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Certified Employee Assistance Professional

Online Certification  ·  11 Week  ·  Globally Recognised  ·  (CEAP)

✅ 2026 Edition 🎓 CPD Accredited 🌍 100+ Countries 📜 Digital + Physical Certificate 100% Online
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Executive Summary

Certified Employee Assistance Professional

Designed for today’s high-impact professionals, the Certified Employee Assistance Professional (CEAP) delivers a rigorous Advanced-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 11 Week programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CEAP holders are recognised by leading organisations across Africa, the Gulf, Europe and the Americas as qualified, results-driven professionals. Whether you are advancing your current career or transitioning into new responsibilities, this certification provides the competitive edge you need in 2026 and beyond.

Programme Overview

Certification at a Glance

Certification
Certified Employee Assistance Professional
Acronym
CEAP
Category
Human Resources
Level
Advanced
Duration
11 Week
Delivery Mode
100% Online
Assessment
Online Examination
Certificate
Digital + Physical
CPD Eligibility
CPD Accredited
Alumni Benefits
GLI Network Access
Self-Paced
USD 449
Live Virtual
USD 649
Target Audience

Who Should Enrol?

  • Attracting and Hiring Well — applied to your own work
  • Designing Roles and Paying Fairly — applied to your own work
  • Managing Performance and Capability — applied to your own work
  • Discipline, Grievance and Fair Process — applied to your own work
  • Developing, Retaining and Exiting — applied to your own work
  • The HR Professional Remit — applied to your own work
Programme Inclusions

Everything Included in Your Enrolment

  • All study materials and study guide
  • Access to GLI online learning portal
  • Online examination and assessment
  • Digital certificate and digital badge
  • Physical certificate (shipped to you)
  • CPD credits for professional bodies
  • GLI alumni network membership
  • Facilitator and tutor support
  • Resource downloads and reference library
  • Automatic enrolment confirmation
Certification Benefits

Why This Certification Matters for Your Career

Career Advancement
Accelerate your career towards CHRO and senior people-management roles
Professional Recognition
Credential aligned with SHRM, CIPD and ILO Labour Standards
Leadership Capability
Develop the strategic and operational skills to lead complex human resource management functions
Organisational Impact
Design and implement human resource management systems that drive performance and measurable results
Compliance Readiness
Master the standards, compliance and ethical governance central to human resource management
Global Employability
Qualify for human resource management roles across multinationals, NGOs and international organisations worldwide
Competency Framework

Core Competencies You Will Develop

✦Talent Acquisition, Resourcing and Onboarding
✦Learning, Development and Talent Management
✦Performance, Reward and Employee Relations
✦HR Strategy, Analytics and Workforce Planning
✦Employment Law, Compliance and HR Governance
✦Professional Ethics and Governance
Course Curriculum

Programme Modules

Click any module to explore the detailed curriculum topics included in this certification.

1
Foundations and Strategic Context of Certified Employee Assistance Professional
  • Certified Employee Assistance Professional: industry context, trends and professional standards
  • The HR function: roles, operating models and value creation
  • Aligning HR strategy with organisational strategy
  • The employee lifecycle and HR value chain
  • HR competencies and professional standards (SHRM, CIPD)
  • The business partner and centre-of-excellence model
  • HR's role in culture, values and employer brand
  • Ethics, confidentiality and professional conduct in HR
  • Employment relationship and the psychological contract
  • Global and comparative HR contexts
  • Building a personal HR development plan
2
Attracting and Hiring Well
  • Selection validity and structured hiring
  • Competency frameworks and skills taxonomies
  • Onboarding and time to productivity
  • Flexible and hybrid working design
  • Analytical techniques and bias
  • Health and safety legal duties
  • Cross-cultural and global inclusion
  • Embedding values and behaviours
  • Communicating and reporting to leadership
  • Managing HR projects and change
  • Team leadership within HR
  • Large-scale transformation and agile ways of working
  • Job analysis, job design and role profiling
  • Corporate social responsibility and ESG
  • Professional accreditation and CPD
3
Designing Roles and Paying Fairly
  • Job design and role architecture
  • Reward architecture and pay equity
  • Inclusion and the fairness of people decisions
  • Employment law framework and contracts of employment
  • HR function performance and service levels
  • Continuous improvement and lean HR
  • Preparing financial statements
  • Financial reporting frameworks (IFRS/GAAP)
  • Business case, cost and impact analysis
  • Interpreting financial statements
  • Ratio and trend analysis
  • Managing employment disputes and tribunals
  • Attrition, engagement and productivity analytics
  • Diversity and pay-equity analytics
  • Applicant tracking systems and recruitment analytics
4
Managing Performance and Capability
  • Performance management that changes behaviour
  • Absence, capability and ill-health management
  • Employee engagement and what actually drives it
  • Management accounts and dashboards
  • Absence, attendance and capability management
  • Change, restructuring and consultation
  • Budget vs actual and variance
  • AI and automation in HR processes
  • Cybersecurity and data protection in HR
  • Descriptive, diagnostic and predictive analytics
  • Evidence-based HR decision-making
  • Cost and profitability analysis
  • Data visualisation for finance
  • HR policies, handbooks and compliance
  • Decision support and insight
5
Discipline, Grievance and Fair Process
  • Employee relations, discipline and fair process
  • Employment compliance and the HR risk agenda
  • Collective relations and union engagement
  • Linking performance to reward and consequence
  • Process automation and workflow
  • Digital HR and the employee experience platform
  • Inclusive leadership and allyship
  • Organisational culture assessment and change
  • The HR business partner role and mandate
  • Facilitation and difficult conversations
  • Sustaining and measuring change
  • Confidentiality and handling sensitive data
  • Conflicts of interest and integrity
  • Corporate governance and HR’s role
  • Attachment and developmental theory
6
Developing, Retaining and Exiting
  • Learning transfer and capability building
  • Career architecture and internal mobility
  • Exit, offboarding and organisational memory
  • Employee voice, surveys and action planning
  • Professional roles, boundaries and settings
  • Retention strategy and turnover analysis
  • Sustaining ethical, effective practice
  • Consulting skills and contracting with the business
  • Commercial awareness and organisational context
  • Ethical frameworks and codes of practice
  • Employee and manager self-service
  • Data quality, integration and master data
  • Vendor management and system governance
  • Workforce reporting and storytelling with data
  • Cost of workforce and ROI of HR interventions
7
The HR Professional Remit
  • The HR operating model and business partnering
  • Employment compliance and the HR risk agenda
  • HR service delivery and case management
  • Data protection and employee privacy
  • Duty of care and risk management
  • Complaints, accountability and fitness to practise
  • Belonging, culture and employee resource groups
  • Stakeholder mapping and influencing
  • Coaching leaders and managers
  • Organisation development principles and practice
  • Diagnosing organisational readiness for change
  • Legal responsibilities and professional bodies
  • Future of work and workforce transformation
  • Communication strategy in change programmes
  • People analytics tooling and dashboards
8
Learning and Training
  • Evaluating learning impact (Kirkpatrick, ROI)
  • Instructional design and blended learning
  • Learning technologies and the LMS
  • Scaling learning across the organisation
  • Measuring learning transformation impact
  • Professional ethics in education and training
  • Responsible use of AI in learning
  • Learning KPIs and scorecards
  • Driving measurable learning impact
  • Building a learning culture
  • Learning in the flow of work
  • Evaluating learning: from reaction to results
  • Managing the training function as a business
  • Learning needs analysis at organisational level
  • Knowledge management and organisational learning
9
Financial Awareness
  • Cost, quality and cycle-time metrics
  • Headcount budgeting and establishment control
  • Time-to-hire, quality-of-hire and cost metrics
  • Sector-focused SME finance
  • Microfinance models and methodologies
  • Digital financial services
  • Sustainability of microfinance
  • Finance, procurement and supply modules
  • Feasibility, cost and quality analysis
  • Budgeting and resource management
  • The finance operating model and business partnering
  • Cost and price analysis
  • NGO financial management and budget-versus-actual discipline
  • Vehicle financing, insurance and total cost of ownership conversations
  • Costing production: standard costs, variances and the true cost of scrap
10
Operations and Service
  • Span of control, delayering and operating models
  • Discipline, conduct and fair-process management
  • People analytics maturity and operating model
  • Process improvement and HR operating efficiency
  • Continuous improvement of finance processes
  • Client feedback and satisfaction
  • Integration with quality and environment
  • Design review and quality
  • Productivity, collaboration and workflow tools
  • Process improvement and lean thinking
  • Quality management and standards
  • Professional ethics in customer service
  • Governance of service standards
  • Responsible and ethical service
  • Service KPIs: CSAT, NPS, CES, SLAs
11
Risk and Governance
  • Stakeholder engagement and risk management
  • Regulatory compliance and audit
  • Audit risk and materiality
  • Emerging assurance areas (ESG)
  • Corporate governance principles and purpose
  • Governance and accountability
  • Quality assurance and standards
  • L&D operating models and governance
  • Managing risk and difficult cases
  • Governance, risk and compliance (GRC)
  • Governance and organisational value
  • Risk registers and monitoring
  • Communicating risk to the workforce
  • Lessons learned and development
  • Security risk management methodology
12
Technology and Systems
  • HR technology selection and implementation
  • Designing and facilitating groups
  • Water supply systems: sources, treatment and distribution
  • Telehealth and digital care delivery
  • Psychoeducation and workshops
  • Practice management systems
  • Ethics of technology in practice
  • Agile and digital transformation projects
  • Portfolio and resource management systems
  • Automation in project delivery
  • Emerging project technologies
  • Email and marketing automation
  • Marketing technology stack
  • CRM and marketing automation platforms
  • Professional case study and presentation
13
Projects and Delivery
  • Workforce planning and the capability gap
  • Capacity planning and line balancing
  • Projects and expansion: connecting the unserved
  • Range planning and category management
  • Mine planning and methods: surface and underground
  • Risk assessment and safety planning
  • Goal setting and contracting
  • Media planning and buying
  • Public health programmes: prevention and outreach
  • Forecasting and planning
  • Designing an intervention or programme
  • Project initiation and chartering
  • Integrated project planning
  • Project management plan development
  • Resource planning and levelling
14
Ethics and Professional Standards
  • Professional ethics and codes of conduct in HR
  • Ethical use of AI and analytics in HR
  • Driving effective, ethical outcomes
  • Ethical, risk and feasibility considerations
  • Data, records and confidentiality tech
  • Professional ethics and responsibility (PMI)
  • Conflicts of interest and procurement ethics
  • Professional standards and ethics
  • Marketing and sales ethics
  • Treatment planning and review
  • Managing complexity and comorbidity
  • Ethics and treating customers fairly in insurance
  • Regulation, ethics and misinformation in media and telecoms
  • Health records, data and confidentiality
  • Ethical principles and codes of practice
15
Health and Wellbeing at Work
  • Predictive safety analytics
  • Automation and safety technology
  • Toolbox talks and safety communication
  • Resilience, wellbeing and stress management
  • Event risk, safety and contingency planning
  • Industrial utilities, energy and process safety interfaces
  • Goal setting and action planning
  • Habit change and behaviour design
  • Accountability and follow-through
  • Healthcare quality, safety and accreditation
  • Procurement and stock management for health commodities
  • Health, safety and compliance in delivery
  • Brand safety and responsible marketing
  • Customer and brand health metrics
  • Brand health and measurement
16
Teams and Collaboration
  • Facilitation and workshops
  • Virtual and distributed teams
  • Team leadership and motivation
  • Leading project teams
  • Team development and effectiveness
  • Coaching and developing team members
  • Managing virtual and cross-cultural teams
  • Building high-performing project teams
  • Cross-functional collaboration with product and service
  • Team leadership in sales and marketing
  • Facilitation, training and public presentation skills
  • Facilitation in mixed-ability, multilingual rooms
  • Strengths, flow and engagement
  • Working with referrers and multidisciplinary teams
  • Collaboration and teamwork
17
Strategic Context
  • Organisational design principles and structures
  • Business continuity and recovery
  • Vision, mission and strategic intent
  • Competitive strategy and positioning
  • Business model design and innovation
  • Setting strategic priorities and choices
  • Aligning teams around strategy
  • Strategy execution and the balanced scorecard
  • Strategic decision-making under uncertainty
  • Measuring strategic progress
  • Turning strategy into results
  • Meaning, purpose and values
  • Linking CX to business performance
  • Building the business case for CX
  • Sustaining strategic customer focus
18
Diversity and Inclusion
  • Nomination, succession and diversity
  • The business case for diversity and inclusion
  • Team diversity and inclusion
  • Brand strategy, identity and equity
  • Financial inclusion and agency banking
  • Financial inclusion strategy
  • Brand equity and positioning
  • Financial inclusion and the evolving customer
  • Digital accessibility and inclusion
  • Financial inclusion and serving underbanked markets
  • Diversity, inclusion and inclusive leadership
  • Assets, liabilities and equity reporting
  • Gender, youth and social inclusion in agricultural development
  • Community engagement and equity
19
International Practice
  • Cross-cultural communication
  • Key global frameworks: FAO, GlobalG.A.P., SDGs and national strategies
  • Outcome and process measures
  • Grades, standards and export certification (GlobalG.A.P.)
  • Global sourcing and trade
  • The agricultural sector: systems, actors and global food value chains
  • Transfer pricing and international tax
  • Global sourcing and international trade
  • International and cross-border tax
  • Culture change and behaviour embedding
  • Implementation and change plan
  • Psychometric and screening tools
20
Standards and Improvement
  • Management review and improvement
  • Certification and continual improvement
  • Professional standards and continuing development
  • Productivity and efficiency improvement
  • Professional standards and ethics (CIPS)
  • Supplier development and improvement
  • Data quality and master data management
  • Sustainable procurement principles and standards
  • Continuous risk monitoring
  • In-process quality control and inspection
  • Service quality and the passenger experience in transport
  • Quality management on site: inspections, hold points and defects
  • Reporting quality and governance
  • Evidence-based improvement
  • Emerging tools and innovation
21
Workforce Practice
  • Customer (employee/manager) satisfaction
  • Employer branding and employee value proposition (EVP)
  • Talent review and succession in practice
  • Employee experience and engagement
  • Customer and employee satisfaction
  • Talent and capability ecosystems
  • Career and talent development
  • Talent, succession and workforce learning
  • Employee engagement models and drivers
  • Strategic workforce planning and demand forecasting
  • Succession planning and talent pipelines
  • Workforce management and scheduling
  • Loyalty programmes and rewards
  • Workforce planning and scheduling
  • Reward strategy and total reward frameworks
22
People Development
  • Career development and internal mobility
  • Wellbeing and resilience coaching
  • Measuring coaching outcomes
  • Scaling delivery capability
  • Schedule development and optimisation
  • Sales enablement and coaching
  • Career pathways and continuing professional development
  • Setting professional goals and a personal development plan
  • Land-use planning, capability and degradation management
  • Coaching and quality monitoring
  • Training and capability building
  • Assessment that measures capability
  • Coaching, mentoring and on-the-job development
  • Managing resistance and capability building
  • Category management and strategy development
23
Performance and Measures
  • HR metrics, KPIs and the HR scorecard
  • Objective setting: KPIs, OKRs and cascading goals
  • Appraisal, calibration and managing underperformance
  • Communicating with families and carers
  • Capacity and performance management
  • Setting objectives, indicators and targets
  • Yield, productivity and profitability metrics
  • System operation and performance
  • Net Promoter Score and satisfaction metrics
  • Performance management in service
  • Coaching for performance
  • Corporate objectives and shareholder value
  • Performance measurement and KPI dashboards
  • Continuous feedback and performance conversations
  • Professional writing and reports
24
Culture and Wellbeing
  • Whistleblowing and speak-up culture
  • Psychoeducation and public communication
  • Managing difficult conversations
  • Building trust and engagement
  • Behaviour change and adoption of innovations
  • Service culture and brand promise
  • Building a customer-centric culture
  • Proactive engagement and success
  • Win-back and re-engagement
  • Building a service culture
  • Customer and community engagement
  • Buyer behaviour and the customer journey
  • Negotiation tactics and behaviours
  • Culture as a strategic asset
  • Working with organisations on wellbeing
25
Legal and Compliance
  • Designing an HR intervention or policy
  • Regulatory change management
  • Legal and regulatory responsibility
  • Environmental legal compliance
  • Legal, cost and feasibility analysis
  • Contractor and visitor safety
  • Legal and other requirements
  • Compliance monitoring and enforcement
  • Regulatory awareness and compliance
  • Contract administration and variation
  • Tax administration and compliance
  • Grant compliance and restricted funding management
  • Policy administration and customer service in insurance
  • Insurance regulation and consumer protection
  • Vendor, venue and supplier contracting for events
26
Evidence and Analytics
  • Diagnosis and evidence gathering
  • Benchmarking and external data sources
  • People analytics and HR measurement
  • Psychodynamic and psychoanalytic approaches
  • Leading groups and workshops
  • Record-keeping and data protection
  • Evidence-based practice
  • Evidence-based practice and research literacy
  • AI and predictive project analytics
  • Data quality and governance
  • Customer personas and insight
  • Master data and configuration
  • Data migration and cleansing
  • Data protection and learner privacy
  • Audit evidence, sampling and professional scepticism
27
Change and Organisation
  • Restructuring, redundancy and organisational change
  • Change management models (Kotter, ADKAR, Lewin)
  • Change control and configuration
  • Organisational change management
  • Change and adoption in projects
  • Measuring change and project impact
  • Baseline setting and change control
  • Sales and marketing transformation
  • Measuring growth and transformation impact
  • Soil chemistry, pH and cation exchange capacity
  • Customer experience transformation
  • Workplace and organisational contexts
  • Change talk and readiness
  • Managing organisational politics
  • Digital and self-service transformation
28
Leadership Practice
  • Offer management, negotiation and pre-boarding
  • Project management principles and lifecycle
  • Risk management planning
  • Financial, management and cost accounting distinguished
  • Management reporting and decision support
  • Capital structure and financing decisions
  • Reading financial statements as a manager
  • Financial regulation and prudential supervision
  • Costing methods and relevant cost for decisions
  • Conflicts of interest management
  • Leadership and management development
  • Investment portfolio management
  • Thought leadership
  • Make-versus-buy decisions
  • Performance and dispute management
29
Communication and Influence
  • Negotiation strategy and planning
  • Sustainability reporting and disclosure
  • Risk registers and reporting
  • Tax provisioning and reporting
  • Property viewings, offers and negotiation to close
  • The media and telecommunications landscape
  • Writing advisory reports that drive decisions
  • Integrated and sustainability reporting
  • KPIs and performance reporting
  • Reporting automation
  • Communicating financial results
  • Professional report writing and presentation
  • Communication and interpersonal skills
  • Influencing and presenting insights
  • Integrated marketing communications (IMC)
30
Stakeholders and Partnering
  • Categories of spend and stakeholders
  • Strategic customer relationships
  • Managing boundaries and dual relationships
  • Peer support and consultation
  • The project environment and stakeholders
  • Stakeholder and sponsor management
  • Stakeholder rights and fair treatment
  • Stakeholder identification and analysis
  • Building strategic customer relationships
  • Partnering and co-creation with customers
  • Negotiation with clients and partners
  • Stakeholder mapping and engagement
  • Learner and stakeholder satisfaction
  • Stakeholders and users of financial information
  • Stakeholders, agency and accountability
Learning Outcomes

What You Will Achieve

  • Attracting and Hiring Well — applied to your own work
  • Designing Roles and Paying Fairly — applied to your own work
  • Managing Performance and Capability — applied to your own work
  • Discipline, Grievance and Fair Process — applied to your own work
  • Developing, Retaining and Exiting — applied to your own work
  • The HR Professional Remit — applied to your own work
Enrolment Process

How to Get Certified

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Frequently Asked Questions

Common Questions

What is the CEAP certification?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

Who should enrol in the CEAP?

This certification is ideal for HR Managers and Directors, HR Business Partners, Learning and Development Managers and Employee Relations and OD Specialists, and other professionals seeking to formalise their expertise in human resource management, talent development and organisational effectiveness with a globally recognised credential.

How long does the CEAP certification take to complete?

The programme is structured over 11 Week and offers flexible learning modes. Self-paced learners can progress at their own schedule, while live virtual participants follow a structured cohort schedule with facilitator-led sessions.

Is the CEAP internationally recognised?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

What is the cost of the CEAP certification?

The Certified Employee Assistance Professional is offered in two formats: Self-Paced at USD 449 and Live Virtual at USD 649. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CEAP certification include?

Enrolment includes all study materials and study guides, access to GLI's online learning portal, online examination, digital certificate and badge, physical certificate (posted), CPD credits, GLI alumni network membership, and ongoing facilitator support.

What is the assessment format for the CEAP?

The Certified Employee Assistance Professional is assessed through an online examination consisting of multiple-choice questions, case study analysis, and practical application assignments. The assessment is designed to evaluate real-world competency, not just theoretical recall.

What CPD credits do I earn from the CEAP?

The Certified Employee Assistance Professional carries Continuing Professional Development (CPD) credits, which can be applied towards professional body requirements including recognised international professional associations.

Can I study the CEAP while working full-time?

Absolutely. The self-paced option is designed for busy working professionals and allows you to study when and where it suits you. Live virtual sessions are typically scheduled in the evenings or on weekends to accommodate professional commitments.

What career outcomes can I expect from the CEAP?

Graduates progress towards CHRO and senior people-management roles. The CEAP strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Graduate Voices

What Our Alumni Say

“

The curriculum was directly applicable to my daily work. I immediately applied what I learned and saw results within weeks of completing the programme.

HR Director
Private Sector
“

GLI's certification is the most practical professional programme I have attended. The international frameworks gave me credibility with my employer and clients.

People Manager
NGO Sector
“

I earned my CEAP while working full-time. The self-paced format made it possible, and the quality of the content is genuinely world-class.

Talent Lead
Government
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