|
HR Operations |
Knowledge of:
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Organizational strategy and its connection to mission, vision, values, business goals, and objectives
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Organizational culture (for example: traditions, unwritten procedures)
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Legal and regulatory environment
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Confidentiality and privacy rules that apply to employee records, company data, and individual data
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Business functions (for example: accounting, finance, operations, sales and marketing)
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HR policies and procedures (for example: ADA, EEO, progressive discipline)
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HR Metrics (for example: cost per hire, number of grievances)
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Tools to compile data (for example: spreadsheets, statistical software)
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Methods to collect data (for example: surveys, interviews, observation)
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Reporting and presentation techniques (for example: histogram, bar chart)
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Impact of technology on HR (for example: social media, monitoring software, biometrics)
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Employee records management (for example: electronic/paper, retention, disposal)
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Statutory reporting requirements (for example: OSHA, ERISA, ACA)
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Purpose and function of Human Resources Information Systems (HRIS)
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Job classifications (for example: exempt, non-exempt, contractor)
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Job analysis methods and job descriptions
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Reporting structure (for example: matrix, flat)
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Types of external providers of HR services (for example: recruitment firms, benefits brokers, staffing agencies)
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Communication techniques (for example: written, oral, email, passive, aggressive)
|
38% |
|
Recruitment and Selection |
Knowledge of:
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Applicable laws and regulations related to recruitment and selection, such as non discrimination, accommodation, and work authorization (for example: Title VII, ADA, EEOC Uniform Guidelines on Employee Selection Procedures, Immigration Reform and Control Act)
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Applicant databases
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Recruitment sources (for example: employee referral, social networking/social media)
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Recruitment methods (for example: advertising, job fairs)
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Alternative staffing practices (for example: recruitment process outsourcing, job sharing, phased retirement)
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Interviewing techniques (for example: behavioral, situational, panel)
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Post-offer activities (for example: drug-testing, background checks, medical exams)
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Orientation and onboarding
|
15% |
|
Compensation and Benefits |
Knowledge of:
-
Applicable laws and regulations related to compensation and benefits, such as monetary and nonmonetary entitlement, wage and hour, and privacy (for example: ERISA, COBRA, FLSA, USERRA, HIPAA, PPACA, tax treatment)
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Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash compensation, pay scales/grades)
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Total rewards statements
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Benefit programs (for example: health care plans, flexible benefits, retirement plans, wellness programs)
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Payroll processes (for example: pay schedule, leave and time-off allowances)
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Uses for salary and benefits surveys
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Claims processing requirements (for example: workers’ compensation, disability benefits)
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Work-life balance practices (for example: flexibility of hours, telecommuting, sabbatical)
|
14% |
|
Human Resource Development and Retention |
Knowledge of:
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Applicable laws and regulations related to training and development activities (for example: Title VII, ADA, Title 17 [Copyright law])
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Training delivery format (for example: virtual, classroom, on-the-job)
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Techniques to evaluate training programs (for example: participant surveys, pre- and post testing, after action review)
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Career development practices (for example: succession planning, dual career ladders)
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Performance appraisal methods (for example: ranking, rating scales)
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Performance management practices (for example: setting goals, benchmarking, feedback)
|
12% |
|
Employee Relations |
Knowledge of:
-
Applicable laws affecting employment in union and nonunion environments, such as laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy (for example: WARN Act, Title VII, NLRA)
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Employee and employer rights and responsibilities (for example: employment-at-will, privacy, defamation, substance abuse)
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Methods and processes for collecting employee feedback (for example: employee attitude surveys, focus groups, exit interviews)
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Workplace behavior issues (for example: absenteeism, aggressive behavior, employee conflict, workplace harassment)
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Methods for investigating complaints or grievances
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Progressive discipline (for example: warnings, escalating corrective actions, termination)
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Off-boarding or termination activities
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Employee relations programs (for example: recognition, special events, diversity programs)
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Workforce reduction and restructuring terminology (for example: downsizing, mergers, outplacement practices)
|
16% |
|
Health, Safety, and Security |
Knowledge of:
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Applicable laws and regulations related to workplace health, safety, security, and privacy (for example: OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-Oxley Act)
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Risk mitigation in the workplace (for example: emergency evacuation procedures, health and safety, risk management, violence, emergencies)
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Security risks in the workplace (for example: data, materials, or equipment theft, equipment damage or destruction, cyber crimes, password usage)
|
5% |
To achieve the professional designation of HRCI Associate Professional in Human Resources from the HRCI, candidates must clear the aPHR Exam with the minimum cut-off score. For those who wish to pass the HRCI HR Associate Professional certification exam with good percentage, please take a look at the following reference document detailing what should be included in HRCI HR Associate Professional Exam preparation.