TOTAL QUALIFICATION TIME
100 HOURS
EXAM CODE
PHRi ® Exam
COURSE DESCRIPTION
The Professional in Human Resources – International (PHRi®) certification is a globally recognized credential tailored for HR professionals operating across international borders. This comprehensive program equips participants with essential knowledge and skills to navigate the complexities of global HR management effectively.
With a focus on aligning HR strategies with organizational objectives and fostering inclusive workplace cultures, the PHRi® certification empowers professionals to drive positive change and contribute to the success of multinational organizations. By mastering key concepts in areas such as compensation and benefits, learning and development, and HR technology, participants gain the necessary tools to enhance employee engagement, promote talent retention, and mitigate risks associated with cross-border operations. Whether aiming to advance their careers or seeking to elevate HR practices within their organizations, the PHRi® certification serves as a testament to professionals’ dedication to excellence in international HR management, setting them apart as trusted leaders in the field. Upon completion of this course, students will have the skills necessary to serve as human resource managers, as well as the preparation needed to sit for the PHRi ® exam.
LEARNING OUTCOMES
Upon completing the training program, the learner will have a great deal of understanding on the five key Functional Areas of Human resource, namely the following:
- Business Management
- Workforce Planning and Talen Acquisition
- Learning and Development
- Total Rewards
- Employee Engagement
- Employee and Labor Relations
- HR Information Management
COURSE OUTLINE
- Module 1: Business Management
- Interpret and apply information related to the general business environment and industry best practices
- Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)
- Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])
- Understand metrics and interpret data to support business initiatives and recommend strategies (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)
- Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)
- Module 2: Workforce Planning and Talent Acquisition
- Apply relevant labor laws and understand their impact to organizational hiring policies to adhere to legal and ethical requirements
- Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions
- Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)
- Module 3: Learning and Development
- Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)
- Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)
- Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])
- Module 4: Total Rewards
- Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)
- Implement and promote awareness of non-monetary rewards (for example: workplace amenities, flexible scheduling, remote/hybrid options)
- Understand and administer benefit and leave programs (for example: health plans, retirement plans, employee assistance plans, paid time-off, other insurance)
- Monitor and sustain compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)
- Module 5 : Employee Engagement
- Measure and advise on functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, performance management, retention, exit process, alumni program) and identify alternate approaches as needed
- Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)
- Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)
- Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force, offboarding)
- Module 6 : Employee and Labor Relations
- Understand and apply knowledge of programs, applicable laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example: corporate social responsibility [CSR])
- Support workplace programs relative to health, safety, security, and privacy laws and regulations
- Provide interpretation and ensure compliance to organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)
- Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example: investigate, document, initiate, recommend solutions, abide by grievance and ADR [alternative dispute resolution] procedures)
- Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable laws affecting union and nonunion workplaces (for example: antidiscrimination policies, harassment)
- Module 7 : HR Information Management
- Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes)
- Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends)
- Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy
COURSE FORMAT
The taught instructor-led course will be a suitable mix of lectures, tutorials, workshops, case studies, videos and hands on practical exercises. Delegates will be given immediate opportunities to apply what they have learned with real life problems and case studies.
PREREQUISITES
Learners who are to register for the course should have any of the below requisites:
- At least 4 years of professional-level HR experience
- Bachelor’s Degree / At least 2 Years of Professional Level HR Experience
- Master’s Degree/ At least 1 Year of Professional Level HR Experience
CAREER PATHWAYS AND JOB ROLES
Professionals who obtain the PHRi® certification open doors to a wide range of career pathways and job roles in the field of international human resources management. Some potential career pathways and job roles include:
- International HR Manager
- Global Talent Acquisition Specialist
- Compensation and Benefits Specialist
- Cross Cultural HR Consultant
- International HR Compliance Manager
- Global learning and Development Specialist
- HR Business Partner
- International HR Analyst
- HR Director
