The Role of the Professional Association: Supporting HR Careers in

The Role of the Professional
Association: Supporting HR
Careers in transition
HR Vocational School Congress
Kluj, Romania,September 2008
Outline
• HR as a Profession
• Growth of an Association – the case of CIPD
supporting the Profession
• Developing HR Careers : UK research
• Romanian Context
Defining a
Profession
About CIPD – a century of “people
management & development”
CIPD gives:
CIPD gives:
CIPD HR career support:
Entry
Intermediate
Advanced
Top Level
100 years on…..
A HR career over 80 years and counting
Phyllis:
CIPD PRESENCE GLOBALLY: Centres / Concentration of members
HR Associations globally
World Federation of Personnel Management Associations (WFPMA)
European Association for Personnel Management (EAPM)
International Federation of Training and Development Organisations (IFTDO)
European Training and Development Federation (ETDF)
Romanian HR Club
The delivery gap- is everywhere!
HR’s
Strategic
Intentions
Operating
Reality in the
Organisation
Some emerging issues:
Do HR professionals have
the skills?
Background
• Variety of CIPD research
studies showing:
- significant levels of
change in HR function
structure and roles
- increasing investment
and interest of
organisations in career
management
www.cipd.co.uk/research
Survey highlights
• only 26% started out in HR
• only 17% have always worked in HR - 83% either
started out elsewhere or have taken time out
• average no. major career steps 4.2 (5.2 for
Directors)
• average no. organisations worked for 3.2 (4.0 for
Directors)
What’s needed to progress in HR?
TODAY
personal drive
generalist experience
influencing skills
business awareness
strategic thinking
CIPD qualifications
What do you think will be needed to
progress in HR tomorrow?
TOMORROW
business awareness
BIGGEST CHALLENGE
influencing skills
IT literacy
strategic thinking
networking
numeracy / financial
awareness
business knowledge
HR: The saying/doing gap
HR administration
Updating your own HR knowledge
46%
4%
9%
14%
Responding to line managers
47%
Providing specialist HR input to wider business issues
HR programme design
Business strategy
60%
45%
Developing HR strategy and policy
Implementing HR policies
70%
44%
20%
71%
49%
14%
16%
17%
Most important
64%
Most time-consuming
Some statistics…..
CIPD Changing HR Function (2007) findings
>80% have changed HR function in last 5 years
57% have introduced some form of “Ulrich” model
38% have introduced business partner type roles
Mercers (2006) report
50% of organisations are in midst of transforming HR
12% of organisations completed an HR transformation
last year
Traditional career structure
Personnel
Manager
Senior Personnel
Officer
Graduate
recruitment
Personnel Officer
Personnel Assistant
Admin.
Recruitment
The “Ulrich” model
• This “model”
appears in lots of
different forms
Corporate
centre
• More traditional
models are also still
widely used
Centres
Business
of
partners
expertise
Shared
services
A possible HR career
map in new model (1)
Corporate HR
Centres of expertise
Business partner
Outsourcing
Arrangement
external recruitment
external recruitment
A possible HR career
map in new model (2)
Corporate HR
Centres of expertise
transfers from
line management
Business partner
Shared service
Challenges faced in
implementing changes
defining roles
42
resistance to change in HR
23
ineffective technology
35
insufficient resources
40
3
inadequate consultancy
dealing with skills gaps
38
Customer objections
16
ineffective process change
17
recruitment difficulties
13
6
other
0
5
10
15
Percentage
20
25
30
35
40
45
Future skill requirements
Advising on
business strategy
Running a major
change project
“…HR people
need to be more assertive,
and not so meek and mild…”
(senior HR practitioner)
Managing
shared services
Facilitating
line managers
Creating
employer
brand
Would you do it all again?
Challenges in Romania
Potential for Romania
Potential for Romania
HR professionals have a key role in supporting the
transition of management style and economic
growth.
“Romanians are the do’ers!”
Discussion
• What are the similarities / differences between the
CIPD research and the Romanian context?
• What are the key challenges to HR career
progression in Romania?
• What support can be given to further People
Management & Development agenda?
Related CIPD research
• CIPD survey (2003) “Where we are; Where we’re
heading”
• Business Partnering
• HR Careers
• HR & Technology
• Line Managers & HR
• Changing HR Function (+ IES)
www.cipd.co.uk/research