Course content

The GPHR Learning System Course features printed modules based on the new 2009 HR Certification Institute body of knowledge tested on the GPHR exams.

Program features support a blended approach to learning

With our blended approach, you’ll learn from printed workbooks, software, online tools and a dynamic classroom experience.

  • Global content that corresponds to the updated GPHR Body of Knowledge including legislation from six countries/regions that were identified in the practice analysis
  • Proven training program that includes a blended format of Print and web-based study tools designed to enhance your exam preparation
  • More than 750 sample exam questions to test your knowledge
  • Interactive case studies for each module to apply learned principles
  • A post-test that mirrors the HR Certification Institute exam to hone your test taking skills

Printed Modules

Five printed modules based on the new 2009 HR Certification Institute body of knowledge tested on GPHR exams. Each module includes a comprehensive book that details key terms, leading principles and practical examples, and contains a number of charts and checklists that can be quickly accessed and learned.

  1. Strategic HR Management

    Learn how to develop global HR strategies to support the organization’s short- and long-term business goals and corporate values.

    Key topics include:

    • Participating in creating the organization’s global strategy.
    • Aligning HR processes and activities with the organization’s global strategy
    • Adapting processes to the cultural and legal contexts of each area of the global organization.
    • Enhancing communication between the organization and its stakeholders.
    • Ensuring that the HR function possesses the skills, knowledge, and resources to fulfill its global role.
  2. Global Talent Acquisition and Mobility

    Learn about the development, implementation, and evaluation of global staffing strategies to support organizational objectives in a culturally and contextually appropriate manner. This includes the recruitment, hiring, preparation, and global mobility of employees to meet business needs.

    Key topics include:

    • Developing global talent strategies.
    • Implementing the strategies, translating them into day-to-day activities.
    • Evaluating the strategies to ensure that they make significant contributions to the organization.
  3. Global Compensation and Benefits

    Learn about the establishment and ongoing assessment of a global compensation strategy, including remuneration, benefits, and perquisite programs aligned with the company’s business objectives.

    Key topics include:

    • Complying with local compensation practices, laws, and regulations.
    • Accommodating varied employee values and expectations stemming from differences in cultures, languages, and communication preferences.
    • Dealing with different standards and costs of living, and multiple currencies, exchange rates, inflation/deflation rates, tax systems, and tax rates.
    • Addressing organizational business changes (expansions, mergers and acquisitions, joint ventures, greenfield operations, and divestitures).
  4. Organizational Effectiveness and Talent Development

    Learn about the design, implementation, and enrichment of organizational structures, programs, and processes to effectively develop and engage a global workforce aligned with the organization’s business needs, culture, and values.

    Key topics include:

    • Managing talent and performance of local and international assignees.
    • Establish employee engagement, training and development programs.
    • Create and implement leadership development and change management initiatives.
  5. Workforce Relations and Risk Management

    Learn about the establishment of processes and practices that protect or enhance organizational value by managing risk and addressing employee rights and needs on a global basis.

    Key topics include:

    • International, supranational, and national labor-related standards and laws with which global HR must ensure compliance as they relate to:
    • The most common forms of workforce organizations with which HR professionals may work (e.g., labor unions and works councils).
    • HR practices that promote a positive work environment.
    • Managing HR risk in a global context.

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