aPHRi: HRCI Associate Professional in Human Resources – International

– 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)

– 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)

– 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)

– 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)

– 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)