Certified in People & Culture Management – ARCHITECT ( CPCM-A)

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