CIPD launches status for organisations excelling at HR's own development
Rachel Muller-Heyndyk, August 23, 2019
Tesco is the first employer to achieve the CIPD People Development Partner status, as part of efforts to encourage HR to boost its own progression
The CIPD has launched a new industry-recognised status of CIPD People Development Partner.
The initiative recognises commitment from organisations to continually develop their people team's expertise and influence, as well as individual HR and L&D professionals within the team.
The status will only be awarded to organisations that are working in partnership with the CIPD to go 'above and beyond' in developing 'the next generation of outstanding people professionals,' the CIPD said.
Organisations hoping to achieve the status must provide entry-level jobs for those at the start of their HR career; feedback to the profession by participating in the CIPD’s research and policy work; and align their HR and L&D practices with the CIPD’s latest Profession Map.
Tesco is the first organisation to achieve the status, in recognition of taking a number of steps to grow its people function. This includes taking on apprentices, sharing knowledge through working closely with the CIPD, and taking an evidence-based approach to HR with a focus on behavioural science.
Speaking to HR magazine, the CIPD's head of employer solutions Adam Stanbury said that to achieve this status organisations must continually invest in the development of their HR professionals and must keep up with the changing demands of the profession.
"It's an organic process, and this is about helping HR to champion professionalism for the sector in its broadest sense. We didn't want this to be just about capturing a moment, but a continuous effort to improve the function. We want this to be open and for as many organisations to get this recognition as possible. A key part of it is meeting the criteria set out in our Profession Map, which we regularly update, to make sure it's in line with the changing skills that HR needs for the future," he said.
Stanbury added that HR sometimes forgets about its own development. "There is sometimes a sense within HR that they are so committed to improving the training and development of their organisation that they don't look at themselves. But if any company wants to succeed, they have to focus on the development of their people function as well," he said.
Emma Taylor, UK and ROI people director at Tesco, said that focusing on HR's own development recognises the vital role the function plays in the business. “The development of the partnership and the focus that we have been putting on it reflects how critical we see the role HR can play within Tesco. Our people team often diagnoses areas of the business that can benefit from learning and development, but it’s equally important that we look to ourselves and our own development," she said.
“Our colleagues in the people team have benefitted hugely from our partner journey with the CIPD. They have further developed their passion, energy and confidence, and by being engaged themselves they have become ambassadors for continuous improvement and learning across Tesco. There’s been a real galvanising effect, which is helping the team to work better together and develop stronger partnerships with the wider business.”