By Natalie Green

Canada’s Certified Human Resources Professionals (CHRPs) have reason to be confident in the future of their designation. According to the Canadian Council of Human Resources Associations (CCHRA), they are committed to a strong national body and clear vision for one designation, the CHRP, as the leading standard of HR professional excellence and ethical standards in Canada.

Roma Thorlakson, newly elected chair of CCHRA and current chair of the Human Resource Management Association of Manitoba believes that there is strength in one designation: “We are committed to a strong, vibrant, national body that brings together Canada’s diverse HR voices to create one voice, one national standard and one designation, the CHRP.”

Recent Changes a Mark of Integrity
CCHRA has changed its structure significantly over the past six months. These changes include a redesigned philosophy, new set of core principles and new bylaws. The organization has also taken steps to advance the HR profession globally with the recent signing of two Memorandums of Understanding (MOUs) with the Australian Human Resources Institute and with the Hong Kong Institute of Human Resource Management.

Along with this new, confident and firm stance on one designation, CCHRA is implementing significant enhancements to the process of obtaining the CHRP. Anthony Ariganello, interim CEO of CCHRA and president & CEO of HRMA, is excited about what these change mean for the designation: “These changes will advance the integrity and credibility of the CHRP.”

Experience Requirements Evolved
The first phase of these enhancements focuses on some changes to the experience requirement for obtaining a CHRP. Phase 1 changes are currently being rolled out across the CCHRA’s eight provinces and two territories: British Columbia, Alberta, Saskatchewan, Manitoba, New Brunswick, Nova Scotia, Prince Edward Island, and Newfoundland Labrador, Northwest Territory and Yukon Territory.

1. Changes to experience requirement:

• The five Enabling Competencies now form part of the experience requirement
• The Functional Knowledge Areas have been updated and now include nine functional areas
  Recognition of depth of experience for specialists

2. Changes to the time period for candidates to acquire professional-level HR experience

With a mission to elevate the profession, both nationally and around the globe, CCHRA is on track to a bolder, more agile, and profession-focused body dedicated to elevating, enhancing and promoting the field of HR.

 
Phase One CHRP Enhancements: In Detail

1. Changes to experience requirement
As part of the CHRP Competency Framework launched in summer 2014, CCHRA is updating the experience requirement. This is now part of the Experience Validation Assessment/Experience Requirement Application. Specific changes include:

The five Enabling Competencies now form part of the experience requirement:

• Strategic and Systems Thinking
• Professional and Ethical Practice
• Critical Problem-Solving and Analytical Decision-Making
• Change Management and Cultural Transformation
• Communication, Conflict Resolution, and Relationship Management

Applicants will be required to demonstrate experience in a minimum of three of the five enabling competencies.

The Functional Knowledge Areas have been updated to:

• Strategy
• Professional Practice
• Engagement
• Workforce Planning and Talent Management
• Labour and Employment Relations
• Total Rewards
• Learning and Development
• Health, Wellness, and Safe Workplace
• Human Resources Metrics, Reporting, and Financial Management

Applicants are still required to demonstrate minimum three years of HR experience at the professional level in at least two of the Functional Knowledge Areas.

Recognition of depth of experience for specialists
Specialized depth of experience in one Functional Knowledge Area will be considered sufficient experience to meet the requirement for those demonstrating proficiency in each of the competencies within that Functional Knowledge Area. If depth does not cover all of the competencies in that Functional Knowledge Area the requirement of experience in two Functional Knowledge Areas would still apply.

2. Changes to the time period for candidates to acquire professional-level HR experience
It may take time for young or inexperienced HR practitioners, or those new to the HR profession, to obtain positions at the professional level sufficient to satisfy the experience requirement. Once becoming a CHRP candidate, the individual has seven years to complete the process to obtain the CHRP (previously five years).

(PeopleTalk Fall 2015)