Dr Sally Rumbles
I am a Principal Lecturer and Director of HR programmes and curriculum. Responsible for the management and leadership of all the Postgraduate and Undergraduate HRM programmes (11 programmes) which include, traditional taught programmes; work based learning programmes and those taught overseas as well as the development of the HRM curriculum on these and other general business programmes. This includes managing a team of academic staff; liaison with the CIPD and external stakeholders, such as the Royal Navy, Chichester College, Performance Coach and University College Cayman Islands as well as planning and developing the curriculum to meet student, university and professional body requirements. I recently redesigned the work based learning programme for the Royal Navy in order to meet the requirements for CIPD accreditation of the programme.
I have taught on most of the HRM CIPD accredited Postgraduate and Undergraduate units that we run here and overseas. My current teaching includes the following CIPD units, Investigating a Business Unit from a Human Resources Perspective (7IBI), Resourcing and Talent Management, (7RTM), Designing, Delivering and Evaluating Learning and Development (7DDE), Consultancy Coaching and Mentoring (7ICM), Leading and Managing People ((7lMP), Learning and Talent Development (7LTD).
My academic career was preceded by 12 years as a human resource professional, in both the public and private sector latterly as a HR manager in a large defence company. Three years as a training manager sparked my interest in teaching and learning and my eventual move into higher education.
My research focus is on employee engagement, change management and wellbeing. I have attended and presented at international conferences as well as published in journals in this area. I am currently undertaking my professional doctorate and I am exploring employee engagement and wellbeing from the employees' perspective. I amconducting qualitative reseaarch into employee's understanding of the concepts, what affects their engagement with work as well as exploring the relationship between employee engagement and wellbeing