By Maureen Campbell

Innovation happens in every era and with every innovation, society must adapt. So too in HR.

In the work environment, the HR department needs to have its eye on the ever changing business landscape; to adapt organizations HR needs to ensure that they are continuing to attract the best, as well as provide a stimulating environment for their employees.

It is a perpetual learning curve requiring high performance individuals who consistently demonstrate continual learning, excellence and expertise. In the realm of HR, these high performance individuals are the leaders in their profession and are typically Certified Human Resource Professionals or CHRPs.

While the CHRP designation may appear a credentialed invention, it is the essence of innovation; CHRP holders aren’t just gaining practical knowledge, but applying and teaching that knowledge, along with a new way of listening and thinking; this is exactly what CHRPs and HR professionals are mandated to do within their organizations.

Consider this analogy. When studying a martial art the goal is to achieve a black belt status. However, no black belt might imagine that upon ‘graduating’ they have learned all there is to know of that particular art. Instead, even as a teacher, when one achieves the status of sensei, the belief that there is no more to learn only grows stronger. This is when the true application of skills and learning enhancement blossom. Herein the real learning begins – applying and continuously testing what one has learned, and adapting those lessons and theories to fit reality.

Like the sensei, CHRPs are the respected representatives and experts of their profession; their continual drive to learn, apply and grow is what identifies them as leaders in their profession.

The CHRP distinction is important, especially in today’s society where a heavy emphasis has been put on human capital. In fact, a 2010 Ontario Human Resources Professional Association (HRPA) study showed that several organizations consider ‘people are their most important asset’. More and more, CEOs and senior level management are seeing the value that HR departments bring forward; more often than not, CHRPs are relied upon to drive the success of a multitude of related activities, including employee retention, recruiting high level talent and addressing multi-generational teams. Whether developing creative recruitment processes, developing social media guidelines or designing programs geared for retention, the CHRP draws upon their designation – and the acquired mindset.

These skills and techniques will become even more critical to key HR functions especially in areas such as talent management and succession planning. With a large number of baby boomers expected to retire over the next several years, many organizations are looking to HR to play a leadership role in identifying and developing talent to replace retirees and/or lead leaner organizations. Managing the resultant change and conflict, motivating and building teams requires strategies that are not only innovative, but flexibly fitted for varied generational appeal. Creating such strategy requires a sound understanding of traditional HR practices, knowledge of new technologies used to reach out to prospective candidates and innovative ideas to bridge the gap.

Driving change is vital for HR departments. Change management is a vital component for effective HR strategies, and executing proactive strategies will drive productivity. It is also HR’s responsibility to identify the skills and behaviours that will drive business productivity and success. Aligning the company’s culture with its objectives to define and communicate the merits of the work environment, HR is both at the heart and on the front line of business equation.

As CEOs and senior management teams rely more heavily on HR departments to engage, recruit and inspire employees, it is important for HR professionals to have outlets in which to collaborate and share ideas; the CHRP designation provides a platform in which to do this.

These challenges define where innovation and expertise meet.
CHRPs are prepared to apply their expertise with philosophies and principles, including supporting systems, tools and most importantly, practical experience, to the innovative potential of their organizations. With an emphasis on employees, adjusting to change has become critical for many HR departments that require leaders that strive to continually learn and grow in their position.

Like the sensei, the CHRP is on a constant journey to learn, grow and evolve. Who better to advance with than one’s peers? One of the benefits to earning the designation is the welcome to a network of CHRPs across Canada which enables one to collaborate and learn with like-minded HR professionals: sharing, creating and testing new and innovative ideas and techniques benefits the CHRP, the profession and their organization.

If you haven’t yet taken the next step to attain your CHRP designation, perhaps now is the time to set forth on the journey of innovation. Contact your Member Association today to find out what you need to do to achieve your CHRP designation.

(PeopleTalk Winter 2011)