There needs to a sensible balance between research and practice. Research gives us many clues to what underlying factors affect certain practices and then take effective measures to correct them in the future. Without a proper research base we will keep on doing what we have been doing for decades and continue to get the same old results. To give you an idea of the type of research CIPD-London is involved in currently with regard to HR, I list below some specific areas that may be interest to you. Business and economics
To show awareness of the wider business and economic contexts, such as the labour market, in which organisations operate.
Career management
Developing employees to their full potential can benefit both the employee and the employer.
Corporate social responsibility
Identifies the role of people management and development in the wider community.
Diversity
Diversity underpins all people management and development practices. We are researching into general diversity practices, as well as specific issues for women, older employees and religious groups.
E-learning
Our research has been focused on removing e-learning away from the domination of technology on the supply-side to supporting the needs of the learner.
Employing people with criminal records
Ignoring a large number of potential employees, just because they have a criminal conviction, can mean organisations aren't making use of the best available talent.
Helping people learn
CIPD research which considers how learning can be supported, accelerated and directed towards an organisation's needs.
High performance working
Encompassing 30 different HR practices, HPW has the potential to increase company performance.
HR and technology
Details of our work investigating the impact of technology on HR
Human capital
Awareness of the inadequacy of financial systems alone for measuring the value of an organisation has put measuring the contribution made by employees under the spotlight.
Improving health through human resources
Details of the project being managed by CIPD for the NHS.
International HRM
People management and development specialists need to be aware of the growing international dimension as more organisations work at a global level.
Knowledge workers and management
As organisations increasingly trade on the knowledge and skills of their employees, the skills HR professionals possess play an important role in managing the knowledge workers.
Mergers and acquisitions
Playing a more active and consistent role in a merger situation, HR professionals can prevent poor post-merger performance.
Organisation development
With organisations undergoing change, on average, every three years, HR professionals have a pivotal role in managing an effective change process.
People and performance
Effective people management and development policies make organisations more profitable and productive. Our research has been conducted over several years, and offers an in-depth insight into what effective organisations are doing.
People resourcing
Reviews our work in the resourcing area, covering recruitment, outsourcing and flexible working.
Psychological contract
Maintaining a successful employment relationship in which both employee and employer show mutual respect and trust, can raise commitment, motivation and satisfaction.
Reward
Good reward management practices are key in gaining full engagement and commitment from employees. We are researching into general reward issues, as well as the specific issues of pensions, flexible benefits and total reward.
Talent management
Information on the ongoing CIPD research project, with references to the significant number of related pieces of research we have previously completed.
Prof.Lakshman Madurasinghe
|
