What designations, if any, are must-haves for a successful career in HR?

Comments from the online poll on HR designations

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 'What designations, if any, are must-haves for a successful career in HR?':

There are many very successful HR professionals who don't have any designations.

I work in the US and I believe these are the US equivalents to the Canadian CHRP.

As the CHRP gains national recognition, I feel it is an essential qualification. Employers can more easily identify strong candidates for their HR departments.

I would say the CHRP is the ultimate designation for an HR Generalist. The other designations are important for specialists.

A university degree is important as it provides students with advanced practice in writing and critical thinking.

These designations are important is evaluating the current knowledge of an HR professional.

CHRP is becoming a good to have but unless you are specializing the others would not be must-haves. I believe a degree in a related field is becoming a good/must have but the related experience is usually what wins out. Book knowledge is good but unless you've put it into practice a designation is not going to help you get a senior position.

It is the individual who creates success not the designation.

We support our HR employees in achieving their designations.

With a CHRP employers look at you more seriously and value your education more. I think this is true because you need a certain average to obtain your CHRP. Also it shows that you have passed an exam that test all your knowledge in HR. With this CHRP it is easier to get HR jobs at top levels of the organization.

They are nice to haves but if they have the education and the experience to get an job as an hr practitioner and they are performing it well then no requirements. the designation does however, put some limitations/restrictions around the hr practitioner following some ethical guidelines of a professional association which i think is good.

A designation does not make someone an HR Professional. A good education; experience; and ability to deal with people are must haves.

I feel the CHRP is necessary because it offers a framework upon which people entering the field of HR can base their careers, and build from that point. Employers then know that they are hiring the most qualified individual for the job, as the certification process encompasses both education and real work experiences.

I feel that it is most important to have the appropriate HR education, through either a college or university. The CHRP isn't necessary to be successful as I have proven. As long as the individual continues to get the appropriate training tools and information from their HR network as required then that should be sufficient.

I think a CHRP or a BBA or some level of HR training and exposure is important. I think also conflict resolution and/or mediation training are very important

Payroll is an important part for many HR specialists.

Getting a reputation for very poor validity! Students fresh out of school passing Professional Practice Assessment. Experience practitioners not passing!!!

There are many HR professionals who have years of experience that will enhance HR functions at organizations. Many of the above designations are great to have, however, there has to be continuous training for HR professionals. The CCP, CEBS and CRP are specific to HR functions, not HR generalists. I do feel that "new" HR professionals should have a CHRP behind them.

Even though the certification process is a bit painful (I've written the NKE and will write the PPA next year), I think it's important to have professional standards for our field. It raises the bar and ensures that companies are able to hire knowledgeable professionals.

Above IPMA - CP is a recognized international designation.

I believe that CHRP and/or an MBA would be necessary, if not now in the near future, for a senior level HR position

It seems very inconsistent in Canada. HR consultants at my place of work have not maintained their designation. It does not appear to have a high status as in the UK

Any of the others are "nice-to-haves"

I believe that having a standard like CHRP helps to improve the overall profession across the country.

Years of practical experience and the variety of that experience are at least as good as any certification

HR is different for different companies. In a small company, HR is one person doing many, many things. Other places it is an entire department. Credentials would vary and be considered on an individual basis.

I feel that while CHRP is the most widely looked for qualification, that in many cases people who have worked in teaching or other business roles also end up working in HR---so may not have the paper credentials, but may have the life experience to carry out the job well.

Not having a designation does not mean that a person cannot excel in the field.

We have to be careful about requiring designations in H.R. Simply because an individual has successfully passed courses, these are theoretical only and we are more interested in how H.R. staff deals with staff and managers in real life situations

Though Certifications are important for HR practitioners, but these seem not to be a crucial element for a successful HR career. The Certifications can confirm that HR practitioners are qualified in some certain academy levels and can not ensure the success in the future.

While a professional designation is nice to have, I would not say it is an absolute necessity to be successful in HR. I have met many HR pros who do not have any designation, yet excel at what they do.

There is no replacement for hands on experience, also someone with a CHRP Designation is too expensive for small companies nor do I think they would use the full spectrum of academic experience. But I have hired someone with more experience to help out but I did not care what designation they had.

People can still be expert in this field without a professional designation, but it is a good thing to have.

I think the CHRP designation has been devalued of late. The designation used to represent someone who had completed the academic requirements of the CHRM and fulfilled a meaningful length of time (3 years) in lead roles within the practice of Human Resources. The current process of obtaining a CHRP negates the actual practice of HR.

CHRP is a nice to have especially for new graduates. It's better today than it was years ago. Years ago most HR professionals learned on the job and learned quite well.

Good if you have to supervise the payroll/compensation process

I am currently uncertified (about to graduate from post-grad), but am a member of another non-hr professional association and agree that membership ensures that HR professionals continue education, and also allows networking and a community in which to participate and learn.

I think a university or college degree are very beneficial to move into more senior and strategic roles within organizations.


Many individuals do not have designations, but are fully capable at performing the duties in an HR role. I would say the CHRP designation is a nice-to-have, but it's not a must.

I believe that the standard in the Human Resources field should be the CHRP. That covers all of the fields in HR. We need to be all on the same page.

Why must you be a certified professional to work with people and systems? I firmly believe it's a "nice to have" to indicate some level of knowledge and education achieved but certainly not a "must have", especially knowing how quickly HR systems and paradigms are changing.

This will become more important as the designation gains more steam.

I found CHRP to emphasize the importance of up-to-date and innovative HR practices. It defines the "best practices" from the "barely ethical" ones.

After 15 years as an HR professional, I update my skills/knowledge through partime courses. I do not believe a designation indicating that you can memorize all the "new" terms used for the same common sense is important.

Most companies I have dealt with are very aware of the CHRP designation and place a high value on it. I would say that it is the single most important designation to obtain within HR.

In addition to an undergrad degree BA etc.

The CHRP sets a standard of learning for HR professionals and avoids the dumping of people who are unqualified into HR. However, I have some concerns that those whose business is university education are taking control of the designation ...not recognizing value of "hands on" HR professionals who may not have university degrees but do have the human relations skills and labour relations experience that is vital.

Many people can get into HR without a designation. I have many colleagues here that don't have a degree. I would suggest the bar to be raised, but perhaps not to the level of a CHRP

It is possible to have a successful career without any designation, but the CHRP is the most valuable.

There are certain specialty areas in HR such as labour relations that do not need to have a CHRP.

What is important is the understanding of the how HR can act as a business partner to Business units/departments, and the knowledge of how do to implement that partnership.

Unfortunately, the HR community has imposed the CHRP designation as the "be all end all" designation to have. It does not mean that an individual has the relevant working experience, just that they can study well for exams.

I believe Professional Designations are an important indicator of professional currency but they are not must-haves. HR Professionals can demonstrate their knowledge, skills and abilities in a variety of ways. The possession of a designation does not confer automatic professional competence.

Although designations might be beneficial if specializing in certain areas, I think that they are time consuming, costly and unnecessary.

What really seems to matter is the experience that someone has in HR, versus having the designation. Currently there are individuals with the designations mentioned above who are still unable to find HR-related work experience.

Academic credentials combined with experience are more important than official HR designations. For example, a CHRP designation is a "nice to have" but does not indicate that the individual is actually more qualified than an HR professional without that designation.

In theory Professional Designation has greater acceptance by business community.

I am an Occupational Health nurse, Director in HR

Good to have any professional designation, but not a must-have.

Pursuing a designation depends solely on where the individual wishes to go. The general CHRP designation, is in my opinion is a good all-round designation.

I think that everyone pursuing a career in HR should definitely be working towards, or have, their CHRP. Although I believe that the CEBS designation is a must-have as well, I think it is mostly for HR professionals working in the benefits area.

For entry-level graduates CHRP is a must and then upon further specialization CCP or CEBS might be useful

I would agree that the CHRP designation is important as well as other designation that are related to the person's career.

Although the trend is to hire certified human resources professional, small business continue to hire who they can afford to perform human resources tasks. Large corporations are apt to hire certified professionals in the human resources department

They are 'nice to haves' but not necessary.

So many successful HR professionals are placed based on their experience, that may come from education that is reflected by their designation but a designation does not guarantee common sense and appropriate social and business skills.

All positions (designations) are must-have careers for a successful career in HR

Many HR professionals must work a number of years in the field before having the knowledge and the experience to achieve the designations. I think that while the HR professionals are working towards the designations, they are still very competent and do not need the designation to do a good job.

I am a US-based HR professional so I am not familiar with CHRP.

I have a successful HR career at our company without a designation.

The CHRP is somewhat a money-grab, & allows individuals into the area without necessarily obtain the formal education. It proves they can pass the exam & pay the fee.

It is hard to pinpoint the "must-haves" when the HR industry is so broad, especially today, with most companies realizing that people do matter. However, I do feel that the CHRP is a great base to build upon.

They are all important designations but certainly depends on what one wants out of his/her career. Most organizations (including US firms recruiting in Canada) will ask for CHRP unless the role is specialized. That said, my view is that a generalist perspective is of great value.

CHRP is a must have for generalists, CCP/CEBS/GRP for specialists. CHRP should also have A university degree too.

In the past couple of years this has become a general requirement from an experience HR position.

Backgroud/education and personality traits more important than designation

Having had a CHRP designation for over almost 12 years, and a CCP designation for about 10 years, I have found neither to have been of any material value as I advanced my career. These designations seem to be more helpful when starting a career in HR.

Each designation should be considered on its own merit. It's not fair to say that one is more valuable than another. After all, some have a generalist focus while others specialize. Designations maybe need to be considered in the context of the job market where you wish to be employed.

A university degree in any related field plus additional professional development courses (that provide certificates ie. Management of HR from Niagara College). The CHRP etc. are part of the professional development and should NOT be screens in recruitment.

CHRP seems to be what every employer is looking for. The others are just add-ons....

While all of these designations can bring benefit to both the individual and his employer, I would assert that none of them are "must-haves" for a successful career in HR. Given appropriate education, experience, intelligence and personality, a person without these designations can have a successful career in HR.

As in any professional job, it is critical to have a benchmark by which to determine minimum qualifications. While these designations by themselves are no guarantee of getting truly professional service, it at least provides one additional level of confidence in the competence of the individual.

The CHRP is becoming a must have but at the moment there is no real designation, from my view.

Certainly the designations are helpful to newcomers into HR, but experienced HR personnel should not be penalized because they do not have a designation. Obviously all professionals should be upgrading and taking relevant courses to ensure they are on top of their game.

Designation provide creditability to your clients on the knowledge and experience you have in HR.

I believe that all of the designations noted above are fantastic benefits. However, obtaining a designation does not guarantee a successful career or an exceptional employee.

Much of HR development comes through experience in the field. While I believe the CHRP is a definite advantage, I would say that any HR professional with some post-secondary education, coupled with experience, is capable of a successful career.

No interviewer/recruiter has EVER stated that the CHRP had any bearing in their contacting me for employment interviews. Seems to be a waste of annual fees IMHO. In fact, during my last interview two weeks ago the interviewer actually had to ask me what a 'CHRP' means - and that was at the end of the interview when I asked whether the CHRP had any bearing on their approaching me for the interview.

I'm not sure that any designations are must haves but if a person wishes to become an expert and/or specialize in the various competency areas of human resources it is a good idea to have a designation. Customers can then be assured that the individual that is handling their compensation, benefits etc, are knowledgeable.

I don't feel any are a must-have if they have the right experience and education. A Degree means more to me than a CHRP.

Although currently there are no "must haves", the CHRP designation is gaining momentum, and will eventually be a "must have" in my opinion.

Professionalism comes with many years of schooling, however, I believe that experience is just as important to be a Professional HRM. However, companies should start realizing that this is a new growing field and not everyone coming out of university/college will have experience, and should be helping people become professional in their fields.

I have seen many people without their CHRP that were more than qualified. I have also seen many people coming out of the Colleges with their CHRP and having only textbook info. There should be a mandatory 5 years working in the field to achieve their CHRP

You do not need to pay for a designation to prove that you can do a job.

A professional designation recognized by legislation clearly indicates that there is a body of knowledge and competence thereof plus ethical behaviour. An MBA indicates an understanding of organizations: profit and non-profit which assists the HR practitioner to be a member of the senior management team.

I don't think you absolutely need it to be successful but more and more, companies are asking for this designation. I think it's important to know that the professional that you are hiring follows the code of ethics of their profession.

I think Management Experience is more important

Although I fell into a HR position without the CHRP, it would be impossible for me to change companies without it.

A designation certainly gives you a competitive edge when in the job market and credibility in the workplace.

All Human Resources training is useful and welcome. However, HR is not like Law or Medicine where you must be licensed. HR certification is nice but it can never be treated like the other professions. One reason for this is because every organization is different and as a result there are many ways to administer HR. Be mindful that there are many good HR practitioners who are without a designation. HR designation is akin to the MBA - nice to have but not an indicator of success.

Recognized across Canada - transferable. The others are fine if you are a specialist, however a generalist would not find these valuable.

These designations do represent a basic level of training and education or "qualification" in the candidate and certainly provide the opportunity for future learning and networking which is all important in the HR field. However, receiving and maintaining a designation is an entirely different matter. In my opinion, the current requirements to maintain certification ,at least in the CHRP, are going to result in fewer HR professionals maintaining their certification.

CHRP is certainly a "Nice to Have", but I don't believe it is a "must-have"

Though potential employers prefer that you have a professional designation, most do not seem to require it. Rather, they scrutinize the education and work experience obtained.

Either/or of the 2 would be acceptable from my point of view. Having both would provide an advantage to an employment candidate from a professional credibility perspective

Most known designation inside and outside the industry.

If one seeks to signify the profession of HR Mgt. there must be some sort of designation/qualifications, education etc

Formal education and professional development/courses/and programs are key to be aware of current trends. Success in the field cannot be assured by the writing of an exam - but rather the exam determines ones ability to master the dynamics of true/false questions. There is a growing belief and disrespect for the designation as well as the association - people within the HR profession question both openly. One is motivated to acquire the designation in hopes of achieving the increase in income that the HRPAO promotes. .

I am not really sure, as I am not familiar with each of the designations and what they entail.

There are two schools of thought - I believe the CHRP is an asset, depending on what other educational and professional experience are brought to the table.

Need good business skills

Certainly having the educational background is and asset but on the job training and personal development is more beneficial as it provides the employee "real" experience.

I believe that this is the industry standard

I think for any new HR professionals starting out, a CHRP is the designation of choice. If their are experienced HR professionals in the field with 10-15+ years of experience, there should be no requirement that they obtain it, but why wouldn't they want to? Why wouldn't they want to challenge themselves, ensure they are keeping up with their professional development, etc?

Most frequently asked for designation.

I see them as assets, but work experience and fit are most important

There must be consideration given to those individuals who have "learned the ropes" through day-to-day functioning in the HR environment. Continuing education is extremely important, however, and although an individual may have a lifetime of experience, they should never stop learning and improving their skills.

Formal post-secondary education, specifically related to Human Resources, is much more important than the designations that are available to HR professionals.

Depending on the relevance to the role, any of the above like CHRP and CEBS are strongly preferable but I don't believe any are truly "must have's"

I have met/know numerous persons who possess, apply and disseminate an invaluable wealth of HR knowledge yet do not hold any of the above designations. There is NO substitution for hands-on experience.

Any of these are helpful - success in HRIS dependent on other factors: (1) ability to understand business issues and their relationship to HR issues, (2) ability to handle projects and deliver results on time, to a high standard.

To remain competitive in today's market, a CHRP is required.

Once you have the CHRP designation, you are assured that you have studied all the material necessary for a successful career in HR

You can still be a generalist with a successful career

I have lead a very successful career - obtaining successively progressive positions over the past 12 years - I have the educational background but did not pursue my designation

Those are the only 2 designations that I have heard discussed. I don't deal with compensation, so that might explain it, but the compensation analyst I work with don't have those designations.

You should have your undergraduate degree in business or human resource management. Not take 9 courses and get certified. Degree should be a pre requirement for a certifications.

It provides extra confidence to me as an individual. At work it offers respect and credibility to those outside the field. It offers a minimum benchmark.

I was always told that it would be a good idea to have the CHRP designation even though it isn't 100% necessary. I would like to have this designation to be able to present myself as a professional with a recognizable designation. The others would also be good to have, although I believe of them all, I would like to have the CHRP designation for sure.

Indicates knowledge of a broad range of HR related issues.

We have HR Managers with BSc's etc., some HR courses, no designation and they are doing a bang up job!

I believe that the CHRP is an entry level designation. For my staff to excel, they need to be business people. A CHRP is a nice to have.

It really depends on where you want to focus a career in HR. If your ultimate goal is to become a department manager or become involved in the industrial relations side of things, I believe you should have a university degree. If your focus is benefits administration then the CEBS would likely be a must-have. I see no specific value in having a CHRP in order to move up the HR ladder. I'm not familiar with the GRP.

Designations are nice but experience is the real asset

While any designation is important and specific ones will provide a better chance at success, they are no guarantees if the overall package of inherent and developed talents, and education via designations, are not applied.

Most firms are looking for it or evidence that a person is pursuing it.

I believe that the CHRP is the baseline designation. All of the others are valuable depending on your area of specialization.

The CHRP is a definite must for any long-term career in an HR capacity

I know many people in the field who are well educated in HR, very successful and have no designation. I know a few others that have the designation but no formal HR education. Some have an Arts Degree where they have taken a few non HR specific business courses, but picked up enough to qualify for the designation. I feel strongly that a degree with an HR major OR completion of a certificate or diploma program should be the qualifier to write the exam. Certificate / Diploma programs from accredited institutions must be also be recognized and respected.

The CHRP is the "benchmark" designation for HR. Is national, portable and most widely recognized .

I think that designations are up to employer. Some prefer the CHRP, some a university degree, others look for experience

Those are the two that are in high demand right now.

This is not reflective I imagine every company. I am pursuing my designation and am hopeful to get it; unfortunately I only received 69% my first attempt. I will continue to crack away at it...but, it is costly and I am a single parent of two children (one with Special needs). So to keep up the membership fees and write again does tap into my financial resources. I think the success for me is measured from more intrinsic motivators.

I think that I have effectively rose through the HR profession with just my education and experience. However, many companies will gladly compensate you well for having said designation.

Alot of HR professionals feel that the CHRP is a money grab and that they do not receive anything in return from HRPAO. HRPAO should recognize that it takes certain skill sets to have a successful career in HR, not just having a CHRP designation.

I think the CHRP is highly overrated for mid to senior level HR professionals, especially in smaller organizations.

I think that the whole CHRP certification is a money business. It is getting too costly to maintain the certification.

Increasingly job postings for HR positions are asking for the CHRP. I work for a Federal government department where there is no requirement and very few people who have this qualification. However, the government's central agency is beginning to ask for a certification, either national or Quebec. This is an issue for the federal government as many employees are from Quebec.

To be more strategic in an organization, I feel that having a broader spectrum helps me a lot in this profession. Having a minor in Psychology was especially helpful.

CHRP is widely known and is a qualification for most senior level HR jobs.

We all have different amounts of education and experience in HR and that should suffice

These designations are very helpful to customers who are purchasing consulting services and require some professional designation in order to determine authentic talent or just the best talent.

Based on recent job postings from high profile organizations when searching for HR practitioners.

I think a professional designation that is recognized adds credibility and indicates that not just anyone should /can do HR function. Without designation or pursuit of it undermines the profession.

Nice-to -have are accounting designations and/or recruitment, training or development - these designations assist in business planning and strategic business partnering within the organization

I value the designation, however the recertification process needs to acknowledge your day to day contributions, commitments and workload. Points need to be awarded for this. There needs to be a recruitment designation.

The actual designation does not make you successful. It certainly helps however it is not a must-have.

The best HR professionals that I have encountered in my career have had their CHRP designations. I've had to deal with some pretty inept HR people who did not have designations.

Unfortunately, the industry is at the front of discrimination against foreign trained, educated, experienced professionals who hold other countries HR designations

I believe all the designations listed above are very valuable. I am currently taking my MBA in Human Resource Management through Royal Roads University in Victoria. I believe that goes beyond all the listed designations.

There are must-have educations but not designations.

It would be advisable, for any generalist, to get their CHRP as it is quickly becoming the standard.

Depending on the field that one specializes in HR, the individual may not need the CCP or CEBS. I would say that they definitely need it for the areas of Compensation and Benefits if that is what they will be specializing in.

People can garner enough information and intuitiveness from personal experience and education. That is why some members are grandfathered in and do not require designations.

It would also be good to have CCP and CEBS as well as GRP, although I feel it’s a must-have to get the CHRP designation.

To me designations are important because it does show a commitment to the profession, however, to be successful in HR -- experience is most important.

The CHRP is not what it is purported to be. I've known too many CHRP's who are stuck in the administrivia of HR and don't have a strategic business bone in their body. Bottom line, the CHRP is WAY WAY over-rated.

Designations may help a career but are not a "must have" if you have to right education and experience.

I believe that to start CHRP is a must-have, but many employers look at degrees, experience and potential.

Don't have the impression that CHRP is always associated with a successful HR professional

Having a CHRP guarantees a fundamental level of HR knowledge that any HR practitioner should have in order to be credible in the role.

The CHRP Designation, like other professional designations (i.e. CGA), is a great asset and demonstrates that an HR professional is serious about their work and life-long learning.

I know of several people who have successful careers in HR who do not have any designations in HR.

Education and general experience in the HR field out ways available designations. From what I have seen of the CHRP designation it is not a good indication or measure of knowledge or skills. Need to improve the requirements for the designation.

CHRP covers pretty much everything; someone who has this has been exposed to all areas.

The CHRP is gaining respect and for those new to the field, is a great asset. It lays the foundation for a successful career.

If someone is focussing on a career in benefits or compensation I would want them to have or be working towards their CEBS or CPP certificate, however I have seen very competent people in these fields who don't have the designations. Designations don't mean that people are experts, they just supplement experience.

As a generalist or manager I think that CHRP is vital, however I that anyone who chooses a speciality will eventually require a designation in that area.

It's all about the actual skills an individual can demonstrate ... although a designation can be indicative of certain kinds of exposure, it (unfortunately) does not guarantee that the person gained from them.

The CHRP designation has become a standard requirement for all HR practitioners. Even entry level positions are requiring it.

Designations are nice to have but aside from diploma or degree in HR or HR related field they are necessary in our business

I believe that as a generalist, this is the preferred designation. However, if you are looking to specialize in a particular area, then the other designations would be of value.

I view the CHRP as the umbrella under which individual specialization could occur. It's not the way it is now, but probably should be the direction for the future although I don't know how that would play out on an international stage. Although you can probably have a career in HR without a designation of any kind, I believe having a CHRP will give you increased credibility in your career. It establishes a minimum bar for education, professionalism and equal comparison with other professions (ex: Certified Management Accountant).

The CCP & CEBS are linked to job focus on Compensation or Benefits specialties but not mandatory for every HR professional.

Good all round qualification, sets the bar for level of professionalism

It seems as though it is becoming more and more of a requirement in job postings.

I have practical experience that I have obtained through my education and real work experience - HR practitioners deliver assistance and support to our organizations, our credentialing is from those we support and the references and the bottom line

I don't think there are any "must-have" designations, but they are preferable. Which designation depends on what you specialize in (i.e. CCP if you're in Compensation).

Experience by far outweighs the designation. But I also think it depends on the market in which you work.

I have no certification in any of these areas but have 17 years of experience working in this area.

I believe a college diploma or university degree are a good foundation. Add experience and you have what you need.

Generalist exposure is invaluable in determining areas of preference and understanding of the whole HR role.

Although I understand the importance of certification in any field, I am a believer in the school of hard knocks. Just because you hold a degree or certification does not always mean you are going to be successful.

The CHRP is not required for all HR jobs. It may look good on a resume, but most people who have CHRP designations do not feel that the membership is quite worth it.

I think experience ranks higher than a designation.

Experience is as good as a designation.

CHRP is a nice to have designation. Because of some of the poor quality decisions surrounding who is accorded the designation it does not have the "must have credibility".

experience and a degree are sufficient the designations are most beneficial for those without education and/or experience

I believe they are must-haves based on the HRPAO but don't necessarily agree that the best HR professionals have them or keep up with the level of expertise.

I would have to say that there is "must-have" education however not specific to designations or a degree/diploma.

Current CHRP requirements do not recognize past degrees, diplomas or courses and therefore can require taking the same course multiple times in order to achieve the designation when no other value is obtained from taking the same course over.

In Canada, the CHRP designation is becoming a baseline expectation for the profession

CHRP is good but it is not necessary

Unless I wish to work in a specialized field of HR, such as compensation or benefits, some designations may not advance my HR career.

Must demonstrate that they are keeping up -to-date in their given speciality within HR

I think CEBS is good too, but the most rounded designation would be CHRP.

CHRP provides a well rounded knowledge of HR. Designation is well recognized and respected.

Certifications means little. It is the employees ability to execute on the knowledge that they have that is important

Compared to other designations such as PEng, CA, CGA, etc. there is very little required to attain a CHRP. Almost anyone can write the 2 exams and pass. There needs to be more formal education, logging of hours, mentoring and volunteer work. I perceive the CHRP to be something that someone can achieve at the beginning of their career as opposed to something that speaks to the level of expertise that has been acquired through experience and education.

The HR associations promotes CHRP as the be all end all for HR professionals. I am yet to attend a job interview where I was asked if I had this designation.

CHRP is great for HR generalists; I am not convinced that specialists in a given area of HR need the CHRP.

I can see the need to raise the level of competence in the HR field, but some very good people come into the field with other qualifications.

The CHRP designation ensures expansive HR knowledge for HR professionals

I think CHRP has really become the most recognizable of all HR designations. As each year passes, I think it becomes more of a 'standard'.

Have just obtained my CHRP designation. Although I have not yet truly realized the effects of having it, I know that it is recognized as an achievement in HR. It somehow legitimizes the practice.

The CCP and CEBS are an asset to specialists in that area of HR. However, the CHRP is the umbrella designation that covers most things.

Only a master degree requires a university degree and substantive research and presentation skills. As for a CHRP, anyone can simply study for a test and dole out answers - useless and simply a money-making machine for the HRPAO

I believe that depending on the size and structure of the organization you are with, depicts whether or not a Professional Designation is warranted. As well, an individual who has years of experience in the HR field may be more suitable for the position than someone who has a Designation and no experience.

This is what i feel you need to work in the field as a generalist or in most areas of expertise. Comp and Benefits may require more certifications.

A "true" HR Professional should have professional skills on all HR functional areas, not just on recruitment function or compensation function or labour relations function.

CHRP covers more HR topics where as the others are more specific. They are must haves if you plan to specialize in that aspect of HR.

RPR- Registered Professional Recruiter, CMP- Certified Management Professional There are many great courses available. I believe we all need training, but the sources may vary.

Designations give me a sense of academic standing but I am far more interested in the level of experience someone brings to the table.

I am currently trying to break into HR, even after having a BA and specializing in HR I am still having difficulty. Many organizations that require CHRP say that it brings a certain level of knowledge in the HR field and will help when applying for jobs.

These designations may be beneficial but I do not consider them mandatory. Experience and other related training may be equally as valuable.

A designation is an important cornerstone for HR professionals to demonstrate they have the qualifications and competency required of this challenging career. Depending on your role in human resources, one or more certification designations will help you be an even better professional providing value-added service to your customer or client group.

If a person has come up through the "ranks" of a company and been mentored along the way. Provided they attend seminars and read current related material, I believe it is possible to be successful in HR.

I work in the Automotive Industry which has been around for a long time. All of the "HR Professional" have no formal education background in HR not do they possess a certified designation (nor are they working towards one)

Experience counts more than a designation (which is a nice-to-have)

All of these are excellent programs. I am concerned however about building walls around HR positions and not being inclusive.

It appears that most of the HR jobs are looking for a Degree University program now.

I was successful in HR prior to earning my CHRP designation.

Proves credibility in your work experience and knowledge. Ensures that you stay current in your field.

I am currently working toward my CHRP designation. I have noticed in all HR related job postings that is either a requirement or preferred

You can know your job skills and perform them well without holding a certification

Certifications are nice to have - particularly for more junior practitioners. None of the current certifications is sufficiently robust to reflect HR executive perspectives.

CHRP at the very minimum, the courses taken prepare you for looking at the "larger picture" which is necessary in the HR field. Without that ability, you will not be perceived to be an equal and contributing member of the management team.

Post secondary education in HR is required, knowledge of labour standard and other industry related trainings

I am assuming they are the best ones according to my professors.

These are becoming a requirement for consideration in the marketplace.

Currently experience weighs more unless looking for work in the Outsourcing community in which case CCP and CEBS will be useful.

From observation, employers typically ask for the CHRP designation, that makes it a must have in terms of being employable

HR experience speaks louder than any of the listed designations. When one passes the exams, one becomes certified. To a larger extent, it means one has read and, hopefully, understand the theories. Yet, there is no indication that the designation holder has successfully applied the theories in the workplace. HR is an art. It requires substantial hands-on experience and people skills to be successful in the profession. As an employer, I put more emphasis on a candidate's experience and attributes, and not the designations. As a job seeker, I will put through my resume detailing my experience and qualifications even when I do not possess the designation required by the hiring organisation.

I personally do not believe that education or the holding of specific designation determines an individuals success.

In my opinion, experience is the greatrer value. All designations are nice to have and the process of study to earn the various designations is beneficial. An appropriate university degree is a must have.

A CHRP is useful but not necessary. A combination of course and experience is just as acceptable.

CHRP designation is crucial to a successful career in HR. It is important because it ensures that HR practitioners have a good knowledge of the industry. In addition, by maintaining the designation, professionals must stay educated and informed of the latest trends and changes in the industry. Such knowledge is required in order to be successful.

Although I feel that a CHRP would be a nice to have, I definitely do not feel it is a must have.

All 4 designations are important but the two most important are CHRP & IPMA-CP for the HR Generalist, HR Manager, HR Director, or VP - HR.

I believe that the CHRP designation will become a must-have designation in the future, however, at this point in time, it has not gained the complete endorsement required.

This is a specified designation for the field. It's like a lawyer having a law degree. It also strengthens the profession.

I believe that this should be more prevalent . . . we are starting to see it being asked more but that could be correlated to the discount companies receive if the post it on HRMA etc. It would make our profession more credible if the designation was valued.

The general CHRP (CAN) & SHRP (US) designations are a solid foundation for all general areas enveloped in the practical fields of Human Resource Management. Additional designations if chosen as a specialisation improves credibility but not required as an overall general practitioner.

Like most HR professionals we have invested about three to four years studding all fundamental aspects pertaining to HR. The accreditations do not give one anymore HR related knowledge. The CHRP, for example, is a test based on the knowledge that you had been tested on before in university. What is the point of repeating this testing again?

A must requirement

I believe that you must have a post-secondary education in HR, but beyond that, experience in handling unique situations first hand beats any designation.

I feel that college academic training and experience is all that is generally required. I find most HR designations unnecessary and ill thought out.

The CHRP designation eliminates many HR practitioners with expertise by refusing to recognize the social sciences as supporting expertise and attaching ridiculous experience years requirements despite the fact that we in the HR field know that 15 years of experience can be the first year repeated 15 times. However, the addition of the knowledge exam and professional practical assessment is an improvement.

I think it looks great on a resume but it doesn't necessarily help to make you a better HR representative.

I also feel that education is extremely important, so that a diploma/degree in HR Management is just as important as a professional designation.

CHRP in particular is a farce. Though the association is trying very hard to make the designation meaningful and difficult to get. The reality is, you can get your CHRP, but if you don't continue in the association you lose the designation. Which means that the designation is simply about membership not qualification.

CHRP is a must-have for all HR, but CCP should be a must-have if working in compensation and CEBS should also be a must-have for Benefits Administrators/Specialists

While I believe education is a must, I also believe that experience teaches much more than textbooks. I have never agreed with the designation. I've worked over 10 years in HR ... from being an administrator to a member of sr. management. I don't believe an designation would have made any difference. I have taken many courses relevant to HR, as well as many that could be considered on the fringe of HR i.e. Employee Assistance at a university. I remain current both because it required to enable me to coach and advise others and to ensure compliance with current legislations. I am a professional and I don't need a designation to prove it.

I think having one of the HR designations is a bonus, but having worked in the discipline for 35 years, it is my view that a university degree, gives you the capacity and experience, coupled with a healthy dose of commitment and a strong sense of fairness enable you

Personally do not think that having a designation is the key to a successful career in HR. There are so many other factors that can provide a successful career.

I have come into the profession in a round about way and feel that I am a full and contributing member of the HR team.

I think it is important for our profession to have standards and to ensure HR individuals keep up with the trends and best practices/applications and I truly believe the CHRP provides this.

There are many people who have come up through the ranks who excel in this field without a designation or even a related degree.

The CHRP designation is a must for the managerial level position in the HR career because the CHRP covers the whole functional areas in HR which the managers are expected to know. Whereas, CCP and CEBS is a must for HR Specialist in compensation and benefits respectively, (specialist performs on the details) and not necessary for managerial positions.

This is a more complete designation and covers everything

I currently don't have a specialist designation, however, I have 20 years of "hands-on" experience. I feel that I have had a successful career in HR without the designation. If someone is good at their job, then that's all that matters.

I have not heard of the other three designations. The CHRP designation is the only one that I am aware of.

While I think the CHRP designation is great for entry into the field, in order to effectively impact the business and be strategic, I really feel you need to have a business designation, preferably an MBA.

CHRP because it is a national designation and the most well known designation amongst employers. IPMA is gaining more and more recognition.

Effective Human Resources practitioners come from a variety of backgrounds. Some of the best are people with healthcare or humanities backgrounds

The CHRP is expensive to write, and the up keep is also expensive.

CHRP because of it's Generalist nature. For the professional that will be specializing in compensation and benefits, then CCP and/or CEBS would be highly advantageous.

It would seem that companies will hire anyone to do HR...unfortunately.

Although not essential they do demonstrate competency in specified/general subject area.

Professional development, courses and work experience would probably mean a lot more that having a designation.

It depends how one defines a successful career. While I see a designation as a step to strive for as part of achieving a successful career for myself, I have colleagues who would disagree. I do not believe they are any less knowledgeable, or successful as a result of not insisting on a designation.

CHRP is very broad in scope and based on required professional competencies that all HR professionals must have. The other designations are narrow and restrictive.

The three checked are must haves, the other is a optional

A CHRP designation demonstrates that an individual have taken the required courses or have relevant experiences to meet the challenges of the HR Profession.

I met many HR professional through the years; some with CHRP designation some without. The designation did not make the professional.

CHRP indicates a generalist HR knowledge with a demonstrated capacity to apply that knowledge. It is not an indicator that an individual possesses the competencies needed for specific position or career anymore than a P.Eng, P.Ag., or CA would indicate a successful career for every engineer, agrologist or accountant

CHRP is seen as a money grab and a club

I feel that you don't necessarily need a professional designation to be successful in the HR Profession, you just need a sufficient amount of appropriate experience. Some companies do require or prefer a professional designation, but I personally don't feel that it is a must-have.

Very essential to a great career in HR

Experience and drive are often more important than professional designation. For HR other qualities such as integrity, determination, initiative, and business acumen are what really makes up a successful and progressive team.

I have not currently worked in the HR field as of yet, however I am currently attending MacEwan college in Edmonton AB in the HR program and from what we've been taught is that these are two important designations that would benefit a professional in the field.

I don't believe there are any special requirements. While the education components of CHRP are beneficial, practical experience far outweighs the designation, particularly with the new method of obtaining the designation.

Master degree gives the theoretical unpinning of current HR trends that allow one to gain insights into the new best practices that will propel a firm to success. The Master's degree in HRM is a strategic tool enabling one to understand research & practical application of HRM today - a must have for future leaders.

A CHRP is good for more senior level positions in a firm... For entry level positions (ie. Assistants, etc) a CHRP is not a necessity, but something to work towards.

I'm not convinced a designation is required but certainly ongoing training and development is a must!

A designation does not ensure competence in a HR function. It only identifies that the candidate has completed specific educational components. This will never be a replacement for good old common sense and wanting to help people and the employer succeed!

An educational background in Human Resources and/or Industrial Relations at a Bachelors or Masters level, combined with the appropriate personal suitability attributes essential to the organization, would be of much more importance.

I think CHRP is very valuable to add to your name, but with all it's changes in the recent years it is very difficult to obtain and then maintain whereas the CEBS/CMS and CCP are much easier to maintain. I think the CHRP needs to be looked at to make it a bit easier for working professionals to maintain.

The CHRP covers it all.

I believe the designation are better to get into the field. However with years of experience, individual can have a successful career in a HR related field.

I believe that the CHRP's code of ethics should cover all aspects of HR, including compensation, benefits and remuneration.

For working in the UK, I have found that the CIPD is a must-have.

I am a CMA (Certified Management Accountant) and I am in charge of HR and Labour for my company, and do not suffer from the lack of an HR designation. In fact the best HR people I have worked with have no designations, and the CHRP is certainly no guarantee of any expertise.

The other designations are great components of a good HR team, however a true professional should be well rounded.

Most HR job postings state they require CHRP designation completed or in progress. It opens the door to many more opportunities.

I believe that the CHRP is important to have, if for no other reason that it is the most recognizable designation for people that are not a part of the HR community.

As an experienced HR practitioner, I have discovered that having the CHRP designation is not necessary. I have recently completed a HR Post Graduate program and have 20 years experience

More and more employers are requiring it.

It would be good to have a CHRP but not absolutely necessary.

CHRP is the national standard

It is suggested that your publication present both certifications when conducting such surveys as there are two certifying bodies in Canada.

A combination of education and years of hands-on experience would be most important.

HR is an industry that lends itself to 'on the job training'. You can only learn so much from a text book, however, most of what you will learn and use while working in HR will come from the work place.

Organizations are looking for someone in their HR department who has some formal education in HR practices. Most job postings require some form of HR designation.

I don't think these designations are must haves...just good to have. i personally have my CHRP and I don't think that I should get a job over another individual without it.

A designation is nice as it gives an indication that a person has undertaken some education and has experience in the field of HR but the designation is not a must have when hiring. The education and experience is the key for me when I am looking for HR Consultants.

Specialists are a must.

There are many incredibly talented HR professionals who have combination of education, experience, and personality that make them valuable to the organization.

Depending on the area of HR, other designations would also be 'must have';;;;

While I cannot comment on the compensation and benefit designations, the CHRP fails to provide the true depth of knowledge to do the job well.

I personally don't believe having letters behind your name ensures you are a competent HR professional. It also concerns me great people are being overlooked because they don't make a short list because they don't have the letters behind their name. Experience attitude, behaviours and the ability to apply knowledge makes a good HR hire.

It is the only nationally recognized designation available for HR professionals.

While the CHRP designation is increasingly recognized in the field a large number of large and small organizations do not make it a must have for employment or promotion. There is very strong demand for trained professionals in the field but this requirement is much more important to employers than passing a couple of tests.

I think quite a few companies are looking for someone with a CHRP designation.

There are very few HR job ads out there that seem to ask for much beyond the CHRP designation.

It lends national credibility to a field that has often not received it. This helps to ensure that practitioners have a base-line knowledge in the field and uphold standards and ethics

Assures knowledge skills are up to date and accurate.

Assures knowledge skills are up to date and accurate.

The CHRP is something that indicates that candidates have a certain level of proficiency as an HR Generalist.

Many companies recruiting for high level HR position are requesting certification as part of their hiring criteria.

CCP, CEBS, GRP are all valid designations however very specialized. Therefore I do not feel that everyone must obtain them but the CHRP shows excellent in a general field of HR.

I believe that a CHRP designation is essential for generalists in the field. Some of the other designations, however, are clearly imperative for those working in specialized areas, such as pay and benefits administration or training and development.

A relevant degree or masters degree is more valuable than a designation. Work experience, coupled with education, is the key to being successful in the HR field.

CHRP is a must-have, but the others don't hurt either. My preference is to hire HR professionals with these credentials. Completing a designation not only assures me that there is a basic level of skill and competence (especially if coupled with some HR experience) - it also tells me that this is a person who has the tenacity and drive to seek development and finish what they have started. It shows commitment to the HR profession.

Deep and broad experience in the field of HR is still incredibly valuable even without a formal designation. A designation alone without experience however, is not nearly as useful. The academics are good, but need to be blended with real-life experience.

Varied experience and post secondary education

People can learn so much for each other, web site availability, other resources and experience/exposure. Education is a must have; designations are a nice to have.

it really depends on the area of focus for the HR professional. At the very least CHRP is essential for a generalist. I am an OD professional and as such have not sought the CHRP

For municipal employers, accreditation through OMMI - Ontario Municipal Management Institute is the designation that is recognized (more so than CHRP).

I believe the IPMA-CP designation is a signal that the person is focused on life long learning. I also think that the profession, in order to advance, needs more people to work on self development.

CHRP for starters. No value on experience as it is immeasurable.

A CHRP designation is a good basis - it is still developing so not yet a "must-have", but gaining in credibility.

This designation speaks to your level of experience in the HR field plus continued learning.

Really depends on the sub-family you wish to specialize in. The CHRP is a good overall designation, but not a must have if you are in a speciality, e.g., a Masters in OD/OE is pretty much a standard of entry for that particular field.

More and more employers are looking for a CHRP designation as a qualifier for employability

I feel if you major in HR when doing your Business Administration degree you hava a good foundation and should build upon it.

I only say this because most job ads are putting in "CHRP designation preferred" lately.

CHRP is the only designation that I have heard of and that is nationally recognized in the HR field.

A designation is what gets you going and recognized and pave the way for advancement. Why would one not want to have it?

My experience has been that it is experience, reputation and networks that make the difference in a career.

Designations are useful for more junior HR people but less so as one gains seniority. In many cases, 25 years of experience will outweigh any designation

I believe the certifications provide the foundation however in my opinion it is the practical experience that you are able to gain in the workplace that makes the difference.

Most, if not all, HR managerial positions advertised request candidates have their CHRP standing.

CHRP designation seems to be a must have. It's just the way to go if you wan't to be successful. This has been apparent to me since my first year of College, and has become even more apparent to me now as I search for the all time HR Job. "CHRP preferred"

Designations are very much an asset, I would not characterize them as must have. I am also concerned that you limit your choices and are not aware of other professional designations that may be seen better than or as good as.

I teach HR and have seen graduates with a variety of qualifications in their careers - although designations make a difference to some employers, I have seen many students do very well with none of the noted designations.

There are no must have - however having an HR designation, shows commitment to ongoing learning, development and the importance of networking.

You can take the necessary HR content in a business/commerce degree and learn how to approach HR from a true business perspective and partner accordingly when you are educated in all parts of the business and general management.

A certification is not indicative of formalized learning

Each of the designations is useful in its own way, but the importance of each is based in part on what an individual's specific role /focus is within HR or within an organization. At a senior/executive level, I believe what is most important is the level of experience and ability to think and work strategically.

As long as the person has a strong background in human resources, lets' say more than eight years experience he/she can still be able to handle the job with or without CHRP designation. An in-depth interview with the candidates/applicant and their experience can tell that they can do the job. Sometimes even if the person has a CHRP designation but does not have enough experience, designation is still nothing ...it is just an additional tail in your name without use.

I believe the CHRP designation brings all HR Practitioners to a level of professionalism.

You need to have the HR knowledge but so far I have not encounter any must-have designation. There are must-have skills but not designations.

It's very expensive to get CHRP. The whole accreditation process plus the re-certification require someone who has a lot of financial resources or whose company reimburses their tuition costs or training/conference costs. A lot of positions out there now lists CHRP as a must have qualification. The current trend makes CHRP almost a mandatory requirement in the HR job market. However, for people going through the courses and certification, I am not sure if all of them are doing out of their own motivation/aspiration or are doing it because they are asked for. I think a successful HR professional has a well-balanced combination of formal education, relevant experience and additional HR training. I will consider having CHRP as an asset not a must have requirement.

The question is misleading. Other than the CHRP, the designations you list are specialty designations designed for a specific career in HR. In some cases, they are critical to the success of someone in those careers, but I would not use the word "HR" to describe those careers. I am disappointed that this is how the question is worded as it potentially and unintentionally impacts how the designations outside of the CHRP are perceived because I bet respondents are going to say that these designations are not critical to HR and that it is going to be interpreted as not critical to specific fields that are tangent to HR.

The CHRP designation is the only one I have seen required in some of the job postings I've looked at. The others have not been listed.

I am an Organizational Effectiveness Consultant and it makes no difference whatsoever to my clients if I have a designation or not.

There are no must haves if you have been in the profession and successful for a substantial period of time. If you are starting out or early in your career - a CHRP really is turning into a must have.

We must move HR out of its old "personnel dept" rut. A professional designation means that person has taken the time to research and dedicate to their craft - a must in today's cutting edge markets.

My friends in HR advised that they must have some designations to make the selection process.

All the following certifications are good to have because they pave the way for one to have many options career wise.

If the attitude is right and the effort is there the designation is not a problem, however it now is a benefit.

The CHRP designation is an overview of all the HR components required in a generalist capacity. The other designations are important components of focused job specific areas of HR and should be pursued if your career aspirations and/or requirements fall within these areas. Memberships within these associations will keep you up-to-date on current issues and changes within these areas of HR.

Most companies recognize CHRP designation and consider it important to the HR professional.

As someone trying to break in to the HR profession, I find every job posting either requires or prefers CHRP. I have the relevant experience but not the designation. Working on it

CHRP covers all facets of Human Resources from a Generalist view

Anyway, there are many HR professionals which don't have any HR designation

Jobs in personnel departments of a company are available only to those with connections to the company inner circles. So, designations do not give any guarantee of a job in hr field.

While experience is still what organizations want first and foremost, I think having your CHRP is the next best thing.

I think that designations are nice but not always practical and especially not affordable.

A college diploma or university degree with some experience in HR is more important.

Skills, qualifications and experience are the prerequisites for a successful HR manager. Qualifications certified by designations are one element, but skills and experience can make up for it.

I believe CHRP covers all areas

The CHRP designation has simply become another credential for a student to acquire. There is a need for technical knowledge in the HR field however, actual success is determined by the years of success in this career. It is my feeling that this designation requires an experience component to be of real value.

CHRP designation is a must now to get the better jobs. However, in my opinion, the CHRP must be valued by the Employer for it to have any weight, authority and merit in that workplace.

I think it depends on what area of HR that you want to work in.

It is my opinion that people put too much emphasis on designation. Sometimes there are people who have had many years of experience plus various other types of educational requirements under their belt and in fact are not treated equally simply because they do not have designations.

Any of the 4 designations can help HR professionals but I cannot say they are a must.

When someone has accumulated 5-10 yrs. HR experience I don't think the CHRP is as important as for those starting their HR career.

HR designations look good on a resume. It is not needed for any job although some employers, for some reason, think it is. I would rather see a university degree in a related field.

The need to be well educated and trained is important

Most recognized; referred to in HR texts

Good grounding in competencies

Widely recognized and often requested for HR positions in job ads

The second and third designations are necessary only if you are working in those fields

There are many avenues in HR, each very specialized and depending on the individual's area of interest, they will complete their studies geared towards that area. A CHRP will provide them a role as an HR Generalist.

I definitely know for a fact that having your CHRP designation will give you a greater opportunity in this field than just a diploma/degree. I believe it is important and should be a mandatory "must-have".

I was a successful HR professional for 20 years because of my academic background, experience and work ethics, not because of the letters after my name.

I believe if you have the CHRP you will have significant back ground in the other designation areas.

CHRP is becoming more and more a requirement, as opposed to simply an asset. It proves commitment to the field of hr and good, solid experience.

CHRP is like any other designation. CA, CMA, P.Eng. etc

I have met people with and without designations both doing excellent jobs at the HR profession. Knowledge of industry procedures and advances are important, but these can be gained without having a designation. Some people may have the designation but no experience and that is not valuable either.

I see the CHRP as absolutely essential to a career in HR in Canada.

If a specialist in any of the areas of Compensation, Benefits or Global Compensation, additional certification would be a definite asset. I understand that Conestoga College is now offering specialist programs in compensation and benefits. These would be equally satisfactory though they may not yet qualify the candidate for certification. A solid business background with emphasis on Finance is an asset, whether through college, university, or professional experience. I strongly believe that ALL HR professionals should be mandated to have Employment Law as a requirement for the CHRP designation.

A CHRP indicates you 'believe' in the Professionalization of our role in Business

Personally, I'm of the opinion that there are no must-have designations (especially for seasoned HR professionals). However, it must be recognized that it certainly opens doors to more opportunities.

Also most important to have good solid post secondary education , either a 3 year Community College Diploma or an undergraduate degree.

Because CHRP is based on the mandatory courses required to obtained an HRM diploma, I feel that it truly answers whether or not one has the skills required to be an HR professional.

While it is becoming increasingly common to see recognition of the CHRP credential, the best measure for hiring of HR personnel is actual on-the-job experience.

"Must have" is perhaps too limiting - I would not eliminate an otherwise suitable candidate with strong experience in a designated area. However, when I recruit a CHRP designation provides me with an assurance that the candidate has at least general training in the basic areas of HR.

I think in a specialty area it is valuable to have the specific training and certification however nothing can replace work/field experience. As a Generalist it is important to have the proper university education with a focus in HR and if one does not have this then the CHRP is the alternative.

Comment and concern: 1st - no designation is required and many professionals with the CHRP are too reliant on their designation to retain up-to-date and current knowledge of significant issues in the HR profession. Often the designation is seen as the end, rather than the beginning, of the requirement to remain current. 2 It is very concerning that you have listed 1 generalist designation and 3 specific compensation designations. It seems that interest in the compensation designations is driving this survey.

A designation is valuable but not as much as related work experience. I'd say a designation is a good asset but not an absolute "must have"

This designation has become a requirement to get into HR at a management level.

There are professionals out there who have these designation yet fail to identify HR issues. As well, HR has changed significantly. Most of the professionals in this field are not open to dealing with the needs of any other culture that falls outside of the "white" culture.

I am the Payroll and Benefits Administrator at AdvantechAMT, Inc. This survey is applicable to HR only. Please resend to [email protected]

I believe a combination of experience and relevant courses and a proven record of abilities is more valuable than a particular certificate.

This designation acknowledges the competencies and experience of the HR professional and is evidence that the individual is also current on HR changes and trends and associated implications.

Knowledge, experience and a strong responsibility to keep up to date are the must haves.

Formal HR education of some sort, however the older CHRM is fine. Not a fan of the must join, must have club.

I prefer to see Business Administration, Commerce degrees than designations. If those degrees were prerequisites to a designation, then a CHRP may be desirable. A Master's degree in IR or HR would negate the need for a designation. A specialist designation, i.e. Compensation or Benefits, would also require a degree as a prerequisite.

I believe that having a CHRP is important and should be held in high regard, right along side with a CA or LLB, etc. HR professionals are business partners and should be treated with the same intellectual respect as those with other recognized designations.

Years of experience in a particular area or generalist will also prove very beneficial.

From personal experience and observation, an HR diploma or degree in addition to a university degree is sufficient. The other essential component is one's desire to learn and succeed on the job.

I believe a balance between formal learning and work experience contribute to a successful career in HR. The CHRP demonstrates to many employers the HR manger has this balance however, I do not believe it is essential.

Having a CHRP adds a level of professionalism.

I believe that the CHRP is a must have for any generalist or senior practitioner. I believe that the specialized designations are must haves for those that specialize in those fields. I also believe that a University degree is a must have for anyone beyond an entry level position. It is acceptable for someone to be actively working on their education or certification in order for me to consider them for employment.

The CHRP designation ensures you have a very good knowledge base of all aspects of Human Resources.

From all of the job postings in HR that I have viewed, these are most commonly required.

Some of the best HR practitioners I have had the privilege to work with possessed only superb people-sense, no credentials. It always depends on business savvy and EQ, not an external certification.

I am currently a CHRP Candidate, but I can't imagine working in HR without having taken the required courses. I think it's like needing to have an "M.D." to call yourself a doctor.

In my organization, professional designations are for the most part, nice to have (with some exceptions). We look at the whole package when recruiting. It is not a big factor.

I am a practicing HR professional who has no designation. Neither my employers/supervisors nor I have felt that this has hindered my accomplishments or progress as an HR professional.

In my experience, those who have obtained both a BA in a related field and the required courses to obtain the CHRP are generally more well rounded, more resourceful HR professionals than those without. These individuals tend to be more creative in their thinking and more scholarly. While the CHRP designation is good, it generally leaves the individual at the lower end of the HR professional scale, usually at the administrative level.

I believe that within 5 years it will be necessary to have either your CHRP or a degree in Human Resources/Labour Relations if you want to be working in the HR field in a Manger capacity.

There are no must haves but the CHRP is well respected

Seems like this is the standard basis for all HR Professionals in the workplace.

It covers all areas needed to be knowledgeable in HR

It is my belief that one can be very successful in HR without any designation, however, I do believe it is crucial that one has the basic CHRM plus additional training and experience, which will assist in their success.

In my work experience only the CHRP designation continues to appear as a must-have.

Shows your commitment and dedication in the field and knowledge needed to be successful.

CHRP forces one to keep up to date in HR and CEBS assists with one of the largest areas of HR that is constantly changing.

Designation is now more recognized and requested.

Please see above box.

The CHRP is the general standard. The other designations are important for specialized skills/job requirements.

While it may not be the case that these are 'must haves' at the present time, they will likely become that way in the very near future. As current senior HR practitioners retire, the new wave of HR professionals will need to assure their employers that they are qualified to address the ever-increasing complexities of the world of HR.

Feel a designation is a plus but not a requirement to be successful.

For a public sector career the IPMA CP is a must have. It is also very beneficial for non public sector and managerial jobs This designation is the only international HR designation.

CHRP is the only HR Generalist designation The others are designations for part of HR

Proper education in HR management skill areas and experience are the requirements for success

Although designations are significant there is really nothing that can replace "real life" experience and ongoing professional development.

CHRP- creates a level of credibility to the profession. It is a change agent in establishing HR as a strategic business partner as appose to a personnel business partner. CEBS- ensure professionals are knowledgeable in maintaining internal and external organizational equity in relations to compensation and benefit strategies.

IPMA-CP is a certification that is recognized across the country and is know world-wide.

IPMA-CP is the only international professional human resource designation and I am most upset that it is not included in your survey. Shame on you.

I am familiar with the CHRP designation, however the international acceptance of the IPMA designation may provide greater recognition value

I think that CHRP may be useful for someone starting out in the profession, but once a person gets to the 10 + year mark, it becomes more of a nuisance to renew than it is useful in competing successfully for new positions.

All of the above are nice to haves, but I wouldn't deem as absolutes.

I feel with proper schooling and training, no designation is a requirement. However, a designation certainly can make one more marketable, but the experience is more critical to a person's overall success.

The IPMA-CP designation is an international designation which is recognized in the US and various countries throughout the world and is equal to the other certifications listed.

Designations are important and add value to the knowledge base for specific areas of HR - knowledge of the business is equally important.

There are all good designation that one can have, but not a must have

I believe that designations are nice to have but are definitely not a pre-requisite that I use when I recruit. Designations do show personal initiative, but there are many other training opportunities that I would value as highly. I also believe that there are many other designations that I would consider to be equivalent to those you listed above such as IPMA Certification, Registered Professional Recruiter, etc. I personally place more value on Advanced Diploma in HR Management from Community Colleges; Certificate in Human Resource Management; or a Degree with a major in HR or Labour Relations to be more valuable than a designation.

I obtained my CHRP in 2004, but have enjoyed a successful HR career for many years before that. I was lead to believe the CHRP would enhance my career, but it is such a basic (junior) designation, as a senior HR person, it's not value-add for me.

There are very successful H R Practitioners without any designation at all. Good H R practitioner take it upon themselves to keep abreast of HR trend and updating their knowledge all the time.

The CHRP is the most generalized designation. Comp or benefits designations aren't necessary unless you are a specialist in that area.

CEBS relevant for benefit coordination/administration

A university degree is absolutely essential as well. The CHRP is the recognized generalist designation...the others are needed only for functional specialities.

CHRP is good to have if you plan on becoming a manager. CEBS is good if you are going to pursue a career in pension and benefits. CCP is good is you are going to specialize in compensation.

I have worked with people who have a CHRP who have done unethical acts (such as hiring and then having a personal relationship with a subordinate) and I have interviewed people for generalist roles, who have the letters behind their name yet clearly have no idea about what it means to be a professional.

Having a CHRP designation ensures that a certain level or standard of knowledge and experience is maintained over time. It sends a strong message that the HR professional is committed to engaging in business practices with a high level of integrity, discipline and professional ethics.

It is becoming more essential to have these designations, but also a high degree of common sense and practicality

All designations are valued in the field, specifically those directly related to benefits, pension, and payroll.

It lends credibility to the profession and ensures that there are consistent standards

I believe that a professional certification is necessary to ensure formal education in a broad range of topics covered under HR and to reinforce the credibility of senior level HR positions.

It is the most recognized designation.

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