PDScentresworkshops.pptVIP

As mentioned previously, we have had a shift in our thinking about how we might represent the HR profession. Instead of developing a set of professional standards, we have developed a dynamic view whilst mapping the needs of the profession….. (Discuss contents of slide) * Reminder – work in progress! Map comprises: Statement on purpose of HR profession (Jackie working on this) 10 professional areas Within each area there are the activities that you need to do and the technical knowledge you need to know. These are broken down into 4 levels (will talk about this later). There are also 12 Behavioural competencies, also broken down into 4 levels and mapped to the professional areas Similar format to National Occupational Standards * * * Good entry level provision (Certs and PDS viewed as entry level) Recognise that PDS does include business and management modules, and both Certs and PDS have behaviours (common elements and 10 core competences). But view of employers is that students who have taken our courses are not equipped for dealing with the realities of the workplace. Need to explore this in more detail, as students have a different view as we will see in a minute… CIPD has an image problem! Needs to be seen to be modern and innovative including its qualifications. Want to work with you to explore how we can build on good practice and improve delivery across our centres. * Based on research done last year with small sample of Certificate and PDS students. Didn’t provide further detail on how qualifications gap should be filled. * * tend to be new programmes that attract more international students * Specialists and generalists are equally important Credit framwork key transition points Interested in your ideas on how we can better support tutors. Different assessment methods to take account of an individual’s starting point. * * * * New Framework (CIPD awarded and approved) CIPD awarded (all except Awards lead to a grade of membership) C