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Human Resources Professionals Association of Ontario HRPAO

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Professional Standards Co-ordinator. CONFEDERATION COLLEGE/LAKEHEAD UNIVERSITY ... Workopolis.com receive a 15% discount on single job postings on Workopolis. ... – PowerPoint PPT presentation

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Title: Human Resources Professionals Association of Ontario HRPAO


1
CONFEDERATION COLLEGE/LAKEHEAD UNIVERSITY
PRESENTATION October 6,2004
Human Resources Professionals Association of
Ontario (HRPAO) 2 Bloor Street West Suite
1902 Toronto, ON M4W 3E2 www.hrpao.org
Kelly Morris Professional Standards
Co-ordinator
2
AGENDA
  • HRPAO Mission
  • HRPAO Past, Present, Future
  • Categories of Membership
  • Benefits of Membership
  • Professional Certification

3
HRPAO MISSION
  • HRPAO is the recognized and valued source of
    knowledge and
  • a leading voice for the HR Profession. Our
    mission is to
  • provide leadership in enhancing the
    organizational
  • contribution and overall professionalism of Human
    Resources
  • practitioners across Ontario.
  • As a not-for-profit group started in 1935, we
    currently have a total membership of over 13,000
    (and growing!) and 29 chapters local across
    Ontario.

4
STRATEGIC DIRECTIONS
  • Since inception HRPAO has advocated for growth
    and professionalism of members. In recent years,
    the association has
  • Successfully introduced National CHRP and the
    infrastructure to support it
  • Membership growth of approx 10 per year
  • Annual Conference with sell out attendance
  • Achieved ISO 90012000 Certification
  • Vastly increased member access to information
  • Increased professional development opportunities

5
HRPAO Past, Present, Future
  • 1990
  • 6,000 members
  • 1,392 CHRPs
  • All grandparented
  • 7 courses by 23 community colleges
  • 6 courses by 16 universities
  • 2004
  • 13,000 members
  • 4,513 CHRPs
  • 54 academic route
  • 11 courses by 24 out of 25 community colleges
  • 10 courses by 17 out of 17 universities

6
HRPAO Past, Present, Future
  • 1990
  • 20 Professional Development workshops etc. per
    year
  • No employer demand for CHRPs
  • No compensation differences
  • 2004
  • Over 60 Professional Development workshops etc.
    per year
  • Employer demand for CHRPs
  • Compensation higher for CHRPs

7
CATEGORIES OF MEMBERSHIP
  • Practitioner
  • General
  • Full-Time Student
  • Part-Time Student

8
FULL-TIME STUDENTS
  • Definition
  • Enrolled in a minimum of three (3) concurrent
    HRPAO-approved Human Resources Management courses
    in Human Resources Management in a post-secondary
    diploma or degree program, and is not employed on
    a full or part-time basis in Human Resources.
  • Full time students who apply for membership
    within six months of their Graduation or
    completion of full time courses (min. 3) are
    eligible to maintain the student membership
    category and fees for a maximum of three years.

9
PART-TIME STUDENTS
  • Definition
  • Enrolled in one or more HRPAO-Approved courses
    while employed on a full or part-time basis in an
    area other than Human Resources.

10
MEMBERSHIP FEES
  • Membership Dues 80 (Part-Time 155)
  • Application Fee 75
  • Chapter Fee Varies
  • Full-Time students eligible to maintain student
    membership for 2 years after graduation
  • Membership year June 1 May 31

11
BENEFITS OF MEMBERSHIP
  • Affinity Centre
  • Workopolis.com receive a 15 discount on single
    job postings on  Workopolis.
  • Chapters/Indigo 20 off the purchase of regular
    prices books through the Corporate Sales Centre. 
  • Grand Toy receive 40 off all online purchases.
  • TD Meloche Monnex Home, Auto, Travel and Small
    Business Insurance, Professional Liability
    Insurance
  • The Toronto Blue Jays, HP Invent, UPS Services,
    PRIMUS Canada, Canada NewsWire, Gallup Management
    Journal, Morneau Sobeco Inc., MBNA Canada Bank
    and more.

12
BENEFITS OF MEMBERSHIP
  • Awards of Excellence
  • National Fellow Award
  • Honourary Life Award
  • The Ross A. Hennigar Memorial Award
  • Tosi/HRPAO Scholarship
  • Outstanding CHRP Achievement Award, sponsored by
    Gilmore Staffing Solutions
  • Professional Leadership Award sponsored by The
    Globe and Mail

13
BENEFITS OF MEMBERSHIP
  • Career Management Centre
  • Hire Authority
  • Job Postings
  • Resume Bank
  • Co-op Postings
  • Volunteer Postings
  • Employment Networking Group
  • Resume Tips

14
BENEFITS OF MEMBERSHIP
  • Events
  • Annual Conference 3 day program, 40 sessions,
    leading edge presenters, 130 exhibitors
  • Events seminars, dinner speakers series
  • HR Law Conference
  • Local Chapter events

15
BENEFITS OF MEMBERSHIP
  • Government Affairs
  • Consultation with provincial and federal
    government through association government affairs
    committees
  • Regular updates on legislative issues on HRPAO
    Web site
  • Commitment to proactive advocacy on behalf of
    members

16
BENEFITS OF MEMBERSHIP
  • Information Services
  • Legal Centre
  • Knowledge Centre
  • Resource Centre library of leading HR
    publications customized research

17
BENEFITS OF MEMBERSHIP
  • Publications
  • HR Professional magazine
  • HR Strategist
  • HR e-Newsflash
  • Employment Law at Work
  • Human Rights _at_ Work

18
BENEFITS OF MEMBERSHIP
  • Professional Development
  • mid to senior level learning opportunities
  • Executive Briefing Series (2004/2005)
  • Professional Development Clinics (Queens
    University Industrial Relations Centre)
    (2004/2005)
  • Alternate Dispute Resolution Workshops (Toronto,
    Ottawa, Thunder Bay) first collaborative
    programming initiative with the Ottawa and
    Northwestern Ontario Chapters (2004/2005)

19
BENEFITS OF MEMBERSHIP
  • Volunteering
  • Board of Directors
  • Chapters
  • Committees
  • Annual Conference

20
Certified Human Resources Professional
  • National Standards to Achieving the CHRP
    Designation

21
PROFESSIONAL CERTIFICATION
  • The Certified Human Resources Professional
    Designation
  • Is national standards for excellence in human
    resources management, emphasizing the critical
    role of people management in todays workforce
  • By completing the CHRP designation you establish
    yourself as an accomplished professional
    informed, committed and connected

22
NATIONAL HR STANDARDS
  • Standardization of method to achieving CHRP
    designation
  • Increases visibility and credibility of Human
    Resources Profession
  • Increases portability of CHRP designation

23
PROCESS TO OBTAIN CHRP
  • 1. Completion of 9 academic subject areas.
  • 2. Register, write, pass the National Knowledge
    Exam
  • CHRP Candidate Status
  • 3. Register, write and pass Professional
    Practice Assessment
  • Exams offered every May and September
  • Association membership required to apply for
    and hold CHRP designation

24
REQUIRED SUBJECT AREAS
  • Human Resources Management
  • Organizational Behavior
  • Finance and Accounting
  • Occupational Health and Safety
  • Training and Development
  • Employee and Labor Relations
  • Staffing (recruitment and selection)
  • Compensation
  • Human Resources Planning
  • Professional Practices Workshop required as of
    2005

25

ELIGIBILITY KNOWLEDGE EXAM
  • Grade requirement average of 70, with no
    course mark less than 65
  • All courses must be taken within 10 years of
    writing the examination, to be considered
    eligible

26
DATES TO REMEMBER
  • Sept 2004 Last sitting of the CPE
  • ( Tier 1,2 provincial exams)
  • Next sitting of the NKE and PPA Exams
  • May 7/2005 ( registration deadline of March 1/05)

27
KNOWLEDGE EXAM PREPARATION RESOURCES
  • CAMPUS HR - Online exam prep workshop
    www.cchraccarh.ca
  • CHRP Study Guide hardcopy manual created by
    Canadian HR Press available through Canadian HR
    Press www.canadianhrpress.ca
  • Classroom-based exam workshops through Chapters,
    academic institutes (cost varies check
    individual organizations for more information)
  • Visit Professional Assessment and Resource Centre
    (PARC) at www.cchra-ccarh.ca (free)

28
SAMPLE KNOWLEDGE EXAM QUESTION
  • Which of the following regarding the purposes and
  • uses of the interview in the recruitment and
  • selection process is true?
  • a. Interviews are usually conducted early in
    the selection process to screen out unqualified
    applicants thereby reducing the need to
    administer other selection instruments
  • b. Interviews are often used to sell the job
    to the applicant
  • c. The main purpose of the interview is to
    review and validate information provided in the
    resume and application form
  • d. Interviews are best suited to assess job
    knowledge and cognitive ability

29
ANSWER
  • Answer B
  • is correct because interviews provide
    applicants with the opportunity to ask questions
    about the job and the organization to help make a
    decision about fit.
  • Option a) is incorrect because interviews are
    often conducted later in the process after
    unqualified candidates have been screened out by
    tests, work samples, etc, thereby reducing the
    number of interviews needed (Interviews are
    costly and time-consuming).
  • Option c) is incorrect because interviews are
    often used to collect information not provided in
    the resume or on the application form.
  • Option d) is incorrect because interviews are
    better suited to assess non-cognitive attributes
    such as initiative, teamwork, and so on. Job
    samples and tests are better suited for knowledge
    and cognitive assessment.

30
PROFESSIONAL PRACTICE ASSESSMENT
  • Exam focusing on understanding of outcomes how
    HR is successfully practiced in the workplace
  • Critical incidents based on mini case studies of
    typical HR situations you choose the best
    solution

31
PROFESSIONAL PRACTICE ASSESSMENT PREPARATION
  • Recommendation - 3 years experience before
    attempting
  • Utilize Professional Assessment Resource Centre
    (PARC) On-line
  • Exam Preparation workshops

32
PPA SAMPLE QUESTION
  • Professional staff threatens to unionize over
    compensation issues.
  • CUPE is organizing meetings for employees. You
    are an HR
  • professional. What course of action would you
    take?
  • a) Meet with staff to clarify the issues that
    they believe require improvement. Commit to get
    back to them with responses to their issues
    within two weeks. Ensure that they understand
    their rights with respect to the unionization
    process.
  • b) Implement a job evaluation process in a
    highly participative manner. Post a notice
    requesting volunteers to sit on the job
    evaluation committee. Allow the committee, which
    would be comprised of equal representation of
    staff and management to select the evaluation
    tool. Complete the process and communicate the
    plan to all staff.
  • c) Educate the staff on the advantages and
    disadvantages of unionization. Review a number of
    improvements that the employer has made which
    benefits the staff.
  • d) Tell the staff that you will recommend to
    management that the compensation package be
    improved.

33
RESPONSES
  • Answers A 5
  • B 2
  • C 2
  • D 0

34
TRANSITION PERIOD MARCH 2003 MARCH 2005
  • Members have 3 options for pursuing
  • designation
  • Write current CPE, have Certification Committee
    review experience
  • OR
  • 2. Write current CPE, and Professional Practice
    Assessment (within 5 years of passing CPE)
  • OR
  • 3. Write National Knowledge Exam Professional
    Practice Assessment (within 5 years of passing
    Knowledge Exam)

35
RECERTIFICATION EVERY 3 YEARS
  • Option 1- Professional Development Activities
  • Option 2- Take the Professional Practice
    Assessment

36
FUTURE REQUIREMENTS
  • Degree Requirement
  • To be exempt
  • be a member of HRPAO providing proof of enrolment
    in an HR course/s, by December 31, 2007.
  • and
  • complete the academic requirement to the
    designation by December 31, 2010.

37
RECERTIFICATION LOG
  • Criteria developed nationally, implemented
    provincially
  • Required to gain 100 points within a three year
    time frame to maintain your CHRP designation
  • Designed to showcase your professional learning
    activities over a three year period
  • Onus is on CHRP member to justify log of
    activities
  • 3 of logs will be audited by panel of peers

38
YOUR TURN
QUESTIONS?
39
MORE QUESTIONS?
  • Contact
  • HRPAO
  • Professional Standards Coordinators
  • (416) 923-2324/1-800-387-1311
  • info_at_hrpao.org
  • Web site - www.hrpao.org
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