School of Business and Economics


29 March 2017

Centre for Professional Work and Society Research Taster Event

  • 6.30pm - Arrival, 6.55pm - Session 1, 7.30pm - Session 2
  • Stewart Mason Building, Loughborough University

About this event



Session 1: 6.55-7.25PM

Ciara Kelly: Work-life Balance and energy management inside and outside work

Room SMB104

High performance and increased well-being can go hand in hand when you successfully direct your energy and attention - two valuable, but finite resources. This workshop has been designed to provide delegates with an insight into practical approaches to manage your energy to boost productivity for you and your team. 

Eva Selenko: Job insecurity - effects on employee well-being and performance

Room SMB103

Does work reflect who we are? And what happens then when jobs become insecure, lost or difficult to get? Eva Selenko’s research explores precarious job conditions and how they affect well-being, performance and identity. Job insecurity affects people’s identification, not only with the organisation, but also with society in general. It also threatens important resources – financial income and the social benefits of work. This has serious consequences for people’s well-being, but also for persistency at work and even political attitudes. It is time that we acknowledge that what happens at work affects how people react in wider society.


Session 2: 7.30-8.00 PM

Clive Trusson: The Differences between Leadership & Management

Room SMB102

Human Resource Management and Human Resource Development professionals are often called upon to design or facilitate the delivery of development programmes for managers.  Sometimes such programmes are labelled ‘leadership development programmes’ and sometimes they are labelled ‘management development programmes’.  This session poses the question: to what extent is this difference between ‘leadership’ and ‘management’ of significance in this context?  It then discusses how such programmes might be developed to serve very different purposes, thus demonstrating the importance of clearly knowing the purpose for investment in such development programmes

Iain Coyne: Good practice implications of games-based assessments

Room SMB105

The use of technology in recruitment and selection has grown rapidly in recent years. As technology and science advances, new approaches to the assessment of job applicants have emerged. One such development is games-based assessment (GBA). GBA can be distinguished on the basis of whether they specifically simulate job functions and therefore provide a realistic job preview or whether they assess criteria linked to job-related criteria (e.g., personality/ability). While these advances are welcomed, researchers and practitioners need to consider the good practice implications of  implications of games-based assessments. This session will examine good practice issues in GBA focusing on three questions: Are they fair? Are they psychometrically sound? Are they secure?

Andrew Rothwell: Continuous Professional Development & Employability for HR professionals

Room SMB103

This session will examine various aspects of ‘employability’: how people get the jobs they want, and keep the jobs they have. We will begin by reviewing the origins and various meanings of employability, including employability as a human resource management strategy. The  employability research project developed from an investigation carried out in the East Midlands around fifteen years ago into the changing nature of the human resources profession, how  HR professionals keep up to date, and how they can sustain their careers. The session will conclude with a participative exploration of contemporary issues for HR professionals around employability and Continuing Professional Development (CPD).