CEO Message – February

A look ahead at 2016

Bill GreenhalghWe started 2016 with a hugely successful Annual Conference and we now turn our attention to the Association’s objectives for the rest of the year and beyond.

We have some exciting challenges ahead as we consolidate the gains from last year in membership services, our new designations and influence. With our new Strategic plan, our main focus will be on ensuring everyone—CEOs, business partners, employees and the public–understands the true value that designated HR Professionals add to organizations.

The new economy will depend on people and talent for competitive advantage and creating organizations that thrive in this environment will require smart professionals with credible HR designations like the CHRP, CHRL and CHRE.

New designations

It’s been one year since we introduced these new designations, and HRPA members, academia and organizations have completely embraced this new framework.

HRPA’s membership rolls have jumped six per cent (with member retention climbing to 91 %) since we launched the designations just over a year ago.  As of the close of the 2015 fiscal year, HRPA now has 22,262 members, our member satisfaction stands at 4.5 and the numbers of designated HR professionals among the membership is close to 14,000.

It’s clear members appreciate designations that validate capability at different levels.

And so do our other stakeholders and partners.

The academic community likes the clarity these new designations bring to their curricula development. HR students graduating from colleges without a degree can take their diploma, write the CKE and practice at the CHRP level.

And universities like the precision of the new competency model because it’s well defined and spells out what HR professionals need to know and do—and schools are now changing their programs to fit with the framework.

The reaction from the business community has been equally encouraging. We surveyed senior business leaders asking them how the new framework and designations would affect their view of HR – over 56% answered “Very Favourably.”

Changing attitudes

This change in perception among CEOs and non-HR executives is especially good news and augers well for our goal of ending the faulty notion that “anyone can do HR.”

We’re aiming for the day when businesses look solely to veteran HR professionals to fill their Chief HR Officer positions—when all CEOs know that true value-adding HR expertise comes only from the experience, education and designations held by career HR professionals.

So how will HRPA accomplish this?

It all revolves around a virtuous circle made up of our updated body of HR knowledge, competency model and designations:

  • A great competency model based on a future-proofed body of knowledge leads to excellent designations
  • Great designations validate HR “professionalism”
  • And professionalism leads to a better awareness of the value that Human Resources brings to organizations, and so, enhanced career opportunities for HR professionals

Continuing Professional Development self-assessment tool

And while HRPA works to build and promote the professionalism of the HR profession, we’ve made it easier for members to build and grow their careers with the introduction of our new Continuing Professional Development self-assessment tool.

This new online tool uses the HRPA professional competency framework to assess your current knowledge and skills. It then pinpoints the continuing professional development you need to develop your capabilities.

From this 30-minute assessment, the tool provides a fully customized, individual development plan to help you prioritize your professional development.

If you’re working towards your CHRP or CHRL designations, the tool also lets you evaluate yourself against designation benchmarks.

Click here to learn more and take the self-assessment >>

HR: 2016 and beyond

The HR profession is at the threshold of important change.

What we now need to do is persuade and educate others that HR is a true profession. We have made huge strides but there is much work still to be done, and it’s going to take the combined efforts of HRPA, and HR professionals themselves, to accomplish that.

But, we have a lot in our corner.

Today’s business challenges require HR strategy and execution and really demand the skills and knowledge of HR professionals to deal with them effectively.

The professional work of a Certified Human Resources Professional, Certified Human Resources Leader or a Certified Human Resources Executive is ultimately the best marketing tool we have to bring attitudes about our profession in line with our new capability.

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – January

HRPA CEO Bill Greenhalgh delivers the opening speech on the theme of HR professionalization at the 2016 Annual Conference on Wed, January 20.

2016 0120 HRPA Annual Conference

Watch Bill’s speech video >>

CEO Message – December

2015: Year in Review

Bill GreenhalghIt’s been one year since HRPA introduced its updated HR competency framework and three new designations that test an updated body of knowledge, and the ability to apply that knowledge, at three levels of human resources practice: entry (CHRP), professional (CHRL), and executive (CHRE).

So what’s been the reaction from stakeholders?

The most dramatic impact has been on HRPA’s membership rolls which jumped six per cent (with member retention climbing to 91 %) since we launched the designations last November. As of the close of the 2015 fiscal year, HRPA now has 22,262 members.

Those numbers illustrate the strong support HRPA members have for our efforts to modernize a certification framework (including differentiating designations for different career stages, a more structured professional experience requirement and a jurisprudence exam to certify legal knowledge) that hadn’t been updated in 15 years and the value they see in the new designations.

The reaction from the business community has been equally encouraging. We surveyed senior business leaders asking them how the new framework and designations would affect their view of HR – over 56% answered “Very Favourably.”

And the response from Ontario post-secondary schools offering HR programs has also been positive.

From the college perspective, previously, if you didn’t have a degree it was a challenge to earn a designation and find a job. Now, you can graduate with an HR diploma, pass the CKE 1 exam and you’re ready to practice at the CHRP level. The colleges (and their HR students) welcome the change and this is borne out by the numbers of new CHRPs that have come directly out of colleges recently.

And at the degree level we have worked with about a dozen universities and degree-granting colleges who now have business department representatives meeting regularly to discuss our competency model and what they need to do to ensure students get the education to meet it. In fact, a primary reason why the schools have responded so well to our new competency model is because it’s well defined and spells out what HR professionals need to know and do. We don’t tell them how to teach it but at the end of the day the schools understand that students need this knowledge and this capability to earn the designations and practice HR effectively.

Click here to read a Canadian HR Reporter column that provides a complete view on how stakeholders have reacted to HRPA’s new competency framework and designations.

New HRPA strategic plan

The updated competency framework and HR designations join last year’s passage of the Registered Human Resources Professionals Act, 2013 (which gives HRPA government sanction to regulate the profession in the public interest) as cornerstones on which to build HRPA’s new strategic plan.

This new plan represents the next phase of HRPA’s work to “professionalize” the HR profession, including work towards a common global body of knowledge and information campaigns to ensure everyone—HR professionals, government, business and the public—understands that HR is a genuine profession with unique skills and capabilities that bring value to organizations through people strategies.

Please click here to view a presentation outlining HRPA’s new strategic plan

2016 Annual Conference

And finally, if you haven’t yet registered for HRPA’s 2016 Annual Conference, I highly urge you to do so soon. This year’s event is shaping up to be another blockbuster, with eight keynotes, more than 150 professional development sessions, plus Canada’s largest HR trade show.

This year’s keynote line-up includes economist Benjamin Tal examining the global macroeconomic forces impacting our economy and the link between economics and HR; CBC broadcaster Rex Murphy discussing issues of the day; Olympic gold medalist Clara Hughes leading a roundtable on workplace mental health; and former Moist frontman David Usher on how you can learn creativity and bring it to everything you do.

As a special pre-conference bonus, delegates are invited to register for an extra day (Tuesday) of panel discussions, including The Business Case for Hiring Experienced Workers and Human Rights and Creed: What you need to know.

I hope to see you all at the conference in January.

From all of us at HRPA, have a safe and happy holiday and a prosperous 2016.

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – November

New HRPA Human Resources Awards celebrate achievements of designated HR professionals

Bill GreenhalghIn partnership with Great Place to Work®, HRPA is pleased to announce the 2016 HRPA Designation Excellence Awards—a new awards program that celebrates Certified Human Resources Professionals (CHRPs), Certified Human Resources Leaders (CHRLs) and Certified Human Resources Executives (CHREs) who have architected people-driven business strategies that add quantifiable value to their organizations.

The HRPA Designation Excellence Awards recognize individual HR excellence at three HRPA designation levels:

Certified Human Resources Professional (CHRP) of the Year recognizes outstanding work at the foundational level, including adding value to meet organizational priorities; business knowledge and partnering; and innovative thinking.

Certified Human Resources Leader (CHRL) of the Year recognizes an individual who has excelled within the HR function and across the organization by partnering with other business functions to achieve bottom-line performance.

Certified Human Resources Executive (CHRE) of the Year recognizes an HR executive who has demonstrated outstanding leadership including creating and implementing a people-driven strategy that quantifiably contributes to the achievement of the organization’s objectives.

In today’s organizations, people are the primary source of sustainable competitive advantage and HR professionals design and execute people-driven strategies that help create organizational success. The HRPA Designation Excellence Awards will highlight real examples of how HR professionals can develop and execute the innovative and effective strategies that add huge measurable value to organizations.

Nominations for the 2016 HRPA Designation Excellence Awards close on conclusion of the 2016 HRPA Annual Conference, January 22, 2016 and HRPA members will choose winners by voting for their choice of the CHRP, CHRL or CHRE professional of the year.

The winners will be announced at the Great Place to Work’s Best Workplaces in Canada Awards Gala in Toronto on Thursday, April 21, 2016. (Tickets for the awards gala can be purchased here.)

For full details on the 2016 HRPA Designation Excellence Awards, including award criteria and nomination information, please visit HRPAAwards.ca.

Best regards,

Bill Greenhalgh
CEO, HRPA

CEO Message – October

HRPA’s new strategic plan

Bill GreenhalghAfter several years building the foundation to support the HR profession, HRPA’s new strategic direction will focus on the “inspirational”—strategies and plans to ensure  everyone (HR professionals, government, business and the public) understands that HR is a genuine profession with unique skills and capabilities that bring value to organizations through people strategies.

Please click here to view a presentation outlining HRPA’s new strategic plan

Best regards,

Bill Greenhalgh
CEO, HRPA