Human Resource Management (HRM) Dissertation Topics
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Human resource management (HRM) refers to the management of an organisation’s workforce. For the growth of both employer and employee, HRM is extremely important. In this modern age, no organisation or state institution can really prosper until the efficient management of human resources. In academics, research in human resource management provides an exciting opportunity for all researchers and students to bring forth their viable HRM recommendations. Thus, the selection of human resource management dissertation topics is very crucial for the dissertation of students.
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Best Human Resource Management (HRM) Dissertation Topics 2023
Topic 1: 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 2: 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 3: 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 4: 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 5: 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 6: 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 7: 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 8: 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 9: 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 10: 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 11: 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 12: 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.
Topic 13: 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 14: 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 15: 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 16: 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 17: 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 18: 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 19: 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 20: 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 21: 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 22: 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 23: 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 24: 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 25: 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 26: 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 27: 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 28: 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 29: 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 30: 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 31: 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 32: 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 looking to remain competitive in the market while ensuring that it provides an innovative, efficient, and effective work environment for its employees.
The term ‘human resources’ was coined in the 1960s when the value of labour relations began to gain attention in both academia and industry for theories of motivation, selection assessments, and organisational behaviour.
This massive effort to improve the management of individuals in the industry had begun in World War II with various institutions and academics using terms such as personnel management, human relations, and labour relations, with its final term being currently used as management of human resources.
The purpose of this particular field is to make employees more loyal, motivated, and productive. No company or organisation can function without the bottom line and the numerous employees that spend hours and hours on their tasks. Studying human resource management makes you a key player in your next employment position.
As an academic researcher of human resource management, you will continue to build on the Hawthorne Experiments that got the wheel rolling for human resources management in the first place.
The Importance of Human Resources Management
It’s quite obvious – people make a company for business growth and development.
The importance of HRM goes without saying nowadays, as success owes to teamwork.
With human resource management, a modern approach to maintaining employees in this work environment has been developed with an emphasis on the maintenance, acquisition, utilisation, and development of human resources. Human resource management, its practical tools and theoretical models are critical for the survival of a business.
In fact, it concerns managers of all levels and provides employees with a space to become more involved, improve their performance, and give them room to grow. One of the most important aspects of hrm is that it maintains the quality of work-life in an organisation.
As a future HR manager, you will be responsible for the relationship between employees and the total work environment. A majority of human resource management theses are based on this concept showing just how vital it is for a company’s survival.
The principles of HRM are also critical in increasing productivity and profitability within the workplace. This is another important theoretical foundation that can be used in developing an HRM dissertation as it explores the opportunities that aid in facilitating and motivating individuals and groups of employees to advance in their careers.
Human resource management is fundamental in producing employees who are adaptable to change, and it is important for matching the demand and supply of human resources.
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