CIPD Profession Map for HR, L&D and OD&D

Running Head: HR PROFESSIONAL MAP
HR Professional Map
Name of the student
Name of the University
Author Note

1
HR Professional Map
Human resources (HR) are essential for business efficiency and play a key role in decision
making that enables companies to work effectively. In 2009, CIPD introduced an HR
professional card, which was organized in the field of human activities and focused on what
professionals needed to know, do and provide to be effective in all phases of their HR careers 1.
This card is not specific to the size or structure of the organization or sector in which it operates
and is relevant for all HR authorities, regardless of their level or role.
The map (Fig. 1) is structured in 3 elements:
Fig.1.
Source: Created by CIPD
It consists of 10 professional fields and 8 behaviours, which are divided into 4 band of
competence and cover every level of the HR profession.
1 cipd.co.uk, 2020. [online] www.cipd.co.uk. Available at: http://www.cipd.co.uk [Accessed 18
Feb. 2020].

2
Professional Areas
Each professional field has activities, knowledge, and behaviours that are important for effective
HR practitioners. The two professional fields at the centre of the map are insights, strategies and
solutions, followed by Leading Human Resources. The another 8 are as follows; Organizational
design, organizational growth, resource and talent preparation, learning with development,
performance with compensation, worker involvement, employee relationships, service delivery
along with information2.
This map contains two main areas related to all HR professionals at all career levels, locations
and their roles.
Insight, strategy and solution – “have a clear understanding and vision of the organization that
enables HR professionals to develop clear strategies that fit their goals and aspirations, and offer
solutions to the challenges they face now and maybe in the future”
Leading HR – “directing and driving of the organization through informative and analytical
information so that all employees and shareholders recognize the changes, challenges, and
direction in which the organization moves”.
Behaviour
2 Ulrich, Dave, Jon Younger, Wayne Brockbank, and Michael D. Ulrich. "The state of the HR
profession." Human Resource Management 52, no. 3 (2013): 457-471.