Canadian HR Reporter

September 2018 CAN

Canadian HR Reporter is the national journal of human resource management. It features the latest workplace news, HR best practices, employment law commentary and tools and tips for employers to get the most out of their workforce.

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CANADIAN HR REPORTER SEPTEMBER 2018 2 NEWS Bracing for change e CPP is changing as of Jan. 1, 2019. We spoke with Rachel De Grâce, director of advocacy and legislative content at the Canadian Payroll Association, and Kim Ozubko, partner at Miller omson, about what to expect. Do people prefer bad leaders over absent ones? It's perhaps the most potent form of passive incompetence An employee's duty to mitigate British Columbia case highlights responsibilities of both employee and employer Is meaningful, part-time work in retirement a myth? U.S. companies reluctant to hire older workers: Study Liberals look at creating federal holiday to mark legacy of residential schools Government intends to back bill establishing stat holiday June 21 Report finds hundreds of Manitoba civil servants have experienced harassment Follows consultations with more than 3,000 employees BLOGS BRIEFS NEWS FEATURED VIDEO BLOGS BRIEFS NEWS FEATURED VIDEO BLOGS BRIEFS NEWS FEATURED VIDEO Recent videos, stories and blogs posted on www.hrreporter.com. Check the website daily for updates from Canada and around the world. CPHR Canada, SHRM sign MRA 'Employees are much more mobile than ever before, so we shouldn't think of the profession having borders': CPHR BY SARAH DOBSON LOOKING to "advance the HR profession," the Chartered Pro- fessionals in Human Resources of Canada (CPHR Canada) and the Society for Human Resource Management (SHRM) have signed a mutual recognition agreement. CPHR members in good stand- ing can now receive the SHRM designation while members in good standing having the SHRM CP (Certified Professional) and SHRM SCP (Senior Certified Pro- fessional) designation can receive the CPHR designation by follow- ing an agreed-to pathway. "Professions are not just do- mestic, they're international, and we know with many other profes- sions, it's important that we bro- ker and partner with profession- als around the world, because we have, in many cases, the same themes, same concerns, same is- sues," said Anthony Ariganello, CEO of CPHR Canada, which represents 27,000 members across nine provinces and three territories in Canada. "People who work in the profes- sion are mobile today, much more than ever before, so we shouldn't think of the profession with bor- ders necessarily — particularly when we're looking at professions that are... consistently similar." ese alliances allow for col- laboration on various topics — be that research or standards, as well as for mobility of members, he said, "and facilitate that transition without having to go through the whole process again of validation, including exams." It's a first for SHRM, said Alex Alonso, the organization's chief knowledge officer in Washington, D.C. The agreement makes sense because it engages in activities that are designed to recognize the competency-based education learning and development of HR professionals, he said. "Engaging in this mutual rec- ognition relationship with the Canadian association, what we're doing is really doing our part to ensure that competency-based credentialing is recognized glob- ally, and that's an important piece in terms of our recognition and our mission to advance the HR profession." It's always good to try and re- move administrative barriers to the movement of labour and hu- man capital across borders, said Dionne Pohler, assistant professor at the Centre for Industrial Rela- tions and Human Resources at the University of Toronto. "I'm a supporter of any attempts that try to create pathways and frameworks that make it easier or really transparent for how people can do so," she said. "Anything where there's econo- mies of scale that can be created in things like research and… best practices — to the extent that it takes into account differences across context and that kind of thing — that can all be really beneficial." And if SHRM is open to pursu- ing this as a real collaboration, it could also learn from some ap- proaches that are slightly different in Canada, said Pohler. "Oftentimes, people think about Canada as just sort of another state, but there's a lot of things that SHRM can learn from CPHR and Canadian HR professionals… and having more people networking and making connections more broadly — that is always a source of innovation and ideas." What's involved With the mutual recognition agreement (MRA), CPHR mem- bers can receive SHRM's senior designation as that matches up best with the CPHR designation in considering the eligibility and experience requirements, said Alonso. The mutual recognition is about focusing on the core com- petencies, he said. "We recognize that national associations have a better handle on the laws associated with their own country so as long as there's elements of the law that are reflec- tive of their national regulations and national laws, we don't focus heavily on varying that. It would be presumptuous on our part to think we could deliver or test con- tent that is associated with laws outside the United States," said Alonso. "We partner with associations like the Canadian one to really fo- cus on making sure they include a component of the law, but it's not us evaluating their laws." Joint research is also an impor- tant part of the partnership, he said, and two key areas of focus will be the future of work in North America, and the impact of tech- nology and artificial intelligence on the workforce. Both associations also want to work on establishing a policy framework for matters that reso- nate in both countries, including increases to minimum wage, the #MeToo movement or lobbying government, said Ariganello. e two national bodies will also seek to get more involved with the World Federation of People Management Associations (WFPMA). "We're going to work at trying to influence that body to be more of a player and take the space for the HR profession, to really own the space globally," he said. "at is the federation that we need to look at in terms of estab- lishing standards and directions for the 90-odd bodies that exist under that umbrella." Credit: Google Street View SHRM > pg. 8 The headquarters of the Society for Human Resource Management (SHRM) in Alexandria, Va. e two associations want to work on establishing a policy framework for matters that resonate in both countries, such as the #MeToo movement.

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