Central to the offerings to members is CIPD research into major people management and development issues. This enables HR professionals to apply the latest thinking in their organisations.
Based on insights from the research are practical tools that explore real work scenarios, to transform thoughts into positive action.
Containing checklists, diagnostics and frameworks, the tools can help you review, plan and implement change.The tools are available to CIPD members only The use of these tools is governed by the following Terms and conditions, in particular, Copyright (see section 4) and Liability (see section 5)
A-Z of practical tools
Absence management
Produced jointly with ACAS and the Health and Safety Executive, this tool is available to members and non-members. It offers a set of four practical tools to help you assess whether you have an absence problem, how to develop an absence strategy, and how to deal with short- and long-term absence.
Aligning learning to strategic priorities: a CIPD online practical tool
An interactive tool for those involved with learning, training and development who want to ensure the alignment of their activities with organisational priorities.
Approaches to change: key issues and challenges
A tool to help you plan, manage and implement change more effectively.
Bonus and incentive plans: a development guide
Assistance with deciding on the most appropriate bonus or incentive scheme to introduce.
Building and maintaining added value partnerships with recruitment agencies: a tool for HR professionals
Building and maintaining added value partnerships with HR professionals: a tool for recruitment agencies
A pair of complementary practical tools - one aimed at HR professionals and one at recruitment agencies. Each tool uses practical instruments to help the respective party recognise what creates and drives forward successful partnerships.
Career discussions at work: practical tips for HR, managers and employees
This tool is available to members and non-members as it is based on research from the National Institute for Careers Education and Counselling (NICEC). It provides HR, managers and employees with the necessary skills to have effective conversations to develop everyone's potential.
Changing role of the trainer: building a learning culture in your organisation
Practical help for learning and training professionals for assessing their organisation's progress towards a learning culture and for adapting their training delivery to the needs of their learners.
Developing managers for business performance: managing the return on your investment in management development
Offers a strategic management process for identifying and evaluating the business benefits of management development. Aimed at those responsible for reviewing their management development strategy, or leading change management.
E-learning: an implementation framework
Provides an introduction to the issues, and frameworks for, assessing the readiness of e-learning for different stakeholder groups. Aimed at training mangers, and others planning the introduction of e-learning.
Employer branding: your online companion to the journey
For those involved in the process of developing or implementing an employer brand, this tool aims to provide something of value at every stage of the process.
Ex-offenders: a good-practice framework for their employment
Identifies the legal and management issues facing organisations. Aimed at those wishing to raise awareness for the business case for employing ex-offenders, and those with general responsibility for recruitment and selection.
Flexible working: roles and responsibilities
Provides a practical framework against which practitioners can consider the roles of individuals, teams, managers and HR in flexible working. Includes examples from organisations featured in CIPD research
Helping people learn IT systems
An interactive tool to help you look in detail at issues that may be important in organising systems learning. It includes instruments to help you assess your situation and adopt appropriate learning strategies.
How to build your own business case for diversity and inclusion
A practical tool you can use to ensure your organisation gains all the benefits of a twenty-first-century workforce. It will help you understand the complex nature of diversity and how good diversity practice can be aligned with business goals.
Human capital management: introducing and operating human capital management processes
A practical tool which will enable managers to support their organisations in developing people-orientated performance measures that can both inform and measure progress against business strategy.
HR strategy: creating the framework for successful people management
Introduces the main building blocks in developing an HR strategy. Aimed at students, or those developing one for the first time.
International organisations: assessing the effectiveness of their HR function
Offers a starting point for reviewing the corporate HR function in an international business. Aimed at those analysing the capability of the HR function across international teams, or those setting up an HR function overseas for the first time.
Learning and the line: assessing and enhancing the role and contribution of line managers in learning, training and development
Practical instruments, action planning tools and case studies focussing on helping line managers to support, accelerate and direct learning in the organisation.
Managing external coaches: practical tips for HR
Designed to help HR professionals take practical steps to proactively manage the use of external coaching in their organisations.
Managing the psychological contract: taking the temperature
Introduces the basics for conducting employee attitudes/culture surveys, with some example questions and benchmarking data. Aimed at students, and those looking to develop an employee attitudes/culture survey for the first time.
Mergers and acquisitions: preparing HR’s contribution to success
Provides a framework of management questions for assessing the readiness of the organisation for a merger or acquisition activity. Aimed at those in the early stages of developing a merger or acquisition strategy.
Occupational pension scheme: a diagnostic review
Provides the basics required to play an effective role in reviewing an organisation's occupational pensions arrangements. Aimed at those new to pensions, or looking to build awareness of pension issues within the organisation.
Outsourcing human resources: a framework for decisions
Based on CIPD research on the options and implications for using outsourcing to improve HR delivery. The tool aims to help practitioners think through some of the issues involved so that they can plan and prepare appropriately.
People and performance: designing the HR processes for maximum performance delivery
Comprises a range of diagnostic instruments which can be applied to assess the relevance and effectiveness of current people management policies and practices.
Reward and diversity: a good-practice guide to recognising diversity through reward
The purpose of this tool is to encourage you to think more broadly about the relationship between reward and diversity and to show you how diversity principles and objectives can be integrated into reward.
Reward strategy: how to develop a reward strategy
Outlines a strategic framework for reviewing, developing and delivering a reward strategy. Aimed at those who have responsibility for managing reward, or general HR professionals facing challenges in rewards.
Tackling bullying at work: a good-practice framework
Practical tool to help managers develop a positive climate at work and identify the key people and issues that need to be addressed.
Talent management: design, implementation and evaluation
Designed to help HR professionals as they consider the introduction of talent management within their organisations. Provides useful tips on the design and implementation of strategies.
Technology in HR: how to get the most out of technology in people management
Provides useful tips on good practice in the justification, design and implementation of technology in HR.
Training to learning: supporting, accelerating and directing learning in your organisation
Assists in organisations developing a strategy based on encouraging learning rather than delivering training - assessing their readiness to embrace learning.
Value of learning: assessing and reporting on the value of learning to your organisation
A practical tool which includes instruments for identifying the right approach and selecting the most appropriate methods
We welcome your feedback on these tools.