HRCI® – Professional in Human Resources International™ (PHRi™)
Public Workshops
HRCI® - Professional in Human Resources International™ (PHRi™)


HRCI is the world’s highest standard for HR Professionals. 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. An independent nonprofit organization, HRCI is dedicated to advancing the HR profession by developing and administering best-in-class accredited certifications. Human Resources professionals in more than 100 countries are HRCI certified. Their HRCI certification demonstrates relevance, competence, experience, credibility and dedication to human resources. This workshop is an exam preparation for all HR professionals seeking certification from the biggest HR entity worldwide.   This workshop covers all exam modules of Professional Human Resources- International (PHRi) certification by HRCI. The PHRi (formerly the Human Resources Business Professional™ or HRBP™), for internationally based practitioners, validates professional-level competency, knowledge and skills to help to propel your HR career forward. With the PHRi, you demonstrate mastery of generally accepted technical and operational HR principles in a single international setting.   The functional areas distribution in the exam are as follows:

  • Functional Area 01 | Talent Acquisition (19%)
  • Functional Area 02 | HR Administration and Shared Services (19%)
  • Functional Area 03 | Talent Management and Development (19%)
  • Functional Area 04 | Compensation, Benefits, and Work Experience (17%)
  • Functional Area 05 | Employee Relations and Risk Management (16%)
  • Functional Area 06 | HR Information Management (10%)
  According to HRCI, The PHRi exam content outline is updated periodically (approximately every five years) to ensure it is consistent with current practices in the HR field.

Key Module

  • FUNCTIONAL AREA O1: Talent Acquisition (19%)
  • The job analysis process and organization need
  • Job evaluation and job descriptions
  • Existing best recruitment practices, platforms, sourcing channels, and labor market
  • Existing best recruitment practices and trends (utilizing different platforms or channels to source talent)
  • Current market situation and talent pool availability (internal and external)
  • Interview and assessment methods
  • Job requirements
  • How to measure recruiting effectiveness
  • Applicant tracking systems and/or methods
  • General compensation and benefits administration methods
  • Verbal and written offer/contract techniques
  • FUNCTIONAL AREA O2: HR Administration and Shared Services (19%)
  • Organization policies, procedures, ongoing programs, and other engagement activities
  • Record keeping requirements
  • Regulations related to handling sensitive personal data
  • Leave management policies and processes
  • Statutory leave of absence requirements
  • Benefits tracking systems
  • Organization benefits and compensation policies and processes
  • Statutory requirements related to benefits
  • HR Information Systems (HRIS) platforms
  • Onboarding process and logistical arrangements
  • Employment lifecycle
  • Legal requirements to onboard new employees
  • Organization values, history, organizational structure
  • Offboarding process and logistical arrangements
  • Legal requirements to separate employees
  • Upcoming updates, changes, organization news
  • Employee demographics in order to effectively communicate with all employees
  • Various organizational structures
  • FUNCTIONAL AREA O3: Talent Management and Development (19%)
  • Best practice survey methods
  • Job analysis
  • Principles of employment
  • Market trends
  • Learning and development tools and methodologies
  • Coaching and mentoring methods
  • Organizational structure
  • Qualitative/quantitative survey and reporting methods
  • Corporate culture and policies
  • Emerging HR trends and the impact on the workplace
  • Organization’s performance management strategies and methodologies
  • Adult learning theories and best practices
  • Organization’s development strategy
  • FUNCTIONAL AREA O4: Compensation, Benefits, and Work Experience (17%)
  • Benefits and compensation strategy and the connection to human capital strategy
  • Methods to align and benchmark compensation
  • Employee engagement principles and theories to enhance employee experience
  • Benefits and compensation programs in extensive detail
  • Employee Value Proposition and its effect on employee engagement, talent acquisition, and retention
  • Current market data obtained through market studies and salary surveys
  • Pay structure techniques
  • FUNCTIONAL AREA O5: Employee Relations and Risk Management (16%)
  • Regional safety laws and guidelines
  • Process management
  • Specific employment laws and guidelines
  • Corrective action methods
  • Organization policies
  • Legal best practices
  • Internal and external audit procedures
  • Proper documentation methods and systems
  • Recordkeeping best practices
  • Business continuity plan development
  • Process mapping and workflow development
  • Local labor compliance and regulations
  • Investigation practices
  • FUNCTIONAL AREA O6: HR Information Management (10%)
  • Existing business processes within areas of expertise
  • Organizational policies and procedures
  • Gap analysis
  • Effective data reporting
  • Existing HRIS, reporting tools, and other systems
  • Change management tools and techniques
  • Different communication techniques
  • Knowledge management techniques and practices
  • Organization structure and responsibilities
  • Job profiles to ensure proper access to users
  • Ongoing processes the system performs
  • Organization HRIS/tools/procedures
  • Trends and root causes of problems
  • Existing processes in the organization
  • User and customer requirements

Learning Outcome

  • Learning the actions needed to make sure an organization has employees with the right skills in the right positions at the right time.
  • Practicing 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.
  • Understanding the processes that support effective talent management, employee engagement and development.
  • Understanding how to implement total reward systems that support recruitment, retention, and recognition of employees and improve organizational results.
  • Understanding policies and practices that ensure workplace safety, legal compliance and employee satisfaction.
  • Understanding processes that help the organization access and use human resource technology.


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