1. HR Profession Map Our global standard and your HR career

2. What is the CIPD HR Profession Map (HRPM)?
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 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.
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.

3. 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.
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, in particular My HR Map which is a tool that allows members to complete a self assessment against the map content. The ideas we discuss in this presentation can be carried out by downloading the map from our website, or you can log in to My HR Map and use the tool to assess your capabilities against the content.

4. How to use the HRPM and CIPD
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.
The diagnostic tool My HR Map is available to members on the CIPD website. This helps you to diagnose where you are against the bands or levels of the map in a particular professional area.
This unique and comprehensive view of the HR profession (in the HRPM) 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.
Define: Our HRPM defines what makes great HR/HRD and great HR professionals; what they know, do and how they do it.  E.g. Organisation uses the content to help create their career framework.
Diagnose: The HRPM is used as a basis for individuals and organisations alike to diagnose and benchmark where they are against the standards set out.  CIPD has tools and expertise to facilitate this work. E.g. My HR Map for members
Build: As the HRPM is integrated with CIPD products and services, clients, members and organisations can access effective solutions to build their HR capability as set out in the HRPM.  These include our qualifications, training, conferences, books, etc.
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.
…your HR capability

5. Learning about the profession
So when could you use the HRPM?
Position
Yourself
against the
map
Seeking a
promotion
Building a
case for
development
Looking for a new job
Developing
specialist
expertise
So how can you use the map?
The HRPM is versatile and there for you to use……in terms of your professional development there are many things you can use it for….
Check where you are in terms of levels or bands, and where you want to be
Use the information about the professional areas to help you prepare for an interview
Plan your development or CPD for the next year based on where you are against the map
Use the map to develop your expertise in one particular area of hr
Gain insight into an area of HR you are not familiar with
Learning about the profession
Interview
preparation
Preparing for an
appraisal or review

6. Getting started: The HRPM and your development
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation, role or your career?
What knowledge do you need?
Behaviours
Which behaviours do you show consistently?
Which behaviours are vital to your role, or organisation?
How can you develop these behaviours?
You can use the diagnostic tool My HR Map to help with these questions, or use the content of the map itself.
The map is vast (as it covers the whole HR profession), so where do you begin? You will not cover all of the HR Profession Map, so a good starting point is to look at the Bands…..
Ask yourself which band you are at, where you want to be or need to be and by when. Then use the information in the Band pages of the map to help you plan how you will get there.
Once you know the band you are at and want to be, it will also make using the professional areas and behaviours easier and simpler.

7. Bands of the HRPM BAND ONE BAND TWO BAND THREE BAND FOUR
Delivering fundamentals
Adviser, issues led
Consultant, co-operative partner
Leadership colleague, coach
Client support and processing activity, immediate/ ongoing
Advising and managing HR issues, current/near term
Addressing HR challenges at organisational level, medium/longer term
Developing the organisational strategy, and HR strategy, partnering the client
See the HRPM for more detail
The HRPM is set in four bands, and provides information on transitioning from one band to another. E.g. what the time is spent on, what the new skills focus would be, and what you would need to let go of to make the transition.
You can map yourself or your role / future role against these bands to give you an idea for your development plans….
Handout: overview of the bands and transitions

8. Career transition challenges
First transition: Band one to two
Second transition: Band two to three
Third transition: Band three to four
The HRPM is set in four bands, and provides information on transitioning from one band to another. E.g. what the time is spent on, what the new skills focus would be, and what you would need to let go of to make the transition.
To move from band to band….
Where is time spent?
What is your skills focus?
What is relinquished?

9. Getting started: The HRPM and your development
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation, role or your career?
What knowledge do you need?
Behaviours
Which behaviours do you show consistently?
Which behaviours are vital to your role, or organisation?
How can you develop these behaviours?
We recommend that you start on the 2 core Professional Areas. These are core to any HR professionals success, no matter what level you are at, what your role is or where you work. So use My HR Map tool (on the HRPM area of the CIPD website) to assess yourself against ‘Insights, strategy and solutions’ and ‘Leading HR’.
Once you are happy that you have a good development plan in place to achieve the level or band you want to be at for these two core areas, you can start to look at the other areas. You do not have to cover them all…….concentrate on what is going to be most useful to you (either because of role, career or organisational needs).

10. HRPM Professional Areas
Are you confident you have the core areas covered at the right level?
Do you want to move into a specialist area?
Do you want to widen your experience across HR?
What areas will your organisation need you to be proficient in in the future?
Are you confident you have the core areas covered at the right level? (do this first)
Do you want to move into a specialist area?
Do you want to widen your experience across HR?
What areas will your organisation need you to be proficient in in the future?

11. Getting started: The HRPM and your development
Bands
Which band are you at?
Which band do you need to be at?
What do you need to do to get there?
Professional Areas
Which areas are you confident in?
Which areas are important to your organisation, role or your career?
What knowledge do you need?
Behaviours
Which behaviours do you show consistently?
Which behaviours are vital to your role, or organisation?
How can you develop these behaviours?
Have a look at the content of the map by downloading the PDFs from our website……the behaviours a quite short and will give you some ideas for development plans and areas.

12. most displayed behaviours
HR Outlook:
most displayed behaviours
Is Curious a good starting point for you?
Curious is the most popular behaviour on our diagnostic tool My HR Map. It is also one of the most vital behaviours recognised in our Next Generation research….and yet the least displayed in our outlook survey. Take a look yourself: where do you fit in?
It might be the best place to start for you.

13. HRPM behaviours of successful HR professionals
Handout: overview of the behaviours

14. 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.

15. Questions?