Certified in People & Culture Management – BUILDER (CPCM-B)

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