Author's profile

Nicolas Bacon
Professor of Human Resource Management
Cass Business School

Background

Nicolas Bacon is Professor in Human Resource Management at Cass Business School. His research explores the impact of human resource management practices on organisational performance and employee outcomes in a wide variety of settings including manufacturing firms, unionised workplaces, small firms, medium-sized enterprises, private equity-owned firms and the public sector. Professor Bacon has published 50 academic articles in learned journals as well as numerous book chapters and edited the Industrial Relations Journal 2004-2008.

Author articles

  • New research suggests that reforms set out in the UK's Trade Union Bill 2015-16 will prove counterproductive to the government's aspirations for improved business productivity

    14/08/2015 | 2,672
  • The impact of private equity backed leveraged buyouts (LBOs) has attracted increased regulatory scrutiny in the past two decades. This reflects the private equity industry's growing economic importance, and also the increased activity of private equity firms beyond their traditional US and UK markets. Private equity's growing presence in continental Europe in particular has caused considerable public controversy in terms of implications for workers and labour unions. This paper explores the impact of private equity LBOs on three labour management issues central to recent debates: employment and wages; human resource management practices; and industrial relations. We concentrate on these aspects because the impact of private equity LBOs on labour management and workers' interests continues to inform debates concerning the appropriate regulatory framework in which the private equity industry operates.

    09/02/2017 | 10,298
  • Drawing on data from the first ever national survey of trade union equality representatives, this article assesses the impact the role has had in British workplaces. This evaluation is important, given the role the previous government identified for unions in helping to deliver equality policy. It is also important as part of a broader evaluation of the union modernisation agenda.

    07/01/2013 | 10,006
  • Awarded to employers by Jobcentre Plus, the Two Ticks symbol is intended to help disabled job applicants identify employers that have made positive commitments regarding the treatment of disabled people within recruitment, training and retention processes. This paper assesses the extent to which employers displaying the Positive About Disabled People 'Two Ticks' symbol adhere to their commitments, and whether adherence is greater in Two Ticks than non-Two Ticks workplaces. It also assesses levels of support for and dialogue with Disability Champions in Two Ticks workplaces. These issues are explored in the public and private sectors separately.

    12/12/2012 | 6,333
  • The impact of trade unions on discrimination and labour market inequality has been a matter of public concern for many years. Recently, however, observers have suggested that unions have increasingly sought to prioritise equality matters. There is a growing expectation, for example, that they will actively bargain over equality and encourage employers to adopt equality practices in order to protect workers from discrimination. Hence, unions may now have a central role to play in advancing the equality agenda and ultimately helping promote a more inclusive society. This article provides an empirical assessment of the relationship between unionisation and the adoption of equal opportunities policies and practices in British workplaces, using data from the 2004 Workplace Employment Relations Survey.

    30/11/2012 | 5,106