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Helen Francis
Edinburgh Napier University
Human resourcesEconomicsManagementHuman resource managementPublic relations
24Publications
12H-index
488Citations
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Publications 24
Newest
#1Helen Francis (Edinburgh Napier University)H-Index: 12
#2Anne Keegan (UCD: University College Dublin)H-Index: 21
Our contribution in this paper is to highlight the ethical implications of workforce engagement strategies in an age of austerity. Hard or instrumentalist approaches to workforce engagement create the potential for situations where engaged employees are expected to work ever longer and harder with negative outcomes for their well-being. Our study explores these issues in an investigation of the enactment of an engagement strategy within a UK Health charity, where managers and workers face parado...
2 CitationsSource
Purpose This study aims to identify recent trends in the strategic repositioning of the human resources (HR) function within the hotel industry, and to explore challenges facing HR professionals as they engage in strategies to develop talent and organisational capability, while adjusting to the shifting boundaries of the HR function. Design/methodology/approach The study provides a case study investigation based on a qualitative research design. It draws on a series of informal discussions with ...
1 CitationsSource
#1Helen Francis (Edinburgh Napier University)H-Index: 12
#2Carole Parkes (Aston University)H-Index: 12
Last. Martin Reddington (Edinburgh Napier University)H-Index: 9
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In the current global economic climate, international HRM is facing unprecedented pressure to become more innovative, effective and efficient. New discourses are emerging around the application of information technology, with 'e-HR' (electronic-enablement of Human Resources), self-service portals and promises of improved services couched as various HR 'value propositions'. This study explores these issues through our engagement with the emergent stream of 'critical' HRM, the broader study of org...
12 CitationsSource
#1Helen Francis (Edinburgh Napier University)H-Index: 12
#2Allan Ramdhony (Edinburgh Napier University)H-Index: 2
Last. Harry Staines (Edinburgh Napier University)H-Index: 1
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This study develops the concept of dialogic conversational practice (dialogic CP) as a conduit for effective engagement strategies and productive working arrangements. We begin with a critique of High-Involvement-High-Performance HR systems against the backdrop of the current economic crisis to underline its deep-seated instrumental orientation and adverse effects on employee engagement. We then outline the key dimensions of dialogic CP, and propose a conceptual framework grounded in the line ma...
15 CitationsSource
#1Helen FrancisH-Index: 12
#2Carole ParkesH-Index: 12
Last. Martin ReddingtonH-Index: 9
view all 3 authors...
#1Martin ReddingtonH-Index: 9
#2Helen FrancisH-Index: 12
#1Helen FrancisH-Index: 12
#2Linda HolbecheH-Index: 1
Last. Martin ReddingtonH-Index: 9
view all 3 authors...
8 Citations
#1Helen FrancisH-Index: 12
#2Martin ReddingtonH-Index: 9
As HRM begins to assume a greater role in Organisational Effectiveness, there has been growing debate about the need for researchers to provide a more satisfactory means of accommodating workers’ interests in the modelling of the employment relationship. This chapter builds upon these arguments, blending them with a critical review of the upsurge of interest in employer branding and employee engagement. In doing so, it draws upon our own research and consultancy practice to illustrate the applic...
5 Citations
#1Martin ReddingtonH-Index: 9
#2Helen FrancisH-Index: 12
2 Citations
#1Anne Keegan (UvA: University of Amsterdam)H-Index: 21
#2Helen Francis (Edinburgh Napier University)H-Index: 12
It has been evident for some time in mainstream HRM writing, that HR work is largely framed as a business issue, accelerated by new developments in technology and increasing pressures being placed on the function to enhance its contribution to the organisation, and at the same time be more cost effective. Our paper examines the implications of this, and contributes to current debate about what the redesign of HR work means for HR professional expertise, the definition of legitimate HR work activ...
45 CitationsSource
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