cent to 71 per cent, while for women it leaped from just nine per
cent to 43 per cent.
HRPA INTRODUCES THREE NEW HUMAN
RESOURCES DESIGNATIONS
The Human Resources Professionals Association (HRPA) has
introduced a new competency-based HR certification framework
that tests an updated body of knowledge – and the ability to apply
that knowledge – at three levels of HR practice: entry-level,
professional-level and executive-level. The new framework creates
three new HR designations:
■■ Certified Human Resources Professional (CHRP) – HRPA’s
original HR designation, the CHRP, was created as an entrylevel
designation, but its positioning had broadened over the
years. Under the new framework, it once again becomes the
entry-level designation, intended for HR professionals in roles
that are mostly administrative in nature, such as a contributing
role in a larger HR function, or a sole HR practitioner in a
small HR function.
■■ Certified Human Resources Leader (CHRL) – HR
professionals at the CHRL level are specialists/generalists
with responsibilities such as managing projects and programs;
implementing plans passed down by senior management; and
delegating tasks to entry-level staff.
■■ Certified Human Resources Executive (CHRE) – HR
professionals at CHRE level have a high level of experience
and responsibility, such as leading the HR function in large
organizations; developing and executing significant HR
projects; working with boards or HR committees; dealing with
executive compensation; and having responsibility for HR
strategies in support of long-term organizational goals.
Existing CHRPs, SHRPs and CHRP candidates are grandfathered
into the CHRL, CHRE and CHRP designations.
“We are updating our competency framework and HR designations
for two major reasons,” said Bill Greenhalgh, CEO of
HRPA. “First, our core designation, the CHRP, was created as
an entry to the profession in 1996. The world of work has advanced
dramatically in the last 20 years and is driving businesses
to demand higher expectations of HR professionals. We needed
to update our certification framework to incorporate both knowledge
and competence around things like strategy, demographics,
workplace accommodation, business acumen, diversity, employment
law and analytics.
“Second, with the passage of the Registered Human Resources
Professionals Act, 2013, the government has trusted us to self-
regulate in the public interest as a Tier 1 profession, and we needed
an updated framework to do this effectively.
“We believe that this is a giant progressive step forward for
HRPA members, we are sure it will have major positive career
impacts in the future and it will create a designation framework
that is highly valued, not just by members but by organizations
as well.” ■
Advertorial
THE HR PROFESSIONAL’S
OBLIGATION TO PROTECT
EMPLOYEES
Due to the amount of time people spend at work, a workplace
can become a second home to many employees. Over 200
people are killed each year in workplace accidents, and over
300,000 people are injured. Preventing accidents should be a
key priority for employers and employees. An effective training
program can reduce the number of injuries, deaths, property
damage, legal liability, illnesses, workers’ compensation claims
and missed time from work. People are an employer’s greatest
asset. Providing health and safety information and training
helps:
• To ensure that employees are not injured
• To be proactive in establishing a safe work environment
• To effectively manage your health and safety program
• To meet legal requirements to protect employees
Safety training will contribute towards making employees
competent in health and safety, can help businesses avoid the
stress associated with accidents and, lastly, can help avoid the
financial costs of accidents and occupational illness.
Ontario employers have a legal responsibility under the
Occupational Health and Safety Act to educate employees on
workplace safety regulations and the hazards that their employees
may face while on the job, as well as provide effective
safety training that meets that responsibility. Any employer
or supervisor who fails to abide by these guidelines is subject
to penalties and a “fine of no more
than $25,000 or imprisonment for
a term of not more than 12 months,
or both,” as set out in Section 66
of the OHSA. If a corporation is
convicted of an offence, it may be
subject to a fine of $500,000.
WPL and the HR professional
work together to ensure your employees
make it home safely each
and every night.
James Donato CRSP, CHSC,
Tel: 416-930-6180
CTDP, P1
Email: wpl@workplacelawconsulting.com
www.workplacelawconsulting.com
HRPATODAY.CA ❚ JANUARY 2015 ❚ 13