Human Resources Research | Research about HR and HRM

Category Archives for "Human Resources"

Human Resources (also known as Human Capital, Human Resources Management, HR, HC and HRM) research. This category contains articles, posts and research briefings about Human Resources, it’s management, practices and implementation in organisations.

Flexible working arrangements have different impacts in different countries

flexible working

As more and more companies and organisation across the world embrace flexible working arrangements for their employees new research  has found that the benefits of such practices is not the same in every culture and that organisations would be wise to think carefully about just taking on flexible working. (This research briefing was sent to […]

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Why employee engagement fluctuates – new research

employee engagement

Employee engagement has become one of the hot topics in research, for practitioners and organisations, and is particularly important for organisational development and human resources practitioners. Employee role engagement is a subset of the broader concept of employee engagement and is the focus of a new study. When people talk about employee engagement, it tends […]

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How organisational diversity policies can hide racial discrimination

Organisational diversity polices

Organisational diversity polices can cause more problems than they solve. Whilst there is a plethora of research which shows that multicultural approaches to diversity tend to reduce prejudice and increase positive multicultural relationships, a new study has found that there can be a negative side effect of organisational diversity policies. Keywords: Racial discrimination, diversity, diversity […]

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An evidence-based framework for developing inclusion in the workplace

inclusion in the workplace

Developing inclusion in the workplace is a much wider issue than just developing and publishing a series of policies. A new study looking at the research into inclusion in the workplace best practice has produced a very useful research and evidence-based framework for promoting inclusion in the workplace. Inclusion in the workplace The research 6 ways of […]

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Why HR teams are core to an environmentally sustainable business approach

environmentally sustainable business approach

Organisations around the world are taking an increasing interest in reducing their environmental impact and developing an environmentally sustainable business approach. The most cynical amongst us say this increased interest in corporate environmental sustainability has developed for two reasons: good public relations and the fact that reducing energy use is cheaper in the long term. […]

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The down-side of organisational identification: Can you be too aligned with your organisation?

Organisational identification

The strength of organisational identification indicates the level to which the employees identify and agree with the goals, mission and values of the organisation they work in. Organisation identification is a key indicator of things like employee commitment to the organisation or company, loyalty, intention to leave and a host of other indicators.     […]

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Developing trust in the workplace and the role of HR – a new study

Developing trust in the workplace

Developing trust in the workplace is a key organisational predictor of performance. Many organisations have stumbled and even failed outright where a lack of trust, doubt and suspicion have grown between the leadership, management and employees. Previous studies have found that mistrust in the workplace predicts high turnover rates, increased absence through sickness, lower levels […]

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How to use conflict management processes to improve productivity…

conflict management

How does conflict management improve productivity? Many studies over the years have shown that conflict in the workplace often has a negative impact on productivity.  Previous studies have shown that interpersonal and inter-group (departments for example) conflict can frequently result in individuals or factions refusing to co-operate and withdrawing in subtle and often hidden ways […]

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