By Alexandra Stang

Since the introduction of the national standards for the Certified Human Resources Professional (CHRP) designation almost eight years ago, the Canadian Council of Human Resources Associations (CCHRA) has recognized a steady increase in the number of CHRPs from year to year. At the first exam session in 2003, just over 300 people wrote the National Knowledge Exam® (NKE). In the past year, over 6,500 individuals wrote this same exam, and approximately 2000 individuals obtained their CHRP designation.

The total number of CHRPs is now over 23,000, proof that the practice of effective human resources management is a top priority for Canadian businesses, who increasingly demand the skills and professionalism of CHRPs.

Clearly, the CHRP is here to stay. In order to remain current and continue to meet the needs of business, the CCHRA is taking steps to enhance and strengthen the designation. While some people cringe at the thought of change, it is often necessary, and usually, it’s for the better.
Think of the iPod: the original version of Apple’s bestselling product was released in 2001. Since then, several “generations” of iPods have been released. That’s not to say there was anything wrong with the original design.  Although Apple launched an innovative and successful product, they continuously find ways to improve it and remain a leader within the digital music industry.

Think of the CHRP designation like the iPod: in order to stay up-to-date with the latest best practices for professional certification, the process is constantly being reviewed and enhanced as necessary.

Examination standards are constantly evolving, and as a result, the CCHRA is constantly investigating possible improvements to bring to the CHRP designation. Enhancements that have recently come into effect are the new degree requirement prerequisite for obtaining the designation, and the introduction of two committees to oversee the development of the CHRP assessment process.

This year, the national degree requirement came into effect. All CHRP Candidates – those who have passed the National Knowledge Exam® (NKE) – are now required to have a minimum of a bachelor’s degree in order to register for the National Professional Practice Assessment® (NPPA) and qualify for the CHRP designation.  The CCHRA introduced this requirement to prepare CHRPs to meet the evolving needs of business. Employers in Canada and internationally, expect HR practitioners to have college or university degrees, especially as the roles of HR professionals become increasingly strategic.

Proof of degree is required in order to register for the NPPA, and must be provided in the form of an official transcript. For institutions outside of Canada, an assessment of the education through a third-party organization may be required. Individuals who are unsure if their proof is sufficient should contact their provincial HR association in advance of the exam registration date, as registrations will not be confirmed without suitable documentation.

In the summer of 2010, the CCHRA introduced two new committees to oversee the CHRP certification process. The Standards Advisory Committee (SAC), comprised of subject matter experts representing the provincial HR associations and the public, is responsible for recommending the best practices for attaining the designation. The Exam Board is comprised of psychometricians nominated by the CCHRA’s member provincial HR associations, and oversees the development and scoring of the exams. The work of these committees, along with feedback from individuals who are pursuing the designation or who have achieved it, is key to establishing effective methods of certification.
The CHRP designation, the CCHRA, and the designating Provincial HR Associations – like the HR Profession – continue to gain stature. Although some provincial HR associations, including BC HRMA, have existed for several decades, the CCHRA was founded in 1994. The national CHRP designation was established a few years prior to the founding of the national council, and the national standards for certification were officially introduced in 2003. This has been incredibly rapid growth in comparison to other professional designations. For example, national standards for the CGA designation were introduced more than 40 years after the Certified General Accountants Association of Canada was founded.

As the human resources profession continues to evolve, the standards for certification will continue to adapt to meet the needs of the industry. Just think, would the iPod be a must-have item if Apple executives decided to stop after the first model? Probably not. Likewise, the CHRP is in demand because it is constantly evolving to adequately measure the capabilities of human resources professionals in an ever-changing environment that demands the best and brightest.

To learn more about the requirements for the CHRP, please visit www.chrp.ca.

Alexandra Stang is the Marketing and Communications Coordinator for the Canadian Council of Human Resources Associations (CCHRA).

(PeopleTalk: Spring 2011)