A comment on the junior doctors’ strike….

It is shocking to think that, in 2013, highly educated and trained individuals are pushed to working excessive, slave-labour hours. Enough is enough and the junior doctors have had no choice but to take a stand and fight for better conditions. Not only are the excessive hours a threat to patient care, they also impact on the individuals themselves, who are more at risk of burnout from excessive work pressures arising from habitually working overtime. Besides physical health risks, the psychological risks and business risks are also increased, with implications on morale, productivity, performance and talent retention. Who wants to work somewhere they feel unappreciated, overworked and ignored? The psychological contract has been severely, if not irreparably damaged here and it is going Continue reading here [...]

Sabbatical Post – Doing the Basics

HRM received bad press recently with many commentators questioning its value to organisations. The resignation of the HR Director of the BBC has raised questions over the efficacy of the discipline. Why the resignation of one person should spark calls for a review of the area or even questions over the feminsation of HR is anyone's guess. But harm us it has and we need to think hard about how we got here and more importantly how we are going to get away from this negative spotlight. This is important for all of us as we go through the 'Ulrichisation' of the profession - a time of great change. But it's also important not least women, because HR has been one of the areas where women have succeeded most in achieving management positions. Last week in this blog I suggested that academics and Continue reading here [...]

Sabbatical Post – The ADDIE Model, Practitioners and Academics Living Apart

Having crossed over the line between HRM practice and academia I am conscious more than ever of how these two communities live very much apart. I'm sure the way it's supposed to work is that the practice 'surfaces' its concerns and the academia takes up the challenge ultimately informing practice of what its concerns should  be. Or something like that. However, during my time as a practitioner I never felt assisted by Irish academics helping me to understand my challenges as a manager and now that I'm in academia I'm often puzzled at how oblivious Practice is regarding the work that is going on in Irish universities. A good example of this is the ADDIE model. This model is a staple approach to identifying training needs and implementing and evaluating training. Developed (perhaps) by the Continue reading here [...]

Workplace Culture and Employee Engagement

How you feel in your work environment matters! To you and to your organisation! There are positive correlations between a positive work culture and good business results, and a 2012 Deloitte report supports this - http://www.deloitte.com/view/en_US/us/About/Leadership/1fe8be4ad25e7310VgnVCM1000001956f00aRCRD.htm. It makes sense: if you have a positive work culture, employees feel more comfortable, more creative, more valued. This results in a lower employee turnover rate which cuts the costs associated with recruitment, selection and onboarding. All this ultimately leads to organisations reporting stronger business results... However, there are discrepancies between the perception of company culture from senior management and those lower down the hierarchy, with more senior organisational Continue reading here [...]

Focus Groups on Your Feet

A few weeks back Anne Huff and I ran a Business Research Methods module for masters students at the School of Business at NUIM. At the end of a long three days I'm sure they were tired but we still had 'Focus Groups' to deal with as part of the Qualitative Methods approach to gathering data (I'm sure everyone was looking forward to that). However, it turned out to be our most engaged session of the week with everyone participating fully. The link below is a video of the focus group session. Because it's a huge file it will only stay up until the expiry date, so if you want it, download it. After this date, the file will be deleted from the server, and so can no longer be downloaded.https://left.nuim.ie/download/MAH00137.MP4/pdonovan/qRYaa8zhw3DE8gDjYBd5G4eUhkFHPR/ We decided to run the session Continue reading here [...]

Tempting the lurkers out of the shadows in online learning

How to get the online lurkers out of the shadows is one of the most challenging issues for the online tutor. Participation is the oxygen of the digital teacher and any hiatus online can interrupt the flow of learning that is the purpose of the design. Frequently, tutors complain that they can't get a critical mass of learners to engage online, whether orally on in the chat medium in weblectures. Learners bemoan the fact that they are treated like Pavlov's dogs and are expected to respond even when this may be unnecessary or even unwanted. Yet engagement is a term contested by tutors and learners. Tutors tend to use the terms engagement and interaction interchangeably. Learners are often not asked how they define these terms. In a recent piece of research on engagement students defined Continue reading here [...]