The Association's position was also enhanced during the war years by nationally driven encouragement of workers to join trade unions to reduce the occurrence of industrial strife.
Though both organisations were concerned with 'welfare at work' the CAWWI developed as an institution for practitioners and the IWS was established as a membership body for employers and there was strong disagreement on how best to bring about improvements in workplace conditions and workers' welfare.
Minnie Louise Haskins, the author of the famous poem "The Gate of the Year" and a lecturer at LSE, was closely involved with the IIWW and edited its monthly bulletin.
[5] Thirdly, new human relations practices developed in the US were finding their way into more enlightened business which invested in their employees through training and provision of such things as salary benefits, pensions and paid holidays.
The enlightened practices of large American corporations, some of which had adopted the ideas of human relations thinkers, such as Elton Mayo, and the Civil Service in the field of personnel management were being taken up by the larger UK companies.
[3] The 1950s were marked by government efforts to improve productivity both through introducing more modern management practices and increase labor supply through encouraging migration of people from the British Commonwealth also known as the Windrush generation.
In 1955, responding to these changes, the IPM sought to increase the professional standards and standing of its members by introducing an externally moderated examination scheme, and restricting entry to full membership to fully qualified or practising personnel officers over age 35 with several years' experience.
[5] During the 1960s, 1970s and 1980s influences on the UK workplace ranged from a series of technological revolutions, economic pressures from entry into the Common Market and impact of globalization, deregulation of the financial services industry (the Big Bang).
Government intervention in industrial relations and the growth of health and safety, equality, collective and recruitment and employment legislation encouraged new specialisms to develop in the function.
The new organisation which had 70,000 members[5] was named the Institute of Personnel and Development (IPD), sought to represent the range of professionals engaged in one or more elements of people management.
[17] On an annual basis the institute conducts regular surveys on reward management, employee expectations and attitudes to pay and benefits, resourcing and talent planning, and learning and development.
The CIPD's 2015 research programme includes specific projects on; the behavioural sciences and learning, people management in small and medium-sized enterprises, social media and technology impacts in the workplace, leadership and management development, valuing the impact of an organisation's people on business performance, the 'megatrends' shaping the labour market and the future workplace.
It researches and publishes surveys and responds to media enquiries on the range of human resource issues such as labour markets, reward and employment policy.
[21][22] The CIPD is represented at local level through its 52 branches in the United Kingdom, Republic of Ireland, Channel Islands, Isle of Man and Gibraltar.
The branches provide learning and networking opportunities, events, information services, and membership and upgrading help for CIPD members and students.