Designations by the numbers

Canadian HR Reporter readers share their views

Last month Canadian HR Reporter conducted an online poll to find out what readers think about HR designations. The 864 respondents came from a wide range of HR jobs including managers (26 per cent), generalists (18 per cent), directors (11 per cent), vice-presidents (2.9 per cent), specialists (11 per cent), assistants (7.8 per cent) and consultants (5.3 per cent) as well as from outside of HR including presidents/CEOs (two per cent) and other senior executives (three per cent).

What does the CHRP indicate?

When asked what the designation says about a practitioner, the most popular response, at 36 per cent, was it indicates a commitment to the HR profession;

Fourteen per cent said the CHRP is a good idea but, in its current form, isn’t an effective indication of an HR practitioner’s competence.

Relevant experience most important

When hiring an HR practitioner, respondents were asked to rate the importance of a number of factors. Here’s how they were ranked in order of importance:

•relevant experience;

•good fit;

•specific HR competencies;

•post-secondary education;

•CHRP designation; and

•a post-graduate degree in HR.

How important is the CHRP for an HR career?

•a total of 76.9 per cent said the CHRP is crucial, very important or relatively important for a successful career in HR while 22.9 per cent said it is either not important or completely irrelevant;

Employers supportive

The overwhelming majority of respondents, 81 per cent, said their organization offers some form of assistance during the certification process.

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