To take advantage of this opportunity please visit CIPD webpage and complete their member application form.

As of January 2021, CPHR Nova Scotia will be adding a new educational requirement that must be completed prior to writing the National Knowledge Exam (NKE). This requirement is applicable unless the individual is covered by another eligible path.

Taught by leading Canadian HR professors, each course provides extensive multimedia lectures with downloadable PowerPoint slides, progress quizzes, and a discussion board where you will interact with your instructor and other students and post answers to assignments.

The Spring 2020 Semester begins between May 4th and 15th, 2020 and ends between July 24th and August 7th, 2020. (Flexible start and completion dates to suit your schedule.)

Accounting and Financial Management (Forthcoming)

• Author: John Parkinson Ph.D., Professor of Accounting, York University
• Instructor: TBA

Financial and management accounting knowledge is necessary to enable Human Resources Managers (HRM) to do their job effectively. In some cases, where the HRM are expected to carry out the activity, a detailed knowledge is required. This would be the case, for example, in respect of the preparation of operating budgets within HR, and the interpretation of control information based on those budgets. In other cases the HRM is expected to have a working understanding of the challenges faced by fellow members of the management team, where a familiarity with the concepts is more important than detailed knowledge.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Casebook included, Textbook is extra. Click HERE to register.

Textbook: TBA

Human Resources Management (Forthcoming)

• Authors: Monica Belcourt, PhD, Professor, and Michael McGarry Human Resources Management, York University
• Instructor: TBA

Human Resources Management will help you understand how effective people in management can lead to the creation of better working conditions and improved employee performance. Dr. Monica Belcourt, author of Canada's best-selling textbook on the subject, leads a comprehensive introduction to the core topics of human resources management including human resources planning, recruitment, selection, performance appraisal, industrial relations, employment law, health and safety, and training and development.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Casebook included, Textbook is extra. Click HERE to register.

Textbook: TBA

Industrial Relations (Forthcoming)

• Authors: Travor C Brown, PhD, Professor, Memorial University and Robert Hebdon, PhD, Professor, McGill University
• Instructor: TBA

In Canada, approximately one in three employees are represented by unions. This course provides an introduction to the economic, legal, political and social aspects of industrial relations in Canada. While the emphasis of the course will be on the union-management relationship, non-union representation issues will also be examined. Topics to be covered include: labour and employment law, collective bargaining, grievances and arbitration, strikes, as well as the rights of the employer and union.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Casebook included, Textbook is extra. Click HERE to register.

Texbook: TBA

Occupational Health and Safety (Forthcoming)

• Author: Professor Kevin Kelloway, PhD, Saint Mary’s University
• Instructor: TBA

This course provides a basic knowledge of health and safety and will be useful to all employees, regardless of whether they are directly, or indirectly responsible for health and safety. Emphasis will be placed on legislation, chemical and biological agents, physical agents, psycho-social hazards, hazard recognition and assessment, hazard control, accident investigation, and other topics of interest. By the end of this course students will understand their responsibilities as related to the internal responsibility system, and that health and safety is everybody's responsibility.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Casebook included, Textbook is extra. Click HERE to register.

Textbook: TBA

Organizational Behaviour

• Author: Alan Saks, PhD, professor,
  Centre for Industrial Relations and Human Resources, Joseph L. Rotman School of Management, University of Toronto
• Instructor: Madeleine Maruaniy

Organizational behaviour is the study of how people behave both individually and within informal and formal groups. Every organization's performance is ultimately dependent on the motivational levels of its human resources and the willingness and ability of people to work harmoniously and effectively towards the accomplishment of shared goals. Organizational Behaviour explores and examines the interrelationships of individual personality and work, the characteristics of organizations and their environments and the challenges presented by the ever-changing combination of these factors.

Prof. Saks explore organizational structure and the environment, communication, motivation, leadership, group dynamics, decision-making, job design, and organizational change in this course. Upon completion, you will understand individual and group behaviour within small and large organizations and know how this behaviour influences organizational performance.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Casebook included, Textbook is extra. Click HERE to register.

Textbook: TBA

Recruitment and Selection

• Authors: Professor Mary Jo Ducharme, School of Human Resources Management York University and Mark Podolsky
• Instructor: TBA

This course provides an introduction to the current issues and procedures that are used in recruitment, selection and appraisal of employees in Canadian organizations. We will be reviewing such topics as Canadian legal standards, the utility of scientific approaches to selection and the steps involved in developing and validating a selection system.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Textbook is extra. Click HERE to register.

Textbook: TBA

Strategic Compensation

• Author: Dr. Parbudyal Singh, professor, Human Resources Management, York University
• Instructor: Dr. Parbudyal Singh

This course provides the student with an understanding of the objectives of a compensation program; the process and techniques of wage and salary determination; issues and problems in incentive systems; benefits and services, and the management of these programs.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Textbook is extra. Click HERE to register.

Textbook: TBA

Strategic Human Resources Planning (Forthcoming)

• Authors: Monica Belcourt, PhD, Professor, Human Resources Management, York University, Ron Alexandrowich and Mark Podolsky
• Instructor: TBA

The course provides students with an understanding of the personnel planning process, the quantitative and qualitative techniques used in forecasting personnel requirements, and possible solutions to shortages and surpluses. Students will understand the implications for various human resource functions as a result of strategic options such as restructuring, mergers; outsourcing and international ventures. Students will gain a solid understanding of how to measure the effectiveness of all these processes.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Casebook included, Textbook is extra. Click HERE to register.

Textbook: TBA

Training and Development

• Author: Alan Saks, PhD, professor, Centre for Industrial Relations and Human Resources, Joseph L. Rotman School of Management, University of Toronto
• Instructor: Paul Proulx

This course provides the student with an understanding of the objectives of a compensation program; the process and techniques of wage and salary determination; issues and problems in incentive systems; benefits and services, and the management of these programs.

In this online credit course, you will access multimedia lectures, participate in a discussion board, submit a midterm assignment and write a final exam, all online. See the course outline for full details.

Price: $415 plus tax. Textbook is extra. Click HERE to register.

Textbook: TBA

Artificial Intelligence at Work

Join us for the third “This is HR” webinar series by CPHR Canada with keynote speaker Alex Benay and host Richard Cloutier.

Format: Online – Live Webinar

Date: December 11, 2019

Time: 12:00 p.m. CDT (central time zone)

The world of Artificial Intelligence (AI) is rapidly growing and it’s important to be aware. 

In this webinar, Alex explores the most pressing AI and data battles taking place, while bringing to life some of the important real-world scenarios we too often ignore either as corporate citizens or everyday individuals.

From companies making decisions without human intervention to certain governments controlling ISO standards processes on AI, Alex will draw from his personal experience developing the world’s first Algorithmic Impact Assessment tool to show how we can reduce risk and move forward.  

In this presentation, you will learn:

-       What AI is and how it affects the modern workplace.

-       How your organizations can better prepare for the algorithmic conflicts to come.

-       How to choose ethical technology suppliers.

-       The role corporate values play in automation.

-       How to cut through the hype in order to focus on real concrete digital actions your institution should be most concerned about getting right.

Keynote Speaker:

Canada’s former chief information officer Alex Benay is no stranger to the world of AI. Now as a partner at KPMG LLP, Alex is an advocate for culture change that facilitates more digital, agile and open organizations. He is a dynamic executive with public, crown and private sector experience.

Alex has incredible energy, drive and a wealth of knowledge in the world of digital. He is the former CIO for the Government of Canada where he was named one of the world’s 100 most influential people in digital government.

His book Canadian Failures brings together successful Canadians such as astronauts and gold medal athletes to discuss how failure got them to where they are today in an effort to remove the national stigma surrounding the term ‘to fail’.

Leaders need to stay on top of the current trends influencing their industry and their employees to stay ahead of the game. As the workforce changes and progresses, so does the way we lead our people. Here are the Top Five Leadership Trends.

1.     Relationships in employee engagement

Engagement boils down to your employee’s willingness and ability to contribute to a company’s success. It’s how hard they want to work while they’re in the office. As a leader, you need to ensure that your employees are passionate about their jobs and that they are eager and enthusiastic at work. A huge part of promoting employee engagement is getting to know each of your employees as individuals. Ask for their feedback, meet with them one-on-one, set specific goals and mentor them as often as possible. A people-focused culture starts with the leaders in the workplace.

2.     Invest in your people

Besides having a business mindset with your employees, it’s important to have a personal one. Humans are social beings; we especially want to feel needed and respected at work.  Leaders need to focus on particular soft skills, such as emotional intelligence and people skills – because when employees feel comfortable toward someone who’s able to relate to their concerns, sentiments or challenges, they work harder and stay at their jobs longer. Show gratitude to your employees, encourage collaboration and build authentic relationships with your people to keep them content at their profession.

3.     Improved training and coaching

The first step in developing your people is through training and coaching. The point of coaching isn’t to make your employee feel bad about their quality of work, but to enhance their work and hopefully move them forward. Proper development requires encouragement, empowerment and patience. Everyone improves at different speeds. Be mindful and learn how to guide your employee through your training.

4.     Making use of technology

Having both talented people and advanced technology to serve customers is fast becoming the norm. If your business isn’t comfortable with technology, it’s time to get familiar. Technology lets employees interact in new ways. The days of being limited by face-to-face meetings and impersonal conference calls are long gone. Today’s teams can work remotely and across wide distances, not just in the office.  

5.     Learning to lead several generations

2019 will see a major flood of workers from Generation Z (individuals born in the late 1990s and early 2000s) entering the workforce. Managing and motivating a diverse workforce can be challenging at times. As the youngest generation enters the workforce and works alongside the senior employees, a one-size-fits-all management style simply does not exist anymore. While there are a lot of differences between the age groups, there are a lot of similarities as well. Overall, remember that your employees want to be heard and need a safe space to do so. They want opportunities to develop and advance in their workplace. Don’t dwell on the differences of your employees, instead brainstorm how you can bring them together and what they mutually share. 

Remember to register for our next webinar on Unlocking Happiness at Work with Jennifer Moss on November 6 at 12:00 p.m. (CDT) 

Unlocking Happiness at Work

Join us for our second “This is HR” webinar series by CPHR Canada with keynote speaker Jennifer Moss and host Richard Cloutier.

Format: Online – Live Webinar

Date: November 6, 2019

Time: 12:00 p.m. CDT (central time zone)

After two decades of research, it is proven that there is a direct correlation between a healthy, productive workplace culture and a company’s bottom line.

We used to think IQ was the best determinant of a person’s likelihood for success. Now, we have scientific evidence that proves otherwise. As we understand more about emotional intelligence and how it plays into the cultural makeup of some of the most innovative companies, it’s impossible to ignore its relevance.

When your team builds up their psychological fitness, it can give them the edge to outpace competitors through increased innovation, improved engagement, and higher productivity. This talk will explore how to unlock happiness in the workplace to rally organizational metrics while sustaining, or even reigniting, our passion for work.

In this presentation, you will learn:

-       The Happiness Economy

-       How to foster workplace happiness

-       The mechanisms for tracking your organizational success

-       Adaptive frameworks to implement within your organization

Keynote Speaker:

Jennifer Moss is an international public speaker, author, and workplace expert. She is the award-winning author of “Unlocking Happiness at Work” and frequent writer for Harvard Business Review and Society for Human Resource Management (SHRM). She is the co-founder and Board Member at Plasticity Labs, a workplace insights and consultancy firm. 

Jennifer is also a member of the United Nations Global Happiness Council – a small group of leading scientists and economists that analyze and report on the happiest and the least happy countries. Jennifer contributes annually to the workplace chapter of the Global Happiness Policy Report.

Jennifer is a recipient of the International Female Entrepreneur of the Year Award, named a Canadian Innovator of the Year and was honoured with the Public Service Award from the Office of President Obama.

Please join us for an educational and insightful conversation. See you soon!

Addressing Diversity and Inclusivity in the Workplace Webinar Recap

“We don’t have to pretend as though we are not trying to do something brand new. It’s okay to say that you’re moving into a space you haven’t been in before.”

 That’s one of the key takeaways from Kim Katrin around the topic of diversity and inclusion. Her webinar was held on September 26, with host Richard Cloutier, senior reporter for Global News Winnipeg and the co-host of 680 CJOB. Together they discussed a range of topics; pronouns, gender-neutral bathrooms, tips for a healthy and diverse office and languages in the workplace.

“When we make decisions around diversity or inclusivity, it creates more open space that overall benefits people. However, every single person isn’t going to have the same experience,” said Kim. 

Kim has travelled around the world speaking to people about justice, equity, inclusion and human rights. During the webinar, Kim shares a twist to the “golden rule”.

The golden rule suggests that we should treat other people the way that we want to be treated. That might seem simple enough, but it assumes that there is a standard for other people’s experiences. Instead, she encouraged webinar viewers to treat people the way they want to be treated, which means we have to ask.

Kim noted that creating a diverse and inclusive workplace takes time. “Allyship, inclusivity and diversity are a process. It’s not a place or an identity.”

 Above all, you need to want to create a diverse and inclusive workplace.

“It’s so important to want to do the work. If you aren’t interested in it and you feel like it’s a chore, everyone else is going to feel like it’s a chore,” said Kim. “So, before you start any initiative, be sure that you are ready, and you want to do it.”

Don’t miss your chance to view Kim Katrin webinar on: Addressing Diversity and Inclusion in the Workplace. Click here to watch!

Addressing Diversity and Inclusion in the Workplace

The first in CPHR Canada’s ‘This is HR’ webinar series, with keynote speaker Kim Katrin and hosted by Richard Cloutier, co-host of the News on 680 CJOB, 4 to 7 p.m. weekdays and senior reporter for Global News Winnipeg.

Format: Online – Live Webinar

Date: September 26, 2019 

 Time: 12:00 p.m. CDT (central time zone) 

In 2019, the workplace continues to closely reflect our actual population demographics. Diversity and inclusion are becoming even more important to learn about and understand.

At the end of the day, creating a diverse team isn’t about finding a bunch of different people and expecting them all to do everything the same, but rather to value the fact that everyone’s differences make your team stronger as a whole. 

It’s obvious that greater diversity in the workforce results in greater profitability and creativity, but do you have all the tools needed to succeed when it comes to diversity and inclusion?

In this presentation, you will learn:

Amplifying Ethical Leadership, including themes such as:

- Examining prejudice

- Equity

- Intersectionality

- Mentorship

- Possibility models

- Allyship

- Legacy

- Learning & Leveraging Privilege

Keynote Speaker:

Kim Katrin Milan is passionately dedicated to intersectionality and invested in arousing a sense of curiosity and empathy with her audience. She uniquely weaves together the historical context, statistical analysis, as well as current events. She is a dynamic speaker, invested in tough issues and inspiring in her approach to solutions. By focusing on small meaningful actions and choices, she makes creating large scale change accessible.

A public researcher, consultant and human rights educator, she has shared hundreds of unique resources and presentations around issues including race, ability and gender.

Please join us for educational and insightful conversation. See you soon!  

“I passed my CPHR exam … Your course was worth its weight in gold and your service was second to none.” B.R. 2019

The only online prep course that includes: interactivity in a discussion board with our leading content expert; over 28 hours of multimedia lecture presentations with review quizzes; a diagnostic test, 4 practice exams, and a New NKE Preparation handbook in e-book format. The course provides both broad and in-depth coverage of the Competency Framework, along with many assessment resources to help you study and test your readiness to write the NKE.

Important Features of the NKE Prep Course and Your Advantages

• The ability to create a customized study plan that starts with a Diagnostic pre-test, which assesses your knowledge level, provides feedback, identifies areas that need revision and suggests sources for learning the important content.
  Your Advantage: You can display (and print out) the entire test and diagnostic feedback document at any time for easy access to the specific Competencies you need to review!
• Access 28 hours of interactive multimedia lectures, available 24 X 7 and equivalent to about 75 hours of class time. A detailed glossary, our new in-course Handbook and references to other HR texts are also provided to help you cover the required content of the competency framework.
  Your Advantage: More instructional content and all parts of the lectures are available for selective access 24 X 7! You do not need to access parts that you do not need to review!
• The CPHR NKE Preparation Handbook in e-book format provides you with 300 pages of concise coverage of key concepts of the Competency Framework, conveniently organized by Competency.
  Your Advantage:  Easily locate, study and review the required Competencies. An Ideal study resource to accompany the lectures.
• Interactive quizzes and progress tests with automatic feedback to monitor your learning progress through the lectures and Handbook.
  Your Advantage: You can display and print out all the feedback documents! This helps you keep track of what you already know and what you need to learn.
• 4 timed practice exams with 600 multiple choice questions.
  Your Advantage: Four practice exams provide you with 600 practice questions on the Competency Framework that is covered in the NKE! They are similar to the NKE questions in format, coverage and level of difficulty. (Please note the practice exam questions in the prep course may not closely reflect the actual questions in the NKE.)
• A moderated discussion board allows you to collaborate and form study groups with fellow prep course participants, ask our content expert, Stephanie Milliken, to answer your questions about the course content and practice exams.
  Your Advantage: Access to a content expert ensures that your questions can be answered. A totally pre-scripted course cannot do that!
• Cost: New Registrations cost $349 plus GST (or HST) for 18 weeks access.
  You may also extend your previous registration for $39 for each 4 week extension (within one year of registration).

Register today!

Today’s employers are influencing change and advancing Canada’s culture.

Every day it becomes more clear – work is not separate from society.

When society’s traditional models of leadership and shared culture become diluted, people look for cues from systems they trust.

For better or for worse, employers have an opportunity, a right and a responsibility to influence the opinions and lives of their employees and their families. It’s an influence that ripples out, creating broad impacts for communities.

As a result, leadership, at all levels in business, takes on greater importance.   

Work culture provides people with a framework for broader social culture.

But that leadership and culture influence can only be sustained in a business that is successful.

So, when employers talk about strategy, the wisest of them are talking about strategies that accelerate business success and positive community impact together.

 Finally, without engagement, all the strategy and good intention in the world is moot. And a key piece of engagement is meaning and reward.

Leadership, strategy, culture, engagement and reward are complex, interwoven topics that require purpose and attention to do well.

But our success as organizational leaders and as community stabilizers rely on these key competencies – and these are just five of the nine competency areas of CPHRs.

Human Resources professionals have the education, the skills, and the experience to help workplaces, and the people in them, to flourish.

A steady job and a paycheque are always a stabilizing factor.

 But in these complex and rapidly changing times, employers who engage and empower human resources leaders can have a tremendous positive influence in their communities.

The bonus is that there is more evidence accumulating every day that businesses who adopt this whole-entity model achieve far greater long-term financial success than those who don’t.

This is the future of employment.

This is HR. 

CPHR Canada has partnered with Yardstick to offer members its exam delivery software, Measure: a user-friendly and intuitive exam delivery platform that is used by a wide variety of certification and licensure bodies in Canada, the United States, and globally. 

Starting with the Fall 2019, NKE writers will have the flexibility to pick one of the following time slots to write the exam – Thursday, October 31 at 9 a.m. or 1 p.m. or Friday, November 1 at 9 a.m. or 1 p.m. – at one of our designated locations in Halifax and Sydney.

With Measure, exam writers will have access to numerous tools that will aid them in writing the exam while reducing anxiety. The numerous tools include:

• the option to bookmark and revisit questions;

• a “notes” feature for members to write and make reference to throughout the exam;
• a question navigator to easily jump back and forth between questions;
• a time remaining clock with optional reminders at specific intervals (e.g. 5 minutes remaining);
• a language toggle (for French speakers);
• accessibility features such as font size increase/decrease;
• a thumbnail presentation of images with magnification feature;
• a “Submit with unanswered question” check;
• a restrictive copy/paste functionality; and
• question count (e.g. ‘Question 1 of 160’).

Measure provides accessibility for all exam writers and creates efficiencies in answering questions in a completely secured environment.

The NKE registration fees will be as follows:

• Exam Fee: $400 + HST
• Yardstick Seat Fee: $125 + HST.

Adding computer-based testing to the list of offerings is the next step in CPHR Nova Scotia’s continued path of growth and advancement for its members and the HR industry.

For more information about the exam and registering for the Fall NKE, visit the NKE section of our website or contact us at hello@cphrns.ca or 902-446-3660.

Individuals will be required to enroll in the nine foundational HR courses offered by CPHR Nova Scotia in partnership with Captus Press Inc. or may be eligible to transfer credits for courses that are equivalent to and recognized by a member association.

This requirement will be implemented in January 2021.

Also, as a reminder, there are three exam dates that will take place prior to this change:

• Fall 2019
• Spring 2020
• Fall 2020

Click here for more information.

Under the new system, CPHRs will be required to report a minimum of 100 hours of qualifying CPD hours on a rolling three-year calendar basis, of which 20 hours must be obtained each calendar year.

Why Have We Made This Change?

Once you obtain the CPHR, there is no expiry date as long as you adhere to the requirements to maintain the designation. Previously, the designation expired every three years and required recertification.

With an annual reporting process, CPHRs are committed to growing their professional capabilities and remaining current in HR on an annual basis in order to maintain the CPHR.Most of our members already complete CPD activities every year.

More information is available in the full message to CPHRs distributed today.

CPD Qualifying Activities Streamlined

In addition, we have streamlined the qualifying activities to make it easier for members to know what activities qualify for CPD hours, how to calculate, and what category the activity applies to.

Online CPD Reporting!

We are excited to advise that we have created an online tool for members to capture your qualifying CPD activities to replace the former cumbersome Word version CPD log effective immediately. To make it even easier to track your CPD, CPHRs that attend HRANS Professional Development Programs will have those sessions entered automatically. And, entering your other qualifying CPD is a quick and easy process.