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Qualfications alongside each other

Kim

I would just like to hear any comments and thoughts on a situation.  If you have two people who do the same job within a HR department but one is a Chartered Member and the other an Associate Member would you expect them both to receive the same rate of pay?

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  • Agree. Progressing a CIPD membership may boost earning potential, but should be evidenced by knowledge, capability and *experience*. Having said that, a Chartered member would generally have 3+ years’ relevant managerial-level experience... but it's not set in stone.

    I'll see if I can get a colleague here to jump in and provide a better answer.
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  • Agree. Progressing a CIPD membership may boost earning potential, but should be evidenced by knowledge, capability and *experience*. Having said that, a Chartered member would generally have 3+ years’ relevant managerial-level experience... but it's not set in stone.

    I'll see if I can get a colleague here to jump in and provide a better answer.
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  • in reply to Steve Bridger
    Paraphrasing another debate

    The question really is do you want to pay for inputs (qualifications, prior status, previous jobs) or outputs (what someone actually achieves and does.

    The only main exception to this is in the finance arena where typically you pay people extra as they get qualified. But theoretically (a) this enables them to do more and (b) they become more marketable to other employers as part/full qualified. HR is a long way away from this