Log in
University of Bath research into employee attitudes and behaviours has underpinned changes at Alexander Mann Solutions (AMS), a global provider of Human Resource (HR) outsourcing and consultancy services to 45 major clients in 6 countries. The research has improved AMS's ability to understand and to manage employee commitment across organisational boundaries. As a direct result of this research, AMS have developed new processes and approaches that balance commitment to clients with commitment to the company. Specifically, they have enhanced their induction programme; increased training hours for technical staff by 15% and for managers by 45%; initiated a global teamwork award; introduced an electronic knowledge base; and established senior management development. Results have shown a 9% improvement in employee commitment, an 8% reduction on intention to quit, and a 5% increase in internal promotions.
Members of Loughborough University's Helpline Research Unit (LUHRU) have been researching, evaluating and advising on helpline services since 2000. LUHRU research on the exchange of talk between callers and call-takers on telephone helplines has had a significant impact on helpline training and quality control, benefitting helpline organisations, call-takers, and users. The impact has been realised through a) engagement activities that have increased understanding of helpline interactions amongst managers and call-takers, b) training and development activities that have changed call-takers' practices, and c) consultation and evaluations that have changed organisational policy and practice.
Research on employee share plans and employee ownership has made an impact in the media and on government policy. Pendleton's research has influenced and increased media discussions of participation in share plans, financial knowledge, and plan outcomes in the specialist reward and financial press. Additionally, the research impacted upon government policy in two ways: one in informing a government decision not to remove the tax benefits connected with share ownership plans; and two, in contributing to an enquiry which has subsequently had a significant influence on the views of the main political parties towards employee ownership.
This research into treatment for employees with disabilities provides one of the UK's Equality Performance Indicators and recommendations from it have been incorporated into UK legislation. Hundreds of organisations have used the research to promote better treatment for employees with disabilities; public-sector employers, including government departments, have relied on it to meet their statutory duties and it has helped the UK to fulfil its international treaty and convention obligations in respect of people with disabilities. This research has helped the Equality and Human Rights Commission (EHRC) to fulfil its statutory role to promote equality and human rights.
This research into rich donors in the UK has impacted on the policies of both governmental and non-governmental bodies. Government policy shapes and incentivises philanthropic behaviour (e.g. through tax incentives), whilst charity sector bodies influence philanthropic norms and build trust: both have used this research to guide their policy and practice. Examples include the influence of the research on the content of the UK Government's Giving White Paper (2011); the decision to abandon the proposed cap on charity tax relief (2012 Budget); and the work of bodies who promote fundraising and philanthropy, for example, the Institute of Fundraising, Philanthropy UK and Charities Aid Foundation (CAF).
Research by the University of Southampton's Work Futures Research Centre has contributed significantly to the design of management change processes and policies across a range of organizations in the UK and internationally. The Centre's research has informed a new training and qualifications framework and improved programme performance for healthcare workforces involved in digital innovation; led to new recommendations for sustainable workplace design to enhance employee well-being and productivity promoted by the British Council of Offices as part of their evidence base on office re-design; and influenced the development of organizational and professional guidelines for gender equality at work.
Research by the University of Nottingham has played a leading role in developing national, international and industry guidance on practical approaches to tackling the problem of psychosocial risks in the workplace. The European Commission, the World Health Organisation, the Health and Safety Executive, major global corporations and small and medium-sized businesses have supported and adopted the frameworks and recommendations resulting from this work. In the UK alone the guidance is estimated to have contributed to a saving of almost £2bn over 10 years by helping to improve employees' health and so reducing the costs associated with work-related illness.
Employee relations in Britain have undergone fundamental change in the last three decades. Research by Lewis, Upchurch, Croucher and other colleagues has tracked these changes identifying the decline of collective bargaining and the rise of alternative forms of employee voice. The impact of this programme of research has been evident in influencing the evolution of wider public debate on issues of employee voice and shaping the development of policy frameworks and specific policy initiatives in the UK and abroad, particularly concerning whistleblowing. Impact has been apparent through influencing the development of employment culture and the respective practices of employers, unions, and human resources/industrial relations practitioners.
UK companies have chosen to retain contact centres in Scotland and International companies have chosen to invest in Scotland's Business Process Outsourcing (BPO) sector in part as a result of Strathclyde research into Call Centres and offshoring in Scotland, Globalisation and Offshoring. Strathclyde researchers have worked closely with Scottish Development International (SDI) to develop Scotland as an attractive `nearshore' BPO location which has changed government policy and corporate decision making — in one instance the creation of a separate corporate entity, RBS Insurance. Extension of the outsourcing research into the quality of working life, working conditions and job protection have informed labour standards promoted by the International Labour Organisation on `remote working' and trade union policies on work conditions and offshoring.
Work-related stress and work-life conflict are the biggest health and safety challenges in the UK with considerable costs to the economy as well as employees and their families. Research conducted by Professor Kinman over the last 15 years has made a significant contribution to enhancing knowledge of the mechanisms underpinning work-related well-being and ways in which this can be enhanced. In recognition of the unique nature of Kinman's work, the UoB is widely recognised as a centre of excellence in this field. Kinman has advised organisations, predominantly in the public sector, on ways to manage stress and enhance work-life balance and resilience. The significance and reach of this work has been demonstrated, most notably with academic employees and social workers. It has been used to develop interventions and informed changes to policy and practice at a national level in these sectors.