At the core of CGHRM’s research is how the HR function can contribute to a good utilization of human resources that really contributes to organizational resilience. The HR function can be viewed as administrative, transactional and bureaucratic. However, the HR function can also contribute to organizational growth and renewal, and this is an area that is very important for CGHRM and our partners.
Therefore, the overarching theme of CGHRM’s research is transformational HR. This concept emphasizes an ambition to strengthen the impact and importance of the HR function to give an important contribution to organizational efficiency, development, renewal, as well as the welfare of the individual worker and a more sustainable labour market. The research within CGHRM can provide knowledge about how such transformational HR can take place, and also what conditions must be met to achieve this goal.
The global dimension of transformational HR is of central importance here, i.e. how the HR function can contribute to organizational development in multinational and diverse cultural settings (see for instance the discussion ´best practice vs best fit’).
Identified research areas
Four related research areas have been identified in accordance with the overall mission and scope of CGHRM research. Within each area, there are several ongoing and planned research projects.
HR & digitalization
Here we study how the HR function can be organized with an interest in new ways of working (for instance HR analytics, agile HR) within the HR function and its consequences for organizations, individuals and society.
HR & change and adaptation
We study the important role of the HR function in supporting organizational change and adaptation processes, for instance to acquire new competences and take an active role in organizational development efforts.
HR & work environment and health
We study the role of the HR function in supporting activities related to leadership, the work environment, employee health and gender equality.
The labour market in transition
A fourth area of study deals with research on the functioning of the labour market, for example atypical forms of employment, the inclusion of young people, the elderly, migrant workers and workers with disabilities and other work-life issues with an impact on HRM.
CGHRM also strives to provide an open research environment that gives possibilities for new themes to emerge.
In terms of theories and applied methods, CGHRM strives for pluralism and that each research project may have a unique and diverse disciplinary framing and that the research design is functional in relation to the specific research aim and questions. Important areas to be investigated in CGHRM’s research are the HR profession, HR policies and practical work, industrial relations and different management issues for example leadership and strategy. Some areas of specific importance are diversity management, work environment, employment, employee engagement, digitalization, flexibilization, agile work and people analytics.