CIPD Profession Map was created and designed by a collaboration of both specialist and generalist working in the UK. It was developed by CIPD to describe what you need to do, what you need to know and how to do it. The Map involves all the professional areas within the HR field, giving the knowledge to become an effective and successful HR practitioner.
CIPD Profession Map consists of 2 core HR strategies, 10 professional areas, 8 behaviours and transitions and 4 bands. These four bands combine all these professional areas, behaviours and transitions. The HR profession map covers HR professional’s life from its beginning till it reaches the maximum possible height.
Analysing the professional areas, the first focus in the core of the map sits Insights, strategy and solutions in which the professionals must have more information about company’s organisation, business and strategy. They should be able to increase active insights, get specific solutions, build capacity and be active in working.
The second core of the CIPD Profession Map is Leading and managing HR functions. It means that all people have to know and improve in leadership, even if they are not leaders. Professionals have to be able to develop their different leadership areas: personal leadership, leading others and leading issues. They can do it planning HR resources, designing HR functions, delivering value in HR team, managing budget and finances.
The other eight professional areas are: Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning and Talent Development, Performance and Reward, Employee Engagement, Employee Relations and Service Delivery and Information. They are specialist areas which identifies the activities and knowledge that is needed to provide Specialist HR Support.
The professional areas are divided into 4 bands of professional competence which define the different levels of work activities and responsibilities for each area. The four bands remark the contribution that all HR professionals produce at every stage of their career in terms of relationship with clients, focus on their activities, place of spending time, services provided to clients and balance of their contribution and goals.
The band 1 is the beginning level, in which the HR professional is oriented prevalently on costumers, he/she supports peers with projects and administration, manages information and collects data.
At the band 2 the organisation process and solutions are cleared to the HR professional who is able to give strategic advices and/or manage any issues related to an individual or whole team.
At the band 3 the HR professional is able to lead a specific area, work as a consultant or a partner, plan challenges and relative strategies for medium and long-term period.
The last band 4 covers the highest level where the HR professional aside from manage a professional area can even lead an organisation. He/she is responsible for developing and delivering strategies for the success of the organisation.
There are eight behaviours at the outer circle of the C?PD Map which describe how activities should be carried out.
Curious: Future focused
Decisive Thinker: Analyses, understands data to make defend-able decisions
Skilled Influencer: Pursues the organisation’s values
Personally Credible: Builds and delivers professionalism.
Collaborative: Efficient with a wide range of people
Driven to Deliver: Determined and resourceful
Courage to Challenge: Confident, speaks up skillfully
All these behaviours describe in detail how an HR professional needs to carry out their activities. Each behaviour is defined at four bands of professional competence.
As part of my role I am responsible for service delivery and information within my organisation. In line with the map my activities within Band 1 would make me responsible for alerting Executive Director to service issues or customer complaints. I have to ensure that I gather all relevant information and provide this to Executive director in order for the issues or complaints to be dealt with reasonably and efficiently. Another main factor of my role is to comply with the organisational procedures and legislative requirements. I have recently updated my organisations policies and procedures so ensure that they are up to date with the current changing law and make sure all staff are aware of the changes and understand them fully. The Knowledge that I would need to know as per the map would be the individual responses to change, people as enablers and blockers. The way this is achieved within the organisation is through the employee relations and continuous communication between managers, HR and staff. Maintaining the communication is important so that staff feel able to express their opinions and feelings, this should also ensure productivity is maintained. I also have knowledge regarding the employee lifecycle and diverse needs at specific points. This relates back to good communication between managers, HR and staff. Staff are normally quite honest in their life plan; therefore, managers and HR can try to support this as best as they can. Promotion, exits such as retirement, can all be discussed at regular meetings or appraisals.
Understanding Customer Needs
The best way for an HR practitioner is to ensure that services they provide are timely and effective by understanding customer needs. These can be added to the list:
Senior Management Team
One of many needs from employees may be clarification on company policy and procedures.
The service of this can be effective by ensuring that all HR staff are well trained and have knowledge within this area and fully understand the policies and why they are in place. They should be ready to answer any queries relating to this to ensure full competence from staff.
Line managers may rely upon HR for support and guidance relating to recruitment and selection process. HR have a huge role to play in the recruitment process, as they will provide their knowledge and skills to their line managers. HR will have to ensure that they provide all the relevant documentation in order to complete and file necessary documents. HR will also assist with ensuring that all job adverts are not discriminative and meet the relevant legislation.
HR may assist the Senior Management Team with HR planning and succession planning compliant with legislation. The Senior Management Team may not have time or knowledge regarding legislation that is forever changing, therefore HR play a huge role in providing this information and implementing legislation which is relevant to the company.
Conflictions may arise within the different needs however it is down to HR to ensure that they are dealt with timely and effectively. If I had to deal with conflicting needs within my organisation, I would prioritise accordingly. All needs are important however it is crucial to an organisation that they are complying with legislation therefore dealing with the Senior Management Team would be my first priority. It is important for staff to fully understand the organisation policy and procedures otherwise this can cause confusion, lack of interest, which then could affect productivity which no organisation wants. Legislation regarding to the recruitment and selection process is important however it is important to maintain the staff already in the organisation before bringing new employees in. Also, the correct legislation can be followed accordingly.
Effective communications methods can include the followings:
1) Face to Face meetings
Effective Service Delivery
Effective team work can make a substantial contribution to reduced time and cost as well as enhanced staff motivation and wellbeing. It is in the best interest of clients to ensure that they are receiving the best service possible and that the staff are happy doing so. Service delivery varies completely from company to company however is usually based on the organisations structure, strategies and goals. If the staff understand these steps, then it contributes to effective service delivery.
Effective service delivery within my organisation includes the following:
• Delivering service on time.
• Delivering service on time.
• Meeting deadlines set by line managers.
• Providing induction training within 2-day timescale.
• Dealing with application forms and arranging interviews within two weeks.
• Dealing with change of employee details and informing the relevant departments as soon as possible.
• Dealing with appraisal forms and ensuring they are completed and handed back a week prior to the appraisal meeting.
• Dealing with maternity leave documents and ensure that documents are handed in and dealt with in the correct timescale.
• Dealing with employee requests such as flexible working hours.
• Dealing with employee leave orders.
• Dealing with labor contracts