HR Professional Map
1.0 This report reviews the CIPD HR Professional Map. In this section, it explains how the CIPD HR Professional Map (HRPM) areas and bands define the HR profession. It will also look at why the HRPM behaviours are essential to being an effective HR professional.
The CIPD HR Professional Map was introduced in 2009. It is a members-only resource designed to help professionals understand the relevant skills needed to fulfil an HR role. Detailed research within the HR profession was undertaken to create the map and it provides a framework of core skills, knowledge and behaviours for the HR function. The map has been adopted by many organisations as it can be used by all HR professionals, regardless of the size and type of organisation for …show more content…
The map consists of ten professional areas and eight behaviours, which are then split into four bands. The bands represent the various levels within the profession, such as administration/process, advisory/manager, consultant/business partner and finally director/leader responsible for delivery of the HR strategy.
The professional areas describe the knowledge a person needs for the types of activities that are completed within the four bands of competence. The behaviours describe how the activities should be carried out, again across four bands of competence.
As an individual’s career progresses, the bands and transitions are used to describe the professional competence required for their new role/band. It also recognises that there are challenges when moving from one band to the next.
Bands and transitions
The knowledge and activities required in each of the professional areas are contained within four bands. The behaviours associated with these professional areas are also identified. The bands define the contribution made at all stages of an HR professional’s career in key areas such …show more content…
These core areas underpin the direction of the profession, which began changing in the last century. These areas support HR’s relevance as a key strategic area of business and will aid its continuing movement to a strategic level within an organisation, rather than at a technical or operational level.
There are a further eight professional levels covering the main specialisms within the field of human resources.
2.0 This section of the report looks at why the CIPD HR Professional Map behaviours are essential to being an effective HR professional.
There are eight behaviours within the CIPD HR professional map which are essential for an HR professional at any level within an organisation. These behaviours are intended to describe how an HR professional should carry out their activities to make a positive contribution to the business at each of the he four bands of professional competence, and also helps an individual to understand the expectations that will be had of them from other areas of the
The CIPD HR Professional Map was introduced in 2009. It is a members-only resource designed to help professionals understand the relevant skills needed to fulfil an HR role. Detailed research within the HR profession was undertaken to create the map and it provides a framework of core skills, knowledge and behaviours for the HR function. The map has been adopted by many organisations as it can be used by all HR professionals, regardless of the size and type of organisation for …show more content…
The map consists of ten professional areas and eight behaviours, which are then split into four bands. The bands represent the various levels within the profession, such as administration/process, advisory/manager, consultant/business partner and finally director/leader responsible for delivery of the HR strategy.
The professional areas describe the knowledge a person needs for the types of activities that are completed within the four bands of competence. The behaviours describe how the activities should be carried out, again across four bands of competence.
As an individual’s career progresses, the bands and transitions are used to describe the professional competence required for their new role/band. It also recognises that there are challenges when moving from one band to the next.
Bands and transitions
The knowledge and activities required in each of the professional areas are contained within four bands. The behaviours associated with these professional areas are also identified. The bands define the contribution made at all stages of an HR professional’s career in key areas such …show more content…
These core areas underpin the direction of the profession, which began changing in the last century. These areas support HR’s relevance as a key strategic area of business and will aid its continuing movement to a strategic level within an organisation, rather than at a technical or operational level.
There are a further eight professional levels covering the main specialisms within the field of human resources.
2.0 This section of the report looks at why the CIPD HR Professional Map behaviours are essential to being an effective HR professional.
There are eight behaviours within the CIPD HR professional map which are essential for an HR professional at any level within an organisation. These behaviours are intended to describe how an HR professional should carry out their activities to make a positive contribution to the business at each of the he four bands of professional competence, and also helps an individual to understand the expectations that will be had of them from other areas of the