aPHRi Certification in Kuwait

The aPHRi Certification in Kuwait is a globally recognised credential. Learners Point offers an aPHRi course designed specifically for individuals with no prior HR experience. Our course provides them with the essential skills required to embark on a successful career in the field of HRM.

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  • 35 Hours Training
  • Online / Classroom / Onsite
  • 23 May, 2024 / 23 May, 2024
  • Additional Program Dates
  • 100K+ Happy Students

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What is The aPHRi Certification in Kuwait All About?

Our aPHRi Certification course in Kuwait offers a comprehensive curriculum created for entry-level HR professionals without prior work experience. This program shares knowledge about critical HR areas such as HR Operations, Recruitment and Selection, and Retention. Our objective is to prepare candidates to excel in the aPHRi examination. The course also ensures they attain a high score and secure their certification.

Why is An aPHRi Certification Course in Kuwait Important?

Obtaining an aPHRi Certification in Kuwait serves as a stepping stone for HR professionals. It offers remarkable prospects for enhancing career opportunities. This certification serves as a validation of the competencies acquired by HR professionals, making this course very important. Possessing an aPHRi Certification can significantly elevate one's professional standing. 

Why Do Companies Hire Professionals With aPHRi Certification in Kuwait?

The aPHRi Certification in Kuwait affirms one's expertise and knowledge in HRM. This credential sets HR freshers apart in a competitive landscape while meeting industry standards. With an increasing number of companies in Kuwait, the demand for HR experts is on the rise. Possessing an aPHRi certification is an effective means for emerging HR professionals and people managers to leave a distinct mark, both locally and on the global stage.

Industry Trends

In Kuwait, the aPHRi Certification presents substantial job prospects. The convergence of data security technology with remote work has brought about a transformative shift in the work landscape. These emerging industry trends and innovations underscore the growing need for HR specialists who are adept at efficient training and management.

Market trends

The HR landscape has seen significant shifts due to recent market trends. To expand their teams, organizations are adopting innovative technologies like online assessments and virtual hiring processes. As a result, there has been a remarkable surge in the demand for virtual hiring technology.

Salary Trends

Obtaining the aPHRi Certification in Kuwait can provide a significant career boost with attractive income packages. After completing the program, professionals can expect to earn an average of KWD 1300. Additionally, HR experts holding HRCI certifications are well-positioned to access a broader range of opportunities and realize an increased income growth of 9.6%.

Demand & Opportunities

The aPHRi Certification in Kuwait effectively equips professionals to navigate and adapt to evolving industry trends. Hence making it a highly sought-after accreditation in the contemporary business world. 

Professionals holding the aPHRi certification in Kuwait can explore various prominent job roles, some of which include:

  1. HR Generalist
  2. Talent Acquisition Specialist
  3. HR Coordinator
  4. Compensation Analyst
  5. Employee Relations Specialist

Course Outcome

Successful completion of the aPHRi Course in Kuwait enables you to:

  • Develop a profound understanding of human resource management and its significance within organizations.
  • Acquire a versatile skill set for addressing various HR-related issues.
  • Analyze and strategize on the selection and development of manpower resources.
  • Apply HR concepts to make informed and effective business decisions.

Course Module

  • Organisational strategy and its connection to mission, vision, values, business goals, and objectives 
  • Organisational 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, organisational 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)
  • 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 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)
  • 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 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 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)

Program Dates

23 May
  • 03:00 PM
  • Thu
  • Online Live
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Expert Instructors & Teaching Methods

Why Count on Learners Point?

Being the leading training provider of aPHRi Certification in Kuwait, at Learners Point we help professionals master the necessary skill sets and experience to complete the aPHRi training.

Following are the USPs our aPHRi Certification offers you:

  • We look at real-world scenarios organisations face and formulate our aPHRi training as per practical requirements.
  • Apart from theoretical knowledge, we also focus on practical case studies to give you a reality check and insight into what exactly will be asked of you while you are in a demanding role.
  • Our bespoke aPHRi Certification also equips you with hands-on experience by offering assignments related to the actual work environment.
  • Apart from organising group sessions, we also offer one-to-one sessions to enhance the quality of our aPHRi training program.
  • We also take a discrete approach to career guidance so that one can be successfully placed as a professional.

Learners Experience

"I can't thank Learners Point enough for their aPHRi course in Kuwait. I'm now an HR Coordinator, and this certification played a vital role."

Alekh Muraqa

HR Coordinator

"The aPHRi Certification boosted my confidence and skills. It's a must for anyone pursuing an HR career in Kuwait."

Juhana Sheikh

Compensation Analyst

"I transitioned from a non-HR role to an HR Specialist after completing the aPHRi program in Kuwait. It opened new doors for me!"

Mahrukha Shah

HR Coordinator

"As a recent graduate, the aPHRi course in Kuwait helped me kickstart my HR journey. The practical insights were invaluable."

Ruhan Majidi

Talent Acquisition Specialist

“The aPHRi Certification in Kuwait was a game-changer for my career. It provided me with the essential knowledge to excel in HR. Highly recommended!"

Shahidi Juna

HR Generalist

Our Graduates

Our graduates are from big companies, small, companies, they are founders, career changers and life long learners. Join us and meet your tribe!

FAQs on aPHRi Certification in Kuwait

The aPHRi Certification in Kuwait is the ideal career progression option for:

1) Graduates or undergraduates seeking to specialize in HR.
2)Junior HR professionals aiming to advance their expertise.
3) Non-HR practitioners seeking a seamless transition into HR roles.
The aPHRi Certification is universally recognized, and tailored for individuals embarking on their HR careers. It certifies the attainment of fundamental HR knowledge, regardless of one's geographic location. The credential harmonizes with local HR practices, making it a versatile and valuable qualification.
Enrolling in an aPHRi Course in Kuwait can help you pass the exam with a high score and get certified. The course typically helps an aspirant to understand and grasp the following concepts:

1) Tactical and operational tasks for workforce management
2) The hiring process like regulatory requirements, sourcing of applicants, formal interview and selection process and onboarding of a new hire
3) Concepts related to total rewards such as pay and benefit programs
4) Techniques and methods for delivering training programs and developing individual employees
At Learners Point, if a participant doesn’t wish to proceed with the aPHRi Course in Kuwait due to any reason, he or she is entitled to a 100% refund. However, the refund will be issued only if we are notified in writing within 2 days from the date of registration. The refund will be processed within 4 weeks from the day of exit.
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