...Professional Map Summary. The Professional map was created by the CIPD in 2009. HR practitioners use it globally at every stage of their careers. The map sets out standards for the HR profession. It outlines the activities, knowledge and behaviors required to operate a successful HR department. The map may be used by an individual to plan a career path or by an organization developing there own HR capability at individual, team, function and organization levels. The design of the map is split into four bands that cover every level of the HR profession. The 4 bands of professional competence define the contribution that professionals make at each stage of their HR career. The outer layer or band 1 is split into 8 sections. These sections identify 8 behaviors and knowledge required to provide specialist HR support. They include: Decisive thinker, skilled influencer, personally credible, collaborative, driven to deliver, courage to challenge, role model and curious. Staff working at this outer level may be new to the HR Profession and generally will be administrative. The 3 bands inside the outer layer include 10 professional areas. The second band includes 8 of these, they include: Organization design, organization development, resourcing talent and planning, learning and talent development, performance and reward, employee engagement, employee relations and service delivery and information. Professionals working at this level will have more experience, responsibility...
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...HR role The CIPD Profession Map was developed by CIPD in order to pinpoint the professional areas and behaviours required of HR Professionals at every level in accordance with professional competency, in order to successfully carry out the activities within a HR Practitioners role (Leatherbarrow and Fletcher, 2014). Furthermore, the CIPD Profession Map is particularly efficient as a form of self assessment, setting the standards for all HR Professionals, enabling personnel to begin, maintain, specialise and develop their career within HR. Within the CIPD Profession Map; two core professional areas are central to the map, these two core areas are; Insights, strategy and solutions and Leading HR. Insights, strategy and solutions is an area that means to develop insights and solutions that are both tailored and actionable towards a professional organisation (CIPD, 2012). Furthermore, this core area is based on a knowledgeable understanding of a business, for example; the way in which it operates and the specific product or service the business provides. Without a sound, contextual understanding of an organisation; developing insights, strategies and solutions would be challenging and ultimately unviable. Practically, this core professional area includes; developing actionable insight, an example of this according to the CIPD Professional Standards is to “Collate and feed in ideas and observations to your colleagues and others to influence policy and process” (CIPD, 2012, p.10)...
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...Activity 1: * HRP Map – write something brief. * 3 components * Each components write something * Write about key professional areas ( summary). Part 2 of the activity is to choose one of the professional areas and comment on the activities, knowledge and behaviours. ( band 1 or 2 ) CIPD reveals HR profession map to replace old standards By Louisa Peacock on 21 Apr 2009 in Careers in HR, CIPD, HR qualifications, Latest News, The HR profession The CIPD has unveiled an ‘HR Profession Map’ which will replace the institute’s professional standards structure ahead of the launch of new qualifications next year. The map is designed to help professionals become equipped with the relevant skills needed for current practise and future growth areas across HR, in preparation for an overhaul of Chartered Institute of Personnel and Development (CIPD) qualifications expected to be introduced in 2010. It recognises that people could enter the HR profession from a diverse range of backgrounds, and that career paths are more complicated now than when the original standards were set, the CIPD said. The map contains three key elements: * Professional areas – what HR practitioners need to do and know * Behaviours – how to carry out activities, divided into four bands of competence from beginner to leadership * Bands and transitions – how to develop from one role to another, split into four bands of competence which illustrate the hierarchy of the profession. The...
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...an HR Professional with using the CIPD HR Professional Map (HRPM) as the basis for the evaluation. A - Briefly explain how the CIPD HR Professional map defines the HR profession, including gthe professional areas, the bands and the behaviours. B – Evaluate how the 2 core professional areas, and any 2 selected behaviours uphold the concept of ‘HR professionalism’ give examples from the knowledge and activities @ band C- Explain with related examples, why the HR professional needs to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation CIPD Professional Map – The CIPD HR Profession Map (HRPM) is an accurate tool that guides an HR practitioner’s learning and development through becoming an effective HR professional. HR professionals can use the map for many reasons such as identifying skills and team capability, building role profiles and identify areas that need development (HRPM, CIPD, 2012). Professionalism is defined as a continuous development of outcomes anticipated through appropriate behaviors and conduct that are needed in order to have beneficial business relationships (Gian Fiero, 2008). The principles of professionalism among others commit professionals to have some values such as be customer focused, have proper ethical standards, accountability and reliability, be proactive, responsive and have the willingness to learn and study continuously (CHS, 2012). The HRPM has four bands, ten professional areas...
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...The CIPD Profession Map consists of eight behaviours, eight specialist professional areas, and two core professional areas which are in the centre of the map. The HR Profession Map also includes bandings. Each area is set out in four bands, which enables you to check your level of professional competence in your current role. The HR Profession Map helps determine the required strategies, behaviours and planning needed to have a successful career in HR. “The concept is simple. Covering ten professional areas and eight behaviours set out in four bands of competence, CIPD’s HR Profession Map sets out the activities, knowledge and behaviour needed for success.” (Charity-Works 2015) The eight Professional Areas on the map detect the specific activities and knowledge you need based on your competency in HR which would allow you to have an idea of the banding you currently come under on the HR Profession Map. Throughout your HR Career you are bound to face transitional changes in your competence which in effect will change your banding on the HR Profession Map. “The 10 Professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR profession at four bands of professional competence.” (CIPD, 2015) In the centre of the HR Map you have the two core professionals which include insights, Strategy and Solutions and Leading HR. Most HR Professionals works deeply into developing their staff, leading your team and looking at potential...
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...co.uk/membership/professional/associate-membership.aspx About Associate member (Assoc CIPD) Associate is the first level of professional membership. Associate members are entitled to use the designation Assoc CIPD after their name to showcase their professional credentials. Associate members build their practical and technical HR knowledge to understand the breadth of HR, and its contribution to organisational performance. They carefully plan their own continuing professional development (CPD) by reflecting on their own performance and taking part in both formal and informal development to enhance their own professional skills and knowledge. Profile of an Associate member Typically an Associate member provides professional advice to managers across the business and delivers activities within the HR plan. Skills and knowledge focus Furthering interpersonal and technical skills and knowledge. Developing a practical understanding of an organisation from frontline experiences. Relationship with clients Advises individuals and managers. Builds a trusting and professional relationship with individuals. Impacts and measures Impacts individuals, customers, and stakeholders to meet service level targets. Benefits of Associate membership Showcases your ability to have a real impact in the workplace. Raises your profile. Use the letters Assoc CIPD after your name to demonstrate your professional credentials. ...
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...Your questions answered about….. 1. …the research and origins of the HRPM a. What is the HRPM? The CIPD HR Profession Map comprehensively sets out how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence to deliver sustained performance for the organisation. It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the HRPM covers every level of the HR profession: from Band 1 at the start of an HR career through to Band 4 for the most senior leaders. b. On what research was the HRPM based? We built the original version of the map through engagement with 36 organisations, 19 of whom operate in global markets. Approximately 1/3rd of the organizations consulted are headquartered outside the UK. In total, these organisations cover an employee base of over 3 million individuals. The research included a comprehensive review of documents on the HR profession such as CIPD, academic and practitioner research and publications, and organisation structure charts and competency frameworks (behavioural and technical). We also carried out interviews with 32 organisations (see appendix for list), covering:...
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...Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively. In 2009, the CIPD introduced the HR Profession Map which is structured around the areas of HR activity, it focuses on what professionals need to know, do and deliver to be effective throughout all stages of a career in HR. The map is not specific to an organisations size or structure or the sector it operates in and is relevant to all HR professionals regardless of level or role. The map (fig 1.) is structured in 3 elements: 10 Professional Areas, 8 Behaviours and 4 bands of Competence. fig 1. http://www.cipd.co.uk/cipd-hr-profession/profession-map/default.aspx The Professional areas Describes what the HR professional needs to do (activities) • Core These apply to all HR professionals, regardless of role, and define how the can sustain organisational performance. • Function These focus more on specialist areas within an organisation. Behaviours Describes the behaviours needed to carry out the activities within the professional areas. These are all required for the HR professional to be successful in their role and, as with the Professional areas; they are measured in 4 Bands. The Bands Describes level of professional competence and the challenges faced when moving from one to the next: 1. Delivering fundamentals 2. Advises on issues 3. Consultant, co-operative partner 4. Leads...
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...2013 What is the HR Profession Map? How are people like you using the Map? Helping you get the most from the Map What is the HR Profession Map? How are people like you using the Map? Helping you get the most from the Map What is the CIPD HR Profession Map (HRPM)? • A framework of things you need to do, things you need to know in order to be a successful HR professional, based on ongoing research over the last 5 years. • Covers the whole profession • Covers every stage of every HR career • The HRPM is there for all HR professionals to use - Use it to define, diagnose, develop and recognise your and your organisation's HR capability. What is the HR Profession Map? How are people like you using the Map? Helping you get the most from the Map How to use the HRPM and CIPD Define... Diagnose… Develop… Recognise… …your and your organisation's HR capability CPD planning Position yourself against the map Building a case for development Learning about the profession Seeking a promotion Membership assessment preparation Interview preparation Developing specialist expertise Preparing for an appraisal or review 8 Benchmark team capability Developing specialist expertise Building a case for development programs Identify areas for development Identify skills needed to make change happen Align existing and CIPD frameworks Build role profiles ...
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...1.1 - The CIPD HR Profession Map. The Map is based on extensive research with HR professionals in different organisations, at different levels and based all around the world. It is developed to create prioritized and situational HR strategies that can make a difference in HR. Professionals use the map in their own careers for a variety of reasons from seeking a promotion, learning about the profession, interview preparation, building a case for development and many more. The framework of the core skills, knowledge and behaviours that form the basis of HR. It is designed to help professionals become equipped with the appropriate skills needed for current practice and growth areas across HR. It sets out in a simple style what the HR professional, needs to know and do at every stage of their career. The map recognises that HR professionals can enter the HR profession from a wide range of backgrounds. The CIPD Profession Map contains three key elements. It includes ten professional areas, eight behaviours and are displayed in four bands. The ten professional areas. This element describes what activities you will need knowledge of and what activities you will need to do for each area of the human resource profession at the four bands of professional competence. The eight behaviours, this element describes the behaviours that are needed to carry out the HR activities. The behaviours are described across the four bands. The four bands are professional areas of competence...
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...The HR Profession Map developed by CIPD in 2009 is a useful wide-ranging visionary tool of how HR can add value to the organisation it operates in. The map identifies the underpinning knowledge, skills and behaviours that HR professionals need to have if they are to be successful. It also helps to identify areas that people may need to be developed. The map covers not only the technical elements of professional competence required in the HR profession but also the behaviours. In addition it also covers what HR professionals need to do, what they need to know, and how they need to do it within each of the 10 professional areas, and the eight behaviours. These are organised into four bands of professional competence (CIPD, 2015). There are two core professional areas, ‘insights, strategy, and solutions’ and ‘leading HR’ and eight professional areas, ‘organisation Design’, ‘organisation development’, ‘resourcing and talent planning’, ‘learning and development’, ‘performance and reward, ‘employee engagement’, ‘employee relations’, and ‘service delivery and information’, sit around the core professional areas. The two core professional areas are relevant to all HR professionals in any role and at any stage of their HR career. “Fundamental to the CIPD view of great HR is that without this core or professional foundation, HR will always speak at the ‘technician’ level. The Profession Map sets HR as a business discipline first and foremost” (CIPD, 2015 ). The innermost core...
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...CIPD Assessment Activity |Title of unit/s |Developing Professional Practice | |Unit No/s |5DPP | |Level |5 | |Credit value |4 | |Assessment method |Written report | | |Written notes | | |CPD Plan | |Learning outcomes: | | | |Understand what is required to be an effective and efficient HR professional. | |Be able to apply CPD techniques to construct, implement and review...
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...With the use of The CIPD HR Profession Map sets out comprehensively how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence for the organisation. It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge. The Map is used to develop products and services that not only support the profession as a whole but also support and accelerate the professional development of individuals. There are 10 professional areas within the Map. The two core professional areas Insights, Strategy and Solutions and Leading HR sit at the heart of the profession and are applicable to all HR professionals regardless of role, location or stage of career, whether inside organisations or working with them. For each particular area the Map describes what you need to do (the activities) and what you need to know at four bands of professional competence, as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. The CIPD Profession Map has been designed to be flexible, so you can focus on the areas most relevant to your role, your next career steps, your organisation’s needs or just curiosity! The 10 Professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR...
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...CPD stands for Continuing Professional Development and is a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. As an initiative, CPD was largely unknown until at least the 1960s. Professional bodies only started to take systematic steps to ensure their members continue their development on an ongoing basis within the last ten to fifteen years of the twentieth century. Recognition of the need for CPD is now well-established at least among the majority of professional bodies. CPD is an ongoing process throughout our working lives. The concept of CPD both generically and within HR is very important as it can be part of an individual’s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling. The CIPD HR Profession Map is a very useful tool giving a wide-ranging vision of how HR can add value to any organisation it operates within. It covers the types of skills, behaviours and knowledge that HR people require in order to become a successful HR professional. It is useful in identifying areas that may need to be developed. What the HR Profession Map Covers: Professional areas (2 core and 1 other): Strategy, insights and solutions: Fosters legitimate insights and solutions, which aid understanding in the business and how it works (or should work), and allows well-defined...
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...CIPD Assessment Activity Title of unit/s Developing Professional Practice Unit No/s 5DPP Level 5 Credit value 4 Assessment method Written report Written notes CPD Plan Learning outcomes: 1. Understand what is required to be an effective and efficient HR professional. 4. Be able to apply CPD techniques to construct, implement and review a personal development plan. All activities should be completed Activity 1 Write a report in which you: • Briefly explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. • Evaluate how the two core professional areas and any two selected behaviours uphold the concept of ‘HR Professionalism’, giving examples from the knowledge and activities at band 2. • Explain, with related examples, why HR professionals need to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation. Activity 2 • Undertake a self-assessment against a specification of HR professional practice capabilities, such as the CIPD Associate Membership criteria, to identify professional development needs. • Evaluate and select at least three development options to meet your needs, explaining the advantages and disadvantages of each, and their fit with your preferred learning style and career aspirations. • Devise a personal development plan which includes your development objectives (based on the above evaluation and including achievement...
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