Exam Content Outline
Professional in Human
Resources - International™
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PHRi™ Exam Content Outline At-a-Glance:
PHRi Exam Weighting by Functional Area:
Functional Area 01 | Talent Acquisition (19%)
Functional Area 02 | HR Administration and Shared Services (19%)
Functional Area 03 | Talent Management and Development (19%)
Functional Area 04 | Compensation, Benefits, and Work Experience (17%)
Functional Area 05 | Employee Relations and Risk Management (16%)
Functional Area 06 | HR Information Management (10%)
The Professional in Human Resources - International (PHRi™) exam is created using the PHRi EXAM CONTENT
OUTLINE, which details the responsibilities of and knowledge needed by today’s HR professional. The PHRi EXAM
CONTENT OUTLINE is created by HR subject matter experts through a rigorous practice analysis study conducted
by HRCI. It is updated periodically to ensure it is consistent with current practices in the HR profession. This exam
content outline took effect in 2018.
HRCI developed the HRCI Capability Model™ in 2021 to support the interplay between evidence-based knowledge, stakeholder-relevant
capabilities and results-oriented outcomes. It serves as a roadmap designed to support and guide HR’s diverse community of professionals as
they pursue learning and assessment opportunities. For more information about the Capability Model, please visit our website.
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Functional Area 01 | Talent Acquisition (19%)
Actions needed to make sure an organization has employees with the right skills in the right positions
at the right time.
01 Create job description in partnership with hiring manager to ensure that requirements
are accurate and up-to-date
02 Recommend and implement most efficient and cost-effective sourcing strategies for hiring managers
(for example: agencies, job boards, internal postings, social media, job fairs, college recruitment)
03 Work with hiring managers to facilitate interviews by evaluating all sourced and submitted applications
04 Partner with hiring manager to determine preferred candidate(s), communicate job offer,
and ensure acceptance
Knowledge of:
01 The job analysis process and organization needs
02 Job evaluation and job descriptions
03 Existing best recruitment practices, platforms, sourcing channels, and labor market
04 Existing best recruitment practices and trends (utilizing different platforms or channels to
source talent)
05 Current market situation and talent pool availability (internal and external)
06 Interview and assessment methods
07 Job requirements
08 How to measure recruiting effectiveness (for example: time-to-fill, cost-per-hire)
09 Applicant tracking systems and/or methods
10 General compensation and benefits administration methods (for example: market reference
ranges/pay tiers, compa-ratio, fringe benefits)
11 Verbal and written offer/contract techniques
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Functional Area 02 | HR Administration and Shared Services (19%)
Activities that support employees and managers by responding to requests for information and
gathering and storing information in a manner that ensures integrity and accurate retrieval.
01 Respond to employee inquires and requests as first point of contact in order to provide positive
employee experience
02 Maintain personnel files and records to ensure accuracy and data integrity
03 Administer leave management programs for all employees by tracking time off requests and hours
worked in order to maintain compliance and ensure alignment with appropriate pay policies
04 Process employee status changes and life events, such as payroll changes, terminations,
transfers, promotions, birth of a child
05 Coordinate new hire activities by working with various teams and hiring managers to ensure
successful employee integration
06 Initiate employee offboarding process by completing tasks to effectively separate the employee
07 Support organization-wide communication initiatives which provide updates and results in order
to keep employees engaged
08 Maintain organizational charts to match organization requirements
Knowledge of:
12 Organization policies, procedures, ongoing programs, and other engagement activities
13 Record keeping requirements
14 Regulations related to handling sensitive personal data
15 Leave management policies and processes
16 Statutory leave of absence requirements (for example: holidays, paid leave, maternity)
17 Benefits tracking systems
18 Organization benefits and compensation policies and processes
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19 Statutory requirements related to benefits
20 HR Information Systems (HRIS) platforms
21 Onboarding process and logistical arrangements
22 Employment lifecycle
23 Legal requirements to onboard new employees
24 Organization values, history, organizational structure
25 Offboarding process and logistical arrangements
26 Legal requirements to separate employees
27 Upcoming updates, changes, organization news
28 Employee demographics in order to effectively communicate with all employees
29 Various organizational structures
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Functional Area 03 | Talent Management and Development (19%)
Processes that support effective talent management, employee engagement and development.
01 Administer measurement tools to determine success of organizational development programs
02 Maintain a process for creating new, and revising existing, job profiles and competencies
03 Support succession planning program to identify and develop high potential employees
for key and leadership positions
04 Administer organization supported activities to enhance employee participation
and engagement
05 Execute organization’s performance management strategy by completing appropriate steps in
order to achieve organizational goals and objectives
06 Support employee development by administering learning and development programs
to achieve desired outcomes by the organization
Knowledge of:
30 Best practice survey methods
31 Job analysis
32 Principles of employment
33 Market trends
34 Learning and development tools and methodologies
35 Coaching and mentoring methods
36 Organizational structure
37 Qualitative/quantitative survey and reporting methods
38 Corporate culture and policies
39 Emerging HR trends and the impact on the workplace
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40 Organization’s performance management strategies and methodologies
41 Adult learning theories and best practices
42 Organization’s development strategy
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Functional Area 04 | Compensation, Benefits, and Work Experience (17%)
Total reward systems that support recruitment, retention, and recognition of employees and improve
organizational results.
01 Provide total rewards/compensation statements by organizing data to deliver to employees
02 Prepare compensation analysis for recommendation in order to acquire and retain talent
03 Manage organization recognition and/or rewards program(s) to foster employee engagement
and enhance employee experience
04 Ensure employees are aware of benefits and compensation for internal comprehension
and appreciation
05 Recommend and support strategic initiatives to enhance Employee Value Proposition (EVP),
culture, and brand
06 Ensure equality in total rewards by using job evaluations and salary structure in compliance with
organization requirements
Knowledge of:
43 Benefits and compensation strategy and the connection to human capital strategy
44 Methods to align and benchmark compensation
45 Employee engagement principles and theories to enhance employee experience
46 Benefits and compensation programs in extensive detail
47 Employee Value Proposition and its effect on employee engagement, talent acquisition,
and retention
48 Current market data obtained through market studies and salary surveys
49 Pay structure techniques
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Functional Area 05 | Employee Relations and Risk Management (16%)
Policies and practices that ensure workplace safety, legal compliance and employee satisfaction.
01 Develop and communicate safety incident investigation to ensure compliance with
safety guidelines
02 Advise managers and supervisors on proper corrective practices in order to ensure fair
and consistent administration of corrective actions
03 Administer and educate business units on employee handbook and organization policies in order
to ensure internal comprehension
04 Support internal and external HR compliance audit process to ensure organization readiness
05 Coordinate workplace security protocols and disaster recovery communication plans to ensure
workplace safety and business continuity
06 Maintain and execute employee grievance procedures by ensuring that each case is properly
handled for the purposes of a healthy working environment
Knowledge of:
50 Regional safety laws and guidelines
51 Process management
52 Specific employment laws and guidelines
53 Corrective action methods
54 Organization policies
55 Legal best practices
56 Internal and external audit procedures
57 Proper documentation methods and systems
58 Recordkeeping best practices
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59 Business continuity plan development
60 Process mapping and workflow development
61 Local labor compliance and regulations
62 Investigation practices
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Functional Area 06 | HR Information Management (10%)
Processes that help the organization access and use human resource technology.
01 Identify processes to be automated in HRIS by mapping and validating with users to be sure they
are properly implemented
02 Obtain user requirements to design various processes and ensure alignment with organizational
standard operating procedures
03 Generate reports and determine metrics as required by users to support business initiatives
04 Provide support for systems change management efforts by facilitating change to ensure
user acceptance
05 Design training materials and user manuals to ensure users comprehend and utilize
systems capabilities
06 Maintain security by monitoring user access rights to ensure compliance and data integrity
07 Execute regular review and audit of HRIS data to ensure accuracy and appropriate integration
with other organization systems in order to achieve effective reporting, compliance, and
personnel data output
08 Provide support for problems reported by users in collaboration with technical support team to
ensure that HRIS operates smoothly and satisfies requirements
09 Propose improvements to the system by identifying gaps in current automation to ensure
effective and efficient operation of the organization
Knowledge of:
63 Existing business processes within areas of expertise
64 Organizational policies and procedures
65 Gap analysis
66 Effective data reporting
67 Existing HRIS, reporting tools, and other systems
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68 Change management tools and techniques
69 Different communication techniques
70 Knowledge management techniques and practices
71 Organization structure and responsibilities
72 Job profiles to ensure proper access to users
73 Ongoing processes the system performs
74 Organization HRIS/tools/procedures
75 Trends and root causes of problems
76 Existing processes in the organization
77 User and customer requirements
78 Business
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