Home' HR Monthly : April 2019 Contents April 2019 HRM magazine 9
iterary critic Northrop Fry once observed
that Americans like to make money and
Canadians like to audit it. Fry, a Canadian,
was astounded at the moral and social status
accorded to auditors in the country of his birth.
On the face of it, the Americans get to do the
fun stuff and the Canadians draw the short straw.
But apparently that’s not how Canadian auditors
see it. In what might seem like a thankless task,
they get to inspect and determine the veracity of
what has been claimed.
Whenever Australians think of an audit, we
probably think of it as something to get done so
we can put it behind us. But when it’s over, it feels
cleansing; it validates what we’ve done.
And that’s how we like to think of audits at
AHRI in relation to the continuing professional
development of professional members. In the past,
AHRI’s CPD audits have been conducted as a
random sample. A bit like the tax department.
We all know the odds are that we will not be
randomly selected. A nd that’s still true for
professional members, though not for
certified HR practitioners who carry the
CPHR or FCPHR post-nominal.
The percentage of randomly
selected members sampled for CPD
at the end of last year was set at 10
per cent for the professional levels of
CAHRI and MAHRI.
The audited proportion of CPHR
and FCPHR members was set at
100 per cent because CPD is a
requirement to maintain their
hard-earned credential. For those
members, the CPD audit is not a
sample. It’s comprehensive.
All serious professions require
a level of CPD to assure the
public they serve that they are
informing themselves about
latest developments in the field,
including changes in the law as it
affects their professional practice.
I am pleased to report that
the vast majority of CPHR
and FCPHR members
had satisfied their required hours, and those who
didn’t initially meet the hours have since made the
required adjustment to their CPD record.
As the peak body overseeing the certification of
CPHR and FCPHR members, it's critical that we
can confidently attest to not only their knowledge,
skills and professional behaviours, but also their
professional currency. Indeed, major employers are
demanding this assurance from AHRI as we work
with them to introduce HR certification in their
For these reasons, we take CPD very seriously.
Members need to show that they keep up to date.
CPD is a non-negotiable feature of becoming a
professional. AHRI is open about that and we
don’t apologise for it.
That said, CPD is not intended to be an onerous
requirement, but rather what a good practitioner
would do in the normal course of keeping
informed and relevant. Hence AHRI member
CPD covers a wide range of activities including
attendance at events, undertaking courses,
writing articles, reading professional journals
and accepting speaking engagements. If they
are activities organised by AHRI, members’
CPD records will be automatically updated*.
Otherwise, members need to manually
update their CPD record themselves.
As more and more practitioners take
up the CPHR or FCPHR post-nominal,
we are conscious members will
need access to activities that
not only attract CPD points,
but offer the opportunity
to hone their skills. That's
why we are working with
universities and other
learning institutes to broaden
the offerings, and we'll keep
you informed as they become
* Excluding elearning
Lyn Goodear FAHRI GAICD
Chief executive officer
RACIAL SLUR SLIP-UP
A radio journalist who was
summarily dismissed after calling
singer Michael Jackson’s father
a “big, black b*****d” on air has
been awarded nearly $30,000 in
compensation after a senior Fair
Work Commission member ruled it
was not an intentional racial slur.
The remark was made during an
exchange with two other presenters
over news that Joe Jackson had
been hospitalised. The group was
confusing the King of Pop’s father
with another Joe Jackson, the singer
famous for the song ‘Is She Really
Going Out With Him?’.
To differentiate between the two,
the journalist referred to the singer
as “a pale little fellow” and the father
as a “great, big, black b*****d”. He
quickly clarified by saying he did not
mean Jackson was a b*****d due to
the colour of his skin, but because of
how he treated his children.
The journalist made an on-air
apology shortly after and reported
the incident to the program director
the next day.
“ It’s on the record. He treated
his kids badly. I am personally
upset about what came out, but I
apologise,” the journalist said.
After listening to a recording
of the comments in question,
senior deputy president Jonathan
Hamberger ruled in the journalist’s
favour. Hamberger accepted that
the journalist had breached s2.2
of the industry’s code of practice.
However, he acknowledged the
journalist had not “underestimated
the gravity of what he had done”.
21/3/19 3:11 pm
Links Archive March 2019 May 2019 Navigation Previous Page Next Page