Introductory guidance covering costs and total spend on learning and development activities and the issues involved in benchmarking. Includes the CIPD viewpoint.
Introductory guidance on competence and its use in HR. Outlines the basic principles and application of competency frameworks. Includes the CIPD viewpoint.
Introductory guidance covering strategic HRM and how it differs from HR strategy, its relationship with business strategy and human capital management, and the impact of strategic HRM on business performance. Includes the CIPD viewpoint.
Introductory guidance covering the most important maternity rights, paternity rights and rights for those who adopt a child, with guidance for employers. Includes the CIPD viewpoint.
Introductory guidance covering definitions and a brief history of organisation development. Discusses the link between OD and human resource management. Includes the CIPD viewpoint.
Introductory guidance covering wrongful, unfair and constructive dismissal, including automatically unfair reasons and how fairness is judged. Also covers the qualifying conditions for bringing claims, and compensation. Includes the CIPD viewpoint.
An introduction to the Bribery Act 2010 which came into force on 1 July 2011. It summarises the offences and guiding principles of the law and suggests actions that organisations should take.
Outlines the development of the human resource management - HRM, human resource development - HRD, and the CIPD from the early 20th century to the present day. Gives our view of HR and the CIPD today.
Introductory guidance examining what learning and talent development is and why it's important. Considers where to start, how to plan for learning to take place, which methods to use and evaluation.
Introductory guidance covering market rates and job evaluation in relation to pay. Outlines various sources of pay data. Considers choosing and implementing job evaluation schemes. Includes the CIPD viewpoint.
Introductory guidance defining ‘human capital’ and considering its relationship with other forms of capital. Looks at human capital data, measures and reporting and includes the CIPD viewpoint.
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