Publications

Pregnant Employees

Good Employer Practice

This paper aims to: provide recommendations on the basis of current research; highlight the implications for employers; provide a summary of good practice for managing pregnant employees; and give details of how employers can avoid unintentional discrimination.

Is Graduate Recruitment Meeting Business Needs?

An Audit of Recruiters' Websites

This paper presents an audit of graduate recruitment websites that was jointly funded by IES Research Networks and the Council for Industry and Higher Education. Two students, one undergraduate and one postgraduate, conducted the audit to inform the research from graduates' perspectives. The Times Top 100 Graduates Employers polls UK students about who their ideal graduate employers are, then collates and showcases the results in a 'top' 100 ranking of graduate employers by their popularity among students. The web audit used this ranking to explore in more depth the qualities and characteristics of these organisations.

Building Coaching Capability

This paper is a short guide for employers. It provides some ideas and help for those who are building coaching capability within their organisations, and those who anticipate doing so. It offers both a framework for employers to determine the best approach to building coaching capability, and case study examples of how First Choice Holidays, the BBC and Inland Revenue have gone about resourcing, deploying and developing their coaches.

Researching the Independent Production Sector

A Focus on Minority Ethnic Led Companies

The film and TV industry has a poor record on diversity. There is low representation of minority groups, particularly those from minority ethnic backgrounds, in the workforce, and in content and portrayal. This is a preliminary study that gathers known literature, industry data, expert views and primary data (both quantitative and qualitative) on the independent production sector within both the film sector and the TV sector.

A Stepping-Stone to Employment?

An Evaluation of the Permitted Work Rules - Wave 2

Incapacity-related benefits provide people who have to stop working because of illness or disability with a measure of earnings replacement. Under the permitted work rules (introduced in April 2002), incapacity-related benefit claimants may work up to 16 hours per week and earn a set amount each week but for a limited period of time only (a maximum of 52 weeks). The research investigated the characteristics and experiences of the people who make use of the new rules; looked at who does and does not make use of the new permitted work rules; explored the extent to which the new rules provide a 'stepping stone' to employment for clients and explored the use of the new rules by Jobcentre Plus staff.

Flexing your Remuneration

Variable Pay at Work

Variable pay, sometimes referred to as 'pay at risk', is the portion of the remuneration package that has to be earned on each occasion, usually by meeting and exceeding individual, team or organisational performance criteria. While the rewards from variable pay schemes can be substantial, employees are forced to shoulder more of the business risks - rewarding the 'upside' and penalising the 'downside' of performance.

Current Thinking on Managing Attendance

a Short Guide for HR Professionals

This publication is no longer available. This best practice guide by the Institute of Employment Studies and the Institute of Work Psychology summarised the thinking and related evidence on the efficacy of various approaches to managing attendance from academic and practitioner literature from the early 2000s.