HUMAN RESOURCE MANAGEMENT
HR Certification Institute Overview As the internationally recognized leader in HR certification, HR Institute has been certifying HR professionals for more than 33 years. Today, more than 108,000 certified HR professionals in more than 70 countries and territories have received and successfully maintained their HR credentials from HR Institute
Benefits of Certification More than 108,000 HR professionals have earned HR certification. Earning the HRBP, HRMP credential demonstrates to you and your organization that you commit to a higher standard. If you’re an HR professional, when you become HR certified, you • • •
show you know the most current principles & core practices of HR management become more marketable when you compete for top HR positions raise your professional confidence among your staff and your peers
If you’re an employer, when you insist on certification for your professional HR staff, you help to ensure updated HR programs and policies in your organization. See how a certified HR staff can help your organization stay competitive and current on important HR-related issues.
For Employers Smart business leaders know that organizations spend up to 70 % of their revenue on human resources. Decisions on workforce planning, labor relations, risk management and employee benefits such as health care and payroll can make or break an organization. So you need the most qualified professionals to make those decisions. That is why more and more employers are listing HR certification as “required” or “preferred” on their job postings. They have the peace of mind that their HR professionals have proven mastery of the intricate HR laws and core practices that make an organization successful.
The HR Certification Institute awards HR certification exams to HR professionals who • • • • • •
Meet strict professional experience and educational requirements Pass a challenging exam Maintain their credentials through continuing HR education In an HR Certification Institute survey of top business leaders 50% said that recruiters consider a job candidate’s certification status when they decide whom to interview—and hire—for HR positions 48% said that their company believes that HR-certified professionals give them a competitive edge 50% said that certified HR professionals show better motivation, HR knowledge, and performance than non-certified HR professionals do.
For HR Professionals Earning your HR certification can give you a competitive edge in today’s economy. Take a look at the HR job postings. More and more job listings say HR certification is “required” or “preferred.” When employers hire certified HR professionals, they also hire peace of mind that those staff members • •
Have mastered the knowledge they need to manage the organization’s human resources Are staying current on changes to HR laws and core practices.
CHRMP Certified Human Resources Management Professional Course 1: CHRMP- Certified Human Resource Management Professional Module 1: Human Resource Management in Organization Session 1: Introducing Human Resource Management Session 2: The Strategic Dimensions Of Human Resource Management Session 3: The Business Environment Of Human Resource Management Session 4: Human Resource Management In An Organizational Context Module 2: Acquiring, Developing HR and Performance Management Session 5: Recruiting And Selecting Sta In Organizations Session 6: Developing Human Resources Session 7: Managing Performance Module 3: Rewarding, Health, Safety and Employment Relations Session 8: Rewarding People At Work Session 9: Health, Safety, And Employee Well-Being Session 10: Employment Relations Session 11: Equality, Diversity, And Dignity At Work Module 4: Redundancy and International HRM Session 12: Grievance, Discipline, And Absence In Organizations Session 13: Redundancy And Human Resource Management Session 14: Ethics And Human Resource Management Session 15: International Human Resource Management Certification Programs available: The candidate can apply for any certification programme. Either they can choose any one or they can choose both certification. 1.
Certificate in Human Resource Management, accredited by the Ministry of Education UAE
2.
CHRMP- Certified Human Resource Management Professional, awarded American Institute of Business and Management, USA.
UAE Labour& Immigration Law Part 1: Labour Law Chapter 1: Labour Law in the UAE 1. 3. 5. 7. 9.
Introduction.. The Conditions for Employment Probation Periods Employment of Juveniles Leave Entitlements
2. 4. 6. 8. 10.
Enforceability of the Law Employment Contracts Wages. Working Hours Employee Records
11. 13. 15. 17.
Safety Regulations Accidents at Work Repatriation of Employees Dispute Settlement
12. 14. 16. 18.
Disciplinary Code Termination of Contract Payment of Gratuity Labour Inspections
Chapter 2: JAFZA ( Jebel Ali Free Zone) Employment Law Chapter 3: DIFC Employment Law Chapter 4: TECOM Labour Law Part2 : Immigration Law Chapter 5: UAE Immigration Law
CertiďŹ cation Programs available: The candidate can apply for any certification programme. Either they can choose any one or they can choose both certification. 1.
Certificate in Human Resource Management, accredited by KHDA, Dubai
2.
CHRMP- Certified Human Resource Management Professional, awarded American Institute of Business and Management, (AIBM) USA.
PHRi
( Formerly known as HRBP)
Proffessional in Human Resource International (PHRi) PHRi : The Proffessional in Human Resource International (PHRi) is a globally relevant credential that is designed to validate professional-level core human resource knowledge and skills. The credential demonstrates mastery of generally accepted technical and operational HR principles. Independent of geographic region, the credential complements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals & the organizations they serve. PHRi : validates professional-level core HR knowledge and skills and demonstrates mastery of generally accepted technical and operational HR principles.
Exam Format and Length Computer-based Testing (CBT) 170 questions (145 scored questions, 25 pre-test questions) 3 hours 25 minutes in length. Certification Cycle-All Certifications are valid for three years; recertification is required every three years through demonstrated professional development or retaking the exam. •
Earn 60 recertification credit hours OR retake exam
PHRi Certification Preparation Modules: Module 1: HR Administration (22%) Section 1.1: Strategic HR Management and Business Trends Section 1.2: Gathering, measuring and reporting HR Data Section 1.3: Workforce Planning and Employment Strategies Section 1.4: Change Management & Business Process Improvement for HR Professionals Section 1.5: Organizational Policies, Procedures and Regulations Module 2: Recruitment & Selection (22%) Section 2.1: Workforce Planning and Staffing Section 2.2: Job Analysis and Documentation Section 2.3: Recruitment Section 2.4: Selection Section 2.5: New Hire On boarding Section 2.6: Recruitment Metrics Module 3: Employee Relations & Communication (20%) Section 3.1: Communication in the Workplace Section 3.2: Laws Affecting Employee and Labor Relations Section 3.3: Creating a positive Work Environment Section 3.4: Managing Employee Behavior Issues
Module 4: Compensation & BeneďŹ ts (14%) Section 4.1: Total Rewards Section 4.2: Compensation Section 4.3: Benefits Module 5: Training & Development (15%) Section 5.1: Training Section 5.2: Performance Management Section 5.3: Career Development Module 6: Health, Safety & Security (7%) Section 6.1: Health, Safety and Security Section 6.2: Employee Health Section 6.3: Employee Safety Section 6.4: Workplace Security
S P H R i ( Formerly known as HRMP) Senior Professional in Human Resources International SPHRi : Senior Professional in Human Resources International (SPHRi) is a globally relevant credential that is designed to validate management-level core human resource knowledge and skills. The credential demonstrates mastery of generally accepted HR principles in strategy and policy development as well as service delivery. Independent of geographic region, the credential complements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals and the organizations they serve. SPHRi : validates management-level core human resource knowledge and skills and demonstrates mastery of generally accepted HR principles in strategy and policy development as well as service delivery.
Exam Format and Length • • •
computer-based Testing(CBT) 130 questions(105 scored questions, 25 pre-test questions) 2 hours 30 minutes in length
Certification Cycle All Certifications are valid for three years; recertification is required every three years through demonstrated professional development or retaking the exam. •
Earn 60 recertification credit hours, of which 15 credit hours are in Business Management and Strategy OR retake exam
SPHRi Certification Preparation Modules: Module 1: HR as a Business Leader (32%) Section 1.1: The Strategic Planning Process in Organizations Section 1.2: Values and Ethics Section 1.3: Business trends and Globalization Section 1.4: Core Functions and Relevance to HR Section 1.5: The Influence of organizational or Corporate Culture Section 1.6: The Sustainable HR Budget Section 1.7: HR-A Cornerstone of the Business Section 1.8: Creating an Effective Strategic HR Organization Module 2: People Development & Talent Management (29%) Section 2.1: HR Competencies and their Applications Section 2.2: Sustaining Organizational Culture and Managing Change Section 2.3: Developing Proactive Employee Relations Programs Section 2.4: Staffing and recruitment Plan Considerations Section 2.5: Talent Management and Facilitating Groups Section 2.6: Training and Education Programs Section 2.7: Resources and Processes for HR Management Module 3: HR Service Delivery (23%) Section 3.1: Program Creation, Implementation and Management Section 3.2: Recruitment and Hiring Processes Section 3.3: Local and International Labor Laws and Practices Section 3.4: Remuneration and Benefits Section 3.5: Using Technology and Tools to Deliver HR Services Module 4: Measurement (16%) Section 4.1: Basic Measurements for Organizational Management Section 4.2: HR measurement and Evaluation Section 4.3: Establish and Administer a Performance Management System Section 4.4: Measurement Technology Content focuses on the strategic and policy-making aspects of HR management, in any geographic location.
Eligibility Requirements:
PHRi
SPHRi •
A minimum of 4 years of professional-level experience in an HR position with a Master's degree or global equivalent
•
A minimum of 1 yearSS of professional-level experience in an HR position with a Master's degree or global equivalent
•
A minimum of 5 years of professional-level experience in an HR position with a Bachelor's degree or global equivalent
•
A minimum of 2 years of professional-level experience in an HR position with a Bachelor's degree or global equivalent
•
A minimum of 7 years of professional-level experience in an HR position with a high school diploma or global equivalent
•
A minimum of 4 years of professional-level experience in an HR position with a high school diploma or global equivalent
Content focuses on the technical & operational aspects of HR practices, Content focuses on the strategic and policy-making aspects of HR in any geographic location. management, in any geographic location.
aPHRi
Associate Proffessional in Human Resource International (aPHRi) aPHRi: The exam is created using the aPHRi exam content outline, which details the knowledge needed by those performing early HR career roles. The aPHRi exam content outline was created by HR subject matter experts through a rigorous practice analysis study.The HRCI Glossary defines many of the terms used in this document. Find it at www.hrci.org/glossary aPHRi: For international businesses, the aPHRi will provide assurance of a professional's knowledge and commitment to improving people performance, reducing workplace risks and implementing talent initiatives that move organizations forward. The aPHRi will represent an important mark of distinction for the next generation of rising HR stars and people managers in international locations,
aPHRi CertiďŹ cation Preparation Modules Module 01 HR Operations (33%) 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: 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19
Organizational strategy and its connection to mission, vision, values, business goals, and objectives Organizational cultures (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,barchart) 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 (e.g., written, oral, email, intercultural awareness)
Module 02 Recruitment and Selection (22%) Understanding the hiring process including regulatory requirements, sourcing of applicants, formal interview and selection process, and on-boarding of a new hire. Knowledge of: 01
Applicable laws and regulations related to recruitment and selection (for example: work authorization, job requisition, job postings)
02
Applicant databases
03
Recruitment sources (for example: employee referral, social Networking/social media, company website)
04
Recruitment methods (for example: advertising, job fairs, university)
05
Alternative staffing practices (for example: recruitment process outsourcing, job sharing, remote workers)
06
Interviewing techniques (for example: structured, non-structured, behavioral, situational, panel)
07
Pre- and post-offer activities (for example: background checks, medical exams)
08
Orientation and on-boarding (for example: logistics, introducing culture, facilitating/training)
Module 03 | Compensation and Benefits (15%) 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: 01 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) 02 Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash compensation, and pay scales/grades) 03 Total rewards 04 Benefit programs (for example: health care plans, flexible benefits, and pension scheme, health and fitness programs) 05 Payroll terminologies (for example: pay schedule, vacation, leave, paid time off [PTO]) 06 Data collection for salary and benefits surveys 07 Insurance claims, filing, or processing requirements (for example: workers’ compensation, disability benefits) 08 Work-life balance practices (for example: flexibility of hours, telecommuting, and sabbatical)
Module 04 | Human Resource Development and Retention (10%) Understanding the techniques and methods for delivering training programs and developing individual employees. Knowledge of: 01 02 03 04 05 06
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, action plan) Career development practices (for example: succession planning, dual career ladders) Performance appraisal systems (for example: timelines, ranking, rating scales) Performance management practices (for example: setting goals, feedback, mentoring)
Module 05 | Employee Relations (15%) 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. Knowledge of: 01 02 03 04 05 06 07 08 09
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 disciplines (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, and diversity programs) Workforce reduction and restructuring terminology (for example: downsizing, mergers, relocation, assignments, and transfers)
Module 06 | Health, Safety, and Security (5%) Understanding the laws, regulations, and policies that promote a safe work environment. Use risk mitigation procedures to protect against workplace hazards. Knowledge of: 01 02 03
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)
Eligibility Requirements:
For students, early-career HR professionals, non-HR practitioners and those transitioning into HR roles, the aPHRi designates foundational knowledge of talent management practices
Since the aPHRi is a knowledge-based exam, candidates are responsible for the six knowledge areas described above. What follows is a list of tasks an individual would likely be expected to perform at the early HR career level. aPHRi Tasks: 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Access, collects, and provides information and data to support HR-related decisions (for example: recruiting, employee relations, training, safety, budgeting, needs analysis, off-boarding, termination) Comply with all applicable laws and regulations Coordinate and communicate with external providers of HR services (for example: recruiters, employee recognition services) Maintain employee data in HRIS or system of record Maintain, file, and process HR forms (for example: notices, announcements, new hire forms, salary forms, performance, and termination paperwork) Prepare HR-related documents (for example: reports, presentations, organizational charts) Provide internal customer service by answering or referring HR-related questions from employees as the first level of support Communicate information about HR policies and procedures Communicate the organization’s core values, vision, mission, culture, and ethical behaviors Identify risk in the workplace Minimize risk by conducting audits (for example: workers’ compensation, employee records) Document and update essential job functions with the support of managers Post job listings (for example: company website, social media, and job boards) Manage applicant databases (for example: enter data, access records, update records) Screen applicants for managers to interview Answer questions from job applicants Coordinate interview logistics Interview job candidates Arrange for tests and assessments of applicants Coordinate the employment offer (for example: start date, salary, benefits) Administer post-offer employment activities (for example: execute employment agreements, work authorization, and coordinate relocation, immigration) Communicate compensation and benefits programs and systems Coordinate activities to support employee benefits programs (for example: health and fitness, pension schemes) Coordinate payroll-related information (for example: new hires, adjustments, paid time off, terminations) Process claims from employees (for example: workers’ compensation, insurance benefits) Resolve routine employee compensation and benefits issues Conduct orientation and on-boarding for new hires, rehires, and transfers Coordinate training sessions (for example: logistics, materials, tracking, registration, evaluation) Conduct employee training programs (for example: safety regulations, emergency preparedness, basic presentation skills, time-management skills) Coordinate the logistics for employee relations programs (for example: recognition, special events, and diversity programs) Monitor completions of performance reviews and development plans
When can I take the exam? Testing for aPHRi, PHRi & SPHRi is available year round subject to availability at the prometric testing centre
Exam Location Both exams will be administered starting in March 2018 via computer based testing (CBT) at Prometric exam centers worldwide. To locate a Prometric test center, check their website at https://securereg3.prometric.com/Welcome.aspx.
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