Strategic HR for SPHR Exam Candidates Part II

Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path

Please contact us for information about prerequisites.

Expected Duration
90 minutes

Planning and implementation of programs dealing with global workforce and compensation, succession planning, training effectiveness evaluation, and ever-changing employee needs are of strategic importance to HR professionals. This course discusses some of the key issues in dealing with global assignments and international assignees. It also outlines characteristics of a succession planning program and process in an organization. Various levels of training evaluation and evaluation methods are discussed too. The course also outlines changing employee needs and organizational programs to meet them. Finally, the course provides integral information on compensation and benefits for executives and international assignees.
This course helps prepare individuals for the Human Resource Certification Institute’s (HRCI) PHR and SPHR certification examinations.


Strategic HR for SPHR Exam Candidates Part II

  • recognize Hofstede’s primary dimensions that define cultural differences
  • identify the characteristics of low- and high-context cultures
  • describe organizational approaches for staffing global assignments
  • identify sources of international recruitment
  • identify activities that are characteristic of good succession planning
  • match each stage of the succession planning process to the activities involved
  • differentiate between Kirkpatrick’s levels of evaluation for training programs
  • identify examples of programs for meeting changing employee needs
  • identify strategies for building positive employee relations to help organizations remain union-free
  • recognize components of executive compensation packages
  • identify key considerations when developing a global compensation program
  • distinguish between the approaches used to determine compensation for international assignees




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