Publications

Publications graphicWe author and publish a range of resources to keep you up to date with the latest developments in employment, labour market and human resource policy and practice.

Most publications are free to access, but there is a small charge for our own latest reports.

Members of the IES HR Network can download all publications free of charge.

 
  • 📄

    Ethical dilemmas in HR practice

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Carter A | Mar 2015 | Institute for Employment Studies

    This paper raises the question, where was HR when the all-too-many recent organisational moral scandals were developing? This raises an interesting issue of the role of HR in ethics, is it HR’s role to ensure ethical behaviour or is it the role of every employee? Should HR be the early warning system? What about when the bad behaviour is invisible? Have we become too strategic – too business focused and too little of a challenger of senior management? When it comes to ethics, we all have different perspectives and HR tends to focus on its home territory – ethical issues such as: inconsistency of treatment; favouritism; confidentiality; discrimination; safety; harassment, etc. These are all laudable and important but there are other ethical dilemmas that HR is either blind to or which it chooses to avoid. These are, however, all too visible to other stakeholders: employees; consumers; customers; citizens, for example. We raise the importance of CPD in ethics and the opportunity to debate ethical issues, including these really difficult ones.

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    Organisational change: finding your way as you journey into the unknown

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Varney S | Mar 2015 | Institute for Employment Studies

    In this paper, we explore how each change now overlays other preceding or concurrent changes to form a dynamic pattern of mutual interference. More traditional conceptions of change management can be left behind by this constant overlay of impacts so how are organisations and the people in them, able to adapt and thrive?

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    Organisation design in a VUCA world

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Garrow V, Varney S | Mar 2015 | Institute for Employment Studies

    In this paper, we highlight the importance of organisations having one foot in the past through exploiting current capabilities whilst also stepping into the future by designing organisations able to explore opportunities. This difficult balancing act is supported by engagement and yet engagement is always threatened by change. More established ways of managing change are replaced by evolving fluid approaches, enabled by what is shared across organisations, to promote collaboration, to simplify what is being faced wherever possible, and to mobilise the workforce.

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    Leveraging coaching for organisational change

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Carter A | Mar 2015 | Institute for Employment Studies

    In this paper,we place the emphasis on how we can help individuals adapt to, support, and lead change better. The evidence is that using coaching to accelerate skills development, help understand change better and work with teams to adapt to...

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    Innovation: turning good ideas into reality

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Smith M | Mar 2015 | Institute for Employment Studies

    In this paper we explore the importance of the individual, exploring the challenges of engaging employees in innovation, all too often limited by individuals having too little time to enable ideas to come to life or feeling as if they are not ...

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    The role of the line in talent management

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Hirsh W | Mar 2015 | Institute for Employment Studies

    HR needs to consider how talent management lands with those who are tasked with bringing it to life – how line managers are key players and how they can feel unsupported, isolated and unskilled in fulfilling their role. Considering how the line can be enabled to succeed should be the focus of HR intervention.

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    Beyond competence: shifting perspectives of capability

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Tamkin P | Mar 2015 | Institute for Employment Studies

    This review of competencies argues that our tendency in the UK to atomise (whilst Germany for example favours an holistic interpretation) leaves knowledge isolated, fixed in conception and unable to be summonsed to help with new situations. The effects include dispiriting appraisals, narrow recruitments, rote learning, and the downplaying of theoretical knowledge to the broader detriment of agility (back to change management again) and the ability to deal with novel and complex situations.

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    HR business partners: yes please or no thanks?

    A paper from 'HR in a disordered world: IES Perspectives on HR 2015'

    Reilly P | Mar 2015 | Institute for Employment Studies

    Business partners are one of the Ulrich model’s most endemic manifestations, seen as integral to the running of business units and providing strategic advice and support to maximise performance. However, all too often various pressures on business partners result in a failure to be sufficiently strategic, the tendency to be drawn into low added value activities and becoming too associated with the business unit in which they sit and less willing to toe the HR line. The popularity of the role can also make it harder to find people of the right calibre. These are partly problems of role definition but also of line interface; devolution to the line has proved harder than anticipated. As a result, there is a real tension between strategic contribution and operational support which organisations have not yet resolved.

  • Effective talent and succession management

    A framework for thinking about your own approach

    Hirsh W | Feb 2015 | Institute for Employment Studies

    The first paper in our new HR Essentials series focuses on talent and succession management. It offers the practitioner two elements of support on just two pages: 1. A framework for thinking about your own approach. 2. Ten practical tips for developing and implementing a successful approach.

  • HR in a disordered world

    IES Perspectives on HR 2015

    Feb 2015 | Institute for Employment Studies

    IES presents its annual Perspectives on HR publication, in which IES researchers and consultants offer their insights into the challenges of today's turbulent world for the HR function.