tag:blogger.com,1999:blog-1944324229063489637.post6283051246693413225..comments2023-09-06T16:15:41.101+01:00Comments on learnforever blog: Whither CIPD?Kenhttp://www.blogger.com/profile/17367882756012528044noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-1944324229063489637.post-66408435698248630842011-03-09T17:00:29.486+00:002011-03-09T17:00:29.486+00:00Thanks to Rob (and a couple of his colleagues) for...Thanks to Rob (and a couple of his colleagues) for the detailed response. Nice to see CIPD taking an interest!<br /><br />I have no doubts about the position within CIPD of L&D practitioners in the HR profession. My question is whether CIPD continues to be relevant to L&D practitioners outside the HR profession (of whom I am one).<br /><br />My concern is that CIPD's majority paradigm seems to be the HR profession, when many members may work elsewhere. I wonder whether others share that concern?Kenhttps://www.blogger.com/profile/17367882756012528044noreply@blogger.comtag:blogger.com,1999:blog-1944324229063489637.post-56560130699934465982011-03-09T10:28:44.236+00:002011-03-09T10:28:44.236+00:00… (Continued …) Building on the map, we’ve also la...… (Continued …) Building on the map, we’ve also launched a new suite of foundation, intermediate and advanced level qualifications specifically designed for L&D professionals.<br /><br />The key point, though, is that we’ve very deliberately acted to make it easier to recognise the contribution of specialists – especially L&D and OD professionals.<br /><br />The story about qualifications and routes to membership is, of course, only part of the story. We’re also determined to ensure that the new magazine and the relaunched website continues to offer the best possible array of insights, learning and support for specialists and generalists alike – from entry level right up to your own experienced level of the profession.<br /><br />I’m sorry if you feel in any way a second class citizen. As I say, we’ve been working hard to ensure we upgrade our service to L&D professionals to first class. I hope we’re hitting the mark. If you want to discuss this in more detail, give me a call at CIPD HQ. And if we reach the limit of my specialist knowledge, I’ll make sure I get relevant colleagues to pick up the baton to try and address any concerns you still have.<br /><br />All the best,<br />Robert Blevin<br />CIPD Head of External Affairs<br /><br />(Apologies for the two part post - I think I fell foul of an unstated "blogger.com" policy on length of posts).Unknownhttps://www.blogger.com/profile/01159260193214027936noreply@blogger.comtag:blogger.com,1999:blog-1944324229063489637.post-77704916246081808752011-03-09T10:27:17.025+00:002011-03-09T10:27:17.025+00:00Hi Ken,
Firstly, mea culpa. I worked with the ed...Hi Ken,<br /><br />Firstly, mea culpa. I worked with the editor of People Management to come up with the “timeline” illustration for the article covering the new People Management magazine and looking ahead to the launch of our new website. And it didn’t occur to me to put in an ITD magazine cover as well. (In my defence, I was still at university at the time of the merger, and I didn’t start working for the CIPD until 10 years later! But apologies nonetheless, it was remiss of me).<br /><br />But the more important point in your blog is your feeling that the HR profession map has in some way marginalised L&D. Our intention, and I’d firmly contend what we’ve actually delivered, couldn’t be more at odds with that perception. One of the driving motivations behind the work we’ve done to reform our qualifications, our membership criteria and our routes to membership – all built on the foundations of the HR profession map – was to ensure we were better placed to meet the needs of specialists as well as generalists. And within that, recognising the validity of concerns that our old professional standards required L&D professionals to jump through too many to-them-irrelevant HR shaped hoops was a clear part of the picture.<br /><br />As a result of the work we’ve done on the map, and on our qualifications and routes to membership, it is now much more possible for an L&D professional to achieve both qualifications and full chartered status on the basis of a clear focus on their specialist knowledge. And that needn’t just be limited to the “learning and talent development” professional area. Many L&D professionals will also find the “organisation development” and “organisation design” professional areas, for example, relevant. And we’re also clear that anyone, specialist or generalist, should be well served by the core criteria we’ve set out in the “strategy, insights and solutions” and “leading and managing” professional areas. Our new upgrading process, built on the Profession Map, is now fully up and running, and I know from colleagues in our membership team that a good few L&D professionals have come through it and have been well served by it. … (to be continued …)Unknownhttps://www.blogger.com/profile/01159260193214027936noreply@blogger.comtag:blogger.com,1999:blog-1944324229063489637.post-14295232571180222422011-03-08T16:42:40.566+00:002011-03-08T16:42:40.566+00:00This comment has been removed by the author.CIPDhttps://www.blogger.com/profile/03347832676203900467noreply@blogger.com