Queen's University IRC

Training HR Professionals

Competencies Required

From HR Practitioner to HR Leader: Competencies Required

You have your CHRP designation. Now as you begin to climb the ladder to success, what else must you learn to advance your career? One start is to develop the competencies you will need to become a true HR leader. But here the confusion begins. There are many different competencies and competency models proposed by various academics and associations. If you cannot determine with confidence which to trust, how can you decide where to invest your time, money and development efforts?

Queen's IRC Certificates

Queen’s IRC Certificate Fast Facts

Did you know that we offer Certificates in Advanced Human Resources, Organization Development, Labour Relations, and Advanced Labour Relations? When you place a Queen’s University IRC Certificate on your wall, it tells your colleagues that you have received leading skills-building education and that you are a committed continuous learner.

5 Questions to Help You Sell the Value of HR

5 Questions to Help You “Sell” the Value of HR

We have created a checklist of 5 Questions that you need to answer as you work to be heard and have impact. They are essential questions to test yourself against at the start of every project. As you read through this for the first time, we suggest that you identify a critical HR initiative that you are responsible for getting your senior management team (or your boss) to support.

Jim Harrison teaching at the HR Metrics and Analytics program

Transforming HR Data into Business Insight: A Closer Look at the HR Metrics and Analytics Program

Queen’s IRC recently introduced the HR Metrics and Analytics program to help HR professionals analyze metrics and transform data into powerful stories for their leaders. Led by Paul Juniper and Jim Harrison, the program was designed to help HR professionals become more confident and competent in how to analyze data, how to use data properly, and how to share it in ways that can help their organization make decisions.

Aligning HR Strategies to Create Business Success

Aligning HR Strategies to Create Business Success

I have personally witnessed HR’s evolution from the back room to the board room, from tactics to strategy, and to assuming ownership of the business and its outcomes.  The HR profession has advanced dramatically since the days when I began my career as a recruiter, and we certainly have come a long way from the days of the “Personnel Department”.

Does HR Really Want to Professionalize?

Does HR Really Want to Professionalize?

Do we really want to professionalize? That is a really good question—but there are layers to that question.  For some years, the Human Resources Professionals Association (HRPA) asked the following question on its annual member survey: ‘Do you agree that the professionalization of HR is, or should be, an important issue for the profession?’

HR Analysts

Help Wanted: HR Analysts

Get ready to see this job ad a lot in the near future.  2016 seems to be the year when HR Analytics hits the windshield of our corporate bus.  There is an increasing demand from organizational leaders for evidence-based decision making. Unfortunately I think it will take a while for our certification programs in HR to fully integrate these needs into the supporting training.

Creating a Mentoring Culture for Organizational Success

Creating a Mentoring Culture for Organizational Success

Mentoring is a management practice that can assist organizations in building a desired corporate culture, while enabling the careers of those who are already motivated to pursue one. It is an efficient and effective method of shortening the learning curve of new executives and providing more knowledgeable employees with broader perspectives. New executives with a mentor have a sounding board, as well as the benefit of their mentor’s experience as they navigate through situations that may be unfamiliar to them.

Grow Your HR Career by Helping to Grow Your Organization

Grow Your HR Career by Helping to Grow Your Organization

In my teaching and consulting practice, HR professionals often recount stories like this.  Someone, somewhere, makes a disparaging remark about human resources as a “dead end”, “non-value add” or “being the department that just gets in the way. Here’s the news. This is no longer truth. This is wonderful time to be an HR professional. It’s time to grow into a true business partner. It’s time to be seen as someone who “gets it.”

What Can We Learn From Forsyth & Danisiewicz (1985)?

Successful Professionalization: What Can We Learn From Forsyth & Danisiewicz (1985)?

In this article, we take one of the more interesting and useful models of professionalization and apply it to the Human Resources field to see what insights can be had. There are a number of models of professionalization, and of those one of the more interesting and useful models is that of Forsyth & Danisiewicz (1985) . What makes this model so interesting and useful is that unlike other models it has a functional approach rather than a descriptive approach—that is, it looks at the process of professionalization (see figure 1).

Canada Job Grant

Financial Assistance for Training Available Through Canada Job Grant

Need financial help to pay for Queen’s IRC training programs? The Canada Job Grant, administered by each province, covers two-thirds of the cost of approved training, with the employer paying one-third. It is available to businesses across Canada to provide employees with training to upgrade skills or develop new skills. The Canada Job Grant provides up to $10,000 in government support per person for training costs.

An Inquiry into the State of HR in the Caribbean - Survey results from Queen's University IRC in collaboration with the Cave Hill School of Business

An Inquiry into the State of HR in the Caribbean

This report summarizes and analyzes the results of a survey of HR practitioners from the Caribbean conducted in 2012. More specifically, the results of the survey provide insight into several key aspects of Caribbean HR practitioners’ working lives. These include the demographic characteristics of practitioners, their roles and responsibilities, the nature of the organizations for which they work, their education and career development, the knowledge and skills required to thrive in the Caribbean, and of course, their perspectives on important issues, innovations and challenges in the HR profession today.

Learning the Art of Painting the HR Landscape - Teaching HR Professionals to Communicate Up

Learning the Art of Painting the HR Landscape

It’s Saturday morning in cottage country. You’re hugging a cup of coffee on the porch. The mist is just clearing from the lake. The view from the deck is stunning. The geese are feeding at the shoreline. A hawk circles above the pines in the distance. Waves lap the deck, reminding you that you promised your cousin a kayaking lesson later this morning. He’s coming with your Aunt Sally on the train as part of the adventure. Aunt Sally recently discovered plein art painting. “Bring the SUV to the station,” she said. “I have the easel.”

Is HR Ready to Respond?

Global HR Trends: Is HR Ready to Respond?

This article is written for HR leaders and explores the global human resources trends, the human resources function’s readiness to respond, and the associated implications for the HR leader. It draws upon insights from Deloitte’s 2014 Global Human Capital Trends report and the Corporate Education Board’s Global Workforce Insights Q3 2014 report and relates the trends identified to the evolution of the human resources field.

What does 'professionalism' mean for HR professionals?

What does ‘professionalism’ mean for HR professionals?

The desire for HR professionals to be accorded the respect and status of being true professionals is a theme that goes back many decades; and there is no evidence to suggest that this desire has waned over the years. In 2013, the Human Resources Professionals Association asked the following question on its annual member survey: "Do you agree that the professionalization of HR is, or should be, an important issue for the profession?"—89.4% of respondents agreed with the statement.

The Professionalization of Human Resources

The Professionalization of Human Resources

On its annual member survey, the Human Resources Professionals Association asks the following question: “Do you agree that the professionalization of HR is, or should be, an important issue for the profession?”  In 2013, 89.4% of respondents either ‘agreed’ or ‘strongly agreed’ with this statement—this represents as much agreement as one is likely to find on any question.

Five Strategies to Better Engage with Senior Business Leaders

The Relevant HR Professional: Five Strategies to Better Engage with Senior Business Leaders

I’m always stunned when I hear a senior business leader say that their head of HR isn’t one of their key advisors; that the head of HR is often not at the senior executive table when major strategic or market initiatives are being discussed. And yet, in most organizations, human resources are both the largest expense line in the profit & loss statement and the most mission-critical resource: it is only with good people that ANYTHING of business value gets done. For this reason alone, there should be a senior HR professional at the table for every strategic discussion.

Continuous Learning Leadership

Rising to a ‘Seat at the Table’ for HR Practitioners: Continuous Learning Leadership

Today many vice presidents and other senior executives in human resources (HR) have earned a seat at the executive table by showing their organization’s senior teams that HR operations contribute at least as much as Sales, Marketing, Operations, Finance, IT or any other department. The key to this is continuous learning. Jack Welch, former 20-year CEO of world class GE, now an itinerant management guru, is often quoted: “An organization’s ability to learn and translate that learning into action rapidly is the ultimate competitive advantage.” Executives who aspire to lead organizations have to spearhead that learning first by learning steadily themselves and that is nowhere truer than for HR.

HR Without Borders

Diane S. Bégin, CMC CHRP, is an Ottawa-based consultant and associate of Flaman Management Partners Limited who thrives on projects in the developing world. When we met at the HRPAO conference in February, she spun a mesmerizing tale about practicing her skills in rather difficult circumstances. In the second of a series of articles, she …

HR Without Borders Read More »

HR Without Borders

Diane S. Bégin, CMC CHRP, is an Ottawa-based consultant and associate of Flaman Management Partners Limited who thrives on projects in the developing world. When we met at the HRPAO conference in February, she spun a mesmerizing tale about practicing her skills in rather difficult circumstances. In the first of a series of articles, she …

HR Without Borders Read More »

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