The Human Resources Certification Institute (HRCI) was established in 1976. It is a non-profit, membership-based independent organization. Since 1976, the Human Resources Certification Institute (HRCI) has served the human resources industry by providing high-quality certification exams. Nearly 70,000 HR practitioners have earned the designations of Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) and Global Professional in Human Resources (GPHR). HRCI’s personnel who obtain this certification will be recognized for their professional qualifications, and will also lay a good foundation for future personal development. fake Certificate USA, Once certified, you will be included in the qualifications recognized by HRCI, and at the same time, you can see your name on HRCI’s professional website.
The certification programs of the Human Resource Certification Association are: Senior Professional in Human Resources (SPHR), Professional Certificate in Human Resources (PHR) and Global Human Resource Manager (GPHR), Assistant Human Resource Manager (aPHR), Human Resource Assistant International Human Resources Resource Manager (aPHRi), International Human Resource Manager (PHRi), Senior International Human Resource Manager (SPHRi).
Associate Human Resource Manager (aPHR), Assistant Human Resource Manager International (aPHRi), Human Resource Manager International (PHRi), Senior International Human Resource Manager (SPHRi), Professional Certificate in Human Resources (PHR) and Human Resources The Senior Professional in Resources Certificate (SPHR) is a certification program hosted by the Human Resource Certification Institute (HRCI), which has won wide trust in the industry and has become the certificate of choice for HR practitioners. fake Certificate UK, fake Certificates.
The Human Resource Certification Institute (HRCI) is part of the Society for Human Resource Management (SHRM). Since HRCI was created in 1976, HRCI has accredited qualifications for many HR occupations. In order to assess the professional knowledge and skills of practitioners and their ability to adapt to changing enterprises and related organizations, the aPHRi, PHRi, PHR, SPHRi, SPHR certification and recertification exams for individual applicants require applicants to have professional knowledge in the field And new ideas and skills required due to technological changes and business changes. The exam covers the following: management practice, basics of occupational practice, staffing, human resource development, compensation and benefits, employee and labor relations, occupational safety and health, etc.
SPHRi and SPHR are aimed at professionals who have many years of experience in the human resources industry, and the certificate focuses on assessing the applicant’s ability to make strategic decision-making and policy-making in human resources.
In January 1999, HRCI announced major changes in the eligibility of PHR and SPHR. The work experience requirements for PHR and SPHR are that both only require two years of human resources occupational exemption experience, and professional education experience in schools. It is no longer a substitute for occupational exemption experience; before that, applying for a PHR certificate requires 4 years of HR occupational exemption experience, SPHR requires 8 years of HR occupational exemption experience, and a bachelor’s degree in HR can replace 2 years of occupation Exemption experience, a master’s degree in HR can replace 3 years of occupational exemption experience. The reason for this change is that in recent years, the market has put forward a huge demand for HR professionals, and the trend of non-HR senior managers serving as HR senior managers within the enterprise has clearly increased. HRCI often receives requests from employers that practitioners applying for certification programs have more work experience in other fields. In fact, the work scope of many non-HR senior managers involves business mergers, acquisitions, layoffs, human resource development, financial analysis and performance improvement plans, etc. These experiences are important for HR senior managers as strategic business partners of enterprises. The new role is very important.
