HRANB Newsletter

This fall, the Human Resource Association of Manitoba’s annual conference is looking at Partnering for Growth – its growth as an organization, the growth of the profession, and of the province.

“Partnerships” and “Growth” are also two words that can well describe the work at the Canadian Council of Human Resources Associations (CCHRA), these last few months.

Like our member provincial HR associations – and just like the profession itself – the Canadian Council of Human Resources Associations (CCHRA) continues to experience phenomenal growth.

In 2007, more than 1,500 HR professionals became Certified Human Resources Professionals – bringing the total number of CHRPs coast to coast to well over 18,000. The number of exam writers for both the National Knowledge Exam^TM and the National Professional Practice Assessment^TM is increasing with every session.

To keep up with this growth, the CCHRA has embarked on a number of initiatives to support HR professionals coast to coast, and to ensure we ensure excellence within the profession.

The CCHRA continues to oversee the national standards for the CHRP, which is granted by the provincial HR associations. The updated Required Professional Capabilities, approved in 2007, will apply as of the October 2008 exam session. The CCHRA is also reminding potential CHRPs about the new degree requirement: As of January 1, 2011, CHRP Candidates – those who have passed the National Knowledge Exam^TM (NKE) - will require a minimum of a bachelor’s degree from an accredited college or university in order to register for the National Professional Practice Assessment^TM (NPPA) and qualify for the CHRP designation.

In an effort to grow the profession, the CCHRA Board recently approved the first stage of a long-term communications and marketing strategy to promote the HR profession and, in particular, the CHRP designation. The strategy will also communicate to business leaders the extra value that CHRPs can bring to their organizations, and will demonstrate to HR professionals the value that a CHRP can add to their own careers.

As the national voice of the HR profession, we are also building on our government relations activities. The CCHRA has begun working on concerns related to how the federal Privacy Act (PIPEDA) may affect HR professionals. Building on the success of our 2008 National HR Forum, themed “Maximizing Potential: Integrating New Canadians into Canada and the Workplace,” the CCHRA’s active government relations committee hopes to work closely with the federal government in regards to the recognition of foreign credentials, and integrating foreign trained professionals into the work force.

Of course, we also continue to represent Canada at both the North American Human Resource Management Association and the World Federation of Personnel Management Association, partnerships that have allowed the CCHRA and its member provincial HR associations to participate in key international research on topics that affect HR professionals coast to coast. Visit www.cchra.ca for more information on some of our recent research activities.

Certainly, the CCHRA’s growth over recent years is a testament to the success of its collaboration with its member provincial HR associations, businesses and other organizations in Canada and around the world. We look forward to building on these partnerships, and forging new ones that will continue to create opportunities to help grow the HR profession in Canada and to support the professional and personal growth for each of us, as individual HR professionals.