Redefine the profession based on 3 categories
The new Competency Guide for CHRPs and CIRCs is divided into three key components that work together synergistically.
General competencies
There are 12 general competencies, which complement one another and are considered essential for adapting to a series of complex situations like those encountered in professional practice. These competencies help define what is expected of a certified professional. When they are deployed in combination with any of the professional fields of competency, it is possible to assess the competence of a certified human resources professional or certified industrial relations counsellor.
Professional fields of competency
The increasing flux and complexity of today’s working world is driving the practice toward ever-greater decompartmentalization across the fields of competency that define the profession. Accordingly, the Guide proposes a systemic and inclusive vision now organized by professional fields of competency. Restating the profession’s “traditional” fields of expertise, they are grouped into three main families for a simple, complete, and evocative definition of the HR/IR practice.
- Health and organizational relationships
- Integrated talent management
- Strategic development of organizations
Context of practice
The increasing flux and complexity of today’s working world is driving the practice toward ever-greater decompartmentalization across the fields of competency that define the profession.
Accordingly, the Guide proposes a systemic and inclusive vision now organized by professional fields of competency. Restating the profession’s “traditional” fields of expertise, they are grouped into three main families for a simple, complete, and evocative definition of the HR/IR practice.