Applied Research Conference

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an offer flute of energy and you are
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willing to invest it in your work it
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means that people are vigorous they're
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dedicated to their work and they are
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able to focus in their work what I know
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is that working gateman is something
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that both their employers organizations
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and the employee themselves can
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stimulate organizations what they can do
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is to create jobs that are not stressful
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that are affordable that people can deal
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the demands of this job but the most
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important is that they provide them
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resources and with resources we mean
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aspects of people that help people to do
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their work in a more efficient way that
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are less affected to make it less
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negatively affected by their work and
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that they can learn from this aspect
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examples are autonomy feedback about
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your performance developmental
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possibilities social support and that
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kind of pieces these are resources that
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help people to be engaged in their work
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you don't need to wait for them you can
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also send flow do it yourself or partly
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do it yourself not completely by
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generating resources by asking for
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feedback if you don't get it all by
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asking for social support if they don't
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come to help you when they are having a
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very busy day at work so you can craft
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resources or you can get them
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and what we've concluded is that the
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employment relationship is essentially
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broken fragmented and disjointed and by
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that we mean it is broken because the
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capacity for large sections of the where
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clause to have a say about matters that
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affect them are shallow it's fragmented
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because there are key elements of the
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employment relationships with just
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contract status employee voice the role
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of Technology which changes the
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relationship between individuals and
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their employing organization and you can
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see this in the gig economy you can see
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with the rise of technology shaping the
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relationship between work and employment
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so we started off by saying what exactly
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is the gig economy and what do the
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numbers look like I think it's confusing
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because a lot of people talk about the
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gig economy now and I think the gig
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economy tends to refer more to the kind
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of material instantiation of digital
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working so it's conducted via an app but
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of course it actually involves people in
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face-to-face transactions so it's
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something that we see locally so we see
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it every day to see it on the streets we
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see uber we see delivery and people tend
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to think that's the gig economy but it's
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much bigger than that
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a significant in that it adds to ongoing
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trend towards non-standard employment
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and also precarious work and it builds
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on this kind of like context of
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austerity which is congenial to
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exploitation and it also kind of builds
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on trends based on in formalization de
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neutralization of risk and casualization
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of labour
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with the extent which the HR function
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adds value through its day-to-day
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support role for line management core
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day-to-day work of the function has
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often been dismissed or written off it's
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not particularly adding value and we've
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challenged that through our research so
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that too much of the day-to-day activity
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that the function does in a strongly
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enabling and supporting role is about
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enhancing organizational performance and
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that is phenomenally strategic so the
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idea that being strategic is something
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that doesn't involve being engaged with
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line managers in the way they manage
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their people on a day-to-day basis we'd
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really like to call that into question
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what I'd really like to say is that
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we're in a really important time at the
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moment as far as the HR profession is
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concerned we've got a strong and
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powerful professional body that's really
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beginning to find its ethical voice in
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ensuring that good management happens in
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the workplace that good work exists that
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employees are managed fairly and we're
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looking forward to the CIPD
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championing and being at the forefront
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of ensuring that the HR function takes
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its place in making sure good work
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happens and people are managed well in
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organizations
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what we've been doing recently is
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working through the all-party
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parliamentary group and particularly
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with the support of Philip Connelly
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Disability Rights UK to get a lot of
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these recommendations embedded into
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practice all with the view to looking at
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the recommendations within the report
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and saying to what extent can these be
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embedded in elements of current
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government policy
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so what the Disability Rights UK people
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are particularly good at is the
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campaigning element and of course if
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you're there with the academic support
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that provides a degree of academic
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credibility to the arguments that is
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making so we can you know talk through
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the evidence we can talk about the
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research in terms of what works and what
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doesn't work so I think that actually
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makes for quite a potent force within
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the meetings because you've got that
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element of campaigning as well as having
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that degree of academic credibility
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backed by the research as well
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this has been such an exciting and
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stimulating day I've heard some really
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good talks by a whole range of people
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from different countries and about
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different topics the priorities for me
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have been disability coaching and
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mentoring and how we analyze and report
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on the work that we do in HR in order to
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take business performance forwards in a
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productive and creative way and in
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particular I've enjoyed hearing the
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discussions between leading-edge
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practitioners and researchers tackling
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similar issues but looking at things
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from a different perspective and I'm
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really hoping that they'll come back to
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this conference next year to report
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progress about that as well it's been a
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great day I've really enjoyed it
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