Scaling IR and HR: A case study
- Authors: Paulet, Renee
- Date: 2008
- Type: Text , Conference paper
- Relation: 22nd ANZAM Conference 2008 p. 1-19
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Location matters: The impact of place on call centres
- Authors: Paulet, Renee
- Date: 2008
- Type: Text , Journal article
- Relation: Journal of Industrial Relations Vol. 50, no. 2 (2008), p. 305-318
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- Description: This article explores the economic geography of call centres. It argues that the technology utilized results in geographic flexibility, highlighting the importance of place in relation to call centres. Drawing on economic geography concepts of space, place and the socio-spatial dialectic the article presents the findings from research conducted in three case studies. It was found that factors unique to each place, such as community, job market and history, impact on and shape the call centres’ HRM policies and practices. This article concludes that place is an important aspect in understanding HRM in call centres and advocates for increased consideration to be given to the issue of place in research on work and employment more generally
Sustainable HRM : rhetoric versus reality
- Authors: Paulet, Renee
- Date: 2019
- Type: Text , Book chapter
- Relation: Contemporary HRM issues in the 21st century Chapter 11 p. 159-172
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- Description: Contemporary HRM Issues in the 21st Century is an illuminating textbook for postgraduate students and active managers wanting to develop their understanding of issues and challenges emerging in the 21st century workplace from a HRM perspective. This edited collection, with contributions from experts in the field of HR policy development, is split into four sections. Section One explores the contemporary workforce and critical elements of managing HRM in a knowledge-based economy. Section Two focuses on psychological concerns for the individual at work, career management and emotional labour to better understand how to manage an increasingly diverse workforce. Section Three looks at managing HR issues in the workplace, such as crisis management, mental health and violence in the workplace. The final section of this book looks at current and emerging debates surrounding HRM, including: sustainable HRM; cyber-vetting; biological monitoring and surveillance; codes and conduct; job-design in the age of technology; and, Artificial Intelligence (AI). All of these are vital and often contentious areas within HRM policy-making and practice. This book sets out these debates and issues to engage both students and managers working in the fields of Global HRM and Human Resource policy-making.
Employee voice : the missing factor in sustainable hrm?
- Authors: Paulet, Renee , Holland, Peter , Bratton, Andrew
- Date: 2021
- Type: Text , Journal article
- Relation: Sustainability (Switzerland) Vol. 13, no. 17 (2021), p.
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- Description: Sustainable Human Resource Management (HRM), has the potential to facilitate organi-sations development of principles, policies and practices for the challenges of the 21st century. How-ever, to do this we argue a fundamental element in this process has yet to be fully addressed and incorporated into the theory and practice of sustainable HRM; this is employee voice. Additionally, the actual and potential role of trade unions in facilitating employee voice is yet to be conceptualised within sustainable HRM literature. We argue that the development of effective employee voice mechanisms is vital in the implementation and maintenance of sustainable HRM. In this conceptual paper, we outline the nature of the voice architecture, the impact of the employment relationship on voice mechanisms, how it can be effectively measured, and propose a framework for further exploring these concepts. These key factors we identify as critical in implementing and assessing the effectiveness of the relationship between employee voice and sustainable HRM, to potentially serve as a basis of future research into sustainable HRM. © 2021 by the authors. Licensee MDPI, Basel, Switzerland.
Peer review in blended teaching: A reviewers perspective
- Authors: Paulet, Renee
- Date: 2019
- Type: Text , Conference paper
- Relation: 33rd ANZAM Annual Australian New Zealand Academy of Management Conference, Wicked solutions to wicked problems. The challenge facing management research and practice; Cairns, QLD; 3-6 December, 2019 p. 96-107
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- Description: Peer Review of Teaching can be a useful tool in the development of academic teaching and learning within the management discipline. This research paper reports on key areas of importance from the reviewer’s perspective within the Peer Review of Blended Teaching (PRoBT). The research revealed that reviewers found their participation in PRoBT to be a positive experience, that participation in PRoBT was a learning experience for developing the reviewer’s own teaching, and that reviewers have valuable input into the nature of the framework that guides the PRoBT process. Acknowledging and incorporating the reviewer’s perspective in the design and application PRoBT contributes to the literature in the field, and may improve the acceptance and applicability of PRoBT in the tertiary environment.
A literature review of the COVID-19 pandemic’s effect on sustainable HRM
- Authors: Liang, Xiaoyan , Zhang, Xiwei , Paulet, Renee , Zheng, Leven
- Date: 2022
- Type: Text , Journal article , Review
- Relation: Sustainability (Switzerland) Vol. 14, no. 5 (2022), p.
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- Description: The ramifications of the COVID-19 pandemic continue to emerge across all facets of the world of work, including the field of human resource management (HRM). Sustainable HRM, drawing on the triple bottom line elements of the economic, environmental and social pillars of sustainability, provides an ideal basis from which to understand the intersection of the COVID-19 pandemic and HRM. In this systematic literature review, we analyze peer reviewed articles published in the nexus of the pandemic and sustainable HRM, identifying the dimensions and extent of research in this topical area of study. Our CEDEL model—complicator–exposer–disruptor–enabler– legitimizer—conceptualizes our understanding of the role of COVID-19 in sustainable HRM. This paper provides a framework from which future studies can benefit when investigating the impacts of COVID-19, and a comprehensive identification of future research avenues. © 2022 by the authors. Licensee MDPI, Basel, Switzerland.
A meta‐review of 10 years of green human resource management : is Green HRM headed towards a roadblock or a revitalisation?
- Authors: Paulet, Renee , Holland, Peter , Morgan, Damian
- Date: 2021
- Type: Text , Journal article
- Relation: Asia Pacific journal of human resources Vol. 59, no. 2 (2021), p. 159-183
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- Description: Over the past decade Green Human Resource Management (GHRM) has emerged as a growing field of conceptual and empirical work both within, and separate from, the broader topic of Sustainable HRM. As such, we believe it is an opportune time to provide an overview of the Green HRM literature up to 2020, together with a critical consideration of Green HRM into the future. Representing the first meta‐review in the Green HRM field, we surmise key aspects of Green HRM research emerging over the previous decade. We conclude by presenting an exploration of how Green HRM may evolve in the future, and pose the following question: With a myriad of implications from COVID‐19 on business survival and society in general, how will this affect the development of Green HRM? Is it headed towards a roadblock, or revitalisation? Key points A meta‐review of Green HRM literature demonstrates an established through to emerging field of research developed on empirical research over the past decade. Reviews provided three important outcomes for Green HRM – identification of key literature, proposed conceptual frameworks and identified research gaps. Green HRM provides a key driver aligning organisations towards sustainable outcomes. Further work is required including empirical studies in developing countries and application of rigorous research designs. The implications of the COVID‐19 pandemic are likely to have ramifications on the adoption and practice of Green HRM.