The Development Of The Cipd Map Essay

851 Words Nov 3rd, 2016 4 Pages
The CIPD map is presented to guide professional individuals at any stage in their career, by combining the Map and a CPD log an HR professional will champion better work ethics and understand the key competence skills. HR professionals are often working with individuals or as part of a team. The framework enables an HR practitioner to develop and keep up to date with the latest legislation and guidance. A practitioner can be enhanced to gain professional help through training, employment relations, policies and procedures, research and development. The CIPD figure above is grouped into four bands of professional competence and concentrates on ten professional areas including eight behaviours and two core professional areas. Some of these areas are organisation design and development, employee engagement, talent planning and performance and reward (CIPD, 2016)

According to Dewey (1933) there are three characteristics and attitudes of people who are reflective from which HR professionals would reflect on as models of reflective practises. However Boud (1985) argued that being active, persistent and having careful consideration is a trait that can benefit HR practitioners. This was further argued by Schon(1983) who considered that reflective practices should be reflected in-action and on-action to produce better effective solutions. Managers need to understand elements of group dynamics and understand conflict resolution methods within practices. Tuckman (1965) contends…

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