GPHR study plan
GPHR · Give each week a clear focus.
8 weeks · About 7 hours per week
Strategic HR Management
Map the Domain 1 outline into a one-page concept tree covering strategy formulation, workforce planning, and HR measurement
Define 25 core strategic-HR terms in your own words, including balanced scorecard, HR business partner model, and environmental scanning
Solve 40 Domain 1 practice items untimed and tag every miss by root cause (unknown fact, misread, or faulty reasoning)
Draft five scenario-style self-questions showing how global strategy drives structure, staffing, and pay decisions
Your checkpoint
One-page Domain 1 concept tree, a 25-term glossary in your own words, and an error log listing every missed item with its root cause
Strategic HR Management & Global Talent Acquisition and Mobility
Complete the remaining Domain 1 subtopics, including due-diligence people issues, restructuring, and HR governance
Convert workforce-planning models into a reusable three-step gap-analysis template
Begin Domain 2 by charting global recruiting channels, employer branding, and selection-method trade-offs
Run a 50-item timed mixed set spanning Domains 1 and 2
Your checkpoint
Domain 1 closed-book quiz scored at 75% or higher, plus a completed gap-analysis template applied to one written case scenario
Global Talent Acquisition and Mobility & Organizational Effectiveness and Talent Development
Master mobility mechanics: work-authorization categories, expatriate versus local-plus packages, repatriation, and assignment-failure risk
Compare ethnocentric, polycentric, regiocentric, and geocentric staffing approaches with two pros and two cons each
Open Domain 4 by outlining needs assessment, instructional design, delivery, and evaluation levels
Build 10 flashcards covering mobility cost elements and tax-equalization mechanics
Your checkpoint
Mobility decision matrix (assignment type by cost by risk) plus 10 flashcards, and a 40-item Domain 2 set scored at 70% or higher
Organizational Effectiveness and Talent Development
Complete Domain 4 topics: performance management cycles, succession planning, engagement drivers, and change models
Contrast three change-management models and note the conditions under which each is the better choice
Design a one-page talent-review scorecard and state the placement rules for each box
Take a 75-item diagnostic spanning Domains 1, 2, and 4
Your checkpoint
Half-length diagnostic (75 items across Domains 1, 2, and 4) scored at 70% or higher, with weak areas ranked by point loss
Workforce Relations and Risk Management
Map the Domain 5 outline: labor relations, works councils, employee representation, and collective bargaining variations
Outline global employment-law risk areas including termination standards, transfer-of-undertaking rules, and data-privacy obligations
Identify eight risk-management and compliance tools and match each to a realistic scenario
Work 40 Domain 5 practice items and log every miss
Your checkpoint
Country-comparison table covering six jurisdictions on hiring and termination rules, consultation duties, and privacy obligations, plus a 40-item set scored at 70% or higher
Workforce Relations and Risk Management & Global Compensation and Benefits
Finish Domain 5 subtopics: workplace safety, security, business continuity, and ethics programs
Open Domain 3 by mapping total-rewards components, pay-mix decisions, and job-evaluation methods
Explain in writing how pay strategy links back to the strategic frame built in Week 1
Run a 50-item timed mixed set spanning Domains 3 and 5
Your checkpoint
Total-rewards map for one hypothetical global employer, plus a 50-item mixed set scored at 70% or higher
Global Compensation and Benefits & Strategic HR Management & Global Talent Acquisition and Mobility & Organizational Effectiveness and Talent Development & Workforce Relations and Risk Management
Complete Domain 3: international benefits, statutory and pension requirements, and expatriate pay approaches (balance sheet, host-based, local-plus)
Calculate a side-by-side balance-sheet versus local-plus comparison for one sample assignee
Complete one full-length timed practice exam under exam conditions
Rank all five domains by score and build a targeted fix list for the final week
Your checkpoint
Full-length timed practice exam completed with per-domain scores and a ranked, prioritized fix list
Strategic HR Management & Global Talent Acquisition and Mobility & Global Compensation and Benefits & Organizational Effectiveness and Talent Development & Workforce Relations and Risk Management
Re-study only the three weakest areas identified in Week 7
Re-work every item missed in Weeks 1 through 7 and explain each correct answer aloud
Complete two 40-item mixed timed sets at exam pacing
Write a one-page exam-day plan covering time allocation, flagging strategy, and scenario-question approach
Your checkpoint
Second full-length practice exam scored at 75% or higher with no single domain below 65%
Milestones
Week 2: Domain 1 quiz scored at 75% or higher and the gap-analysis template has been applied end to end to one case
Week 4: Half-length diagnostic across Domains 1, 2, and 4 scored at 70% or higher, with every miss logged with a root cause and a re-study date
Week 6: Domains 1, 2, 4, and 5 fully outlined and self-tested; Domain 3 outline at least half complete; mixed sets averaging 70% or higher
Week 8: Second full-length practice exam at 75% or higher with no domain below 65%, and an error log showing every previously missed item re-worked to a correct explanation