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get us to that point, let us now articulate that in a quantifiable,
certifiable framework.’ Somebody who comes out of university
with a law degree doesn’t automatically become a partner
but it gets them an entry into the law firm. In the same way,
certification doesn’t automatically mean the HR practitioner will
become a director of HR, but it does mean they have an agreed
standard of entry or development into building their HR career.
JF: I believe all organisations would benefit from knowing about
what good HR looks like. To do that, you need professional
standards. If the industry has certification for HR, then it can
be used in much the same way that accountancy uses CPA.
It fills the gap in HR development to ensure it is more of a
profession than a trade. To achieve this shift you need education
standards, an enforced code of conduct and regulated ‘entry’ and
CW: I agree. People enter the profession because they have an
aptitude for people and people development and the influence
you add to an organisation. The new language around big
data is coming into the profession and now we are expected to
clearly ar ticulate the commercial value that we are adding. I do
a lot of mentoring and this is where many HR people struggle.
The great thing about certification is that it will offer them an
academic insight to ar ticulate the value that HR contributes to
the organisation, using commercial or organisational language,
not HR language.
JF: The other thing that could be served by accreditation is
that key skills which are lacking in consistency among HR
professionals, such as analytics and commercial focus, can be
developed to required and recognised standards.
CW: I believe one of the key success factors will be how you
view certification. If you are a doctor, law yer or accountant
but you are not accredited – you cannot practise. If you do not
follow the code or regulations you can be delisted. It will be
up to HR leaders to drive this in their organisations. There’s
no point having a certification program if no one asks for HR
professionals to be certified.
Santos supports certification because it will help in recruiting
and developing, in forging career pathways and developing
con fidence, capability and credibility for the Santos HR gene pool.
JF: Chris and I both have 15 plus years of experience in HR and
we have learnt that a key enabler is a strong leader. Our chief
HR officer, Petrina Coventry, has international experience with
large, diversified companies around the world and she uses
this to create knowledge and confidence in HR – a leader that
develops and ‘backs’ you is also critical to the success of HR in
CW: Leadership within the HR industry, HR teams and the
leadership in business have to align and work together on the
certification process. You will struggle otherwise. AHRI will
have to work to influence enterprise because HR professionals
like Jo and I, well, you’re preaching to the converted. It’s the
organisations that don’t have influential leadership and don’t
currently value the HR profession as a business partner who
will struggle, because they are starting from a different base.
We all have before us the opportunity to move from HR as an
occupation to a profession. Let’s not miss the chance!
For more information on certification at
“IT WILL BE UP TO HR LEADERS TO DRIVE
THIS. THERE’S NO POINT HAVING A
CERTIFICATION PROGRAM IF NO ONE ASKS
FOR HR PROFESSIONALS TO BE CERTIFIED.”
CHRIS WOOD, MANAGER HR, SANTOS
to hire a person
Lower staff turnover rate
A person with a vision impairment
is more likely to show loyalty to
an employer, giving you a lower
turnover rate and a lower overall
cost of employment.
Due to the access challenges they
face every day, people with vision
impairment tend to be great
problem-solvers, flexible and
Less workplace incidents
People with a disability are far less
likely to have an accident at work
than their peers.
More days at work
People with a disability have lower
levels of absenteeism and use less
sick leave than their colleagues.
Diversity = good business
A more diverse workforce will
effectiveness. It will lift morale and
enhance productivity. In short,
diversity is good for business.
An untapped workforce
You are looking to recruit a new
employee for your business, but what if an
applicant is blind or vision impaired?
Understandably, you may initially question
how they can possibly do the job that you
advertised for – how would they read emails
or find their way to work?
You may also think, “What about
the extra costs and the changes
that I will have to make to my
To alleviate your concerns,
Guide Dogs NSW/ACT has
developed a handy guide to
highlight the benefits of employing
someone who is blind or vision impaired,
and provide solutions to common concerns.
These job-seekers are loyal, great
problem-solvers and can provide an
inspiration to your workforce.
All they need is an opportunity!
To download our free Employers’ guide for hiring
people who are blind or vision impaired please
18/06/2015 2:34 pm
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