by janeausten
CIPD profession map

The CIPD is an independent professional organization devoted to improving working life by providing the best HR and L&D training available. But what exactly is the CIPD profession map? In addition, we will go through the elements of the CIPD profession map.

What is the CIPD Profession Map?

The 2013 CIPD Profession Map standards, established in partnership with HR and L&D professionals, senior business executives, academics, and their organizations throughout the world, strive to raise the bar. They assess what the greatest HR and L&D professionals and organizations are doing, and what they know and understand, to truly make a difference and drive organizational success.

The CIPD Profession Map is an online interactive tool that can assist you in practicing excellent Human Resources. Certainly, it outlines the information, behaviors, and abilities that all need to have a good influence on our jobs.

In brief, the professional map’s center is a circle, yet it is the heart, and everything flows from here. It expresses our mission as people professionals to advocate for improved work and working lives.

How People Use the CIPD Profession Map

Although it is offered, time is frequently spent on the CIPD Profession Map. As a result, it is generally left up to the students to study it alone.

However, because the map includes a large amount of material. CIPD profession map may be a demanding undertaking which may explain why many professionals aren’t adopting this essential tool.

There are several ways to use the map. For example, to identify skill gaps and plan CIPD sessions for professional development. Additionally, open up discussions about career objectives with the staff you are in charge of.

Elements of the CIPD Profession Map

Elements are the parts that make up the CIPD profession map. In addition, to understand the professional map of CIPD, go through the list below:

Bands & Transitions

The Profession Map displays the assertions in the behaviors as well as the knowledge and operations in the 10 professional domains in four bands. The four professional competency bands identify the contributions that professionals make at each level of their HR careers in the following major areas:

  • The HR professional’s relationship with the client
  • The emphasis on HR professionals’ actions 
  • Where do HR professionals spend their time
  • What services do they offer to customers?

Professional areas 

The areas include what you need to do (activities) and know (knowledge) for each area. Whereas, the two professional areas Insights, strategy, and solutions and Leading HR are at the heart of the profession and apply to all HR practitioners, regardless of job, location, or stage of career; whether within or working with organizations. While the remaining eight sections define the actions and expertise required to offer specialized HR support.

Professional Areas of CIPD Profession Map

The professional areas of the CIPD profession map can be classified into 3 parts, Inner core areas, Core areas, and outer core areas.

Inner Core: Insights, strategy, and solutions:

Learn about the organization and its environment, then utilize this knowledge to customize strategy and solutions to the organization’s requirements both now and in the future.

CORE: Leading HR:

Act as a role model for others by maximizing the impact that HR, or your specialty position, provides throughout the organization, both through your efforts and by helping others.

Outer Core Areas:

The actions and expertise that are needed to give professional HR services which are listed below:

  • Service Delivery and Information.
  • Organization Design.
  • Organization Development.
  • Resourcing and Talent Planning.
  • Learning and Development.
  • Performance and Reward.
  • Employee Engagement.
  • Employee Relations.


Eight behaviors describe in detail how professionals should carry out their tasks and contribute to organizational success. While each behavior has a set of contra-indicators that show the negative consequences of the behavior.


Is forward-thinking, curious, and open-minded; finds developing and unique ways to provide value to the organization.

Decisive Thinker:

Demonstrates the capacity to swiftly analyze and comprehend facts and information. Uses organized information, ideas, and expertise to discover possibilities, provide suggestions, and make sound, defendable judgments.

Skilled Influencer:

Shows the ability to persuade varied stakeholders to commit to and support the achievement of organizational value.

Personal Credibility:

Professionalism is developed and delivered by integrating business and HR knowledge to add value to the organization.


Collaborate successfully and inclusively with a diverse spectrum of individuals both within and outside the company.

Driven To Deliver:

Implies a commitment, resourcefulness, and purpose to achieve the greatest possible benefits for the organization.

Courage to be Unique:

Firstly, displays courage. Secondly, have the confidence to talk freely, and lastly, can successfully engage others even when met with opposition or unexpected conditions.

Role Model:

Always sets a good example. Balances personal, organizational, and legal constraints with integrity, impartiality, and independence.

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