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Nov 01
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burnout

Burnout: Symptoms, Causes, and Treatment Strategies 

By Workplace Culture

In today’s rapidly evolving and demanding work environments, the looming spectre of burnout has grown more significant than ever. The daily grind and personal and professional pressures can take a toll on both employees and the organizations they work for. 

Recognizing the signs, understanding the root causes, and working to combat burnout has become necessary for leaders and employers alike. This article will delve deeply into burnout, concentrating on how employers and leaders can play a pivotal role in preventing, identifying, and addressing this pervasive issue. 

Signs and Symptoms of Burnout 

So, how does burnout happen? 

Burnout doesn’t happen overnight; it’s a gradual process that can sneak up on you. Early signs and symptoms are like red flags, indicating something is amiss and should be addressed. 

Learn to notice the first signs of burnout, which fall into three categories.

Physical Signs and Symptoms of Burnout

  • Feeling exhausted and drained most of the time.
  • Lowered immunity, leading to frequent illnesses
  • Frequent headaches or muscle pain
  • Changes in appetite or sleep habits

Emotional Signs and Symptoms of Burnout

  • Sense of failure and self-doubt.
  • Consistently sad, overwhelmed, or stressed, even over small issues. 
  • Detachment from loved ones.
  • Lack of motivation and an increasingly cynical and negative outlook.
  • Decreased satisfaction and sense of accomplishment
  • Loss of Interest in activities once enjoyed can feel like chores, leading to mindless activities and social media scrolling.

Behavioural Signs and Symptoms of Burnout

  • Withdrawing from responsibilities.
  • Isolating from others.
  • Procrastinating and taking longer to complete tasks
  • Quickly becoming irritated with colleagues or clients.
  • Skipping work, coming in late, and leaving early.
  • Reduced Productivity and diminished performance.

Depression Vs Burnout 

Many people struggle with depression. While burnout and depression have similar symptoms, they are not the same thing. 

depression vs burnout

Stress Vs Burnout 

If you’re feeling stressed because of an approaching deadline or an interview, which is entirely different than burnout, here is how they are different. 

Stress vs Burnout

What Causes Burnout? 

Burnout can be either circumstantial or existential. Understanding which type you are experiencing can help you customize your recovery approach. 

Chronic stress is the leading cause of burnout, worsened by situational and individual factors. At its core, burnout comes from overlooking the importance of rest. The Effort-Recovery Theory explains that every task consumes us psychologically and cognitively and that recovery through breaks is essential. 

Here are the different factors that might cause burnout. 

Individual Factors

  • Pursuing perfectionism across all aspects of one’s work without considering priorities.
  • Overemphasizing the significance of work, making it the sole focus of one’s life.
  • Low self-esteem, cognitive rigidity, emotional instability, and an external locus of control
  • Difficulty in setting boundaries
  • Having high expectations of oneself and an amplified professional conscience.
  • Struggling with delegation or team collaboration in a stressful environment.
  • Inadequate adaptation strategies, including dependence, poor time management, a high need for support, unwise lifestyle habits, and challenging interpersonal relationships.
  • Possessing a highly driven, ‘A-type’ personality with a strong inclination toward competitiveness and a need for control.

Situational Factors

  • Overwhelming workloads and work overload.
  • Values conflict on the job, where a discrepancy exists between personal and organizational values, leading to stress as workers grapple with the divergence between their beliefs and job requirements.
  • Struggling to maintain a work-life balance because of family responsibilities
  • A lack of control and an inability to participate in decisions related to one’s work
  • Insufficient reward and recognition, encompassing financial compensation, esteem, and respect, can devalue an individual’s contributions and heighten feelings of inefficacy.
  • A ‘Toxic’ Community is characterized by unresolved conflicts, a lack of psychological support, poor communication, and mistrust.
  • Unfair treatment or incivility in the workplace leads to cynicism, anger, and hostility.
  • Poorly defined responsibilities, ambiguous roles, and demanding schedules that persist over time.
  • Unclear Expectations and uncertainty about roles and expectations can lead to stress and frustration.

What are the consequences of untreated Burnout?

Burnout is so dangerous if left untreated. It’s not a wave to ride. Ignoring symptoms or not giving yourself the rest your body needs will lead to severe consequences. You may find yourself stuck in a cycle of burnout that would take years to get out of.

Untreated burnout might also lead to physical illnesses. Some people reported that it led to physical symptoms such as headaches, muscle pains, and depression. 

How to Recover from Burnout 

Burnout is a significant problem which impacts personal well-being and business success. The best strategy to overcome burnout is to react once you recognize signs of it. The earlier you act, the better it will be to prevent and overcome burnout. 

Here is a recovery plan with some activities and lifestyle changes you can try to recover from burnout.

Identify Symptoms and Triggers

  • Recognize and Acknowledge Burnout
  • Understand the signs and symptoms, and be honest with yourself about your mental and emotional state.
  • Figure out the culprit. This will allow you to step away from the stressors. For example, it could be that you haven’t taken any time off in a while or that you’re working on a project that doesn’t align with your work, etc. 

Reevaluate Work & Life

  • Consider adjusting your work environment and readjust your work-life balance
  • Discuss workload or other concerns with your supervisor.
  • Seek Support and communicate with your employer and HR to seek mental health support. 
  • Consider taking a break from work to rest and recharge. Use this time to focus on self-care and relaxation.
  • Implement lifestyle changes to restructure your life and break the cycle.
  • Reflect on your goals and values to ensure they align with your personal interests and well-being. Make adjustments if necessary.

Inefficacy Recovery

  • Prioritize tasks based on motivation (want-to goals) and necessity (have-to goals).
  • Identify inefficiencies and remove unnecessary steps.
  • Assess the perceived attainability of your goals.

Exhaustion Recovery

  • Reset your sleep schedule: Consistent sleep schedules and relaxing bedtime activities can help you sleep better. Taking naps might help you rest during the day.
  • Allocate time for hobbies, leisure, and activities that bring you joy.
  • Prioritize nourishing meals, eat a balanced diet and avoid fast food even if you use meal kits or grocery delivery to reduce stressors.
  • Exercise can improve your mental health and reduce depression and anxiety. You don’t need much gear to start, or you can set up a home gym.
  • Engage in self-care activities that promote relaxation and stress relief. 

Cynicism Recovery 

  • Reframe Your approach/avoidance goals
  • Split your goals into approach-focused and avoidance-focused tasks.
  • Reframe avoidance-focused goals into approach-focused ones.
  • Set implementation intentions for goals that remain in the avoidance-focused category

Mental Health Recovery

  • Journaling can be an effective method to track your habits and mood in an analog and private way, as well as reflect on what matters to you in your career and personal life.
  • Practice self-compassion. Cut yourself some slack and normalize taking time to recover.
  • Track your stress levels can help you spot and reduce stress when you’re overwhelmed.
  • Implement stress management techniques into your daily routine, such as meditation, breathing exercises, calming massages, and relaxation playlists.
  • Establish personal and professional boundaries. Learn to say no to additional commitments when necessary to protect your well-being.
  • Talk to your friends and family about your stress levels and accept their support. 
  • Talk to a mental health professional who can provide expert advice and guidance.

How Long Does It Take To Recover From Burnout? 

The recovery length varies from person to person, the situation, but the strategies and timing of the intervention you apply can make a big difference. 

Because of variation, recovery time can take anywhere from a few weeks to several years.

Recovering from burnout can be a challenging journey, but it’s possible with the right strategies and support. Remember that burnout recovery is a personal journey, and it may take time. Be patient with yourself and prioritize self-care as you work toward a healthier, more balanced life.

Oct 12
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National Disability Employment Awareness Month

Employers Need to Do Better for People with Disabilities

By Diversity and Inclusion

National Disability Employment Awareness Month is upon us, a time for reflection and action.

People living with disabilities are hugely under-represented in corporate leadership. A rule change on corporate diversity disclosures in Canada could help change that. But only if the right path is chosen.

At Career Edge, we’re on a mission to promote inclusivity in the workforce. In this article, we’ll share key statistics and actionable steps to encourage employers to hire more people with disabilities.

National Disability Employment Awareness Month

While income disparities continue to exist, with lower educational attainment for individuals with disabilities, in this National Disability Employment Awareness Month, here are a few reminders for employers to aim to achieve.

  • Aspiring to diversify the talent pool.
  • Driving cultural change within businesses.
  • Supporting disabled employees to succeed in the hiring and onboarding process.
  • Providing the needed support and accommodations to perform their jobs. 

Understanding the Status Quo

While the number of people with disabilities in Canada is significant, their participation in the labour market lags behind that of people without disabilities. The unemployment rate for people with disabilities is consistently higher, making National Disability Employment Awareness Month a crucial opportunity to address this disparity.

To grasp the importance of this mission, let’s delve into the numbers:

  • In 2022, the unemployment rate for people with disabilities was 6.9%, nearly double that of those without disabilities, 3.8% (Statistics Canada, 2022)
  • The median hourly wages for those with disabilities were 5.5% lower than those without disabilities. (Statistics Canada 2022)
  • In 2022, among those with disabilities who were employed, one in five 20.3% worked part-time (not by choice), compared with 16.2% among those without disabilities. 
  • Nearly 59% of working-age adults with disabilities are employed, compared to around 80% of those without disabilities (Statistics Canada, 2017).
  • 1.6 million Canadians with disabilities couldn’t afford the necessary aids, devices, or meds.
  • Disability isn’t always obvious. As of 2023, approximately 2.3 million Canadians aged 15 and over are living with severe disabilities that limit their daily activities, according to Statistics Canada. 

How Can Employers Help?

Disabilities still represent a barrier for many Canadians in terms of acquiring and maintaining meaningful employment. Recently, the legal and policy landscape has changed in Canada on matters related to disability and inclusion. These policies, such as the Accessible Canada Act and the Disability Benefit Act, are meant to remove barriers and enable more equitable access to employment for those with disabilities.

Overcoming barriers is vital to fostering inclusivity. Here are a few things you can do as an employer when hiring people with disabilities. 

Despite limited opportunities, BMO’s 2013 survey found that 77% of employers reported positive results with disabled hires.

National Disability Employment Awareness Month encourages individuals, businesses, and organizations to promote inclusivity and raise awareness about the potential and capabilities of individuals with disabilities. It serves as a reminder that disability shouldn’t be a barrier to pursuing a fulfilling career. 

It’s vital to raise awareness about hidden disabilities to promote understanding and empathy within the workplace. 

How to be Inclusive of Employees with Disabilities

Accommodations aren’t always met. Statistics Canada’s 2017 survey revealed that workplace accommodations such as flexible work arrangements, workstation modifications, and human or technical support were frequently required. However, the likelihood of meeting those decreased as the number of required accommodations increased. Only 75% of employees with disabilities requiring one accommodation had their needs met, while 36% of those requiring three or more had their needs met. 

Embracing accommodations goes beyond ethics; it’s an investment in your organization’s growth and success. To create an inclusive workplace, organizations should consider various strategies:

  1. Accessible Workspaces: Make physical accommodations like ramps, accessible restrooms, and elevators to ensure everyone can navigate the workspace comfortably. Ensure physical accommodations like ramps, accessible restrooms, and elevators are in place for a comfortable work environment.
  2. Flexibility: Implementing flexible policies that cater to various needs, such as flexible hours and remote work options.
  3. Training and Sensitivity Workshops: Educate employees about disabilities, fostering empathy and understanding among colleagues. Training: Offering training on recognizing and accommodating hidden disabilities. The Ontario Human Rights Commission provides resources for employers in this regard.
  4. Recruitment and Retention Programs: Actively recruit individuals with disabilities and establish mentorship programs to support their career development.
  5. Mental Health Support: Recognize that disabilities include both visible and invisible conditions. 
  6. Open Communication: Foster open communication within the workplace, where employees feel comfortable discussing their needs and challenges.
  7. Flexibility and Training: Offer flexible work arrangements and provide training on recognizing and accommodating hidden disabilities.
  8. Recruitment and Mental Health Support: Actively recruit individuals with disabilities and provide mental health support to all employees.

Resources for Employers 

Canada provides numerous resources for building an inclusive workforce, such as 

  1. Career Edge: Connect with us, and we’ll help you find many incredible talents with disabilities and help you navigate the hiring and onboarding process.
  2.  Job Accommodation Service (JAS): JAS, offered by Employment and Social Development Canada, provides valuable resources and financial assistance to help employers make reasonable accommodations for employees with disabilities.
  3. Provincial Accessibility Legislation: Many provinces, including Ontario, British Columbia, and Manitoba, have introduced accessibility legislation that mandates accessibility standards for businesses and public institutions.

By promoting inclusivity and empowering employees with disabilities to contribute their unique skills and perspectives, you’ll foster a more diverse, creative, and resilient workforce. So, let’s work together to create a Canada where everyone, regardless of their abilities, is celebrated for their contributions and can thrive in the workplace.

Oct 03
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Positive Company Culture

6 Ways To Create A Positive Company Culture

By Workplace Culture

Contrary to the common belief, a positive company culture is not pizza, ping pong tables, or company swag. Corporate culture is more than that.

A Glassdoor survey suggests that 77% of prospective employees consider company culture before applying. Leadership is critical in shaping and maintaining a positive workplace culture through actions, policies, and communication. 

So, what is a positive company culture? 

A positive company culture is a positive attitude that creates an environment within an organization that cultivates collaboration, productivity, and satisfaction among its employees. 

The term “company culture” refers to a shared set of beliefs, values, attitudes, standards, purposes and behaviours that prevail in a workplace. It includes explicit and implicit rules that guide the actions and decisions made by people within an organization. Your company’s culture is the total of what you and your colleagues think, say, and do as you work together. It is an essential aspect of the workplace that shapes the behaviours and attitudes of everyone involved.

Benefits of a positive company culture 

A positive workplace culture has numerous benefits, including higher employee morale, increased productivity, lower turnover rates, enhanced creativity and innovation, and a better ability to attract and retain top talent.  

 Creating a positive company culture is crucial to attract and retain top talent. Here are six ways to cultivate such a culture: 

1. Define and Communicate Your Company Values

Company values are the foundation of your culture. They define the principles and beliefs that guide your organization’s actions and decisions. Start by identifying the core values that resonate with your company’s mission and vision. These values should reflect what your organization stands for and how it operates. 

Once you’ve defined your values, communicate them clearly and consistently throughout your organization. This can be done through employee handbooks, internal training, and regular reminders in company meetings. Ensure that your values are not just words on paper but are actively integrated into your daily operations. 

For example, if one of your core values is “innovation,” encourage employees to develop creative solutions to problems, reward innovative ideas, and invest in research and development projects. 

2. Foster Inclusivity and Diversity

In today’s diverse and globalized workforce, inclusivity and diversity are essential components of a positive company culture. Foster an inclusive environment by valuing and respecting individuals of all backgrounds. Prioritize diversity in your hiring processes and promote equal career growth and development opportunities. 

Implement diversity and inclusion training programs to educate employees on their importance. Encourage open conversations about diversity-related issues and actively seek input from underrepresented groups in decision-making processes. 

 By fostering inclusivity and diversity, you attract a wider pool of top talent and benefit from a range of perspectives that can drive innovation and creativity within your organization. 

3. Prioritize Employee Well-being 

Employee well-being is a critical factor in attracting and retaining top talent. A workplace culture that prioritizes the physical and mental well-being of its employees demonstrates a genuine concern for their welfare. Consider implementing the following strategies to prioritize well-being: 

  • Offer wellness programs: Provide resources for physical fitness, stress management, and mental health support. 
  • Flexible work arrangements: Allow employees to balance work and personal life by offering flexible scheduling and remote work options.
  • Encourage breaks: Promote regular breaks during the workday to reduce burnout and increase productivity.
  • Recognize and address burnout: Monitor employee workloads and provide support when necessary to prevent burnout.

Employees who feel cared for and supported in their well-being will likely remain loyal to your organization and perform at their best. 

 4. Promote Professional Growth 

Top talent seeks opportunities for growth and development within their careers. Create a culture that invests in employees’ professional development by offering training, mentorship programs, and career advancement opportunities. 

Regular feedback and coaching help employees improve. They identify areas to excel and provide support to succeed. Together, they help achieve potential and contribute to success.  

Encourage a culture of continuous learning and innovation by rewarding employees for acquiring new skills or certifications. 

By investing in your employees’ growth, you attract top talent and ensure they remain engaged and motivated to contribute their best to your organization. 

5. Recognize and Reward Achievements 

Implement a rewards and recognition program that acknowledges individual and team achievements to show appreciation for hard work and contributions from employees. This can include; 

  • Monetary incentives 
  • Promotions 
  • Public recognition or other tangible rewards. 

However, recognition doesn’t always have to be extravagant. Simple gestures like saying “thank you” or giving personalized feedback can go a long way in making employees feel valued. Regularly celebrate milestones, work anniversaries, and project successes to reinforce a culture of appreciation. 

 When employees know their efforts are appreciated, and their contributions are making a difference, they are more likely to remain committed to their job.  

6. Foster Open Communication 

Effective communication is the backbone of a positive company culture. Encourage employees to share their ideas, concerns, and feedback openly. Actively listen to employee input and take action to address their suggestions. 

 Hold regular team meetings, one-on-one check-ins, and anonymous suggestion boxes to gather input from employees at all levels of the organization. Use surveys and feedback mechanisms to assess employee satisfaction and make improvements based on their responses. 

 Transparent communication builds trust, empowers employees, and creates a sense of ownership in the organization. It also helps identify and address issues before they become major problems. 

In today’s highly competitive job market, a positive company culture can be a decisive factor in attracting and retaining top talent. It is an investment that pays off in the form of a stronger, more resilient, and more successful organization. As companies continue to evolve, adapt, and grow, nurturing and sustaining a positive culture will remain a cornerstone of their long-term success. 

Aug 15
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Why Career Edge is so important to me? By Bavneen Anand

By Success Story

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Bavneen Anand

Marketing Coordinator

 

My journey began in 2022 when I, along with my two suitcases, landed in Canada. A land that welcomes newcomers like me with open arms. I moved here from India to kickstart a new life. Like so many people, I had heard horror stories about how difficult times here can be. Nevertheless, I had a whole year of post-graduation to pull through.   

 

One year passed quickly for me at York University. I was studying there, exploring the city, and trying to fit in culturally. A mistake I made and told students I meet now not to is to start looking for jobs way before the course ends. Because I had three years of experience in my field of Digital Marketing, I was a bit laid back and believed finding a job in Canada would be easy. So, I started applying in December of 2022, with a lack of knowledge on resumes that fit well here or even the type of jobs I should be applying for.  

 

And to my surprise, I did not hear back from too many companies for 2 months, which left me disappointed. On speaking to some friends that I knew here, I realized my resume was not catered to the Canadian market, and there were chances that recruiters and hiring managers were not receiving my application. While I was fixing that, I decided to start working part-time, simply because the free time was adding to my stress. This is when my job search journey began. I was applying for a minimum of four hours a day three months straight, and working part time, a routine that we are not used to back home. Three months of continuous applications and some interview calls later. I got a call from the talent team at Career Edge. Somewhere in those multiple LinkedIn applications, I had also applied for a Marketing Coordinator position. Even though my wait period was three months, much shorter than the stories and wait periods of other newcomers, three months felt like three years.  

 

My first call was a screening call with the talent team, where I was told that they were looking to hire a Marketing Coordinator through an internship program. While I was happy about the opportunity and the job description fit what I was looking for, I was hesitant about the word “internship”. I decided to go ahead still and interview with the team. Two rounds of interviews happened in less than a week, and soon after, Career Edge offered me the position. Of course, I accepted, still hoping that the word internship would merely be a word. Someone finally saw the potential in me and took a risk by hiring a newcomer.  

 

I still remember the nerves I was experiencing on my first day of the job, not so long in April of this year. During my first week, I met with our small but extremely warm team. Everyone was welcoming and so enthusiastic about the different roles they play in the organization. It could not have worked better than this for me. I started working with a Marketing Specialist, Marwa, who was and is so patient with me throughout the process of learning. The fear of internship slowly started diminishing as I was doing all the full-time work, meeting clients as well as gaining freedom in every aspect of content creation. Strangely, this opportunity has helped me feel less alone in a new country, where it can be so easy to get lost.  

 

Today, I completed 4 months with Career Edge. What started as a 3-month contract has now been extended for further partnership while I continue to work with them happily. Not only am I grateful to Career Edge for giving me the first push into the job market, but also thankful for setting high leadership and teamwork standards. Career Edge is letting me grow professionally and as a person.  

Aug 14
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what is hrpa and how does it work

What is HRPA and How Does It Work?

By Professional Development

So you want to take your existing HR experience to the next level? And HRPA is the first thing that comes to your head. Great!

You might be asking, where should I start?

In this article, we will guide you step by step to acquiring HRPA.

What is HRPA?

The Human Resources Professionals Association (HRPA) is a crucial resource for HR professionals in Canada. Primarily focused on Ontario, HRPA regulates the HR profession by issuing HR designations representing the national standard for excellence in human resources management.

When you register with HRPA you join a community of HR professionals committed to learning, ethical HR practice, and advancing their career forward. Each member or student registered with HRPA is listed on HRPA’s Public Register.

Why do you need HRPA?

Joining the Human Resources Professionals Association (HRPA) can be beneficial for HR professionals for several reasons:

  1. Professional credibility: HRPA designations signify high expertise and knowledge in the HR field. These designations can enhance your professional credibility and make you more attractive to potential employers.
  2. Networking opportunities: HRPA offers a platform for HR professionals to connect, network, and share experiences with peers. This can help you build valuable relationships within the industry and facilitate learning from others.
  3. Continuous learning: HRPA provides access to various resources, workshops, conferences, and seminars that can help you stay updated with the latest trends, best practices, and legal requirements in human resources management. This supports continuous learning and professional development.
  4. Regulatory compliance: In Ontario, HRPA regulates the HR profession, ensuring its members adhere to a code of ethics and maintain professional standards. Joining HRPA demonstrates your commitment to ethical and responsible HR practices.
  5. Advocacy: HRPA actively represents the interests of its members to government bodies and other stakeholders. By being part of HRPA, you contribute to a collective voice that can influence policy and legislation affecting the HR profession.

How to Register

Ready to register with HRPA?

You can apply through an online application. Click “Apply Now” to create an account and launch the application. To complete the application, you’ll need to choose one of the three registration classes for new members.

HRPA Registration Classes

The three registration classes for new applicants are:

Practitioner, Student, and Allied Professional.

Each has different eligibility requirements:

The three registration classes for new applicants are Practitioner, Student, and Allied Professional. Each has different eligibility requirements:

  • Practitioner is the main registration class for new applicants. You should apply as a Practitioner if you are not eligible for the Student or Allied Professional Classes. You don’t have to be currently working in HR to apply as a Practitioner.
  • Student registration is open to individuals currently enrolled in a full-time HR program who are not working full-time. Supporting documentation, such as a copy of your course registration, an unofficial transcript, or a letter from your educational institution confirming your program and course load, is required to be uploaded as part of the online application process. Recent graduates are not eligible for Student registration.
  • Allied Professional applies to individuals who are members of another self-regulated profession in Ontario. Check the complete list of allied occupations here.

HRPA For Internationally Educated Professionals (IEP)

HRPA offers a discount on initial registration dues to individuals who are new to Canada within the last two years through the Internationally Educated Professionals (IEP) Program. To apply as an IEP, and to review the eligibility requirements.

When to Register

HRPA’s registration year starts on June 1st to May 31st.

You may join at any point in the registration year, and your registration fees will be prorated to reflect the number of months remaining until the end of the year.

Regardless of when you first join, you will be required to renew your registration by the following May 31st.

The only exception is students – students who register in March, April or May exclusively benefit from 15, 14 or 13 months of registration and will only need to renew the following year.

Registration Fees

Your initial registration fees are calculated based on three things:

  • The number of months remaining in our registration year at the time you join
  • Your registration class
  • Whether you are In the Province or Out of the Province

Check the breakdown of initial registration fees here.

Good Character Questions

Now as you’re ready to apply for HRPA, you fill out your application, and you’ll come across 13 intriguing “Good Character” questions. Don’t worry. These questions are a standard part of the process for regulatory associations like HRPA!

Answering “yes” to one or more questions doesn’t spell doom for your HRPA dreams. In fact, if you say “yes” to any of them, you’ll receive a friendly call from a staff member who’s eager to learn more. The Registrar will carefully review your responses and might give your application a thumbs up or pass it along to the Registration Committee for a final verdict.

Hold onto your hats because you can expect a decision from the Registration Committee in just two to four weeks! They’ll also share the rationale behind their decision, keeping you in the loop every step of the way. Remember, the “Good Character” questions are just a stepping stone to your thrilling HR adventure!

Application Timeline

The processing of new applications typically takes between 5 to 10 business days. You’ll receive a welcome email once it’s processed, so hang tight!

Designations

Registrants of HRPA may pursue one of the three designations that HRPA offers: the CHRP, CHRL, and CHRE. Each designation has a different set of requirements that they must meet to obtain the designation. Learn more about each of the different HRPA designations.

If you’re looking for an HR job, you can always look at our open opportunities with Career Edge.

Article by Saradha Swaminathan

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