...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...
Words: 359 - Pages: 2
...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...
Words: 687 - Pages: 3
...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: • Structure and purpose of the HR function • Technical...
Words: 3563 - Pages: 15
...The HR Professional Map Introduction The HR Professional Map is a guideline for effective HR people. It is an online tool which helps us with solutions to achieve our professional development and also to plan and support career development. The beauty of the professional map is that it covers the entire scope of the HR profession and is applicable to all organizations irrespective of their size, practice or sector. This is possible as it is designed around professional competence and not organisation structure, culture, job levels or roles. Components of the Map The HR Professional Map comprises of three main components- 1. Professional Areas 2. Behaviours 3. Bands Professional areas: Sl No | Core Professional Area | | Definition | Activities | | | | | 1. Insights, strategy and solutions | | | | | | | This comprises of 10 professional areas. Two professional areas namely Insights, Strategy and Solutions and Leading HR form the core of the HR Professional Map. These two areas are applicable to all HR practitioners regardless of role, career level or organisations. 2. Insights, strategy and solutions Definition: Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding. The activities in this area include - Building a picture - Developing actionable insight - Delivering situational HR solutions that stick - Building capacity...
Words: 296 - Pages: 2
...The CIPD Profession Map Our Professional Standards The CIPD Profession Map Our Professional Standards Contents Introduction The CIPD Profession Map The design principles and architecture of the Profession Map Bands and transitions Professional areas Professional area definitions 1 Insights, strategy and solutions 2 Leading HR 3 Organisation design 4 Organisation development 5 Resourcing and talent planning 6 Learning and development 7 Performance and reward 8 Employee engagement 9 Employee relations 10 Service delivery and information Behaviours The Profession Map behaviours Curious Decisive thinker Skilled influencer Personally credible Collaborative Driven to deliver Courage to challenge Role model 2 4–7 4 6 8–46 9 10 14 17 20 23 26 30 33 36 39 42–51 43 44 45 46 47 48 49 50 51 1 Profession Map – Our Professional Standards V2.4 INTRODUCTION Introduction DESIGN AND ARCHITECTURE The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession BANDS AND TRANSITIONS Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research...
Words: 30486 - Pages: 122
...for HR discipline, the HR Professional Map has been designed. The map has been designed as a collaboration from HR professionals, business people and organizations internationally. The CIPD HR Professional Map highlights 10 professional HR disciplines and eight main behaviors that successful HR professionals need to have according to their seniority and contributions in HR which is represented by 4 bands of competence in the HR Professional Map. The 10 professional areas are: 1. Organization design which takes care of designing the organization in a way it will operate successfully in short and long term 2. Resourcing and Talen Planning which insures that right talents are available 3. Learning & Development...
Words: 627 - Pages: 3
...Evaluate what is means to be a HR professional with reference to the CIPD’S HR Professional Map The CIPD HR Profession Map is a widespread view on how within an organisation the HR department functions and adds value. It also shows what the role of a HR member from all levels based on the individual’s qualification and experience forms of. The map has been designed to support HR professionals at every stage of their career and sets out the global standards for HR. The clear and flexible framework has been developed for career progression in recognition to the fact that HR roles and career progression vary. The Map Contains 3 key elements: 1. Professional areas - what HR practitioners need to do and know 2. Behaviours - how to carry out activities, divided into four bands of competence from beginner to leadership 3. 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 HRP Map is built on two key professional areas; Strategy, Insights & Solutions - Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding. Leading & Managing – Provides active, insight-led leadership: own, shape and drive yourself, others and activity in the organisation. Whilst working within a HR role you must always consider the 8 behaviours and ensure that these are being achieved or you are...
Words: 319 - Pages: 2
... 1.1 Introduction 1.2 HR Profession Map Summary 1.3 Key area One; Strategy Insights and Solutions 1.4 Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development, resourcing...
Words: 1868 - Pages: 8
...The CIPD HR Profession Map is a widespread view on how within an organisation the HR department functions and adds value. It also shows what the role of a HR member from all levels based on the individual’s qualification and experience forms of. The map has been designed to support HR professionals at every stage of their career and sets out the global standards for HR. The clear and flexible framework has been developed for career progression in recognition to the fact that HR roles and career progression vary. The Map Contains 3 key elements: 1. Professional areas - what HR practitioners need to do and know 2. Behaviours - how to carry out activities, divided into four bands of competence from beginner to leadership 3. 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 HRP Map is built on two key professional areas; Strategy, Insights & Solutions - Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding. Leading & Managing – Provides active, insight-led leadership: own, shape and drive yourself, others and activity in the organisation. Whilst working within a HR role you must always consider the 8 behaviours and ensure that these are being achieved or you are working towards achieving them. These behaviours are as follows; 1. Curious - Is future-focused...
Words: 405 - Pages: 2
...CIPD HR Profession Map and HR Professionalism Looking at the two core professional areas of the map in more detail, the first Insights, strategy and solutions, is about developing and understanding the organisation by using strategies and solutions that can be used now and in the future. The second, Leading HR, is about taking a lead in HR by being a role model in order to maximise the contribution HR can bring by supporting, developing and measuring others across the whole of the organisation. The core professional areas have two things that a HR specialist needs to understand which are “Activity: what you need to do and Knowledge: what you need to know” CIPD (2014c pg 10 and 12). Leading HR 2.13.2 says “Manage the delivery and evaluation...
Words: 922 - Pages: 4
...The HR Profession map The CIPD HR Profession Map sets out the activity, behaviours and knowledge required at different stages of seniority. The HR Profession Map identifies 8 behaviours, 10 professional areas over 4 bands of professional competence. 2 core professional areas (activities and knowledge): Insight, Strategy and Solutions.: promote an understanding of the business purpose and its objectives. Uses this insight to develop strategy and solutions to meet the current and be adaptable for future business needs. Leading HR: be a role model and champion for the HR function. Have the right capabilities and knowledge to provide support for the business and its workforce 8 professional areas (activities and knowledge): Service delivery and information: managing HR information professionally. Organisation design: managing structural change and ensuring the business is appropriately designed. Organisation development: ensuring the business workforce, culture, values and environment will enable it to meet goals and perform well in the future. Resourcing and talent planning: making sure the business attracts the right people. Managing a workforce with the balance of skills needed to meet short and long-term ambitions. Learning and development: making sure that people at all levels of the organisation have the skills needed to contribute to the organisation’s success, and that they are motivated to grow and learn. Performance and reward: making sure that reward...
Words: 429 - Pages: 2
...HR Professional Map HR Profession Map is designed to develop in collaboration with HR professional’s competency and Learning and Development, senior business people, academics and their organisations around the world the activities, knowledge and behaviours need for success at all stages in their careers. HR Map determines what HR and L&D professionals have to know and understand to make a difference, in best possible option direct the performance of the organisation. The Map can be used in its form or in part or be incorporated into organisation’s existing competency structure. Most importantly the Map shows how professionals can use it and what they are doing in their HR functions to drive successfully in their organisations. The Map contains three key elements: 10 professional areas, 8 behaviours and 4 bands of competency and transitions. HR Professional areas describe the responsibilities and knowledge for each of the HR profession at four bands of professional capabilities. Two of which are describe as the Core of Professional Areas and are applicable to all HR professionals, regardless of role, location or stage of career: 1) Insights, Strategy and Solutions -where professionals need to show that they have a deep understanding of the organisation purpose and objectives. This area also defines that the HR person needs to have a deep understanding of the business activities, strategies and plans. The strategies created have to focus on the needs of the...
Words: 2588 - Pages: 11
...HR Professional Map According to CIPD, the HR Profession Map sets out what HR practitioners need to know and do and how they need to do at every stage of their career. It has the versatility to be used in part, or viewed as a whole, with the core professional areas acting as the key or center that is relevant to all. The architecture of the HR Profession Map includes: PROFESSIONAL AREAS Describes 10 professional areas, 2 areas being the core for any HR profession and other 8 areas identify the activities and knowledge that is needed to provide specialist HR support set out in 4 bands of competence. Core : Insights, Strategy and Solutions Develop understanding of the organization and its con text and use these insights to tailor strategy and solutions to meet current and future organization needs. Core : Leading HR Providing an active and insightful leadership. Be a driving force towards the development and growth of themselves, others and organization activities. Organization Design Ensure organization is appropriately managed to achieve its long and short term objectives and effectively manage structural changes. Organization Development Ensure to develop and retain a culturally fit and committed workforce needed to deliver strategic ambitions of the organization. Resourcing and Talent Planning Ensure that the organization is able to identify and attract key talents to meet changing needs and fulfill long & short term strategies. Learning and Talent...
Words: 540 - Pages: 3
...Activity 1 - The CIPD Human Resources Profession Map The CIPD Human Resources Profession Map (HRPM) provides the foundations for global professional competency in Human Resources (HR). The HRPM highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. Insights, Solutions and Strategy – this underpins the direction of the profession as an applied business discipline through a deeper understanding of the business context and organisational challenges and needs. Leading and managing the HR function – understanding the business challenge enables HR professionals to design an HR function to meet specific business needs and priorities. Surrounding the 2 core areas are the eight remaining professional areas, which includes Learning and Talent Development. The professional areas are divided into 4 bands of professional competence which define the different levels of work activities and responsibilities for each area: * Band 1 – Support; * Band 2 – Advisory/Manager; * Band 3 – Consultant/Partner; * Band 4 – Manager/responsible for delivering an organisation’s HR Strategy. The edge of the map highlights 8 key behaviours which include the three essential behaviours for Learning and Talent Development professionals working within Band 2: Curious: Open minded, focusing on the future and...
Words: 718 - Pages: 3
...core professional areas, the remaining professional areas, the bands and the behaviours. The CIPD HR Profession Map sets out standards of professional competence for HR practitioners, and is a useful tool to help them identify any future learning and development needs, in order to achieve their professional goals at every level of HR profession. The HR Profession Map describes what HR professionals need to do, what they need to know and how they need to do it, in order to be effective and successful in the HR role. The CIPD HR Profession Map consists of three main components-10 professional areas, 8 behaviours and 4 Bands of professional competence. The Professional areas There are 10 Professional areas in HR Profession Map - Insights, Strategy and Solutions, Leading HR, Organization design, Organization development, Resourcing and talent planning, Learning and talent development, Performance and reward, Employee engagement, Employee relations and Service Delivery and Information. The first two professional areas-Insights, Strategy and Solutions and Leading and Managing the Function, are considered as the core areas, and are applicable for all HR practitioners, regardless of their role and position. First core one-Insights, Strategy and Solutions, explains how to develop actionable insights and solution, which are adjusted to a deep understanding of the business. The HR professionals must know organisation’s strategy, vision, what are the products/services that provides...
Words: 489 - Pages: 2
