CIPD Profession Map and HR Services
Professionals are expected to demonstrate competence, which fosters a better working life. This paper entails two activities. The first activity examines the CIPD Profession map, and the second activity involves the customer needs, conflicting needs, communication methods, and how HR/LD practitioner should promote effective service delivery.
The first CIPD Profession Map was introduced in 2013 and was updated in 2018. It was developed in collaboration with industrial experts, CIPD members, and business leaders. The 2015 research by the industry body regarding the practitioners’ experiences informed the updated map (Webber & Faragher, 2018). Notably, the 2018 map is aimed at HR generalists, those that specialise, and reflects on the global presence of CIPD.
1.1 CIPD Professional Map 2018
The CIPD Profession Map outlines the global benchmark for professionals. It is applied to make informed decisions, confidence actions, peak performance, driving change at the company, and career progression. The map is relevant to every profession regardless of their CIPD membership (CIPD 2020a). The updated map is considered effective since it has highlighted new fields of expertise that professionals need to develop and ensure they are current with the external market. Two new capabilities are ‘creating value’ and ‘analytics,’ which assist in building credibility and speaking a similar language with customers. The 2018 CIPD Profession Map is as outlined in figure 1 below.
The structure of the map entails;
Purpose: The central goal of people profession is to promote working lives and better work. It also involves establishing opportunities, roles, working environments, and organisations, which aid in acquiring the best from people, enhancing organisational outcomes, inclusive and fair work, and driving the economies.
Values: These include principles-led, evidence-based, and outcomes-driven. Outcomes-driven value involves championing working lives and better work through ensuring positive difference across the three levels of social, personal, and professional (CIPD 2020a). Evidence-based entail improving the professional judgement through supporting the case with diverse sources and strong evidence. Principles-led entails acting right beyond the main principles of people, work, and professionalism matters.
Core Knowledge: Regardless of one’s specialism, sector, or role, key aspects required to consider oneself as an expert on change, work, and people include people practice, behaviours and culture, core knowledge, business acumen, creating value and analytics, change, and digital working.
Core Behaviours: These refer to acting and thinking ways that are required for one to be considered people professional. They are established through feedback from profession and academic research.
Specialist Areas: There are nine specialist fields in the people profession across, L&D, HR, OD&D, among others (CIPD 2020a). Some of the specialist areas include employee experience, specialist knowledge, diversity and inclusion, learning and development, people analytics, employed relations, and resourcing.
1.2 Specialist Knowledge
Please click the paypal icon below to receive this assessment for only $10