What knowledge and behaviours will you need to put our professional principles into practice?

The CIPD has worked with a wide range of people to define principles; those principles are a set of fundamental beliefs which, in any situation, will help make good decisions when there are no obvious solutions, rules or precedents to guide us. They represent who we are, what we stand for, our aims and our identity as a profession. So tell us – what knowledge and behaviours would help you to put them into practice? Here are some examples for inspiration – is there anything you’d add? Or take away? Let us know – we’d love to hear from you.


This post is part of our ongoing research and discussion about our new Professional Standards Framework. We are passionate that a diverse range of people are able to get involved, have their say, and help us shape the framework through their feedback, ideas and suggestions. 

  • That attachment has resizes itself somewhat! Here are the knowledge and behaviour examples in a more readable format!

    Knowledge examples:

    • I know my organisation’s business model
    • I know the core people practices I need to design and deliver
    • I know how key trends will affect the future of work
    • I know how and why individuals work and behave within the organisation
    • I know the theory behind building diverse and inclusive environments
    • I know how to navigate politics, culture and norms within my organisation
    • I know what my strengths and development areas are
    • I know how to behave and conduct myself in an ethical manner
    • I know how to generate insight and impact through evidence and data

    Behaviour examples:

    • I am innovative when designing work
    • I am aware of the broader context
    • I am creative when solving problems
    • I am supportive and listen to others
    • I am adaptable to different contexts
    • I am influential within my network
    • I am focused on continuous learning
    • I am credible and trustworthy
    • I am ethical in my decision making
  • Kay

    | 3 Posts

    Chartered Member

    20 Jun, 2017 14:44

    In reply to Lizzie O'Brien:

    I love these and I really like the focus on evidence as well as outward looking across the profession. I'm doing an Masters in Occupational Psychology at the moment and the one focus there that is less explicit here is the notion of reflective practice, so as well as continuously learning is it also about reflecting on that learning in a structured way to improve practice?
  • Ray

    | 2813 Posts

    Chartered Member

    20 Jun, 2017 15:07

    In reply to Lizzie O'Brien:

    HI Lizzie - it looks like a great starting point. One quick reaction on the "I know" block....

    Knowing is great, because until you've got there you are "stuck" without a knowledge framework. Knowing how to use that knowledge and also how to demonstrate that it is being used or observe that it is being used is - to me - probably even more important when it comes to "putting things into practice". This second part of the equation is a massive piece of work, but IMHO is absolutely indispensable if you want to give signposts on what is expected from someone with professional skills.

    Over the last 3 years I have worked with other senior professionals in France to build up a framework of knowledge, know-how-to-do (observable behaviours), and know-how-to be (interactive behaviours) in the field of international compensation & benefits. Other colleagues have focused on other international HR speciality areas, but we have constructed a common reference frame in many areas. This knowledge/competency/behaviour framework is now being deployed via training programmes leading to professional certification of the technical knowledge and know-how-to do in these different areas. Getting the training recognised as valid for professional cortication was a major challenge (but that's another story). Ultimately, the most difficult and probably most important part of all this was identifying how to clearly test and observe the application of technical knowledge in a real working context.to a professionally acceptable level....

    Good luck with this fantastic project


  • In reply to Kay:

    Hi Kay,

    Thanks for taking the time to read through and feed back to us. I think you make some really interesting points, which I will be sending back to the team for consideration!

  • In reply to Ray:

    Hi Ray,

    I think it's really interesting how you separated your behaviours into observable and interactive - and I'll feed your approach back to the team. We've been reflecting on how we can include situational judgement within the framework more visibly - which speaks to your idea that it's not just about what you know, but how you apply it.

    Thanks so much for taking the time to respond to this post!

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