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Human resource management (HRM) refers to the management of an organisation’s workforce. In this modern age, efficient HRM is vital for a business's success. Research in HRM provides an exciting opportunity for students and researchers to propose viable recommendations. Thus, the selection of human resource management dissertation topics is crucial for students.
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Latest Dissertation Topics in Human Resource Management Dissertation 2024
Topic 1: Assessing the Integration and Impact of AI-Powered Tools in Streamlining Managerial Tasks: A Human Resource Management Perspective
Research Aim: This HRM dissertation aims to explore the integration and impact of AI-powered tools in the field of Human Resource Management (HRM), specifically focusing on how these tools streamline and automate tasks traditionally performed by human managers. The research will investigate the efficiency gains, resource optimization, and potential challenges associated with the adoption of AI in HRM. Through a mixed-methods research approach, incorporating case studies, surveys, and interviews with HR professionals, the study seeks to provide a comprehensive understanding of the implications of AI-powered tools in HRM. The research aims to offer practical insights and evidence-based recommendations for organizations looking to leverage AI for more efficient and effective HR management. The research methodology will involve a combination of quantitative data analysis and qualitative assessments to provide a holistic view of the impact of AI on HRM tasks.
Topic 2: Exploring the Integration and Impact of Artificial Intelligence in Recruitment: A Case Study of OneTrust in the United Kingdom
Research Aim: The fundamental objective of this research topic in human resource management is to explore the integration of Artificial Intelligence (AI) and its impact on the recruitment processes of OneTrust. The purpose of the study is to examine the various aspects of AI influencing the recruitment lifecycle within OneTrust, a company operating in the UK. Through an in-depth examination, the study seeks to provide an understanding of AI as an effective tool for recruitment and assess its implications on efficacy, fairness and overall success of talent acquisition strategies within the organisation.
Topic 3: Understanding the Expectations and Preferences of Gen Alpha, the Next Generation of Workers in HRM
Research Aim: This thesis in HRM aims to investigate the expectations and preferences of the next generation of workers, Gen Alpha, born between 2010 and 2025, as they prepare to enter the workforce. The research will explore the unique characteristics, values, and technological inclinations of Gen Alpha, comparing and contrasting them with the preceding generation, Gen Z. Through a mixed-methods research approach, combining surveys, focus group discussions, and interviews with Gen Alpha individuals and HR professionals, the study seeks to provide a comprehensive understanding of the implications for Human Resource Management (HRM) strategies. The research aims to offer practical insights and evidence-based recommendations for HR practitioners and organizations to effectively attract, engage, and retain the talents of Gen Alpha. The research methodology will involve both quantitative and qualitative analyses to capture the nuanced perspectives and preferences of this emerging generation.
Topic 4: Examining the Impact of Integrating Environmental, Social, and Governance (ESG) Standards in Human Resource Management (HRM) Practices
Research Aim: This dissertation aims to examine the impact of integrating Environmental, Social, and Governance (ESG) standards in Human Resource Management (HRM) practices. The research will assess how organizations align HRM strategies with ESG principles to enhance sustainability, corporate responsibility, and ethical decision-making. Through a comprehensive literature review, case studies, and stakeholder interviews, this topic in HRM seeks to provide insights into the implementation and effectiveness of ESG standards in HRM, employing a mixed-methods research methodology for a thorough understanding of the subject.
Topic 5: Perceptional Analysis of Young Employees in Preferring Remote Working to Maintain Flexibility in Work Load: A Practitioner's Perspective
Research Aim: This human resource management research aims to analyse young employees' perception of remote work and its flexibility in managing workloads. Insights gathered from practitioners will provide a better understanding of the factors that influence young employees' preference for remote work. The ultimate goal is to offer practical perspectives for practitioners to align organisational practices with the preferences and needs of young professionals.
Most Researched Human Resource Management (HRM) Thesis Topics
Topic 6: The Impact of Green Human Resource Management and Green Transformational Leadership on Organisational Innovation and Environmental Performance
Research Aim: The study uses a resource-based view and ability-motivation-opportunity theory to analyse the relationship between green human resource management and green transformational leadership on innovation and environmental performance. The study is among the leading hrm dissertation topics, which uses empirical research methods for its design and strategy. This includes the use of surveys for data collection purposes and then using structural equation modelling (SEM) to examine the various hypotheses that have been developed.
Topic 7: Examining the Impact of Green Human Resource Management on Environmental Cooperation with Customers and Suppliers – the Moderating Role of Internal Green Supply Chain Management
Research Aim: The proposed research analyses the variables of green human resource management, with regard to its values, against its relationship with environmental cooperation as a construct. The study examines this relationship with the mediating role of the construct of green supply chain management. The research uses a quantitative study design to collect data using a survey proposed to be taken of a specific industry. The data is then analysed using moderated regression analysis.
Topic 8: Investigating the Impact of Abusive Supervision and Service Performance – The Moderating Role of Co-worker Support
Research Aim: The study uses the conservation of resources theory to examine the recursive relationship between abusive supervision ad service performance in employees of the services industry. The constructed model is tested using a cross-sectional study design of service industry employees surveyed for data collection purposes. Using SEM modelling, the data points are analysed to produce meaning analysis.
Topic 9: Analysing the Role of Employee Engagement and Positive Emotional Labour on Proactive Service Performance
Research Aim: The proposed study intends to use the self-determination theory to examine employee engagement’s impact as a mediator on employees’ perceived interpersonal leadership and proactive service performance. The research also analyses the impact of positive emotional labour as a moderator in the relationship. The research is empirical, and the data is collected using questionnaire surveys distributed to service sector employees in the UK. The collected data is analysed using confirmatory factor analysis and structural equation modelling.
Topic 10: Examining the Impact of HRM Practices on Employee Engagement in the Banking Industry of the UK
Research Aim: The proposed study analyses the impact of HRM practices on the banking sector's employee engagement. The research is conducted on frontline employees in the banking industry in the UK, with data collected using a survey. The data analysis technique implemented in the study is like PLS-SEM analysis.
Topic 11: Examining the Impact of Customer Incivility on Employees’ In-Role and Extra-Role Service Performance
Research Aim: The proposed study intends to analyse the impact of customer incivility through the mediation of negative affectivity and hostile attribution on employees’ in-role and extra-role performance. The study is one of the hrm research topics, which uses the theoretical framework established by the proactive customer service performance model to build on this relationship. The research is conducted using a survey questionnaire and then analysed using PLS-SEM.
Topic 12: The Impact of Workplace Mindfulness on Work Engagement - The Mediatory Role of Proactive Service Performance (any industry can be selected)
Research Aim: The study aims to extend the conservation of resource theory and job demands-resources model to examine the mediatory role of employee proactive service performance on the relationship between workplace mindfulness and work engagement.
The research builds on the vast literature indicating the negative impact of customer incivility and stress on front-line employees. The research is carried out using front-line employees in the service industry by collecting data using a questionnaire survey of Likert-like items. The data is then analysed using the partial least squares method of analysis.
Topic 13: The Impact of HRM Practices on Equal Employment Opportunities and Service Performance of Public-Sector Employees
Research Aim: The study uses the social exchange theory to examine the impact of equal employment opportunities and human resource management practices in a developing country's public sectors. Many of the public sectors and government offices of developing countries faceservice performance issuese.
The study examines the mediating role of human resource management practices between the relationship of equal employment opportunity and employee service performance. The data is collected using surveys from public sector employees in a developing country as a sample. The data is analysed using structured equation modelling.
Topic 14: Examining the Effect of High Performing Human Resource Practices on Organizational Innovation
Research Aim: The research intends to analyse the relationship between high-performance human resource practices and organisational innovation through the mediating roles of employee competency and environment for innovation. The study goes about this analysis using survey questionnaires distributed to information technology employees. The study analyses the data using confirmatory factor analysis and structural equation modelling.
Topic 15: Analysing the Relationship between Standardisation, Ethical Leadership, Justice, and Workplace Behaviour
Research Aim: The study looks to examine the relationship between constructs of standardization and workplace behaviour using the mediators of ethical leadership and justice. The research intends to study the evidence of standardization and delegation trends in HR fields. The primary focus of the study is to find issues in organisational justice and ethical risks associated with these factors.
The study is conducted using mixed methods research using quantitative and qualitative data collection and analysis tools.
Topic 16: Analysing the Impact of Human Resource Management Practices on Commitment to Service Quality in Hospitals during COVID-19
Research Aim: The study proposes using the Hayes PROCESS to examine the relationship between human resource management practices and commitment to service with the mediation of the service environment. The data is collected from hospital staff that had experienced the pandemic of COVID-19 to understand how it impacts hospital working staff commitment to service. The data is collected using questionnaire surveys and analysed using PLS-SEM.
Topic 17: Examining the Relationship between Strategic Thinking and Strategic Human Resource Management in UK’s Manufacturing Industry
Research Aim: The aim of the study is to analyse the relationship between strategic human resource management practices and strategic thinking using the moderating role of human capital. The intends to analyse this relationship using the UK manufacturing industry's backdrop. The data collected is in purely empirical form for the analysis.
Trending Human Resource Management (HRM) Research Topics
Topic 18: An Argument Against the Resourced Based View Model of Strategic Human Resource Management
Research Aim: The research analyses current trends and scholarly knowledge on strategic human resource management. The paper proposes to present an argument that the resource-based view is detrimental to the high-commitment human resource strategy and competitive advantage. To present the views of this argument, an empirical study is conducted in HR-based firms and consultancy units to establish issues regarding the resource-based view model.
Topic 19: Strategic Agility and its Implications of Human Resource Management
Research Aim: Strategic agility is an emerging issue related to human resource management that needs to be defined and analysed. For this purpose, the proposed study analyses the available literature using a systematic literature review method to the organisation and analyse current data. The literature review analyses the trends in human resource management using a meta-analysis of the available literature to propose implications of findings regarding strategic agility and HRM.
Topic 20: The Impact of Green Human Resource Management in Improving Service Industry’s Environment Performance
Research Aim: The study’s aim is to analyse the relationship between green human resource management and environmental performance using the variables of employee commitment and organisational citizenship behaviour as mediators. The research intends to use the ability-motivation-opportunity theory to examine the roles of green human resource management in its indirect, direct, and interactive roles. The data is collected using questionnaire surveys and analysed using PLS modelling.
Topic 21: The Impact of Training in Improving the Human Resource Management and Capability Building in The Hospitality Industry
Research Aim: The aim of this research is to top diagnose human resource management loopholes in the hospitality industry, including hotels, restaurants, and motels. The hospitality industry is a human resource-rich sector that requires a lot of training. The study focuses on the impact of capability-building pieces of training and how they improve the outcome of human resource capital. The research instruments include customer questionnaires, feedback forms, and employee skill assessments before and after training pieces.
Topic 22: A Review of Human Resource Organization in the Sports Industry
Research Aim: This research aims to identify the growth opportunities related to human resource management and the importance of human resource management in the sports industry. The study focuses on lower-tier clubs where talent promotion activities are non-existent. The research instrument includes the analysis of the current landscape of the human resource systems implemented in clubs for talent acquisition and promotion. The study proposes the improvement in the HRM systems in e-sample organizations.
Topic 23: A Case Study of Training, Performance, And Motivation in Long-Term Construction Projects in a Challenging Environment
Research Aim: Construction projects in remote areas such as dams, roads, and other industrial installations can make human resources at service demotivated and burnt out. The aim of this research is to analyse the impact of demotivating factors, performance-hindering factors, and the role of training modules in skill enhancement. The research also aims to provide insights into what kind of motivational activities can Human Resource managers implement to improve the motivation factor as well as the performance of the employees—the research analyses various projects and HR strategies implemented in those projects.
Topic 24: A Comprehensive Analysis of the Mental Health Problems in The Night Shift Workers in The Process and Petroleum Industry
Research Aim: Petroleum and process industry is a work-intensive field in which workers usually work in three different shifts. The night shift workers often complain of restlessness even after the rest hours. The study aims to analyse the impact of doing night shifts and how it affects the mental health of the workers as well as management staff in the night shifts. The study, which is one of the human resource management project topics, also analyses the effect of three-shift workplaces versus four shifts workplaces and the outcome of cost vs productivity.
Topic 25: A Detailed Analysis of The Role of Manager Behaviour and On-Job Training Modules to Increase the Employee Retention
Research Aim: The aim of this research is to analyse the manager's behaviour and its impact on the motivation factors of subordinates. The study considers managers' role in increasing employee retention rates. Many employees feel their firm does not care about their growth and leave the organisation. The study analyses how on-job training can help keep employees motivated and loyal to the organisation.
Topic 26: Analysing the Impact of Research & Development on the Human Resources Management (HRM) and the Related Challenges in Multinationals (MNCs) in the UK
Research Aim: The United Kingdom has been one of the largest economies with a developed supply chain throughout the world, particularly in financial and technical trading. This research aims to focus on analyzing the progress and development of HRM practices, with an emphasis on the multinational organizations of the UK (any country and/or industry can be selected).
Topic 27: Optimizing Human Resource Management in Large Scale Manufacturing Units
Research Aim: This MBA dissertation topic in HRM aims to provide insight into how the development of quality HRM practices in large-scale industrial manufacturing businesses (an industry and region can be selected) can lead to the sustainable development of the industry.
Topic 28: Evolution of International HR Management in the 21st Century: Innovative Concepts and Current Debates
Research Aim: The research topic aims to introduce a special edition of the International Human Resource Management (IHRM) of the 21st century. This international human resource management dissertation topic analyses multiple essential characteristics of the changing global business landscape and the significant rising challenges for IHRM during the next few decades.
Topic 29: A Critical Review of Best Practices in the Worldwide Management of Human Resources
Research Aim: This HRM dissertation topic aims to discuss and investigate the research approach and the methodology used by the Best International Practices in Human Resource Management. The researcher aims to conduct systematic review and draft recommendations that the practitioners of the HRM industry can use.
Topic 30: Analysing the Relationship Between the Four Core HRM Elements; i) Leadership Interactions, ii) Corporate Culture, iii) Learning Organization Operations, and iv) Employment Satisfaction of Staff
Research Aim: The primary aim of this study is to examine the relationship between leadership, corporate culture, the learning organisation's functioning and its employees' contentment.
The study further aims to suggest a substantial variation in the various operational aspects of the learning organisation under the elements of leadership, organisational culture and learning organisation functioning.
Topic 31: Analysing the Interplay Between International Humanitarian Law and Human Rights Law Under Conflict Situations
Research Aim: This law dissertation topic of human rights offers an outline of the historical processes that led to an increased overlap of human rights legislation. The researcher aims to study the practical workings of the interaction between humanitarian law and human rights law.
Topic 32: The Effectiveness of Communication Procedures and the Engagement of Workers Plan to Increase their Commitment to Organizational Objectives – A Case Study of Sainsbury's Supermarket Company
Research Aim: To potentially enhance employee communication and involvement in the organizational goals/objectives, this proposed research aims to investigate the function and effectiveness of communications procedures and their engagement being employed in Sainsbury's Supermarket Company.
Topic 33: Analysing the Impacts of Strategic Human Resources Management on Organizational Performance: A Case Study (any organization can be selected)
Research Aim: This research, like various other human resources dissertation topics given here, aims to investigate how organizations achieve their goals and relate their organizational performance through the application of quality strategic human resources management.
Topic 34: The Importance of HRM, Leadership, and Culture in Strengthening Management Systems in Growing Enterprises
Research Aim: This study presents key findings that organizations and businesses can use to understand the importance of leadership and culture in managing human resources.
Topic 35: Training of Newly Hired Multicultural Employees in A Large And Diverse Corporation
Research Aim: This study is among the trending topics in hr for research, which examines the impact of quality training programs on new employees in diverse corporation structures.
Topic 36: The Role of Psychology in Successful Application of Green Human Resource Management Techniques: A Case Study
Research Aim: The primary aim of this study is to analyse the role of human resource management in the development of ecologically viable systems for an organisation, economics and society at large, which is more recently recognised as green human resource management (GHRM). This study aims to explore the role of psychology (mindset) and its role in successfully applying GHRM practices.
Topic 37: The Development of Self-Esteem of the Human Resources: The Way of the New Generation
Research Aim: The primary aim of this human resource management thesis is to analyse how self-esteem affects organisational decisions regarding planning, hiring, motivating, and retaining human resources. The researcher further aims to assess how constructive self-esteem can positively contribute to job performance, job satisfaction, organisational commitment, competence, self-image, and success expectancy.
The Importance of Selecting a Quality Human Resource Management Dissertation Topic
Human resource management is vital for any organisation to remain competitive and provide an innovative, efficient, and effective work environment. The term 'human resources' was coined in the 1960s when labour relations gained attention for theories of motivation and organisational behaviour. This field aims to make employees more loyal, motivated, and productive. By studying human resource management, you can become a key player in your next employment position and build on the Hawthorne Experiments that initiated the human resources management movement.
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