2 Months

Training Duration

Weekends.

Sessions

SPHRi

Certification Title

12th Jul,2020

Commencement

NCCA

Accredited

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

SPHRi (Senior Professional in Human Resources-International) – certifies competency and mastery of generally accepted HR principles in strategy, policy development and service delivery on an international level. 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 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.

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: 2 hours and 30 minutes. Exam length: 105 scored questions (mostly multiple-choice) + 25 pretest questions Language: English Computer-based exam

Faculty Members

Program Director & Lecture Expert – Business Leadership

Mr. Abhijeet Anand

Alumni XLRI

An HR Professional with about 16 years of experience in the field of HR with both Service and Manufacturing sector. Group Head – Human Resources (Tata Group). Mainly been into HR Generalist Role. Have a good exposure in HR Strategy, Employee Engagement, Recruitment, designing of a Web based HR system and also hands on experience in Hays Method of Job analysis and compensation based on Hay Points, Thomas Profiling, Performance Management, Training & Development, Systems and Processes etc.

Lecture Specialist – Talent Management & Development,

Mr. Sukrant Nath

HRCI Certified – SPHRi

Certified Human Resources professional with a demonstrated history of working in the IT/ BFSI sector. Skilled in Business Partnering for overall cost-effective Human Capital Management solutions, maintaining employee relations, engaging and retaining talent, grievance handling and disciplinary investigations, compliance and vendor management. Strong acumen in talent acquisition (mid and senior level hiring) , project management, conceptualizing and executing assessment and development centers.

Lecture Specialist – Measurement and Analysis.

     Mr.Venkatesan Muraledharan

Certified – CFE, PHRI, SPHRI & XLRI Alumni

An HR Professional with more than 14 years of work experience in the field of HR Delivery Operations and Finance Operations. Handled various roles in IBM India as Team Lead, Metric Analyst and Business Operations Professional. Currently working as Global Expense Examiner at IBM Malaysia.

Syllabus

  • Business elements of an organization (for example: products, competition, customers, technology, demographics, culture, processes, safety and security).
  • Financial knowledge (for example: evaluating financial statements, budgets, accounting terms, and cost management).
  • Vision, mission and values of an organization.
  • Strategic planning process.
  • Global and local economic and geopolitical trends that affect the business.
  • 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]).
  • Legal and regulatory requirements.
  • Merger and acquisition processes.
  • Expectations of HR from the internal and external stakeholders.
  • Cultural and social sensitivity (for example: awareness of and appreciation for cultural differences in the workplace.
  • Corporate social responsibility (for example: environmental practices, sustainability and protection of resources).
  • Management functions (such as planning, directing, assessing, implementing, delegating, coaching, etc.).
  • Decision making processes in the organization (problem solving, consensus building, rational, etc.).
  • Drivers and impact of organizational culture.
  • Labor legislation and compliance (for example: labor categories, health care, retirement and cross-border legislation).
  • Effective communication skills locally and globally (for example: interpersonal skills, listening, speaking, and cross-cultural communication).
  • Human relations concepts and applications (for example: relationship building, emotional intelligence, interpersonal communication).
  • Dealing with situations that are uncertain, unclear or chaotic.
  • Corporate governance procedures and compliance (for example: Board of Directors)
  • Organizational development methods and problem-solving techniques.
  • Change management processes and techniques.
  • Leadership theories and applications.
  • Adult learning principles and methods.
  • Training design and development.
  • Techniques for integrating employees into the organization after a merger, acquisition or restructure.
  • Methods to motivate employees.
  • Employee collaboration methods (for example: team building).
  • Cross cultural and multigenerational awareness (for example: dynamics of global teams).
  • Retention strategies.
  • Benchmarking.
  • Performance management theories and approaches.
  • Talent management practices (selecting, assessing and developing employees).
  • Organizational demographics (for example: the generations of employees, their ages, cultures, and genders).
  • Conflict management (recognizing and resolving difficult issues and problems).
  • Coaching and mentoring techniques (helping others develop, providing guidance and feedback, executive coaching).
  • Facilitation (for example: managing teams, leading meetings and focus groups).
  • Succession planning frameworks.
  • Techniques to encourage creativity and innovation.
  • Career development paths (structuring promotional and developmental opportunities within an organization).
  • Compensation and benefits philosophy.
  • Industry trends in HR (for example: population statistics, economics, sources of talent).
  • Industry benchmarks for compensation (for example: salary surveys, benefit packages).
  • Local labor conditions, including laws, legislation and international practices.
  • Organizational needs and practices.
  • Employee relocation, domestic and international.
  • Forecasting techniques (for example: determining staffing needs for the future).
  • Assessment methodology (survey, observer ratings, gap analysis, etc.).
  • Recruitment practices and sources in target markets.
  • Employer marketing and branding techniques.
  • Techniques and methods for organizational design (for example: outsourcing, shared services, organizational structures [matrix, hierarchy] ).
  • Evaluation of HR information systems (HRIS) and technology (for example: their use for payroll, talent development, and employee data).
  • Social media and web applications.
  • Project management (for example: goals, timetables, deliverables, and procedures).
  • Negotiation techniques (including influencing others).
  • Interviewing techniques.
  • Investigation techniques.
  • Parameters around giving advice to employees.
  • Supporting ideas and concepts to the appropriate audience (advocacy).
  • Compensation and benefits administration (including non-cash rewards, stock programs).
  • Termination processes.
  • Data security and privacy.
  • Organizational documentation and electronic record retention and storage requirements.
  • Workplace security (including disaster preparedness, recovery, business continuity).
  • Workplace health, wellness and safety practices.
  • Service standards for HR service delivery.
  • Quantitative metrics.
  • Qualitative measures.
  • Performance management data interpretation.
  • Financial metrics (for example: ROI, cost per hire, gross profit, cost-benefit analysis).
  • Operational metrics (for example: measures of production, service measures, customer satisfaction).
  • HR measures (established measures, benchmarks and scorecards).
  • Data appropriate to different audiences (customized reports for appropriate audiences).
  • Methods of reporting organizational metrics (for example: dashboard indicators).
  • Technology available to evaluate and present metrics (for example: Enterprise Resource Planning system [ERP], desktop software, HRIS).
  • HR audit and evaluation (for example: payroll reconciliation, head count).
  • Techniques to assess training program effectiveness (for example: participant surveys, pre- and post-testing).
  • Basic research principles.

Program Fee

HRCI

Option 1 – (Only Exam) Fee = $ 495

 

Options 2 – (Bundle) Exam Fee + Only Study Material = $ 825

upTop Savings

Option 1 – (Only Exam) Fee = $ 475

Saving  ($495 – $475) = $25

 

Options 2 – (Bundle) Exam Fee + Trainer led Training & Preparation + Mock Test + Study Material)= $ 800

Saving  ($825 – $800) = $25

Get Program Brochure

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