Sample questions for Chartered Member - CIPD
Sample questions for Chartered Member - CIPD
Sample questions for Chartered Member - CIPD
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<strong>Sample</strong> <strong>questions</strong> <strong>for</strong> <strong>Chartered</strong> <strong>Member</strong><br />
Entry to this level of professional membership is based on<br />
you showing how you have successfully put your<br />
knowledge of HR (whether generalist or in a specialist area)<br />
into practice in the workplace to make a significant impact<br />
on the per<strong>for</strong>mance, plans or capability of the organisation.<br />
The Impact Report asks <strong>for</strong> examples and evidence that<br />
show us how you have done this. We may contact you<br />
or your line manager/colleague <strong>for</strong> more detailed<br />
in<strong>for</strong>mation or <strong>for</strong> clarification about your examples.<br />
To demonstrate behaviours you will see below a series of<br />
statements based on the Behaviour Criteria <strong>for</strong> <strong>Chartered</strong><br />
<strong>Member</strong>ship. You are asked to provide examples from<br />
your work that show how you meet the criteria. You will<br />
also find a ‘colleague’ version of the questionnaire<br />
(Workplace Questionnaire) to send to a suggested group<br />
of your line manager and one colleague as appropriate.<br />
Please refer to the <strong>Chartered</strong> <strong>Member</strong> criteria <strong>for</strong><br />
more in<strong>for</strong>mation. We also list below the <strong>questions</strong><br />
and statements that you will need to answer in your<br />
application. You will do this by completing online<br />
questionnaires – so please do not submit your answers to<br />
these <strong>questions</strong> separately.<br />
Impact Report <strong>for</strong> Activities Assessment<br />
My career background<br />
Tell us about your HR role and current/previous<br />
experience, focusing on your achievements and areas of<br />
expertise and skill. You should include:<br />
• how long you have worked in HR<br />
• examples of the role/s you have held, with a<br />
description of your main responsibilities<br />
• any area of specialism or area of expertise (<strong>for</strong><br />
example, do you work mainly in recruitment, or<br />
learning and development)<br />
• any achievements in your most recent role/s<br />
• reflections on how your CPD has added value<br />
• examples of your everyday work: projects you have or<br />
are working on, activities you are responsible <strong>for</strong>, your<br />
relationship with line managers, advice you give on HR<br />
policies and practices and so on<br />
• include a couple of brief examples of your work/projects<br />
that show how you have added value and/or improved<br />
the organisation’s per<strong>for</strong>mance, plans or capability.<br />
Implementing and evaluating HR improvement or<br />
innovation<br />
A suitable example could be the implementation of a revised<br />
HR policy, practice or plan. It does not need to be a largescale<br />
change project, although it could be. But it should be<br />
one where you took a leading or major supporting role in<br />
the implementation and subsequent evaluation.<br />
Background to my example project/work<br />
Include the following areas in your introduction:<br />
• key objectives <strong>for</strong> the project/work<br />
• why the change/improvement was necessary/required<br />
• what was your role in implementation and when did<br />
it take place<br />
What measures <strong>for</strong> success did you put in place at the<br />
outset of the project/work<br />
How I implemented and evaluated HR<br />
improvement/innovation<br />
• Review how effectively you used tools and techniques<br />
(<strong>for</strong> example, project management tools) and your<br />
skills to assist in the implementation of the project.<br />
• What worked well and why What would you do<br />
differently next time, and why<br />
• Critically assess how/whether the outcomes of<br />
the project have improved and added value to the<br />
organisation. Take into account organisational and<br />
individual per<strong>for</strong>mance, and capability improvement.<br />
• Please provide objective examples to support<br />
your evaluation of success, such as cost saving,<br />
improvements to key per<strong>for</strong>mance indicators and/or<br />
required levels of service.<br />
How I advised, influenced and coached colleagues<br />
and managers<br />
• Explain how you built and maintained relationships<br />
with stakeholders during the project, showing how<br />
your ef<strong>for</strong>t invested in influencing and relationshipbuilding<br />
impacted on success.<br />
• Give examples of how, as a result of your guidance,<br />
coaching, training or consultancy support during the<br />
project, managers or other stakeholders were better<br />
equipped to do any of the following:<br />
– apply appropriate HR solutions<br />
– manage HR issues and change within their<br />
teams and span of control.<br />
SAMPLE QUESTIONS FOR CHARTERED MEMBER 1
Who can support your examples<br />
• You will also need confirmation from two key<br />
individuals to support the Impact Report. The people<br />
whose names you put <strong>for</strong>ward should be able to<br />
comment in an in<strong>for</strong>med way about your role in the<br />
project and the impact you had, <strong>for</strong> example, your line<br />
manager, your client, the project sponsor, and other<br />
key stakeholders such as senior managers or internal<br />
and external customers.<br />
Behaviour assessment<br />
You will need to provide examples against the following<br />
list of statements based on the Behaviour Criteria <strong>for</strong><br />
<strong>Chartered</strong> <strong>Member</strong>.<br />
CURIOUS<br />
That you:<br />
• keep up to date with developments, ideas and trends<br />
in HR, the organisation and its sector<br />
• seek and reflect on feedback of your per<strong>for</strong>mance and<br />
impact<br />
• use in<strong>for</strong>mation from research and feedback to in<strong>for</strong>m<br />
HR plans and personal CPD plans.<br />
DECISIVE THINKER<br />
That you:<br />
• select appropriate techniques and tools to gather<br />
in<strong>for</strong>mation, analyse it and critically evaluate its<br />
importance and relevance<br />
• compare and contrast in<strong>for</strong>mation, patterns and<br />
trends to in<strong>for</strong>m your judgement when making<br />
decisions or recommendations <strong>for</strong> HR change,<br />
improvement or action.<br />
SKILLED INFLUENCER<br />
That you:<br />
• secure the necessary commitment and support from<br />
a range of stakeholders by tailoring the approach and<br />
tone of any interaction<br />
• build shared ownership and increased commitment to<br />
HR issues by giving responsibility and recognition to<br />
colleagues and/or team members.<br />
DRIVEN TO DELIVER<br />
That you:<br />
• lead delivery of HR projects and/or activities, setting<br />
clear milestones and outcomes, balancing competing<br />
priorities, monitoring progress and resolving any issues<br />
as they arise<br />
• keep working with commitment and enthusiasm, even<br />
in the face of difficulties.<br />
COLLABORATIVE<br />
That you:<br />
• build mutually beneficial relationships inside and<br />
outside the organisation you work <strong>for</strong> or with<br />
• build a sense of team spirit, shared ownership and<br />
common purpose<br />
• manage disputes to reach a positive solution.<br />
PERSONALLY CREDIBLE<br />
That you:<br />
• use your technical HR expertise and experience,<br />
objectively and with integrity, to build a track record<br />
of reliable, trustworthy and dependable HR support,<br />
guidance and delivery<br />
• take responsibility <strong>for</strong> your actions and decisions, even<br />
when facing criticism or opposition<br />
• show insight and the ability to see a problem from a<br />
different angle.<br />
COURAGE TO CHALLENGE<br />
That you:<br />
• work with other people who are involved in or<br />
affected by a situation to develop a shared solution<br />
• <strong>for</strong>m a view rather than sitting on the fence, and cut<br />
through unnecessary processes or discussion to focus<br />
on the point<br />
• show the courage, confidence and calmness needed<br />
to speak up or challenge others appropriately.<br />
ROLE MODEL<br />
That you:<br />
• consistently lead with integrity, operating within the<br />
organisation’s conventions, values, rules and norms<br />
• remain composed and objective under the pressure<br />
of competing or changing priorities, helping to keep<br />
others motivated, calm and focused<br />
• act as a role model <strong>for</strong> continuous learning, showing<br />
interest in new ideas and opportunities and giving<br />
<strong>for</strong>mal and in<strong>for</strong>mal development support to peers<br />
and HR colleagues.<br />
Issued: July 2010 Reference: 5277 © <strong>Chartered</strong> Institute of Personnel and Development 2010<br />
SAMPLE QUESTIONS FOR CHARTERED MEMBER 2