Trainer Profile: Gerry Rudolphy FCPHR
Gerardine has an extensive background in organisation and workforce improvement in the UK and Australia. Whilst in the UK she saw planes built, tramped through fields with power workers, climbed scaffolding and prepared a public works department for competitive tendering in the open market. In all cases, the focus was on continuous improvement and ensuring alignment between business strategy, systems and processes and employees.
Since migrating to Australia, Gerardine has continued to work in change management, organisation development and HR roles in local and state government, and within the tertiary education sector. She has also worked as a university lecturer, teaching future HR professionals in the areas of change management, HRM and leadership.
- Bachelor of Humanities (Hons) – BHum(Hons)
- Postgraduate Diploma Business – PGDip(Bus)
- Master of Education (Social Ecology) – Med(SocEcol)
- Strategic HR
- Organisation Development
- Change Management
What are some of the current challenges facing the HR industry?
I see two key challenges facing the HR industry. One comes from within the industry itself; one from outside. From an internal perspective, it’s been said we are our own worst enemy; others talk about our identity crisis. The discussion about whether to become a certified practitioner, or not, is evidence of both. Until we can reconcile this, the challenge will continue to exist.
External factors which present challenges to the HR industry (and others) are well known and often cited; globalisation, augmented intelligence, technology, pace of change and societal expectations remain constant. The factors are not the challenge, per say, rather the industry’s ability to both anticipate and respond to the ever-changing external environment. I continuously remind myself that “keeping up can be challenging enough, catching up is nigh impossible”.
Why did you decide to get certified?
I’m often asked why I decided to become a certified HR practitioner. I have worked for many years with professionals who require formal qualifications, certification and registration to be able to practice. Not only that, they must acquire and maintain these registrations and meet continuous professional development requirements, regardless of seniority and stage in their career. Many have been surprised to find it wasn’t the same for HR staff, particularly HR managers and directors. If I expect CPAs, clinicians, teachers and lawyers to maintain professional standards, I should expect the same of myself. The certification process challenged me to reflect on and take stock of my own professional competence, build a case and present it before a panel of peers.
Bottom-line, it’s a no-brainer.
As a professional, share a bit about your expertise and experience that you bring to facilitation
The certification program challenges us to practice evidence-based HR; HR informed by best practice, underpinned by formal research. As an HR practitioner and university lecturer I bring experience and expertise to support the learning and development of APC participants from real world and formal learning perspectives. I work hard to engage with students and bring enthusiasm and energy to their learning experience.