Body of knowledge and skills

Using specialist, expert knowledge and skills to perform a particular type of work or role.

  • This needs work. The Profession Map aligns work activity (above) with 'leadership' and an understanding of the business (vision/values), the context (PESTLE), and organisation (systems and processes).  Without these, specialist, expert knowledge creates policemen instead of advisors and decision makers.

  • It is applicable to all the professions, not only to HR

  • This an some of the other elements come from our latest report - From best to good practice HR: developing principles for the profession - where we asked ourselves the question 'what is professionalism?'

    There's more info here -

  • Although I voted yes, I agree with John's comment

  • I think rather than a 'body' of knowledge, which suggests something static and bounded, it is more necessary to be fluent with the relevant knowledge-structure - so what are the key principles involved, what is 'valid' knowledge and how can it be acquired and evaluated, and how can they be used to underpin practical decisions and opinions?

  • Stan makes a great point - the knowledge has to be fluid as well as current.  It's a great pleasure to work with someone who has a deep understanding and experience of their specialism but I wonder how we can become more smart about sharing that kind of knowledge and skill across our fraternity.

  • Gives work the quality to stand out among its competitors

  • As a science, HRM certainly has a body of knowledge which we may not always all agree to. It is up to the professionals to influence more the core body of knowledge which is taught in academic or professional HRM courses.

  • Knowledge, skills and abilities are a must to perform a particular type of work

  • To know who or where to go to if you do not have those skills is also important

  • My studying was very different to my reality when I entered the HR profession 5 years ago. I found a lot of support for large businesses and their policy development and little support for small/medium businesses, thankfully the CIPD is changing but relevance to practice is paramount!

    I believe that HR should be the backstage support to leadership with guidance from legal. Employment law is quite complex.