HR Profession Map HR standards and your professional development

Claire Bishop, Chartered MCIPD

HR Capability

CIPD

HR Profession Map HR standards and your professional development

What is the HR Profession Map?

How are people like you using the Map?

Helping you get the most from the Map

The HR Profession Map

The HR Profession Map is framework based on extensive research with HR professionals at all stages of their career, in all types of organisation from around the world

and the CIPD are continuously researching and refreshing the content so you always have the best and latest views on great HR.

“By the profession, for the profession”

Professional standards

review

Desk research and interviews

with 32 organisations

Consultation exercise 23

organisations, HRPM launch

Review and refresh

Continue research and

testing globally

A short history…

2007 2008 2009 2011 2012

The Core: HR as an applied business discipline

Insights, strategy and solutions Great HR professionals work from a deep business, contextual and organisational understanding to develop actionable insight, to create prioritised and situational HR strategies that make the most difference.

Leading HR Great HR professionals are active,

insight-led leaders – owning, shaping and driving, not just

observing or facilitating.

“The difference between good and great HR”

Continuous research

The map is regularly updated with our research, for example:

Next generation HR

HR in SMEs

HR outlook

Continuous research

The map is regularly updated with our research, for example:

Next generation HR

HR in SMEs

HR outlook

What the HR in SME research found

Inflection point

What the HR in SME research found: Six key insights for practice

Anticipation is key: readiness and relevance will determine success

Organisation values and purpose need to be the constant bedrock of the business

Skilful alignment of people management insight with leaders’ aspirations is a critical HR challenge

Simplicity of structure and purity of process preserves innovation and entrepreneurship

Sustainable growth involves striking a balance between preservation and evolution

Look beyond immediate operational issues, take the opportunity to lay the organisation's cultural foundations for the future

What the HR in SME research found: Six key insights for practice

Anticipation is key: readiness and relevance will determine success

Organisation values and purpose need to be the constant bedrock of the business

Skilful alignment of people management insight with leaders’ aspirations is a critical HR challenge

Simplicity of structure and purity of process preserves innovation and entrepreneurship

Sustainable growth involves striking a balance between preservation and evolution

Look beyond immediate operational issues, take the opportunity to lay the organisation's cultural foundations for the future

What the HR in SME research found: Six key insights for practice

Anticipation is key: readiness and relevance will determine success

Organisation values and purpose need to be the constant bedrock of the business

Skilful alignment of people management insight with leaders’ aspirations is a critical HR challenge

Simplicity of structure and purity of process preserves innovation and entrepreneurship

Sustainable growth involves striking a balance between preservation and evolution

Look beyond immediate operational issues, take the opportunity to lay the organisation's cultural foundations for the future

What the HR in SME research found: Six key insights for practice

Anticipation is key: readiness and relevance will determine success

Organisation values and purpose need to be the constant bedrock of the business

Skilful alignment of people management insight with leaders’ aspirations is a critical HR challenge

Simplicity of structure and purity of process preserves innovation and entrepreneurship

Sustainable growth involves striking a balance between preservation and evolution

Look beyond immediate operational issues, take the opportunity to lay the organisation's cultural foundations for the future

What the HR in SME research found: Six key insights for practice

Anticipation is key: readiness and relevance will determine success

Organisation values and purpose need to be the constant bedrock of the business

Skilful alignment of people management insight with leaders’ aspirations is a critical HR challenge

Simplicity of structure and purity of process preserves innovation and entrepreneurship

Sustainable growth involves striking a balance between preservation and evolution

Look beyond immediate operational issues, take the opportunity to lay the organisation's cultural foundations for the future

What the HR in SME research found: Six key insights for practice

Anticipation is key: readiness and relevance will determine success

Organisation values and purpose need to be the constant bedrock of the business

Skilful alignment of people management insight with leaders’ aspirations is a critical HR challenge

Simplicity of structure and purity of process preserves innovation and entrepreneurship

Sustainable growth involves striking a balance between preservation and evolution

Look beyond immediate operational issues, take the opportunity to lay the organisation's cultural foundations for the future

Continuous research

The map is regularly updated with our research, for example:

Next generation HR

HR in SMEs

HR outlook

HR Profession Map Our global standards and your professional development

What is the HR Profession Map?

How are people like you using the Map?

Helping you get the most from the Map

21

Looking for a new job

Developing specialist expertise Building a

case for development

Seeking a promotion

Preparing for an

appraisal or review

Interview preparation

Learning

about the profession

How people like you are using the HRPM: for their own career

Position yourself

against the map

CPD planning

How the HRPM is used

Caroline Dyke, Group HR Manager, Sofitel

@CIPDstudents @cipd thanks for the encouragement!! :-) good practical development suggestions from HR map #chartered

Natalie Bourne Assoc CIPD, HR Officer, Circle Express

Really enjoying using the HR profession map with @CIPD it helps to know where you are among the day to day duties! #HR

Building a case for

development programs

23

Develop career

pathways

Build a competency framework

Build role profiles

Identify skills needed

to make change happen

Restructure support:

clarify roles Focus on

Behaviours needed for

success

Identify areas for

development

Align existing and

CIPD frameworks

Benchmark team

capability

Developing specialist expertise

How people like you are using the HRPM: for their team

How the HRPM is used: The Co-op

Aims of work

• Clear career pathway and development plan for the HR function

• Clarity of role and requirements

Work carried out using HRPM content :

• Aligned HRPM to Co-op

• Developed career pathways linked to four bands of the HRPM

• Set out knowledge, skills and behaviours required for each role

• Set out transition required between roles/levels

24

How the HRPM is used

“The HR Profession Map was particularly useful in providing an external benchmark for our team and helping to clarify what they needed to know, how they needed to behave and what they needed to do to be recognised as credible experts within the business”

Catherine Bentley, Talent Consultant, Co-operative Group

25

How the HRPM is used: Unilever

Aims of work

• Review their HR Skills Dictionary (HR competencies for Business Partners and Expertise roles). To ensure it is driving the necessary skills and knowledge for success/performance

Work carried out using HRPM content :

• Mapping and redrafting their dictionary statements to reflect HRPM content

• Creating new job profiles.

26

How the HRPM is used: Scottish Water

• Focus on behaviours

• Re-structuring HR&D team: behaviours that should be demonstrated

How the HRPM is used: Scottish Power

• Based competency framework for all HR function on the HRPM content and structure

• Mapped out the band required in each Professional Area for each role e.g. next slide

27

How the HRPM is used

“I had originally used the CIPD HR Profession Map as a member resource for my own CPD, so I was aware of it through People Management magazine and the CIPD web site. However I was leading a project to review the capability of the HR function within Scottish Power and needed a set of standards, or benchmark, to compare our organisation with and the HR Profession Map definitely fitted the bill.”

Steven McLaren, Chartered FCIPD,

Senior HR Consultant, Scottish Power

HR Profession Map Our global standards and your professional development

What is the HR Profession Map?

How are people like you using the Map?

Helping you get the most from the Map

Getting started: Choose the band you are aiming for

Which band are you at?

Which band do you need to be at?

What do you need to do to get there?

Step One

Bands

Which areas are you confident in?

Which areas are important to your organisation,

role or your career?

What knowledge do you need?

Professional Areas

Which behaviours do you show consistently?

Which behaviours are vital to your role, or organisation?

How can you develop these behaviours?

Behaviours

Bands of the HRPM: which one are you aiming for?

BAND ONE BAND TWO BAND THREE BAND FOUR

Delivering fundamentals

Adviser, issues led

Consultant, co-operative partner

Leadership colleague, coach

Client support and processing activity, immediate/ ongoing

Advising and managing HR issues, current/near term

Addressing HR challenges at organisational level, medium/longer term

Developing the organisational strategy, and HR strategy, partnering the client

Did you know...?

The HR Profession Map gives you advice on how to move from one band or level to the next:

what you have to give up, what you have to learn, how you have to change.

Getting started: Choose just 2 professional areas to start...

Which band are you at?

Which band do you need to be at?

What do you need to do to get there?

Bands

Which areas are you confident in?

Which areas are important to your organisation,

role or your career?

What knowledge do you need?

Step Two

Professional Areas

Which behaviours do you show consistently?

Which behaviours are vital to your role, or organisation?

How can you develop these behaviours?

Behaviours

Start at the Core first!

Are you confident you have the core areas covered at the right band? Other areas? Do you need to build specialist area expertise? Do you need to widen your experience across HR? What areas will your organisation need you to be confident in for the future?

Getting started: Choose just one or two behaviours to start...

Which band are you at?

Which band do you need to be at?

What do you need to do to get there?

Bands

Which areas are you confident in?

Which areas are important to your organisation, role or your career?

What knowledge do you need?

Professional Areas

Which behaviours do you show consistently?

Which behaviours are vital to your role, or organisation?

How can you develop these behaviours?

Step Three

Behaviours

Choosing the behaviour you want to develop first

Start with Curious! Are there other behaviours you think are areas for development? What would make the most difference to your organisation?

Getting started with the HRPM

• You will now have

– The band you want to concentrate on

– The first professional area/s you want to assess yourself against

– The first behaviour/s you want to assess yourself against

• Use either:

– The HR Profession Map downloaded from CIPD website

• Open to all

– The self diagnostic tool My HR Map on the CIPD website

• Personalised feedback report with development suggestions

• Member only

Getting started with the HRPM

• You can use the results to plan your development activity

– Choose the most effective events to go to

– Select the most relevant CIPD and FHRD products and services

– Make the case for development in your organisation

The map insight bank: for the profession by the profession

HR Profession Map: ‘live’ and relevant

Testing

Comment

Feedback

We develop, accredit and support ongoing professional progression

against CIPD globally-recognised standards of HR practice

DEFINE what great HR looks like

in your organisation

DIAGNOSE what skills and

skill gaps exist versus

the benchmark

BUILD solutions that help

close out the skill gaps

RECOGNISE

accredit individual and

organisational

capabilities

TEAM CAPABILITY ASSESSMENT

• Provide individual and organisational insight

• Focus development priorities and investment

• 360° tool based on the profession map

• Assess capability versus global benchmark

Consultancy CIPD qualifications CIPD L&D curriculum

Business Partner Programme Technical Master-classes Line Manager programmes

Coaching

CIPD

qualification

Experience Assessment

OPTIONS TO BECOMING PROFESSIONALLY RECOGNISED

MEMBERSHIP LEVELS Upgrade

Professional

membership

• Chartered Fellow (Chartered FCIPD)

• Chartered member (Chartered MCIPD)

• Associate Member (Assoc CIPD)

SUSTAIN embed cycle of learning

and validate

professional status

Continuous Professional Development

Personal Evaluation Development Record Developing others Career Journey

Professional Membership

CIPD qualifications and

upgrading Experience Assessment or

HR Profession Map

Want to know more?

cipd.co.uk/HRPM

Have feedback or comment on the content?

HRPMfeedback@cipd.co.uk

Claire Bishop, HR Capability Manager

Questions?