Sample questions for Chartered Member - CIPD

Sample questions for Chartered Member
Entry to this level of professional membership is based on
you showing how you have successfully put your
knowledge of HR (whether generalist or in a specialist area)
into practice in the workplace to make a significant impact
on the performance, plans or capability of the organisation.
The Impact Report asks for examples and evidence that
show us how you have done this. We may contact you
or your line manager/colleague for more detailed
information or for clarification about your examples.
To demonstrate behaviours you will see below a series of
statements based on the Behaviour Criteria for Chartered
Membership. You are asked to provide examples from
your work that show how you meet the criteria. You will
also find a ‘colleague’ version of the questionnaire
(Workplace Questionnaire) to send to a suggested group
of your line manager and one colleague as appropriate.
Please refer to the Chartered Member criteria for
more information. We also list below the questions
and statements that you will need to answer in your
application. You will do this by completing online
questionnaires – so please do not submit your answers to
these questions separately.
Impact Report for Activities Assessment
My career background
Tell us about your HR role and current/previous
experience, focusing on your achievements and areas of
expertise and skill. You should include:
• how long you have worked in HR
• examples of the role/s you have held, with a
description of your main responsibilities
• any area of specialism or area of expertise (for
example, do you work mainly in recruitment, or
learning and development)
• any achievements in your most recent role/s
• reflections on how your CPD has added value
• examples of your everyday work: projects you have or
are working on, activities you are responsible for, your
relationship with line managers, advice you give on HR
policies and practices and so on
• include a couple of brief examples of your work/projects
that show how you have added value and/or improved
the organisation’s performance, plans or capability.
Implementing and evaluating HR improvement or
innovation
A suitable example could be the implementation of a revised
HR policy, practice or plan. It does not need to be a largescale
change project, although it could be. But it should be
one where you took a leading or major supporting role in
the implementation and subsequent evaluation.
Background to my example project/work
Include the following areas in your introduction:
• key objectives for the project/work
• why the change/improvement was necessary/required
• what was your role in implementation and when did
it take place
What measures for success did you put in place at the
outset of the project/work
How I implemented and evaluated HR
improvement/innovation
• Review how effectively you used tools and techniques
(for example, project management tools) and your
skills to assist in the implementation of the project.
• What worked well and why What would you do
differently next time, and why
• Critically assess how/whether the outcomes of
the project have improved and added value to the
organisation. Take into account organisational and
individual performance, and capability improvement.
• Please provide objective examples to support
your evaluation of success, such as cost saving,
improvements to key performance indicators and/or
required levels of service.
How I advised, influenced and coached colleagues
and managers
• Explain how you built and maintained relationships
with stakeholders during the project, showing how
your effort invested in influencing and relationshipbuilding
impacted on success.
• Give examples of how, as a result of your guidance,
coaching, training or consultancy support during the
project, managers or other stakeholders were better
equipped to do any of the following:
– apply appropriate HR solutions
– manage HR issues and change within their
teams and span of control.
SAMPLE QUESTIONS FOR CHARTERED MEMBER 1

Who can support your examples
• You will also need confirmation from two key
individuals to support the Impact Report. The people
whose names you put forward should be able to
comment in an informed way about your role in the
project and the impact you had, for example, your line
manager, your client, the project sponsor, and other
key stakeholders such as senior managers or internal
and external customers.
Behaviour assessment
You will need to provide examples against the following
list of statements based on the Behaviour Criteria for
Chartered Member.
CURIOUS
That you:
• keep up to date with developments, ideas and trends
in HR, the organisation and its sector
• seek and reflect on feedback of your performance and
impact
• use information from research and feedback to inform
HR plans and personal CPD plans.
DECISIVE THINKER
That you:
• select appropriate techniques and tools to gather
information, analyse it and critically evaluate its
importance and relevance
• compare and contrast information, patterns and
trends to inform your judgement when making
decisions or recommendations for HR change,
improvement or action.
SKILLED INFLUENCER
That you:
• secure the necessary commitment and support from
a range of stakeholders by tailoring the approach and
tone of any interaction
• build shared ownership and increased commitment to
HR issues by giving responsibility and recognition to
colleagues and/or team members.
DRIVEN TO DELIVER
That you:
• lead delivery of HR projects and/or activities, setting
clear milestones and outcomes, balancing competing
priorities, monitoring progress and resolving any issues
as they arise
• keep working with commitment and enthusiasm, even
in the face of difficulties.
COLLABORATIVE
That you:
• build mutually beneficial relationships inside and
outside the organisation you work for or with
• build a sense of team spirit, shared ownership and
common purpose
• manage disputes to reach a positive solution.
PERSONALLY CREDIBLE
That you:
• use your technical HR expertise and experience,
objectively and with integrity, to build a track record
of reliable, trustworthy and dependable HR support,
guidance and delivery
• take responsibility for your actions and decisions, even
when facing criticism or opposition
• show insight and the ability to see a problem from a
different angle.
COURAGE TO CHALLENGE
That you:
• work with other people who are involved in or
affected by a situation to develop a shared solution
• form a view rather than sitting on the fence, and cut
through unnecessary processes or discussion to focus
on the point
• show the courage, confidence and calmness needed
to speak up or challenge others appropriately.
ROLE MODEL
That you:
• consistently lead with integrity, operating within the
organisation’s conventions, values, rules and norms
• remain composed and objective under the pressure
of competing or changing priorities, helping to keep
others motivated, calm and focused
• act as a role model for continuous learning, showing
interest in new ideas and opportunities and giving
formal and informal development support to peers
and HR colleagues.
Issued: July 2010 Reference: 5277 © Chartered Institute of Personnel and Development 2010
SAMPLE QUESTIONS FOR CHARTERED MEMBER 2