The HR certificate is fully self-paced and online, perfect for working professionals. Certified by GSDC and trusted globally, this professional human resources certification holds lasting credibility without renewal fees
In today’s dynamic business landscape, organizations demand HR professionals who possess strategic insights and practical expertise. The Certified HR Professional credential from GSDC validates your command over critical HR domains talent acquisition, performance management, employee relations, payroll, and more giving you a clear edge in the job market
https://www.gsdcouncil.org/certified-hr-professional
What You’ll Learn
The certification program delivers a robust curriculum covering:
End-to-end recruitment and HR planning Performance appraisal models, motivation theories, conflict management Training need analysis and evaluation techniques Compensation strategies, benefits administration, compliance Employee relations, remote team engagement, organizational development
Plus, it offers personalized 1-on-1 sessions and capstone projects for practical application
Get Certified with GSDC
GSDC’s Certified HR Professional certification includes:
Two exam attempts, a 40-question MCQ format, lifetime validity E-learning modules, ebooks, practice tests, AI-powered interview prep Access to capstone projects and SME mentorship
The exam requires a 65% passing score within 90 minutes, aligning with globally respected HR standards
Who Should Enroll?
Ideal candidates include:
Aspiring HR professionals and fresh HR grads HR assistants through to mid-level managers Functional consultants, training managers, and OD specialists Professionals aiming to benchmark their HR skills against industry leaders
No previous experience required—making it accessible to anyone motivated to upskill.
👉 Enroll Now
Transform your HR career register today for the Certified HR Professional course and unlock full access to e-learning, AI tools, capstone work, and expert support!
https://www.gsdcouncil.org/certified-hr-professional
The role of HR has been changed a lot over time from an important business support function to the core responsibilities of any organization.https://blog.jobsearchine.com/top-hr-skills-in-demand/
Shrewdly, The Job Auction’s founders were explicit and descriptive when naming the site.
Consider what you assume The Job Auction to be for a second and ten times out of ten, its chief function will be obvious.
That isn’t to say, however, that The Job Auction shies away from its honest categorisation as a jobs board.
The site actively promotes negotiations with both the prospective employee and employer able to agree on a price and then hash out the specifics once the gavel is down.Users are also able to auction themselves, advertising their skill sets to those that require those skills for contracted employment.
This role-reversal demonstrates how interchangeable the parts are on this site are and is emblematic of The Job Auction’s fluidity, with buyer becoming seller and vice versa.Available in 67 countries on 6 Continents, it should come as no surprise that this brand intends to be a global success.
Simply another way The Job Auction is a jack-of-all-trades and the quintessential modern professional’s jobsite.Be it a skill, job or career, it can be auctioned, bid for and bought by anyone.
Bottom Line: CHROs and the HR teams they lead need to commit to keep learning and adopting digital technologies that help improve how they hire, engage and retain talent if they're going to stay competitive.Driven by the urgency to keep connected with employees, customers and suppliers, McKinsey's recent Covid-19 survey finds global organizations are now seven years ahead of schedule on digital transformation initiatives.
By providing Business Continuity Planning (BCP), HR's contributions to digital transformation separate the organizations that thrive despite crises versus those left behind, according to McLean & Company's 2021 HR Trends Report.
These areas include analyzing the employee skills gap (24%), developing employees on new competencies (24%) and training new employees in specific new skills (21%).
Improving talent acquisition, retention, diversity and inclusion and employee experiences by digitally transforming them with greater personalization at scale and visibility is key.
The largest gaps are often in the following four areas: recruiting and talent acquisition; retention of top talent and diverse talent; lack of visibility into employee capabilities; and workforce strategies not aligned to business strategies.
McKinsey’s recent Covid survey found that 75% of organizations digitally transforming their operations, including HR, were able to fill tech talent gaps during the crisis:Top talent retention is more of a problem than many organizations realize, with top performers receiving between five and ten recruiter calls a month or more.
