Professional in Human Resources (PHR/SPHR/GPHR)

The certification is provided by HRCI (HR Certification Institute) for HR professionals around the world, in different roles and stages of the profession, to demonstrate relevance, competence, experience, credibility and dedication to human resources to their employers, clients, staff members and professional peers. We currently offer the following three types of programs to our partnering institutions around the world.

1. The Professional in Human Resources (PHR)

The Professional in Human Resources (PHR) certification demonstrates mastery of the technical and operational aspects of HR practices and U.S. laws and regulations. The professionally relevant credential is for the HR professional who focuses on program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization and has responsibilities that focus on the HR department rather than the whole organization.

Eligibility Requirements:

2. The Senior Professional in Human Resources (SPHR)

The Senior Professional in Human Resources (SPHR) certification is recognized as a professionally relevant credential for those who have mastered the strategic and policy-making aspects of HR management in the United States. It is designed for the HR professional who plans, rather than implements, HR policy, focuses on the “big picture,” has ultimate accountability in the HR department, has breadth and depth of knowledge in all HR disciplines and understands the business beyond the HR function and influences the overall organization.

Eligibility Requirements:

3. The Global Professional in Human Resources (GPHR)

The Global Professional in Human Resources (GPHR) is a global, competency-based credential that is designed to validate the skills and knowledge of an HR professional who operates in a global marketplace. The credential demonstrates the mastery of cross-border HR responsibilities to include strategies of globalization, development of HR policies and initiatives that support organizational global growth and employer retention and creation of organizational programs, processes and tools that achieve worldwide business goals.

Eligibility Requirements:

• A minimum of 2 years of global experience in an exempt-level (professional) HR position with a Master's degree or higher, OR
• A minimum of 3 years of experience (with 2 of the 3 being global HR experience) in an exempt-level (professional) HR position with a Bachelor's degree, OR
• A minimum of 4 years of experience (with 2 of the 4 being global HR experience) in an exempt-level (professional) HR position with less than a Bachelor's degree

Course Outline

Part 1: For PHR and SPHR

I: Business Management and Strategy

Developing, contributing to and supporting the organization's mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

II: Workforce Planning and Employment

Developing, implementing and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention and organizational exit programs necessary to ensure a workforce's ability to achieve the organization's goals and objectives.

III: Human Resource Development

Developing, implementing and evaluating activities and programs that address employee training and development, performance appraisal and talent and performance management to ensure that the knowledge, skills, abilities and performance of the workforce meet current and future organizational and individual needs.

IV: Compensation and Benefits

Developing/selecting, implementing/administering and evaluating compensation and benefits programs for all employee groups in order to support the organization's goals, objectives and values.

V: Employee and Labor Relations

Developing, implementing/administering and evaluating the workplace in order to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization's goals and objectives.

VI: Risk Management

Developing, implementing/administering and evaluating programs, procedures and policies in order to provide a safe, secure working environment and to protect the organization from potential liability.

Part 2: For GPHR

I: Strategic HR Management

The development of global HR strategies to support the organization's short- and long-term goals, objectives and values.

II: Global Talent Acquisition and Mobility

The development, implementation and evaluation of global staffing strategies to support organizational objectives in a culturally appropriate manner. This includes utilizing the employer brand; performing job and cost analysis; and attracting, recruiting, hiring and managing global mobility to meet business objectives.

III: Global Compensation and Benefits

The establishment and evaluation of a global compensation and benefits strategy aligned with the business objectives. This includes financial and non-financial rewards.

IV: Talent and Organizational Development

The design, implementation and evaluation of organizational development programs and processes to effectively develop a global workforce supporting business goals, culture and values.

V: Workforce Relations and Risk Management

The design, implementation and evaluation of processes and practices that protect or enhance organizational value. This includes managing risk, ensuring compliance and balancing employer and employee rights and responsibilities on a global basis.