CIPD Professional Map is a well-known comprehensive tool the purpose of which is to create a view of how HR departments should identify their functions and values. Though its structure seems to be complicated for those, who look at it for the first time, actually, not many efforts are required to comprehend its essence. There are four bands of professional competence that identify the contributions an HR professional can make at each stage of their career, eight behavioral types that describe what kind of activities are preferable for particular HR workers, and ten professional areas that introduce what a successful HR practitioner should know and do in regards to the style chosen. Each professional area has its title, brief and detailed description. Professional areas cannot be separated and neglected because only in case they are considered together, they can work effectively. If an HR practitioner can build and develop appropriate individual and organizational capabilities in order to meet the current requirements (that are described in the learning and development professional section) but fails to ensure an organization with a proper design (the area of organization design is mentioned), the effectiveness of an HR practice may be under a threat.
In the map under consideration, there are two professional areas that are located at the core. These are insights, strategy, and solutions and leading HR. The leading HR core area describes the main characteristics any HR practitioner should possess. For example, it is necessary to remember that a person should try to act as a role model leader in order to maximize the contributions in the chosen sphere. At the same time, it is not enough to lead people and develop personal leadership skills. It is important to understand how to evaluate the impact of the chosen activities and words and deliver value and performance on a high level. Insights, strategy, and solutions turn out to be the central area of HR practices for consideration. It helps to realize that HR is the department that should develop an understanding of a company and its chosen context, use the required insights, and meet the needs of the company and its employees. A successful turn of insights into strategies and solutions promotes the development of the company as well as the development of skills of every employee.
In my company, I perform the role that is located on Band Two. It means that I usually complete the functions of an advisor, who has to deal with individual human resources and their issues. My task is to offer the opinions that can be flexible, and recommendations that can help to change the situation. Sometimes, the same ideas may be applied to different cases; therefore, my business may be called as repeated. To be a successful HR practitioner, I have to keep the balance between behavior and my technical skills and get ready for numerous evaluation processes with the help of which I can engage employees, demonstrate a high-level performance, and choose the resources that can be effective to the company. At the same time, I should have enough courage to challenge and introduce myself as a skilled influencer, who can support all stakeholders to contribute the organizational value. At the same time, I should stay personally credible and driven to encourage people and make them believe in the power of the ideas I try to offer in the company.