| Chartered Institute of Personnel and Development | |
|---|---|
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| Type | |
| Founded | 2000 |
| Headquarters | Wimbledon, London |
| Products | Podcasts RSS feed |
| Website | cipd.co.uk |
The Chartered Institute of Personnel and Development (CIPD) is the leading professional body for those involved in the field of personnel, training and development. Membership of the CIPD is highly respected and widely accepted by employers as a requirement of practice.
Previous names and history
The organization has had many different names during its history.
- from 1913 to 1917: Welfare Workers' Association (WWA)
- from 1917 to 1924: Central Association of Welfare Workers (CAWW), Central Association of Welfare Workers (Industrial), Welfare Workers' Institute (WWI)
- from 1924 to 1931: Institute of Industrial Welfare Workers (IIWW)
- from 1931 to 1946: Institute of Labour Management (ILM)
- from 1946 to 1994: Institute of Personnel Management (IPM)
- from 1994 to 2000: Institute of Personnel and Development (IPD)- formed from amalgamation of the IPM and Institute of Training and Development (ITD) - (formerly Institute of Training Officers)
- from 2000 to present: Chartered Institute of Personnel and Development (CIPD)
Research
Every year the CIPD commmisions research reports and surveys which affect and have relevance to HRM.
Research Reports
- Managing Diversity - Words into action. Using change management principals to motivate people and engage commitment.[1]
- Reward and Diversity - Making fair pay add up to business advantage. The role of fair reward in managing a diverse workforce.[2]
Surveys
- 2006 Learning and Development survey. London CIPD
Member services offered
The CIPD currently has over 130,000 members who get access to a comprehensive range of member benefits and services, which include:
- the use of a professional designation (chartered members only)
- exclusive online access to the latest research, information and news
- free access to over 330 online journals and magazines
- immediate access to a comprehensive range of Library and information services
- free professional and personal telephone advice on UK employment law
- access to a national network of branches and special interest forums
- exclusive discounts on CIPD conferences, publications and training courses
- free subscription to People Management magazine.
Membership grades
Although membership of the organisation is not a pre-requisite for entering the field of HR, a CIPD accredited qualification is becoming more important to many employers, who will often only consider applications for HR positions from those with membership. There are several grades of membership. The grade of an individual member depends on whether they have met the professional standards and on their level of HR management experience. Members must also pay an annual subscription in order to maintain their membership. There is a distinction made between 'chartered' grades and 'non-chartered' grades. The non-chartered grades are:
- Affiliate: A basic level of membership, not currently assessed against professional standards
- Associate: Awarded on successful completion of a support level certificate or relevant NVQ Level 3 and 4
- Licentiate: Awarded on successful completion of at least one of the first three fields of the Practitioner-level professional standards, and also on completion of relevant MBAs and NVQs (Level 5)
- Graduate: Awarded on successful completion of all fields of the Practitioner-level professional standards, but where no significant HR experience is held
The chartered grades are:
- Chartered Member (Chartered MCIPD): Achieving a CIPD qualification is often (but not always) the first step towards becoming a chartered member. Becoming a chartered member will enhance your career prospects and give you greater recognition within the profession and your organisation. There are two ways to achieve chartered membership; it is conferred on request to graduate members once they have three years' relevant managerial experience, or alternatively a non-graduate member may ask to be assessed against the professional standards after (at least) five years' relevant managerial experience and will receive chartered membership if they meet the standards. This is known as the Professional Assessment of Competence route, and whilst it does not (necessarily) involve taking exams, some formal practical and written assesment is required. Tehnically, a non-member could also seek immediate membership at chartered level by the PAC route, although they would have to register as an afiliate first in order to make use of the assesors.
- Chartered Fellow (Chartered FCIPD): An upgrade from Chartered MCIPD, must have at least 10 years relevant management level experience. It is possible to advance straight from graduate member to chartered fellow if one had the correct experience already in hand, but (unlike chartered membership) it is not generally possible to advance from a lower level of membership or from non-membership straight to this rank.
- Chartered Companion (Chartered CCIPD): By invitation only, awarded in recognition of contribution to the profession or institute.
In order to gain membership above Affiliate level an individual must complete a course of study and be examined on the professional standards. This can be completed as a full or part-time student, or by distance learning. The courses cover general business concepts as well as HR issues. The CIPD issues a fortnightly magazine, People Management, to all members, and hosts an annual conference in Harrogate each September. Members also have access to extensive information via the CIPD's website and receive membership of a local branch who organise networking events based around specific HR topics.
Continuing Professional Development
Continuing Professional Development records need to reflect a range of your learning and development over the last 12 months. Anything can count as evidence as long as you show that the individual has learnt something from it. The CIPD recommends that individuals engaed in CPD activitry concentrate on the activities that have made the most impact on them and their role. There are no rules about the amount of evidence that is provided, but it should clearly demonstrate how the individual has developed and what they are now able to contribute that they couldn't 12 months ago. The development plan needs to cover the learners proposed action for the next 12 months taking on board the guidance given above.[3] CPD should[4]:
- be continuous - professionals should always be looking for ways to improve performance
- be the responsibility of the individual learner to own and manage
- be driven by the learning needs and development of the individual
- Evaluative rather than descriptive of what has taken place
- be an essential component of professional and personal life, never an optional extra
CIPD Professional qualifications
A CIPD qualification is seen as necessary to develop the skills and knowledge required to launch a professional career in Human Resources (HR). A network of CIPD centres offers a range of full-time, part-time and/or flexible learning courses. Most CIPD qualifications lead to a professional grade of membership. CIPD qualifications include (This list is not exhaustive and new qualifications may be added):
Support Level
Certificate in Personnel Practice (CPP)
Support Level (Level 3) The CPP is designed to introduce you to a wide range of practical skills required by those in personnel. Leads to Associate membership of the Institute.
Certificate in Training Practice (CTP)
Support level (Level 3) Studying for the CTP will provide you with your first step towards a successful career in training. Leads to Associate membership of the Institute.
Certificate in Recruitment and Selection (CRS)
Support Level (Level 3) The CRS takes a skills-based approach and provides practical and authoritative guidance on best practice. Leads to Associate membership of the Institute.
Certificate in Employment Relations, Law and Practice (CERLAP)
Support Level CERLAP is designed to introduce you to the key elements of employment law and practice. Leads to Associate membership of the Institute.
Certificate in Coaching and Mentoring (CCM)
Support Level (Level 3) CCM is designed to introduce you to the skills needed to be an effective coach and mentor. Leads to Associate membership of the Institute.
Certificate in Business Awareness and Advanced Professional Study (CBAAPS)
This programme aims to develop, within a business context, the analytical, application, numerical, research and personal transferable skills that are needed at entry level to an M-level programme in a social science/business subject, specifically, the CIPD Professional Development Scheme (PDS).CBAAPS can be seen as a bridging course from Level 3 qualifications which prepare candidates for the CIPD’s Professional Development Scheme (PDS)which is at M (Masters)Level. The certificate is aimed principally at two categories of candidates:
- to assist those whose highest qualification is at level 3,as classified in the National Qualifications Framework (this level includes NVQ Level 3, GCE A level/AS-level, certificate-level programmes such as the CIPD’s own CTP, CPP, CRS, CERLAP and CCM awards), to make the transition to study at postgraduate level
- to assist those with an H-level qualification (a UK first degree or equivalent) which is not in a business or social sciences or relevant arts subject, who have not therefore been exposed to the expectations of H-level study outputs in the social sciences, to make the transition to study a social sciences subject at M level.[5]
Practitioner-level (M Level)
The Professional Development Scheme (PDS)
The PDS is a highly respected postgraduate-level qualification covering four fields of study. It’s aimed at those seeking to build their managerial career in HR. Successful completion of all fields will lead to Graduate membership, which will be the first step towards achieving chartered membership. The PDS consists of assignments and exams. The Four Fields of the PDS[6]
Leadership and Management
covering the following subject areas;
- Managing in a Strategic Business Context
- Managing Information for Competitive Advantage
- Managing and Leading People
- Managing for Results
People Management and Development
counts as a double module and covers the following areas;
- Shaping the People Management and Development Agenda
- The Contribution of People Management and Development Expertise
- Integrating the People Management and Development Contribution
- People Management and Development in Practice
Specialist and Generalist Personnel and Development Electives
4 subjects covering the following streams;
- Generalist
- People Resourcing
- Learning and Development
- Employee Relations
- Employee Reward
- Development
- Learning and Development
- Managing Organisational Learning & Knowledge
- Managing the Training and Development Function
- Management Development
- Relations
- People Resourcing
- Employee Relations
- Employee Reward
- Employment Law
- Resourcing
- People Resourcing
- Employee Reward
- Management Development
- Employment Law
Applied Personnel & Development Standards
- Management Report - typically 7,000 - 8,000 words
- Continuous Professional Development (CPD) or Learning Log
This is normally completed during the third/final year of study.
CIPD Vocational Qualifications
These qualifications (NVQ's) show that the candidate has achieved a certain level of skill and competence in personnel work. They offer a realistic and accessible option if the candidate wants their performance and skills recognised by assessment rather than examination. The Standards for these qualifications are in line with CIPD Professional Standards.[7]
HR/Personnel NVQs
- Level 3 in Personnel Support
This level consists of 12 units, including three mandatory and nine optional.
-
- Mandatory units
- G3 Evaluate and develop own practice
- A1 (MSC) Maintain activities to meet requirements
- H+S Unit A Ensure your own actions reduce risks to health and safety
- Optional units - any nine from:
- P31 Operate recruitment procedures
- P32 Operate selection procedures
- P33 Operate redundancy procedures
- P34 Operate retirement and voluntary exit processes
- P35 Support the delivery of learning and development procedures
- P36 Operate reward and benefits procedures
- P37 Support the delivery of performance management procedures
- P38 Operate grievance, disciplinary and dismissal procedures
- P39 Operate employee relations procedures
- C4 (METO) Create effective working relationships
- H+S Unit B Monitor procedures to control risks to health and safety
- H+S Unit F Investigate and evaluate incidents and complaints in the workplace
- Mandatory units
- Level 4 Personnel Management
Personnel Management consists of 12 units, which includes six mandatory and six optional.
-
- Mandatory units
- P15 Enable and support others to carry out personnel services
- P18 Monitor and evaluate the delivery of personnel services to customers
- P24 Design, deliver and evaluate procedures to promote equality of opportunity
- P27 Design, deliver and evaluate employee and stakeholder communication procedures
- G3 Evaluate and develop own practice
- B3 (METO) Manage the use of financial resources
- Optional units - six units from the groups below with at least one out of each:
- Optional Group A: Resourcing and Retention
- P13 Design, deliver and evaluate changes to organisational structure
- P14 Contribute to the design, delivery and evaluation of work procedures
- P16 Design, deliver and evaluate recruitment procedures
- P17 Design, deliver and evaluate selection procedures
- P26 Design, deliver and evaluate employee reward and benefits procedures
- P29 Design, deliver and evaluate employee support procedures
- P30 Design, deliver and evaluate the delivery of personnel procedures in international contexts
- Optional Group B: Employee Relations
- P19 Design, deliver and evaluate grievance and dismissal procedures
- P20 Design, deliver and evaluate redundancy procedures
- P21 Design, deliver and evaluate retirement and resignation procedures
- P28 Design, deliver and evaluate negotiation and collective bargaining procedures
- P8 Develop a strategy and plan for the promotion of equality of opportunity and diversity
- P2 Develop a strategy and plan to provide all people resources for the organisation
- C4 (METO) Create effective working relationships
- Optional Group C: Learning and Development
- P23 Design, deliver and evaluate learning and development procedures
- P25 Design, deliver and evaluate performance management procedures
- Optional Group D: Health and Safety
- H+S Unit E Promote a health and safety culture within the workplace
- H+S Unit F Investigate and evaluate incidents and complaints in the workplace
- H+S Unit G Conduct an assessment of risks in the workplace
- Mandatory units
- Level 5 in Personnel Strategy
This level consists of 12 units, including seven mandatory and five optional.
-
- Mandatory units
- P1 Develop a personnel services delivery strategy to support the organisation
- P2 Develop a strategy and plan to provide all people resources for the organisation
- P7 Develop a strategy and plan for performance management
- P8 Develop a strategy and plan for the promotion of equality of opportunity and diversity
- P11 Develop a strategy and plan for managing changes in people resourcing
- G3 Evaluate and develop own practice
- A7 (METO) Establish strategies to guide the work of your organisation
- Optional units - any six from:
- P3 Develop a strategy and plan for recruitment and selection
- P4 Develop a strategy and plan for employees leaving the organisation voluntarily
- P5 Develop a strategy and plan for disciplinary and grievance procedures
- P6 Develop a strategy and plan for learning and development
- P9 Develop a strategy and plan for reward and benefits
- P10 Develop a strategy and plan for employee relations activities
- P12 Develop a strategy and plan for the delivery of personnel procedures in international contexts
- A8 (METO) Evaluate and improve organisational performance
- C11 (METO) Develop management teams H+S Unit E Promote a health and safety culture within the workplace
- H+S Unit E Promote a health and safety culture within the workplace
- Mandatory units
Learning & Development NVQ's
- Level 3: Learning and Development
This level consists of 11 units, including seven mandatory and two optional from set A and two optional from set B.
-
- Mandatory units
- G3 Evaluate and develop own practice
- L3 Identify individual learning aims and programmes
- L5 Agree learning programmes with learners
- L6 Develop training sessions
- L9 Create a climate that promotes learning
- L16 Monitor and review progress with learners
- L18 Respond to changes in learning and development
- Optional units A - any two from:
- L10 Enable learning through presentations
- L11 Enable learning through demonstrations and instruction
- L12 Enable individual learning through coaching
- L13 Enable group learning
- Optional units B - any two from:
- L4 Design learning programmes
- L7 Prepare and develop resources to support learning
- L14 Support learners by mentoring in the workplace
- L15 Support and advise individual learners
- L20 Support competence achieved in the workplace
- L23 Support how basic skills are delivered in the workplace
- L24 Support people learning basic skills in the workplace
- Mandatory units
A1 Assess candidates using a range of methods A2 Assess candidates' performance through observation Note: candidates may choose either A1 or A2; it is not permissible to choose both of these units.
- Level 3: NVQ in Direct Training and Support
This qualification is developed through the DfES project for practitioners who deliver Government-funded work-based learning. It consists of nine units, including six mandatory and two optional from set A and one optional from set B. You can alternatively do three from set A and none from set B.
-
- Mandatory units
- G3 Evaluate and develop own practice
- L3 Identify individual learning aims and programmes
- L5 Agree learning programmes with learners
- L6 Develop training sessions
- L9 Create a climate that promotes learning
- L16 Monitor and review progress with learners
- Optional units A - any two from:
- L10 Enable learning through presentations
- L11 Enable learning through demonstrations and instruction
- L12 Enable individual learning through coaching
- L13 Enable group learning
- Optional units B - any one from:
- L14 Support learners by mentoring in the workplace
- L15 Support and advise individual learners
- A1 Assess candidates using a range of methods
- L20 Support competence achieved in the workplace
- H+S D Review health and safety procedures in the workplace
- Mandatory units
- Level 4: Learning and Development
This level consists of 12 units, including eight mandatory and four optional.
-
- Mandatory units
- G2 Contribute to learning within the organisation
- G3 Evaluate and develop own practice
- L4 Design learning programmes
- L5 Agree learning programmes with learners
- L8 Manage the contribution of other people to the learning process
- L9 Create a climate that promotes learning
- L17 Evaluate and improve learning and development programmes
- Either:
- L3 Identify individual learning aims and programmes
- L2 Identify the learning and development needs of the organisation
- Optional units - any four from:
- L7 Prepare and develop resources to support learning
- L13 Enable group learning
- L14 Support learners by mentoring in the workplace
- L15 Support and advise individual learners
- L16 Monitor and review progress with learners
- L18 Respond to changes in learning and development
- L19 Provide learning and development in international settings
- L21 Plan how to provide basic skills in the workplace
- L22 Introduce training for basic skills in the workplace
- A1 Assess candidates using a range of methods
- A2 Assess candidates' performance through observation
- V1 Conduct internal quality assurance of the assessment process
- Mandatory units
Candidates may choose either A1 or A2; it is not permissible to choose both of these units.
- Level 4: Management of Learning and Development Provision
This qualification is developed through the DfES project for practitioners who deliver Government-funded work-based learning. It consists of eight units, which include six mandatory and two optional.
-
- Mandatory units
- L1 Develop a strategy and plan for learning and development
- P2 Develop a strategy and plan to provide all people resources for the organisation
- L2 Identify the learning and development needs of the organisation
- L17 Evaluate and improve learning and development programmes
- G3 Evaluate and develop own practice
- C13 (METO) Manage the performance of teams and individuals
- Optional units - any two from:
- L3 Identify individual learning aims and programmes
- L4 Design learning programmes
- L8 Manage the contribution of other people to the learning process
- L7 Prepare and develop resources to support learning
- V1 Conduct internal quality assurance of the assessment process
- B3 (METO) Manage the use of financial resources
- H+S D Review health and safety procedures in the workplace
- Mandatory units
- Level 4: Co-ordination of Learning and Development Provision
This qualification is developed through the DfES project for practitioners who deliver Government-funded work-based learning. It consists of seven units, including six mandatory and one optional.
-
- Mandatory units
- L3 Identify individual learning aims and programmes
- L4 Design learning programmes
- L5 Agree learning programmes with learners
- L8 Manage the contribution of other people to the learning process
- L17 Evaluate and improve learning and development programmes
- G3 Evaluate and develop own practice
- Optional units - any one from:
- L9 Create a climate that promotes learning
- L7 Prepare and develop resources to support learning
- L15 Support and advise individual learners
- L16 Monitor and review progress with learners
- L2 Identify the learning and development needs of the organisation
- V1 Conduct internal quality assurance of the assessment process
- H+S D Review health and safety procedures in the workplace
- Mandatory units
- Level 5: Learning and Development
This level consists of 12 units, including eight mandatory and four optional.
-
- Mandatory units
- G2 Contribute to learning within the organisation
- G3 Evaluate and develop own practice
- L1 Develop a strategy and plan for learning and development
- L2 Identify the learning and development needs of the organisation
- L18 Respond to changes in learning and development
- P8 Develop a strategy and plan for the promotion of equality of opportunity and diversity
- A7 (METO) Establish strategies to guide the work of your organisation
- Either:
- B5 (METO) Secure financial resources for your organisation's plans
- B3 (METO) Manage the use of financial resources
- Optional units- any four from:
- L4 Design learning programmes
- L8 Manage the contribution of other people to the learning process
- C13 Manage the performance of teams and individuals
- A8 (METO) Evaluate and improve organisational performance
- P13 Design, deliver and evaluate changes to organisational structure
- C11 Develop management teams
- L17 Evaluate and improve learning and development programmes
- Mandatory units
Management and other NVQ's
The CIPD also offers Management NVQ's at Levels 3,4 and 5.
See also
References and sources
- ^ CIPD Research Report. Managing Diversity - Words into Action. London CIPD July 2006 ISBN 1-84398-168-8
- ^ CIPD Research Report. Reward and Diversity - Making fair pay add up to business advantage. London CIPD. ISBN 1-84398-158-0
- ^ CIPD website accessed 06/03/2007
- ^ Marchington. M. and Wilkinson. A. Human Resource Management at Work (People Management & Development) 3rd Edition 2006 London CIPD ISBN 1-84398-062-2
- ^ CIPD Website accessed 02/03/2007
- ^ Learning programmes offered by MOL (Manchester Open Learning)
- ^ CIPD website accessed 02/03/2007
