CIPD: Meet the Company That Wants HR To Matter Again

Human Resources used to be the department that ensured the well-being of employees and helped them succeed at work. However, over time, HR has developed a reputation for being bureaucratic, unapproachable, and disconnected from employee needs.

This negative perception of HR has resulted in companies somewhat neglecting its importance, which has seen employee satisfaction and retention rates plummet in recent years.

The reasons for HR’s damaged reputation are, unfortunately, plenty:

Poorly implemented policies
Outdated practices
An emphasis on compliance over culture

These are factors that have all contributed to its decline

The Chartered Institute of Personnel and Development (CIPD) is fighting to change this perception by revolutionizing the way we view HR.

They are doing this by providing practical tools, courses and qualifications for professionals in the sector, including insightful research and innovative strategies for managing people effectively.

In this post, we’ll explore how CIPD is working to make HR matter again, and why their work in the learning & development space matters for both employers and employees alike.

Painting a Picture With Numbers

Statistics show that only 19% of employees believe that HR is doing an excellent job at their company, and only 10% feel that HR is effectively meeting their needs.

One explanation for this low opinion of HR can be explained by employees’ desire to be heard but feeling discouraged at these departments’ lack of apparent concern.

Additionally, only 30% of employees feel they understand what human resources do, which likely contributes to the need for more trust in this department.

These are the perceptions the CIPD is determined to change, mainly by revolutionising how we view human resources in the workplace.

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 Current State of Human Resources

image of human resources professional at work — Human resources professional at work

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

Recognition

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 Extent of the “Mistrust” of HR in Companies (According to Research)

The below-listed insights and figures (based on research) help paint a clear picture of the lack of trust in HR departments and the larger issues this speaks to for companies.

1) A Society of Human Resource Management study found that nearly 60% of employees don’t trust their HR department.

2) A survey by CareerBuilder found that 70% of employees don’t trust human resources to be truthful about their job prospects at the company.

3) Only 47% of employees feel confident that their departments have their best interests at heart, according to a report by Randstad.

4) Employees cite several reasons for their mistrust, including a perceived lack of transparency, unfairness in the disciplinary process, and a lack of empathy.

So, how to regain employees’ trust?

Experts recommend that departments be more open and transparent, communicate effectively, and show that they genuinely care about their employees.

The Nine Challenges Currently Facing the Human Resources Sector

Recruitment and retention of talent: As competition for skilled employees increases, companies face a significant challenge in finding and retaining top talent.

Developing effective employee engagement strategies: Human resources departments must prioritise employee engagement and motivation to foster employee satisfaction and retention.

Managing diversity and inclusion: Creating inclusive environments that value all employees and provide equal opportunities for success is a challenge due to an increasingly diverse workforce.

Navigating complex employment laws and regulations: Staying up-to-date with changes in employment laws and regulations that may vary by country and state is another challenge to tend to and one HR must comply with.

Adapting to changing technology: No profession is immune to the impact of technology. Professionals must adopt new tools and systems, stay current with technological advances, and manage the impact of technology on the workforce to streamline processes and improve the employee experience.

Addressing employee mental health: It is a challenge to support and provide resources to employees struggling with stress, burnout, or other mental health issues in the workplace, and yet this is the work tasked to human resources practitioners.

Managing remote and flexible work arrangements: The need to establish policies and systems that support productivity and engagement while accommodating remote or flexible work arrangements is now imperative in the age of flexible working.

Developing effective performance management strategies: One other challenge to consider is developing effective performance management systems that align employee growth and development with business objectives fairly and in a supportive manner.

Creating a positive workplace culture: Creating and promoting positive company culture, fostering open communication, and promoting employee well-being are important for company growth, despite posing a challenge to many organisations.

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.

How Can CIPD Qualifications Benefit Your Career in HR and People Development?

From a practical level, CIPD qualifications offer many benefits for your career. These include:

Developing a comprehensive understanding of HR: CIPD qualifications can help you acquire a deep knowledge of HR policies, practices, and principles, making you a highly sought-after candidate in the job market.

Improving job prospects: HR professionals regard CIPD qualifications highly, which can enhance your CV, make you more attractive to potential employers, and increase your chances of getting hired.

Enhancing earning potential: Career advancement through CIPD qualifications can lead to higher salaries and better job opportunities.

Gaining a competitive advantage: CIPD qualifications are recognised globally, and having them on your CV can give you a competitive edge over other job applicants.

Boosting credibility: By obtaining CIPD qualifications, you can demonstrate your commitment to continuous professional development and establish yourself as an authority in your field.

Learning new skills: CIPD qualifications equip you with new skills and knowledge that you can apply to your current or future roles, covering a wide range of HR topics such as employment law, employee relations, and talent management.

Expanding your professional network: By pursuing professional training with the CIPD, you can connect with other HR professionals both online and in-person, expanding your professional network.

Increasing job satisfaction: There is power in gaining qualifications that propel you to achieve your career goals, gain a sense of accomplishment, and experience job satisfaction – all of which you get when you study with CIPD.

Increasing your value to employers: By earning a specialist qualification, you bring new insights and ideas to your organisation, helping to improve HR practices and outcomes and increase your value as a result.

Propel your career progress: You want to make progress in your career and reach your professional goals knowing you have the proper knowledge and skills to thrive and succeed – CIPD qualifications impart this knowledge and build these skills in you.

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:

Associate

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

What Is 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.

What Are the Benefits of CIPD Membership?

CIPD membership offers exclusive resources, research, training, networking, and professional development opportunities.

How Do I Become a Member of CIPD?

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.

What Is the CIPD Qualification?

The CIPD qualification is a recognised HR qualification that is globally recognised. It includes different levels, such as Foundation, Associate, and Advanced.

How Long Does It Take To Complete a CIPD Qualification?

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.

How Can CIPD Qualifications Help My Career?

CIPD qualifications can enhance your HR and people development skills, knowledge, and credibility. They can also improve your career prospects and earning potential.

What CIPD Qualifications Are Recognised Internationally?

CIPD qualifications are recognised globally and garner respect from practising professionals and employers in the HR industry – including the UK.

How Do I Renew My CIPD Membership?

To renew your CIPD membership, you must pay annual membership fees and complete any necessary professional development activities.

What Is the CIPD Code of Conduct?

The CIPD code of conduct outlines the ethical and professional standards CIPD members must adhere to.

What Is the CIPD Conference?

The CIPD conference is an annual event that brings together HR and people development professionals to share insights, knowledge, and best practices.

What Is the CIPD Annual Report?

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 to advance their skills and knowledge, grow their careers and deliver successful outcomes for their organisations.