Excellence in people practice has long been recognized for its profit potential.  Put simply, engaged employees aligned with a common goal are an invaluable asset for any business.  Setting the standard for such excellence nation-wide is exactly what the the Certified Human Resources Professional (CHRP) designation does, benchmarking individual commitment to an evolving profession.

“In a world where what economists call ‘human capital’ is looming larger in organizational success, excellence in human resource management is becoming an important source of competitive advantage,” said Jock Finlayson, executive vice-president of the BC Business Council and a member of the Bank of Canada’s board of directors. “Managing an increasingly multi-cultural and multi-generational workforce is going to be a huge challenge for many employers in the coming decade.  I would anticipate robust market demand for the skills and knowledge that CHRPs acquire through the combination of study and professional experience.”

Perhaps this explains why the British Columbia Human Resources Management Association (BC HRMA) has seen its membership swell by over 70 per cent in the past five years. As HR professionals are being called upon to solve challenges which face all industry at present, BC HRMA has become a beacon for solutions and CHRP certification.

As a former vice-president of HR and now senior vice-president for London Drugs, Clint Mahlman sees the CHRP designation as a necessary evolution for the profession and a great benefit for business leaders.

“CEOs now have the comfort of knowing there is a standard body of knowledge for the HR profession and this creates a good common ground for communication,” said Malhman. “Now that those standards are available and being upheld by the CHRPs across the country, this allows CEO’s to engage in strategic HR discussion with a more assured vocabulary.  I came from outside HR originally and was critical of its focus on pursuing a seat at the executive table; for me, that diminished the credibility.  The CHRP brought the profession into line.  I am excited to see the focus now on professional development and business management practices that bring results.”

The purview of HR and the professionalism of the practice has grown exponentially in recent years, as has the scope and surety of the CHRP designation.  In existence since the early 1990s, the earliest incarnation held individual HR association responsible for determining the requirements.  What became apparent was the need for national standards of assessment, along with the profile and professional portability this would provide.

Taking its cue from industry feedback and the precedents set by national HR associations in the UK, USA, Australia and South America, in March 2003, the Canadian Council of Human Resources Associations (CCHRA) brought forth the national CHRP designation.  Governed by the CCHRA and administered provincially by BC HRMA, the CHRP is rapidly establishing itself in recent years as the demands upon the profession have grown.

“Human resources professionals are being asked to play a far more strategic role in every aspect of industry.  The process of acquiring CHRP certification ensures they are fully equipped with the body of knowledge required for success,” said Simon Evans, CHRP, CEO of BC HRMA.   “The examination process involved is thorough, our candidates are committed and percentage of CHRPs and CHRP candidates in our association continues to climb.”

BC HRMA membership now includes 4,700 HR practitioners.  Of that number, over 50  per cent have either achieved their CHRP designation or completed the National Knowledge Exam.  While neither association membership nor CHRP certification are legislated, the benefits of such professional affiliations and pursuits are clear.  Across Canada, that momentum is being replicated, with over 21,000 CHRPs in the workforce.

CCHRA president Debbie Bennett points out that even with the current economy and future challenges forecast, HR professionals are being looked to for revenue generating strategic leadership.

“It is up to the HR professional to tip the balance in the direction of engagement, productivity and loyalty.  A CEO with foresight will be seeking out CHRPs who are best positioned to help align business realities with the generational expectations of a smaller labour pool to create an ‘employer of choice’ organization that will attract the best and brightest talent,” said Bennett.  “A national core standard allows employers to be comfortable in the knowledge that the CHRP being hired from, or being consulted with, outside the province, has met the same rigorous standards that could be expected of a CHRP who is working locally.”

To attain the CHRP designation in British Columbia, HR professionals must belong to BC HRMA, pass the CCHRA’s national exams (the National Knowledge Exam® and National Professional Practice Assessment®) and sign the profession’s National Code of Ethics. To maintain the designation, HR professionals must recertify every three years and adhere to the Code of Ethics.  For further information, visit www.bchrma.org.

(PeopleTalk: Spring 2010)