Developing Professional Practice

In particular, they are able to perform the assessment as to whether the professions as well as their organizations are able to engage in what they know and what they understand. As such, they are able to really make a significant difference hence drive the performance of the company (CIPD, 2014).
It is mainly the two core professional areas that include the CIPD HR profession map and other behaviors that help to uphold the concept of “HR professionalism”. These are all covered in the CIPD map in the form of 10 professional areas that encompass 8 types of behavior that are set out within the 4 different bands that are related to competence. The map is thus able to copbver most of the areas in HR professionalism. Band 1 is located at the start of Hr and is extensive up to band 4 that is mainly comprised of senior leaders (Valerio, 2005).
The CIPD professional map is highly designed to provide relevance and applicability to most HR professionals who are in operation anywhere around the world. This applies to all sectors as well as organizations of all shapes and sizes. This is because of the way with which it is designed to offer support to a variety of support to every HR professional at all the stages of their career. Through the focus on the core that helps professional to build up the various technical areas that are relevant to their professional areas, these professionals are able to develop a number of insights, strategies and come up with workable solutions. They are able to use the CIPD HR profession map to develop insights and solutions that can be put into action. These are given priorities and developed through a deep understanding of the business. It thus involves both the contextual understanding of the organization (CIPD, 2014).
Great professionals in the HR field work better from a contextual and deep understanding of the business and the organization. It helps them to come up with insights and strategies that are actionable and provide them