2 Months

Training Duration

Weekends.

Sessions

APHRi

Certification Title

May 2020

Commencement

NCCA

Accredited

HRCI (Human Resource Certification Institute) is a U.S. based world wide credentialing organization offering certifications to HR Generalists, administrators and managers. The certifications are awarded upon successful completion of competency exams that cover Human Resource Management (HRM)practices, policies and principles. Human Resource professionals seek HRCI certifications to boost career opportunities, professional credibility, and compensation rates.

HRCI exam content varies by certification type. Each exam is designed to demonstrate mastery and real-world application of HR practices, policies and principles. Exams are accredited by The National Commission for Certifying Agencies (NCCA). Renewal/recertification is required every three years for the retention of HRCI credentials. To obtain recertification, professionals must either retake the certification exam or earn 60 HR-related professional development training credits. All training must be provided by HRCI approved providers (APs).

aPHRI (Associate Professional in Human Resources-International) – certifies individuals who have successfully demonstrated HR foundational knowledge. This certification does not require a degree or prior work experience.

HRCI Certification Process

  1. Create give your details on upTop platform.
  2. Dedicated upTop counselor shall appoint a call to check eligibility.
  3. Approved candidate can go for self preparation / Obtain training program to minimize the risk of failing the exam.
  4. Go through the training and mock exam, Interview and Mock assessments.
  5. upTop make sure participants 100% prepared before appearing for final exam.
  6. Schedule a test appointment (within 120 days) at a Pearson VUE testing location. Official test results are available within 24-48 hours. The average pass rate across all certifications is 71%.
  7. Become Global certified HR professionals on successfully passing the exam.

Also,HRCI awards one recertification credit hour for every hour of concurrent session time.

Important Information.

Eligibility - Participant should be graduate. The first-ever HR certification designed for professionals who are just beginning their HR career journey.

Eligible candidates will enroll for the training program.

Industry expert HR's will deliver weekend training live sessions and mock tests during 2 months of training before appearing for final HR certification.

Syllabus

  • 01 Applicable laws and regulations related to recruitment and selection, such as non-discrimination, accommodation, and work authorization (Employee Selection Procedures, Immigration Reform and Control Act)
  • 02 Applicant databases
  • 03 Recruitment sources (for example: employee referral, social networking/social media)
  • 04 Recruitment methods (for example: advertising, job fairs)
  • 05 Alternative staffing practices (for example: recruitment process outsourcing, job sharing, phased retirement)
  • 06 Interviewing techniques (for example: behavioral, situational, panel)
  • 07 Post-offer activities (for example: drug-testing, background checks, medical exams)
  • 08 Orientation and onboarding
  • 01 Organizational strategy and its connection to mission, vision, values, business goals, and objectives
  • 02 Organizational culture (for example: traditions, unwritten procedures)
  • 03 Legal and regulatory environment
  • 04 Confidentiality and privacy rules that apply to employee records, company data, and individual data
  • 05 Business functions (for example: accounting, finance, operations, sales and marketing)
  • 06 HR policies and procedures.
  • 07 HR Metrics (for example: cost per hire, number of grievances)
  • 08 Tools to compile data (for example: spreadsheets, statistical software)
  • 09 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.
  • 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)
  • 01 Applicable laws and regulations related to compensation and benefits, such as monetary and non-monetary entitlement, wage and hour, and privacy.
  • 02 Pay structures and programs (for example: variable, merit, bonus, incentives, non-cash compensation, pay scales/grades)
  • 03 Total rewards statements
  • 04 Benefit programs (for example: health care plans, flexible benefits, retirement plans, wellness programs)
  • 05 Payroll processes (for example: pay schedule, leave and time-off allowances)
  • 06 Uses for salary and benefits surveys
  • 07 Claims processing requirements (for example: workers’ compensation, disability benefits)
  • 08 Work-life balance practices (for example: flexibility of hours, telecommuting, sabbatical)
  • 01 Applicable laws and regulations related to training and development activities.
  • 02 Training delivery format (for example: virtual, classroom, on-the-job)
  • 03 Techniques to evaluate training programs (for example: participant surveys, pre- and post-testing, after action review)
  • 04 Career development practices (for example: succession planning, dual career ladders)
  • 05 Performance appraisal methods (for example: ranking, rating scales)
  • 06 Performance management practices (for example: setting goals, benchmarking, feedback)
  • 01 Applicable laws affecting employment in union and nonunion environments, such as laws regarding anti-discrimination policies, sexual harassment, labor relations, and privacy.
  • 02 Employee and employer rights and responsibilities.
  • 03 Methods and processes for collecting employee feedback (for example: employee attitude surveys, focus groups, exit interviews)
  • 04 Workplace behavior issues (for example: absenteeism, aggressive behavior, employee conflict, workplace harassment)
  • 05 Methods for investigating complaints or grievances
  • 06 Progressive discipline (for example: warnings, escalating corrective actions, termination)
  • 07 Off-boarding or termination activities
  • 08 Employee relations programs (for example: recognition, special events, diversity programs) 09 Workforce reduction and restructuring terminology (for example: downsizing, mergers, outplacement practices)
  • 01 Applicable laws and regulations related to workplace health, safety, security, and privacy.
  • 02 Risk mitigation in the workplace.
  • 03 Security risks in the workplace.

Program Fee

HRCI

Option 1 – (Only Exam) Fee $ 400 = (INR 30,000) for exam only with no training assistance.

 

Options 2 – (Bundle) Exam Fee + Virtual Study Material $ 515= INR 38,625/-

upTop Savings

Option 1 – (Only Exam) Fee $ 375 = (INR 28,150) for exam only with no training assistance.

Saving = ($400 – $375) = $25

 

Options 2 – (Bundle) Exam Fee + Training & Preparation + Mock Test + Study Material) = $490 = INR 36,750/-

Saving =( $515 – $490) = $25

Get Program Brochure

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