Advanced Human Resource Certificate Program

Start Program $49.99 Save $49.99 when you pay for this program now (original price - $79.99).


Today’s human resources managers are required to rise strategically into organizational leadership. The Chicago Institute of Business Online Advanced Human Resource Certificate Program positions you to use your HR expertise and influence to become a sought after indispensable business partner.

has been spe­cially designed for Human Resources Direc­tors, Man­agers, Spe­cial­ists and all in the senior lead­er­ship cadre in that function.

It will help to redefine your role as you gain a greater insight of your organization’s challenges, opportunities, and strategy. This online certificate program helps you gain the expertise you need to rise to or consolidate your senior HR leadership role.

Your organisation’s bottom-line success will depend on your ability to identify, develop, and measure mission critical HR initiatives.

This online certificate program consists of five courses – four compulsory courses and an elective course. Customize your learning by selecting the appropriate elective course.


As you complete each of the five (5) courses in the Chicago Institute of Business Online Advanced Human Resource Cer­tifi­cate Pro­gram, you will be able to auto­mat­i­cally down­load each course cer­tifi­cate. When you complete the fifth course you will find your final certificate in the "My Certificates" section of your account page.

At the end of your study you will have received a total of six (6) cer­tifi­cates of com­ple­tion (5 from each course and an over­all cer­tifi­cate for this pro­gram). We call it the 6-​in-​1 offer!

Better still should you require a stamped hard copy of your certificate(s), we can deliver same to any address of your choosing anywhere in the world. Simply go to the "Order Hard Copy Certificate" section of your account page.

What are you still waiting for? Enroll now for the Chicago Institute of Business Online Advanced Human Resource Cer­tifi­cate Pro­gram. It is time to get the best out of your people!

Program Features

  • Qualification Certification
  • Recognition Global
  • Provider Chicago Institute of Business
  • Prerequisites None
  • Study Mode 100% Online
  • Location Online
  • Start Date Anytime
  • Study Load 50 hours
  • Videos Yes
  • Assessment 80% pass mark. Unlimited attempts. No negative marking
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Courses: 5 (4 Com­pul­sory and 1 Elec­tive courses)

    Compulsory Courses (4)
  • Business Succession Planning Course
    • Module One: Getting Started
    • Module Two: Succession Planning Vs. Replacement Planning
    • Module Three: Preparing for the Planning Process
    • Module Four: Initiating Process
    • Module Five: The SWOT Analysis
    • Module Six: Developing the Succession Plan
    • Module Seven: Executing the Plan
    • Module Eight: Gaining Support
    • Module Nine: Managing the Change
    • Module Ten: Overcoming Roadblocks
    • Module Eleven: Reaching the End
    • Module Twelve: Wrapping Up
  • Measuring Results from Training Course
    • Module One: Getting Started
    • Module Two: Kolb’s Learning Styles
    • Module Three: Kirkpatrick’s Levels of Evaluation
    • Module Four: Types of Measurement Tools
    • Module Five: Focusing the Training
    • Module Six: Creating an Evaluation Plan
    • Module Seven: Assessing Learning before Training
    • Module Eight: Assessing Learning during Training
    • Module Nine: Assessing Learning after Training
    • Module Ten: The Long Term View
    • Module Eleven: Calculating the Return on Investment (ROI)
    • Module Twelve: Wrapping Up
  • Talent Management Course
    • Module One: Getting Started
    • Module Two: Defining Talent
    • Module Three: Understanding Talent Management
    • Module Four: Performance Management
    • Module Five: Talent Reviews
    • Module Six: Succession & Career Planning
    • Module Seven: Engagement
    • Module Eight: Competency Assessments
    • Module Nine: Coaching, Training & Development
    • Module Ten: Dos and Don'ts
    • Module Eleven: Employee Retention
    • Module Twelve: Wrapping Up
  • Train-the-Trainer Course
    • Module One: Getting Started
    • Module Two: Understanding Training and Facilitation
    • Module Three: Gathering Materials
    • Module Four: Creating a Lesson Plan
    • Module Five: Choosing Activities
    • Module Six: Preparing for the Workshop
    • Module Seven: Getting Off on the Right Foot
    • Module Eight: Delivery Tips and Tricks
    • Module Nine: Keeping it Interactive
    • Module Ten: Dealing With Difficult Participants
    • Module Eleven: Tackling Tough Topics
    • Module Twelve: Wrapping Up
    Elective Courses (Choose 1 out of the courses below)
  • Developing a Lunch and Learn Course
    • Module One: Getting Started
    • Module Two: The Prep Work
    • Module Three: Creating the Content (I)
    • Module Four: Creating the Content (II)
    • Module Five: During the Session
    • Module Six: Food and Facilities
    • Module Seven: Take Away Material
    • Module Eight: Difficult Situations or People
    • Module Nine: What a Lunch and Learn Is Not
    • Module Ten: Best Practices (I)
    • Module Eleven: Best Practices (II)
    • Module Twelve: Wrapping Up
  • Developing New Managers Course
    • Module One: Getting Started
    • Module Two: Managers are Made, Not Born
    • Module Three: Create a Management Track
    • Module Four: Define and Build Competencies
    • Module Five: Managers Learn by Being Managed Well
    • Module Six: Provide Tools
    • Module Seven: Provide Support
    • Module Eight: Identify Strong Candidates Early
    • Module Nine: Clearly Define the Management Track
    • Module Ten: Empower New Managers
    • Module Eleven: Provide Growth Opportunities
    • Module Twelve: Wrapping Up
  • Employee Motivation Course
    • Module One: Getting Started
    • Module Two: A Psychological Approach
    • Module Three: Object-Oriented Theory
    • Module Four: Using Reinforcement Theory
    • Module Five: Using Expectancy Theory
    • Module Six: Personality’s Role in Motivation
    • Module Seven: Setting Goals
    • Module Eight: A Personal Toolbox
    • Module Nine: Motivation on the Job
    • Module Ten: Addressing Specific Morale Issues
    • Module Eleven: Keeping Yourself Motivated
    • Module Twelve: Wrapping Up
  • Employee Recognition Course
    • Module One: Getting Started
    • Module Two: The Many Types of Incentive
    • Module Three: Designing Employee Recognition Programs
    • Module Four: How To Get The Buzz Out
    • Module Five: It Starts From The Top!
    • Module Six: Creating a Culture of Recognition
    • Module Seven: The Best Things In Life Are Free!
    • Module Eight: A Small Gesture Goes A Long Way
    • Module Nine: Pulling Out The Red Carpets
    • Module Ten: The Don’ts of Employee Recognition
    • Module Eleven: Maintaining Employee Recognition Programs
    • Module Twelve: Wrapping Up
  • Generation Gaps Course
    • Module One: Getting Started
    • Module Two: History
    • Module Three: Traditionalist
    • Module Four: Baby Boomers
    • Module Five: Generation X
    • Module Six: Generation Y
    • Module Seven: Differentiations Between
    • Module Eight: Finding Common Ground
    • Module Nine: Conflict Management (I)
    • Module Ten: Conflict Management (II)
    • Module Eleven: The Power of 4
    • Module Twelve: Wrapping Up
  • Millennial Onboarding Course
    • Module One: Getting Started
    • Module Two: Purpose of Onboarding
    • Module Three: Introduction
    • Module Four: Millennials and Onboarding
    • Module Five: Onboarding Checklist
    • Module Six: Engaging the Millennial Employee
    • Module Seven: Following Up With the Millennial Employee
    • Module Eight: Setting Expectations with the Millennial Employee
    • Module Nine: Mentoring the Millennial
    • Module Ten: Assigning Work to the Millennial Employee
    • Module Eleven: Providing Feedback
    • Module Twelve: Wrapping Up