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

Informing and consulting during a collective redundancy

• The benefits of effective consultation
• Steps to implement effective consultation
• Communication and consultation methods
• Making the process meaningful

Managing change successfully

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

Managing TUPE

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

Supporting redundancy survivors

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

Supporting redundant employees

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

• 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

• 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

• What is it and why use it?
• Preparing to introduce coaching
• In-house or external provision?
• Establishing and maintaining a successful coaching relationship
• Evaluating a coaching programme

• 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?

• A driver of business success
• Planning a leadership development programme
• Designing and delivering a leadership development programme
• Evaluating the success of a leadership development programme

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

• Why is gender equality important?
• Barriers to gender equality, diversity and inclusion
• Policies and procedures
• Supporting employees' performance and wellbeing
• Recruitment and selection
• Steps to create positive and meaningful change

• What is harassment and what impact does it have on the workplace?
• Practical steps to creating a harassment-free environment
• Reporting procedures
• Handling complaints effectively

• 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

• Why is ethnicity data important?
• Challenges in collecting ethnicity data
• Addressing the barriers to disclosing ethnicity

• 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

• Supporting fathers and partners through family-friendly policies

• 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

• Determining an approach
• The relocation package
• Benefits and allowances on assignment
• Payroll and taxation
• Ensuring the offering is competitive and cost-effective

• The purpose and benefits of international assignments
• Selecting the assignee
• Communication before and during an assignment
• Performance reviews and disciplinary issues
• Practical and financial support
• Supporting the assignee and their family integrate abroad
• Managing the assignee's return

• The business case for managing stress
• Understanding the causes of stress
• Foundations for success
• Steps to prevent and manage stress

• Why invest in employees' health?
• Formulating a strategy and approach
• Engaging a provider
• Private medical insurance
• Income protection and other financial support

• 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

• The business case
• What employers need to know about mental ill health
• Strategies and policies that support good mental health
• The role of line managers
• Supporting candidates and employees with poor mental health

• The core elements
• Readying the HR function for people analytics
• Identifying the objectives of the project
• Deciding what to measure
• Collecting data
• Analysing the data
• Communicating and acting on the findings
• Measuring success
• Data protection

• The Bribery Act and its guiding principles
• Identifying and addressing key risk areas
• Raising awareness
• HR policies and documentation
• Taking action where bribery is identified

• Making the business case for succession planning
• Key HR drivers and metrics for success
• A step-by-step process
• The 9-box grid

• What is whistleblowing?
• Creating a reporting culture
• Introducing and managing a whistleblowing policy
• Encouraging and facilitating whistleblowing reports
• Investigating whistleblowing concerns
• Raising awareness about whistleblowing
• Monitoring and reviewing whistleblowing arrangements

• Talent management

• The fundamentals and getting started
• Developing the capability for workforce planning
• Understanding the business context
• Assessing the current and future workforce
• Taking action to address resourcing risks

• 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

• 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
• 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