By Kelly Mills

The Canadian Council of Human Resources Associations (CCHRA) recently released its 2014 CHRP Competency Framework, providing employers and the public with a realistic and detailed outline of the skills, knowledge and professional conduct they can expect from an individual with the professional designation of CHRP (Certified Human Resources Professional.) The full CHRP Competency Framework document can be found at www.chrp.ca.

“As organizations compete for success in an ever-changing environment, they are looking to human resources professionals to help them effectively manage talent,” said Cheryl Newcombe, chair of CCHRA. “The CHRP Competency Framework provides employers and the public with a summary of the core competencies of an individual with the CHRP professional designation.”

Framework Builds Upon PPA
The CHRP Competency Framework details the pathway to the CHRP designation. It is built upon the results of the evidence-based process undertaken in the 2013 Professional Practice Analysis (PPA.) Conducted by a third-party research firm (Castle Worldwide), the 2013 PPA surveyed or interviewed more than 1,000 HR experts and professionals from across the country about their workplace tasks. The 2013 PPA describes the body of knowledge that HR professionals were actually using at the time of the survey to accomplish their work.

The results from the 2013 PPA indicated that more HR professionals in Canada are using strategic planning and financial knowledge in their jobs. In response to this shift towards greater use of strategic and financial knowledge, CCHRA re-organized the manner of describing the HR body of knowledge, adding strategy and financial Management to the previous seven functional knowledge areas.

Nine Functional Areas of Knowledge
The CHRP Competency Framework outlines 44 professional competencies organized into nine functional areas of knowledge that candidates must know to earn their certification. The framework also outlines five enabling competencies that complete the professional’s skill set. It also specifies the proficiency level at which each competency is to be demonstrated and how it will be assessed.  The competencies and proficiency levels detailed in the Framework, represent the minimum requirements to meet CHRP certification.

The 2014 CHRP Competency Framework is based on a dual-competency model, encompassing the technical and general skills, abilities and knowledge necessary to effectively practice human resources. It establishes nine functional areas of knowledge in the HR field, including two expanded areas of expertise:

• Strategy
• Professional Practice
• Engagement
• Workforce Planning and Talent Management
• Employee and Labour Relations
• Total Rewards
• Learning and Development
• Health, Wellness, and Safe Workplace
• Human Resources Metrics, Reporting and Financial Management.

All HR professionals seeking the CHRP designation must demonstrate their proficiency in these competencies by writing the CCHRA’s National Knowledge Examination (NKE) and demonstrating three years of professional experience in HR. The NKE is currently held twice a year in June and November, however the revised competencies will be assessed for the first time on the June 2015 exam.

Five Enabling Competencies
In addition, and as part of the dual-competency model, the CHRP Competency Framework also outlines five enabling competencies that complete the CHRP professional’s skill set. These enabling competencies are not tested in an exam, but rather are demonstrated by those seeking the CHRP in an assessment of experience. The five enabling competencies are necessary for many professionals, including those in HR, are:

• Strategic and Systems Thinking
• Professional and Ethical Practice
• Critical Problem-solving and Decision-making
• Change Management and Cultural Transformation
• Communication, Conflict resolution, and Relationship Management.

Framework Captures CHRP Value
“For those with the CHRP designation, the CHRP Competency Framework is a valuable tool to describe the details of their designation to employers,” said Newcombe. “Communicating the rigour of our designation helps to inform all audiences, especially business leaders of the details of our designation and the value and service that individuals with a CHRP can bring to an organization.

“As the needs of organizations change and the profession evolves and adapts in response, we will continue to evaluate and elevate the CHRP designation,” added Newcombe. “This is critical to ensuring Canadian HR professionals continue to provide the best possible service to their employers and the public.”

In addition to helping employers and the public better understand the value of CHRPs and define expectations, the CHRP Competency Framework will be useful to professors and instructors developing post-secondary course curriculum and HR profession-specific programs and for those interested in pursuing an HR career and earning the CHRP designation.

Those currently pursuing the CHRP will be informed by their provincial member associations of any changes to the certification process that may affect them. Or, they can contact their member association for further details.

For more information about the CHRP Competency Framework, please contact Doug Smith at CCHRA, d.smith@cchra-ccarh.ca.

(PeopleTalk Fall 2014)