HR strategy to enable it to be maximally
effective from the perspective of an HR
leader in the multinational head office
In an increasingly interconnected world
economy, the HR profession needs a global
body of knowledge based on HR competencies
that are valued and recognized by
organizations – and HR professionals –
around the world.
SOME FINAL THOUGHTS
This is my last Leadership Matters as
HRPA chair and I would like to say what
an honour it has been serving our members.
I am proud to have volunteered with
HRPA over many years, having contributed
to all the committees as an active
member. Through that process I have developed
as an HR practitioner as well as
honed my governance skills. Through the
years I have worked with a fabulous group
of HR practitioners who volunteer many
hours of their time on our board on behalf
of our members and the public in
effecting change that raises the bar for
our profession. I have had tremendous
insight in regards to the running of our association
and can assure you that we are
tremendously well served by the dedication
of HRPA CEO Bill Greenhalgh and
I am very proud to have been around for
two of HRPA’s greatest achievements: the
passage of The Registered Human Resources
Professionals Act, 2013 and the introduction
of our new HR framework and designations.
Together these accomplishments help establish
HRPA as a Tier 1 regulator of the HR
profession, and they act together to bring
about this fundamental shift in HRPA’s role.
What we’ve done to transform the HR
profession is game changing, and we are effectively
pioneering the way for other HR
associations around the world.
I am truly excited and confident in terms
of the great potential that exists for our
members and the future of our HR profession.
It’s a great time to be in HR.
P.S.: For those who are interested,
the BCG report Creating People
Advantage 2014–2015 can be accessed
from http://on.bcg.com/1rLsui9. n
Phil Wilson, CHRL, CHRE is outgoing
chair of the Human Resources Professionals
tips ON DEALiNG
WitH DiFFiCULt pEOpLE
DEALING WITH sOmEONE WHO mAkEs PErsONAL ATTACks
1. Ignore the attacks and focus on the issues;
2. Try to determine if you did anything to upset them and, if so, apologize;
3. Set ground rules for behaviour; or
4. Use an “I” statement to indicate that attacks are not helpful.
DEALING WITH sOmEONE WHO LIEs Or Is UNTrUsTWOrTHy
1. Ask yourself whether the lie is about something important or just puffery.
2. Ask for proof/third party verification.
3. Outline the impact on future interactions if present discussion is based on a lie.
4. Build in a consequence that will occur if they have lied.
DEALING WITH DIFFICULT PEOPLE
Toronto: May 11-13, July 15-17, October 6-8
“I would recommend this course to any HR Professional.”
- Susan Broniek, HR, Toral Cast Precision Technologies, Mississauga
WINNING OVEr IrATE CUsTOmErs
WOrksHOP DATEs: Stitt Feld Handy
Toronto: May 14, October 16 Ottawa: October 26
“I liked the steps on how to evaluate a situation and use positive
interpersonal skills professionally or personally. The instructors made
the information fun without dry theories.”
- Christina Schroen, Centre Manager, Downtown Montessori, Toronto
Contact us to speak to an instructor
1.800.318.9741 | sfhgroup.com/ca | email@example.com
6 ❚ MAY/JUNE 2015 ❚ HR PROFESSIONAL