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HR GPHR : Global Professional in Human Resource (HRCI) 2021 Exam
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Format | GPHR Course Contents | GPHR Course Outline | GPHR test
Syllabus | GPHR test
For each certification offered by HR Certification Institute® (HRCI®), an test
Content Outline is available as a reference. Each provides a description of the concepts, tasks and knowledge you need to successfully understand and perform HR-related duties associated with each specific credential.
Every year, hundreds of HR volunteers worldwide, representing various industries and HR specialties, contribute thousands of hours of time to help HRCI determine knowledge and professional competencies required to master HR practice. test
questions are also peer-reviewed for technical validity and applicability to current HR practice and applied job knowledge.
HR tasks and the knowledge needed to perform them are extensively researched and grouped into functional areas. The final test
content (also known as the test
Content Outline) is used by test
question writers and organizations that develop study/preparation materials for their HRCI certification exams.
Functional Area 01 | Strategic HR Management (25%)
Functional Area 02 | Global Talent Acquisition and Mobility (21%)
Functional Area 03 | Global Compensation and Benefits (17%)
Functional Area 04 | Talent and Organizational Development (22%)
Functional Area 05 | Workforce Relations and Risk Management (15%)
The Global Professional in Human Resources (GPHR®) test
is created using the GPHR test
OUTLINE, which details the responsibilities of and knowledge needed by todays HR professional. The
CONTENT OUTLINE is created by HR subject matter experts through a rigorous practice
analysis study conducted by HR Certification Institute® (HRCI). It is updated periodically to ensure it is
consistent with current practices in the HR profession
Functional Area 01 | Strategic HR Management (25%)
The development of global HR strategies to support the organizations short- and long-term goals,
objectives, and values.
01 Participate in the development and implementation of the organizations global business strategy,
plans, and structure.
02 Develop HR strategies to support the organizations global strategic plans and the business
requirements (examples include outsourcing, off-shoring, new product development, transfer of
technology and human capital, talent management, shared services, mergers and acquisitions).
03 Develop an HR infrastructure and processes that supports global business initiatives where HR
serves as adaptable subject matter expert and credible business partner.
04 Participate in strategic decision-making and due diligence for business changes (examples include
entry strategy, expansions, mergers and acquisitions, joint ventures, new operations, divestitures,
05 Develop HR processes to establish operations in new countries (examples include greenfield
operations and integration of acquired companies).
06 Develop measurement systems to evaluate HRs contribution to the achievement of the
organizations strategic goals.
07 Stay current on economic, geopolitical, legislative, employment, cultural, and social trends in
countries of operation and develop appropriate HR strategies and responses.
08 Provide leadership for the development and integration of the organizations culture, values,
ethical standards, philosophy on corporate social responsibility, risk management, and employer
09 Establish internal and external global relationships and alliances with stakeholders (examples
include diversity councils, joint venture partners, employers groups, unions, works councils,
business leader forums, governments).
10 Determine strategies and business needs for outsourcing and vendor and provider
for HR operations (examples include centers of excellence on benefits and payroll processing,
relocation and employee services, training, global assignment management).
11 Develop strategies for optimizing workforce and minimizing related expenses using various
staffing options (examples include consultants, contract, temporary, seasonal workers).
12 Participate in the development and implementation of global change management strategies.
13 Determine strategy for HR technology (examples include HR information systems, intranet) to
meet organizational goals and objectives in a global environment.
14 Participate in the development and implementation of the organizations social media strategy
15 Participate in the development and implementation of Corporate Social Responsibility (CSR)
programs consistent with corporate philosophy and goals, host country legal requirements and/or
Functional Area 02 | Global Talent Acquisition and Mobility (21%)
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.
01 Make sure global talent acquisition and mobility policies, practices, and programs comply with
applicable laws and regulations.
02 Develop a strategic approach for global talent acquisition and mobility that is aligned with
business needs and a diverse workforce.
03 Develop, implement, and evaluate orientation and on-boarding processes that are culturally
relevant and align with organizational strategy.
04 Monitor staffing metrics to evaluate results against global staffing plan (examples include cost-ofhire, retention, return on investment).
05 Comply with required talent acquisition and mobility regulations (examples include immigration,
tax, visas, work permits).
06 Lead all aspects of vendor/supplier management (independent contractor, consultant, agency,
and third-party organization) in areas of staffing and mobility (examples include researching
vendor options, conducting contract negotiations, vendor selection, managing ongoing
relationship, conflict resolution, termination of engagement).
07 Utilize and promote the employer branding strategy to attract diverse talent from global and
08 Identify, utilize, and evaluate sources of global talent (examples include personal networks,
professional and business organizations, college recruiting, job boards, social media, other
09 Develop a global staffing plan with key stakeholders that supports business needs.
10 Develop, implement, and evaluate pre- and post-hire policies and procedures that are culturally
appropriate (examples include selection criteria and tools, employment and expatriate
agreements, background checks, medical evaluation).
11 Create position descriptions that define job-specific responsibilities, knowledge, skills, and
12 Prepare cost estimates for global assignments and advise management on budget impacts.
13 Provide consultation to potential global assignees and their managers on terms and conditions of
14 Manage and coordinate relocation services and expenses (examples include host location
destination services, housing disposition including property management, household goods
shipment/storage, travel and temporary living arrangements, logistics of repatriation).
15 Manage and coordinate mobility services and expenses for global assignments (examples include
culture and language training; spouse or partner assistance; employee, spouse or partner and
family mentoring and coaching, repatriation planning and implementation).
16 Establish/maintain ongoing communication practices with global assignees, host and home
17 Develop repatriation programs for global assignees.
Functional Area 03 | Global Compensation and Benefits (17%)
The establishment and evaluation of a global compensation and benefits strategy aligned with the business
objectives. This includes financial and non-financial rewards.
01 Develop and implement compensation, benefits, and perquisite programs that are appropriately
funded, cost- and tax-effective and comply with applicable laws and regulations.
02 Establish and communicate a global compensation and benefits strategy that aligns with business
objectives and supports employee engagement.
03 Design and/or negotiate compensation and benefits programs for business changes (examples
include start-ups, restructuring, mergers and acquisitions, joint ventures, divestitures).
04 Develop, implement, and assess job valuation systems aligned with global business strategy.
05 Establish and maintain compensation, benefits, and perquisite programs for key executives and
employees in each country of operation, including base salary structures, short- and long-term
incentive plans, supplemental benefits programs, and tax-effective compensation arrangements.
06 Develop and implement global assignment compensation terms and conditions (examples include
balance sheet and alternative approach calculations, allowances, premiums, end-of-assignment
07 Develop and implement global assignment benefit and perquisite programs (examples include
health care, employee assistance programs, club memberships, company cars).
08 Develop, implement, and assess programs to address income and social insurance tax
obligations, including portability for global assignees.
09 Develop, implement, and manage compensation, benefits and perquisite programs for global
assignees and local employees for each country of operation.
10 Manage and evaluate global assignment-related payments, payroll, and activities.
11 Research, develop and implement technological tools (for example, HRIS, performance
management systems) to support the compensation and benefits programs.
Functional Area 04 | Talent and Organizational Development (22%)
The design, implementation, and evaluation of organizational development programs and processes to
effectively develop a global workforce supporting business goals, culture and values.
01 Make sure talent development programs comply with applicable laws and regulations.
02 Align local and regional practices with corporate vision, organizational culture, and values.
03 Create and implement awareness programs (examples include diversity, non-discrimination,
bullying, cultural sensitivity, multi-generational workforce) that are aligned with the organizations
philosophy and adapt to local cultural perspectives.
04 Develop systems that support the implementation of global change management initiatives.
05 Develop and implement communication programs that are effective for a global workforce and
06 Make sure employees have the appropriate knowledge, skills, and abilities needed to meet
current and future business requirements.
07 Implement and evaluate a process to measure the effectiveness of organizational development
programs based on global HR metrics/measurements (examples include employee engagement
surveys, turnover rates, training return on investment [ROI], benchmarking data, scorecards).
08 Develop and implement processes, programs, and tools to support organization and workforce
development at all levels of the organization (examples include career and leadership
development, succession planning, retention, repatriated employees, short-term assignments).
09 Develop programs, policies, and guidelines to support geographically dispersed and/or virtual
teams (examples include team building, project management, performance management).
10 Establish work-life balance programs (examples include job sharing, flextime, telecommuting) and
their application and appropriateness to different cultures.
11 Implement culturally appropriate performance management processes that support both global
and local business objectives.
12 Develop and implement global programs to support the organizations growth, restructuring,
redeployment and downsizing initiatives (examples include mergers and acquisitions, joint
13 Develop and implement competency models to support global and local business goals.
14 Identify and integrate external workforce to provide services to support global and local
objectives (examples include consultants, independent contractors, vendors, suppliers) as it
relates to talent and organizational development.
Functional Area 05 | Workforce Relations and Risk Management (15%)
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.
01 Make sure activities related to employee and labor relations, safety, security, and privacy are
compliant with applicable laws and regulations, from initial employment through termination.
02 Comply with extraterritorial laws to mitigate risk to the organization (examples include US Title
VII, US Americans with Disabilities Act, US Foreign Corrupt Practices Act, EU Data Privacy
Directive and Safe Harbor Privacy Principles, UK Bribery Act).
03 Make sure the organization complies with globally recognized regulations to enable effective
workforce relations and meet acceptable workplace standards (examples include OECD
Guidelines for Multinational Enterprises, ILO conventions, Mercosur, NAFTA, WTO).
04 Monitor employment-related legal compliance and ethical conduct throughout the global supply
chain (examples include consultants, independent contractors, vendors, suppliers) to mitigate the
risk to the organization.
05 Develop assessment procedures for HR internal controls, evaluate results and take corrective
06 Comply with all regulations related to employee records and data (examples include EU Data
Privacy Directive, US HIPAA, Australian Federal Privacy Act).
07 Establish alternative dispute resolution and grievance processes, disciplinary procedures, and
investigative processes in compliance with applicable laws and practices.
08 Develop and implement programs to promote a positive work culture (examples include
employee recognition, constructive discipline, non-monetary rewards, positive reinforcement).
09 Confer with employee representative groups in compliance with statutory requirements
(examples include works councils, unions, joint action committees).
10 Develop, implement, and communicate employment-related corporate policies (examples include
ethics and professional standards, codes of conduct, anti-discrimination, anti-harassment, antibullying).
11 Coordinate global risk management, emergency response, safety, and security practices
(examples include intellectual property, occupational health and safety, disaster and crisis
management, duty of care).
CORE KNOWLEDGE OF
01 The organizations vision, values, mission, business goals, objectives, plans, processes, and culture
02 Strategic/business planning and continuous improvement processes and their implementation
03 Concepts and processes to align the global HR function as a strategic business partner (examples include business environment, markets, consumer segments, industry specific trends and cycles, key business factors)
04 Financial planning processes and budget development
05 Strategies and business models (examples include joint ventures, wholly owned subsidiaries,
representative offices, outsourcing/off-shoring) and their implications
06 Organizational structures (by geography, business unit, product line, and functional discipline)
and their design and implementation
07 HR analytics, methods, and processes for assessing the value and the results of HR programs
(examples include return on investment [ROI], cost/benefit analysis)
08 The organizations values and culture and their fit with the culture, legal systems, and business
practice contexts of other countries, including local and regional differences
09 Business ethics standards and practices at a global level, while maintaining local relevance
10 Role and expectations of customers, suppliers, employees, communities, shareholders, boards of
directors, owners, and other stakeholders
11 HR technology (examples include HR information systems, Intranet) to support global human
12 Procedures and practices for cross-border operation, integration, and divestiture
13 Company and site start-up practices and procedures
14 Organization business philosophies, financial models, and financial statements
15 Due diligence and restructuring processes appropriate to specific regulatory environments and
16 Best practices and application of community relations, environmental initiatives, and philanthropic
17 Corporate social responsibility practices and policies
18 Strategies to promote employer of choice or employment branding initiatives and best practices
19 Social media technologies, trends, and best practices including knowledge of evolving legislation
20 Applicable laws and regulations related to hiring and employment
21 Strategies to promote employer of choice or employment branding initiatives
22 Methods for developing, sourcing, and implementing a global workforce staffing plan
23 Global and country-specific recruiting and hiring practices, methods and sources
24 Position description development
25 Culturally appropriate interviewing techniques and selection systems
26 Employment contract content requirements by country
27 Deployment activities (examples include relocation, mobility services, immigration)
28 Company onboarding programs
29 Staffing metrics (examples include cost-of-hire, new hire attrition, return on investment [ROI])
30 Policies and processes related to types of assignments (examples include short-term, long-term,
permanent, commuting) that address specific needs (examples include technology transfer,
leadership and management development, project management)
31 Assessment and selection tools and models for global assignments
32 Global assignment management, tracking, and reporting
33 Intercultural theory models and their application to overall business success
34 Critical success factors for global assignees (examples include spouse or partner and family
adjustment, support, communications)
35 Global assignee preparation programs (examples include cultural and language training, host
country site orientation, relocation services, destination services)
36 Expenses related to global relocation and mobility services (examples include destination
services, housing, travel and temporary living, shipment and storage of household goods, culture
and language training, dependent education)
37 Assignment assessment measures to evaluate global assignee fit and impact on the business
38 Immigration issues related to global mobility (examples include visas, work permits, residency
39 Techniques for fostering effective communications with global assignees, management, and
40 Tools, best practices, and support services for repatriation
41 Corporate income tax ramifications of employee and employment activities in various
jurisdictions, including unintentional permanent establishment
42 Local laws regarding compensation, benefits, and taxes (examples include tax equalization or
protection, mandatory or voluntary benefits)
43 Global assignment tax planning and compliance requirements and processes
44 Payroll requirements and global assignment payment methods (examples include split payroll,
home and host country payments)
45 Localization concepts and processes (examples include compensation and benefits adjustments,
tax implications, social insurance issues)
46 Global assignment compensation packages (examples include net-to-net, regional and host
location based, headquarters based, balance sheet, host country-plus)
47 Cost-of-living models and their impact on global assignments (examples include goods and
services allowances, efficient purchaser indices)
48 Global and country-specific benefit programs (examples include retirement, social insurance,
health care, life and disability income protection)
49 Global and country-specific perquisite programs (examples include company cars, club
memberships, housing, meal allowances, entertainment allowances)
50 Equity-based programs (examples include stock options, phantom stock, restricted shares, stock
purchase) and their global application and taxation issues for the employee and the company
51 The impact of cross-border moves on long- and short-term incentive programs
52 Portability of health and welfare programs (examples include retirement, social insurance, health
care, life and disability insurance)
53 Finance, payroll, and accounting practices related to local compensation and benefits
54 Procedures to collect and analyze data from global, regional, and local compensation and
55 Appropriate mix of compensation and benefits for different local and regional markets
56 Global executive compensation, benefits, and perquisites programs (examples include bonuses,
deferred compensation, long-term incentives, tax-effective compensation methods)
57 Financing of benefits programs, including insured programs, multinational insurance pooling and
retirement funding options
58 Information sources on global and local compensation, benefits, and tax trends
59 Due diligence procedures for business changes (examples include mergers and acquisitions, joint
ventures, divestitures, restructuring) with respect to compensation, benefits, and perquisites
60 Job valuation tools (examples include point-factor systems, salary surveys, benchmarking)
61 Tax treaties and bilateral / reciprocal social security agreements (Totalization Agreements)
62 Collective bargaining agreements and works council mandated compensation and benefits
63 Applicable laws and regulations related to talent development activities
64 Work-life balance programs
65 Techniques to promote and align corporate vision, culture, and values with local and regional
66 Global organizational development programs and practices (examples include succession
planning, leadership development)
67 Needs assessment for talent and organizational development in a global environment
68 Training programs and their application in global environments
69 Global learning models and methodologies
70 Performance management, feedback, and coaching methods as they apply locally and globally
71 Techniques to measure organizational effectiveness in a global business environment (examples
include engagement surveys, benchmarking, productivity measurement tools)
72 Retention strategies and principles and their application in different cultures and countries
73 Redeployment, downsizing, and exit management strategies and principles and their application
in different cultures and countries
74 Career planning models
75 Critical success factors for global assignees (examples include family adjustment and support,
communication, career planning, mentoring)
76 Best practices and processes for utilizing the experience of repatriated employees
77 Competency models and their global applicability
78 Trends and practices for employee engagement
79 Interpersonal and organizational behavior concepts and their application in a global context
(examples include the use of geographically dispersed teams, virtual teams, culture training,
80 Applicable laws affecting employee and labor relations (including termination of employment),
workplace health, safety, security, and privacy
81 Major laws that apply extraterritorially (examples include US Title VII, US Americans with
Disabilities Act, US Foreign Corrupt Practices Act, EU Data Privacy Directive and Safe Harbor
Privacy Principles, UK Bribery Act)
82 Globally-recognized regulations, conventions and agreements (examples include OECD
Guidelines for Multinational Enterprises, ILO Conventions, Mercosur, NAFTA, WTO, UN Compact)
83 Employment-related legal compliance and ethical conduct of vendors, suppliers and contractors
84 Internal controls, compliance, and audit processes
85 Employee rights to privacy and record-keeping requirements (examples include EU Data Privacy
Directive and Safe Harbor Principles, US HIPAA, Australian Federal Privacy Act).
86 Individual employment rights (examples include employees rights to bargain, grievance
procedures, required recognition of unions)
87 Appropriate global and local techniques for managing employee relations (examples include small
group facilitation, dispute resolution, grievance handling, employee recognition, constructive
88 Legal and customary roles of works councils and trade unions
89 Local collective bargaining processes, strategies, and concepts
90 Employment litigation
91 Workplace security risks including physical threats and piracy of intellectual property and other
92 Local conditions relating to personal security (examples include kidnapping, terrorism, hijacking)
93 Emergency response and crisis-management planning (examples include plans for medical
emergencies, pandemics, disasters, evacuation, riots, civil disorder, other physical threats, facility
94 Basic business, global, political, and socioeconomic conditions, demographics, law, and trade
agreements, and how they relate to business operations
95 Globalization and its drivers, opportunities, consequences, and trends
96 Global management techniques, including planning, directing, controlling, and coordinating
97 Global project management methods and applications
98 Global application of human resource ethics and professional standards
99 Change management strategies,processes, and tools
100 Global leadership concepts and applications
101 Qualitative and quantitative methods and tools for analysis, interpretation and decision-making
purposes and their application
102 Intercultural theory and specific cultural behaviors
103 Cross-cultural management techniques
104 Strategies for managing global vendor/supplier relationships, selection processes, and contract
105 Communication processes and techniques and their worldwide applicability
106 Effective use of interpreters, translators, and translations
107 Techniques to promote creativity and innovation
108 Principles and practices that foster a diverse workforce
109 Strategies of globalization versus localization of HR policies and programs
110 HR capability within the organization (both global and local)
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on-line Human supplies knowledgeable training route
develop into an authorized HR knowledgeable
Human capital is the one most vital asset in any business and human resources authorities are charged with conserving these assets. This a hundred% on-line working towards course will put together you for the skilled in Human materials (PHR) certification test
provided by using the Human resource Certification Institute (HRCI). You could be entirely equipped to strengthen your profession as an authorized PHR in just 6 months.
Job Outlook for Human components gurus
The Bureau of Labor facts estimates a 5% job boom for human elements consultants and a a bit greater price of increase for those in administration roles. this will equal an further 33,000 job openings over the next 8 years. The median income for these in a human supplies professional place is basically $62,000 with properly earners making more than $105,000 annually.Â
Human substances professional FAQs
do you want A CERTIFICATION TO WORK AS A HUMAN supplies specialist?
whereas a certification is not required to work as a human components professional, the professional in Human components (PHR) certification is without doubt one of the most generally established and most respected credentials in the box of human components. it is also a requirement by means of most employers earlier than you could be considered for bigger-level human substances roles.
DOES THIS direction put together ME FOR CERTIFICATION?
sure. This Human substances knowledgeable practicing direction will prepare you for the skilled in Human elements (PHR) test
offered by the Human resources Certification Institute (HRCI). in response to Payscale.com, people who have PHR certification get promoted sooner and have a median profits this is $20,000 greater than those who don't.
IS HUMAN elements a pretty good career?
completely. each company, tremendous or small, needs a person who can assist them with worker relations. A career in Human substances can also be whatever you are making it. There are dozens and dozens of specialties and profession paths to healthy nearly anyone attracted to helping others whereas improving members of the family between employers and employees. Â Â Â Â
Be utterly prepared for the expert in Human supplies certification from HRCI
take into account Â human substances practices, positive capabilities involving recruitment and working towards
benefit foundational talents of employment legal guidelines and regulations
advance retention initiatives and top-quality practices for strategic resolution making
necessities and necessities
There aren't any certain must haves for taking this direction. youngsters, HRCI requires that you simply meet one in every of the following standards as a way to take a seat for PHR certification:
masterâ€™s diploma or greater = 1 year of labor event in an expert-stage HR function
Bachelorâ€™s diploma = 2 years of work adventure in a professional-level HR function
anything else under a bachelorâ€™s diploma = 4 years of labor journey in an expert-degree HR position
INTRODUCTION TO HUMAN elements
study alternatives in the HR container and the expertise you will want for fulfillment. Â Â Â
HRâ€™S function IN method
learn how to create compelling imaginative and prescient and mission statements, guidelines, and metrics grounded in business approach. Â Â
be trained the fundamentals of coaching, together with the design, building, implementation, evaluation, and comparison of coaching courses.
COMPENSATION AND benefits
understand all the issues that ought to be considered when designing a compensation and merits kit. Â
employee fitness AND defense
learn the fine details of complying with OSHA, protecting towards place of work risks, and investigating, recording, and combating accidents and worker ailments. Â
THE criminal ambiance
benefit advantage of employment legislation in addition to an understanding of equal employment chance, warding off discrimination, and what occurs when an employee info an EEOC claim. Â
MAKING HR selections
learn how to make selections in line with a considerable number of business growth innovations and the way to make use of HRIS software in addition to job evaluation as a tool for choice-making.
gain knowledge of the complete spectrum of affirmative motion, how to create an affirmative action plan, and suggestions on the AAP you're going to need to know.
bear in mind what variety is and why it's an outstanding component in a company as you gain knowledge of to manage it and deal with battle.
worker RIGHTS AND self-discipline
be taught the laws that offer protection to worker rights and privateness and how to correctly monitor and document conduct and discipline employees.
keep in mind the alternatives to firing as well as a way to prepare for termination, including suitable separation agreements in addition to what to do within the experience of wrongful discharge.
be trained why it's so important to investigate problems as neatly because the steps of a great investigation together with preparing, conducting, and wrapping it up.
MANAGING LABOR relations
Get a quick overview of the history of unions as you learn the way they work and why personnel be a part of them.
creating a excessive-performance place of work
learn how to ask employees for input and act on it, delegate authority, preserve conversation open, and constantly ask for remarks as you try to Improve a excessive-performance office.
international HUMAN substances
bear in mind the basics of staffing strategy, cultural alterations, HR in different international locations, settling on global personnel, and concerns confronted with the aid of expatriates.
learn the precise explanations personnel go away a corporation and how which you can inspire them to dwell as neatly as the value of succession planning.Â
MOTIVATION, REWARDS, AND attention
find out fun the way to encourage employees and benefit nine thoughts for creating a very good rewards program.
preparing FOR THE PHR exam
profit assistance on externships and internships as you evaluation the basics of the PHR test
and begin to examine.
Anna Smith has worked within the field of human elements for 30 years and has taught on the tuition degree for over 20 years. She holds a bachelor's degree in enterprise administration from Spalding school, a grasp's degree in administration from Webster school, and a master online teaching certificates from the college of Illinois. She is also an authorized Senior knowledgeable in Human components and an SHRM Senior licensed expert. Her journey spans many areas of human substances, together with recruitment, labor relations, and affirmative action plans.
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