master change management frameworks, and develop HR strategies that directly influence business performance and long-term growth. You will also learn how HR governance, ethics, and policy-making are evolving to meet the expectations of the modern workplace.

Through immersive workshops, business partner role simulations, and data-driven decision-making with tools like Power BI, you’ll build the skills needed to become a trusted business advisor and transformation enabler within your organization. This is not just a module—it’s your next leadership step in the HR profession.

Learning Objectives

• Understand and apply the principles of Strategic HR Leadership in fast-changing business environments.
• Design agile HR operating models that align with evolving organizational needs.
• Implement effective change management practices that lead transformation.
• Leverage HR as a driver of business innovation and cultural change.
• Apply ethical governance and develop leadership-focused HR policies.
• Analyze and interpret strategic HR metrics to support business decisions.
• Prepare for leadership interviews and presentations with transformation-focused case scenarios.

Course Structure

Key Content

This advanced module takes senior HR professionals deep into the art and science of Strategic Workforce Planning (SWP) and Organizational Development (OD). As businesses face rapid transformation, workforce decisions must be proactive, data-driven, and agile. This course empowers you to forecast workforce needs, restructure teams, and align talent with strategic business priorities.

You will explore modern OD models, build succession frameworks, and use data analytics to create workforce strategies that drive long-term performance. The theory combines with immersive practical sessions—forecasting headcount using Power BI, designing org charts during live simulations, and presenting realignment projects that mirror actual business needs.

This is not just about planning for the future—it’s about building the workforce of the future with confidence and clarity.

Learning Objectives

• Understand Strategic Workforce Planning (SWP) frameworks and how to align them with business goals.
• Learn methods for designing agile and scalable organizational structures.
• Build and apply talent segmentation and succession planning models.
• Use data analytics tools like Power BI to make workforce decisions.
• Communicate organizational change effectively to internal stakeholders.
• Apply real-world forecasting, planning, and OD strategies confidently.
• Master advanced OD tools to lead major HR transformation initiatives.

Course Structure

Key Content

This advanced-level module dives into one of the most critical HR functions—hiring and developing future leaders. Executive-level talent acquisition is not just recruitment; it’s a strategic process that shapes the future direction of a company. You’ll explore modern practices in identifying, assessing, and attracting top-tier leadership talent and learn how to build long-term succession pipelines that reduce risks of leadership gaps.

The theory sessions will equip you with advanced strategies for headhunting C-suite executives, building a compelling employer brand that attracts leaders, and mastering behavioral and competency-based interviewing techniques. You’ll also understand how executive coaching plays a role in grooming internal talent for leadership.

The practical sessions are deeply immersive—participants will simulate real C-level hiring scenarios, use talent mapping tools, design leadership competency maps, and solve case-based dilemmas around internal vs. external leadership hiring. By the end of this module, you’ll be prepared to lead leadership hiring conversations at the board level and design development programs that retain your organization’s most critical assets: its leaders.

Learning Objectives

• Apply advanced hiring strategies tailored for senior and executive-level roles.
• Build and sustain talent pipelines for succession and future readiness.
• Conduct behavioral and competency-based interviews specifically for leadership roles.
• Analyze internal vs. external leadership development models.
• Design leadership competency frameworks aligned with business goals.
• Strategize employer branding for high-impact talent attraction.
• Facilitate leadership coaching and mentoring systems for internal talent growth.
• Solve real-world dilemmas in executive hiring through structured simulations.

Course Structure

Key Content

Compensation and benefits—when designed strategically—can help an organization out-hire competitors, retain top performers, and reinforce culture. This module equips senior HR leaders to craft a total-rewards philosophy that balances market competitiveness, pay equity, executive incentives, and wellness innovation. We’ll cover Myanmar regulations alongside global trends so you can advise boards with confidence. Practical sessions give you hands-on experience with benchmarking tools, CXO incentive plans, and ROI models that link benefits to attrition savings.

Learning Objectives

• Articulate a pay philosophy that aligns with organizational strategy.
• Conduct pay-equity, internal-parity, and external-benchmark analyses.
• Design executive compensation packages (fixed, variable, long-term).
• Innovate benefits for retention, wellness, and employer branding.
• Navigate Myanmar tax and regulatory frameworks plus global best practices.
• Calculate ROI on benefits vs. turnover cost and present data-driven proposals.
• Prepare for senior-level C&B interview and board-presentation scenarios.

Course Structure

Key Content

This in-depth module empowers senior HR professionals to become architects of performance transformation. You will explore advanced frameworks such as OKRs (Objectives & Key Results), 360-degree feedback systems, the Balanced Scorecard, and Management by Objectives (MBO)—all necessary tools for developing a results-driven and people-centric performance culture.

The module covers the latest trends in AI-based performance measurement, linking individual and team performance with business outcomes. You’ll also gain experience in building predictive HR dashboards, applying Power BI to performance trends, and interpreting insights for strategic decisions. This is where HR shifts from being an administrative function to a performance partner at the leadership table.

Learning Objectives

• Apply 360-degree feedback, OKRs, MBO, and Balanced Scorecard approaches effectively.
• Design and implement modern performance management systems aligned to business KPIs.
• Use predictive analytics and AI tools to identify performance gaps and drive outcomes.
• Build high-impact performance dashboards using Power BI and HRIS data.
• Understand the connection between performance results and compensation strategy.
• Handle senior-level performance review scenarios with confidence and sensitivity.

Course Structure

Theory Sessions — 10 Hours

Practical Sessions — 20 Hours

Key Content

This module prepares experienced HR professionals to lead the future of workforce development. As digital transformation redefines business operations, Learning and Development (L&D) must evolve into a strategic business function. This course helps you align learning initiatives with leadership strategy while embracing cutting-edge tools like AI-driven Learning Experience Platforms (LXPs).

You’ll explore modern upskilling approaches, succession planning at scale, and how to design future-ready capability frameworks. We’ll guide you through practical sessions like building leadership development roadmaps, running coaching sessions for senior leaders, and mapping strategic competencies. This is not just about learning delivery — it’s about creating sustainable learning ecosystems that drive growth, agility, and innovation at all levels.

By the end of this module, you’ll be ready to design and lead leadership development programs with measurable business impact.

Learning Objectives

• Understand the role of AI-powered Learning Experience Platforms in driving continuous learning.
• Build strategies for upskilling digital roles across the organization.
• Design scalable succession plans aligned to business goals.
• Create and implement leadership capability maps for senior teams.
• Measure training effectiveness through ROI and business impact models.
• Lead real coaching interventions and growth pathways for future leaders.

Course Structure

Key Content

This module is designed for experienced HR professionals looking to lead and manage digital transformation in the workplace. You’ll explore how digital tools—from HRMS to AI and RPA—are reshaping the HR function and enabling smarter, data-driven decisions.

Through hands-on exploration of modern HR technology, you will gain the confidence to lead tech implementation, evaluate software vendors, and design HR workflows powered by automation. Learn how to use data to drive adoption, measure ROI, and foster a culture of digital fluency in your HR teams. This module bridges HR strategy and digital execution, making you the digital catalyst in your organization.

Learning Objectives

• Understand the role and impact of digital transformation in HR.
• Evaluate and select appropriate HR technologies (ATS, HRMS, LMS).
• Apply AI tools in recruitment, engagement, and learning.
• Automate HR operations using Robotic Process Automation (RPA).
• Design change enablement strategies and track digital adoption success.
• Confidently lead HR tech projects and vendor negotiations.

Course Structure

Key Content

In today’s unpredictable business environment, HR professionals must be equipped to manage crises that threaten people, operations, and brand reputation. This advanced module empowers HR leaders with the strategies and frameworks needed to handle emergencies with confidence, compassion, and control.

You will learn how to create and execute Business Continuity Plans (BCPs) that include the human element— ensuring employee wellbeing, maintaining compliance, and managing workforce transitions during times of disruption. The module also explores crisis communication, restructuring after a crisis, and policies that support psychological safety and remote work governance.

Through simulations, role plays, and scenario planning, you’ll gain hands-on experience in building resilient HR systems that help your organization recover quickly and emerge stronger. Whether it’s a pandemic, economic downturn, or internal organizational shock—this module prepares you to lead with resilience.

Learning Objectives

• Understand the strategic role of HR in business continuity and crisis management.
• Design remote workforce and wellbeing policies during crisis scenarios.
• Develop HR crisis response toolkits with legal and ethical preparedness.
• Manage organizational restructuring with empathy and compliance post-crisis.
• Practice communication techniques to navigate layoffs, redeployments, and uncertainty.

Course Structure

Key Content

This module is designed for seasoned HR professionals who are working in or transitioning to regional or global HR leadership roles. As globalization becomes a core business driver, the ability to lead HR functions across borders is no longer optional—it’s essential.

Participants will learn how to craft global HR strategies aligned with business objectives across regions. You’ll explore talent mobility frameworks, compliance requirements in multi-jurisdictional setups, and how to navigate cultural complexities in international teams. Real-world case studies and practical workshops will help you confidently lead cross-border HR projects, from managing expatriate assignments to overseeing HR functions during global mergers and acquisitions.

Whether you’re expanding into new markets or managing diverse workforces across geographies, this module equips you with the tools and mindset needed for effective cross-cultural HR leadership.

Learning Objectives

• Develop and execute global HR strategies aligned with business growth.
• Navigate complexities of cross-cultural leadership and communication.
• Create and manage global mobility programs, including expatriate policies.
• Understand global compliance standards across different labor jurisdictions.
• Lead HR functions in international M&A or organizational expansion.
• Apply inclusive and culturally sensitive HR practices globally.

Course Structure