Human Resources Issues for Senior Management
Issue link: https://digital.hrreporter.com/i/605961
What this means for business is real accountability for the Human Resources Professionals Association (HRPA) and its members. The Association is accountable to the Ontario Legislature for regulating and governing its members in the public interest, and Human Resources professionals registered with HRPA are accountable for maintaining their knowledge and skills at a high level and demonstrating the utmost in professionalism. These are not empty promises or claims, they are legally binding covenants. As a business owner, executive, or manager, you are entitled to the highest level of competence and professionalism on the part of HR professionals registered with HRPA. Recently, HRPA has revamped its designation framework to better serve business and the public. HRPA's designation framework now comprises three levels of designation: the Certified Human Resources Professional (CHRP) at the HR administrator or coordinator level, the Certified Human Resources Leader (CHRL) at the fully independent professional level, and the Certified Human Resources Executive (CHRE) at the executive level. Although at three levels of seniority, the accountability for competence and professionalism remains the same at all levels of designation. This new HR designation framework was based on an updated analysis of what was expected of Human Resources professionals which included input from business leaders and executives. This analysis revealed clearly what had been evident to many for some time: business leaders and executives were expecting more of their HR professionals than what had been the case in the past. For instance, Human Resources professionals are expected to be true business problem solvers as opposed to administrators. HR professionals are expected to bring true professional expertise and insight to the management table. HR professionals are expected to demonstrate strong analytical abilities in addition to relationship management abilities. HRPA responded by revamping it designation framework and upgrading its certification processes. Having these designations will indicate that the HR professional has met rigorous qualifications requirements appropriate to each level. Some of the changes to HRPA's certification processes have already been implemented and the rest will be phased in over the next few years. HRPA's certification processes are the most stringent of any HR professional body, and will become even more so. HRPA takes seriously the fact that its designations are the only HR designations recognized by government. These designations reflect the requirements of today's workplace, require up-to-date knowledge of HR, business, and workplace and employment law, and are based on a rigorous validation of that knowledge and the ability to apply it. Not only that, but HRPA-certified HR professionals certified are required to keep their knowledge and skills up to date to maintain their designations. HRPA will keep the content and process for certification up to date. In addition, HRPA's new designation framework aligns with those of other jurisdictions, which opens the door to the multi- national recognition of HR designations—something that will be of interest to many organizations. For more information about HRPA's updated HR designation framework, please visit: hrdesignations.ca/for-employers/. The field of Human Resources has changed significantly over the last decade or so, and the pace of change in business and HR promises to continue at an accelerated pace for some time to come. HRPA is committed to ensuring that the HR professionals it certifies are up to the challenge of this quickly evolving business landscape. The professionalization of HR has just taken a big leap forward. Claude Balthazard, Ph.D., C.Psych., CHRL is Vice-President, Regulatory Affairs at the Human Resources Professionals Association (HRPA). By Claude Balthazard, Ph.D., C.Psych., CHRL THE PROFESSIONALIZATION OF HR— WHAT DOES IT MEAN FOR BUSINESS? In November 2013, the Ontario Legislature passed the Registered Human Resources Professionals Act, 2013, which places Human Resources in the top tier of regulated professions in Ontario (such as accountants and engineers)—but what does it mean for business?