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.

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  • Swimming against the tide: getting whistleblowers on board

    IES Perspectives on HR 2016

    Reilly P | Apr 2016 | Institute for Employment Studies

    Peter Reilly highlights the practical, procedural difficulties of whistleblowing for HR, but ends with the deeper, worrying evidence that half of HR leaders are being forced to compromise on their principles and the stark challenge that ‘HR might like to start with acknowledging it has a moral purpose in the organisation and make that the basis for its contribution to difficult business decisions.’

  • Performance management, a tale of two practices?

    IES Perspectives on HR 2016

    Tamkin P | Apr 2016 | Institute for Employment Studies

    Of all HR practices, performance management systems appear to be almost universally embedded in organisational best practice. One CIPD survey found that 95 per cent of organisations have appraisals (Sung and Ashton, 2005). Assuming that organisations behave rationally, we might expect that they use appraisals because they benefit the organisation.

  • Gender pay gap reporting: important, undesirable or irrelevant?

    IES perspectives on HR 2016

    Brown D | Apr 2016 | Institute for Employment Studies

    Duncan Brown offers a detailed description of this year's gender pay reporting requirement and how to maximise the benefits from it.

  • What's the point? The importance of meaningful work

    IES Perspectives on HR 2016

    Fletcher L, Robinson D | Apr 2016 | Institute for Employment Studies

    We spend a lot of our time at work. Around eight hours a day, for at least 40 weeks every year, for 40 years or so.

  • The me and we generations: the impact of intergenerational differences in the workplace

    IES Perspectives on HR 2016

    Parry E, Tamkin P | Apr 2016 | Institute for Employment Studies

    Generational differences and how they play out in the workplace have become a major area of interest to organisations and catalysed articles in the HR and broader business press and much commentary from consultancy organisations. The thrust of many of these articles is that such generational differences are fuelling difficulties in the workplace as different attitudes clash.

  • Slides: Performance management: making it work

    Peter Reilly | Mar 2016 | Institute for Employment Studies

    Peter Reilly's presentation slides from IES HR Network event 'Performance management, change at last?', 22 March 2016

  • Slides: Performance management, change at last?

    Peter Reilly | Mar 2016 | Institute for Employment Studies

    Peter Reilly's presentation slides from IES HR Network event 'Performance management, change at last?', 22 March 2016.

  • ORGANISER: A behavioural approach for influencing organisations - Summary

    Fell D, Giorgi S | Mar 2016 | Cabinet Office

    This document is a summary of ORGANISER: a behavioural approach to influencing organisations. It was commissioned by a cross-Government group and has been designed to support better policy making.

  • ORGANISER: A behavioural approach for influencing organisations

    Fell D, Giorgi S | Mar 2016 | Cabinet Office

    ORGANISER is a behavioural approach to influencing organisations. It was commissioned by a cross-Government group and has been designed to support better policy making.

  • Understanding the Behavioural Drivers of Organisational Decision-Making: Executive Summary

    Mar 2016 | Cabinet Office

    This is a summary of a rapid evidence assessment for the Department of Energy and Climate Change, carried out to understand the generalisable/common behavioural factors which explain organisational behaviours and influence organisational decision-making and change and, in particular, those influences that do not centre on fiscal incentives or penalties, or direct means of regulation such as inspections or reporting requirements.