November 2018 saw the 71st CIPD Conference and Exhibition in Manchester and as always it didn’t disappoint; it was full of information, networking, new ideas and great exhibitors to explore!

One of the big launches of the CIPD in 2018 was the new Profession Map setting out the knowledge, behaviours and values underpinning today’s people profession in the modern world of work.  The first update since the original launch in 2013 created considerable interest on the CIPD stand at the exhibition.

The new Profession Map is much more impressive than the previous one and is definitely more representative of what HR professionals are dealing with on a day to day basis in this fast paced, challenging world we live and work in.  The launch created a lot of interest on the two days of the conference and the ability to interpret levels of membership requirements really are the clearest yet.  I am very keen on personal development, both my own and that of those I work with within my team, along with the wider business’s learning, and the Profession Map is clear on what the expectations are for development within our professional membership.  I am convinced it will inspire HR professionals to look at their membership levels and seek to strive to develop their knowledge under the map’s guidance.

I love the fact that everything centres around the purpose of championing better work and working lives and the roles everyone has to play in delivering that.  As a HR professional of over 20 years (time flies when you’re having fun :-)) it pretty much sums it up perfectly!!  The map shows us how being principles-led, evidence-based and outcomes-driven leads to better decisions in any situation and is easy relatable to the challenges we find ourselves facing on a daily basis. The core knowledge, behaviours and specialist knowledge enables us to focus on what we need to do to develop professionally in order to deliver a world class HR service into our respective businesses.  One particular part of the map that I really like is the “Things to start thinking about” section, it does exactly that – gives us, as HR professionals, things to start thinking about; to sense check our understanding and provide insight into planning our future professional learning and development…   something I am very passionate about for every individual, whatever their role in any business.

 

Learning and Development Strategy

The learning and development strategy for any profession, career and business is fundamental to driving the success of the business strategy as a whole.  Learning is key to retaining and developing our current and next generation employees as well as a retention strategy in a world where development is something which can be the difference between an employee feeling valued and engaged, or not. So, to enable the link between the business strategy and L&D, it is critical to be able to measure, report and analyse our learning in the business, both financially and to retain and encourage the engagement of our workforce.  There were a number of exhibitors at the conference demonstrating ways of being able to measure and analyse L&D in the business (great for maintaining and evidencing CPD requirements as members of the CIPD too 😊) through Learning Management systems as well as HR Management systems and Applicant Tracking. Such systems are key to enable management of the “cradle to grave” lifecycle of employees, whilst leaving us to work on the “human” factors of Human Resources.  At a time when artificial intelligence is knocking at our doors and HR analytics is included on many business agendas, these systems are crucial to the future of the HR department’s commercial value to any progressive business; the challenge for us is how we exploit these systems whilst embracing the human side of our human capital.  How did we ever live without all this technology…… ?  Although some businesses are already adopting and / or planning to utilise such systems, failure to embrace digital transformation technologies introduces risk to those that are not: of being left behind in the rush for statistical data to drive our day to day decisions on all things HR.

And so, as we step into 2019 it is worth reflecting on 2018 and your progress, but don’t take too long, business moves at pace and HR’s role in supporting its development is more critical than ever and action is (always) required.

 

Key Takeaways…

… “The new Profession Map sets out the knowledge, behaviours and values underpinning today’s people profession in the modern world of work”

… “Champion better work and working lives”

… “Being principles-led, evidence-based and outcomes-driven leads to better decisions”

… “Intelligent systems enable us to focus on what we need to do to develop professionally in order to deliver a world class HR service into our respective businesses”

… “The learning and development strategy for any profession, career and business is fundamental to driving the success of the business strategy as a whole”

… “Learning is key to retaining and developing our current and next generation employees”

… “To enable the link between the business strategy and L&D, it is critical to be able to measure, report and analyse our learning in the business”

 

Some Key Events for 2019:

 

I, for one, can’t wait to see what exciting learning will be laid before us!!

 

Tracy Thornton

HRD Consultant

Chartered Member CIPD, CPHR

November 2018 saw the 71st CIPD Conference and Exhibition in Manchester and as always it didn’t disappoint; it was full of information, networking, new ideas and great exhibitors to explore!