feature
its series of training modules for members
of adjudicative committees.
In 2013, HRPA’s focus shifted to updating
our competency framework. But
the big event of 2013 was, of course, the
passage of the Registered Human Resources
Professionals Act, 2013. Our new Act made
it quite clear that promotion and protection
of the public interest was HRPA’s
primary objective.
The following year, 2014, saw the completion
of the HRPA Human Resources
Professional Competency Framework and
the launch of the new competency framework.
At the same time, there was a
growing realization that the professionalization
of HR and HR professionals was
the “big picture.”
THE CURRENT LANDSCAPE
So where are we now? Just as we had finally
caught up with our 1990 private act,
our new public act moved the goal posts
on us. There are sections of our new Act
that still need to be implemented – specifically,
the registration and regulation of
firms and the implementation of the bankruptcy
section of our new Act.
At the same time, the topic of professionalism
was starting to get some traction.
Although acts can be passed in a day, it
takes much longer for the implications and
ramifications of such acts to become clear.
Just as it took years for the profession to
realize the true meaning and impact of its
first private act, it may take years for it to
fully realize the meaning and impact of its
new public act. The next steps in the evolution
of our profession are just beginning
to emerge. It will involve a maturation of
our institutions, but it will also involve
a mindset shift. For instance, we are just
beginning to grasp what promoting and
protecting the public interest might mean
for the profession and for its members.
The HR profession has truly come a
long way in a short period of time. If the
transformation of HR as a profession continues
at this pace, who knows how far we
can get in the not-too-distant future. ■
Claude Balthazard is HRPA’s vice president,
Regulatory Affairs and Registrar.
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