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Routes manuscript work for Human Resource Management (Wiley) submissions, from topic selection through rebuttal. Invoke when deciding which hrm-* sub-skill to use next or sequencing a paper.
How this skill is triggered — by the user, by Claude, or both
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/human-resource-management-skills:hrm-workflowThe summary Claude sees in its skill listing — used to decide when to auto-load this skill
This is the router for a manuscript aimed at *Human Resource Management* — the **Wiley** US-based "HRM" journal (Online ISSN 1099-050X; Print ISSN 0090-4848), a leading outlet for strategic HRM, HR systems and practices, the employment relationship, talent, performance, and well-being, and HR's link to firm and unit outcomes. Its defining feature is a **dual contribution bar**: a paper must adv...
This is the router for a manuscript aimed at Human Resource Management — the Wiley US-based "HRM" journal (Online ISSN 1099-050X; Print ISSN 0090-4848), a leading outlet for strategic HRM, HR systems and practices, the employment relationship, talent, performance, and well-being, and HR's link to firm and unit outcomes. Its defining feature is a dual contribution bar: a paper must advance the academic literature (theoretically, empirically, and/or methodologically) and carry practical significance — clear implications for workforce policy or HRM practice. A purely psychological micro-paper with no HR-system or practice angle, or a purely managerial think-piece with no scholarly advance, sits at the desk-reject boundary.
Operational tells you are at HRM and not a sibling: HRM accepts the full range of designs (conceptual, empirical, meta-analytic, critical review; qualitative or quantitative; inductive, deductive, or abductive) and explicitly spans micro, macro, and multi-level phenomena; review is double-blind (anonymized manuscript + separate title page); the Editor-in-Chief screens for fit and relevance before review; references use APA style; Wiley's data-availability policy applies. Co-Editors-in-Chief: Fang Lee Cooke; Shaun Pichler (Co-EIC from Jan 2025) (检索于 2026-06；以官网为准). Submission via Wiley ScholarOne / Manuscript Central (检索于 2026-06；以官网为准).
| Current symptom | Next skill |
|---|---|
| Scope/audience/outlet fit uncertain; no practice payoff | hrm-topic-selection |
| HRM/OB mechanism thin; hypotheses are bald predictions | hrm-theory-development |
| Contribution vs. HRMJ / PPsych / JAP / AMJ is fuzzy | hrm-literature-positioning |
| Design (multilevel, multi-source/wave, CMB, construct validity) shaky | hrm-methods |
| Estimation (HLM/SEM), aggregation, or qualitative coding needs work | hrm-data-analysis |
| The dual "so what — theory AND practice" claim is not sharp | hrm-contribution-framing |
| Exhibits dense; correlation table / interaction plots not reader-ready | hrm-tables-figures |
| Intro/abstract bury the idea; practitioner takeaway invisible | hrm-writing-style |
| Ready to submit; need ScholarOne preflight + anonymization check | hrm-submission |
| Want the desk-screen / double-blind / R&R timeline expectations | hrm-review-process |
| Received an R&R; need a response-letter strategy | hrm-rebuttal |
hrm-topic-selection — lock an HR-system/practice question with a practice payoffhrm-theory-development — build the HRM/OB mechanism and hypotheses (a priori)hrm-literature-positioning — stake the contribution vs. HRMJ/PPsych/JAP/AMJhrm-methods — multilevel, multi-source/multi-wave, construct validity, CMB designhrm-data-analysis — HLM/SEM, aggregation justification, mediation/moderationhrm-contribution-framing — sharpen the dual theory-AND-practice claimhrm-tables-figures — correlation table, model build-up, interaction plotshrm-writing-style — make the idea and the takeaway land (abstract + intro last)hrm-submission — ScholarOne preflight, anonymization, data statementhrm-review-process — calibrate desk-screen and developmental R&R expectationshrm-rebuttal — after the R&R
hrm-writing-styleis late-stage polish; do not rewrite the intro before the theory and the multilevel design settle.
HRM publishes several archetypes, and the binding constraint differs. Read the archetype, then enter the chain at the right link.
| Archetype | Likely first bottleneck | Enter at |
|---|---|---|
| Strategic HRM / HR-system → firm performance | construct of the HR system + endogeneity of adoption | hrm-methods → hrm-data-analysis |
| Multilevel HR practices → employee attitudes/behavior | aggregation justification + cross-level model | hrm-theory-development → hrm-methods |
| Employment-relationship / social-exchange micro | common-method bias + temporal separation | hrm-methods |
| Qualitative / case (talent, change, well-being) | grounded rigor + transparent practice payoff | hrm-theory-development → hrm-data-analysis |
| Meta-analysis / critical review | coverage, coding reliability, HR-practice synthesis | hrm-literature-positioning → hrm-data-analysis |
A user says: "My firm-level study shows high-performance work systems raise productivity, but a reviewer says HPWS adoption is endogenous and the paper has no clear takeaway for HR directors." Two distinct HRM pushbacks: adoption endogeneity (owned by hrm-methods → hrm-data-analysis, where the identification strategy lives) and the missing practice payoff (owned by hrm-contribution-framing). Route to methods/data first; only once the HPWS coefficient is defensible (say it settles at a 0.18 SD productivity gain, illustrative) do you return to framing to spell out what an HR leader should do differently.
【Target】Human Resource Management (Wiley "HRM")
【Current bottleneck】fit / theory / positioning / design / evidence / exhibits / style / submission / revision
【Archetype】strategic-HRM / multilevel / employment-relationship / qualitative / meta-review
【Next skill】<one hrm-* skill>
【Reason】why this is the binding constraint
【Source check】official facts verified or marked 检索于 2026-06；以官网为准 / 待核实
npx claudepluginhub brycewang-stanford/awesome-journal-skills --plugin human-resource-management-skillsGuides authors targeting Human Resource Management (Wiley) on venue fit, framing, methods, and submission strategy to avoid desk rejection.
Explains the HRM (Wiley) editorial process: EIC screen, double-blind peer review, developmental R&R culture, and how to interpret decision letters.
Routes manuscript work for Human Relations journal submissions, diagnosing bottlenecks and directing to the appropriate humrel-* sub-skill for topic selection, theory, methods, writing, or revision.