Matt Gofton

Senior Employer Engagement Manager

07525101339
m.gofton@cipd.co.uk

6th Feb 2019

 Who are the CIPD?
We are the professional body for experts in people at work. For more than 100 years we’ve been championing better
work and working lives by setting professional standards for HR and people development.
With hubs in the UK, Ireland, Middle East and Asia, we're the career partner of choice for more than 155,000 members
around the world. We're the only body in the world that can award Chartered status to individual HR and L&D
professionals, and our independent research and insights make us trusted advisers to governments and employers.

Employer Engagement Policy Engagement

Award winning world Working with organisations
We engage with policy makers
Class Content worldwide to improve their
and draw on the expertise within
performance, develop
From books, factsheets, our 140,000+ strong
capabilities and recognise
podcasts and toolkits. membership base to inform our
professionalism within their
views to government’.
teams.

Community Investment
Awarding body Events
We are supported by
We are the awarding body for From our annual conference to
thousands of volunteers who
a range of HR and L&D our leaders in learning network,
enable us to contribute
qualifications. We set HR we host many events throughout
positively to local
standards globally to build the the year bringing together some
communities through out
capabilities of effective HR of the most influential thinkers in
branch networks and
professionals. HR and L&D.
membership.

Membership and Assessment Research and Thought

Qualifications and Gain CIPD membership by
Short Courses studying a CIPD qualification or
demonstrate you have the relevant
We deliver a range of
experience within HR/L&D through
qualifications and short
experience assessment. Members
courses globally.
get access to a wealth of resources
and benefits to support their career.
Leadership
Our research brings together
academics and practitioners to
build a credible evidence base
for the profession and push the
boundaries of knowledge on
people, work and change.
Setting the agenda
The CIPD New
Profession Map
Activity

What has significantly changed within

HR/L&D over the last 5 years?
Why are we doing this

19,000 people professionals consulted

People profession New Profession

World of work is
Purpose of the is changing Map
changing
profession Need the confidence What’s required to
The future will raise
To champion better and capability to make your greatest
new questions but
work and working guide our decision impact and thrive in
also new
lives making, actions and the changing world
opportunities
behaviour of work

https://peopleprofession.cipd.org/
What’s in the new Profession Map?

Sets out the international standard for people professionals to make

their greatest impact and thrive in a changing world of work

The fundamental purpose of the people profession is to champion

Purpose better work and working lives. Everyone connected to the world of
work has a role to play in delivering this.

At its best, the people profession is principles-led, evidence-based and

Professional values
outcomes-driven.

Clear knowledge and behaviour standards to put the values into

The standards
practice. Relevant for all people professionals.
About the new Profession Map

Ties professional knowledge Shifts the focus from

An evolution of and a step-
and behaviour to the context-specific best practice
change from the 2015
purpose of the people to values-based decision-
Profession Map
profession making

Developed with you, for you

Will evolve in line with the
world of work; keeping you
future-fit for years to come
– created in consultation
Clear, easy to understand
with business leaders,
and ready to apply to your
industry experts, CIPD
daily work
members and partner
organisations globally

Works for all people

professionals: those starting
out, senior people directors,
broad generalists, specialists
What does excellence in HR look like?
The Old Profession Map
The New Profession Map
The new Profession Map sets the international standard for people professionals to make their
greatest impact and thrive in a changing world of work.

https://peopleprofession.cipd.org/
Context
Specific
Knowledge
Experts in…
People

Work

Change

People Culture and Business

practice behaviour acumen

Analytics
Digital
and creating Change
working
value
Behaviours

Professional
Ethical Valuing
courage and
practice people
influence

Working Passion for Insights

inclusively learning focused

Principles led Situational

Commercial
decision-
Evidence based
drive
Outcomes driven making
Specialisms
• Employee experience
• Employee relations
• Diversity and inclusion
• Learning and development
• Organisation development and design
• People analytics
• Resourcing
• Reward
• Talent management
The different parts
The impact levels
New Profession Map structure

Purpose, Values

Impact in the profession, the workplace and society

Fundamental Chartered Chartered Fellow

Associate level
level Member level level

Description of impact Description of impact Description of impact Description of impact

at this level at this level at this level at this level

CORE CORE CORE CORE

Knowledge standards Knowledge standards Knowledge standards Knowledge standards
Behaviour standards Behaviour standards Behaviour standards Behaviour standards

OPTIONAL OPTIONAL OPTIONAL OPTIONAL

Specialist standards Specialist standards Specialist standards Specialist standards

Increasing: impact, complexity of delivery / thinking,

influence, strategic nature of work
 Fundamental level Associate level Chartered Member level Chartered Fellow level
Nature of  Tactical work  Operational work,  Thinking strategically  Usually entirely strategic
your work  Day-to-day reacting to business  Complexity in the work  Significant level of
delivery need  Working with a range of complexity
 Delivering  Some complexity stakeholders  Delivering outcomes for
outcomes for the  Contributing to thinking  Usually operational the people profession
people profession around the work delivery
 Delivering outcomes for  Delivering outcomes for
the people profession the people profession
How you  Gathering  Analysing information  Synthesising information  Developing evidence-
use information to use from different sources from a range of sources based thinking on complex
information in your work  Using information to  Critically questioning and topics which shapes the
 Using information inform your choices and evaluating information profession or drives
to understand actions  Using information to make complex people
your work, judgements and decisions programmes
organisation and
profession
Your  Working with  Working with and  Working with and  Working with and
influence immediate influencing immediate influencing a range of influencing a wide range of
and impact colleagues and / people professional people professionals and people across the
or customers colleagues and / or other stakeholders profession and wider
 Creating customers  Creating medium to long networks and partnerships
immediate and  Creating short term value term value for a wide  Usually creating long term
short term value for a wider customer range of people value for significant
base than those you numbers of people
immediately work with
 Fundamental level Associate level Chartered Member level Chartered Fellow level

CIPD
professional  None  Associate member  Chartered Membership  Chartered Fellowship
membership

• Anyone whose work • Anyone whose work • Anyone whose work • Anyone whose work
Who should matches the description matches the description matches the description matches the description
look at the at this level at this level at this level at this level
standards at
this level?  Student members  Student members  Student members  Affiliate members who
studying towards studying towards studying towards meet the descriptions
Foundation and Intermediate and Advanced qualifications, above might operate at
Intermediate Advanced qualifications, or Affiliate members this level.
qualifications, or Affiliate or Affiliate members who meet the
members who meet the who meet the descriptions above
descriptions above descriptions above might operate at this
might operate at this might operate at this level
level level
 Some people who have  Some people who have
responsibility for people responsibility for people
management might also management might also
be working at this level be working at this level.
Multiple Career Pathways
Top Talent
Accelerated programme Hierarchical progression via breath
Future Business Leaders of experience
Cross functional, cross discipline,
cross border etc..
individuals encouraged to
leave the group, to gain
Leadership & Strategic Business Insight

Accelerated

greater experience and

knowledge elsewhere.
Future return to the
organisation they left, more
capable and broader
experience

Recognising not everyone wants

to progress upwards or beyond a
certain level.
Provides the opportunity to
develop to their full potential

Enables the individual to gain a deep but

specific expertise without necessarily
Specialist progressing upwards

Subject Matter Expert for function or category

Capability Development Process

Define Diagnose
Diagnose Build
Build Recognise
Recognise Sustain
Sustain
Activity
How do you measure HR Capability ?
 Capability for “Future Fit”
Define Diagnose Build Recognise Sustain

Priority skills for the future

How does HR Engage Evidence Based HR Digitalisation Continuous Professionalism
with the Business – improvement – Test
Powerful Partnering and Learn approach

• Relationship • HR Data and • Digital skills for • Performance • Ethics, Values and
Building analytics HR Management Integrity
• Influencing • Science of Human • OD • Talent and • Career pathways
• Consulting Behaviours • Strategic Resourcing • Chartership
• Resilience Workforce • Employee Credibility
• Stakeholder planning Engagement etc.
mapping • Future focused
L&D

Continuing Professional Development

24
CIPD Career Self Management
CIPD Career Self Management