What other designations are a must have 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.

Here is what respondents think are other must-have designations for a successful career in HR:


PHR/SPHR

Master's Degree in Human Resources

Certificate in Human Resources and a Payroll Certification by the Canadian Payroll Association.

CHRP if you can 'afford' to buy the designation.

Canadian Personnel Professional (CPP) (IPMA CP)

I say it is a must have because it demonstrates an individuals commitment to the field. It is only relevant if you plan to spend your career in HR (working towards Director, CEO etc.)

I believe you need to study Canadian Employment law and keep abreast of the changes.

Although I have indicated two above, I do not think it would hamper anyone from having a successful career in HR if they did not have these designations.

CPM - Certified Payroll Manager

Designations are considered an asset.

I think a University Degree is starting to out weigh all of these. If you have a degree, it doesn't seem to matter what it is in, so long as you have it, The degree opens more doors than the Professional designation does.

Experience is a MUST. The field changes so dramatically that the education after 10 years may not be up-to-date. Periodic courses for those in the field would be more beneficial.

GPHR or SPHR

As long as the person has a reputable certificate, diploma, or degree program, the certification is irrelevant.

Depending on the level of the HR position, a degree from a commonwealth institute would be sufficient.

BA should be sufficient. Obviously HR personnel must take courses relevant to the field.

It immediately identifies a person that has proven knowledge and skills in the HR field

GPHR - Global Professional in Human Resources

I think it matters on the role a person plays in the HR department. If a person deals only with compensation - than CCP. If payroll is in the HR department, being certified as a payroll. I think all employees in an HR department need the HR management certificate and certified in their speciality.

MBA is helpful

I am not convinced that a specific designation is required to be successful. A CHRP is certainly the education that would provide you with the information you would need to be successful, but there are a number of other things that contribute to success. While studying provides the information, experience actually provides the knowledge. Both are required. I have seen many people with degrees who have been unsuccessful, and I have seen many people without degress become very successful.

These designations are definitely an asset and would be a nice to have or preferred as they demonstrate a basic level of knowledge and familiarity with the various HR subject areas. However, there is no replacement for experience. Prior to these designations being developled there were and still are many very qualified and capable HR professionals working in the field.

IPMA for public sector positions

CRAH from the Province of Qu├ębec

Training in the field helps if you are not certified. Example I graduated as a DSW, but have learned HR through night school courses and training with employer.

I think for any new HR professionals starting out, a CHRP is the designation of choice. A HR Generalist might choose the CHRP route, a specialist in Comp or Benefits might choose the CCP or CEBS route.

I consider post-secondary education and some experience in HR as being sufficient. I don't know how much a designation could enhance the education and experience.

B. Comm. with a specialization in HR

At least Bachelors Degree.

A successful career requires more than what can be obtained with a designation.

CHRP is good for overall HR. The CCP is highly desired for comp. professionals.

I would like to be able to respond by checking off all of these designations. However, whether these are necessary for a successful career depends on the company that you work for and if they value continuous-learning, if they have an HR department that is progressive (adopt a Human Capital Management approach and aligned with the overall Business Strategy. If this is not the case and there is no top down support for these designations then it is not used as a basis for promotion, unfortunately.

BHRM - Bachelor of Human Resources Management Degree

University Degree in Business w/HR discipline and/or HR certificate/HR Diploma College.

CHRP is an asset and can be preferred

Other specialist designations depending on your area of practice.

Maybe the CEBS - would be good to have.

MBA in Human Resource Management

Provides a good introduction to foundations of HR practices that are developed with practical work experience.

IPMA - CP

I would prefer seeing an under graduate or graduate degree with a specialization in HR coupled with business courses.

A MUST HAVE IS A CHRM (CERTIFICATE IN HUMNA RESOURCES MANAGMENT)

Yes, this certification is very imp but in my situation, not having 5 yrs experience does NOT allow me to have this designation after my name. There should be someway that in my situation a designation should be allowed for me to use especially if I'm working in the HR Industry. Perhaps having a CHRP-Depending registration should be used.

I am considering taking some courses but am not sure if they would be redundant based on what I have learned working in the field, getting hands on experience. I find anything that comes up I can research to find answers to.

CHRP designation covers all the basic requirements however these may be possessed without having the actual designation.

Beware credential creep - skills, experience and performance are more important.

The above noted technical designations are important in large companies. Smaller companies care about ability to do the job and don't see a designation as a necessity.

Employers should be more open minded and look for qualification beyond CHRP. I find that CHRP opens many doors in Ontario, but as a program is a group of general college level classes.

Bachelor's Degree and/or Master's Degree in related fields

The CCP and CEBS are an asset to specialists in that area of HR.

Master of Industrial Relations

degree in Commerce majoring in HR

IPMA-CP (IPMA-Certified Professional) IPMA-CS (IPMA-Certified Specialist)

Occupational Health and Safety

I am a VP of HR & Admin, do not have a designation but have over 20 yrs of experience. If I was hiring my replacement I would want at minimum CHRP

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

The CHRP designation recognizes a high level of professional achievement and Human Resources competence. The other designations are designed to recognize specialist activities within the HR generalist role.

CCP and CEBS are important if you work in the benefits and comp areas.

IPMA-CP ... International Personnel Management Association - Certified Professional (international HR designation with a testing, experience, education components .. recertification required every 3 years.. www.ipma-aigp.ca

COHS

United States equivalent to CHRP

In my experience designations hare not been accepted as "must-haves" in many organizations and do not improve remuneration prospects to any tangible degree

... along with a related university or college education

Business Degree

IPMA - CP

SHRM

A successful career in HR results more from the relevant experience and qualifications

I think that having a CHRP designation is helpful but it is not mandatory.

There are many routes to a successful career in HR, however, there is a need for professional designation in the HR field and the CHRP is the designation. Human Resource Practitioners need to have a credible professional standard just as any other professional group. The CHRP is the only designation that meets the generalist requirement. Within the HR field, there can and should be additional designations which demonstrate a specialist competency in compensation, safety, training, etc. but CHRP is the standard for an HR generalist. Within any profession there are always specialties, but entry into the profession requires a basic designation. In HR, the designation is the CHRP.

Membership in HRPAO is considered a plus

Human Resources Certificate/Diploma/Bachelor's

Master of Human Resource Management

I believe all of the above can enhance a career in HR, however the CHRP is essential to getting a career successfully off the ground. The others are significant for someone who deals exclusively or primarily in those specific areas.

IPMA-CP International Personnel Management Association - Certified Professional

In NFLD even without university, it's virtually impossible to get a job.

It really depends on the level of your career. I have found that smaller organizations who have more generalist type roles are less likely to require the CHRP designation then larger organizations where you are leading a team of HR professionals.

CIPD

CRM - Certified Canadian Risk Management CRSP Canadian Registered Safety Professional

Federal Government HR employment does not have mandatory hiring criteria which include IPMA Canada HR certification designations or CHRP. The other designation, which your survey unfortunately omitted, was the IPMA certification. This is a national Canadian HR certification with international affiliation and recognition.

University degree in Commerce or Business, which includes course work on Labour Law.

These are all nice to have designations but the persons experience and background are much more important to us than the actual designation.

At this point, CHRP is very desirable to have, but employers are not yet demanding it. This should evolve to a 'must-have' over the next 5-10 years.

CHRP is the minimum for a generalist but it depends on what area someone is working in, for example, anyone doing compensation should have the CCP. If doing benefits should have CEBS.

Necessary for advancement to Sr. Management positions.

I think you must have a minimum post secondary degree in HR or related field.

HRM

IPMA-CP (International Personnel Management Association- Certified Professional

It depends if the individual wants to be a specialist or a generalist...if generalist - then CHRP designation..if specializing - then one of the specialized designations in area of practice might be sufficient

Departmental designations - federal government has a HR certification program for its HR generalists

IPMA-CP These are very much an asset, not necessarily must-have

Also, you are missing other key HR Designation choices that are available in Canada. IPMA-CP and IPMA-CS which are certified professionals or certified specialists and are recognized internationally

University Degree in Business/Commerce, Undergraduate or Masters Level)

Hold HR Diploma or Degree from an accredited university, college or equivalent post secondary institution

University degree in related field, such as Industrial Relations or Human Resources Management - master's degree in Industrial Relations - relevant experience

There are too many specialists in HR. CHRP is good for entry level.

CRSP is of benefit

Masters in H R seems to be gaining in popularity

Designation in training, assessment, psychology

None must haves, but a nice to have would be CPT - Certified Performance Technologist (see International Society for Performance Improvement website, www.ispi.org)

Business Administration

First Nation Governance

IPMA-CP or IPMA-CS (International Personnel Management Association - Certified Professional, or Certified Specialist)

Training and Development certifications from CSTD or ASTD ( Canadian or American Society for Training and Development)

University degree

Project planning designation

HR Diploma/Certificate

Bachelor of Administration majoring in Human Resources

BA is Employment Relations. Having the designations does not ensure success as a Professional. One must be able to relate to the needs the diverse HR needs. People skills are therefore very essential.

At a minimum, CHRP. For larger employers, professionals with other designations, e.g. CPIM, H&S

HR Management Certificate Program

International HR designation is also very helpful

CHRM

Bachelor of Arts

Other: WSIB Certification is a definite advantage.

There is no mandate that specifies a must-have designation; however the knowledge and theory is always beneficial.

CHRM + experience

The only MUST have in my opinion is a university degree. While I think the designations are useful, and the knowledge imparted through the courses to obtain them is valuable, a university grad with the ability to read, reason, speak and write clearly, and is an empathetic, trust-building person, will be successful in an HR career.

Disability Management ADR

Experience working as a HR person

IPMA Canada - CP

IPMA-CP

IPMA-CP

IPMA Designation

IPMA

IPMA-CP (International Personnel Management Association- Certifified Professional)

Missing IPMA

IPMA-CP (International Personnel Management Association Certified Professional)

IPMA Certification is missing from above list.

Experience and seasoning in the field of HR are the most important assets. HR issues are more complex and sensitive. HR professionals must provide support based on experience and seasoning. This comes from on the job experience. While a professional certification is nice to have more important is experience. The combination of the 2 is ideal.

CHRP designation indicates that the individual has the basic knowledge, competencies required to do HR. Other designations required only if specializing in these areas BUT are helpful to have.

I would require a university degree, or equivalent, for most positions. Depending on the position, CCP, CEBS and perhaps GRP would be helpful.

I feel it is important for a person to have knowledge in the industry they are recruiting for. If you have no idea what the jobs really are it is pretty hard to select a good candidate.

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