A new chapter in the long history of advancing Human Resource Management research and practice

• Published date: 01 July 2022
• Author: Howard J. Klein,Fang Lee Cooke
• Date: 01 July 2022
• DOI: http://doi.org/10.1002/hrm.22130

EDITORIAL

A new chapter in the long history of advancing Human

Resource Management research and practice

1|OUR VISION FOR HUMAN RESOURCE

MANAGEMENT

Our aim is for Human Resource Management (HRM) to be the premier

academic journalfocusing solely on the study of HRM (vs.management

or applied psychology) publishing both conceptual and empirical arti-

cles. To help achieve this aim, we have updated the aims and scope of

the journal to better reflects the shift in focus that has occurredunder

other recent editors. In short, HRMpublishes scholarly articles present-

ing cutting-edge research and thought leadership on policy, practices,

trends, and issues aimed at understanding and advancing the field of

HRM and, in turn,the effective utilization of humancapital and practice

of HRM in organizations. Consistent with its tradition of bridging

research and practice, HRM seeks articles that both uniquely advance

and contributeto the academic literature and provide clear implications

for workforce policy or the practice of HRM.Wehavealsorefreshed

and expanded the Editorial Review Board and in doing so increased

global representation to better reflect submissions while maintaining

our high standards. We will continue to demonstrate thought leader-

ship by strategically pursuing special issues, both regular and virtual, on

timely and critical topics. We will also be more actively engaging with

potential authors through a variety of means and launching a robust

promotion strategy to increase the visibility of the journal. Related to

HRM's emphasis on advancing practice through the research we pub-

lish, the above-mentioned promotion strategy includes assisting

authors in translating and promoting the implications of their published

articles forpractitioner and lay audiences.

2|WHY SUBMIT TO HRM?

We recognize that authors have many options for submitting manu-

scripts but believe there are three main reasons why HRM is an attrac-

tive option for your high-quality manuscripts. First, because of its

reputation, publishing in HRM provides recognition and credibility.

HRM is a Financial Times top 50 journal, and is well cited, with many

articles having high citations and an Impact Factor on the rise (5.078

for 2021, ranked in the Psychology and Management categories).

Second, we aim to be author friendly in terms of providing construc-

tive, high-quality feedback regardless of the final decision. HRM is also

author friendly by being broad in scope and welcoming submissions

from across the globe. Our associate editors represent seven different

countries across four continents, our Editorial Review Board members

represent 26 different countries and HRM has published articles

written by authors from more than 20 different countries. We have a

diverse and well qualified pool of reviewers and strive to provide a

quick turnaround (our average days from submission to final decision

in 2021 was 80 days). Third, publishing in HRM provides visibility. For

the academic audience HRM has wide global readership (as evidenced

by over 100,000 full text downloads annually), is available in more

than 6000 institutions, and is featured in numerous academic

abstracting and indexing services. With our new initiatives, publishing

in HRM will not only provide visibility for your work among fellow aca-

demics, but also visibility outside of academia through promoting the

practical implications of your work to the business press and HRM

practitioners.

3|HINTS FOR A SUCCESSFUL

SUBMISSION

Based on our experiences as authors, reviewers, associate editors, and

editors-in-chief, below are some suggestions for maximizing your

chances of a successful submission.

3.1 |Fit

There is no surer way to have a manuscript rejected, usually without

review, than to submit something that is inconsistent with a journal's

aims and scope—in terms of topic, methodological rigor, or audience.

In terms of topics, HRM welcomes manuscripts on the full spectrum

and any aspect of HRM or the management of human capital.

We publish research on micro-, macro-, or multi-level phenomena

and research examining outcomes critical to society, organizations,

or workers including the representatives and stakeholders of

these groups. Manuscripts can be based in other disciplines

(e.g., organizational behavior, management, industrial relations, eco-

nomics, psychology, sociology) or be cross-disciplinary, provided that

HRM topics are directly assessed. For example, a study on team effec-

tiveness would be out of scope but a study examining how HRM prac-

tices facilitate team effectiveness would be appropriate. Articles

introducing or advancing our understanding of emergent Human

Resource topics or issues are also strongly encouraged.

In terms of methodology, HRM publishes both conceptual and

empirical articles including meta-analyses and critical reviews. We

DOI: 10.1002/hrm.22130

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