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Developing Professional Practice

In: Business and Management

Submitted By tmarlor
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Developing Professional Practice – 5DPP

Evaluation

Development of a professional body for personnel practitioners came from a conference that was held in York in 1913. The people present formed an Association of Employers whose interest was the industrial betterment and of welfare workers engaged by them. What followed was a number of name changes, mergers with other groups and a broadening of the type of duties undertaken which included payroll, health and safety, employee services and welfare and education and training.

In 1946 the Institute of Personnel Management was formed which joined with the Institute of Training and Development in 1994 to form the Institute of Personnel and Development. In 2000 chartered status was granted and the name was changed to the Chartered Institute of Personnel Development (CIPD) becoming Europe’s largest professional body.
The CIPD’s mission is to:

➢ lead in the development and promotion of good practice in the field of the management and development of people, for application both by professional members and by their organisational colleagues

➢ serve the professional interests of members

➢ uphold the highest ideals in the management and development of people

The CIPD do indeed meet several elements of Friedson’s (1973) definition of professionalisation in that a set of standards are laid down and need to be met by all aspiring members and these have to be updated by Continuous Professional Development (CPD) on a regular basis.

All members of the CIPD are expected to comply with the Code of Professional Conduct the principle elements being:

➢ endeavouring to enhance the standing and good name of the profession ➢ continually seeking to improve performance and update skills and knowledge ➢ seeking to achieve the fullest possible development of people ➢ adopting HR processes...

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