PHRi (Professional in Human Resources )

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.

http://www.hrci.org/

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.

Responsibilities:

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
recruitment)

03 Work with hiring managers to facilitate interviews by evaluating all sourced and submitted
applications

04 Partner with hiring manager to determine preferred candidate(s), communicate job offer, and
ensure acceptance

Knowledge of:

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
source talent)

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.

Responsibilities:

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
employee

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

Knowledge of:

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.

Responsibilities:

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

Knowledge of:

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
organizational results.

Responsibilities:

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
appreciation

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

Knowledge of:

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
retention

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.

Responsibilities:

01 Develop and communicate safety incident investigation to ensure compliance with safety
guidelines

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

Knowledge of:

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.

Responsibilities:

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
acceptance

05 Design training materials and user manuals to ensure users comprehend and utilize systems
capabilities

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
data output

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

Knowledge of:

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

16 Business

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-40 Credit Hours

– One Lecture per week  ( 3 Months )

– Two Lectures per week ( 1.5 Months )

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.

Speaking Languages:

(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.

Exam Content:

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%)