CIPD Profession Map was created and designed by a collaboration of both specialist and generalist working in the United Kingdom. It was developed by CIPD to explain what an HR practitioner needs to do, what he/she needs to know and how to do it. The HR profession map covers HR professional’s life from its beginning till it reaches the maximum possible height.
CIPD Profession Map has 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. CIPD organizational development director Sarah Miles (2009), said: “This is a complete rethink of professional standards, not just a simple face-lift, and that’s not something you can turn around in a short time.”
The first core of the map stands Insights, strategy and solutions 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 Map is Leading and managing HR functions. It means that all people have to know and improve in leadership, even if they are not working in the leader or manager positions. Professionals should improve their different leadership skills, such as personal leadership, leading others and leading issues by 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.
Bands of CIPD Profession map:
The professional areas are divided into 4 bands which explains what the HR professionals commit to at each level and what is expected to move to the next entry level. Each transition between the bands there will be challenges faced moving from one band to another.
The band 1 is the beginning level, which the HR professional is oriented on costumers, he/she supports peers with projects and administration, manages information and collects data.
The band 2 is the advisory level which 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.
The band 3 is the consultancy level which 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 is managerial 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 company.
There are eight behaviours at the outer circle of the C?PD Map which describe how activities should be carried out.
Curious: Future focused and finds innovative ways to add value to the organisation.
Decisive Thinker: analyses and understands data and information quickly.
Skilled Influencer: pursuits of organisation value.
Personally Credible: Builds and delivers professionalism.
Collaborative: Efficient with a wide range of people
Driven to Deliver: Being determined and resourceful
Courage to Challenge: Confident, speaks up skillfully
One professional area which is very essential from an organization’s point of view is performance and reward. In my opinion, to get specified objectives and goals all organisations first need human capital resources. Employees should be committed and willing to perform their duties and achieve the organisational goals. Giving them morale to do more and better in their job management needs to appreciate and value employees. Platts ; Sobótka (2010, p. 349) believes that the employees have the ability to make or break an organization. Some of main components of a total reward system include compensation and benefits, work experience and individual growth. As an HR leader at the end of every year I arrange annual performance meetings with line managers and executive director. According to the performance evaluation some employees get compensations, and some get promotions.
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 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.
Effective communications methods can include the followings:
1) Face to Face meetings
3) Video conferencing
Benefits of Face to Face meetings:
It is easier to communicate your passion and how you feel to your team via open meetings. By this way they will not only hear what you are saying, they will also see and feel it.
Face-to-face meetings minimise the risk of miscommunication compared to email or over the phone.
Disadvantages of Face to Face meetings:
It can be more expensive since it requires travel to other cities.
It may require more time away from home and family.
Advantages of Email:
It is easy and fast to ask something when someone is not around and no need a timely response. We can communicate with everyone, anywhere. We can send attachments such as photos, files and spreadsheets. Emailing saves paper and printing costs. It can avoid direct embracement. Sometimes we may not fell comfortable to borrow something or ask for a favor from friends.
Disadvantages of Email:
Emails might get lost in a big inbox of the other person. Most people have problems managing email, so they might never get back at you in time.
We can receive ‘junk E-mail’ in the same way we receive other types of junk mail. Some people see E-mail as an inexpensive way to market products or advertise. In any of these cases, we may have to take active steps to delete the E-mail we receive and try to stop it from being sent to us at the first place.
E-mail is not necessarily private. Since messages are passed from one system to another, and sometimes through several systems or networks, there are many opportunities for someone to intercept or read E-mail.
Advantages of Video Conferencing:
There is no time constraint to conduct a video conference. It can be conducted whenever there is a requirement. Even if the members are at different parts of the world, all they have to do is login from their machines.
It is possible to communicate through images, texts, audio and video in video conferencing.
It has reduced the need for business trips. Previously a lot of money was spent on the travel, food and accommodation. Traveling long distances just for a meeting would also mean a lot of time waste.
Disadvantages of Video Conferencing:
Working with laptops is always associated with technical problems like hardware failure, network connection issues, software issues etc. Environmental changes also affect the connectivity. It will be a loss if some problem arises at the crucial moment.
The entire room may not be visible to people sitting at other locations due to the lesser coverage of the camera. This becomes a problem if there are a large number of people at one location.
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.
• Meeting deadlines set by Executive director.
• Dealing with application forms and arranging interviews.
• 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.