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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.

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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.

About ResearchProspect Ltd

ResearchProspect is a  UK based academic writing service  that provides help with  Dissertation Proposal Writing ,  PhD. Proposal Writing ,  Dissertation Writing ,  Dissertation Editing, and Improvement .

Our team of writers  is highly qualified. They are experts in their respective fields. They have been working for us for a long time. Thus, they are well aware of the issues and the trends of the subject they specialize in.

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• Analyze employee well-being.
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• Select a topic aligning with your passion and career path.

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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.

iResearchNet Writing Services

For custom human resource management research paper.

At iResearchNet, we pride ourselves on offering premium quality writing services for students focusing on Human Resource Management (HRM) research. We understand that every academic discipline requires a unique approach, and HRM is no exception. Our services stand out because of their superior quality, customization, and attention to detail. For a more thorough understanding of why iResearchNet is the go-to choice for many students worldwide, we have outlined a detailed list of 13 core features that give us an edge in the academic writing industry.

• Expert Degree-Holding Writers: At the core of our services, you’ll find our team of experts. These are not just writers but highly qualified professionals who hold advanced degrees in Management, Business, and related fields. Their qualifications and in-depth knowledge ensure that your HRM research paper is handled with the required expertise and understanding of nuanced academic requirements.
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• In-Depth Research: A cornerstone of our services is our commitment to comprehensive research. Our writers don’t just skim through the surface of your chosen topic. Instead, they delve deep, exploring various reputable sources and making sure that they provide a robust and critical analysis. This commitment to in-depth exploration ensures your work aligns with the academic rigor expected in HRM studies.
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• Top Quality: Our commitment to quality is what makes us a leading academic writing service provider. We meticulously proofread and edit every paper to ensure coherence, clarity, and correctness. This attention to detail reflects our relentless pursuit of excellence and the high standards we maintain for every paper we deliver.
• Customized Solutions: iResearchNet operates on the principle that each student and each research paper is unique. We value your individual needs and academic goals and believe in a personalized approach to our writing services. Our writers work closely with you, tailoring their approach to resonate with your unique requirements.
• Flexible Pricing: We recognize that budget constraints can be a concern for students. Our pricing structure is designed to offer flexibility and affordability without compromising the quality of our services. We have a range of options available to suit various budgetary requirements, demonstrating our commitment to providing excellent value for money.
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Our mission at iResearchNet is to be a reliable academic partner, providing the tools, resources, and support necessary for success in your HRM research papers. With an exceptional team of experts, a deep-seated commitment to quality, and an array of features designed to cater to various academic needs, we aim to make your academic journey smooth, enriching, and successful. Choose iResearchNet and experience the benefits of professional, dedicated, and reliable academic assistance that puts your needs first.

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Human resources

Organization theory

Students in our PhD program work closely with faculty members to contribute to significant advancements in the theory and practice of management, as evidenced by our recently published journal articles . Our faculty members are renowned scholars, leaders at the Academy of Management and the Strategic Management Society, and editors in top scholarly journals.

Academic Requirements

The admissions process is highly competitive. All students must meet the general PhD requirements of both the UW–Madison Graduate School and the Wisconsin School of Business.

Ideal candidates for our program possess a strong academic background at the undergraduate or graduate level and come from a variety of educational backgrounds. A degree in business is not a prerequisite for doctoral-level study, although such a background may be helpful.

Program Coursework

New students in our PhD program start by taking two years of coursework (a course is typically three credits, and a total of thirty-two credits is required). Courses are selected in consultation with the PhD coordinator and your advisor.

A substantial share of coursework may be undertaken outside of the business school. Students take a diverse array of seminars in the economics, sociology, psychology, statistics, and computer science departments, depending on their specific research interests. These may be theory or methods courses. Required coursework in research methods and statistics includes a minimum of 18 credits.

During the period of coursework, students will work closely with faculty on research projects. These interactions often lead to research collaborations in which the student becomes a co-author on published research.

The Management and Human Resources Department offers a slate of foundational PhD seminars across the group’s core areas of research: strategy, human resource management, organizational behavior, organization theory, and entrepreneurship. The department also offers two research methods seminars. These seminar offerings vary from year to year, although most are offered every second year.

Doctoral students are expected to take all PhD seminars offered by the department. From these courses you will declare primary and secondary concentrations (e.g., strategy is primary and human resources is secondary).

Preliminary exams

Preliminary exams are written at the end of the second year (usually in early summer). The exam takes place over two days and consists of four questions: two regarding your primary concentration, one on your secondary concentration, and one concerning research methods.

Upon passing the preliminary exam, students focus on their own research, developing and defending a dissertation. Throughout the PhD program, students participate as full and active members of our research community. The department runs vibrant internal and external speaker series, with both UW and visiting faculty presenting research. Our PhD students actively participate as speakers, presenting their ongoing research.

See Guide for all course requirements

Faculty Research Interests

Stav Atir Research interests: Knowledge Learning Confidence Judgment and decision making Gender bias View full profile Russell Coff Research interests: Competitive advantage Human capital Strategic management Innovation and creativity View full profile Jonathan Eckhardt Research interests: Student entrepreneurship and technology transfer Technology entrepreneurship Venture finance Entrepreneurship theory View full profile Martin Ganco Research interests: Entrepreneurship Employee mobility Innovation and technology Business strategy Complexity theory View full profile Barry Gerhart Research interests: Compensation Human resource management Incentives Staffing View full profile Florence Honoré Research interests: Entrepreneurship Human capital Employee mobility Strategic alliances Matching models View full profile Anyi Ma Research interests: Agency and community Gender and leadership Choice, control and freedom View full profile Jirs Meuris Research interests: Employee well-being and organizational performance Compensation and benefits Personal finances and financial decision-making Applications of behavioral science to public policy View full profile Alexander Stajkovic Research interests: Leadership and organizational behavior Reinforcement theory Social cognitive theory and self-efficacy Interaction between primed subconscious goals and conscious goals Core confidence View full profile Ann Terlaak Research interests: Business sustainability Corporate social responsibility Organizational learning Behavioral theory of the firm View full profile Charlie Trevor Research interests: Compensation Human resource management Consequences of employee turnover View full profile Chia-Jung Tsay Research interests: Decision-making Implicit biases Performance Expertise Policy View full profile Victoria Zhang Research interests: Social networks Norm-violations Behavioral change Computational social science View full profile Connect With Current Students

We encourage you to contact our doctoral students in management and human resources to hear their perspectives on the Wisconsin PhD Program.

View current student profiles

See Our Placement Results

Graduates of our PhD specialization in management and human resources have accepted tenure-track positions at top research universities.

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Chia-Jung Tsay

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Ph.D. in Human Resource Management

Program information.

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

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

Application deadlines

Priority: December 15

Final: January 10

• Application requirements

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

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

Program details

View degree requirements and a detailed list of courses in the KU Academic Catalog .

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

• Comprehensive exams
• Dissertation proposal
• Dissertation defense

Some students can complete the program in four years.

Program faculty

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

• Associate Professor

• Interim Area Director, Management and Entrepreneurship
• Neeli Bendapudi Professor of Management

Human Resource Management doctoral students

• Ph.D. Student

• Ph.D. Candidate

Ph.D. Program in Human Resources

Cornell university’s ilr school: a world leader in human resource management.

Cornell University is among the world’s most prestigious research universities — and its ILR School is the HR Studies leader. Cornell ILR focuses on the world of work with doctoral programs not only in HR, but also related fields such as organizational behavior, dispute resolution, labor relations, public policy and social statistics.

In a 2009 poll posted on the Academy of Management's HR Division listserv, members were asked, “If you were advising a top-notch student interested in pursuing a graduate degree in HR, what three schools would you recommend?” Scholars ranked ILR’s HR program as their top pick , citing Cornell’s program more frequently than any other.

Why Cornell’s Human Resources Ph.D. Program?

• Unmatched program breadth and depth
• Access to top scholars
• Guaranteed full funding
• Academic careers at top-notch universities

An Alumnus Perspective

“I had an awesome experience at Cornell. The professors were terrific, as were my fellow Ph.D. students. I could not have been better prepared to launch my career in teaching and research in human resource management.”

— Jeff Ericksen, Assistant Professor, School of Labor and Industrial Relations, Michigan State University (HR Ph.D. graduate)

Application Deadline: December 15th 

Contact information.

For more information on Cornell's Ph.D. in Human Resources program, please contact:

ILR Graduate Programs Office Cornell University 218 Ives Hall Ithaca, NY 14853

ph: (607) 255-1522 fax: (607) 254-5225 email: [email protected]

College of Education and Human Development

Department of Organizational Leadership, Policy, and Development

Human resource development PhD

Become an expert in developing individuals and organizations to unleash productivity. This Human Resource Development (HRD) track program prepares you to conduct research and provide sophisticated consultation into how workers acquire new knowledge and skills, relate to one another in complex social environments, and transition to management and leadership positions. You will learn how to see HRD theories and practices in larger economic, social, and political contexts, and you will be able to chart organizational paths for growth in those contexts.  

Your contributions to research will help organizations and systems all over the world better understand ways in which to create fair and equitable environments for their workforces, design programs that support workers and prevent burnout, and promote professional growth and satisfaction in employees.

Doctoral students in Human Resource Development gain the capacity to:

• Teach leadership, adult education, and human resource development courses.
• Serve as training and development consultants on program design and implementation.
• Resolve complex organizational and relational issues through innovative training and performance improvement techniques.
• Develop sophisticated measurements to analyze and diagnose organizational challenges.
• Conduct original research in the field and derive transferable insights and applications for local-to-international clients and industries.
• Faculty at a college or university
• Director of organizational effectiveness
• Head of organizational learning and development
• Executive coach or consultant

Departmental core (16 credits)

Professional socialization seminar

• OLPD 8011—Doctoral Research Seminar I (1 cr) [Take Fall term of first year]

Research courses

• OLPD 8015—Inquiry Strategies in Educational and Organizational Research (3 cr) [Take Spring term of first year]
• Quantitative course (3 cr inside or outside of department; with approval of advisor)
• Qualitative course (3 cr inside or outside of department; with approval of advisor)
• Additional methods courses (6 cr; with approval of advisor)

Total PhD credits required

48 credits of HRD coursework + 24 thesis credits = 72 total credits

Specialization (9 credits)

Courses must have advisor approval.

• One OLPD 8xxx level theory seminar (3 cr)
• Two or three 8xxx level seminars offered by various HRD faculty (2-3 cr each for a total of 6 cr)

Thesis credits (24 credits)

All Ph.D. students are required to register for 24 semester thesis credits after completing the preliminary oral exam. The 24 credits must be taken over two or more terms.

• OLPD 8888—Thesis Credits: Doctoral

Additional Research Courses (9 credits)

In addition to the research/methodology courses mentioned in the department core the following are required for students in the HRD track.

• 3 cr statistics course selected in consultation with advisor
• OLPD 8603— The Capstone Research Experience (6 cr.). This course is offered every other year. When it is offered take six credits over two semesters, three credits to be taken in fall semester and three credits to be taken in spring semester. Is usually taken during the second year or third year if the student is full-time.

Additional coursework (14 credits minimum)

Minimum of 14 credits required. These credits can be used to meet the requirement that a minimum of 12 credits be taken outside the HRD track or for a minor. Courses not specifically listed should have advisor approval.

How to apply

Admission deadline.

Application deadline: December 1 for a Fall semester start.

Fall semester start only.

Applicants may only apply to one OLPD track.

Applications are not complete until ALL required materials and fees have been received. If anything is missing, your application may not be considered. It is strongly recommended to apply at least two weeks before any submission deadlines.

Applications are processed by the Graduate School. A decision for admission notice will be emailed to you once your application is carefully reviewed by the department's admission committee and your transcripts and any credentials (test reports, diploma copies, etc.) are authenticated by Graduate School officials.

Admission Requirements

Degree : Master's degree or equivalent

GPA : Undergraduate 3.0; Graduate 3.5

GRE : Applicants should not submit GRE scores, as they will not be considered in the review process.

TOEFL/IELTS Scores (Not required for U.S. students): 

TOEFL: Internet based = 79 or above (21 writing/19 reading) IELTS = 6.5

Tuition and funding

Tuition information: CEHD | OneStop

Financial aid: CEHD | OneStop

Readmission

If a graduate student in an OLPD program has become inactive they must follow the readmission procedures .

Whether you seek reactivation after accidentally being discontinued this term or want to return after a long absence these are the steps needed to re-apply.

• Complete the proper online readmission application . If you have been away from the program less than five years use the Express Readmission Application and email it to [email protected] . All others must submit the Online Application for Readmission  
• Once received, the department will forward your application to the appropriate admissions committee. Readmission decisions are normally determined by the program’s admissions committee, not any one individual faculty member. Readmission is never guaranteed. Decisions for readmission are based on a review of previous progress toward degree completion, the proposed timeline for completion, the availability of faculty resources, and/or any additional application materials they may request from you. Individual programs/tracks reserve the right to readmit students under the current graduate program requirements, rules, and guidelines. They may also request an applicant to provide additional information prior to making a decision.  
• Once the committee makes their recommendation, the department’s DGS will sign off on the decision and forward the result to the central Graduate Admissions Office for processing. Once processed, you will be notified of the decision.

Individual department programs and tracks reserve the right to require readmitted students to retake coursework if they deem it appropriate. Readmitted students are also required to abide by current time-to-degree policies as determined by the University, which may differ from the policy in place when they first started the degree program.

Individuals seeking readmission to the Ph.D., Ed.D., and M.A. program tracks in the former EDPA, WHRE, and WCFE majors can only reapply to the appropriate program track under the Organizational Leadership, Policy, and Development (OLPD) major name.

Detailed application instructions

Click here to access the online application for admission.

Required fields in the application for admission are: Personal Information, Application Information, Educational Background, Languages, Awards & Activities, Employment/Residence Information, Financial Support, Applicant Statements #1 & #2, Recommendation Letters (limit 2), and  Resume or CV.  All other fields or application materials are optional , but will be taken into consideration if submitted.  

Fees:  Review information about application fees here.

Transcripts : Unofficial transcripts or academic records should be uploaded directly to the online application. Please do not mail in paper copies of your transcripts, there is no need for official transcripts or academic records for initial review. If you are admitted, the University will then request official copies of this material. Click here for more information about transcripts and credentials.

GRE scores are not only not required, they are not considered for applications to this program.

Statement #1, Personal Statement (required): Please provide a statement outlining your immediate educational and long-range career objectives in relation to your chosen field. If there is a particular faculty member with whom you wish to study, please give that person’s name and explain why you want to study with that person. You may also wish to include other information, such as any undergraduate research experience, internships, or other experiences you may have had to document your preparation for advanced study in your chosen field. If you are applying for the Ph.D.—CIDE/Leadership for Intercultural and International Education (LIIE) or the Ph.D—EPL/Executive cohort programs, indicate this in your statement as well. [Please do not exceed two pages.]

Statement #2, Diversity Statement (required): Enrolling and graduating a diverse student body is central to the University of Minnesota’s mission. Please write a statement that identifies the distinctive qualities, characteristics, and life experiences you would contribute to your graduate program and to the education of fellow students at the University of Minnesota. You may wish to include examples that address your contribution to the diversity of the student body and illustrate your motivation to succeed by setting high standards for accomplishing intellectual and other goals, overcoming obstacles to achievement, and/or helping others to gain access to the resources necessary for success. [Please do not exceed one page.] 

Statement #3: Extenuating Circumstances (optional): If your grades and/or test scores are not strong, and you would like to provide an explanation, please do so. [Limit 1200 characters.]

Two letters of recommendation (required). The strongest recommendations typically come from current or former professors who can assess your potential for graduate work. Other recommenders, such as employers, are also acceptable.

English Language Test Scores (TOEFL, IELTS, etc.) Click here for more information about TOEFL Scores . 

Common Ground Consortium Fellowship: If you wish to be considered for a Common Ground Consortium fellowship for African-American students indicate this by uploading your statement in the "Program Supplementary Information -Upload #1" section. The statement should briefly address the following: Given that the UMN is a public land grant institution, it is imperative that CGC scholars can both benefit personally from their membership in the program as well as further the university’s founding mission to contribute to scholarship that benefits the local and greater communities. Please describe how your participation as a CGC scholar would do the following: (a) enhance your graduate student experience, (b) prepare you for your chosen career, and (c) benefit the public.

We’re here to help. Simply complete this form and a member of our department will be in touch.

Organizational Behavior & HR Management

The Mitch Daniels School of Business PhD program in Organizational Behavior and Human Resource Management (OBHR) will provide you the personalized mentorship and rigorous educational platform from which to launch a successful academic career at a research-oriented university. 

By exposing you to classic and cutting-edge theories , literature streams, research methods, and analytical techniques, we will enable you to conduct exciting and impactful research and to effectively share discovered knowledge with fellow scholars, managers, and students in the U.S. and abroad.  We believe it critical to build your research skills from the outset of your time in our program such that your research record stands out in a highly competitive academic job market.

To that end, we will work one-on-one with you on research projects related to topics such as leadership and teams; work, family, diversity, and personal life; workplace fairness and justice; employee selection; international human resources; stress and burnout; employer branding and recruitment; counterproductive work behaviors; and workplace interventions, training, and employee engagement.

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Most Trusted #4

Morning Consult, 2022

Best Value School #7

The Wall Street Journal / Times Higher Education, 2022

Most Innovative School in the U.S. Top 10

US News and World Report, 2023

Want to Learn More? 

If you would like to receive more information about doctoral study in OBHR, please contact us and an Admissions Specialist will be in touch to connect you with a department representative!

[email protected]

Program Details

Faculty and Students

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

Human Resource Development Theses and Dissertations

Theses/dissertations from 2024 2024.

EXAMINING THE DIGITAL LITERACY COMPETENCIES AND PRACTICES OF GENERATION Z EMPLOYEES IN HIGHER EDUCATION , Ashlea L. Wilson

Theses/Dissertations from 2023 2023

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

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

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

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

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

Theses/Dissertations from 2022 2022

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

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

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

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

Theses/Dissertations from 2021 2021

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

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

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

Theses/Dissertations from 2020 2020

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

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

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

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

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

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

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

Theses/Dissertations from 2019 2019

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

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

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

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

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

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Earning A Ph.D. In Human Resources: Everything You Need To Know Before Enrolling

Updated: Jul 6, 2023, 12:37pm

A Ph.D. in human resources will allow you to pursue executive,upper-management or academic roles. Read on to learn why you might pursue a Ph.D. in human resources.

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What Is a Doctorate in Human Resources?

A doctorate in human resources, or a Ph.D. in human resources, is the terminal degree in the field, meaning it is the highest degree level you can attain. Doctoral degree holders in human resources are preeminent experts, driving the field forward through research and teaching.

A Ph.D. in human resources takes up to eight years to complete. Doctoral programs begin with two years of intensive coursework before students declare a concentration and focus on developing and defending a dissertation. Ph.D. students spend several years working on their dissertations before graduating.

Degree Finder

What can you do with a doctorate in human resources.

A doctorate in human resources qualifies you for the most advanced and high-level roles in the HR field. You are also qualified to pursue positions in research and academia, setting you apart from master’s degree holders. You can find work as a human resources professor at a university or as an industrial-organizational psychologist . Salary information via the Bureau of Labor Statistics (BLS) .

Below, we cover four careers available for doctoral degree holders in human resources.

Human Resources Professor

Job Growth (2021-2031): +6% Median Annual Salary: $88,790 Job Description: Human resources professors work within business departments at colleges and universities. Job duties include teaching undergraduate students, mentoring Ph.D. candidates and performing research to advance the HR field.

Chief Executive

Job Growth (2021-2031): +6% Median Annual Salary: $189,520 Job Description: Chief executives work at the highest management level within some of the largest companies in the world. Job titles include chief operating officer, chief financial officer, chief technology officer or chief information officer. Professionals with a doctorate in human resources bring knowledge of management, leadership and best practices in big-picture company culture.

Human Resources Manager

Job Growth (2021-2031): +7% Median Annual Salary: $130,000 Job Description: Human resources managers take charge of HR departments at any company. They can work in many industries, including the nonprofit sector, healthcare and information technology, where they oversee hiring, firing, compensation, benefits and training.

Industrial-Organizational Psychologist

Job Growth (2021-2031): +4% Median Annual Salary: $139,280 Job Description: Industrial-organizational psychologists study the effects of applied psychological principles on the business and managerial world. They perform research and provide actionable advice to workplace management. You must have a Ph.D. or doctoral degree to practice independently as a psychologist.

What’s the Difference Between an MBA in Human Resources and a Doctorate in Human Resources?

An MBA in human resources and a Ph.D. in human resources are very different degrees. An MBA with a concentration in human resources covers broad business foundations like marketing, finance and economics alongside HR coursework. An MBA in HR qualifies graduates for many jobs due to their overarching business education.

Where an MBA provides breadth, a Ph.D. in human resources provides depth. A Ph.D. requires students to complete significant research and writing. Ph.D. students become human resources experts as they spend most of their degree conducting HR-specific research.

Compared to MBA graduates, doctoral degree holders are more limited in what business careers they can pursue; however, doctoral degrees qualify graduates to seek nearly any position in the HR field.

Admission Requirements for a Doctorate in Human Resources

Admission requirements for Ph.D. programs in human resources vary widely, moreso than undergraduate and graduate programs. Prospective students must meet a minimum GPA and generally need a master’s degree in the field. They must submit official transcripts, letters of recommendation and a statement of purpose detailing their intended research focus or the faculty members they’d like to research alongside.

Many Ph.D. programs admit small cohorts and require applicants to complete an admission interview. Some programs also require applicants to submit GMAT or GRE scores.

Common Courses in a Human Resources Ph.D. Program

Behavioral sciences.

A behavioral sciences seminar covers major theories and methodologies in psychology, such as cognitive processes and behavioral interactions. This course introduces students to research design and methodologies at the doctoral level.

Current Issues in Organizational Behavior

Organizational behavior and industrial-organizational psychology are key components of a Ph.D. in human resources. This survey course covers the spectrum of contemporary research in organizational behavior and its practical applications to companies around the world.

Organization Theory

This course delves into various theories on organizational performance and how Ph.D. graduates can apply them when entering the HR field. Students discuss, compare and contrast multiple models in organizational theory.

Survey of Social Psychology

This course surveys the major theories and research in the social psychology field. Social psychology studies how thoughts, behaviors and feelings change based on norms and other people and plays a crucial role in human resources.

Dissertation

A dissertation is the culminating requirement for Ph.D. candidates. In most cases, Ph.D. candidates must write a paper based on their original research, after which they must defend their dissertation to a panel of faculty members. This requirement takes years to complete, making it difficult to pinpoint exact completion timelines for Ph.D. programs.

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Frequently Asked Questions (FAQs) About a Ph.D. in Human Resources

What can you do with a ph.d. in human resources.

A Ph.D. in human resources prepares you for high-level human resources positions or roles in academia, such as research or teaching. In tandem with professional experience, graduates can pursue CEO jobs. Doctoral degree holders can also pursue licensure to practice or conduct research as industrial-organizational psychologists.

Is a doctorate in HR worth it?

Whether a doctorate in HR is worth it depends on your career goals. If you want to pursue careers in academia and research, a Ph.D. in human resources is the right fit for you. These degrees can lead to HR professor and industrial-organizational psychologist positions.

In contrast, you do not need a doctoral degree to become a human resources manager, although it can help. However, financially, you are likely better off pursuing an MBA in human resources for HR management careers.

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Mikeie Reiland is a writer who has written features for Oxford American, Bitter Southerner, Gravy, and SB Nation, among other publications. He received a James Beard nomination for a feature he wrote in 2023.

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Human Resource Management PhD Projects, Programmes & Scholarships

PhDs in Human Resource Management are doctoral research degrees that allow students to deeply explore a particular aspect of HR practices and theories.

Specifics vary drastically between programmes, but may involve research into the complexities of workforce management, the effectiveness of HR policies, and the impact of HR practices on organisational performance.

Entry requirements typically include an undergraduate degree in an appropriate subject such as Business, Management, or Psychology. A relevant Masters degree may also be required depending on the programme.

Why study a PhD in Human Resource Management?

Develop skills and knowledge.

A PhD in Human Resource Management allows you to not only develop your own knowledge of HR, but also to make a unique, original contribution to the subject as a whole. By doing so, you will hone a variety of transferable skills, such as:

• Research and Analytical Skills: Ability to design, conduct, and analyse complex research projects.
• Critical Thinking and Problem-Solving: Expertise in evaluating HR theories and practices to address challenges.
• Communication and Presentation Skills: Proficiency in effectively conveying ideas and findings to diverse audiences.

Further Career Development

If you're hoping for a career in academia, a PhD is typically required. Other research-based careers may likewise require a PhD, and even when they don't, employers will value the research skills and knowledge developed during your degree. For more information, please visit our PhD employability guide .

After completing your PhD in Human Resource Management, a potential career option might be employment as an HR Manager . According to UK salary data from Glassdoor , an HR Manager earns an average of £50,941 per year , dependent on factors such as experience, employer and employment location.

Improve Employability

Completing a PhD may also improve your employability. According to the UK government's LEO Graduate and Postgraduate Outcomes survey , 87% of Business & Management PhD students were in further education or employment three years after graduation.

What do prospective Business & Management PhD students think about study?

We host the Pulse postgraduate survey to understand the motivations, concerns and expectations of students just like you. For prospective Business & Management PhD students in 2023:

• 78% were either positive or very positive about employment after graduation.
• 64% preferred on campus learning, 13% preferred online/distance learning, and 23% preferred a blended approach.
• 23% were interested in part-time study.
• Subject interest
• Skills development

If you'd like to make your voice heard, why not complete our survey? Your feedback will help us ensure our site is as helpful as possible for students like you!

Note: This guidance was produced with the assistance of AI. However, all data is derived from reliable, authoratitive sources, and all content has been reviewed by humans.

Capital, Labour, and the Economics of Technological Revolutions: Alternative Insights of Workforce Futures

Phd research project.

PhD Research Projects are advertised opportunities to examine a pre-defined topic or answer a stated research question. Some projects may also provide scope for you to propose your own ideas and approaches.

Self-Funded PhD Students Only

This project does not have funding attached. You will need to have your own means of paying fees and living costs and / or seek separate funding from student finance, charities or trusts.

Optimisation of home care management

Data driven evaluation of supply chain performance, examining the social dimension of circular economy in emerging markets, workplace mistreatment on the basis of multiple demographic attributes: victims’ and workplace characteristics as influential factors, assessing and improving the productivity of construction labour through resilient interventions against stagnation (in respect of the evolving perspectives of the impacts of pandemics like the coronavirus), mapping uk’s stakeholder ecosystems of battery technologies and sustaining resilient battery manufacturing supply chains, generational differences in sustainable travel behaviour, women in sports: the experience of working and living in precarity, liminality and exploitation in the gig economy, what form and duration of experiential learning optimises graduate outcomes; an impact study of experiential learning opportunities within and beyond the he curriculum, resource shortage and preferences - a study on medicine and vaccine shortages, challenges and opportunities of remote interaction in virtual reality, evaluation of facilitated simulation workshops in healthcare, developing tools to support organisations with net zero goals, can simulation models influence behavioural change towards climate change solutions in the fashion industry.

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223 Awesome Human Resource Topic Ideas To Pick From

Are you looking for a human resource research topic for your academic paper? If yes, this article has a title you’ll find interesting to research and write about when handling your project. Human resources are the people that work for an organization or a company and the department that manages everything about employees. Collectively, they represent the most valuable resources in an organization or business.

The human resource department is part of a business whose responsibility is to find, screen, recruit, and train job applicants.

This business division also administers employee-benefit programs. Ideally, the HR department focuses on maximizing the workers’ productivity while protecting the company from the issues arising from the workforce. To achieve its goals, the HR department of an organization must engage in active research to improve the employees’ workforce. A human resource research paper comprises information about the findings of a study on a specific topic. And this includes:

• An answer to a question that a learner set out to investigate
• Proof of a relevant theory
• Practical and theoretical knowledge about the topic

Human capital is a crucial asset in any organization. What’s more, the subject is too broad for educators and researchers to underrate. If looking for a human resources topic for your paper or essay, this list has brilliant ideas to inspire you.

Latest  Human Resource Topics in the News

Do you want to base your human resource paper on a contemporary topic? If yes, consider these ideas for your essay.

• Ethical discrimination and workplace hostility among the minorities
• How remote working affects employee performance during the coronavirus pandemic
• How employee motivation affects job performance among those working from home
• The popularity of mobile-friendly job recruitment
• How necessary is background investigation for potential employees?
• How HR departments use recruitment marketing
• The essence of skill, personality, and aptitude tests during recruitment
• Should employers consider pre-employment assessments over resumes?
• How employers can improve candidate experience during the recruitment process
• How the open workforce like independent contractors and freelancers can benefit an organization
• Strategies for promoting workplace inclusion
• Should companies give their employees respite care?
• Offsetting caregiving costs by offering care assistance cover
• Should companies give employees paid family leave?
• Artificial intelligence use in human resource departments
• Can companies use AI to detect behavioral change among employees?
• How to use AI to customize professional development, employee promotion, and career paths
• Can a company use AI in employee performance management?
• Can companies use AI to detect employees that want to leave the workplace or company?
• Challenges of remote working during the COVID-19 pandemic
• Benefits of working remotely for employers and employees
• Disadvantages of working remotely for the employees
• Can home workplaces lower employees’ productivity?
• Impact of lousy team dynamics on employee performance
• How poor physical and mental health impacts productivity
• Tracking how employees use work devices- Is it ethical?
• The best performance and compensation management tools for remote workers
• Sick leave and time left fraud among remote workers
• The Millennial employees and flexible working schedules
• The link between organizational performance and low morale
• Tips for succeeding in virtual team building
• How virtual teams affect organizational productivity
• How automating human resource tasks affects organizational outcomes
• Data-driven strategies and their use in the HR departments
• How annual educational stipends affect employee morale
• Should companies give employees leave to take a career development course?
• Should employees share professional and personal goals during yearly self-assessments?
• Why organizations should locate, train and retain the right people
• Advantages of onboarding as a method for maintaining human resources within an organization
• The essence of employee orientation
• Strategies for promoting belonging and autonomy among employees
• How health advocacy programs benefit employers and employees
• Can educational stipends boost employee morale?
• How managers can manage lower or higher expectations of employees working remotely
• The evolution of human resource management over the last decade
• The responsibilities of modern human resource managers in the business world
• Strategic HR management- What to do and avoid
• HR management practices for the largest companies in the world
• What current human resource training involves
• Human resource paradigms contributing to the development of businesses

These are exciting current HR topics to explore when interested in something recent. Nevertheless, take your time researching your preferred topic to develop a brilliant paper.

Professional Development  Human Resource Topics

If interested in career development topics, this category has excellent ideas to consider. Nevertheless, select a title you will be comfortable working with to enjoy your research and writing process.

• How to align employee development with company goals
• Coaching and mentoring for workers development
• How to build a coaching culture in a company
• How leaders of a company can become coaches
• Why individual career development programs benefit an organization
• How to use the 9-box grid to assess employees
• How does cross-training affect organizational efficacy?
• How do stretch assignments and on-the-job training affect employee performance?
• How beneficial is professional certification?
• The role of apprenticeship and vocational training in the workplace
• How does professional development affect middle-level managers expertise
• What affects professional development in an organization?
• Importance of professional development
• How does the COVID-19 pandemic affect employee’s onboarding?
• How professional development affects employee performance
• How professional development affects customer satisfaction
• How professional development affects employee retention
• Employee turnover and professional development- Is there a link?
• Should companies invest in ongoing professional development for their employees?
• Employees well-being and career development
• The nexus between professional stress and development
• How professional development networks affect leadership development
• Why do companies need policies for professional development?
• Success planning and professional development in organizations
• Current and past employee development approaches
• Employee productivity and professional development
• Challenges in career and professional development programs’ implementation
• Employment and qualifications criteria
• How to groom employees for success
• How to select a new career path

Choose a human resource topic from this list if you want to write about career or professional development. Nevertheless, research the title extensively to create a winning paper.

Talent Management  HR Topics

Talent management is among the responsibilities of the human resource management department. Here are exciting ideas to explore if interested in this aspect of HR management.

• Talent management versus talent hunting
• Talent management approaches in the hospitality industry
• Talent management in the medium and small enterprises
• Family-owned attitude towards talent management
• Talent management risk factors
• Talent management trends in a globalized world
• IBM versus Google talent management strategies
• Military talent management approaches
• Gig economy talent management
• Talent management future
• Talent management history
• Why recruitment matters in talent management
• What comprises a talent management system?
• Recruitment, performance management, compensation management and corporate learning- Why they matter in talent management
• Strategies for talent acquisition
• Why executive coaching matters in talent management
• Leadership development and recognition programs in talent management
• The essence of a strategic plan in talent management
• Effective talent management models
• Talent management in the corporate sector
• Why social media influencers matter in talent management
• How talent management affects organizational performance
• Success planning and talent management- What’s the link?
• How MNCs approach talent management in the USA
• How technology affects talent management
• Investing in people or automating more- The HR paradox for modern companies
• Why targeted learning matters in talent development
• How peer-coaching can help in the development of future-ready skills
• Development and learning trends after the COVID-19 pandemic
• Are community partners a vital part of a talent pipeline?

Select a topic from this list if interested in talent development and management. Nevertheless, prepare to research your preferred idea before writing your paper.

Human Resource Management Topics 

Perhaps, you’re interested in HR management or appraisal topics. In that case, think about these ideas for your papers.

• The critical elements of employees’ performance management
• Why the HR department should give feedback to the employees
• Organizational commitment and performance appraisal
• How to use performance appraisal in enhancing citizenship and organizational behavior
• Employee motivation and performance appraisal
• Performance appraisal versus performance management
• Why ongoing feedback on workers morale matters
• How to engage employees more effectively
• Why performance planning matters in the employee management cycle
• Incorporating employee input in company decision-making
• Why companies should set performance standards
• Why automated performance management units matter
• Data-based assessments and performance reviews
• Corporate culture and performance management
• Corporate culture and performance appraisal
• Strategic planning and performance management
• Performance management and employee reward systems
• Employee development and performance appraisal
• Employee engagement and HR management objectives
• How 360-degree feedback benefits an organization
• Challenges and benefits of the assessment center appraisal technique
• Using Behaviorally-Anchored Rating Scale in performance appraisal
• How beneficial are psychological reviews in the hospitality sector?
• Merits and demerits of Human Resource Accounting Method
• Factors increasing employee loyalty
• How to resolve workplace conflict arising from cultural differences in international companies
• The pros and cons of recruiting employees from universities
• How character types affect a company’s team-building efforts
• What is the responsibility of HR managers in talent hunting and management
• What should HR managers do about overqualified employees?
• Rules for recruiting, selecting, hiring, and educating new employees
• Opportunities and risks for hiring new employees
• Freelancers and outsourcing- Is putting the future of a company in the hands of freelancers a wise move?
• Why companies should educate their employees
• How HR managers can motivate or demoralize company employees

All these are interesting human resource management issues that you can explore in academic papers. However, select a topic you will be comfortable working with, from research to writing and proofreading your essay.

Hot Topics in HR 

Maybe you’re looking for a topic that most people will find captivating and want to read your essay from the introduction to the conclusion. In that case, pick a title for your research paper from this category.

• Are higher education institutions responsible for productivity decline in human resources?
• Trained human resource personnel and skilled workers- Who are better than the others?
• How employee experience coincides with employee engagement
• Working from home versus 9 to 5 jobs- Which is the best option for mothers?
• Employee responsibilities and workplace safety- What makes women unique?
• How the right talent affects a company’s success- A critical analysis
• Should companies further their employees’ education?
• Employees with degrees versus vocational and technical workforce
• Is mobile a new human resource technology platform?
• Why video interviews are the new norm in human resource outsourcing
• The role of globalization in talent sourcing from different locations
• The role of data management in improving recruitment, management, and retaining of employees
• How HR technology innovation enhances employee engagement
• Performance and goal management reinvention with check-ins and feedback mechanisms
• How software categories improve interactivity, feedback, and workplace culture management
• How user-friendly are cloud-based talent solutions?
• Can end-to-end talent management solutions meet complex and large organizations’ recruitment needs?
• What are the latest considerations in HR and labor laws?
• Should companies set ethical standards that differ from law provisions?
• How workplace ethics differ from labor laws
• How to build an ethical organizational culture
• How workplace discrimination laws influence employment
• Discuss the moral obligation of employees to their employers
• How to create effective legal and ethical employees’ welfare programs
• How HR professionals can protect the employees’ rights
• Legal and ethical concerns in a large group and single employee termination

Select any of these HR topics if looking for a title that will capture your readers’ attention and compel them to read throughout the paper.

Top  HR Research Topics  for  2023

Maybe you want to write about a topic that somebody reading about this year will find exciting and relevant. In that case, pick any of these human resource ideas.

• Using artificial intelligence in HR functions
• How HR managers can address workplace harassment and bullying
• How companies can encourage workplace diversity
• How wages affect the overall productivity of employees
• How to measure employee performance- Criteria and tools for practical evaluation
• Essential issues of modern labor laws
• How to protect company data in the technology age
• Should companies pay all staff members equally?
• How workplace health problems affect productivity
• What motivates employees to work more?
• Laws against religious and sexual discrimination that HR departments should implement
• Factors influencing employee retention
• How HR specialists can deal with employee commitment, loyalty, and job satisfaction
• HR planning in acquisitions and mergers
• The 21st-century challenges for human resource managers
• How employee engagement affects customer loyalty in the service-based sector
• The impact of a contingent workforce on an organization’s performance
• The increasing mental health problems among the employees in the service-based industry
• The impact and importance of training on a company’s sustainability during an economic crisis
• The role of HR practices in enhancing the overall organizational performance
• How career growth affects employee loyalty
• How different personality traits affect teamwork in a company
• How effective HR planning boosts the strategic alliance process
• How e-leadership helps in boosting employee motivation and productivity
• How artificial intelligence can enhance HR practices
• How daycare facilities can increase female employees’ productivity
• How workforce diversity can improve organizational innovation and capability
• How a flat organizational structure affects the decision-making process
• How involving employees in decision-making processes influence their productivity

Pick a human resource research topic from this category if looking for an idea that suits the current context. Nevertheless, take your time to identify and research the most current sources to provide relevant information.

HR Topics for Presentation 

Are you looking for an interesting presentation topic for an upcoming meeting or conference? If yes, pick one of these HR topics for discussion.

• How job rotation boosts employee growth
• Why ethics committees matter in an organization
• The role of HR in employee volunteering
• How to encourage work-life balance in start-ups
• Is an open office a boon or a bane?
• How to create an engaged workforce
• How a company can attract more millennials
• How to make your employees happy
• How to resolve disputes among employees
• Why employee development and learning matter
• Why employees’ mental health matters
• Why companies should digitize HR practices
• Why employee well-being is vital
• Human resource management in the ever-changing corporate environment
• How globalization affects human resource management
• Innovative human resource and employee management practices
• Challenges and issues of managing an international workforce
• Employee management in an IT organization
• Social security measures and labor welfare- The HR department’s role
• Coaching and mentoring for modern business excellence
• Different HR management perspectives
• Why human resource planning matters in a changing environment

This list comprises human resource paper topics that students can research and write about to earn excellent grades. However, every student should pick an issue they can comfortably explore and present an in-depth analysis of their selected ideas. That way, they can impress the educator and anybody that will read their essay.

Use a  Thesis Writing Service  to  Write  a Quality HR Paper

Maybe you’re struggling to select the best topic for your HR research paper. Perhaps, you’re not even sure about where to start or how to write your essay. In that case, seek help from professional writers. Whether you’re a college or a university student, you can find experts that will help you with topic selection and the entire writing process. What’s more, these writers can proofread your paper to ensure it is error-free.

So, instead of spending all your precious time trying to choose a topic or write your HR research paper, contact us to get the best HR paper writing help online. Our specialists will respond to your request immediately and provide fast and affordable writing assistance. And all you need is to initiate a conversation by saying something like, “Please do my dissertation.” Also, you can reach us by filling and submitting our contact form or email us. One of our representatives will get back to you as soon as possible. We want you to excel academically without breaking a sweat. Contact us now!

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75+ Human Resources Dissertation Topics in 2024

Manali Ganguly ,

Mar 4, 2024

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The most trending HR dissertation topics include Remote Work and Employee Engagement, Leadership Style and Employee Motivation, HR Analytics and Strategic Decisions, and Role of Strategic HRM in Improving Employee Performance among others.

Top HR dissertation topics are the Role of Organisational Culture in the Well-Being of Employees, Best Practices in HR Strategy, the Effect of Leadership Style on Employees, the Role of HR in Improving the Performance of Employees, and many others.

Enrolling in the MBA in Human Resources Management or a Diploma course in HR Management will require the students to work on a dissertation and thesis. The students must be well-acquainted with the style and pattern of writing a dissertation before starting one. The present article aims to discuss the most trending HR dissertation topics.

Table of Contents

What is a Human Resource Dissertation?

Popular hr dissertation topics in 2024.

• HR Dissertation Topics on Organisational Culture
• HR Dissertation Topics on Risk Management
• HR Dissertation Topics on Employee Retention
• HR Dissertation Topics on Strategy
• HR Dissertation Topics on Diversity
• HR Dissertation Topics on Performance Management
• HR Dissertation Topics on Employee Motivation

How to Write an HR Dissertation?

A Human Resource dissertation is a research work that is done by the candidates upon enrolling in the Human Resources Management course. Any one topic is selected for a human resource dissertation. An elaborate amount of research is done on the topic while preparing the dissertation.

It is important to make the dissertation unique. A dissertation follows a few parameters and a certain style. It is important to understand the topic deeply before starting with the dissertation.

Students working on a dissertation must make a wise choice with respect to the topic of the dissertation. There are plenty of trending HR dissertation topics available. These topics can be categorised under various heads. The most trending topics in 2024 are:

1. HR Dissertation Topics on Organisational Culture

The HR dissertation topics on organisational culture are:

• The impact of cross-culture HRM on the success of a business
• HR management and its impact on the overall management of the workforce
• How organisational culture and HRM practices are interdependent and how they build the work environment
• Balancing the differentiation and standardisation of human resources management
• Cultural disharmony among employees with respect to work and the impact on the management
• How the organisational culture can be changed for good by the human resource management system
• Balancing productivity and cultural transformation in the organisation
• The impact of cross cultural competence on the newly emerging companies
• The impact of organisational culture on the mental well being of the employees
• How the leadership plays a vital role in shaping the organisational culture

Also Check:  Thesis Vs. Dissertation - Meaning, Differences and Similarities

2. HR Dissertation Topics on Risk Management

The HR dissertation topics on risk management are shared below for the students to choose:

• Formulating policies for risk management
• HR audit in the company
• Minimization of risk and its effect on the productivity of the employees
• Safety policies and the impact on the work culture of the organisation
• Safeguarding policies in favour of employees during crises: How it motivates the employees
• Formulating special and unique policies that averts the risk faced by the employees
• Is it right to keep firearms in the workplace? How does it motivate or demotivate the workforce?
• The connection between employee protection and training and leadership.

Also Check:  MBA Risk Management: Course Details, Eligibility, Admission, Fees

3. HR Dissertation Topics on Learning and Development

Following are the HR dissertation topics on the learning and development of the employees:

• Training and development of the staff
• HR analytics and metrics and their effect on the work culture
• The effect of learning and development techniques on the productivity levels if the employees
• HR policies regarding learning and development programs in small and medium-scale enterprises
• How learning programs develop organisational competence
• How effective is microlearning in the training and development of employees?
• Role played by the platforms for learning on the development and training of the employees
• Gamification and corporate learning
• The role of cross-culture learning and development programs in the progress of the company
• Is VR training effective in the acquisition and retention of employees?
• HRM and new programs for the onboarding of employees
• How do the learning and development programs affect employee engagement in an organisation?
• How crucial is mentoring in the learning, development and performance of the employees?

Also Check: List of MBA HR Project Topics for Students

4. HR Dissertation Topics on Strategy

The HR dissertation topics based on strategies are given below:

• Strategic planning of succession to create the future leadership
• How important is a strategic approach of human resource management for employee retention?
• The role of the HR and the management in bringing a strategic change in the organisation
• Sustainable strategies formulated by the HR for enhancing employee performance and employee retention
• How crucial is employer branding in talent acquisition and retention?
• HR strategies to improve the performance of employees
• Strategic planning of the workforce for the development of business
• What role does an HR play in driving the creativity and innovation in an organisation?
• How do HR strategies influence the goals of an organisation?
• The role of digital transformation in shaping HR strategies
• How value-based strategies influence employee performance and engagement
• The role of intrinsic motivational strategies in the development of the organisation

Also Check: Courses After MBA HR: Eligibility, Advantages, Career Scope

5. HR Dissertation Topics on Diversity

The HR dissertation topics based on cultural diversity are mentioned below:

• Investigating the difference between discrimination and diversity: How they impact organisations
• Managing diversity through HRM: A conceptual framework and an international perspective
• Managing diversity in the public sector: How do companies manage to remain successful?
• Managing cultural diversity in human resource management
• The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace
• Investigating the challenges of exclusion and inequality in organisations: Assessing HR’s role.
• How does HRM Help in managing cultural differences and diversity
• Can HR eliminate diversity-related discrimination in workplaces? Assessing its role
• Training managers for diversity: How difficult is it for the companies and HR
• Training the newly hired staff for diversity in a large and diversified business organisation

5. HR Dissertation Topics on Performance Management

The HR dissertation topics on performance management are given below for the students to choose:

• Investigating different performance management techniques for retaining employees
• The role of performance management activities in improving employees’ skills and abilities
• Managing performance of workers through performance management techniques: A case study of Google
• Employee performance and performance management systems: A qualitative study
• Performance management examinations in human resource management of profit-oriented organisations
• Exploring the essential elements of the performance management framework
• Human resource management practices and business performance: The role of environmental uncertainties and strategies
• The efficacy of performance management systems in the UK’s retail industry
• Towards a framework for performance management in a higher education institution
• Should wages be capped through performance management: A qualitative study

6. HR Dissertation Topics on Employee Motivation

Following are the human resource dissertation topics based on employee motivation:

• To investigate the role of motivation in HRM: A study highlighting the most important motivation factors for future business leaders
• Employee satisfaction and work motivation: Are they both related?
• Evaluating the Role of Employee motivation in performance Enhancement
• Human resource management: Motivation among workers in large and diversified business organisations
• Effects of motivational programmes and activities on employee performance
• Does motivation play a role in decreasing employee turnover? A case study of British Airways.
• Motivation and performance reward: Are the two interrelated?
• Work productivity and the role of employee motivation programmes and activities
• To discuss the role of employee motivation in relation to retention levels
• Differences and similarities between traditional and contemporary theories
• The role of employee empowerment in employee motivation and satisfaction at British Petroleum.
• The impact of open communication in improving employee engagement at Zara

The most crucial part of the dissertation is choosing the right topic. It is important to understand the topic. There are a number of HR dissertation topics available. The topic must be interesting so that enough research can be done. The best topic would be something relating to the sociological situation.

The most important features of a dissertation topic are given below:

• Research Method: The research methods used for the collection and analysis of data must be outlined in the dissertation.
• Literature Review: It is important to understand the context of the topic chosen for the dissertation. This will avoid gaps and loopholes in the work.
• Originality: The work of the dissertation must retain its originality, which means that there should be new findings and perspectives to the research.
• Discussions: There should be ample discussions on the topic and in favour of the perspective presented in the dissertation.
• Conclusion: The conclusion drawn for the HR dissertation topic must be original. This is to say that the conclusion should show the findings derived through research on the topic made by the student.
• Citation: This is the most important part of a work of dissertation. There should be citations and references to the works referred to. This upholds originality, removing chances of plagiarism.

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PhD Specialization in Human Resources

The primary goal of the Management and Human Resources PhD program is to develop top-class researchers in the field of management, with specializations in the areas of entrepreneurship, human resource management, international business, organizational behavior and strategic management.

The specialization in Human Resources (HR) is dedicated to understanding how work organizations can perform more effectively by better management of their human resources. That is, we are interested in understanding, identifying, and improving the effectiveness of HR practices (whether in the U.S. or in other countries) in the various functions and activities carried out as part of HR, and determining the optimal fit between these practices and organizational strategies, cultures, and performance.

Important research areas include recruiting, employee selection, performance management, learning, training and development, total rewards (compensation and benefits), and strategic human resource management.

Our faculty studies HR from theoretical perspectives based in economics, psychology, sociology, and management using both quantitative and qualitative research methods. Typically, our faculty’s research investigates issues that contribute to the academic discipline as well as inform practice.The emphasis is on studies at the individual, team or group, organizational, and crosslevels of analysis. Our faculty also examines topics that can be considered to be in the realm of organizational behavior including work-family balance, job and work design, and teams. Also, our HR research is not limited to any one type of industry. We study practices within industries such as the middle markets, call centers, the military, restaurants, and hospitals as well as non-profits such as fire departments.

10 Reasons to Choose to Study at OSU

• High Productivity: Our program was ranked #4 in the 2021 TAMUGA management research productivity ranking ( http://www.tamugarankings.com/rankings/2021-2/ ).
• Strong Student-Faculty Ratio: Our PhD program, with 13 faculty members specializing in Organizational Behavior/Human Resources (OB/HR) and a selective cohort of 5-7 doctoral students, ensures personalized attention and mentorship. This structure offers students abundant opportunities to collaborate with a diverse faculty, each contributing unique expertise and skills.
• Benjamin Campbell, Associate Editor at Strategic Entrepreneurship Journal
• Tracy Dumas, Senior Editor at Organization Science
• Jia (Jasmine) Hu, Associate Editor at Journal of Applied Psychology
• Kaifeng Jiang, Associate Editor at Personnel Psychology
• Howard Klein, Editor-in-chief at Human Resource Management
• Tanya Menon, Associate Editor at Management Science
• Raymond Noe, Former Associate Editor at Journal of Organizational Behavior
• Bennett Tepper, Former Associate Editor at Academy of Management Journal
• Steffanie Wilk, Former Senior Editor at Organization Science
• Editorial Board Representation: Our OB/HR faculty members serve on the editorial boards of numerous top-tier outlets, including Academy of Management Journal (2 faculty), Journal of Applied Psychology (3 faculty), Organizational Behavior and Human Decision Processes (4 faculty), Personnel Psychology (2 faculty), and Journal of Management (4 faculty).
• Five of our esteemed faculty members - Jasmine Hu, Timothy Judge, Howard Klein, Raymond Noe, and Bennett Tepper - have been honored as Fellows of the Academy of Management and/or the Society for Industrial/Organizational Psychology. Each of these distinguished scholars has amassed nearly or over 10,000 citations on Google Scholar.
• Three of our faculty members - Timothy Judge, Howard Klein, and Raymond Noe - hold high rankings on the list of "Most-cited Authors in Popular Industrial-Organizational (I-O) Psychology Textbooks," as per the study by Aguinis et al., 2017.
• Jasmine Hu, Kaifeng Jiang, Timothy Judge, Raymond Noe, Bennet Tepper were recognized as “ World’s Top 2% of the most-cited scholars and scientists ” (2022) 
• Timothy Judge holds the distinction of being the most highly cited academic in the field of business and management among those whose first publication appeared between 1990 and 1999 according to a recent study by Dr. Harzing.
• Jasmine Hu, Timothy Judge, and Bennett Tepper have been recognized as among the most productive and most-cited leadership scholars, as noted in studies by Arici et al., 2021, and Zhao and Li, 2019.
• Our faculty have frequently earned prestigious recognitions such as the 'Best Paper' award (most recently won by Kathleen Keeler in Academy of Management Review in 2021), and the 'Best Reviewer' award (most recently bestowed upon Hun Lee in Journal of Applied Psychology in 2022).
• Our faculty have utilized their expertise to author textbooks in the OB/HR field (e.g., Timothy Judge and Raymond Noe).
• Two of our faculty members, Jasmine Hu and Robert Lount, have been recognized as "Best 40 Under 40 Business School Professors" by Poets and Quants.
• Successful Alumni: Our recent OB/HR alumni hold tenure-track positions at research-intensive institutions, including Sarah Doyle (University of Arizona), Hee Man Park (Penn State University), Seunghoo Chung (Hong Kong Polytechnic University), Carrie Zhang (Wayne State University), and Yuhan Zhan (Florida International University).
• The Fisher Leadership Initiative ( FLI ): With Tim Judge as the executive director, FLI provides additional resources and opportunities for conducting research.
• Networking Opportunities: Our faculty, highly esteemed and well-connected within the field, can assist students in expanding their professional networks. We organize social and professional gatherings on a regular basis.
• Vibrant Location: Columbus is frequently acclaimed as one of the most livable cities in the United States, particularly favored by Millennials and Young Professionals. It is celebrated for its diverse business landscape, dynamic neighborhoods, and an exciting fusion of arts, culture, and culinary delights  (Sources:  Far & Wide , Forbes , NYTimes ,  CommercialCafe ,  ExperienceColumbus ).
• Affordable Living and Strong Financial Support: Residing in Columbus is relatively cost-effective, with the cost of living being lower than the national average. OSU offers a competitive financial support package for PhD students. Furthermore, we have increased the PhD student stipend in 2023, further enhancing the financial benefits of our program.

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PhD in Human Resource Management

The SHRM PhD program is designed to provide our graduates with the necessary training to become successful researchers and educators at any major educational institution around the world. Our full-time PhD program in HRM is distinguished by its diverse methodological approaches to research and emphasis on pedagogical training. Graduates of our program will acquire sophisticated skills in academic scholarship, and possess the competencies required to teach at the post-secondary level.

Why join the PhD program at the School of HRM?

Graduate Program in HRM—PhD degree (.pdf)

Impactful.  The PhD program in the Human Resource Management at the School of HRM is designed to prepare future academics who wish to conduct impactful research and teach at major research-oriented institutions. Our students are exposed to major theories, research methods, and work-related and organizational literature.

Engaging.  You will study in a vibrant and intellectually stimulating environment designed for those wishing to develop the skills necessary for a successful academic career.

Customized.  As a PhD student you will work closely with faculty who share your research interests, are working on similar areas of research, or can provide a new perspective. Our diverse faculty members in HRM are well known for their research and scholarly insights on a wide range of topics.

Life in the PhD program:

• Study in small classes (seminars) and form close working relationships with other students and faculty
• Engage in rigorous scholarly training to develop high-quality research skills
• Experience leading-edge research training
• Participate at academic conferences that provide opportunities for doctoral students to share ideas and to network
• Receive the academic guidance necessary to successfully complete the program in a timely manner.

Our Graduates

In an increasingly complex global economy, our PhD graduates are ideally equipped to think through the challenges of people management and contemporary business. Our PhD graduates are an extremely diverse group of scholars from many cultures and backgrounds, and are sought after by universities, government, and industry worldwide. 86% of our graduates in the last 3 years obtained reputable tenure track academic positions in Canada, the United States, and Europe.

The Graduate Program in Human Resource Management at York is an exciting environment to pursue innovative, socially engaging, career-ready education. Contact our Graduate Program Assistant to learn more.

Connect with Human Resource Management

Clearing is now open. Call to find your place: 01604 214808 .

What are you looking for?

• ​Human Resource Management ​PhD/PhD by Published works​​
• Courses by subject

Postgraduate PG PhD

PhD: Full Time 2 years - 4 years or Part Time 3 years - 6 years PhD by Published Works: Part Time 1 year - 2 years

October, March

Updated 10/09/2024

Get in touch

For questions regarding study and admissions please contact us:

UK/EU STUDENTS ENQUIRIES

[email protected] 0300 303 2772

INTERNATIONAL STUDENTS ENQUIRIES

[email protected] 44 (0)1604 892134

If you already have a degree in Human Resource Management or related field, our Human Resource Management PhD / PhD by Published Works is an excellent way to expand your knowledge and research skills. If your final thesis is successfully defended orally (a viva voce) you will gain the highest qualification that any UK university can award.

The PhD / PhD by Published Works in Human Resource Management allows you to research concepts and practices relating to work, management, and employment experience. A research degree does not have a teaching structure, allowing you to delve deeply into your chosen topic your own research interests. Therefore, students are expected to conduct their own, independent, critical research under the guidance of accomplished academic staff. By communicating the research that you have conducted and your findings, through a thesis or other means, you have a rare opportunity to generate knowledge. A research degree allows you to develop new high-level skills, enhance your professional development and build new networks. It can open doors to many careers and provides researchers with a fantastic opportunity to further their academic careers or advance into higher executive roles in the sector. We welcome applications from students of all backgrounds and nationalities.

Find out more about our Research Centres and Institutes below:​

• Centre for Sustainable Business Practices (CSBP)
• Centre for Global Economics and Social Development (GESD)   
• Centre for Sustainable Futures  

The closing dates for applications for the October intake is 1 August, and for the March intake is 11 December. 

• ​Conduct independent, original, and academically significant research
• ​Benefit from training courses to develop key research skills
• Supervision and support from expert academic staff
• Present at talks and seminars to display your work
• ​Regular research seminars, conferences and research activities led by our Research Institutes and Centres and the Graduate School

Entry Requirements

​We accept a wide range of qualifications from applicants who are interested in studying at Research Level. Normally candidates should hold a 2:1 or higher honours degree or international equivalent in a relevant subject. Where possible you should also hold a good Master’s degree, or international equivalent in a relevant subject area.

If you would like to undertake a PhD, but do not currently have a Master’s degree (or equivalent) in a relevant subject, you may wish to consider studying one of our master’s programmes instead.

​Students with lower-level qualifications, or qualifications in a different subject area but relevant experience, will also be considered on an individual basis.

We accept a wide range of qualifications from applicants studying in the EU and other countries. Remember to tell us about the qualifications you have already completed or are currently taking. ​ You will be required to attend an interview as part of the application process.

​All offers of a place on the programme are subject to:

• successful interview by the University
• availability of suitable members of staff to supervise your chosen research topic​

For Additional information on how to apply to study with us, how to find a potential Supervisor and what documents you should provide with your application, please refer to our  How to Apply page . ​

If English is not your first language, then we will require you to have IELTS 7.0 with a minimum of 6.5 in each component specifically in writing (or equivalent). Applications with IELTS lower than 5.5 in all components will not be considered.

For more information, please visit our English Language requirements page .

Course Content

Doctoral candidates conduct original research with the purpose of contributing significantly to knowledge and understanding in their chosen subject. As a research student, you will become an essential member of our research community, collaborating with outstanding academics whose research has had an international influence on business, policy, and society. This Human Resource Management PhD degree allows you to specialise while also improving your research, writing, presenting, and practise abilities.

While developing and setting up your research project, you will receive general, and project-specific training so that you can conduct your research effectively and independently. Our students are expected to produce a detailed research proposal and apply for ethics approval. Students will be required to present theses to an academic audience, and then proceed for the internal viva examination with an internal viva examiner. The viva process, appointment of the internal examiner, and approval of ethics documents are all subject to approval by the University’s research committees.

All PhD students are assigned a supervisory team consisting of a Director of Study (DOS), and first and second supervisors. Under the guidance and close supervision of their supervisory team, our students are expected to conduct their research independently can expect to spend most of their time to studying and doing independent research. Students can also expect to attend regular supervision sessions to discuss their progress, devise an action plan for the following stages, and to put forward recommendations for how to enhance the PhD programme.

To complement your studies, you can make use of the faculty’s vibrant research community and research groups. You will also have access to a structured training program sponsored by our Graduate School. This is intended to help you develop critical thinking and practical skills which are important for your PhD programme, and transferrable to your future career. There may also be chances to participate in undergraduate teaching.

Research topics

We can supervise topics including:

• ​Human resource management ​
• Employee motivation and wellbeing ​
• Performance management
• ​Gender and diversity studies​
• Organisational leadership
• Organisational psychology​
• Talent management
• Managing workplace disputes
• ​Work and organisational studies
• Employee relations
• Changing organisation
• Strategic Human resource management
• International and Comparative Human resource management
• Sustainability and ethical people practice ​

We also offer opportunities to develop interdisciplinary study and practice as Research projects.

Fees and Funding

2024/25 tuition fees.

Fees quoted relate to study in the Academic Year 2024/25 only and may be subject to inflationary increases in future years.

Doctor Of Philosophy Degrees

Including: Doctor of Philosophy (PhD), Doctor of Philosophy (PhD) practice based in the Arts, Master of Philosophy (MPhil)

• UK – Full Time: £5,500
• UK – Part Time: £2,775
• International – Full Time: £15,950
• International – Part Time: £7,450

Doctor of Philosophy Degrees by Means of Published Works

• UK – Part Time: £3,500
• International – Part Time: £7,650

Please visit the funding pages and our scholarship pages for more details on how to fund your study.

Fees quoted relate to study in the Academic Year 23/24 only and may be subject to inflationary increases in future years.

• UK – Full Time: £5,340
• UK – Part Time: £2,695
• International – Full Time: £15,480
• International – Part Time: £7,245
• UK – Part Time: £3,400
• International – Part Time:  £7,460

Senior Lecturer in Human Resource Mgmt Faculty of Business and Law

Ade Ige-Olaobaju

Careers and employability.

A doctoral degree can be the pinnacle of academic success and often signifies the start of a career in academia or research. A research-based degree is also the most direct route to a job in academia.

The University of Northampton has an excellent Careers and Employability Service who are dedicated to equipping students with the skills to thrive, adapt and innovate in our ever-changing world. Many of our alumni are employed in academia as well as public and private sector businesses.

Our PhD students have access to exceptional research facilities such as:

• Opportunities for research collaboration with staff and students ​
• ​Well-equipped library with access to academic e-books, journal articles and learning resources for on-site and off-site study​
• Dedicated PhD study area with computer and printer in the Learning Hub
• ​Teaching and Research Assistant opportunities should you meet the requirement ​
• Library and Learning support for PhD students ​
• Excellent social groups for student meetings and engagement ​
• Spacious individual and group working space and discussion areas
• Skills support for PhD students

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Is this course for you?

• How we work
• PhD Research
• PhD in Human Resources

Get Original PhD in Human Resources Topics & Papers From Our Service

Picking excellent hr research topics to match personal preferences.

Many students aim for obtaining PhD in human resources as such a diploma opens numerous career possibilities. Every large company constantly seeks a new employee with excellent professional skills. With PhD human resources degree, you can offer big enterprises your knowledge in finding suitable future workers.

However, you must come up with good HR research topics for your PhD diploma work first. That is one of the biggest issues that students face. You are lucky if you have interesting human resources subjects that you want to investigate.

Otherwise, deciding what HR topics for PhD research can take a lot of time. At the very beginning, you should consider things that you like in human resources science. For some reason, you have decided to master this specialization, and now you are writing a PhD degree work.

Knowing personal preferences help in selecting human resources topics for research paper very much. You can focus on what you like in PhD investigation or turn to our PhD writing service to find worthy and relevant  study issues from the particular field. Such approaches help you get higher motivation to finish the task, as human resources research often takes a lot of time. Besides, you can always buy research proposals from our experts to avoid such hassles once and for all.

Benefits of Using Human Resources Topics for Research Paper Advisors

To ease dwelling on human resources management topics for research paper, talk to your professors. When aiming for a PhD degree, you already know most tutors. Just talk to them. With greater experience in human resource research topics, professors can offer nice writing ideas.

For diploma works, students receive personal scientific advisors. They guide during the selection of PhD research topics in HR and the entire writing process. Take advantage of their assistance and knowledge about the specifics of pursuing a Doctor of Philosophy in Human Resource Management . Tell them about your interest in human resources and what subject fields attract you more.

Quite often, students have the right to choose advisors for PhD in human resource management works. In such a case, make sure to select the one with whom you have good relationships. Familiar tutors have more desire to help with research topics in HR for PhD papers.

Another approach here is choosing professors with many academic works. Creating research topics for human resource management requires knowing trends in a scientific field. Active PhD tutors can easily bring you various ideas for writing that you will like.

Popular HR Topics for PhD Research That You Should Consider to Write

As science constantly develops, more resources and topics appear for investigation. Universities try to focus the attention of students on that. Many HR PhD writing ideas you can find over the internet. Informative articles and writing guides often contain topic titles that you can use.

However, do not just copy topics for PhD human resources papers. Plenty of students have already seen them. You should avoid working on very similar subjects. Instead, change the scope of human resources PhD research a bit while keeping the same idea or try to explore related areas. For example, some topics for research paper on marketing perfectly suit HR investigations.

For your scientific research in human resources, consider the following topics:

• How does social media assist in recruitment?
• Best periods of the year to find new employees.
• HR effectiveness in evaluation of qualities.
• Pros & cons of recruiting university graduates.
• Required skills and traits for remote workers.
• Benefits of letting employees work from home.
• Measures for preventing burnout at the workplace.

All of these topics of PhD human resources have plenty of data for analysis. While considering other studies, make sure to have enough materials. Without enough info on human resources writing PhD research can be way more difficult.

• FREE topic suggestion
• 100% original research
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Novelty Importance of Human Resource Topics for Research Paper

Whenever writing human resources PhD paper, your research must bring new scientific data. It prevents authors from restudying already existing human resource topics for research paper. The novelty of scientific research is what you should think about when coming up with writing ideas. There are different approaches to making sure to conduct an original study.

First is up-to-date resources. You cannot make an investigation without materials. However, you cannot select any articles and papers. Research resources must be up to date. That is why always try to gather data from recent years on your subject.

The second is checking the last PhD human resources works. Most of the studies cover certain questions. However, they do not cover all the points. Some issues still require attention. There you can find interesting ideas and resources for writing your scientific PhD paper.

HR science has plenty of subfields, which are less popular among students. Take time to review what resources and materials you can find to make a helpful PhD study. Every science requires investigations to deepen existing knowledge. Human resources also have such a need.

Writing PhD in Human Resource Management With Professional Assistance

Students often look for fast and simple solutions to deal with human resources assignments and PhD research. Entrusting everything to professionals is what you should consider too. Experienced writers can provide you with qualified PhD project management online help and assist in generating excellent topics for a PhD in human resources studies.

Services offer to choose the category of writers based on their success rate. For a diploma work in human resources, you can get a PhD holder on a matching subject. It guarantees to create wonderful research that shows an extensive investigation of the topic and data.

Whether you need just topics in human resources or PhD paper, you can get them both here. Trained writers scrutinize personal requirements and accomplish all your requirements. You can impress the scientific committee with a highly interesting topic.

Every investigation in human resources takes a lot of time. First, you decide on a topic and gather suitable materials. Then you conduct PhD research and write a paper. With professional writing service assistance, you save numerous hours of your life. Thus, think over the way you want to get ready your topic and paper for PhD human resources diploma.