For many companies nowadays the most added value is created by employees and HR have to understand how to manage human capital.
In the rapidly changing world HR professionals have to adapt organisational structure, roles, motivation systems and KPIs and grades, new training and development opportunities for employees and do it very quickly.
CIPD Definition
The purpose of HR
The Chartered Institute of Personnel and Development (UK) define "the fundamental purpose of the people profession is to champion better work and working lives". It means "creating roles, opportunities, organisations and working environments that help get the best out of people, delivering great organisational outcomes, in turn driving our economies, and making good, fair and inclusive work a societal outcome".
The new Profession Map of CIPD (Chartered Institute of Personnel and Development) focus on knowledge and behaviours that HR professionals need to create value and impact business results. It shifts focus from traditional HR practices to areas where people professionals can create value.
We have developed our learning programmes with the new CIPD Profession Map in mind.
Customer voice
Learning at your pace
The biggest change in HR competencies of CIPD are in Core Knowledge (in the previous model they were called Core Professional Areas).
There are six key knowledge areas where HR professionals create value and generate positive impact:
- People practice.
- Culture and behaviour.
- Business acumen.
- Analytics and creating value.
- Digital working.
- Change
Change management is hard
Standards vs. practices
Professional standards set requirements to knowledge and skills of HR professionals. However it is really important to apply knowledge and skills gained on the job. We gained many insights when discussing with HR professionals the way to best implement change, how to find champions and influencers to do so. Most of this discussion was online and in a series of article below we sum up some of the best advice.
Online learning for other categories of employees
How to future proof your HR Function. Part 2. Risk Identification
Breakthrough opportunities in business are based on change and innovation. As a minimum, they require change..
Two stories about bank risk management
The LinkedIn post about the new risk methodology for banks - Basel IV - made us remember two situations from our professional practice as management consultants.
Dave Ulrich's HR Competency Model-1
In the previous articles we tried to answer the following questions...