One of the major challenges HR and the people profession continue to face are long-held negative perceptions of its function and role in companies.
Some of these are HR being seen as a hiring and firing function and not one that exists to help employees, for example.
Let’s explore further how the CIPD is working to change these harmful perceptions with the goal of elevating the value of HR.
Their work focuses on championing better work and working lives – built around the powerful belief that work should benefit everyone, not just companies and economies.
This blog will answer the question: what is the CIPD?
You will understand how this professional body for HR and people development is reshaping the profession into the respected and valued career path it is.
Next, let’s explore the forces shaping the industry and the ways in which professionals will be expected to adapt.
The 5 Forces Shaping Modern Human Resources
A Greater Emphasis on Employee Well-being
Businesses must prioritise their employees’ well-being in the workplace; this is becoming increasingly important.
One way is to create a positive work environment that supports physical and mental health.
Companies can significantly improve productivity, reduce absenteeism, and retain top talent as a result. To ensure employee well-being, professionals must take proactive measures, including implementing programmes that support physical and mental health and foster a positive work environment.
These initiatives may include stress management programmes, flexible work arrangements, and mental health resources.
Working closely with management and leadership is essential in making employee well-being a top priority for organisations.
Increased Use of Technology
The sector is undergoing a technological revolution, enabling more efficient employee data management, recruitment, and training.
Artificial intelligence (AI) and machine learning (ML) are automating job-specific tasks like screening resumes and onboarding candidates.
This trend will likely continue, with HR technology adoption expected to grow. For professionals: Keeping up with the latest tech trends and tools in human resources will matter more.
Analysing data and using AI & Machine Learning tools to streamline processes like recruitment, onboarding, and training employees on new technologies will become required skills.
Focus on Equality, Diversity and Inclusion (EDI)
The importance of equality, diversity, and inclusion in the workplace will continue to be an important conversation.
Companies realise the net positive impact on creativity, innovation, and better decision-making that having diverse teams has.
This realisation has sparked a focus on initiatives to promote equality, diversity, and inclusion, such as unconscious bias training, diverse hiring practices, and employee resource groups.
As HR practitioners, developing and implementing initiatives beyond hiring a diverse workforce matters; training and resources on unconscious bias, cultural competence, and inclusive leadership to managers and employees will have to be provided.
Monitoring and measuring the effectiveness of these initiatives is also necessary.
Rise of the Gig Economy
The gig economy is a recent trend of temporary or freelance work arrangements changing how businesses approach people management.
Companies have begun offering increased remote work options, project-based work, and other flexible arrangements to attract and retain talent.
Practitioners will be expected to stay current with employment laws and regulations related to the gig economy and develop new strategies for managing gig workers, including offering flexible work arrangements and project-based work opportunities.
Increased Focus on Employee Engagement
Engaged employees are vital to business success.
When engaged, employees are more productive, creative, and loyal.
As a result, companies will continue to place a greater emphasis on employee engagement initiatives, including:
- Regular feedback
- Career development
- Work-life balance programmes.
Prioritising employee engagement leads to better business outcomes: it attracts and retains top talent.
The role of HR professionals lies in developing and implementing employee engagement initiatives. They must work closely with management and leadership to align initiatives with the organisation’s goals and culture.
The “Big 9” Challenges Currently Facing the HR Sector
Making Human Resources Matter Again: Understanding the Work of the CIPD
What is CIPD?
The CIPD – the Chartered Institute of Personnel and Development – is the professional HR and people development body.
It is a membership organisation, which means it is owned by and run by its members.
The CIPD’s purpose is to champion better work and working lives. They do this by:
- Shaping public policy
- Informing and developing individuals
- Supporting and developing organisations
- Connecting the world of work.
The CIPD is over 140,000 members strong, with members in more than 150 countries. Members can become a part of the CIPD as either individuals or organisations.
They offer a wide range of resources, events, training, and qualifications to support members throughout their careers. They also campaign on the significant issues that affect professionals in their work.
What Does the CIPD Do?
The work of the CIPD consists of four core pillars that include:
- Building the best HR teams
The CIPD works with companies in the UK and globally to improve their performance and help them meet critical business objectives by building out their human resource departments and people capabilities.
Part of the support the CIPD provides includes tailoring in-house training and specialised CIPD qualifications and training.
- Influencing policy and practice
One of the benefits of being awarded Chartered Status is the recognition of the quality of our work and our contribution to the HR profession.
CIPD uses insights and expertise to encourage stakeholders’ investment in the HR and L&D sectors.
This is part of the ongoing effort to drive positive change in the world of work and advocate for the role of the people profession in powering this positive change.
- Setting professional standards
The CIPD is the only body worldwide to award Chartered Status to human resources and learning & development professionals.
- Supporting careers in HR and L&D
Being a professional body, CIPD provides courses and qualifications to people interested in building careers in the learning and development & human resources industry.
The company provides practical career support, guidance, and advice to improve your professional capabilities for your career.
Understanding CIPD Qualifications
What Are CIPD Qualifications?
These qualifications develop the skills and knowledge of HR professionals, increasing the effective management of people and organisations.
There are three levels of CIPD qualifications, each with specific learning outcomes:
Foundation Certificate level:
Ideal for: People starting their careers in Human Resources and Learning & Development.
Associate Diploma level:
Ideal for: Professionals wanting to develop their skills further in Human Resources and Learning & Development.
Advanced Diploma level:
Ideal for: Experienced professionals who’ve worked to build their expertise and now want to progress to strategic and leadership roles.
CIPD Membership: What Is It?
Becoming a member of the Chartered Institute of Personnel and Development (CIPD) can be a great way to advance your career in HR and gain access to a wide range of resources and support.
However, before you decide to join, it’s important to understand what CIPD membership entails and what you can expect from it.
CIPD is a professional designation
It demonstrates your commitment to the HR profession and your ongoing professional development.
There are several levels of membership, including:
- Chartered Member
- Chartered Fellow.
(Each with its own set of requirements and benefits.)
As a member, you gain access to a range of exclusive resources, including research reports, industry insights, and best practice guides.
You also have the opportunity to attend events and training courses, network with other professionals, and participate in online forums and discussions.
Perhaps most importantly, CIPD membership can help you to stay up-to-date with the latest developments in HR and employment law, ensuring you’re always equipped with the knowledge and skills you need to succeed in your role.
Keen to take your career in human resources to the next level? Consider joining the CIPD and taking advantage of all the benefits that membership has to offer.
Frequently Asked Questions About CIPD
CIPD stands for the Chartered Institute of Personnel and Development. It is a UK-based, non-profit professional organisation for HR and people development professionals.
CIPD membership offers exclusive resources, research, training, networking, and professional development opportunities.
To become a member of CIPD, you need to meet the membership criteria and complete an application process, which involves providing evidence of your qualifications and experience.
The CIPD qualification is a recognised HR qualification that is globally recognised. It includes different levels, such as Foundation, Associate, and Advanced.
The time it takes to complete a CIPD qualification depends on the level and the mode of study. It typically takes:
8 – 12 months for the Foundation level
12 – 16 months for the Associate level
16 – 24 months for the Advanced level.
CIPD qualifications can enhance your HR and people development skills, knowledge, and credibility. They can also improve your career prospects and earning potential.
CIPD qualifications are recognised globally and garner respect from practising professionals and employers in the HR industry – including the UK.
To renew your CIPD membership, you must pay annual membership fees and complete any necessary professional development activities.
The CIPD code of conduct outlines the ethical and professional standards CIPD members must adhere to.
The CIPD conference is an annual event that brings together HR and people development professionals to share insights, knowledge, and best practices.
The CIPD annual report provides an overview of the organisation’s activities, achievements, and impact over the previous year.
Begin Your Study Journey with CIPD
You now understand why the work of the CIPD in advocating for the importance of the HR and learning and development sector is crucial.
These functions play a significant role in the success of any organisation, and the CIPD’s efforts in promoting this fact are important and will continue to be going forward.
Through training and development programs, the CIPD continues to help professionals in these fields advance their skills and knowledge, grow their careers and deliver successful outcomes for their organisations.