Learning methods may be defined as any interventions that are deliberately undertaken to assist the process of learning at individual, team or organisational level. This introductory guidance covers types of workplace-based and off-site learning methods, and how appropriate methods should be chosen. Includes the CIPD viewpoint.
Introductory guidance on the performance management process, how it works and outlining the tools it uses. Includes the CIPD viewpoint.
Introductory guidance covering PESTLE analysis, its development as a strategic diagnostic tool, the process, possible applications and the link with SWOT.
Introductory guidance covering the legal principles in the transfer of an undertaking and outlining how to manage a TUPE situation.
Introductory guidance on performance appraisal, its contribution to the performance management process, and the skills needed for it to be successful. Includes the CIPD viewpoint.
Introductory guidance covering what employee engagement is and why organisations are interested in it. Looks at creating an engaged workforce and the outcomes. Includes the CIPD viewpoint.
Introductory guidance on employee turnover levels, measuring them and the cost. Explores why people leave and advises on developing employee retention strategies. Includes the CIPD viewpoint.
Introductory guidance on coaching and mentoring covering coaching culture, delivery and supervision, and HR's role. Includes the CIPD viewpoint.
Introductory guidance covering the purpose of employee induction, setting up and running an induction programme and a suggested checklist. Includes the CIPD viewpoint.
Introductory guidance defining ‘talent’ and ‘talent management’, exploring the changing context and business case, features of a talent management strategy and implementation. Includes the CIPD viewpoint.
Introductory guidance covering the main stages in the recruitment process. Includes the CIPD viewpoint.
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