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For those who have left and those who have been left behind: Human resource management and war-affected populations
Journal article   Peer reviewed

For those who have left and those who have been left behind: Human resource management and war-affected populations

Peter D. Harms, Tyler N.A. Fezzey and Nataliia Yakushko
Human resource management review, Vol.36(4), 101170
12/2026
DOI: https://doi.org/10.1016/j.hrmr.2026.101170
Web of Science ID: WOS:001856614100001

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Abstract

Displacement HRM Inclusive workplace Talent management War refugees Workforce integration War-Affected Workforces (WAW) Business Administration Employment or Unemployment Studies Human Resources
War and conflict are reshaping labor markets, yet HRM guidance for employing war-affected workers remains fragmented and often overly prescriptive. We conduct a systematic review of 159 peer-reviewed articles on cross-border refugees and workers who remain in conflict-affected home contexts. We clarify the conceptual scope of the literature and introduce the War-Affected Workforces (WAW) model, an integrative framework that links conflict exposure to workplace adjustment outcomes and specifies how national and institutional constraints and organizational resources are translated through HR policies and functional practices. Rather than positioning HR as a standalone solution to war-related displacement work issues, WAW explained when, how, and under what conditions HR systems can meaningfully support workplace adjustment, and where their influence is constrained by evidence gaps, senior- leadership commitment, operational capacity, and external institutional support. Organizing findings across the employment lifecycle, we synthesize evidence on recurring barriers (trauma-related demands, skill and credential translation, stigma, and institutional navigation) and associated HR responses (inclusive recruitment, trauma- informed onboarding, training, career support, well-being and DEI, legal support, and flexible work design). We also evaluate evidentiary strength and assess implementation feasibility, distinguishing firm-controllable practices from those requiring cross-sector coordination.

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