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.

All our pdf publications are free to access.

 
  • Evaluation of Mind's mental health and resilience training for new recruits to the Blue Light sector

    Evaluation of Mind's mental health and resilience training for new recruits to the Blue Light sector

    Huxley C, Wilson S, Gay R, Hey L | Oct 2018 | Mind

    This report contains the findings from our evaluation of Mind's training interventions for new recruits in the Blue Light services in England and Wales.

  • Optometrists' Futures 2018

    Optometrists' Futures 2018

    A survey report of recruitment, retention and career aspirations of the optometric workforce, for the Association of Optometrists

    Robinson D, Edwards M, Cockett J, Hey L | Oct 2018 | Association of Optometrists

    The Association of Optometrists (AOP) commissioned IES to carry out an online survey of the optometry profession. The main focus of the survey was to explore the career aspirations of optometrists in the UK, also testing their attitudes towards their work and their profession.

  • Thinking ahead

    Thinking ahead: A review of support provided by employers to help staff plan for their future

    Gloster R, Edwards M, Spiegelhalter K, Newton B, Hirsh W | Sep 2018 | Centre for Ageing Better

    This report produced by IES on behalf of the Centre for Ageing Better and the Calouste Gulbenkian Foundation explores what large employers are doing to support employees in their mid-life through to retirement.

  • Evaluation of the 18-21 Work Skills Pilot 1

    Evaluation of the 18-21 Work Skills Pilot 1

    Final report

    Newton B, Hillage J, Buzzeo J | Sep 2018 | Department for Education

    This report presents the findings of IES' evaluation of the 18-21 Work Skills Pilot 1, a randomised controlled trial conducted with young Jobseeker's Allowance claimants aged 18-21 who could not provide evidence of possessing Level 2 Maths and English skills.

  • Slides: Journey of engagement

    Neville P | Sep 2018 | Trinity Laban Conservatoire of Music and Dance

    Paul Neville's slides from IES HR workshop Job/work engagement: Understanding a different aspect of engagement, 13 September, 2018.

  • Information sheet: Internal communications and employee engagement: the role of trust

    Sep 2018 | Institute for Employment Studies

    Information sheet from IES' Megan Edwards presented to delegates at an IES HR workshop: Job/work engagement: Understanding a different aspect of engagement, 13 September, 2018.

  • Slides: Measuring job/work engagement in higher education

    Carter N | Sep 2018 | Universities and Colleges Employers Association (UCEA)

    Nicola Carter's slides from IES HR workshop Job/work engagement: Understanding a different aspect of engagement, 13 September, 2018.

  • Slides: Job/work engagement: Understanding a different aspect of engagement

    Robinson D | Sep 2018 | Institute for Employment Studies

    Dilys Robinson's slides from IES HR workshop Job/work engagement: Understanding a different aspect of engagement, 13 September, 2018

  • Royal Society Research Fellowships: Career Pathway Tracker

    Royal Society Research Fellowships: Career Pathway Tracker

    Mellors-Bourne R, Metcalfe J, Pollard E | Sep 2018 | The Royal Society

    This report presents the findings from the first survey of people involved in the career pathway tracker of researchers taking part in Royal Society fellowships. IES, in partnership with researchers from the Careers Research & Advisory Centre (CRAC) and Vitae, supported the development of the tracking tool.

  • Bridging the gap: an evidence-based approach to employee engagement

    Bridging the gap: an evidence-based approach to employee engagement

    IES Perspectives on HR 2018

    Edwards M | Sep 2018 | Institute for Employment Studies

    Organisations need to recognise that there are different levels of employee engagement and distinguish between job engagement and organisational engagement. In doing so, how can employers and HR then leverage this distinction to meet desired business outcomes more effectively?