CIPD Profession Map

CIPD Profession Map

  • Type of paperEssay (Any Type)
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  • Number of pages2
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Instructions will be uploaded later. attached the note and the essay requirements

Assignment 1 Activity A

This report is a brief summary of the CIPD Profession Map, where the two core professional areas, the bands, the specialist areas and the behaviors will be highlighted. It will give subtle elements in the exercises and learning determined within the expert range of Performance and Rewards at band 1 level. It will distinguish the exercises and learning most fundamental to me as a HR college student.

The CIPD Profession Map (CIPD, 2013) is an all-inclusive platform for HR experts, which portrays what needs to be done, what needs to be known and how to do it. It is designed by experts for experts.
The Professional Areas
There are two core professional areas; Leading HR, and Insights, Strategy and Solutions which sit at the focal point of the profession and are relevant to all HR professionals in all, locations, roles and at all stages of the HR profession. These two areas bolster the direction of the profession as a business discipline.

  • Insights, Strategy and Solutions – develops a clear comprehension of a firm and its history in order to style its strategy and solutions and additionally meet its present and future requirements. This is done by reading the relevant data to increase the comprehension of new initiatives and practices across areas of HR.
  • Leading HR – this plays the role-model in the organisation to  spread the influence HR has to others in the organisation. It is done through developing, supporting, and measuring everyone in the organisation. It is done through confidential sharing of advice based on good comprehension of the organisations policy and practice.

The remaining eight professional areas are:

  • Organisational Design – this ensures the firmis suitably planned to deliver optimum impact in the short and long term.
  • Organisational Development – this identifies the capability requirements and support of the firm as well as that of the individuals working there to effect effectiveness and achieve the firms goals, behaviours, culture, and skills
  • Resourcing and Talent Planning – this makes sure that the firm has the efficient resources, ability, competence, and talent to obtain the immediate and strategic objectives.
  • Learning and Development – this enhances the capability and knowledge of individuals and the organisation to meet current and strategic goals.
  • Performance and Reward – ensures presence of programmes recognise hardworking workers, in a fair and cost effective way.
  • Employee Engagement – bolsters the relationship between the employees and the organisation to ensure employee satisfaction.
  • Employee Relations – this underpins the organisational practices, policies, culture and relevant rules.
  • Service Delivery and Information – this is focused on the clients satisfaction across the entire organisation framework. (CIPD, The CIPD Profession Map, p. 17-39)

The 4 Bands and Transitions
The four bands of professional competence outline the influence that professionals make at every stage of their HR career. The transition challenges relate to moving from one band to another. (CIPD, The CIPD Profession Map, pp. 6-7)

The 8 Behaviours

Below are eight behaviours that each HR professional needs to carry out their activities:

  1. Curious
    Decisive Thinker
    3. Skilled Influencer
    4. Personally Credible
    5. Collaborative
    6. Driven to Deliver
    7. Courage to Challenge
    8. Role Model
    (CIPD, The CIPD Profession Map, p. 43)


The Professional Area of Performance

  • Performance and rewards

Performance and rewards makes and keep up a high-accomplishing association culture. Conveying programs that reward and perceive workers’ key abilities, aptitudes, practices, understanding and execution, guarantee that reward frameworks are market-significant and financially savvy. At Band 1 exercises like identifying prerequisites and developing techniques, recognizing assorted qualities and consistence, actualizing pay and reward practices and executing exclusively custom-made and universal prizes should be done to guarantee execution through prizes.