Emerald journal news


Call for book proposals on "The Changing Context of Managing People"

Call for book proposals within a series on: “The Changing Context of Managing People”
A new series by Emerald Publishing
 
Book Series Editor
Emma Parry, Cranfield School of Management, UK
 

Book Series Description

 
The past two decades have represented a time of unprecedented social, technological, and economic change that has required a transformation in human resource management (HRM). Shifts in demographics, continued increases of women in the workforce, and greater mobility across national borders have led to higher diversity in the workplace. Advances in technology, including social media, have enabled new ways of doing business through faster communications and vast amounts of data made available to all. Mobile technology with its ubiquitous connectivity has led to renewed concerns over work-life balance and extreme jobs. The emergence of the BRIC countries as major players, the creation of the European Union, and the global economic downturn have dramatically changed the landscape in which organisations operate. Against this backdrop, we see changing attitudes towards work and careers, leading to different expectations of the workplace. These and other contextual changes mean that existing ways of managing people may no longer be effective.
 
This book series will examine in depth the changing context to identify its impact on the HRM and the workforce. Each book of the series will discuss different dimensions of the changing context and examine in detail their impact on the nature of people management. As a series for academics and senior practitioners, it will aim to take forward management practice as well as suggest future research agendas within HRM.
 
We welcome (but are not limited to) books on the following areas as they impact the workforce and people management:
 
• Technological advancement: using technology to manage people, managing people in technological environments, virtual teams, and the impact of social media and connectivity on HRM.
• The changing nature of work: work intensification and extreme jobs
• Globalisation and international work
• The ageing workforce: including retirement, age diversity and extending working lives.
• Generational diversity, intergenerational justice and conflict at work.
• Work related stress
• The impact of the changing world economy: HRM in emerging markets, a focus on the BRICs, and the transition of Eastern Europe.
• Corporate governance and corporate social responsibility
• Bullying
• Talent management and development
• The changing nature of careers
• HRM in conflict/terrorism ridden environments
• The impact of the global financial crisis on HRM
• The role of HRM in creating dynamic capabilities/agile organisations
 
 

Submission procedure

Prospective contributors are invited to submit a proposal for either an edited or authored book following standard Emerald book proposal guidelines. Please forward the proposals to the Series Editor Emma Parry (emma.parry@cranfield.ac.uk).

JUST PUBLISHED! Inaugural series publication – Social Recruitment in HRM: A Theoretical Approach and Empirical Analysis, Ginevra Gravili and Monica Fait.
 
This book was born from the desire to analyze the role of social recruitment in human resources management. The first chapter analyzes theoretical background of social media communication and focuses on the trend to make use of these instruments in SMEs and public and non-profit sectors. The second chapter exolores an analysis of social sphere through three perspectives: a) how it has changed the identity of individuals; b) the relationship between social media and aspects of personality; c) the correlation between social media and cultural dimensions. The third chapter, focuses on the advantages and limitations of social recruitment and examines how employer branding can used strategically in order to attract potential candidates. The relationship between social network and recruitment has been analyzed through empirical research on public and non-profit sector and SMEs (using Cranet data) in the fourth chapter. The last chapter analyzes the competitive advantage which social recruitment can generate.