On 1st July the Institute of Personnel and Development became the Chartered Institute of Personnel and Development (CIPD), the first body to be granted chartered status this century. To mark the change, the CIPD has relaunched its website.
Sir Geoffrey Holland, President of the CIPD, said, “This is a great day for all our 100,000 plus members. Gaining chartered status is a recognition of their professionalism, distinct body of knowledge and competence.”
Geoff Armstrong, Director General of the CIPD, states, “Gaining chartered status has meant recognition at the highest level of the standing and status of the IPD and its members. It provides a unique platform for the CIPD to develop its key messages to the widest range of audiences. The CIPD is committed to being the best and best value professional institute for its members and the benchmark to which others aspire. It is committed to improving the quality of life through helping its members do their jobs better. And it is committed to working closely with Governments at a national and European level to help establish the conditions for the economy to grow and thrive.”
He continues, “People management and development professionals must take the lead as strategic business partners. The profession must grab the opportunities presented by the knowledge economy. It means being the eyes and ears of the customer inside the organisation, constantly translating into action what will delight customers. It means listening to people and building cultures that respect their diverse needs and contributions, not just treating them as disposable resources. In this new century, where the key to success lies in creating cultures that attract and retain talented people, it is the people profession that will design the architecture and build the practices which deliver the necessary capacities and behaviour.”
Armstrong adds, “It is now clear that it is people who make the difference. Without doubt the world of work has become more turbulent. Managing risk and uncertainty is a primary task for organisations and individuals. Taking advantage of uncertainty, looking for opportunities to ‘wrong foot’ competitors by transforming again and again the way things are done, is central to business strategy. That requires capacities that go far beyond traditional approaches to managing and developing people. ‘Can do’ people at all levels are essential. But so are supportive organisational learning and development cultures which need to be led and managed.”
The CIPD has also used the occasion to give an interview for the first ever HRZone Newswire which will be issued later this week.
