CIPD professional map play an important role for the HR professionals as it sets out what the HR practitioners need to know

CIPD professional map play an important role for the HR professionals as it sets out what the HR practitioners need to know, do and deliver at all stages of their career to be effective and successful. It sets a benchmark for HR excellence for the individual and the HR function. The map focuses on the knowledge, activities and behaviors by underpinning the skills required to develop products and services for the profession and the individuals and it sets out how HR adds the greatest sustained value to the organisation now and in the future.
The map is made up of different sections; there are 10 skills and Knowledge and 8 behaviours.” As said by the CIPD, they took knowledge and skills as professional areas and attitude as behaviour.(CIPD,2006) The two core professional areas of the map sit at the heart of the map and are applicable to all the HR professionals regardless of their job role and stage of their career”, the others are the specialized areas and the behaviors areas that is also very much important for the HR professionals.
Taking into account one area like Training and Development “As said by (Benjamin Franklin,1706)” Tell me and I forget. Teach me and I remember. Involve me and I learn. So this shows that Training and Development plays a very important role in orgainsations and for every individuals. It is important for the trainer to start with the core areas like have insights of the training topic or having knowledge of the training that they want others to benefit from, and what topic should be discussed based on the organization requirements. The other core area is leading HR once the HR decides that they need to train the individuals for the particular topic then it is important to discuss this with the managers and see whether this training is relevant for the individuals once that is finalized then we have to specialize by designing the training program, the resources required for the training, the activities or role plays required to engage the employees for the training. Then once the training is implemented in the organization it is important to see the attitude of the employees whether they are happy with the training or did they benefit from the training, or they were forced to actually attend the training.
Only with the help of the CIPD professional map the HR professionals will be able to do everything in a systematic manner and will be able to achieve the goals of the organization and increase the productivity.

EXAMPLE OF KNOWLEDGE:

Organisation vision, strategy, products and services and customers: It is important for the HR professionals to have knowledge of all of these because only by knowing all this they will be able to understand how the external market works, motivate the employees in the organisation to drive towards the organisational goals. Also when a new employee joins the organisation the HR should be able to provide ample knowledge of all this by giving the handbook that gives all the information regarding the vision, strategy, products and services and customers and ask them to go through it and understand how the organisation actually functions.

EXAMPLE OF SKILLS:

Network with specialist colleagues and communities of practice to understand current trends, thinking and innovations in HR and specialist/s: It is important for the HR professionals to be up to date with the recent trends, thinking and innovations in HR and also the specialised areas like Employee engagement, Employer and Employee relations, organisational design etc. An HR professional should have the skill to network with the specialist colleagues and communities of practice and get more insights from them and be able to implement the techniques and ideas to bring about a change in the organisation.

EXAMPLE OF BEHAVIOURS:

Curious Behaviour: HR professionals deals with people so they should be open-minded and not close- minded, they should be focussed in what they are doing and should have the curiosity to learn and develop innovative ideas that will add value to the organisation. HR professionals should be open to ideas of others and be able to implement the ideas in the organisation that will motivate the employees to work efficiently and effectively in the organisation.