Relevant bibliographies by topics / Irish human resource development

Academic literature on the topic 'Irish human resource development'

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Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Irish human resource development"

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Nolan, Ciara. "Human resource development in the Irish hotel industry: the case of the small firm." Journal of European Industrial Training 26, no. 2/3/4 (March 2002): 88–99. http://dx.doi.org/10.1108/03090590210421969.

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Roche, William K. "The development of conflict resolution practices in Irish workplaces." Administration 64, no. 3-4 (December 1, 2016): 61–89. http://dx.doi.org/10.1515/admin-2016-0025.

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Abstract This paper examines the development of procedures for conflict resolution in workplaces in Ireland and the more recent emergence of alternative dispute resolution (ADR) practices. Based on a synthesis of data from a series of studies and on a review of reports of conflict resolution innovations, the paper shows how conventional procedures for resolving collective disputes and individual employment grievances had become almost standard by the 1980s, while a series of ADR practices became features of conflict resolution from the 1990s. The changing character of conflict resolution procedures and practices is attributed to a series of influences that include the professionalisation of personnel and human resource management, the changing pattern and context of workplace conflict, the growing importance of multinational firms, and the emergence of professional training and expertise in the provision of ADR support services. The paper projects a continuing rise in the incidence and use of ADR practices but questions the extent to which organisations in Ireland are likely to adopt conflict management systems based on integrated sets of conflict resolution practices.
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O'Brien, Geraldine, and John E. Thompson. "The development of Irish HRD professionals in comparison with European professionals: roles, outputs and competencies." International Journal of Training and Development 3, no. 4 (December 1999): 250–68. http://dx.doi.org/10.1111/1468-2419.00084.

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Linehan, Margaret, and Irene Sheridan. "Workplace learning courses in Irish third‐level colleges." Journal of Workplace Learning 21, no. 6 (August 7, 2009): 496–504. http://dx.doi.org/10.1108/13665620910976766.

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O'Brien, Emma, John McCarthy, Ileana Hamburg, and Yvonne Delaney. "Problem-based learning in the Irish SME workplace." Journal of Workplace Learning 31, no. 6 (August 12, 2019): 391–407. http://dx.doi.org/10.1108/jwl-10-2018-0131.

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Purpose This paper aims to explore how in Irish small- and medium-sized enterprises (SMEs), problem-based learning (PBL) could possibly provide a paradigm which addresses two key research objectives: What are the learning needs and challenges faced by Irish SMEs? and How could PBL satisfy these needs through integrating formal and informal learning? Design/methodology/approach An action research methodology was adopted using Lewin’s (1994) action research cycle. In the reconnaissance stage, surveys and focus groups were conducted with a purposive research sample of Irish SMEs regarding their learning needs and challenges. Based on these results, a plan was formulated to adapt the traditional PBL model into a workplace PBL model (wPBL). Lastly, the wPBL model was implemented and evaluated in 42 SMEs. Findings The research identified several specific learning needs for SMEs, namely, learning that is cost-effective, tailored to the company and its challenges, immediately applied, demonstrates a tangible outcome (is measurable), organically fostering a learning culture, addresses knowledge gaps, continuous, develops communication, team work, problem-solving and technical skills. The traditional PBL model was adapted into a wPBL model to meet the above learning needs of SMEs. It was found that the wPBL model had the potential to address long-standing company problems (making it cost-effective), facilitate continuous learning and develop horizontal and transversal skills such as problem-solving and communication. Originality/value Much of the learning that takes place in SMEs is incidental or informal, and often does not contribute to the long-term sustainability of the organisation. This paper aims to propose a practical framework using wPBL to structure incidental and informal learning in SMEs so that it provides an immediate benefit to the company. To date, there has been little research into the application of PBL outside higher education, and the paper proposes a framework to assist the transition of PBL to a workplace environment.
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Seekings, David, and Brian Wilson. "Allied Irish Bank in Britain: Organisational and Business Development through Action Learning." Leadership & Organization Development Journal 8, no. 5 (May 1987): 26–31. http://dx.doi.org/10.1108/eb053625.

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MacKenzie, Robert. "From Networks to Hierarchies: The Construction of a Subcontracting Regime in the Irish Telecommunications Industry." Organization Studies 29, no. 6 (June 2008): 867–86. http://dx.doi.org/10.1177/0170840608088706.

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The perceived displacement of bureaucracy by external market relationships through the use of subcontracting has brought about an increase in interest in inter-organizational relations. The development of such relationships can be a protracted process, characterized by tensions and contradictions. The article traces the development of subcontracting within Eircom, the Irish telecommunications provider, from its relatively ad hoc origins in the mid-1990s to the development of a far more sophisticated contracting regime by 2003. The article explores the relationship between internal and external organizational changes associated with the construction of the subcontracting regime and the development of inter-organizational relationships. The subcontracting regime was transformed from a reliance on a series of decentralized local networks of suppliers to a highly centralized arrangement that bore increasing semblance to a unitary hierarchy. The transactions costs implications of such developments are considered throughout. The dynamics of change in this case reflect an incremental learning process as the organization adapted to changes in its environment and the emergent limitations of existing practices. Trust played an important role in the mediation of the subcontract relationships; however, the development of trust-based relationships was not a linear process.
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Bresnihan, Patrick. "Revisiting neoliberalism in the oceans: Governmentality and the biopolitics of ‘improvement’ in the Irish and European fisheries." Environment and Planning A: Economy and Space 51, no. 1 (September 27, 2018): 156–77. http://dx.doi.org/10.1177/0308518x18803110.

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Foucault’s account of the emergence of biopolitics in the late 18th century helps frame the political economy of ‘improvements’ as an environmental project linked to the well-being of the population. Since the 1970s, biopolitical concerns have shifted towards non-human populations and the reproduction of natural resources and ecosystems. This has become evident in the European fisheries, where after decades of exploitation greatly intensified since the 1960s, the extractive demands of the fishing industry have caught up with the reproductive capacities of most commercially targeted fish stocks. This contradiction has given rise to a new political economy of ‘improvements’ that seeks to sustain the biological health of commercially targeted fish populations while maintaining an economically profitable fishing industry. Central to this transition is the active role that fishers are expected to play in sustainably managing the fish stocks they exploit while adapting to ‘green’ market opportunities. Tradeable quota systems, eco-accreditation schemes and community-based resource management have all emerged as managerial strategies for inciting the active participation of fishers in this ‘common’ project of sustainable development. Drawing on Foucault’s perspective of governmentality, this paper argues that these strategies represent distinct but overlapping apparatuses of neoliberal governmentality that are representative of broader tendencies within environmental governance today.
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McGrath, Conor. "Authorial voice(s): the writing styles of Francis X. Carty." Corporate Communications: An International Journal 25, no. 4 (July 20, 2020): 593–605. http://dx.doi.org/10.1108/ccij-11-2019-0123.

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PurposeThe paper aims to analyse the published work of Ireland's pre-eminent public relations (PR) educator, across a number of literary genres in which he has written. More broadly, it considers the writing life of academics.Design/methodology/approachThis paper examines Carty's writings about his own history, Irish history, the development of church-state relations in Ireland and PR. It seeks to make connections between Carty's subjects and his writing styles.FindingsThrough detailed analysis of a number of key texts, the paper explores the writing styles used by Carty to discern the nature of his distinctive “voice(s)”.Research limitations/implicationsThere is considerable research into a handful of (mostly American) “great men” in PR' history and development. But every nation has its own PR pioneers about whom little is known outside that country and who deserve to be more widely recognised.Originality/valueThis paper hopes to stimulate future work by other colleagues in other nations, reflecting on the contribution of their own PR educators and practitioners.
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Jenkins, Gareth. "Nationalism and Sectarian Violence in Liverpool and Belfast, 1880s–1920s." International Labor and Working-Class History 78, no. 1 (2010): 164–80. http://dx.doi.org/10.1017/s0147547910000244.

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AbstractThis article focuses upon the local cultures of Liverpool and Belfast, two cities wracked by recurrent communal sectarian strife. My analysis contributes to a growing appreciation of the locality and region as sites of accommodation, negotiation, and resistance to “nationalizing forces.” I argue that in Liverpool secularization and democratization contributed to local Tory Democracy's loss of control over popular sectarianism and to the subsequent development of a dynamic working-class movement that generated sustained Protestant-Catholic violence. In contrast, Ulster Unionism largely contained and controlled sectarian violence in Belfast. With the national threat of Irish Home Rule, the movement intervened, drawing Protestant working-class activity away from the street into “representative” structures, which were designed to harness and “police” popular sectarianism. Consequently, I examine whether the growing nationalization of British political culture from 1880 to the 1920s exacerbated or contributed to the resolution of entrenched sectarian strife within the two cities.
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Dissertations / Theses on the topic "Irish human resource development"

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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

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Geary, John. "Human resource management in practice : labour management in Irish electronics plants." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316763.

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Grugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

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No
Taking a critical perspective, Skill, Training and Human Resource Development focuses on the way people are developed at work; the skills that are encouraged, the way they are controlled and the implications they have for people. It draws on a wide range of research and covers an array of organizational practices. Preface Acknowledgements Human Resource Development Skills at Work International Comparisons: Skills and Employment Systems Vocational Education and Training in Britain New Skills for Old? The Changing Nature of Skill Emotions and Aesthetics for Work and Labour: The Pleasures and Pains of the Changing Nature of Work Managing Culture Management and Leadership Development Knowledge Work and Knowledgeable Workers Developments and Developing in the New Economy References Index
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Wuliji, Tana. "Factors influencing human resource development for pharmaceutical services." Thesis, University College London (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522828.

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Abdullah, Haslinda. "Human resource development in manufacturing companies in Malaysia." Thesis, Cardiff University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436771.

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McGrath, Sean. "Performance in a dual distribution Irish building society : the role of human resource management and leadership." Thesis, Durham University, 2013. http://etheses.dur.ac.uk/6927/.

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This thesis explores the subject of organisational performance in a partially franchised organisation, the EBS Building Society, a retail financial service business. It focuses on understanding why, in a dual distribution system, a franchised outlet outperforms a non-franchised outlet within the same organisation. In particular it examines the potential impact of Human Resource Management (HRM) and leadership practices at both the level of the individual and of the unit. Many studies have examined the link between HR practices and performance, however, few have studied the system of practices within a retail financial services network. This thesis is concerned with the behaviours of the managers of franchised units of the EBS Building Society and how those behaviours may potentially explain why managers outperform their colleagues in the company manned branch network from a financial perspective. Specifically, the study will highlight the current performance measures that are pertinent to both franchised and non-franchised outlets and it will set out to connect these measures to the HRM practices and leadership styles of managers in EBS units. In particular, the study explores the nature of the linkages between HRM/leadership practices and behaviours, focusing in particular on three possibilities: Empowerment, Perceived Organisational Support (POS) and Work Intensification to understanding how HRM or leadership impacts on performance in organisations. The Study found that, as anticipated, HRM had a positive indirect effect on employee service interaction behaviour with empowerment having the greatest consequence. There was also evidence that agency status within the EBS contributes to service quality, in part through the development of higher levels of unit-level employee service behaviours and unit level leadership. The importance of the research lies in the fact that it offers, for the first time, some evidence on the impact of HRM and leadership practices within a hybrid franchised financial firm in Ireland. It also offers for the first time a comparison of the three different possibilities or mediators and their explanatory powers on HRM and leadership and their effects on organisation performance by adopting a multi-level approach.
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Nordin, Erika, and Helena Öberg. "Human resource development in Laos. : An explorative study on teachers’ opinions about human resource development in the National University of Laos." Thesis, Umeå universitet, Pedagogiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-66707.

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This thesis concerns human resource development (HRD) and educational reform in Laos which is one aspect of poverty eradication in Laos. The thesis aim to describe, understand and analyze how HRD is constructed in policies and among teachers at the National University of Laos (NUOL) and what possibilities and constraints they connect to it. To find answers to these questions we have analyzed national policy documents and interviewed teachers with PhD degrees at NUOL. Educational reform was initiated after the declaration of the Lao People Democratic Republic (Lao PDR) independency in 1975 and with the help of donor organizations efforts have continuously been made to raise the quality of education in Lao PDR in order to improve skills among the population.Our findings show that in policy HRD is constructed as poverty reduction, meeting international standards and educational development. The respondents have described that HRD can be achieved through staff development, student-centered learning method, development of skills through international cooperation and relevant educational equipment. The biggest constraint according to the respondents is lack of money. After that comes lack of knowledge, inadequate equipment and low incentives for teachers. The main possibilities described are that NUOL is in a position to spread information about education and material to other education institutions; that textbooks are more readily available and that it is getting easier to apply for scholarships for studies abroad.
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Esichaikul, Ranee. "Human resource development in the tourism sector in Thailand." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=20373.

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The purpose of this study is three-fold: to examine how education and training for tourism have developed and operated in Thailand; to analyse the role of the public and private sectors in human resource development with specific reference to the hotel sub-sector in Thailand; and to identify how the public and private sectors can co-operate to improve the effectiveness of education and training in Thailand's hotel industry. Concepts from human resource development in tourism provide the theoretical framework for the investigation. Three propositions are put forward. (1) The quality of human resources presents a very significant constraint to tourism development because the tourism industry is labour-intensive. Thailand needs better-qualified personnel at all levels of the tourism industry to improve the overall level of service, and to be competitive in international tourism. (2) In developing countries, without strong government support and guidance, human resource development in the tourism sector will not take place. (3) The Thai government needs to play a supportive role in human resource development in tourism because the key to success is co-operation among the three main actors: the government, the tourism industry, and educational institutions. The data were obtained from interviews with three major stakeholders who influence human resource development for the hotel sub-sector of the tourism industry: government officials, hoteliers and educators. The thesis concludes that there are nine major human resource problems in Thailand. These problems were grouped into three main areas: human resource management, administrative structure and the general aspect. Government involvement in human resource development in Thailand should be active because of the absence of a developed and education-conscious private sector. The government should undertake a supportive role to ensure that basic tourism education and training activities are initiated. The private sector should have a greater involvement in contributing to a development strategy for tourism human resource development. Without strong commitment and co-operation among three main actors--the government, the industry and educators--the development of human resources in the tourism industry will be insufficient and delayed.
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Nackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.

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This phenomenological study explored how HR professionals who identified themselves as facilitators of strategic HRD (SHRD) perceived the experience of being an organizational agent-downsizing survivor. Criterion and snowball sampling were used to recruit 15 participants for this study. A semi-structured interview guide was used to interview participants. Creswell’s (2007) simplified version of Moustakas’s (1994) Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data was used to analyze the data. Four main themes and corresponding sub-themes emerged from an inductive data analysis. The four main themes were a) the emotionality of downsizing, b) feeling responsible, c) choice and control, and d) possibilities for growth. Participants perceived downsizing as an emotional organizational change event that required them to manage their own emotions while helping others do the same. They performed their roles within an organizational atmosphere that was perceived as chaotic and filled with apprehension, shock, and a sense of ongoing loss, sadness and grieving. They sometimes experienced guilt and doubt and felt deceptive for having to keep secrets from others when planning for downsizing. Participants felt a strong sense of responsibility to protect employees emotionally, balance employee and organizational interests, and try to ensure the best outcomes for both. Often being there for others meant that they put on their games faces and took care of themselves last. Participants spoke of the importance of choosing one’s attitude, being proactive rather than reactive, and finding ways to regain control in the midst of organizational crisis. They also perceived that although downsizing was emotionally difficult to go through that it provided possibilities for self, employee, and organizational growth.
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Kilian, George F. "An evaluation of the human resource development process supporting CASS." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA306710.

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Books on the topic "Irish human resource development"

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M, Werner Jon, and Harris David M, eds. Human resource development. 3rd ed. Fort Worth: Harcourt College Publishers, 2002.

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Human resource development. New York: Oxford University Press, 2009.

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Kiran, Kothari, ed. Human resource development. New Delhi: Discovery Pub. House, 1999.

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L, DeSimone Randy, ed. Human resource development. 5th ed. Mason OH: South-Western Cengage Learning, 2009.

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Office, General Accounting. Human resource development. [Washington, D.C.?: U.S. General Accounting Office, 1985.

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Employment, Ireland Department of Enterprise and. Human resource development. Dublin: Stationery Office, 1997.

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L, DeSimone Randy, ed. Human resource development. Fort Worth: Dryden Press, 1994.

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Kazuo, Koike. Human resource development. Tokyo: Japan Institute of Labour, 1997.

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L, DeSimone Randy, ed. Human resource development. 4th ed. Mason OH: Thomson South-Western, 2006.

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Gold, Jeff, Rick Holden, Jim Stewart, Paul Iles, and Julie Beardwell, eds. Human Resource Development. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-08808-6.

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Book chapters on the topic "Irish human resource development"

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Burchill, Frank, and Alice Casey. "Human Resource Development." In Human Resource Management, 119–32. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_7.

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Gibb, Stephen. "Human Resource Development." In Human Resource Development, 3–31. London: Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_1.

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Bratton, John, and Jeffrey Gold. "Human Resource Development." In Human Resource Management, 225–46. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23340-3_9.

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Grugulis, Irena. "Human resource development." In Skills, Training and Human Resource Development, 1–14. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20833-9_1.

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Gold, Jeffrey. "Human resource development." In Human Resource Management, 273–95. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27325-6_10.

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Grugulis, Irena. "Human resource development." In Human Resource Management, 295–310. Second edition. | Abingdon, Oxon ; New York, NY : Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9781315299556-15.

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Gibb, Stephen. "Development Partnerships." In Human Resource Development, 252–81. London: Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34464-8_11.

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Carbery, Ronan. "Career Development." In Human Resource Management, 159–75. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-00938-8_10.

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Carbery, Ronan, and David McKevitt. "Career Development." In Human Resource Management, 187–205. London: Macmillan Education UK, 2019. http://dx.doi.org/10.1057/978-1-352-00403-8_10.

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Garavan, Thomas N. "Leadership Development." In Human Resource Development, 212–30. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-36010-6_12.

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Conference papers on the topic "Irish human resource development"

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Chen, Li-yu, and Chien Yu. "Strategic Human Resource Development through Mentoring." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5577981.

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Namjilmaa, G., B. Ganbat, Sh Oyunbileg, and N. Naranbaatar. "NURSING HUMAN RESOURCE DEVELOPMENT IN MONGOLIA." In Proceedings of the XXIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2020. http://dx.doi.org/10.31435/rsglobal_conf/30112020/7273.

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Atkins, M. H., and R. D. Galliers. "Human resource development for IS executives." In the 1992 ACM SIGCPR conference. New York, New York, USA: ACM Press, 1992. http://dx.doi.org/10.1145/144001.144046.

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DORN, J., T. NAZ, and M. PICHLMAIR. "ONTOLOGY DEVELOPMENT FOR HUMAN RESOURCE MANAGEMENT." In Proceedings of the 2007 International Conference. WORLD SCIENTIFIC, 2007. http://dx.doi.org/10.1142/9789812770592_0010.

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Gao, Wenyi. "Gender Equality and Human Resource Development." In Proceedings of the 1st International Symposium on Economic Development and Management Innovation (EDMI 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/edmi-19.2019.93.

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Molamohamadi, Zohreh, Napsiah Ismail, and Norzima Zulkifli. "Sustainable Human Resource Management." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age. Global Science & Technology Forum (GSTF), 2013. http://dx.doi.org/10.5176/2251-2349_hrmpd13.28.

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Liu, Xiaoping, and Jingsong Deng. "Human Resource Development Strategy Based on Mentoring." In 2010 International Conference on Management and Service Science (MASS 2010). IEEE, 2010. http://dx.doi.org/10.1109/icmss.2010.5577601.

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Liu, Jiayong. "Benefit Analysis on Rural Human Resource Development." In International Conference on Education, Management and Computing Technology (ICEMCT-15). Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/icemct-15.2015.81.

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Xie, Fang, and Qi Tang. "Human Resource Development by Fuzzy Neural Networks." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.1723.

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Voloshina, Irina, and Irina Kotlyarova. "LIFELONG LEARNING FOR UNIVERSITY HUMAN RESOURCE DEVELOPMENT." In International Technology, Education and Development Conference. IATED, 2017. http://dx.doi.org/10.21125/inted.2017.0734.

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Reports on the topic "Irish human resource development"

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Johnson, Nancy L. Natural resource tenure and governance for human nutrition and health: Linkages and priorities for agricultural research and development. Washington, DC: International Food Policy Research Institute, 2021. http://dx.doi.org/10.2499/p15738coll2.134786.

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Pepper, Susan E., and Katherine M. Bachner. International Conference on Human Resource Development for Nuclear Power Programmes: Strategies for Education and Training, Networking and Knowledge Management. Office of Scientific and Technical Information (OSTI), June 2014. http://dx.doi.org/10.2172/1148882.

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Kim, Ozano, Sophie Witter, Jo Keatinge, Beth Scott, and Nicola Wardrop. What Works for Health Systems Strengthening: An Overview of the Evidence – Resource Toolkit. Institute of Development Studies, September 2022. http://dx.doi.org/10.19088/k4d.2022.102.

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This resource toolkit has been produced by K4D in partnership with the Health Systems Team in the Foreign, Commonwealth & Development Office (FCDO) Human Development Department and renowned global health systems expert Prof. Sophie Witter (Queen Margaret University, Edinburgh). The toolkit is aimed at FCDO’s network of health advisors, and policy and programme managers based in country offices and central teams. The purpose of this toolkit is to summarise and present key messages from the latest evidence on ‘what works’ for health systems strengthening (HSS) to help embed a stronger HSS approach into all of our work on health as outlined in FCDO’s position paper Health Systems Strengthening for Global Health Security and Universal Health Coverage (FCDO 2021). The toolkit draws extensively on more detailed pieces of work analysing the evidence in more depth, which were disseminated through the health network in FCDO (and previously the Department for International Development) between 2019 and 2022 titled Evidence Review of What Works for Health Systems Strengthening, Where and When? (Witter et al. 2021). This toolkit also links back to a multitude of resources and recorded sessions collected as part of K4Ds previous learning journey on HSS.
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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Tauli-Corpuz, Victoria, Janis Alcorn, and Augusta Molnar. Cornered by Protected Areas: Replacing ‘Fortress’ Conservation with Rights-based Approaches Helps Bring Justice for Indigenous Peoples and Local Communities, Reduces Conflict, and Enables Cost-effective Conservation and Climate Action. Rights and Resources Initiative, June 2018. http://dx.doi.org/10.53892/exqc6889.

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Faced with growing environmental threats, governments and the international community have sought ways to halt biodiversity loss and ecosystem degradation and realize global climate and development priorities. Today, expanding the global network of protected areas is a key approach for achieving the goals of the Convention on Biological Diversity (CBD), the 2030 Agenda for Sustainable Development, and the Paris Agreement on climate change. But human pressure is increasing in and around protected areas, and far from improving the lives of those affected by the growing number of conservation initiatives, land and forest sequestration through “fortress” conservation approaches is creating chronic patterns of abuse and human-rights violations. In a context where many protected areas are underfunded and therefore limited in their capacity to deliver climate or biodiversity outcomes, the push for still more and even larger parks and conservation areas only stands to exacerbate the existing funding gap and the potential for injustice. Yet, despite widespread poverty and insecure resource rights, evidence shows that Indigenous Peoples and local communities are nevertheless spending their limited resources on conservation efforts and achieving outcomes that are at least equivalent to those of government-funded protected areas. As this brief shows, there is an urgent need to replace the fortress-conservation model with rights-based approaches to both improve conservation outcomes and end human-rights abuses committed in the name of conservation.
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Herrin, Alejandro N., and Marilou P. Costello. Sources of future population growth in the Philippines and implications for public policy. Population Council, 1996. http://dx.doi.org/10.31899/pgy1996.1004.

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Rapid population growth, poor and uneven economic performance, and slow progress in health and education are interrelated phenomena. However, while there is strong support for public policies aimed at economic recovery and human resource development in the Philippines, there is still a lack of consensus on the need for public policy to moderate population growth and on the role of a government-sponsored family planning program in overall population and development activities. This paper examines alternative population projections and analyzes the contribution to future population growth of unwanted fertility, high desired family size, and population momentum. The aims are to highlight the multiple policy responses that are needed to moderate rapid population growth and to clarify a number of factors that have prevented the development of a consensus on Philippine population policy.
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Bridges, Todd, Jeffrey King, Johnathan Simm, Michael Beck, Georganna Collins, Quirijn Lodder, and Ram Mohan. International Guidelines on Natural and Nature-Based Features for Flood Risk Management. Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/11681/41946.

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To deliver infrastructure that sustain our communities, economy, and environment, we must innovate, modernize, and even revolutionize our approach to infrastructure development. Change takes courage, but as one starts down the path of innovation, what was once novel becomes more familiar, more established. The U.S. Army Corps of Engineers (USACE) is walking this path with our partners through the Engineering With Nature (EWN) Initiative, integrating human engineering with natural systems. The International Guidelines on Natural and Nature-Based Features for Flood Risk Management are the next step toward revolutionary infrastructure development—a set of real-world guidelines to help familiarize us with what was once novel. USACE and collaborators around the world have been building, learning, and documenting the best practices for constructing Natural and Nature-Based Features (NNBF) for decades. The consolidation of these lessons into a single guidance document gives decision-makers and practitioners a much-needed resource to pursue, consider, and apply NNBF for flood risk management while expanding value through infrastructure. Relationships and partnerships are vital ingredients for innovation and progress. The NNBF Guidelines was achieved because of the strong relationships in the nature-based engineering community. The magnitude and diversity of contributors to the NNBF Guidelines have resulted in a robust resource that provides value beyond a single agency, sector, or nation. Similarly, the work of incorporating NNBF into projects will require us to strengthen our relationships across organizations, mandates, and missions to achieve resilient communities. I hope you are inspired by the collaborative achievement of the NNBF Guidelines and will draw from this resource to develop innovative solutions to current and future flood risk management challenges. There is a lot we can achieve together along the path of revolutionary infrastructure development.
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Idris, Iffat. Increasing Birth Registration for Children of Marginalised Groups in Pakistan. Institute of Development Studies (IDS), July 2021. http://dx.doi.org/10.19088/k4d.2021.102.

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This review looks at approaches to promote birth registration among marginalised groups, in order to inform programming in Pakistan. It draws on a mixture of academic and grey literature, in particular reports by international development organizations. While there is extensive literature on rates of birth registration and the barriers to this, and consensus on approaches to promote registration, the review found less evidence of measures specifically aimed at marginalised groups. Gender issues are addressed to some extent, particularly in understanding barriers to registration, but the literature was largely disability-blind. The literature notes that birth registration is considered as a fundamental human right, allowing access to services such as healthcare and education; it is the basis for obtaining other identity documents, e.g. driving licenses and passports; it protects children, e.g. from child marriage; and it enables production of vital statistics to support government planning and resource allocation. Registration rates are generally lower than average for vulnerable children, e.g. from minority groups, migrants, refugees, children with disabilities. Discriminatory policies against minorities, restrictions on movement, lack of resources, and lack of trust in government are among the ‘additional’ barriers affecting the most marginalised. Women, especially unmarried women, also face greater challenges in getting births registered. General approaches to promoting birth registration include legal and policy reform, awareness-raising activities, capacity building of registration offices, integration of birth registration with health services/education/social safety nets, and the use of digital technology to increase efficiency and accessibility.
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Downes, Jane, ed. Chalcolithic and Bronze Age Scotland: ScARF Panel Report. Society for Antiquaries of Scotland, September 2012. http://dx.doi.org/10.9750/scarf.09.2012.184.

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The main recommendations of the panel report can be summarised under five key headings:  Building the Scottish Bronze Age: Narratives should be developed to account for the regional and chronological trends and diversity within Scotland at this time. A chronology Bronze Age Scotland: ScARF Panel Report iv based upon Scottish as well as external evidence, combining absolute dating (and the statistical modelling thereof) with re-examined typologies based on a variety of sources – material cultural, funerary, settlement, and environmental evidence – is required to construct a robust and up to date framework for advancing research.  Bronze Age people: How society was structured and demographic questions need to be imaginatively addressed including the degree of mobility (both short and long-distance communication), hierarchy, and the nature of the ‘family’ and the ‘individual’. A range of data and methodologies need to be employed in answering these questions, including harnessing experimental archaeology systematically to inform archaeologists of the practicalities of daily life, work and craft practices.  Environmental evidence and climate impact: The opportunity to study the effects of climatic and environmental change on past society is an important feature of this period, as both palaeoenvironmental and archaeological data can be of suitable chronological and spatial resolution to be compared. Palaeoenvironmental work should be more effectively integrated within Bronze Age research, and inter-disciplinary approaches promoted at all stages of research and project design. This should be a two-way process, with environmental science contributing to interpretation of prehistoric societies, and in turn, the value of archaeological data to broader palaeoenvironmental debates emphasised. Through effective collaboration questions such as the nature of settlement and land-use and how people coped with environmental and climate change can be addressed.  Artefacts in Context: The Scottish Chalcolithic and Bronze Age provide good evidence for resource exploitation and the use, manufacture and development of technology, with particularly rich evidence for manufacture. Research into these topics requires the application of innovative approaches in combination. This could include biographical approaches to artefacts or places, ethnographic perspectives, and scientific analysis of artefact composition. In order to achieve this there is a need for data collation, robust and sustainable databases and a review of the categories of data.  Wider Worlds: Research into the Scottish Bronze Age has a considerable amount to offer other European pasts, with a rich archaeological data set that includes intact settlement deposits, burials and metalwork of every stage of development that has been the subject of a long history of study. Research should operate over different scales of analysis, tracing connections and developments from the local and regional, to the international context. In this way, Scottish Bronze Age studies can contribute to broader questions relating both to the Bronze Age and to human society in general.
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Hall, Mark, and Neil Price. Medieval Scotland: A Future for its Past. Society of Antiquaries of Scotland, September 2012. http://dx.doi.org/10.9750/scarf.09.2012.165.

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The main recommendations of the panel report can be summarised under five key headings. Underpinning all five areas is the recognition that human narratives remain crucial for ensuring the widest access to our shared past. There is no wish to see political and economic narratives abandoned but the need is recognised for there to be an expansion to more social narratives to fully explore the potential of the diverse evidence base. The questions that can be asked are here framed in a national context but they need to be supported and improved a) by the development of regional research frameworks, and b) by an enhanced study of Scotland’s international context through time. 1. From North Britain to the Idea of Scotland: Understanding why, where and how ‘Scotland’ emerges provides a focal point of research. Investigating state formation requires work from Medieval Scotland: a future for its past ii a variety of sources, exploring the relationships between centres of consumption - royal, ecclesiastical and urban - and their hinterlands. Working from site-specific work to regional analysis, researchers can explore how what would become ‘Scotland’ came to be, and whence sprang its inspiration. 2. Lifestyles and Living Spaces: Holistic approaches to exploring medieval settlement should be promoted, combining landscape studies with artefactual, environmental, and documentary work. Understanding the role of individual sites within wider local, regional and national settlement systems should be promoted, and chronological frameworks developed to chart the changing nature of Medieval settlement. 3. Mentalities: The holistic understanding of medieval belief (particularly, but not exclusively, in its early medieval or early historic phase) needs to broaden its contextual understanding with reference to prehistoric or inherited belief systems and frames of reference. Collaborative approaches should draw on international parallels and analogues in pursuit of defining and contrasting local or regional belief systems through integrated studies of portable material culture, monumentality and landscape. 4. Empowerment: Revisiting museum collections and renewing the study of newly retrieved artefacts is vital to a broader understanding of the dynamics of writing within society. Text needs to be seen less as a metaphor and more as a technological and social innovation in material culture which will help the understanding of it as an experienced, imaginatively rich reality of life. In archaeological terms, the study of the relatively neglected cultural areas of sensory perception, memory, learning and play needs to be promoted to enrich the understanding of past social behaviours. 5. Parameters: Multi-disciplinary, collaborative, and cross-sector approaches should be encouraged in order to release the research potential of all sectors of archaeology. Creative solutions should be sought to the challenges of transmitting the importance of archaeological work and conserving the resource for current and future research.
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