Senior Professional in Human Resources — International™ (SPHRi™)Independent of geographical region, the credential complements local HR practices at a strategic level.
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.
- Module 1
- Module 2
- Module 3
- Module 4
- Module 5
- Module 6
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.
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 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.
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.
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.
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