The Professor Mick Marchington Applied Research Grant

Awarded 2026

Dr Victoria Walker, Glasgow Caledonian University. Investigating digital payroll innovations for employee financial well-being: the rise of Earned Wage Access in service sector work.

Dr Joshua Haist, Cranfield University. AI/Technology-Enabled HRM and Work Design: Implications for Wellbeing, Loneliness and Retention in Social Care.

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 open: the deadline is noon 22 January 2027.

Please email kx@cipd.co.uk to request a link to the application form (this will be a M365 form). Once your form is submitted you must also submit your narrative CV via email.

We will then be in touch regarding your application and whether you are eligible for the grant. 

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.

Applications will be judged by both academic and practitioner experts. Under each heading are insights into what could be useful to apply the research.

What works in building a technologically (e.g. AI) competent workforce?

What are the most effective approaches employers can use to build skills and capabilities across their workforce and enable employees to apply them in practice?

• Across different workforce groups
• From foundation skills to occupation and role specific skills
• Development pathways, role design, gaining experience and professional judgement
• Knowledge transfer between end of career and start of career colleagues

Successful steps for adapting to change:

• How can practitioners use law changes to enhance good work and productivity?
• Are the new employment laws supporting people to stay in work and perform well?
• What scenario planning should practitioners consider with regard to business growth/sustainability through high impact scenarios (floods, power cuts, extreme temperatures, broken infrastructure etc.)?
• How can organisations adapt well to external impacts?

Evidencing the business case:

• How can practitioners identify and measure the impact of strategic decisions in increasing productivity, creating profit margin gains, in short and long term.
• Does demonstrating principles led business strategies effect attracting and retaining talent?
• Do good work principles give organisations a competitive edge or sustainability advantage?

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. 

Use of Artificial Intelligence (AI):

Any work, including any and all deliverables, must be original and created by you. You must not use AI for any of the following activities (even if subsequently reviewed by a human): 

• Writing articles or other content for publication by CIPD; 
• Generate paragraphs, sections or complete drafts for submission; 
• Rewriting AI-generated content for publication; 
• Editing or refining final drafts; or 
• Proofreading any CIPD content.

You must only use reference material from trustworthy origins, confirm its sources and accuracy, and promptly inform the CIPD if AI technology is used at any stage.

You must maintain comprehensive records of sources and verification procedures.

Any inaccuracies are your sole responsibility, and a failure to adhere to these requirements may result in immediate termination of your Agreement with the CIPD. 

For the avoidance of doubt, confidential information and personal data must not be uploaded to any AI tools or applications.

Please note that we accept the use of AI in completing the application and project as set out in the UKRI policy. 

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.