People & Strategy (formerly named Human Resource Planning) is a professional journal published quarterly by the Human Resource Planning Society (HRPS). HRPS, founded in 1977, is comprised of organizational Human Resources leaders, university faculty, consultants, and general managers in private and public organizations. The journal is read by members of HRPS and other professionals interested in better understanding the ways in which informed human resource management contributes to the achievement of business strategies and superior organizational performance. The journal provides management knowledge and tools based on recent advances in management thinking and research. It includes reports of original research, interviews with top managers and scholars, articles on trends and techniques, as well as research briefs and book reviews. Designed to meet the knowledge needs of contemporary leaders, the articles and other features are selected on the basis of their cutting edge thinking, practical application and value to our readers. We recognize that leaders in all areas of business need to maximize the contributions their people make in the pursuit of their business goals. In this era of talent as the great differentiator; People & Strategy is the best place to learn new ways to achieve competitive advantage.
Contributions
Appropriate subject areas addressed in the journal include, but are not limited to five focused knowledge areas: HR Strategy & Planning, Leadership Development, Talent Management, Organizational Effectiveness, and Building a Strategic HR Function. Articles integrating knowledge across the domains are particularly encouraged. Content can be submitted as:
· Articles reporting empirical research results with direct practical implications.
· Articles presenting models and/or theories with definite practical implications.
· Case studies of successful or unsuccessful applications of human resource management practices from which guiding principles may be drawn.
· Short features that briefly report on organizational experiences, applications of theory, current practices, hot topics and responses to previous articles.
· Book reviews.
· Interviews with executives and thought leaders.
Advice to Contributors
In preparing manuscripts for the journal, you are encouraged to share your ideas with professional colleagues prior to drafting the manuscript and have them read it and comment on it. You are also encouraged to write the manuscript in straightforward prose, so that ideas are readily communicated. Consider the following questions as you prepare your draft:
· Does the content fit with one of our five focused knowledge areas?
· Does it present significant and meaningful findings of relevance to our readers?
· Are the ideas presented in the manuscript sufficient to help HR leaders design or deliver practices that contribute to the formulation and implementation of business strategy?
· Is sufficient rationale provided to explain why these ideas or practices are important?
· Is enough information provided so that others could apply any practices described?
· If the manuscript describes a specific organizational initiative, is sufficient objective evaluation information offered so that readers can decide the extent to which the initiative was successful?
Manuscript Guidelines
Manuscripts may take the form of regular articles or short features. Questions regarding formatting and form should follow guidelines as published in the Publication Manual of the American Psychological Association, 5th Edition. Regular articles normally run from 10 to 25 double-spaced pages excluding references and exhibits; short features are normally less than 750-1500 words. All manuscripts should be submitted in electronic form as a Microsoft Word (95 or higher) compatible file formatted to 8-1/2 x 11 inch paper. Authors should retain an original copy to guard against possible loss.
The cover page should include the paper's title and the names and affiliations of the author(s), as well as the telephone number and complete address and email address of the person to whom subsequent correspondence should be sent. The second page must contain an executive summary not to exceed 150 words. All elements of the manuscript, including quotations, tables, references and footnotes, should be Times New Roman Font 12, double-spaced with 1" margins at the top, bottom, and both sides. Incomplete or out of spec submissions will be returned to the authors un-reviewed.
Names of authors and year of publication should be used in the body of the text to identify references. If more than one reference is used, then use the following format: (Jones, 1975; Hall, 1976). The list of references should include only those publications cited in the text of the paper. Please be sure to use initial caps in your citations. Examples of proper style include:
Lawler, Edward E. (1991). High Involvement Management. San Francisco: Jossey-Bass.
Ulrich, David. (1992). "Strategic and Human Resource Planning: Linking Customers and Employees." Human Resource Planning, Volume 15:2: 47-62.
Explanatory footnotes (vs. those referring to books, articles, etc.) should be numbered consecutively and placed at the end on a separate page before the references.
All figures and tables should be referred to as exhibits and placed after the references. Indicate as follows where exhibits should appear in the text:
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Place Exhibit 1 about here
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People & Strategy invites the submission of original manuscripts that advance the mission of the journal and HRPS-To improve organizational performance.
Send submissions by email to: fboyd@hrps.org (Lisa Boyd, Managing Editor). No manual submissions will be accepted.
Any prior publication or current submissions of the article must be explicitly acknowledged in the email submission. Please identify which of the five focused knowledge areas the submission fits into (this will facilitate the review process).
The Executive Editor, the Managing Editor, and two or more members of the Editorial Review Board and/or ad hoc reviewers evaluate manuscripts. Criteria for evaluation include: significance of contribution to the field of human resource management; usefulness of knowledge; timeliness of content; originality; provocative nature of content; quality of the data supporting the points you are making; logical; and well-written. Reviewers' comments will be sent to authors.
Signed Release
Authors will be required to sign a copyright transfer agreement.
The journal cannot publish the article without a release.
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