Universidade Lusíada de Famalicão and CLEGI (Centro Lusíada de Engenharia e Gestão Industrial) will host the 13th International Conference on Human Resource Development Research and Practice Across Europe. The theme of the conference is: The future of HRD - 2020 and beyond: challenges and opportunities’. It will be from 23rd to 25th of May 2012. Other key dates are:
- Final date for receipt of abstracts: 15th December 2011
- Decision on Abstracts: 31th January 2012
- Final date for receipt of full papers: 1 April 2012
Full details of the conference can be found at the conference web site: http://hrdconference.fam.ulusiada.pt/
Winners of the Alan Moon prize
`Symbolic Modelling’ as an innovative phenomenological method in HRD research: the work-life balance project Dr Paul Tosey, University of Surrey
- Corporate Social Responsibility: HRD as a Mediator of Organizational Ethical Behaviour Clíodhna MacKenzie, University of Limerick, Thomas Garavan, University of Limerick, Ronan Carbery, University of Limerick
- Appreciative Enquiry and HRD Research and Practice; Valerie Anderson, University of Portsmouth
- Critiquing the HRD Discourse: Insights from Small Professional Service Firms in the Republic of Ireland; Ciara Nolan, University of Ulster, Thomas Garavan, University of Limerick
Readers are reminded that all papers from conference are now available on the web. Simply click on “Conference Archives”
The next meeting of the UFHRD Council takes place at the University of Wolverhampton
10.30 Coffee for an 11.00 Start. Sandwich Lunch sometime around 1pm; 3pm: Coffee and Close of Meeting
RSVP to M.firstname.lastname@example.org
Council Positions and Vacancies
The document here: UFHRD Positions and Vacancies Autumn 2011 provides details of Council positions and positions which remain unfilled (as at October, 2011)
International Federation of Training and Development Organisations
The Forum now has reciprocal membership with the International Federation of Training and Development Organisations (IFTDO). The IFTDO was founded in Geneva, Switzerland in 1972 in order to develop and maintain a worldwide network committed to identify, develop and transfer knowledge, skills and technology to enhance personal growth, human performance, productivity and sustainable development. It is a diversified network of human resource management and development organisations linking HR professionals in HR societies, corporations, universities, consultancies, government organisations and enterprises. Through its member organisations it represents more than 500,000 professionals in 50 countries
IFTDO News No 2 of 2011 can be downloaded here: IFTDO-News No 2 of 2011 As stated on Page1, the last date for submission of abstracts for 41st IFTDO World Conference in April 2012 at Kuwait is now October 31, 2011. The conference web site is at www.iftdo2012.com
After successful IFTDO Global HRD Awards 2009, 2010 and 2011, IFTDO announces the IFTDO Global HRD Award 2012. It also includes a CSTD Award. The last date of submission of entries is December 31, 2012. The details of Award, Entry Form and Rules of Entry are available on the web site www.iftdo.net
IFTDO Member organizations receive summaries of IFTDO and world wide research on such topics as Human Resource Development, High Performance Organizations and special topics of interest.. For example:
Challenges and Opportunities in HRD: A European Perspective ; download here:
The web site for the IFTDO is: www.iftdo.net
Newsletter for European Research in Learning and Work [L&W]
The latest edition of the L&W Newsletter is now available (see below). The Editor, Sabine Manning highlights the following as Particularly worthy of note: “the variety of activities and events promoted by European research networks, including ESREA networks, the VET and Culture network and VETNET (see Conferences/Networks and Publications), and also by EU project partnerships (see Projects). And not to overlook: Updates are welcome for the Directory of Masters Programmes and the Overview of European research projects (see Programmes and Projects), both maintained as part of the WIFO Gateway.
Edition: October 2011: http://www.b.shuttle.de/wifo/educ/news1110.htm
UFHRD Research Honorarium
It is anticipated that following the UFHRD Council meeting (see above) a call for research proposals will be issued. This will be for a small number of research honorarium (approximately £1000)to enable individuals or groups UFHRD member institutions to pursue an HRD related research project during 2012. Details about application etc will be publicised on the web site.
40 Research Assistants
“Ying Yang: a new perspective on culture”
Stockholm University School of Business is currently calling for 40 research assistants from 40 countries.
Deadline: November 1, 2011. Download details here: Yin Yang, a new perspective on culture
Cultural Intelligence Research Grant
Two grants are available in this field of research (up to US$10,000 each).
The call for proposal can be downloaded here: CQ_Competitive_Research_Grant Final
Deadline for submissions: January 15, 2012
Professors Soon Ang & Kok-Yee Ng; Center for Innovation Research in Cultural Intelligence + Leadership (CIRCQL); Nanyang Technological University, Singapore
Conferences / Calls for Papers etc
HEA Workshop and Seminar Series: Discipline call for proposals
The HE Academy are inviting all subscribing institutions in the UK delivering higher education to be part of a workshop and seminar series. Funding has been provided to enable us to offer a grant of £500 to institutions to host and deliver a workshop or seminar on teaching and learning in a discipline context.
Workshops and seminars will be held throughout the 2011-12 academic year.
Further information about this open call, including the call document and proposal form, is available here: HEA_WSS_2011-12_Discipline_Call_FINAL
10th international conference of the Academy of HRD (Asia Chapter)
to be held in Kuala Lumpur, Malaysia from December 3-6, 2011.For detailed information on the conference, please check the conference website: http://www.hrdupm.upm.edu.my
Future Search Conference
Ahead of next year’s UFHRD conference in Portugal, the Forum are planning to hold a Future Search Conference (FSC) in Leeds to consider HRD in 2020 and beyond. The outcome of the event will be a collective paper to take to the conference.
FSC is a well established Futures and Foresight process for finding common
ground and setting out desired futures, with the potential for action to
follow up. In the US, a FSC was held on Florida in 2001, to consider Leading
Workplace Learning and lasted three days. It was reported in Dewey and
Carter (2003). It was attended by 64 participants. Most of the outcomes were expressed in positive terms but it was a different time. We do not know what followed the event, apart from a paper.
The event will be held on November 18 in Old Broadcasting House 0930 – 1600.
Old Broadcasting House is located in central Leeds, opposite the main campus buildings of Leeds Met on Woodhouse Lane. Go to
http://www.ntileeds.co.uk/old-broadcasting-house/ for pictures and
More details from Jeff Gold: J.Gold@leedsmet.ac.uk
Surrey Business School seminar
`Inner Space: Exploring the Inner Worlds of Managers and Leaders’ on Wednesday 16th November 2011 at Surrey Business School
Click here Inner Space Seminar Flyer for flyer. The event is free and includes a buffet lunch, please book in advance.
Further details from: Dr Paul Tosey, Surrey Business School, Tel. +44 1483 689763
3rd International Action Learning Conference: The Impact of Action Learning
What difference are we making in the world?
2 – 4 April, 2012, Ashridge Business School
Deadline for conference submissions 30th September 2011
Early bird reservations by 9th December 2011
A flyer is available with further details: Action Learning Flyer
4th International E-HRM Conference: Innovation, Creativity and E-HRM,
To be hosted by the International Centre for Talent Management and Leadership at Nottingham Business School, Nottingham Trent University, UK, between 28-29 March 2012.
Please consider submitting your early or late stage research to this conference, which will convene a global group of scholars interested in electronic human resource management and information technology.
International Journal of Professional Management (IJPM)
During the last two decades an increasing number of business and business schools have turned to art-based techniques and aesthetics in order to respond to globalisation, increasing complexity, major competition and the need to make sense of a changing world (Adler, 2006). The International Journal of Professional Management (IJPM) is inviting contributions about the role of the arts in professional management. These could be ongoing research, completed papers, case studies, or any paper that shows evidence and advances ideas for the role of the arts in management. As a practical publication the IJPM is a journal aiming to bridge the gap between theory and practice. It seeks academic papers with strong practical applications, and practitioner papers with a strong evidential base. Our audience includes managers, practitioners and professionals in different sectors, from all over the world, looking for new and innovative ideas to put into practice.
We are looking forward to learn from your ideas, for informal enquiries please contact Caroline Bagshaw, Editor, International Journal of Professional Management, email@example.com
Special Issue of Leadership – The Materiality of Leadership
Leadership is most often presented as a disembodied phenomenon. This is so despite the sea of literature on embodied organization (see for example, Dale, 2001; Lennie, 2000). Whether it is transformational leadership, charismatic leadership, or situational leadership the common assumption is that good leadership emanates from the mind or the soul. If the body is considered it is done so superficially, for example by associating leadership effectiveness with physical characteristics such as height, weight, and body type, and/or assuming that the leader is able bodied and ostensibly Western. In a few other cases where the body is acknowledged, it is the gut that focuses our attention, for example through the ‘gut feel’ that might guide instinctual leadership practice (Harung, 1993). But even when ‘gut feeling’ is valorised as part of good leadership it is still understood through the imperative of achieving effective decision-making, and exercising rationality in the pursuit of organizational goals – in such cases the body is subordinated to an overarching regime of instrumentality and commodified in the pursuit of organizational effectiveness. Concepts such as emotional intelligence, while bearing a loose acknowledgement of the body, are also deeply entwined and understood as being deferent to organizational effectiveness (Goleman, 2006). Again the body is enrolled in the process of organizing, often in impoverished ways that do not consider the inter-connections and inseparability of mind/body and subject/object – a relation that Merleau-Ponty (1968; see also Crossley, 1995) refers to as “chiasm”. As a result of these separations and subordinations the potential for corporeal imagination in leadership studies remains under explored.
We invite conceptual and empirical papers on the matter of leadership that may include but are not limited to:
|Difference, bodies and leaders.Working bodies and worked on bodies.Subjectivity and intercorporeality.Gendered bodies and sexual difference.Abject bodies.Performing and performed bodies.Ethics, responsibility and leadership.Types of leadership, such as servant leadership.The effects of leadership on individual bodies.Bullying, bodily violence and leadership.Affect, bodies and leadership.
Psychoanalytic perspectives on the leader.
Corporeality, resistance and leadership.
|Leadership and the disciplining of bodies.Dress, image and leaders’ bodies.Embodiment and virtual leadership.Technology, bodies and disembodiment.Human and non-human bodies and leadership.Post-human Leadership.Health, leadership and the body: leadership in health and subjective bodies.Power, corporeality and leadership.Language, speech, discourse and materialityPost-colonial perspectives on leadership subjectivity.|
Submission details: papers should be sent to both editors – Alison Pullen firstname.lastname@example.org and Sheena Vachhani email@example.com by 1st November 2011. The special issue is scheduled for publication in early 2013.
Skills Pay and Qualifications
Higher level qualifications on average equate to higher earnings.
Those with GCSEs or equivalent earn 15% more, on average, than those without for A-level or equivalent add a further 13% add another 20% for degrees or equivalent and yet another 23% for postgraduate/professional
See the Almanac for more skills and employment intelligence
Note re the Almanac. This is The UK Commission for Employment and Skills updated online resource on skills and the labour market in the UK
Investors in People
Investors in People, the UK’s leading business performance tool, is celebrate its 20th birthday. Renewed attention is being paid to encouraging encourage small and medium-sized businesses (SMEs) to use Investors in People to support their plans for growth. A series of new case studies in which small business owners tell their stories of business growth are to be published.John Hayes MP, Minister of State for Further Education, Skills and Lifelong Learning said:
“The government is committed to doing all it can to help small businesses build the skills for growth. We are creating the biggest and best apprenticeships programme our country has seen, specifically tailored to deliver the training local firms need. It’s right that Investors in People is working with us to help small firms get the best from their people, helping build more successful companies, stronger local communities and a more diverse and resilient economy.”
One of the case studies featured is Yorkshire-based business Geoplan. Managing director John Taylor credits Investors in People with helping him to transform Geoplan into a profitable company with a global client roster: “Investors in People gave us the framework we needed to be credible, to play at a world-class level and to offer consistent quality and service. With Investors in People I’ve finally been able to develop the business I wanted.”
Since it was launched in October 1991, Investors in People has been voluntarily adopted by employers who represent over 40% of the UK workforce, benefiting more than 10 million UK employees. More than 6,000 organisations own the Standard to such an extent they’ve worked with Investors in People non-stop for ten years or more. Three organisations – vehicle manufacturer Nissan, mining and construction equipment manufacturer Komatsu, and the Oxford-based Alternative Travel Group were amongst the first group of 28 employers ever to receive Investors in People, and are still working with the Standard 20 years on.
A number of research studies have demonstrated the impact of Investors in People on business performance. The most recent, Cranfield University School of Management’s Investors in People, Managerial Capabilities and Performance (2010), offers empirical evidence showing that Investors in People underpins effective management through its impact on the development of managerial capabilities and management performance.
International approaches to high performance working
Research on international approaches to high performance working (HPW) has been undertaken by Professor Ian Stone of Durham University. High performance working is defined as ‘a general approach to managing organisations that aims to stimulate more effective employee involvement and commitment in order to achieve high levels of performance’. The report discusses how HPW is interpreted in different countries (Australia, Canada, Finland, Germany, Ireland, New Zealand and Sweden); identifies how HPW is supported and encouraged in different sectors and types of business; and draws attention to areas for policy learning, including successful models for supporting the implementation and raising awareness of HPW.
The impact of higher education for part-time students
Recent policy developments suggest that part-time study is central to the UK’s skills and employability agenda because it provides flexible study aimed at those already in the labour market. Specifically, it has a role in providing educational opportunities throughout people’s lives, in increasing social mobility, and in creating a more diverse Higher Education sector responsive to the needs of employers, the economy, and students.
Little is known about the extent to which part-time undergraduate study enhances employability, earnings, and labour market progression, unlike the much larger body of research on full-time undergraduates. To help fill the gaps in our knowledge, this report compares how graduates from part- and full-time study fare in the labour market six months and three and a half years after graduation. It also helps inform the debate regarding who should pay for improving higher level skills.
The findings are based on secondary analysis of data from the Higher Education Statistics Agency’s Longitudinal Destination of Leavers from Higher Education (Longitudinal DLHE) survey.