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Over the last forty years there has been a transformation in the gender composition of the UK workforce as women are increasingly likely to be in paid employment for the major part of their adult lives. Yet gender imbalances remain with respect to the scale and form of employment and in remuneration. This paper is divided into two sections: patterns and progress; and challenges and make some tentative recommendations by way of conclusion.
This working paper explores the journey of Organisational Development as a discipline from its roots in the middle of the 20th century to its current status. It then considers whether and how OD can continue to be relevant in the 21st century.
This study provides a practical insight into how different organisations devise and use human capital measures. Drawing on a series of workshops and real-life case studies, it showcases tried and tested techniques for successfully measuring human capital.
Acas regularly evaluates customer attitudes towards its training provision, however, in the case of its bespoke Workplace Training service, this has previously been limited to collecting immediate feedback from trainees. This report describes the findings of the first ever survey to assess the medium- to long-term organisational effects of the service. By interviewing main commissioning clients, 3-15 months post-intervention, the survey evaluated the impacts of Workplace Training on its customers, particularly with regard to the promotion of effective employment relations, providing a rich source of new information
This literature review was commissioned to help inform Primary Care Trusts' (PCTs) approach to the development of their strategic plans. The review provides a summary of the literature on: strategy definitions; 'schools of thinking' about strategy; and methodologies of strategy formulation, development and implementation.
Does the way people are treated at work make a difference to the performance of the organisations that employ them? Are there returns to investment in human capital in a similar way to investments in physical capital? These seem straightforward enough questions but they have generated huge amounts of debate. Against this background, this study takes into account concerns from both academics and practitioners, and provides a convincing argument that the investments firms make in their workforce make a difference.
The Acas national telephone helpline service provides advice on employment relations issues to employers, employees and their representatives, dealing with approximately 850,000 calls each year across 12 regional offices. This research presents the findings of the 2007 Acas Helpline Survey.
This report provided information on UK business attitudes, intentions and performance relating to health and safety in the workplace in 2007. In addition, it provided robust empirical evidence concerning linkages and impacts of health and safety strategy and expenditure on an array of hard and soft performance measures of intermediate and final business performance.
The NHS Institute for Innovation and Improvement (NHS Institute) commissioned IES to review and summarise existing research findings regarding the role of HR/OD in workforce development and to put forward suggestions for the further development of roles and activities of HR and OD practitioners in the NHS. This report is the outcome of that work.
The aim of this enquiry is to help identify areas of development in terms of human resource management/organisational development and work development activity for the NHS Institute and its stakeholders. Such activity clearly has a key role in developing a flexible, adaptable workforce that is capable of sustaining continuous service improvement.
