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Tackling high levels of employee turnover
Tackling high levels of employee turnover
An interesting study that looks at the true costs of employee turnover, how to find the causes of employee turnover and looks at some innovative solutions to reducing it.
HR needs to get granular
HR needs to get granular
New Research has shown that Human Resources Management (HRM) tends to do best when it is tailored to the needs of individual departments, rather than operating on a ‘one-size-fits-all’ basis across an organisation...
Most firms ask the wrong questions when recruiting people
Most firms ask the wrong questions when recruiting people
People are usually a significant proportion of most organisations’ competitive advantage. You don’t want large swathes of your talent leaving. Not only is this costly, but it can be destabilising. Being able to predict who is most likely to stick around and develop commitment to the organisation is worth its weight in gold...
Organisational Politics and Turnover
Organisational Politics and Turnover
Poor organisational politics has been shown to lead to turnover intention among staff in a range of studies around the world. This particular study examined the effects of organisational politics over a 2 year period and looked at how they related to intention to leave amongst the staff.
Predictors of PTSD
Predictors of PTSD
A systematic review of literature that looked at military and emergency service personnel has found that some tests that are currently used to predict incidences ofpost-traumatic stress disorder (PTSD) and mental health conditions failed abjectly. Some newer measurements into physiological markers had interesting results, yet need more research to be effective. Additionally, some personality measurement has been shown to be effective too.
The primary factors that impact employee engagement
The primary factors that impact employee engagement
Research around the world consistently shows that employee engagement is at fairly low levels in most jobs. Unlike robots, human performance varies, waxes and wanes and runs in cycles. Trying to find ways to increase employee engagement is a constant quest in many organisations and research studies. A new study that looked at 443 employees and has come up with some useful answers.
Employee Empowerment - Key Factors
Employee Empowerment - Key Factors
Research from the hospitality sector has shown what drives employee empowerment at an individual level.
Building trust with virtual employees
Building trust with virtual employees
An interesting study from India (which has a huge and increasing population of virtual workers), shows that one of the biggest problems both employers and virtual employees face is that of trust.
Corporate Social Responsibility is important inside and out
Corporate Social Responsibility is important inside and out
Corporate Social Responsibility is not just a PR policy to make your organisation look good in glossy external communications – a new piece of research shows how important it is for reducing staff turnover and increasing employee motivation.
Developing trust in the workplace and the role of HR
Developing trust in the workplace and the role of HR
An interesting study just published in The International Journal of Business and Management looks at the issue of trust in organisations.
How to deal with workplace withdrawal behaviours
How to deal with workplace withdrawal behaviours
The most common form of work disengagement is what is termed withdrawal behaviours. Withdrawal behaviours take on either psychological or physical forms. New research looking at ‘What best practices are needed to mitigate the effects of withdrawal behaviours on organizations?’ has just been published in a new PhD Thesis.
How to improve the work environment to give better output
How to improve the work environment to give better output
A continual puzzle in organisations is how to improve performance. A new study looked at this issue from the perspective of work environments and the role that managers play in helping to create the work environment.
Making employee relocation work
Making employee relocation work
Prior research has found that relocating their staff to different territories improves employee retention. Until recently the process of staff relocation has been a messy business with organisations often unable to get to grip with the true costs involved
A model for human resources management in social media
A model for human resources management in social media
Danial Arjomandy, of the Polytechnic of Milan has come up with a model as to how social media is used by a range of companies ranging from Fortune 500 giants such as IBM and McDonald’s to a number of small and medium enterprises (SMEs).
Organisational culture change through HR
Organisational culture change through HR
Human Resources teams are charged with selecting, advising and assisting with the development of the people in order to achieve the aims of the organisation. This isn’t just about hiring and firing – this is about ensuring that people work together as a cohesive whole and about using their collective strengths to achieve output that is beyond them as a loose collective of talent.
Reimagining (dis)ability through science fiction
Reimagining (dis)ability through science fiction
Using the techniques used by Bennet it is very possible to positively change perceptions of ability across organisations to the benefit of both the organisation and the disabled.
SMEs should use human resources practices
SMEs should use human resources practices
Research just published in the journal, Human Resources, shows that those SME’s who fail to implement Human Resources management practices are probably not going to grow as fast as they could.
Success in business - women versus men?
Success in business - women versus men?
A study just published in the International Journal of Entrepreneurial Behavior & Research has examined success factors in business and then compared women’s views with men’s to see what gender differences there were in terms of perception of importance.
The cost of presenteeism
The cost of presenteeism
Presenteeism on is where someone is at work but either not working at all or not working effectively. Measuring this is another matter – how does a company work out that its employees are only working at 70%?
Wellbeing risk assessments
Wellbeing risk assessments
In 2011 stress became the primary cause of time off sick in the UK and is estimated to have cost the economy the equivalent of £50 for every employee in the UK. Therefore most businesses aren’t immune from losses caused by stress. A study published in the journal Occupational Health and Wellbeing looks at the essentials of occupational health in the workplace.
What develops a new employee's commitment to the organization?
What develops a new employee's commitment to the organization?
A paper just published in the Journal of Organizational Behaviour looks at what makes a difference to new employees’ commitment to the organization.
Work roles for Psychopaths, Narcissists and Machiavellian personalities
Work roles for Psychopaths, Narcissists and Machiavellian personalities
A new piece of research due to be published next year in the journal of Personality and Individual Differences has examined the ‘Dark Triad’ of personality traits – Narcissism, Machiavellianism and Psychopathy – to see whether and how they are associated with fit for different career paths.
ganisations better than others?
ganisations better than others?
In large multinational organisations employees will expect to spend time in other countries as part of their career development. On their return to the organisation’s home base, a number of those repatriated often resign from their posts. The reason was examined in a study conducted at Minnesota State University, Mankato.
Why HR teams are core to an environmentally sustainable business approach
Why HR teams are core to an environmentally sustainable business approach
Once an organisation has an environmental policy, it needs to have action taken at every level so that everyone working for the organisation complies with the policies and ultimately so the organisation isn’t just paying lip-service to the very real issues of climate change.

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