1. HR Profession Map Our global standards and your professional development

2. 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

3. 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

4. Did you know...?
The HR Profession Map is 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.
We have worked with HR professionals to find out what makes great HR – knowledge, behaviours and activities. The result is a framework of professional standards, we call it the HR Profession Map.

5. 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.
About the CIPD HR Profession Map
The concept is simple. Covering 10 professional areas and 8 behaviours set out in 4 bands of competence, the HR Profession Map sets out the activities, knowledge and behaviour needed for success. Success for you as an HR professional, success for your business, success in your career, success for your team.
From band 1 at the start of an HR career through to Band 4 for the most senior leaders, it has been designed to be relevant and applicable to HR professionals operating anywhere in the world, in all sectors and in organisations of all shapes and sizes.
Based on research and collaboration with over 40 organisations, and continuously reviewed and updated with our research, essentially the HR Profession Map shares what the most successful HR Professionals know and do at every stage of their career, and that is proving to be a powerful tool for many. A wide range or organisations and HR professionals are now using the CIPD and the HR Profession Map to benchmark and build their HR capability at individual, team, function and organisation levels.

6. Driven by and based on research and partnership with HR professionals across the globe working in and with all types of organisation and business, 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 activities, behaviour and knowledge.
Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the HRPM covers every level of the HR profession: from Band 1 at the start of an HR career through to Band 4 for the most senior leaders.
The professional areas set out the knowledge (what you need to know) and the activities (what you need to do) based on the research with HR professionals.
Two professional areas sit at the core - Insights, Strategy and Solutions and Leading HR. These two core areas emphasise the contributions that every successful HR professional makes regardless of role, level or specialism.

7. A short history…
Professional standards review
Desk research and interviews with 32 organisations
Consultation exercise 23 organisations, HRPM launch
Review and refresh
Continue research and testing globally
2007
2008
2009
2011
2012

8. 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

9. …your and your organisation's HR capability
How to use the HRPM and CIPD
Define...
Diagnose…
Develop…
Recognise…
The HRPM is used by the profession to define, diagnose, develop and recognise great HR for individuals and organisations across the world
CIPD’s unique and comprehensive view of the HR profession allows us to define great HR, diagnose areas of success and improvement, build capability in relevant areas and recognise achievement through professional qualifications and membership.
CIPD members and non members have access to the HRPM content.
The diagnostic tool My HR Map is available to members only on the CIPD website. It is a self assessment tool designed to help you plan your professional development, and will give you a personalised feedback report with development suggestions. We will today run through some basic steps to help you decide which area of the map and/or the tool you can start on.
The research has been done, and is kept up to date: we are giving you access to what is really working out there, so make use of it!
By the profession, for the profession
Use the standards in the CIPD HR Profession to:
Define great HR
Diagnose areas of success and improvement
Build HR capability
Recognise achievement through professional qualifications and membership
…your and your organisation's HR capability

10. Using the HR Profession Map
The HRPM covers the whole profession, but you don’t have to!
The HRPM is flexible: you need to choose the areas that are going to be most useful to you.
Here’s how other people have done this...
We are going to run through some basic questions and activities to help you get the most from the Map for your development planning today.

11. Learning about the profession
How people like you are using the HRPM: for their career
Seeking a
promotion
CPD planning
Position
yourself
against the
map
Developing
specialist
expertise
Looking for a new job
Building a
case for
development
Preparing for an
appraisal or review
Interview
preparation
It is there for you to use!!!! It will tell you what they need to know and what they need to do to be successful in HR at every stage of your career.
Learning about the profession

12. Develop career pathways Restructure support: clarify roles
How people like you are using the HRPM: for their organisation
Identify
skills needed
to make
change happen
Identify
teams
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
Identify
areas for development
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)
Focus on
Behaviours
needed for
success
Build role
profiles

13. 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

14. Getting started: Choose the band you are aiming for
Step One
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?
What knowledge do you need?
Behaviours
Which behaviours do you show consistently?
Which behaviours are vital to your role, or organisation?
How can you develop these behaviours?
The bands are a good starting point, and will help you focus your energy and efforts in developing your skills or transforming your HR team. Each area of the Map is set in four bands. Deciding which band you will self assess against will help to focus on a smaller area of the Map. It is likely that when you look at the description of the bands you will find that you work across 2 or possibly 3 bands, but one will usually stand out as the most relevant one for you at this time.
Step one: choose the band you want to assess/benchmark yourself against.
You can come at this from different angles: choose the band you think your current role is at, or the one you are aiming for (future promotion?) for example.
Many organisations are starting to assign a CIPD band to each role so that employees can easily understand the level they should be operating at. Could you do this with your roles/team?

15. 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
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.

16. 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.
Transition advice
The Map also provides information on transitioning from one band to another. E.g. what the time is spent on, what the new skills focus would be, and what you would need to let go of to make the transition.
You can map yourself or your role / future role against these bands to give you an idea for your development plans….
Handout: overview of the transitions (1 pager)
Activity/discussion: Review the handout. Discuss the practical advice and implications for you: think of 2 or 3 things you will do to move from one band to another based on the transition overview.

17. Getting started: Choose just 2 professional areas to start...
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Step Two
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation,
role or your career?
What knowledge do you need?
Behaviours
Which behaviours do you show consistently?
Which behaviours are vital to your role, or organisation?
How can you develop these behaviours?
Now you have the band you can choose one or two of the professional areas. The professional areas set out the things you need to know (knowledge) and the things you need to do (activities).
You can use the knowledge and activity statements to benchmark or assess yourself against. Even today you can carry out a quick checklist……….tick or cross against each statement to help you focus on your areas for development.
But first you need to decide which professional area to start with, and you can come at this from different angles: depending on your career stage, what is important o your organisation at this time, what’s going on in the wider world etc.

18. Did you know...?
The 2 core professional areas are vital to all HR professionals. CIPD research showed that success in HR is dependant on competence in the core of the HRPM:
Whether you are working at band 1, 2, 3 or 4..
Whatever area of HR you work in
The core of the HRPM is the foundation of great HR capability regardless of role, location or stage of career: fundamental to CIPD’s view of great HR in the HRPM is that without this core or professional foundation, HR will always speak at the ‘technician’ level. The HRPM sets HR as a business discipline first and foremost.
The Core: Insights, strategy and solutions
How do I ensure that my role as a practitioner is contributing sustainable organisational performance?
This professional area underpins the direction of the profession as an applied business discipline with a people and organisation specialism.
HR can only deliver on its purpose of sustainable organisation performance if it works from a deep business, contextual and organisational understanding to develop actionable insight.
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.
The Core: Leading HR
How do I lead myself, others and activities to ensure I am contributing to sustainable organisation performance?
Great professionals are active, insight-led leaders – owning, shaping and driving, not just observing or facilitating.
They develop across 3 main areas of leadership - personal leadership, leading others and leading issues.

19. So 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?
Start with the Core:
Insights strategy and Solutions is vital! Discuss content – business savvy (bring in examples), understanding the context (political, economic, geography, culture, environment etc), innovation and looking at reviewing continuously (delivering more for less), bringing solutions to the HR table, driving org performance etc
Link to other CIPD research.
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?

20. Getting started: Choose just one or two behaviours to start...
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?
What knowledge do you need?
Step Three
Behaviours
Which behaviours do you show consistently?
Which behaviours are vital to your role, or organisation?
How can you develop these behaviours?

21. 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? 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.

22. 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
The self diagnostic tool My HR Map on the CIPD website
Now you have a ‘starter for ten’ for your development plans. Review this in more depth by using the My HR Map tool online (member only) or by reviewing the content of the map in more detail (download it from our website).
And remember to keep reviewing – this map will stay with you on your career journey through the bands and through different ‘specialisms’.

23. CIPD membership levels are set at the transitions of the HRPM
Chartered Fellow
Transition
Chartered Member
The three levels of CIPD professional membership are set at the ‘transition’ between each band.
That is,
An Associate member will be able to show sustained performance at Band One level, ready to ‘move to’ Band Two.
A Chartered Member will be able to show sustained performance at Band Two level, ready to ‘move to’ Band Three.
A Chartered Fellow will be able to show sustained performance at Band Three level, ready to ‘move to’ Band Four.
The CIPD membership standards and qualification content are drawn from the HRPM. For more information go to our website or call our customer service team.
Transition
Associate
Band 1
Band 2
Band 3
Band 4

24. HR Profession Map Want to know more? cipd.co.uk/HRPM
Have feedback or comment on the content?
Claire Bishop, HR Capability Manager
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.

25. Questions?