In this course, you will learn the essential PHRi ( HRBP ) terminology, tools and techniques required to pass the PHRi ® exam. You will receive a CD of material including the PHRi ® Guide and practice exam bank questions. You will also receive Campus PHRi ® Certificate.
- What is The Certificate
- Accredited Organization
- Certificate Advantages
- Workshop Activities
- Target Audience
- Program Objectives
- Why Campus
- Program Certification
- Exam Details
Is an international certificate designed to validate the professional in human resources and skills, and demonstrates the dependence mastery of the principles of human resources and helps to develop local human resources practices and dependence supports HR professionals and the organizations they serve.
The HR Certification Institute HRCI, established in 1976, is an internationally recognized certifying organization for the human resource profession. Today, more than 120,000 HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction. The HR Certification Institute is a global leader in developing rigorous exams to demonstrate mastery and real-world application of forward-thinking HR practices, policies and principles.
However, the remarkable increase of job seekers who want to pursue a career in HR field and majority of them have already acquired either HR certificate or HR diploma from varied scale & wide range of universities and training centers.
Less than 2% HR Job seekers in Egypt acquired a professional certificate in HR field and recognized it in their CVs (All HR job seekers are studying the same theoretical approach of Human Resource Management in certificates or diplomas, PHRi uniqueness comes from its practical approach).
– Help you earn credibility and respect in your field.
– Open more opportunities for advancement.
– Increase your salary.
– Certified professionals earn up to 18% more than their non certified peers.
– Prove your willingness to invest in your own development.
– Demonstrate your commitment to your profession.
– Improve your skills and knowledge.
– Represent your personal achievement.
– Build confidence in your knowledge of the profession.
– Understand the changing role of HR and the value HR Business Partners can bring.
– Minimize organizational gaps and improve the effectiveness of business performance by successfully partnering with business leaders.
– Become skilled at utilizing a consultative approach to problem solving, relationship building, change facilitation, and leadership coaching.
– Develop stronger, more trusted relationships with business leaders.
– Identify and implement organizational performance solutions.
– Facilitate stakeholders transition through organizational change.
– Coach business leaders to higher performance.
– HR Professionals currently practicing in the field.
– Benefit Directors & Coordinators seeking professional development.
– Recruiting & Training professionals.
– Employees with management responsibilities.
– Mid-Level Managers seeking career change or promotion.
– Individuals seeking a career in human resources.
– Distinguish you from your peers.
– Carry weight with internal staff and external clients.
– Develop your knowledge of best practices in the industry.
– Demonstrate your proficiency and professionalism.
– Give you personal satisfaction of achievement.
– Lay a foundation for continued improvement and advancement.
– Following up/guiding the participant until he/she passes for the PHRi Certification Examination.
– 40 Credit Hours.
– Certified and Professional Instructors.
– Free Material + Questions.
– Free Revision for each section.
– Free Quiz after each section.
– Re-attending the course when needed without any charge.
– Free Membership and Membership Benefits.
– Free Recruitment for one year.
– Catering Services.
– Certificate of attendance from CAMPUS.
A certificate issued by Human Resources Certification Institute HRCI.
In addition a Certificate of Achievement will be awarded to those who faithfully attend, participate and successfully completed the course.
Functional Area 01 | Talent Acquisition
Actions needed to make sure an organization has employees with the right skills in the right
positions at the right time.
01 Create job description in partnership with hiring manager to ensure that requirements are
accurate and up-to-date
02 Recommend and implement most efficient and cost effective sourcing strategies for hiring
managers (e.g., agencies, job boards, internal postings, social media, job fairs, college
03 Work with hiring managers to facilitate interviews by evaluating all sourced and submitted
04 Partner with hiring manager to determine preferred candidate(s), communicate job offer, and
01 The job analysis process and organization needs
02 Job evaluation and job descriptions
03 Existing best recruitment practices, platforms, sourcing channels, and labor market
04 Existing best recruitment practices and trends (utilizing different platforms or channels to
05 Current market situation and talent pool availability (internal and external)
06 Interview and assessment methods
07 Job requirements
08 How to measuring recruiting effectiveness (e.g., time-to-fill, cost-per-hire)
09 Applicant tracking systems and/or methods
10 General compensation and benefits administration methods (e.g., market reference ranges/pay
tiers, compa-ratio, fringe benefits)
11 Verbal and written offer/contract techniques
Functional Area 02 | HR Administration and Shared Services
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.
01 Respond to employee inquires and requests as first point of contact in order to provide
positive employee experience
02 Maintain personnel files and records to ensure accuracy and data integrity
03 Administer leave management programs for all employees by tracking time off requests and
hours worked in order to maintain compliance and ensure alignment with appropriate pay policies
04 Process employee status changes and life events, such as payroll changes, terminations,
transfers, promotions, birth of a child
05 Coordinate new hire activities by working with various teams and hiring managers to ensure
successful employee integration
06 Initiate employee offboarding process by completing tasks to effectively separate the
07 Support organization-wide communication initiatives which provide updates and results in order
to keep employees engaged
08 Maintain organizational charts to match organization requirements
01 Organization policies, procedures, ongoing programs, and other engagement activities
02 Record keeping requirements
03 Regulations related to handling sensitive personal data
04 Leave management policies and processes
05 Statutory leave of absence requirements (e.g., holidays, paid leave, maternity)
06 Benefits tracking systems
07 Organization benefits and compensation policies and processes
08 Statutory requirements related to benefits
09 HR Information Systems (HRIS) platforms
10 Onboarding process and logistical arrangements
11 Employment lifecycle
12 Legal requirements to onboard new employees
13 Organization values, history, organizational structure
14 Offboarding process and logistical arrangements
15 Legal requirements to separate employees
16 Upcoming updates, changes, organization news
17 Employee demographics in order to effectively communicate with all employees
18 Various organizational structures
Functional Area 03 | Talent Management and Development
Processes that support effective talent management, employee engagement and development.
01 Administer measurement tools to determine success of organizational development programs
02 Maintain a process for creating new, and revising existing, job profiles and competencies
03 Support succession planning program to identify and develop high potential employees for key
and leadership positions
04 Administer organization supported activities to enhance employee participation and engagement
05 Execute organization’s performance management strategy by completing appropriate steps in
order to achieve organizational goals and objectives
06 Support employee development by administering learning and development programs to achieve
desired outcomes by the organization
01 Best practice survey methods
02 Job analysis
03 Principles of employment
04 Market trends
05 Learning and development tools and methodologies
06 Coaching and mentoring methods
07 Organizational structure
08 Qualitative/quantitative survey and reporting methods
09 Corporate culture and policies
10 Emerging HR trends and the impact on the workplace
11 Organization’s performance management strategies and methodologies
12 Adult learning theories and best practices
13 Organization’s development strategy
Functional Area 04 | Compensation, Benefits, and Work Experience
Total reward systems that support recruitment, retention, and recognition of employees and improve
01 Provide total rewards/compensation statements by organizing data to deliver to employees
02 Prepare compensation analysis for recommendation in order to acquire and retain talent
03 Manage organization recognition and/or rewards program(s) to foster employee engagement and
enhance employee experience
04 Ensure employees are aware of benefits and compensation for internal comprehension and
05 Recommend and support strategic initiatives to enhance Employee Value Proposition (EVP),
culture, and brand
06 Ensure equality in total rewards by using job evaluations and salary structure in compliance
with organization requirements
01 Benefits and compensation strategy and the connection to human capital strategy
02 Methods to align and benchmark compensation
03 Employee engagement principles and theories to enhance employee experience
04 Benefits and compensation programs in extensive detail
05 Employee Value Proposition and its effect on employee engagement, talent acquisition, and
06 Current market data obtained through market studies and salary surveys
07 Pay structure techniques
Functional Area 05 | Employee Relations and Risk Management
Policies and practices that ensure workplace safety, legal compliance and employee satisfaction.
01 Develop and communicate safety incident investigation to ensure compliance with safety
02 Advise managers and supervisors on proper corrective practices in order to ensure fair and
consistent administration of corrective actions
03 Administer and educate business units on employee handbook and organization policies in
order to ensure internal comprehension
04 Support internal and external HR compliance audit process to ensure organization readiness
05 Coordinate workplace security protocols and disaster recovery communication plans to ensure
workplace safety and business continuity
06 Maintain and execute employee grievance procedures by ensuring that each case is properly
handled for the purposes of a healthy working environment
01 Regional safety laws and guidelines
02 Process management
03 Specific employment laws and guidelines
04 Corrective action methods
05 Organization policies
06 Legal best practices
07 Internal and external audit procedures
08 Proper documentation methods and systems
09 Recordkeeping best practices
10 Business continuity plan development
11 Process mapping and workflow development
12 Local labor compliance and regulations
13 Investigation practices
Functional Area 06 | HR Information Management
Processes that help the organization access and use human resource technology.
01 Identify processes to be automated in HRIS by mapping and validating with users to be sure
they are properly implemented
02 Obtain user requirements to design various processes and ensure alignment with
organizational standard operating procedures
03 Generate reports and determine metrics as required by users to support business initiatives
04 Provide support for systems change management efforts by facilitating change to ensure user
05 Design training materials and user manuals to ensure users comprehend and utilize systems
06 Maintain security by monitoring user access rights to ensure compliance and data integrity
07 Execute regular review and audit of HRIS data to ensure accuracy and appropriate integration
with other organization systems in order to achieve effective reporting, compliance, and personnel
08 Provide support for problems reported by users in collaboration with technical support team
to ensure that HRIS operates smoothly and satisfies requirements
09 Propose improvements to the system by identifying gaps in current automation to ensure
effective and efficient operation of the organization
01 Existing business processes within areas of expertise
02 Organizational policies and procedures
03 Gap analysis
04 Effective data reporting
05 Existing HRIS, reporting tools, and other systems
06 Change management tools and techniques
07 Different communication techniques
08 Knowledge management techniques and practices
09 Organization structure and responsibilities
10 Job profiles to ensure proper access to users
11 Ongoing processes the system performs
12 Organization HRIS/tools/procedures
13 Trends and root causes of problems
14 Existing processes in the organization
15 User and customer requirements
In Campus Education Institute, all our instructors are certified, professional, experienced in delivering this program and have multinational experience of at least 15 years in order to ensure delivering the real life and work experience along with the academic knowledge.
(English / Arabic).
The exam contains multiple choice questions, and includes 145 questions subject to assess and 25 questions is not subject to assess the final and non-subject questions do not fall in the total score.
The PHRi exam is divided into six functional areas:
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%)