These are just some of the comments from the online survey on HR designations. To see all the questions and responses, click here.
Comments for 'How important is it to have the CHRP designation for a successful career in HR?':
Experience is much more important.
I think its going to be crucial to have if you want a career in HR. More and more employment advertisements are mentioning the designation and as more professionals acquire it, the less marketable non-CHRP folks will be.
Not sure at this time - designation is still too new and too easy to obtain
Although the CHRP is gaining well deserved recognition and traction with the HR field I feel that strong HR work experience provides a sufficient foundation for progressing in this field.
Companies are very interested in someone who has the most current information in regards to Human Resources.
Not important right now but I believe in 5-10 years it will be very important particularly for new comers to the field.
Although it is not crucial to our organizations, we see that it is becoming a requirement in most org.
Educational background and experience are more important. If you have taken the HR courses why is the designation required? Also if you have worked in HR for years why is a designation more important then experience. The designation is theory and not practical
It is very important to me to have this designation b/c of my above answer to Q# 1.
Not necessary with the right educational background and attitude.
Depends on your specialty.
I think if you have well rounded experience and education in HR practices - the CHRP is less important
I think as more people are getting their CHRP, it will be come a standard in many job ops.
I am sure companies are going to become familiar with 'disappointment' surrounding CHRP.
The CHRP designation is important. However, the local HR chapters must work harder on providing relevant HR seminars and professional development to really make this designation even more important.
I believe that the future will require HR professionals to have and maintain at least the CHRP designation.
Especially to gain entry level positions and somewhat important for internal promotions and very important for external promotions.
CHRP is not yet established enough to make it very important or crucial. Also, unlike some professions such as engineering, law and accounting there are no legal requirements.
Seems unclear to me at the moment. I am working towards my designation - however, many individuals that I have met at college are just taking the CHRMT and not bothering with CHRP. They do not feel it makes a difference. It is all about being connected.
It demonstrates commitment, knowledge, and a level of understanding in all areas of HR which are key to a long and progressive career in HR.
I feel that the CHRP designation is an important up and coming professional designation that will help to improve the overall professionalism of Human Resources and the standards that are set for us to develop the profession.
If you are applying specifically for an HR position, then it would be very important, but, again, in a small company it isn't important as long as the training is in place and one keeps up on legislation, etc.
The CHRP designation does not have the reputation as do some others - i.e. CPP (Certified Purchasing Professional) or CA (Certified Accountant) I find most Employers are not aware of the designation or look more at experience versus the designation.
I was taught the theories related to HR beyond the UK and European context, which is rather different from my own country's background. Being equipped with these knowledge is just mark a start for my future career.
More and more employers are asking for a designation, so in appears the CHRP will be more important in the not too distant future!
I find it overblown. I much preferred the SHRP self study program.
Depends on the role and size of company. Also it is important that whoever you hire has a practical business sense.
HR departments are such varying sizes, I believe that makes a difference as well.
HR designations are gaining traction, but have a ways to go yet.
It does not hold the same importance as other professional designations such as CA or CGA which are a must to be successful in an accounting career
It doesn't mean anything now. I don't think this designation distinguishes between a fairly senior seasoned practitioner from a new graduate who has paid the money to write the exams. My response for question # 5 clearly indicates my opinion of the current CHRP
More important for recruiters or HR professionals who don't necessarily place as much value on experience
It is now becoming more necessary to have if you want to prove your professionalism and show your capabilities, especially with larger employers.
Many employers request it now, and I feel that the continuing education component ensures that professionals keep abreast of legislation and maintain the ability to learn and think critically.
Increasingly being recognized in Canada and North America as the basis for a professional career in HR
I think it can be helpful to get a foot in the door initially, however work experience and university/college education is a much more important factor in career advancement.
I believe the designation is important because it definitely sets the tone for HR professionals on the standards the must be met for human resources in Ontario.
I certainly don't think it is the end all, be all, for HR, but it does give the employee a broader understanding
My Career is in Payroll, so I am not working towards an HR designation.
I believe that the HR profession is moving in a direction similar to that of other professions for example, engineers, accountants etc. In the next 10 years, the HR profession will be very competitive and employers will use this designation to select potential individuals in its organization.
I have met quite a few HR professionals who have developed sound careers and reputations without having their CHRP. They have admitted that obtaining their designation would open more doors to them and would also increase their earning potential.
Required to gain credibility, seen as strategic.
CHRP is becoming the benchmark.
It is a definite benefit to have but not required for many positions. Many companies are satisfied if one is working towards a designation.
It depends on what stage in your career and what field you are in. e.g., latter stages - experience will count more; benefits - CEBS more important.
May be important to certain organizations who have deemed the certification learning material is vital to their organization or specific position. Annual conference or seminar updates for learning specialty areas are just as if not more important, as laws and trends and markets change.
You can find many jobs that don't require you have it. Also, like I said above, a University degree seems to mean more these days.
Unfortunately, employers now look for this designation, as it has been hyped so much by the HR associations across the country.
The establishment of an HR Professional designation has been a successful effort in legitimizing Human Resources Management as an area of specialization. It has helped to raise HR's profile within organizations.
See answer to question #1. It is experience that matters, not a designation.
See comment for question 1.
Seems to be a required qualification in most job ads.
If the individual wishes to attain consultant status and higher, the CHRP is crucial. More and more companies require the designation, or equivalent.
It's not crucial, because there are many HR professionals who don't have the CHRP.. therefore, if they are working in HR, it's not 'crucial' to have to work in HR.... However, having your CHRP indicates that you have not only 'work experience' but that you actually went to school for the theoretical practice also.
It is nice to have, but I don't believe essential. Especially at this time where the designation was handed out (rather than earned) previously.
As I said, it gives a person a recognition beyond the university level
I think that it is important for HR professionals to keep up to par with the latest HR trends and information that's out there. Being part of an association and ensuring that you keep up with your designation, makes any organizations' HR department competitive.
Having a degree in a related discipline is more important than having a CHRP designation
I have been working in HR for 10 years the education (knowledge) is important, the designation is not.
Because I am still a student, it is not as important as if I were working in the HR field. I would find it an advantage to be certified.
If it holds as much value as the SPHR is starting to hold in the US, then crucial.
I have been in this field for many years and have done quite well without a designation.
I think it varies. Some companies for example require CHRP. While in other settings, you learn more "under fire", that is, being thrown into the industry with no experience and moving upwards.
This depends on the organization one works for and the development goals of the individual. If being a trusted advisor and expert is the goal, then CHRP is critical if in a generalist role.
This will depend upon the importance placed by the employer on the designation.
It has definitely become that way in the past couple of years. It might have been possible to progress within a company in HR without it, but it doesn't seem that you can get into a senior position without it now.
With many designations, is an avenue for credibility for those without formal education looking for employment;
Only at the start of one's career. This designation is not on par with other professions - CMA, P.Eng, AIIC etc. A good test is to check Passport Canada and the various professional designations it recognizes. Outside of HR (in Canada) this is not a recognized at all.
I truly believe it made the difference in being selected for my current position.
Most if not all job postings require it.
As I stated earlier, it's one of several professional development goals, not THE be all to end all!
Designations alone would not replace applied knowledge and deliverables. Candidates can often satisfy certain job criteria without designations, through acquired knowledge and personal characteristics that are not always quantifiable by a designation. Applied soft skills and people smarts r are important and not always measured in taught knowledge.
It is becoming increasingly important.
CHRP is a valuable designation and anyone who achieves it should be very proud.
I believe that the CHRP designation is a demonstration of an individual's commitment to their career. The individual may perform just as well with or without the designation, however by achieving the designation the individual is making a concerted effort to better themselves.
It is such a new designation and many of the best HR professionals do not have a designation. While it is important to showing academic aptitude and initiative, it is not wholly necessary for a successful career in HR.
Perhaps other CHRP's think it's important BUT the remainder of the majority of business people I know do not even know what a CHRP is until I explain it to them. I perceiver that the BC HRMA seems to be missing the mark in marketing the CHRP and lending credibility to the designation. For example, as I leaf through my latest copy of BC Business (Jul '06) there are full-page ads promoting CGA, CA, and CMA's but NONE for CHRP's. If the CHRP is to be taken seriously in the business world then BC HRMA has to market and promote CHRP just as seriously and stop promoting the myth (by its absence in business literature) that BC HRMA simply represents the interests of transactional or first-line HR managerial types; not Senior Management HR types who read serious business literature and/or journals.
Coming from another profession where certification demonstrated a certain level of expertise and skill level, I believe that the CHRP designation is a necessity for a practitioner in this field.
As stated above, I think a degree is the most valuable asset. A CHRP does not provide any guarantee of competency.
More and more employers are asking for CHRP. It is becoming more recognizable, and therefore is desirable (although not essential at this time).
As I said I believe education is extremely important, however, experience in the real world, I believe, sometimes is just or even more important to be successful in HR.
Society is making it so... although it does not guarantee the individual knows what they are doing.
I have been in the HR field for many years, so have acquired my knowledge through workshops, courses, experience, projects, etc. rather than with a designation. For people joining the HR field, the CHRP designation is the best place to learn the required information. The degree provides credibility, however, results and accomplishments are needed in order to maintain the credibility. ("It's not just what you know - - it's what you do with what you know.")
I don't believe it holds as much value as having experience managing people and understanding business demands.
Having the theory, as well as the experience is crucial.
How many successful executives have an MBA? Successful HR people need to have competencies and attitudes that are not necessarily found in the CHRP.
Not a requirement of my present employer - however having the designation might gain me a job over another applicant without
Depends on the organization hiring
It seems to be a matter of preference for the employer, but it is not essential to obtain a job except perhaps at very high levels. I don't find that the CHRP designation makes much of a difference in pay in the same way as an accounting designation does. Work experience and education still are the main determinants of "successful" compensation. To other professionals, the designation means something. It does provide recognition of achievement, knowledge, and trustworthiness - what they consider to be "success". For some HR practitioners, however, a successful career can be had without a CHRP. For myself, I value the CHRP designation. It is visible recognition and validation of my knowledge, skills, ability, and work experience in HR.
Requirement for logging learning for recertification at least implies that individuals are keeping up in their field
It gives tools, training and work ethics which is crucial in this economy
Once again...the significance of designation allows employers to make qualified choices re. prospective employees
Again I am not really sure of what the designation entails, however given the diversity and complexity of a HR Position it is very important to know the guidelines and have a reference point to do the job.
Depending on experience and other educational qualifications
An MBA or MILR would be as good
It is beneficial but hands on experience can be more beneficial
This designation is what employers are looking for generally.
It has become the standard for more senior roles. Without it opportunities may be more limited.
I think employers recognize college or university degrees over a CHRP designation.
I feel it is very important. More and more employers are asking for it. I hope to pass my CHRP this October, and not only does it indicate my knowledge, but I feel it will have a noticeable effect on my career prospects.
It is getting more and more important as a way to show commitment to the HR profession and that you are keeping abreast of HR issues.
Will be crucial in 5 years time.
Attaining certification is important in the sense that a person should never stop learning and improving. The work environment is ever-changing and to maintain effectiveness in any position and ensure you are representing your company and its employees judiciously, you should strive to meet, if not exceed, accepted standards for the position.
I feel that right now it is not a must have at most jobs. I feel in the future it will be more and more important.
See comment to question #1. I have also met people with a CHRP designation who were of questionable competence in applying various HR principles. There are numerous factors besides educational background or professional designations which will contribute to success in the HR field not the least of which is simple personal suitability.
The nine critical competencies in HR require a good understanding of theory, principle and of course, PRACTICE. Without this designation, I fear I will not be able to compete for the best HR positions.
If HR is to be viewed as a serious position, we must make sure that we are properly trained.
If you have already completed a HR Mgt Diploma course why is it necessary to get a CHRP designation
I was undecided between Very and Relatively important. The level of role that you are considering really determines how this question is answered in a company the size of the one I am working in. In a small company its very important!
CHRP alone does not guarantee successful career. All it is a benchmark. Common sense, personality, experience, emotional intelligence are just as important.
Experience working in the area is considerably more important than being able to pass an examination.
It may not be 100% necessary to be able to get a job or whatever, but I think that it looks good, it classifies you as a professional in the field and can potential help in your career path. I know when I see adds for employment now, they often refer to the CHRP designation as being an asset or wanted, therefore I find that it would be of benefit to myself to get that designation.
The CHRP designation signals to employers your commitment to the field of HR
It would be a good step for an entry level person, but it is the business skills they develop after that which will make them successful. We work with business people, we need to engage as business people.
I firmly believe a university education, business experience and time learning the business (because it is so diverse) is far more important if a person aspires to a senior level of HR practitioner. If we had time to educate staff as to its meaning, having the CHRP designation might be helpful to increase the level of respect we get from managers who use our services. I use the word "might" because the majority of our managers wouldn't know what CHRP meant and wouldn't ask.
Most ads I see lately are listing it as a qualification
The CHRP like any designation needs to be supplemented with updates in HR practices, case law etc and definitely hands on work experience.
The statement in #5 sums it up best - the CHRP does not indicate whether the practitioner has the HR skills needed in practice to be successful.
I believe that it is becoming crucial for NEW entrants. There are still many in the field today whose career has progressed beautifully without the designation. Those days are over!
Most employers currently require the CHRP to work in the field
Please see comment for question 1
This will depend on what stage of your career your in - obviously starting out this designation would open doors. More and more organizations are demanding the CHRP as a minimum but if you are experienced and have a tight network, you don't need it necessarily. The CHRP designation is nice on my resume but the content of the process didn't necessarily enrich my career - the whole process should run more like the World At Work certifications.
Indicates: - Certain level of knowledge - Adherence to code of ethics - Continuous development through recertification process
The importance of designations are determined by the employer. In our case, experience will be commensurate with the designation.
The designation is not what's important. Education and experience, particularly in HR, and knowing your employment law is what is crucial. It is a crock to mandate having a university degree in order to receive your CHRP designation, when their is only one university that provides a degree in HR. So, how is having a degree in biochemistry going to help in creating a severance package?
Important but not necessarily deciding factor.
I think that as a department Human Resources needs to perceive themselves as experts in their field. It is important to the life and success of the department to be lead by managers, directors and VP's with the necessary education and designations to be able to offer direction.
To reiterate, to receive the compensation one would like to have, a designation is a necessity.
A successful career in HR can be achieved without the CHRP designation if the person's expectations are not at the senior level.
With the past "grandfathering" situation and the newer HR professionals having to write the Professional exams in order to attain their designation, I feel the CHRP is not a good indicator as there really is no consistency. Just by having your CHRP does not really mean that you are a better HR professional, as not every HR person should be in HR (from what I have seen!)
Having a CHRP designation gives an HR Professional credibility.
You can get diplomas or degrees that will bring you success
There are many people trying to get into this field for practical reasons, therefore the higher your credentials the further you will get in the field
With the changes to the CHRP requirements, it focuses on continued professional development in this area. Ensures continuous learning and continuous personal growth/development.
Confirms a benchmark of knowledge and ability.
Very important to me but not really for executive team as it is based on experience and results.
It helps in terms of credibility and resources therefore I consider it as relatively important.
Pursuing their designation is relatively important to all HR positions. CHRP is an asset, yet preferred for management positions.
It isn't necessarily the be all and end all but it does prove a certain level of knowledge (and with the re-certification process) on-going knowledge in HR. Of course, as in all professions you still have people with the designation and little ability.
I hope it is very important.
The HRPAO is making it so that you cannot get on the bottom rung of the ladder without it. Even though, other training, designations may be appropriate for the business
I think it is very important to demonstrate professional development is an ongoing necessity in any profession. The CHRP adds great value to the HR model.
If you care to retain executive level positions, providing certifiable knowledge that you are a leading member of your field is essential. I wouldn't hire a candidate if they were lacking what I was requesting.
I have been in this profession for 22 years. Specifically in the Industrial Relations, Occ Health and Disability Managment areas of HR. You need academic qualifications for these areas of specialization. I have found that the CHRP are for those on the Admin side of HR. I have Directed very large HR Departments (100 staff). Very professional, very qualified, 2 had there CHRPs (HR Assistants) high performing.
Practical work experience within the field is equal to or surpasses the designation.
It shows you are aware of all areas of HR.
The designation shows commitment and it does give some sort of credence, but experience in situations over time makes you a better HR professional.
Experience is more important
This may sound unusual, but the CHRP is to HR centric. HR people don't understand a thing about finance, marketing, sales or strategy. A good part of the CHRP should be focussed on that. Then maybe a CHRP professional could apply their HR knowledge in a more effective manner.
The CHRP designation is becoming more important but the process for obtaining the designation lacked credibility for a very long time and is only just becoming credible so it will take time for the reputation of the designation to improve.
I don't think you necessarily have to have the CHRP designation to have a successful career in HR, but I do think it's an added benefit and I believe that we are heading in a direction where it will be a requirement to practice in HR. What's more important is that HR professionals continue to learn and network, which is necessary to maintain your designation ~ so I guess in a round about way, it is very important to have the CHRP designation to be successful as it will separate those who are serious about a career in HR from those who aren't as passionate.
Not important today. Could be important if education and experience were more closely linked to the designation.
Again, in attaining the designation, one must be exposed to all aspects of the HR profession.
It sets you apart as a serious professional. Recertification requirements keep you current.
It strikes me more as more of a money raising proposition for consultants and trainers than as an educational baseline for HR practitioners.
Almost every single job posting I've seen at or above the rank of HR Generalist require a CHRP. Many entry level positions such as HR Assistant or Administrator ask that the job incumbent be working towards the CHRP.
As noted earlier, a CHRP is indicative of exposure to certain experiences. It is up to the individual's manager to ensure that those experiences become usable skills.
Have not found it to be necessary in advancements through the ranks in HR.
More organisations are looking for formalized knowledge in the area of human resource management and practices. Either a certificate, diploma, degree or designation are acceptable.
Some companies value the designation and others don’t. Therefore, i don’t see the designation as essential.
It is not a crucial component yet at least in smaller centers like Lethbridge, but more and more companies are requiring a CHRP designation.
I think it's important for the future but believe that some of those who were grandfathered into the designation without the essential educational requirements may not necessarily display the depth and breadth of knowledge necessary to be truly successful in the years to come.
I think there are additional avenues to obtain the necessary HR education.
CHRP is still gaining recognition with employers. As it continues to grow it will continue to increase in importance.
CHRP is usually only beneficial if you are a generalist, but is not as useful if you are a specialist. People who have this designation have often said that it is not enough "meat" to really benefit in a specific area or HR. You know a little bit of everything, but nothing really well.
I am not fully familiar with all the areas that CHRP training covers but I plan to research in the fall and possible take some courses that I feel my be useful to me.
For new HR professionals coming into the business and lacking extensive experience.
Not sure how you are determining success. If a person is highly effective in executing the functions of an HR position, but does not hold a designation, does that indicate that he/she is not successful? If the employee does hold a designation of some kind, and they are not effective, is that success?
Please see Answer 2.
I think it can help but I know many successful individuals who do not have a designation. It is not completely irrelevant as it helps open doors but I don't think it is crucial.
Working in the field and experience are more valuable than a designation.
Soon you will need a degree to pump gas!!
It depends whether or not you are a seasoned veteran in HR. As an entry level HR Administrator I believe it is important.
I have a number of highly skilled senior level colleagues who have been denied the CHRP designation or who have just never applied for it. Their careers are in no way impacted by that.
Experience and a degree are most beneficial
Because of HRPAO
If you are unable to attain a degree or diploma I would say that the designation will assist an individual entering into the HR field
Many, but not all businesses required CHRP designation in order to be considered for employment.
I work in a large company with a HR department of over 150 individuals. I am aware of only one individual who has a CHRP.
Gives a person the knowledge, skills and credibility in the field of HR.
Not necessary but an asset
Experience is a great teacher, and a network of trustworthy professionals is key, but being exposed to all areas of HR is essential to being the best business partner in an evolving environment.
CHRP is too focused on HR Management and not enough on other areas. You could be a highy successful specialist, not have a CHRP, and have a very successful career.
You may have a career in HR without it but your career will be limited and you may not progress to management levels.
Depends on employer's requirements
I would be assessing the person's ability to think, adapt, communicate and demonstrate leadership.
The CHRP designation is crucial for strategic HR within organizations. The evolving role for HR as a strategic business partner requires the expertise and expanding capabilities of HR practitioners.
I think one can still have a successful career without it - it just may be more difficult to attain jobs - networking would be more important.
Not yet certain of importance.
With a solid base of experience, it is not "crucial" to have the CHRP. For newer professionals, it definitely provides a good "leg up" and assures the organization of the knowledge base of a candidate.
Everyone has their own perceptions of what "success" means to them and the company. The perfect combination for my definition of success would be experience plus education and the support of the company.
It is becoming more and more important for job portability and employability. Brings a professionalism to the field and dedication to the practice of HR principles
Practical experience and leadership skills are equally important to compliment academic accreditation.
Experience is still a lot more important when employers are looking for candidates. Having the CHRP is a nice to have but it seems that more and more employers are looking for people with the designation coupled with experience.
It's becoming the only way for employers to know that you have the basic grounding necessary to champion HR issues while still understanding the business implications.
When organizations see that you have you CHRP they know that you have a certain amount of knowledge over other candidates. It assists in taking out some of the guess work on the recruiter's part.
Mainly from the perspective that it seems to be regarded by an increasing number of head hunters and other HR professionals as a minimum requirement for more senior level HR positions.
The CHRP designation is one of the options HR professionals have to choose from as a certification. Again, depending on your role in human resources, you must look at what fits best for you as an individual.
Nice to have not but not a must
For future opportunities
At the present time, of the jobs that I have seen in Ottawa, they are looking for a university degree as a prerequisite and indicate specialized HR training is desirable asset. Perhaps this will change in the future.
More and more job postings require the CHRP designation
Proves credibility to the employees of the company you work for.
It seems you can't get into the profession without it or at least working toward it
Employers look for the designation for management roles.
CHRP is great for entry and junior levels. It has actually diminished in its leadership perspective in last 5-10 years.
Other degrees and experience can be of equal value.
The successful completion of a multiple choice test (taken as many times as necessary) should not be an indicator of a successful career in HR
Designation does not mean that you become a good practitioner
Things are constantly changing in the world today, your skills have to be the best of the best. CHRP means you are the best of the best and ensures you a better chance at employment.
Once you have done the schooling and have the experience why not.
It will become more so in the future as the HRMA organization continues to promote it.
From observation, employers typically ask for the CHRP designation, that makes it a must have in terms of being employable
HRPAO takes a step further to include direct HR management experience as a requirement for CHRP designation. However, with universities and colleges offering HR study programs, an HRPAO certificate is less appealing. Also, potential employers can read through a resume to determine if a candidate possesses the desirable management experience for the vacant position. It is expensive to write the designation, not to mention dues for annual membership. Yet, there is little indication that designation holders are better than those who do not have one. For HRPAO to be recognised by employers and HR professionals, it has to set a standard much higher than that of other institutions (e.g. other associations, universities and colleges). The re-certification program is an idea but needs to have a tighter control over what needs to be achieved in order to be recertified.
Depending on the organization's or hiring manager's view on designations it could be crucial or completely irrelevant.
Relatively important and useful for a new grad starting their career or for a small dept generalist.
Again, not necessary but I feel HR courses are essential
I assume this is what I have been taught in school
The only time I feel it is most relevant is if you are looking to get in a different company since people use it when advertising without knowing why they feel they want the designation. Common sense, work experience and appropriate training can go a long way.
As the CHRP certification process has become more rigorous it is now more important.
Either the CHRP or the IPMA-CP designation are very important - the IPMA-CP designation focus on the HR competencies (Change Agent, Business Partner & Leader) with the HR expertise coming from experience & education/training). CHRP (I believe, is more focused on the technical side of HR).
There are other courses applicable to Seniors Housing, such as Site Management. Canadian Manager degree, also.
As HR emerges as a crucial role in the workplace, those with the best qualifications are getting the best jobs.
I would like to see it become very important - crucial.
Is it crucial? How can we discount the years of HR experience with those that do not have the designation? The experience competent to HR is critical and designation can come with time. The benefit of the national CHRP standards are simply that ... it is standard, unified and transferable throughout Canada and is becoming more highly recognized as a value added investment in today's organizations.
I feel a designation is a great way to show a company your commitment and dedication towards a goal.
It is important because employers put value on it.
It's a cash grab.
CHRP is an inappropriate attempt on the part of some HR professionals to create a credential to garner more respect. It penalized subject matter experts in HR in favour of generalists.
Unless your employer requires it, there's not much value.
See comment above. I regret this and hope to see it change.
Although I don't think it is necessary to be effective in HR, it is still sought after by companies.
It is what you've accomplished in HR. Academic knowledge doesn't translate to performance or effectiveness in senior HR assignments. Junior levels and mid-level HR the designation helps.
It has become important only because the Association has done great marketing...and employers have come to believe it. I think the Association does a great job and is a wonderful resource, however, I have never agreed with the new CHRP requirement.
As the profession develops, the more credentials one has to offer the consumer, the more likely one will have a successful career. Also, in order to maintain the CHRP, one must upgrade on a continual basis which can only make the practitioner more skilled/valuable.
Unless businesses are educated on what the CHRP stands for and how one attains the designation what kind of meaning can it have. And really, why would a designation alone allow me to have a successful career? I am sure there are many HR professionals who have been in HR for many years and do not have the designation who are extremely successful without the designation
I did not have a CHRP designation but was the successful candidate in a tough competition. I competed for the position against individuals with CHRP and HR post secondary training and they were not successful. I'm curious to know why HR professionals with CHRP would not hire from their own but rather chose to look outside. Clearly, CHRP is not the only applicable criteria to be a success in the field. Having said that, I recognize the importance of continuing education and mobility in the HR field by gaining the certification but frankly, it will just be a money grab for the exam.
As I commented above. There is a heavy detail orientation and administrative component to HR as well as an absolute necessity for appropriate soft/people skills - not taught in CHRP.
CHRP designation is very important for HR professionals are identified and help increase HR credibility. (Specially so with HR experienced immigrants)
Companies are asking for the designation and it is very important when it comes to promotion.
Crucial, because employers are requesting it in Ontario.
I think someone can be successful in their career without a designation. Intelligence and good work ethics is all it takes. There are a lot of students finished their CHRP designation, but don't have the working experience and they aren't as successful as someone with 20 years hands-on experience!! A text book doesn't tell you how to deal with the irate customer.
I still have yet to obtain more information about the CHRP designation, including its benefits and so forth.
Great for entry level and moving into field if you have a non-business background/education. Great for understanding the basics.
The CHRP is over rated.
Experience is key and also a solid resume.
Proves your commitment to the profession.
In Saskatchewan anyone will be hired to do HR....unfortunately....
As long as you keep up on professional development in the H.R. field I don't think you really need a CHRP designation.
It depends on the individual. I place importance on the designation for myself as a test of my knowledge. Others do not feel the need to validate themselves the same way.
It indicates an understanding of all the basic and generally required knowledge and skills required to run an HR unit.
It opens doors for promotion to the Senior Management level.
Being a CHRP means you already possess high level of qualification in HR areas.
These skills are required if entering the field
Qualification for the CHRP test can also be attained as a result of a successful career in HR
the importance is based on where you live in Canada.
It is only important because employers are looking for it.
VERY POOR QUESTION CHRP as standards have not been consistent across Canada until the last 3 years, therefore there is insufficient time to correlate the relationship between a succesful career in HR with the current CHRP designation. The current standard for a CRHP designation will very likely continue to evolve. HR practitioners must continue to work towards developing a truly professional designation. The previous standard which was inconsistent through out Canada and may or may not have required a university degree and some years of experience in any HR speciality. It was an extremely inadequate measurement of competency in the HR field. While the current bar may not be high enough, it is a step the right direction which must continue to include standardized measurements of a broad body of human resource knowledge, evidence of ability to apply that knowledge, adherence to ethical behaviour and codes of practice and recognition that continuous learning is a necessity in professional life. I personally would like future requirement to include formal education in HR, a period of articling coupled with case study and a final examination(s) before earning the CHRP.
As before , a money grab and a joke , experience is the most important requirement
I feel that I can be successful in the HR field with the right experience earned over time. The knowledge provided by the HRPAO helps to keep skills up-to-date, but a professional designation is not required.
Becoming more and more important
HR hiring managers are often CHRP designated and some less progressive managers require CHRP simply because it is the route that they took into the profession.
I believe that a person can be successful at what they do if they possess the KSA's for their particular job, however I think the CHRP designation helps you become more recognized for your KSA's.
CHRP gives the tools necessary to become a proficient generalist - however to enable the younger generation to move into management/director position - specialized Master of Business Degrees such as the MHRM are essential - from accredited institutions
Similar to response to questions number 1, I think it would be helpful in moving up the ladder to more senior positions. It seems to be valued by firms.
The most successful and competent peers that I have do not have any designation. I have also seen many HR professionals with designations fail because the employer put too much faith into the designation and the person was not truly functionally competent.
From a personal perspective, I have considered obtaining a CHRP designation, as many employers deem it a requirement or asset when looking at prospective employees. However, upon review, I saw nothing (with respect to content) that would further enhance my ability to perform the duties associated with my profession. I think many HR professionals feel the same but obtain CHRP designation because it is the current trend. Having said this, there are merits to obtaining the designation if one did not have a background (education or experience) specifically in HR.
Relatively important if candidate does not have years of hr background.
The CHRP has done a commendable job of marketing this designation.
I think it is good to show value to your career, however there are other designations out there now that will do the same thing. I think it has become overrated in the last few years. I am working towards it, only because it would be a waste not to obtain it since I have the courses. However I think are so many HR professionals who do not have it and do extremely well.
Right now, many employers indicate the CHRP designation is an asset, but many will use it to screen in candidates when the response has been plentiful. In the next few years, I think it will soon be a required qualification.
Just being an HR generalist is a waste of college. Without going any further to upgrade, then the chances of getting into HR is minimal.
Personal opinion as opposed to my comments in question one.
To move beyond the role of a recruiter or account manager and get a position in a corporate HR department, a CHRP is crucial.
I believe that life/work experience is of the utmost - it is great to have the book smarts - but common sense and logic are an extremely important tool and not many people have these tools.
It is almost becoming a standard requirement.
CHRP is still developing as a widely recognized standard of excellence and on-going professional development (like C.A.), currently many have a successful career without the CHRP
In the federal government as explained above; more important to have an HR certification in private sector where it can be a condition of hiring.
Some companies care more then others. To progress to senior positions, it is a must have.
I think it is very important
Many companies are not HR savvy and therefore do not require their HR employees to have a designation. However it is important to acknowledge that HR is a growing industry and having a designation will set you apart from those that do not.
I believe that this designation is becoming more important to the profession as time goes on but it presently is not absolutely critical to have the designation. There are many of us who have been in the field for 20 or 30 years who do not have the designation.
You are regarded as the knowledge expert in HR issues. You are respected by your peers and operations for knowing what you are requesting, implementing.
see answer to question 1.
There is no mandated requirement for persons to have a designation in order to practice in the field of HR. Universities and colleges offer degree and diploma programs in these areas and that is the first thing I look for and not the designation.
Same response as indicated above.
It has slowly (over the last 15yrs) become the standard that employers want in the candidates they hire. It is good that there is something for HR professionals to use to keep their knowledge current I am just not certain how this designation compares to other professional designations.
It is the only way to show your knowledge in the HR field.
My answer to Q4 would be somewhat important; it is and will be a factor considered by some employers. It may become, with employers such as the federal government, a screening criterion used to screening out candidates with an "objective" or non judgemental specification.
I think it is important but you are able to function and obtain positions without it
I have been in HR Mgmt for approx. 6 years and find it an important asset when looking at the job market.
Again, it lends credibility to the profession. I find that HR professionals that have the designation hold more strategic and important roles within their organization.
It will increasingly be a requirement instead of an asset.
It is always well accepted when candidates can state that they have acquired there certification with CHRP.
It shows that the individual went through the mandatory courses and took the knowedge and practical exam and met the standards required. Although experience is very important what I have learned recently in my courses has drastically opened my eyes to the HR industry and also the business world. No amount of experience could have prepared me or provided me the tools in order to survive in a controversial field.
Increasingly, having a CHRP designation is seen by employers as an essential qualification to obtain an intermediate- or senior-level position in the field.
shows your commitment to learning and keeping current in your profession. employers list it as either required or preferred.
I know you can get ahead without it, and I know many people who have done so. But going forward, many companies who are recruiting will use the CHRP as a benchmark of competence; it may be hard to get screened in to a company without it.
Depends on the person and the variety of exposure and experience they gain through their career.
Many people demonstrate the behaviours and skills to be a successful HR professional without having a designation.
Not important in the Municipal sector, but very important in the Private sector.
I think for a person starting out the CHRP is a good designation. However, I find the focus to be more of a practitioner level. I find the IPMA-CP to be a more advanced designation.
It provides the standard by which to learn and apply the knowledge gained through experience.
As above plus it is harder to get an interview if you do not have your CHRP.
Within the next 10 years, HR consultants and specialists will be at a premium and it is crucial that organizations are able to determine the level of expertise specifically to the HR field
I strongly believe without it finding new employment may be difficult
It's only crucial if you're starting out - once you have 8-10 years experience, it doesn't seem to be needed
You can get by without it but like i said before it gives you more leverage, recognition and respect
While employers are happy to know that someone has a CHRP rarely do I see it being given anywhere close to the same weight as education or experience.
For people new to the HR world, the CHRP can allow a person to move upwards.
I believe it is important for the industry to have a professional designation like any other profession to ensure quality and consistency
Being a member of the CHRP provides you with so many benefits. CHRP also helps us to move away from the traditional views of what HR has been thought of and to the "New strategic HR"
CHRP appears to be becoming increasingly accepted and expected. I advise students to get one so they do not rule out any possibilities.
Completely irrelevant as CHRP does not guarantee a qualified HR Professional. There are other designations, training and post-secondary education that reflect a person's competence better or as well as.
I believe you need to have some HR training, but business degree or Masters in HR is much more valuable than the HR designation.
My position is that post secondary degree or diploma in HR is important - view obtaining CHRP as duplication that doesn't indicate more knowledge in subject matter.
A CHRP can be useful for individual's early in their careers, or who have not got other significant education or experience to draw on. HRPAO has done a good job of marketing the designation as a 'must have' or 'nice to have.' However, the fact that the route to the CHRP has changed significantly at least twice in the last 10 years, to me, means I still have to look at a person's real experience to determine whether they have the skills, knowledge & abilities I am looking for.
With or without CHRP, I am still a HR professional and can do whatever HR job that will be assigned to me. Nobody could discount my HR experience.
It is more a personal goal rather than a professional
It's important for entry and mid level. Not for senior level.
As in #1 - a designation indicates a dedication to the craft and a willingness to spend the time necessary to learn it well.
The associations have made it crucial - there are many who are not going to get it for that reason
Can be a screening factor for job selection process.
It doesn’t make you a better HR person, I think it just opens doors for you and gives you another way of looking at things from a different perspective.
The designation is a key component of ensuring that a standard level of competency has been achieved and being maintained by the individual.
HR Manager, Generalist, Assistant, they all require CHRP in the job postings either have or working toward. HR is hard to break into. It seems experience comes second.
In my opinion the CHRP designation is relatively important and adds value to an HR professionals resume
Employers state CHRP as desired or requirement but experience seems to be the main criteria
If you have some experience, it will be easier to adapt to the needs of the company; but if you want to apply much more in your activity, it should be better to learn more
Theoretically speaking, the designation should be very important. But in practice it is not. The profit making companies do not trust outsiders for such a crucial job of personnel management. Payroll jobs are outsourced all the time.
More and more organizations expect it.
Employers seem to put more importance on experience rather than a designation.
I think it is valued by larger organizations than smaller ones. Larger ones prone structured, proven approaches where our role is more strategic than task-oriented. In that situation it is valuable to have the CHRP.
Relevant work experience is more important.
Not being CHRP certified, I nevertheless consider myself successful in my HR career. My experience and my accomplishments say more about my HR qualities than the CHRP designation could.
On the job is most important
The CHRP criterion seems to be heading toward an elitist club. It is not well recognized by business, and I believe this is because many holders of this designation are recent grads who are lacking in experience.
Can't really go too far without it - for the better jobs. But having this designation certainly does not make me any brighter, better or more prepared. This designation status is a trend. My guess, within 10 years it won't be relevant with the labour shortage. We will be back to valuing training on the job as opposed to higher education.
Experience and education are very important as a package
Please see comment on question 1.
Being a member of a professional association can help to share information and best practices with other HR professionals, keep informed of the latest theories in HR.
I subscribe to the HR Reporter for my consulting reference
The designation makes it a serious profession, to be reckoned with
Commonly asked for in job descriptions
The theory is good, however not easily adaptable to use for within a First Nation community.
It is possible to gain the knowledge in other ways, but the CHRP is the best way to easily show that you have done the broad range of courses & gained specific knowledge.
I think the CHRP designation is not crucial for a successful career in HR but it is highly promoted by the association for every HR professional to obtain this. Therefore, it has become relatively important in comparison with professionals who have this designation.
It is necessary to know a great deal of different aspects within the HR profession. To write and pass the CHRP designation proves you have the specific know how to be successful in this field.
Clients rarely require consultants to have a designation. They look at the global experience of the consultant to determine his/her value as a professional.
Most organizations in recruiting for HR people are looking for the CHRP designation.
Shows you're a step above the rest.
I think the CHRP program assists HR professionals in formalizing their knowledge in a language that will be common to others in their field. This makes communication of ideas and developments much easier.
If HR Professionals are going to hold their place in the professional business world, they must ensure that they supplement their education and experience with a professional HR designation.
The designation provides solid generalist training. Unfortunately, I have come across individuals who have fulfilled the educational and examination requirements but who are not able to apply the "book learning". I have met others who are not certified but who are fully capable because of their personal interest and professional development. This is why I would say the designation is currently "very important" as opposed to "crucial".
Should be mandatory but still some 'old' school thinking in HR.
It is very important provided that the designation is truly reflective of the individuals level of knowledge and work experience in this field. Unfortunately, I believe the standards for maintaining the experience requirement may have slipped.
Right now, we see a trend in the increasing importance of having the designation. People are now asking the question on why an HR professional doesn't have the designation.
I feel that having my CHRP designation will show current and future employers that I am capable of handling all HR functions.
This designation is becoming increasingly more recognized.
A combination of a post secondary degree in business or a college specialization in HR and relevant experience is also a good basis for a successful degree in HR. However, as noted in the response to #1, a CHRP or CCP provides me with an objective basis on which to assess the candidates knowledge.
Any HR job interview I have went for has focused on my work experience and not a certification. Many other provinces aside from Ontario are not even familiar with the CHRP. It is more important to take relevant workshops and programs to align with and enhance your field experiences.
Many CHRP designates lack the skill and ability to apply their specific knowledge of HR to broader strategic management issues. I have found I've actually avoided those with designations at times because they do not have the ability to consider how HR actually impacts broader business issues. I think that the CHRP still has a long way to go to be a recognized designation, and most certainly those who have it are generally stuck at the transactional level of business, much like the compensation related designations you list above.
See question 1. Not a must-have but a very good asset on a resume.
Separates the prepared, knowledgeable and committed career professional from an individual holding a job
The designation has not been proved to correlate to success in the field.
Beneficial for understanding of HR role & functions within an organization
HR needs to have a body of knowledge that shows companies we are a credible group.
Not having obtained a designation (I have a Honours Commerce undergrad degree and an MIR from U of T), I have difficulty assessing the value. People I have worked with who do have designations tend to have minimal post secondary education or college diplomas and land in transactional HR work. That may be considered a successful HR career but the transactional work is rapidly being outsourced. We need more strategic thinkers in HR and university education with considerable experience in HR has a better chance of supporting that.
As mentioned above, in order to gain respect in the business world as a business partner, it is extremely important to have the necessary credentials.
Those candidates starting out in HR should pursue a designation as more and more organizations are looking for this from the junior candidate.
It does demonstrate at a glance that the HR Manager has a certain level of work experience and knowledge in HR field.
I believe at some point most employers will look for the designation.
It is important for those starting out but not important for those who are established in the field.
I believe that a CHRP coupled with a business degree, certificate or designation is a must have for senior positions. I also think actual experience is very important, not just certification alone.
The designation definitely add credibility to your work. The knowledge exam is a tough exam but it demonstrates that those who get through it must have a pretty good knowledge base. Once you add practical experience to that, I feel it is very significant.
Our field is now expecting some level of externally accredited certification to 'prove' our worth. My three HR coordinators are all plugging through the material for CHRP certification, so I know they see it as an important career move.
More important for people entering HR - its becoming an expectation. Workers with +5 years of experience don't need it as much.
While I believe this is a nice to have, I am also very aware that our profession is increasingly motivated towards this end result.
What does CHRP designation do for me, other than cost me a fee - which my employer does not cover.
To date, I have had a very successful career without the designation, however, I have completed the required courses and the examinations and just have to submit my application for certification. I am also on my last course to achieve my BA. Therefore, my scope of knowledge has been equal to those with a designation and this may be why I am not currently hampered by the lack of credentials at the moment. I hope to have both of these accomplished by 2008.
It gives an individual well-rounded and diversified knowledge in the HR field. As an employer, I appreciate the designation as In know that the person has the knowledge and the credentials that are "credible" in the field.
It used to be crucial, but now people can get CHRP's without any experience in the field which is not the best way to promote the value of the CHRP
Having the foundation and theory is always an asset.
This is a base program that I need to have to at least put me on equal footing with other HR Professionals.
Depends on your ambition & the company you work for, if they value the designation
It would be important if it is a requirement of the job.
As an employee relations consultant the CHRP gets me immediate recognition and an assumption that I'm current in my knowledge and experience.
It's sad to say that most companies do not value the designation as much as they should. So whether you have the designation or not - your success is dependent on what that company's values and the job you are applying for. More senior jobs in my opinion should require a CHRP designation.
If I was advertising for a Human resources practitioner, I'd probably say that the CHRP designation would be an asset, but I'd be looking for a university degree, and some reasonable experience.
Nationally recognized standard
Designation is only relevant if the management knows their responsibilities and allow managers to manage
Depending on the level to which HR professionals aspire, the level of importance also changes. Also, general managers of SMEs, if they choose to hire an HR person, will want to ensure they are qualified in the field, given that he/she will likely be considered to be the expert 'go-to' person in the company.
The requirements of the employer will dictate. For some it is a requirement for others it is not.
It is important to have a designation. Not necessarily a CHRP.
For new recruits (college or university grads) who have very little experience - it will open some doors.
As stated above - there is tremendous value in life experience when dealing with "people issues" because those are real life issues. Theory does not always give the ability to address the "stuff that life is made of".
CHRP- the knowledge aspect and practical experience required to attain and maintain fosters a strategic mindset to ensure higher successful
CHRP is only one certification - there are many others that are more relevant to certain positions.
It is obvious that this survey is put together by CHRP organization
As noted above in #1, only useful for people beginning their careers.
More importantly is to have a professional designation/certification (not necessarily CHRP) that connotes ones on going professional work and continuous learning achievements in the HR profession.
Besides the CHRP designation, the IPMA-CP designation is equally important. It recognizes the high standard of professionalism that is now required and practiced in HR positions throughout Canada and internationally.
As mentioned above, other areas of education and directly related experience are more valuable to me.
CHRP would be an asset for applying jobs in HR field because it is well-known for employers
For an entry-level person, fresh out of school, CHRP can be the door-opener in a lot of cases, but beyond that profession experience is far more valuable.
If someone has years of experienced and has touched on all aspects of HR they should be aware of legislative requirements & to function in an HR capacity. If I had to hire an HR individual, I would look for educational background.
Having a CHRP designation does not mean that you are a good or successful practitioner. There are successful H R Practitioner who do not have any designation but have the right professional training.
I do not view the CHRP designation as a requirement for a successful career in HR. A university education, or equivalent, along with good experience and excellent interpersonal skills are the requirements in my view.
Obviously not as important for those who had 20 plus years experience in the field. But for those starting out or with 5 -10 years experience, it is very important.
The designation helps to support standards within the profession and demonstrate consistency. However, a CHRP designation without relevant practical experience and ethical/critical thinking ability does not guarantee you are hiring a seasoned HR professional.
It is the entry level requirement. I think it would be very difficult to obtain an entry level HR job, with the CHRP (or progress towards). Once launched in the field it might be less useful, however I do see job ads for Managers, directors of HR with this as a preference.
I think it is a good thing to have if you know you are going to make your career in the field of HR. But you need to be working in the field for a while before you pursue the designation.
You need to have a good head for how the business runs, and while I don't discredit the educational aspects of the CHRP program, these courses can be taken anywhere, and it's only with real practical experience that the character and value of the HR professional becomes relevant. (I am tired of seeing new grad resumes that show they have taken the first exam and are ready to take the second, yet they barely have a year of work experience!!)
It keeps the HR practitioner focused in the daily execution of their roles and in a state of continuous learning
This shows that you have the technical essentials
The problem I have found is that companies are retaining HR persons who have not taken the courses and training and it is hard to get your foot in the door on a job because the untrained HR person who is doing the hiring will not want to hire someone better trained than they are.
It is certainly considered an asset when searching for career opportunities. When seeking certification in CHRP, I was stunned by the lack of importance placed on the Industrial Relations / Labour Relations components of the field. Most of what was tested in the CHRP exams were related to the softer skills of HR.
More organizations are including it in their postings and it will become more important in the future
I believe it depends on what area of HR one is pursuing or specialising in.
While you can have a career in Human Resources, only CHRP designated individuals are moving up.