Associate Professional in HR International (aPHRi)

Course details

• Understand foundational HR concepts, including recruitment, compensation, and employee relations
• Comprehend legal regulations governing HR practices, ensuring compliance and ethical conduct
• Master principles of talent acquisition and retention, vital for effective manpower management
• Gain knowledge in organizational development and change management strategies
• Grasp fundamental principles of training and development within a professional context
• Learn about HR technology and its integration for efficient HR operations
• Develop an understanding of workplace health, safety, and risk management
• Acquire skills in HR metrics and analytics for informed decision-making and strategy formulation

• Organizational strategy and its connection to mission, vision, values, business goals, and objectives
• Organizational culture (traditions, unwritten procedures)
• The legal and regulatory environment
• Confidentiality and privacy rules that apply to employee records, company data, and individual data
• Business functions (accounting, finance, operations, sales, marketing)
• HR administration, policies, and procedures (personnel management, progressive discipline)
• HR Metrics (cost per hire, time to recruit, turnover rate)
• Tools to compile data (spreadsheets, statistical software)
• Methods to collect data (surveys, interviews, observation)
• Reporting and presentation techniques (histogram, bar chart)
• Impact of technology on HR (social media, monitoring software, biometrics)
• Employee records management (electronic/paper, retention, disposal)
• Reporting requirements about the workforce (new hires, involuntary/voluntary termination)
• Purpose and function of Human Resources Information Systems (HRIS)
• Job classifications (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 (, written, oral, email, intercultural awareness)

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

• Applicable laws and regulations related to compensation and benefits, such as monetary and non-monetary entitlement, wage and hour, and privacy tax treatment)
• Pay structures and programs (variable, merit, bonus, incentives, non-cash compensation, pay scales/grades)
• Total rewards
• Benefit programs (health care plans, flexible benefits, pension scheme, health and fitness programs)
• Payroll terminology (pay schedule, vacation, leave, paid time off [PTO])
• Data collection for salary and benefits surveys
• Insurance claims, filing, or processing requirements (workers’ compensation, disability benefits)
• Work-life balance practices (flexibility of hours, telecommuting, sabbatical)

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

• Applicable laws affecting employment environments, labour 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, and exit interviews)
• Workplace behaviour issues (for example absenteeism, aggressive behaviour, 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, handover process, end-of-service benefits, non-compete or non-solicitation)
• Employee relations programs (for example: recognition, special events, and diversity programs)
• Workforce reduction and restructuring terminology (for example downsizing, mergers, relocation, assignments, transfers)
• Recruitment and Selection (22%)
• Human Resource Development and Retention (10%)

• Applicable laws and regulations related to workplace health, safety, security, and privacy(for example: health and safety training, and security compliance)
• Risk management in the workplace (for example emergency evacuation procedures, health and safety, employee violence, and emergencies)
• Security risks in the workplace (for example data, materials, or equipment theft; equipment damage or destruction; cyber crimes; password usage)