Exam Preparation
PHRiProfessional in HR - International
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English
Advanced
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Course Overview
Why HRCI Certification? The HR Certification Institute offers a comprehensive portfolio of advanced professional credentials for HR professionals worldwide.
Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve.
120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction.
Extracted: www.hrci.com/global
Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve.
120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction.
Extracted: www.hrci.com/global
Key Takeaways
1
Use HR metrics and prepare reports to analyze HR issues
2
Collect information about employees’ work experiences by conducting final exit interviews before employees leave the organization, and conduct surveys about employee attitudes, work conditions, or diversity issues
3
Develop basic training programs
4
Provide information about an employee’s compensation package, company benefits and coordinate activities to support employee remuneration programs
5
Support managers in developing job descriptions and keep records of job requirements and provide contact between recruiters and hiring managers
LEORON and HR Certification Institute
Built upon the strong experience in the manufacturing sector, which the founders developed in Sweden during the 90’s global expansion, LEORON evolved into a comprehensive training institute, offering training and development solutions in all strategic corporate functions, including corporate finance, HR, SCM, operations, and engineering. With strategic distribution of our offices in leading locations, such as Dubai, Riyadh, Jonkoping, Skopje, Accra, and Almaty, our team of experts delivers approximately 500 courses annually, and roughly 10000 professionals are equipped with appropriate education and the latest insights in a wide assortment of industries across the EMEA region. We understand that climbing the corporate ladder can be challenging. Whether you’re a seasoned pro or just starting your HR journey, earning an HRCI certification or upSkill micro-credential can give you the leg up you need to succeed. Compared with certificate programs, certification has three main advantages: requires specific work experience, competency and education requires recertification, which makes sure that you stay current in the HR profession through continuing education allows you to put the letters after your name In other words, certification typically consists of the three E s: education, experience and examination. All HRCI Certifications have earned program wide accreditation from the National Commission for Certifying Agencies (NCCA).
Course Outline
Module 1
HR Administration & Shared Services (19%)
→ Use HR metrics and prepare reports to analyze HR issues (for example, the number of employees hired and those who left, employee turnover, the cost per employee and budgets)
→ Format and maintain organization charts
→ Maintain, file and process HR forms (for example, notices, announcements, new hire forms and salary forms)
→ Make sure the organization follows legal and industry regulations
→ Maintain human resource information systems (HRIS) data and employee files (for example, make sure data is updated and correct)
→ Stay updated on new business trends
→ Answer or refer questions from employees as the first level of support
→ Work with external providers of HR services (for example, external recruiters, training providers, benefit providers)
→ Monitor projects and suggest improvements (for example, ways to recruit better applicants; resources for internal and external training; ways to improve insurance, benefits, or compensation plans)
→ Assist managers in updating standard job descriptions in order to match any changes in job Requirements and decisions.
→ Format and maintain organization charts
→ Maintain, file and process HR forms (for example, notices, announcements, new hire forms and salary forms)
→ Make sure the organization follows legal and industry regulations
→ Maintain human resource information systems (HRIS) data and employee files (for example, make sure data is updated and correct)
→ Stay updated on new business trends
→ Answer or refer questions from employees as the first level of support
→ Work with external providers of HR services (for example, external recruiters, training providers, benefit providers)
→ Monitor projects and suggest improvements (for example, ways to recruit better applicants; resources for internal and external training; ways to improve insurance, benefits, or compensation plans)
→ Assist managers in updating standard job descriptions in order to match any changes in job Requirements and decisions.
Module 2
HR Information Management (10%) Talent Acquisition (19%)
→ Manage the process to request jobs (for example, make sure requisitions are approved , get approval for the number of positions to be filled, monitor open positions)
→ Support managers in developing job descriptions and keep records of job requirements
→ Provide contact between recruiters and hiring managers (for example, prepare job listings, share appropriate information with the hiring manager and recruiter)
→ Announce job openings within the organization
→ Identify ways to find new hires (for example, advertisements and web sites)
→ Choose a group of potential applicants for managers to interview (for example, read resumes and conduct phone interviews)
→ Scheduling interviews with managers and applicants
→ Answer questions from job applicants
→ Interview job candidates
→ Promote the organization to potential applicants (for example, attend job or career fairs, recruit at colleges and universities)
→ Organize assessments of applicants (for example, schedule and score assessments, share results)
→ Coordinate the final selection process (for example, schedule interviews with managers, check references)
→ Coordinate the employment offer (for example, start date, salary, benefits)
→ Prepare for the new hire’s arrival (for example, get identification documents and required forms, set up email address)
→ Manage database of applicants (for example, track the sources of applicants and the results of the recruiting and selection process, decide where to store information about candidates for possible future employment)
→ Report recruiting metrics (for example, the number of applications received, the number of candidates interviewed, the number of applicants hired)
→ Coordinate orientations for new employees (for example, discuss the company’s expectations for the position, review the employee handbook, explain the benefit plans)
→ Support managers in developing job descriptions and keep records of job requirements
→ Provide contact between recruiters and hiring managers (for example, prepare job listings, share appropriate information with the hiring manager and recruiter)
→ Announce job openings within the organization
→ Identify ways to find new hires (for example, advertisements and web sites)
→ Choose a group of potential applicants for managers to interview (for example, read resumes and conduct phone interviews)
→ Scheduling interviews with managers and applicants
→ Answer questions from job applicants
→ Interview job candidates
→ Promote the organization to potential applicants (for example, attend job or career fairs, recruit at colleges and universities)
→ Organize assessments of applicants (for example, schedule and score assessments, share results)
→ Coordinate the final selection process (for example, schedule interviews with managers, check references)
→ Coordinate the employment offer (for example, start date, salary, benefits)
→ Prepare for the new hire’s arrival (for example, get identification documents and required forms, set up email address)
→ Manage database of applicants (for example, track the sources of applicants and the results of the recruiting and selection process, decide where to store information about candidates for possible future employment)
→ Report recruiting metrics (for example, the number of applications received, the number of candidates interviewed, the number of applicants hired)
→ Coordinate orientations for new employees (for example, discuss the company’s expectations for the position, review the employee handbook, explain the benefit plans)
Module 3
Talent Management & Development (19%)
→ Communicate information to the company about HR policies and procedures (for example, announcements about organizational changes such as structure, safety and security, or legal requirements)
→ Support company sponsored activities and awards to encourage a positive work environment (for example, employee appreciation and rewards, company social gatherings, sports teams or clubs)
→ Collect information about employees’ work experiences by conducting final exit interviews before employees leave the organization, and conduct surveys about employee attitudes, work conditions, or diversity issues
→ Complete the assigned tasks when an employee leaves the organization due to voluntary or involuntary terminations
→ Respond to employee’s questions or concerns about workplace issues (for example, employment concerns, company HR policies, complaints, retirement questions, payments)
→ Enforce HR policies and procedures (for example, explain and make sure that employees comply with the employee handbook)
→ Maintain regular communication with employees (for example, through newsletters, or the company website)
→ Support company sponsored activities and awards to encourage a positive work environment (for example, employee appreciation and rewards, company social gatherings, sports teams or clubs)
→ Collect information about employees’ work experiences by conducting final exit interviews before employees leave the organization, and conduct surveys about employee attitudes, work conditions, or diversity issues
→ Complete the assigned tasks when an employee leaves the organization due to voluntary or involuntary terminations
→ Respond to employee’s questions or concerns about workplace issues (for example, employment concerns, company HR policies, complaints, retirement questions, payments)
→ Enforce HR policies and procedures (for example, explain and make sure that employees comply with the employee handbook)
→ Maintain regular communication with employees (for example, through newsletters, or the company website)
Module 4
Talent Management & Development (19%) Compensation, Benefits And Work Experience (17%)
→ Communicate information about an employee’s compensation package, when required
→ Communicate information about company benefits
→ Record information about employees in HR database (for benefits or tax purposes)
→ Provide information about payment to employees for working hours and nonworking hours (for example, not working because of illness or vacation)
→ Administer salary adjustments
→ Track eligibility for time off and temporary leaves (for example, maternity, mourning, unpaid leave)
→ Explain policies and procedures for taking time off and requesting leaves of absence
→ Coordinate activities to support employee programs (for example, programs to improve health, tuition reimbursement or educational assistance)
→ Coordinate the completion of salary surveys from external organizations
→ Report the results of current research and available information about salaries
→ Provide data for merit increases or bonus payments
→ Communicate information about company benefits
→ Record information about employees in HR database (for benefits or tax purposes)
→ Provide information about payment to employees for working hours and nonworking hours (for example, not working because of illness or vacation)
→ Administer salary adjustments
→ Track eligibility for time off and temporary leaves (for example, maternity, mourning, unpaid leave)
→ Explain policies and procedures for taking time off and requesting leaves of absence
→ Coordinate activities to support employee programs (for example, programs to improve health, tuition reimbursement or educational assistance)
→ Coordinate the completion of salary surveys from external organizations
→ Report the results of current research and available information about salaries
→ Provide data for merit increases or bonus payments
Module 5
Compensation, Benefits and Work Experience (17%)
→ Develop basic training programs (for example, safety regulations, emergency preparedness, presentation skills and time management skills)
→ Train employees for basic programs (for example, safety regulations, emergency preparedness, presentation skills and time management skills)
→ Collect and analyze evaluations of training programs (for example, review evaluation forms, contact trainees or supervisors after the training and ask how effective the training was)
→ Coordinate and monitor training activities (for example, cross training, re-training, scheduling, setting up the classroom and completion of required training)
→ Collect information, analyze needs and make recommendations for training and future development programs
→ Monitor completion of performance reviews and development plans
→ Keep records to document employee development and performance
→ Train employees for basic programs (for example, safety regulations, emergency preparedness, presentation skills and time management skills)
→ Collect and analyze evaluations of training programs (for example, review evaluation forms, contact trainees or supervisors after the training and ask how effective the training was)
→ Coordinate and monitor training activities (for example, cross training, re-training, scheduling, setting up the classroom and completion of required training)
→ Collect information, analyze needs and make recommendations for training and future development programs
→ Monitor completion of performance reviews and development plans
→ Keep records to document employee development and performance
Module 6
Employee Relations and Risk Management (16%)
→ Encourage employees to participate in health and wellness programs (for example, exercise programs, health tests, vaccinations, vision tests)
→ Track reports about injuries and crimes (for example, accidents, theft, vandalism)
→ Process claims from employees (for example, workers’ compensation, shortterm or long-term disability benefits and social security or social insurance)
→ Complete tasks for employees who are returning to work after a long absence (for example, after giving birth, after an injury, returning with medical issues)
→ Promote a safe work environment
→ Track reports about injuries and crimes (for example, accidents, theft, vandalism)
→ Process claims from employees (for example, workers’ compensation, shortterm or long-term disability benefits and social security or social insurance)
→ Complete tasks for employees who are returning to work after a long absence (for example, after giving birth, after an injury, returning with medical issues)
→ Promote a safe work environment
Who Should Attend?
This highly practical and interactive course has been specifically designed for
Human Resource Professionals/Practitioners around the Globe that meet the following eligibility requirements:
→ A minimum of 1 years of professionallevel experience in an HR position with a Master’s degree or global equivalent
→ A minimum of 2 years of professionallevel experience in an HR position with a Bachelor’s degree or global equivalent
→ A minimum of 4 years of professionallevel experience in an HR position with a high school diploma or global equivalent
Related Courses
FAQ
What language will the course be taught in and what level of English do I need to take part in an LEORON training program?
Most of our public courses are delivered in English language. You need to be proficient in English to be able to fully participate in the workshop and network with other delegates. For in-house courses we have the capability to train in Arabic, Dutch, German and Portuguese.
Are LEORON Public courses certified by an official body/organization?
LEORON Institute partners with 20+ international bodies and associations.We also award continuing professional development credits (CPE/PDUs) for:1. NASBA (National Association of State Boards of Accountancy) 2. Project Management Institute PDUs 3. CISI credits 4. GARP credits 5. HRCI recertification credits 6. SHRM recertification credits
What is the deadline for registering to a public course?
The deadline to register for a public course is 14 days before the course starts. Kindly note that occasionally we do accept late registrations as well, but this needs to be confirmed with the project manager of the training program or with our registration desk that can be reached at +1071 4 1075 5711 or register@leoron.com.
What does the course fee cover?
The course fee covers a premium training experience in a 5-star hotel, learning materials, lunches & refreshments, and for some courses, the certification fee and membership with the accrediting bodies.
Does LEORON give discounts?
Yes, we can provide discounts for group bookings. If you would like to discuss a discount on a corporate level, we will be happy to talk to you.
Reviews
- Review:IAMM Internal Audit Maturity ModelIn recognition of their dedication and contribution supporting IKEA Saudi Arabia in arranging training programs during 2017 & 2018, looking forward for more development and exciting effort this year. On behalf of IKEA Saudi Arabia, THANK YOU!Dalal KutbiCountry Learning & Development Manager at IKEA Saudi Arabia
- Review:Certified Professional in Quality and Patient SafetyDating back to 2014, Mobily’s “LEORON” experience has grown from a single collaboration to a long-term partnership. We consider ‘’LEORON” Institute as a strategic partner, whose contribution has been nothing but premium in equipping our staff with field-based knowledge and information. Past three years have resulted with an expanded collaboration with superior customer service and support. Best Regards,Turki S. AlsahaanDir L&D, Talent Management at Mobily, Etihad Etisalat Company
- Review:Certified Professional in Quality and Patient SafetySince the partnership was signed between BAE Systems Saudi Development & Training and LEORON in 2017, we have been working together to offer the Saudi market a complete portfolio of training solutions benefiting from the wide and extensive experience of both parties. Recognizing the great success of this partnership, we are looking for further collaborations in the future that will position both companies as one of the leading training providers in Saudi Arabia. We thank the LEORON team for their full cooperation and continuing support, and look forward to further success together in the years to come.Emad AlrajihVP, Business Winning at BAE Systems Saudi Development & Training
- Review:Certified Professional in Quality and Patient SafetyWe have been working with LEORON for the past two years and will be working with them again this upcoming year. The programs they delivered were fruitful and exciting and our organization has received positive feedback from the participants. What our organization aims to do is to provide at no cost training for all the private sector employees so that they may benefit from our offered programs in Innovation and Professional development. Leoron has helped us achieve this goal. We look forward to continuing this service and wish them the best of luck. Regards,Nasser M. Al-SubaieSr. Program Officer, Enterprise Learning & Human Development at Kuwait Foundation for the Advancemen
