This year’s CIPD Ireland HR Awards were more exciting than ever, generating lots of submissions telling us about impactful initiatives across different organisations. We can see the evidence that HR is playing a significant role in championing better work and working lives.
Our Awards process has now concluded, with the winners being announced on 15 February 2019 at our prestigious awards event in the Intercontinental Hotel. Our awards evaluation involved a two-round judging process overseen by Professor Bill Roche of UCD Smurfit Graduate Business School which ensures that outcomes are fair and transparent.
See all of the results and learn more about the winners below.
Many thanks to Kathryn Thomas, our MC, and all our 2019 finalists for joining us in the Intercontinental Hotel, Dublin 2, for a celebratory and networking lunch on 15 February where they:
- Networked with leading-edge finalists and judges
- Celebrated innovative initiatives that are pushing the boundaries in the world of work
- Heard the challenges that the Award winners are addressing
- Met our MC Kathyrn Thomas, and snapped some photos!
- Relaxed in an informal atmosphere and enjoyed the lunch and entertainment
We’d like to extend our thanks to the chair of the judging process, Professor Bill Roche and our expert judges for lending their support and expertise to ensure our awards remain robust and rigorous.
Also, special thanks to our main sponsor, Sanderson and our media sponsor, Irish Times for their continued support as well as our category sponsors; DeCare Dental, Gift Innovations, Healthy Ireland, McCann Fitzgerald, National College of Ireland, Titan Wellness and Zellis.
Embedding a culture of workplace well-being
This award recognises organisations which place employee well-being centre stage within the organisation and have embedded a strong culture of workplace well-being.
Successful entries will demonstrate an understanding of the holistic nature of employee health and well-being. Entrants will be ensuring that leadership, culture and people management capability and practices are supportive of employees' physical and mental well-being at work.
As well as describing the work undertaken and the rationale for the approach adopted to support health and well-being, entrants need to provide clear evidence of the positive impact, and improvements in engagement and performance.
Employee empowerment and trust
This award recognises organisations that have embedded, or are seeking to embed, a culture of trust and empowerment, a culture that enhances employee involvement, engagement, and commitment in working towards the success of the business.
This empowering culture will be part of what the organisation values, and will be embedded in how it communicates, innovates and operates on a day-to-day basis. The employee voice and proactive measures will be part of making the workplace inclusive, enabling, a place where people feel respected and developed and want to contribute to the best of their ability.
Entrants may demonstrate how they supported line management to engage and empower employees. Evidence should show how the culture and a shared approach has had a positive impact on the performance of the organisation, as well as on the overall employee experience.
Excellence in HR leadership
This award recognises HR leadership that has demonstrated excellence and impact across the organisation to achieve business success. Entrants will highlight their innovative and unique approaches to addressing business issues, improving culture and providing a sustainable solution that contributes to the success of the organisation.
This entry will illustrate a strategic approach to HR/L&D with a quantifiable contribution to organisational achievements. It will demonstrate a willingness to challenge and work collaboratively across organisational boundaries, along with operational excellence in execution. There can be evidence of upskilling, development and modernisation of HR to align with the needs of the organisation.
HR/L&D team of the year
This new award will recognise HR/L&D teams that have worked closely together and partnered with the business to deliver value through HR initiatives and practices. Entrants will be able to demonstrate how the team collaborated together, supported and developed the team members, while working across the business, and achieved results through the effective workings of the team.
The team will be able to demonstrate how it coordinated itself, aligned its objectives to the overall objectives of the organisation and had a positive its impact on employees / business performance. Through their engagement, this HR/L&D team will have helped their organisation achieve its objectives, eg. learning and development, managing change, new markets or innovations.
Inclusion and diversity
This award recognises organisations that are moving the inclusion and diversity agenda forward, are breaking new ground and overcoming resistance, making change happen, and how this has benefitted employees and the business.
Entrants will be addressing important challenges in the workplace, including under-representation of certain groupings, fairness and impartiality in relation to reward, flexibility, access to promotion and learning & development opportunities.
Entrants will have created an inclusive culture by challenging inequalities, barriers and bias in the development and application of recruitment and selection and people management and reward activities.
Organisation development / L&D
This award will be looking for entries that demonstrate a strong link between organisation development activity and achieving business goals. Successful entrants will demonstrate an organisational culture that promotes learning and development, coaching, managing performance, innovative approaches to change and work design, as well as encourages feedback and openness on development needs.
Entrants are encouraged to illustrate how their approach has taken not only the business needs into consideration, but also the employee experience and voice in the roll out of new developments. Entrants will give a clear description of the business objectives that prompted the development need, shaped the approach, and explain how effectiveness was measured.
Rising stars of the people profession
This award recognises individuals who have set themselves apart in their HR journey by making meaningful impact in their workplace or in their academic pursuits. Nominations can be made for early careers professionals, students currently studying or completed a CIPD qualification in recent years.
This award will be nominated by the organisation or academic centre that has seen the positive impact of the work, project or studies of this individual. Evidence will show impact of the work in terms of its practical application. This may include metrics that shows cost savings, revenue generation, improved customer and employee experience, new research or addressing a social concern.
Please note there is a separate entry form for the Rising stars category. The individual must be nominated by the organisation, their tutor or their colleagues.
This award recognises creative and effective talent attraction, retention and management strategies. Entrants are likely to be working towards an organisation-wide talent pipeline that takes into account current and future needs. They will have collaborated widely on talent management strategies in areas such as recruitment, succession planning, skills and competence building, managing performance and developing a strong and attractive employer brand.
Entrants are encouraged to show evidence of how the talent management activity has benefited the business and met business objectives, how it has supported organisational agility, and the impact it will have on meeting future business objectives.
Use of technology and /or analytics in people management
This award will recognise how technology and data in the widest sense have been used to enhance the employment experience and deliver enhanced people management and HR practices / insights.
It can recognise how HR analytics has been used to generate useful evidence and insights for decision-making in the organisation. The use of technology and/or analytics will have achieved specific benefits for the organisation while at the same time allowing greater participation, ownership and involvement by employees.
Entries can involve use of technology and/or analytics in any facet of HR and people engagement/development, including sourcing, selection, performance, engagement, learning and development, reward, employee self-service and human capital reporting.