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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  • Practical Methods for Evaluating Coaching

    Carter A | Oct 2006 | Institute for Employment Studies

    Coaching evaluation is an activity that almost all companies agree is important, but it is one that is often neglected in the perpetual rush to get things done. This report aims to demystify coaching evaluation and provide coaching programme organisers with the practical help they need in planning their own evaluations.

  • Early Intervention Following Trauma

    a controlled longitudinal study at Royal Mail Group

    Rick J, O'Regan S, Kinder A | Oct 2006 | Institute for Employment Studies

    The British Occupational Health Research Foundation (BOHRF) commissioned this research to investigate safe and effective trauma management practices within organisations. It includes evidence on the effectiveness of specific mechanisms for the provision of support for organisations whose employees experience serious incidents at work.

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    Strengthening the UK Evidence Base on Management and Leadership Capability

    Tamkin P, Denvir A | Oct 2006 | Department of Trade and Industry

    The Department of Trade and Industry commissioned this report to assess the evidence base on management and leadership, and to make recommendations as to how it could be improved, with a view to designing and shaping policy to improve UK productivity through better management and leadership.

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    Annual Survey of Small Businesses: UK 2005

    Atkinson J, Tuohy S, Williams C | Oct 2006 | Department of Trade and Industry / Small Business Service

    In 2003 and 2004, the Small Business Survey (SBS) completed an annual survey of the experiences and opinions of the owners of SMEs, which built on its earlier Omnibus Survey of SMEs. This document is the report of the third, 2005 sweep of the survey. The survey sought to monitor the needs of SMEs, assess their main concerns, and identify the barriers which prevented them from fulfilling their potential; act as a sounding board for possible government actions to help SMEs; and record SMEs' expectations of government business support.

  • Strategic HR

    Building the Capability to Deliver

    Reilly P, Williams A | Oct 2006 | Gower

    This book looks at the developments that have brought HR to its present position. It sets out a vision of where HR might be headed, including a definition of its role and activities. It identifies a number of challenges that HR will have to face if it is to be effective and suggest solution. Challenges relate to skills, structures and relationships with stakeholders, be they line managers or employees.

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    Selling Rewards

    Paying for performance in your sales force

    Reilly P | Oct 2006 | Institute for Employment Studies

    There is evidence that sales force compensation has changed very little over the past few years, even though the role of many sales professionals has done so. The majority of UK companies use a combination of salary and commission for their sales staff because they assume that incentives linked to performance outcomes will stimulate effort. However, over-reliance on variable pay, or a poorly designed incentive scheme can create problems, especially if based on transaction volume but not customer satisfaction.

  • IES Annual Review 2006

    Sep 2006 | Institute for Employment Studies

    IES Annual Review 2006

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    Overview of SSC-based Labour Market Information for Yorkshire and Humber

    Williams M, Bates P, Hunt W | Sep 2006 | Sector Skills Development Agency

    This report aimed to provide a regional overview of labour market information across the Yorkshire and Humber region, focusing specifically on each of the 25 Sector Skills Council (SSC)-defined sectors.

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    The Changing HR Function: The Key Questions

    Tamkin P, Reilly P, Strebler M | Sep 2006 | Chartered Institute for Personnel and Development

    The CIPD commissioned a major two-year research study, the main objective of which was to explore how HR functions and professionals could best be organised to make the most of high performance within organisations. The project aimed to profile the existing state of the HR function and to provide practical guidance to organisations and their HR professionals on how to structure and staff the function to achieve future success.

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    Well-being and Call Centres

    Akroyd K, Gordon-Dseagu V, Fairhurst P | Sep 2006 | Institute for Employment Studies

    The number of people working in call centres within the UK has been increasing dramatically in recent years. At the same time, there has been a growing awareness that the work can be stressful and repetitive with little individual discretion. This report seeks to understand why, and in what ways, call centre employment can reduce employees' well-being. It also details practices and research findings that suggest ways to positively influence the well-being of workers.