Leading practice guides: The complete list

Effective attendance management

• Business benefits
• Procedures for managing absence
• Establishing the causes of absence
• Policies and practices that help foster good attendance

Managing long-term sickness absence

• The importance of effective policies and practices
• Contacting the employee and obtaining medical evidence/information
• Return to work and alternative outcomes

Managing change successfully

• The importance of change management
• The business case
• Planning the change
• The human impact of change
• Embedding the change
• Evaluation

Managing the information and consultation process during a collective redundancy

• Managing the information and consultation process during a collective redundancy

Managing TUPE

• The benefits of observing leading practice
• Recognising a relevant transfer
• Information and consultation
• Managing employees following the transfer

Supporting employees following redundancy

• Why assist exiting employees?
• Defining the scope of assistance
• Selecting an outplacement provider
• Alternatives to outplacement support

Supporting redundancy survivors

• Survivor syndrome
• Communication, consultation and engagement
• Emotional and practical support

• Handling grievances effectively

• Handling misconduct effectively
• Conducting disciplinary investigations and hearings
• Outcomes including penalties, warnings and dismissal

• What is it and why use it?
• The mediation process
• Setting up a mediation initiative in your organisation

• Why is this so important?
• Introducing a recognition scheme
• Designing a recognition scheme
• Driving engagement with a recognition scheme

• Designing and conducting effective employee engagement surveys

• What is the employee experience and why does it matter?
• Factors contributing to a positive employee experience
• Optimising the employee experience across the employee lifecycle
• Seeking and acting on employee feedback

• Coaching in the workplace

• Understanding performance and its importance to organisational success
• Job descriptions and objectives
• Feedback and appraisals
• Discovering performance gaps and providing development opportunities
• Purpose, psychological safety and belonging
• Is your approach working?

• Developing successful leaders in the workplace

• Why is gender equality important?
• Barriers to gender equality, diversity and inclusion
• Policies and procedures
• Supporting employees
• Recruitment
• Addressing gender bias

• Definitions and the importance of good practice
• Principles of inclusive practice
• Recruitment and selection
• Practical steps on roles and duties, awareness, networks, time off, flexible working and monitoring
• Practical steps on prayer, dress codes, fasting, bereavement and other aspects

• What does it mean?
• The business case
• The equality, diversity and inclusion strategy
• Creating an action plan
• Roles, responsibilities and accountability

• Why is this so important?
• Inclusive recruitment
• Inclusive employment
• Reasonable adjustments
• Monitoring

• Opportunities and barriers
• Inclusive recruitment
• Inclusive employment
• Dealing with challenges
• Monitoring

• Terminology
• Creating an inclusive workplace
• Supporting an employee who is transitioning
• Recruitment

• Using data to create a more diverse and inclusive workforce

• The business case
• Identifying carers and their support needs
• Policies and communicating support
• The role of key stakeholders
• Flexible working and leave arrangements
• Information, advice and guidance

• The business case
• Maternity policies and enhanced benefits
• Training for line managers and employees
• Pregnancy and preparing for maternity leave
• The return to work from maternity leave
• The maternity process overview
• Unexpected circumstances

• Supporting fathers and partners through family-friendly policies

• Managing reward for international assignments

• Preparing for and managing long-term international assignments

• Understanding bullying
• Making the business case
• Anti-bullying measures
• Dealing with bullying complaints

• Championing a stress-free workplace

• Developing an employee health benefits package

• Why employers need to invest in employee wellbeing
• Getting initial senior-level buy-in and gathering evidence on wellbeing
• Generating your strategy and communicating your vision
• Creating and implementing your wellbeing plan
• Re-evaluating and adjusting the wellbeing plan

• Getting started and building the business case
• Developing a financial wellbeing strategy
• Employee benefits and services
• Communications and engagement
• Financial wellbeing during the cost-of-living crisis

• Supporting employee mental health

• Talent management

• Understanding and implementing HR transformation

• Using people analytics to generate insights and inform business decisions

• Workforce planning

• Implementing effective bribery prevention procedures

• Implementing effective whistleblowing procedures

• Attracting the best candidates - developing and implementing an effective strategy

• Making effective use of assessment centres in recruitment

• What is it and why does it matter?
• What should you cover?
• Engaging and effective delivery
• Evaluating onboarding

• Promoting employees

• Selecting the best candidate for a job

• Shortlisting job candidates fairly and effectively

• Creating a retention strategy
• Effective recruitment practices
• Employee development
• Reward
• Developing a positive organisational culture

• Business benefits
• Policies and procedures
• Practices to engage employees

• What strategy employers can adopt
• Making the business case
• Embedding practices in your organisation (coming soon)
• Measuring the impact on your organisation

• Setting up the workplace for effective hybrid working
• Recruiting and onboarding hybrid workers
• Engaging a hybrid team
• Fairness and inclusion