The Senior Professional in Human Resources – International (SPHRi™) is a global, competency-based credential that is designed to validate professional-level core HR knowledge and skills. The credential demonstrates mastery of generally accepted HR principles in strategy, policy development and service delivery. Independent of geographic region, the credential complements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals and the organizations they serve.
The (SPHRi™) exam is divided into Four functional areas, or domains. The weighting of each area is based on its relative importance to the knowledge requirements of an HR professional with in-country responsibilities. During the preparation course we work on the six Modules using To-BASICS techniques.
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. 500,000+HR professionals HRCI-certified worldwide over 40 years.proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction. Read More about HRCI
Our Support and Assistance To Get Certified
Free Counseling, Advising and guidance for the proper Certification program for you through an experienced and certified instructor.
Certified instructor directly answers your calls for any questions and inquiries.
We Provide you with all needed and full support in Exam registration process.
We Provide you with full guidance In the application Process and Payment.
You speak directly with the program certified instructor who provides you with full assistance and directly answers your questions and inquiries.
You will have a study plan with your instructor who give you the guidance and advice about the exam date selection.
Your Instructor will Follow-up with you before and after the exam.
We provide you with the opportunity to expand your HR Professional Network with other Certified HR professionals on local and international level.
SPHRI™ Certification Preparation Course Overview
In this course, you learn the essentials of Seniorr Professional in Human Resources - International (SPHRi™) Certificate through Jobeex special technique of delivering the (SPHRi™) body of knowledge and the know-how which is considered essential for passing the exam, based on 90% success rate results of all course attendees in Jobeex
Using the most effective learning methods and techniques to deliver (PHRi/SPHRi - SHRM-CP/SHRM-SCP) programs content with the highest quality and the best learning environment. .
Based on Attendees feedback of their exam taking experience we’re continuously update and develop our training methodology, that guarantee the success in (SPHRi™) exam, where we combined the HRM knowledge, principles and aspects with real life examples, case studies, documents from well known local and multinational companies inside and outside Egypt, where we link the theory and practice.
Jobeex is HRCI's Approved Provider More
Course Package includes:
Certificate of Attendance for (SPHRi™) Exam preparation program from Jobeex (HRCI's Approved Provider).
Full support in exam registration process, application, payment, exam date scheduling.
Learn exam tricks and techniques.
Within one year from attending the course you're eligible to Re-attend again one more time for free.
Provide you with study plan and all needed free materials.
Expanding your network and share your experience with hundreds of certified HR professionals had already the preparation program with us.
Four Modules (Exam Topics) Read More
Please contact us for next rounds information and to answer all your inquiries
Course Duration: 40 Hours in 10 weeks
Course is Available online
Is this Certification Right for Me?
Demonstrate your strategic international HR leadership with the Senior Professional in Human Resources - International™ (SPHRi™) from HR Certification Institute (HRCI). The SPHRi (formerly the Human Resources Management Professional™ or HRMP™), for internationally based HR leaders, validates senior-level HR competency and mastery of generally accepted HR principles in strategy, policy development and service delivery in a single international setting.
Am I Eligible?
To be eligible for the SPHRi you must meet one of the following conditions for education and experience*:
Have at least four years of experience in a professional-level HR position + a master’s degree or global equivalent,
Have at least five years of experience in a professional-level HR position + a bachelor’s degree or global equivalent, OR
a minimum of seven years of experience in a professional-level HR position + a high school diploma or global equivalent.
The SPHRi requires documented knowledge of local employment laws.
What Is Covered?
Review the SPHRi Exam Content Outline for details.
What Is the Exam Format & Length?
Computer-based Testing (CBT) at a Prometric testing center
Exam time: 2 hours and 30 minutes.
Exam length: 105 scored questions (mostly multiple-choice) + 25 pretest questions
Language: English (Spanish Translation Aid available)
How Much Does It Cost?
To make certification more accessible worldwide, HRCI offers a global allowance for the PHRi/SPHRi exam which provides the exam at a reduced fee. Applicants who live in low-income, lower middle-income, and upper middle-income economies as defined on the World Bank Country and Lending Group list will pay a reduced exam fee of $200 USD/ $300 USD.
When Can I Take the Exam?
Testing for the SPHRi is available year-round, subject to availability at the Prometric testing center of your choice.
SPHRI™ Certification Preparation Outlines (Body of Knowledge) covered during the SPHRI™ Preparation Course
Functional Area 01 | Business Leadership (31%)
Leading the HR function, providing strategic HR consultation to senior management, and developing partnerships with all areas in the organization. Contributing to the overall strategy of the organization through activities such as evaluating organizations considered for mergers and acquisitions, conducting human capital analyses, and understanding global HR issues.
01 Business elements of an organization (for example, products, competition, customers, technology, demographics, culture, processes, safety and security)
02 Financial knowledge (for example, evaluating financial statements, budgets, accounting terms, and cost management)
03 Vision, mission and values of an organization
04 Strategic planning process
05 Global and local economic and geopolitical trends that affect the business
06 Methods of gathering data for strategic planning purposes (for example, using methods such as a SWOT analysis [Strengths, Weaknesses, Opportunities, Threats] and a PEST analysis [Political, Economical, Socio-Political and Technological])
07 Legal and regulatory requirements
08 Merger and acquisition processes
09 Expectations of HR from the internal and external stakeholders
10 Cultural and social sensitivity (for example, awareness of and appreciation for cultural differences in the workplace
11 Corporate social responsibility (for example, environmental practices, sustainability and protection of resources)
12 Management functions (such as planning, directing, assessing, implementing, delegating, coaching, etc.)
13 Decision making processes in the organization (problem solving, consensus building, rational, etc.)
14 Drivers and impact of organizational culture
15 Labor legislation and compliance (for example, labor categories, health care, retirement and cross-border legislation)
16 Effective communication skills locally and globally (for example, interpersonal skills, listening, speaking, and cross-cultural communication)
17 Human relations concepts and applications (for example: relationship building, emotional intelligence, interpersonal communication)
18 Dealing with situations that are uncertain, unclear or chaotic
19 Corporate governance procedures and compliance (for example, Board of Directors)
Functional Area 02 | Talent Development and Management (27%)
Identifying and developing relevant individual and organizational competencies; developing and using a talent management strategy to sustain long- term, effective alignment with organizational strategies to achieve human capital objectives; establishing a learning environment in which continuous professional development includes staying current in HR practices. Using a set of systematic and planned activities designed by the organization to help people develop the necessary skills to meet current and future organizational needs and objectives. Creating an organizational environment that encourages and retains the employees.
01 Organizational development methods and problem-solving techniques
02 Change management processes and techniques
03 Leadership theories and applications
04 Adult learning principles and methods
05 Training design and development
06 Techniques for integrating employees into the organization after a merger, acquisition or restructure
07 Methods to motivate employees
08 Employee collaboration methods (for example team building)
09 Cross cultural and multigenerational awareness (for example dynamics of global teams)
10 Retention strategies
12 Performance management theories and approaches
13 Talent management practices (selecting, assessing and developing employees
14 Organizational demographics (for example the generations of employees, their ages, cultures, and genders)
15 Conflict management (recognizing and resolving difficult issues and problems)
16 Coaching and mentoring techniques (helping others develop, providing guidance
and feedback, executive coaching)
17 Facilitation (for example, managing teams, leading meetings and focus groups
18 Succession planning frameworks
19 Techniques to encourage creativity and innovation
20 Career development paths (structuring promotional and developmental opportunities within an organization)
21 Compensation and benefits philosophy
Functional Area 03 | HR Service Delivery (24%)
Using effective HR Service Delivery methods to deliver accurate and consistent programs that support sustainable organizational growth. Creating an environment where all employees can find answers to HR questions; using effective communication plans, HR technology and tools; identifying HR service delivery methods used by a group that may be applicable across the organization; defining and implementing compensation and benefit programs and managing employee arrivals and departures from the organization as appropriate.
01 Industry trends in HR (for example, population statistics, economics, sources of talent)
02 Industry benchmarks for compensation (for example, salary surveys, benefit packages)
03 Local labor conditions, including laws, legislation and international practices
04 Organizational needs and practices
05 Employee relocation, domestic and international
06 Forecasting techniques (for example, determining staffing needs for the future)
07 Assessment methodology (survey, observer ratings, gap analysis, etc.)
08 Recruitment practices and sources in target markets
09 Employer marketing and branding techniques
10 Techniques and methods for organizational design ( for example outsourcing, shared services, organizational structures [matrix, hierarchy] )
11 Evaluation of HR information systems (HRIS) and technology (for example, their use for payroll, talent development, and employee data)
12 Social media and web applications
13 Project management (for example, goals, timetables, deliverables, and procedures)
14 Negotiation techniques (including influencing others)
15 Interviewing techniques
16 Investigation techniques
17 Parameters around giving advice to employees
18 Supporting ideas and concepts to the appropriate audience (advocacy)
19 Compensation and benefits administration (including non-cash rewards, stock programs)
20 Termination processes
21 Data security and privacy
22 Organizational documentation and electronic record retention and storage requirements
23 Workplace security (including disaster preparedness, recovery, business continuity)
24 Workplace health, wellness and safety practices
25 Service standards for HR service delivery
Functional Area 04 | Measurement and Analysis (18%)
Developing and utilizing key HR and business metrics such as those related to individual and organizational performance. Interpreting data to improve employee performance and increase the value of the organization.
01 Quantitative metrics
02 Qualitative measures
03 Performance management data interpretation
04 Financial metrics (for example, ROI, cost per hire, gross profit, cost-benefit analysis)
05 Operational metrics (for example, measures of production, service measures, customer satisfaction)
06 HR measures (established measures, benchmarks and scorecards)
07 Data appropriate to different audiences (customized reports for appropriate audiences)
08 Methods of reporting organizational metrics (for example dashboard indicators)
09 Technology available to evaluate and present metrics (for example, Enterprise Resource Planning system [ERP], desktop software, HRIS)
10 HR audit and evaluation (for example payroll reconciliation, head count)
11 Techniques to assess training program effectiveness (for example: participant surveys,
pre- and post-testing)
12 Basic research principles