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The Certified Human Resources Professional (CHRP)

CHRP – The Certified Human Resources Professional

CHRP – The Certified Human Resources Professional is the entry-level designation.

It is also the best-known HR designation in Canada and available exclusively from HRPA –  Human Resources Professionals Association (Canada).

Human Resources professionals at entry level may be entering the workforce, acting in roles that are mostly administrative, such as a contributing role in a more significant HR function, or a sole HR practitioner in a small HR function. Individuals at this level would have responsibilities such as supporting HR initiatives, executing tasks passed down from management and operating at the tactical and transactional levels. They often have titles such as Human Resources Assistant, Staffing Coordinator, Human Resources Clerk, or Human Resources Coordinator.

Completion of the CHRP requirements confers the right to use the title Certified Human Resources Professional and the right to use the initials CHRP after your name.

The Certified Human Resources Professional (CHRP) is designed in response to the critical role of human resources (HR) management in any organization. It provides the students with the necessary background essential to meet the needs of the corporate HR department in the 21st century.

This certified program is appropriate for both newcomers to the human resources field and those with some experience but who are seeking to keep current in the area or expand their knowledge base.

The purpose of this unit is to familiarize learners with the evolution of human resources from personnel management and the knowledge, understanding of the human resource management role and function within the critical areas of resourcing, reward, development, and relations.

Is the CHRP designation worth it?

HR professionals with the CHRP earn 13% more each year than their colleagues without certification. The increased earning potential for the CHRP is particularly impressive, demonstrating employers are willing to pay significantly more to attract HR professionals with these credentials.

CHRPs advance to senior roles more quickly:  65% of HR assistants with the CHRP received a promotion within five years, compared to only 33% of those without.

From 2016 to 2017, job postings requiring a CHRP increased from 67% to 70%, up from just 36% in 20015.

The likelihood of holding HR certification increases with seniority; half of HR Vice Presidents and Directors hold the CHRP designation.

You might be also interested in Certified Human Resources Leader (CHRL) and Certified Human Resources Executive (CHRE) as a next level.


This course will enable the learner to achieve the following skills and knowledge:

1. Analyze the traditional personnel management with the new approach of Human Resource Management to achieve organizational objectives
2. Evaluate the human resource procedures and ways for recruiting and selecting appropriate employees in an organization
3. Analyze factors and processes used in assessing human resource requirements and monitoring / compensating/rewarding employees suitably.
4. Analyze the human resources function and principles used for exit of employees from the organization



There are five requirements to obtain the CHRP designation:

Active HRPA registration in good standing

Successful completion of the coursework requirement

Successful completion of either Comprehensive Knowledge Exam 1 or Comprehensive Knowledge Exam 2

Successful completion of either the CHRP Employment Law exam (Jurisprudence 1)

Successful completion of the Job Ready Program

The first two requirements are interchangeable in sequence – meaning you can complete your courses first and then become an active registrant of HRPA or vice versa.

All other requirements have to be completed in sequence once the registration and the coursework requirements have been met.


To obtain the CHRP designation, you will need to pass exams and requirements mentioned above.

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.



Module 1: Recognize the Importance of Human Resources and their Management within Organizations

Introduction to Human Resource Management

Human Resource Management activities and roles

Objectives and metrics of Human Resource Management

Human Resources across management structures

Module 2: Evaluating the Purpose of Human Resource Policy and Effective Policy Writing

Human Resource policy overview

Purpose of Human Resource policy and scope

How to write an effective policy and benchmark

Human Resource policy components

Policy enforcement & Governance

Module 3: Recognize the Needs of the Employee and Establish Good Relationship with them

Identifying objectives

Determining employee needs

Balancing work and life needs

Open, honest  communication

Interpersonal skills

Employee retention

Module 4: Source Most Optimal Talent

What is recruitment?

Developing job specifications/ Job posting

Screening and shortlisting job applicants

Job analysis and description

Interviewing skills

Making a selection decision

Background checks


Module 5: Evaluating the Training Needs of an Organization and Addressing them

Components of a successful employee learning experience

Conducting a training needs analysis

Role of learning and development

Training conceptualization, content development, and delivery

Soft skills/ Job skills

Methods of training

Assessing training effectiveness

Module 6: Describe Compensation Benefits & Payroll Function

Compensation and benefits introduction

Goals of a compensation plan

Matching compensation with core values

Internal and external pay factors

Types of pay systems

Laws relating to pay

Fringe benefits

Variable pay

Module 7: Developing Performance Management Plan

Design appraisal form

SMART goals

Key result areas (KRA) & Key performance indicators (KPI)

Round Robin discussions

Skip level meetings

Types of appraisals

Performance ratings

Performance improvement plans

Module 8: Evaluate UAE Labor Laws

Laws governing UAE employment

Legal system

Key legislation

Contract law

Labor contracts

UAE federal legal system

Laws affecting employee and labor relations

Module 9: Conducting HR Audit

What is Human Resource Auditing?

Need and purpose of Human Resource Auditing

Approaches to Human Resources Audit


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