1. CIPD Profession Map
Our standards and your professional development

2. CIPD Profession Map What is the Profession Map?
Our standards and your professional development
What is the Profession Map?
How are people like you using the Map?
Helping you get the most from the Map

3. The CIPD is the professional body for HR and people development
The CIPD is the professional body for HR and people development. It has over 130,000 members internationally working in HR, learning and development, people management and consulting across private businesses and organisations in the public and voluntary sectors.  As an independent and not for profit organisation, the CIPD is committed to championing better work and working lives for the benefit of individuals, business, the economy and wider society - because good work and all it entails is good for business and society at large, and what is good for business should also be good for people’s working lives.  The CIPD brings together extensive research and thought leadership, practical advice and guidance, professional development and rigorous professional standards to drive better capabilities and understanding in how organisations of all kinds operate and perform, and in how they manage and develop their people. A Royal Charter enables the CIPD to confer individual chartered status on members who meet the required standards of knowledge, practice and behaviours.

4. Member resources & benefits
CIPD qualifications & training
HR and business news & insights
Access to over 340 HR & business journals
Research, Surveys, Guides and Tools
Latest legislative developments
Over 10,000 company, industry and country reports
Dedicated on-line student resources
Member discounts on products & courses
130,000 members internationally
Uniqueness – the CIPD operates in service of the HR profession in order that HR are more impactful and sustainable in today’s challenging world. We continually invest in helping to shape and support the profession (charitable status).
Uniqueness – access to 135,000 members with strong FTSE representation and highly recognised Leaders Network
cipd.co.uk/hr-resources/factsheets
© CIPD 2012

5. For your development HR careers site CPD tools – My HR Map
CIPD qualifications & training
Extensive conference programmes
Vibrant community – face to face, online, Senior HR Leaders Network
Professional membership
Development tools
© CIPD 2012

6. CIPD Profession Map
What makes great HR?
The CIPD Profession Map is a framework based on extensive research with HR and L&D professionals at all stages of their career, and sets out what makes great HR: the knowledge, skills and behaviours The CIPD are regularly research and refresh the content so you always have the best and latest views on great HR.
We have worked with HR professionals to find out what makes great HR – The knowledge, behaviours and activities. The result is a framework of professional standards, we call it the CIPD Profession Map.
Over 40 organisations worked with us to develop the framework: by the profession for the profession.
We have made this research and practical tool available to all so use it! I will introduce how you can use it today…..

7. HR Profession Map
What makes great HR?
The HR Profession Map is a framework based on extensive research with HR professionals at all stages of their career, and sets out what makes great HR: the knowledge, skills and behaviours The CIPD are regularly research and refresh the content so you always have the best and latest views on great HR.
The standards set out in the CIPD Profession Map, developed in collaboration with HR and L&D professionals, senior business people, academics and their organisations across the world, aim to set the bar high. They determine what the best HR and L&D professionals and organisations are doing, what they know and understand, to really make a difference and drive the performance of the organisation.
International relevance: The research that we did with these companies (over 40% of them international) told us that, although you will need local knowledge on culture, legislation and the like, the basics are still relevant, and this is what the best are doing. You may need to concentrate more specifically on certain area’s but you would still do this through the same methods.

8. Example / extract from the HR Profession Map download so you can see what it looks like.
Each area is broken down into doing and knowledge, the doing areas are set out against cluster headings so it is clear what the statements in that area will be referring to. You can also see the statements are set clearly in each band level.

9. Membership assessment preparation Learning about the profession
CIPD Profession Map
Using the Map for your development and career
Seeking a
promotion
Position
yourself
against the
map
CPD planning
Developing
specialist
expertise
Membership assessment preparation
Building a
case for
development
Preparing for an
appraisal or review
It is there for you to use!!!! It will tell you what you need to know and what you need to do to be successful in HR at every stage of your career.
Here are examples of how people are using the Map.
Interview
preparation
Learning about the profession

10. CIPD Profession Map Bands Which band are you at?
Getting started
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation, role or your career now?
Start with the core
Behaviours
Which behaviours do you show consistently?
Which behaviours would make the most difference to your role, or organisation now?
Start with Curious
You can use the diagnostic tool My HR Map to help with these questions, or use the content of the map itself.
Start my choosing the band you want to asses yourself in.

11. CIPD Profession Map BAND ONE BAND TWO BAND THREE BAND FOUR
Which band?
BAND ONE
BAND TWO
BAND THREE
BAND FOUR
Delivering fundamental
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
Handout: Band overview (1 pager)
Have a look at the descriptions of the bands on this handout. Which one are you at / do you want to be at? It is quite possible that you are working across more than one band in your current role, but there is usually one that you are aiming for or work in predominantly.
Activity/discussion: Review the handout and discuss with your neighbour your current role and situation, make a quick assessment of the band you will self assess against in our later exercises………
Discuss how links with professional membership levels if relevant at this point.

12. CIPD Profession Map Bands Which band are you at?
Getting started
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation, role or your career now?
Start with the core
Behaviours
Which behaviours do you show consistently?
Which behaviours would make the most difference to your role, or organisation now?
Start with Curious
Next, assessing yourself against the professional areas.

13. 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?
Start with the Core:
Insights strategy and Solutions is vital!
Then one other professional area:
Do you want to move into a specialist area?
Do you want to widen your experience across HR?
Are you confident you have the core areas covered at the right level?
What areas will your organisation need you to be proficient in in the future?
Handout: Professional area description overview (1 pager) and full extract of ‘Insights, strategy and solutions’.
Activity / discussion: Discuss content: Remember to concentrate on the band you have chosen, complete a quick checklist against the knowledge and activity statements. What are your areas for development, if any? What are the practical things that can be done to develop knowledge and skills in the CORE area?

14. “The difference between good and great HR”
CIPD Profession Map core
A business discipline
Insights, strategy and solutions
Great HR professionals work from a deep business, contextual and organisational understanding to develop actionable insight, and prioritise HR strategies that make the most difference at any given time.
Leading HR
Great HR professionals are active, insight-led leaders – owning, shaping and driving, not just observing or facilitating.
The core is all about solution based services, not process based service!. Not using templates, best practice for the sake of it etc. Just because one organisation is doing it, is it right for you? The danger of copy cat HR is that its not right for everyone.
Insights, strategy and solutions: How do I ensure that my role as a practitioner is contributing sustainable organisational performance? This understanding – and resulting insights – allows us to create prioritised and situational HR strategies that make the most difference and build a compelling case for change.
Try and give and example!!
Leading HR: How do I lead myself, others and activities to ensure I am contributing to sustainable organisation performance? They develop across 3 main areas of leadership - personal leadership, leading others and leading issues.
The core of the HRPM is the foundation of great HR capability! Its vital to everyone regardless of role, location or stage of career: it’s the difference between being good and being great!
“The difference between good and great HR”

15. CIPD Profession Map core
Insights, strategy and solutions
You develop insight-led solutions, prioritised and tailored around a good business, contextual and organisation understanding – identifying opportunities and risks and acting on them.
Examples:
Business
The vision and strategy of your organisation
Products/services and customer profiles
Financial and non-financial performance information
Contextual
Your sector and related regulations/legislation
Political, economic, social, technological and environmental issues.
Organisation
Structure, processes, governance
Culture, values, behaviours
Key relationships, stakeholders, how decisions get made
So what sits in Insights strategy and solutions?
Business - how the business works, the value drivers – what makes the business successful
The vision and strategy of your organisation
Products/services and customer profiles
Financial and non-financial performance information
Contextual
Your sector and related regulations/legislation
Political, economic, social, technological and environmental issues.
Organisation
Structure, processes, governance
Culture, values, behaviours
Key relationships, stakeholders, how decisions get made

16. 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?
Start with the Core:
Insights strategy and Solutions is vital!
Then one other professional area:
Do you want to move into a specialist area?
Do you want to widen your experience across HR?
Are you confident you have the core areas covered at the right level?
What areas will your organisation need you to be proficient in in the future?
Handout: Professional area description overview (1 pager) and full extract of ‘Insights, strategy and solutions’.
Activity / discussion: Discuss content: Remember to concentrate on the band you have chosen, complete a quick checklist against the knowledge and activity statements. What are your areas for development, if any? What are the practical things that can be done to develop knowledge and skills in the CORE area?

17. CIPD Profession Map Bands Which band are you at?
Getting started
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation, role or your career now?
Start with the core
Behaviours
Which behaviours do you show consistently?
Which behaviours would make the most difference to your role, or organisation now?
Start with Curious
Then the behaviours!

18. Are there other behaviours you think are areas for development?
Start with Curious!
Are there other behaviours you think are areas for development?
What would make the most difference to your organisation?
How does your organisation need you to go about your work?
Handout: overview of the behaviours (1 pager)
Link to other CIPD research.
Activity / discussion: Which behaviours are going to be most effective to help you in your work / career / etc? E.g. if you are facing a time of change at work, then the behaviours that might be the most useful to you would be:
Curious
Skilled Influencer
Collaborative
Courage to challenge
Discuss contra indicators too. What are the practical things you can do to develop these behaviours.

19. Develop career pathways Restructure support: clarify roles
CIPD Profession Map
Using the Map for your organisation
Identify
skills needed
to make
change happen
Benchmark
team
capability
Align
existing and
CIPD
frameworks
Build a
competency
framework
Developing
specialist
expertise
Building a
case for
development
programs
Develop career pathways
Restructure support: clarify roles
Discuss examples: from different types of organisations, different scales etc. Can be used for your own individual use (helping your career and professional development) or on a larger scale across the organisation.
E.g. McDonalds, Scottish Power, Scottish Water, Co-op, Unilever, Civil Service all examples of organisations using the Map to help them improve their HR capability (e.g. incorporate into their competency frameworks, assessing team’s knowledge and experience, building a career framework and ladder, developing role profiles, planning development activities etc)
Identify
areas for development
Focus on
Behaviours
needed for
success
Build role
profiles

20. CIPD Profession Map Case studies on the website…
The full details of these case studies are available on our website…………………..

21. Aims…
To develop internal capability within the newly established Resourcing team, and effectively attract and select talent whilst enhancing the employer brand.
“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” Helen Hartshorne, Group Resourcing Manager The Co-operative Group
cipd.co.uk/hrpm

22. Aims… Julie Hudtohan, Global HR for HR Director Unilever
To craft a highly pragmatic skills dictionary which updates the 2006 version and resonates with the real-life experiences and aspirations of the entire HR team.
‘We initially chose the CIPD as our partner for this project as the CIPD HR Profession Map was the external tool which resonated most closely with us.’
Julie Hudtohan, Global HR for HR Director
Unilever
cipd.co.uk/hrpm

23. Aims…
A function-wide review to assess the capability of the HR function to meet the needs of the organisation now and in the future
‘The CIPD’s HR Profession Map had the breadth and depth required to assist us in conducting the capability review as well as having the gravitas of being the standard of our professional body, which had been developed over a significant period of time involving an extremely wide range of stakeholders.’
Steven McLaren Chartered FCIPD, Senior HR Consultant
Scottish Power
cipd.co.uk/hrpm

24. CIPD Profession Map Case studies Map download Terms of use
On the website
Case studies
Map download
Terms of use
Self assessment tool My HR Map (member only)
PDF ‘how to’ guides and tools
For SMEs
For trainers

25. Have feedback or comment? HRPMfeedback@cipd.co.uk
CIPD Profession Map
More information
Want to know more?
Have feedback or comment?
We are now researching for the next refresh: if you have any feedback, comment or questions about the Map we really want to hear from you. Please the address above, and remember to add your name, job title, organisation and contact details.
We would also love to hear how you are using the map, for your development or for your organisation. Please get in touch.

26. Good luck, and keep using CIPD,
What next?
Good luck, and keep using CIPD,
your professional body and career partner.

27. Questions?