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Dissertations / Theses on the topic 'Human resource management practitioners'

Author: Grafiati

Published: 26 June 2021

Last updated: 29 July 2025

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1

au, s. roberts@murdoch edu, and Susan Ann Roberts. "Re-thinking staff management in independent schools: An exploration of a human resource management approach." Murdoch University, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080411.121602.

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While the mission and core business of schools has always been directed towards the education and pastoral support of the children, the staff who work to fulfil the mission and business have received less attention. With recent media reporting on anticipated teacher shortages, pedagogical issues and the quality of teaching the focus has shifted to the staff in schools. With evidence linking student achievements and academic outcomes to teacher impact, recruitment and retention have become significant issues, particularly in independent schools where parental expectations are high. Expertise

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2

Hugo, Charmaine June. "Mental health literacy and attitudes of human resource practitioners in South Africa." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53498.

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Thesis (MA)--University of Stellenbosch, 2003.<br>ENGLISH ABSTRACT: Background: South African companies need to contend with numerous transformation and development issues since the country's re-entry into the international marketplace. One component that is receiving increasing attention is the wellbeing of employees in the drive to remain competitive within the global economy. This study argues that mental illness is a component of employee wellbeing that has been ignored, even though these conditions are highly prevalent and costly to businesses. The lack of recognition, research and

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Botha, Karien. "The relationship between dispositional employability and career success of human resources management practitioners." Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/24712.

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Dispositional Employability and Career Success are constructs that when brought together leads to a multitude of questions regarding their meaning. This study attempted to determine whether there is a significant relationship between the two constructs of dispositional employability and career success. The study furthermore focused on expanding on the literature by elaborating on the sample group. This was done by determining whether or not there is a difference between the groups with regards to their Dispositional Employability and Career Success based on their individual characteristics. A

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4

Chambers, Stephen University of Ballarat. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/12765.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.<br>Master of Business

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Chambers, Stephen. "An investigation into the professional competencies required by Australian HRM practitioners." Thesis, University of Ballarat, 2006. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/32132.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.<br>Master of Business

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Chambers, Stephen. "An investigation into the professional competencies required by Australian HRM practitioners." University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/14600.

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"The role of human resource management (HRM), or simply human resource (HR), practitioners has changed dramatically, especially in the last 10 years. As a result of this change in role, as detailed in the literature review, HRM practitioners require appropriate competencies to maintain effectiveness and enhance the value of their contribution to their organisation..." --p. 1.<br>Master of Business

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7

Charlton, Helen. "Experiencing learning across academic-practice boundaries : an Interpretative Phenomenological Analysis of Human Resource Management practitioners engaged in part-time postgraduate study." Thesis, Northumbria University, 2016. http://nrl.northumbria.ac.uk/32303/.

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Human Resource Management (HRM) is a contested academic discipline and professional space, in which mid‐career entry is not uncommon, and where study and professional membership are often key to career advancement. Subsequently, engagement with study while working full‐time occurs frequently, commonly at postgraduate level. However, understanding of the student‐practitioner experience is limited due to recognised gaps around research of part‐time, taught postgraduate and mature student experience. This is an odd omission given that it represents a potential growth area following recent funding

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Petritz, Steven C. "Comparison of Hiring Strategies of Orthodontic Private Practitioners." VCU Scholars Compass, 2018. https://scholarscompass.vcu.edu/etd/5330.

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COMPARISON OF HIRING STRATEGIES OF ORTHODONTIC PRIVATE PRACTITIONERS By Steven C. Petritz, D.D.S. A thesis submitted in partial fulfillment of the requirements for the degree of Master of Science in Dentistry at Virginia Commonwealth University Virginia Commonwealth University, 2018 Thesis Director: Bhavna Shroff, D.D.S., M.Dent.Sc., M.P.A. Virginia Commonwealth University Department of Orthodontics Program Director Purpose: Evaluate factors that influence hiring outcomes of clinical and non-clinical staff in orthodontic private practices. Methods: Orthodontists (n=1968) were surveyed regard

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Murphy, Glen Desson. "HRM innovation : determinants of adoption and the role of the HR practitioner / Glen Desson Murphy." Thesis, Queensland University of Technology, 2001.

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10

Гладченко, Оксана Робертівна, Оксана Робертовна Гладченко, Oksana Robertivna Hladchenko, and A. Kuzmenko. "Human resource management." Thesis, Видавництво СумДУ, 2010. http://essuir.sumdu.edu.ua/handle/123456789/16947.

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Lundy, Olive. "Strategic human resource management." Thesis, Queen's University Belfast, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292572.

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Lei, Lin. "Intelligent human resource management system." Thesis, University of Macau, 2005. http://umaclib3.umac.mo/record=b1445897.

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13

Ashrafi, Elham. "Human Resource Management at Work." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-24422.

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Harrington, Susan. "Workplace bullying through the eyes of human resource practitioners : a Bourdieusian analysis." Thesis, University of Portsmouth, 2010. https://researchportal.port.ac.uk/portal/en/theses/workplace-bullying-through-the-eyes-of-human-resource-practitioners(ee19ac4e-66ee-481c-b86f-935fa08f739e).html.

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This thesis addresses an existing gap in the workplace bullying literature: how Human Resource Practitioners (HRPs) construct, interpret and respond to workplace bullying. Semistructured interviews were conducted with individual HRPs and a small focus group using two forms of data collection: HRPs’ unprompted interpretations of a vignette depicting a bullying situation and HRPs’ own experiential accounts of handling bullying claims. The HRPs were from private and public sector organisations, and all occupied roles that involved dealing with bullying claims. The interviews were analysed using C

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Parsa, Seyed Jafar Sadjadi. "Human resource management in shipping industry." Thesis, London Metropolitan University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499581.

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Human Resource Management (HRM) is a new system of managing employees in the orgamsation. The use of this system and its models is growing very fast among companies in different industries. The outcomes of a proper HRM modeJ are business ice, customer satisfaction and employee commitment. There are factors, e if an appropriate model of HRM is not practiced in a company. These include but not are limited to high staff turnover, stress, ageing workforce and gender diversity. This research examines the implementation of HRM in the shipping industry.

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Bridges, Sarah Joanne. "Organisational performance and human resource management." Thesis, University of Newcastle Upon Tyne, 2002. http://hdl.handle.net/10443/443.

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Over the last 20 years there has been a growth in the relative importance of personnel economics as an area of economics. However, due to a lack of suitable data most of the work in this area has been largely theoretical. It is only in the past decade that there has been a growth in the availability of firm-based data sets, making it possible for researchers to begin to test some of these ideas empirically. This thesis analyses data from a rich source of monthly personnel and payroll records from a large banking sector firm. The data is confined to the organisation's U. K operations and is ava

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Kidger, P. J. K. "Human resource management in multinational enterprises." Thesis, University of Salford, 1999. http://usir.salford.ac.uk/14789/.

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The multinational enterprise (MNE) is now a significant part of the world economy both in temis of trade and employment. The performance of an MINE is in part dependent on the capability of its human resource. The knowledge and experience of employees is a source of competitive advantage, but whether this is realised or not may depend on having the right human resource policies. Managers therefore seek to implement best practice, and in multinationals there is the potential for intraorganizational learning across national boundaries. The aim of this thesis is to examine a number of questions a

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Stewart, Pamela Jo. "Expatriation and international human resource management." Thesis, Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22763193.

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Ekelöf, Sofie, Caroline Holmström, and Nathalie Lindberg. "Talang inom Strategisk Human Resource Management." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85384.

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Although Talent Management (TM) is a well-known concept, there are certain limitations in the area. Primarily it is about talent being an ambiguous concept and that there is currently no clear definition. Furthermore, previous research shows that there are no actual routines on how TM-activities should be designed. The specific contribution from the current study is therefore about identifying the challenges that exists for TM from an employer perspective. The findings we have noticed in the study are mainly derived from the structure of an organisation where there is a certain dynamic between

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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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Vargas, Roslyn. "Adoption Factors Impacting Human Resource Analytics Among Human Resource Professionals." NSUWorks, 2015. http://nsuworks.nova.edu/hsbe_etd/5.

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In today’s fast paced, ever-changing world, one cannot help hearing the terms Big Data and analytics. The Internet holds vast amounts of data and this data, for example in retail, is being used to predict shopping habits, current needs, trends, and more. Why should this be limited to the retail side of an organization? Today, there is a more significant push for Human Resource (HR) professionals to be strategic business partners, and, therefore, HR professionals need to work on leading, not lagging, in the area of measurements and analytics. Some organizations that have adopted the use of anal

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Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

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Cakar, Figen. "Business process approach to human resource management." Thesis, University of Strathclyde, 2004. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21557.

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This research presents the Business Process perspective of HRM and demonstrates gaps in HR field. The research follows a combination of Constructive and Case Study research methodologies and complies with the quality criteria set for this type of research. In this light, the research develops the HRM Business Process Model by defining HRM as a business process. The first version of the model was initially developed following an extensive literature survey. Initial validation of the model involved several companies in the UK through a structured questionnaire. Second version of the model was de

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Lowe, Martyn. "Human resource management in English local government." Thesis, Sheffield Hallam University, 2002. http://shura.shu.ac.uk/19982/.

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This thesis analyses Human Resource Management (H.R.M) in English local government. The research shows how H.R.M in local authorities has been influenced by the development of New Public Management (N.P.M) that has adopted some but not all of the characteristics of H.R.M. N.P.M and H.R.M appear to have important differences arising from the unique nature of local government culture, organisation and structure. These differences were found in this study to prevent the full implementation of a strategic and effective form of H.R.M. As a result of these differences local government in England has

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Jesser, Peter Stewart. "SYSTEM THEORY: APPLICATIONS IN HUMAN RESOURCE MANAGEMENT." Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/291981.

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Riaz, Safa. "An investigation of how human resource management philosophy and human resource management strength influence high-performance work systems outcomes." Thesis, Griffith University, 2019. http://hdl.handle.net/10072/389685.

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High-performance work systems (HPWSs) have been a topic of debate due to the complicated links transforming human resource management (HRM) practices into valuable outcomes for both organizations and their employees. However, the complexity of these links between HPWS practices and outcomes has resulted in many incremental theoretical steps, one of which is to shed further light on the “black-box” of HRM – outcomes links. The black-box refers to the inadequate knowledge of issues; for example, how and when certain bundles of HPWS practices result in particular outcomes and why HPWSs do not alw

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Bullock, Michael L. "Successful Human Resource Outsourcing Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6181.

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Human resource outsourcing (HRO) is a strategic choice that managers implement because of a variety of anticipated benefits. The purpose of this qualitative case study was to identify HRO strategies managers used to reduce operating costs while maintaining human resource (HR) effectiveness. Data were collected from semistructured interviews using open-ended questions and a review of company documents. Study participants represented 3 midwestern firms with 50 or more employees. The participants drawn from the population consisted of a minimum of 2 participants per organization who had increased

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Deavenport, Earnest William. "Human resource strategy : an integrative approach." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/27942.

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Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1985.<br>MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.<br>Bibliography: leaves 217-220.<br>by Earnest William Deavenport, Jr.<br>M.S.

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Omar, Abduljabar A. "Perceptions of Role Conflict, Role Ambiguity, and Job Satisfaction among Selected Human Resource Development Practitioners." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278527/.

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The purpose of this study was to investigate the role ambiguity, role conflict, and job satisfaction perceptions among selected Human Resource Development (HRD) practitioners. The study's target population was the American Society for Training and Development (ASTD)—Dallas Chapter. The independent variables used in this study consisted of HRD practitioners' gender, age, length of HRD experience, educational level, and HRD role category.

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Bulloch, Zoe. "Graduate human resource practitioners : an assessment of important competencies and the effectiveness of professional education." Thesis, Queensland University of Technology, 1999. https://eprints.qut.edu.au/36327/1/36327_Bulloch_1999.pdf.

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The pace of change within organisations has been widely discussed in recent academic literature. The management of people, as one of an organisation's key resources, has been emphasised as a core capability for organisations to be successful in a rapidly changing business environment. Consequently, human resource practitioners are increasingly being called upon to proactively contribute to the development of a distinct competitive advantage for their organisation. Within the context of the changing environment and heightened competition, HR practitioners are being called upon to adopt n

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Molloy, Janice C. "Bridging Micro and Macro Human Resource Management through Human Capital Research." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1211954969.

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Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.

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This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.

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Larsson, Erik, and Andreas Nylund. "Medarbetarskap och Human Resource Management i en Telekomkedja." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-1549.

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<p>Två begrepp som ofta diskuteras inom organisationsteori är Medarbetarskap och Human resource management. Personalen ses ofta som ett företags främsta resurs. Denna uppsats bygger på en kvantitativ undersökning bland personalen inom en Telekomkedja. Vårt syfte är att bringa klarhet i frågan om i vilken utsträckning det ”myndiga medarbetarskapet” existerar, hur olika strategiska åtgärder påverkar försäljningen, vad som påverkar medarbetarnas motivation samt hur deras lojalitet gentemot arbetsgivaren ser ut.</p><p>Undersökningen visar att personalen i Telekomkedjan trivs bra på sin arbetsplats

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Ornatowski, Gregory K. "The End of Japanese-Style Human Resource Management?" MIT-Japan Program, 1996. http://hdl.handle.net/1721.1/7575.

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Radzevičienė, Asta. "Internationalisation of higher education institutions: human resource management." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070629.142139-24661.

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Enhancing of internationalisation in Higher education institutions is investigated in the dissertation, with the priority given to human resource management. The intercultural competence is identified as an instrument for complex improvement of internationalisation: its perspectives quantitative and qualitative results. The theoretical and empirical research results are summarised in the concept of HEIs’ internationalisation proposed, which is based on the idea of human resource intercultural competence development.<br>Darbe nagrinėjamos aukštojo mokslo institucijų veiklos internacionalizavimo

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Denisova-Schmidt, Elena. "Human Resource Management in Russia: Some Unwritten Rules." Department für Fremdsprachliche Wirtschaftskommunikation, WU Vienna University of Economics and Business, 2011. http://epub.wu.ac.at/3153/1/08%2Ddenisova_endversion.pdf.

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In spite of the fact that Western companies have been actively developing the Russian market over the last twenty years, they are still faced with the Soviet-era heritage in human resource management. This paper gives an overview of the common Soviet human resource practices of the past. Understanding traditional human resource practices in the Soviet Union prior to the end of communism will help practitioners to design human resource management systems for Russia more efficiently today. Moreover, this article makes recommendations for HR professionals on some unwritten rules of human r

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Baddar, Al-Husan Faten. "French multinationals and human resource management in Jordan." Thesis, Middlesex University, 2004. http://eprints.mdx.ac.uk/7634/.

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This study set out to contribute to the literature on international human resource management (IHRM) strategies of multinational corporations (MNCs) and the factors that influence them. In doing so it sought to address a number of weaknesses in the existing literature, notably a marked lack of research into the strategies adopted by MNCs in developing economies, particularly when they become involved under the auspices of privatisation programmes. More specifically, the study sought to investigate the human resource management (HRM) reforms introduced by three French MNCs in privatised Jordani

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Gerard, Charles J. (Charles Joseph). "Dimensions of human resource management on commercial vessels." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/35427.

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Itakura, Hiroaki. "Human resource management of foreign companies in Japan." Thesis, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/10957.

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Howard, Tara. "High commitment human resource management and employee wellbeing." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6841.

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This study examined the relationship between Human Resource Management (HRM) and employee wellbeing in three large South African organisations (N = 284). Employee wellbeing was defined as the subjective experiences of employees and was indicated by job satisfaction, affective commitment and psychological wellbeing. Particular attention was paid to how the HRM system relates to employee wellbeing through an investigation of the content and process components of the HRM system. Regression analyses revealed significant relationships between HRM content and employee wellbeing, namely performance m

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Roos, Johanna, and khazzar Sumaia El. "Användandet av digitala verktyg inom Human Resource Management." Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-20060.

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Denna studie avser att undersöka användandet av digitala verktyg inom HR samt hur kommunikationen och interaktionen har påverkat HR-personalen och de övriga anställda inom organisationen. För att vidare forska inom studien har kvalitativa intervjuer genomförts med syfte till att samla in information kring de anställdas uppfattningar och åsikter kring användandet av digitala verktyg. Vi har även valt att fokusera på hur relationen mellan HR anställda och resterande av organisationernas medarbetare påverkas vid kommunikation via digitala verktyg. Med forskningsfråga som har inriktning i hur digi

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Barry, Shane Charles Francis. "Exploring the Human Resource Management Employee Performance Relationship." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/366866.

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Understanding the relationship between Human Resource Management (HRM) and the performance of organisations has been an ongoing area of interest within management fields. Important in this domain has been ‘the black box’, the unknown construct of connections between HRM and performance, an area which has remained unable to be fully ‘illuminated’ by researchers. The significance of this being, that in increasingly competitive local, national and global markets, it is critically important for organisations to efficiently and effectively manage all forms of resources ’ involved in their operation

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Bassett, G. D. "Human resource management competencies for health service managers." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/226976/1/T%28BS%29%20122_Bassett_1996.pdf.

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It is clear that the public hospital system operates in an environment which is rapidly and constantly changing. A major effect of those changes is the devolution of authority and responsibility for a wide range of decisions to the line manager level. In particular, responsibility for human resource management is being altered. Hence, there are demands for different skills and attributes in the roles of clinicians and other health professionals who are often unprepared for those responsibilities. A need thus exists to identify the human resource management skills, attitudes, abilities a

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Pederiva, Lucia. "Studies on Human Resource Management Practices for Flexibility." Doctoral thesis, Università degli studi di Trento, 2021. http://hdl.handle.net/11572/321304.

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Flexibility is a term that recalls many different aspects in the life of organizations and employees. This thesis explores two different forms of flexibility to understand whether it can be strategically used by Human Resource Management as a tool to increase the performance of organizations. The first chapter of this thesis is conceived as an introduction to various forms of flexibility with a particular focus on numerical and temporal flexibility, which are at the core of Chapter 2 and Chapter 3. Chapter 2 analyzes aspects linked to numerical flexibility, namely the possibility of organizati

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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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Mommsen, Peter. "Understanding how and why Human Resource Management trends become adopted and disseminated by Human Resource Practitioners." Diss., 2010. http://hdl.handle.net/2263/24399.

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This whole research project evolved to ultimately understand how and why human resource practitioners across several industries discover, adopt or implement certain human resource management trends into their industries and organisations. Since the explosion of information technology and the effects of globalisation it was interesting to explore and discover intimate knowledge from various human resource management experts. Through exploratory research, a series of in-depth interviews were set up with several human resource (HR) directors and managers across various global companies and indust

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Legg, Ronald Leslie. "Sources of stress among human resource practitioners : a study of the inter-relationship between career orientation, role stress and burnout : an investigation into sources of work-related stress in a sample of human resource practitioners in KwaZulu-Natal." Thesis, 2002. http://hdl.handle.net/10413/4983.

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Human Resource Management (HRM) has undergone significant changes during the past twenty-five to thirty years in response to the demands made upon the Human Resource function. With the change in emphasis in HRM has come the need for human resource practitioners (HRPs) to adapt to the new demands made upon them to contribute directly to the bottom line success of their organisations It is argued that HRM is inherently ambiguous, attempting to meet both the needs of the business and the individual employee. This places pressure on HRPs to become "specialists in ambiguity" as they attempt to meet

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Duffton, Cameron Ronald. "Human resources practitioners' experiences of engagement interventions with a financial institution." Diss., 2015. http://hdl.handle.net/10500/19978.

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The aim of this study was to explore human resources (HR) practitioners’ experiences of engagement interventions within a financial institution. A qualitative research approach was followed which was informed by the hermeneutic phenomenological paradigm. Semi-structured interviews were used. The findings indicated that HR practitioners play a critical role in enhancing engagement in organisations through the implementation of effective engagement interventions. The HR practitioners often thought of themselves as the ‘heart’, ‘the core’, ‘facilitator’, ‘business partner’ or ‘middle man’ when im

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Henry, Sonja. "Changes in organisational policies and practices : the role of the human resource practitioner." Thesis, 2001. http://hdl.handle.net/10413/5617.

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The Human Resources department, through the policies and practices that it develops, stands as a steering function for the rest of the organisation. Human Resource policies and practices, dealing with issues that most often directly affect every employee, set out the guidelines which govern the behaviour, thinking and action of all members of the organisation. The extensive influence of these policies, therefore, make it an interesting subject of research to explore the process that is conducted to develop these policies, the individuals involved and the personal impact of practitioners from t

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Uys, Marie. "A human resource practitioner framework to support the engagement of academics in research ethics." Thesis, 2021. http://hdl.handle.net/10500/27545.

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Abstract:

This study explored academic researchers’ engagement in research ethics at an OpenDistance Learning (ODL) institution in South Africa (SA), with the intention of discovering the way in which human resource management (HRM) practitioners, employed at the same institution, can support academic researchers’ engagement in research ethics. The study’s purpose was to develop a conceptual framework for HRM practitioners to support academic researchers’ engagement in research ethics, at an ODL institution in SA.For this qualitative study, an Interpretative Phenomenological Analysis (IPA) approach was

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