Mind over Machines: New technology and employment relations

What is the impact that new technology has on employment relations?

IPA have produced for Acas a new research paper looking into the impact that new technology has on employment relations in the workplace.

With a wave of new automation and the technologies of the 4th industrial revolution poised to transform the workplace, this paper takes a look at the various ways in which technology and employment relations can interact.

This report looks at the impact that technology can have on work intensity, worker autonomy and intrusion, the affect it has on communication and the value of human relationships at work, and impacts on work-life balance and employee wellbeing, including both physical and mental health.

The research also examines the important role that employee voice and engagement plays in supporting programmes of technological change, and why it is vital that employers consult and involve their workforces when planning the introduction of new technology.

This paper also includes three case studies; Whittington NHS District Nursing, Siemens Congleton and Jaguar Land Rover. In addition the research includes extracts from numerous interviews with academic, trade union and practitioner perspectives on technology and the future of work.

Click here to download the publication: Mind-over-Machines-New-Technology-and-Employment-Relations.pdf

Latest

IES Annual Conference 2024: Creating a Sustainable Workforce

IPA is part of the Institute for Employee Studies and we are pleased that our director, Nita Clarke will again be speaking at the IES HR Network Annual Conference where you can hear from the UK's leading employment specialists and HR thinkers on how best to create a sustainable workforce.
Managing HR in recession: why it makes sense to consider alternatives to job cuts in a downturn

Many organisations like to claim that “people are their greatest asset”. For Stewart Johnstone of University of Strathclyde, the ultimate test of this mantra is when tough times hit and and organisations start to seek ways to cut costs. Usually this includes ways to trim the wage bill - but would firms be better advised to consider alternatives to downsizing in times of crisis?
Collective performance-related pay systems may have more effect than individual performance-related schemes

Research led by Professor Stephen Wood at University of Leicester School of Business (ULSB) shows that collective performance-related pay systems may have more effect than individual performance-related schemes. This finding is based on a systematic review of research studies that directly compared the effects of financial involvement or collective performance-related pay systems with their individual counterparts.
The strategic importance of employee engagement

In the ever-evolving landscape of the UK economy, one crucial factor stands out as both a challenge and an opportunity: employee engagement. Rarely a day passes without alarming headlines highlighting the economic challenges and growing discontent among employees in the UK, declining levels of trust and heightened employee unrest. In this article, Dr Sarah Pass of Nottingham Trent University, makes the case for prioritising employee engagement as a strategic necessity.

Ethnicity Pay Reporting: A guide for UK Employers.

Guidance on navigating voluntary ethnicity pay reporting
HR in 2022: The past, the present, the future

HR in 2022: The past, the present, the future
Just Transition

IPA has produced, in partnership with FES, a report exploring the UK’s journey towards preparing the workforce for net zero.
Rewards after Covid: Back to the future

Dr Duncan Brown, a member of the IPA's Executive Committee, writes about the need for a focus on better pay and reward strategies as part of our rebuilding post-COVID. As he argues, a return to 'normal' pay policies as they were before the pandemic is not acceptable and we must seize this opportunity to build a fairer, more consistent and more compassionate future.
Workforce Engagement and the UK Corporate Governance Code

This report by the IPA and RHUL takes a look at company responses to the 2018 Corporate Governance Code's requirements for employee voice in the boardroom.
A Guide to Establishing Staff Networks

This CIPD guidebook, written by IPA, provides managers and staff representatives with advice on setting up staff networks for women, BAME, LGBT+.
Towards a new normal: What legacy might COVID-19 leave for UK working patterns?

The COVID -19 crisis has led to major, unprecedented changes in UK working practice. Many of them might be temporary, but some may prove to be long lasting.
Representing people working remotely

Employees working remotely or in hybrid work patterns presents important challenges for represents.
ICE: what, why and how?

On behalf of CIPD, the IPA has produced a guidebook for practitioners on the Information and Consultation of Employees (ICE) regulations.
My boss the algorithm: An ethical look at algorithms in the workplace

Practical guidance for employers on how to approach the question of algorithmic management in an ethical and effective manner.