When I started my study journey all those years ago, I had no idea how much choice there would be when it came to CIPD qualifications. If you are thinking of starting your journey, or not sure on the next steps, then this post may help clear up the confusion that often comes when trying to decide your next development move.
If you are looking for a long and successful career within HR, then a CIPD qualification is an essential part of your CV, as some organisations seek them as a requirement for some roles, and with competition for HR positions increasing, employers like to see a candidate who is ambitious and motivated, especially one who shows initiative to develop their skills independently.
But with so many options, how do you possibly choose the right option for you? Having almost finished my qualifications, I wanted to share my experience to help others decide what CIPD qualification is the right route for them.
Last Saturday, I had the pleasure of speaking at this years’ CIPD Student Conference at Aston University in Birmingham, where the theme was “develop yourself, develop your HR career”.
The day was incredibly inspiring and it was fantastic to see so many people from all different career backgrounds, getting excited about the future of their careers.
The day was full of fantastic speakers, Ian Turner from Specsavers gave an overview on his career but also why HR should focus upon culture, this was supported by a staggering figure that 68% of employees do not feel that their business is actively supporting a positive culture. This is an opportunity for HR to really add value where it really matters.
This week’s HR Hour was all about the gender pay gap and how can HR effectively “fix” it?
It’s no secret that women are paid less than men, even when roles are consistent and irrespective of pay or skill level, the gap remains obvious. It’s important to highlight that Gender Pay Gap reporting is not just about equal pay as suggested; it presents a complex and challenging problem in which organisation figureheads shrug their shoulders and say “well how do we get around this then?”. In some cases has only emphasised the historical hurdles women have had to overcome in order to be seen equally.
Whilst Gender Pay Gap reporting is designed to highlight the difference in pay; is there anything actually being done to close the gap?
This weeks’ HR Hour on Twitter was certainly an interesting one!
The first question this week was “we often hear ‘people are our most important asset’ and similar statements. But is that essence really true in todays workplace?”. As you can imagine, this caused quite a discussion.
People should be the most important asset but it often gets forgotten, it is usually centred around the objectives/results with little regard on how they are achieved. A lot of people agreed with this, but the general consensus was that we generally need to be better with people related stuff.
@CIProjectsUK said “Organisations that live & breathe this ethos are the ones striving in today’s world – it’s all about people! You can launch whatever marketing campaign, implement whatever “efficient” process or introduce a shiny system – but without happy & valued people you have nothing”.
It is easy to state that employees are a company’s greatest asset but we have all witnessed, and continue to witness companies that claim to have their people at the heart of their business, but in reality do not actually treat their employees well. To actually practice what you preach, is easier said than done.
After an incredible start to this years’ Six Nations this weekend, I thought that this month’s read was incredibly apt, given that it is all about what the New Zealand All Blacks team can teach us about leadership and sustaining success.
This unique and inspiring book was recommended to me at the CIPD MAP conference last year by Matthew Crawford who spoke at the conference about the future of work from an educational (and children’s!) perspective.
This book will suit everyone, for those looking for a “how to” approach, techniques for professional standards, and practical lessons for effective leadership. It also encourages the development of leadership qualities such as accountability and ownership.