2023/2024 - HR Trends - What's next?

Every year, the world has it's share of challenges.  HR needs to be able to somewhat anticipate what this means for the organization and the impact it has on staff.

At the start of 2023, Forbes listed the 6 biggest HR challenges as:

1. Talent Shortages And Upskilling.
2. Employee Experience
3. Organizational Agility
4. Purpose-Driven Work And Workplace
5. Addressing Workplace Burnout And Mental Health Challenges
6. HR Digitization

While this does seem to reflect the past year, and perhaps the present concerns, we have to look forward to 2024.

At this point, we seem to be coming to terms with the economy and inflation, but it's certainly not changing fast.  I saw an article from HCA Mag that was titled, "1 in 5 Canadian employers losing out on talent over salary, benefits"

So what do we do?

We need to stay creative!

What are you using for talent attraction and candidate engagement?

What about improving employee engagement? 

Businesses in all industries will need to figure this out to meet these goals and, hopefully, weather whatever economic challenges lie ahead. 

My thoughts would be to start promoting employee benefits as a strategic piece of the puzzle on talent attraction, employee engagement, and retention 

What ideas do you have to help reduce the negative impacts and costs associated with high turnover?

Should I pursue the CHRP or CPHR?

If you are, or will soon be, a recent grad in the HR field you are probably facing a lot of confusion around the HR designation.

You have likely heard of both the CHRP and CPHR.

While the acronyms are similar, the governing bodies behind them definitely are not.


In short, the CHRP (and CHRE and CHRL) are property of the HRPA.  The CPHR on the other hand is property of the CCHRA. 


In a brief history, the HRPA used to be called HRPAO (formerly Ontario's governing HR body) and were a member of the CCHRA up until only a few years ago - click here for more of a back story

Just over 6 years ago, I made the decision to leave the HRPA(O) and am still grateful that I did.  Now that the HRPA(O) has left the CCHRA they are actively pursuing members from other provinces - which I guess they are allowed to do.


My thoughts are this, I am a member of a provincial association outside of my residency because I strongly believe in national unity and trying to get national alignment in the HR field through a common framework amongst the provinces - in my opinion a national body like the CCHRA can make this happen more amicably.

Does amicable sound like what the HRPA has done?

-They dropped the (O)... I guess hoping to appear more national
-They left the CCHRA
-They are now trying to steal membership from other provinces they were once aligned with


In short, I continue to vote with my membership dollars and would encourage every HR Professional in Canada to do this as well.  I am not telling you what to vote for, just simply what your vote represents.

If You Don't Believe Your Country...

...Should come before yourself, you can better serve your country by living somewhere else!

How punk rock is that?

In attitude, 100%!

It is a song by Canadian music legend/icon/rebel Stompin' Tom Connors, that you can check out by clicking anywhere on this sentence.

Stompin' Tom passed away yesterday at the age of 77.

He was born Thomas Charles Connors in Saint John New Brunswick on February 9th 1936 and raised by foster parents in Skinners Pond,  P.E.I.

Years ago, my family and I visited his school house in Skinners Pond and I still remember the pair of black boots on the monument outside this simple, one-room white school house in the middle of about nowhere; humble beginnings to say the least.

I also had the opportunity to see him twice in concert - a true entertainer until the very end... It's hard to go anywhere in Canada without a song or two coming into your head.

In fact, I think the Capitals Song is the reason I passed grade 3 geography.

He was a great teacher, but his upbringing definitely fostered a rebel and a great punk attitude... The best example going back to 1979 whe he returned all 6 of his Juno awards out of protest against the Americanization of the Canadian Music Industry.

So who better to get into the Order of Canada and the Governor General's Award?

I could go on and on about what his music and attitude has done for this country, but in short: Mr. Connors, Canada is better for having you and your music will live on for generations!

Drug testing at TTC

Bring up the TTC to any resident in Toronto, and everyone has a story about a bad experience; it's a big organization that deals with hundreds and thousands of people everyday - it's gonna happen.

Ask a group of HR folks their thoughts on random drug and alcohol testing, and I think you'll be met first with silence before a variety of opinions an experiences.

So what happens when you combine the two?

Well first check out this video from HR Reporter by clicking anywhere in this sentence.

The discussion around it typically comes up in industrial settings like mining or manufacturing; to compare us to the US is like night and day, they apparently test all the time (yes, I know the employment laws are different).

But laws aside for a second, doesn't it make sense ethically for the TTC to do this?

I mean ask anyone who has kids if they are against it, do you really want a 10,000 pound (not verified) steel tube barreling through the suburbs?

I think they should, it would add to their accountability  - especially after that issue around that group who recently got caught issuing false tickets.

But this is my opinion, what do you think? Should public transit workers (anywhere) be subject to random drug/alcohol testing?

Bullying is Human... Unfortunately

Good or bad, I think everyone has bullied and been bullied at some point in their life.

I think if any of us could turn back the hands of time, few of us would want to go back to grade 9.  Over the past few days there has been alot of discussion about Amanda Todd, the girl who committed suicide over being bullied.

While I think it is unfortunate that anyone at any age feels suicide is the only way out, I don't think any level of legislation is going to stop people from bullying each other.

Look at the dictionary.com definition of bullying:

a blustering, quarrelsome, overbearing person who habitually badgers and intimidates smaller or weaker people.



Based on this definition, my last blog on the mayor of Toronto could be considered bullying.  And not to defend myself, but how many people in Toronto have not said anything negative about the man?

Bullying, like fighting, is a primitive way of moving yourself up the social ladder - by putting someone down, you feel above them.

It moves us up the social ladder because (perhaps subconsciously) as a group, humans support bullying to a strong extent.

Think I'm off the mark with this statement?

Think of the success of:

- Insult comics
- Movies depicting 'dumb people'
- Celebrity Roasts
- Tabloids critiquing celebrities
- Politicians badmouthing each other debating

I'm not going to suggest that all of the above be banned or removed from the public eye... it wouldn't happen.  So legislating anti-bullying won't work either... sorry NDP.

So how do we support our youth?

It may not be able to be done solely in the classroom, but at some point we need to start teaching resilience (click here for 14 ways!).

It's not going to be easy, but it has been proven effective.

Sometimes 'ignoring' bullies is not enough - you have to stand up against them.  Sometimes, we need to help victims take a stand.

Was I bullied when I was young? Yes, I'm human.

Did I eventually learn to be resilient.  I sure did...

Did my resilience mean I never got bullied again? No, but I know I am better than them!

How do we teach resilience?

One day at a time.  It is not teachers, or parents, or volunteers at after school programs - it is all of us.  In my opinion it is done best through not coddling kids but encouraging 3 things:

1. Positive self-image (earned, not given)
2. Independent decision-making (let your kids make choices for themselves from time-to-time)
3. Self development (through sport, music, or other active hobby)


Maybe I'm wrong, it's happened once before, but I don't see bullying ever not existing - that is why we need to prepare people to stand up for their individuality.

Back to School!

I swear – even at 5 years out of school, those 3 words still hit me like a ton of bricks. It is the sign that summer is over, both in terms of freedom and weather.

And of course the return of exams and late-night studying…

Although the latter portion no longer impacts me, I think we all did enough of it that the thought of going back to it on a full-time basis would be a tough one.

To be optimistic though, I thought I would look back on my post-secondary education and consider which parts of it contributed to where I am today, and if I could, what I would change - or advice I would give to those just getting started.

Outside of the actual academics, I think when most people say ‘College’ images of pub nights and the fun times quickly emerge – weird how quickly the correlation of great pub nights and long late-night study sessions seems to have an obvious correlation now.

But think about it; the pub night social skills have prepared you well for the quick elevator chat that you have to make. Back then we were all on the same level – poor students. Now when I am in a situation with senior leaders, I try and think back to that – at the end of the day we are all just people; if we get along, who cares of social status?

You may not want to challenge your VP to a game of darts the first time you meet, and the language you may have used on pub night might not be appropriate anymore - but you get my gist.

The other thing that prepared me well for the ‘world of work’ truly was the co-op placements. Anyone who is still relatively a recent grad can tell you that there is ‘what they teach you in school’ and ‘how different workplaces do things’.

This can be something as simple as the terminology used – I remember the laughs that I got took when I first used the term ‘gap analysis’ – most places just say something like ‘do a review’ or ‘look at our options’… live and learn.

The other thing you find out is no one cares (too often) about where you went to school. You might get this impression at your graduation when the thousands of other students with the same degree cross that stage… and that is just your school. What employers (and your co-workers) care about is what you can do, and to similar extent ‘do you get along with everyone’.

You will become familiar with the phrase ‘hire for fit, train for skill’.

This is why I would encourage everyone to take advantage of internships and co-op placements that are offered through your school. Think about it – would you hire a graduate with a 4.0 GPA who has no work experience, or would you prefer a graduate with a 3.0 GPA and three (relevant) 4-month co-op placements?

In my opinion, a GPA is good – but experience is better. I would choose a B student that has some ambition and work experience than a straight academic any day.

Would I do anything different looking back?

Nah… I had a good time and so should you!

If you are just starting out on your post-secondary education (college or university) and want my advice though, it is this:

Get involved in the co-op placements or internships; but don’t forget about pub nights and other social clubs – this is the stuff that will wash away your memories of the late-night studying in the years to come... and wear sunscreen.

Enjoy the line-up at the bookstore!

Olympics 2012: A Great Lesson!

So if you've been watching the Olympics over the past 2 weeks you can't help but have heard the controversy surrounding the Canadian women's soccer team in their game against the USA.

It was an incredible battle and everything that a true Olympic game should be - even the healthiest among us were probably close to having a heart attack.

Where the controversy came from though was the comments by Captain Christine Sinclair, when she stated that “We feel cheated. It’s a shame that in a game as important as that, the ref decided the result before it started.”

And the similar comment by coach John Herdman about ref Pedersen, saying she “will have to sleep in her bed tonight after watching the replays,” and that “she has a lot to live with.”

But what makes me both fear and admire Sinclair is the pure fight that came out when she said: “I’d hate to be the team that has to play us next.”

For me, it was this statement that showed just how much heart she, and the rest of the team, have.  Many people in a similar situation might get frustrated and walk away in disappointment.

It is that one line that I plan to keep in my back pocket the next time I am in a tough situation, and one I think any of us can use to our advantage whether through our careers, personal lives, or athletic pursuits.

I think it is unfortunate that the team will be walking away with a bronze medal to show for their efforts; but they didn't settle for bronze - they fought for it and I think the anger will only fuel them to greatness.

Congratulations ladies - you have earned everything you have!



HR as a Business Partner

Every once in a while I come across an article that says HR deserves their ‘spot at the table’… And typically comes off as self-absorbed and/or whiny.

Maybe I’m wrong, but I think HR is there already, aren't we?

More and more I hear the term ‘HR Business Partner’ in place of 'Generalist' and I think this is a reflection of this shift, and would seem to reflect that we are at the table – Business Partner sounds good to me, definitely ahead of the 80's term of 'Personell' don't you think?

But why be happy with just being at the table?

Most organizations are customer facing and this involves people – so rather than sitting at the table, HR should have no shortage of contributions to the discussion.

To do this, I think back to the classic SWOT analysis from business school.

A SWOT analysis at a basic level helps to identify areas of weakness and potential threats to the organization - no reason HR can't utilize this methodology.

But in doing so, be honest and realistic in your assessment of possible weaknesses and threats.

It just makes more sense to be realistic now than having to play catch-up later. When considering the opportunities, take a look at what is occurring today as well as what could occur in the near future – this is your time to be creative (within means)!

One area I like to look at annually is where the biggest issues were:

For example:

- Employee relations – What was the root cause?
- Health & Safety
- New legislation
- New company policy/practice
- Succession concerns/uncertainty

This list isn’t all-inclusive but makes for a decent starting point. If you can look at your weaknesses and potential threats, this will allow you to lead the discussion and to be more involved… even better if you can quantify some of these!

The point I am trying to make is this – HR, we are at the table; we have been invited. But what did you bring?

Gang Violence: Money to the Rescue!

Over the past few weeks there has been alot of talk about violence in the media - and there should be.

First there was the shooting at the Toronto Eaton's Centre, and the shooting at the theatre in Colorado, and the BBQ shooting in Toronto's East End (Scarborough).

Lot's of violence... all gun related.


So it seems logical that Toronto's response is to put more money in to fighting gun violence... and  that Rob Ford is still fighting for more police (and the subsequent budget).

This is great news right, I mean we're getting $12.5 million from the province to fight crime!

I think fighting violence and crime sounds like a terrific idea, but how much more do we have to spend before we will finally stop crime? How many dollars will finally crush this social ill?

How much has the USA spent on the war on drugs? or the war on terrorism?

How close are they to being done/winning?


To me it seems like a fortune teller who needs more money to get a better vision for you...

Maybe money isn't the answer; and who has to work on a tighter budget than HR?

So what is the HR response to this? Performance Management 101.

I think we have enough police, it is just what we choose to focus on.  Performance reviews are based on a quota system - numbers need to be made.

Now don't get me wrong, quotas aren't all bad - but the easiest way to make these numbers is to get a greater portion of the population on minor infractions then to try and stop (or even slow down) gang violence... It just takes too long... it has deep social roots... try quantitating that!

Speeding or not coming to a complete stop is a little easier to address.

So this is where the focus goes.  What gets rewarded gets done.

This is not the problem of the police, but the system that they have been hired to support.


So if the city and province truly want gun violence to be brought down - then why not make the quota related to how many un-registered firearms they bring in each month?

Do you think there would be a little more focus on gangs then? I do.

I have nothing against the Toronto Police, I just think that it is unfortunate that money continues to be thrown at societal problems (Drugs, War, Terrorism, Bullying, Homelessness, etc.) like a fundraising effort - when it truly isn't a question about having raising enough money ayway.

Levon Helm - Rest in Peace!

Yesterday we lost one of the greatest musicians - Levon Helm.

If you haven't seen The Last Waltz buy it now... Not rent... It is that good - if you don't enjoy it, give it to someone with a soul.

If you're not familiar with it, The Last Waltz is a celebration of the end of the career for the group collectively known as 'The Band'.  They were originally Bob Dylan's backing group until they started writing their own music and becoming hugely successful with tunes like: The Weight, Up on Cripple Creek, and The Night They Drove Old Dixie Down.

And not too mention, they are Canadian - so what's not too love?

Levon was the drummer (primarily), and usually lead vocalist - not a combo seen very often.  I use the words 'primarily' and 'usually' because the entire group was so talented - They all played multiple instruments and contributed to vocals in different tunes.

As for Levon, I had the pleasure of seeing him last summer at the Black Creek Music Festival opening for John Fogerty.  Since The Band broke up a few years before I was born, this would be as close as I would get to the real thing.

Levon, you were a great performer until the very end.  Thank you for your music and enhancing the lives of millions through it!

Creative Problem Solving

I read a study the other day saying that beer makes you smarter.

I'm not one to question science, and this situation is no different - but perhaps a little more insight is needed.

The study, and this testament of 'smarter', was linked to 'creative problem solving'.  Apparently tasks requiring memorization weren't quite so successful. 

So smarter, maybe not; reducing inhibitions and better at coming up with new ideas - absolutely!

I don't think any of us would disagree with this statement - who here hasn't been at the receiving end of a socio-political rant by an inebriated bar fly at some point?



As for this actual study, the amount given to the 'participants' was 2 pints - and the group was males between 21-30 (where would you find such a niche demographic?)

Want to see the actual study for yourself?

Click here

Now before I close this blog, my HR side needs to say this: I'm not encouraging drinking to enhance creativity, nor am I encouraging drinking at work to overcome 'creativity' problems.

Agree? Disagree? Let me know your thoughts.

What happens in Vegas... Gets replicated by Toronto?

So earlier this week headlines were made because the Ontario Court of Appeals legalized brothels and ruled that 'sex workers could hire security staff'. 

There is definitely going to be a ton of debate around this over the coming year(s) from the courts to classrooms; the world's oldest profession tends to be a bit of a taboo subject.

The debate for those in favour of this move is that it makes it safer for the ummm... 'front line workers'.

The goal being, supposedly, to empower the people who 'choose' to get into this line of work and to make it safer for them at the same time.

Those against it see it as modeling ourselves after Las Vegas... and the proposed waterfront Casino is only helping that... and generally take a moral/ethical stance in the stereotypes that come from it.

So ya, this is going to be a subject that gets alot of attention and the opinions will no doubt go to both extremes - I don't think anyone would disagree.

However, those of us in HR need to think down the road - what is this truly going to lead too?

If these brothels become legitimate multi-staff businesses (perhaps in their own district) what will the impact be on employment law?

How do you do a reference check?

What screening questions could you ask or not?

What metrics would be looked at during performance reviews?

Obviously I ask these questions with a little sarcasm, but by the same token every business needs to adhere to employment laws.  What would the head of HR look like in that workplace?

I don't know... your guess is as good as mine.

Presenteeism: At Least I Showed Up!

Since the recession hit in the fall of 2008, there has been a general feeling that you shouldn't take vacation or taking breaks at work is the sign of unproductivity.

I get it - people want to keep their jobs and showing up when you feel like crap or really should have stayed home must show dedication... 'who could fire a dedicated employee?' the reasoning might go.

This is known as Presenteeism.

Presenteeism is tougher to address by the simple fact that with Presenteeism the person is physically there at their work station... Absenteeism is self-explanatory.

But think - are any of us above it?

"That project is due on Friday and if I can just make it through this week I can recover on the weekend!"

"I don't want to use up my vacation pay"

"It's just a bit of a cold, I don't have any meetings - I will get over it"

And so on...

It doesn't really matter whether you're talking about a business, school, or medical setting.  Even doctors, nurses, and ambulance workers do it...

So what's the problem?

One study from Cornell University estimated that Presenteeism could account for as much as 61 percent of the total cost of worker illness... Think of that at your workplace alone on an annual basis.

But how often is it addressed?

If you sneeze at the office do people say "oh, you should go home" or is it more like "Oh, I had that last week - is your throat sore?" "Mine was".

Like j-walking, most people don't really seem to address the concern.


So fellow HR Professionals, what do we do?

Driven: A Book Review

So a little while ago I reviewed Kevin O'Leary's Book... then a little while after that I reviewed Arlene Dickinson's book... I'm taking on each of the Dragon's one-by-one.

Last week I finished Robert Herjavec's book Driven  - and here I am with another fine review for your reading pleasure!

Like the previous 2 books, Driven sheds alot of light on the personal (and business and education) background of the author.



It wasn't too far into the book that I realized Robert is not just that 'kind' dragon with the bright blue eyes - I think he would be a total hard-ass to work for and that the title of the book was actually very appropriate.

Pardon the pun - but I think most of us would mis-judge the book by that cover.

My favourite example was about when people show up late for work and blame traffic - his response was something to the tune of "Well there was no traffic at 5:30!"

I've heard of plenty of successfull people that get up earlier than the rest of us - not because they are insomniacs, but because they can't wait to see their business keep moving forward.

A bit of an HR lesson in there - if you empower employees a little more think of the motivation it could lead too?


In one section, Robert references another book that I'll have to read: The Hypomaniac Edge: The Link Between (a little) Craziness and (a lot of) Success in America.

In the book, the author - John Gartner, a Psychiatry Professor at John Hopkins University - suggests that successful entrepreneurs suffer from hypomania (what is described as  having high energy and boundless self-confidence, just short of bipolar disease).

I think most people have heard bits and pieces of his personal story through Dragon's Den before, but also Robert talked about the struggles his family had when they came over from Croatia - a classic immigrant story.

Robert credits his upbringing and not choosing to be a victim of circumstance, but a pursuer of opportunity... In fact, one chapter is called 'Learn from Failure, Profit from Change'.

Like the other 2 books I have read so far, there is some discussion about the other panelists on Dragon's Den; a favourite was Robert's comparison of his to Kevin's.

Apparently they were both staying at a Miami-area hotel for a few weeks during the taping of Shark Tank.  Robert lost his room key and asked the front desk for a replacement - which they were happy to do after he got some ID from his wife.

Kevin also lost his key during their time there, and was asked for ID - only rather than look for his ID, he told off the staff saying something along the lines of "You know who I am, I have been staying here for weeks" - and a couple expletives in there.

So some different personalities - but both successful individuals...

Overall, I think it was a great read and would encourage anyone that is considering going into business for themselves to check it out.

Twitter Users Beware: Direct Message

Hello all,

I and a few others I've heard from have been targeted in the past few days from a hacker on Twitter.  You will see that you got a direct message from one of the people that you follow, or follow you, and it will saying something along the lines of:

You seen what this person is saying about you? terrible things..

As part of the message there will be a shortened URL... do not click this!

Now if you're anything like me, you probably thought, "who would say horrible things about me?"  because, "I thought everyone loved me?"

Luckily this is just a virus and you can stop it.  Everyone still loves you too.

Just warn your fellow Twitter-users about the virus.

Hiring for Entry-level HR Position

I'm guessing you landed here because you were looking for an entry-level HR role.  Unfortunately I don't have one to offer at this time.

However I do have some advice, being an HR grad not so long ago... and one that is tired of hearing complaints and seeing postings on LinkedIn about how hard it is to find an entry-level HR role.

The truth is, your degree/diploma doesn't mean much to anyone outside of you, your family, and maybe some of your friends... honestly.

Yes, not having these credentials would limit opportunities even more... but what value is added by having one?

Every spring, recent HR grads (not to mention the other business majors) walk across a similar stage that you did and get their diploma... Thousands of 'em.

You don't need to be an economics major to see the supply and demand picture that is being painted here.

Depressed yet?

Don't be.  If you are reading this and are still in school - then I am the ghost of employment past to show you the error of grads that came before you.  If you did graduate already, give me a sec.

If your school offers a co-op/internship program that aligns with your program take it!  Yes it might add a year to the time that you are in school; see this as an investment in time and not a setback. 

If your school doesn't have this - get one your damn self!  The college I went to had a co-op program, but the co-op department was having trouble finding organizations that would hire (yes, $ not free) students from the HR program... it wasn't even a recession at the time.

So in between classes I applied/emailed/called (yes, I picked up the phone and called) organizations saying what I was looking for in terms of a 4 month co-op placement to get some hands-on experience.

Eventually I found a great non-profit that said they would take me on - but could not afford to pay me.  Some of my colleagues said not to take this, but I said  'Yes!'

I have volunteered before, I will do it again, and plus I had the opportunity to assist with recruitment, learn an HRIS system, network (non-profits are great for this), and update a variety of employee and operational manuals.

Some of my colleagues got paid roles... where they enhanced their knowledge of the alphabet by filing for 8 hours a day... WHo the hell wants to do that? Big picture: this will not enhance your resume.

The same non-profit hired me part-time for a semester while in University, and for a 1 year contract when the HR Manager went on Mat-leave... in hindsight that 4 months of unpaid experience kind of seems worth it, eh?

In summary - be ambitious - don't let your future be written for you.  If you want something go out and get it - now!  Don't wait until graduation to develop a strategy... the job market will never get asier, so the competition starts now.

To those of you that have graduated... what can I say? 

Probably what I say to most business gaduates - don't worry about getting something in your chosen field immediately.  Employers want experience, and if you can't bring it to the table finding something may prove challenging.

Challenging, not impossible.

Leave no stone unturned.  Your Facebook status should say what you're looking for, you should be joining discussions on LinkedIn, you should attend networking events.

Overall, stop blaming the job market.  It is tough, but your attitude has to be tougher.  Your high GPA is great, but without a little grit and determination - you are just one of the thousands of recent HR grads looking for an entry-level position.

Persuasion: A Book Review

So a couple weeks ago I reviewed Kevin O'Leary's book Cold Hard Truth.

Since then, I have been reading the book of another Dragon - Arlene Dickinson.

The first big difference between the 2 is obviously the personalities.  Perhaps because Kevin has a bit more public profile, being on Shark Tank in the US, on the Lang & O'Leary Exchange on the CBC, and that new show Redemption Inc.

You want to know about Kevin O'Leary? He's a capitalist.  His words were 'he speaks on behalf of money'.  Making money is what he does, this is his story.

You want to know about Arlene Dickinson? Good - she has quite a story to tell.

I think like most people, I see Arlene as one of the quieter Dragons.  I assumed that she probably went to a major business school, majored in marketing or communications, worked her way up the corporate ladder and managed to find herself on Dragons' Den.

I was completely wrong.

Arlene's story is extremely motivational and more about the soft skills in life.  Arlene was born in South Africa and came to Canada when she was very young. 

All she ever really wanted was a family, and that is exactly what she got - pretty much right out of high school.

She says what made her the business mogul she is today, was her drive to provide for her family. 

Through out the book there were many statements she made that I loved:

Yes, you need to have some core competencies and an appetite for hard work and for learning, but the main qualities you need are tenacity, perseverance, and faith in yourself.  It's that complex and that simple.

Last impressions are almost as important as first impressions.  Remember, you are playing a long game, and the real thing that's at stake is not a particular job or piece of work but your reputation.  Your reputation is your strongest currency in business.

As everyone finds out sooner or later, persuasion does come with a cost.  Accountability.  Once you've convinced people to give you what you want, you'd better be sure you deliver.

There are tons of quotable sections, but these are 3 I particularly liked.  Now the title of the book is called Persuasion but in no means a 'how-to-guide' or anything like that.

It is full of personal anecdotes and reflections on different experiences from her life journey so far.  So if you're looking for a guide teaching you how to persuade people, this isn't it.

If you're looking to learn a little bit more about 'the quiet dragon' and how she came to her success and persuaded some of the right people along the way - then check it out!

I think most of the other Dragons' books are going to have some personal examples and some great stories.



Have you read any of the other books from the dragons? Any recommendations for my next pick?

Cold Hard Book Review

What's going on?

Anything new and exciting?

Over the past week I have been reading Kevin O'Leary's new book 'Cold Hard Truth'.  It was a great read - but content wise I didn't find a ton of take aways, and maybe that's just because of my age.

I think if I was 17 or 18 I would have valued the business (and life) advice in this book a whole lot more.  That being said, it was a great insight into the 'rude' dragon.

I had no idea that he was dyselxic as a child, or really how he started The Learning Company - and how he really made all his money.

That is what I took from this book.



To me, it was more of an autobiography of Kevin O'Leary and the reader is welcome to take from it what they will - in no way is this a 'how-to' kind of book, so don't go in expecting it - unless you're still relatively young... then listen to his advice on money management.

One story I liked most from the book was how he was in the washroom at the Toronto airport when Dragon's Den was first becoming popular and a guy called him an asshole.  Through out the book he refers back to this incident a few times - despite saying it didn't hurt him... maybe not, but it sounds like it made an impact.

Through out the book, Kevin refers to his money as 'soldiers' and how he doesn't want to put it in harms way.  I have watched him on the Lang & O'Leary Exchange enough to know that he does feel to be a qualified representative of money - and in the book he identifies this.

Do I always agree with his approach in how he shoots down ideas? No - I am in HR, I try to sugar coat the truth a little bit so it doesn't lead to tears... The Cold Hard Truth is slightly more delicious when heated :)

Do I think you should get the book yourself?

Yes - if you want insight on how Kevin became the Venture Capitalist he is today, but not how to do it yourself.

I haven't read the books from the other Dragons' yet - any feedback?

HRPA Member: To Be or Not to be?

For me the choice is simple - I will not be... but let me elaborate.

As of May 31st 2011 I am no longer a member of the HRPAO - It has been nearly 6 months and it feels great.

In the meantime I have joined another provincial association and will continue to develop in my chosen profession.

Anyone that has read my past blogs knows that over the past year I did several blogs about Bill 138 (Now Bill 28), the HRPAO leadership, and their Customer service (or lack thereof).

Basically, my experiences with the HRPAO was enough for me to not want to be a member any longer.

Here is the story behind my decision:


I graduated from university (only a few years ago) and my next goal was to obtain the CHRP designation and start on the career path of an HR Professional.


It was not long into this journey before the HRPAO would make me question my membership with them, and the value that I would get from it.

I asked questions about national unity for the CHRP, and their Director of Membership and Chapter Relations  tried to intimidate me... I think HR should be about mutual respect and accommodation, and follow some basic customer service protocols.

Following this, the HRPA Members LinkedIn group owner told me to effectively 'shut up'.

Last year I raised questions about Bill 138 and their Registrar put forth a complaint about me and threatened to put me in front of a committee... For being rude.

Further more, the way the HRPAO board treated the Toronto Board for opposing Bill 138 was absolutely a schoolyard bullying tactic and not representative of good HR/Business practice in any sense.

Who says "Sign this contract saying you won't oppose us - right now!"

Not HR Professionals - that I am for certain.


Dealing with the HRPAO has provided more than enough material to write The Caprano's 2.


This blog is not a sob story, but rather a reflection of the lack of HR leadership at the HRPAO. 

Does this mean I am not going to continue my career in HR?

Not in the least. 

Does it mean I am going to leave the HRPAO?

Obviously it does.

Thankfully, Bill 138 didn't pass.  However, the process around it provided more than enough of a glimpse into the HRPAO's management style; combine this with all the other nonsense I had to deal with and I decided to leave.

Some people have asked me if working towards the CHRP is a worthy endeavour - and my answer is Yes!

I still believe that holding a profession to a standard is a good thing, but that achieving it should be held to a common national standard... seems logical right?

So therefore, go for your CHRP - but remember, membership with the HRPAO is not necessary in obtaining or retaining your CHRP. 

You still can be an HRPAO member - just remember to keep your head down, be quiet, pay your membership dues, and do not question them.

But do you want to be a CHRP or a SHEEP?

As for myself, I will continue to take courses, attend conferences, and network because I think it is a good thing to do in terms of personal and professional development... not because I need recertification points.  It will just not go to the HRPAO leadership - why pay bullies?

Remember, the HRPAO needs members more than members need them.

Do not let their actions deter you from a career in HR if that is what you want to do - we live in a great country and you have (better) alternatives.

I will leave you with a few frequently asked questions surrounding HRPAO membership, the CHRP designation, my decision to leave, and how you can too!


FAQ's:

1. Do I need to be a member of the HRPA/HRPAO to obtain my CHRP designation? 

No.  The HRPA targets membership from other provinces, so why can't it work the other way?

Just keep in mind that if you practice HR in Ontario and have the CHRP designation but membership with another province, you can no longer use the CHRP designation on things like business cards or email signatures (in Ontario).



2. Why did you leave the HRPA/HRPAO?

Dignity.  I believe in standing for what you believe and not being bullied about it; Boycotting the HRPA/HRPAO is the first step any of us can take.


3. How can I transfer my membership/CHRP to another province?

Join the provincial association of your choice, then Contact the HRPA/HRPAO's Registrar Coordinator explaining where you want to transfer it to... Keep in mind the process is different in Quebec, but all other provinces have a transferability agreement.


4. How do I maintain my CHRP with my new provincial association?

Verify with them.  Outside of Quebec, the recertification points/process is relatively the same as it is in Ontario.


5. I don't have my CHRP yet, do I need to join the HRPA/HRPAO?

Not necessarily.  It may be easier to write the NKE if you are an Ontario resident, but all the other provinces (outside of Quebec) still have the NPPA - you could obtain your CHRP designation more quickly based on this.

6. Will I be able to get a job in HR in Ontario if I'm not a member of HRPA/HRPAO?


It hasn't been a problem for me - I have attended several interviews and have identified that I am not a member of the HRPA/HRPAO, that my CHRP is recognized by another provincial assocation and have been fine.  In fact, many senior HR Managers that I have met were not fans of the way Bill138 was 'snuck' in by the HRPA and are happy to hear about how I stood up for myself - It shows individuality and confidence.



7. What will the HRPA/HRPAO do if no one joins their association?

I don't know... probably just use their Twitter accounts to complain about home appliances I guess...

Commuting... the best part of your day?

What's the worst part of your day from Monday to Friday?

For most people I'm going to guess it is your commute time... Am I right?

I'm now going to toss around stats about the average time from home to work around the world and how my city compares, I just want to know how you make the most of it.

I found that through school and now working over the past few years that having an iPod helps pass the time - and plus I have blogged about my love of music before... my commute is a good time to zone out and listen to some tunes.

But I like you so I'm not going to lie to you - my iPod is getting old and I'm thinking it might be time to replace it.  The one I have is about 6 years old now, which I guess is old for technology and certain breeds of dog.

The battery life isn't as long as it used to be, sometimes it is not as responive as I would like... and plus have you seen some of the new tablets?

I have thought of getting a tablet because the price seems to be going down on these things and I'm thinking that they would make my commute time on the subway not seem quite so long - not only could I have music, but games too! Maybe even do actual work!

My only concern might be the size, because sometimes I use my ipod for the gym.

I'm trying to decide... should I upgrade to a tablet, or should i get a new (younger) more attractive iPod?

How do you make your commute bearable?