...Jill Miller, Research Adviser - HR Capability Sarah Bryant, Project Coordinator - HR Capability 19 February 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 ...
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...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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...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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...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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...A map is a navigation tool. A navigation takes place on a general and more extended plane where there is a destination to reach. A map is necessary to draw a successful route toward that goal a navigator desires to get. On the plane of HR field, HR Professional Map enables any practitioner to set his own professional aim, to light up the most efficient way to pursue that, to hold a watchful attention along the chosen route to discover and not to lose any other opportunity and chance of professional and individual improvement. Making a strong decision is necessary, but nothing is really decided. HR Professional Map seems to catch this little and feeble truth. Indeed, if on one hand the Map is a comprehensive view of HR field, defining every aspect and specialism of the profession, as well as a clear framework for career progression, on the other hand it realizes that the latter can be, in its targets and roles, changeable and need a flexible an orientation tool flexible and taking account the fast evolving if each practitioner needs to ensure the best of his own performance and conatus to the organisation he works in. On any navigation the map is the key to earn an advantage. That one HR Professional Map intends to give to HR practitioners is the chance to demonstrate impact in the workplace constantly. HR Professional Map not only has a three-dimensional structure but a perspective vision too for any practitioner who needs to know and do whatever can favour him at all...
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...instruct intentional lessons, it is important to collect data about scholar interests, ability/intellectual levels, achievement levels, and personality types. Through the use of assessment tools like the Common Core Measures of Academic Progress (Common Core MAP), The State of Texas Assessments of Academic Readiness (STAAR), The Student Interest Survey for Career Clusters, The Brigance Early Childhood Screens III, The Millon Adolescent Personality Inventory, and The Myers Briggs Type Indicator (MBTI) Personality Indicator. Interests 1. The Student Interest Survey for Career Clusters assesses scholars interest through the use of a survey where scholars are expected to circle up to seven activities in each of sixteen boxes that describe what they like to do. This is an extensive survey that asks the same three questions in each of the sixteen boxes, however the list of answer choices provided varies each time. This survey takes around fifteen minutes to complete via paper and pencil. This survey is available in both English and Spanish and can be viewed and printed online. The Student Interest Survey for Career Clusters can be administered individually and/or given to a group. The survey can be scored by the scholar or teacher, it does not have to be submitted to the company for scoring. After scoring, the results of the survey will tell the scholars which of the sixteen career clusters, such as Agriculture & Nature, Architecture & Construction, Education...
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...Hr Professional Map 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 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. 1. 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 and capability - Working with agility 2. Leading HR Definition: Provides active, insight led leadership: owning...
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...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...
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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...
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...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...
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...HR Profession Map was developed by Human Resource (HR) practitioners for HR practitioners. The HR map has been designed to deliver what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career. Band 1 at the...
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...The HR Profession Map it’s a recognised and credible model that has been created by professionals to offer structure and guide to career development and to outline the professional standards within the industry. It’s a navigation tool into destinations people can aspire to, focused on knowledge activity and behaviours that can be measured and correctly assessed to ensure a clear success pathway regardless of the specialised area. The map covers three main dimensions 10 professional areas, 8 behaviours and 4 bands and transitions Professional areas represent activities and knowledge that is required for each individual working in HR. The map has 2 key components that are applicable to all HR professionals regardless of role or position: 1. Leading HR where active forms of leadership are the main focus 2. Insights, Strategy and Solutions where professionals need to show that they have a deep understanding of the organisations purpose and objectives and provide solutions and adequate strategy to success. The other 8 areas are as follow: 1. Organisation Design is a professional area that relate more with senior roles within the HR department the main focus is in ensuring that the organisation is correctly designed to fit business goals and objectives either in short or long term objectives 2. Organisation Development represents the sum of activities performed in an organisation to ensure that it’s culture and it’s values are adapting to environmental changes and have a...
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...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, inquisitive...
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...Profession Map was developed by Human Resource (HR) practitioners for HR practitioners. The HR map has been designed to deliver what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career. Band 1 at the...
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...The HR profession map consists of 2 core HR strategies, 10 professional areas, 8 behaviors & transitions and 4 bands. These 4 bands combine all these professional areas and behaviors & transitions. The HR profession map gives an account of all the required behaviors, strategies and planning to have a successful career in HR domain. It covers an HR professional’s life from its very beginning till it reaches the maximum possible height (CIPD 2012). The 10 professional areas set out in 4 bands of competence gives us a picture of all the required activities and knowledge an HR professional must have to be successful. Next we come to 8 behaviors which tell a professional how to carry out his duties and responsibilities. These behaviors also have their negative implications if he doesn’t set out his plans correctly. The 4 bands of professional competence give us a detail of the contributions an HR professional makes to his organization at every career level. The areas where the contributions are made could be client relationship, time-management, performance appraisal, focus on the organizational activities and services offered to the clients. He is also bound to face transitional challenges while moving from one band to the other. These 3 transitional pathways (Band 1-2, 2-3, 3-4) account for the competencies an HR professional must possess for making a smooth career move. The HR Profession Map has two cores sitting at its heart-Insights, strategies and solutions & Leading...
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