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 [...]
My PhD student’s paper, Ciarán McFadden,won the Best Student Paper award at the 19th Irish Academy of Management conference (2016) for the paper entitled: Politics, Privilege and Power: Exploring the Role of Workplace Heteronormativity in the Identity Management of LGB Employees in Ireland. Wishing Ciarán the very best in his future academic career!
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 [...]
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.
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 [...]
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 [...]
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 [...]
I’m not impressed easily. It is probably something to do with being born a natural cynic and advancing age ... however last Thursday evening I was pleasantly surprised, no in fact I was blown away by our Maynooth University students.
My colleague Kathryn Walsh and I had undertaken to organise an information evening on behalf of the School of Business. We wanted to highlight the fantastic opportunity available to our students within their various degree programmes whereby they can either avail of a work placement option after second year or the opportunity to study abroad for a year in one of our many partner Universities, hence our event title
“ Spoilt for Choice”.
To this end I brushed down my “event management” skills and ably guided and pushed along the way by Continue reading here [...]
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 [...]
For some, doing a PhD is because it is a 'nice to have' qualification or is imposed on them through their work context, rather that being something they have always aspired to do. However, I have found that those that actually complete a PhD (which is a four-year full time process; much longer for part-timers!) do so because they really WANT it and make/find the time to finish it by incorporating it as part of their lives (living, breathing, working it). For myself, when I completed my MSc by research many moons ago, the 'bug' for academic reading, scrutiny, reflection, research and discussion was initiated. It was tough, it was isolating and lonely, but it was rewarding and invigorating: exploring a topic from a particular perspective (or perspectives) in order to further the existing knowledge Continue reading here [...]
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 [...]