aPHRi Certification in Saudi Arabia

The aPHRi Certification in Saudi Arabia is a globally recognized credential for those embarking on their HR career journey. It certifies individuals who have demonstrated a strong foundation in Human Resources knowledge. Obtaining the aPHRi Certification can boost your career and provide the requisite skills to be successful in the HR domain.

Accredited By

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

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What is This aPHRi Certification in Saudi Arabia All About?

The aPHRi Certification in Saudi Arabia is globally recognized and caters to HR professionals just starting their careers. This course is customised for entry-level HR professionals, offering a solid foundation in HR principles. It covers key HR domains such as Operations, Recruitment, Health and safety, etc. The preparation equips individuals with essential HR knowledge and required skills to ace the exam.

Why is Enroling in an aPHRi Certification in Saudi Arabia Important?

The aPHRi Certification in Saudi Arabia is an ideal starting point for HR career aspirants. This credential showcases an individual's HR knowledge and skills, enhancing their professional worth. Possessing the aPHRi Certification distinguishes HR professionals at a global level. Even without prior HR experience, anyone with the drive to launch an HR career can pursue aPHRi training.

Why Do Companies Hire aPHRi Certified Professionals in Saudi Arabia?

The aPHRi Certification in Saudi Arabia signifies a professional's grasp of fundamental HR principles. Companies value aPHRi professionals for their certified knowledge acquired through aPHRi training. This certification assures HR competency and aligns with HR practice standards. The growing workforce demand increases the need for HR professionals, and having the aPHRi certification elevates the HR department's reputation. 

Industry Trends

Possessing an aPHRi Certification in Saudi Arabia unlocks a realm of remarkable opportunities. This credential serves as a gateway to a world of possibilities. It's your key to a brighter professional future.

Market trends

Recent market trends, driven by technological advancements and the shift to remote work, are reshaping the HR landscape. After the pandemic, there has been a huge surge in the demand for virtual hiring technologies. aPHRi professionals are required by companies to meet these evolving challenges. The aPHRi Certification in Saudi Arabia prepares HR experts to grow in this dynamic, tech-driven HRM era.

Salary Trends

The aPHRi Certification in Saudi Arabia significantly enhances the value of an HR professional. It assures expertise in HR fundamentals and also brings a host of opportunities. Recent data indicates that HR professionals with aPHRi Certification can expect a salary increase of around 9.6%. Specific earnings may vary by position. Professionals can earn an annual salary ranging from SAR 162,611 to SAR 290,089 upon completing the certification.

Demand & Opportunities

The aPHRi Certification in Saudi Arabia is proof of expertise in HR fundamentals. Its demand in the present business world is undeniable. Possessing the aPHRi Certification is a strategic advantage for professionals navigating today's dynamic HR landscape.

Some of the most demanding opportunities for  professionals with aPHRi certification in Saudi Arabia are as follows:

  1. HR Coordinator
  2. HR Assistant
  3. Talent Acquisition Specialist
  4. Benefits Administrator
  5. Employee Relations Associate

Course Outcome

Successful completion of an aPHRi Certification in Saudi Arabia can help you with the following: 

  • Enhance your comprehension of Human Resource Management and its significance 
  • Gain essential skills for addressing diverse HR challenges effectively.
  • Evaluate strategic considerations and methodologies for recruiting and nurturing human resources.
  • Apply your HR knowledge to make informed and sound business decisions.

Course Module

  • 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 (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, 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

Ashraf Shawky is a seasoned training professional with over 15 years of extensive experience working with leading organizations in the UAE and MENA region. He began his career as an Assistant Manager with Oberoi Group in Egypt. He then worked at Americana as the Training and Development Manager. He has also worked as the Senior Human Resources Manager for Emirates Flight Catering and as the Human Resources & Development Manager for the Faisal Jassim Group. Ashraf Shawky has successfully delivered training programmes on HR, managerial, and supervisory soft skills topics like Entrepreneurship, HR Administration and Policies, Leadership Skills, Strategic Management, Balanced Score Card, Train the Trainer, Root Cause Analysis, Building Self-esteem and many more. He has also developed and delivered training workshops for leading organizations such as Emirates Foundation, Jumeirah Group, ADNEC, Emirates Post, and Dynamic Hospitality Group. Ashraf Shawky uses his extensive practical industry experience to deliver a complete and effective learning experience, adapt to various learners' profiles, specifically UAE Nationals, and equip them with the latest best-in-class on-job application.

Educational Qualification

  • ⦾ Post-Graduate Diploma, Oberoi Centre of Learning and Development, India
  • ⦾ Bachelor of Commerce, Alexandria University, Egypt


Professional Certification


  • ⦾ Associate of the Chartered Institute for Personnel Development (CIPD), UK
  • ⦾ Certified Level A & B Occupational Psychometric Assessor (British Psychological Society - BPS)
  • ⦾ Lean Master (Green Belt) – Lean Manufacturing
  • ⦾ Smallpeice Enterprises – UK

Ashraf Shawky

Why Count on Learners Point?

Learners Point Academy, as the top provider of aPHRi Certification in Saudi Arabia, assists professionals in acquiring the required skills to advance in their careers.

The aPHRi Certification in Saudi Arabia has unique features. The USPs of our training program are listed below:

  • We study real-time challenges organizations face and gauge the practical necessities
  • Along with theory, we study real-life examples to understand reality and provide insight into what you need to deliver 
  • Our customized aPHRi Certification in Saudi Arabia also assists by providing assignments linked to a real work environment
  • We conduct group sessions along with a well-coordinated learning experience
  • We also offer career guidance so that individuals can get an effective professional placement

Learners Experience

"aPHRi Certification not only enhanced my knowledge but also boosted my career. Today, I'm excelling as a Benefits Administrator, thanks to this program."

Khalid Rafeh

Benefits Administrator

"aPHRi Certification was an excellent choice to kickstart my HR journey. The program equipped me with essential HR skills, and I'm now a Talent Acquisition Specialist."

Mumtaz Begum

Talent Acquisition Specialist

“The aPHRi Certification program was a game-changer for me. It opened up numerous job opportunities, and I'm now thriving as an HR Coordinator."

Shafiyar Kuhad

HR Coordinator

"After completing aPHRi, I felt confident stepping into the HR field. The course was invaluable, and I now work as an HR Assistant."

Rasika Duar

HR Assistant

"The aPHRi Certification was the perfect launchpad for my HR career. The comprehensive training and practical insights provided a strong foundation."

Rashik Muraq

HR Coordinator

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 Saudi Arabia

Individuals aspiring for a career in HRM in Saudi Arabia must attend the aPHRi Certification. Specifically, the list is as follows:

1) Entry-level HR Professionals
2) Recent graduates aspiring for an HR career
3) Current HR students looking to enhance their qualifications
4) Professionals aiming to transition into HR roles
The aPHRi Certification is worth the investment in Saudi Arabia. It requires an investment of time, effort, and resources to pursue the aPHRi Certification. But the potential rewards include:

1) Increased Salaries
2) Improved Job Prospects
3) Career Advancement
The aPHRi Certification in Saudi Arabia offers a well-rounded understanding of essential HR principles. It covers topics like recruitment, selection, employee relations, and compensation. This knowledge fosters proficiency in the fundamental pillars of HR practices. Hence, this certification is your stepping stone to mastering HR's core domains.
The main difference between the aPHRi Certification and PHR Certification is the experience prerequisites. The aPHRi is tailored for entry-level HR professionals, while the aPHR is designed for seasoned HR practitioners, which requires a minimum of two years of professional experience.
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