The Professor Mick Marchington Applied Research Grant

Awarded 2025

Dr Laura Byrne, Balancing Care and Responsibility: The Wellbeing of People Professionals in Implementing Wellbeing Strategies. 

Dr Preethi Misha, Belonging at Work: Navigating Connection in Hybrid and Remote Work Environments. 

Dr James Duggan, When Machines Manage: The Impact of Algorithmic HRM on Working Relationships, Employee Experiences, and Retention.  

Awarded 2024

Dr Kristin Hildenbrand, University of Shefield. Stressed Out or Hyped Up? A diary study exploring the impact of the line managers’ and employees’ stress mindsets on anticipatory workload, line managerial behaviour, and employee well-being.

Dr Derin Kent, Warwick Business School. Testing the Edge: How Emergency Services Workers Engage with Risky Scenarios.

Dr Franz Mönke, University of Münster. Toward a Better Understanding of the (In) Validity of Cybervetting

Awarded 2023

Dr Catherine Mackintosh, University of the West of England. The retention of older nurses via individualised working arrangements: A qualitative research project examining the formation and functioning of fair idiosyncratic deals.

Dr Wei Wei, University of Oxford. Actors and social contexts in digital human resource management: A comparative study of the financial sector in China and the UK.

Dr Helen C. Williams, Swansea University Prifysgol Abertawe. Negotiating difference at work: Exploring experiences of intersectional disadvantage in UK small and medium enterprises.

Awarded 2022

Dr David Cross, University of Southampton. Do? Should? Could? Investigating the relationship between HR practice and the self-employed.

Dr Anastasios Hadjisolomou, University of Strathclyde. Re-examining the role of line manager in managing sickness absence during and post pandemic and the issue of legitimacy of sickness: Informing policy and practice for a fairer workplace.

Dr Emma Hughes, University of Liverpool. How do front-line managers navigate and enact HRM in practice?

Applications are now closed. In previous years applications have opened in early November and closed around the 22^nd January.

Professor Mick Marchington had a highly influential career advancing knowledge to improve HR and employment relations. He was dedicated to linking research and practice. He was a longstanding contributor to CIPD expertise and a friend and supporter. Following his passing in 2021 we set up the Professor Mick Marchington Applied Research Grant in memory of his dedication and contributions.

Over many years, as well as publishing highly influential research and inspiring many students, he helped develop CIPD’s professional standards, qualifications and academic membership and was a lead examiner and quality panel chair accrediting CIPD centres. He championed research skills as part of professional development, and his learned yet practical writing argued for progressive people management that supports better working lives. Mick’s textbook, HRM at Work has long been a bestseller.

His numerous contributions led to him being made a CIPD Chartered Companion in 2003 and his friendship with and active commitment to the CIPD continued right up to his death. Mick will be remembered for his insight, gravitas, warmth, humour and undimmed dedication to the HR profession and the world of work. 

We are delighted to provide the Professor Mick Marchington Applied Research Grant with the support of his family. The grant’s focus on supporting early career academics is very much in line with Mick’s personal values and the support he gave to the next generation of researchers.

The topics in the 2026 round were:

Workforce value: 

This topic should explore how organisations measure and view the return on investment in pay and benefits. This could include how digital technology can support more strategic and transparent reward practices.

Building capable and future-ready managers

This research should look at the role of leadership and management quality in driving business performance, employee engagement, and adaptability. It could consider how new technologies, shifting labour market dynamics, and legal changes shape management capability needs at different levels.

Navigating AI in the People Profession: productivity, ethics, and skills

This topic focuses on how the use of AI is reshaping the people profession - not just as a tool, but as a catalyst for change in how work is organised and valued.

The principal investigator (PI) must be an early career researcher transitioning to independent researcher and are contracted with a research institute.

In line with guidelines from UK Research and Innovation (UKRI), we do not apply strict criteria, such as number of years since PhD, but ask applicants to explain why they should be considered early career. 

Applicants can be based in any geographical location.  However, there is an expectation that winners will be able to attend CIPD events in person (unless prevented by personal circumstances) to share their ideas and findings with practitioners. 

The PI should make up the majority of time applied for as the aim of the grant is to create opportunities for ECRs. Aside from the PI, there may be others in the research team; these should be named where possible, but we recognise that research assistants may not yet be recruited.

The grant will cover full economic costs for the project. Costs may be used for any primary or secondary research activity, including researcher time and direct costs. Any research methods and activities are valid: for example, costs may be used to review literature, collect data, or conduct analysis. Eligible costs may include, for example, running a survey, transcription, travel, equipment or specialised software. All costs should be clearly explained and justified and judges will look for good value.

The grant must be used for original research activity (primary or secondary research). Although we expect practical outputs (see below), pure ‘knowledge exchange’ or ‘translational research’ activity aimed at disseminating existing research is not sufficient to be eligible.

The grant must cover activity which is not already funded, but we encourage it to be used in conjunction with other sources of funding – for example, joint or matched funding from a university employer. This may help cover researcher time or any other resources. We encourage applicants to acknowledge any such support they will receive from their university or other funders and to identify the financial or equivalent value.

On completion of the project a short research summary must be submitted to the CIPD. This must: 

• Be written in accessible and engaging language.
• Explain technical detail in non-specialist terms.
• Use references or appendices to minimise technical detail in the core text.
• Give particular emphasis to discussing the rationale and importance of the research and the implications or recommendations for practice. 

We also encourage applicants to propose other specific outputs that will meet the needs of different stakeholders or target audiences (e.g. policy briefings, practice guides, blogs, podcasts).

These may be published by the CIPD where it aligns with current agendas or activity. Research should be completed within two years of the signing of contracts. 

Contracts will be with the employing universities with payment upon approval by the university ethics panel. At set-up, we will agree with the principal investigator a timeline of deliverables and check-in progress meetings at key points in the research.

Other than those described above, we do not offer associated benefits as standard. If additional support is required (such as channels to help recruit research participants), this should be specified and justified in the proposal. Requests will be considered on the basis of alignment with CIPD agendas or current activity.