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Queen's University IRC

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For more information on Queen’s IRC’s practitioner-focused research, please contact our research team at: ircresearch@queensu.ca

Human Resources

A Team’s Journey to Manage Culture More Effectively in a Unionized Environment

Successfully Changing Workplace Culture with the Boundary Theory

Organizational culture isn’t like a sports car. It cannot instantly change directions and make a hairpin turn. Instead, it’s more like a tanker ship that takes time and planning to put on the right course. If you think about how your organization or team arrived at the culture it currently has, it’s unlikely you can point to a single event, or even a few moments, that explain your current culture. Instead, it is the slow changes that happen, unnoticed at the time, which better explain how most organizational cultures develop.

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Would Roger Martin consider HRM to be a profession?

Would Roger Martin consider HRM to be a profession?

To be frank, the academic literature on what makes a profession is not very accessible. Here is something of a different take on the topic. For some time, there has been an ongoing debate in the Harvard Business Review as to whether business management is, or should be, a profession. The debate started with an article written by Khurana, Nohria, and Penrice in 2005 entitled Is business management a profession?

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The Next Tsunami of Environmental Disasters in the Workplace

Managing Under the Microscope: The Next Tsunami of Environmental Disasters in the Workplace

There is a new wave of environmental disasters that are just beginning to splash onto our daily news feeds. Workplace cultures are the next targets that will be publicly examined and debated in excruciating detail – just ask the CBC, Amazon, or the Lance Armstrong “company machine.” All the dirty laundry of inappropriate behaviours and unacceptable people practices are flooding out in the wash, and every detail is being hung out on the public line to view.

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Creating a Mentoring Culture for Organizational Success

Creating a Mentoring Culture for Organizational Success

Mentoring is a management practice that can assist organizations in building a desired corporate culture, while enabling the careers of those who are already motivated to pursue one. It is an efficient and effective method of shortening the learning curve of new executives and providing more knowledgeable employees with broader perspectives. New executives with a mentor have a sounding board, as well as the benefit of their mentor’s experience as they navigate through situations that may be unfamiliar to them.

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Professional Commitment Guilt and the 24 Hour a Day Workplace

Professional Commitment Guilt and the 24 Hour a Day Workplace

Twenty years ago we used to call him or her a “workaholic.”  This is someone who compulsively works long and hard hours, not being able to leave the work at work, but instead fixates over uncompleted tasks throughout the evening.  Today it would be difficult to find a professional that does not fit into this category.  Some might blame technology for this world pandemic of workaholism.  Our work is simply a click away – waiting for us – tempting us to answer that one last email, or complete that one last task.

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HR Secrets of Canada’s Fastest Growing Companies

HR Secrets of Canada’s Fastest Growing Companies

We surveyed the Profit 500, an annual listing of the 500 fastest growing companies in Canada, to find out about their HR practices. We asked questions surrounding their strategic capabilities, organizational development activities, change management processes, training opportunities, performance management systems, leadership development programs, and the use of HR technology. Overall, the top HR challenges faced by the Profit 500 include (1) finding key talent, (2) managing and feeding talent pipelines, (3) appropriately leveraging HR metrics to inform decision making, and (4) choosing and incorporating the right HR technology.

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Business Intelligence, Big Data and HR

Business Intelligence, Big Data, and HR

Our people are our most important asset, or so we hear, so data about those people – workers, or employees, if you prefer – should be central to our organization’s total data set!  To understand where HR data fits, you first have to understand your organization’s overall data management strategy.  How is data collected, organized, and managed?  And how do you analyze that data to obtain information?

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Grow Your HR Career by Helping to Grow Your Organization

Grow Your HR Career by Helping to Grow Your Organization

In my teaching and consulting practice, HR professionals often recount stories like this.  Someone, somewhere, makes a disparaging remark about human resources as a “dead end”, “non-value add” or “being the department that just gets in the way. Here’s the news. This is no longer truth. This is wonderful time to be an HR professional. It’s time to grow into a true business partner. It’s time to be seen as someone who “gets it.”

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ABOUT OUR PRACTITIONER-ORIENTED RESEARCH

Our research includes a variety of activities that complement our programming. Through surveys, interviews, and articles, we aim to communicate trends in the HR and LR fields.

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