Client need

To craft a highly pragmatic skills dictionary which

updates the 2006 version and resonates with the real-life
experiences and aspirations of the entire HR team.
What happened next
Unilever gathered external perspectives from the CIPD,
other HR professional bodies, executive search companies
and the RBL Institute to stimulate their thinking.
We initially chose the CIPD as our partner for this project
as the CIPD HR Profession Map was the external tool
which resonated most closely with us.
Julie Hudtohan Global HR for HR Director, Unilever
Working together, CIPD consultants and Unilever used the
Insight Strategy and Solutions element of the Map, plus
internal and external research and expertise to create an
over-arching global HR skills dictionary. The dictionary is
dened across seven skills and four skill levels, and is the
equivalent of a functional competence framework.
During the creation process we benefted from the CIPDs
multi-industry perspective. They were our thinking
partners, stimulating debate and philosophising with us
about how the skills would work in practice.
Julie Hudtohan Global HR for HR Director, Unilever
The project team ran focus groups, spoke with
stakeholders and worked with key contacts to ensure the
language was right for Unilever. Twenty four job proles
were also created to develop a consistent view of delivery
expectations across the function in both global and
regional roles. The job descriptions are directly linked into
the language of the skills dictionary.
Prior to launch, the skills dictionary was socialised with the
top 35 leaders of the HR leadership team and revised to
incorporate their feedback. The dictionary has now been
launched as part of a global career portal.
Prior to this project, our perspective of the CIPD was that
they were largely academic. However, the consultants that
worked with us demonstrated real industry perspective
and the expertise that we would expect from a world-
class consultancy.
Julie Hudtohan Global HR for HR Director, Unilever
The results
HR professionals within Unilever describe the skills
dictionary as a highly pragmatic and useful tool which
speaks to their day-to-day experiences of what a skill looks
like in practice. The dictionary has created a common
shared language. There is also transparency regarding
job proles and what it takes to get to the next level.
Individuals are empowered to own their careers and make
informed choices about career development.
We feel confdent that together with the CIPD, we have
developed something our people can really use. Our people
say that it paints a picture of the landscape within which
they operate and provides the skills that you need to do
really well.
Julie Hudtohan Global HR for HR Director, Unilever
Refreshing the global HR skills dictionary to support the CHRO, Doug Baillies HR
ambition of one team is a top ten priority for Unilever HR. After reviewing stimulus
from a range of external organisations, Unilever chose the CIPD as their partner
of choice to deliver on this initiative. The resulting skills dictionary encompasses
the best of internal and external thinking and reects the day-to-day practices
of the international HR team. It forms part of a global career portal and supports
development and career discussions.
CAS E
STUDY
Example: Insights, Strategy and Solutions
This skill is
about
Deep understanding of the business and
unique insights. Driving business performance
through innovative HR strategy and solutions.
My skill level
Basic
appreciation
Understands how the organisation really
works and how it delivers value to its
customers.
Working
knowledge
Uses data to generate insight to suggest
alternative paths of action.
Fully
operational
Leads and inuences organisational change
across a business unit.
Advanced Builds agility and innovation through HR
strategies that are responsive to emerging
or anticipated business challenges.
Examples of skill in action (What will I be doing?)
Examples of successful outcomes (Real-life examples outlining
the results of successful skill execution).