Chartered CIPD - what is it equivalent to?

I totally agree with you Keith. I'm just playing devil's advocate and I work in an organisation where one particular employee tries to compartmentalize or categorise or compare so that he can understand in his own terms and no doubt make an assumption on ability or professional status. Thankfully, I no longer report to this employee.

But sometimes I do stand back and wonder what the 7 years of study have actually taught me. Personally for me, it was being in a peer group that could network whilst studying that was the main benefit. The knowledge was gained mostly on the job and verified by way of academic study. In previous employment, CIPD qualifications were decided by my bosses as the standard I should be aiming for. Most didn't know what those qualifications were or why I should be aiming for them! My current boss is the MD and he's not interested in qualifications, he's more about whether people have the ability to do the job.

Essentially as HR people were are trying to get the message across that we are qualified HR professionals and we have qualifications and membership to prove it, you the employer may not understand our qualifications and membership, so you have to take our word for it that it is worth the paper it's written on. And that brings us back round to how do HR people prove their worth in the organisation? Are we about "adding value"? Or are we just an admin function? Or can we prove our employers otherwise, even if they have a hardened view that HR is a waste of time?

Sorry if I'm rambling. This thread has sparked some interesting questions and concerns in my head and I felt I should share them.

I totally agree with you Keith. I'm just playing devil's advocate and I work in an organisation where one particular employee tries to compartmentalize or categorise or compare so that he can understand in his own terms and no doubt make an assumption on ability or professional status. Thankfully, I no longer report to this employee.

But sometimes I do stand back and wonder what the 7 years of study have actually taught me. Personally for me, it was being in a peer group that could network whilst studying that was the main benefit. The knowledge was gained mostly on the job and verified by way of academic study. In previous employment, CIPD qualifications were decided by my bosses as the standard I should be aiming for. Most didn't know what those qualifications were or why I should be aiming for them! My current boss is the MD and he's not interested in qualifications, he's more about whether people have the ability to do the job.

Essentially as HR people were are trying to get the message across that we are qualified HR professionals and we have qualifications and membership to prove it, you the employer may not understand our qualifications and membership, so you have to take our word for it that it is worth the paper it's written on. And that brings us back round to how do HR people prove their worth in the organisation? Are we about "adding value"? Or are we just an admin function? Or can we prove our employers otherwise, even if they have a hardened view that HR is a waste of time?

Sorry if I'm rambling. This thread has sparked some interesting questions and concerns in my head and I felt I should share them.