| Strategic contribution to organizational success |
| RPC:1 |
Contributes to the development of the organization’s vision, goals, and strategies with a focus on human capabilities. |
| 1.01 |
Strategic business planning processes and principles |
| 1.02 |
The nature of the business environment, and the competitive position of the company within the industry |
| 1.03 |
Business operations |
| 1.04 |
The labour market specific to the industry |
| 1.05 |
Benchmarking and industry best-practices |
| 1.06 |
Change management practices |
| 1.07 |
Human resources planning and forecasting, including importance/benefits of HRP and the process and techniques of HRP |
| 1.08 |
Organizational structures and management practices |
| 1.09 |
Labour market analysis, behaviour, data, and theory |
| 1.10 |
Trends in labour force characteristics (e.g., labour force growth, employment trends and rates, unemployment, participation rates, occupational distribution of the workforce, and compensation) |
| RPC:2 |
Translates the organization’s business plan into issues, priorities, and human resources strategies and objectives. |
| 2.01 |
Strategic HR management |
| 2.02 |
The organization’s strategic business plan |
| 2.03 |
The industry and its competitive factors |
| 2.04 |
Human resources planning and forecasting |
| 2.05 |
Trends in human resource planning |
| 2.06 |
Organizational structures and management practices |
| 2.07 |
The measurement, analysis, and management of the workforce to achieve organizational objectives |
| 2.08 |
Organizational culture (e.g., types of culture; relationship to success) |
| 2.09 |
Implementation of business strategies |
| 2.10 |
Change management processes |
| RPC:3 |
Contributes to development of an environment that fosters effective working relationships |
| 3.01 |
Communication theories, tools, techniques, and processes |
| 3.02 |
Work processes, the inter-dependence of workers and their productivity |
| 3.03 |
General influences on human behaviour (e.g., motivation theory) |
| 3.04 |
Behaviour of individuals, groups, and organizational units |
| 3.05 |
Techniques in managing workforce diversity |
| 3.06 |
Methods of creating interpersonal effectiveness |
| 3.07 |
Employee recognition and reward strategies and practices |
| RPC:4 |
Guides and advises the organization in the development and application of ethical practices. |
| 4.01 |
Standards of professional practice |
| 4.02 |
Codes of ethics and standards of the HR profession |
| 4.03 |
Conflict management/resolution techniques |
| 4.04 |
Industry best practices |
| 4.05 |
Organization’s HR and business practices |
| 4.06 |
Concepts and processes of power and organization politics |
| 4.07 |
Issues related to privacy and the protection of information. |
| 4.08 |
Influence tactics |
| RPC:5 |
Keeps current with emerging HR trends. |
| 5.01 |
HR issues, trends, developments and best practices |
| 5.02 |
Business issues, trends, and developments |
| 5.03 |
The importance/benefits of HR Planning |
| 5.04 |
Trends in all functional areas of HR practice |
| 5.05 |
Trends in labour force characteristics (e.g., labour force growth, employment trends and rates, unemployment, participation rates, occupational distribution of the workforce, and compensation) |
| 5.06 |
Trends and issues affecting the particular industry |
| 5.07 |
Global trends and issues in business/industry |
| 5.08 |
Organizational behaviour, leadership and management practices in an international context |
| Planning and Implementing HR Strategies |
| RPC:6 |
Develops and implements a human resources plan that supports the organization’s strategic objectives. |
| 6.01 |
Solutions for business problems/challenges |
| 6.02 |
Benchmarking and industry best-practices |
| 6.03 |
Customer needs (internal and external) |
| 6.04 |
Change management processes |
| 6.05 |
Techniques for developing and presenting business cases |
| 6.06 |
Risk assessment techniques |
| 6.07 |
Organizational structures and management practices |
| 6.08 |
Strategic HR management |
| 6.09 |
HR planning and forecasting |
| RPC:7 |
Audits existing HR programs to ensure they are aligned with business objectives. |
| 7.01 |
The organization’s strategic business plan and the goals of the business unit |
| 7.02 |
Survey and data collection techniques |
| 7.03 |
Statistical analyses and evaluation including validity and reliability concepts and assessment techniques |
| 7.04 |
Benchmarking techniques and industry best-practices |
| 7.05 |
HRIS/HRMS concepts |
| 7.06 |
Current HR programs and practices |
| 7.07 |
Research methods and designs |
| 7.08 |
Measurement and assessment tools and techniques (and their limitations) |
| 7.09 |
Techniques to evaluate effectiveness of HR programs (e.g., selection, training, and compensation, etc.) |
| RPC:8 |
Provides the information necessary for organization to effectively manage its people practices. |
| 8.01 |
Career and succession planning and management |
| 8.02 |
Nature of internal working procedures and information flows |
| 8.03 |
Contract administration |
| 8.04 |
HR planning techniques |
| 8.05 |
Trends in human resources information management. |
| 8.06 |
HRMS concepts and techniques |
| 8.07 |
Procedures for collection, manipulation, and analysis of information |
| 8.08 |
The organization’s strategic business plan and the goals of the business unit |
| 8.09 |
Use of business software |
| 8.10 |
Statistical analyses and evaluation |
| 8.11 |
HRMS project planning and management |
| Measuring Strategic Organizational Results |
| RPC:9 |
Evaluates the effectiveness of HR strategies, applying various measurement and assessment programs. |
| 9.01 |
The company’s HR programs and culture of the organization |
| 9.02 |
Measurement and assessment tools and techniques (and their limitations) |
| 9.03 |
The organization’s strategic business plan and the goals of the business unit |
| 9.04 |
Research methods and designs |
| 9.05 |
Statistical analyses and evaluation including validity and reliability concepts and assessment techniques |
| 9.06 |
Needs analysis |
| 9.07 |
Strategic HR management practices and techniques |
| 9.08 |
Techniques to evaluate effectiveness of HR programs (e,g., selection, training, and compensation, etc.) |
| Business Acumen |
| RPC:10 |
Applies business fundamentals of production, operations management, accounting & finance, information technology, marketing, and strategic planning to people management issues. |
| 10.01 |
The organization’s strategic business plan and the goals of the business unit |
| 10.02 |
The nature of the business environment, and the competitive position of the company within the industry |
| 10.03 |
Basic production, operations, finance, IT, and marketing |
| 10.04 |
Strategic planning |
| 10.05 |
Measurement bases and underlying methodologies used in finance |
| 10.06 |
Fundamentals of budgeting, financial and management accounting |
| 10.07 |
Assessment and forecasting techniques for HR Requirements (including benefits and types of qualitative and quantitative forecasting methods) |
| 10.08 |
Organizational strategic alternatives and their HRP implications |
| 10.09 |
Competitive analysis and strategies |
| 10.10 |
Strategic HR management practices and techniques |
| RPC:11 |
Gathers, analyzes, and reports relevant business and industry information (including global trends) to influence the development of strategic business HR plans. |
| 11.01 |
Sources of business/industry information |
| 11.02 |
Global trends in business/industry |
| 11.03 |
Analytical techniques/tools |
| 11.04 |
Data validation techniques/tools |
| 11.05 |
Procedures for collection, manipulation, and analysis of information |
| 11.06 |
Organizational behaviour, leadership and management practices in an international context |
| 11.07 |
Strategic HR management |
| RPC:12 |
Develops business cases for HR initiatives and strategies. |
| 12.01 |
Techniques for developing and presenting business cases |
| 12.02 |
The organization’s issues/opportunities |
| 12.03 |
Influence tactics |
| 12.04 |
Methods of preparing operating budgets |
| 12.05 |
Fundamentals of budgeting, financial and managerial accounting |
| 12.06 |
Cost-benefit analyses (including audits, utility analysis, ROI and impact studies) |
| RPC:13 |
Sets clear goals, objectives, evaluation standards, and measures for HR programs and strategies. |
| 13.01 |
Goals of the organization |
| 13.02 |
Client requirements and work plans |
| 13.03 |
Work assignment/job design techniques |
| 13.04 |
Work flow analysis |
| 13.05 |
Measurement and assessment tools and techniques (and their limitations) |
| 13.06 |
Procedures for collection, manipulation, and analysis of information |
| 13.07 |
Techniques to evaluate effectiveness of HR programs (e.g. selection, training, and compensation, etc.) |
| 13.08 |
Key HR initiatives and considerations |
| 13.09 |
Strategic HR management |
| 13.10 |
Goal setting processes and techniques |
| RPC:14 |
Uses communication strategies to advance organizational objectives. |
| 14.01 |
Communication theories, tools, techniques, and processes |
| 14.02 |
Influence tactics |
| Human Resource Information Management |
| RPC:15 |
Ensures the HR information management function is fully capable of supporting the organization’s strategic and operational needs. |
| 15.01 |
The organization’s strategic business plan and the goals of the business unit |
| 15.02 |
HRMS and business software |
| 15.03 |
Evaluation techniques and issues |
| 15.04 |
Database concepts |
| 15.05 |
Work flow models |
| 15.06 |
Effective systems of managing HR information |
| 15.07 |
Collection, manipulation, and analysis of information |
| 15.08 |
Research methods and designs (including measurement of HR) |
| 15.09 |
Measurement and assessment tools and techniques (and their limitations) |
| 15.10 |
Importance, criteria, and techniques of program evaluation |
| 15.11 |
Cost-benefit analyses (including audits, utility analysis, ROI , and impact studies) |
| 15.12 |
Business operations |
| RPC:16 |
Provides the organization with timely and accurate HR information. |
| 16.01 |
The organization’s strategic business plan and the goals of the business unit |
| 16.02 |
HRMS concepts |
| 16.03 |
The use of HRMS and business software |
| 16.04 |
The identification, assessment, development, implementation, and maintenance of effective systems of managing HR information |
| 16.05 |
Procedures for collection, manipulation, and analysis of information |
| 16.06 |
HRMS project planning and management |
| 16.07 |
HR functions and activities |
| 16.08 |
Business operations |
| RPC:17 |
Ensures compliance with legislated and contractual requirements for information management (e.g., records of hours worked, records of exposure to hazardous substances). |
| 17.01 |
Business operations |
| 17.02 |
HRMS and business software |
| 17.03 |
Contractual requirements |
| 17.04 |
Information security and controls |
| 17.05 |
Relevant legislation and regulations |
| 17.06 |
Contract administration |
| RPC:18 |
Contributes to development of specifications for the acquisition and/or development of HR information management systems and for their implementation. |
| 18.01 |
HRMS concepts |
| 18.02 |
HRMS project planning and management |
| 18.03 |
Vendor and product assessment |
| 18.04 |
Database concepts |
| 18.05 |
Change management concepts |
| 18.06 |
The identification, assessment, development, implementation and maintenance of effective systems of managing HR information |
| 18.07 |
Procedures for collection, manipulation, and analysis of information |
| 18.08 |
Design and development of HRMS |
| 18.09 |
Research methods and designs (including measurement of HR) |
| 18.10 |
Measurement and assessment tools and techniques (and their limitations) |
| 18.11 |
HR functions and activities |
| 18.12 |
Quantitative as well as qualitative concepts, approaches and techniques of HRP |
| 18.13 |
Techniques for developing and presenting business cases |
| RPC:19 |
Evaluates alternatives for meeting current and future information management needs. |
| 19.01 |
Current and future business plans |
| 19.02 |
HRMS and business software |
| 19.03 |
Database concepts |
| 19.04 |
Trends in HRMS including both theoretical and technical |
| 19.05 |
The identification, assessment, development, implementation and maintenance of effective systems of managing HR information |
| 19.06 |
Research methods and designs (including measurement of HR) |
| 19.07 |
Measurement and assessment tools and techniques (and their limitations) |
| 19.08 |
Statistical analyses and evaluation |
| 19.09 |
HR functions and activities |
| RPC:20 |
Contributes to the development of information management systems. |
| 20.01 |
HRMS concepts |
| 20.02 |
Data security concepts |
| 20.03 |
Business operations |
| 20.04 |
The identification, assessment, development, implementation and maintenance of effective systems of managing HR information |
| 20.05 |
HRMS project planning and management |
| 20.06 |
Design and development of HRMS |
| 20.07 |
Privacy of information legislation and issues |
| RPC:21 |
Ensures the availability of information needed to support the management decision making processes. |
| 21.01 |
Operations management techniques |
| 21.02 |
Organization, culture and business environment |
| 21.03 |
Organization and industry benchmarks |
| 21.04 |
Decision making theories |
| 21.05 |
Business operations |
| 21.06 |
Statistical analyses and evaluation |
| 21.07 |
Procedures for collection, manipulation, and analysis of information |
| RPC:22 |
Ensures HR administrative requirements conform to organizational policies as well as best practices, balancing confidentiality and operational requirements. |
| 22.01 |
Organization’s HRMS systems and applications |
| 22.02 |
Relevant technical applications |
| 22.03 |
Database concepts |
| 22.04 |
HRMS and business software |
| 22.05 |
Relevant legislation, including that governing freedom of information and protection of privacy and employment contracts. |
| 22.06 |
Corporate policy |
| 22.07 |
HRMS security |
| 22.08 |
Business needs and reporting requirements |
| Manages Outside HR Contractors and Other Specialists |
| RPC:23 |
Develops budgets, monitors expenditures and performance of outside HR contractors and other specialists. |
| 23.01 |
Fundamentals of budgeting, financial and managerial accounting |
| 23.02 |
Project management |
| 23.03 |
Critical path scheduling and contingency planning |
| 23.04 |
Cost estimation |
| 23.05 |
Measurement bases and underlying methodologies used in finance departments |
| 23.06 |
Issues in identifying relevant costs (e.g., cost accuracy vs. relevance; costs & pricing; irrelevant costs; costing collective bargaining proposals; cost-benefit analysis |
| RPC:24 |
Develops requests for proposals (RFP) and reviews submissions by third parties. |
| 24.01 |
Preparation and management of RFP process |
| 24.02 |
Project management principles, concepts and techniques |
| 24.03 |
Cost estimation and budgeting |
| 24.04 |
Fundamentals of purchasing. |
| Project Management |
| RPC:25 |
Applies principles of project management to HR activities. |
| 25.01 |
Project management principles, concepts and techniques |
| 25.02 |
Critical path scheduling and contingency planning |
| 25.03 |
Cost estimation and budgeting |
| 25.04 |
Organizational culture, environment, and capabilities in terms of resources available and the commitment to implement |
| 25.05 |
Budgetary control and responsibility accounting (including issues of static vs. flexible budgets; variance analysis; control systems) |
| RPC:26 |
Assembles and leads teams to achieve established goals. |
| 26.01 |
Project management principles, concepts and techniques |
| 26.02 |
Leadership principles, concepts, and techniques |
| 26.03 |
Selection, staffing and team evaluation |
| 26.04 |
Team and individual performance management principles, concepts, and techniques |
| 26.05 |
Group dynamics and team building processes |
| RPC:27 |
Monitors expenditures and timelines. |
| 27.01 |
Business software |
| 27.02 |
Cost estimation |
| 27.03 |
Variance analysis |
| 27.04 |
Critical path scheduling |
| 27.05 |
Fundamentals of budgeting and managerial accounting |
| 27.06 |
Budgetary control and responsibility accounting (including issues of static vs. flexible budgets; management control systems) |
| RPC:28 |
Evaluates progress on deliverables. |
| 28.01 |
Project management principles, concepts, and techniques |
| 28.02 |
Critical path scheduling and contingency planning |
| 28.03 |
Cost estimation and variance analysis |
| 28.04 |
Program evaluation, including balanced scorecard |
| 28.05 |
Procedures for collection, manipulation, and analysis of information |
| Legal/Legislative Framework- General Employment Relationship |
| RPC:29 |
Identifies and masters legislation and jurisprudence relevant to HR functions. |
| 29.01 |
Relevant legislation, regulations and jurisprudence |
| 29.02 |
The organization, its operations, and general business environment |
| 29.03 |
Applicable political, social, and cultural context and environment |
| 29.04 |
Common law as it relates to employment issues |
| RPC:30 |
Advises on the status of dependent and independent contractors and determinants of employee status. |
| 30.01 |
Legislative framework and collective agreements |
| 30.02 |
Business law related to contracts |
| 30.03 |
Contract administration |
| 30.04 |
Management of collective agreements (including grievance and arbitration) |
| Human Rights |
| RPC:31 |
Ensures the organization’s HR policies and practices align with human rights legislation. |
| 31.01 |
Professional standards and codes of ethics |
| 31.02 |
Relevant legislation, regulations and jurisprudence |
| 31.03 |
The organization, its operations, and environment |
| 31.04 |
Theories and practices for protection of individuals and groups |
| 31.05 |
Techniques in managing workforce diversity |
| 31.06 |
Applicable political, social, and cultural context and environment |
| RPC:32 |
Leads an appropriate organizational response to formal or informal complaints or appeals related to alleged human rights, workplace or employment violations. |
| 32.01 |
Relevant legislation, regulations and jurisprudence |
| 32.02 |
Investigative techniques |
| 32.03 |
Professional standards and cods of ethics |
| 32.04 |
Applicable political, social, and cultural context and environment |
| 32.05 |
Basic rules of evidence |
| 32.06 |
Theories and practices for protection of individuals and groups |
| 32.07 |
Techniques in managing workforce diversity |
| 32.08 |
Change management practices |
| Managing Client Relationships |
| RPC:33 |
Develops and maintains the trust and support of collaborators including the immediate supervisor, subordinates and internal clients. |
| 33.01 |
Professional standards and codes of ethics |
| 33.02 |
Communication theories, tools, techniques, and processes |
| 33.03 |
Group dynamics and team building processes |
| 33.04 |
Methods of creating interpersonal effectiveness |
| RPC:34 |
Develops and administers a departmental or project budget. |
| 34.01 |
Fundamentals of budgeting, financial and managerial accounting |
| 34.02 |
Organizational and department goals and objectives |
| Professionalism |
| RPC:35 |
Understands and adheres to the Canadian Council of Human Resources Association’s code of ethics and applicable provincial/territorial HR association’s codes. |
| 35.01 |
CCHRA code of ethics |
| 35.02 |
Organization values and culture |
| 35.03 |
Processes used to resolve ethical issues |
| RPC:36 |
Stays current with professional knowledge. |
| 36.01 |
HR issues, trends, and developments |
| 36.02 |
Business issues, trends, and developments |
| 36.03 |
Information sources for professional development |
| 36.04 |
Expectations and professional requirements for CHRP designation |
| RPC:37 |
Fosters and promotes advancement of the profession. |
| 37.01 |
HR best practices |
| 37.02 |
Standards of professional practice |
| 37.03 |
Professional association activities |
| 37.04 |
The history of HRM |
| 37.05 |
Communication theories, tools, techniques, and processes |
| Governance |
| RPC:38 |
Provides leadership and ensures compliance with legislative requirements concerning conflict of interest and other technical issues. |
| 38.01 |
Applicable political, social, and cultural context and environment |
| 38.02 |
Professional standards and codes of ethics |
| 38.03 |
Industry practices |
| 38.04 |
Relevant legislation, regulations and jurisprudence |
| 38.05 |
Theories and practices for protection of individuals and groups |
| 38.06 |
Investigative techniques |
| 38.07 |
Basic rules of evidence |
| RPC:39 |
Provides advice to governing bodies on design and implementation of HR related issues. |
| 39.01 |
Trends in HR |
| 39.02 |
Communication theories, tools, techniques, and processes |
| 39.03 |
Influence techniques |
| 39.04 |
Strategic HR management |
| 39.05 |
Organizational issues and challenges |
| RPC:40 |
Develops policy and governance requirements to safeguard the confidentiality of HR information ensuring compliance to applicable legislation and regulations. |
| 40.01 |
Investigative procedures |
| 40.02 |
HRMS concepts |
| 40.03 |
Legislative requirements for confidentiality |
| 40.04 |
Organization policies |
| 40.05 |
Data security concepts |
| 40.06 |
Business software |
| 40.07 |
Business needs and reporting requirements |
| 40.08 |
Privacy legislation |
| 40.09 |
Privacy of information issues |
| RPC:41 |
Assesses requests for HR information in light of corporate policy, freedom of information legislation, evidentiary privileges and contractual or other releases. |
| 41.01 |
Freedom of Information and privacy legislation |
| 41.02 |
Corporate policy |
| 41.03 |
HRMS security |
| 41.04 |
Privacy of information issues |
| 41.05 |
Investigative procedures |
| 41.06 |
Contracts |