HRCI aPHRi Certification Exam Syllabus

aPHRi dumps PDF, HRCI aPHRi Braindumps, free HR Associate Professional in Human Resources - International dumps, HR Associate Professional in Human Resources - International dumps free downloadTo achieve the professional designation of HRCI Associate Professional in Human Resources - International from the HRCI, candidates must clear the aPHRi Exam with the minimum cut-off score. For those who wish to pass the HRCI HR Associate Professional in Human Resources - International certification exam with good percentage, please take a look at the following reference document detailing what should be included in HRCI HR Associate Professional in Human Resources - International Exam preparation.

The HRCI aPHRi Exam Summary, Body of Knowledge (BOK), Sample Question Bank and Practice Exam provide the basis for the real HRCI Associate Professional in Human Resources - International (aPHRi) exam. We have designed these resources to help you get ready to take HRCI Associate Professional in Human Resources - International (aPHRi) 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 in Human Resources - International Practice Exam to achieve the best result.

HRCI aPHRi Exam Summary:

Exam Name HRCI Associate Professional in Human Resources - International
Exam Code aPHRi
Exam Fee USD $300
Application Fee USD $100
Exam Duration 105 Minutes plus 30 Minutes administration time
Number of Questions 90
Passing Score 71%
Format Multiple Choice Questions
Schedule Exam Pearson VUE
Sample Questions HRCI HR Associate Professional in Human Resources - International Exam Sample Questions and Answers
Practice Exam HRCI Associate Professional in Human Resources - International (aPHRi) Practice Test

HRCI HR Associate Professional in Human Resources - International Syllabus Topics:

Topic Details Weights
HR Operations

- 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)
Recruitment and Selection

- Understanding the hiring process including regulatory requirements, sourcing of applicants, formal interview and selection process, and onboarding of a new hire.

Knowledge of:

  • Applicable laws and regulations related to recruitment and selection (for example: work authorization, job requisition, job postings)
  • Applicant databases
  • Recruitment sources (for example: employee referral, social networking/social media, company website)
  • Recruitment methods (for example: advertising, job fairs, university)
  • Alternative staffing practices (for example: recruitment process outsourcing, job sharing, remote workers)
  • Interviewing techniques (for example: structured, non-structured, behavioral, situational, panel)
  • Pre- and post-offer activities (for example: background checks, medical exams)
  • Orientation and onboarding (for example: logistics, introducing culture, facilitating/training)
Compensation and Benefits

- 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:

  • 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)
  • Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash compensation, pay scales/grades)
  • Total rewards
  • Benefit programs (for example: health care plans, flexible benefits, pension scheme, health and fitness programs)
  • Payroll terminology (for example: pay schedule, vacation, leave, paid time off [PTO])
  • Data collection for salary and benefits surveys
  • Insurance claims, filing, or processing requirements (for example: workers’ compensation, disability benefits)
  • Work-life balance practices (for example: flexibility of hours, telecommuting, sabbatical)
Human Resource Development and Retention

- Understanding the techniques and methods for delivering training programs and developing individual employees.

Knowledge of:

  • Applicable laws and regulations related to training and development activities (for example: acquiring and maintaining relevant credentials, qualified providers)
  • Training delivery format (for example: virtual, classroom, on-the-job)
  • Techniques to evaluate training programs (for example: participant surveys, pre- and post-testing, after action plan)
  • Career development practices (for example: succession planning, dual career ladders)
  • Performance appraisal methods (for example: timelines, ranking, rating scales)
  • Performance management practices (for example: setting goals, feedback, mentoring)
Employee Relations, Health, and Safety

- 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:

  • Applicable laws affecting employment environments, labor relations, and privacy
  • Employee and employer rights and responsibilities (for example: privacy, substance abuse)
  • Methods and processes for collecting employee feedback (for example: employee attitude surveys, focus groups, exit interviews)
  • Workplace behavior issues (for example: absenteeism, aggressive behavior, employee conflict, workplace harassment)
  • Methods for investigating complaints or grievances (for example: employee and employee, employee and manager, employee and company)
  • Progressive discipline (for example: verbal or written warnings, escalating corrective actions, termination)
  • Off-boarding or termination activities (for example: exit interviews, hand over process, end of service benefits, non-compete or non-solicitation)
  • Employee relations programs (for example: recognition, special events, diversity programs)
  • Workforce reduction and restructuring terminology (for example: downsizing, mergers, relocation, assignments, transfers)
  • Applicable laws and regulations related to workplace health, safety, security, and privacy (for example: health and safety training, security compliance)
  • Risk management in the workplace (for example: emergency evacuation procedures, health and safety, employee violence, emergencies)
  • 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 aPHRi Knowledge 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 in Human Resources - International concepts. When you understand techniques, it helps you retain HRCI HR Associate Professional in Human Resources - International knowledge and recall that when needed.

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