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Key Highlights

GPHR suffix to your title
NAAC and IAS approved HR credentials
Eligible for global HR jobs
Globally accepted HR certificate
GPHR ( Global Professional In Human Resource’s
Exposure to International Opportunitiess

Program Overview

HRCI (Human Resource Certification Institute) is a U.S. based world wide credentialing organization offering certifications to HR Generalists, administrators and managers. The certifications are awarded upon successful completion of competency exams that cover Human Resource Management (HRM)practices, policies and principles. Human Resource professionals seek HRCI certifications to boost career opportunities, professional credibility, and compensation rates.

HRCI exam content varies by certification type. Each exam is designed to demonstrate mastery and real-world application of HR practices, policies and principles. Exams are accredited by The National Commission for Certifying Agencies (NCCA). Renewal/recertification is required every three years for the retention of HRCI credentials. To obtain recertification, professionals must either retake the certification exam or earn 60 HR-related professional development training credits. All training must be provided by HRCI approved providers (APs).

PHRi (Professional in Human Resources-International) – certifies mastery of the technical and operational aspects of HR practices, regardless of geographic region. This certification requires a degree plus work experience.

HRCI Certification Process

  1. Create give your details on upTop platform.
  2. Dedicated upTop counselor shall appoint a call to check eligibility.
  3. Approved candidate can go for self preparation / Obtain training program to minimize the risk of failing the exam.
  4. Go through the training and mock exam, Interview and Mock assessments.
  5. upTop make sure participants 100% prepared before appearing for final exam.
  6. Schedule a test appointment (within 120 days) at a Pearson VUE testing location. Official test results are available within 24-48 hours. The average pass rate across all certifications is 71%.
  7. Become Global certified HR professionals on successfully passing the exam.
  8. Also,HRCI awards one recertification credit hour for every hour of concurrent session time.

Starts On
May, 2021

2 months

Program Fee:
65,000 /- GST


Best-in-class content by leading Faculty and industry leaders in the form of videos, cases and projects


Strategic Global Human Resources
  • Participate in the development and implementation of the HR strategy to align with the global business strategy (e.g., evaluate local labor market conditions, regulation requirements, costs, language, barriers to entry, PESTLE analysis)
  • Implement workforce planning in alignment with the global business strategy (e.g., evaluate local labor market conditions, regulation requirements, costs, language, barriers to entry, PESTLE analysis, gap analysis output)
  • Prepare and execute elements of workforce restructuring in a global environment (e.g., local laws, risks, international laws, market practices, reputational risk, cost, training capabilities, labor relations, workplace culture, morale, systems, benefits, methodologies)
  • Design and execute a global HR delivery model (e.g., model – regional CoE, global CoE, business partnering, decentralized, local considerations – strategy, expertise, optimization, process improvement, cost savings, talent availability, language availability, time zone considerations – “follow the sun”)
  • Create and manage a global organization design (e.g., local rules on local managers, compliance, cultural differences, time zones, span of control, technology platforms for communications, language)
  • Describe the role, benefits, and limitations of outsourcing, offshoring, and shared services models (e.g., strategy, expertise, optimization, process improvement, cost savings, talent availability, language availability, time zone considerations – “follow the sun”)
  • Use common HR metrics to evaluate HR contributions to the achievement of the organization’s strategic goals (e.g., recruiting, cost per hire, engagement, employee net promoter score (eNPS), time to fill, return-on-investment (ROI), turnover rate, employee overseas assignment ROI)
  • Compare and contrast organic and inorganic (greenfield, brownfield, merger and acquisition) growth strategies from a global HR perspective
  • Determine and manage the HR processes during a merger, acquisition, or divestiture in a global organization (e.g., legal compliance, employee selection, resources, employee welfare, communications, buyer and seller obligations to employees, labor relations)
  • Apply various strategies for operating in countries with minimal headcount (e.g., PEO, use another country’s legal entity, purchase of an entity, partnership with local entity, establish a legal entity, representative office, joint venture)
  • Describe the role, benefits, and limitations of using a Professional Employment Organization (PEO)

Global Talent Management
  • Evaluate the components of a talent management strategy (e.g., strategic employee planning, talent acquisition and retention, performance management, learning and motivating, total rewards, career development and succession planning)
  • Evaluate different approaches to sourcing talent at a global level (e.g., build/buy/borrow, internal/ external recruiting, internal transfers, recruitment process outsourcing (RPO), consultants, employee referrals, social media strategy)
  • Conduct and administer a global talent assessment (e.g., tools, methodology, assessor selection, cultural relevancy, unconscious bias, output, build/buy/borrow talent)
  • Evaluate the differences among various alternate work arrangements (e.g., job sharing, flexible schedules, telecommuting, virtual/remote, cross border) for a global workforce (e.g., cost compliance, productivity, effectiveness, technology, cultural, laws, retention strategy, work-life balance)
  • Identify the risks and benefits of leveraging nonemployees (independent contractors, consultants, third-party contractors) in a global organization (e.g., joint or co-employment, misclassification, financial risks such as owing backpay, legal risks)
  • Design and implement learning and development programs for a global workforce (e.g., language, culture, delivery method, learning styles, gap assessment, time zones, costs, tools, connectivity, technology)
  • Design and implement a performance management framework for a global workforce (e.g., goal setting, laws/regulations, strategy culture, systems/platforms, training, change management)
  • Use diagnostic tools in global organizations to assess employee engagement (e.g., exit surveys, onboarding surveys, engagement surveys, employee net promoter score, stay interviews)
  • Implement programs to improve employee engagement and retention in a global organization (e.g., peer recognition platforms, mentoring and coaching, communication or social platforms)
  • Evaluate the impact of employee organizations (works councils and local unions) on employees, business strategy, and practices, globally and locally
  • Evaluate the impact of the International Labour Organization (ILO), Organisation for Economic Cooperation and Development (OECD), and United Nations (UN) on employees, business strategy, and practice
  • Implement, integrate, automate, and maintain global HR systems and tools (e.g., data privacy, reporting, user experience, regulatory, automation, applicability, and effectiveness)
  • Manage employee data analytics and other emerging technologies in a global environment (e.g., different and relevant benchmarks, different countries, common definitions, different units of measurement, different industries, data privacy, selecting appropriate measures for outcomes)
Global Mobility
  • Analyze the role, benefits, and limitations of the various types of expatriate assignments (e.g., local plus, hybrid, long-term, short-term)
  • Compare and contrast the following employee types (e.g., host country national, parent country national, third country national, local national)
  • Facilitate the expatriation of an employee going on an overseas assignment (e.g., planning, communication, culture and language training, logistical support, integration, family acclimation, visa and immigration)
  • Assess and administer the demographic factors when selecting employees for an overseas assignment which may not normally be considered for a local position (e.g., religion, sexual orientation, family status, gender, gender identity, nationality, special needs, pets, cultural adaptability, and age)
  • Apply the primary incremental variables included in a cost analysis for an overseas assignment (e.g., immigration, relocation expenses, housing, car allowance, education allowance, home leave allowance, travel allowance, air travel to and from assignment, COLA, consulting fees, and taxes)
  • Recognize and articulate country-to-country differences (regulatory, statutory, and customary) in the hiring and onboarding process for expatriates (e.g., preemployment screening, personally identifiable information, preemployment health check, technological, benefits enrollment, offers vs employment agreements, orienting, immigration, visa, work permit requirements)
  • Identify the most common types of visas applicable to employees and their families who are working or traveling outside their home country
  • Identify the potential country-to-country differences (regulatory, statutory, and customary) in the offboarding process for expatriates (e.g., notice pay, removing from benefits, immigration, government notification, departure travel, return travel, labor organization notification, settlement agreements)
  • Plan and execute the successful repatriation of an employee on an overseas assignment (e.g., planning, communication, having a new position, integration, family re-acclimation, visa, immigration)
  • Describe the key considerations when localizing expatriates (e.g., housing, children’s education, compensation, visa and immigration requirements, migration to local salary and rewards, terms and conditions, portability)
  • Evaluate the primary considerations for a repatriate or expatriate and his/her family when preparing to relocate

Workplace Culture
  • Describe the cultural dynamics that may impact strategy and behavior in a cross-border context (i.e., Trompenaars and Hofstede)
  • Identify and apply the potential elements of cultural differences and norms when designing HR programs for a global workforce (i.e., Trompenaars and Hofstede)
  • Evaluate the key considerations to mitigate the risks and identify the opportunities for promoting diversity and inclusion in a global workforce (e.g., cultural, religious, social, political, legal, and special needs considerations)
  • Implement and maintain corporate social responsibility (CSR) and ethics program (e.g., employer branding and reputation, risk management, employee engagement, employee satisfaction, strategic partnerships/vendor requirements, cost, obligations, legal and statutory obligation, bribery and corrupt practices: US Foreign Corrupt Practices Act, Safe Harbor Privacy Principles, UK Bribery Act)

Total Rewards
  • Identify the most common total reward strategies and complexities of statutory and market requirements for local employees and/or expatriates from the perspectives of both the organization and the employee (e.g., health and welfare benefits, compensation, retirement, payroll, equity compensation and taxation, cost analysis, double taxation, totalization agreements)
  • Evaluate the key compensation philosophies of an expatriate package (e.g., host country, home country, Big Mac Index, COLA)
  • Identify the components of supplemental pay (e.g., per diems, hazard pay, hardship allowance, stipends) for local or expatriate employees
  • Identify the circumstances (e.g., political unrest, climate extremes, excessive crime, unusual work schedules) where supplemental pay may be required for local or expatriate employees
  • Compare and contrast the two primary retirement plan types (defined benefit and defined contribution), considering both statutory and voluntary schemes
Risk Management and Compliance
  • Determine the key considerations in developing and implementing a strategy to proactively manage physical safety and security risks for employees globally
  • Describe the resources commonly used to assess, mitigate, and manage security risks, incidents, and evacuations (e.g., kidnap and ransom insurance, travel and medical services)
  • Evaluate the types of controls in a global HR environment used to manage risk and maintain compliance (e.g., audits, segregation of duties, quality assurance, multi-level approvals, external accreditation, control or exception reporting)
  • Implement and maintain global anti-discrimination, anti-bullying, and anti-harassment policies (e.g., laws, processes, reporting requirements, representation, outcome/consequences, education, language, cultural norms)
  • Develop and execute a global employee investigation plan (e.g., investigator selection, laws, processes, timeline and reporting requirements, representation, outcome/consequences)
  • Identify the key principles of the General Data Protection Regulation (GDPR) (e.g., lawfulness, fairness and transparency, purpose limitations, data minimization, accuracy, storage limitation, integrity and compliance, accountability and compliance)

Weekly Projects


Complete all the courses successfully to obtain this prestigious recognition from HRCI

Participation certificae from uptop

Complete all the courses successfully to obtain this prestigious recognition from IIM Rohtak

Frequently Asked questions ❓

Answer: Fill the online profile application, answer the important questions to let selection committee know more about your profile, Application fee is applicable.

Answer: Yes, you do have chance to appear for scholarship, Please establish a contact with a strategic counselor for more information on it.

Answer: You can beak the entire program fee in 3 part payments and pay OR may go for education loan facility and go for 1 year , 2 years EMI options.

Answer: It is all technology driven hence you need to have basic internet , a laptop, tablet , mobile with active CAM and MIC.

Answer: All sessions are live and interactive hence you will have direct interactions with faculty members, batch mates as all attending the session at one place.

Answer: You do not have to worry about it as upTop LMS make sure to record every live session and make it available 24*7 in your LMS access. The LMS carry all recoded sessions, program roadmap, study materiel , case studies, PPT, notes, assessments , quizzes , rewards , points, EMI tracker.

Answer: All live session and campus visit must only be delivered on weekends to make sure not interruption to working schedule.


I’m interested in this program

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What’s Included in the Price?

Benefits/ Features
  • Weekends live session.
  • Be a part of upTop career network.
  • Zero cost re-training if fails the exam.
  • Certified trainer led 2 months live training.
  • Complete assistance form enrollment till examination.
  • Practice sessions to understand techniques to crack the exam.
  • Exam credit, Exam Access, 2 months live trainer led training.



No Cost EMI at ₹15,250/month
(Applicable to people residing in India)

No Cost EMI Calculator

Total Amount






Loan Calculator

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6 M

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18 M

Loan Interest

10% of Principle

Admission Process

Online Application Open

Screening & Shortlisting


Final Apporoval



Take Away GPHR Program Online Programs
NAAC Accredited Program Yes No
IAS Accredited Program Yes No
Mock Exam Practice Yes No
Industry Expert Sessions Yes Yes
International HR Network Yes No
Peer to Peer Learning Yes Yes
Corporate Acceptance High May Be
Globally accredited credentials Yes No
GPHR suffix to your name Yes No