I’d like to add my own experiences regarding the CHRP designation to the letters to the editor printed in Canadian HR Reporter’s May 7 and April 9 issues.
I have been a human resource practitioner for about 11 years and do not have the CHRP designation.
Since moving into human resource management at a managerial level, I have not been handicapped without the designation. It seems to me that the only people who truly benefit by achieving the CHRP designation in most parts of the three provinces that I have lived and worked in are those pursuing relatively junior positions.
My combination of a degree in Business Administration and a Certificate in the Advanced Program in Human Resources Management from the University of Toronto’s Rotman School of Management does not meet the requirements of the Human Resource Management Association of Manitoba, although I am given to understand by the HRPAO that I do qualify for the CHRP designation in Ontario.
I have lived in three provinces — Manitoba, Ontario and British Columbia — and found the requirements for the CHRP designation to be different in each province. The lack of the CHRP designation has not adversely affected my ability to make positive career moves in any of the three provinces where I have worked.
Given that one must apply in his/her home jurisdiction, I also share the frustration expressed by John Martin (Letter to the Editor, May 7) and have no desire to return to junior-level college courses here in Manitoba to fully satisfy the requirements of this jurisdiction after having now satisfied the requirement in my last province of work and residence.
Although I do understand that had I still lived and worked in Ontario and received the designation in that province with my current qualifications I could transfer the designation to all other jurisdictions in Canada, including Manitoba.
The time has come for a national standard that would facilitate a high level of demonstrated proficiency through advanced formal and experiential education in combination with proven managerial experience.
I strongly support the certification of human resource practitioners. However, I also believe the CHRP designation will be of little value unless it comes to be recognized as an assurance of a meaningful advanced standard of professional capability.
There are many good, professional human resource practitioners with and without the designation. It is interesting that the designation seems to be most useful to junior-level practitioners and of little if any use for senior or executive-level practitioners.
On the positive side, throughout my career, even though I do not have the designation, I have enjoyed, and will continue to enjoy, coaching and mentoring other CHRP designated human resource practitioners on their way to more senior-level opportunities.
Sidney T. Bennett
Director, Human Resources and
Management Practice
Crocus Investment Fund
Winnipeg
I have been a human resource practitioner for about 11 years and do not have the CHRP designation.
Since moving into human resource management at a managerial level, I have not been handicapped without the designation. It seems to me that the only people who truly benefit by achieving the CHRP designation in most parts of the three provinces that I have lived and worked in are those pursuing relatively junior positions.
My combination of a degree in Business Administration and a Certificate in the Advanced Program in Human Resources Management from the University of Toronto’s Rotman School of Management does not meet the requirements of the Human Resource Management Association of Manitoba, although I am given to understand by the HRPAO that I do qualify for the CHRP designation in Ontario.
I have lived in three provinces — Manitoba, Ontario and British Columbia — and found the requirements for the CHRP designation to be different in each province. The lack of the CHRP designation has not adversely affected my ability to make positive career moves in any of the three provinces where I have worked.
Given that one must apply in his/her home jurisdiction, I also share the frustration expressed by John Martin (Letter to the Editor, May 7) and have no desire to return to junior-level college courses here in Manitoba to fully satisfy the requirements of this jurisdiction after having now satisfied the requirement in my last province of work and residence.
Although I do understand that had I still lived and worked in Ontario and received the designation in that province with my current qualifications I could transfer the designation to all other jurisdictions in Canada, including Manitoba.
The time has come for a national standard that would facilitate a high level of demonstrated proficiency through advanced formal and experiential education in combination with proven managerial experience.
I strongly support the certification of human resource practitioners. However, I also believe the CHRP designation will be of little value unless it comes to be recognized as an assurance of a meaningful advanced standard of professional capability.
There are many good, professional human resource practitioners with and without the designation. It is interesting that the designation seems to be most useful to junior-level practitioners and of little if any use for senior or executive-level practitioners.
On the positive side, throughout my career, even though I do not have the designation, I have enjoyed, and will continue to enjoy, coaching and mentoring other CHRP designated human resource practitioners on their way to more senior-level opportunities.
Sidney T. Bennett
Director, Human Resources and
Management Practice
Crocus Investment Fund
Winnipeg
