Chartered Institute of Personnel and Development

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For the disease having similar initials (CIDP), see Chronic inflammatory demyelinating polyneuropathy.
CIPD
ServicesHR and L&D
Revenue£37.3 million, 2018
Members150000
Number of employees
390
Websitehttps://www.avadolearning.com/cipd-hr-courses/ https://www.cipd.co.uk/, https://www.cipd.ae/, https://www.cipd.asia/, https://www.cipd.ie/,

The Chartered Institute of Personnel and Development (CIPD) is an

CEO from July 2012.[1][2]

History

Origins

In the United Kingdom, factory inspectors were appointed for the first time in 1893. In 1896 to look after its women and child workers

Olympia in London.[3]

The forerunner of the CIPD, the Welfare Workers' Association (WWA) was formed at an employers' conference in York on 6 June 1913. The meeting was chaired by

Boots, Cadbury and Chivers and Sons.[4] Thirty-four of the employers present[5] decided that the WWA be founded as...an association of employers interested in industrial betterment and of welfare workers engaged by them. The outbreak of World War I in 1914 led to many women and children taking up the work of men, particularly in the larger munition factories where the appointment of welfare officers was made compulsory by legislation and was monitored by the Health of Munition Workers Committee. This led to the rapid expansion of female welfare workers. There were concerns about the training of welfare staff, and in 1917, at a gathering in Leeds of the seven welfare associations formed during the period it was agreed that they merge by forming the Central Association of Welfare Workers which to accommodate the regional associations established the beginnings of a local branch structure. The Association's position was also enhanced during the war years by nationally driven encouragement of workers to join trade unions to reduce the occurrence of industrial strife. Another development which increased the numbers of company staff dealing with labour and welfare matters occurred with the inclusion of managers, mainly men, from the North-western Area Industrial Association to assist with discipline, dismissal and industrial relations in increasingly unionised organisations.[5] In 1918, to avoid confusion as to its purpose the Association changed its name to the Central Association of Welfare Workers (Industrial) (CAWWI).[3][6]

Another important event which had a recurring impact on the activities of the CAWWI occurred in 1918 when the Rev.

Work Foundation.[7]

The post—World War I period

In November 1919, following merger with welfare associations for men the Central Association of Welfare Workers (Industrial) was renamed the Welfare Workers' Institute and now had a membership of 700.

personnel officers to be deployed in factories engaged in war-related production.[3][6]

The latter part of 20th century

Directly after the Second World War the incoming

personnel management were being taken up by the larger UK companies. Both influences were reflected in a further change of name in 1946 to the Institute of Personnel Management (IPM).[3]

The 1950s were marked by government efforts to improve productivity both through introducing more modern management practices and increase labor supply through encouraging migration of people from the

Windrush generation. In 1955, responding to these changes, the IPM sought to increase the professional standards and standing of its members by introducing an externally moderated examination scheme, and restricting entry to full membership to fully qualified or practising personnel officers over age 35 with several years' experience. Membership in 1956 stood at 3,979.[5]

During the 1960s, 1970s and 1980s influences on the UK workplace ranged from a series of technological revolutions, economic pressures from entry into the

Common Market and impact of globalization, deregulation of the financial services industry (the Big Bang). Government intervention in industrial relations and the growth of health and safety, equality, collective and recruitment and employment legislation encouraged new specialisms to develop in the function.[5] In some companies a shift was seen from reactive personnel management processes towards what became known as strategic human resource management practices, or in shorthand HRM. All these factors also influenced a steady increase in membership, which in 1987 was 31,400.[5] The IPM underwent a period of contemplation during which it considered whether; to shift towards an HRM approach as its counterpart in the US the Society for Human Resource Management had already done, or to maintain its focus on the more traditional personnel management practices where the majority of its members still operated, or find a third way reflecting a more UK-focused approach. In 1994, a merger took place between the IPM and the Institute of Training and Development (ITD). The new organisation which had 70,000 members[5] was named the Institute of Personnel and Development (IPD), sought to represent the range of professionals engaged in one or more elements of people management.[6]

Chartered status

Chartered status was achieved in 2000 and the IPD was incorporated under Royal Charter from 1 July of that year to become known as the Chartered Institute of Personnel and Development (CIPD) and reported it had a membership of 120,000 practitioners.[5][8] In June 2013 the CIPD commemorated its centenary year.[6]

CIPD membership

As of November 2019 the CIPD reported it had over 150,000 members working or studying in the UK and internationally.[9] Following the re-designation of chartered and non-chartered membership status in 2010 the membership structure comprises:[10][11][12][13][14]

Professional memberships

Chartered grades

  • Chartered Companion (CCIPD) By invitation only, awarded in recognition of contributions to the profession or the institute.
  • Chartered Fellow (FCIPD) An upgrade from Chartered MCIPD, applicants must have at least 10 years' relevant experience. To achieve Chartered Fellow status, you'll need to demonstrate at least three years’ current experience working consistently at a senior level. The scope of your role will be strategic in nature, with an impact across many functions; you'll rarely work operationally.
  • Chartered Member (MCIPD) Awarded on request to graduate members who have three years' relevant managerial experience. Or a non-graduate member assessed against the professional standards after five years' relevant experience (though experience assessment). To achieve Chartered Member status, you'll need to demonstrate at least three years’ current experience working consistently at this level. Your role may include elements of developing people strategy, but you'll also be operational, planning and managing HR activity.

Non-chartered grades

  • Foundation (Foundation CIPD) This grade was introduced in 2021. If you're currently a Student member you'll be awarded Foundation membership when you successfully complete your CIPD Level 3 Foundation Certificate
  • Associate (Assoc CIPD) This Associate grade was introduced in 2010 and has since replaced the Licentiate grade in 2010 and Graduate level which was phased out in 2014. If you're currently a Student member you'll be awarded Associate membership when you successfully complete your Associate Membership. Associate membership[15] is the first level of HR certification and professionalism in the HR/L&D field.[16]
  • Affiliate: a basic level of membership, not assessed against professional standards but relevant qualification and work experience is mandatory.
  • Student Membership You're normally undertaking a CIPD-approved Certificate or Diploma and have not had a higher membership level prior to that.

Academic memberships

To be eligible for Academic Membership of the CIPD you need to be an individual working in the field of teaching or research in HRM or an HRM related area.

Chartered grades

  • Academic Member (Academic MCIPD) Typically an experienced lecturer, senior researcher, recognized in the UK or internationally as an expert in more than one relevant HR or L&D subject area.
  • Academic Fellow (Academic FCIPD) Typically a senior academic or research leader, recognized in the UK or internationally as an expert in at least two areas of HR or L&D.

Non-chartered grades

  • Academic Associate (Academic Assoc CIPD) Typically an experienced lecturer, tutor or researcher in an HR or L&D subject area.

Accreditation

CIPD is also a training provider of professional HR and L&D qualification. As such, the non profit registered charity is incorporated with the Royal Charter and is listed as an awarding body and learning provider of professional qualification which is officially recognized by the government of United Kingdom's Ofqual, CCEA and Qualification Wales.[17] This mean the CIPD qualifications are recognized nationally and internationally. This also gives CIPD accreditation powers to choose which universities meet their strict requirements for accreditation of undergraduate, postgraduate, MSC, HR and L&D programmes, which is highly sought out by UK and International universities.[17]

Research

On an annual basis the institute conducts regular surveys on

labour market and the future workplace. Periodic research reports are published for members on the results from surveys and the findings from research projects.[18]

Public policy

The CIPD contributes on public policy issues on behalf of its members by using its in-house research team and draws on the professional experience of its members to develop responses to public policy issues including government consultations. It researches and publishes surveys and responds to media enquiries on the range of human resource issues such as labour markets, reward and employment policy.[19][20] Commentating on labour market economics and trends has become an increasingly important feature of the CIPD's services to members. The institute's chief economist (currently Mark Beatson) provides economic intelligence to members via CIPD publications and events and as its key spokesperson on labour market economic analysis and forecasting is involved in promoting the institute in the national and business media.[21][22]

Branches

The CIPD is represented at local level through its 52 branches in the United Kingdom, Republic of Ireland, Channel Islands, Isle of Man and Gibraltar. The branches provide learning and networking opportunities, events, information services, and membership and upgrading help for CIPD members and students.[9]

International activities

The CIPD runs a training programme for international HR practitioners and has links with European and World Federations of HR. The CIPD hosted the 2008 WFPMA World HR Congress.

Based in Dublin, CIPD Ireland has over 6,000 members spread in seven regional branches.

The Singapore Management University (SMU) has become the first university in Asia to offer a master's degree accredited by the Chartered Institute of Personnel and Development (CIPD). SMU joins prestigious universities such as the London School of Economics and Political Science (LSE) and King's College London to deliver the CIPD's premier level accredited qualifications.

The CIPD opened its first office in the Middle East in Dubai in 2016 to support its over 4,000 members in the region.[23]

Digital services

The CIPD website provides podcasts, an RSS news feed, blogs and a professional discussion forum.[24]

Commercial services

CIPD Enterprises Limited is the wholly owned subsidiary of the CIPD. Commercial services supplied by CIPD Enterprises include:

  • CIPD Publishing
  • CIPD Training
  • CIPD Events
  • People Management Jobs
  • CIPD Asia
  • CIPD Middle East

Publications and events

See also

References

  1. ^ Personnel Today Archived 2012-11-22 at the Wayback Machine "CIPD Appoints Peter Cheese as new chief executive" 16 May 2012
  2. ^ [1] Archived 2013-08-19 at the Wayback Machine CIPD What's New
  3. ^ a b c d Qualifying Associations IIs by Geoffrey Millerson, Accessed 09 February 2014
  4. ^ HRD Happy 100th anniversary CIPD, Accessed 09 February 2015
  5. ^
    ISBN 0-273-64399-1
    .
  6. ^ a b c d A potted history of work-related ideas and events CIPD June 1913 Archived 2015-02-09 at the Wayback Machine, Accessed 09 February 2015
  7. ^ Labour Management vs Welfare Work Alistair Evans PHd Thesis, University of West London, 2003, Retrieved 10 February 2015
  8. ^ Annual report. (1994-1999) London: Institute of Personnel and Development [and] Annual Report. (2000-2004/5) London Chartered Institute of Personnel and Development.
  9. ^ a b CIPD Report and Financial Statement June 2014, Accessed 09 February 2015
  10. ^ "CIPD Transforming Membership accessed:26.04.10". Archived from the original on 2010-03-23. Retrieved 20 January 2018.
  11. ^ CIPD Transforming Membership - New membership criteria accessed:26.04.10 Archived March 9, 2010, at the Wayback Machine
  12. ^ "Personnel Today - Associate membership will boost HR recognition Accessed: 26.04.10". Archived from the original on 25 February 2012. Retrieved 20 January 2018.
  13. ^ "Personnel Today - CIPD membership changes raises concerns Accessed 26.04.10". Archived from the original on 25 February 2012. Retrieved 20 January 2018.
  14. ^ "Personnel Today - Extra effort required if you want full CIPD membership Accessed 26.04.10". Archived from the original on 25 February 2012. Retrieved 20 January 2018.
  15. ^ "Understanding CIPD Levels 3, 5, 7 | HR Courses Online". Retrieved 2023-07-03.
  16. ^ Online, HRC. "The Benefits of Becoming a CIPD Member | HRC Online". HRC Online. Retrieved 2023-08-11.
  17. ^ a b "The Register of Regulated Qualifications: Chartered Institute of Personnel and Development details". register.ofqual.gov.uk. Retrieved 2018-11-20.
  18. ^ What's new from CIPD research CIPD, Accessed 10 February 2015
  19. ^ Dissecting the latest CIPD Labour Market Outlook report January 2014 Archived 2015-02-11 at the Wayback Machine, Accessed 10 February 2015
  20. ^ Business First August 2014 Archived February 10, 2015, at the Wayback Machine, Accessed 10 February 2014
  21. ^ "Press Releases - CIPD". CIPD. Retrieved 20 January 2018.
  22. ^ wage growth will struggle until 2016, says Chartered Institute of Personnel and Development City A.M., Accessed 10 Feb 2015
  23. ^ "Our history | CIPD Middle East". CIPD. Retrieved 2019-09-04.
  24. ^ "SMU is first Asian university to offer master's degree accredited by international professional HR body CIPD". smu.edu.sg. Retrieved 2018-11-20.
  25. ^ "People Management". haymarket.com. Retrieved 20 January 2018.
  26. ^ "HRM Guide" accessed 23.09.2009 Archived October 26, 2008, at the Wayback Machine
  27. ^ "Page Not Found". thetraininggateway.com. Archived from the original on 26 October 2017. Retrieved 20 January 2018. {{cite web}}: Cite uses generic title (help)

External links

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