CIPD in-house solutions case studies

We're working closely with many of the world’s most progressive organisations to build their HR and leadership capability, and to support HR teams in building the capability of their people. See below for examples of the work we're doing and what some of these organisations have to say about us.

British Airways

One of the key business strategies at British Airways (BA) is to create the culture and capability for business success, so the spotlight is firmly on learning and development. To support this objective, a more strategic approach was needed for the HR team’s development, so BA offered HR staff the opportunity to formally recognise their skills, knowledge and experience through professional membership of the CIPD through Experience Assessment and Membership upgrade.

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Charles Taylor

‘There is a definite recognition that HR is more than an administrative function. Turnover in the HR team has reduced, there is better understanding of key business needs, and partnering is producing better quality outputs.’ Says Damian Ely, Chief Operating Officer at Charles Taylor, one year on from the organisation approaching the CIPD for help with an HR review and creation of a new HR structure and delivery model fit for purpose.

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The Co-operative

Using the CIPD’s HR Profession Map, The Co-operative Group worked with CIPD consultants to identify standards of professional excellence and create an accredited structured development programme. This enabled the capability development of their newly created in-house Resourcing team.

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Lloyd's Register

‘To build an integrated HR team that is easy to do business with and is known for excellence.’

This was the goal of Lloyd Register’s HR team when they approached the CIPD to work with them to design and deliver a Global HR Careers Framework (HRCF). They chose the CIPD because it was clear from the outset that they could provide global insight which would translate across Lloyd Register’s diverse and dispersed business.

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Scottish Power

Implementation of a new HR structure triggered an HR capability review. The CIPD’s HR Profession Map provided a valuable benchmark to assess capability and was the stimulus for the creation of a new HR technical competence framework. This resulted in clearly- defined performance levels and targeted personal development and career planning.

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Scottish Water

Following the arrival of Shirley Campbell as their new Human Resources and Development (HR&D) Director, Scottish Water created a 2040 People Strategy to align with their organisational vision. This evolved into a new mission and vision for HR, the ‘Future Landscape’, which focused on the need to be future fit, agile and insight led. When Scottish Water initiated their HR transformation journey, they chose CIPD to help them review their existing HR model. This decision was based on CIPD’s demonstrable experience in organisation design, and proven ability to directly apply insights from the Next Generation Research and the CIPD HR Profession Map. Together, the project team have delivered a strategically driven operating model and structure which focuses on insight-led HR.

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SEHA – (The Abu Dhabi Health Services Company) is a government-owned organisation responsible for 12 public hospitals and around 60 healthcare clinics. With 17,000 staff, SEHA is one of the largest employers in the Middle East. To support a broader ‘grow your own’ strategy regarding UAE Nationals, SEHA asked the CIPD to help them create a more strategic HR function by developing two programmes which are linked to qualifications that are now creating the HR leaders of the future.

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Unilever (advanced employment relations programme)

Unilever and the CIPD have partnered to create and deliver a unique internationally accredited programme in advanced employment relations. The postgraduate level qualification marries first-hand employment relations expertise from renowned experts, with current legislation, leading-edge thinking and best practice. Initial feedback from the participants on the pilot programme, which is due to complete in January 2013, has been extremely positive.

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Unilever (HR skills dictionary)

Refreshing the global HR skills dictionary to support the CHRO, Doug Baillie’s HR ambition of ‘one team’ is a top ten priority for Unilever HR. After reviewing stimulus from a range of external organisations, Unilever chose the CIPD as their partner of choice to deliver on this initiative. The resulting skills dictionary encompasses the best of internal and external thinking and reflects the day-to-day practices of the international HR team. It forms part of a global career portal and supports development and career discussions.

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About CIPD's in-house solutions

We work with numerous organisations to help them build their HR and leadership capability.

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