HR Profession Map HR standards and your professional development. Claire Bishop, Chartered MCIPD. HR Capability CIPD

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1 HR Profession Map HR standards and your professional development Claire Bishop, Chartered MCIPD HR Capability CIPD

2 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

3 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

5 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

9 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

10 Continuous research The map is regularly updated with our research, for example: Next generation HR HR in SMEs HR outlook

11 Continuous research The map is regularly updated with our research, for example: Next generation HR HR in SMEs HR outlook

12 What the HR in SME research found Inflection point

13 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

14 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

15 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

16 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

17 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

18 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

19 Continuous research The map is regularly updated with our research, for example: Next generation HR HR in SMEs HR outlook

20 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

How people like you are using the HRPM: for their own career CPD planning Building a case for development Learning about the profession Position

21 How people like you are using the HRPM: for their own career CPD planning Building a case for development Learning about the profession Position yourself against the map Looking for a new job Interview preparation Seeking a promotion Developing specialist expertise Preparing for an appraisal or review 21

22 How the HRPM is used Caroline Dyke, Group HR 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 it helps to know where you are among the day to day duties! #HR

How people like you are using the HRPM: for their team Developing specialist expertise Benchmark team capability Identify areas for development Building a case for development programs Build role

23 How people like you are using the HRPM: for their team Developing specialist expertise Benchmark team capability Identify areas for development Building a case for development programs Build role profiles Align existing and CIPD frameworks Develop career pathways Identify skills needed to make change happen Focus on Behaviours needed for success Build a competency framework Restructure support: clarify roles 23

24 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

25 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

26 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

27 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

28 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

29 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

30 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?

31 Bands of the HRPM: which one are you aiming for? BAND ONE BAND TWO BAND THREE BAND FOUR Delivering fundamentals Client support and processing activity, immediate/ ongoing Adviser, issues led Advising and managing HR issues, current/near term Consultant, cooperative partner Addressing HR challenges at organisational level, medium/longer term Leadership colleague, coach Developing the organisational strategy, and HR strategy, partnering the client

32 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... Bands Which band are you at? Which band do you need to be at? What do you need to do to get there?

33 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?

34 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?

35 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?

36 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?

37 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

38 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

39 The map insight bank: for the profession by the profession Comment Feedback Testing HR Profession Map: live and relevant

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

individual and organisational insight Focus development priorities and investment BUILD solutions that help close out the skill gaps Consultancy CIPD L&D curriculum CIPD

PROFESSIONALLY RECOGNISED CIPD qualification Experience Assessment Upgrade Professional membership MEMBERSHIP LEVELS Chartered Fellow (Chartered FCIPD) Chartered member (Chartered

40 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 TEAM CAPABILITY ASSESSMENT 360 tool based on the profession map Assess capability versus global benchmark Provide individual and organisational insight Focus development priorities and investment BUILD solutions that help close out the skill gaps Consultancy CIPD L&D curriculum CIPD qualifications Coaching Technical Master-classes Business Partner Programme Line Manager programmes RECOGNISE accredit individual and organisational capabilities OPTIONS TO BECOMING PROFESSIONALLY RECOGNISED CIPD qualification Experience Assessment Upgrade Professional membership MEMBERSHIP LEVELS 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

41 Professional Membership CIPD qualifications and upgrading or Experience Assessment

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

43 Questions?

The CIPD profession map: a guide

The CIPD profession map: a guide Contents Introduction... 3 The design principles and architecture of the Profession Map... 4 Bands and transitions... 5 Transitions: moving through the bands... 7 Professional