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Organisations in the social housing sector have a model of how to use information to monitor the outcomes of their activities. Drawing on research which places information in its organisational context, the mechanism of Knowledge Transfer Partnerships has been used to enable Nottingham City Homes to pioneer the evaluation of its activities focusing on a major investment programme called Decent Homes. Cited in Parliamentary debates, not only has the impact shifted the strategic direction of the organisation's activities, but also it has been adopted as a model of best practice for the sector.
Brunel researchers assisted practitioners within the Department of the Environment, Food and Rural Affairs (DEFRA) to develop and explore a range of climate change policy scenarios in agriculture as part of the UK government's climate change strategy to reduce greenhouse gas (GHG) CO2 emissions by 3 million tonnes to 2020. This led to:
Environmental and Policy Impact through:
- the novel application of the Fuzzy Cognitive Mapping (FCM) technique, to enable effective scenario modelling at DEFRA in pursuit of improved management of environmental risks;
- enhanced capacity and capability within and across climate change mitigation project teams and experts, allowing DEFRA practitioners to add the FCM technique to their repertoire of futures modelling.
Practitioner Impact through:
- Improved professional standards, guidelines and training — along with the development of DEFRA resources to enhance their professional practice.
This case study details the impact of Stephen Howlett's research on the development of third sector volunteer management practices. Howlett's research investigates the sector's capacity to address the management of volunteers, especially in the context of unpaid workforce formalisation, and the means by which both organisations and volunteers gain from involvement. Through a series of operational reviews, reports, and professional thinking and action in the UK and internationally, this research has had an impact on the sector in two ways; 1) it has directly influenced policy and practice within specific organisations and 2) has impacted strategic thinking within the wider sector.
UWE research has informed the implementation of HR policy to support front-line managers more effectively in their role as people managers in diverse organisations (e.g. Selfridges, the Royal United Hospital, Bath, and the MOD). This research has provided empirical evidence that front-line managers (such as team leaders) are critical to organisational effectiveness and makes recommendations on the supportive conditions necessary to improve their behaviour in people management. It has also directly influenced the policies and learning materials of the Chartered Institute of Personnel and Development, as well as advisory materials produced by ACAS, and a variety of public policy documents that have informed organisations' HR practice in supporting and developing front-line managers.
The Change Management Consortium (CMC) is a collaborative network of academics and organizations seeking to improve knowledge and practice on staff engagement in the strategic implementation of change. Research done at the University of Bath has helped organizational members of the CMC internally to improve employee trust and to build commitment to change. The CMC provides member organizations (including: Aviva, Ernst & Young, GKN, GlaxoSmithKline, Kraft Foods, the Ministry of Defence and T-Mobile) with opportunities to utilise highly relevant research findings in order to create cross-organizational dialogues on improving practice. The broad aim of the research is to move from strategies for change based on alignment with management requirements, to strategies for change informed by employee engagement. One of the CMC members, Her Majesty's Revenue and Custom's (HMRC) provides a specific case example of the benefits of this research, which led to acknowledged improvements in trust and employee engagement.
This case study focuses upon research surrounding knowledge management (KM) practice and implementation (organisational change). The case study utilises research and impact from the Systems Thinking and Organisational Change Research Group (SYTOC), which existed in Derby Business School between 2007 and 2012.
Impact included enhanced business process and practice for many organisations through the significant dissemination of the research. The core group of SYTOC includes Longbottom, Dexter, Marshall and Seddon, visiting professor and a leading authority on change in the public sector.
Impact for the CPHR is derived from its collaborative partnership between their world-leading HR researchers and 20 primary sponsor organisations. Through this network the Centre stays abreast of the current issues facing HR directors. This co-production of knowledge generates performance-driven solutions that have benefit to the wider business community. These are distributed through high-impact white papers, journal articles and initiatives with the CIPD (the professional HR institution). Examples of organisational impact include a new strategy at McDonald's `Trust Based HR' and a 20% increase in job satisfaction of employees aged 60+ and the creation of an Executive Vice-President position at Shell.
The development and practice of strategic human resource management at two multinational enterprises has been transformed by University of Glasgow research on employer branding, corporate reputation management and employee engagement, impacting on more than 94,000 employees across 90 countries.
Building on research in integrated information systems and their impact on organisational culture, Newcastle Business School (NBS), via a two-year Knowledge Transfer Partnership (KTP 8193), assisted Inpipe Products (IPP) to increase its operational efficiency and turnover. IPP is a world leading company in the design, manufacture, supply and rental of pipeline maintenance equipment for the global oil and gas industry. The KTP explored and developed the cultural environment for successful implementation of an integrated information system. The result for the company is improved operational efficiency, with the processing time for products from sales to engineered drawings reduced from five hours to 15 minutes, a reduction in late deliveries due to better information on product specification and a 14% reduction in rejected products. Product sales turnover has increased from £5.5 million to £6 million per year.
The impact of the Hull University Business School`s (HUBS) research on ESV emerged out of a project with Yorkshire Bank and Irwin Mitchell Solicitors (August 2010-July 2011) and a separate project with the Co-operative Group and the Federation of City Farms and Community Gardens (FCFCG) (February 2012 - January 2013). These led to wider impacts on:
1) Corporate ESV policies of the case study companies.
2) Hull and East Yorkshire Community Foundation (HEYCF) approaches to ESV and engagement with business.
3) Securing new funding from the ESRC Knowledge Exchange Opportunities Grants Scheme in partnership with HEYCF.