This afternoon has been one long conversation with almost everyone I know in the HR profession. I’ve managed to miss two conference sessions because I got wrapped up in some great conversations with awesome people.
I’ve also had a decent wander round the Exhibition and a chat to a few exhibitors. The quality of the Exhibition is better this year.
There are also various options for evening drinks which I need to choose from, and therefore almost everyone who wants to, can get some much needed winding down over a glass of wine or bottle of beer.
I’ve finished the day by going along to a Q&A session with David D’Souza and Victoria Winkler about the new CIPD Profession Map, labelled a special press briefing but it turned out only I was there and so there was little structure to it.
I’ve got a brochure about the new map and wanted to comment on a few things that jump out to me. It is of interest to me as I’ve contributed to this along its development path for the last two years, and a lot of what I do is linked to this map.
Here it is.
What do you think? I like it.
There is obviously lots that is new or refreshed so my views here are just commenting on the things that jump out to me, rather than a full blown review, so you will want to look at it in your own time and do that.
Here’s my two pennorth.
– A greater focus on culture and behaviour, business acumen, analytics, change and digital working in the Core Knowledge section. These are welcome from my perspective as I think not enough current HR practitioners display these elements and they can only help us to become more effective within organisations
– More emphasis on ethics, courage, inclusivity and passion within the Core Behaviours. Some of these overlap with existing behaviours but the fact they are more explicit in the new map reflects the changing world of work and the role played, or to be played, by HR in this. I’ll be interested to see how these make it into the new qualifications though but they’re definitely valuable.
– Within Specialist Knowledge, a section on the Employee Experience, a particular specialism of mine. More sections with an L&D/OD focus, reflecting my view that HR needs to have a greater emphasis on OD skill sets to help organisations improve, and a new section on People Analytics, reflecting the growing specialisms in these areas. All of these are welcomed too.
I’ve not spent a great deal of time studying this, and there’s clearly more work to do to roll this out and develop them fully, but the work to date has been positive and it’s good to see it at last.
There are more briefings on the CIPD stand, on Thursday at 11am, and a more formal launch is imminent.
What are your views on how this represents our profession?
And that’s the end of my day at the Conference although there are plenty of fringe events later. I’ll possibly see you at some of these.
Till next time…