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.

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?

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...

RIP Jack Layton

When I heard of Jack Layton's passing this morning, I felt as though Canada was truly at a loss.

Even non-NDP voters in my experience have never had anything really horrible to say about the man, he was just a man of the people... Something every politician wants to be seen as.

This was not only his image but who he was.

I have met Jack in passing and he always brought life to the room he was in.  I saw him speak at Yonge & Dundas square back in University and was amazed how one man could truly identify with all the different demographics in attendance - it was a protest for uranium drilling in a small town in northern Ontario

He was a great sport; I heard him a few times as a guest on the Dean Blundell show on the Edge in Toronto before elections and supporting Movember.

I think all Canadians thought of Jack Layton and the NDP as one in the same... No Jack, means no NDP.

Overall, Jack Layton was a great person who was a proud Canadian and improved the lives of everyone he met.


My condolences go out to Jack and his family and friends - he was a great figure on the Canadian political landscape and will truly be missed.

R.I.P. Jack

Unpaid Internships, are they worth it?

Depending on where you are in your career, or life, chances are you or someone you know has had to evaluate the worthiness of an unpaid internship.

The theory is this: the company offers you a chance to gain some great experience for your resume, and there really isn't a financial commitment from them... win-win?

I remember back in college, when I had no HR experience, and the majority of my experience was in a kitchen or customer service kind of role - we were all there at some point.

In my program we had the option of taking 3 different co-op positions, paid, during the course of our program and a chance to learn some great skills.

Long story short, this was still a difficult process but I did manage to get an internship... but unpaid.

But I was young and figured, so what?

The company was offering me a chance to get into some policy development, revising job descriptions, and a variety of other experiences  - so I took it.

A few other colleagues managed to get co-op positions at different companies.  Most however found that they did alot of filing... they got paid... but were primarily exposed to filing.

I didn't get paid, but I loved my co-op position.

I don't want to sound like a Guidance Counselor, so I apologize in advance.

But whether an internship/co-op placement is paid or not isn't the point - it comes down to the ROI.

The way I justified it was, I wasn't getting paid to be in school - so what was the difference?

Long-term, the experiences gained during this initial placement really helped pave the way in next opportunities - it established momentum in my HR career.

In short, the worth of an internship doesn't always come down to the paycheque but rather the skills you can gain to sell yourself for the rest of your career - think long term!

The Hunt Is On!

So here we go again, like a drifter I was born to walk alone...

Sorry - saw a chance for an 80's reference and took it!

It is now August and that means I am at about the 3 month mark before my current contract is up... so the (job) hunt is on!

While I would like my next job to be a full-time, non-contract, role - I understand that the economy is still in recovery and I should be grateful to be working at all right now.

But that being said, I tend to see the end of a contract as a huge opportunity - a time to look elsewhere, to explore options and think big.

Do I want to work in another part of Canada? Another part of the world?

Are you on a contract? What is your next move?

Social Media Policy or Guidelines?

Does your company have an internet, or social media policy/guideline/code of conduct?

If it doesn't have one of these, grab some typewriter ribbon and get cracking!

Personally, I think online social networks are modern coffee & newspaper breaks; people used to take time and relax from work for a few minutes by grabbing a paper, some coffee, maybe even have a smoke - all in the convenience of their office!

Now, the reality is that alot of people spend time surfing the net or seeing what's happening on Twitter & Facebook ; through the companies computer or personal devices.

Good or bad, a policy should be written around this.  I was recently made aware of a site that can create this for you, for free, called PolicyTool.

It was developed by a group of Lawyers in Canada, so should be legally sound and save you time.

Check it out and let me know your thoughts!

~Ian 

The Future Belongs to us!

Kinda sounds like something a pimply kid would say at a high school graduation, eh?

But think about it - How many of you when you were kids wanted to be on TV? Be a singer? Write a book?

As 1999 as it may sound, the internet has allowed all of us the access to do this, to some degree, very cheaply or even free.

Major media industries are changing/crumbling, so this really might be the turning point where all of us do get a have the ability to get a bigger piece of the pie.

Any of you familiar with the show Dragon's Den from the CBC?

The show allows entrepeneurs the chance to present their business ideas to a group of Canadian business moguls, for a portion of their company.  This almost completely cuts out any 'middleman' and puts the financers face-to-face with the entrepeneurs, who are putting their own money on the table.

And what about the music industry? Well I think most would agree that Napster was the beginning of the end of that dinosaur.

Now, SliceThePie (a British site) allows everyday people - like you and me, the chance to finance artists as well as to be paid to rate music.

So my question is this - are we better for having broken down some of these walls? Do you care? What industries do you think will be transformed next?

~Ian

Workplace Violence: What you gotta know!

Hello to all my Ontario friends!

Just a question - how much of a problem has violence, or bullying, been in your workplace(s) during your career?


The reason I ask is that as of June 15, 2010 Bill 168 is going to introduce some amendments to the OHSA you need to be aware of.

Personally, everywhere I have worked has had some degree of 'teasing' and I would be the first to say that I think it is good to be able to have fun with your co-workers, but never to the point that someone would feel 'victimized' by another's actions.

Based on the amendments, harassment is defined as:

Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.

Workplace harassment may include bullying, teasing, intimidating or offensive jokes or innuendos, displaying or circulating offensive pictures or materials, or offensive or intimidating phone calls.


What do I need to do?

Employers must:

• Prepare policies with respect to workplace violence and workplace harassment,
• Develop and maintain programs to implement their policies, and;
• Provide information and instruction to workers on the contents of these policies and programs.

Workplace violence programs must include measures and procedures for:

• Summoning immediate assistance when workplace violence occurs or is likely to occur, and;
• Controlling risks identified in the assessment of risks.

This new bill aside, has there been any history of violence in your workplaces?



Do you think this new bill is necessary, or something else HR is gonna have to train on?


~Ian

Welcome!

Welcome to In Your Face HR!

This blog is for those of you who are in, want to be in, or just have something to say regarding HR practices in the workplace.

This is where you are free to speak your mind, interact, and gain insight to the world of anything and everything HR!

Let's get started!

~Ian