Entry Kit 2024

Key Dates
Early bird entry deadline: 21 March 2024 Shortlist announcement: early June
(all entries due by 23:55 GMT for early bird pricing)
Panel judging days: 2 - 4 July 2024
Final entry deadline: 25 April 2024 (please note these dates are category dependent and cannot be changed)
(all entries due by 23:55 GMT for standard pricing)
Evening Awards Dinner: 19 September 2024
Entrant FAQ webinars: 22 February and 5 April
Register by clicking here

How to Enter

Entry is online. Please use the below details to construct your written submission and submit online at:
www.cipdpmas.co.uk

Entry Fees Supporting Material

Early bird pricing until 21 March As part of your entry you must upload at least one key image
as a jpeg file (e.g. team photo/project images) that reflects
• Member rate: £360 + VAT what is in the entry. Please also upload a company logo.
• Non–member rate:£430 + VAT
Your images must comply with the following:
• Public sector & SME rate
(companies of 250 employees or less): £215 + VAT Colour jpeg or .eps file, minimum resolution 300dpi.

No scanned images
From 22 March until 25 April
Should you reach the shortlist stage, these images may be used
• Member rate: £505 + VAT for publication through the awards website, on-screen during
• Non–member rate: £575 + VAT the awards night presentation and in the Awards Supplement.
• Public sector & SME rate
You may illustrate your submission with up to 3 single sides
(companies of 250 employees or less): £395 + VAT
of A4 pages of supporting material, either via PDF with
thumbnail images or upload (max 5MB).
Thinking of submitting multiple entries?
Please get in touch with cipd.awards@haymarket.com

The below categories are free entry:

• Michael Kelly outstanding student award

• Outstanding HR or L&D Apprentice Award

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Entry Kit 2024

Publication and Data Sharing

Unless stated otherwise, the project name given on the entry form is the name that will be used throughout the campaign, on
all marketing communications and material, including certificates and trophies, if applicable. Please ensure your project title is
no more than 30 characters.

Descriptions of submissions from winners and finalists will be published in connection with the Awards. Entrants may
mark sensitive parts of their entry ‘not for publication’

(such as exact budget figures etc.), provided such restrictions are not used unreasonably.

Should you reach the shortlist stage, information from submission may be used for publication through the
awards website, on-screen during the awards night presentation and in People Management magazine.

For full terms and conditions, please visit: cipdpmas.co.uk

Rules for Entry

The rules outlined below must be adhered to, or entries will be automatically disqualified and entry fees forfeited.

• All entries must be submitted via the official online entry
portal by the final deadline on 25 April 2024.
• You may illustrate your submission with up to three single
sided A4 pages of supporting material, either via PDF with
thumbnail images or upload, no larger than 5MB.
• Unless stated otherwise, the project name given on the
entry form is the name that will be used throughout the
campaign, on all marketing communications and material,
including certificates and trophies, if applicable. Please
ensure your project title is no more than 30 characters.

• As part of your entry you must upload at least one key • Shortlisted finalists will be officially announced in
image and also upload a company logo. June 2024.

• The eligibility period for submissions should relate to the
period Jan 2021 - April 2024 If your project ran outside
these dates, please only discuss the activity that took place
between them.
• You may enter the same project into more than one
category, but duplicate entries will not be accepted.
• Entries must be original or have a significant change to be
entered in the awards for a consecutive year.
• Consultants or suppliers entering an initiative that was
carried out for a client must have written consent before
completing the official entry form. Consultants are advised
to clarify the position with respect to intellectual property
with their clients in advance of entering. The client should
be available to accompany the consultant/supplier to the
judging day.
• Entrants agree to cooperate fully with the judges and their
representatives. As part of the judging process, all finalists
will be required to attend 30-minute virtual presentation
session with the judges between 2 - 4 July via a digital
platform. We regret that allocated dates cannot be
changed, timing requests will be considered but cannot
be guaranteed.
• Descriptions of submissions from winners and finalists will
be published in connection with the Awards. Entrants may
mark sensitive parts of their entry ‘not for publication’
(such as exact budget figures etc.), provided such restrictions
are not used unreasonably.
• All finalists have the right to promote themselves as
a CIPD People Management Award finalist/winners,
where appropriate.

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Entry Kit 2024

Rules for Entry

• Entries will not be accepted from the Haymarket or CIPD

and its commercial partners.
• The CIPD, People Management magazine and the
sponsoring organisations take no responsibility for
incidental costs incurred by entrants.
• The decision of the judges is final and no further
correspondence will be considered. Due to the volume
of entries we cannot provide feedback on all individual
entries.
• The prize is non-transferable, non-negotiable and no cash
alternative will be offered.

Michael Kelly Outstanding Student

Awards Only
• Students that are currently studying or have successfully
completed (since 1 January 2022) a recognised CIPD
qualification at advanced, intermediate or foundation-level
can enter the Awards.
• Student Award entries will only be accepted from
individuals who are a CIPD member. Entrants must also
maintain a current level of membership throughout the
Awards process.
• Entries must be submitted by the student themselves and
all communications should be direct with the student.
There are no nominations for this award.

Outstanding HR or L&D Apprentice Award

• The individual must be currently undertaking an
apprenticeship or has successfully completed an
apprenticeship, with CIPD as their End Point Assessment
Organisation (since January 2022)

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Entry Kit 2024
Hints and Tips
Choose the right category
It may sound simple, but the sheer breadth and depth of the
sector means that there is potential overlap between many of
the categories in the Awards. Remember, you can enter more
than one category if suitable.
Individualise the entry
If you are submitting into multiple categories, do not copy
and paste and be sure to pay attention to the specific category
criteria and tailor accordingly. Any duplicate entries in multiple
categories will be disqualified.
Clearly describe the strategic objectives for the project
Indicate how the project links to a change in business
strategy, is it addressing a change in market conditions or
legislation? Does it enable a core part of the organisation to
be more effective? A great idea that isn’t firmly embedded in
the needs of the organisation or brought to life in your entry
may not stand out amongst others, however brilliant.
Don’t forget to describe the project
What did the project do for your organisation? What was
it meant to achieve? Explain how these two points are
related, as it may not be obvious to the judges. Some entries
received in previous years have described their project with
great enthusiasm and reported/ delivered great results, but
we needed to know exactly what the project did for the
organisation.
Context
The judges are experts in their field, but may not have
intimate knowledge of the particular project or business that
has been entered. It always helps to put an entry into context
to ensure your reader fully understands.
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Quantify, quantify, quantify
‘The Chief Executive said it was great’ is not enough. You
need to demonstrate measurable results and if possible,
measurable objectives. Explain how the results link to the
objectives.
Explain the people aspects of the project
Outline how you persuaded people to adopt the new
approaches, not just the training for new skills. Good entries
often have sophisticated communication strategies involving
all stakeholders. Tell us how you delivered the messages, how
you made a change and who was involved.
Bring out the winning points
Explain what is unique or innovative about your entry, how
important it is, or the scale of the challenges that had to be
overcome.
Client involvement
If you are entering work that involves a client you must have
written consent from them - please upload this with your entry.
Don’t forget to involve or even bring your client to the panel
judging day if you are a supplier or consultancy.
Profession Map
Most of all, in line with the CIPD’s profession map we are
looking for entries that are evidence based and outcomes
driven and principles-led. You should be able to demonstrate
how and why you did the specific initiative and provide
clear and quantifiable evidence that shows what you have
introduced has improved the working lives of your employees
(well-being, engagement, absence) and, in turn, other
stakeholder groups (customers, community etc ) and financial
metrics (if appropriate).
Please reference CIPD’s profession map by clicking here.
Entry Kit 2024

Your entry: Category list:

At the beginning of your submission, please state the
project name which can be no more than 30 characters
long. The project name given on the entry form is the
name that will be used throughout the campaign, on
all marketing communications, including certificates
and trophies.
The judges are instructed to score each entry based on the
three key points below:
Why was this initiative necessary?
(15 marks, max 300 words)
• The judges will be looking to understand what were the
strategic drivers for the initiative and what evidence did
you use to make your decisions.
How did you deliver the initiative?
(15 marks, max 300 words)
• Entrants should present how was work delivered and how
obstacles and challenges were overcome. Judges will be
keen to see the ways in this initiative stands out, and what
makes your work exemplary. This may include how you
engaged key stakeholders and customer groups in this
work. The judges will look at the specific criteria set for
each category.
How did you measure your success?
(20 marks, max 300 words)
• You will need to show evidence this initiative is both
impactful as well as being sustainable.
• Best apprenticeship scheme
• Best change management initiative
• Best CSR/ESG initiative
• Best digital/technology initiative in HR/L&D
• Best employee experience initiative
• Best equality, diversity and inclusion initiative (EDI)
• Best flexible working initiative
• Best health and wellbeing initiative
private sector
• Best health and wellbeing initiative
public/third sector
• Best HR/ L&D & OD team of the year
private sector
• Best HR/ L&D & OD team of the year
public/ third sector
• Best HR/L&D & OD consultancy
• Best HR/L&D & OD supplier
• Best L&D initiative – private sector
• Best L&D initiative – public/third sector
• Michael Kelly outstanding student award
• Best organisational development or organisational
design initiative
• Outstanding HR or L&D Apprentice Award
• Best people analytics initiative

Each category is different and so you must compose your • Best Public Sector / SME people management initiative
answers to address the specific category criteria but the • Best resourcing initiative
above illustrate the key points that judges will be expecting all
• Best reward or recognition initiative
entries to consider.
• Best talent management initiative
Please mark sensitive parts of your entry ‘not for publication’
(such as exact budget figures etc.), provided such restrictions
are not used unreasonably as winning entries may be
published in connection with the Awards.

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Categories
Best apprenticeship scheme
In this category, we will be looking to recognise high-
quality apprenticeship programmes that demonstrate clear
alignment with the organisation’s business and people
strategies. Successful programmes will be at level 3 and
above, that provide great opportunities for learners to
progress, support efforts to increase inclusion and diversity
and are integrated into the organisations’ wider workforce
planning. Examples of higher-level apprenticeships that
provide viable alternatives to university for young people
and partnerships between employers and education
institutions will be welcomed.
Best change management initiative
As people professionals, we drive change for the good
of the organisation and its people. This award recognises
employers that have successfully delivered a major
organisational change programme. As well as making
demonstrable contributions to organisational performance,
effective change programmes bring positive impacts
to employees and/or clearly minimise potential
negative impacts.
Best digital /technology initiative in
HR/L&D
Technology has become a huge driving force and enabler
of successful HR and L&D practice. In this category,
we’re looking for submissions from organisations that
have understood their end users and their needs to build
solutions that have delivered business benefits, met user
needs and achieved strategic objectives through the
innovative use of technology or digital solutions.
Best employee experience initiative
Employee experience is about creating a holistic approach
around employee engagement and well-being that enables
workers to have a voice and be their best. It involves
understanding the role that trust plays in the employment
relationship and making sure people are listened to. This
category looks for entries where initiatives are having a
clear and positive impact on employee experience and
organisational performance.
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Best flexible working initiative
Flexible working is increasingly key to recruiting and
retaining a diverse pool of talent. CIPD research shows
that organisations are increasingly investing in home and
hybrid working but that more could be done to promote
other types of flexible working that provide flexibility over
hours/ work pattern. This award recognises employers
who have innovated in their flexible working approach and
created solutions that meet the needs of their organisation,
employees and customers/ clients.
Best health and wellbeing - private sector
This award recognises employers which place employee
wellbeing centre stage within the organisation and have
embedded a strong culture of workplace wellbeing. Investing
in people’s health and wellbeing is good for business but it’s
also the right thing to do. Successful programmes will help
to prevent ill health and actively promote people’s wellbeing,
as well as demonstrating effective rehabilitation and return
to work.
Best health and wellbeing -
public/third sector
This award recognises employers which place employee
wellbeing centre stage within the organisation and have
embedded a strong culture of workplace wellbeing. Investing
in people’s health and wellbeing is good for business but it’s
also the right thing to do. Successful programmes will help to
prevent ill health and actively promote people’s wellbeing, as
well as demonstrating effective rehabilitation and return
to work.
Categories
Best HR L&D & OD consultancy
In this category we’ll be looking for entries from an individual
consultant/consultancy who has worked with a client on
a specific people-related project to address a strategic
issue. The entry will demonstrate how they’ve worked
collaboratively with the HR/L&D or OD team, and that
both consultants and employees of the organisation were
involved and engaged. The consultancy must include written
permission from the client on the entry form and we strongly
recommend the client attends the presentation to the panel
of judges if you get through to the second stage.
Best HR L&D & OD supplier
Working effectively with suppliers can unlock great potential
for people professionals. In this category we’ll be looking
for entries from a supplier who has worked with a client
on a specific people-related project to address a strategic
issue. The entry will demonstrate how they’ve worked
collaboratively with the HR/L&D / OD team and that both the
supplier and employees of the organisation were involved and
engaged. The supplier must include written permission from
the client on the entry form and we strongly recommend the
client attends the presentation to the panel of judges if you
get through to the second stage.
Best equality, diversity and inclusion
initiative (EDI)
Employers that are serious about equality, diversity
and inclusion and ensure that all policies, practices and
procedures are based on the principles of fairness and
justice and are proactively regularly checked to identify and
remove unfair bias. This award recognises employers who
are genuinely dedicated to creating diverse workplaces and
inclusive cultures. Becoming a truly inclusive workplace
requires openness, transparency and authentic behaviour,
driven by a core belief in championing equality of outcomes
and impact.
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Best L&D initiative - private sector
Effective organisational learning can embrace a range of
approaches such as face-to-face, online-digital, mobile,
socially collaborative, in-the-flow of work, and through
communities of practice and peer support. This award
recognises how a creative and effective L&D initiative has
contributed to the success of the organisation and its
people. We therefore welcome entries that embrace creative
approaches to staff development, demonstrating learning
transfer and impact.
Best L&D initiative - public/third sector
Effective organisational learning can embrace a range of
approaches such as face-to-face, online-digital, mobile,
socially collaborative, in-the-flow of work, and through
communities of practice and peer support. This award
recognises how a creative and effective L&D initiative has
contributed to the success of the organisation and its
people. We therefore welcome entries that embrace creative
approaches to staff development, demonstrating learning
transfer and impact.
Best organisational development and
organisational design initiative
Organisational development and organisational design allow
for both a systems and behavioural science-based approach
to improving an organisation’s performance. This award
recognises employers that have successfully delivered major
programmes of work to make a demonstrable contribution
to an organisation’s performance and people whether that be
through design or development. Effective OD&D programmes
will enable strategy by bringing together multiple elements
which typically include culture, capability, organisation design
or architecture, processes and systems.
Categories
Best people analytics initiative
Deriving insights from employee data has never been more
important and the people profession has a huge role to
play in shaping better working lives through analytics. We
are looking for organisations that have raised their people
analytics capability to support the needs of their organisation
and in doing so have demonstrated exemplary good
practice. This award recognises the use of employee data
as part of an evidence-based approach to overcome an
organisational challenge.
Best resourcing initiative
In a tight labour market in uncertain times, organisations
face challenges to fill roles as well as skills shortages.
Having an effective recruitment strategy, that promotes a
strong employer brand, a positive candidate experience
and that reaches a wide pool of talent, is crucial. This award
recognises employers who have designed and implemented
a creative and effective external resourcing strategy to
address the current and future needs of the organisation.
Best CSR/ESG initiative
Corporate responsibility has been steadily climbing up the
business agenda, driven by growing investor and regulatory
interest in environmental, social and governance (ESG)
matters, and an organisational focus on values and purpose.
We are looking for entries which illustrate how the people
profession played a central role in delivering or embedding
corporately responsible, ethical and sustainable approaches
to business. This could be a wide ranging strategy, such as
how you engage with and support your local communities
or hard-to-reach talent pools’, or a single ESG / CSR initiative.
The initiative does not need to be completed for you to be
eligible to apply for this category – but you need to have
tangible results by which you judge it to be successful.
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Best reward or recognition initiative
Reward and recognition strategies are central to good people
management. They can act as a major lever in supporting
business objectives, improving employee performance,
attracting talent, supporting constructive employment
relations, and being part of what it means to be a responsible
business. Examples of initiatives could include: the creation
of an employee financial well-being strategy; a new pay
structure; or a plan to reduce the gender pay gap.
Best Public Sector & SME people
management initiative
This award recognises public sector bodies, and small or
medium-sized businesses (fewer than 250 employees) that
have transformed the way they manage and develop their
people in support of the workforce and wider business
objectives. The judges will be looking for evidence of the
impact of the new approach on business success, such
as the benefits for employees, customers, suppliers and
overall organisation performance and how your new
people management initiative fits with your wider people
management approach and the way the organisation
operates.
Best talent management initiative
In the current tight labour market, with increasing skills
shortages, it is more important than ever that organisations
have robust talent management strategies in place to attract
and retain a diverse pool of employees. This award recognises
employers who have designed and implemented a forward-
thinking talent management/workforce planning strategy to
address the current and future needs of the organisation.
Categories

Michael Kelly outstanding student award

Studying is not just about acquiring relevant knowledge: Entry queries?
successful students apply what they have learned to bring Contact us at cipd.awards@haymarket.com
about real benefits to the organisation and its people. We’re
looking for an exceptional individual who is currently studying We look forward to receiving your entries.
or has successfully completed a CIPD qualification since Good Luck!
January 2022. Successful applications will demonstrate the
application of CIPD studies, and the student’s individual
contribution, to the initiation, implementation and evaluation
of a bounded HRM/D related business improvement
initiative/ project which is significantly important to the
organisation concerned. Intermediate or foundation-level
can enter the Awards.
www.cipd.org/uk/learning/qualifications/

Best HR L&D & O&D team of the year

private sector
This award recognises HR/L&D & OD teams that have
demonstrated excellence across the organisation to achieve
business success. Judges will be looking for a team which
can demonstrate exceptional teamwork and innovative and
unique approaches to addressing either one key business
issue across the year or multiple projects as part of the
people strategy.

Best HR L&D & O&D team of the year

public/third sector
This award recognises HR/L&D & OD teams that have
demonstrated excellence across the organisation to achieve
business success. Judges will be looking for a team which
can demonstrate exceptional teamwork and innovative and
unique approaches to addressing either one key business
issue across the year or multiple projects as part of the
people strategy.

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