Frequently Asked Questions

HRLife.pro training programs are designed in three main formats: live training via Zoom, blended learning (live classes combined with materials), and fully self-paced learning on the e-learning platform.

What matters, however, is not the “format” but the “way of learning”. In live classes, you will not experience one-way knowledge transfer. Instead, classes are designed for application: learning through real cases, group discussion, critical debate, and being continually asked to contribute your own perspective throughout.

This approach aligns with recommendations from ATD and Korn Ferry, which emphasize that professional competence is built sustainably only when learners “practice in context” rather than merely receiving theory.

Currently, HRLife.pro does not provide recordings of live sessions to learners.

This is a deliberate learning-experience design decision. The absence of recordings ensures that learners attend fully, engage proactively and avoid “deferred learning” — a very common problem in e-learning according to many studies on adult learning behavior.

In addition, not providing recordings protects the program’s intellectual property.

No. All forms of recording or distributing class content are prohibited, including for personal purposes.

As training content is considered a high-value digital asset, controlling access and distribution is a common standard in the professional training industry. Protecting IP is not only a legal matter but also directly affects the quality and sustainability of the knowledge business model.

Violations may result in immediate account suspension, no refund, and in some cases handling under prevailing law.

Not necessarily. In live courses, you can register to retake with another class.

However, this is not a default right but a conditional support mechanism. You need to notify us early (before or right after the session) so the operations team can make suitable arrangements. We run continuous classes so you can join a later class within the same window (e.g., SHRM-CP/SCP HR certification prep classes, and APTD/CPTD talent development certification prep classes).

This reflects the “shared accountability” principle in adult learning — responsibility lies not only with the training provider but also with the learner, a principle emphasized in SHRM and ATD frameworks.

Switching classes or changing schedules may be supported in some cases, but is not always feasible.

Support depends on many factors such as the training calendar, class size and class structure. Therefore, HRLife.pro cannot commit in advance to always having an alternative slot.

This reflects an operational reality: in in-depth training programs, especially highly interactive classes, maintaining class quality is usually prioritized over absolute scheduling flexibility.

We will try to coordinate with learners for the best possible support, but reserve the right to decline if the training calendar, class size and class structure do not permit.

No. All courses require 100% payment before attending, and no refund applies for changes from the learner’s side.

The core reason lies in the nature of the training product: it is digital intellectual property. Once access is granted, the content practically cannot be “recalled”. This is common to knowledge- and digital-content-based business models.

We will do our best to help learners defer tuition across up to 2 classes of the course you registered for (from 10 months to under 12 months for live-taught classes). We will notify learners when the next course begins; however, due to class structure, this support can only be provided for up to 2 consecutive seasons (applies to SHRM-CP/SCP and APTD/CPTD classes).

Refunds apply only when the fault lies with HRLife.pro, for example a class being cancelled or unable to run as initially committed.

In such cases, HRLife.pro will proactively notify and process the refund. We refund to the paying account: if the learner paid, the learner is refunded; if a company paid, we return it to the company after coordinating on accounting-governance matters.

The payment system is designed to be highly automated to optimize operations. Therefore, HRLife.pro is not obliged to handle errors arising from the user’s side during payment.

This requires learners to check information carefully before completing the transaction — similar to e-commerce platforms or other digital services.

Nevertheless, we believe systems serve people, and we will do our best to support you.

There is no commitment to any output such as “passing a certification” or “a pay raise” after the course.

Learning outcomes depend mainly on three factors: time invested, personal effort, and the ability to apply in practice.

HRLife.pro’s role is to provide frameworks, real cases and learning methods — turning them into real competence rests with the learner.

The program suits many groups, from HR newcomers to management levels, and even those intending to transition into HR.

However, the course is not suitable if you are looking for a “learn fast — instant results” solution without investing time or practice.

The program’s difference lies in developing system thinking and the ability to create business impact, rather than stopping at surface-level knowledge.

According to the 70-20-10 model popularized by Korn Ferry and the Association for Talent Development, converting knowledge into competence usually takes 3 to 6 months.

This reflects an important reality: learning is not an event but a process. Attending the course is only the starting point.

Yes, but not in the form of continuous 1:1 coaching.

Support mainly occurs through the in-class Q&A, supplementary discussion sessions or structured interactions.

This design ensures a balance between support quality and learner initiative — an important principle in adult learning theory.

Depending on the specific program, some courses may have a support group while others may not, under the new policy.

This decision is usually based on the course’s design goals and operational resources, rather than applied uniformly to all programs.

You need to provide full information about the issue, including a detailed description, illustrative images or video, and the usage context (workflow).

In a digital environment, diagnosing errors depends heavily on the quality of the input information. If information is incomplete, our ability to support will be limited.

No. The system has AI-based fraud-detection mechanisms, including logins from multiple devices or different users.

Sharing accounts not only violates policy but also affects the fairness and sustainability of the training system.

No. Security-policy violations result in permanent account lockout with no refund.

This is a mandatory standard to protect intellectual property and system quality.

Yes. You can manage your own study time, but you still need to follow the designed content sequence.

“Bypassing” content sections may cause you to lose the system logic — especially important in framework-based programs such as HR or Total Rewards.

We may run live support sessions (paid or free) to answer questions from e-learning learners. However, this is a non-committed service (if free). These supplementary e-learning support sessions will be announced via the FB fanpage, private group or email, so learners can follow and register in time.

Support lasts for 3 months from activation. After this point, technical or connection support is no longer maintained.

This reflects a common e-learning design principle: create a “learning window” long enough to learn effectively, but not indefinite, to avoid procrastination.

Most training programs on the market focus on transferring knowledge or tools. HRLife.pro, by contrast, positions its programs as a competence-transformation process.

The core difference lies in three elements: system thinking, business alignment, and practical application.

In other words, the goal is not “learning to know” but “learning to create value” — a philosophy aligned with modern HR capability-development trends per McKinsey & Company reports on the strategic role of HR in organizations.