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Common Good Human Resource Management

About us

Common Good Human Resource Management (CGHRM) is a research cluster for innovation in people management which focuses on exploring a common-good approach to HRM while critically examining existing practices and their implications for individuals, organisations, and society.

The common-good approach assumes a society comprising individuals whose own good is linked to the good of the community. A common-good approach considers the long-term consequences of actions and policies on both current and future generations. It promotes the idea that the wellbeing of employees is connected to the wellbeing of the community, and that actions and policies should be guided by the goal of advancing the common good for all members of society. It also prioritises sustainable practices that preserve natural resources, protect the environment, and ensure the well-being of future generations.

The research cluster aims to explore new and innovative ways of HRM by establishing a common-good mind set as an alternative to a neoclassical model of win-win approach of the current HRM. A key objective of the Centre is to facilitate collaboration among academics across faculties at the OU and international partners on relevant issues, leading to discussions about enhancing the current involvement of HR functions in addressing societal challenges. Specifically, we aim to engage individuals from various faculties at the OU and businesses who share our passion for a common-good approach, collaborating with them to identify and implement changes.

The OU’s CGHRM cluster was established in November 2023 by academic, Olga Andrianova, in collaboration with other universities such as WU Vienna Business School of Economics, Dr Brian Mathews and Prof. Michael Graben-Mueller. It facilitates a shift towards more innovative ways to HRM, ensuring that the global challenges associated with employability, leadership and other social issues are addressed. The Centre creates a common understanding of how HR can consider environmental issues - not only from an economic perspective but from the perspective of nature as a common good.

Thus, the research of the CGHRM cluster addresses societal challenges by promoting a common-good approach and questioning underlying assumptions and power dynamics to uncover potential inequalities, injustices, and limitations within an organisation and beyond. It offers a framework for ethical decision-making and social change, emphasising solidarity, justice, and sustainability.

We seek to assemble a diverse group capable of developing potential and engagement with FBL modules through research linked to common good HRM, securing grants, and providing consultancy services. By sharing research and policy briefs, the Centre aims to influence the future direction of HR policy and standards, supporting academics and businesses in addressing societal challenges.

Areas of expertise

  • Sustainable HRM practices: Specialised knowledge in implementing HRM strategies that promote environmental sustainability, social responsibility, and economic viability.
  • Social impact assessment: Expertise in evaluating the social implications of HRM practices and policies, including their effects on employee well-being, diversity, equity, and inclusion.
  • Stakeholder engagement: Experience engaging with diverse stakeholders, including employees, communities, NGOs, and governmental agencies, to ensure alignment with common-good principles and values.
  • Ethical and environmental leadership: Understanding of ethical principles and practices in HRM, including fostering ethical decision-making, integrity, and accountability within organisations.
  • Organisational development: Experience in designing and implementing HRM interventions to foster organisational resilience, adaptability, and innovation in pursuit of common-good objectives.
  • Community partnership building: Ability to establish and nurture partnerships with local communities, businesses, and civil society organizations to address shared challenges and promote sustainable development.
  • Research and policy advocacy: Proficiency in conducting research on HRM topics related to the common good, as well as advocating for policies that support socially and environmentally responsible HRM practices.
  • Employee wellbeing and engagement: Expertise in developing initiatives to enhance employee well-being, satisfaction, and engagement, thereby contributing to both individual and collective welfare.
  • Diversity, Equity, and Inclusion (DEI): Knowledge of DEI principles and practices in HRM, including promoting diversity, addressing discrimination, and fostering an inclusive organizational culture aligned with common-good values.
  • Change management: Skill in leading and managing organizational change processes to align HRM practices with common-good objectives, including overcoming resistance and fostering employee buy-in.

These areas of expertise equip practitioners in Common Good HRM to effectively navigate the complex challenges of promoting sustainable, ethical, and socially responsible HRM practices that contribute to the wellbeing of both individuals and communities.

Previous event - Easy Talks for Common Good

This event, marking Human Resource Professional Day, is organised by the International Common Good HRM Network in collaboration with the CGHRM Research Cluster of The Open University Business School.

Watch the 'Easy Talks for Common Good Event - Does HRM for Common Good exist?' (Part 1) event recording:

Meet the team

Meet our partners

Our PhD students

  • Victoria Nightingale, starting in September 2024

Contact us

Either send your email to the Director of the OU’s Common Good HRM: Dr Olga Andrianova under olga.andrianova@open.ac.uk or to CGHRM-Network@open.ac.uk

Join our LinkedIn group for further updates within our community of practitioners: International Common Good HRM Network