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hrm-review-process

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Use when calibrating expectations for the Human Resource Management (Wiley "HRM") editorial process — the EIC fit/relevance screen, double-blind peer review, the developmental R&R culture, and reading a decision letter. Explains the process and how to read decisions; it does not draft the response (hrm-rebuttal).

Human-Resource-Management-Skills/skills/hrm-review-process/SKILL.md

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# Understanding the Review Process (hrm-review-process)

## When to trigger

- Before submitting, to calibrate timeline and decision-type expectations
- A decision letter arrived and you need to interpret it (R&R vs. reject; major vs. minor)
- You want to know how much weight the action editor vs. reviewers carry
- You are planning a revision strategy before drafting the response (then go to `hrm-rebuttal`)

## How HRM review works (durable norms; verify specifics on the official site)

1. **EIC fit-and-relevance screen.** The Editor-in-Chief decides whether a paper meets the journal's quality and relevance bar **before** it is sent out. A paper missing either half of the dual contribution — a scholarly advance *or* a practical implication — is desk-rejected here. This is the single biggest filter at HRM.
2. **Routing.** Papers that pass are assigned to an associate/action editor in the relevant domain (strategic HRM, micro/OB, employment relations, etc.).
3. **Double-blind peer review.** Typically several reviewers, who cannot see author identities, evaluate the contribution, the design rigor (multilevel structure, CMB, endogeneity, construct validity), and the practice payoff. Anonymization failures can derail this stage.
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