Beth Pipe, FCIPD

This introductory guide, originally produced in partnership with Cranfield School of Management and subsequently been enhanced by Beth Pipe, OnLive Learning, provides an introduction to project management, the key parameters of a project, and the key players in projects.

This Precedent Annual long-form L&D planning workflow—medium to large firms will help you navigate our L&D planning Precedents.

This Precedent Annual short-form L&D planning workflow will help you navigate our L&D planning Precedents.

This Practice Note provides guidance for in-house lawyers on different approaches to delivering learning and development (L&D), and covers factors to consider when selecting learning methods and learning styles.

This Practice Note provides guidance on different approaches to delivering learning and development (L&D) and covers: factors to consider when selecting learning methods; learning methods, and; learning styles.

This Practice Note provides information for law firms about what diverse talent is, different ways to recruit diverse talent, the importance of employer branding and who should be responsible for attracting diverse talent.

This Practice Note will help you to create a social media presence which works for you and your organisation.

This Practice Note provides guidance on building the business case for L&D. L&D represents a significant investment for any firm. With so many potential solutions on offer, it is essential to establish the business case for any planned L&D activities to demonstrate its contribution to the bottom line.

This Practice Note is intended for law firms. It provides information about conducting an appraisal meeting. The essence of any performance management is the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those of the firm as a whole.

This Practice Note guides you through two different methods you can use to identify and define which processes need improving.

This Practice Note guides you through step 2 of the improving efficiency process, ie measuring the problem or inefficiency that you identified in step 1.

This Practice Note guides you through step 3 of the process to improve efficiency—analysing the causes of the problem you identified in step 1 and measured in step 2 of this process.

This Practice Note guides you through step 4 of the continuous improvement process, ie improving the problem.

This Practice Note considers the importance and benefits of cultural awareness in the workplace, the risks of not being culturally aware and how both organisations and individuals can work to improve their cultural awareness.

This Practice Note Drafting an appraisal form provides guidance on drafting an appraisal form which can be used to assess and review an individual’s performance against both objectives and core skills (competencies).

This Practice Note provides guidance on how to embed learning and development (L&D) into the in–house legal department by ensuring it is aligned with business strategy, is incorporated into day to day activities and that employees are engaged.

This Practice Note provides guidance on how to embed learning and development (L&D) into a firm by ensuring it is aligned with business strategy, it is incorporated into day-to-day activities and employees are engaged.

This Practice Note provides information on formulating a learning and development (L&D) policy. An L&D policy outlines the firm's viewpoint for the development of its employees, and generally covers areas such as the firm's training standards, scope, priorities and how employees access L&D.

This Practice Note Good practice in personal development and appraisals is intended for law firms. It discusses preparing and implementing a successful personal development and appraisal process.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, explains how nurturing and developing home grown talent can be beneficial to a firm, keeping important skills and knowledge in-house as well as being a useful motivational tool for ambitious and talented individuals. Recruitment is an expensive and time-consuming activity, especially when you are recruiting to fill senior level positions—growing your own leaders can be far more time and cost-effective.