examples of research proposals in human resource management

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examples of research proposals in human resource management

52 Human Resources Management Topics for Research Paper

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

examples of research proposals 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. 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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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.

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examples of research proposals in human resource management

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Title: The impact of human resource management practices on employee's performance. A Research Proposal

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The impact of human resource management practices on employee’s performance

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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 Research Prospect Help?

Research Prospect 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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Top 50 Human Resource Research Topics

When an average college student faces the necessity to deal with human resource management topics, the chances are high that it may sound confusing. Even if you are provided with a good essay prompt, it is still necessary to come up with a competitive topic where you can narrow things down and provide due analysis. By doing so, you will be able to focus on something specific. In simple terms, human resource management relates to organizational aspects where the company's department approaches hiring, management, and training of the staff. It also strives to ensure the best work practices regardless of objectives or available funds. Therefore, the list of possible human resource topics for research paper topics can stretch from compensation and benefits to employment laws and workplace bullying.

HR research topics

The trick is to choose something that you know well, subjects that inspire you and let you make a significant contribution to your chosen subject. If you are already provided with a prompt by your college professor, it is still possible to adjust it a little bit based on your sources. You can start by browsing through various ideas to see what sounds good based on the list of sources you have encountered before. Both methods are quite helpful and will make it easier to complete your HRM research paper on time.

Human Resource Management Research Paper Topics​

It must be noted that human resource management is quickly becoming a proper science with a clear distinction. Starting with the list of complex business outcomes that it brings up to the use of various intelligence tools and innovations, it makes it possible to expand the academic scope.

As a rule, choosing HR research topics becomes an even broader task. For example, it becomes possible to understand and estimate (predict) organizational changes and behavior types. Since one deals with people and organizations through the lens of social and economic turbulence, HR as science must ensure all the expectations are properly written down and analyzed. Still, topics for business research differ significantly, as they are less concentrated on a human constituent. 

Here are some HRM topics to consider:

  • What is economic dependence through the lens of employee loyalty?
  • Should workplace conflicts be settled down with the help of mediation?
  • Should HR managers consider college students for employment?
  • What are the HR manager's ethical standards when working internationally?
  • Should companies invest more in the education of their employees?
  • Are online video courses efficient for staff training?
  • The pros and cons of the job freelance market.
  • What are the risks of outsourcing in 2021?
  • The bias in recruiting new team members.
  • HRM and the presence of racial and gender prejudice.
  • The importance of soft skills when hiring.
  • The role of CVs when recruiting college students.
  • The phenomenon of an overqualified employee.
  • What are the main responsibilities of the HR manager?
  • Should the talent-seeking campaigns be eliminated?
  • The pros and cons of team-building sessions.
  • International initiatives when working with outsourcing.
  • What are the ways to ensure employee safety?
  • How to identify strengths and weaknesses during an employment interview?
  • The use of certificates issued by online courses VS university diplomas.
  • How to deal with returning employees and the job holiday breaks?
  • How should HR managers decline certain proposals?
  • The transparency factors in the work of HR managers.
  • Is social media useful for better HR management?
  • How long should the training sessions be for the new employees (resource allocation)?

Of course, these are only some starting points for you. As you pay to write research paper , you can consider some other topics based on subjects like HR management specifics in Texas or why the talent agencies are more popular in California and Florida states. In either case, feel free to explore the topics provided and always start with the list of relevant sources or arguments that support your thesis.

The List of Interesting Human Resources Research Topics

As you are looking for a competitive human resource research topic, it is vital to understand that it also deals with the social and ethical issues as well regarding the workplace and the hiring processes. For example, we have freelance employees and bullying conflicts based on certain factors. Next, we are dealing with social media management and the representation of the company's data and private files. All of it makes it necessary to study all the current HRM trends.

Here are some interesting HR topics to consider:

  • How can we address healthcare issues and risks in the workplace?
  • The ways to identify workplace bullying.
  • The requirements for in-office workers VS freelancers.
  • How can HR managers establish successful communication during remote work?
  • Can special training sessions encourage diversity?
  • Additional workplace bonuses and motivation.
  • The problem of equal payments and position bias.
  • How can social media help improve the company's profile?
  • What are the factors that make the workplace a diverse environment?
  • What are the main challenges of HR managers in 2021?
  • How is the problem of employee retention addressed in European countries?
  • The challenges of religious and sexual discrimination in the workplace.
  • What constitutes typical job satisfaction?
  • The calculation of possible risks when hiring a new employee.
  • The daily childcare and bonuses for single parents issue.
  • The financial factor and the work progress relation.
  • How should workplace harassment be reported?
  • The workplace monitoring and safety methods.
  • The leadership style in the X company (case study).
  • How can an HR manager relieve stress when dealing with conflicts?
  • How can companies promote industrial harmony?
  • Should the ethical code be introduced as a part of the employment check?
  • What should be included in the staff training sessions?
  • The lack of human resources VS employee overfilling problem.
  • How can productivity be increased with the help of team competition?

As you are looking for a cheap research paper , it is still important to consider interesting human resource management research paper topics that will not only inspire you but will also force your audience to read further. Remember to think over your thesis and come up with an argument that fully reflects your subject.

Another important aspect related to HR research paper writing is avoiding plagiarism, which means that you should reference every idea that is not yours. The same relates to proofreading and accuracy. Consider custom research paper writing to handle such issues and never have to worry about not getting things done on time. Time is always a critical factor, which is why do not think twice as you reach out for academic success!

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Human Resources Research Paper Topics For 2023

02 May 2022

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✍️How to choose a Human Resources topic for your project?

  • 💡HRM Research Topics
  • 📑Equal Employment Opportunity
  • 🎯Career Development
  • ✅Recruitment and Selection
  • ☝️Risk Management
  • 🧷Workplace Safety

Human Resources is one of the most popular and essential topics for the business minded. If you remember your basic economics, you may remember that the basic components necessary for production in any kind of economy are Land, Capital, and Labor.

Human labor is an essential resource that keeps a business running. Like any other resource, it must be managed. This is where the term “Human Resources” and Human resources research topics come in.

Having relevant data for research paper is easy if you know where to look. There are lots of online sources and books in libraries to use in your task. Make sure you spend enough time on planning before writing your task.

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How to choose a Human Resources topic for your project?

Selecting research topics in human resource management is not as simple as simply choosing the title and proceeding to write it. In order to get a good grade, the paper must be original and well researched. It needs to cover all relevant aspects of the chosen HR topics. Writing a hr related research topics is a very structured and analytical process. This is true for all fields, including human resources research topics.

The first step is topic selection . This is where we can help you. This page features a list of over 90 human resources topics. If you are having problems coming up with your own ideas, please choose hr related research topics from this list instead.

These titled papers all have a great deal of material about human resource management research topics out there. They are each trending topics in hrm topics for research and have plenty of resources available out there on the internet. Each of them is also relevant to the actual field of human resources management.

So, while writing a hr related research topics is not a typical or common activity for an HR employee, it will give you a lot of insights and information. These insights could give you a leg up in the future when you have graduated from School and College.

Human Resources Management Research Topics

At most large companies, ‘Human Resources’ is an entire department of its own. Most other departments at the company typically deal with producing a good or service. Others, like the public relations department, work with the media and other external affairs. Hence, there are many ways to approach HR research topics.

  • How HR helps companies remain competitive in a global market.
  • Managing part-time, full time, and freelancing employees.
  • How much paid leave is optimal?
  • What occasions deserve raises and bonuses?
  • The simplest way to resolve interpersonal conflicts.
  • The most effective team-building strategies.
  • Organizing teams according to personalities.
  • Can an introverted employee be a good team leader?
  • How to improve productivity through a goal-oriented approach.
  • The agile method and how it helps.
  • The best way to utilize productivity metrics.
  • Methods for disciplining employees.
  • How to manage international employees.
  • Preventing workplace violence.
  • Benefits of regular psychological counseling for all employees.

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Equal Employment Opportunity HR Research Topics

  • Are women more likely to get paid less for the same position as a man?
  • Do men and women deserve the same pay?
  • How to manage equal opportunity employment?
  • The best tactics for implementing equal opportunity.
  • Recruiting as an equal opportunity employer.
  • How to recognize and manage discrimination in the workplace.
  • The glass ceiling and how to break it.
  • Best practices for mediating disputes between employees.
  • Dealing with intimate relationships between employees.
  • How to create a diverse workplace?
  • Making the workplace an inclusive and accessible place for disabled employees.
  • Preventing unfair discrimination against LGBT+ employees.
  • The costs of an unequal workplace.
  • The benefits of a diverse and inclusive workplace.
  • Government requirements for equal opportunity.

Career Development HR Research Topics

Those who are interested in working in the field could take their first steps by writing a paper on human resource management topics. There is a huge variety of possible human resource topics for research papers, so it is likely that everyone will find some aspect of it they enjoy.

  • Creating leaders among employees.
  • Why does professional career development matter?
  • How career development helps both employees and organizations.
  • The best approaches to on-the-job training.
  • Should training be prioritized over completed current work?
  • Best practices for training interns.
  • Should interns be paid more?
  • Professional certification training for employees.
  • How does active professional development affect productivity?
  • Is it worth it to help an employee develop if they find a new, better-paid job afterward?
  • Skills that all employees should develop.
  • Must-have training and development for all employees.
  • Advantages and disadvantages of paying for an employee’s professional training.
  • Advantages and disadvantages of leading professional development sessions.
  • Should companies help employees pay for school?

Research Topics on Recruitment and Selection

Studying human resources is a crucial part of management studies. Whether you are a college or university student, you can buy paper online to save time and effort. There are lots of reputable services that can provide excellent assignments to boost your academic performance.

  • What does the ideal new employee look like?
  • When is the best time to recruit a new employee?
  • When is the worst time to recruit a new employee?
  • Should highly skilled but untested individuals be recruited for senior positions?
  • Best practices for improving employee retention.
  • How to attract good employees?
  • The best platforms to recruit on.
  • Is social media an effective way to recruit?
  • What kind of employees should small businesses look for?
  • What kind of employees are needed for a large company?
  • Criminal background checks – Do’s and Don'ts.
  • How to effectively assess skills during an interview.
  • How does HR evaluate a potential new recruit?
  • Is it better to recruit an employee with experience but no skill, or the other way around?
  • Recruiting university graduates directly – a good idea or a bad one?

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HR Risk Management Topics

With so many moving parts working together in one company, it is natural for confusion or conflicts to arise. In order to make sure all these departments, employees, and managers work together, Human Resources is essential. In companies with hundreds of employees, their job simply cannot be understated.

  • What kind of risks does HR have to manage?
  • What role does HR take in risk management?
  • How does HR ensure worker protection?
  • Is HR there to protect employees or protect the company?
  • Legal measures HR can take.
  • Risk management during the covid-19 pandemic.
  • How HR managed risks revolving around covid-19.
  • Reasons to carry out regular internal audits.
  • Risk management among the ‘#metoo’ movement.
  • Training the workplace to minimize potential risks.
  • Risk management when working from home.
  • Ways to ensure all your employees follow masking and social distancing rules.
  • Ways to ensure all employees get vaccinated.
  • Responding to a legal action taken by an employee.
  • When should HR take legal action?

Workplace Safety HR Topics

  • How to ensure compliance with workplace safety rules.
  • The consequences of not following workplace safety.
  • Ways to prevent osha violations.
  • How to ensure all employees follow health and safety protocols?
  • How to ensure all employees get vaccines?
  • Fines and penalties for violating workplace safety rules.
  • Consequences of violating safety rules.
  • Steps to minimize or prevent burnout.
  • Bringing dangerous weapons into the workplace.
  • Steps to take when an employee is assaulted at work.
  • How to ensure psychological wellbeing during remote work.
  • Ensuring company leadership also follows safety roles.
  • Combating sexual harassment at the workplace.
  • Monitoring employees during remote work – is it ethical?
  • Developing specialized safety standards for the workplace.

Trending HR Topics

  • Unique ways to keep morale up during the pandemic.
  • Online recreational activities to develop teamwork during remote work.
  • Use of VR and AR in the workplace.
  • Famous figures or celebrities in the workplace.
  • Analyzing and updating how much a particular job is worth.
  • Steps to take to improve long-term retention.
  • Ways to handle overqualified employees or applicants.
  • Is an HR department necessary for smaller, family-owned businesses?
  • Defusing a tense and volatile moment in the workplace.
  • DRM tools for keeping in-house training methods proprietary.
  • Use of artificial intelligence for HR topics and tasks.
  • How big data is useful to human resources.
  • Virtual and online onboarding and orientation.
  • Hiring the most talented personnel from a global marketplace.
  • Are virtual interviews better than in-person interviews?

Conducting research on human resources is essential for any business looking to enhance their staff's productivity, skills, and management. Accessing the most effective resources is critical to achieving this goal. This is where an online essay writer can be an invaluable asset in producing high-quality research papers related to human resources. By leveraging the knowledge and expertise of an online essay writer , you can conduct thorough research and create a top-notch human resources research paper that meets your needs.

HR is one of the most dynamic fields of work currently available. It is at the crossroads of psychology, sociology, accounting, and business. In the last few years, there have been many exciting changes in how human resources are handled, due to the rise of virtual platforms and working from home.

Only time will tell if these changes are temporary or permanent. But whichever way they go, our list of HR topics for research project 2023 will always be here for perusal.

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PhD Research Proposal on Human Resource Management Sample

Howdy! Here is a great phd research proposal on human resource management sample that we have prepared for you. For more samples http://hrm.phdresearchon.com/

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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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examples of research proposals in human resource management

Human Resource Management Project Proposal Template

When it comes to managing your human resources, having a solid project proposal is essential. But creating one from scratch can be time-consuming and overwhelming. That's where ClickUp's Human Resource Management Project Proposal Template comes in!

This template is designed to streamline the process and help you create a comprehensive project proposal that covers all the essential aspects, including:

  • Clearly defining project objectives and deliverables
  • Outlining the scope of work and project timeline
  • Identifying the required resources and budget
  • Detailing the roles and responsibilities of team members

With ClickUp's HR project proposal template, you can save time, ensure consistency, and present a professional proposal that impresses stakeholders. Get started today and take your HR management to the next level!

Benefits of Human Resource Management Project Proposal Template

The Human Resource Management Project Proposal Template offers a range of benefits for HR professionals looking to streamline their project management processes:

  • Provides a structured framework for presenting project proposals to stakeholders
  • Ensures consistency and professionalism in project documentation
  • Helps HR teams clearly define project objectives, scope, and deliverables
  • Facilitates effective communication and collaboration among project team members
  • Enables efficient resource allocation and timeline management
  • Enhances project tracking and monitoring through clear milestones and KPIs
  • Supports data-driven decision-making with customizable reporting and analytics
  • Promotes accountability and transparency throughout the project lifecycle.

Main Elements of Human Resource Management Project Proposal Template

ClickUp's Human Resource Management Project Proposal Template is the perfect tool to streamline your HR project proposals and ensure a smooth workflow from start to finish.

Key elements of this template include:

  • Custom Statuses: Keep track of the progress of your HR project proposals with two customizable statuses - Open and Complete. Easily visualize the status of each proposal and ensure timely completion.
  • Custom Fields: Capture essential information about each project proposal using custom fields. Include details such as project objectives, budget, timeline, and team members to ensure all necessary information is readily available.
  • Whiteboard View: Utilize the Whiteboard view to brainstorm ideas, collaborate with your team, and visually map out the project proposal process. Easily drag and drop cards to different columns to indicate progress.
  • Project Proposal View: Access the dedicated Project Proposal view to get a comprehensive overview of all your HR project proposals. Track key details, monitor progress, and ensure all necessary steps are completed.
  • Getting Started Guide View: Use the Getting Started Guide view to provide a step-by-step breakdown of the project proposal process. Share important resources, templates, and instructions to ensure a smooth onboarding experience for team members involved in the project.

With ClickUp's Human Resource Management Project Proposal Template, you can streamline your HR project proposal process, improve collaboration, and ensure successful project outcomes.

How to Use Project Proposal for Human Resource Management

If you're looking to streamline your human resource management project proposal process, follow these 5 steps using ClickUp's Human Resource Management Project Proposal Template:

1. Define the project scope and objectives

Start by clearly defining the scope and objectives of your human resource management project. What problem are you trying to solve? What goals do you want to achieve? This step sets the foundation for the rest of your proposal.

Use a Doc in ClickUp to outline the project scope, objectives, and any other important details.

2. Identify the project stakeholders

Identify all the stakeholders involved in your human resource management project. This includes team members, managers, executives, and any other individuals or departments that will be impacted by the project. Understanding the stakeholders will help you tailor your proposal to their needs and concerns.

Create tasks in ClickUp to list all the project stakeholders and assign responsibilities.

3. Develop a project timeline and milestones

Create a timeline for your human resource management project, including key milestones and deadlines. This will help you stay organized and ensure that the project stays on track. Break down the project into smaller tasks and assign them to team members to ensure accountability.

Use the Gantt chart in ClickUp to visualize the project timeline and milestones.

4. Outline the project deliverables and resources needed

Clearly outline the deliverables of your human resource management project. What specific outcomes or results do you expect to achieve? Additionally, identify the resources needed to execute the project, such as budget, technology, and personnel.

Create custom fields in ClickUp to track project deliverables and required resources.

5. Present your proposal and gather feedback

Once you've completed the previous steps, it's time to present your human resource management project proposal to the relevant stakeholders. Be prepared to answer questions and address any concerns they may have. Gather feedback and incorporate it into your proposal to make it stronger.

Use the Comments feature in ClickUp to gather feedback and collaborate with stakeholders on the proposal.

By following these 5 steps with ClickUp's Human Resource Management Project Proposal Template, you'll be able to create a comprehensive and compelling proposal that effectively communicates your project's goals and objectives to all stakeholders involved.

add new template customization

Get Started with ClickUp's Human Resource Management Project Proposal Template

Human resource managers can use this Human Resource Management Project Proposal Template to streamline their project proposals and ensure a smooth onboarding process.

First, hit “Get Free Solution” to sign up for ClickUp and add the template to your Workspace. Make sure you designate which Space or location in your Workspace you’d like this template applied.

Next, invite relevant members or guests to your Workspace to start collaborating.

Now you can take advantage of the full potential of this template to manage your HR projects:

  • Use the Project Proposal view to create and structure your project proposals
  • Include key details such as project scope, objectives, timeline, and resources required
  • Assign tasks to team members and set due dates to ensure accountability
  • Collaborate on the proposal with stakeholders to gather feedback and make necessary revisions
  • Once approved, move the proposal to the "Open" status to indicate that the project is underway
  • Utilize the Getting Started Guide view to provide a comprehensive overview and checklist for project implementation
  • Include important steps, required documents, and contact information for a seamless onboarding experience
  • Update the project status to "Complete" once all tasks have been accomplished and deliverables have been met.
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Template Includes

Expand to see 2 statuses, expand to see 2 view types.

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  • Getting Started Guide

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Planning to Create an HR Proposal of Your Own?

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WowEssays.com paper writer service proudly presents to you a free database of Human Resource Management Dissertation Proposals designed to help struggling students deal with their writing challenges. In a practical sense, each Human Resource Management Dissertation Proposal sample presented here may be a pilot that walks you through the critical stages of the writing process and showcases how to compose an academic work that hits the mark. Besides, if you need more visionary assistance, these examples could give you a nudge toward an original Human Resource Management Dissertation Proposal topic or encourage a novice approach to a threadbare subject.

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Business information system dissertation proposal.

INFORMATION SYSTEM FOR USE IN HUMAN RESOURCE PROCESSES AND FUNCTIONS Background information There are many processes that are met in the human resource sector in any organization. Because of the fact that it is one sector which cuts across all industries, there is a need to have an information system that will automate the tasks in the department. After the system has been implemented, it will be easier to use it in any other organization with minimal or no changes at all. This research proposal will focus on the requirements development of a human resource information system (HRIS).

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It is plausible to denote that sustainability is a cross-functional issue and can be defined as the balance of the social, environmental and economic for the short-term and long-term performance. Human resources (HR) is viewed by many outfits as primary factor in the ability of maintenance and sustenance of competitive advantage. Many empirical and theoretical frameworks focus on environmental sustainable goals, the functions and relationship of HR roles in sustainability has not been broadly studied.

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2016-06-13: a top-quality dissertation proposal for your inspiration, dissertation proposal, good dissertation proposal on hotel industry in china, msc. in healthcare management dubai 2013-2015 year 2: project proposal dissertation proposal sample, description of the organization, proposed dissertation topic: dissertation proposal template for faster writing, the impact of motivation and job satisfaction in portuguese hotels.

Main Aim & Objectives: The main aim of the research is to assess the impact of Employee motivation and Job satisfaction in Portugal hotels. This will help any hotel to improve its processes.

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<Consumer Interplay in Strategic Airlines Alliances> < Lecturer’s Name and Course Number>

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What Is Human Resource Management? Definition + Career Guide

Learn about human resource management roles, responsibilities, salary, and how to get started.

[Featured image] A recruiter holds a printed CV and interviews a candidate virtually via laptop for a role in human resource management.

Human resource management (HRM) involves coordinating, managing, and allocating human capital, or employees, in ways that move an organisation’s goals forward. HRM focuses on investing in employees, ensuring their safety, and managing all aspects of staffing, from hiring to compensation and development. 

HRM careers may specialise in compensation, training, or managing employees. Most human resources management professionals hold a bachelor’s degree and some pursue a master's degree. HRM professionals can also earn professional certifications to help build knowledge and increase earning potential. HR management aims to create a company culture and accomplish its mission and overall goals through employee management. 

Definition of human resource management (HRM) 

Human resource management is organising, coordinating, and managing employees within an organisation to accomplish its mission, vision, and goals. This includes recruiting, hiring, training, compensating, retaining, and motivating employees. 

HRM staff also develops and enforces policies and procedures to help ensure employee safety. The HRM team manages adherence to federal and state laws that may work to protect employees’ private information and ensure their physical safety and mental and emotional well-being. Organisations of varying sizes and industries rely on HRM to keep business running smoothly and efficiently. 

Purpose of human resource management (HRM)

Companies use HRM to invest in employees, boost job satisfaction, and improve employee performance. The methodology behind HRM recognises the value employees bring to an organisation, also known as human capital. Investing in employees and strategically supporting their needs can improve job satisfaction, resulting in greater success in their role within an organisation. 

Well-trained, competent, valued, employer-supported employees will likely have the skills and motivation to accomplish the organisation’s goals. This might include tuition reimbursement programs, on-the-job training, or mentorships within an organisation that can help employees develop their talents and boost productivity. HRM aims to create a highly skilled workforce and increase confidence and competence, motivating employees to contribute. 

HRM has a strong focus on company culture and job satisfaction. Much of what motivates employees comes from the culture in which they work. Building and maintaining company culture can be challenging to measure and quantify, but it’s an essential function of HRM to retain and recruit employees. 

HRM also protects employees. Human resource (HR) professionals manage legal documents, policies, and regulations, identify what applies to their organisation, and find effective ways to educate employees and enforce company policy. 

HRM aims to be an ally or partner to employees. HRM emphasises employee development whilst protecting employees from discrimination, workplace hazards, and unfair compensation. 

5 basic elements of human resource management (HRM)

HRM includes:

Recruiting new hires 

Evaluating employee performance

Ensuring fair compensation and benefits

Training employees and supporting education and development

Protecting the health and safety of all employees 

These are critical cornerstones of the work of HRM professionals. From crafting a job posting to providing continuing education options, HRM functions at all stages of an employee's journey with an organisation. 

To be an effective HRM professional, you will need a mix of personal and technical skills like recruitment strategies, creating compensation plans, and communication and team building. 

1. Recruitment 

An effective recruitment process is at the foundation of HRM. If you can recruit good talent, you can build on their skills and invest in employees for years to come as they add value to the organisation. Equally important is company culture. You want employees who add to the culture of the organisation. Some common recruiting tools HRM may use include job aggregators like Naukri, Indeed or Foundit, video interviewing, or even social media sites like LinkedIn. 

2. Evaluation and performance management  

HRM uses data to track employee performance to ensure a highly trained and capable workforce. The data compiled can also be used to change staff training methods, implement a merit-based system for raises, and more. HRM professionals use formal measures like performance reviews and informal techniques like interviews or surveys. 

3. Compensation 

Compensation means salary, commission, benefits, time off, and other non-monetary benefits. HRM uses the industry standard to set salary, commission rates, and benefits. This ensures fairness and allows for a consistent company standard. Some organisations may use performance reviews to adjust an employee’s salary. 

4. Employee development and learning 

Engaged employees are effective employees. HRM understands the importance of a workforce that is challenged but also supported. Most employees want opportunities for advancement and to feel competent and valued in what they bring to an organisation. 

Part of HRM is providing employees with these learning opportunities. This might include tuition reimbursement programs, on-the-job training options, conferences, conventions, or certification programs. Aside from individual learning, HRM can also use employee development and knowledge to help employees adapt to organisational changes, such as system upgrades, technology shifts, and new policies. 

5. Employee health and safety

The safety and well-being of an organisation’s employees are critically important aspects of HRM. Employee health and safety covers a lot, such as safety against harassment, discrimination, or bullying in the workplace. It can mean physical security that would involve building fire code compliance. It can also mean adherence to labour laws that protect an employee's rights in the workplace and cybersecurity or safeguarding an employee’s personal information. 

A lot goes into protecting all aspects of employees’ health and safety, and it is an HRM professional’s job to ensure that protection. HRM professionals may do this by installing security cameras, enforcing internet usage rules, implementing a zero-tolerance policy, or creating restricted access areas.

Careers in human resource management (HRM)

You can find many different careers in HRM, with varying points of entry. Most positions in HRM require at least a bachelor’s degree in human resources or a related field. You can also earn certifications to help you find the best position within the vast area of HRM. 

HRM professionals will likely have to become more skilled with artificial intelligence (AI) and learn to work with employees working remotely or in a hybrid environment. With the gig workforce growing, independent workers may also be part of the team. Additionally, since AI is growing, expect to learn more computer skills in human resource positions. In the future, employee leads may come in with the help of AI as much as humans. 

*All base salaries sourced from Glassdoor as of November 2023.

Payroll specialist

Average annual salary in India: ₹6,66,666

Payroll specialists gather employee information, ensure accuracy, and administer compensation based on hours worked. This role usually works with a team of other payroll specialists and other departments to approve expenses, manage budgets, and process payroll. A degree in accounting or experience in payroll or accounting is common. 

Training and development manager 

Average annual salary in India: ₹9,74,770

A training and development manager, and a training coordinator oversee employment training and implement training initiatives to build employee competence. Other responsibilities of this role include communicating an organisation's mission statement or company values and creating training programmes. Training coordinators typically hold a bachelor’s degree and relevant certifications and have experience in HR.

Human resources manager 

Average annual salary in India: ₹9,08,000

An HR manager oversees an entire HR department or a portion of an HR department, depending on the company’s size. This role manages staff hiring, implementing policies, handling payroll and benefits, and advising managers or other supervisors from other departments. Qualifications typically include a bachelor’s degree in human resources or a related field, experience in HR, and possibly certifications. 

Benefits manager 

Average annual salary in India: ₹19,49,017

Benefits managers oversee the payroll department, ensuring all functions related to compensation and benefits are carried out and accurate. This job ensures employees are paid based on an organisation’s pay structure and benefits are granted per employee contracts. As a benefits and compensation manager, you also meet with other departments to discuss financial matters. Qualifications typically include a bachelor’s degree in accounting or a related field, experience in payroll or management, and possibly certifications, depending on your employer. 

How to get started in human resources management

You can pursue various options for launching a career in human resources management. They often include education, experience, certification, and networking. Read on to discover ways you can begin preparing for a career in HRM. 

Consider degree opportunities.  

Human resources courses can range from certificates to master’s degrees after grade 12. A PG Diploma can take one to two years, while a bachelor’s usually takes three. A master’s degree typically takes around two more years. Master’s degrees are also helpful in acquiring skills relevant to human resources management. Common HR degree coursework includes workplace diversity, business ethics, labour relations, strategic HR, and workforce planning. Some programs may also require internship experience. 

Gain HR experience.

You can stand out as an HRM job candidate with some experience in the HR field. There are opportunities to gain experience at all levels, whether a new graduate or a seasoned professional.  One way to get experience is through internships and entry-level positions, such as human resources assistant or associate. In these entry-level roles, you’ll assist in the major duties of HR and build experience to move forward. 

Joining professional organisations and attending networking opportunities, like conferences and conventions, is another way to gain experience, knowledge, and connections in HRM. 

Earn professional certifications. 

Consider professional certification to improve your chances of getting hired into an upper-level or senior-level position in HRM. Your human resource management salary may also be positively affected if you gain certifications. 

International HR and business organisations offer many professional certificate options. Choose the one that fits your long-term career goals and eligibility. Select from certifications specifically designed for individuals new to HR up to senior-level employees. 

HR Certification Institute offers eight certification options. The Associate Professional in Human Resources - International has no educational or experiential prerequisites to be eligible. This certification is ideal for entry-level candidates who want to advance in HRM. Its professional and senior certifications have educational and experiential requirements and would suit someone who has already worked in HR. 

Society for Human Resource Management (SHRM) offers two certifications for human resource management professionals. These are the SHRM Certified Professional (SHRM-CP) and the SHRM Senior Certified Professional (SHRM-SCP). You don’t need previous experience in HR, and there are no educational requirements for the SHRM-CP. The SHRM-SCP has experiential and academic requirements. 

WorldatWork provides certifications specifically designed for individuals who work in payroll or benefits. HR professionals could benefit from these certifications, as most HRM professionals handle finances, payroll, and budgets. You can earn a Certified Compensation Professional (CCP) certification, Certified Executive Compensation Professional (CECP) certification, Certified Benefits Professional (CBP) certification, and more.

Apply for HRM positions. 

Once you’ve honed your HRM skills and acquired any certifications or training, it’s time to polish your CV and apply for HRM positions. Work on your CV as you go, gathering personal and professional references. Join professional organisations, take online courses, and attend conferences—all of which you would include on your CV to illustrate your dedication and drive. 

When you prepare your CV, include credentials, all related previous professional experience, internships, your education, professional organisations of which you’re a member,  achievements, qualifications, and HRM-relevant skills. 

One important tip, especially for HR CVs: Optimise your document using targeted keywords that applicant tracking systems (ATS) can pick up, which you will also likely use in your career as an HRM professional. 

Get started in human resource management

Build career-ready skills in HR with the HRCI Human Resource Associate Professional Certificate on Coursera. Learn how to recruit and retain talent, manage performance, and evaluate benefits from industry leaders as you earn a shareable certificate for your resume.

This content has been made available for informational purposes only. Learners are advised to conduct additional research to ensure that courses and other credentials pursued meet their personal, professional, and financial goals.

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