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The HR Certification Institute® (HRCI®), headquartered in the U.S., is the premier credentialing organization for the human resources profession. For 40 years, HRCI has set the standard for HR mastery and excellence around the globe.

PHRi Preparation Course
The Professional in Human Resources - International  (PHRi)

2018 PHRi Body of Knowledge Outlines

Module 1 : Talent Acquisition (19%)

Actions needed to make sure an organization has employees with the right skills in the right positions at the right time.

  1. The job analysis process and organization needs
  2. Job evaluation and job descriptions
  3. Existing best recruitment practices, platforms, sourcing channels, and labor market
  4. Existing best recruitment practices and trends (utilizing different platforms or channels to source talent)
  5. Current market situation and talent pool availability (internal and external)
  6. Interview and assessment methods
  7. Job requirements
  8. How to measuring recruiting effectiveness (e.g., time-to-fill, cost-per-hire)
  9. Applicant tracking systems and/or methods
  10. General compensation and benefits administration methods (e.g., market reference ranges/pay tiers, compa-ratio, fringe benefits)
  11. Verbal and written offer/contract techniques

Module 2 : HR Administration and Shared Services (19%)

Activities that support employees and managers by responding to requests for information and gathering and storing information in a manner that ensures integrity and accurate retrieval.

  1. Organization policies, procedures, ongoing programs, and other engagement activities
  2. Record keeping requirements
  3. Regulations related to handling sensitive personal data
  4. Leave management policies and processes
  5. Statutory leave of absence requirements (e.g., holidays, paid leave, maternity)
  6. Benefits tracking systems
  7. Organization benefits and compensation policies and processes
  8. Statutory requirements related to benefits
  9. HR Information Systems (HRIS) platforms
  10. Onboarding process and logistical arrangements
  11. Employment lifecycle
  12. Legal requirements to onboard new employees
  13. Organization values, history, organizational structure
  14. Offboarding process and logistical arrangements
  15. Legal requirements to separate employees
  16. Upcoming updates, changes, organization news
  17. Employee demographics in order to effectively communicate with all employees
  18. Various organizational structures

Module 3 : Talent Management and Development (19%)

Processes that support effective talent management, employee engagement and development.

  1. Best practice survey methods
  2. Job analysis
  3. Principles of employment
  4. Market trends
  5. Learning and development tools and methodologies
  6. Coaching and mentoring methods
  7. Organizational structure
  8. Qualitative/quantitative survey and reporting methods
  9. Corporate culture and policies
  10. Emerging HR trends and the impact on the workplace
  11. Organization’s performance management strategies and methodologies
  12. Adult learning theories and best practices
  13. Organization’s development strategy

Module 4 : Compensation, Benefits, and Work Experience (17%)

Total reward systems that support recruitment, retention, and recognition of employees and improve organizational results.

  1. Benefits and compensation strategy and the connection to human capital strategy
  2. Methods to align and benchmark compensation
  3. Employee engagement principles and theories to enhance employee experience
  4. Benefits and compensation programs in extensive detail
  5. Employee Value Proposition and its effect on employee engagement, talent acquisition, and retention
  6. Current market data obtained through market studies and salary surveys
  7. Pay structure techniques

Module 5 : Employee Relations and Risk Management (16%)

Policies and practices that ensure workplace safety, legal compliance and employee satisfaction.

  1. Regional safety laws and guidelines
  2. Process management
  3. Specific employment laws and guidelines
  4. Corrective action methods
  5. Organization policies
  6. Legal best practices
  7. Internal and external audit procedures
  8. Proper documentation methods and systems
  9. Recordkeeping best practices
  10. Business continuity plan development
  11. Process mapping and workflow development
  12. Local labor compliance and regulations
  13. Investigation practices

Module 6 : HR Information Management (10%)

Processes that help the organization access and use human resource technology.

  1. Existing business processes within areas of expertise
  2. Organizational policies and procedures
  3. Gap analysis
  4. Effective data reporting
  5. Existing HRIS, reporting tools, and other systems
  6. Change management tools and techniques
  7. Different communication techniques
  8. Knowledge management techniques and practices
  9. Organization structure and responsibilities
  10. Job profiles to ensure proper access to users
  11. Ongoing processes the system performs
  12. Organization HRIS/tools/procedures
  13. Trends and root causes of problems
  14. Existing processes in the organization
  15. User and customer requirements
  16. Business

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