Recent Publication – forgot to blog about it!

Check out a recent publication with my colleague Professor Akram Al Ariss from Toulouse Business School. Details as follows: Crowley-Henry, M and Al Ariss, A (2016) Talent management of skilled migrants: Propositions and an agenda for future research, International Journal of Human Resource Management, http://dx.doi.org/10.1080/09585192.2016.1262889. In the paper we unpack the dominant conceptualizations of talent management (TM) in contemporary academic publications and consider these in relation to skilled international migrants. We highlight, through a series of propositions, how organizations, in strategically using a comprehensive TM lens rather than a human capital lens in approaching the TM of skilled migrants, could benefit from improved HRM performance. Continue reading here [...]

Exploring the Competencies, Skills and Behaviours of Effective Workplace Mediators

Two reports named Shaping the Agenda 1 and 2 were officially launched on Monday 10th October 2016 in Maynooth University Ireland. The research team is from the Kennedy Institute Workplace Mediation Research Group (KIWMRG), with this particular research project led by Dr Deirdre Curran (NUIG) and commissioned by the Mediators’ Institute of Ireland (MII), the professional association for mediators in Ireland. The research identified the competencies, skills and behaviours of workplace mediators through an extensive literature review (and reported in the report entitled: Shaping the Agenda 1: Exploring the Competencies, Skills and Behaviours of Effective Workplace Mediators), and highlighted the implications for the development of workplace mediation in Ireland (published in the report: Shaping Continue reading here [...]

Portrayal of Skilled Migrants – Recent Publication

Check out my recent publication, with two great colleagues: Crowley-Henry, M., O Connor, E. and Al Ariss, A. (2016) “Portrayal of Skilled Migrants’ Careers in Business and Management Studies: A Review of the Literature and Future Research Agenda”. European Management Review, DOI: 10.1002/emre.12072. Abstract A systematic literature review in business and management studies was conducted, which paints a portrait of the existing literature on skilled migrants’ host country career experiences. Core themes arising from this review are presented, including labeling inconsistency concerning the population (with researchers using terminology such as‘skilled migrants,’ ‘immigrant professionals’ and ‘qualified immigrants’ interchangeably); the need for including skilled migrant Continue reading here [...]

Recent Publication

A chapter I co-wrote with my PhD student, Ciarán McFadden, currently on a Fulbright Irish Student Award in the Williams Institute, UCLA, USA, is now available online: http://tinyurl.com/hlr8v7e.  The full reference details are: McFadden, C., and Crowley-Henry, M. (2016). “A Systematic Literature Review on Trans* Careers and Workplace Experiences”.  In: Koellen, T. (Ed.) Sexual Orientation and Transgender Issues in Organizations. New York: Springer. Abstract This chapter presents a systematic review conducted on the academic literature related to the careers and workplace experiences of the trans* population (including but not limited to: transsexual, transgender, genderqueer). Primarily situated in the career theory, human resources, and general business management disciplines, Continue reading here [...]

16th International Conference on Human Resource Development and Practice Across Europe

The 16th International Conference on Human Resource Development and Practice across Europe takes place in University College Cork (Ireland) from 3rd-5th June 2015. With ca. 350 attendees from all over the world, blended from practitioners and academics in the area of human resource development, the conference is a huge success.  Professor Sandra Robinson (University of British Columbia, Vancouver, Canada) gave a keynote presentation on 3rd June looking at the role of trust in HRD, sharing very interesting research, including that, sometimes, too much trust can have negative outcomes (such as reduced performance in teams or reduced negotiated outcomes for individuals), which she calls 'the dark side' of trust. Professor Michael Morley (University of Limerick, Ireland) gave a keynote presentation Continue reading here [...]

1st International Conference on Self-Initiated Expatriation

Greetings from the prestigious Toulouse Business School (EQUIS, AACSB, AMBA accredited), which is hosting the 1st international conference on self-initiated expatriation (28-29 May 2015). With ca. 50 participants representing institutions as far away as Massey University New Zealand and the key academics in this growing field, the inaugural conference is a huge success. Self-initiated expatriation is a phenomenon which has been receiving increasing academic attention in international management and international human resource management literature in the past decade. It highlights the fact that most international mobility is self initiated as opposed to sponsored by organizations, and that much research remains to be done in this area, unpacking the motivations, experiences and challenges Continue reading here [...]

Publishing Pressures & the Job Demands-Resources Model… Demands Overload/Resources Shortfall in Academia

Some musings while I am working on a paper involving the Job Demands-Resources (JD-R) model... Discussions in academic institutions, at least among peers at the lower-to-mid hierarchical levels, centre on the increasing academic workloads - growing class sizes, burgeoning administrative duties - facing academics. Meanwhile, pressure (self-imposed and/or institutionally required) to consistently publish quality research in good quality journals is mounting higher and higher. Indeed, when it comes to promotion panels, generally more kudos is given to your publication record than to any other task performed. What is generally meant by 'good quality journals' are those that are ranked 3 or 4 star in the ABS peer journal ranking (for Business academics at least). For the non-academic readers, Continue reading here [...]

Talent Management of Millennials

Talent management is gaining recognition as an organisational concern which has been under-explored in academic research and literature. Perhaps the difficulty in conceptualising talent management academically is because talent management potentially encompasses several different organisational behaviour and human resource management concepts and practices, which render an unpacking of talent management complex. Does talent management focus on all HRM practices or just on performance management/employee development? Is talent management for all employees or just for the 'A' players? These are just some questions which set the foundations for a current piece of research I am working on in collaboration with Dr Mary Collins ( Senior Executive Development Specialist, Royal College Continue reading here [...]

Personality clash is involuntary push factor for early career turnover

Personality attributes including your social ability to build, sustain and manage relationships at work really matter! Not getting on with your direct line manager and/or colleagues was found by UK recruiter, Spring Personnel, to be one reason that new employees on probationary periods do not have their employment continued past that probationary period. This adds to the stress felt by new recruits who experience job insecurity during the probationary period (knowing that their employment may not continue), who work hard to impress their employer in order to get the potential permanent position (recall the German intern who died after working 72 hours straight last year http://www.nydailynews.com/news/world/german-banking-intern-died-natural-coroner-article-1.1526142) and who now, it Continue reading here [...]