CIPD AND PEOPLE MANAGEMENT

CIPD'S Hr Professional Map

CIPD'S Hr Professional Map

Introduction

Large organisations typically have an HR department - what used to be called 'personnel'. Public relations teams, particularly those based in house, but also sometimes consultancies - will deal directly with HR departments over a number of core issues. One area of co-operation or conflict is internal communications. CIPD takes the view that anyone engaged principally in internal communications is a PR practitioner. The Chartered Institute of Personnel and Development (CIPD) take a different view, and call the practice 'employee relations'. Employees are, of course, a core stakeholder group.

In practice the co-operation of both departments is often important to achieve competent internal communications. One model is for the HR department to set goals and policies and for the PR department to undertake the actual communications. The HR department is thus the client with the PR department acting as consultancy.

Discussion

CIPD HR Profession

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. Behaviors - 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, prioritized 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 behaviors and ensure that these are being achieved or we are working towards achieving them. These behaviors are as follows;

1.   Curious - Is future-focused, inquisitive, and open-minded; seeks out evolving and innovative ways to add value to the organisation.

2.   Decision Thinker - It demonstrates the ability of the person to understand and evaluate the data and information quickly. Utilization of the information, approaching, and knowledge in a well structured way is to find out options, making recommendations and making invulnerable and strong decisions.

3.   Role Model - It is consistently leads by example. Acts with impartiality, integrity, independence, organisation and legal parameters, and balancing personal.

4.   Skilled Influencer - Demonstrates the ability to influence to gain the necessary commitment and support from diverse stakeholders in pursuit of organisation value.

5.  Courage to Challenge - It highlights the confidence and courage to speak skillfully, accept the challenges even when there are unfamiliar situations and ...