Profession Map updates

After going through our evidence-based approach to reviewing the Profession Map, we concluded there were no changes necessary in this review cycle. 

In this review cycle we made changes to five areas of the Map.

People analytics standards

We updated this area of specialist knowledge to make it more practical and to better reflect changing terminology and the work that people do in this area. We fully reviewed and made changes to every standard in this area and changed the definition. Key changes included: 

• A greater focus on using data to generate business insight and support decision-making across the employee lifecycle.
• More practical standards on how to use analysis tools and data visualisations.
• Greater consideration of the responsible use of data, and data integrity. 
• Changes to language, such as ‘data science’ to reflect the broader approach to techniques such as data modelling.

Technology and people standards

We updated the standards in this area of core knowledge, which applies to all people professionals, to reflect the role of artificial intelligence (AI) in the people profession. We also took the opportunity to update a couple of other standards in this area to reflect the changing ways of working. Changes included: 

• Modifying some of the language to highlight the changing role of AI.
• Introducing a new standard focusing on how people professionals should use AI in a responsible way to support their work.
• Amending one standard to reflect the impact of technology on data privacy.
• Changing some language to create a greater emphasis on the worker experience.

Business acumen standards

With the greater emphasis on the role of AI in the profession and the tools that people professionals use, we updated the standard on ‘Supplier management’ in this area of core knowledge, to reflect the selection and management of responsible suppliers, and using suppliers who will fit your organisation’s principles and ways of working.

Resourcing standards

Based on feedback from the profession and a review of this specialist knowledge area, we made some minor changes to language for clarity, and to reflect current ways of working.

Talent management standards

Based on feedback from the profession and a review of this specialist knowledge area, we made some minor changes to language for clarity, and to reflect current ways of working.

After going through our evidence-based approach to reviewing the Profession Map, we concluded there were no changes necessary in this review cycle. 

Wellbeing

Wellbeing is an increasingly important part of all our roles. That’s why we already have wellbeing standards in our core knowledge and core behaviours.

We have now developed wellbeing specialist knowledge standards:

• to support you if you deliver and lead on wellbeing in your work
• to outline the knowledge you need to create a positive culture of wellbeing
• that recognise you often work with subject matter experts (such as health and safety teams or occupational health) on areas you are not expected to be a specialist in.

Employee experience

The definition of the employee experience specialist knowledge standards – and some of its detail – has been amended. 

This reflects the addition of the wellbeing specialist knowledge standards and removes any duplication.

Working inclusively

Creating psychologically safe environments is an important part of how our organisations treat people and how we build effective workplace cultures.

We have now included psychological safety in our working inclusively core behaviour standards:

• because creating a safe environment is something we all can and should do, whether for our teams, our colleagues or others in our organisations
• to show that working inclusively includes enabling people to feel safe to admit mistakes, share concerns, share their ideas and challenge ways of working.

Equality, diversity and inclusion (EDI)

We’ve updated the title of our Inclusion and Diversity standards to equality, diversity and inclusion specialist knowledge standards because

• to reflect the majority use of the term across organisations
• to describe the full, end outcome this work aims to achieve
• because the term ‘equality’ is enshrined in the Equality Act 2010.

This review cycle highlighted the need for changes in two areas.

OD&D specialist knowledge:

• clearer, broader standards with language more specific to OD&D practice
• more practical examples and application of theory
• new standards on OD&D models, operating models, structures and processes, and the use of self
• a Foundation level that’s more accessible and relevant.

Business acumen core knowledge:

• a new environmental sustainability standard now included
• clearer focus on how work practices support environmental sustainability and how the people profession can contribute changes to the standard on brand to remove any duplication. 

After going through our evidence-based approach to reviewing the Profession Map, we concluded there were no changes necessary in this review cycle. 

In this review cycle we revalidated the Profession Map as the international benchmark and strengthened its relevance and practical value for our growing community by:

• focusing throughout on flexible ways of working, with new standards and support about adapting people processes for hybrid and remote workforces
• focusing on wellbeing throughout to show how individuals and organisations have a shared responsibility to enable and maintain wellbeing
• shifting from ‘Digital working’ to ‘Technology and people’ to reframe the role of technology
• shifting from ‘Analytics and creating value’ to ‘Evidence-based practice’ to reframe the broad approach needed by people professionals
• consulting on and reviewing ‘Inclusion and diversity’ to reflect changes in work and society broadening ‘Employee relations’ in response to practical and research-based feedback.