| Chartered Institute Of Personnel And Development |
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The Chartered Institute of Personnel and Development (CIPD) is the leading professional body for those involved in the field of Personnel , Training and Development . Membership of the CIPD is highly respected and widely accepted by employers as a requirement of practice. PREVIOUS NAMES AND HISTORY The organization has had many different names during its history.
RESEARCH Every year the CIPD commmisions research reports and surveys which affect and have relevance to HRM. Research Reports
Surveys
MEMBER SERVICES OFFERED The CIPD currently has over 128,000 members who get access to a comprehensive range of member benefits and services, which include:
MEMBERSHIP GRADES Although membership of the organisation is not a pre-requisite for entering the field of HR, a CIPD accredited qualification is becoming more important to many employers, who will often only consider applications for HR positions from those with membership. There are several grades of membership. The grade of an individual member depends on whether they have met the professional standards and on their level of HR management experience. Members must also pay an annual subscription in order to maintain their membership. There is a distinction made between ' Chartered ' grades and 'non-chartered' grades. The Non-chartered grades are:
The Chartered grades are:
In order to gain membership above Associate level an individual must complete a course of study and be examined on the professional standards. This can be completed as a full or part-time student, or by Distance Learning . The courses cover general business concepts as well as HR issues. The CIPD issues a fortnightly magazine, People Management, to all members, and hosts an annual conference in Harrogate each October. Members also have access to extensive information via the CIPD's website and receive membership of a local branch who organise networking events based around specific HR topics. CONTINUING PROFESSIONAL DEVELOPMENT Continuing Professional Development records need to reflect a range of your learning and development over the last 12 months. Anything can count as evidence as long as you show that the individual has learnt something from it. The CIPD recommends that individuals engaed in CPD activitry concentrate on the activities that have made the most impact on them and their role. There are no rules about the amount of evidence that is provided, but it should clearly demonstrate how the individual has developed and what they are now able to contribute that they couldn't 12 months ago. | ||||||||||
| To Assist Those With An H-level Qualification (a UK First Degree Or Equivalent) Which Is Not In A Business Or Social Sciences Or Relevant Arts Subject, Who Have Not Therefore Been Exposed To The Expectations Of H-level Study Outputs In The Social Sciences, To Make The Transition To Study A Social Sciences Subject At M Level | "http://wwwcipdcouk/NR/rdonlyres/CCE26FB7-30EF-42BB-BB7C-F9BEBD5F7949/0/03CertinBusinesspdf" class="copylinks" target="_blank">CIPD Website accessed 02/03/2007 |
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| The Standards For These Qualifications Are In Line With CIPD Professional Standards | "http://wwwcipdcouk/mandq/routes/educate/vq/nvq/persnl" class="copylinks" target="_blank">CIPD website accessed 02/03/2007 |
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