newsletters
| December 2007 | français|
Quick Links Keep Your Secrets Safe View The CHRP & Professional Development View The Bench View Leadership’s Leading Edge: Five Trends in 2007/08 View How to Attract, Motivate and Retain Young Employees View How Becoming an ISO Internal Auditor Provided Valuable Insight! View ‘Human’ Resources View Knowing Me, Knowing You View Violence in the Workplace View Eight Rules for Leading Change View Required Professional Competencies – Raising the Bar in Human Resources View Is your business protected? Owners who plan avoid future turmoil. View Free Agency in Corporate Canada View CHRP Announcement View Congratulation to New CHRPs View ACHRA Award Winners View National Young Leaders Award Presented to HRANB Member View New CCHRA Manager Announced View CHRP Facilitated Learning Sessions View NB Paid Holidays Schedule View
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December 2007 Newsletter The
CHRP & Professional Development Recently I have had an unexpected professional renewal experience that I want to take the opportunity to share with you. I have been in the HR profession for nearly 10 years, with almost 7 years experience managing an HR Team. I consider myself an accomplished, well-rounded HR Generalist - certainly “seasoned”. While I didn’t think that I knew it all, I believed I knew more than enough to tackle any issue or situation that I would be faced with professionally, and had earned a solid reputation with my clients. I “self-educated” by going to conferences, attending seminars, and reading HR publications. However, I had an opportunity recently to objectively “evaluate” my own breadth of knowledge. Late last year I had to recruit for my HR Team and was surprised that most of the applicants had CHRP designations, or were CHRP Candidates, even though the job posting indicated that the designation was an asset. Curious, I started looking at job postings for HR positions in other organizations nationally and was surprised to see how many companies required a CHRP designation – even for entry-level jobs. This was somewhat of a professional epiphany for me – was I missing something critical? If for some reason I needed to or wanted to find other work – would I be “qualified”? I didn’t know much about the CHRP designation, although each year I had told myself that I’d look into it as part of my development activities. I decided to take the bull by the horns - I thought that with my experience, passing the exams would be easy – a formality really. I registered for the May 2007 NKE exam, got the study guide, and planned to glance at it briefly to prepare ... but as I started reading the guide I came across terms/material that I wasn’t familiar with. Curious, I attended some study groups with HR students and took an on-line course ... and I have to tell you honestly – I learned a lot. Certainly much of the material was a “refresher”, but a significant amount related to updated material that was actually new for me. Fast-forward
a few months and now I’m studying for the NPPA. The material
I’m studying now has opened my eyes to the fact that how I
do my job today has been largely shaped by the particular HR jobs
I’ve had, and by the companies’ practices. In other
words, just because HR would handle the situation in company “X”
a certain way, this is not necessarily the best practice. In summary,
I have gained a lot of important professional insight that I likely
would not have been exposed to if I hadn’t decided to write
the CHRP exams. Katherine
DeVere-Pettigrew, CHRP Candidate |