The document discusses the services provided by the Chartered Institute of Personnel and Development (CIPD) to support HR and L&D professionals and organizations. The CIPD offers qualifications, training, resources, networking opportunities, and professional membership. Their goal is to champion better work and working lives by developing HR practices and raising standards in the profession.

1. Leading the
people agenda
Developing professional
capability and sustained
organisation performance

2. 2 Leading the people agenda
Supporting organisations
and professionals
Through our extensive resources,
knowledge and research insights, we’re
helping organisations and professionals
drive performance through HR and
people management, inspiring new
thinking, and leading good practice.
We’re here for you and your
organisation, offering:
• professional membership and
internationally recognised
qualifications
• networking and international events
• training and in-house learning
solutions
• expertise in HR capability-building and
senior HR leadership development
• topical insights and analysis
• a wealth of online resources, books
and toolkits
• a voice for HR and LD professionals.
Over 100 years of leading
HR and LD
The CIPD is the professional body for
HR and people development. We are
the voice of a worldwide community
of 140,000 members committed to
championing better work and working
lives by improving practices in people
and organisation development. We’re
independent, not-for-profit and hold a
highly respected UK Royal Charter.
We’ve been setting the benchmark for
excellence in HR and LD for more than
100 years. Through our expertise and
research, we provide a valuable point of
view on the rapidly changing world of
work.
We help organisations of every size
and kind to define, build and sustain
their HR capability to the highest
standard. And for our members we’re
the career partner of choice, setting
professional standards and providing
the expertise to drive the HR and LD
professions forward.
About us

3. 3cipd.co.uk
A significant history
Championing better work and working lives
1910s 1920s 1930s 1940s 1950s 1960s 1970s 1980s 1990s 2000s 2010s
1963
We celebrate our
Golden Jubilee
1994
IPM joins forces
with the Institute
of Training and
Development to
create the Institute
of Personnel and
Development
2013
We celebrate
our centenary
with more
than 130,000
members in
more than 100
countries
The Duke of Edinburgh
with Sir Ralph Perring,
Lord Mayor of London and
Mr G. R. Moxon, President
of the IPM
1931
We become the
Institute of Labour
Management with a
new journal to match
1920
Our first
journal is
published
1973
We reached
15,000
members
2000
The IPD is
granted
a Royal
Charter
and so the
CIPD is
born
2010
We expand
into Asia
with a new
office in
Singapore
2015
We expand
into the
Middle East
with a new
office in
Dubai
1946
Renamed the
Institute of Personnel
Management (IPM)
1937
Our first office outside
the UK opened in
Ireland
1913
The Welfare Workers’
Association is founded
at a meeting in
Rowntrees in York

4. 4 Leading the people agenda
Shaping the agenda
Our purpose is to champion better work
and working lives by improving practices
in people and organisation development,
for the benefit of individuals, businesses,
economies and society. And our research
plays a critical role – providing the
content and credibility for us to drive
practice, raise standards and offer
advice, guidance and practical support
to the profession. Our research also
informs our advocacy and engagement
with governments and other opinion-
formers on behalf of the profession we
represent.
To increase our impact, in service of our
purpose, our research agenda is focusing
around our model for the future of HR. The
model distils the role of HR into four core
areas: helping the business understand the
changing real-world context in which we
operate; applying a real understanding of
the science that shapes how the people we
employ behave, learn and are motivated;
working closely with other business
disciplines to provide better measurement
and insight into what drives value,
performance and outcomes; and using all
of those three things to develop practices,
processes and policies that best support
staff, managers and business leaders to
drive value in their organisations.
cipd.co.uk/research
Insight on
Changing
Context
HR
Learning
Processes,
Practices,
Policies
Business
Commercial
Insight, and
Analytics
Science of
Human
Behaviour
Better work and
working lives

5. 5cipd.co.uk
Our standards for the profession
CIPD Profession Map
The standards set out in the CIPD
Profession Map, developed in
collaboration with HR and LD
professionals, senior business people,
academics and their organisations across
the world, aim to set the bar high. They
determine what the best HR and LD
professionals and organisations are
doing, what they know and understand,
to really make a difference and drive the
performance of the organisation.
Structured around the ten professional
areas of HR activity, the Map focuses on
the knowledge, activities and behaviours
required in the profession today and in
the future.
It underpins all we provide, from our
qualifications and membership through
to our in-house training provision.
A wide range of organisations and HR
and LD professionals are now using the
Map to benchmark and build their HR
capability at individual, team, function
and organisation levels.
CIPD
Prof
ession
Map©CIPD2015
Case study
Unilever and the CIPD Profession Map
Refreshing the global HR skills dictionary was a top priority for Unilever HR. They
gathered external perspectives from the CIPD, other HR professional bodies,
executive search companies and the RBL Institute to stimulate their thinking.
Working together, the CIPD and Unilever used the Insight Strategy and Solutions
element of the Map to create the dictionary. The dictionary encompasses the best
of internal and external thinking and forms part of a global career portal which
supports development and career discussions.
We initially chose the
CIPD as our partner
for this project as
the CIPD Profession
Map was the external
tool which resonated
most closely with us.
Unilever
cipd.co.uk/professionmap

6. 6 Leading the people agenda
For you
CIPD membership
- a mark of your professionalism
Professional membership of the CIPD
demonstrates that you meet our
rigorous standards for best practice in
HR and adhere to our code of conduct.
It showcases your ability to create a real
impact in the workplace, and to make a
difference to an organisation’s strategy
and its people. It’s highly valued by the
profession and employers alike.
There are three levels to CIPD professional
membership and each level entitles you to
use designatory letters after your name:
• Associate member (Assoc CIPD)
• Chartered Member (Chartered MCIPD)
• Chartered Fellow (Chartered FCIPD).
As you develop your expertise and
experience, professional membership can
open doors to new career opportunities.
Progressing to a Chartered Fellow
reinforces your credibility and status as
an HR leader and strategist. That’s why
an increasing number of talented HR and
LD professionals aspire to achieve CIPD
professional member status.
Professional membership can be achieved
by either studying a CIPD qualification and
upgrading on successful completion, or via
Experience Assessment.
cipd.co.uk/membership
There are three levels of professional membership, and two routes
that can take you there:
CIPD qualifications
or
Experience
and upgrade Assessment
you’re typically...
Providing professional
advice to managers across
the business and supporting
the HR or LD function.
you’re typically...
Managing, developing
and implementing HR
policies that support
organisational objectives.
you’re typically...
Leading the development
of strategic HR plans that
drive sustained business
performance.
Assoc CIPD
Associate Member Chartered Member Chartered Fellow
Chartered MCIPD Chartered FCIPD

7. 7cipd.co.uk
HR and LD qualifications
We’re an awarding body for HR and
learning and development qualifications.
Our programmes are internationally
recognised. They focus on all levels of
professional competence, including
foundation, intermediate and advanced
(equivalent to a postgraduate
qualification).
Delivered all over the world by universities,
colleges and training providers, over
12,000 students join our programmes each
year to enhance their knowledge on the
latest theory, case studies and insights into
best practice HR.
cipd.co.uk/qualifications
CIPD Training
We offer solutions that enable HR
practitioners, HR departments and line
managers to build their capability and
drive the performance of their organisation
through great people management and
development practices.
You can find short courses on HR,
learning and development, leadership,
management, personal effectiveness and
business skills.
cipd.co.uk/training
Career development support
We support you throughout your career,
and we recognise your needs may
change as you progress in your work.
As a member, you’ll receive exclusive
access to development tools including
the Profession Map, my CPD Map and
career support. These online tools
support your continued professional
development.
Be informed
Keep your skills current by accessing
the latest HR and LD resources,
including CIPD research, employment
law information, People Management
magazine and In a Nutshell and more.
Expand your network
Being part of a big community of
140,000 members gives you the
opportunity to connect with like-minded
professionals through CIPD networks,
conferences and exhibitions or online
through the professional Communities.

8. For your organisation
HR development
solutions
We’re partnering with the world’s most
progressive organisations to build
the capability of their HR and LD
professionals.
By using our recognised HR standards,
development solutions, professional
membership and qualifications, we’re
helping organisations like yours sustain
business advantage and high performance.
We’ll help you to:
• define the strategic priorities and
purpose of your HR function in your
organisation’s context
• benchmark and assess the capability
of your team, identifying gaps and
strengths
• develop their capability and shape
your HR function to meet your
business needs.
Working together, we’ll help
professionalise your HR function.
cipd.co.uk/for-employers
8 Leading the people agenda
Building HR capability and professionalism
We assess your
HR and LD
capabilities
and highlight
development
priorities, so you
know where to
invest
Diagnose
We develop your
HR professionals’
skills via
qualifications and
training courses
and experience
assessment and
help them progress
at all stages of
their careers
Build
We reward
success with
Chartered
membership and
endorse your best
practice HR
Recognise
We continually
build your HR
capability and
strengthen your
professionals’
careers through
CIPD membership,
research,
resources and
CPD initiatives
Sustain
We define what
great HR looks like
for your business
and then, using
our international
benchmarks, set
standards for your
HR professionals
Define

9. 9cipd.co.uk
Tailored learning
solutions
We deliver in-house learning,
development and qualification
programmes for hundreds of
organisations each year across 23
countries around the world. These
include:
• bespoke training programmes
designed for specific business needs
and learning goals
• tailored training and CIPD
qualifications adapted to suit your
particular objectives and requirements
• programmes tailored from courses
within our Learning Directory.
You can access popular programmes
include: HR as Business Partner,
Performance Management, HR for Non-
HR Managers, LD as Business Partner,
and Introduction to HR Strategy.
Your experienced HR professionals
may also benefit from Experience
Assessment. Our direct route to
professional membership. See page 11.
Continual Professional
Development
Through professional membership to
the CIPD, we’ll deliver ongoing support
for your HR and LD teams through
continual professional development with
tools such as:
• CIPD Profession Map – assess
your team’s capabilities and access
recommendations on development
• My CPD Map – an online assessment
tool to identify strengths and areas for
development
• Enhanced career services including
mentoring and workshops.
Case study
SEHA (The Abu Dhabi Health Services
Company)
SEHA is a government-owned
organisation responsible for 12 public
hospitals and around 60 healthcare
clinics. With 17,000 staff, it’s one of the
largest employers in the Middle East.
To support a broader ‘grow your own’
strategy regarding UAE Nationals, SEHA
asked the CIPD to help them create a
more strategic HR function by developing
two programmes that are linked to
qualifications, which are now creating the
HR leaders of the future:
• CIPD Level 3 Foundation Certificate in
Human Resources Practice
• CIPD Level 3 Foundation Diploma in
Human Resources Practice.
‘The CIPD has done a really nice job of taking
the core elements of the CIPD qualification
but making it relevant to the Middle East. It’s
become a foundation for the development
of all our UAE nationals who are coming
through to be developed as future HR
leaders.’
Chief HR Officer - SEHA Forum Member

10. 10 Leading the people agenda
Experience Assessment
If you’re looking to accredit your or your
team’s HR and LD expertise against
our industry standards, without the
need to study for a CIPD qualification,
Experience Assessment offers you
a direct route into professional
membership.
It’s ideal for experienced professionals
and HR leaders.
Experience Assessment benchmarks
your experience and knowledge against
the CIPD’s Profession Map and results
in the award of Chartered or Associate
membership of the CIPD. Experience
Assessment involves a rigorous
assessment process conducted by
senior HR practitioners who really know
what it takes to be successful in HR. It
demonstrates ability to connect with the
organisation, develop business insights
and deliver HR that has a real impact.
Following the assessment, participants
receive a detailed development report,
which highlights the strengths of individuals
or teams and provides inspiration for
continuing professional development.
For more information on Experience
Assessment
cipd.co.uk/ea
Experience Assessment gave us the ideal opportunity to give
our staff external recognition for their HR achievements
and their contribution to the business.Our HR managers
are so experienced that a qualification is no longer the right
option for them – accrediting their experience to gain CIPD
professional membership was the obvious alternative.
Head of Head Office Learning and Development, MS

11. 11cipd.co.uk
LABOUR
MARKET
OUTLOOK
VIEWS FROM
EMPLOYERS
Summer 2015
ANNUAL SURVEY REPORT
Learning and
Development
2015
in partnership with
Closing the
knowing-doing gap
Research report
September 2015
Real-life leaders:
LEADING-
EDGE
RESEARCH
Online HR and LD
resources
You and your teams can access
thousands of online resources – all you
need when you need it.
• HR and business news with People
Management Online
• Comment, insight and research on
current and emerging trends
• Audio podcasts with monthly reviews
on best practice and emerging HR and
LD topics
• UK and European law information
• Professional development tools to help
you get ahead in HR
• Information services, learning resources,
practical tools and factsheets
• Online subscription services, toolkits
and books
• International HR and business news
• Full access to the CIPD Profession Map
• Exclusive access to My CPD Map – an
online assessment tool.
Network with others in
the profession
We enable busy professionals to connect
with each other, share good practice and
discuss issues affecting their work.
CIPD conferences and exhibitions
bring together leading HR and LD
thinkers, business experts, academics
and organisations to network and
encourage peer-to-peer learning. Every
year thousands of people from all over
the world attend our conferences for
inspiration, innovative ideas and applied
insights into the latest HR research and
practices.
cipd.co.uk/events
Run by members for members, our
network of UK branches provides local
networking opportunities, as well as
a forum for sharing experiences and
discussing topical issues.
cipd.co.uk/branches
Our professional online Community is
one of the most popular CIPD member
resources. You can get involved in
discussions on topics such as: topical
HR news, employment law, absence and
change management. The Communities
enable our members to post questions and
receive direct feedback from peers. They
are a great place to share knowledge and
support others with immediate challenges.
cipd.co.uk/communities
Stay ahead of the latest development
ONLINE
RESOURCES
Leading HR
Band four
Band three
Band two
Band one
Insights,
strategy
and
solutions
Performance
and reward
Employee
engagement
Employee
relations
Service
delivery and
information
Organisation
design
Organisation
development
Resourcing
and talent
planning
Learning and
development
Eight behaviours Ten professional areas Four bands of professional competence
Leading HR
© CIPD 2015
The Profession Map
Rol
e
m
odel
CouragetochallengeDriven
to
deliver
Collaborative
Person
allycredible
Skilledinfluencer
Decisive thinke
r
Curious
CIPD
PROFESSION
MAP

12. Chartered Institute of Personnel and Development
151 The Broadway London SW19 1JQ United Kingdom
T +44 (0)20 8612 6200 F +44 (0)20 8612 6201
E cipd@cipd.co.uk W cipd.co.uk
Incorporated by Royal Charter
Registered as a charity in England and Wales (1079797) and Scotland (SC045154)
Issued: November 2015 Reference: 7147 © CIPD 2015
Call us on
+44 (0)20 8612 6200
or visit
cipd.co.uk