PHRi Certification in Qatar

HRCI-accredited training course

35-hour comprehensive training program

7 course modules aligned with the latest HR standards

A combination of formal education and practical experience

Specifically designed for HR professionals situated outside the USA

Customizable group training options

4.9/5

2520 Enrolled

Overview

What our training includes:

PHRi Certification helps master HR rules, hiring, managing employees, fair pay, workplace relationships, and HR information management
Establish talent acquisition strategies
Understand equality in salary structure & benefits
Learn employee relations & risk management
Comprehensive guidance for professional advancement
Prepares candidates for the PHRi exam
Includes real-world projects and interactive learning activities
Helps improve team efficiency at various levels

Learning Objectives

After completion of the training, you will master the following:

Acquire expertise in workplace planning by revising job descriptions

Gain a deep understanding of comprehensive HR programs, including recruitment and exit strategies

Learn to apply information from various sources for making informed decisions

Analyse business metrics to drive strategic decisions, both within and outside the organization, ensuring holistic growth

Master job pricing and compliance with relevant laws to optimise compensation

Clear the certification exam and receive your PHRi credential

Significant improvement in team performances and increased RoI with B2B training

Ready to get started?

Prerequisites

To be eligible for the PHRi, you must meet one of the following conditions for education and/or experience:

At least 1 year of experience in a professional-level HR position + a master’s degree or global equivalent, OR
Minimum 2 years of experience in a professional-level HR position + a bachelor’s degree or global equivalent, OR
At least 4 years of experience in a professional-level HR position

Overall ratings by our students

Upcoming sessions

Ashraf Shawky

Ashraf Shawky is a seasoned training professional with over 15 years of experience in the UAE and MENA region. He began his career with the Oberoi Group in Egypt and later worked at Americana as a Training and Development Manager. He also served as Senior HR Manager for Emirates Flight Catering and HR & Development Manager for Faisal Jassim Group.

Ashraf has delivered a wide range of training programs, including HR, leadership, and soft skills topics like Entrepreneurship, Leadership, HR Administration, and Strategic Management. He has conducted workshops for prominent organizations such as Emirates Foundation, Jumeirah Group, and ADNEC. His industry expertise enables him to provide practical, engaging learning experiences, particularly for UAE Nationals.

Core Competencies:

Human Resources (HR)
Compensation & Benefits
Leadership Development
Supply Chain Management
Quality Management
Employee Relations
Performance Management
Talent Management

Professional Qualifications:

Training and Development Manager - Americana
Senior HR Manager - Emirates Flight Catering
HR & Development Manager - Faisal Jassim Group
Trainer - Emirates Foundation, Jumeirah Group, ADNEC

KHDA Certificate

Earn a KHDA attested Course Certificate. The Knowledge and Human Development Authority (KHDA) is the educational quality assurance and regulatory authority of the Government of Dubai, United Arab Emirates.

Learners Point Certificate

Earn a Course Completion Certificate, an official Learners Point credential that confirms that you have successfully completed a course with us.

Related courses

Curriculum

Interpret and apply information related to the general business environment and industry best practices
Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)
Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])
Understand metrics and interpret data to support business initiatives and recommend strategies (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)
Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)

Apply relevant labor laws and understand their impact to organizational hiring policies to adhere to legal and ethical requirements
Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions) .
Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)

Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)
Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)
Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])

Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)
Implement and promote awareness of non-monetary rewards (for example: workplace amenities, flexible scheduling, remote/hybrid options)
Understand and administer benefit and leave programs (for example: health plans, retirement plans, employee assistance plans, paid time-off, other insurance)
Monitor and sustain compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)

Measure and advise on functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, performance management, retention, exit process, alumni program) and identify alternate approaches as needed
Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)
Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)
Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force, offboarding) .

Understand and apply knowledge of programs, applicable laws, and regulations to promote .
outreach, diversity, equity, and inclusion (DEI) (for example: corporate social responsibility [CSR]) .
Support workplace programs relative to health, safety, security, and privacy laws and regulations
Provide interpretation and ensure compliance to organizational policies and procedures
example: employee handbook, SOPs, time and attendance, expenses)
Process and support the resolution of employee complaints, concerns, or conflicts and escalate .
as needed (for example: investigate, document, initiate, recommend solutions, abide by
grievance and ADR [alternative dispute resolution] procedures)
Promote techniques and tools for facilitating positive employee and labor relations with

Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes) .
Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends) .
Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy)

Frequently asked questions

The Professional in Human Resources – International (PHRi) certification in Qatar is an international certification for human resource professionals working outside the United States. The certification verifies professional-level experience in operational human resource functions like recruitment, employee relations, compensation and benefits, human resource administration, and workplace compliance.

This certification is in line with international human resource standards and is intended for human resource professionals overseeing the daily functioning of human resource tasks within various organizational setups. The PHRi certification is a testament to high human resource skills and enhances human resource position credibility in various sectors in Qatar.

PHRi training will ensure your HR department knows how to standardize basic to advanced functions and processes of the HR function, including hiring, employee onboarding, compensation administration, employee relations, and enforcement of employee policies.

If these processes are not standardized among different departments of your business, you are likely to encounter issues of employee dissatisfaction, misinterpretations of employee policies, and issues related to business compliance. Hence, training your team on standard PHRi guidelines for your HR function will ensure better business compliance.

PHRi training helps the HR team align its operational knowledge to provide support for the controlled growth of the workforce. PHRi training improves the employability of the workforce planning, recruitment, and management processes, as well as the management of employee relations.

It also helps manage the workforce relations processes in the case of the controlled growth of the workforce. Furthermore, the training promotes the efficiency of the HR processes in compensation and policy management related to the scaling workforce.

To apply for the PHRi Certification in Qatar, one must meet the following requirements:

Minimum 1 year of experience in a professional-level HR position plus a master’s degree or global equivalent.
Have at least 2 years of experience in a professional-level HR position plus a bachelor’s degree or global equivalent.
Have at least 4 years of experience in a professional-level HR position.

Yes, the exam for PHRi Certification in Qatar can be challenging. The pass rate is 76%. By enrolling in the PHRi preparation course, passing the exam can be easier. Candidates will gain a thorough understanding of theoretical and practical methods of the concepts.

A PHRi Certification in Qatar is valid for 3 years. To maintain the PHRi credential, you must earn 60 recertification credits over three years through qualified activities and programs.