The Impact of Enterprise Resource Planning Systems on Australian Organizations. Enterprise Resource Planning (ERP) implementation is one of the most pervasive sources of technological change in contemporary Australian enterprises. ERP systems are computer-based technologies that are designed to increase efficiency and achieve major cost savings across the entire organization. Their implementation has significant implications for the structure, nature and management of organizations. This project ....The Impact of Enterprise Resource Planning Systems on Australian Organizations. Enterprise Resource Planning (ERP) implementation is one of the most pervasive sources of technological change in contemporary Australian enterprises. ERP systems are computer-based technologies that are designed to increase efficiency and achieve major cost savings across the entire organization. Their implementation has significant implications for the structure, nature and management of organizations. This project's innovative application of an organizational change model to eight detailed case studies across a range of organizational types will generate important new insights into the effects of ERP implementations at Australian organizations and help explain why some implementations are more successful than others.Read moreRead less
A multilevel approach to leadership and dynamic capabilities in organisations. The quality of leadership in Australian organisations has an impact on business productivity, international competitiveness, and employee health and well-being. This research will support the development of leadership skills at different organisational levels. For senior leaders, these skills include developing strategy, allocating resources, and supporting innovation. For team leaders, skills include team coordinatio ....A multilevel approach to leadership and dynamic capabilities in organisations. The quality of leadership in Australian organisations has an impact on business productivity, international competitiveness, and employee health and well-being. This research will support the development of leadership skills at different organisational levels. For senior leaders, these skills include developing strategy, allocating resources, and supporting innovation. For team leaders, skills include team coordination, employee support, and creating flexibility. By supporting interventions that build adaptivity and flexibility in organisations, the research will provide resources to support dynamic organisations to be better equipped to compete in demanding international markets.Read moreRead less
Organisational Readiness for Enterprise Resource Planning Implementation. An ERP implementation is a significant organisational intervention and its success is affected by many variables including the organisation's culture, decision-making strategies, risk taking orientation, leadership strategies and perceptions of the value of Information Technology. We seek to develop a organisational behaviour modification program in order to position the firm to succeed by overcoming barriers in these ele ....Organisational Readiness for Enterprise Resource Planning Implementation. An ERP implementation is a significant organisational intervention and its success is affected by many variables including the organisation's culture, decision-making strategies, risk taking orientation, leadership strategies and perceptions of the value of Information Technology. We seek to develop a organisational behaviour modification program in order to position the firm to succeed by overcoming barriers in these elements. We will (1) identify key variables that inhibit an ERP implementation; (2) develop strategies to orient the organisation to achieve business benefit from the ERP implementation; and (3) track the effectiveness of these strategies through a program of participative action research.Read moreRead less
HIGH LABOUR TURNOVER IN REGIONAL CALL CENTRES. The number of call centres and call centre employment is rapidly expanding in Australia. Many call centres are being developed on regional green field sites (new sites). Call centres are becoming an important IT based source of employment in regional areas. One persistent problem with call centre operations is the reported high labour turnover. This research investigates the possible reasons for the reported high turnover of labour in regional call ....HIGH LABOUR TURNOVER IN REGIONAL CALL CENTRES. The number of call centres and call centre employment is rapidly expanding in Australia. Many call centres are being developed on regional green field sites (new sites). Call centres are becoming an important IT based source of employment in regional areas. One persistent problem with call centre operations is the reported high labour turnover. This research investigates the possible reasons for the reported high turnover of labour in regional call centres. Through the research, companies may be able to reduce labour turnover by initiating remedial training, human resources management and organisational management measures. This will generate potential gains for call centre operators and for call centre employees.Read moreRead less
Voice, Representation and Recognition in the Information Economy. Workers in new information industries are not highly unionised. This research explores why this is the case in call centre employment. Union densities may reflect workforce demographics or preferences. They may also parallel the use of new managerial tools including recruitment, training and cultural programs, or new work designs. This project will test these propositions. Providing employees wish to have some say over the determ ....Voice, Representation and Recognition in the Information Economy. Workers in new information industries are not highly unionised. This research explores why this is the case in call centre employment. Union densities may reflect workforce demographics or preferences. They may also parallel the use of new managerial tools including recruitment, training and cultural programs, or new work designs. This project will test these propositions. Providing employees wish to have some say over the determination of employment conditions, this project examines possible scenarios for voice, representation and recognition in a rapidly growing industry. This has important implications for the smart use of new technologies in the workplace.Read moreRead less
Innovation Management Strategies and Practices to Accelerate the Commercialisation Process in the Biotechnology Industry. The innovation cycle is a complex and misunderstood area of management, particularly in the Biotechnology Industry where the innovation cycle can take up to 15 years. The management literature provides anecdotal information, however, lacks theoretical models which provide guidance to Managers on how to shorten the innovation process. Therefore, the aim of this PhD research, ....Innovation Management Strategies and Practices to Accelerate the Commercialisation Process in the Biotechnology Industry. The innovation cycle is a complex and misunderstood area of management, particularly in the Biotechnology Industry where the innovation cycle can take up to 15 years. The management literature provides anecdotal information, however, lacks theoretical models which provide guidance to Managers on how to shorten the innovation process. Therefore, the aim of this PhD research, which is "a world first", is to develop and test an innovation cycle model through quantitative and qualitative research. Expected outcomes include developing a valid and reliable model for measuring and predicting relationships between innovation practice and innovation performance and developing case studies for teaching purposes.Read moreRead less
Team processes, identification, and reliable performance: Implementing the Balanced Scorecard in health service teams. The aims of this research are to examine factors that enhance the reliability of performance of health service teams. These teams are required to deliver outcomes with a high degree of consistency and reliability. We draw on social identity theory and research on high reliability organisations (HROs) to identify the factors that contribute to improved reliability in teams. Secon ....Team processes, identification, and reliable performance: Implementing the Balanced Scorecard in health service teams. The aims of this research are to examine factors that enhance the reliability of performance of health service teams. These teams are required to deliver outcomes with a high degree of consistency and reliability. We draw on social identity theory and research on high reliability organisations (HROs) to identify the factors that contribute to improved reliability in teams. Second, we explore whether organisational strategy processes such as the Balanced Scorecard (BSC) infiltrate work processes and influence team outcomes. Our aim is to examine whether the implementation of the BSC interacts with team dynamics to enhance the reliability of performance in teams.Read moreRead less
Employment Relations Practices and Business Outcomes in a Chain of Hotels. We will investigate links between organisational behaviour and business outcomes by using employment-relations key performance indicators (KPIs). This is significant as we will develop such KPIs (building on the balanced score card approach) and evaluate the practices of Accor, a chain of hotels in Australia. Later, we will conduct international collaboration to draw international comparisons too. This research is valuabl ....Employment Relations Practices and Business Outcomes in a Chain of Hotels. We will investigate links between organisational behaviour and business outcomes by using employment-relations key performance indicators (KPIs). This is significant as we will develop such KPIs (building on the balanced score card approach) and evaluate the practices of Accor, a chain of hotels in Australia. Later, we will conduct international collaboration to draw international comparisons too. This research is valuable because hotels are important employers, especially in regional areas. The results should contribute to debates about high-performance work systems. We should be able to help to improve the quality of working lives, organisational performance, business outcomes, competitiveness and job opportunities.Read moreRead less
Human resource information systems (HRIS) and the strategic significance of the human resource function. A large number of Australian organisations have invested in computer based HRIS. Used effectively, HRIS can allow HR to realise its strategic potential and to contribute to improved organisational performance. This project will contribute to the national research priority on frontier technologies, by enhancing understanding of the conditions that allow for smart information use, thereby contr ....Human resource information systems (HRIS) and the strategic significance of the human resource function. A large number of Australian organisations have invested in computer based HRIS. Used effectively, HRIS can allow HR to realise its strategic potential and to contribute to improved organisational performance. This project will contribute to the national research priority on frontier technologies, by enhancing understanding of the conditions that allow for smart information use, thereby contributing to the nation's economic competitiveness.Read moreRead less
Organisational performance during environmental uncertainty: The impact of an influential human resource function and high involvement work practices. Australians will benefit from the project because it will: 1) assist in the promotion of strategies that manage the productivity of critical talent at a time of environmental uncertainty; 2) promote a strategic rather than a reactive approach to the management of the Australian workforce at a time when companies may be pressured to take a short te ....Organisational performance during environmental uncertainty: The impact of an influential human resource function and high involvement work practices. Australians will benefit from the project because it will: 1) assist in the promotion of strategies that manage the productivity of critical talent at a time of environmental uncertainty; 2) promote a strategic rather than a reactive approach to the management of the Australian workforce at a time when companies may be pressured to take a short term view; 3) help to generate a positive workplace relations climate through the carriage of employee-focussed human resource management practices; and 4) provide guidance for the development of the competencies required for HRM professionals to add value for employees and for organisational performance.Read moreRead less