1. HR Profession Map Our Global Standard

2. What is the CIPD HR Profession Map (HRPM)?
The HRPM sets out our global standards for the HR profession It defines the professional attributes (behaviours), skills and knowledge (professional areas) at all levels, which drive individual performance, professionalism and organisational capability.
The CIPD HR Profession Map sets out how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence to deliver sustained performance for the organisation.
Driven by and based on research and partnership with HR professionals across the globe working in and with all types of organisation and business, it captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning activities, behaviour and knowledge.
Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the HRPM covers every level of the HR profession: from Band 1 at the start of an HR career through to Band 4 for the most senior leaders.
Two professional areas sit at the core - Insights, Strategy and Solutions and Leading HR. These two core areas emphasise the contributions that every successful HR professional makes regardless of role, level or specialism.

3. Key messages for 2012
The HRPM sets out our global standards for the HR professional.
The core of the HRPM is the foundation of great HR capability regardless of market or role.
This is a dynamic and ‘live’ HR profession Map: by the profession for the profession.
The HRPM can be used to define, diagnose, develop and recognise great HR (individuals and organisations).
The HRPM sets out our global standards for the HR professional The HRPM sets out globally transferable standards that will deliver value in organisations regardless of market. These are global standards designed to be used in conjunction with local knowledge and technical HR standards (local employment law, payroll etc). Of course great HR practice is situational – organisations will focus on certain professional areas depending on their specific challenges. Some of these challenges will stem from local market conditions (talent in Singapore, ER in old Europe etc) or organisation needs.
2: The core of the HRPM (2 core professional areas) is the foundation of great HR capability regardless of market or role Fundamental to CIPD’s view of great HR is that without this core or professional foundation, HR will always speak at the technician level. The core of the HRPM defines HR as an applied business discipline, contributing to and driving business strategy and sustained organisation performance. The strongest emphases on critical aspects of globally transferable HR standards fall into the core of the HRPM (Insights, strategy and solutions and Leading HR) and in the behaviours.
3:This is a dynamic and ‘live’ HR Profession Map: created by the profession for the profession The HRPM is continuously informed by research and feedback from HR professionals and academics. In our recent refresh, we focused on reinforcing the idea of a more global mindset in the practitioner and to reflect the CIPD Next Generation HR research. In doing that, we’ve also taken the opportunity to simplify and de-duplicate the content. The HRPM lays out the landscape as we know it now. As we continue to bank insight on the evolution of the profession, so we will continue to review and update the map.
4: The HRPM can be used to define, diagnose, develop and recognise great HR for individuals and organisations across the world This unique and comprehensive view of the HR profession allows us to define great HR, diagnose areas of success and improvement, build capability in relevant areas and recognise achievement through professional qualifications and membership. CIPD members have access to the HRPM and practical tools to apply it to their development needs, non members and organisations can access it through our products and services.

4. A short history…
Professional standards review
Desk research and interviews with 32 organisations
Consultation exercise 23 organisations, HRPM launch
Review and refresh
Continue testing globally
2007
2008
2009
2011
2012
2012:
HRPM Version two available from Jan 2012.
Update web, literature and diagnostic tools with version two content.
Communication plan implemented for CIPD employees, volunteers and HR profession about the HRPM and its global relevance, and how it is used to define, diagnose, build and recognise great HR capability.
Share competitor/alternative views of HR models/frameworks.
Share case studies of how individuals and organisations have used the HRPM.
Review and clarification of intellectual property and copyright regarding the HRPM.
Widen integration of the HRPM into CIPD’s products and services.
Gather insight for the next review.

5. De-duplication and language
The HRPM refresh…
De-duplication and language
Next Gen research
Diversity content
Global content
The HRPM has recently been through a planned refresh, the main details are:
We reviewed the HRPM content with global organisations to ensure global relevance
We integrated the latest Next Generation research into the HRPM content
We simplified the HRPM structure and content:
deleted some repetition between Professional Areas
added ‘cluster’ headings in the Professional Areas
We made it clearer how diversity issues are integrated throughout the HRPM
The refreshed version two is available to members on our website and to staff on our intranet, and we are in the process of updating all literature and products. In the mean time our HRPM sets out our global standards for HR, and that it is continuously reviewed and updated to ensure relevancy. We are in the process of one of these ‘refreshes’ at the moment.

6. Members can access the HRPM on the CIPD website
Members can access the HRPM on the CIPD website. There are PDFs they can download that set out the professional areas and behaviours by band. There are also tools available at CIPD to help navigate the HRPM.
The CIPD HR Profession Map sets out how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence to deliver sustained performance for the organisation.
Driven by and based on research and partnership with HR professionals across the globe working in and with all types of organisation and business, it captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning activities, behaviour and knowledge.
Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the HRPM covers every level of the HR profession: from Band 1 at the start of an HR career through to Band 4 for the most senior leaders.
It has been designed to be relevant and applicable to HR professionals operating anywhere in the world, in all sectors and in organisations of all shapes and sizes.
Two professional areas sit at the core - Insights, Strategy and Solutions and Leading HR. These two core areas emphasise the contributions that every successful HR professional makes regardless of role, level or specialism.
IMPORTANT: An HR professional may work across all areas, or may focus on one or any number of professional areas, depending on their role, their organisation, the current business needs, location and market. An organisation may choose to focus on one professional area to meet future business needs.

7. ‘Human Resources Management’
The journey of HR
‘Next Generation HR’
Insight driven
‘Human Resources Management’
Process driven
‘Personnel’
Service driven
Personnel-
Focus on the back office and the burdens of administration.
Key focus on industrial relations
HR Management-
Focus on the board room corporate strategy and creating value for employees and stakeholders.
Many organisations started to outsource their HR administration and established HR Business Partnering roles.
Next Gen-
The key focus is insight: intensely informed, powerful insight, rooted in a deep understanding of organisation, business and context; insight which is articulated through strategies and leadership behaviours that work now but, more importantly, carry organisations into the long term.
The core of the HRPM is the foundation of great HR capability regardless of market or role: fundamental to CIPD’s view of great HR in the HRPM is that without this core or professional foundation, HR will always speak at the ‘technician’ level. The HRPM sets HR as a business discipline first and foremost.
The CIPDs Next Generation is captured in four key propositions:
An HR function needs to be working towards a future focused purpose – of driving sustainable organisation performance
HR needs to become more insight driven
This insight comes from operating as a more “savvy” practitioner – able to synthesis contextual, organisation and hard, rational business data to identify the most critical, relevant work for the individual or function to focus on
These propositions call on a different kind of leadership in the profession.
These research findings are reflected in the HRPM as follows:
‘Insight driven’ runs through the core of the HRPM: it takes you through the knowledge and skills needed to shift towards being more insight driven. The volume is turned up on the importance of “curiosity” as a behaviour in the HRPM version two.
The ‘3 savvies’ found in the Next Generation research sit at the core of the HRPM: know the business, know your operating context and know the organisation.
Leadership is also reflected in the core of HRPM, and the importance of this is echoed in Decisive Thinker, Curiosity and Courage to Challenge as behaviours (not excluding other behaviours)

8. Core of the HRPM: Insights, strategy and solutions:
Building a picture
How do I ensure that my role as a practitioner is contributing sustainable organisational performance?
Working with agility
Developing actionable insight
Insights, Strategy and Solutions sit at the heart of the profession and are applicable to all, regardless of role, location or stage of career.
They underpin the direction of the profession as an applied business discipline with a people and organisation specialism.
Building capacity and capability
Delivering situational HR solutions that stick
The core of the HRPM (2 core professional areas) is the foundation of great HR capability regardless of market or role
Fundamental to CIPD’s view of great HR is that without this core or professional foundation, HR will always speak at the technician level.
The strongest emphases on critical aspects of globally transferable HR capabilities fall into the core of the HRPM (Insights, strategy and solutions and Leading HR) and in the behaviours.
Insights, strategy and solutions
HR can only deliver on its purpose of sustainable organisation performance if it works from a deep business, contextual and organisational understanding to develop actionable insight.
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.
That will enable us to deliver meaningful, impactful solutions that work and stick.
We use our role to build overall capacity and capability in the organisation.
And we need to stay agile and innovative, so that our strategies and solutions stay relevant and dynamic.
Fit for today, and fit for tomorrow.
Fit for today, and fit for tomorrow.

9. Core of the HRPM: leading HR
Personal leadership
How do I lead myself, others and activities to ensure I am contributing to sustainable organisation performance?
Managing HR budgets and finances
Leading others
Great professionals are active, insight-led leaders – owning, shaping and driving, not just observing or facilitating.
They develop across 3 main areas of leadership – personal leadership, leading others and leading issues.
HR function design and service delivery
Delivering value and performance in HR teams
How do I lead myself, others and activities to ensure I am contributing to sustainable organisation performance?
Leading HR is the second professional area in the core of the HRPM – and again, it applies to all in the profession, whether inside organisations or working with them.
Although not everyone will have a role where they lead others, it is still important that they develop and grow in the other two dimensions.
HR resource planning and development

10. Global standards for HR
The HRPM sets out globally transferable capabilities that will deliver value in organisations regardless of market.
These are global standards, not local technical standards. They are used in conjunction with local knowledge and technical standards (local employment law, payroll etc).
Of course great HR practice is situational – organisations will dial up or dial down certain capabilities depending on their specific challenges. Some of these challenges will stem from local market conditions or organisation needs.
The HRPM sets out globally transferable capabilities that will deliver value in organisations regardless of market. Because these are global, not local, standards, they will often need to be supplemented by local standards for an HR technician (local employment law, payroll etc).
Of course, the map focuses on understanding of and working with cultural, legal and market differences in the obvious places you’d expect such as in Organisation Development, Resource and Talent Planning and Employee Relations, but the strongest emphases on critical aspects of globally transferable HR capabilities fall into the core of the HRPM (‘Insights, strategy and solutions’ and ‘Leading HR’) and in the behaviours.
What the map deliberately doesn’t do is describe what specific behaviours or activities will or will not gain traction in different markets.  We’re focused on describing activities and behaviours that promote a spirit of open ended enquiry; that rejects stereotypical or rapidly dating national or cultural stereotypes and adapts readily and easily to new, different or changing environments.
The map is the basis for our qualifications curricula. Over the last year, 12,000 students have started a CIPD qualification at Foundation, Intermediate or Advanced level. We are delivering these international qualifications in 22 countries. Our membership criteria are based on the HR Profession Map, and we now have over 5,500 international members in 140 countries. We are the only HR members’ organisation that can offer Chartered status internationally.

11. …HR capability and drive organisation performance
How the profession uses the HRPM
Define...
Diagnose…
Build…
Recognise…
The HRPM can be used by the profession to define, diagnose, develop and recognise great HR for individuals and organisations across the world
CIPD’s unique and comprehensive view of the HR profession allows us to define great HR, diagnose areas of success and improvement, build capability in relevant areas and recognise achievement through professional qualifications and membership.
CIPD members have access to the HRPM content, non members and organisations can access it through our products and services.
…HR capability and drive organisation performance

12. How the profession uses the HRPM
Define
Define what great HR looks like for organisations (e.g. base development or competency framework on HRPM) and for individual HR professionals
The HRPM sets out what our research partner organisations know is great HR (driving organisation performance) now and for the future. A wide range of organisations have now adopted the profession map standards to define or benchmark their HR capability. Organisations have and can use the HRPM to:
Transform the HR function to drive the organisation to sustainable performance:
Increase HR’s capability to work across strategic issues
Build HR’s credibility enabling them to challenge the business
Create a dynamic, high performance culture
Build organisation’s competitive advantage, now and in the future
Reduce organisation’s costs
By using the HRPM to aid job design and profile, set up an HR function develop capability frameworks etc.
Individual HR professionals are using the HRPM to help them define what great HR looks like in areas they want to move into, work towards or are working on at the moment.
Individual members
Organisations

13. How the profession uses the HRPM
Diagnose
Organisations use the HRPM to benchmark where they are against the standards. Individuals can use the HRPM to benchmark their own skills and knowledge. CIPD has tools and expertise to help.
Individuals use the HRPM to benchmark their skills, knowledge and experiences against the standards set out. This can be done using the content of the HRPM, or by using the self assessment tool on the CIPD website: My HR Map. (see the CIPD website for more information).
The information gathered can be used for planning next career steps, putting together a development plan or request, planning for a development or performance review etc.
Organisations use the HRPM to benchmark their HR capability: using the content to develop 360 feedback tools, using CIPD capability tools.
In both individual and organisation cases, it is likely that the diagnostic would concentrate on one or more particular professional area or behaviour, as well as the 2 core areas. Factors that determine this include the business requirements, market forces, career plans, etc.
Individual members
Organisations

14. How the profession uses the HRPM
Build
Build HR capability in relevant areas of the HRPM: development plans and solutions, qualifications, etc.
CIPD HRPM research underpins our services and products, giving access to tools to build individuals’ and organisations’ capability. The HRPM can be used to build development plans, organisation and plan training etc.
Individual members
Organisations

15. How the profession uses the HRPM
With our HRPM underpinning the requirements for CIPD professional membership and qualifications, the CIPD gives recognition to those who achieve professional competence at each stage of their career.
Recognise
With our HRPM underpinning the requirements for CIPD professional membership and qualifications, the CIPD gives recognition to those who achieve professional competence at each stage of their career.
Our clients, members, customers may join and leave us at any point along this journey, but we at CIPD are in a unique position to be able to provide the four steps in one smooth path.
Individual members
Organisations

16. CIPD membership levels and the HRPM
Transition
Chartered Fellow
Chartered FCIPD
Transition
Chartered Member
Chartered MCIPD
The three levels of CIPD professional membership are set at the ‘transition’ between each band. That is,
An Associate member will be able to show sustained performance at Band One level, ready to ‘move to’ Band Two.
A Chartered Member will be able to show sustained performance at Band Two level, ready to ‘move to’ Band Three.
A Chartered Fellow will be able to show sustained performance at Band Three level, ready to ‘move to’ Band Four.
The CIPD membership standards and qualification content are drawn from the HRPM. For more information go to our website.
Associate
Transition
Assoc CIPD
Band 1
Band 2
Band 3
Band 4

17. for the profession by the profession
The HRPM insight bank:
for the profession by the profession
Feedback
Comment
Testing
HR Profession Map:
‘live’ and relevant
We are already gathering feedback and insight to inform the next refresh of the HRPM and beyond, as well as the way the HRPM global standard message is communicated (e.g. which areas are most pertinent in different regions?). We are actively seeking feedback and comment from organisations and individuals across the world, as well as gathering ad hoc feedback as we receive it (from members, clients etc). We do not want to miss any feedback about the following:
HRPM Professional Areas content
HRPM Behaviours content
Language/jargon used
Global relevance
If you or your contacts have feedback or would like to comment on any aspect of the HRPM, please let us know. .
Contact us  Anything HR Profession Map related….let us know your feedback and questions.   

18. HR Profession Map Want to know more? cipd.co.uk/HRPM
Have feedback or comment on the content?
Please do go to our website to see the content for yourself. If you are a member you can access all of the HRPM straight away.

19. Questions?