The behaviours describe in detail how a HR professional needs to carry out their activities
The core of the Profession Map 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 Map is that without this core or professional foundation, HR will always speak at the 'technician' level.
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.
- Building a picture
- Developing actionable insight
- Delivering situational HR solutions that stick
- Building capacity and capability
- Working with agility
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.
- Personal leadership
- Leading others
- HR function design and service delivery
- HR resource planning and delivery
- Delivering value and performance in HR teams
- Managing HR budgets and finances
The four bands help to give a clear pathway and focus to your developmental planning and activities
The professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR profession at four bands of professional competence