Exam Content Outline
Senior Professional in
Human Resources - International™
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SPHRi™ Exam Content Outline At-a-Glance:
SPHRi Exam Weighting by Functional Area:
Functional Area 01 | Business Leadership (31%)
Functional Area 02 | Talent Development and Management (27%)
Functional Area 03 | HR Service Delivery (24%)
Functional Area 04 | Measurement and Analysis (18%)
The Senior Professional in Human Resources - International (SPHRi™) exam is created using the SPHRi EXAM
CONTENT OUTLINE, which details the responsibilities of and knowledge needed by today’s HR professional. The
SPHRi 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 | Business Leadership (31%)
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.
01 Contribute to the development of the organization’s strategy
02 Determine how the organization’s strategy guides workforce requirements (for example:
decide how human capital strategy will support the business)
03 Assess future business opportunities from an HR perspective (for example: building new
operations, global expansion, mergers and acquisitions)
04 Conduct due diligence before acquiring another company (for example: evaluate important
information about the potential acquisition)
05 Manage the integration of people, systems and cultures during organizational transitions
06 Design and lead an HR function by establishing major HR roles and responsibilities
07 Co-lead in establishing the organization’s values and ethics that support its strategy
08 Promote the organization’s corporate social responsibility initiatives
09 Advise business leaders and others on HR matters
10 Align the human capital strategy with the organization’s business strategy
11 Align local HR strategy with global HR strategy
12 Lead the executive management team in HR discussions and decisions
13 Conduct a human capital risk analysis, (for example: workforce needs)
14 Promote the organization’s employer brand
15 Promote and support the organizational culture
16 Promote a culture that welcomes new ideas and innovation
17 Develop and manage the HR budget
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Knowledge of:
01 Business elements of an organization (for example: products, competition, customers, technology,
demographics, culture, processes, safety and security)
02 Financial knowledge (for example: evaluating financial statements, budgets, accounting terms,
and cost management)
03 Vision, mission and values of an organization
04 Strategic planning process
05 Global and local economic and geopolitical trends that affect the business
06 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])
07 Legal and regulatory requirements
08 Merger and acquisition processes
09 Expectations of HR from the internal and external stakeholders
10 Cultural and social sensitivity (for example: awareness of and appreciation for cultural differences
in the workplace
11 Corporate social responsibility (for example: environmental practices, sustainability and
protection of resources)
12 Management functions (such as planning, directing, assessing, implementing, delegating,
coaching, etc.)
13 Decision making processes in the organization (problem solving, consensus building, rational, etc.)
14 Drivers and impact of organizational culture
15 Labor legislation and compliance (for example: labor categories, health care, retirement and
cross-border legislation)
16 Effective communication skills locally and globally (for example: interpersonal skills, listening,
speaking, and cross-cultural communication)
17 Human relations concepts and applications (for example: relationship building, emotional
intelligence, interpersonal communication)
18 Dealing with situations that are uncertain, unclear or chaotic
19 Corporate governance procedures and compliance (for example: Board of Directors)
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Functional Area 02 | 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 people develop the
necessary skills to meet current and future organizational needs and objectives. Creating an
organizational environment that encourages and retains the employees.
01 Design and implement programs or processes in order to develop and engage the workforce (for
example: training and development programs, knowledge management)
02 Analyze labor market trends that influence workforce availability
03 Train and coach managers on performance management systems and processes
04 Facilitate change in the organization
05 Develop programs and processes that promote diversity and inclusion
06 Establish programs to identify and develop high potential employees
07 Create succession and career development plans
08 Engage in continuous professional development
09 Provide mentorship to the HR team and overall organization
Knowledge of:
20 Organizational development methods and problem-solving techniques
21 Change management processes and techniques
22 Leadership theories and applications
23 Adult learning principles and methods
24 Training design and development
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25 Techniques for integrating employees into the organization after a merger, acquisition or restructure
26 Methods to motivate employees
27 Employee collaboration methods (for example: team building)
28 Cross cultural and multigenerational awareness (for example: dynamics of global teams)
29 Retention strategies
30 Benchmarking
31 Performance management theories and approaches
32 Talent management practices (selecting, assessing and developing employees)
33 Organizational demographics (for example: the generations of employees, their ages, cultures,
and genders)
34 Conflict management (recognizing and resolving difficult issues and problems)
35 Coaching and mentoring techniques (helping others develop, providing guidance
and feedback, executive coaching)
36 Facilitation (for example: managing teams, leading meetings and focus groups)
37 Succession planning frameworks
38 Techniques to encourage creativity and innovation
39 Career development paths (structuring promotional and developmental opportunities
within an organization)
40 Compensation and benefits philosophy
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Functional Area 03 | 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.
01 Develop and implement effective recruiting and hiring processes
02 Establish programs that support flexible work practices
03 Analyze internal and external labor market conditions (for example: skills available locally,
salary expectations)
04 Optimize technology and tools to deliver HR services (for example: payroll, employee self-service,
social networking, and Human Resource Information Systems [HRIS])
05 Plan and implement employee benefits programs
06 Develop and implement total rewards programs (for example: salary, bonus and other forms
of employee recognition, expatriate and foreign national compensation programs)
07 Establish on-boarding processes and employee integration plans
08 Develop and manage programs to balance the organizational and employee needs
(for example: expatriates, disability challenges, dependent care, employee health and safety)
09 Manage the return of employees to the organization (for example: people returning
from maternity leave, expatriates returning to home country, people ending sabbaticals,
or employees returning from layoffs)
10 Manage employee’s exit from the organization (both voluntary and involuntary)
Knowledge of:
41 Industry trends in HR (for example: population statistics, economics, sources of talent)
42 Industry benchmarks for compensation (for example: salary surveys, benefit packages)
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43 Local labor conditions, including laws, legislation and international practices
44 Organizational needs and practices
45 Employee relocation, domestic and international
46 Forecasting techniques (for example: determining staffing needs for the future)
47 Assessment methodology (survey, observer ratings, gap analysis, etc.)
48 Recruitment practices and sources in target markets
49 Employer marketing and branding techniques
50 Techniques and methods for organizational design (for example: outsourcing, shared services,
organizational structures [matrix, hierarchy] )
51 Evaluation of HR information systems (HRIS) and technology (for example: their use for payroll,
talent development, and employee data)
52 Social media and web applications
53 Project management (for example: goals, timetables, deliverables, and procedures)
54 Negotiation techniques (including influencing others)
55 Interviewing techniques
56 Investigation techniques
57 Parameters around giving advice to employees
58 Supporting ideas and concepts to the appropriate audience (advocacy)
59 Compensation and benefits administration (including non-cash rewards, stock programs)
60 Termination processes
61 Data security and privacy
62 Organizational documentation and electronic record retention and storage requirements
63 Workplace security (including disaster preparedness, recovery, business continuity)
64 Workplace health, wellness and safety practices
65 Service standards for HR service delivery
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Functional Area 04 | 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.
01 Monitor the effectiveness of an employee performance management system
02 Establish and analyze HR metrics as they relate to the organization’s goals (for example:
employment statistics, return on investment [ROI] of HR activities, training evaluation,
employee satisfaction surveys, productivity data, organizational analysis)
03 Integrate individual and team performance results with organizational measures of success
04 Develop and utilize key HR and relevant business metrics to measure achievement of the
organization’s strategic goals and objectives
Knowledge of:
66 Quantitative metrics
67 Qualitative measures
68 Performance management data interpretation
69 Financial metrics (for example: ROI, cost per hire, gross profit, cost-benefit analysis)
70 Operational metrics (for example: measures of production, service measures, customer satisfaction)
71 HR measures (established measures, benchmarks and scorecards)
72 Data appropriate to different audiences (customized reports for appropriate audiences)
73 Methods of reporting organizational metrics (for example: dashboard indicators)
74 Technology available to evaluate and present metrics (for example: Enterprise Resource
Planning system [ERP], desktop software, HRIS)
75 HR audit and evaluation (for example: payroll reconciliation, head count)
76 Techniques to assess training program effectiveness (for example: participant surveys,
pre- and post-testing)
77 Basic research principles
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