Code Of Governing HR Profession (CIPD)

The CIPD is a professional body governing Human Resources (HR) and people development. It represents the voice of over 135,000 members worldwide, all committed to championing better work and working lives. Members are expected to adhere to the standards and behaviours set out in its Code of Professional Conduct. The code of conduct is grouped into four principal areas of obligation: Professional Competence and Behaviours, Ethical Standards and Integrity, Representative of the Profession and Stewardship. These areas are applicable to all HR professionals, regardless of sector, size of role or stage of career.

In 2009 the CIPD first launched the HR Profession Map, developed ‘by the profession, for the profession’ based on research and

Band one incorporates entry level roles that are focused on delivering fundamentals, band two is usually an advisory, issue led role with a current – short term focus. Band three is usually a consultant or business partner with a medium – long term focus at organisational level. Band four is where leadership roles sit, focused on developing organisational and HR

A thinking-performer, as defined by the CIPD, possesses personal drive and effectiveness, business acumen, professional and ethical competence, strategic capabilities, analytical and intuitive thinking and a commitment to continuous learning. A thinking-performer HR professional would perform a self-analysis using the profession map and use the insights gained to critically evaluate their role and the requirements of their organisation to inform the formulation of a development plan, with measurable objectives that can be implemented. The outcome of which would contribute to organisational success and their professional and personal development. This process is key, as an HR practitioner that is focused on continual professional and personal development can learn to provide strategic insights and therefore become a driving force for formulating organisational strategy for competitive