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leadership matters
By Philip Wilson, CHRE
HRPA’s New Certification Model
Sets Benchmark for
HR Profession
In October 2014, the Human Resources
Professionals Association (HRPA) introduced
an updated HR certification
framework, which represents a true
step forward in the professionalization of
human resources.
The new HR Professional Competency
Framework provides the foundation for
three competency-based designations.
The updated framework comprises 213
HR functional competencies organized
under nine functional areas as well as
15 enabling competencies. These functional
and enabling competencies are
defined for each of three levels of HR
practice: entry, professional and executive.
The new designations correspond
to these three levels of HR practice – the
Certified Human Resources Professional
(CHRP) at the entry-level of practice;
the Certified Human Resources Leader
CHANGE WAS NECESSARY TO KEEP PACE
WITH THE INCREASED DEMANDS PLACED
ON HR PROFESSIONALS TO SUPPORT
WORKPLACES THAT HAVE CHANGED
DRAMATICALLY OVER THE LAST 20 YEARS.
(CHRL) at the professional level of practice;
and the Certified Human Resources
Executive (CHRE) at the executive level
of practice.
The new designations are competencybased
in that they not only test knowledge,
but also the ability to apply that knowledge.
The move to a three-designation model
recognizes the broad scope of HR practice
– from entry level HR administrative
staff, to professional-level HR specialists/
generalists with responsibilities such as
managing projects and programs, through
to HR executives charged with leading the
HR function in large organizations.
WHY CHANGE?
Change was necessary to keep pace with
the increased demands placed on HR professionals
to support workplaces that have
changed dramatically over the last 20 years.
And an update was essential to incorporate
both knowledge and competence in
matters of strategy, demographics, workplace
accommodation, business acumen,
diversity, employment law and analytics.
HRPATODAY.CA ❚ JANUARY 2015 ❚ 9