Course details
OVERVIEW: Advance your HR career with our SPHRi Certification Training. It is designed for HR leaders working outside the This HRCI-accredited SPHRi course is ideal for senior HR professionals seeking expertise in global HR practices. Our 35-hour expert-led SPHRi training c
overs core HR principles such as strategy, policy development, and service delivery, making you proficient in international HR management.
Why Choose the SPHRi Certification?The Senior Professional in
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OVERVIEW: Advance your HR career with our SPHRi Certification Training. It is designed for HR leaders working outside the This HRCI-accredited SPHRi course is ideal for senior HR professionals seeking expertise in global HR practices. Our 35-hour expert-led SPHRi training c
overs core HR principles such as strategy, policy development, and service delivery, making you proficient in international HR management.
Why Choose the SPHRi Certification?The Senior Professional in Human Resources International (SPHRi) certification validates your mastery of HR principles in a global context. It
helps professionals gain skills in workforce planning, talent management, total rewards, and HR information management. Key benefits include:
- Enhanced Career Prospects: Open doors to global HR leadership roles.
- International Recognition: The HRCI SPHRi credential is respected by global organisations.
- Practical Knowledge: Learn global HR strategies that can be applied in diverse work environments.
Market Trends: By 2028, employment for Human Resource Managers is projected to grow by 7%, faster than the average for all occupations.
Course Outline
Leadership and Strategy (33%)- Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct, future business opportunities).
- Develop, execute, and lead HR strategies that are aligned to the organisation’s strategic plan (for example: HR initiatives, plans, budgets, business plans, service delivery plans, workforce requirements).
- Analyze and assess internal and external factors that impact operations and people management to decide on the best available risk management strategy (for example: human capital risk analysis, business continuity, response planning, geopolitical environment scanning, mental health).
- Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators [KPIs], financial statements, budgets).
- Use credible and relevant information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis).
- Develop and manage workplace practices that are aligned with the organization’s vision, mission, values, sustainability, corporate social responsibility (CSR), ethics, and anti-corruption, to shape and reinforce organizational culture.
- Develop and evaluate strategies and workplace practices to promote diversity, equity, and inclusion (DEI).
- Identify and analyze HR metrics to inform strategic actions within the organization (for example: develop new metrics, predictive analytics, business intelligence, turnover rates, cost per hire, employment statistics, return on investment [ROI], pay equity analysis).
- Design, implement, and facilitate effective change strategies to align organizational performance with the organization’s strategic goals (for example: change leadership, change management).
- Advise and influence organizational behavior and outcomes through effective relationships with key stakeholders.
- Ensure alignment of HR strategies across the organization (for example: across geographic locations/sites, across business units).
- Apply and evaluate the applicability of local labor laws, regulations, and guidance to organizational strategy or complex HR strategies to adhere to legal and ethical requirements.
Workforce Planning and Talent Acquisition (17%)- Evaluate and forecast organizational needs throughout business cycles to develop or revise workforce plans (for example: corporate restructuring, divestitures, workforce expansion, or reduction).
- Develop, monitor, and assess recruitment strategies to attract talent (for example: labor market analysis, salary expectations, selection processes, sourcing, employee value proposition [EVP], and employer branding).
- Develop and evaluate strategies for onboarding new employees and managing cultural integrations (for example: new employee orientation, onboarding, restructuring, global expansion, mergers and acquisitions [M&A], joint ventures).
Talent Management (23%) - Evaluate the integration of diversity, equity, and inclusion (DEI) in the workplace culture and make recommendations based on findings.
- Design, implement, and evaluate programs or processes in order to develop the workforce (for example: training and development, knowledge management, mode, timing).
- Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, implement coaching and development) to promote business continuity.
Total Rewards (17%) - Design the total rewards philosophy and communications strategy that balances the organizational and individual needs (for example: hourly, salary, expatriate and foreign nationals, executives, board members, contractors).
- Create and evaluate compensation strategies that attract, reward, and retain talent (for example: classification, direct, indirect, incentives, bonuses, equity, executive compensation).
- Create and evaluate benefit strategies that attract, reward, and retain talent (for example: health, welfare, retirement, work-life balance, wellness).
- Design and develop employee recognition programs (for example: non-monetary and monetary rewards, workplace amenities, service awards)
HR Information Management, Safety, and Security (10%)- Align HR data privacy and security processes to organizational data protection strategies (for example: cyber security, phishing emails, documentation, employee files).
- Evaluate employee safety and security strategies (for example: emergency response plans, access control, contingency planning, crisis management).
- Lead, implement, and evaluate HR digitalization initiatives (for example: information, workflows, emerging technologies, gamification, employee self-service, social networking, and human resource information system [HRIS], risk management system).
Why Learner’s Point?- Expert-Led Training: Learn from seasoned HR professionals with global experience.
- Flexible Learning Options: Choose between online and classroom training.
- Globally Recognised Certification: Our SPHRi course meets HRCI standards.
- Easy Payment Plans: Flexible installment options are available.
Updated on 10 January, 2025 - Read LessAbout Learners Point Training Institute
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