contemporary research topics in human resource management

Human Resources Research Paper Topics for 2024

Table of contents

1 How to choose a Human Resources topic for your project?
2 Human Resources Management Research Topics
3 HR Topics for Discussion
4 HR Research Topics for Presentation
5 HRM Research Topics on Talent Management
6 Equal Employment Opportunity HR Research Topics
7 Career Development HR Research Topics
8 Research Topics on Recruitment and Selection
9 HR Risk Management Topics
10 Workplace Safety Human Resource Management Topics
11 HR Research Topics on Performance Management and Appraisal
12 HR Research Topics on Performance Management and Appraisal
13 Trending Human Resource Management Topics

Human Resources is one of the most popular and essential topics for business-minded individuals. If you recall your basic economics, you might remember that the essential components necessary for production in any economy are land, capital, and labor.

Human labor is an essential resource that keeps a business running. Like any other resource, it needs to be managed. This is where the term ‘Human Resources’ and related research topics come into play.

Finding relevant data for a 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 sufficient time planning before beginning your task.

How to choose a Human Resources topic for your project?

Choosing research topics in human resource management is not as simple as picking a title and writing about it. 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 on HR-related research topics is a highly 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 struggling to come up with your own ideas, please select 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. These are trending topics in HRM research and have plenty of resources available on the internet. Each of them is also relevant to the actual field of human resources management.

So, while writing HR-related research topics is not a typical activity for an HR employee, it will provide valuable 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
Managing international employees
Ways to prevent workplace violence
Benefits of regular psychological counseling for all employees
Assessing the impact of leadership development programs
Effective strategies for HR risk management
The role of job satisfaction in employee retention
How to conduct a thorough job analysis
Innovative HR research methods for better decision-making

HR Topics for Discussion

Are you interested in discussing the latest trends in human resource management? The following list of HR topics will be useful to you:

The impact of remote work on employee productivity
Strategies to promote diversity and inclusion in the workplace
Dealing with mental health issues among employees
Improving overall employee wellness
Utilizing data-driven HR strategies
Meeting the needs of Gen Z employees
Providing professional development opportunities for employees
Enhancing employee experience to boost retention
Making recruitment processes mobile-friendly
The role of HR in addressing social issues
Building resilience in the workplace
Avoiding business buzzwords in communication
Cultivating empathy among employees
Expressing gratitude to reduce workplace stress
Fostering psychological safety at work
HR’s role in promoting sustainability
Leading a hybrid work environment effectively
Strategies for leading effective meetings
Managing pay equity in organizations
Addressing workplace safety compliance
Benefits of psychological counseling for employees
Managing a global workforce
Preventing workplace violence
Exploring virtual reality in training programs
Evaluating the impact of employee wellness initiatives
How job analysis influences employee performance
The link between employee engagement and job performance
Strategies for improving employee productivity
How to measure job satisfaction effectively
The role of career development in boosting employee engagement
Methods to enhance employee retention

HR Research Topics for Presentation

Here are several engaging HR research topics suitable for presentation. These topics aim to explore current trends and essential issues in Human Resources, providing a broad spectrum of ideas for your next project.

How to utilize independent contractors and other gig workers
Ways to recognize hidden bias
Steps to document employment actions
Methods to conduct performance appraisals
Approaches to confront workplace bullying
Implementing diversity, equity, and inclusion initiatives
Building company culture with trust
Strategies to enhance employee wellness and well-being
Ideas to promote sustainable work practices
Exploring new frontiers of AI in HR
Evaluating the role of HR in modern organizations
Developing effective employee training programs
Understanding IBM talent management techniques
Crafting successful talent acquisition strategies
Ensuring workplace safety compliance
Benefits of regular psychological counseling for employees
Addressing workplace violence prevention
Exploring the use of virtual reality in training
Examining the impact of employee wellness programs
The importance of the performance management cycle
Talent management strategies for modern organizations
The role of human resource managers in shaping organizational culture

HRM Research Topics on Talent Management

Exploring interesting HR research topics in talent management can provide valuable insights for improving organizational success. Here are some fresh ideas to consider for your next project:

How to attract top talent in a remote-first world
The role of AI in identifying and nurturing high-potential employees
Balancing talent acquisition and development in a hybrid work environment
Leveraging data analytics for effective talent management
The impact of employer branding on talent attraction and retention
Adapting talent management practices for Gen Z and millennials
The role of continuous learning and development in talent retention
Implementing inclusive talent management strategies for a diverse workforce
The effectiveness of employee referral programs in talent acquisition
Managing talent mobility and internal career pathing
How to foster innovation through effective talent management
Evaluating the impact of remote work on employee engagement and talent retention
The use of gamification in enhancing employee development and performance
The role of leadership development programs in talent management
How to boost employee motivation through talent management
Effective workplace stress management techniques in talent management
The evolving role of human resource managers in talent acquisition
Innovative employee performance management styles for talent development
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Equal Employment Opportunity HR Research Topics

To manage employee performance effectively while ensuring fairness, consider these thought-provoking topics on equal employment opportunity for your research.

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 everyone will likely find some aspect of it they enjoy.

Growing 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?

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 Human Resource Management Topics

To improve workplace safety through effective human resources management, consider these essential topics for your research papers:

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.

HR Research Topics on Performance Management and Appraisal

Delve into the core aspects of performance management and appraisal with these compelling HR research topics that offer fresh perspectives and practical insights.

How to evaluate the impact of remote work on performance appraisals?
What role does artificial intelligence play in performance management systems?
How to approach performance feedback in virtual teams?
What are the benefits of continuous performance management in agile organizations?
How effective is 360-degree feedback in enhancing employee performance?
How to link employee performance to organizational goals in hybrid work models?
What are the best practices for performance appraisals in multinational companies?
How to measure employee engagement through performance metrics?
What impact does diversity and inclusion have on performance appraisals?
How can gamification techniques be used in performance management?
What role does employee well-being play in performance appraisal outcomes?
How to adapt performance management systems for Gen Z employees?
How do leadership styles affect performance management effectiveness?
How to integrate learning and development with performance appraisal systems?
What is the role of data analytics in predicting employee performance trends?
What are the challenges in conducting fair performance appraisals during economic downturns?
How beneficial is employee self-assessment in performance appraisals?
What role does emotional intelligence play in performance reviews?
How to customize performance management approaches for different job roles?
How does performance management influence employee retention rates?

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HRM Dissertation Topics

Published by Carmen Troy at January 6th, 2023 , Revised On April 16, 2024

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 here.

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2024 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 2023

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

HR Learning and Development Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

How Can ResearchProspect Help?

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

HR Performance Review Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

HR Employee Motivation Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Topic 56:Differences and similarities between traditional and contemporary theories

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

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

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

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

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

HR Performance Management Dissertation Topics

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

Topic 59:Investigating different performance management techniques for retaining employees

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Strategic Human Resource Management Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Human Resource Theory Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

HR Organisational Culture Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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HR Diversity Dissertation Topics

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

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

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

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

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

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

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

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

Topic 102:Managing cultural diversity in human resource management

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

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

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

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

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

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

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

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

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

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

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

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

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

Important Notes:

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

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

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

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

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

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

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

How to Structure your HRM Dissertation

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

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

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Research HRM trends and challenges.
Explore workplace issues or diversity.
Investigate HR technology impact.
Analyze employee well-being.
Consider performance management.
Select a topic aligning with your passion and career path.

Human Resource Management Research Paper Topics

Human resource management research paper topics are a critical area of study for students and professionals aiming to understand and advance the field of Human Resource Management (HRM). With the rise of complex organizational structures, diverse workplace environments, and evolving employment laws, HRM has become an essential part of any successful organization. This abstract provides an overview of the multifaceted world of HRM research and introduces a comprehensive list of research paper topics that cater to various aspects of HRM. From talent acquisition to employee retention, performance evaluation, training, and legal compliance, the following sections will offer detailed insights into these areas. Students interested in pursuing research in HRM will find these topics engaging and highly relevant to the current organizational landscape. Additionally, they will be introduced to iResearchNet’s writing services that provide expert assistance in producing custom HRM research papers, ensuring quality, depth, and adherence to academic standards.

100 Human Resource Management Research Paper Topics

Human Resource Management (HRM) is a field that delves into the multifaceted interactions between employees and organizations. The role of HRM has evolved over time to include not only the management of recruitment and employee relations but also strategic planning, legal compliance, and organizational development. Here, we present a comprehensive list of Human Resource Management research paper topics divided into 10 essential categories, each containing 10 specific topics.

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HRM is a dynamic and broad field that demands multidimensional approaches to study. As students explore various topics, they will find intricate connections between management strategies, organizational behavior, and employee satisfaction. The following list serves as an inclusive guide to inspire research and academic inquiry.

The role of HRM in organizational strategy
Integrating HRM and business planning
Talent management strategies
Outsourcing HR functions: Pros and cons
Technology and HRM
Cross-cultural HRM
Mergers and acquisitions: HRM challenges
Strategic HR planning and organizational success
The future of strategic HRM
Best HR practices in top-performing companies
Innovative recruitment techniques
Bias and discrimination in the recruitment process
Role of artificial intelligence in recruitment
Recruitment marketing strategies
Social media as a recruitment tool
Ethics in employee selection
Assessing the effectiveness of recruitment strategies
Diversity and inclusion in recruitment
Remote hiring practices
Campus recruitment strategies
The effectiveness of training programs
Employee development and organizational growth
The role of mentors in employee growth
E-learning and virtual training methods
Personalized training approaches
Training evaluation methods
Cross-training and skill development
The future of corporate training
Impact of continuous learning culture
Leadership development programs
Modern performance appraisal techniques
360-degree feedback system
Employee engagement and performance
Performance management and job satisfaction
Aligning performance goals with organizational objectives
Challenges in performance evaluation
Performance-based rewards
Emotional intelligence and employee performance
Performance management in remote work environments
Real-time performance tracking systems
Building trust and collaboration among employees
Conflict resolution strategies
Impact of organizational culture on employee engagement
Managing generational differences in the workplace
Role of leadership in fostering engagement
Employee wellness programs
The psychology of employee engagement
Communication strategies for employee relations
Remote employee engagement tactics
Work-life balance initiatives
Salary negotiation techniques
The psychology of compensation
Pay equity and gender wage gap
The impact of benefits on employee retention
Flexible compensation models
Global compensation strategies
Linking compensation to performance
Employee stock ownership plans (ESOPs)
Non-monetary benefits and motivation
Compensation transparency
Labor law compliance in multinational corporations
Whistleblowing and ethical considerations
HRM in unionized workplaces
Workplace harassment laws
Employee rights and employer responsibilities
Managing employee terminations ethically
Diversity and anti-discrimination policies
Legal aspects of employee benefits
Remote work and legal challenges
Ethical dilemmas in HRM
Building a diverse workforce
Strategies for fostering inclusion
The impact of diversity on team performance
Gender diversity in leadership roles
Managing cultural diversity
Age diversity in the workplace
Disability inclusion strategies
LGBT+ inclusion in the workplace
Ethnic diversity and organizational success
Bias reduction training
The role of HRM in shaping organizational culture
Employee behavior and organizational success
Workplace norms and values
Emotional labor in organizations
Organizational change management
Strategies for building a positive work environment
Employee motivation and organizational culture
The psychology of workplace relationships
Corporate social responsibility (CSR) and culture
The role of leadership in defining organizational culture
Emerging Trends in HRM
HRM in the gig economy
Artificial intelligence and HRM
Employee mental health and well-being
Sustainability and HRM
The future of remote work
Integrating HRM and corporate social responsibility (CSR)
Blockchain in HRM
Personal branding in HR
The role of big data analytics in HRM
HRM challenges in the post-pandemic world

The list of human resource management research paper topics presented above offers a rich and diverse avenue for exploration. Each category delves into core aspects of HRM, reflecting the ever-changing nature of this field. As students embark on their research journey, they will discover a world that intricately connects people, organizations, and societal values. Whether focusing on traditional practices or emerging trends, these topics provide the starting point for meaningful inquiry and the creation of knowledge that contributes to the continued growth and evolution of HRM.

Human Resource Management and the Range of Research Paper Topics

Human Resource Management (HRM) is an interdisciplinary field that integrates aspects of management, psychology, sociology, economics, and legal studies. It is the art and science of managing people within an organization to maximize their performance, well-being, and alignment with strategic goals. As a broad and multifaceted domain, HRM opens doors to a wide array of research opportunities. This article will explore the essence of HRM, its historical evolution, theoretical frameworks, practical applications, and the myriad of research paper topics it offers.

Historical Background

The history of HRM can be traced back to the early 20th century, during the rise of the industrial revolution. The scientific management theory introduced by Frederick Taylor sought to apply scientific principles to worker productivity. As the business environment grew more complex, the Hawthorne studies emerged, highlighting the importance of social factors and human relations in the workplace. The evolution from personnel management to modern HRM reflects a shift from viewing employees as mere resources to recognizing them as valuable assets.

Theoretical Frameworks

HRM is underpinned by several key theories that guide practice:

Resource-Based View (RBV): Emphasizes the role of human resources as a competitive advantage.
Equity Theory: Focuses on fairness and justice in employee relations.
Expectancy Theory: Explains how employees are motivated by the expected outcomes of their actions.
Human Capital Theory: Regards employees as assets whose value can be enhanced through training and development.

These theories offer diverse perspectives for research, ranging from organizational behavior to strategic HRM.

Key Functions and Practices

The scope of HRM encompasses various functions that address the needs of both the organization and its employees:

Recruitment and Selection: Designing and implementing processes to attract and hire suitable candidates.
Training and Development: Enhancing employee skills and knowledge through continuous learning.
Performance Management: Assessing and managing employee performance to align with organizational goals.
Compensation and Benefits: Structuring pay and rewards to motivate and retain talent.
Labor Relations: Navigating the legal landscape and fostering healthy employee-employer relationships.

Contemporary Challenges

Modern HRM faces several challenges that provide fertile grounds for research:

Diversity and Inclusion: Creating a workforce that represents various backgrounds, beliefs, and perspectives.
Technology and Automation: Leveraging technology to enhance HR processes while considering its impact on jobs.
Globalization: Managing HR practices across different cultures and jurisdictions.
Ethical Considerations: Balancing organizational needs with ethical treatment of employees.

Emerging Trends

The ever-changing business landscape leads to new trends in HRM:

Remote Work: The rise of virtual workplaces and the associated management challenges.
Well-Being and Mental Health: Prioritizing employee health and well-being as part of HR strategy.
Sustainability: Integrating social responsibility into HR practices.

Range of Research Paper Topics

The complexity and diversity of HRM lead to an abundance of research paper topics. Here are examples from different areas:

Strategic HRM: Examining the alignment of HR practices with business strategy.
Employee Engagement: Exploring factors that influence engagement and its impact on performance.
Legal Aspects of HRM: Investigating laws and regulations affecting HR practices.
Organizational Culture and Behavior: Analyzing the influence of culture on employee behavior and organizational success.

Human Resource Management is a vast and dynamic field that intertwines various disciplines, theories, practices, and challenges. From historical roots to contemporary issues, HRM offers a rich tapestry of research opportunities. Whether investigating traditional functions or delving into emerging trends, students and scholars can find a wealth of topics that resonate with their interests and contribute to our understanding of human interactions within organizational contexts. The spectrum of human resource management research paper topics reflects the depth and breadth of a field that continues to evolve, shaping the way we work, lead, and thrive in an ever-changing world.

How to Choose Human Resource Management Research Paper Topics

Selecting the right topic for a research paper in Human Resource Management (HRM) is a critical step that can shape the entire trajectory of your project. The topic you choose should align with your interests, academic level, the specific requirements of the assignment, and the current trends in the field. Here’s a guide to help you navigate the decision-making process and pinpoint a topic that resonates with you.

The realm of Human Resource Management is vast and diverse, encompassing various theories, functions, challenges, and emerging trends. Choosing a suitable research paper topic within this multifaceted field requires careful consideration and strategic thinking. This section will outline ten essential tips to guide you in selecting a meaningful, relevant, and engaging topic for your research.

Identify Your Interests: Begin by reflecting on what aspects of HRM intrigue you. Are you passionate about organizational behavior, talent acquisition, employee welfare, or strategic HRM? Your research will be more enjoyable if it aligns with your interests.
Understand the Assignment Requirements: Review the guidelines and grading criteria provided by your instructor. Consider the scope, length, and expected complexity of the paper.
Conduct a Preliminary Literature Review: Explore existing research in areas that interest you. Identify gaps, controversies, or emerging trends that could form the basis for your study.
Consider the Target Audience: Think about who will read your paper. Tailoring the topic to your audience’s interests, knowledge level, and expectations can enhance its impact.
Evaluate Available Resources: Assess the availability of data, tools, and resources needed for your research. The feasibility of a topic depends on your ability to access relevant information and support.
Align with Current Trends: Consider choosing a topic that relates to contemporary issues or recent developments in HRM. This alignment can make your research more relevant and appealing.
Seek Guidance from Instructors or Peers: Don’t hesitate to consult with your instructor, classmates, or academic advisors. They may offer valuable insights, feedback, or suggestions.
Ensure Ethical Consideration: Ensure that your chosen topic complies with ethical standards, particularly if it involves human subjects, sensitive data, or controversial subjects.
Consider the Broader Impact: Reflect on how your research could contribute to the field of HRM. A topic with potential practical implications or theoretical advancements can add value to your work.
Create a Shortlist and Evaluate: Draft a list of potential topics and weigh them against the criteria outlined above. This systematic approach can help you identify the most suitable option.

Selecting a research paper topic in Human Resource Management is a thoughtful and iterative process that requires introspection, exploration, and strategic thinking. By considering your interests, academic requirements, available resources, current trends, ethical considerations, and potential impact, you can identify a topic that not only resonates with you but also contributes to the vibrant discourse in HRM. Remember that your choice is not set in stone; it’s a starting point that you can refine and adapt as you delve into your research. Embrace the journey, for the right topic is a gateway to discovery, learning, and growth in the multifaceted world of human resource management.

How to Write a Human Resource Management Research Paper

Writing a research paper on Human Resource Management (HRM) is a complex task that requires a clear understanding of the subject matter, a methodical approach to research, and strong writing skills. The following section will guide you through the process of crafting a well-structured, insightful, and academically rigorous research paper in HRM.

Human Resource Management is at the core of organizational success, shaping the way businesses attract, retain, and develop talent. As a field that intertwines with psychology, sociology, business strategy, and law, writing a research paper on HRM is both challenging and rewarding. The following guide provides a step-by-step approach to help you navigate the research, writing, and revision stages, ensuring that your paper is thorough, coherent, and impactful.

Understand the Assignment: Before diving into research and writing, clarify the assignment’s objectives, scope, format, and grading criteria. Ensure you understand what is expected in terms of content, structure, style, and depth of analysis.
Choose a Relevant Topic: Select a topic that aligns with your interests, the course objectives, and current HRM trends. Refer to Section IV for guidance on choosing the right topic.
Conduct Comprehensive Research: Utilize reputable sources such as academic journals, books, and industry reports to gather data, theories, and insights related to your topic. Evaluate the credibility and relevance of each source.
Develop a Thesis Statement: Craft a clear and concise thesis statement that outlines the central argument or focus of your paper. The thesis should guide the reader on what to expect and provide a roadmap for your analysis.
Create an Outline: Develop a detailed outline that breaks down the main sections and sub-sections of your paper. An outline will help you organize your thoughts, maintain coherence, and ensure a logical flow of ideas.
Write the Introduction: Begin with an engaging introduction that introduces the topic, provides background information, highlights its significance, and presents the thesis statement.
Develop the Body Paragraphs: Divide the body of your paper into clear sections and subsections. Use headings and subheadings to guide the reader. Each paragraph should have a clear topic sentence, supporting evidence, and a concluding sentence that links back to the thesis.
Include Practical Insights and Case Studies: Where appropriate, include practical examples, case studies, or industry insights that illustrate your points. This application of theory to real-world scenarios can enhance the depth and relevance of your paper.
Write the Conclusion: Summarize the key findings, restate the thesis in light of the evidence, and discuss the implications, limitations, and recommendations for future research or practice.
Revise and Edit: Review your paper multiple times to check for clarity, coherence, grammar, and formatting errors. Consider seeking feedback from peers or instructors, and use plagiarism check tools to ensure originality.

Writing a research paper in Human Resource Management is a multifaceted process that requires careful planning, diligent research, critical analysis, and thoughtful writing. By following the tips outlined above, you can create a paper that not only meets academic standards but also contributes valuable insights to the dynamic field of HRM. Remember that writing is a process of continuous refinement; embrace revisions, seek feedback, and strive for clarity and depth. The journey of crafting an HRM research paper is an opportunity to deepen your understanding, hone your skills, and contribute to the ongoing discourse in a field that shapes the heart of organizations around the world.

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contemporary research topics in human resource management

149+ Best Human Resource Management Research Paper Topics

Post author By Pooja Barman
October 18, 2023

Are you looking for the best MBA HR research paper topics? If yes, here we give all the most exciting human resource project ideas for you.

If you’re studying human resource management (HRM), you know it’s a big and important field. People are the most vital part of any business. So, as a student, you often have to write assignments like essays, research papers, and theses about HRM. If your assignment doesn’t have a specific topic, it can be challenging. This article gives you a list of exciting HR topics to choose from. We’ve organized them into categories like training, talent management, leadership, and more, making it easier for you to pick the right one for your assignment.

In this blog, we will delve into HR research paper topics, explore how to choose the best ones, and understand why these topics benefit students.

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Table of Contents

What is HR Research Paper Topics?

HR research paper topics encompass a wide range of subjects related to managing human capital within an organization. These topics can be broadly categorized into areas such as recruitment, training and development, employee motivation, diversity and inclusion, labor relations, compensation and benefits, and more.

The goal of HR research is to provide insights and solutions to challenges that organizations face when dealing with their employees. It allows students to explore, analyze, and propose solutions to real-world HR issues, contributing to the field’s development.

How to Choose a Good HR Research Paper Topic

Here’s a guide on how to choose a topic that not only interests you but also aligns with your career goals:

1. Identify Your Interests

Start by considering your personal interests. What aspects of HR intrigue you the most? It could be talent acquisition, performance management, employee well-being, or any other facet of HR. Choosing a topic that aligns with your passion will make the research and writing process more engaging and fulfilling.

2. Consider Relevance

Look for topics that are relevant in the current HR landscape. HR is a dynamic field, and certain topics may gain more significance over time. Staying current with trends and emerging issues will help you choose a topic that resonates with the HR community and provides valuable insights.

3. Consult Your Advisor

Engage with your academic advisor or professor for guidance. They can provide suggestions, feedback, and help you refine your research topic. Advisors have a wealth of experience and can steer you in the right direction.

4. Define Your Scope

Ensure that your research topic is neither too broad nor too narrow. A topic that is too broad can be overwhelming, while a very narrow topic might limit the available research material. Find the right balance that allows you to delve deep into the subject while having access to relevant literature.

5. Explore Current Research

Review existing literature and research in the field. This will help you identify gaps and areas where further investigation is needed. Building upon existing research can lead to more meaningful contributions.

6. Practicality

Consider the feasibility of conducting research on your chosen topic. Can you access the necessary data, conduct surveys or interviews, or perform experiments if required? Ensure your chosen topic is practical within the scope of your resources and time constraints.

7. Ethical Considerations

Be mindful of ethical considerations when selecting a topic. Ensure that your research does not violate any ethical standards or raise ethical concerns. HR topics often involve sensitive issues, so it’s crucial to approach them with sensitivity and ethical integrity.

149+ Exciting MBA HR Research Paper Topics For Beginners

These are the major MBA HR research paper topics for beginners are given below.

Professional/Career Development HR Research Topics

Topic	Description
Employee Training and Development Strategies	Effective strategies for training and developing employees.
Career Planning and Development in Organizations	How organizations promote and support employee career growth.
Role of Mentoring in Professional Development	The significance of mentoring programs in career growth.
Employee Skill Gaps and Career Development	Addressing skill gaps for better career opportunities.
Promoting Work-Life Balance for Career Growth	Balancing personal life and career development.
Impact of Diversity and Inclusion on Career Development	The role of diversity and inclusion in career progression.
Talent Mobility and Career Advancement	Encouraging talent mobility for professional growth.
Leadership Development Programs	The effectiveness of leadership development initiatives.
Continuous Learning in Career Development	The importance of ongoing learning in career advancement.
Employee Engagement and Career Satisfaction	The connection between engagement and job satisfaction.
Personal Branding for Career Development	Developing a personal brand to enhance career prospects.

Training and Development General/ Interesting Human Resource Research Topics

Research Paper Topics
Measuring the ROI of Employee Training Programs
Leadership Development Strategies in Organizations
The Role of E-Learning in Employee Development
Mentoring Programs and Employee Skill Development
Cross-Cultural Training for Global Workforces

Employee Engagement HR Research Paper Topics

Hr Research Paper Topics
The Link Between Employee Engagement and Productivity
Employee Engagement Surveys: Best Practices
Strategies for Increasing Employee Engagement
The Impact of Remote Work on Employee Engagement
Employee Recognition and Rewards Programs
The Role of Leadership in Fostering Engagement

Compensation and Benefits

Research Paper Topics
The Impact of Compensation on Employee Motivation
Evaluating the Effectiveness of Flexible Benefits Plans
Gender Pay Gap: Causes, Implications, and Solutions
Executive Compensation and Organizational Performance
The Role of Non-Monetary Benefits in Employee Satisfaction
Compensation Strategies for Attracting Top Talent

Mba Labor Relations Hr Research Paper Topics

Research Paper Topics
The Impact of Unions on Employee Relations
Negotiating Collective Bargaining Agreements
Resolving Workplace Conflicts and Disputes
Employee Rights and Workplace Ethics
The Role of HR in Mediating Labor Disputes
Employee Involvement and Decision-Making in Unionized Workplaces

Performance Management

Research Paper Topics
The Effectiveness of Performance Appraisal Systems
360-Degree Feedback: Pros and Cons
Goal Setting and Performance Evaluation
Continuous Feedback and Improvement
Performance
Performance Management in Non-Profit Organizations

Diversity and Inclusion Research Paper Topics

Hr Research Paper Topics
Creating Inclusive Workplace Cultures
Measuring the Impact of Diversity Initiatives
The Role of HR in Promoting Diversity and Inclusion
Unconscious Bias in Hiring and Promotions
The Business Case for Diversity and Inclusion
Gender and Racial Diversity in Leadership Roles

HR Technology Research Paper Topics

Research Paper Topics
The Future of HR Technology: Trends and Predictions
HR Analytics and Data-Driven Decision-Making
Cloud-Based HR Systems and their Benefits
Cybersecurity and Data Privacy in HR Technology
The Role of Chatbots and AI in HR Operations
Mobile HR Apps: Enhancing Employee Engagement

Workplace Well-being

HR Research Paper Topics
Strategies for Reducing Workplace Stress
Employee Health and Wellness Programs
The Impact of COVID-19 on Workplace Well-being
The Role of HR in Promoting Work-Life Balance
Mental Health Support in the Workplace
Managing Employee Burnout and Fatigue

Talent Management HR Research Paper Topics

Research Paper Topics
Succession Planning and Leadership Development
Employee Retention Strategies
Managing Multigenerational Workforces
Identifying High-Potential Employees
The Role of HR in Developing Future Leaders
Talent Acquisition and Employer Branding

Employee Turnover Trending Research Topics in Human Resources

MBA HR Research Paper Topics
Analyzing the Causes of Employee Turnover
Employee Exit Interviews: Insights and Improvements
The Role of Compensation in Reducing Turnover
Employee Engagement and its Impact on Retention
Reducing Turnover in the Gig Economy
The Impact of Work-Life Balance on Employee Retention

HRIS topics for Dissertations, Essays, and Research Paper

Here are your HRIS (Human Resource Information System) research topics presented below.

Topic	Description
Components of a Human Resource Information System	The key elements that make up an HRIS.
Role of Information Systems in Human Resource Management	How information systems support HR functions.
HRIS and Strategic Human Resource Management	The integration of HRIS into strategic HR planning.
Importance of Automated Employee Skills Inventory	The significance of automating the tracking of employee skills.
Steps of Implementing HRIS	The process of introducing HRIS in an organization.
Functions of HRIS Systems Analyst	The responsibilities of an HRIS systems analyst.
Using HRIS to Optimize Employee Performance Management	Leveraging HRIS to enhance employee performance.
Impacts of HRIS on Organizational Efficiency	How HRIS influences overall organizational efficiency.
Advantages of HRIS on Organizations	The benefits of HRIS implementation for organizations.

Employee Benefits and Well-being Research Paper Topics

HR Research Paper Topics
The Impact of Flexible Work Arrangements
Employee Assistance Programs (EAPs) and Mental Health Support
The Role of HR in Promoting Employee Financial Wellness
Health and Wellness Initiatives: ROI and Employee Health
Parental Leave Policies and Work-Life Balance
Work-Life Integration and the Role of HR

Here are simplified versions of your provided talent management research topics:

Topic	Description
Recruitment in Talent Management	Importance of hiring the right people in talent management.
Talent Management Elements	Key components of an effective talent management system.
Corporate Learning and Talent Management	Incorporating education, compensation, performance, and hiring in talent management.
Talent Acquisition Strategies	Different approaches to finding and hiring talented employees.
Talent Management Tools	Tools used to facilitate talent management processes.
Executive Coaching in Talent Management	The role of coaching top executives in talent management.
Recognition and Leadership in Talent Management	Using recognition and leadership development in talent management.
Strategic Talent Management	The need for a comprehensive plan in talent management.
Talent Management Models	Various models and approaches in talent management.
Corporate Talent Management	Talent management strategies in large organizations.
Social Media and Talent Management	The influence of social media in talent management.
Talent Management and Organizational Performance	Impact of talent management on a company’s performance.

Equal Employment Opportunity HR Research Paper Topics

Following are the Equal Employment Opportunity HR Research Topics for students.

Managing Equal Employment Opportunity : How HR departments make sure that everyone has a fair chance at work.
Best EEO Practices : The right ways to ensure equal opportunities at work.
Importance of Equal Opportunities : Why it’s crucial to treat everyone fairly in the workplace.
EEO and Workplace Diversity : How equal opportunities connect with having a diverse workforce.
Role of EEOC : What the Equal Employment Opportunity Commission does to enforce fair treatment at work.
Workplace Discrimination Effects : How unfair treatment affects employee well-being.
Direct vs. Indirect Discrimination : Different types of unfair treatment at work.
Handling Unfair Dismissal : What to do when someone is fired unfairly.
Mediation and Dispute Resolution : Using mediation to solve workplace problems.
Including LGBTI Workers : How to make sure LGBTI employees are treated fairly.
Employee Diversity and Performance : How having a diverse workforce affects a company’s success.
EEO’s Impact on Organizations : How equal opportunities influence a company.
Equal Opportunities and Employee Performance : How treating people fairly affects how well they work.
EEO and the Transport Industry : Equal opportunities in the transportation field.
EEO and the Glass Ceiling : Breaking down barriers for career advancement.
Coordinating EEO Practices : Ensuring that companies follow EEO rules.

Top 10 Most Promising HR Research Paper Topics For College Students

Here are some promising HR research paper topics that students can consider:

The Impact of Diversity and Inclusion Programs on Organizational Performance: Analyze how diversity and inclusion initiatives influence employee engagement, innovation, and overall organizational success.
Remote Work and Employee Productivity: Examine the challenges and benefits of remote work arrangements, focusing on productivity, employee well-being, and work-life balance.
The Role of Emotional Intelligence in Leadership Effectiveness: Investigate the relationship between emotional intelligence among leaders and employee satisfaction, performance, and retention.
Mental Health and Well-being Programs in the Workplace: Evaluate the effectiveness of mental health programs and their impact on employee well-being, absenteeism, and productivity.
The Future of Work: AI and Automation in HR: Explore the implications of artificial intelligence and automation in HR, such as AI-driven recruitment and chatbots for employee support.
Performance Appraisal Systems and Employee Motivation: Analyze different performance appraisal methods and their influence on employee motivation and job satisfaction.
Workplace Harassment and Strategies for Prevention: Investigate the prevalence of workplace harassment, its effects on employees, and strategies for prevention and intervention.
The Role of HR in Talent Acquisition in the Gig Economy: Examine how HR functions in organizations adapt to the gig economy and the challenges they face in attracting and retaining gig workers.
The Impact of Training and Development on Employee Retention: Assess the relationship between investment in employee training and development and long-term employee retention.
The Role of HR in Change Management: Explore the HR department’s role in managing organizational change, particularly in mergers and acquisitions.

What’s Next?

Once you’ve chosen your HR research topic, the next steps will depend on your academic or professional goals. Here are some general guidelines:

Research and Data Collection : Start by conducting thorough research on your chosen topic. Gather relevant information, academic articles, books, and any necessary data. Use reliable sources to ensure the quality of your research.
Outline Your Paper : Create a clear and organized outline for your paper. This will help you structure your ideas and arguments effectively.
Writing Your Paper : Based on your outline, start writing your paper. Ensure you follow the appropriate formatting and citation style (e.g., APA, MLA, Chicago) as required by your institution or publication.
Proofreading and Editing : After writing, carefully proofread and edit your paper. Check for grammar, spelling, and formatting errors. You can also seek feedback from peers or mentors.
Research Paper or Dissertation : If you’re working on a research paper or dissertation, make sure to follow the specific guidelines and expectations set by your academic institution or publication.
Professional Writing Service : If you prefer expert assistance, consider hiring a professional writing service. Expert writers can help you create a well-researched, properly formatted, and organized HR paper on your chosen topic. You can use this paper as a reference and guide for your own assignment.

Selecting the right HR research paper topic is the first step toward a successful research journey. By considering your interests, the relevance of the topic, and ethical considerations,. You can choose a subject that not only aligns with your academic and career goals but also contributes to the ever-evolving field of HR. HR research paper topics offer numerous benefits for students, from practical application to skill development and the opportunity to make a meaningful contribution to the field.

So, adopt the opportunity to explore HR topics and let your research be a beacon of knowledge and innovation in the world of human resources.

Frequently Asked Questions

What are the four core hr areas.

These are recruitment, selection, and placement; learning and development; performance management; and rewards and recognition.

What are the 5 functional areas of HR?

These are talent management, compensation, employee benefits, training, and development.

What are the areas of strategic HR?

Examples of strategic HR functions include compensation planning, recruitment, succession planning and employee development.

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More From Forbes

The Top Ten HR Trends That Matter Most In 2024

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Rapid use of Generative AI, the emergence of a new blended workforce of humans and digital workers, and increasing employee fear of being obsolete (FOBO), together prove what Intel co-founder Gordon Moore (and the author of Moore’s Law) said, at any given point in time, “change has never been this fast and will never be this slow ever again.”

Resiliency, agility, and adopting a “test and learn approach” will mark the winning strategies for 2024.

As I have done in in 2016, 2017 , 2018 , 2019 , 2020, 2021, 2022, and 2023 , here is my countdown of what you should include on your HR roadmap for 2024.

1. Generative AI Will Be Your New Work Buddy

In 2024, Generative AI will shake up how we think about what work we do and what we delegate to our new “work buddy.” This will be the year of specialized AI powered assistants working side by side with humans. Teachers will get a copilot for homework grading, such as Class Companion . Architects will get an AI assistant for design, SketchPro, and online learners studying at Kahn Academy will be able to access Kahnmigo to aid in brainstorming helping them to become better writers and learners while decreasing a teacher’s administrative workload.

Walmart launched one of the largest AI powered work buddies, called My Assistant , an AI powered app to help Walmart’s 50,000 corporate employees be more productive in summarizing long documents, creating new content, and taking over routine tasks that humans did in the past. Microsoft’s Co-Pilot, soon to launch, will integrate generative AI into Microsoft 365, allowing workers to perform at a much higher level. Jared Spataro, Microsoft Corporate Vice President, believes Microsoft Co-Pilot will transform meetings from a point in time and place to a knowledge object. This means employees working with Microsoft Co-Pilot will not only be able to create a summary of the meeting, but also use Co-Pilot to query the group’s sentiment on the meeting topic, the dissenting opinions, who the key dissenters were, and the agreed-to next steps. While these AI powered work buddies can boost efficiency and performance, it will be up to humans to have a strategy to capitalize on their potential.

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2. Generative AI Will Impact How Managers Lead

Generative AI has evolved to one of the fastest adopted technologies, with nearly 200 million users of ChatGPT since it launched on November 30, 2022. Business and HR leaders are struggling with how to keep pace with rapid adoption in the workplace. The impact on managers is not simply in training employees on how to use Generative AI, but also in helping managers lead teams of humans and digital workers. Morgan Stanley estimates Generative AI technologies will likely affect a quarter of all occupations that exist today , and this will rise to 44% within three years. To address this, companies and education providers need to provide training on how to use Generative AI. Within the next three years, this will translate into a $16 billion market for re-skilling workers displaced by Generative AI.

As Generative AI becomes increasingly adept at problem solving, it will be up to managers to get better at problem finding. Managers will be working side-by-side with their human and digital teams to foster a culture of continuous learning while leaning into their uniquely human skills, such as relationship building, communications, and collaboration. One thing is certain: Generative AI will drive organizational change, impact workflows, automate some jobs, and create new ones. But it will always be humans augmented by machines that will create innovation.

3. The Fear of Obsolescence Will Force Companies to Increase Spending in Career Development & Mobility

While employers see the promise of increased productivity using Generative AI, a recent survey by EY reports that 75% of employees are concerned AI will make certain jobs obsolete, and two-thirds say they fear AI will replace their job. This fear of being obsolete is causing employees to seek out training in using Generative AI and acquiring new skills to better deal with their fears. PwC announced a $1 billion investment in training its workers on AI with courses on topics such as the ethics of AI, responsible use of AI, and how to create AI prompts to generate the best results. Their goal is to engage 75,000 U.S. PwC employees to both enroll and complete these courses.

In addition to training employees on how to use Generative AI, there is an explosion of new internal talent marketplaces as companies continue to find it difficult to successfully recruit external talent. Internal talent marketplaces have become the de facto way companies connect employees with internal career opportunities and resources to grow in their careers. For example, Grow at Key is KeyBank’s AI powered employee-led, and manager supported talent platform to support internal talent mobility. Launched with the vision that every employee can be the CEO of her own career, Grow at Key provides a range of resources, from matching employees to new job roles to accessing mentoring, coaching, and stretch assignments. To date, there has been a 60% increase in employees engaging in training programs and one in three KeyBank employees have enrolled in an Investing in My Development session to prepare them for understanding how to better manage their careers.

4. Hybrid Work Environments Are Good for Business

Companies need to stop debating the merits of hybrid work and realize this is the new way of working for many knowledge workers as we enter 2024. An ADP survey of 32,000 workers reports that 64% of workers would consider quitting if asked to return to the office full time. Recent research shows companies that allow choice and a remote first/hybrid work environment have revenue growth four times faster than their peers who are more stringent about office attendance. This research conducted by Boston Consulting Group and Scoop Technologies Inc. among 554 public companies employing 26.7 million people, found that “fully flexible” firms — which are either completely remote or allow employees to choose when they come to an office — increased sales 21% between 2020 and 2022, on an industry-adjusted basis. The better growth rates for more remote-friendly companies reflects their ability to hire faster and from a wider geographic area, along with higher rates of employee retention.

As hybrid work becomes the norm, leaders must have a plan to combat proximity bias, or the phenomenon of favoring in-person workers for career development, mentoring, and stretch assignments at the expense of those who work remotely. Hybrid work environments “work” when leaders ensure they are equitable for all and grant autonomy for individual leaders to determine when and where work happens, rather than follow a CEO mandate. Leaders must remember presence in the office does not equate to performance, so they need to shift from “managing by walking around,” to “managing by connecting across geographies.”

5. The Workforce Is a Blend of Full-time Employees, Part-Timers, Contingent Workers, and Digital Workers

Remember when the blended workforce was simply a distinction between full-time workers and part-time workers. Today’s work now gets accomplished by a blend of full-time workers, part-timers, teams of contractors, contingent workers, and digital workers, the later designed to augment some tasks of human labor. In fact, Statista reports a growth in all sectors except full-time workers, with part-timers (growing from 20 million in 1990 to 26 million in 2022) and contingent workers forecast to be half of the US workforce by 2027.

This blended workforce is not a new concept; it’s been around for decades. What’s different now is that a greater percentage of key jobs are performed by contingent workers. Overall, we are starting to see upwards of 30% to 50% of a global organization’s total workforce composed of contingent workers. MIT Sloan Management Review reported that the Novartis workforce includes 110,000 full time employees plus 50,000 contractors and temporary workers. Cisco has 83,000 full time employees and 50,000 plus contingent workers of various types. This new workforce ecosystem requires a new set of management practices, and leadership approaches, especially as 81% of companies in a recent HBR Analytical Services survey report that contingent workers are important to their organization, but only 38% say that their organization is effective at managing them.

Leaders will need to acknowledge they will have more types of contributors—human and digital, full time, part time and contingent—that must seamlessly work together. What is needed is a total workforce strategy where HR plays a central role in coordinating all the cross-functional disciplines that hire internal and external workers.

6. The Four Day Work Week is Desired by Both Front-line and Knowledge Workers

Many of the assumptions we have about how we work, when we work, the needs of our workers, the demographics of the workforce, and where we work have been changed forever. One of the major changes, as we move into 2024, is our assumptions about a five-day work week. All workers, including both frontline and knowledge workers, want flexibility in when they work. Research conducted among 1,301 workers found 41% of both front-line workers and knowledge workers want flexibility in when they work, and 56% of front-line workers and 69% of knowledge workers want the ability to opt for a 4-day work week with no pay reduction.

As I wrote in my Forbes column , the UK four-day work week pilot was conducted among 61 companies and found 56% intend to continue trying the four-day week citing benefits of increased productivity and decreased employee attrition. These UK companies adopted the 80-100-100 model of flexible working: a drop in hours to 80% of their standard work week, while retaining 100% pay and 100% productivity.

Experiments on a shortened work week are also occurring in the US. For example, several Chick-Fil-A stores are allowing front-line workers the opportunity to work 13 hour shifts for three consecutive days with full pay. The results so far have been increased retention while maintaining customer service efficiencies.

However, it’s important to remember the three- or four-day work week is not a one size fits all solution. Companies should adopt a “test and learn approach,” focusing on the type and magnitude of changes required to allow for a shortened work week, the level of employee and manager training needed, and the type of well-being support required for new ways of working.

7 . Cognitive Skills Will Increase in Importance as Generative AI Gains Traction

The World Economic Forum estimates that 44% of a workers’ core skills are expected to change in the next five years. While there are endless lists of the most important skills for the future, World Economic Forum identifies five core skills that will increase in importance in the next five years . This are shown in Figure 1 as:

Figure 1: Top Five Skills Gaining in Importance For Future of Work

Cognitive skills are growing in importance, reflecting the increased demand for creative and analytical thinking in the age of AI. This combined with technological literacy, the third fastest growing skill along with the skills of resilience, flexibility, curiosity, and lifelong learning are evidence that leaders will continue to emphasize a culture of lifelong learning. As Generative AI gains traction, one skill I see that is foundational to all of them is the ability to be digitally curious , meaning seeking out and using new and emerging digital technologies to enhance one’s cognitive skills. I think about the past few years where some of the new technologies I have used include Mural , an online visual collaborative tool, StreamYard , a live streaming studio, and ChatGPT 4.0 and Pictory , to create a new video entitled, Flexible Work for All . This is the start of building my digital curiosity muscle, trying out these platforms and seeing what they might mean for enhancing my work.

8. Holistic Financial Well-being Is The Must Have Benefit for 2024

Financial well-being among workers is eroding. LendingClub reports 61% of American workers live paycheck to paycheck and lack a core set of financial literacy skills, and over half of workers earning $100,000 are living paycheck to paycheck.

Unifi, a leader in aviation services with more than 23,000 employees, became aware of this two years ago and created a new offering for frontline workers to access their earned wages on-demand. Since then, this has grown beyond early access to wages to a holistic financial well-being offering with almost 20% frontline workforce enrolled and taking advantage of free services including anonymous financial coaching and customizable saving plans. Dr. Archana Arcot, Chief People Officer at Unifi, believes that, “the major driver of this program is to relieve an employee’s financial stress and make financial wellness part of their everyday life.”

MetLife reports nearly half of workers surveyed cited financial concerns as the cause of poorer mental health. To address this, Unifi adopted a Goal Based Savings program which resulted in the company moving to the top 1% with a total amount saved of $10,000+ YTD, as reported by Payactiv . By offering holistic financial well-being programs, companies like Unifi can not only enhance their employee experience but build financial wellness into their employer value proposition and be better able to attract talent in a tight labor market.

9. The Sexy C-Suite Job For 2024 Is Chief Artificial Intelligence Officer

While we have seen a myriad of new C-suite job roles in the past decade—from Chief Medical Officer to Chief Ethics Officer—the Chief Artificial Intelligence Officer is coming at a time when organizations are looking for guidance with how to create guidelines and policies for safe and ethical use of generative AI in the workplace. LinkedIn reports 44% globally and 57% in the U.S. say their organizations don’t have policy guidelines or training for how to use these new tools at work.

Organizations are starting to appoint a new C-suite player to lead this effort. Research from Foundry , an IDG company, finds 11% of mid-size to large organizations already have an individual with the role of Chief Artificial Intelligence Officer and another 21% of organizations are actively seeking such a person for this role. This role is growing in importance as business leaders develop an AI strategy, create governance practices, and engage cross functional leaders in safe, ethical, and responsible use of generative AI.

A new Wavestone survey of Data and AI leaders found 61.7% report the responsibility for Generative AI is currently part of the Chief Data Officer (CDO) remit. But a growing number of organizations are creating a new role, the Chief Artificial Intelligence Officer (CAIO) to oversee AI developments for their organization. “This will be very much a focus during 2024,” says Randy Bean, Innovation Fellow at Wavestone.

10 . An Organization’s Sustainability Record Will Attract and Retain Talent

As the talent marketplace continues to be competitive, climate change and sustainability has become one of the defining challenges for current and future generations. A growing number of publicly traded companies, such as Alphabet, Apple , Cisco , and PayPal , have created sustainability annual reports with Alphabet committing its entire $5.57B Sustainability Bond to support environmentally and socially responsible projects such as clean energy, clean transportation, and circular economy design.

A company’s sustainability record is proving to make a difference in talent acquisition and retention. Research by IBM Institute for Business Value, found 70% of workers and those in the job market, are drawn to environmentally sustainable employers. And almost half of these workers said they would take a lower salary to work for environmentally and socially responsible organizations. Gartner predicts employers will respond by promoting climate change protections, such as offering employees shelter during natural disasters, as part of employee benefit offerings.

In addition, a growing number of universities are building ambitious goals to integrate sustainability into their curriculum, campus operations, and endowment. The University of Toronto, placing first out of 1,400 universities in environmental and social impact, is making headway to de-carbonize its campus by 2050, developing new energy efficient student centers, and committing to climate responsible construction.

The Global Business School Network, a network of 150 global business schools in 50 countries, has several new initiatives for universities to share sustainability “next practices.” While companies and universities are each addressing sustainability, I see the need for greater collaboration among them, as both employees and students weigh the environmental impact of their employer and university. Sustainability is both a business and educational issue requiring joint corporate and university solutions.

What’s important to you as you reflect on your 2024 HR Playbook?

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HR Trends for 2024: Analyzing the Future of Human Resource Management

Like every ship needs a captain, every business needs human resource management to steer it through uncharted waters. From a more efficient hybrid work model to AI and predictive analytics, new and developing HR trends continue to reshape HR’s present and future.

In This Article

To keep up with the ever-changing HR scene, you’ve got to prepare for the changing tides. After all, isn’t success the result of preparation meeting opportunity? With that in mind, if you’re ready to strategize your workplace and see what’s shaking up the work world, look no further than this year’s HR trends!

From the widespread adoption of hybrid work models to the integration of AI and predictive analytics, staying ahead means understanding and embracing these trends. Let’s delve into the key HR trends for 2024 and how they are transforming the modern workplace.

Key Takeaways

The hybrid work model is projected to grow to 81% by 2024 .
Effective leadership in the modern age requires empathy, adaptability and authenticity.
According to the Surgeon General’s Framework for Workplace Mental Health and Well-Being , 81% of employees seek organizations prioritizing mental well-being.
Employee resource groups (ERGs) are crucial in fostering a safe and inclusive workplace for women, veterans, LGBTQ+ employees, people of color, people with disabilities, working parents and others.
AI and predictive analytics are emerging trends in HR, revolutionizing workforce management and simplifying data decision-making.
Diversity, Equity, and Inclusion (DEI) initiatives are gaining momentum, with the global DEI market expected to reach $15.4 billion by 2026.

Top HR Trends for 2024

Understanding annual industry shifts is crucial for businesses looking to keep up. To make keeping up with those changes more straightforward, we’ve consulted industry leaders and experts to learn the top HR trends, empowering you to make informed organizational decisions.

According to Dave Millner, founder and consulting partner at HR Curator , “This is an exciting time to be in HR, and if challenge, innovation, change and personal growth are of interest to you, then stick around.”

Let’s find out why!

Compare Top HR Software Leaders

1. setting the hybrid work model for collaboration.

A flexible work model accommodates the workforce’s diverse needs. As a result, the shift to hybrid and remote work models continues to gain momentum in 2024.

For one, businesses save money with reduced office space requirements, utilities and overhead costs with hybrid and remote work models. More importantly, this gives employees more control over their work-life balance, reducing commuting time and increasing job satisfaction, which can help attract and retain employees.

Permanent and Hybrid WFH Notable Companies

Giants like Ford, Microsoft, and Amazon have joined the hybrid work bandwagon , reducing office space requirements and overhead costs.

According to an AT&T study , hybrid work is expected to surge to 81% by 2024. Currently, most businesses are actively implementing or considering adopting a permanent hybrid work model, securing its place in the future of human resources.

As experts Mark Mortensen suggest, creating a psychologically safe environment and understanding the workforce’s diverse needs are paramount for seamless collaboration. Here was their take on the podcast — from David Green’s podcast “ How To Foster Collaboration Between Hybrid Working Teams” :

Get in there, have conversations, try and understand the experience of people and the needs of people and do that in an environment that is psychologically safe, where people feel like they can be honest and open because also, you won’t be successful if you only get the veneered version written on the surface.”

2. Generative AI To Enhance HR Processes

Key Question: Are you ready to make generative AI part of your strategic initiatives?

Generative AI is a transformative force in HR, streamlining talent acquisition, employee engagement, and workforce management. Its applications range from crafting personalized job descriptions to developing virtual assistants for routine HR inquiries.

It enables the creation of personalized job descriptions and virtual assistants to handle routine HR inquiries, enhancing efficiency and freeing HR professionals for strategic tasks.

HR vendors are actively developing and deploying generative AI to streamline and enhance different aspects of talent acquisition, employee engagement and workforce management.

For instance, generative AI algorithms can help create job descriptions and postings by analyzing vast datasets to determine the most effective wording to use.

According to a recent McKinsey report :

Right now, if you’re an organization with tens of thousands of applicants, you may or may not have super customized ways of reaching out to the people who have applied. With generative AI, you can include much more personalization about the candidate, the job, and what other jobs may be available if there’s a reason the applicant isn’t a fit. All those things are made immensely easier and faster through generative AI.”

Companies are also harnessing generative AI to develop interactive chatbots or virtual assistants to handle routine HR inquiries and provide prompt responses. This frees up HR professionals to focus on more strategic tasks.

With all the hype, it’s no surprise that the generative AI in the HR market will be worth around $1,669.3 million by 2032.

However, despite its roaring popularity, generative AI, just like any other technology, isn’t a silver bullet. Another McKinsey report provides some perspective:

Excitement over this technology is palpable, and early pilots are compelling. However, fully realizing the technology’s benefits takes time, and leaders in business and society still have considerable challenges to address. These include managing the risks inherent in generative AI, determining what new skills and capabilities the workforce will need, and rethinking core business processes such as retraining and developing new skills.”

One question that arises on the hot topic of AI in HR is how HR teams can ensure the ethical use of data and maintain privacy. Human resource specialist Sahana Rao expands on this concept when we asked her about the rise of AI and how HR professionals can ensure ethical use of data and privacy:

It is an ongoing process for an HR specialist that requires vigilance, adaptability and commitment to ethical principles. First of all, a clear and transparent communication to employees on how AI will be used in HR analytics while addressing the concerns about privacy will go a long way in building trust. “Secondly, wherever possible implementing techniques of anonymization and pseudonymisation to protect individual identities in data sets will be meaningful. Thirdly, obtaining explicit consent from employees safeguards data processing interest and ensures adherence to GDPR (General Data Protection Regulation). “Last but not least, ensuring robust data security measures, conducting regular audits, reviewing compliance and scrutinizing ethical algorithms of AI will uphold the use of data and maintain privacy.”

Get our HR Software Requirements Template

3. Human Leadership

Key Question: Do you know the difference between managers and leaders and the impact of negative management experiences? Per a recent Forbes article by Steve Taplin about the distinction between managers and leaders, “Leaders consider people, and managers get motivation from team success.”

In the article, Taplin explains why better leadership is critical:

Many workers, in my experience, say they left a job because of their manager, revealing serious issues among office workers who want promotions and want to make a difference at the corporate level. Consequently, bad management is a huge problem from a talent perspective.”

While managers can be leaders, this is only sometimes the case. Modern leadership is evolving into a more human-centric approach. Businesses with corporate structures tend to blur the lines between management and leadership roles, leading to a mixed organizational culture.

Encouraging leaders to prioritize communication, teamwork, and employee recognition fosters a healthy organizational culture. Self-reflection is also vital for leaders to remove obstacles to effective leadership and navigate an increasingly complex world.

What does it entail? Reworked lists the following ways to encourage leaders toward human leadership:

Improve company communications
Prioritize teamwork and collaboration
Invest in people
Encourage feedback
Give recognition, rewards and compliments

Besides company initiatives, leadership expert Kerry Azar emphasizes the need for self-reflection to become “radically human” and remove obstacles to effective leadership:

While our world is becoming increasingly complex and unpredictable, it’s also providing us with countless opportunities to reflect on what leadership means and to actively develop the mindset, skills and tools that support outstanding leadership. “If leadership is about becoming ‘radically human,’ then there’s one thing we can do daily. Ask ourselves, ‘How am I getting in my own way?’ Answer truthfully and be prepared to act.”

4. Predictive Analytics for HR

Key Question: How are you utilizing data for effective decision-making? Predictive analytics and workforce analytics are game-changers in HR, empowering professionals to manage employees proactively. Harnessing the power of data empowers HR professionals to be proactive rather than reactive in managing employees.

According to Rao:

AI and predictive analytics together contribute to a more agile, responsive and forward-looking approach to managing the workforce in alignment with organizational goals. AI examines historical statistics, market trends, dynamic business conditions, demographic data, upcoming projects and other pertinent aspects, which enables firms to predict manpower demands, plan for growth and help make informed decisions about recruitment.”

The SHRM article Predictive Analytics Can Help Companies Manage Talent But Only if They Ask the Right Questions says:

Organizations of all sizes can benefit from studying their past and present data and using it to anticipate the future and how they should react. It’s important to note that predictive analytics doesn’t simply mean perpetuating past patterns into the future.“

From performance management to succession planning, data-driven strategies optimize processes for success.

It’s also important to note that as workforce analytics and predictive analytics continue to evolve, organizations must harness data ethically, prioritizing privacy standards to protect employees’ rights and well-being. Predictive analytics ensures organizations don’t merely perpetuate past patterns but anticipate and react to the future.

5. Change Management

Key Question: Change is inevitable. Are you ready for the unexpected?

Recent years have emphasized the importance of change management in navigating workplace challenges. Change management is a systematic process aimed at helping individuals and organizations adapt to shifts in goals, processes or technologies. It aims to implement efficient strategies to execute changes, control them and help people adapt with minimal hindrances.

Here are some factors to consider while you’re strategizing for change management:

Digital adoption platforms to implement change
Managers and early adopters as change agents
Change as a part of company culture
Data-driven approach to change management
Humanized change
Key performance indicators (KPIs) measure the success of the changes
Risk assessments to identify potential risks
Comprehensive communication plan development

Change Management Strategy Considerations

A Forbes advisor article discusses the following principles of change management by Harvard Business School professor John Kotter:

Get representatives from across your organization involved at every stage of a change process—from identifying challenges and planning improvements to implementation and reflection. “When the people in your organization are involved in identifying challenges and recommending improvements, they’ll understand the reasoning behind changed processes and new initiatives. They’ll be invested in improvement. “Putting hard data behind organizational decisions is smart, but implementing change requires more. It also requires employees to be inspired by what the change will mean for their day-to-day work and the organization’s ability to fulfill its mission. “You need both the technical skills to manage projects, make a plan and oversee deliverables; and the emotional skills to communicate a vision, inspire action and empathize with concerns.”

6. People Analytics

Key Question: Do you recognize the key areas of people analytics and how they shape overall job performance?

According to a SHRM’s Research , 71% of HR executives using people analytics say it’s crucial in their organization’s HR strategy.

A Forbes article describes people analytics as:

A data collection concerning human capital and workers’ performance within an organization. But this practice also turns information into actionable and meaningful insights that HR and PA specialists use to enhance business performance and employee experience.”

A report titled Impacting Business Value: Leading Companies in People Analytics highlights the following key areas in which people analytics add value:

Diversity and Inclusion: For actionable insights on employee sentiment and to test improvements in employee experience, psychological safety, belonging and fairness.
Employee Experience: For data-driven employee experience/listening to get a better “feel” of the organization.
Retention: For information about the labor market, key competitor trends, risk factors with predictive models and more.
Workforce Planning: To predict and plan for skills and workforce costs while managing existing costs.
Talent Acquisition: For evaluating fairness in assessment and selection and the right hiring pace for the market demands of the business.

7. Focusing On Employee Well-Being

Key Question: Are your employees showing signs of satisfaction or burnout?

Employee well-being has taken center stage over the past couple of years, and for good reason.

A recent Forbes article found that 76% of employees experience workplace burnout at some point, and 40% of US workers express that their jobs negatively impact their mental well-being.

Burnout isn’t just a minor hassle. It can harm overall performance, elevating turnover rates, increasing absenteeism and costing businesses 15% to 20% of payroll , primarily due to voluntary turnover.

So, when burnout seems high, it’s the first signal the organization itself, rather than individual employees, needs to make systemic adjustments.

The concept of “ The Healthy Organization ” has emerged to address these issues. This holistic approach focuses on physical health, mental well-being, financial fitness, social health, safe workplaces and cultivating a healthy culture. The Healthy Organization framework includes the following elements:

Physical Health
Mental Well-Being
Financial Fitness
Social Health and Community Service
Safe Workplace
Healthy Culture

It’s safe to say that transitioning to a healthy organization promises improved productivity, employee satisfaction and higher retention rates. Combatting burnout requires systemic adjustments, and transitioning to a healthy organization promises improved productivity and higher retention rates.

8. Diversity, Equity and Inclusion (DEI) in the Spotlight

Key Question: Are you prioritizing diversity, equity, and inclusion?

Diversity, equity and inclusion are buzzwords in most organizations, and rightfully so. DEI initiatives have become paramount in addressing workplace biases, discrimination, harassment, and disparities.

The Centre for the New Economy and Society reported that multiple U.S. companies have committed to enhancing their DEI, with 2,200 CEOs and presidents pledging to foster more inclusive workplaces. The global DEI market was valued at $7.5 billion in 2020 and will reach $15.4 billion by 2026. The need for DEI has also increased with the evolving work models — from in-person to virtual and hybrid environments.

Companies are increasingly investing in DEI, with 79% planning to boost DEI budgets in 2022. However, a mere financial commitment isn’t enough; developing DEI leaders is crucial to drive positive cultural change.

The report also noted that only 13% of senior executives proactively support DEI initiatives. Going forward, this highlights the need to develop more DEI leaders to positively change workplace behavior and culture.

According to a recent Forbes article , companies can use the following metrics to improve DEI:

Recruitment metrics
Hiring metrics
Onboarding metrics
Day-to-day activity metrics
Compensation, advancement and retention metrics

Employee Resource Groups (ERGs) provide essential support for various groups, fostering an inclusive workplace. According to one report , these networks “provide a place for women, veterans, LGBT employees, people of color, people with disabilities, working parents and others to connect and help ensure that the workplace welcomes and supports their productivity.”

In the modern workplace, part of ensuring diversity and inclusion is overseeing AI systems. What steps can you take as an HR professional to minimize biases and foster diversity? Sahana Rao summarizes:

Collaborate with data scientists, ethicists and diversity experts throughout the development process to help identify and address biases. Also, actively test and validate models for incorporating DEI features and strategies. Further, implement regular bias assessments and audits to identify and rectify AI algorithms, ensuring transparency in AI decision-making. Promote human-in-the-loop systems for human oversight and intervention. Ensure regular sensitivity training on bias, diversity, equity and inclusion for the development team.”

Tips to Prepare for Changes

In a dynamic work environment, companies can never be prepared enough. Professor Steven Cates suggested some tips to strategize better for shifts in HR administration:

Learning and developing efficient ways to engage employees. The traditional model of contacting employees sporadically doesn’t work, leading to a lack of engagement and motivation for employees to feel isolated.
Daily “virtual water cooler and coffee pot” conversations for remote employees allow them to check in and address their concerns. It gives them a “voice” and an opportunity to seek ideas and exchange suggestions.
Training, development and career discussions make employees feel wanted and suggest they have a future career with the organization.
Checking in on employee mental health allows leadership to head off any major issues an employee might be experiencing.

Embrace the Future

As the HR landscape evolves, companies must remain agile and responsive. Strategies for the future include engaging employees efficiently, fostering daily virtual interactions for remote employees, providing training and career development opportunities and regularly checking employee mental health.

The future of HR holds exciting surprises as it seamlessly integrates AI into recruitment, talent management and predictive analytics. By embracing these trends and preparing for the future, companies can ensure their continued success in this rapidly changing HR landscape.

If these HR trends have revealed problems in your organization that require HR tools, or you’re just looking to improve your HR software, check out our free comparison report to help you choose from the many products and features available.

Which stood out to you as the key HR trends for 2023? Share your thoughts in the comments below!

Contributing Thought Leaders

With over 10 years of experience, Sahana Rao is a distinguished Human Resources Specialist with an educational background in Engineering and Management Studies, focusing on Human Resources and talent management. She currently works as a Human Resources Specialist for the PAteam and has recently been recognized as a “Top HR Voice” on LinkedIn.

Her academic background demonstrates her dedication to a comprehensive grasp of the business realm. Equipped with a solid foundation in Management Studies and specializing in Human Resources and Talent Management, she has forged a distinctive career path that seamlessly combines technical expertise with a people-centric approach.

From designing effective hiring strategies to executing sourcing and recruitment initiatives, Sahana has consistently shown her ability to identify, support and foster talent. Her expertise extends into Talent Management, where she has played a pivotal role in shaping and retaining high-performing teams. As an HR professional, she embraces trends and helps drive organizational growth through innovative HR practices.

David Millner has a business background, followed by 30 years of internal and external consulting experience in NatWest, Kenexa, and IBM. Dave worked directly with different global and multi-national organizations, offering organizational effectiveness-based solutions to future-proof their businesses.

He is a regular presenter at HR conferences promoting the role of technology and people analytics to demonstrate tangible business value. His first book ‘Introduction to People Analytics’ on the changing role of HR and the increasing demand for data insights launched in April 2020.

He’s regarded as a social media guru through @HRCurator and is listed as one of the Most Influential People on Twitter in several HR subject areas. He’s an Associate with CRF, Hult Ashridge Business School, the Centre for Effective Organizations at USC, and an Advisor to iPsychTec.

Professor Steven Cates is a Graduate Professor of Human Resource Management in the School of Business and Information Technology at Purdue University Global, the first online university to offer “extreme personalization” to working adult students. He has over 30 years of managerial experience in all facets of HR and over 20 years of collegiate instruction experience in business at both the undergraduate and graduate levels. He is certified through the Society of Human Resource Management and specializes in employment law, diversity issues, talent management, and strategic human resource management. In addition, he has authored over 100 publications in HR management and marketing and served on dissertation committees.

68 comments

Cordellia - March 25, 2024 reply

This is a great read; thank you!

Amirreza Fakharian - June 24, 2023 reply

Great article.

Rajaram Kasar - May 19, 2023 reply

Thanks for sharing a very nice and informative Article which is very useful for HR professionals.

Elizabeth - November 17, 2022 reply

Thank you so much for sharing this insightful thoughts. This will help HR Professionals, CEOs and leaders who still believe in the former or traditional way of doing things to sit up in 2023, if not, their “Talents” would quickly find alternatives.

Nidhi Sharma - August 12, 2022 reply

Thanks for HR trends article. This one is useful. Keep sharing good information and trends in our HRD area.

Rohini - July 14, 2022 reply

Amazing information! Thanks for sharing it!

Dr. M.SURESH - February 10, 2022 reply

It is very useful information thanks for sharing. I would like to thank each and every one. The information about HRM practices, trends, and the future of HRM/ HR/ Jobs information is also good.

Akshay Techimply - January 22, 2022 reply

Nice and great post! Your article helps me a lot in my research and analysis of HR Software

Aregbesola Johnson - January 4, 2022 reply

wow, what a great word/Article. More wisdom by GOD Grace

Dennice - October 28, 2021 reply

Great article!! I’m doing a school project and I will need to interview someone in a HR position. If you would like to be apart of it please don’t hesitate to reach out.

Matthew Ezeaku - October 8, 2021 reply

Highly educative and simple to understand. Thanks for all these write ups.

debora - September 23, 2021 reply

Thanks for sharing this amazing piece of content. This one is really helpful for most of the newbie and the experienced one can also learn some points.

Human Resource hrdracc - September 8, 2021 reply

It is a great website and nice information share. I want to thank you. You can provide me good information about the human resources jobs. Keep up the good work.

Debora - June 7, 2021 reply

I love to read your blog. It gives me more ideas on how to deal with this HR trends. Thanks and keep Sharing.

alen owen - June 5, 2021 reply

Thank you for the informative post. I am a student taking CIPD the rise of artificial intelligence and gig economy will surely impact on the future HR roles. My greatest worry is that HR as it is today may greatly be disrupted and HR rendered obsolete

Hiresmart - June 2, 2021 reply

Thanks for sharing this top 12 global trends in HR. After the pandemic since remote work is here to stay so these points are necessary for any organization.

Grace Savides - January 5, 2022 reply

It’s been interesting to see many companies are adapting to remote work. We appreciate the comment!

Mansi Singh - August 11, 2022 reply

Hi, are these all trends specific to India. I am working on a case study it would be a great help if you could confirm. Thanks

Khaleel Hayes - August 15, 2022 reply

Hello, Mansi. These trends serve the whole HR market. There may be a few differences in India, but most of these trends are universal around the world.

Vasanthi Reena Williams - April 11, 2021 reply

Thank you Zachary Totah for the informative article. I wish to share this with my peer groups. I will be sharing the website address with them . Thank you once again.

Bismay Basant Mishra - March 26, 2021 reply

Very nicely summarized. It imparts very indepth knowledge.

Laetitia - March 25, 2021 reply

Hello, It is a very interesting content! I would like to talk about one part for my school assignment. However, I can’t find the date of publication of this article? (It will help me for the referencing).

Thanking you in advance,

Sarah - March 18, 2021 reply

This article is very well summarised and of great help. I am writing a similar article on changing HR trends and would like to use this as a reference. It would be helpful if I could know the publishing details of this article ( date, year etc)

Zachary Totah - March 18, 2021 reply

Hi Sarah, glad to hear it! The article was updated in January of this year.

Sarah - March 19, 2021 reply

Hi Thank you so much!

Vedant Darji - February 4, 2021 reply

Important point. It’s helpful.

André - February 2, 2021 reply

Nicely summarized

Zachary Totah - February 2, 2021 reply

Thanks, Andre!

Amy M - January 29, 2021 reply

Your article nailed the focus of HR going forward and provided specific strategies for the Organizational Guidance System to move from descriptive to prescriptive. You have the perfect balance between “big picture” overview and boots on the ground implementation.

Thanks for the kind words, Amy. Glad you found it helpful–we’re lucky to work with experts who can provide insights for our audience.

mehmood - April 19, 2022 reply

thanks for the valuable information. can you please tell me What are the current trends in natural resources management ?

Ameneh Soltani - January 24, 2021 reply

wonderful… I made a copy to translate it (to Persian) soon -if you wouldn`t mind. Thanks a million.

Thanks for reading, Ameneh, glad you enjoyed it.

oussama askri - January 4, 2021 reply

great work !!!

Zachary Totah - January 6, 2021 reply

Thanks Oussama, glad you enjoyed it!

Dhwani Shah - December 14, 2020 reply

Very interesting and different ideas you have put up in this article. Thank you for adding to our knowledge with these insightful points and everything is explained really well. Keep sharing such articles! 🙂

Osama - November 10, 2020 reply

Thanks for the valuable article. very informative, well explained, and illustrated. Wish you all the Best. Osama

Zachary Totah - November 17, 2020 reply

Thanks for the feedback, glad you found the article helpful!

Rajjan Verma - October 7, 2020 reply

Very educative & informative articles. Thanks for sharing.

Zachary Totah - October 9, 2020 reply

Happy to hear it, Rajjan, thanks for the comment!

debora - September 28, 2020 reply

Great Article. Its really informative and innovative. keep posting with latest updates. Thanks for sharing such a good blog.

Thanks for the kind words, Debora. Glad you found it helpful!

Skye Harison - June 21, 2020 reply

Thank you for sharing some tips.

Zachary Totah - June 23, 2020 reply

Glad to help, Skye. Thanks for reading!

Carmon Crofts - June 15, 2020 reply

I am a student in Colorado Technical Unversity going thought a BA in Business administration with a concentration in Human resource management I will be graduating in 2021 what advice would you give to find employment within HR with no work experience.

Zachary Totah - June 16, 2020 reply

Hi Carmon, unfortunately our expertise is with software selection, so I can’t make any specific recommendations on how to start an HR career. As with many jobs, getting internships is probably a good idea. You could also check out SHRM and similar sites, which may have info more along the lines you’re looking for. Best of luck!

debora - June 4, 2020 reply

I found your article very informative & useful. Thanks for sharing!

Zachary Totah - June 4, 2020 reply

I’m glad you found it useful, Debora.

john mayer - May 22, 2020 reply

Thanks for sharing such an informational blog which will, surely be a big help to the small medium enterprise so that they can choose the best suited tool for their business.

patrick Donald - May 14, 2020 reply

strongly agree. great article

Zachary Totah - May 14, 2020 reply

Thanks, Patrick!

Akash Patel - May 7, 2020 reply

Awesome Blog. Thanks for sharing such a great information about the HR Software

Catherine Smith - March 18, 2020 reply

Yes, many companies are going AI or developing their AI needs with regards on administrative or company system. HRIS is one of the important things that can go through automation in order to deliver accurate service to the people. In my company, we have an automated Payroll system called PayRoll2u.

Zachary Totah - March 19, 2020 reply

Thanks for reading and sharing your thoughts, Catherine.

Beverly Dennis - February 17, 2020 reply

This article is very fascinating. Well done Zach !!

Zachary Totah - February 17, 2020 reply

Thank you, Beverly! I’m glad you enjoyed it.

Arash - December 29, 2019 reply

Great article! I want to know how do you think AI can help with employees’ experience ? or can it?

Zachary Totah - December 30, 2019 reply

Thanks Arash, glad to hear you liked it!

Yes, I do think AI can impact the employee experience, based on what I’ve seen. One example is the Watson Career Coach from IBM, which uses an AI assistant to help employees navigate their careers. And another I just learned about recently is Guider, which delivers mentoring using an AI solution. AI-powered chatbots are also becoming more common, helping people apply for jobs or quickly answering basic questions employees have.

I covered AI trends in HR more extensively in this article, if you want to check it out: https://www.selecthub.com/hris/hr-technology/ .

Tracy - May 21, 2019 reply

I think you are completely disillusioned if you believe this does not reduce the need for HR humans overall. Please share your thoughts on this: what is the breaking/tipping point? If all business is conducted by a robot, who will have an income to purchase your goods/service, etc? Are your relying on socialism to survive as a business? How will a government make a purchase without income from taxes? Awaiting your insight.

Zachary Totah - May 22, 2019 reply

What were you referring to when you said, “this does not reduce the need for HR humans overall.” I want to make sure my reply accurately addresses the point you’re making.

Akintola Inioluwa - May 4, 2019 reply

Does this mean there’ll be a drop in the value of HR practitioners in the nearest future?

Zachary Totah - May 8, 2019 reply

Hi Akintola, thanks for the question! Actually, I think the opposite is more likely to happen. As AI and other technology becomes more ingrained in HR, it will free people up to focus more on strategy, problem-solving and other areas that tech isn’t equipped to handle.

I was reading in a Deloitte report the other day that they expect automation and AI to augment the workforce by eliminating redundant manual tasks, which will enable HR practitioners to contribute in more valuable ways like I mentioned above.

Vivek Gour - August 30, 2020 reply

We will definitely to a drop in no. of HR professionals, as many of the manual work is being automated but the limited roles are going be more significant and strategic. HR is more likely to work as a strategic partner in the near future.

Lovepreet D - April 3, 2019 reply

Nice post. Artificial intelligence has seeped into every aspect of the recruitment industry. Where at one point, talent acquisition was a challenge, it has now been simplified with automation. The recruitment industry is witnessing a significant change in hiring candidates with increasing usage of various AI solutions.

Zachary Totah - April 5, 2019 reply

Thanks for reading and sharing your thoughts, Lovepreet!

Yes, agreed. AI has so many valuable applications that it’s not a surprise it’s become such an important piece of HR.

uday - December 1, 2020 reply

Hello Zachary Totah valuable study Thanks I want a copy, please

Zachary Totah - December 7, 2020 reply

Glad to hear it was helpful!

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Contemporary Perspectives in Human Resource Management and Organizational Behavior

Research Overviews and Gaps to Advance Interrelated Fields

© 2023
Riann Singh 0 ,
Shalini Ramdeo 1

The Department of Management Studies, Faculty of Social Sciences, The University of the West Indies, Saint Augustine, Trinidad and Tobago

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Considers the need of researchers to delineate research gaps by identifying those gaps for research advancements
Based on careful selection of the most relevant and cutting-edge topics that have lasting implications for the field
Incorporates a meta-analytic style which offers a comprehensive overview of relevant contemporary research areas

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About this book

This book aims to address one of the key challenges facing Human Resource Management (HRM) and Organizational Behavior (OB) researchers. It delves into contemporary topics from which focused research models, ideas, and questions can be developed and tested. HRM and OB are closely related and intersect each other in the examination of practices, which are aimed at managing employees and explaining their behaviors.

Providing researchers with a comprehensive overview of research advances within selected contemporary areas, this book seeks to spur critical thinking, spark alternative research perspectives, innovate extensions to existing theories, and provide the foundation from which focused research can grow and develop within these management fields.

HRM Practices, Employee Well-Being, and Organizational Performance

Edward Emmet Lawler, III: Scholar, Change Agent, Sports Fanatic, and a Hell of a Nice Guy

Contemporary Human Resource Management
Innovative Responses in Crises

Employee Mental Health

Workplace harassment.

Employee Turnover
Diversity and Inclusion
work engagement
employee motivation
organizational citizenship behavior
counterproductive work behavior
alternate work arrangements
employee engagement

Table of contents (12 chapters)

Front matter, introduction to contemporary research perspectives in human resource management and organizational behavior.

Riann Singh, Shalini Ramdeo

Innovative Human Resource Management and Organizational Behavior Responses in Crises

Alternative work arrangements for the contemporary workplace, from diversity to inclusion in the workplace, human resource management in small and medium enterprises, alternative perspectives in employee turnover, organizational citizenship and counter-productive work behaviors, leading for work engagement, employee motivation in a changing environment, conclusions and future research directions in human resource management and organizational behavior, back matter, authors and affiliations, about the authors.

Riann Singh is Senior Lecturer in Human Resource Management and Organizational Development within the Department of Management Studies at the University of the West Indies, St. Augustine, Trinidad and Tobago. She has extensive teaching and research experience in these areas.

Bibliographic Information

Book Title : Contemporary Perspectives in Human Resource Management and Organizational Behavior

Book Subtitle : Research Overviews and Gaps to Advance Interrelated Fields

Authors : Riann Singh, Shalini Ramdeo

DOI : https://doi.org/10.1007/978-3-031-30225-1

Publisher : Palgrave Macmillan Cham

eBook Packages : Business and Management , Business and Management (R0)

Copyright Information : The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2023

Hardcover ISBN : 978-3-031-30224-4 Published: 05 May 2023

Softcover ISBN : 978-3-031-30227-5 Published: 06 May 2024

eBook ISBN : 978-3-031-30225-1 Published: 04 May 2023

Edition Number : 1

Number of Pages : XIII, 224

Number of Illustrations : 9 b/w illustrations, 2 illustrations in colour

Topics : Human Resource Management , Management , Organization , Business Strategy/Leadership

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Contemporary Human Resource Management Text and Cases

Adrian Wilkinson - Griffith University, Australia & University of Sheffield, UK, Griffith University and Visiting Professor at University of Sheffield
Tony Dundon - University of Limerick
Description

Written by experts in the field, this well-established book provides a critical and academically rigorous exploration of the key functions, practices and issues in HRM today. The first part of Contemporary Human Resource Management covers fundamental HRM practices while the second half examines contemporary themes and issues such as work-place bullying, flexibility and emotion at work. Each chapter contains two thought-provoking case studies, encouraging readers to identify, examine and apply key concepts to real-world examples. This substantially revised sixth edition includes three completely new chapters and case studies on:

HRM in SMEs
The Future of Work
Employee Wellbeing

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PowerPoint slides
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A comprehensive, student friendly text covering the key issues in HRM.

Some excellent practical examples to develop students own skills and understanding of HRM

This book covers fundamental knowledge on HRM. The advanced/contemporary knowledge (in the second half of the book) is suitable for students at the Master's level. The case studies are useful as well.

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1st Edition

Human Resource Management Concepts, Theories, and Contemporary Practices

Description.

This textbook introduces readers to an array of concepts and current practices of human resource management (HRM). It provides an understanding of the current problems in the area that require pragmatic research and realistic solutions. Using a blend of diverse concepts, theories, tools and techniques, the book discusses contemporary practices of HRM and the challenges related to acquiring and training people, human resource development, compensation and reward, employee relations, technological changes, HR records, audit, research and more. Supported by the authors’ rich experience of over five decades in academics as well as in the corporate sector and case studies, the book will enhance conceptual understanding of HRM, throw light on recent developments in this subject area and offer management strategies for problems and challenges related to human resources. This book will be an essential textbook for students, professionals, corporate trainers and researchers of business studies, management studies, marketing, human resource management, resource management, work and organisational psychology, human resource development, risk management, economics and finance.

R. C. Sharma is the Founder Vice Chancellor of Amity University Gurugram, India, and Ex-Professor Emeritus of Amity Business School, India. His name is featured in the World Scientists and University Rankings (2021) at rank number 14 in the world and at rank number 2 in India and Asia. He possesses over five decades of experience in teaching, research and the corporate sector. He has published works extensively and has been editor-in-chief of Amity Management Analyst for a decade. Besides being honoured with many awards for his research contributions, he was also a gold medallist for securing a First Class First in PGDPM (Kurukshetra University). Nipun Sharma is CEO of Jeeves Consumer Services and F1 Info Solutions (both Flipkart companies). He has over 30 years of experience in working senior positions for companies like Flipkart, Airtel, Vodafone, Tata Tele and Usha. He holds a BTech (Hons) in electronics and communication engineering, PGDMM (gold medallist), MBA, and PhD (management). He also has executive education from IIM Ahmedabad, ISB Hyderabad and the University of Michigan. He is a certified Tata Business Excellence Management assessor and a certified SHL internal assessor. He has published many research papers and articles on HR and management-related topics and has been a guest speaker at several institutes and organisations.

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Contemporary Issues in Human Resource Management

In book: Perspectives on Nigerian Labour Market and th Global Economy (pp.202-215)
Publisher: Michael Imoudu National Institute for Labour Studies

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Contemporary Issues in HRM: A Critical Analysis of Current Practices

Category: Business
Topic: Human Resource Management , Human Resources

Pages: 6 (2712 words)

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Introduction

Contemporary challenges of hrm, work force diversity:, changing market:, quality of work life:, management system:, organizational culture:, leadership development:, environmental challenges:, social issues:, different objectives of hrd:, globalization:, other challenges:.

Changing demographics of the workforce.
Layoffs and downsizing.
Information and communication system.
Increased use of social networking to distribute information to the employees.

Positioning and allignment of the environmental and HR function:

Green employee engagement:, globalization and cultural complexity:, youth and unemployment:, quest for talent and career development:, employee engagement and motivation:, contemporary issues faced by human resource managers today, multi-generational challenges in workplace:, legislation affecting workplace:, technological advances and workplace:, hr and internationalization of business.

Coordinating the market; product; and production plans on the worldwide basis.
Creating organizational structures capable of balancing the centralized home office control with the adequate local autonomy.
Extending the HR policies and the systems to service staffing needs abroad.
Deployment: Easily getting the right skills to where they needed, regardless of the geographic location.
Knowledge and innovation Dissemination: Spreading the state of the art knowledge and the practices throughout the organization regardless of the origin.
Identifying and developing talents on a global basis: Identifying those who can able to function effectively in a global organization and develop their abilities.

Strategic Human Resource Management (SHRM)

Challenges of shrm.

Structure: The success of the company depends upon whether there is a proper management structure in the place.
Team-working: By withdrawing the old traditional hierarchies a background of creating a team building is created. In a many of the cases, the less layers there are between the workers and the director there are, the more harmonized working environment. Also the communication between the staffs is easier and more effective.
Performance: This strategy is based on an analyzing the critical success factors and the performance levels reached in relation to them. The performance can be improved by taking necessary steps to improve training, development, reorganization, the development of performance management processes, business process re-engineering, etc.
Quality and customer care: The aim of the most companies is to achieve the competitive advantage. The competitive advantage is often measured by the customer satisfaction and hence loyalty and retention.

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Human Resources Research Paper Topics for 2024

How to choose a Human Resources topic for your project?

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HRM Dissertation Topics

Introduction

2024 HRM Dissertation Topics

Topic 2: The effect of motivating strategies on employee performance

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

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

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

Covid-19 HRM Research Topics

The management techniques for employees.

The economic Crisis for HR Managers during Covid-19

The policies of HR for affected employees.

The employees' cooperation for HR

HRM Dissertation Topics for 2023

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

HR Learning and Development Dissertation Topics

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

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

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

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

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

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

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

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

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

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HR Performance Review Dissertation Topics

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

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

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

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

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

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

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

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

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

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

HR Employee Motivation Dissertation Topics

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

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

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

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