aPHRi Certification in Saudi Arabia
Earn a globally recognised aPHRi HR credential
Build job-ready HR skills with no prior experience
Master all five aPHRi exam domains in 35 hours
Learn through practical applications and mock exams
Build confidence for real-world HR responsibilities
4.8/54.8/5Overview
What we’re going to teach you
- Build a strong foundation in core HR functions and processes
- Learn about recruitment, onboarding, and employee lifecycle basics
- Gain insights into compensation, benefits, and essential workplace policy concepts
- Understand employee relations, safety, and HR coordination
- Develop practical awareness of routine HR tasks in workplace settings
Upcoming sessions
Curriculum
- •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 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 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 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 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 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)
Meet your Trainer
Ashraf Shawky
Ashraf Shawky is a seasoned training professional with over 15 years of experience in the UAE and MENA region. He began his career with the Oberoi Group in Egypt and later worked at Americana as a Training and Development Manager. He also served as Senior HR Manager for Emirates Flight Catering and HR & Development Manager for Faisal Jassim Group.
Ashraf has delivered a wide range of training programs, including HR, leadership, and soft skills topics like Entrepreneurship, Leadership, HR Administration, and Strategic Management. He has conducted workshops for prominent organizations such as Emirates Foundation, Jumeirah Group, and ADNEC. His industry expertise enables him to provide practical, engaging learning experiences, particularly for UAE Nationals.
Core Competencies:
- Human Resources (HR)
- Compensation & Benefits
- Leadership Development
- Supply Chain Management
- Quality Management
- Employee Relations
- Performance Management
- Talent Management
Professional Qualifications:
- Training and Development Manager - Americana
- Senior HR Manager - Emirates Flight Catering
- HR & Development Manager - Faisal Jassim Group
- Trainer - Emirates Foundation, Jumeirah Group, ADNEC
Learning Outcomes
Successful completion of an aPHRi Certification in Saudi Arabia can help you with the following:
1
Interpret key HR principles to handle common workplace people issues
2
Assess hiring requirements and coordinate effective candidate selection workflows
3
Administer pay structures, allowances, and benefits using policy-based reasoning
4
Apply retention and development methods to improve workforce continuity
5
Manage grievance handling, safety considerations, and employee conduct procedures
CPD Certification
Earn a globally recognized CPD UK Certification with professional credit points. This certificate can be attested by The UAE Ministry of Foreign Affairs and International Cooperation for UAE visa issuance.
KHDA Certificate
Earn a KHDA attested Course Certificate. The Knowledge and Human Development Authority (KHDA) is the educational quality assurance and regulatory authority of the Government of Dubai, United Arab Emirates.
Learners Point Certificate
Earn a Course Completion Certificate, an official Learners Point credential that confirms that you have successfully completed a course with us.
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Frequently asked questions
The aPHRi (Associate Professional in Human Resources – International) is a globally recognised, entry-level HR credential. It validates foundational HR knowledge across core disciplines. These include HR operations, recruitment and selection, compensation and benefits, HR development and retention, and employee relations, health and safety. The certification supports consistent HR capability by aligning junior HR teams and new HR hires to a shared knowledge base . This consistency enables more reliable HR execution and clearer role readiness across the organisation.
The functional areas covered in the aPHRi training together build end-to-end HR capability. They also improve consistency in day-to-day HR delivery across teams.
- HR Operations: Improves consistency in daily HR transactions, record management, and documentation control
- Recruitment and Selection: Improves hiring coordination, selection support, and onboarding workflow discipline
- Compensation and Benefits: Clarifies pay and benefits fundamentals, helping reduce routine processing errors
- HR Development and Retention: Enables structured development and retention practices that improve workforce stability
- Employee Relations, Health, and Safety: Improves policy-aligned issue handling, escalation discipline, and workplace risk awareness.
Organisations with these capabilities experience fewer execution gaps and achieve more consistent HR service delivery across teams and locations.
The aPHRi course in Saudi Arabia helps organisations build a consistent HR knowledge baseline for junior HR teams. It is suitable for early-career HR staff and employees transitioning into HR responsibilities. When teams share the same fundamentals, routine HR execution becomes more predictable across onboarding, documentation, hiring coordination, and employee communication.
This consistency reduces avoidable process errors and improves HR service quality. It also strengthens governance and accountability. The program is particularly valuable for fast-growing organisations and for companies managing HR across multiple business units or locations within Saudi Arabia.
While aPHRi is a foundational credential, it strengthens core practices that reduce operational HR risk. It focuses on documentation discipline, confidentiality awareness, and process adherence.
Organisations benefit when junior HR teams handle employee data carefully, follow structured procedures, and apply policy-aligned communication. This reduces avoidable errors that can create compliance exposure or employee dissatisfaction. It also improves escalation discipline, ensuring sensitive matters are handled appropriately rather than informally.
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.
Once teams complete the program as a cohort, organisations typically see the following business-facing improvements:
- More consistent HR service delivery through standardised handling of daily HR operations
- Smoother onboarding coordination with clearer ownership and fewer missed steps
- Stronger recruitment workflow execution driven by better process discipline and documentation
- Clearer employee communication, reducing repeat queries and avoidable misunderstandings
- Improved governance and control through disciplined records, approvals, and HR process adherence
- Cleaner handoffs across stakeholders, including HR, managers, and shared service teams
- Stronger escalation discipline for employee relations matters and sensitive HR issues
- Reduced dependency on key individuals due to a shared HR knowledge baseline
- Faster ramp-up of new HR hires using consistent standards and operating routines
- Greater scalability as organisations grow across locations, business units, and workforce size
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