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Are you looking for the best human resource management dissertation topics? Do you need help with finalising HRM dissertation topics for your dissertation? If so, you are the right place!
The expert academic writers at Premier Dissertations under the field of Human Resource (HR) have developed a list of dissertation topics on HRM, which includes MBA dissertation topics in HRM, human rights dissertation topics and various other human resources dissertation topics which can use for your dissertation module.
You can use any of the listed HRM topics for dissertation, however, you will need to contact us in case you would like us to remove the topic you have selected from our existing list of human resource management (HRM) dissertation topics.
In case you do not find any HR dissertation topics that you would like to use as your HRM dissertation proposal topic, simply complete this free topic form and we will get back to you with free custom topics within 24 hours!
Research Aim: The study looks to use resource-based view and ability-motivation-opportunity theory to analyse the relationship of green human resource management and green transformational leadership on innovation and environmental performance. The study will use 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.
Research Aim: The proposed research will analyse the variables of green human resource management, with regards to its values, against its relationship with environmental cooperation as a construct. The study will examine this relationship with the mediating role of the construct green supply chain management. The research will use quantitative study design to collect data using a survey proposed to be taken of a specific industry. The data will then be analysed using moderated regression analysis.
Research Aim: The study will use 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 will be tested using cross-sectional study design of service industry employees who will be surveyed for data collection purposes. Using SEM modelling the data points will be analysed to produce meaning analysis.
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 will also analyse the impact that positive emotional labour may have as a moderator in the relationship. The research will be empirical in nature using questionnaire surveys distributed to service sector employees in the UK. The collected data will with analysed using confirmatory factor analysis and them structural equation modelling.
Research Aim: The proposed study will analyse the impact of HRM practices on banking employee engagement while moderating the relationship using gender and marital status. The research will be 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 will be along the lines of PLS-SEM analysis.
Research Aim: The proposed study intends to analyse the impact of customer incivility, through mediation of negative affectivity and hostile attribution, on employees’ in-role and extra-role performance. The study uses the theoretical framework established by the proactive customer service performance model to build on this relationship. The research will be conducted using survey questionnaire and then analysed using PLS-SEM.
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 the 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 will be carried out using front-line employees in the service industry by collecting data using a questionnaire survey of Likert-like items. The data will then be analysed using partial least squares method of analysis.
Research Aim: The study will use the social exchange theory to examine the impact of equal employment opportunities and practices of human resource management in public sectors of a developing country. Many of the public sectors and government offices of developing countries face issues of service performance. The study will examine the meditating role of human resource management practices between the relationship of equal employment opportunity and employee service performance. The data will be collected using surveys from public sector employees in a developing country as a sample. The data will be analysed using structured equation modelling.
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 climate for innovation. The study will go about this analysis using survey questionnaires distributed to information technology employees. The study will analyse the data using confirmatory factor analysis and structural equation modelling.
Research Aim: The study looks to examine the relationship between constructs of destandardisation and workplace behaviour using the mediators of ethical leadership and justice. The research intends to study the evidence of destandardisation 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 will be conducted using mixed methods research using quantitative and qualitative data collection and analysis tools.
Research Aim: The study proposes the use of the Hayes PROCESS to examine the relationship between human resource management practices and commitment to service with the mediation of service climate. The data collected will be from hospital staff that had experienced the pandemic of COVID-19 to understand how it impacts hospital working staff commitment to service. The data will be collected using questionnaire surveys and analysing using PLS-SEM.
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 backdrop of the manufacturing industry in the UK. The data collected will be so in purely empirical form as will the analysis.
Research Aim: The research will analyse 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 will be conducted in HR based firms and consultancy units to establish issues regarding the resource based view model.
Research Aim: Strategic agility is an emerging issue related to human resource management that needs to defined and analysed. For this purpose, the proposed study will analyse the available literature using systematic literature review method to organisation and analyse current data. The literature review will analyse the trends in human resource management using a meta-analysis of the available literature to proposed implications of findings regarding strategic agility and HRM.
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 with regards to its indirect, direct, and interactive roles. The data will be collected using questionnaire surveys and analysed using PLS modelling.
Human resource management is a vital artery of 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 of human resource management, you will continue to build on the Hawthrone experiments that got the wheel rolling for human resources management in the first place.
It’s quite obvious – people make a company. With human resource management, a modern approach of maintaining employees in this work environment has been developed with its emphasis on maintenance, acquisition, utilisation, and development of the human resource. Human resource management its practical tools and theoretical models are critical for the survival of a business.
This is from the fact that it concerns managers of all levels and provides employees with a space to become more involved, improve their performance, and gives 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 the survival of a company.
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 that are adaptable to change and it is important for matching the demand and supply of human resources.
The principles, concepts, and theoretical foundations of human resources management may it a robust degree for individuals who are looking to make significant changes in the way business is run. Employees are the backbones of their companies and human resource managers are required to have extensive knowledge of the management of employees. Not only can a degree in human resource management be used to practically contribute to the industry, but it also has a vast range of academics that contribute to fields beyond business.
A masters or PhD degree in human resource management cannot be completed without a dissertation. It is critical to the success of a student to produce a human resource management dissertation that takes into consideration the modern changes that have been identified in which the workforce is handled. This makes it extremely difficult for students of HRM to choose a dissertation topic that is relevant to the times.
When choosing an HRM dissertation topic it is imperative to ensure that targets a significant problem that is pertinent to the market conditions. Many students make the mistake of taking old theories to dust them off and reinvigorate them under the setting of a different country. Our writers help explain this phenomenon further which can be read here. Nonetheless, to help students of human resource management our writers have come up with an extensive list of appropriate human resource management dissertation topics, which includes international human resource management dissertation topics and law dissertation topics human rights, that not only attempt to answer real-life problems but are also applicable to the current market trends.
We hope all these aspects will help in getting your dissertation topic title approved! If you still have questions, simply drop us an email and our writers will assist you right away!
Be sure to check back our website frequently because our expert writers will be adding to the list of human resource management dissertation topics. They are completely free for students to read and get an idea for their own HRM dissertation. If you have any further questions of how we may help, don’t hesitate and contact our customer service representative immediately.