HRCI aPHR Certification Exam Syllabus

aPHR dumps PDF, HRCI aPHR Braindumps, free HR Associate Professional dumps, HR Associate Professional dumps free downloadTo 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.

The HRCI aPHR Exam Summary, Body of Knowledge (BOK), Sample Question Bank and Practice Exam provide the basis for the real HRCI Associate Professional in Human Resources (aPHR) exam. We have designed these resources to help you get ready to take HRCI Associate Professional in Human Resources (aPHR) exam. If you have made the decision to become a certified professional, we suggest you take authorized training and prepare with our online premium HRCI HR Associate Professional Practice Exam to achieve the best result.

HRCI aPHR Exam Summary:

Exam Name HRCI Associate Professional in Human Resources
Exam Code aPHR
Exam Fee USD $300
Application Fee USD $100
Exam Duration 135 Minutes
Number of Questions 125
Passing Score 500 / 700
Format Multiple Choice Questions
Books / Trainings Preparation
Schedule Exam PROMETRIC
Sample Questions HRCI HR Associate Professional Exam Sample Questions and Answers
Practice Exam HRCI Associate Professional in Human Resources (aPHR) Practice Test

HRCI HR Associate Professional Syllabus Topics:

Topics Details Weights
HR Operations Knowledge of:
  1. Organizational strategy and its connection to mission, vision, values, business goals, and objectives
  2. Organizational culture (for example: traditions, unwritten procedures)
  3. Legal and regulatory environment
  4. Confidentiality and privacy rules that apply to employee records, company data, and individual data
  5. Business functions (for example: accounting, finance, operations, sales and marketing)
  6. HR policies and procedures (for example: ADA, EEO, progressive discipline)
  7. HR Metrics (for example: cost per hire, number of grievances)
  8. Tools to compile data (for example: spreadsheets, statistical software)
  9. Methods to collect data (for example: surveys, interviews, observation)
  10. Reporting and presentation techniques (for example: histogram, bar chart)
  11. Impact of technology on HR (for example: social media, monitoring software, biometrics)
  12. Employee records management (for example: electronic/paper, retention, disposal)
  13. Statutory reporting requirements (for example: OSHA, ERISA, ACA)
  14. Purpose and function of Human Resources Information Systems (HRIS)
  15. Job classifications (for example: exempt, non-exempt, contractor)
  16. Job analysis methods and job descriptions
  17. Reporting structure (for example: matrix, flat)
  18. Types of external providers of HR services (for example: recruitment firms, benefits brokers, staffing agencies)
  19. Communication techniques (for example: written, oral, email, passive, aggressive)
Recruitment and Selection Knowledge of:
  1. 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)
  2. Applicant databases
  3. Recruitment sources (for example: employee referral, social networking/social media)
  4. Recruitment methods (for example: advertising, job fairs)
  5. Alternative staffing practices (for example: recruitment process outsourcing, job sharing, phased retirement)
  6. Interviewing techniques (for example: behavioral, situational, panel)
  7. Post-offer activities (for example: drug-testing, background checks, medical exams)
  8. Orientation and onboarding
Compensation and Benefits Knowledge of:
  1. 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)
  2. Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash compensation, pay scales/grades)
  3. Total rewards statements
  4. Benefit programs (for example: health care plans, flexible benefits, retirement plans, wellness programs)
  5. Payroll processes (for example: pay schedule, leave and time-off allowances)
  6. Uses for salary and benefits surveys
  7. Claims processing requirements (for example: workers’ compensation, disability benefits)
  8. Work-life balance practices (for example: flexibility of hours, telecommuting, sabbatical)
Human Resource Development and Retention Knowledge of:
  1. Applicable laws and regulations related to training and development activities (for example: Title VII, ADA, Title 17 [Copyright law])
  2. Training delivery format (for example: virtual, classroom, on-the-job)
  3. Techniques to evaluate training programs (for example: participant surveys, pre- and post testing, after action review)
  4. Career development practices (for example: succession planning, dual career ladders)
  5. Performance appraisal methods (for example: ranking, rating scales)
  6. Performance management practices (for example: setting goals, benchmarking, feedback)
Employee Relations Knowledge of:
  1. 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)
  2. Employee and employer rights and responsibilities (for example: employment-at-will, privacy, defamation, substance abuse)
  3. Methods and processes for collecting employee feedback (for example: employee attitude surveys, focus groups, exit interviews)
  4. Workplace behavior issues (for example: absenteeism, aggressive behavior, employee conflict, workplace harassment)
  5. Methods for investigating complaints or grievances
  6. Progressive discipline (for example: warnings, escalating corrective actions, termination)
  7. Off-boarding or termination activities
  8. Employee relations programs (for example: recognition, special events, diversity programs)
  9. Workforce reduction and restructuring terminology (for example: downsizing, mergers, outplacement practices)
Health, Safety, and Security Knowledge of:
  1. Applicable laws and regulations related to workplace health, safety, security, and privacy (for example: OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-Oxley Act)
  2. Risk mitigation in the workplace (for example: emergency evacuation procedures, health and safety, risk management, violence, emergencies)
  3. Security risks in the workplace (for example: data, materials, or equipment theft, equipment damage or destruction, cyber crimes, password usage)

Both HRCI and veterans who’ve earned multiple certifications maintain that the best preparation for a HRCI aPHR professional certification exam is practical experience, hands-on training and practice exam. This is the most effective way to gain in-depth understanding of HRCI HR Associate Professional concepts. When you understand techniques, it helps you retain HRCI HR Associate Professional knowledge and recall that when needed.

Your rating: None Rating: 4.8 / 5 (64 votes)