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.

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  • Organisational Responses to the HSE Management Standards for Work-related Stress

    Progress of the Sector Implementation Plan Phase 1

    Tyers C, Broughton A, Denvir A, Wilson S, O'Regan S | Feb 2009 | Health and Safety Executive

    Working to reduce the causes of work-related stress is a key area for the Health and Safety Executive (HSE). This research was designed to evaluate a particular aspect of this work, the Management Standards for work-related stress, Sector Implementation Plan Phase 1 (or SIP1). This report provides an overview of the progress of SIP1 and draws together a range of qualitative data, including the experiences of organisations participating in SIP1, from the perspective of managers and staff working in those organisations, and the experiences of HSE and Acas staff supporting participating organisations.

  • Managing Stress and Sickness Absence

    Progress of the Sector Implementation Plan Phase 2

    Broughton A, Tyers C, Wilson S, O’Regan S | Feb 2009 | Health and Safety Executive

    This report reflects research that evaluates the HSE’s Sector Implementation Plan Phase 2 initiative, which aimed to help organisations manage stress and absence. It explores the effectiveness of the intervention in influencing procedures for managing work-related stress and sickness absence in organisations in the HSE’s target sectors. It also examines organisations’ existing policies and procedures in sickness absence management and stress management practices.

  • Train to Gain Learner Evaluation: Report from Wave 2 Research

    Newton B, Regan J, Hillage J | Feb 2009 | Learning and Skills Council

    Train to Gain was designed as a national service for businesses that provided help to identify and source training that would improve their business performance and the skills of their workforce. It aimed to encourage employers to invest in the development of the skills and qualifications of their employees. This report presents the findings from the second wave of the Train to Gain learner evaluation and is based on survey analysis of 7,614 learners.

  • Train to Gain Learner Evaluation: Report from Wave 3 Research

    Levesley T, Regan J, Bellis A, Oakley J, Hillage J | Feb 2009 | Learning and Skills Council

    Train to Gain was designed as a national service for businesses that provided help to identify and source training that would improve their business performance and the skills of their workforce. It aimed to encourage employers to invest in the development of the skills and qualifications of their employees. This report presents the findings from the third wave of the Train to Gain learner evaluation, and is based on a telephone survey of 8,385 learners, plus qualitative interviews with 100 of those learners.

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    HR in Recession: what are the prospects and priorities for HR management in 2009?

    Brown D, Reilly P | Feb 2009 | Institute for Employment Studies

    Global Crisis set to Decimate HR.' This was how one HR magazine headline-writer cheerfully chose to summarise prospects for the new year in late 2008. But though the pundits are universally depressed with their economic prognostications, the implications they draw out for HR and people management are far less uniform and at times seemingly contradictory, in terms of both overall prospects and specific priorities. So just what are the implications and where should we be focusing our under-pressure resources?

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    Evaluation of Partners Outreach for Ethnic Minorities (POEM) - Interim report

    Aston J, Bellis A, Munro M, Pillai R, Willison R | Feb 2009 | Department for Work and Pensions

    The Partners Outreach for Ethnic Minorities (POEM) programme began in March 2007. It supported people of working age who were not in contact with Jobcentre Plus services, were not working or claiming benefits, and were non-working partners in low income families. Pakistani, Bangladeshi and Somali communities were the target groups, with a particular focus on women. The evaluation of the first year of POEM comprised case study work with providers, partners and other stakeholders involved in delivering POEM; 50 face-to-face interviews with POEM clients; and analysis of POEM Management Information.

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    Talent Management: Practical issues in implementation

    Hirsh W | Jan 2009 | Institute for Employment Studies

    The term ‘talent management’ is clearly a big hit with HR people, but will the recent talent craze yield real business value? If talent management does help, it will do so by shifting our thinking and/or by helping us to act more effectively.

  • Pre-Claim Conciliation Pilot

    Evaluation summary report

    Denvir A, O’Regan S, Williams M, Cox A, Pearmain D, Hooker H | Jan 2009 | Advisory, Conciliation and Arbitration Service

    The Acas Pre-Claim Conciliation Service (PCC) aims to identify workplace disputes between employers and employees which may become employment tribunal claims and resolve them effectively before they enter the tribunal system. The findings of this evaluation show cost and time savings to both employers and employees involved in this pilot and a net financial benefit to the taxpayer.

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    Working in 21st Century Rural England

    A Scoping Study

    Bates P, Carta E, Dewson S, Francis R, Pillai R | Jan 2009 | Commission for Rural Communities

    This project identified the rural groups that found it most difficult to move into, remain and progress in employment. The project also described and evaluated these groups' pathways into work. The scoping study was designed to inform the development of the Commission for Rural Communities' broader programme of work on Working in 21st Century Rural England.

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    Talent Management: Issues of Focus and Fit

    Garrow V, Hirsh W | Jan 2009 | Institute for Employment Studies

    Talent management has been high on the agenda of HR professionals in the UK over the past few years. This high level of interest is reflected in a number of recent case study based research reports describing a wide range of organisational practice. This paper draws on published research and also on the considerable practical experience of IES in supporting organisations in their own talent management strategies.