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Summary information

Study title

Good Employment Learning Lab Project Data, 2021-2022

Creator

Rouse, J, Manchester Metropolitan University
Atkinson, C, Manchester Metropolitan University
Willocks, K, Manchester Metropolitan University

Study number / PID

856427 (UKDA)

10.5255/UKDA-SN-856427 (DOI)

Data access

Restricted

Series

Not available

Abstract

The Good Employment Learning Lab trialed short interventions that develop the people management skills of line managers to find out ‘what works, for whom, and why?’. We wanted to know how line management development can create efficient teams and good work for staff and managers. Our findings culminated in the GELL Framework for Developing the People Management Skills of Line Managers. We had two Learning Labs: • The Greater Manchester Good Employment Learning Lab worked with the Greater Manchester Good Employment Charter and local authorities to make sense of the challenge of raising people management skills in a particular place. • The Adult Social Care Good Employment Learning Lab worked with Skills for Care, the NHS and local authorities to make sense of the challenge of raising people management skills in a particular sector. Both Learning Labs were also supported by the CIPD, ACAS, the Federation of Small Businesses and the TUC.The Good Employment Learning Lab was led by a research and management learning team from the Decent Work and Productivity Research Centre at Manchester Metropolitan University. We trialed short interventions that develop the people management skills of line managers to find out ‘what works, for whom, and why?’. We wanted to know how line management development can create efficient teams and good work for staff and managers. We are Engaged Scholars who follow Van de Ven’s (2007) call for researchers to identify research problems and develop research and impact with stakeholders. That is why we worked in partnership with organisations that know about real life management challenges and who commission line management training. We had two Learning Labs: • The Greater Manchester Good Employment Learning Lab worked with the Greater Manchester Good Employment Charter and local authorities to make sense of the challenge of raising people management skills in a particular place. • The Adult Social Care Good Employment Learning Lab...
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Topics

Trade, industry and marketsEducationLabour and employment

Keywords

BUSINESS MANAGEMENTEVALUATIONLEARNINGHUMAN RESOURCES2023

Methodology

Data collection period

31/05/2021 - 31/05/2022

Country

United Kingdom

Time dimension

Not available

Analysis unit

Individual

Universe

Not available

Sampling procedure

Not available

Kind of data

Text

Data collection mode

We designed and delivered masterclasses, flash peer learning and skills coaching for line managers relating to three management challenges to improve their people management skills. Our research aimed to discover 'what works for whom and why?'. Our population related to two Good Employment Learning Labs: in the Greater Manchester Lab, managers came from across all sectors and managers worked in Greater Manchester; in the Adult Social Care Lab managers worked in the adult social care sector and worked in the North West. Our primary data collection method was online interviews with the 230 line managers who consented to take part in the research. Interviews were conducted following each management challenge in which managers participated. Interviews were at least 8 weeks after the learning intervention so that we could track the changes to practice arising from the training. We tracked 248 learning journeys (a learning journey is a manager's progress during one of our three management challenges). These were 141 in the Greater Manchester Lab and 107 in the Adult Social Care Lab. The number of learning journeys is higher than the number of managers because a small number of managers took part in more than one management challenge.(We made an attempt at further follow-up interviewing with a sub-set of managers and validation interviews with selected employees but gaining access was difficult and the dataset is too small to be of significance. This data has not been shared.)Learners were also asked to complete a survey or learning portfolio in relation to each management challenge to collect more information about their learning experience and to encourage reflection on their learning and practice change. These have been used as research data.A further source of data is the reflective notes made by facilitators for coaching sessions. Further detail on the research methodology is included in the project evaluation report that is available on the project website. This report also includes the demographics of the research population.

Funding information

Grant number

ES/T014857/1

Access

Publisher

UK Data Service

Publication year

2023

Terms of data access

The Data Collection is available for download to users registered with the UK Data Service.

Related publications

Not available