4DEP
Activity 1
The Human Resources Profession map (HRPM) was developed by the chartered institute of personnel and development (CIPD) to support anyone working within HR, no matter the role you are in. Anyone is able to use it, to consider their role, identify their learning and development needs.
The map starts with two core professional areas, it consists of ten professional areas, eight behaviours and four competency bands. It describes what you need to do, what you need to know and how you need to do it within each professional area, within four bands of professional competence, rather than organisation structures, job levels or roles.
The HR professional map is an online self- assessment tool helping to achieve and develop skills and knowledge up to date. HRPM is a valuable tool for starting and maintaining your CPD (continuous professional development) journey.
As mentioned earlier, the HR professional map is divided in: professional areas, behaviours and bands, and transitions. Now I will look at each of these areas in more detail.
Two core professional areas apply to all HR specialists, that is:
•Insights strategy and solutions (it’s about HR’s awareness of the business context, and how to use these insights now and in the future)
•Leading HR (meet needs and priorities of the business with design of HR function to meet everyday challenges)
The insights strategy and solutions comes as the most important professional area to all professionals in HR roles. This is about HR’s awareness and deep understanding of business, to be able to develop actionable insight and prioritise HR strategies at all times.
The remaining eight professional areas identifies the activities and knowledge that are required to provide specialist support, these are:
•Organisation design (organisation is appropriately design to deliver organisation objectives in the short and long-term and that structural change is effectively managed)
•Organisation development (ensuring the
The Human Resources Profession map (HRPM) was developed by the chartered institute of personnel and development (CIPD) to support anyone working within HR, no matter the role you are in. Anyone is able to use it, to consider their role, identify their learning and development needs.
The map starts with two core professional areas, it consists of ten professional areas, eight behaviours and four competency bands. It describes what you need to do, what you need to know and how you need to do it within each professional area, within four bands of professional competence, rather than organisation structures, job levels or roles.
The HR professional map is an online self- assessment tool helping to achieve and develop skills and knowledge up to date. HRPM is a valuable tool for starting and maintaining your CPD (continuous professional development) journey.
As mentioned earlier, the HR professional map is divided in: professional areas, behaviours and bands, and transitions. Now I will look at each of these areas in more detail.
Two core professional areas apply to all HR specialists, that is:
•Insights strategy and solutions (it’s about HR’s awareness of the business context, and how to use these insights now and in the future)
•Leading HR (meet needs and priorities of the business with design of HR function to meet everyday challenges)
The insights strategy and solutions comes as the most important professional area to all professionals in HR roles. This is about HR’s awareness and deep understanding of business, to be able to develop actionable insight and prioritise HR strategies at all times.
The remaining eight professional areas identifies the activities and knowledge that are required to provide specialist support, these are:
•Organisation design (organisation is appropriately design to deliver organisation objectives in the short and long-term and that structural change is effectively managed)
•Organisation development (ensuring the