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CHRPCertification Required Professional Capabilities What are the Required Professional Capabilities (RPCs) and how do they relate to the CHRP designation? In Canada, HR's common body of knowledge has been well established and is kept current through CCHRA and its member associations. The information is categorized into seven HR-related areas, or functional dimensions, called the Required Professional Capabilities (RPCs). The RPCs are based on the core capabilities of the HR profession and HR policies and practices used in Canada. They are the foundation for the profession's National Knowledge Exam (NKE) and National Professional Practice Assessment (NPPA). These exams test HR professionals' academic and experiential knowledge of the RPCs respectively – and lead to the national Certified Human Resources Professional (CHRP) designation. Ultimately, the RPCs – and national exams – encompass what an HR professional should know and be able to do while working in the profession. Mastery of the RPCs is what all Canadian HR professionals should strive toward; it is embodied in the CHRP designation. How are the RPCs determined? The RPCs are created from research and consultation with HR professionals, business leaders and academics from across Canada working in concert with CCHRA and provincial CHRP designation granting HR associations. CCHRA's Professional Standards Committee (PSC) and Independent Board of Examiners (IBE) routinely review the RPCs for currency and to ensure they remain relevant to changing Canadian legislation, workplaces and business needs.
How are the RPCs structured? Under each of the seven functional dimensions, specific tasks or performance dimensions have been identified. They are written in terms of observable behaviours to provide a clear picture of the performance required. The RPCs' eight dimensions are also divided into two categories: as they apply to academic knowledge, and as they apply to experiential knowledge. Academic knowledge refers to basic facts, policies, practices, methods, legislation, etc. It is information that can be written into procedures and transferred fairly accurately during the learning process. Examples of academic knowledge include: the rights and responsibilities of management and labour during union organizing and negotiation processes; the various methods of training and developing staff; and human rights, employment equity and pay equity legislation. The National Knowledge Exam TM (NKE) assesses one's understanding of the RPCs as they relate to academic knowledge. Experiential knowledge is implicit and much more difficult to quantify or describe effectively. It refers to the wisdom gained from experience and insight in applying academic knowledge to actual or simulated situations. Examples of experiential knowledge include: choosing the most effective training objectives; how best to manage a sexual harassment charge involving a senior executive; and choosing the right individual from a pool of qualified applicants for a very strategic, high-profile position. The National Professional Practice Assessment TM (NPPA) assess one's understanding of the RPCs as they relate to experiential knowledge. Please note: academic knowledge is a necessary prerequisite to experiential knowledge – testing of this type of knowledge is the first requirement in the CHRP certification process, testing of experiential knowledge is the second. It should also be noted that RPCs applying to academic knowledge (and the NKE) are referred to as "Entry Level RPCs", while those applying to experiential knowledge (and the NPPA) are referred to as "RPCs for Experienced Professionals." Below are the seven dimensions of the RPCs as they relate to academic and experiential knowledge respectively.
A detailed breakdown and description of each of the RPCs is available on the CCHRA Web site. When preparing for exams, familiarity with the RPCs is essential |
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