The Cipd Hr Profession Map and Its Application to the Role of Recruitment Administrator

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The CIPD HR Profession Map and its application to the role of Recruitment Administrator The CIPD HR Profession Map
The CIPD HR Profession Map is a thorough overview of how HR operates and what value it has for organisations. The CIPD HR Profession Map describes what HR people do and deliver across every aspect and specialism of the profession and specifies knowledge, skills and behaviours required to be effective and successful in a HR role. The HR Profession Map consists of 3 main components:

* 10 professional areas (each further divided into 4 bands) * 8 behaviours (considered essential to the HR profession) * 4 bands (levels of professional competence)
The 10 professional areas
Professional areas give an extended definition of what HR people need to do and what they need to know for each area of the HR profession at four bands of professional competence. Each area gives a detailed explanation of the key requirements of people who work in that area. For example the requirement of recruitment and resource planning professionals is defined as: “Ensuring that the organisation is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisation strategy”. The 10 professional areas are:

* Insight, strategy and solutions
* Leading HR
* Organisation design
* Organisation development
* Resourcing and talent planning
* Learning and talent development
* Performance and reward
* Employee engagement
* Employee relations
* Service delivery and information
Of the 10 areas of HR activity, the first two, i.e. “Insight, strategy and solutions” and “Leading HR”, are considered the key areas because they extend across all the other eight. “Insight, strategy and solutions” gives information on how to develop insights, prioritise a busy workload, develop knowledge on business (be in the know of current affairs, what products it offers, who the customers are, who the competitors are) and organisation (how it functions, the skills valuable for the organisation). In addition to “Insight, strategy and solutions”, Leading and managing HR provide info on how important it is to develop leading and management skills, irrespective of what band you are in. For instance, even if your role doesn’t entail leading others, it still implies personal leadership, i.e. continually learning and developing as a professional in order to assess and improve CPD (for example, by means of My HR Map). The four bands

The four bands of professional competence show us what services HR people (dependant on their level of competence) provide to clients (supporting, advising, consulting or leading), how they interact with clients, what their main activities involve, what contribution they add and how it is measured. On the HR Map, four bands of professional competence define the different levels of work activities and responsibility within a specified area, (for instance, what might reasonably be expected of an entry-level person (band 1) through to what is essential expertise for a board-level HR director/HR general (band 4). The HR Map explains how HR specialists can move, or prepare to move, from one professional band to the next. It is especially important when deciding on the next stage in your career - to understand what exactly you need to do to progress, what activities to concentrate on, and what areas of knowledge to develop. The eight behaviours

In order to be effective and efficient all HR professionals have to meet behavioural criteria. The behaviours give a detailed description of how work activities should be carried out by HR professionals/specialists. The eight behaviours are:

* Curious
* Decisive thinker
* Skilled influencer
* Driven to deliver
* Collaborative thinker
* Personally credible
*...
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