Mapping the scope of learning and development

CIPD has a new initiative to re-define and re-explain the HR profession, comprising a map of the profession, which is intended to replace the profession’s competence framework. I am convinced this ostensibly administrative activity will lead to many positive new developments, by prompting people to think about HR issues in new ways. One thing it’s caused me to think about already is the creation of some sort of map of the scope of learning and development.

For example, how should we define the relationships between learning strategy, knowledge management, talent management and development, and corporate universities? These are all areas I’ve worked in, and yet I’m not confident that the new HR map will help clarify their relationships.

According to the information released so far, the map will include ten professional areas, eight behaviours and four “bands” or levels of competence, ranging from “entry level” to “HR Director”.

The 10 professional areas are:
1 Strategy, insights and solutions
2 Leading and managing the function
3 Organisation design
4 Resourcing and talent planning
5 Organisation development
6 Learning and talent development
7 Performance and reward
8 Employee relations
9 Employee engagement
10 Information and service delivery

For a learning and development strategist, I can see relevance in 1, 2, 5, 6, and to some extent 4 and 9. But it looks like the map will identify learning and development only as a sub-set of HR: it is that, of course, but it is also something more, with overlaps into the sphere of educationalists and others. I think I’d like to see a more expansive and inclusive map of the learning and development profession, but I certainly await further information with interest.

The map/diagram shown above is from here.