2 Months

Training Duraiton

Weekends

Sessions

GPHR

Certification Title

May 2020

Commencement

NCCA

Accredited

HRCI (Human Resource Certification Institute) is a U.S. based worldwide credentialing organization offering certifications toHR 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). HRCI awards one recertification credit hour for every hour of concurrent session time.

GPHR (Global Professional in Human Resources) – certifies expertise in multinational HR responsibilities. 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.

Important Information.

To be eligible for the GPHR you must meet one of the following conditions for education and experience: Have at least two years of experience* in a global professional-level HR position + a Master’s degree or higher, Have at least three years of experience* in a professional-level HR position (at least two in global HR) + a Bachelor’s degree, OR Have at least four years of experience* in a professional-level HR position (at least two in global HR) + a high school diploma: Global HR experience is defined as having direct, cross-border HR responsibilities for two or more countries or regions

Eligible candidates will enroll for the training program.

Industry expert HR's will deliver weekend training live sessions and mock tests during 2 months of training.

Exam time: 3 hours Exam length: 140 scored questions (mostly multiple-choice) + 25 pretest questions Computer-based exam.

Syllabus

  • The organization’s vision, values, mission, business goals, objectives, plans, processes, and culture.
  • Strategic/business planning and continuous improvement processes and their implementation.
  • Concepts and processes to align the global HR function as a strategic business partner (examples include business environment, markets, consumer segments, industry specific trends and cycles, key business factors).
  • Financial planning processes and budget development.
  • Strategies and business models (examples include joint ventures, wholly owned subsidiaries, representative offices, outsourcing/off-shoring) and their implications.
  • Organizational structures (by geography, business unit, product line, and functional discipline) and their design and implementation.
  • HR analytics, methods, and processes for assessing the value and the results of HR programs (examples include return on investment [ROI], cost/benefit analysis).
  • The organization’s values and culture and their fit with the culture, legal systems, and business practice contexts of other countries, including local and regional differences.
  • Business ethics standards and practices at a global level, while maintaining local relevance.
  • Role and expectations of customers, suppliers, employees, communities, shareholders, boards of directors, owners, and other stakeholders.
  • HR technology (examples include HR information systems, Intranet) to support global human resource activities.
  • Procedures and practices for cross-border operation, integration, and divestiture.
  • Company and site start-up practices and procedures.
  • Organization business philosophies, financial models, and financial statements.
  • Due diligence and restructuring processes appropriate to specific regulatory environments and countries.
  • Best practices and application of community relations, environmental initiatives, and philanthropic activities.
  • Corporate social responsibility practices and policies.
  • Strategies to promote employer of choice or employment branding initiatives and best practices.
  • Social media technologies, trends, and best practices including knowledge of evolving legislation and regulations
  • Applicable laws and regulations related to hiring and employment.
  • Strategies to promote employer of choice or employment branding initiatives.
  • Methods for developing, sourcing, and implementing a global workforce staffing plan.
  • Global and country-specific recruiting and hiring practices, methods and sources.
  • Position description development.
  • Culturally appropriate interviewing techniques and selection systems.
  • Employment contract content requirements by country.
  • Deployment activities (examples include relocation, mobility services, immigration).
  • Company on-boarding programs.
  • Staffing metrics (examples include cost-of-hire, new hire attrition, return on investment [ROI]).
  • Policies and processes related to types of assignments (examples include short-term, long-term, permanent, commuting) that address specific needs (examples include technology transfer, leadership and management development, project management)
  • Assessment and selection tools and models for global assignments. 32 Global assignment management, tracking, and reporting
  • Intercultural theory models and their application to overall business success.
  • Critical success factors for global assignees (examples include spouse or partner and family adjustment, support, communications).
  • Global assignee preparation programs (examples include cultural and language training, host country site orientation, relocation services, destination services).
  • Expenses related to global relocation and mobility services (examples include destination services, housing, travel and temporary living, shipment and storage of household goods, culture and language training, dependent education).
  • Assignment assessment measures to evaluate global assignee fit and impact on the business.
  • Immigration issues related to global mobility (examples include visas, work permits, residency registration).
  • Techniques for fostering effective communications with global assignees, management, and leadership.
  • Tools, best practices, and support services for repatriation.
  • Corporate income tax ramifications of employee and employment activities in various jurisdictions, including unintentional permanent establishment
  • Local laws regarding compensation, benefits, and taxes (examples include tax equalization or protection, mandatory or voluntary benefits).
  • Global assignment tax planning and compliance requirements and processes.
  • Payroll requirements and global assignment payment methods (examples include split payroll, home and host country payments)
  • Localization concepts and processes (examples include compensation and benefits adjustments, tax implications, social insurance issues).
  • Global assignment compensation packages (examples include net-to-net, regional and host location based, headquarters based, balance sheet, host country-plus).
  • Cost-of-living models and their impact on global assignments (examples include goods and services allowances, efficient purchaser indices).
  • Global and country-specific benefit programs (examples include retirement, social insurance, health care, life and disability income protection).
  • Global and country-specific perquisite programs (examples include company cars, club memberships, housing, meal allowances, entertainment allowances).
  • Equity-based programs (examples include stock options, phantom stock, restricted shares, stock purchase) and their global application and taxation issues for the employee and the company.
  • The impact of cross-border moves on long- and short-term incentive programs.
  • Portability of health and welfare programs (examples include retirement, social insurance, health care, life and disability insurance).
  • Finance, payroll, and accounting practices related to local compensation and benefits.
  • Procedures to collect and analyze data from global, regional, and local compensation and benefits surveys.
  • Appropriate mix of compensation and benefits for different local and regional markets.
  • Global executive compensation, benefits, and perquisites programs (examples include bonuses, deferred compensation, long-term incentives, tax-effective compensation methods).
  • Financing of benefits programs, including insured programs, multinational insurance pooling and retirement funding options
  • Information sources on global and local compensation, benefits, and tax trends.
  • Due diligence procedures for business changes (examples include mergers and acquisitions, joint ventures, divestitures, restructuring) with respect to compensation, benefits, and perquisites.
  • Job valuation tools (examples include point-factor systems, salary surveys, benchmarking).
  • Tax treaties and bilateral / reciprocal social security agreements (Totalization Agreements).
  • Collective bargaining agreements and works council mandated compensation and benefits
  • Applicable laws and regulations related to talent development activities.
  • Work-life balance programs.
  • Techniques to promote and align corporate vision, culture, and values with local and regional organizations.
  • Global organizational development programs and practices (examples include succession planning, leadership development)
  • Needs assessment for talent and organizational development in a global environment.
  • Training programs and their application in global environments.
  • Global learning models and methodologies.
  • Performance management, feedback, and coaching methods as they apply locally and globally.
  • Techniques to measure organizational effectiveness in a global business environment (examples include engagement surveys, benchmarking, productivity measurement tools).
  • Retention strategies and principles and their application in different cultures and countries.
  • Redeployment, downsizing, and exit management strategies and principles and their application in different cultures and countries.
  • Career planning models.
  • Critical success factors for global assignees (examples include family adjustment and support, communication, career planning, mentoring).
  • Best practices and processes for utilizing the experience of repatriated employees.
  • Competency models and their global applicability.
  • Trends and practices for employee engagement.
  • Interpersonal and organizational behavior concepts and their application in a global context (examples include the use of geographically dispersed teams, virtual teams, culture training, cross-cultural communications)
  • Applicable laws affecting employee and labor relations (including termination of employment), workplace health, safety, security, and privacy.
  • Major laws that apply extraterritorially (examples include US Title VII, US Americans with Disabilities Act, US Foreign Corrupt Practices Act, EU Data Privacy Directive and Safe Harbor Privacy Principles, UK Bribery Act).
  • Globally-recognized regulations, conventions and agreements (examples include OECD Guidelines for Multinational Enterprises, ILO Conventions, Mercosur, NAFTA, WTO, UN Compact).
  • Employment-related legal compliance and ethical conduct of vendors, suppliers and contractors.
  • Internal controls, compliance, and audit processes.
  • Employee rights to privacy and record-keeping requirements (examples include EU Data Privacy Directive and Safe Harbor Principles, US HIPAA, Australian Federal Privacy Act).
  • Individual employment rights (examples include employees’ rights to bargain, grievance procedures, required recognition of unions).
  • Appropriate global and local techniques for managing employee relations (examples include small group facilitation, dispute resolution, grievance handling, employee recognition, constructive discipline).
  • Legal and customary roles of works councils and trade unions.
  • Local collective bargaining processes, strategies, and concepts.
  • Employment litigation.
  • Workplace security risks including physical threats and piracy of intellectual property and other company-proprietary information.
  • Local conditions relating to personal security (examples include kidnapping, terrorism, hijacking).
  • Emergency response and crisis-management planning (examples include plans for medical emergencies, pandemics, disasters, evacuation, riots, civil disorder, other physical threats, facility safety).
  • Basic business, global, political, and socioeconomic conditions, demographics, law, and trade agreements, and how they relate to business operations.
  • Globalization and its drivers, opportunities, consequences, and trends.
  • Global management techniques, including planning, directing, controlling, and coordinating resources.
  • Global project management methods and applications.
  • Global application of human resource ethics and professional standards.
  • Change management strategies, processes, and tools.
  • Global leadership concepts and applications.
  • Qualitative and quantitative methods and tools for analysis, interpretation and decision-making purposes and their application
  • Intercultural theory and specific cultural behaviors.
  • Cross-cultural management techniques.
  • Strategies for managing global vendor/supplier relationships, selection processes, and contract negotiations.
  • Communication processes and techniques and their worldwide applicability.
  • Effective use of interpreters, translators, and translations.
  • Techniques to promote creativity and innovation.
  • Principles and practices that foster a diverse workforce.
  • Strategies of globalization versus localization of HR policies and programs.
  • HR capability within the organization (both global and local)

Program Fee

HRCI

Option 1 – (Only Exam) Fee $ 495 = (INR 37,125) for exam only with no training assistance.

Options 2 – (Bundle) Exam Fee + Study Material ($ 825) = INR 61,875/-

upTop Savings

Option 1 – (Only Exam) Fee $ 475 = (INR 35,625) for exam only with no training assistance.

Saving = ($ 495 – $475) = $ 20

Options 2 – (Bundle) Exam Fee + Training & Preparation + Study Material + Mock Test) = $800 = INR 60,000/-

Saving =($ 825 – $ 800) = $ 25

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