P R O F E S S I O N A L     C E R T I F I C A T E S 

   Global Professional in Human Resources (GPHR)

  Program Objectives

Fosters effective dealing with
HR strategic planning
International competition
Management Staffing
Family/social issues that affect workplace
Employee rights & other issues
Pre-requisites and Requirements
At least two years of exempt-level (professional) HR work experience.
At least 51 percent of their daily activities are within the human resource function.

  Exam Window (s)
May
December
For more information on exam & registration deadlines, please visit GPHR Exam Schedule

  Course Date (s)
January-May
August-November

  Continuing Professional Education (CPE)
Credit hours can be obtained through continuing education, instruction, on-the-job experience, research and publishing, leadership and professional membership in a national or international HR professional association.

For more information, please visit GPHR- Multiple Designations

  Program Contents
The percentages that follow each functional area heading represent the weight of each in the GPHR exam.

Strategic HR Management (22%) - The development of HR strategies and programs to allow the organization to meet its short- and long-term business needs. This includes establishing HR policies and initiatives that support the organization’s global growth and reputation as an employer.

Global Staffing (10%) - The process of planning, developing, implementing and evaluating staffing initiatives on a worldwide basis to ensure that the organization’s staffing goals and objectives are met. This includes recruiting and hiring, placement and termination on a global basis.
 
International Assignment Management (28%) - The establishment of international assignment strategy and policies. This includes planning, implementing, administering and evaluating all activities relating to international assignments or global mobility. It also covers such areas as legal (visa and immigration), compensation, benefits, tax, relocation and security implications for all global assignments–cross-border business travel, short-term, long-term, sequential and permanent assignments.

Global Compensation and Benefits (16%) - The establishment of global compensation and benefits philosophy and strategy. The development, implementation and evaluation of compensation and benefits programs, processes and tools in line with competitive practice, the company’s business objectives and legal requirements.

International Employee Relations and Regulations (10%) - Processes and practices that ensure the creation of favorable employment conditions that balance employer needs with employee rights and needs. This domain includes collective bargaining processes and strategies, compliance with statutory requirements, sensitivity to local workplace practices, security, the protection of physical and intellectual property and the protection of individuals from harm.
Core Knowledge related to multiple domains of International HR Activity (14%) - Basic business, global, political and socioeconomic conditions, law and trade agreements and how they relate to business operations.
For more information on GPHR, please visit www.hrci.org