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This viewpoint paper envisions the key competencies that employees should cultivate to thrive amidst the age of automation.

This paper synthesises recent academic and contextual papers on the topic of workplace automation, alongside the author’s practical knowledge as a Global Program Manager for Robotic Process Automation projects in an S&P 500 company.

Four skill building blocks are created which will help employees stay relevant in the age of automation: process engineering, automation technology, self-leadership and humanistic.

In this new era of automation, the skills of today will no longer be sufficient for employees to remain competitive in future. This paper contributes to literature by envisioning and presenting four skill blocks that could serve as a blueprint for human resources officers and executives to create the future learning plans and hiring strategies of their organisations, as they grow along the automation maturity curve.

This paper aims to investigate whether patterns of human resource management (HRM) are converging or diverging across the globe.

The topic is analysed through a review of existing literature in the space, introducing the drivers for MNCs to seek the global integration of HRM practices, as well as the strategies MNCs may use for practice transfer. The debates of convergence and divergence in relation to HRM practices are then discussed in further detail whilst focusing on two key areas impacting these debates: the cultural factors and the institutional, political and economic factors.

This paper suggests that patterns of HRM practices are not converging to one set of best practices approach, and there are numerous other factors which influence convergence, such as local business systems, legal practices and cultural differences. This paper suggests that there is a mix of some HRM practices converging due to MNC influence, whereas others continue to diverge.

A holistic discussion is held on the theory of convergence and divergence, which will benefit HR professionals in assessing the state of convergence in their own organisation and common pitfalls to be wary of.

This paper aims to conduct practical analysis inside an organisation operating within the UK to assess what factors may be decreasing motivation for information technology project managers collaborating with geographically dispersed team members from different national cultures.

The topic is analysed through the author’s knowledge and engagement with the organisation, and by connecting related literature to identify cause and effect.

Methods for improving project manager motivation are suggested through staff training, workshops, goal-setting theory and assignments abroad. This paper also makes a recommendation for project manager job redesign through the utilisation of the job characteristics model.

This paper highlights key considerations for HR professionals and Senior Management in terms of work design, coaching and policy implementation, and provides a redesigned job blueprint that will be beneficial for other organisations using project managers.

This article examines the selection criteria used by employers from the perspective of a sample of registered unemployed. It uses the same criteria set to get the sample to assess their own re‐employment prospects. It concludes that although training and retraining programmes may be a necessary condition to enhance the re‐employment prospects of the unemployed, they do not constitute a sufficient condition.

Provides an introduction to, and general explanation of, qualitative analysis. Explains why this approach is best suited to the examination of management competences. The competency framework is designed to allow organizations to self‐audit their executive development needs. Shows how individual organizations might identify their own standards and establish their relevant strengths and weaknesses. Highlights the principles of survey design and gives an indication of the possible explanatory variables and analytical perspectives a researcher might use. Concludes by summarizing the possible scenarios of development an organization may face having conducted such an exercise.

Examines the role of “sheltered employment” within the macro‐economic labour market. Assesses the extent to which sheltered employment is an end in itself forming a “road block” for people with disabilities. Goes on to suggest ways in which the system of sheltered employment might be modified to form a set of agencies with the key objective of facilitating the successful “transition” of people with disabilities from “sheltered” into “open” employment.

Managing the risk of sex offending and sexually harmful behaviour presented by some men with intellectual disabilities is enhanced if community services map the number in their catchment area, apply appropriate risk assessment and management methods, and implement evidence‐based treatment. This paper describes the methods and progress of one community intellectual disability service in mapping and assessing the risks. A second paper is planned that will address progress in treatment.

This is the second of two papers which aims to describe the development of a sex offender assessment and treatment service for men with intellectual disability (ID) within a community ID service. The first paper by McBrien et al. in 2010 described the mapping of need, the assessment methods and results.

This paper describes how decisions were made about whether or not to enrol 20 assessed men on group treatment and outlines the treatment group and outcomes.

None of the seven men who completed treatment had committed a further sexual offence at 12‐24 months follow‐up. Other outcomes are discussed including the outcomes for the men who did not start or complete treatment. The available measures are not sufficiently sophisticated to detect change in individuals.

This paper contributes to the literature that describes the assessment and treatment of men with an ID who have committed sexually harmful behaviours. It describes one community service's response to the complex needs of this client group.

This paper provides an historical perspective on dual diagnosis and current developments in the delivery of mental health and addiction services to people with dual diagnosis in Ireland. In light of government policy, it describes attempts made to improve the standards of care provided, recognising deficits in services, and not just those services provided to clients with a dual diagnosis. It identifies a number of issues that need to be addressed, including training, research, service developments, co‐operation between different service providers, information availability and measurement of client outcomes. It concludes that, although there is increasing awareness of the issue of dual diagnosis, this has not resulted in significant relevant policy implementation and improvements in services provided to clients with a dual diagnosis. Yet there is sufficient evidence available for a meaningful response to dual diagnosis, given the state of play in policy and service delivery in those settings with which people with dual diagnosis engage.

This study aimed to examine (1) whether confidence in political and health authorities predicted intention to adopt recommended health-protective behaviours and (2) whether age, gender and education level moderated the relationship between confidence in political and health authorities and health protective-behaviours (download the COVIDSafe app, wear a face mask and stay at home).

This study assessed 1,206 Australians using an online survey. Participants answered questions regarding their confidence in political and health authorities and intention to adopt health-protective measures.

Confidence in health and political authorities predicted intention to stay home and intention to download the COVIDSafe app, but not to wear a face mask in public spaces. Age moderated the relationship between confidence in authorities and intention to stay home (i.e. among respondents with less than 54 years old, confidence in authorities was associated with higher intention to stay home). Further, age and education level moderated the relationship between confidence in authorities and intention to download the COVIDSafe app (i.e. among older respondents and those with a university degree or higher, confidence in authorities was more strongly associated with higher intention to download the COVIDSafe app). The interaction between confidence and education predicted adoption of mask-wearing (i.e. among participants with a university degree or higher, more confidence in authorities was associated with higher intention to wear a mask in public spaces).

Our findings can inform the development of targeted communications to increase health-protective behaviours at early stages of future pandemics.