The document provides information on various human resources certification programs offered by ABMC International Ltd. It outlines 8 certification programs at 3 levels - general, specialization, and senior. The certifications examine areas such as HR strategy, talent management, metrics and analytics, learning and development, and project management. Requirements include work experience, education qualifications, and signing an ethics statement. Exams are comprised of multiple choice questions testing HR knowledge and are offered several times a year worldwide. Fees and study resources are also outlined.

1. GLOBAL HR CERTIFICATION PROGRAM
www.GAFM.com
Offered by ABMC International Ltd
CHARTERED
Certified Human Resource Analyst (CHRA)
HR Generalist
SPECIALIZATION
CertifiedHumanResourceBusinessPartner
(CHBP)
Certified HR Metrics & Analytics
(CHRMA)
CertifiedLearning&DevelopmentAnalyst
(CLDA)
CertifiedTalentPractitioner
(CTP)
Certified Lead Interviewer
(CLI)
Certified HR Project Manager
(CHRPM)
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2. Content
Section 1: General Information
1. Center of Certified Human Resources Programs
2. Chartered Human Resources Analyst Certifications Examinations (CHRA)
3. Chartered Human Resources Business Partner Certifications Examinations (CHRBP)
4. Certified Human Resources Metrics and Analytics (CHRMA)
5. Certified HR Learning & Development Analyst (CHRLD)
6. Certified Talent Practitioner (CTP)
7. Certified Lead Interviewer (LICP)
8. Certified Human Resources Project Manager (CHRPM)
9. Eligibility Requirements
Section 2: Exam Format
• Example of CHRA Certifications’ Exams Contents
• Example of CHRA Certifications’ Topics Weights
Section 3: Exams Locations and Dates
Section 4: Fees
• AAPM Members and Non-Members Fees
• Re-examination Fee
• «No-Show»Penalty
Section 5: Preparing for the Human Resources Certifications Exams
• Study Resources
• Sample Test Questions
Section 6: Taking the HR Certifications Exams
• Submitting your Application
• Exam Scoring and Reporting
• Exam Results
• Exam Retake
• Examination Misconduct
• Maintaining HR Certifications Credentials
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3. Section 1: General information:
General Information
TheCenterofCertifiedHumanResources
The GAFM/ AAPM ® is the regulatory body for the much sought after GAFM/ AAPM ™ Designations and
Credentials. The GAFM/ AAPM ™ Executive Designation Programs provide the assurance that the holder
has met the suggested criteria for graduate credentials set out in the Ibanez US Supreme Court Decision
and Dicta. Further, the GAFM/ AAPM board certification requires meeting 6 different levels of global criteria
including ethics and our global body of standards which are the 1st Standards specifically based on the
methodology used by global government agencies and departments. Acceptance into the GAFM/ AAFM/
AAPM is a high distinction and requires the holder to possess a graduate level portfolio of skills and
knowledge. Acceptance statistics are not high, and the designation when achieved is a high honor strictly for
accredited degree and graduate education holders or individuals with superior and equivalent backgrounds who
have received government sanctioned, offered, and/or germane training.
HumanResourcesCertificationsExaminations(2017-2018):
There are three levels of Human Resources certifications which re:
GENERAL GLOBAL ENTRY LEVEL
1. Chartered Human Resources Analyst Certifications Examinations (CHRA)
SPECIALIZATION LEVEL
2. Chartered Human Resources Business Partner Certifications Examinations (CHRBP)
3. Certified Human Resources Metrics and Analytics (CHRMA)
4. Certified HR Learning & Development Analyst (CHRLD)
5. Certified Talent Practitioner (CTP)
6. Certified Lead Interviewer (LICP)
7. Certified Human Resources Project Manager (CHRPM)
SENIOR LEVEL
8. Senior Professional in Human Resources International – SPHRI by HRCI
9. Master Human Resources Manager Certification - MHRM
In the body of knowledge for the AAPM, all questions are derived from the content of many references
that will be enlisted in «Preparing for HR exam’s» Section.
To enable you to check your understanding of the comprehensive HR body of knowledge especially the contemporary
issues associated with this field, HR exams will measure the general knowledge of the HR functions with a
passing score of 70% out of 100 - 120 multiple choice questions depending on the certification program.
Target Audience:
Our HR Certifications program is intended for practitioners who plan to move up to the next level in their
professional HR career by being proactive and forward thinker.
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4. The GAFM/ AAPM ® is the regulatory body for the much sought after GAFM/ AAFM/ AAPM ™
Designations and Credentials.
Our programs are now approved under:
- Project Management
- Human Resources Management
- Engineering
- Administration Management
- Personal Assistant
by the following Regulatory authorities in Africa
- National Industrial Training Authority – NITA – www.NITA.go.ke (Training Regulatory Authority in
Kenya under ABMC Intl)
- Institute of Human Resources Management – IHRM – www.IHRM.or.ke - (HR Regulatory Authority in
Kenya under ABMC Intl)
- National Capacity Building Authority – now the Capacity Development and Employment Services Board
– CESB – www.CESB.gov.rw
View more information: www.intl-abmc.com
GLOBAL ACCREDITATION & RECOGNITION
CERTIFICATION IS ACCREDITED BY:
GLOBALACADEMY OF FINANCE & MANAGEMENT ® - INTERNATIONAL PROJECT
MANAGEMENT COMMISSION (IPMC)
The GAFM/ AAPM ® is the regulatory body for the much sought after GAFM/ AAFM/ AAPM ™
Designations and Credentials.
The GAFM/ AAPM ™ Executive Designation Programs provide the assurance that the holder has met the
suggested criteria for graduate credentials set out in the Ibanez US Supreme Court Decision and Dicta.
Further, the GAFM/ AAPM board certification requires meeting 6 different levels of global criteria including
ethics and our global body of standards which are the 1st Standards specifically based on the methodology
used by global government agencies and departments.
Acceptance into the GAFM/ AAPM is a high distinction and requires the holder to possess a graduate level
portfolio of skills and knowledge. Acceptance statistics are not high, and the designation when achieved is a
high honor strictly for accredited degree and graduate education holders or individuals with superior and
equivalent backgrounds who have received government sanctioned, offered, and/or germane training.
GAFM/ AAPM affords strategic recognition of over 40 of the top business programs globally including
schools that are AACSB International ™ Accredited Schools and The ACBSP ™ accredited business schools.
Thus, GAFM/ AAPM accredits and recognizes only the best project management "college level or higher"
educational and training programs.
Visit: www.GAFM.com for more information.
ACCREDITATION & RECOGNITION IN AFRICA

5. HR Certification Institute®
(HRCI®
)
www.HRCI.org
HR Certification Institute®
(HRCI®
), headquartered in the U.S., is the premier credentialing organization
for the human resources profession. For 40 years, HRCI has set the standard for HR mastery and
excellence around the globe.
An independent nonprofit organization, HRCI is dedicated to advancing the HR profession by developing
and administering best-in-class accredited certifications, including:
 Professional in Human Resources - International™ (PHRi™)
 Senior Professional in Human Resources - International Professional™ (SPHRi™)
Why Choose HRCI
Serving the Global HR Community
HR Certification Institute®
(HRCI®
), celebrating 40 years of being the most trusted HR certification
organization in the world, provides credentials for a range of HR experience levels. Whether you are an
HR expert or just starting out in the field, HRCI offers a suite of seven proven HR credentials that reflect
different levels of career advancement and geographic areas of expertise in the HR field.
More than 500,000 HR professionals have earned certifications from HRCI, including certification
holders in more than 100 countries.
HRCI Certification: Career and Business Advantage
Through the combination of formal education, adherence to high ethical standards, demonstrated
knowledge and achievement through exam and a renewed commitment to continuing professional
development, HR professionals certified by the HR Certification Institute enhance their professional
credibility and the organizations they serve.
An independent 2015 report from the Human Resources Research Organization (HumRRO) provides
proof that certified professionals have many advantages over non-certified peers:
Career Benefits: For the serious HR practitioner, HRCI certification is a must-have career advantage.
HRCI certification holders report better employment prospects, higher annual salaries, faster income
growth and higher levels of career satisfaction. Today, HR professionals from over 100 countries proudly
maintain the HR Certification Institute's credentials as a mark of world-class HR aptitude and innovation.
Business Benefits: With HRCI letters next to your name, organizations are confident that you have the
expertise to perform at the highest level - that you have what it takes to provide strategic HR and human
capital management direction - that you can create advantages out of constantly shifting technologies,
laws, worker needs and workplace environments. In fact, 98 percent of Fortune 500 companies have
HRCI-certified professionals among their leadership ranks.
ABMC INTERNATIONAL is the accredited training & recertification provider for East Africa.
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6. SENIOR PROFESSIONAL IN HUMAN RESOURCES
INTERNATIONAL
(SPHRiTM
)
ABMC INTERNATIONAL Limited approves of SPHRI by HRCI as its highest level of HR
Certification provision and with this we offer Senior professionals in Human Resources the
opportunity to stand among the best in the world, by offering training preparation and material to
enhance you pass and become a fully accredited
Demonstrate your strategic international HR leadership with the Senior Professional in
Human Resources - International™ (SPHRi™) from HR Certification Institute (HRCI). The
SPHRi, for internationally based HR leaders, validates senior-level HR competency and
mastery of generally accepted HR principles in strategy, policy development and service
Am I Eligible?
To be eligible for the SPHRi you must meet one of the following conditions for education and
experience*
:
 Have at least four years of experience in a professional-level HR position + a master’s
degree or global equivalent,
 Have at least five years of experience in a professional-level HR position + a
bachelor’s degree or global equivalent, OR
 a minimum of seven years of experience in a professional-level HR position + a high
school diploma or global equivalent.
*
The SPHRi requires documented knowledge of local employment laws.
Visit ABMC INTERNATIONAL for our various regional Bootcamp SPHRI certification
program – www.intl-abmc.com

7. Eligibility Requirements:
1. GENERAL GLOBAL ENTRY LEVEL
Chartered Certified Human Resource Analyst (CHRA)
In order to be authorized to use the CHRA credential, you must meet the experience, education, ethics and
examination requirements determined to be competency measures for Human Resources Managers.
The Certification Board for CHRA Certification has established these standard requirements:
1. ProfessionalExperience:
Minimum of 2 years work experience in the field of Human Resources Management.
2. Ethics Statement:
Each candidate must sign AAPM Code of Ethics statement and Registration of attendance.
2. SPECIALIZATION LEVEL
 Chartered Human Resources Business Partner Certifications Examinations (CHRBP)
 Chartered Certified Human Resources Metrics and Analytics (CHRMA)
 Chartered Certified HR Learning & Development Analyst (CHRLD)
 Chartered Certified Talent Practitioner (CTP)
 Chartered CertifiedLead Interviewer (LICP)
 Chartered Certified Human Resources Project Manager (CHRPM)
In order to be authorized to use the SPECIALIZATION credential, you must meet the experience,
education, ethics and examination requirements determined to be competency measures for Human
Resources Managers. The Certification Board for has established these standard requirements:
1. Professional Experience:
Minimum of consecutive 3 years’ work experience in the field of Human Resources Management.
or
Minimum of 2 years work experience in the field of Human Resources Management with 1 year in the field of
specialization and any other International or Local HR Certification
2. Education Qualification:
CHRA Certification or any other International or Local HR Certification
Master's of Human Resources MSC / MBA in HR and 1 year practice in HR
or
Any Bachelor’s Degree in any Business or HR or Finance related field in HR practice with 2 years’ experience
in HR Management.
3. Ethics Statement:
Each candidate must sign AAPM Code of Ethics statement and Registration of attendance.
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8. 3. SENIOR LEVEL
 Senior Professional in Human Resources International – SPHRI by HRCI
 Master Human Resources Manager Certification – MHRM
In order to be authorized to use the SPECIALIZATION credential, you must meet the experience,
education, ethics and examination requirements determined to be competency measures for Human
Resources Managers. The Certification Board for has established these standard requirements:
1. Professional Experience:
Minimum of 5 years work experience in the field of Human Resources Management
2. Education Qualification:
CHRA Certification or any other International or Local HR Certification
Masters of Human Resources MSC / MBA in HR and 1 year practice in HR
or
Any Bachelor’s Degree in any Business or HR or Finance related field in HR practice with +5 years’ experience
in HR Management.
3. Ethics Statement:
Each candidate must sign AAPM Code of Ethics statement and Registration of attendance.
Section 2: Exam Format
EXAMPLE OF CHRA Certifications’ Exams Contents:
The (CHRP II / CHRA) Certification Board is responsible for determining the eligibility requirements, defining the
necessary knowledge and skill levels, developing and maintaining the exam and providing guidance for other
details related to the CHRP III / CHRBP Certification
1. Strategic Role of H/R Practitioner
Development and integration of strategic, tactical, and operational planning to set systemic strategic goals and
objectives as well as systematic implementation and evaluating of these goals and strategies. Also evaluating
strategies and the HR contributions to organizational effectiveness.
2. Employment Placement, and Workforce Planning
Recruitment and selection based on job analysis which serves as the foundation for adequate staffing and in
developing job descriptions and specification
3. H/R Training and Development (T & D)
Training need assessment is designed to develop, implement, and evaluate training and development
programs. These T & D programs are needed to address the unique needs of employees and organizations
and to make sure that the knowledge, abilities, and skills of the current and future workforce are met. This
function of T&D also includes the management of performance measures and appraisals processes.

9. 4. Compensation and Benefits (HR total reward)
Develop and administer a fair and just compensation and benefit packages that are able to attract, keep, and
motivate competent workforce. Rewarding people through pay and benefits, gain sharing, and productivity
incentives when needed.
5. Employee & Labor Relations
Developing, implementing and evaluating a win-win workplace relationship between employer and employees
which balances their rights and obligations to support the organizational goals and objectives as well as
values and social responsibility. It also addresses other issues like employee assistance programs (EAP).
6. Management of Health, Safety, and Security Issues (Risk Management).
Promote, develop, implement, and evaluate programs, plans, policies, and procedures to maintain clean and
safe working environment that promote the well being of workers and protect the interest of the organization
as well as safe guarding it from liability and law suits.
Topics Weights OF CHRA Exam:
Exam
CHRP II
Exam
CHRA
Exam
Strategic Role of HR Practitioners 15% 25%
Employment, Placement, and Workforce Planning 25% 18%
HR Training and Development 15% 18%
Compensation and benefits (HR Total Reward) 15% 19%
Employee and Labor Relations 20% 15%
Management of Health, Safety, and Security Issues 10% 5%
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10. HR Certifications Training and Test Dates and Locations
HR Certification classes and exams are held three times in a year at various Training Center in Africa
ABMC INTERNATIONAL: - www.intl-abmc.com ||
RWANDA HR CERTIFICATION INSTITUTE: – www.RHRCI.org ||
PROACT INTERNATIONAL: – www.proactint.com ||
ALL ABOARD AFRICA: - www.allaboardafrica.org ||
AFRICAN PA MAGAZINE: – www.AFRICANPA.com ||
Fees
Examination Fee Certificate Issuance Total Fees (in USD)
Members $100 $325 $425
Non-Members Fees $100 $400 $500
When you earn CHRA or CHRBP credentials, you become an AAPM member, which entitles you to its
membership benefits such as:
• 15% discount on participation in AABFS training programs and diplomas
• Free access to the e-library through the GAFM websites
• Free Journal of Human Resources Studies (4 issues)
• Free Membership e-newsletter which allows members to publish their activities, achievements and news.
• Free AAPM Publications
• 10% discount on AABFS Forums & Conferences
• 10-30%discountonCCFB certificates.
• Re-examination Fee $100
Fee applies to candidates who were not successful on their previous exam attempt or failed to
schedule an appointment during their approved testing window.
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11. CHRA - CHRBP 5
OUR HR Study Resources
The current tests specifications are based on many references, however the main English reference is:
ABMC INTERNATIONAL, has developed one of the best online resource platform for all our Training
programs thus giving the HR practitioners a wide variety of resources to choose from for each certification
program.
All the certification program have four study set up:
I. Pre-event Study Material
II. Pre-event Assignment (Which contributes to 40% of the final certification score)
III. Mock Practice exam (This is only given upon participating the live class or online session)
IV. Main Certification Exam
Sample Test Questions
Review these questions to familiarize yourself with some of the types of questions on the examination.
1. Which managerial skill that remains relatively consistent in its significance across all levels of management?
a. Technical
b. Human
c. Conceptual
d. Analytical
2. Expectations concerning the fastest growing source of future jobs are likely to be in;
a. Manufacturing, technical, and data fields
b.Service, professional,technicaland salesfields.
c. Large corporate diversified conglomerates.
d. Not for profit organizations.
3. Strategic Human Resources Planning is the process used to ensure that human resources practices are aligned
with and supports the accomplishment of the organization’s---------
a.Mission,
b. Strategies
c. Objectives
d. All of the above
e. None of the above
4. A written statement of the duties and responsibilities of a specific job is called;
a. Job analysis
b. Job specification
c. Job description
d. Job inventory chart
5. Workplace Violence in developing countries like the U.S.A:
a. Has increased much from 1990 to 2012.
b. Tends to be directed at managers by workers.
c. Is second only to highway fatalities in causing death for working people.
d. Is relatively easy to prevent with clear policies and procedures on workplace security.

12. 6. Nowadays, which mechanism do you think willdetermine the overallquality of a firm’shuman resources?
a. Socialization
b. Recruiting
c.Selection
d. Determining a job’s characteristics
7. Generally speaking, a commonly used selection tool that has a poor relation to actual job performance is:
a. Application forms.
b. Ability tests.
c.Lettersof recommendation.
d. Personality tests.
e. Honesty tests.
8. ------------- is the best training method that ensures maximum transfer of learning to the job;
a. Leadership training
b. Simulation-based training.
c. Off-the-job training.
d. Classroom training.
e.On-the-job-training.
9. People’s held beliefs about the fairness of the compensations they receive relative to their contributions is
referred to as .
a. Expectancy Theory
b. Need Theory
c. Equity Theory
d. The Motivation-Hygiene Theory
10. Fatema has a complaint against her boss. She spoke to him and to his boss with no results. Her company is
under contract with the union. The most likely next step in her complaint would be:
a. A speak-up program.
b. An open door program.
c. Using an arbitrator.
d.A union grievance procedure.
11. A third party who may help unions and management resolve or settle grievances with a final and binding
decisionsiscalled;
a. Union steward
b. Management steward
c. Arbitrator
d. Grievance counselor
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13. Section 6: Taking the CHRA and CHRBP Certifications Exams
SubmittingYour Application
Applications to take the HR Certification Exam can be submitted by email. The examination fee ($100) is only
required to be paid upon registration. Once the participant passes the exam, he/she is required to pay the remainder.
Exam scoring and reporting
The exam is weighted among the six knowledge areas. Scores are processed and communicated withinthree to four weeks.
All scores are kept confidential, and only participants will be handed the score in addition to a statistical performance
analysis that explains the weakness and strength areas. Participant must sign a release waiver to authorize a third party
to know your score.
All CHR exams are electronically scored using advanced methods of statistical analysis. Scores are recorded based on
a pass/fail system. The Certification Board determine the exam’s pass/fail standards using a criterion-referenced
methodology, which defines the performance standard and degree of difficulty for each item. Your score is based on
your personal performance measured against these standards and not based on a composite grade curve for a group
or date.
All questions for an exam are scored three times _ once by scanner and twice by computer. During the scoring process,
a variety of electronic and manual quality controls are conducted to ensure accuracy. Upon receiving your score, if you
feel an error has been made, you may appeal it by requesting a hand scoring within 30 days of the postmark date on
your score report.
A $25 fee is assessed for hand scoring. To request a hand scoring, please address your written request to:
ABMC INTERNATIONAL -
The Africa Supervisor for AAPM Certification Program
P.O. Box :(52303 - 00100)
Tel: +254 20 5140700
E-mail:joseph@intl-abmc.com,info@intl-abmc.com
Attention: Exam Manager
Requests for hand scoring must include your name, examination date, a copy of your score report, the fee and an
explanation as to why you are requesting that a hand scoring be performed. A response will be sent within 14 business
days from receiving of your request.
Requests submitted without the fee will not be considered. Requests received more than 30 days after the postmark date
of your exam score report will not be considered. Should a discrepancy between the results of the hand scoring and the
computer scoring be revealed, the hand scoring results will prevail.
Exam Results
You will be notified of your results in writing whether you passed or failed. Your actual score and your performance
analysis shall be hand delivered along with your certificate.
Exam retakes
Your exam performance in each of the six knowledge areas will be provided in your exam score report. This information
will assist you in identifying those areas to emphasize during preparation if subscriber decided to reset for the exam.
There is no limit to the number of times you can take the exam.
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14. Examinationmisconduct
All materials associated with HR examinations are the property of the American Academy of Project Management -
AAPM. None of the examinations may be reproduced or copied in any manner, including, but not limited to,
mechanical, photographic or electronic forms of reproduction or copying.
All candidates taking any of AAPM examinations are expected to abide by all rules and regulations governing the
examination before, during and after the examination. Possession of copies of any current or previous examination
given by AAPM is not authorized and is a violation of CCFB rules governing certification exams. Persons taking
AAPM certification examinations are not permitted to take notes about the examination.
Any person found to have violated any of the rules governing AAPM certification exams, or to have conducted
himself or herself in a dishonest or unethical manner with respect to the taking of an AAPM certification exam, is
subject to sanctions determined to be appropriate by AAPM, in its sole discretion, including, but not limited to,
denial of certification and denial of the right to take any or all AAPM examinations. Answer sheets determined,
before grading, to have been completed by a person who has violated AAPM examination rules will not be graded.
AAPM reserves the right to pursue any and all remedies available to it, including legal remedies, with respect to any
violation of its examination rules against anyone who violates AAPM examination rules or aids another in violating
these rules.
MaintainingyourHR CertificationCredential:
Upon achieving certification status, you will be certified as a HR 18 months through which you must continue your
education in order to maintain and enhance your expertise. The AAPM Certification Board has determined
that all Certified HR Professionals must complete 15 continuing education credits every one year in order to
maintain the certificate.
Post- certification education activities that focus on subject matter directly related to the AAPM Exam outline
can be completed for continuing education credit. To assist our members in meeting this goal, we recognize a
variety of continuing education options. In addition to continuing education, you will be responsible for payment
of membership dues on an annual basis.
AAPM will invoice you automatically.
Can my certification ever be revoked?
A member may be decertified for any of thefollowing reasons:
• Failure to meet the stipulated continuing education requirements.
• Violation of AAPM’s Code of Ethics.
• Supplying false information about the individual’s qualifications or continuing education accomplishments.
Certification revocation is determined by AAPM Certification Board. Members who have been decertified are
granted an appeal. Should your certification be revoked for one of the reasons listed and the revocation has been
determined to be irreversible, you must again pass the certification Exam in order to regain a certified status.
Ultimately
AAPM HR certification promotes professional competency in the Human Resources field,
resulting in improved human resources services practices. Through AAPM certification,
individuals attain an organized form of recognition based on their achievement of prescribed
standards of knowledge and technical performance. In a time of increasing demand for
credentials to document competency, these certifications provide a tangible proof of a human
resourcesprofessional’sdedication to performanceand serviceexcellence.
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15. ABMC INTERNATIONAL,:- www.intl-abmc.com ||
Rwanda HR Certification Institute – www.RHRCI.org ||
African PA Magazine – www.AFRICANPA.com ||
Global Academy of Finance & Management – Africa Chapter:- www.GAFM.com ||
Human Resources Certification Institute – HRCI - Africa Provider:- www.HRCI.org ||
Allaboard Africa :- www.allaboardafrica.org ||
Reliance Center, 3rd Floor, Left wing, Woodvale Groove road,
Westland, Nairobi, Kenya
G-Line: +254 020 51 40 700
Email: info@intl-abmc.com
P. O Box 52303 – 00100,
Nairobi, Kenya.