Frequently Asked Questions

Profession Map FAQs

1. What is the Profession Map and what is its purpose?
2. Is the Profession Map available to members and non-members?
3. How have you developed the Profession Map?
4. What are the key components that make up the Profession Map?
5. What is a contra indicator?
6. Who is the Profession Map for?
7. How does the Profession Map relate to CIPD professional membership?
8. How can the Profession Map support me in my career?
9. How can my organisation use the Profession Map?
10. How do the bands in the Profession Map relate to job size frameworks?
11. Can the Profession Map be used internationally?
12. How does the Profession Map relate to the Next Generation research?
13. How will the Profession Map be kept up-to-date and relevant?
14. How can I give my feedback?
15. What is the Insight Bank?
16. How often does the Map get updated to reflect changes?
17. How is diversity covered in the Profession Map (why is there no professional area to cover it)?

 1. What is the Profession Map and what is its purpose?

The CIPD Profession Map sets out comprehensively how HR adds the greatest sustained value to the organisation it operates in, now and in the future.  It describes the highest standards of professional competence for the organisation.

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 skills, behaviour and knowledge.

The Map is used to develop products and services that not only support the profession as a whole but also support and accelerate the professional development of individuals, for example, my CPD Map, which is an online self-assessment tool that provides practical recommendations and solutions to help achieve professional goals and support career development.

Back to top

 2. Is the Profession Map available to members and non-members?

Yes. The Profession Map is available in full to both members and non-members.

Back to top

 3. How have you developed the Profession Map?

The Map was developed following an extensive review of the global HR Profession and an in-depth investigation involving detailed interviews with HR directors across all main economic sectors and scores of senior professionals and academics.

We investigated the impact of the HR function on the sustainability of business success and as a result the Map represents the needs of the profession today and will evolve over time to respond to further changes and demands in the business and the profession.

Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research, essentially CIPD’s Profession Map shares what the most successful HR professionals know and do at every stage of their career, which is proving to be a powerful tool. A wide range of organisations and HR professionals are now using the CIPD’s HR Profession Map to benchmark and build their HR capability at individual, team and organisation levels.

Back to top

 4. What are the key components that make up the Profession Map?

There are three main sections to the Map:

Professional areas
There are 10 professional areas within the Map. The two core professional areas Insights, Strategy and Solutions and Leading HR sit at the heart of the profession and are applicable to all HR professionals regardless of role, location or stage of career, whether inside organisations or working with them. For each particular area the Map describes what you need to do (the activities) and what you need to know at four bands of professional competence, as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities.

Behaviours
Within this section the Map describes the behaviours needed to carry out activities in more detail. Each behaviour is also divided into four bands of professional competence (spanning from entry level to leadership roles). Each behaviour also lists a number of contra indicators which illustrate negative behaviour.

Bands and transitions
There are four bands of professional competence to reflect the hierarchy of the profession within the Map. The Map also identifies and describes how you need to change and develop to move from one band to another.

Back to top

 5. What is a contra indicator?

Contra indicators are listed in each of the Behaviours. They illustrate negative behaviour.

Back to top

 6. Who is the Profession Map for?

The Map has been developed with both individuals and organisations in mind. It’s a vital resource for anyone working in or connected with the HR profession.

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 all professionals working across the HR spectrum; so, whether you are a generalist or a specialist (in learning and development, talent, reward, employee relations and engagement, resourcing or OD), wherever you are operating in the world, whatever sector and/or size of your organisation, the Profession Map is for you.

Back to top

 7. How does the Profession Map relate to CIPD professional membership?

The three levels of CIPD professional membership are set at the transitions between bands. 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 Profession Map. For more information go to our website.

Back to top

 8 How can the Profession Map support me in my career?

Use the standards to help you in your own professional development and plan your own career path or your team’s. Use them to help you prioritise your work in the coming months or to help pull together your HR strategy. Use the professional areas that are relevant to you and your work at this time, at the band that most suits your needs.

The Map can be used as a tool to identify your immediate and future development needs.

  • CPD planning
  • preparation for an appraisal or review
  • seeking a promotion
  • looking for a new job
  • building a case for development
  • learning about the profession
  • interview preparation
  • developing specialist expertise

We recommend you start by using my CPD Map which is an online professional self-assessment tool based on the Map. It's designed to provide you with a convenient and cost-effective way to learn about your strengths and to access practical recommendations and solutions to support your career development.

Back to top

 9. How can my organisation use the Profession Map?

We've developed a tool for organisations which will not only give access to the Map but will also provide additional solutions for driving the development of entire HR functions and teams within an organisation. The tool is supported by a range of generic and bespoke business support services which are delivered by us.

A wide range of organisations have adopted the profession map standards to define or benchmark their HR capability. The HR Transformation team use the HR Profession Map as a basis for their consultation work with organisations and we will be sharing their story with you shortly. Here is how organisations have used the HR Profession Map:

Transform the HR function to drive the organisation to sustainable performance:

  • increase HR’s capability to work across strategic issues

  • build HR’s credibility enabling them to challenge the business

  • create a dynamic, high performance culture

  • build organisation’s competitive advantage, now and in the future

  • reduce organisation’s costs.

By:

  • using the content of the HR Profession Map as a basis/benchmark to increase the capability in the HR function; benchmarking, diagnosing areas for development and building capability to really deliver in all professional areas. See case studies for examples of how organisations can use the Map.

Back to top

 10. How do the bands in the Profession Map relate to job size frameworks?

The Profession Map sets out the knowledge base, activities and behaviours that span the HR profession from leadership roles to entry level roles. This spans practitioners in organisations across all sectors, of massively varying sizes, as well as individuals working as independent consultants.

As job sizing is predicated first from key organisation dimensions (for example, revenues, scale, geographies, products, markets), this would be impossible to reflect accurately in such a wide spanning framework as our Profession Map. We can work with individual organisations to help tie our Profession Map to internal job architecture (for example, Hay reference levels or job evaluation or Towers Watson’s global grading system).

Back to top

 11. Can the Profession Map be used internationally?

Yes, the Map has been developed to ensure that it’s relevant to international markets and has been tested with international organisations.

‘International HR’ was part of every professional area in our research organisations, so we have developed globally transferable capabilities, which will of course at times need to be supplemented by local, technical capabilities. Market by market, depending upon the organisation and its operating context, different areas of the map will have disproportionate importance (for example, talent management in high pressure, acute talent shortage markets).

Back to top

 12. How does the Profession Map relate to the Next Generation research?

CIPD's Next Generation research is captured in four key propositions:

  • An HR function needs to be working towards a future focused purpose – of driving sustainable organisation performance

  • HR needs to become more insight driven

  • This insight comes from operating as a more “savvy” practitioner, able to synthesise contextual, organisation and hard, rational business data to identify the most critical, relevant work for the individual or function to focus on

  • These propositions call on a different kind of leadership in the profession.

These research findings are reflected in the Profession Map as follows:

  • ‘Insight driven’ runs through the core of the Profession Map: it takes you through the knowledge and skills needed to shift towards being more insight driven. The volume is turned up on the importance of “curiosity” as a behaviour in the HR Profession Map version two.

  • The ‘3 savvies’ found in the Next Generation research sit at the core of the Profession Map: know the business, know your operating context and know the organisation.

  • Leadership is also reflected in the core of the Profession Map and the importance of this is echoed in Decisive Thinker, Curiosity and Courage to Challenge as behaviours (not excluding other behaviours).

Back to top

 13. How will the Profession Map be kept up-to-date and relevant?

We’ll regularly review and update the Map, responding to the needs of the profession, using our Insight Bank to collect feedback, and continuous research that is fed in to keep the Map current. We welcome feedback from you. Please email hrpmfeedback@cipd.co.uk

Back to top

 14. How can I give my feedback?

We are actively seeking feedback on the content of the Profession Map ready for the next refresh and have set up our Insight Bank. We are looking for feedback in the following areas:

  • Profession Map Professional Areas content

  • Profession Map Behaviours content

  • language/jargon used

  • international relevance.

 If you have any comments in these areas (or others) please email our Insight Bank: hrpmfeedback@cipd.co.uk

Back to top

 15. What is the Insight Bank?

The Profession Map is continuously informed by research and feedback from HR professionals and academics. In our recent refresh we focused on reinforcing the idea of a more global mindset in the practitioner and reflecting the CIPD Next Generation HR research.

The Profession Map lays out the landscape as we know it now. As we continue to bank insight on the evolution of the profession we will continue to review and update the map. So you can rest assured that you will always have the latest thinking and standards for your profession at your fingertips.

We welcome feedback from you. Please email hrpmFeedback@cipd.co.uk

Back to top 

 16. How often does the Map get updated to reflect changes?

This is a dynamic and ‘live’ Profession Map, created by the profession for the profession. The Profession Map is continuously informed by research and feedback from HR professionals and academics. In our recent refresh we focused on reinforcing the idea of a more global mindset in the practitioner and reflecting the CIPD Next Generation HR research. In doing that we’ve also taken the opportunity to simplify and de-duplicate the content.

The Profession Map lays out the landscape as we know it now. As we continue to bank insight on the evolution of the profession we will continue to review and update the map.

The next refresh is planned for 2013.

Back to top 

 17. How is diversity covered in the Profession Map (why is there no professional area to cover it)?

When the extensive research that lies behind the map was being carried out, it was clear that the best practice organisations were keen to ensure that the concepts supporting Diversity and Inclusion (D&I) were embedded within all professional areas, and not regarded or positioned as an ‘add-on’ to the framework. This reflected their strategies in practice in their organisations, building D&I into normal business and HR policies, practice and measures. All the professional areas and behaviours should be read with this in mind.

We are by no means sidelining either D&I or those who work as specialists within it; we are broadening the expectation that this is the responsibility of all in HR and, indeed, the business.

Back to top