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HRPA​ Thought Leadership

​Thought leadership is central to everything we do. It allows us to shape the profession, inform public policy-making, advance evidence-based HR practice, serve the knowledge needs of our members and the public and celebrate HR excellence.

Shaping the profession

Great professions all share a common body of knowledge. As a young profession, the human resources body of knowledge is still evolving and HRPA is playing a lead role. Our Professional Competency Framework, the most comprehensive definition of human resources to date, provides detailed descriptions of HR knowledge across 228 individual competencies at three levels of expertise: entry level, professional-level and executive-level​. Introduced in 2014, it is emerging as the basis for post-secondary HR curricula development. inform

Informing public policy discussion

Given our unique perspective, our commitment to protect the public interest and, through our members, access to more than half of the total HR community in Canada representing thousands of businesses and more than 2.5 million employees, public policymakers rely on our counsel.

​Thought leadership is central to everything we do. It allows us to shape the profession, inform public policy-making, advance evidence-based HR practice, serve the knowledge needs of our members and the public and celebrate HR excellence.

Shaping the profession

Great professions all share a common body of knowledge. As a young profession, the human resources body of knowledge is still evolving and HRPA is playing a lead role. Our Professional Competency Framework, the most comprehensive definition of human resources to date, provides detailed descriptions of HR knowledge across 228 individual competencies at three levels of expertise: entry level, professional-level and executive-level​. Introduced in 2014, it is emerging as the basis for post-secondary HR curricula development. inform

Informing public policy discussion

Given our unique perspective, our commitment to protect the public interest and, through our members, access to more than half of the total HR community in Canada representing thousands of businesses and more than 2.5 million employees, public policymakers rely on our counsel.

Commitment to Research and Scholarship
​ HRPA is committed to the advancement of evidence-based human resources practice through primary research and through the ongoing financial support of post-secondary and graduate study.

Our recent submissions include:

Public Policy Papers

Ideas 2018: Making Ontario a Human Capital Leader

Ideas 2018: Making Ontario a Human Capital Leader

Through consultations with our members, the Human Resources Professionals Association (HRPA) has developed our election policy platform for the upcoming provincial election. HRPA’s Ideas 2018 - Making Ontario a Human Capital Leader platform focuses on four core areas; strengthening our human capital investment, expanding educational capabilities, establishing a more efficient government, and reimagining workforce regulations.

Ideas 2018: Making Ontario a Human Capital Leader

Doing our Duty: Preventing Sexual Harassment in the Workplace

Sexual Harassment in the Workplace

HRPA has released a new paper entitled “Doing Our Duty: Preventing Sexual Harassment in the Workplace” that explores how prevalent the issue of sexual harassment is in Canadian workplaces and makes recommendations to business and government leaders to combat and prevent harassment within their organizations.

Doing our Duty: Preventing Sexual Harassment in the WorkplaceSexual Assault & Harassment in the Workplace Infographic

Policy Analysis: Upcoming Changes to Workplace Violence & Harassment, Maternity & Parental Leave

Upcoming Changes to Workplace Violence & Harassment, Maternity & Parental Leave

The Government of Canada introduced two major legislative changes in November 2017. These changes—one regarding workplace violence and harassment and the other regarding maternity and parental leave—signal major workplace trends that are crucial to the health and happiness of Canada's workforce. The legislation only covers federally regulated workplaces, but provincial employers will have to review their practices to keep up with these two major workplace issues. This paper will discuss how both announcements have been received by analysts and employers and will make recommendations for stakeholders.

Policy Analysis: Upcoming Changes to Workplace Violence & Harassment, Maternity & Parental Leave

​A New Age of Opportunities – What Does Artificial Intelligence Mean for HR Professionals?​

What Does Artificial Intelligence Mean for HR Professionals?

As robotics and automation become key drivers of the new economy, a new paper by the Human Resources Professionals Association (HRPA) reveals that the use of artificial intelligence (AI) has already found its way into human resources (HR) departments, a trend that is expected to further grow in the coming years. The paper explores key areas in which AI can help organizations reduce the administrative burden, recruit, reduce bias and improve employee engagement. The paper also outlines the legal and technological issues surrounding AI, and makes 8 recommendations to employers and HR professionals on using AI to assist with recruiting, reducing bias and improving employee engagement.

A New Age of Opportunities – What Does Artificial Intelligence Mean for HR Professionals?

​Intelligence Revolution​

The Intelligence Revolution

Over the next decade, the future of work will be shaped by a completely new force: the “Intelligence Revolution”. It will be driven not by incremental automation in manufacturing processes but by exponential change based on machine learning, virtually free data storage and communication, and ever-increasing computational power that rivals some human capabilities. These developments will change what a job means, affecting the work we do and how we do it. The report introduces a series of new work archetypes based on the future-proofed capabilities we believe Canadians will need to succeed. It also includes recommendations for business executives, government leaders, business, and workers themselves that we believe must be implemented to put Canada on the path to success.

The Intelligence Revolution - Future-proofing Canada’s workforce

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Review our archive of Public Policy white papers >>

Advancing evidence-based HR practice

HRPA, whether though direct support to post-graduate research or through the Human Resources Research Institute (HRRI), a registered charity, is committed to the advancement of evidence-based human resources practice through primary research. HRRI, with financial support from the Great-​West Life Centre for Mental Health in the Workplace and in cooperation with the Union of Ontario Indians, is currently funding research by Laurentian and St. Thomas universities on barriers to employment for Aboriginals in Northern Ontario.

For the past several years, the Human Resources Research Institute has provided cash awards for the best Masters thesis and PhD dissertation in human resources.

​support

​Supporting scholarship

HRPA annually funds over 50 college and university scholarships for students studying for a career in human resources. Read more in HRPA for Educators.

celebrate

Celebrating HR Excellence

Our designated members, Certified Human Resources Professionals, Leaders and Executives, demonstrate thought leadership in their workplaces every day. Each year we celebrate these contributions through our Awards of Excellence which are presented at the Great Places to Work Awards gala each April. Nominations for these awards opens in September.

serve

Serving our Members knowledge needs

We meet the knowledge needs of our members and the public in a number of ways. We publish HR Professional, the largest circulation HR magazine in Canada published eight times a year. Widely recognized for its editorial excellence, it is a must-read for those interested in emerging HR trends and HR best practices.

Our  Annual Conference (celebrating its 75th anniversary in February 2017) is the largest HR conference and trade show held outside the U.S. Over three days, we bring thought leaders from across the globe to inform members and the public about the most recent concepts, theories and approaches to HR practice. In plenary sessions seating over 3,000, in more than 130 seminars, and with over 250 exhibits of the newest products and services, there is nothing quite like HRPA's Annual Conference and Trade Show.

Each year HRPA's Professional Development team develops and delivers over 300 events designed to advance the skills and capabilities of the HR professional,  fom introductory programming to certification programs for professionals to exclusive events for the most senior leaders.

Finally, there's Resource Centre, free information services for members and chargeable services for the public curated by our team of reference librarians.

HRPA Partner Thought Leadership

The Rise of HR: Wisdom from 73 Thought Leaders​Produced in collaboration with Dave Ulrich, this anthology features essays from leading ​HR leaders who examine how the HR profession has changed over the past decade.​ (SHRM)

CGMA/CIMA Human​ Capital Reports​​​

Human capital-related thought leadership from the Chartered Global Management Accountants (CGMA) and the Chartered Institute of Management Accountants (CIMA)

 

Making knowledge services available to the public
​HRPA bundles its Resource Centre knowledge services into a low-cost program intended to assist small business owners. Find out more about it at EZ HR.
resourcecentre

Resource Centre

The Resource Ce​ntre provides members with comprehensive and up-to-date HR information resources, including:

  • Mondaq employment law databases

  • Labour statistics

  • Member Survey data

  • Best practices​

  • Policies

  • Checklists

  • Custom HR research

  • and HR Ho​tl​ine, which connects members and non-member subscribers by phone or email to CHRL volunteers. Not a substitute for legal counsel or HR consulting, HR Hotline does provide quick answers to many HR questions
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