Well-being and behavioural science

This report reviews the extent to which well-being considerations are integrated into organisations and highlights future priorities for the HR profession. It looks at how the changing nature of work, the workforce and the workplace is making a focus on individual well-being even more critical to broader organisational health and well-being.

Published: January 2016

Read the report

This is a collection of 14 thought pieces in which experts reflect on the business case for well-being, turning theory into practice, measuring employee well-being and the need to focus on good mental health in the workplace.

Published: February 2016

Read the thought pieces

The report examines existing evidence through a behavioural science lens to offer examples from the literature and practical tips for recruiters. It explores ways to attract candidates best suited to the job and the organisation's broader needs; the use of key selection and assessment tools, and the biases and errors of judgement that may occur when using these tools; and the experience of the candidate during the recruitment process, including the impact of stress and the knock-on effects of the candidate experience on the employer brand.
 
Published: August 2015

Read the report

This report provides an overview of relevant research in behavioural science for those who have a responsibility for, or an interest in, employee reward and identifies how these can be applied to make pay and benefit practices more effective. It is for all those people management and public policy professionals who have a role, or interest, in the design and implementation of pay and benefit systems in organisations.
 
Published: March 2015

Read the report

This report sets out the case for applying a behavioural science lens to a wide range of HR issues. Understanding human behaviour at work lies at the heart of HR. We need to make sure HR strategies and interventions are in sync with how people are ‘wired’ and don’t inadvertently encourage undesirable behaviour. It is easy for the thinking behind HR activity to be narrow and not consider the organisation systemically.
 
Published: November 2014

Read the report

This report reviews how insight from neuroscience is being used by organisations to inform L&D practice. The ideas discussed broadly connect to the use of neuroscience to:
  • inform learning/change management design
  • enhance learning/leadership development content
The report is relevant for L&D and HR professionals who are interested in hearing how other practitioners have used neuroscience to improve L&D efficiency and effectiveness.
 
Published: November 2014

Read the report