Organisational capability — the combined skills, knowledge, behaviours and systems that enable an organisation to deliver its strategy — is central to sustainable performance. The Chartered Institute of Personnel and Development (CIPD) provides evidence-based guidance and frameworks that help HR professionals design, build and maintain capability effectively. This blog summarises CIPD-aligned best practice and translates it into practical steps HR teams can apply to strengthen capability across their organisation.

Managing Redundancy: Best Practice Steps According to CIPD Guidance

Employment Rights Bill, maternity discrimination, pregnancy protections, HR compliance, family-friendly workplace, parental leave, flexible working rights.

The Office Christmas Party: A Guide to Surviving and Thriving

Domestic violence is a critical issue that affects individuals across all sectors of society and can have profound impacts on an employee’s well-being, productivity, and overall workplace environment. As trusted custodians of workforce welfare, Human Resources (HR) professionals play an integral role in recognising, responding to, and supporting employees who may be experiencing domestic violence.

Employee retention remains a critical concern for organisations aiming to sustain competitive advantage and foster a stable, engaged workforce. According to the Chartered Institute of Personnel and Development (CIPD), effective retention strategies are grounded in understanding employee needs, offering supportive environments, and aligning HR practices with business objectives. Below are key best practices derived from CIPD guidance to help organisations improve retention rates.

Psychological safety is a critical yet often overlooked aspect of a healthy work environment. It refers to a climate where employees feel secure to express ideas, ask questions, admit mistakes, and challenge the status quo without fear of ridicule, punishment, or marginalisation. This concept is fundamental for fostering innovation, improving employee engagement, and enhancing overall organisational performance.

Inclusive Hiring: DEI in Action – A Best Practice Guide

Diversity, Equity, and Inclusion (DEI) have become integral to modern human resources strategies, shaping how organisations attract, hire, and retain talent. Inclusive hiring practices are more than a moral imperative; they drive innovation, improve employee engagement, and reflect a commitment to equitable workplaces. This article outlines the importance of DEI in hiring and provides a best practice guide for companies aiming to embed these principles into their recruitment processes.

HR Leadership: What Great Managers Do Differently

Effective leadership is pivotal in shaping organisational success and cultivating a productive workforce. The Chartered Institute of Personnel and Development (CIPD) provides valuable insights into what distinguishes great managers from the rest, emphasising behaviours and practices that drive both individual and organisational performance.

Building Psychological Safety in the Workplace: Importance and Best Practices

Building Culture in Hybrid Teams: A Strategic Approach for Sustainable Success

The Importance of a Good Induction Process for New Employees

Recruitment and Retention Trends in 2025: Navigating the Evolving Talent Landscape

Best Practice Guide to Employer Right to Work Check Responsibilities

An Employer Guide to Employment Tribunals and How to Avoid Them

Enhancing Performance Through Effective Supervisions and Appraisals

Supervisions and appraisals are vital components of a high-performing HR strategy. They create structured opportunities for ongoing dialogue between managers and employees, driving professional development, motivation, and alignment with organisational objectives. For HR professionals, implementing best practices in these processes ensures they are constructive, fair, and impactful—ultimately strengthening employee engagement and performance.

This guide explores how to design and deliver effective supervisions and appraisals that support continuous improvement, foster trust, and meet compliance standards within your performance management framework.

For HR professionals, workforce planning is a vital strategy that ensures the organisation has the right talent in place to meet evolving business demands. By proactively aligning workforce capabilities with future goals, HR teams can drive agility, enhance productivity, and reduce costs. In today’s fast-paced market, effective workforce planning empowers HR leaders to anticipate change, close skill gaps, and support sustainable growth.

Effective management of employee conduct is a cornerstone of a productive, respectful, and legally compliant workplace. For HR professionals, addressing misconduct promptly and appropriately is essential to safeguarding organisational culture, maintaining morale, and mitigating legal risks. This guide explores proven strategies for managing workplace behaviour, handling misconduct, and fostering a positive work environment that aligns with company values and employment law.

Health questionnaires are a powerful tool for HR professionals committed to building inclusive and supportive workplaces. When strategically implemented, they help identify employee health needs, enabling organisations to make reasonable adjustments that enhance wellbeing and productivity. Beyond supporting individual employees, health questionnaires also play a key role in ensuring compliance with workplace health and safety regulations and equality legislation.

As April 2026 approaches, HR professionals must prepare for major legislative changes under the Employment Rights Bill that will reshape employee entitlements and workplace compliance. Statutory Sick Pay (SSP) will become accessible from day one of illness, with the three-day waiting period and lower earnings threshold abolished.

Employees will receive either 80% of their average weekly earnings or £118.75 per week, whichever is lower 

Additionally, day-one rights will extend to paternity leave, unpaid parental leave, and whistleblowing protections, reinforcing support for working families and ethical workplace practices.

These reforms aim to improve employee wellbeing, reduce financial hardship during illness, and promote a more inclusive and productive workforce.HR teams must act now to update policies, payroll systems, and training protocols to ensure full compliance and readiness for these transformative changes.