sample research proposal for phd in human resource management

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sample research proposal for phd in human resource management

52 Human Resources Management Topics for Research Paper

Non-trivial human resource research topics to use for your own project.

sample research proposal for phd in human resource management

A Bit About Human Resource Management Research Topics

Human resource management is focused on hiring, training, and managing staff. Another important goal of the human resources (HR) department is to make sure the best working practices are implemented in the company. The choice of human resource management research topics is broad. It may vary from the analysis of workplace conditions and the problem of equal employment opportunities in the future to the solutions & proposals for talent management and career development.

human resource research topics

The challenges with research proposals are also vast, starting from choosing human resources management topics for research and ending with writing the research paper itself. Even though you were given a prompt with detailed instructions or someone who continually reminds us of basic things, it’s still not easy. Nevertheless, the most effective hack is to narrow a more expansive research direction down and focus on providing your target audience with the results addressing set goals.

How to Choose the Best Human Resource Research Topics

The human resource subject is very broad as it targets lots of areas. It means students can work with proposals about various hiring approaches and modern recruiting practices used in big companies or discuss hybrid work structures in various contexts. And these are just a few concepts of human resources research topics, as there are dozens of other topics to cover. For example, you can delve deeper what is human resources to find more promising study areas. Still, how to ensure your choice is good? It’s easy to understand when you follow these tips to select a proposal.

  • Ensure the topic is interesting to you. Nobody will write about something boring or cliched. Just like with the business proposal topics , where you should be passionate about the issue to cover it well.
  • Choose areas that you know well or want to explore further. The better you understand the selected human resource management research paper topics, the less time and effort you spend on your proposal.
  • Avoid generalizations and being too broad. If you investigate the wide research topics in human resource management, narrow it down and select the most valuable theme. Ensure the proposal will also be informative and engage readers.
  • Apply the latest trends effectively. Also, ensure the proposal topic allows you to conduct extensive research with a narrow focus. For example, you may apply trending themes to investigate some local cases.

Add these points to your proposal checklist, making identifying valuable human resource topics for research paper simpler. Even if you already received a prompt from your professor, you can still correct it a bit. Also, it all makes easier when you acquire help from professional proposal writing services , and the expert suggests the topics addressing these points 100%.

Compelling Human Resources Management Topics for Research Paper

Today, human resources is a proper science distinct into specific areas. Using various tools and innovations allows one to expand the academic scope and bring up complex business outcomes. It would be impossible without research. However, proper research is possible only when choosing an appropriate direction. Below are some interesting human resources research paper topics you might want to cover:

  • Why Is Job Analysis Important
  • How to Handle Overqualified Employees
  • Identifying Strengths and Weaknesses During an Employment Interview
  • The Effectiveness of Social Media in Human Resource Management
  • Should Human Resource Managers Hire Students
  • How Important Are Soft Skills
  • Using Virtual Reality to Train Employees
  • The Significance of HR KPIs in Employee Performance
  • Job Rotation and Job Redesign: What’s the Difference?
  • Are Online Video Courses Efficient to Train Stuff?
  • Significance of Corporate Universities
  • Effective Disciplining Methods
  • 360 Degree Feedback: Advantages and Disadvantages
  • Advantages of a Multigenerational Workforce
  • How Performance Assessments Impact Employee Productivity
  • Career Development and Employee Morale
  • Maintaining Work-Life Balance
  • Employee Motivation and Workplace Stress Management
  • How Can Human Resource Managers Establish Successful Communication During Remote Work
  • Identifying Workplace Bullying in Multiple Ways
  • How to Prevent Employees From Emotional Burnout
  • The Rise of the Global Labor Market
  • The Diversity Gap at the Workplace
  • Effective Methods of Workplace Monitoring
  • Facts Affecting Employee Retention

As you can see, research proposal topics in human resource management vary, and you can approach the problem from different angles and create proposals about the points that interest you the most. Choose ones that inspire you to research in-depth and create captivating proposals.

Unusual Research Proposals on Human Resource Management

If you want to move away from default proposal concepts and cover competitive human resource research topics, you may need a more comprehensive look at the whole area. Think about HR in the context of social and ethical issues, or try to seek through psychology research proposal topics. Employees, managers, and recruiters often face difficulties based on such matters.

This way, combining the HR area with other fields of knowledge may open new horizons for your investigations. Check out issue-based human resources management research paper topics.

  • Identifying Workplace Bullying
  • The Main Challenges of Human Resource Managers
  • Religious and Sexual Discrimination in the Workplace
  • Dealing With Sexual Harassment at the Workplace
  • How to Control Employees Following Safety Protocols
  • What Happens if Not Following Workplace Safety
  • Cases When HR Should Take Legal Action
  • Ways the Human Resource Specialist Protects the Employees or the Company
  • Preventing Osha Violations at Work
  • Training the Workplace to Minimize Potential Risks
  • The Role of Human Resources in Risk Management
  • What to Do When an Employee Is Assaulted at Work?
  • Ethical Considerations Regarding Monitoring Employees During Remote Work
  • The Importance of Having Equal Employment Opportunities
  • Direct and Indirect Workplace Discrimination
  • How to Report About Workplace Harassment
  • Consequences of Violating Safety Rules at the Workplace

It’s also essential to find appropriate sample research papers on human resource management that help you understand what a good proposal should look like. It will give you numerous insights on the proper structure, formatting, as well as approaches to inspire readers and motivate them to look forward.

Trending Human Resources Research Paper Topics

As we said before, choosing trending human resources management topics for research paper is a good option. By doing so, you update knowledge in the area and actualize information. However, customize it to your proposal case, such as a local situation you can explore and analyze.

  • Using AI to Manage Employee Performance
  • How Poor Dynamics Negatively Affect Employee Performance
  • Data-Driven Strategies in Human Resource Departments
  • Should Pre-employment Assessments Be Considered Over Resumes
  • How Virtual Teams Impact Productivity
  • Disadvantages of Remote Work
  • The Rise of Mobile-Friendly Recruitment
  • Is It Possible to Spot Employee Behavior Change Using AI
  • How to Make Virtual Team Buildings Impactful
  • How Poor Mental Health Affects Productivity

Choosing a trending topic is advantageous. For example, if a person needs to compose a PhD law research proposal , the most popular themes will be in favor. It could be a topic about how the law sees terrorism in different countries.

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Need assistance with human resources management research paper topics.

With so many human resource management topics for research paper, you can take one to cover or develop your own using available examples. However, if you still don’t feel confident about choosing an appropriate topic or composing a proposal yourself, turn to our specialized and professional services. We are always ready to assist you regardless of project complexity and deadlines.

Entrust us with developing your research papers human resource management prepared by specialists well-versed in your chosen field of investigation. And be sure to get a top-quality proposal that your mentors and supervisors will greatly appreciate.

Stop hesitating and choose the most comfortable and effective method to complete the task!

sample research proposal for phd in human resource management

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Research Proposal Example/Sample

Detailed Walkthrough + Free Proposal Template

If you’re getting started crafting your research proposal and are looking for a few examples of research proposals , you’ve come to the right place.

In this video, we walk you through two successful (approved) research proposals , one for a Master’s-level project, and one for a PhD-level dissertation. We also start off by unpacking our free research proposal template and discussing the four core sections of a research proposal, so that you have a clear understanding of the basics before diving into the actual proposals.

  • Research proposal example/sample – Master’s-level (PDF/Word)
  • Research proposal example/sample – PhD-level (PDF/Word)
  • Proposal template (Fully editable) 

If you’re working on a research proposal for a dissertation or thesis, you may also find the following useful:

  • Research Proposal Bootcamp : Learn how to write a research proposal as efficiently and effectively as possible
  • 1:1 Proposal Coaching : Get hands-on help with your research proposal

Free Webinar: How To Write A Research Proposal

FAQ: Research Proposal Example

Research proposal example: frequently asked questions, are the sample proposals real.

Yes. The proposals are real and were approved by the respective universities.

Can I copy one of these proposals for my own research?

As we discuss in the video, every research proposal will be slightly different, depending on the university’s unique requirements, as well as the nature of the research itself. Therefore, you’ll need to tailor your research proposal to suit your specific context.

You can learn more about the basics of writing a research proposal here .

How do I get the research proposal template?

You can access our free proposal template here .

Is the proposal template really free?

Yes. There is no cost for the proposal template and you are free to use it as a foundation for your research proposal.

Where can I learn more about proposal writing?

For self-directed learners, our Research Proposal Bootcamp is a great starting point.

For students that want hands-on guidance, our private coaching service is recommended.

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HRM Dissertation Topics

Published by Carmen Troy at January 6th, 2023 , Revised On August 15, 2023

Introduction

Human resource management studies stated that employees should be hired, retained and managed. It is an extensive field that requires an in-depth understanding of the underlying factors and concepts.

As a human resource management student, you will study many different concepts, frameworks, and theories related to employee management. However, before your graduation, you will be required to submit a dissertation on a human resource management research topic of your choice.

Even though several topics and concepts are yet to explore in the field of human resource management, you will want to make sure that your proposed topic has sufficient literature to support and justify the content of a theoretical framework , or else you might struggle with data collection .

This article provides you with a comprehensive list of HRM topics that are relevant to your field and identifies some interesting literature gaps.

Choosing from our list of topics will certainly improve your chances of submitting an outstanding dissertation. So, go ahead and choose an HRM dissertation topic of your interest. We can even customize these topics based on your project needs.

PhD qualified writers of our team have developed the proposed topics, so you can trust to use these topics for drafting your dissertation.

Note –

You may also want to start your dissertation by requesting  a brief research proposal  from our writers on any of these topics, which includes an  introduction  to the topic,  research question ,  aim and objectives ,  literature review  along with the proposed  methodology  of research to be conducted.  Let us know  if you need any help in getting started.

Check our  dissertation examples  to get an idea of  how to structure your dissertation .

Review the full list of  dissertation topics for 2022 here.

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2022 HRM Dissertation Topics

Topic 1: how human resources departments achieve equal employment opportunities.

Research Aim: The research will aim to investigate how HR departments achieve equal employment opportunity in organizations. EEO, or Equal Employment Opportunity, is the notion everybody has an equal chance to pursue a job on the basis of merit, regardless of skin color, gender, or gender identity. It is the duty of HR department to give every employee and equal right in the organization. The research will examine how HR department keep the organization environment friendly by controlling equal employment opportunities.

Topic 2: The effect of motivating strategies on employee performance

Research Aim: The research will aim to find the impact of motivating strategies on employee performance. Employee motivation plays a huge part on performance. Employee engagement cannot be substituted by anything else in order for any organisation to run efficiently and without interruption. It is critical that a company and its employees not only have a strong connection with the top management, but also have a good and healthy relationship with their colleagues. The study will also make recommendations on what further might be done to obtain optimal results utilising motivating methods for the benefit of both the company and the individual.

Topic 3: Organizational Conflicts as Antecedents of Staff Turnover: Evidence from the UK Food Sector

Research Aim: The research will aim to review recent available literature on employee turnover in order to determine organizational conflicts as antecedents of employee turnover in the UK food sector in order to close gaps in the literature and present a broader range of turnover factors and understanding of employee motivational factors in their job decision.

Topic 4: How does AI involvement in HRM provide Zara with a competitive advantage?

Research Aim: The research will aim to inspect the benefit of competitive advantage at Zara through the involvement of artificial intelligence in their HRM. AI assists the human resources department in identifying their personnel’ skill sets and recommending a training programme based on their work positions. It combines all of the data and assists the HR staff in making succinct decisions about what training to do in which sector to boost abilities. The study will also explain the importance of AI in organizations and organizations success. It will also look into strategies and policies Zara used to achieve competitive advantage.

Topic 5: The role of HR in creating a respected working environment that contributes in sustainable revenue growth

Research Aim: The research aims to examine the role of HR in creating a respected working environment and sustainable revenue growth. The study will identify current misunderstandings and disparities in understanding of topics such as sustainable development, corporate social responsibility, and the link between strategic human resource management and sustainable HRM through a comprehensive literature review. It will also identify and recognise the challenges that sustainable HRM encounters in reality, with a particular emphasis on the prevalent strategic HRM schema and the misunderstanding of corporate social responsibility.

Covid-19 HRM Research Topics

The role of managers during the pandemic.

Research Aim: In this study, the Human resource management techniques which HR managers will adopt for performing their operations during the COVID -19 will be discussed.

The management techniques for employees.

Research Aim: This study will focus on how the employees are trained during the Coronavirus pandemic.

The economic Crisis for HR Managers during Covid-19

Research Aim: This study will discuss how the economic crisis will disturb the payroll and how the managers will work.

The policies of HR for affected employees.

Research Aim: In this study, HR will design policies on how HR will manage when there is a gap between employees working. How will the ill patients be provided with support by companies through HR?

The employees' cooperation for HR

Research Aim: This study will highlight how well the employees support the decisions of the HR policymakers during the pandemic.

HRM Dissertation Topics for 2021

Topic 1: effect of employee engagement on customer loyalty in the service-based industry.

Research Aim: Employees engagement means that employees are passionate and committed to their work. In the service industry, where employees’ performance can greatly influence the quality of service, it is worth exploring employee engagement in customer loyalty in the service-based industry. Therefore, in this study, survey-based research will be conducted to identify employee engagement in customer loyalty.

Topic 2: Contingent workforce and its impact on organisation’s performance – Evaluating the IT Industry

Research Aim: Nowadays, companies hire freelancers and contractual workers, unlike permanent payroll employees. Various cost benefits can be obtained by hiring such a workforce. However, such a workforce may not have the required skills to do a job as effectively as a trained staff would have done. Thus, the present study focuses on identifying the impact of a contingent workforce on its performance in the IT industry.

Topic 3: Factors of growing mental health issues of employees at workplace in service-based industries

Research Aim: The wellness of employees at the workplace is necessary for their mental health and work performance. This study will identify the factors that can increase employees’ mental health issues at the workplace based on survey-based of employees and managers of service-based industries.

Topic 4: Analysing the importance and impact of training and development on an organisation’s sustainability during economic crises.

Research Aim: to achieve organizational objectives and milestones, leaders and business owners have realized the importance of training and developing their workforce to align with the organizational objectives. This research aims to analyze the importance and impact of employee training and development on the organization’s sustainability during economic downturns.

Topic 5: How online digital platforms have helped organisations in recruiting effectively and efficiently

Research Aim: With the advent of technology, firms have revolutionized their business operations. Under this revolution, many organizations have adopted different techniques and methods to recruit talented employees. Therefore, this research intends to determine how online digital platforms have helped organizations find employees more efficiently and effectively.

Topic 6: Analysing the factors which directly impact an employee's personal decision to leave employment

Research Aim: Employee turnover rate has always been a major concern for many organizations regardless of their size and nature. A valuable and talented employee is usually hard to find and retain. However, it has been found out that different factors motivate an employee to search for a new job. Keeping this phenomenon in mind, the current research will be analyzing the factors that directly impact the employee’s personal decision to leave employment.

Topic 7: Critically analysing the concept of workplace flexibility and how it impacts employee and organisational performance

Research Aim: In today’s modern era, the workplace environment has been transformed drastically from a strict and conventional style to a more flexible one. Therefore, this research aims to critically analyze the concept of workplace flexibility and how it impacts employee and organizational performance.

Topic 8: A comparative analysis of employees' job satisfaction and motivational factors in public versus private organisations.

Research Aim: Job satisfaction and employee motivation are regarded as the most important element of HR practices. The main aim of HR policies is to satisfy, retain, and motivate employees. Therefore, this research aims to conduct a comparative analysis of the employee’s job satisfaction and motivational factors in public versus private organizations.

Topic 9: The influence of COVID-19 on virtual employee management practices by organisations

Research Aim: This research is highly useful in the current context of COVID-19. Organisations all around the world are getting impacted by the COVID-19 and are closed at the moment. The current study will focus on using different virtual employee management practices that companies can use in the current context of COVID-19. These practices will be beneficial for organizations in almost all business sectors.

Topic 10: The role of using transformational leadership style in the improvement of organisational creativity at Morrisons

Research Aim: The aim of this research will be the benefits of using the transformational leadership style by Morrisons’ leaders to improve organizational creativity. This study will research how leaders can get the advantage of a transformational leadership style for increasing creativity at the organization.

Topic 11: The green HRM practices and their impacts on the corporate image of IKEA

Research Aim: This study will aim to study different green HRM practices and their role in improving IKEA’s corporate image and reputation. It will be researched how companies can improve their corporate image by focusing on green HRM practices and processes. The findings will be beneficial for the management, customers as well as employees.

Topic 12: Involving employees in the decision-making process and its influence on employee productivity at Subway

Research Aim: It will be researched in this study how Subway and other companies in this industry can involve the workers in the decision-making process to improve employee productivity. It will be studied that employee productivity is increased by involving the employees in the decision-making process. The findings will be useful in designing useful HR practices by Subway.

Topic 13: The impact of a flat organisational structure on the decision-making process

Research Aim: The main objective of this study is to evaluate the decision-making difficulties and issues faced by HR managers of companies with a flat organizational structure. This study will also investigate the benefits and challenges related to the flat organizational structures used by companies. A case study approach will be used.

Topic 14: The role of workforce diversity in improving organisational capability and innovation at Toyota Motors

Research Aim: To carry out this study, an innovative company named Toyota Motors will be selected. The main objective for carrying out this study will be to analyze how the organizational capability and innovation at Toyota Motors are improved due to workforce diversity. The main emphasis will be on studying the workforce diversity present at Toyota Motors and its significance in improving innovation and organizational capability. The success factors of Toyota Motors for HR will be studied.

Topic 15: The impact of digitalization on changing HRM practices at Aviva

Research Aim: The contemporary business world moves towards digitalization due to technological advancements. This research will study the different impacts of digitalization in changing various HRM practices at Aviva. Different HRM practices used by Aviva before and after the digitalization era will be discussed, and the changes will be analyzed. This study will show how digitalization has changed HRM practices in the contemporary business world.

Topic 16: The influence of employee learning and development opportunities on employee satisfaction at British Airways

Research Aim: It will be studied in this research that how employee satisfaction at British Airways is influenced by employee learning and development opportunities. Different employee learning and development opportunities at BA will be studied, along with their impact on workforce satisfaction.

Topic 17: The impact of recognizing employee contributions on employee retention at Shell

Research Aim: This study’s main objective is to analyse whether Shell can retain its employees by recognizing their contributions or not. Different strategies used by Shell for recognizing employee contributions will be studied that lead towards motivating the employees, which ultimately impact the retention of workers.

Topic 18: The role of green HR practices in employee engagement and retention

Research Aim: Green HR practices is a newly emerged concept in HRM. The study will aim to research the impact of green HR practices on employee engagement and retention. It will be studied how companies can improve employee engagement and retention by focusing on green HR practices.

Topic 19: The role of providing daycare facilities in increasing the productivity of female employees

Research Aim: This study will be focusing on the productivity of female workers. It will be studied how female workers’ productivity is increased by providing daycare facilities for their children. The impact on the satisfaction level of female employees due to the daycare facility will also be explored.

Topic 20: The impact of artificial intelligence on enhancing the human resource practices of Zara

Research Aim: For this study, the researcher will focus on the concept of artificial intelligence and use it in the HR context. It will be studied that either the HR practices at Zara can be enhanced by implementing AI. The benefits and implications of implementing AI in the HR context will also be part of this study.

Topic 21: The role of e-leadership in improving employee productivity and motivation.

Research Aim: The contemporary business world has become highly advanced due to technological capabilities. The concept of e-leadership has emerged due to advancements in technology. The purpose of this study will be to analyse the impact of e-leadership in improving the productivity and motivation level of the workforce.

Topic 22: The role of effective HR planning in a successful strategic alliance process.

Research Aim: This study will study the importance of effective HR planning for the strategic alliance process. It will be studied how HR management can mould the HR practices and focus on effective HR planning to make the strategic alliance process successful.

Topic 23: The impact of different personality traits on teamwork at Microsoft

Research Aim: The main focus of this research will be studying Microsoft’s teamwork. It will be further analyzed how Microsoft’s teamwork is influenced by the personality traits possessed by different team members. Different types of personality traits will be studied in this research that impacts teamwork positively and negatively.

Topic 24: The impact of career growth opportunities on employee loyalty at HSBC Holdings.

Research Aim: This study will aim to review different types of career growth opportunities offered by HBSC Holdings to its employees. Moreover, it will also be studied how employee loyalty is improved due to various career growth opportunities. The findings of this study will be beneficial for the banking sector.

Topic 25: The role of adapted HR practices in improving organisational performance at the international branch of DHL.

Research Aim: The study’s main objective will be to analyse companies’ changes in their HR practices for international branches. How and why the HR practices are adapted by HR management for improving the organisational performance at the company’s branch, which is located outside the country. For this, the DHL case study will be selected, and it will be assessed how and why DHL has used adapted HR practices across different countries.

HR Learning and Development Dissertation Topics

All organisational activities aimed at improving the productivity and performance of groups and individuals can be classified as HRM’s learning and development function elements. Learning and development encompass three pivotal activities, including education, training, and development.

As such, the training activities help to evaluate an employee based on his existing job responsibilities. Educational activities include those focusing on jobs that an employee can expect to carry out in the future.

Finally, the development activities are those that the employer may partake in the future. If you’re interested in exploring this human resource topic in-depth, we have some interesting dissertation topics for you:

Topic 1:The importance of appreciative inquiry with respect to organisational learning and development culture – A case study of ExxonMobil

Research Aim: This research will discuss the importance of appreciative inquiry and its impact on organisational learning and development culture with a specific focus on ExxonMobil.

Topic 2:To establish the correlation between organisation competency development and learning activities & programmes

Research Aim: This research will discuss how organisational competency development and organisational learning activities are correlated.

Topic 3:An examination of knowledge management and organisational learning for sustained firm performance. A case study of British Telecom

Research Aim: This research will examine how organisational learning and knowledge management helped British Telecom sustain their firm performance.

Topic 4:Investigating learning and development of human resources in the public sector in the UK

Research Aim: This dissertation will evaluate the different ways of achieving the learning and development of human resources in the UK’s public sector.

Topic 32:The importance of HR learning and development activities for SMEs

Research Aim: This research will focus on how SMEs utilize HR learning and developmental activities to improve their employees’ performance.

Topic 33:Human resource practices and employees’ decision to quit – Does Lack of Learning and Development play a Role.

Research Aim: This research will focus on whether or not lack of learning and development in an organization leads to employee turnover,

Topic 34:Developing organisational competitive advantage through strategic employee training in computer knowledge

Research Aim: This dissertation will explore how companies can gain a strategic advantage over their competitors through employee training.

Topic 35:The impact of various training and learning based activities on employees’ productivity

Research Aim: The main aim of this research will be to determine the impact of different pieces of training and learnings on employees’ productivity.

Topic 36: The role of HR analytics and metrics in improving organizational performance at Tesco

Research Aim: This study aims to research a new concept in human resource management, named HR analytics and metrics. Moreover, their impact on improving organizational performance will also be studied. This study will be beneficial for Tesco in using HR analytics and metrics in different HR practices that can lead to improved organizational performance.

How Can ResearchProspect Help?

ResearchProspect writers can send several custom topic ideas to your email address. Once you have chosen a topic that suits your needs and interests, you can order for our dissertation outline service , which will include a brief introduction to the topic, research questions , literature review , methodology , expected results , and conclusion . The dissertation outline will enable you to review the quality of our work before placing the order for our full dissertation writing service !

HR Performance Review Dissertation Topics

A performance review, also known as a career development discussion, performance evaluation and employee appraisal, can be defined as a method to evaluate an employee based on their job performance, mainly for appraisals. This might be an interesting area to focus your dissertation on. Here are some interesting topics in this area of HRM:

Topic 37:To understand the relationship between performance review and employee motivation in large and diversified business organisations

Research Aim: This research will understand the relationship between employee motivation and employee performance review. Large and diversified businesses will be the main focus of this study.

Topic 38:Effective performance appraisal – A study to establish a correlation between employer satisfaction and optimising business results

Research Aim: This research will analyse the impact of performance appraisal on employer satisfaction and how it optimises business results.

Topic 39: Investigating the efficacy of performance appraisal from the perception of employees in UK retail industry – A case study of Tesco

Research Aim: This research will analyse the efficacy of performance appraisal concerning employees, with a specific focus on Tesco.

Topic 40: Employee performance appraisal and the role of fairness and satisfaction

Research Aim: This dissertation will explore whether employees report satisfaction and fairness when performance appraisal is conducted.

Topic 41:Investigating performance review and appraisal methods employed by human resource department of any large oil and gas company

Research Aim: This research will study the human resource department of a large oil and gas company and will investigate how “performance review” and appraisals are conducted.

Topic 42: Job satisfaction and performance appraisals – Are they Interconnected?

Research Aim: This research will study in-depth whether job satisfaction and performance appraisals are interconnected or not.

Topic 43:Investigating the relationship between public sector appraisals and the spinal pay reward

Research Aim: This research will talk about the spinal pay reward system and evaluate its effectiveness in the public sector.

Topic 44:Analysing the impact of performance management on employee performance improvement

Research Aim: This research will investigate how performance management helps companies improve their employees’ performance.

Topic 45: Can HR performance drive employee engagement? Studying the UK banking industry

Research Aim: This research will talk about the different ways through which HR performance review helps in improving employee engagement. The UK banking industry will be in focus in this study.

Topic 46:The role of HR performance review in increasing employee retention and productivity

Research Aim: This research will investigate how organisations utilize performance reviews as a tool to improve employee retention and productivity.

HR Employee Motivation Dissertation Topics

Employees need objectives and goals to remain focused. The quality of work may significantly drop if they are not constantly motivated by their employers.

Business organizations employ various employee motivation methods and techniques to keep their employees motivated. Thus, this is an interesting topic to explore for your final year dissertation. Here are some HRM dissertation topics related to employee motivation.

Topic 47:To investigate the role of motivation in HRM – A study highlighting the most important motivation factors for future business leaders

Research Aim: This research will discuss the different motivation factors organisations should use to develop future leaders. In addition to this, the role of motivation throughout HRM will be discussed.

Topic 48:Employee satisfaction and work motivation – Are they both related?

Research Aim: This research will understand the relationship between motivation and employee satisfaction and the different motivation techniques companies can employ to increase employee satisfaction.

Topic 49: Evaluating the Role of Employee motivation in performance Enhancement

Research Aim: This study will discuss the role of employee motivation concerning employee performance, i.e. whether it enhances performance or not.

Topic 50:Human resource management – Motivation among workers in large and diversified business organisations

Research Aim: This dissertation will talk about motivation in large and diversified organisations and how these companies ensure that their employees are motivated at all times.

Topic 51:Effects of motivational programmes and activities on employee performance

Research Aim: This research will focus on the different motivational techniques and programs that impact employee performance.

Topic 52: Does motivation play a role in decreasing employee turnovers? A case study of British Airways

Research Aim: This research will discuss the role of motivation in decreasing employee turnover with a specific focus on British airways.

Topic 53:Motivation and performance reward – Are the two interrelated?

Research Aim: This research will talk about motivation and performance rewards and will assess whether the two are interrelated and directly related.

Topic 54: Work productivity and the role of employee motivation programmes and activities

Research Aim: This study will assess employee motivation programs’ impact on employee productivity, i.e. if it increases or decreases.

Topic 55:To discuss the role of employee motivation in relation to retention levels

Research Aim: This research will analyze employee motivation’s role to help companies retain employees.

Topic 56:Differences and similarities between traditional and contemporary theories

Research Aim: This research will discuss and compare traditional and contemporary motivation theories implemented by companies.

Topic 57: The role of employee empowerment in employee motivation and satisfaction at British Petroleum.

Research Aim: This study will aim to analyse different strategies of employee empowerment carried out by British Petroleum and their impact on workers’ motivation and satisfaction. The research will be studied that either different employee empowerment strategies improve employee motivation and satisfaction. The findings will be beneficial for companies working in the petroleum sector.

Topic 58: The impact of open communication in improving employee engagement at Zara

Research Aim: In this research, different modes of communication used by organisations will be studied and especially the impact of open communication in improving employee engagement at Zara will be analyzed. The importance of open communication for different organisations in the fashion and retail sectors will be discussed. Moreover, different communication strategies that can help improve employee engagement at Zara will be discussed based on past literature, theories, and framework.

HR Performance Management Dissertation Topics

All processes and activities to consistently meet organisational goals and objectives can be considered the HR performance management mechanism elements. Different organisations employ different performance management strategies to gain a competitive advantage. To explore this area of human resources, here are some intriguing topics for you:

Topic 59:Investigating different performance management techniques for retaining employees

Research Aim: This research will talk about companies’ various performance management techniques to retain employees.

Topic 60:The role of performance management activities in improving employees’ skills and abilities

Research Aim: This research will discuss how performance management helps employees improve their skills and abilities and how it ultimately helps companies.

Topic 61:Managing performance of workers through performance management techniques – A Case Study of Google

Research Aim: This research will explore how organisations use different performance management techniques to manage employees and their performance. A specific focus of this study will be Google Incorporation.

Topic 62:Employee performance and performance management systems – A qualitative study

Research Aim: This study will conduct a qualitative study to understand the different performance management systems for improving employee performance.

Topic 63:Performance management examinations in human resource management of profit-oriented organisations

Research Aim: This research will understand performance management in profit-oriented companies regarding how their human resource department ensures optimal performance.

Topic 64:Exploring the essentials elements of the performance management framework

Research Aim: This research will explore its vital features and performance management framework.

Topic 65:Human resource management practices and business performance – The role of environmental uncertainties and strategies

Research Aim: This research will explore whether environment uncertainties and strategies play a role in employee and business performance.

Topic 66:The efficacy of performance management systems in the UK’s retail industry

Research Aim: This research will explore the UK’s retail industry’s performance management efficacy.

Topic 67:Towards a framework for performance management in a higher education institution

Research Aim: This research will investigate performance management in the educational setting.

Topic 68:Should wages be capped through performance management – A qualitative study

Research Aim: This research will analyse whether wages should be adjusted and capped concerning performance management with a focus on its effects.

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Strategic Human Resource Management Dissertation Topics

Strategic human resource management is tying the human resource management objective to the company’s goals and objectives. This helps companies in innovating and staying ahead of their competitors by gaining a competitive advantage.

Being a relatively new concept, there are various aspects of strategic HRM that are left to be explored. Here are some interesting strategic HRM dissertation topics for you:

Topic 69:The efficacy of communication processes and employees’ involvement plans to improve employee commitment towards organisational goals – A case study of Sainsbury

Research Aim: This research will study the role and efficacy of the communication processes and employees’ involvement in order to improve employees’ commitment towards organisational goals.

Topic 70:To investigate SHRM theory and practice in a call centre – A case study of any UK call centre

Research Aim: This dissertation will discuss the various SHRM theories and how it is implemented. A UK-based call center will be focused on this study.

Topic 71: Differences and similarities between SHRM strategies and policies employed by German and Japanese automobile companies

Research Aim: This research will compare the different SHRM techniques and policies implemented by German and Japanese automobile companies.

Topic 72: A resource-based view assessment of strategic human resources quality management systems

Research Aim: This research will understand the resource-based view of strategic human resources quality management systems.

Topic 73: To understand and critically evaluate the HRM strategies employed by small and medium sized enterprises in the UK

Research Aim: This research will discuss and evaluate the different strategic HRM strategies employed by small and medium-sized enterprises in the UK.

Topic 74: Relating organisational performance to strategic human resource management – A study of small scale businesses in the UK

Research Aim: This study will analyse whether organisational performance and strategic human resource management are interconnected by assessing small scale businesses in the UK.

Topic 75: Investigating strategic human resource management in Singapore – A qualitative study

Research Aim: This research will analyse strategic human resource management in Singapore by undertaking a qualitative method.

Topic 76: The role of organisational support programmes to enhance work outcome and employees behaviour

Research Aim: This research will understand the organisational support program in order to enhance employee work outcome and their behaviour.

Topic 77: To establish the most important components of strategic HRM for SMEs in the UK to develop a competitive advantage

Research Aim: This research will talk about the relationship between the different SHRM components for SMEs in the UK in order to gain a competitive advantage.

Topic 78: To establish the significance of the relationship between organisational performance and strategic human resource management

Research Aim: This research will explore the relationship between organisational performance and strategic human resource management and how it helps companies achieve their objectives.

Human Resource Theory Dissertation Topics

The human resource theory framework consists of a soft and hard approach to human resources management. Various theories cover the different aspects of the soft and hard human resource approach.

Exploring this area of HRM will help in understanding more about the soft and hard HRM approaches. Here are some dissertation topics in this area that you can choose from.

Topic 79: A comparative analysis of various human resources theory approaches

Research Aim: This research will discuss various human resource theories and approaches and provide a comparative analysis.

Topic 80:To study human resources systems practiced by Multinationals in the UK

Research Aim: This research will discuss the various human resource systems as practised by multinational companies operating in the UK.

Topic 81:The role of human resources management (HRM) in regards to addressing workers’ concerns.

Research Aim: This research will discuss the importance of human resources in understanding and addressing worker’s concerns.

Topic 82: Can HRM have a negative influence on the performance of business organisations – A qualitative study?

Research Aim: This research will discuss a unique aspect of human resource management, i.e. whether it harms the company’s performance or not.

Topic 83: Is Human resources the only option for employees? An exploratory study

Research Aim: This study will analyze human resources’ role in solving employee issues and assess whether it is the only option for employees.

Topic 84:Exploring the contribution of human resource to the success of organisations

Research Aim: This research will aim to understand the role and contribution of the human resource department in companies’ success.

Topic 85:To investigate the most predominant human HRM and control strategies employed by business organisations

Research Aim: This research will discuss an interesting topic, i.e. the most predominant HRM strategies organisations implement.

Topic 86:To investigate the role of HR as a shared service.

Research Aim: This study will discuss human resources’ role as a shared service in the organisation.

Topic 87:Does a supervisor has a role to play in implementing HR practices – A critical study

Research Aim: This study will critically analyze supervisors’ role in implementing human resource practices in an organization.

Topic 88:The ethics of firing employees – Do companies really follow it?

Research Aim: This research will focus on how employees are fired at organizations and whether human resources follow the ethics of firing or not.

HR Organisational Culture Dissertation Topics

Organisational culture, also known as organisational climate, is defined as the process by which an organisation’s culture can be quantified. The properties of the work environment that are either considered positive or negative by the employees (and that may influence their behaviour) are the most important components of the organisational culture framework.

Studying this aspect of human resources will help you gain an in-depth knowledge of the role of culture in human resource management. Here are some interesting dissertation topics in this area:

Topic 89:The role of leadership, HRM and culture in vitalising management systems in firms

Research Aim: This research will understand the role of leadership and culture in human resource management and how it helps companies manage their systems.

Topic 90:Finding the right balance between differentiation and standardisation of HRM practices and policies – HRM of multinational companies operating within the European Union

Research Aim: There are certain human resource practices that are standardized throughout the world. This research will investigate the differences between such standard policies with respect to culture. Multinationals operating in the European Union will be focused.

Topic 91:Cross-cultural human resource management – The role it plays in the success of different organisations

Research Aim: This research will study the role of cross-cultural human resource management in the success of companies.

Topic 92:The impact of cross-cultural competencies in start-up companies

Research Aim: A lot of companies do not encourage cross-cultural human resources in the workplace. This research will analyse how cross-cultural competencies help startups grow and succeed.

Topic 93:The role of organisational cultural on HRM policies and practices – A case study of Cambridge University

Research Aim: This research will aim to understand the role of organisational culture on human resource policies and practices. The main focus of this study will be at Cambridge University.

Topic 94:The relationship between human resource management practices and organisational culture towards organisational commitment

Research Aim: This research will assess the relationship between different cultures and human resource practices with respect to organisational commitment.

Topic 95: Investigating cultural differences between the work values of employees and the implications for managers

Research Aim: This study will conduct an investigation related to the work values of employees based on their various cultural differences. It will then be concluded what this means for the managers.

Topic 96:To effectively manage cultural change without affecting work productivity

Research Aim: This research will discuss an interesting topic as to how managers should manage organisational cultural change without harming productivity.

Topic 97:Inducting new employees into the culture – Does it help organisations?

Research Aim: This research will discuss whether or not it is feasible for organisations to hire employees when the company is undergoing a cultural change.

Topic 98:Recruiting to change the culture – The Impact it has on the Profitability of the Company

Research Aim: This research will discuss whether companies should hire to lead change in the organisation, i.e. whether hiring should be done for this specific purpose, and what this new hiring means for the company in terms of profitability.

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HR Diversity Dissertation Topics

The changing corporate world has provoked organisations to develop and implement diversity management systems as part of their human resource management system. Although relatively new, diversity management is an important research area of human resource management that brings challenges and learning to employees.

With many areas unexplored and literature gaps in this subject, there are some extremely interesting dissertation topics you can select for your final year project. Some of them are listed here:

Topic 99: Investigating the difference between discrimination and diversity – How Do they Impact Organisations

Research Aim: This research will discuss the differences between the two concepts, diversity and discrimination and their impact on organisations.

Topic 100:Managing diversity through HRM: A conceptual framework and an international perspective

Research Aim: This study will discuss how the human resource department can manage diversity. The study will be conducted in an international setting.

Topic 101:Managing diversity in the public sector – How do companies manage to remain successful

Research Aim: This research will explore managing diversity in the public sector and how these companies can be successful even through diversity.

Topic 102:Managing cultural diversity in human resource management

Research Aim: As much as a human resource helps companies manage diversity, how will companies manage diversity in their main HR department. This research will answer this exact question.

Topic 103:The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace

Research Aim: This research will focus on the tools available to human resources in managing diversity, and how they change it to opportunities and overcome diversity-related challenges.

Topic 104: Investigating the challenges of exclusion and inequality in organisations – Assessing HR’s role.

Research Aim: This research will first investigate the exclusion and inequality challenges that organisations face and how human resources overcome these challenges.

Topic 105:How does HRM Help in managing cultural differences and diversity

Research Aim: This research will discuss HR’s role in managing cultural differences and diversity in organisations.

Topic 106: Can HR eliminate diversity-related discrimination from workplaces? Assessing its role

Research Aim: This research will talk about HR’s role in eliminating diversity-related discrimination from organisations, and whether it will be successful in doing so or not.

Topic 107:Training managers for diversity – How difficult is it for companies and HR

Research Aim: This research will discuss and analyse the role of HR and companies in ensuring manager’s learning and development for diversity.

Topic 108:Training the newly hired staff for diversity in a large and diversified business organisation

Research Aim: This research will investigate the role of HR in training employees and staff to deal with, manage and coexist with diverse employees.

Important Notes:

As a human resource management student looking to get good grades, it is essential to develop new ideas and experiment with existing human resource management theories – i.e., to add value and interest to your research topic.

Human resource management is vast and interrelated to many other academic disciplines like management , operations management , project management , business , international business , MBA and more. That is why it is imperative to create a human resource management dissertation topic that is articular, sound, and actually solves a practical problem that may be rampant in the field.

We can’t stress how important it is to develop a logical research topic based on your entire research. There are several significant downfalls to getting your topic wrong; your supervisor may not be interested in working on it, the topic has no academic creditability, the research may not make logical sense, there is a possibility that the study is not viable.

This impacts your time and efforts in writing your dissertation , as you may end up in the cycle of rejection at the initial stage of the dissertation. That is why we recommend reviewing existing research to develop a topic, taking advice from your supervisor, and even asking for help in this particular stage of your dissertation.

While developing a research topic, keeping our advice in mind will allow you to pick one of the best human resource management dissertation topics that fulfil your requirement of writing a research paper and add to the body of knowledge.

Therefore, it is recommended that when finalizing your dissertation topic, you read recently published literature to identify gaps in the research that you may help fill.

Remember- dissertation topics need to be unique, solve an identified problem, be logical, and be practically implemented. Please look at some of our sample human resource management dissertation topics to get an idea for your own dissertation.

How to Structure your HRM Dissertation

A well-structured dissertation can help students to achieve a high overall academic grade.

  • A Title Page
  • Acknowledgements
  • Declaration
  • Abstract: A summary of the research completed
  • Table of Contents
  • Introduction : This chapter includes the project rationale, research background, key research aims and objectives, and the research problems. An outline of the structure of a dissertation can also be added to this chapter.
  • Literature Review : This chapter presents relevant theories and frameworks by analyzing published and unpublished literature on the chosen research topic to address research questions . The purpose is to highlight and discuss the selected research area’s relative weaknesses and strengths while identifying research gaps. Break down the topic and key terms that can positively impact your dissertation and your tutor.
  • Methodology : The data collection and analysis methods and techniques employed by the researcher are presented in the Methodology chapter, which usually includes research design , research philosophy, research limitations, code of conduct, ethical consideration, data collection methods, and data analysis strategy .
  • Findings and Analysis : Findings of the research are analysed in detail under the Findings and Analysis chapter. All key findings/results are outlined in this chapter without interpreting the data or drawing any conclusions. It can be useful to include graphs, charts, and tables in this chapter to identify meaningful trends and relationships.
  • Discussion and Conclusion : The researcher presents his interpretation of the results in this chapter and state whether the research hypothesis has been verified or not. An essential aspect of this section is establishing the link between the results and evidence from the literature. Recommendations with regards to the implications of the findings and directions for the future may also be provided. Finally, a summary of the overall research, along with final judgments, opinions, and comments, must be included in the form of suggestions for improvement.
  • References : Make sure to complete this following your University’s requirements
  • Bibliography
  • Appendices : Any additional information, diagrams, and graphs used to complete the dissertation but not part of the dissertation should be included in the Appendices chapter. Essentially, the purpose is to expand the information/data.

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  • How to Write a Research Proposal | Examples & Templates

How to Write a Research Proposal | Examples & Templates

Published on October 12, 2022 by Shona McCombes and Tegan George. Revised on November 21, 2023.

Structure of a research proposal

A research proposal describes what you will investigate, why it’s important, and how you will conduct your research.

The format of a research proposal varies between fields, but most proposals will contain at least these elements:

Introduction

Literature review.

  • Research design

Reference list

While the sections may vary, the overall objective is always the same. A research proposal serves as a blueprint and guide for your research plan, helping you get organized and feel confident in the path forward you choose to take.

Table of contents

Research proposal purpose, research proposal examples, research design and methods, contribution to knowledge, research schedule, other interesting articles, frequently asked questions about research proposals.

Academics often have to write research proposals to get funding for their projects. As a student, you might have to write a research proposal as part of a grad school application , or prior to starting your thesis or dissertation .

In addition to helping you figure out what your research can look like, a proposal can also serve to demonstrate why your project is worth pursuing to a funder, educational institution, or supervisor.

Research proposal length

The length of a research proposal can vary quite a bit. A bachelor’s or master’s thesis proposal can be just a few pages, while proposals for PhD dissertations or research funding are usually much longer and more detailed. Your supervisor can help you determine the best length for your work.

One trick to get started is to think of your proposal’s structure as a shorter version of your thesis or dissertation , only without the results , conclusion and discussion sections.

Download our research proposal template

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Writing a research proposal can be quite challenging, but a good starting point could be to look at some examples. We’ve included a few for you below.

  • Example research proposal #1: “A Conceptual Framework for Scheduling Constraint Management”
  • Example research proposal #2: “Medical Students as Mediators of Change in Tobacco Use”

Like your dissertation or thesis, the proposal will usually have a title page that includes:

  • The proposed title of your project
  • Your supervisor’s name
  • Your institution and department

The first part of your proposal is the initial pitch for your project. Make sure it succinctly explains what you want to do and why.

Your introduction should:

  • Introduce your topic
  • Give necessary background and context
  • Outline your  problem statement  and research questions

To guide your introduction , include information about:

  • Who could have an interest in the topic (e.g., scientists, policymakers)
  • How much is already known about the topic
  • What is missing from this current knowledge
  • What new insights your research will contribute
  • Why you believe this research is worth doing

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As you get started, it’s important to demonstrate that you’re familiar with the most important research on your topic. A strong literature review  shows your reader that your project has a solid foundation in existing knowledge or theory. It also shows that you’re not simply repeating what other people have already done or said, but rather using existing research as a jumping-off point for your own.

In this section, share exactly how your project will contribute to ongoing conversations in the field by:

  • Comparing and contrasting the main theories, methods, and debates
  • Examining the strengths and weaknesses of different approaches
  • Explaining how will you build on, challenge, or synthesize prior scholarship

Following the literature review, restate your main  objectives . This brings the focus back to your own project. Next, your research design or methodology section will describe your overall approach, and the practical steps you will take to answer your research questions.

To finish your proposal on a strong note, explore the potential implications of your research for your field. Emphasize again what you aim to contribute and why it matters.

For example, your results might have implications for:

  • Improving best practices
  • Informing policymaking decisions
  • Strengthening a theory or model
  • Challenging popular or scientific beliefs
  • Creating a basis for future research

Last but not least, your research proposal must include correct citations for every source you have used, compiled in a reference list . To create citations quickly and easily, you can use our free APA citation generator .

Some institutions or funders require a detailed timeline of the project, asking you to forecast what you will do at each stage and how long it may take. While not always required, be sure to check the requirements of your project.

Here’s an example schedule to help you get started. You can also download a template at the button below.

Download our research schedule template

If you are applying for research funding, chances are you will have to include a detailed budget. This shows your estimates of how much each part of your project will cost.

Make sure to check what type of costs the funding body will agree to cover. For each item, include:

  • Cost : exactly how much money do you need?
  • Justification : why is this cost necessary to complete the research?
  • Source : how did you calculate the amount?

To determine your budget, think about:

  • Travel costs : do you need to go somewhere to collect your data? How will you get there, and how much time will you need? What will you do there (e.g., interviews, archival research)?
  • Materials : do you need access to any tools or technologies?
  • Help : do you need to hire any research assistants for the project? What will they do, and how much will you pay them?

If you want to know more about the research process , methodology , research bias , or statistics , make sure to check out some of our other articles with explanations and examples.

Methodology

  • Sampling methods
  • Simple random sampling
  • Stratified sampling
  • Cluster sampling
  • Likert scales
  • Reproducibility

 Statistics

  • Null hypothesis
  • Statistical power
  • Probability distribution
  • Effect size
  • Poisson distribution

Research bias

  • Optimism bias
  • Cognitive bias
  • Implicit bias
  • Hawthorne effect
  • Anchoring bias
  • Explicit bias

Once you’ve decided on your research objectives , you need to explain them in your paper, at the end of your problem statement .

Keep your research objectives clear and concise, and use appropriate verbs to accurately convey the work that you will carry out for each one.

I will compare …

A research aim is a broad statement indicating the general purpose of your research project. It should appear in your introduction at the end of your problem statement , before your research objectives.

Research objectives are more specific than your research aim. They indicate the specific ways you’ll address the overarching aim.

A PhD, which is short for philosophiae doctor (doctor of philosophy in Latin), is the highest university degree that can be obtained. In a PhD, students spend 3–5 years writing a dissertation , which aims to make a significant, original contribution to current knowledge.

A PhD is intended to prepare students for a career as a researcher, whether that be in academia, the public sector, or the private sector.

A master’s is a 1- or 2-year graduate degree that can prepare you for a variety of careers.

All master’s involve graduate-level coursework. Some are research-intensive and intend to prepare students for further study in a PhD; these usually require their students to write a master’s thesis . Others focus on professional training for a specific career.

Critical thinking refers to the ability to evaluate information and to be aware of biases or assumptions, including your own.

Like information literacy , it involves evaluating arguments, identifying and solving problems in an objective and systematic way, and clearly communicating your ideas.

The best way to remember the difference between a research plan and a research proposal is that they have fundamentally different audiences. A research plan helps you, the researcher, organize your thoughts. On the other hand, a dissertation proposal or research proposal aims to convince others (e.g., a supervisor, a funding body, or a dissertation committee) that your research topic is relevant and worthy of being conducted.

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Ph.D. in Human Resource Management

Program information.

The doctoral program in human resource management (HRM) prepares students for success in research universities as faculty members specializing in human resources. Doctoral students work closely with faculty to gain research and teaching expertise in the various functions and activities carried out as part of HRM, including the relationship between these practices and organizational strategies, cultures, and performance.

Many HRM scholars specialize or focus on more micro-level work, such as researching the impact of specific HR practices (e.g., selection or training techniques) on individual-level measures of satisfaction or performance. Alternatively, macro-level HR (i.e., “strategic HRM”) scholars study the effects of systems of HR policies and practices on organizational-level outcomes. KU faculty have expertise at both levels, as evidenced by publications in prestigious outlets.

Application deadlines

Priority: December 15, 2023

Final: January 10, 2024

  • Application requirements

Doctoral students work closely with faculty to gain research expertise in the various functions and activities carried out as part of HRM with a focus on the attraction, selection, retention, development, motivation, and utilization of individuals in organizations.

Part of our mission is to develop effective teachers. To that end, all doctoral students are required to teach at least two sections as independent instructors. The school and university prepare and reward doctoral students for excellence in teaching through various programs and awards.

Program details

Human resource managment core courses.

A graduate course in economics: BE 701: Business Economics OR BE 917: Advanced Managerial Economics OR ECON 700: Survey of Microeconomics

Note: BE 917: Business Economics, is preferred. Students coming into the program directly from an undergraduate degree may consider substituting BE 701: Business Economics, or ECON 700: Survey of Microeconomics. In the event a student has taken a graduate economics course prior to enrolling as a KU doctoral student, she/he may waive the requirement and substitute either an elective doctoral content course or a statistics/research methods course for this requirement.

MGMT 905:  Management Research Methods

MGMT 916: Major Management Theories

MGMT 950: Seminar in Human Resource Management I

MGMT 951: Seminar in Human Resource Management II

MGMT 953: Seminar in Organizational Behavior I OR         MGMT 954: Seminar in Organizational Behavior II

MGMT 956: Seminar in Strategic Management I OR      MGMT 957: Seminar in Strategic Management II

MGMT 998: Independent Study

MGMT 952: Special Topics in Human Resource Management (offered and required when there are 3 or more students in years 1 & 2 of the program)

Statistics/Research Methods Courses

At least four courses with advisor approval

At least two or more courses with advisor approval

For more information, view a detailed list of courses in the academic catalog.

  • Comprehensive exams
  • Dissertation proposal
  • Dissertation defense

Some students can complete the program in four years.

Program faculty

Clint Chadwick

  • Howard Fitch/Fred Ball Professor
  • Management and Entrepreneurship academic area

Patrick E. Downes

  • Associate Professor

Jill Ellingson

  • Neeli Bendapudi Professor of Management

Human Resource Management doctoral students

Kylie Hershey

  • Ph.D. Student

Ella Lee

  • Ph.D. Candidate

Mengwei Li

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sample research proposal for phd in human resource management

Dishari Gupta

The emergence of the positive psychology movement provided an increased awareness on the relative importance that positive psychological strengths and capacities can have on human functioning. Human capital as conceptualized by Fitz-enz (2000) consists of four subsets: Psychological capital, Intellectual capital, Emotional capital, and Social capital termed as “PIES”. We use the term psychological capital here to represent individual motivational propensities that accrue through positive psychological constructs such as efficacy, optimism, hope, and resilience. Psychological Capital (PsyCap) is one of the positive personal resources to enhance an individual's success at workplace. Luthans et al. (2007a) defined Psychological Capital (or PsyCap) as: “an individual's positive psychological state of development that is characterized by: (1) having confidence (self-efficacy) to take on and put in the necessary effort to succeed at challenging tasks; (2) making a positive attribution (optimism) about succeeding now and in the future; (3) persevering toward goals and, when necessary, redirecting paths to goals (hope) in order to succeed; and (4) when beset by problems with adversity, sustaining and bouncing back and even beyond (resiliency) to attain success" Empowerment is the core of a high-performing organization that enables non-managerial employees to participate in substantive decisions. As organizations seek ways to help employees navigate the ever-challenging work environment, they increasingly are recognizing the importance of positivity and concentrating on developing employee strengths, rather than dwelling on the negative and trying to fix employee vulnerabilities and weaknesses. Through this paper we have focused on how organizations can take up the process of developing psychological capital in employees for better performance.

IJSRP Journal

This paper will attempt to define positive organizational behavior and outline the role of self-efficacy, hope, optimism and resilience in maintaining positive behavior in an organization. Recent researches and findings by famous psychologists are stated at relevant points to relate the four core-constructs to the positive organizational behavior (POB). The focus of the paper is also towards giving practical suggestions for creating a workplace that is conducive to being confident, hopeful, optimistic, resilient and promotes a sense of well-being.

Indus Foundation International Journals UGC Approved

Organizational commitment refers to an employee's emotional attachment with an organization, while as self efficacy refers to belief in one's abilities for successful accomplishment of a given task. OC and SE have been significant employee job attitudes leading to positive job outcomes. Organizations tend to enhance favourable job attitudes and outcomes for the achievement of individual and organizational objectives and goals leading growth and development. The current study would be about impact of job attitudes like OC and SE of employees on employee service performance. The study being conducted across service sector of Jammu and Kashmir, India.

Shalendra Kumar

The major purpose of this study was to assess the impact of workplace incivility on organizational outcomes as well as the mediating effect of Psychological capital on this process particularly in academic organization in Fiji. To accomplish this purpose, personal distribution of 250 questionnaires was given to the teachers. The final response rate from employees was 90% (225/250). The result shows that workplace incivility was found to be negatively significant to organizational commitment, job involvement and job satisfaction. Secondly, there was a negative relationship between workplace incivility and psychological capital. Thirdly, as predicted psychological capital was positively significantly related to organizational commitment, job involvement and job satisfaction. Fourthly the mediating role of Psychological Capital was identified to have significant relationship between Workplace Incivility and Organizational Outcome. Finally practical recommendation was suggested for the employees of Fiji.

Zahraa Dewidar

Journal of Asian Business Strategy

Surendra Kumar Sia

In the present global business environment, organizations need different approaches for overcoming the current demands and future challenges for which a creative workplace is a prerequisite. To understand workplace creativity in depth, we need to examine the interactions between personal and contextual characteristics as well as interactions among the contextual characteristics in an organization. Although researchers have attempted to understand the interactions between personal and contextual characteristics, enough attention has not been paid to the interactions among the contextual variables of employee creativity. In the present study, an attempt has been made to examine the interacting role of task complexity with work autonomy in contribution towards workplace creativity. The study has been carried out upon 304 information technology (IT) professionals working in different IT companies located in the Kochi and Trivandrum region of the state of Kerala. Findings reveal that the three dimensions of work autonomy, namely, work method autonomy, work schedule autonomy and work criteria autonomy have a direct positive contribution towards workplace creativity. Direct positive contribution towards workplace creativity is also exhibited by task complexity. As far as the moderating effect is concerned, task complexity is found to moderate significantly the relationships of work criteria as well as work schedule dimension of work autonomy with workplace creativity.

Business & Economic Review

This study examines the relationship among management and peer support, trust, self-efficacy, organizational learning, and organizational effectiveness. Within organization , supportive work environment plays a significant role in the establishment of employees' learning process. The causal design is used to analyze the impact of supportive work environment on employees' psychological influence (i.e. trust and self-efficacy) and organizational learning. The nature of the study is cross-sectional with convenience sampling technique. Data is collected from employees of 400 banks located at twin cities i.e. Islam-abad and Rawalpindi through self-administered questionnaire. Data was analyzed through Structural Equation Modeling (SEM) through maximum likelihood. Finding indicates that top-management and co-worker support (i.e. stimulus) had significant positive impact on employee's trust and self-efficacy (i.e. organism) and organism acts as mediator between stimulus and response. Moreover, employees' trust (cognitive/emotional), and self-efficacy had significant positive impact on organizational learning and organizational effectiveness (i.e. response). Bank managers, industry associations, training providers, and research institutions may use findings to bring improvements in organizational learning mechanisms and employee behaviors to enhance the overall effectiveness of the organizations.

Aisha Maningratu

Today, the effective managers have realized that efficient use of capital and achieving socioeconomic unique competitive advantage is possible in the light of psychological capital, and to recognize and foster the positive aspects of employee behavior. Therefore, this study aims to investigate the relationship between the structural components of psychological capital with creativity and entrepreneurship. The study population consisted of 435 employees of Bushehr city traffic police that is determined using Cochran formula; the sample size became 332 people. In addition to collecting data, a questionnaire and to analyze the data, Pearson correlation and structural equation modeling (SEM) were used. The results of structural equation modeling show that hope and efficacy, resiliency has a direct relationship with creativity. As well as self-efficacy, hope, resiliency and optimism have a direct and significant relationship with creativity and entrepreneurship. Moreover creativity is a partial mediator of the relationship between optimism and self-efficacy to corporate entrepreneurship. In other words, hope and self-efficacy are effective through creative influence on entrepreneurship.

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PhD Research Proposal Sample

phd research proposal example

PhD Research Proposal Sample for Your Inspiration

One of the toughest things to do when it comes to completing a voluminous and challenging PhD research project is the proposal. The thing about the PhD research proposal is that you have to encapsulate everything that you want to accomplish, communicate in a concise way what you want to do, the resources that it will require, and finally you have to convince the reader of the viability and necessity of the project. It isn’t easy to know where to begin with something like this, but with the help of a PhD research proposal example from our professional PhD writing service , it’s easier than ever! We’ve got a wide range of samples made by doctoral proposal writer that you can take advantage of to learn all the ins and outs of crafting the highest quality proposal. No matter what the subject or specifications of your proposal are, our professional example research proposal is here to provide you with the help that you need!

sample research proposal for phd in human resource management

If you need some help with PhD investigation, you may use these samples for writing. Another smart solution is to pick a sample research proposal with comments from an expert. Such samples are just to give you some idea about writing the research proposal. However, if you are still confused or facing some time constraints to write PhD proposal, we are here to help you. Our team of experts has vast experience and expertise to write a perfect research proposal for your needs. Moreover, we can help you choose the most relevant research proposal topics , write a paper from scratch, or improve the existing one. No matter what your subject is, we have the subject specialist on every subject, who have years of experience of writing research proposals. We ensure fresh and unique work, which is 100% plagiarism free. Each student is special to us, and we ensure your personal and work details will be kept secret. We can also help you to meet your short deadlines. With the lightning-fast experts on the board, our PhD proposal writing service accepts even last-minute tasks, delivering high-quality outcomes on time or even earlier, leaving enough time for revisions and comments from your supervisor. Get your PhD research proposal without any hassle, contact us Now!

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The dynamics of hyperinflation and stabilization policies – the case of zimbabwe.

The dynamics of hyperinflation and stabilization policies

The running of the country can be viewed commercially as a business enterprise by the economists. The business needs to be run in equilibrium; a balance between supply and demand must be stricken if the entrepreneur or the owner of the enterprise is to enjoy any benefits accrued by running a business. In the case of a country, it should be governed in a way that that the prices of goods and services are kept in control.  The stakeholders must not let the prices escalate beyond the ability of a typical citizen. Similarly, the release of cash into the economy should be maintained so that the flow of money is monitored and controlled, hence preserving the value of that particular currency.

This proposal will dig into inflation and find out how inflation has affected economies of a country, in particular, Zimbabwe and the ways to stabilize this condition. The dynamics of hyperinflation will also be looked into in detail to bring out the real picture and the damages it causes to an economy. The proposal will also focus on the causes of inflation in Zimbabwe and the how the theories of hyperinflation have applied in this context. The proposal will also look at the quantity theory of money and how it is associated with hyperinflation.

Introduction

Hyperinflation can be defined as a situation where the prices of goods and services escalate beyond control that the concept of inflation is an understatement. Economically, hyperinflation can be defined to occur when the total inflation over a period of three years is equivalent or exceeds 100%. Countries in hyperinflation usually experience rapid erosion of the real value of local currency prompting the population to hold a relatively stable foreign currency.

Hyperinflation makes the prices of goods and services in an economy to rise rapidly since the value of the local currency loses the real value quickly. Zimbabwe has experienced hyperinflation since 2001 with inflation rates over a whopping 100%.  However, as from 2006, inflation in Zimbabwe has risen to an uncontrollable 1500% annually. It should be observed that Zimbabwe was the only country that was experiencing hyperinflation and the first in the 21st century to have hyperinflation. Inflation in Zimbabwe has been perceived in two ways. First, the private sector speculation which the Zimbabwean authorities argue that the private sector rises up the prices intentionally to maximize profits on to pile pressure on the economy through ruthless price increments.

Secondly, the authorities also believe that the withdrawal of aids and the international economic sanctions have led to an economic decline from the year 2000. This perception has the explanation that the printing and minting of excess money by the government is usually tailored to bridge the gap between the government revenue and the actual receipts. This proposal to examine these concepts in depth.

Literature review

In this section, the Cagan (1956) hyperinflation model will be examined, where he assessed the statistical connection between cash and changes in price by conducting instances of hyperinflation in six different countries across Europe. According to Cagan, the demand for money balances declined with increase in inflation, assuming inflation played a significant role in determining hyperinflation.

Milton Friedman bases his view of hyperinflation in quantity theory of money. This theory states that the relationship between money and the price level is directly proportional.  This relationship implies that inflation will increase with an increase in money supply and the continued trend will lead to hyperinflation. In Zimbabwe, the supply of money and the prices of goods and services increased in tandem, as per the quantity theory of money because people opted to use the available cash immediately, rather than to wait on the depreciating cash. This, in turn, led to the increase of velocity as well as an increase of money through the printing of new currency, hence the exponential increase in prices of goods and services in Zimbabwe.

Methodology

This proposal will seek to clarify the mechanisms through which money, the setting of price behavior and the requirements of government revenue collaborate in Zimbabwe, to examine the explanations put forth by the authorities about the hyperinflation in Zimbabwe. To achieve this goal, the proposal will look at various models and tests that will lead to the understanding of the hyperinflation.

Granger causality test

In general, it is obvious that money engenders the rate of inflation, but the reverse could also be claimed to be true. It can be said that hyperinflation has self-perpetuating tendencies, due to the fact that the rise in prices of goods and services results in the rise in demand for nominal cash. Thus, causation develops from inflation to supply of money. This test investigates the amount of the existing value of money and premium is a utilizable component in the prediction of inflation.

Theoretical model

This model provides the classical quantity theory of money which believes that institutional factors determine the rate of money circulation. The economy is assumed to be or close to the real GDP.  In this case, the growth of money does not have an effect in the real GDP. This implies that holding both variables constant, the growth rate of money is directly proportional to the rate of inflation. Inflation reduces money demand due to an increase in the opportunity cost of holding money. Hyperinflation in Zimbabwe increased the parallel market premium and consequently, a change in the parallel market premium affected the velocity of cash in the circulation. The data used here was derived from various sources including the website of the RBZ.

The inflation data and money supply were collected from RBZ while parallel exchange rate was collected from Carmen M. Reinhart, a Harvard Kennedy School Professor of the International Financial System. The methodology in this paper employs heavily the ARDL co-integration approach for investigating the relationship between the inflation and its determinants.  ARDL was used because it has several advantages over other models of co-integration. ARDL can be used with time series data, can also be employed in a general-to-specific modeling by including insufficient numbers to lags for the data generating and error correction model (ECM) can be derived using ARDL co-integration model.

Theoretical/conceptual framework

Lagged change in the inflation and money supply growth are insignificant in the ARDL framework. Moreover, the ever-increasing prices are not unsustainable in the long-run; hence using the concept of long-run relations could give incorrect results. Zimbabwe had almost all her prices listed in foreign currencies which fully wrote off inflation inertia. In this case, an exchange rate is a useful tool for curbing inflation rates thereby making stabilization of hyperinflation less costly in comparison to moderate methods of dealing with hyperinflation. Through Ordinary Least Squares method, hyperinflation in Zimbabwe is said o have been caused by the rapid growth of paper money. The money demand model will seek to find out if this result is consistent. Additionally, a unit increase in the parallel market premium will result in an equivalent change in inflation.

High rates of interest will deter borrowing and foster saving, slowing the economy and hence disinflationary effects. The Treasury bill by the Zimbabwe government had turned the interest rates negative and this manipulation discouraged savings by the households. As per the Quantity Theory of money, hyperinflation in Zimbabwe could have been a monetary phenomenon and the only way to curb it would be to constrain the unnecessary money supply growth.

Research plan

Hyperinflation in Zimbabwe had severe adverse effects on the economy in regard to wealth, savings and deposits. Prices of essential goods and services became unreachable, especially to those on inflexible incomes. Countermeasures including price controls and foreign currencies ban to control the then escalating levels of inflation and the devaluation of the Zimbabwean currency were taken. Zimbabwe’s hyperinflation was at its peak when the government compelled the RBZ to issue banknotes of higher denominations, hence fuelling the rate of inflation. The Zimbabwean dollar value diminished at a faster rate and the RBZ could not keep up with the printing. This led to the abandonment of the Zimbabwean dollar in favor of the US dollar as well as the SA Rand.

This study aimed at finding the causes of hyperinflation in Zimbabwe by using the right econometric models. Its main aim is to find out if the growth of money has a positive effect on inflation. Additionally, it will be aimed at finding out whether the parallel market premium is directly proportional to the growth of inflation. Whether money supply is the primary driver of hyperinflation in Zimbabwe, the findings of the research will provide the answer.

Works cited

BBC News,. ‘Zimbabwe Abandons Its Currency’. N.p., 2014. Web. 29 Dec. 2014.

Cato Institute,. ‘Measurements of Zimbabwe’s Hyperinflation’. N.p., 2014. Web. 29 Dec. 2014.

Larochelle, C., J. Alwang, and N. Taruvinga. ‘Inter-Temporal Changes In Well-Being During Conditions Of Hyperinflation: Evidence From Zimbabwe’. Journal of African Economies 23.2 (2014): 225-256. Web.

McIndoe Calder, Tara. ‘Hyperinflation In Zimbabwe: Money Demand, Seigniorage And Aid Shocks’. SSRN Journal n. pag. Web.

Makochekanwa, A. ‘A Dynamic Enquiry Into The Causes Of Hyperinflation In Zimbabwe’. The University of Pretoria, Department of Economics (2007): n. pag. Print. Reserve Bank of Zimbabwe (RBZ),. ‘Bank Annual Reports From 2000-2008’. N.p., 2008. Web. 29 Dec. 2014

Sokic, Alexandre. ‘The Monetary Analysis Of Hyperinflation And The Appropriate Specification Of The Demand For Money’. German Economic Review 13.2 (2011): 142-160. Web.

Works, Anchor. ‘Data’. Carmenreinhart.com. N.p., 2014. Web. 29 Dec. 2014.

You can also take a look at our guide for writing an  interpretive thesis if you feel like you’re struggling to write on your own. So check it out! You can also find out more helpful examples of research proposals if you contact us.

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Home > Colleges & Schools > Soules College of Business > Human Resource Development > HRD_GRAD

Human Resource Development Theses and Dissertations

Theses/dissertations from 2023 2023.

CAMPUS-LEVEL TEACHER TURNOVER IN TEXAS PUBLIC ELEMENTARY SCHOOLS: AN EXAMINATION OF THE IMPACT OF LEADERSHIP FACTORS AND SCHOOL DEMOGRAPHICS USING HEIRARCHICAL LINEAR MODELING , Amy Welch Baskin

HUMAN RESOURCE DEVELOPMENT PROFESSIONALS’ COMPETENCIES AND CAREER SUCCESS IN THE SERVICE INDUSTRY: A QUALITATIVE STUDY , Cheryl DePonte

EVALUATING HEALTHCARE STUDENT LEARNING PERFORMANCE DURING THE INITIAL YEAR OF THE COVID-19 PANDEMIC: A CASE STUDY , Maria D. Garcia-Villarreal

LEADERSHIP BEHAVIORS, PRACTICES, AND SYTLES IN MERGERS AND ACQUISITIONS IN THE U.S. TECHNOLOGY-BASED ORGANIZATIONS: A QUALITATIVE STUDY , SUSAN E. GLOVER

THE IMPACT OF THE COVID-19 PANDEMIC ON EMPLOYEE ENGAGEMENT AND PERFORMANCE IN THE TELEWORKING CONTEXT IN THE U.S. PUBLIC SECTOR: A PHENOMENOLOGICAL CASE STUDY , Elizabeth Nesuda

Theses/Dissertations from 2022 2022

Exploring the Roles of the Craft Trainer in the Construction Industry , Mary M. Chatham

PREPARE FOR THE WORST, HOPE FOR THE BEST: A QUALITATIVE STUDY ON WORKPLACE VIOLENCE IN THE HEALTH CARE INDUSTRY , John Haymore

WORKPLACE FUN FOR EMPLOYEE ENGAGEMENT: A FUNCTION OF ORGANIZATIONAL CULTURE? , Lacey Logan

TESTING THE PREDICTIVE VALIDITY OF A MANAGERIAL COACHING SCALE USING A CROSS-LAGGED PANEL DESIGN , Katherine Stone

Theses/Dissertations from 2021 2021

EFFECT OF TRAINING OPPORTUNITY AND JOB SATISFACTION ON TURNOVER INTENTIONS AMONG GEN X AND GEN Y , Regin Justin

The Effects of Perceived Organizational Justice of Inclusive Talent Management Practices on Employee Work Effort , Thomas Kramer

MENTORING EARLY CAREER TEACHERS UNDER COVID-19 PANDEMIC IN THE STATE OF TEXAS: A PHENOMENOLOGICAL CASE STUDY , Sonya H. Niazy

Theses/Dissertations from 2020 2020

EXAMINING MANAGERIAL COACHING DYADS AND THE DEVELOPMENTAL LEARNING OUTCOMES FOR MANAGERS SERVING AS COACHES AND THE REVERSE COACHING BEHAVIORS OF THEIR SUBORDINATE COACHEES , Beth Adele

Team-Based Effects on Individual Human Capital: A Proxy for Organizational Performance , Rob Carpenter

Testing the Modality Effect in an Online Training of Virtual Workers: An Experiment Inspired by Social Distancing , Janice Lambert Chretien

Examining the Mediating Effect of Job Crafting on the Relationship Between Managerial Coaching and Job Engagement in the Skilled Trades , Jennifer H. DuPlessis

PSYCHOLOGICAL WELL-BEING DURING RETIREMENT TRANSITION AND ADJUSTMENT FOR SOUTHERN BAPTIST PASTORS: A PHENOMENOLOGICAL MULTI-CASE STUDY , Tresa Gamblin

The Impact of Work Alienation on the Relationship Between Person-Organization Fit and Organizational Citizenship Behavior in Higher Education , Andrew R. Krouse

Antecedents to Strategic Project Success: A Qualitative Phenomenological Analysis of Project Leaders' Perceptions , Dave Silberman

Theses/Dissertations from 2019 2019

EXAMINING THE UNITED KINGDOM’S SOFT LAW APPROACH FOR WOMEN ON BOARDS WITH REGARD TO GENDER DIVERSITY AND THE GENDER PAY GAP: A REGRESSION DISCONTINUITY DESIGN , Silvana Chambers

ORGANIZATIONAL COGNITION AS INTERVENED BY ORGANIZATIONAL SUPPORT AND ENGAGEMENT ON MEDICAL CODERS’ EXHIBITION OF ORGANIZATIONAL CITIZENSHIP BEHAVIORS , David W. Conley

EXPLORING GRIEF AND MOURNING IN WORK TEAMS: A PHENOMENOLOGICAL MULTI-CASE STUDY , Ashley L. Kutach

EFFECTS OF THE DIMENSIONS OF QUALITY OF WORK LIFE ON TURNOVER INTENTION OF MILLENNIAL EMPLOYEES IN THE U.S. , Julie Lewis

EXAMINING THE DIRECT EFFECT OF CEO PERCEPTIONS OF COLLECTIVE ORGANIZATIONAL ENGAGEMENT ON PATIENT EXPERIENCE IN ACUTE-CARE HOSPITALS , Mary Lynn Lunn

SUCCESS AND FAILURE RATES, FACTORS, AND ALIGNMENT WITH CHANGE MODELS: A META-ETHNOGRAPHIC ANALYSIS OF PLANNED ORGANIZATIONAL CHANGE QUALITATIVE CASE STUDY LITERATURE , Diana McBurnett

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PhD Research Proposal on Human Resource Management Sample

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HRM.<str<strong>on</strong>g>PhD</str<strong>on</strong>g>research<strong>on</strong>.com<br />

PHD RESEARCH PROPOSAL ON<br />

HUMAN RESOURCE MANAGEMENT<br />

<strong>Human</strong> resource management is far from the initial "human resources" it is from created. In today's<br />

successful enterprises, human potential management is a healthy spinal cord, while other parts of the<br />

company are its healthy organs. In competiti<strong>on</strong> with the competiti<strong>on</strong> regarding the design of new<br />

products, marketing, sales or distributi<strong>on</strong>, employees play a key role, which puts the product or service<br />

<strong>on</strong> a higher level of quality or the very speed of delivery. From the planning of enterprise strategies, the<br />

recruitment of new employees of appropriate knowledge and skills, and the excepti<strong>on</strong>al motivati<strong>on</strong>, the<br />

creati<strong>on</strong> of incentive programs for diligent employees, as well as the identificati<strong>on</strong> and resoluti<strong>on</strong> of<br />

problems in the organizati<strong>on</strong>, human resource management becomes an extremely imaginative,<br />

innovative and, to the greatest extent, a creative part of the organizati<strong>on</strong> that saves it from competiti<strong>on</strong>.<br />

Examples of many companies tell us that it gives excellent care to employees even better soluti<strong>on</strong>s in the<br />

problems of the company, making the company more competitive, its products or services better, and<br />

the users satisfied. In a business envir<strong>on</strong>ment, the core resources of each organizati<strong>on</strong> are people and<br />

their abilities, which enable the solving of set tasks, and thus the realizati<strong>on</strong> of comm<strong>on</strong> goals of the<br />

organizati<strong>on</strong>. Every pers<strong>on</strong> shapes his knowledge, readiness for further learning, creativity, and<br />

motivati<strong>on</strong> to work, which is different from other resources in the company. In order to maximize<br />

competitiveness, an enterprise is important, adding value to the company itself and its products or<br />

services. <strong>Human</strong> <strong>Resource</strong> <strong>Management</strong> (HRM) is a special scientific discipline of management, which<br />

includes all processes and activities that aim to manage human resources of an organizati<strong>on</strong>. HRM<br />

covers practically all aspects of employee relati<strong>on</strong>s in an organizati<strong>on</strong>. It also affects the following areas:<br />

selecti<strong>on</strong> system for employment, employee analysis; increasing employee productivity; development<br />

and educati<strong>on</strong>; employee behavior; legal regulati<strong>on</strong>s, trade uni<strong>on</strong>s, employee protecti<strong>on</strong>, etc. In order to<br />

achieve the best possible business results, a well-defined organizati<strong>on</strong>, its goals, and human resource<br />

management in an enterprise is important, and that is exactly what human resources management is<br />

doing.<br />

Specific definiti<strong>on</strong>s indicate its human resource management functi<strong>on</strong> in order to successfully<br />

achieve the set goals, as the word management itself means to lead. <strong>Human</strong> resources management can<br />

be defined as a management activity that involves the selecti<strong>on</strong>, development, maintenance, adaptati<strong>on</strong>,<br />

routing and use of human resources in accordance with the goals of the company, while respecting the<br />

individual needs and goals of employees.2 The term "human resources" tells us about people in the<br />

workplace organizati<strong>on</strong>, their potential, and all the capabilities that they can provide to the organizati<strong>on</strong><br />

in the goal realizati<strong>on</strong> of its l<strong>on</strong>g-term and short-term goals. In the past, this noti<strong>on</strong> was too rough to<br />

label people as living beings, because it was based <strong>on</strong> the fact that the resource was something that<br />

would previously mark the equipment in the organizati<strong>on</strong>, things that the organizati<strong>on</strong> has at its disposal<br />

for further work, but not human potential. However, it turns out that the very term "resource" of people<br />

just gets a very important place, because they put it in an equal positi<strong>on</strong> with other resources, maybe<br />

even better, because their quality management requires certain skills and abilities. People are a basic

PHD RESEARCH PROPOSAL ON HUMAN RESOURCE MANAGEMENT<br />

factor that is comm<strong>on</strong> to every organizati<strong>on</strong>, and they are the creators of the strategies of every<br />

company, which is the importance of human resources management. Therefore, each manager is<br />

involved in human resources activities and seeks to facilitate people-to-people co-operati<strong>on</strong> in order<br />

to better implement the strategy and implement the organizati<strong>on</strong>'s plans. Enterprise strategies are in the<br />

hands of human resources, which by achieving their goals enable the realizati<strong>on</strong> of the strategies of the<br />

enterprises themselves. Global competiti<strong>on</strong> encourages organizati<strong>on</strong>s to c<strong>on</strong>tinuously develop and<br />

advance in order to survive the new demands posed by globalizati<strong>on</strong>. If we have good human potential,<br />

that is, quality and educated human resources, it is possible to resp<strong>on</strong>d to the challenges and demands<br />

that we are c<strong>on</strong>stantly facing. <strong>Human</strong> resource educati<strong>on</strong> in the organizati<strong>on</strong> is of great importance for<br />

its development and progress. Employees of the company with their knowledge and skills represent the<br />

main resource without which the business of the company would not be possible. The ec<strong>on</strong>omic<br />

efficiency of a company depends <strong>on</strong> human resources. Employees create products and services, strive<br />

to maintain and c<strong>on</strong>trol quality, place products <strong>on</strong> the market, manage commodity flows, finance,<br />

determine and implement the company's strategy, and set weekly, m<strong>on</strong>thly, and annual goals. If<br />

employees are not effective enough there is a problem with achieving goals. <strong>Human</strong> resources<br />

c<strong>on</strong>stitute the main cost of doing business. In Western countries, especially in large enterprises, labor<br />

costs account for 20-30% of total costs, some even up to 50%. In ec<strong>on</strong>omies in transiti<strong>on</strong>, due to lower<br />

labor costs, this percentage is somewhat lower, but not negligible. <strong>Human</strong> resources mean the total<br />

spiritual and physical potential of the employee, both the utilized and unused potential. The basis for<br />

presenting people as a resource is the tendency to equalize this potential in dealing with other business<br />

resources of the company. <strong>Human</strong> resources have the knowledge that is necessary for carrying out<br />

work activities and development of enterprises. They possess innovative qualities, intellectual,<br />

biological and physiological potentials without which the working process cannot take place. The<br />

acquisiti<strong>on</strong> of this resource and its engagement is a key task of the company's management. Therefore,<br />

the entire c<strong>on</strong>cept of treating employees in the enterprise as a human resource has developed within<br />

the management, at the stage of his development when the resp<strong>on</strong>sibility for carrying out a significant<br />

part of employee-related activities is transferred from the pers<strong>on</strong>nel manager to other managers in the<br />

company.<br />

<strong>Human</strong> <strong>Resource</strong> <strong>Management</strong> (HRM) occurs in organizati<strong>on</strong>al practice from the early 1990s, when<br />

the human factor begins to be viewed as a subject of management. <strong>Human</strong> resource management is<br />

positi<strong>on</strong>ed in the sphere of managing, or orienting people in the organizati<strong>on</strong>, and is based <strong>on</strong> key<br />

categories of organizati<strong>on</strong>al behavior, such as: motivati<strong>on</strong>, individual and group relati<strong>on</strong>ships,<br />

organizati<strong>on</strong>al socializati<strong>on</strong>, organizati<strong>on</strong>al culture, etc. (Lloyd & Rue, 2000). For effective management<br />

of this resource, certain theoretical knowledge as well as specific methods, processes and procedures<br />

are needed in order to utilize human potential, that is, to direct its development. The use and<br />

development of human resources should be directed towards achieving the company's ultimate goals,<br />

i.e. its developmental and business policy. However, efficient and effective human resource<br />

management must also take into account the interests of people, not just the goals of the enterprise. It is<br />

true that the company uses human potential as a means of achieving set goals, but also people use the<br />

company to realize their own interests (earnings, experience, affirmati<strong>on</strong>, etc.). <strong>Management</strong> of work<br />

and development of human resources is closely related to the management and development of the<br />

company itself (Pegels, 2008). C<strong>on</strong>sequently, in the new management c<strong>on</strong>cept, in additi<strong>on</strong> to the<br />

technological, organizati<strong>on</strong>al and ec<strong>on</strong>omic comp<strong>on</strong>ents, the social and psychological comp<strong>on</strong>ent must

be represented to a c<strong>on</strong>siderable extent. Only in this way can an appropriate match be found between<br />

the enterprise's business resources, which is a prerequisite for its successful business and harm<strong>on</strong>ious<br />

development. The modern management c<strong>on</strong>cept, which manages human resources, deals with the<br />

strategic, individual and social aspects of people in the organizati<strong>on</strong>. Additi<strong>on</strong>ally, this aspect of making<br />

it takes care of competitiveness - it includes all decisi<strong>on</strong>s and acti<strong>on</strong>s in the management of people, who<br />

create or support a competitive advantage. It is difficult to define the whole c<strong>on</strong>cept of human<br />

resources with <strong>on</strong>e definiti<strong>on</strong>, but it can be emphasized that this would involve the c<strong>on</strong>cern of people<br />

within the organizati<strong>on</strong>. That refers to finding the right and experienced people for the organizati<strong>on</strong>,<br />

which would influence the training and development of employees and motivati<strong>on</strong>, in order to manage<br />

such pers<strong>on</strong>nel. So it could be said that human resources management c<strong>on</strong>sists of the functi<strong>on</strong> of<br />

employing, developing, motivating and retaining employees. Every organizati<strong>on</strong> is as successful as it<br />

owns high-quality human resources. Achieving the maximum of employees, their motivati<strong>on</strong> and<br />

performance in work are crucial, therefore each organizati<strong>on</strong> c<strong>on</strong>tains in its organizati<strong>on</strong>al structure a<br />

human resource department. It could be said that the purpose of human resources management is to<br />

improve employee performance in every possible way. Today's competiti<strong>on</strong> is enormous and imposes<br />

the need for as qualified employees, so it is essential that human resource experts are educated and<br />

specialize in many scientific disciplines (psychology, law, sociology, etc.) (Armstr<strong>on</strong>g, 2003). Businesses<br />

need to influence the educati<strong>on</strong> and c<strong>on</strong>tinuous improvement of their employees, as well as<br />

encouraging better work and c<strong>on</strong>tributi<strong>on</strong> to the organizati<strong>on</strong>. Employee satisfacti<strong>on</strong> will affect their<br />

success and loyalty to the organizati<strong>on</strong>. <strong>Human</strong> resource management experts have great importance<br />

for the companies they work in and their role is growing. They need to help with other levels of<br />

management in the organizati<strong>on</strong> in order to make better use of the given human resources for<br />

achieving the goals of the organizati<strong>on</strong>. We can say that the role of human resources management is the<br />

task of every manager, regardless of his engagement, in order to provide maximum support to<br />

employees.<br />

References<br />

Porter, M. E. (1985). Competitive Advantage, New York: Free Press.<br />

Armstr<strong>on</strong>g, M. (2003). <strong>Human</strong> <strong>Resource</strong> <strong>Management</strong> Practice. 9 editi<strong>on</strong>, L<strong>on</strong>d<strong>on</strong>: Kogan Page.<br />

Pegels, C. C. (2008). Handbook of Strategies and Tools for the Learning Company. Portland–<br />

Oreg<strong>on</strong>: Producivity Press.<br />

Lloyd, L. B. & Rue, L. (2000). <strong>Human</strong> <strong>Resource</strong> <strong>Management</strong>, sixth editi<strong>on</strong>, Bost<strong>on</strong>: Irwin<br />

McGraw-Hill.

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HRM.<str<strong>on</strong>g>PhD</str<strong>on</strong>g>research<strong>on</strong>.com PHD RESEARCH PROPOSAL ON HUMAN RESOURCE MANAGEMENT <strong>Human</strong> resource management is far from the initial "human resources" it is from created. In today's successful enterprises, human potential management is a healthy spinal cord, while other parts of the company are its healthy organs. In competiti<strong>on</strong> with the competiti<strong>on</strong> regarding the design of new products, marketing, sales or distributi<strong>on</strong>, employees play a key role, which puts the product or service <strong>on</strong> a higher level of quality or the very speed of delivery. From the planning of enterprise strategies, the recruitment of new employees of appropriate knowledge and skills, and the excepti<strong>on</strong>al motivati<strong>on</strong>, the creati<strong>on</strong> of incentive programs for diligent employees, as well as the identificati<strong>on</strong> and resoluti<strong>on</strong> of problems in the organizati<strong>on</strong>, human resource management becomes an extremely imaginative, innovative and, to the greatest extent, a creative part of the organizati<strong>on</strong> that saves it from competiti<strong>on</strong>. Examples of many companies tell us that it gives excellent care to employees even better soluti<strong>on</strong>s in the problems of the company, making the company more competitive, its products or services better, and the users satisfied. In a business envir<strong>on</strong>ment, the core resources of each organizati<strong>on</strong> are people and their abilities, which enable the solving of set tasks, and thus the realizati<strong>on</strong> of comm<strong>on</strong> goals of the organizati<strong>on</strong>. Every pers<strong>on</strong> shapes his knowledge, readiness for further learning, creativity, and motivati<strong>on</strong> to work, which is different from other resources in the company. In order to maximize competitiveness, an enterprise is important, adding value to the company itself and its products or services. <strong>Human</strong> <strong>Resource</strong> <strong>Management</strong> (HRM) is a special scientific discipline of management, which includes all processes and activities that aim to manage human resources of an organizati<strong>on</strong>. HRM covers practically all aspects of employee relati<strong>on</strong>s in an organizati<strong>on</strong>. It also affects the following areas: selecti<strong>on</strong> system for employment, employee analysis; increasing employee productivity; development and educati<strong>on</strong>; employee behavior; legal regulati<strong>on</strong>s, trade uni<strong>on</strong>s, employee protecti<strong>on</strong>, etc. In order to achieve the best possible business results, a well-defined organizati<strong>on</strong>, its goals, and human resource management in an enterprise is important, and that is exactly what human resources management is doing. Specific definiti<strong>on</strong>s indicate its human resource management functi<strong>on</strong> in order to successfully achieve the set goals, as the word management itself means to lead. <strong>Human</strong> resources management can be defined as a management activity that involves the selecti<strong>on</strong>, development, maintenance, adaptati<strong>on</strong>, routing and use of human resources in accordance with the goals of the company, while respecting the individual needs and goals of employees.2 The term "human resources" tells us about people in the workplace organizati<strong>on</strong>, their potential, and all the capabilities that they can provide to the organizati<strong>on</strong> in the goal realizati<strong>on</strong> of its l<strong>on</strong>g-term and short-term goals. In the past, this noti<strong>on</strong> was too rough to label people as living beings, because it was based <strong>on</strong> the fact that the resource was something that would previously mark the equipment in the organizati<strong>on</strong>, things that the organizati<strong>on</strong> has at its disposal for further work, but not human potential. However, it turns out that the very term "resource" of people just gets a very important place, because they put it in an equal positi<strong>on</strong> with other resources, maybe even better, because their quality management requires certain skills and abilities. People are a basic

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Home » Blog » Dissertation » Topics » Business » Human Resource Management » 80 Human Resource Management Research Topics

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80 Human Resource Management Research Topics

FacebookXEmailWhatsAppRedditPinterestLinkedInAre you a student searching for compelling human resource management (HRM) research topics? Look no further! Our comprehensive list of dissertation topics in HRM is here to assist you in finding captivating ideas for your academic journey. HRM is a critical function within organizations, responsible for managing the most valuable asset: the workforce. In this […]

human resource management research topics

Are you a student searching for compelling human resource management (HRM) research topics? Look no further! Our comprehensive list of dissertation topics in HRM is here to assist you in finding captivating ideas for your academic journey.

HRM is a critical function within organizations, responsible for managing the most valuable asset: the workforce. In this guide, we have curated a diverse range of thought-provoking research topics that cover various aspects of HRM, including talent acquisition, employee development, performance management, diversity and inclusion, and workplace culture. Whether you’re pursuing an undergraduate, master’s, or doctoral degree, this post offers a wealth of opportunities to delve into emerging trends, address industry challenges, and contribute to the advancement of this dynamic field. With our thoroughly researched content, you can easily find and select a topic that aligns with your interests and career aspirations.

So, get ready to embark on an exciting research journey in the field of HRM, exploring the latest theories, best practices, and innovative approaches to enhance organizational effectiveness and employee well-being.

A List Of Potential Research Topics In Human Resource Management (HRM):

  • The role of HRM in facilitating organizational resilience and adaptation post-COVID.
  • Analyzing the role of HR in managing and preventing workplace harassment and discrimination.
  • Examining the effects of the COVID-19 pandemic on employee well-being and mental health.
  • Analyzing the challenges and opportunities of hybrid work models in the post-pandemic era.
  • The role of performance management in driving employee motivation and performance.
  • The influence of organizational justice on employee attitudes and behavior.
  • The role of technology in transforming HR practices and enhancing employee experience.
  • Analyzing the impact of globalization on HRM practices and international HRM strategies.
  • The role of HR in managing change and facilitating organizational transformation.
  • The impact of employee engagement initiatives on organizational culture and performance.
  • The influence of organizational culture on employee satisfaction and retention.
  • Analyzing the role of HRM in managing diversity and inclusion in UK organizations.
  • Strategies for managing and supporting remote teams in the new normal.
  • Strategies for fostering a culture of trust and psychological safety in the post-pandemic workplace.
  • Investigating the impact of employee voice mechanisms on organizational effectiveness.
  • The influence of UK employment law and regulations on HRM practices and strategies.
  • The role of HR in managing employee burnout and promoting work-life balance after COVID-19.
  • Examining the effectiveness of performance management systems in UK organizations.
  • Analyzing the role of HR in managing employee well-being during times of change and uncertainty.
  • Strategies for managing workplace conflicts and fostering positive employee relations.
  • The impact of employee motivation strategies on organizational performance.
  • The influence of organizational culture and values on employee resilience and post-COVID recovery.
  • The impact of remote work on employee engagement and productivity in a post-COVID world.
  • Investigating the impact of flexible work schedules on employee work-life balance.
  • Examining the effects of COVID-19 on diversity and inclusion practices in organizations.
  • Investigating the relationship between HR practices and employee turnover intentions.
  • Strategies for effective talent acquisition and recruitment in a competitive job market.
  • The role of HR analytics in making data-driven HR decisions and improving HR effectiveness.
  • Investigating the effectiveness of HRM practices in managing employee turnover.
  • The influence of HRM practices on organizational agility and adaptability.
  • Exploring the role of HRM in promoting work-life balance and well-being in the UK workplace.
  • The role of HR in promoting work-life balance and employee well-being.
  • Evaluating the effectiveness of leadership development programs in grooming future leaders.
  • The role of HR in fostering a culture of innovation and creativity in organizations.
  • The influence of HR practices on employee engagement and productivity in the UK context.
  • Investigating the relationship between HR practices and employee psychological contract.
  • Analyzing the impact of performance appraisal systems on employee motivation and performance.
  • The influence of social media on employee recruitment and employer branding.
  • Exploring the relationship between HR practices and employee job satisfaction.
  • Exploring the role of HRM in managing employee relations and industrial disputes in the UK.
  • Strategies for promoting work-life integration in a technology-driven work environment.
  • Exploring the effectiveness of performance-based rewards and recognition programs.
  • Strategies for effective internal communication and employee engagement in the post-COVID workplace.
  • Examining the impact of flexible work arrangements on work-life balance and job satisfaction.
  • Strategies for promoting work engagement and job satisfaction among remote workers.
  • The influence of digitalization on HR practices and employee experiences in the post-COVID workplace.
  • Analyzing the impact of artificial intelligence and automation on HRM practices.
  • The role of HR in managing workforce diversity and fostering inclusive work environments.
  • The influence of flexible work arrangements on employee satisfaction and work-life integration post-COVID.
  • Examining the effectiveness of talent management strategies in retaining high-potential employees.
  • Exploring the relationship between employee satisfaction and customer satisfaction.
  • Exploring the impact of remote onboarding and training processes in a post-pandemic environment.
  • Strategies for promoting knowledge sharing and collaboration in the digital workplace.
  • Examining the role of HRM in supporting organizational sustainability and corporate social responsibility initiatives in the UK.
  • Analyzing the effects of the gig economy on HR practices and employment relationships in the UK.
  • Analyzing the impact of employee engagement initiatives on employee retention.
  • The role of HRM in managing employee vaccine policies and workplace safety protocols.
  • Strategies for effective talent acquisition and retention in the post-COVID job market.
  • The role of HR in managing employee development and career growth.
  • Analyzing the impact of employee wellness programs on employee health and productivity.
  • Investigating the effectiveness of mentoring programs in developing future leaders.
  • The impact of remote work on employee engagement and productivity.
  • The influence of HRM practices on employee commitment and organizational citizenship behavior.
  • The impact of workplace diversity on team performance and innovation.
  • Exploring the effectiveness of flexible benefits programs in meeting diverse employee needs.
  • Exploring the benefits and challenges of implementing diversity and inclusion initiatives in the workplace.
  • Exploring the challenges and opportunities of talent management in a post-pandemic world.
  • Analyzing the role of HR in managing cross-cultural teams and promoting cultural diversity.
  • The influence of employee training and development programs on organizational performance.
  • Analyzing the impact of remote performance management practices in the post-COVID era.
  • Strategies for managing a multigenerational workforce and leveraging generational diversity.
  • Exploring the role of HR in managing organizational crises and facilitating resilience.
  • The impact of flexible work arrangements on employee satisfaction and retention in the UK.
  • The impact of Brexit on talent management and workforce mobility in the UK.
  • Analyzing the implications of workforce downsizing and restructuring on employee morale and motivation post-COVID.
  • Investigating the impact of employee benefits and compensation on job satisfaction and retention.
  • The role of HR in supporting and promoting employee reskilling and upskilling initiatives post-pandemic.
  • Examining the effectiveness of employee wellness programs in mitigating the long-term effects of COVID-19.
  • Investigating the impact of employee empowerment on job satisfaction and organizational commitment.
  • Exploring the relationship between employee engagement and organizational performance.

These research topics provide a broad range of opportunities for students to delve into various aspects of human resource management. From exploring emerging trends to addressing critical challenges in the field, students can contribute to the knowledge base and make a valuable impact on the practice of HRM.

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