aPHRi
ASSOCIATE PROFESSIONAL IN HUMAN RESOURCES INTERNATIONAL™
The aPHRi™ (Associate Professional in Human Resources – International) certification by the HR Certification Institute (HRCI) is a globally recognized entry-level certification for HR professionals/enthusiasts who are starting their career or transitioning into the field of HR.
This certification focuses on the fundamental principles and practices of HR management and demonstrates to employers that the bearer has a foundational understanding of global standard human resource practices and principles. It is a valuable credential for individuals who are just beginning their HR career journey in any locale. Enroll in our aPHRi Certification Exam Preparatory Program today and take the first step towards launching your HR career!
Exam Topics
- HR Operations 33%
- Recruitment & Selection 22%
- Employee Relations, Health, and Safety 20%
- Compensation & Benefits 15%
- Human Resource Dev. & Retention 10%
Frequently Asked Questions…
Is this Certification Right for me?
HRCI’s Associate Professional in Human Resources Int’l™ (aPHRi™) is the perfect certification to help fast-track your career growth and provide you with the confidence to launch into the HR profession. The aPHRi is the first-ever HR certification designed for professionals who are just beginning their HR career journey and proves your knowledge of foundational Human Resources.
Who Should Attend The aPHRi Training?
The aPHRi (Associate Professional in Human Resources – International) exam preparatory training is designed for individuals who are interested in earning the aPHRi certification. Candidates for this training program include:
- Entry-level HR Professionals
- Recent graduates interested in an HR career
- Students currently studying HR
- Professionals seeking a career switch to HR
What Is the Exam Format & Length?
- Exam time: 1 hour and 45 minutes
- Exam length: 65 scored questions (mostly multiple-choice) + 25 pretest questions
- Language: English (also available in Arabic)
- Computer-based exam at a Pearson VUE testing center.
What Is Covered?
Review the aPHRi Exam Content Outline for details
Am I Eligible to take the aPHRi Certification?
No HR experience is required to earn this Certification since it is a knowledge-based credential.
How Much Does the Exam Cost?
Exam Fee*: Get in touch with our agent for the current rate
*Once an exam application is approved, no refunds will be made whether a candidate withdraws or no longer wishes to take the exam because the access code to the HRBoK cannot be rescinded/de-activated.
When Can I Take the Exam?
Testing for the aPHRi certification is available year-round. Upcoming Exam preparatory classes are as follows:
- April: 1, 2, 15, 16, 29 and 30th
- May: 6, 7, 13, 14, 20, and 21st
- June: 3, 4, 10, 11, 17, and 18th
- July: 1, 2, 8, 9, 15, and 16th
- August: 5, 6, 12, 13, 19, and 20th
- September:1, 3, 9, 10, 16 and 17th
- October: 7, 8, 14, 15, 21, and 22nd
- November: 4, 5, 11, 12, 18. and 19th
- December: 2, 3, 9, 10, 16, and 17th
How Do I Remain Certified?
Once certified, your aPHRi certification is valid for three years after testing. To maintain your aPHRi credential, you must earn 45 HR recertification credits over a three-year time span or retake the exam.
Why you need an aPHRi Certification?
Earning an aPHRi (Associate Professional in Human Resources – International) certification can be beneficial for individuals who are looking to establish themselves as HR professionals or for those who are interested in starting a career in the field of Human Resources. Here are some reasons why you might want to consider earning an aPHRi certification:
1. Demonstrates Your Knowledge
Earning an aPHRi certification demonstrates to employers and peers that you have a foundational understanding of HR practices and principles. It is a valuable credential for individuals seeking to enter the HR field or for those who want to establish themselves as HR professionals.
2. Increases Your Employability
Certified HR professionals are in high demand by employers. Having an aPHRi Certification proves that you have the skills and knowledge needed to perform in an HR function. The aPHRi certification makes you a more competitive candidate for HR positions and increases your employability.
3. Enhances Your Credibility:
Earning an aPHRi certification enhances your credibility as an HR professional. It shows that you are committed to growth in the HR profession and that you have a level of expertise in HR management.
4. Provides Networking Opportunities:
Earning an aPHRi certification provides networking opportunities with other HR professionals who have earned the certification. This can help you build relationships and connections in the HR field.
What Are The Benefits of aPHRi Certified Professionals to Organizations?
Equipping HR professionals with an aPHRi (Associate Professional in Human Resources – International) certification can be beneficial for your organization in many ways. Benefits of having aPHRi-certified professionals include:
1. Demonstrates Their Knowledge
aPHRi-certified professionals have demonstrated a foundational understanding of HR practices and principles. This implies that they have the knowledge and skills needed to perform their job functions more effectively.
2. Increases Credibility:
Ensuring your talents are aPHRi certified can increase the credibility of your organization. It shows that your organization is committed to retaining qualified professionals who have a global expertise in HR management.
3. Improves HR Processes:
Having aPHRi certified professionals leads to improved HR processes within the organization. These professionals have a thorough understanding of HR practices and principles, which can help ensure that HR processes are efficient, effective, and compliant with regulations.
4. Enhances Employee Relations:
aPHRi certified professionals have expertise in employee relations, which help enhance the relationship between employees and the organization. With the knowledge gained, they can help ensure that employees are treated fairly, that communication channels are open, and that conflicts are resolved in a timely and effective manner.
Overall, equipping talents with the aPHRi certification can be a valuable investment for organizations. It can help ensure that the organization has qualified HR professionals who can help enhance HR processes, employee relations, and general organizational performance.
Functional Area 01 | HR Operations (33%)
Understanding the tactical and operational tasks related to workforce management and the HR
function. Complying with the regulations and policies that affect the organization.
Knowledge of:
- Organizational strategy and its connection to mission, vision, values, business goals, and objectives
- Organizational culture (for example: traditions, unwritten procedures)
- Legal and regulatory environment
- Confidentiality and privacy rules that apply to employee records, company data,
and individual data - Business functions (for example: accounting, finance, operations, sales, marketing)
- HR administration, policies, and procedures (for example: personnel management,
progressive discipline) - HR Metrics (for example: cost per hire, time to recruit, turnover rate)
- Tools to compile data (for example: spreadsheets, statistical software)
- Methods to collect data (for example: surveys, interviews, observation)
- Reporting and presentation techniques (for example: histogram, bar chart)
- Impact of technology on HR (for example: social media, monitoring software, biometrics)
- Employee records management (for example: electronic/paper, retention, disposal)
- Reporting requirements about the workforce (for example: new hires, involuntary/voluntary
termination) - Purpose and function of Human Resources Information Systems (HRIS)
- Job classifications (for example: hourly, salary, full-time, part-time, contractor)
- Job descriptions
- Reporting structure (for example: matrix, flat, organizational charts)
- Types of external providers of HR services (for example: recruitment firms, benefits brokers,
staffing agencies, consultants) - Communication techniques (for example: written, oral, email, intercultural awareness)
Functional Area 02 | Recruitment and Selection (22%)
Understanding the hiring process including regulatory requirements, sourcing of applicants,
formal interview and selection process, and onboarding of a new hire.
Knowledge of:
01. Applicable laws and regulations related to recruitment and selection (for example:
work authorization, job requisition, job postings)
02. Applicant databases
03. Recruitment sources (for example: employee referral, social networking/social media,
company website)
04. Recruitment methods (for example: advertising, job fairs, university)
05. Alternative staffing practices (for example: recruitment process outsourcing,
job sharing, remote workers)
06. Interviewing techniques (for example: structured, non-structured, behavioral, situational, panel)
07. Pre- and post-offer activities (for example: background checks, medical exams)
08. Orientation and onboarding (for example: logistics, introducing culture, facilitating/training)
Functional Area 03 | Compensation and Benefits (15%)
Understanding concepts related to total rewards such as pay and benefit programs. Responding to
employee questions and handling claims in compliance with applicable laws, regulations, and company
policies.
Knowledge of:
01. Applicable laws and regulations related to compensation and benefits, such as monetary and
non-monetary entitlement, wage and hour, and privacy (for example: tax treatment)
02. Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash
compensation, pay scales/grades)
03. Total rewards
04. Benefit programs (for example: health care plans, flexible benefits, pension scheme,
health and fitness programs)
05. Payroll terminology (for example: pay schedule, vacation, leave, paid time off [PTO])
06. Data collection for salary and benefits surveys
07. Insurance claims, filing, or processing requirements (for example: workers’ compensation,
disability benefits)
08. Work-life balance practices (for example: flexibility of hours, telecommuting, sabbatical)
Functional Area 04 | Human Resource Development and Retention (10%)
Understanding the techniques and methods for delivering training programs and developing individual
employees.
Knowledge of:
01. Applicable laws and regulations related to training and development activities (for example:
acquiring and maintaining relevant credentials, qualified providers)
02. Training delivery format (for example: virtual, classroom, on-the-job)
03. Techniques to evaluate training programs (for example: participant surveys,
pre- and post-testing, after action plan)
04. Career development practices (for example: succession planning, dual career ladders)
05. Performance appraisal methods (for example: timelines, ranking, rating scales)
06. Performance management practices (for example: setting goals, feedback, mentoring)
Functional Area 05 | Employee Relations, Health, and Safety (20%)
Understanding the methods organizations use to monitor and address morale, performance, and retention.
Balancing the operational needs of the organization with the well-being of the individual employee.
Understanding the laws, regulations, and policies that promote a safe work environment. Use risk mitigation
procedures to protect against workplace hazards.
Knowledge of:
01. Applicable laws affecting employment environments, labor relations, and privacy
02. Employee and employer rights and responsibilities (for example: privacy, substance abuse)
03. Methods and processes for collecting employee feedback (for example: employee attitude
surveys, focus groups, exit interviews)
04. Workplace behavior issues (for example: absenteeism, aggressive behavior, employee conflict,
workplace harassment)
05. Methods for investigating complaints or grievances (for example: employee and employee,
employee and manager, employee and company)
06. Progressive discipline (for example: verbal or written warnings, escalating corrective
actions, termination)
07. Off-boarding or termination activities (for example: exit interviews, hand over process,
end of service benefits, non-compete or non-solicitation)
08. Employee relations programs (for example: recognition, special events, diversity programs)
09. Workforce reduction and restructuring terminology (for example: downsizing, mergers,
relocation, assignments, transfers)
10. Applicable laws and regulations related to workplace health, safety, security, and privacy (for
example: health and safety training, security compliance)
11. Risk management in the workplace (for example: emergency evacuation procedures, health and
safety, employee violence, emergencies)
12. Security risks in the workplace (for example: data, materials, or equipment theft; equipment
damage or destruction; cyber crimes; password usage)
Since the aPHRi is a knowledge-based exam, candidates are responsible for the five
knowledge areas described above. What follows is a list of tasks an individual would likely
be expected to perform at the early HR career level.
aPHRi Tasks:
01. Access, collect, and provide information and data to support HR-related decisions
(for example: recruiting, employee relations, training, safety, budgeting, needs analysis,
off-boarding, termination)
02. Comply with all applicable laws and regulations
03. Coordinate and communicate with external providers of HR services (for example: recruiters,
employee recognition services)
04. Maintain employee data in HRIS or system of record
05. Maintain, file, and process HR forms (for example: notices, announcements, new hire forms,
salary forms, performance, termination paperwork)
06. Prepare HR-related documents (for example: reports, presentations, organizational charts)
07. Provide internal customer service by answering or referring HR-related questions from
employees as the first level of support
08. Communicate information about HR policies and procedures
09. Communicate the organization’s core values, vision, mission, culture, and ethical behaviors
10. Identify risk in the workplace
11. Minimize risk by conducting audits (for example: workers’ compensation, employee records)
12. Document and update essential job functions with the support of managers
13. Post job listings (for example: company website, social media, job boards)
14. Manage applicant databases (for example: enter data, access records, update records)
15. Screen applicants for managers to interview
16. Answer questions from job applicants
17. Coordinate interview logistics
18. Interview job candidates
19. Arrange for tests and assessments of applicants
20. Coordinate the employment offer (for example: start date, salary, benefits)
21. Administer post-offer employment activities (for example: execute employment agreements,
work authorization, coordinate relocation, immigration)
22. Communicate compensation and benefits programs and systems
23. Coordinate activities to support employee benefits programs (for example: health and fitness,
pension schemes)
24. Coordinate payroll-related information (for example: new hires, adjustments, paid time off,
terminations)
25. Process claims from employees (for example: workers’ compensation, insurance benefits)
26. Resolve routine employee compensation and benefits issues
27. Conduct orientation and onboarding for new hires, rehires, and transfers
28. Coordinate training sessions (for example: logistics, materials, tracking, registration, evaluation)
29. Conduct employee training programs (for example: safety regulations, emergency preparedness,
basic presentation skills, time management skills)
30. Coordinate the logistics for employee relations programs (for example: recognition,
special events, diversity programs)
31. Monitor completion of performance reviews and development plans