Purpose: This article positions actor–-network theory (ANT) as a practice perspective and deploys it to explore the performative practices of internal consultancy teams as they implemented major programmatic change projects within a global telecommunication company. The change process...

The rise of 'HR business partnering' over the last decade has led to an enormous growth in HR competency models. Competencies are believed to provide a mechanism for reinventing traditional HR roles and improving the effectiveness of HR professionals as business partners. But are they effective?...

Purpose – The purpose of this paper is to examine critically the concept of “leadership transmission”, considering what theoretical and practical value this metaphor brings to the healthcare modernization agenda. Design/methodology/approach – The paper develops understanding of the...

Purpose – A place in the boardroom is often considered a necessary if not sufficient condition for HR directors to exercise strategic influence on business decision‐making. The purpose of the paper is to explore the perceived importance of HR boardroom representation, both in a formal and...

The role and significance of people management professionals in managing change has become increasingly important with the growing ascendancy of “HRM” in its various manifestations. Yet there is persistent concern that “traditional personnel managers” may be less willing or able to act...

The role of “change leaders” in initiating or sponsoring strategic change in organisations is often positively presented as the counter‐image of traditional managerial roles. Managers, and especially middle managers, are viewed as individuals lacking in the, apparently, proactive...