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.
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 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.
Introduction to Human Resource Management
Human Resource Management activities and roles
Objectives and metrics of Human Resource Management
Human Resources across management structures
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
Determining employee needs
Balancing work and life needs
Open, honest communication
What is recruitment?
Developing job specifications/ Job posting
Screening and shortlisting job applicants
Job analysis and description
Making a selection decision
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
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
Design appraisal form
Key result areas (KRA) & Key performance indicators (KPI)
Round Robin discussions
Skip level meetings
Types of appraisals
Performance improvement plans
Laws governing UAE employment
UAE federal legal system
Laws affecting employee and labor relations
What is Human Resource Auditing?
Need and purpose of Human Resource Auditing
Approaches to Human Resources Audit