IPD - a chartered institute for the next millenium?

Chartered status for the IPD
I like many other people will have received a short letter and booklet explaining the IPD’s final push to achieve chartered status for the Institute. This is a fantastic achievement for the people involved and I salute them. I am in favour of this move but there is an element in this proposal which I would like see some dialogue and exploration of.

There is a two-phase process to achieve charter status. Phase one involves the Institute achieving charter status. The second stage, once the Privy Council grants permission involves the then Chartered Institute of Personnel Development (CIPD) granting chartered status to ‘qualifying’ members. It is this ‘qualifying’ issue which concerns me.

Within the IPD booklet the following statement is made: ‘Later it (the institute) can apply for the right to confer individual chartered status on members who meet defined professional standards.’

I like many members of the Institute feel the existing defined professional standards discriminates against and prevents many highly professional and committed HR specialists, trainers and developers achieving corporate membership status.

One Example: People who are involved in the training and development of craft, trade or operational skills frequently work independently though not un-relatedly from their Personnel sections. There are appropriate logistical and business led reasons for this. To achieve corporate membership the current standards scheme requires these people to pursue qualifications and development inappropriate to their personal, professional and organisational needs. I appreciate that this is not true for every individual and every situation but it is true for large numbers of members.

So what is the alternative, not just for these people but all HR specialists faced by the same dilemma? Frankly at the moment there is none. We who are members of the IPD have decided that one size shall fit all. Regardless of your background, circumstances and working situat

One Response

TrainingZone says:

June 8, 1999 at 5:55 am

Chartered status for the IPD
I like many other people will have received a short letter and booklet explaining the IPD’s final push to achieve chartered status for the Institute. This is a fantastic achievement for the people involved and I salute them. I am in favour of this move but there is an element in this proposal which I would like see some dialogue and exploration of.

There is a two-phase process to achieve charter status. Phase one involves the Institute achieving charter status. The second stage, once the Privy Council grants permission involves the then Chartered Institute of Personnel Development (CIPD) granting chartered status to ‘qualifying’ members. It is this ‘qualifying’ issue which concerns me.

Within the IPD booklet the following statement is made: ‘Later it (the institute) can apply for the right to confer individual chartered status on members who meet defined professional standards.’

I like many members of the Institute feel the existing defined professional standards discriminates against and prevents many highly professional and committed HR specialists, trainers and developers achieving corporate membership status.

One Example: People who are involved in the training and development of craft, trade or operational skills frequently work independently though not un-relatedly from their Personnel sections. There are appropriate logistical and business led reasons for this. To achieve corporate membership the current standards scheme requires these people to pursue qualifications and development inappropriate to their personal, professional and organisational needs. I appreciate that this is not true for every individual and every situation but it is true for large numbers of members.

So what is the alternative, not just for these people but all HR specialists faced by the same dilemma? Frankly at the moment there is none. We who are members of the IPD have decided that one size shall fit all. Regardless of your background, circumstances and working situat