Individual skill
hrm-workflow
Use when deciding which hrm-* sub-skill to invoke next, or when sequencing manuscript work from topic selection through rebuttal for a Human Resource Management (Wiley "HRM") submission. Routes — it does not replace — the specialized skills.
Human-Resource-Management-Skills/skills/hrm-workflow/SKILL.md
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# HRM Workflow Router (hrm-workflow)
## Overview
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).
## Sibling guard (do not confuse)
- **Human Resource Management Journal (HRMJ)** — a DIFFERENT, UK/CIPD-linked Wiley journal (ISSN 1748-8583); more critical/European employment-relations framing.
- **Personnel Psychology** and **Journal of Applied Psychology** — micro/psychometric, individual-level; HRM wants the HR-system, unit, or firm tie.
- **Academy of Management Journal** — broader management theory-test; HRM expects an HR-practice/policy payoff.
