Branches presentation on career cpdmap
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The document discusses the CIPD Profession Map, which provides a framework for HR professionals to develop their knowledge, skills, and behaviors over their career. It outlines the core areas of Insights, Strategy and Solutions and Leading HR. The Profession Map can be used to assess one's current band or level, identify areas for development, and plan CPD activities. It encourages users to start by focusing on the core areas and behaviors most important for their current role and organization. The document also introduces My CPD Map, a new self-assessment tool to provide customized development options based on the Profession Map.
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Branches presentation on career cpdmap
- 1. CIPD Profession Map Our standards and your professional development
- 2. CIPD Profession Map Our standards and your professional development what is the Profession Map? how are people like you using the Map? helping you get the most from the Map My CPD Map
- 3. What is the Profession Map?
- 4. The CIPD Profession Map is a framework based on extensive research with HR and L&D professionals at all stages of their career, and sets out what makes great HR: the knowledge, skills and behaviours The CIPD are regularly research and refresh the content so you always have the best and latest views on great HR. CIPD Profession Map What makes great HR?
- 7. CIPD Profession Map Using the Map for your development and career Membership assessment preparation Developing specialist expertise Building a case for development Seeking a promotion Preparing for an appraisal or review Interview preparationLearning about the profession Position yourself against the map CPD planning
- 8. CIPD Profession Map Getting started Which band are you at? Which band do you need to be at? What do you need to do to get there? Bands Which areas are you confident in? Which areas are important to your organisation, role or your career now? Start with the core Professional Areas Which behaviours do you show consistently? Which behaviours would make the most difference to your role, or organisation now? Start with Curious Behaviours
- 9. CIPD Profession Map Which band? BAND ONE BAND TWO BAND THREE BAND FOUR Delivering fundamental 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
- 10. CIPD Profession Map Getting started Which band are you at? Which band do you need to be at? What do you need to do to get there? Bands Which areas are you confident in? Which areas are important to your organisation, role or your career now? Start with the core Professional Areas Which behaviours do you show consistently? Which behaviours would make the most difference to your role, or organisation now? Start with Curious Behaviours
- 11. 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?
- 12. CIPD Profession Map core A business discipline Insights, strategy and solutions Great HR professionals work from a deep business, contextual and organisational understanding to develop actionable insight, and prioritise HR strategies that make the most difference at any given time. 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”
- 13. Insights, strategy and solutions You develop insight-led solutions, prioritised and tailored around a good business, contextual and organisation understanding – identifying opportunities and risks and acting on them. Business - The vision and strategy of your organisation - Products/services and customer profiles - Financial and non-financial performance information Contextual - Your sector and related regulations/legislation - Political, economic, social, technological and environmental issues. Organisation - Structure, processes, governance - Culture, values, behaviours - Key relationships, stakeholders, how decisions get made
- 14. Act as a role model leader, maximising the contribution that HR, or your specialist function, makes throughout the organisation both through own efforts and through supporting, developing and measuring others across the organisation. What sits in Leading HR? - 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 Leading HR
- 15. 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?
- 16. CIPD Profession Map Getting started Which band are you at? Which band do you need to be at? What do you need to do to get there? Bands Which areas are you confident in? Which areas are important to your organisation, role or your career now? Start with the core Professional Areas Which behaviours do you show consistently? Which behaviours would make the most difference to your role, or organisation now? Start with Curious Behaviours
- 17. 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?
- 18. CIPD Profession Map On the website • Case studies • Map download • Terms of use • Self assessment tool My HR Map (member only) • PDF ‘how to’ guides and tools • For SMEs • For trainers http://www.cipd.co.uk/cipd-hr-profession/profession-map/
- 19. CIPD Profession Map More information Want to know more? www.cipd.co.uk Have feedback or comment? careersupport@cipd.co.uk
- 20. What next? Good luck, and keep using CIPD, your professional body and career partner.
- 21. Questions?
- 22. My CPD Map
- 23. What is My CPD Map? • Self assessment against the Profession Map • Provides highly tailored, bespoke development options • Part of membership benefits • ‘Lite’ version for non-members • Replacing My HR Map (offline 27 February 2015)
- 24. My CPD Map
- 25. My CPD Map
- 27. Let us know: If you have any feedback or questions careersupport@cipd.co.uk
- 28. Questions?
Editor's Notes
- We have worked with HR professionals to find out what makes great HR – The knowledge, behaviours and activities. The result is a framework of professional standards, we call it the CIPD Profession Map. Over 40 organisations worked with us to develop the framework: by the profession for the profession. We have made this research and practical tool available to all so use it! I will introduce how you can use it today…..
- The standards set out in the CIPD Profession Map, developed in collaboration with HR and L&D professionals, senior business people, academics and their organisations across the world, aim to set the bar high. They determine what the best HR and L&D professionals and organisations are doing, what they know and understand, to really make a difference and drive the performance of the organisation. International relevance: The research that we did with these companies (over 40% of them international) told us that, although you will need local knowledge on culture, legislation and the like, the basics are still relevant, and this is what the best are doing. You may need to concentrate more specifically on certain area’s but you would still do this through the same methods.
- Example / extract from the HR Profession Map download so you can see what it looks like. Each area is broken down into doing and knowledge, the doing areas are set out against cluster headings so it is clear what the statements in that area will be referring to. You can also see the statements are set clearly in each band level.
- It is there for you to use!!!! It will tell you what you need to know and what you need to do to be successful in HR at every stage of your career. Here are examples of how people are using the Map.
- You can use the diagnostic tool My HR Map to help with these questions, or use the content of the map itself. Start my choosing the band you want to asses yourself in.
- Handout: Map Have a look at the descriptions of the bands in the map. 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 Map 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.
- Next, assessing yourself against the professional areas.
- Start with the Core: Insights strategy and Solutions is vital! 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: Map 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?
- The core is all about solution based services, not process based service!. Not using templates, best practice for the sake of it etc. Just because one organisation is doing it, is it right for you? The danger of copy cat HR is that its not right for everyone. Insights, strategy and solutions: How do I ensure that my role as a practitioner is contributing sustainable organisational performance? 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. Try and give and example!! Leading HR: How do I lead myself, others and activities to ensure I am contributing to sustainable organisation performance? They develop across 3 main areas of leadership - personal leadership, leading others and leading issues. The core of the HRPM is the foundation of great HR capability! Its vital to everyone regardless of role, location or stage of career: it’s the difference between being good and being great!
- Start with the Core: Insights strategy and Solutions is vital! 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: Map. 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?
- Then the behaviours!
- Handout: Map – behaviours 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.
- We would also love to hear how you are using the map, for your development or for your organisation. Please get in touch.
- my CPD Map is a membership benefit, it’s a user friendly self assessment tool against the CIPD Profession Map, which will generate highly tailored development actions. The ‘Lite’ version for non members allows them to access the core area Insights, strategy and solutions.
- http://mycpdmap.cipd.co.uk/assessment-type# You can have up to 4 assessments going at one time (as there are one set of questions for each of the four bands) for example you could be looking at your current level as well as developing into a higher level. Student assessment – the questions are the same but you can undertake an assessment as a student separately to doing one against your current level or preparing for a higher level role. If you only have one assessment each time you update it you are overwriting your previous comments so this allows students to track against student development whilst still being able to complete another assessment for their own role – might do this if you are coming up for a review works on phone and tablets
- To help you find out which HR areas might be of interest to you, students may find this particularly helpful There are 24 statements about HR and you drag and drop them into either side – that’s me or that’s not me At the end you will get a picture of the map highlighting the areas of interest
- careersupport@cipd.co.uk