new research topics in hr

Human Resources Research Paper Topics For 2024

Table of contents

• 1.1 Human Resources Management Research Topics
• 1.2 Equal Employment Opportunity HR Research Topics
• 1.3 Career Development HR Research Topics
• 1.4 Research Topics on Recruitment and Selection
• 1.5 HR Risk Management Topics
• 1.6 Workplace Safety HR Topics
• 1.7 Trending HR Topics

Human Resources is one of the most popular and essential topics for the business minded. If you remember your basic economics, you may remember that the basic components necessary for production in any kind of economy are Land, Capital, and Labor.

Human labor is an essential resource that keeps a business running. Like any other resource, it must be managed. This is where the term “Human Resources” and Human resources research topics come in.

Having relevant data for research paper is easy if you know where to look. There are lots of online sources and books in libraries to use in your task. Make sure you spend enough time on planning before writing your task.

How to choose a Human Resources topic for your project?

Selecting research topics in human resource management is not as simple as simply choosing the title and proceeding to write it. In order to get a good grade, the paper must be original and well researched. It needs to cover all relevant aspects of the chosen HR topics. Writing a hr related research topics is a very structured and analytical process. This is true for all fields, including human resources research topics.

The first step is topic selection . This is where we can help you. This page features a list of over 90 human resources topics. If you are having problems coming up with your own ideas, please choose hr related research topics from this list instead.

These titled papers all have a great deal of material about human resource management research topics out there. They are each trending topics in hrm topics for research and have plenty of resources available out there on the internet. Each of them is also relevant to the actual field of human resources management.

So, while writing a hr related research topics is not a typical or common activity for an HR employee, it will give you a lot of insights and information. These insights could give you a leg up in the future when you have graduated from School and College.

Human Resources Management Research Topics

At most large companies, ‘Human Resources’ is an entire department of its own. Most other departments at the company typically deal with producing a good or service. Others, like the public relations department, work with the media and other external affairs. Hence, there are many ways to approach HR research topics.

• How HR helps companies remain competitive in a global market.
• Managing part-time, full time, and freelancing employees.
• How much paid leave is optimal?
• What occasions deserve raises and bonuses?
• The simplest way to resolve interpersonal conflicts.
• The most effective team-building strategies.
• Organizing teams according to personalities.
• Can an introverted employee be a good team leader?
• How to improve productivity through a goal-oriented approach.
• The agile method and how it helps.
• The best way to utilize productivity metrics.
• Methods for disciplining employees.
• How to manage international employees.
• Preventing workplace violence.
• Benefits of regular psychological counseling for all employees.

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Equal Employment Opportunity HR Research Topics

• Are women more likely to get paid less for the same position as a man?
• Do men and women deserve the same pay?
• How to manage equal opportunity employment?
• The best tactics for implementing equal opportunity.
• Recruiting as an equal opportunity employer.
• How to recognize and manage discrimination in the workplace.
• The glass ceiling and how to break it.
• Best practices for mediating disputes between employees.
• Dealing with intimate relationships between employees.
• How to create a diverse workplace?
• Making the workplace an inclusive and accessible place for disabled employees.
• Preventing unfair discrimination against LGBT+ employees.
• The costs of an unequal workplace.
• The benefits of a diverse and inclusive workplace.
• Government requirements for equal opportunity.

Career Development HR Research Topics

Those who are interested in working in the field could take their first steps by writing a paper on human resource management topics. There is a huge variety of possible human resource topics for research papers, so it is likely that everyone will find some aspect of it they enjoy.

• Creating leaders among employees.
• Why does professional career development matter?
• How career development helps both employees and organizations.
• The best approaches to on-the-job training.
• Should training be prioritized over completed current work?
• Best practices for training interns.
• Should interns be paid more?
• Professional certification training for employees.
• How does active professional development affect productivity?
• Is it worth it to help an employee develop if they find a new, better-paid job afterward?
• Skills that all employees should develop.
• Must-have training and development for all employees.
• Advantages and disadvantages of paying for an employee’s professional training.
• Advantages and disadvantages of leading professional development sessions.
• Should companies help employees pay for school?

Research Topics on Recruitment and Selection

Studying human resources is a crucial part of management studies. Whether you are a college or university student, you can buy paper online to save time and effort. There are lots of reputable services that can provide excellent assignments to boost your academic performance.

• What does the ideal new employee look like?
• When is the best time to recruit a new employee?
• When is the worst time to recruit a new employee?
• Should highly skilled but untested individuals be recruited for senior positions?
• Best practices for improving employee retention.
• How to attract good employees?
• The best platforms to recruit on.
• Is social media an effective way to recruit?
• What kind of employees should small businesses look for?
• What kind of employees are needed for a large company?
• Criminal background checks – Do’s and Don’ts.
• How to effectively assess skills during an interview.
• How does HR evaluate a potential new recruit?
• Is it better to recruit an employee with experience but no skill, or the other way around?
• Recruiting university graduates directly – a good idea or a bad one?

HR Risk Management Topics

With so many moving parts working together in one company, it is natural for confusion or conflicts to arise. In order to make sure all these departments, employees, and managers work together, Human Resources is essential. In companies with hundreds of employees, their job simply cannot be understated.

• What kind of risks does HR have to manage?
• What role does HR take in risk management?
• How does HR ensure worker protection?
• Is HR there to protect employees or protect the company?
• Legal measures HR can take.
• Risk management during the covid-19 pandemic.
• How HR managed risks revolving around covid-19.
• Reasons to carry out regular internal audits.
• Risk management among the ‘#metoo’ movement.
• Training the workplace to minimize potential risks.
• Risk management when working from home.
• Ways to ensure all your employees follow masking and social distancing rules.
• Ways to ensure all employees get vaccinated.
• Responding to a legal action taken by an employee.
• When should HR take legal action?

Workplace Safety HR Topics

• How to ensure compliance with workplace safety rules.
• The consequences of not following workplace safety.
• Ways to prevent osha violations.
• How to ensure all employees follow health and safety protocols?
• How to ensure all employees get vaccines?
• Fines and penalties for violating workplace safety rules.
• Consequences of violating safety rules.
• Steps to minimize or prevent burnout.
• Bringing dangerous weapons into the workplace.
• Steps to take when an employee is assaulted at work.
• How to ensure psychological wellbeing during remote work.
• Ensuring company leadership also follows safety roles.
• Combating sexual harassment at the workplace.
• Monitoring employees during remote work – is it ethical?
• Developing specialized safety standards for the workplace.

Trending HR Topics

• Unique ways to keep morale up during the pandemic.
• Online recreational activities to develop teamwork during remote work.
• Use of VR and AR in the workplace.
• Famous figures or celebrities in the workplace.
• Analyzing and updating how much a particular job is worth.
• Steps to take to improve long-term retention.
• Ways to handle overqualified employees or applicants.
• Is an HR department necessary for smaller, family-owned businesses?
• Defusing a tense and volatile moment in the workplace.
• DRM tools for keeping in-house training methods proprietary.
• Use of artificial intelligence for HR topics and tasks.
• How big data is useful to human resources.
• Virtual and online onboarding and orientation.
• Hiring the most talented personnel from a global marketplace.
• Are virtual interviews better than in-person interviews?

Conducting research on human resources is essential for any business looking to enhance their staff’s productivity, skills, and management. Accessing the most effective resources is critical to achieving this goal. This is where an online essay writer can be an invaluable asset in producing high-quality research papers related to human resources. By leveraging the knowledge and expertise of an online essay writer , you can conduct thorough research and create a top-notch human resources research paper that meets your needs.

HR is one of the most dynamic fields of work currently available. It is at the crossroads of psychology, sociology, accounting, and business. In the last few years, there have been many exciting changes in how human resources are handled, due to the rise of virtual platforms and working from home.

Only time will tell if these changes are temporary or permanent. But whichever way they go, our list of HR topics for research project 2023 will always be here for perusal.

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149+ Best Human Resource Management Research Paper Topics

• Post author By Pooja Barman
• October 18, 2023

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

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

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

You May Also Like: How Can You Reduce the Stress of Completing a Project

Table of Contents

What is HR Research Paper Topics?

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

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

How to Choose a Good HR Research Paper Topic

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

1. Identify Your Interests

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

2. Consider Relevance

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

3. Consult Your Advisor

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

4. Define Your Scope

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

5. Explore Current Research

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

6. Practicality

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

7. Ethical Considerations

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

149+ Exciting MBA HR Research Paper Topics For Beginners

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

Professional/Career Development HR Research Topics

Training and Development General/ Interesting Human Resource Research Topics

Employee Engagement HR Research Paper Topics

Compensation and Benefits

Mba Labor Relations Hr Research Paper Topics

Performance Management

Diversity and Inclusion Research Paper Topics

HR Technology Research Paper Topics

Workplace Well-being

Talent Management HR Research Paper Topics

Employee Turnover Trending Research Topics in Human Resources

HRIS topics for Dissertations, Essays, and Research Paper

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

Employee Benefits and Well-being Research Paper Topics

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

Equal Employment Opportunity HR Research Paper Topics

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

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

Top 10 Most Promising HR Research Paper Topics For College Students

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

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

What’s Next?

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

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

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

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

Frequently Asked Questions

What are the four core hr areas.

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

What are the 5 functional areas of HR?

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

What are the areas of strategic HR?

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

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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.

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For HRM dissertation topics:

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

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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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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

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• 11 HR Trends for 2024:...

11 HR Trends for 2024: Elevating Work

Theme 1: HR realigning priorities

1. resolving the productivity paradox.

2. Tapping into the hidden workforce

• Inclusive job ads
• Skill-based hiring
• Equal access to training and reskilling programs
• Recognizing transferable skills over prior experience and qualifications

3. The point of no return for DEIB

• Equitable practices: Forming the groundwork for DEIB. Organizations leverage the principles of equality to build systemic practices that promote true inclusion. Examples include equal access to education, reskilling, and pay equity but also the use of data to determine which prerequisites are valid to screen for during talent acquisition. The intent here is to democratize opportunities and access to learning for the entire workforce.
• HR voice: Organizations develop a clear stance on specific issues and create proof points that hold up to scrutiny from employees, customers, and the public domain. These proof points need to become a part of the company’s identity. This will also mean working closer with marketing to create an authentic way to speak about DEIB inside and outside the organization.
• Targeted action: Once these proof points are clear, systemic DEIB will take targeted action on these issues. Although highly dependent on the proof points set by the organization, it could include moving beyond using job-irrelevant criteria such as degrees and demographics to acquire talent and instead use skill-based approaches that give more people access to opportunities, but also exploring alternative talent pools to drive authentic diversity, forming cross-organizational bodies to foster inclusion and create opportunities for all, and breaking down traditional barriers.

4. HR driving climate change adaptation

• Unilever has launched  water stewardship programs  to preserve water quality and manage supply risks around factories, such as  Prabhat  in India.
•  Nestlé promotes  intercropping  to support soil fertility and build climate change-resilient supply lines.
•  Bayer invests in developing seed varieties that are more  resilient  to heat, drought,  wind , and flooding.
• Creating a council on business continuity
• Putting disaster recovery plans in place, which could cover relocating employees if a natural disaster hits and setting up work locations to accommodate these workers
• Developing and implementing a clear communication strategy that informs stakeholders, including employees and customers, about the company’s climate adaptation measures and progress.

Theme 2: HR operating model changes

5. from silos to solutions.

6. HR leans in

7. HR meets PR

Theme 3: hr as a force for good, 8. ai-empowered workforce evolution, 9. shifting work-life balance to work-life fit.

10. The end of BS jobs

11. from talent acquisition to talent access.

• opportunities to learn and grow,
• interest in the type of work, and
• opportunities for advancement.

A final word

Weekly update.

Stay up-to-date with the latest news, trends, and resources in HR

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Top Ten HR Trends for the 2023 Workplace

As we enter 2023, the future of work has become the now of work. Many of the changes which started during the pandemic were accelerated and have become permanent aspects of our working lives.

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

#1 Employee Well-Being Is A Human Imperative

Workplace stress is on the rise and companies are creating workplaces to be engines of well-being. Experiencing stress at work impacts the individual worker and the worker’s relationships with friends, family, and co-workers. The recent Surgeon General report on Mental Health and Well-being reports 81% of workers say they will be looking for workplaces that support mental health in the future.

Delta Air Lines is one example of how a company is pursuing a well-being people strategy that focuses on the whole person, not just the individual worker. Delta Air Lines CEO, Ed Bastian, started by creating a new position with the appointment of Dr. Henry Ting, as the first Chief Health and Well-being Officer .

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As part of this strategy, Dr. Ting , along with Dr. Nilay Shah and Dr. Shaheen Kurani in partnership with FLORENS , launched the Flourishing Index Survey in 2022. Nearly 24,000 Delta employees from across the globe answered the survey dedicated to understanding their health and well-being. In addition, more than 250 qualitative interviews with Delta Employees were conducted to identify immediate opportunities for well-being interventions.

Some of these include:

• Expanding the focus on mental health treatment by offering Delta employees and their household members twelve free counseling sessions per year (an increase from seven).
• Piloting a healthier food footprint by incorporating healthier and more affordable food options in Delta cafeterias and breakrooms.
• Offering new financial education programs that incentivize Delta employees to work with coaches to improve their personal finance skills such as budgeting, credit management and savings.

Dr. Shah believes that embedding well-being into the culture of Delta is the first step along a journey for employees to flourish at work, at home, and in their communities.

#2 Skills-Based Hiring Is On The Rise As Companies Recruit For Potential Rather Than Degrees

Recent research by Remote shows skills-based hiring is up 63% in the past year as more employers value experience over academic qualifications.

In addition to broadening the talent pool for employers, skills-based hiring helps to remove career and salary barriers for over two-thirds of adults in the United States who do not have a bachelor’s degree. For employers, skills-based hiring broadens the talent pool, increases the speed to hire, and adds greater diversity of thought in the workforce.

This shift is accelerating as a growing number of professions, such as those in computer support and software engineering, do not need a degree to perform their robs. The Burning Glass Institute analyzed millions of online job listings and found that the number of jobs requiring a college degree dropped from 51% in 2017 to 44% in 2021.

The shift toward skills-based hiring will accelerate in 2023 as skills emerge as the currency of the labor market.

#3 The Future Of Work Is Flexibility For All Employees

Flexibility is the ability to choose one’s work schedule and it no longer means just working remotely. It can mean working four or even three days a week, while working longer hours each day.

In an Executive Networks Global Research study of 1,301 workers, entitled The 2023 Future of Working and Learning Report, when we asked what matters most in terms of flexible work, more knowledge workers and frontline workers selected flexibility in when work gets done over flexibility in where work happens.

For knowledge workers, working asynchronously requires an employer to make a cultural shift where work life boundaries are respected, workers are trusted to do their jobs outside of a traditional 9-5 workday, and employers set guardrails on where live synchronous work can take place.

Flexibility in work schedules is also possible for frontline workers. For example, Chick-Fil-A allows workers the ability to work 13-14 hours on three consecutive days with full time pay, which has resulted in increased employee retention.

Work flexibility is clearly something desired by all segments of workers. This is not just a benefit in a tight labor market. We need to ask ourselves what new work rhythms can we create that will allow flexibility for all workers?

#4 Hybrid Learning Will Force Companies To Re-Invent Their Brick-And-Mortar Corporate Academies

GE Crotonville, one of the oldest corporate academies, is for sale. One of the reasons cited is the need to deliver learning closer to where work happens.

GE is not alone in re-thinking a brick-and-mortar corporate academy. Executive Networks research, conducted with 515 global heads of learning and development in partnership with NovoEd , found that nearly six out of ten learning leaders believe the growth of hybrid working and learning will lead to a re-invention of the traditional brick-and-mortar corporate academy.

The expectation that online and hybrid learning would be a temporary accommodation has evolved to companies questioning the role and purpose of a brick-and-mortar corporate academy. As Vincent Maurin, e-Academy lead at Arcelor Mittal, a steel and mining company, says, “we are very much in an experiential mode in re-thinking the physical structure of ArcelorMittal University. We are envisioning pop-up campuses, so learning happens where employees are. The concept of a pop-up campus should be flexible and ranges from using streaming technology to multiple locations, to a creating a live studio experience.”

These experiments point to a future where corporate academies will be omni-channel - where learners engage where they are, whether that is in person at a corporate headquarters, in a satellite office, a pop-up space, or online.

#5 ESG Reporting Will Expand Beyond Compliance To Attract Talent

The importance of ESG (environmental, social, and governance) reporting is increasing due to new regulatory requirements and pressure from investors, boards of directors, and a range of stakeholders from current and prospective employees to consumers.

Ninety-two percent of S&P 500 companies and seventy percent of Russell 1000 companies published sustainability reports in 2020, according to Governance & Accountability Institute , including the Cisco Purpose Report and Arrow Electronics ESG Report. In fact, accountability for ESG goals has become a factor in executive level variable compensation. Our research at Executive Networks, entitled The CHRO of the Future , reports that one-third of companies include ESG metrics in executive level variable compensation plans.

Transparency of ESG performance will become the norm. One example is the new EU Corporate Sustainability Reporting Directive , mandating that companies regularly disclose information on their ESG impact and are subject to independent auditing and certification. Some companies are even creating a new C-suite title, Chief ESG Officer.

For HR and business leaders, the S in ESG will have heightened importance as both new regulations and boards of directors are leaning into talent issues like talent acquisition and retention, diversity of new hires and current workers, development of next generation talent, and pay equity and transparency.

But this is not just an issue for the board. A recent study by Nielsen found 48% of consumers care about ESG, including 83% of millennials. According to a Harvard Business Review study , 9 out of 10 employees said they would trade a portion of their life’s earnings for greater meaning at work.

Scott Walker, CEO of XpertHR , says “Business and HR leaders need to develop a strategy to address the transformational impact ESG reporting will have on their company and be proactive in aligning the company’s corporate strategy to ESG-related impacts.”

#6 Human Skills Are The New Hard Skills For The Future Of Work

The “great disruption” in skills is underway. According to BCG and Emsi Burning Glass , over one third of the top 20 skills in job postings for the average job has changed since 2016.

What skills are needed for a future workplace where one billion jobs will be transformed by technology by 2030? Pearson’s Skills Outlook report on “Power Skills” analyzed labor market trends in four major economies – US, UK, Australia, and Canada – and found that, while technical skills remain highly valued, the top five most sought-after skills that employers are seeking today are all human:

• Communication
• Customer Service
• Attention to Detail
• Collaboration

Looking ahead to 2026, the Pearson Skill Outlook identified three additional human skills:

• Personal Learning & Mastery
• Achievement Focus
• Cultural and Social Intelligence

John Rogers, Vice President of Strategic Accounts and Partnerships at Pearson, reinforces the need to focus on developing human skills in a future of increased digitalization, “we are seeing the level of proficiency in human skills is important across all job roles, and they will be critical to one’s future employability, and underpinning all of this, is one’s commitment to continuous learning.”

Business and HR leaders have always known that human skills are critical, but now we’re seeing a heightened demand for them as they become the “new hard skills.” They rely on human connections, the ability to lead others, and they cannot be automated.

#7 Hybrid Working Is Here to Stay and Success Starts With Defining It

Hybrid working is the new normal. McKinsey predicts nine out of ten organizations will be combining remote and on-site working in the coming years . A survey conducted by ZipRecruiter finds job seekers said they would take a 14 % pay cut to work remotely.

As hybrid working becomes the permanent way of working, HR and business leaders need to set clear principles for success, rather than mandate policies.

First, start with defining what hybrid means in the organization. It’s a lot more complicated than the number of days one works remote or in the office. Tiffiney Fort is Chief Orchestration Officer, Hybrid Strategy and Team Solutions for Cisco, a newly created role and one I profiled in the HBR article, 21 HR Jobs of the Future . Fort advises companies to first define the continuum of their hybrid work model, which at Cisco ranges from hybrid on-site first, hybrid off-site first, and hybrid mixed, combining both on-site first and off-site first on a weekly or monthly basis.

Before an employee starts to work in a hybrid model, the worker and team leader need to agree on guidelines to ensure inclusivity by defining the workspaces where work will happen, the technology tools needed, the team norms, core collaboration hours, and rituals for success.

To kick off a conversation about hybrid working, Fort advises, “start by discussing how employees can balance their well-being, engagement, and productivity. We have learned not to start by discussing how many days per week people should work in or out of the office at all.”

#8 The Future Of The Office Will Be To Bring The Off-Site Vibe On-Site

As companies and employees grow accustomed to hybrid and remote work, the large, prestigious corporate office is being forced to redesign. Workers continue to demand flexible work arrangements, while employers believe physical presence is still needed. Recent research from Microsoft based on 122 billion email exchanges and 2.3 billion meeting interactions shows interactions with employees’ immediate teams and close networks strengthened during remote work, but, the interactions with secondary networks are shrinking . This is leading to missing moments of innovation and a need to provide employees with a reason to return to the office.

Against a backdrop of surplus office space, estimated between 20-40% in the U.S . (depending on the city), Phil Kirschner, Associate Partner, McKinsey & Company, believes “a re-imagination of the real estate function is critical and needs to include a focus on both employee experience and the re-purpose of unused office space.”

“This is already happening,” says Kirschner, “as a growing number of heads of real estate are reporting to CHROs and innovative uses are being found for excess space which include turning them into collaboration spaces for employees and spaces to hold community events.”

Dropbox, a virtual first company, has been converting some of its offices into Dropbox Studios . These spaces are designed to be “magical community spaces”, combining a coffee shop, collaborative space, group training spaces, and creating what I call the “off-site, on-site.” To help other companies, Dropbox released a Virtual First Toolkit capturing these lessons.

#9 Humans And Bots Create A New Blended Workforce

We used to think of the blended workforce as being a combination of full-time, part-time, and gig workers, but the increased use of automation has changed the definition of a blended workforce. Executive Networks’ CHRO of the Future research highlighted a changing composition of the workforce to include less reliance on full-time employees, and an increase in part-time workers and gig workers. The biggest percentage change forecasted by our sample of CHROs was greater usage of digital automation assistance (bots) by 2025.

Clearly, HR automation delivers value in increasing the speed to hire and enhancing the employee experience by providing more self-service solutions. As we think about the future blended workforce, we must be aware of the need to regularly conduct audits of these AI tools to ensure the data behind the algorithms is unbiased. This is already being required in some states such as New York, where a recent New York City statute passed in December 2021 requires that AI and algorithm-based technologies for recruiting, hiring, or promotion be audited for bias before being used. Ensuring AI is both transparent and explainable is a byproduct of this new blended workforce.

#10 HR Burnout Is A Crisis That Needs To Be Addressed

It's more important than ever to check in with your HR team members regularly. They have been on the frontline of massive changes in the workplace that go well beyond people management. They are dealing with mental health and well-being issues, business continuity, return to office plans, furloughs, and working and learning remotely. Recent SHRM research conducted among 726 HR practitioners in seven countries finds 42% of HR teams struggling with burnout.

No wonder, LinkedIn data finds , HR had the highest turnover rate in the past 12 months (higher than sales, IT and engineering). Executive Networks’ 2023 Future of Working and Learning Report also finds that 41% of HR professionals are likely or very likely to consider leaving their current employer in the next year, which is much higher in comparison to business leaders (29%), knowledge workers (19%), and frontline workers (22%).

The HR burnout crisis is more than a casualty of the pandemic. It points to how much the role of HR has evolved to be more complex, strategic, and cross-functional. Just as CFOs increased their scope since the financial crisis, HR has done the same in the last three years. Leaders must understand the magnitude of the changes impacting HR and provide them with enhanced training, access to coaching, and a recognition and appreciation of their enhanced role to the success of the organization.

What’s important to you as you reflect on your 2023 HR Playbook?

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

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

In This Article

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

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

Key Takeaways

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

Top HR Trends for 2024

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

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

Let’s find out why!

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1. setting the hybrid work model for collaboration.

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

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

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

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

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

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

2. Generative AI To Enhance HR Processes

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

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

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

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

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

According to a recent McKinsey report :

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

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

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

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

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

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

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

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3. Human Leadership

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

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

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

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

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

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

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

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

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

4. Predictive Analytics for HR

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

According to Rao:

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

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

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

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

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

5. Change Management

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

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

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

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

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

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

6. People Analytics

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

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

A Forbes article describes people analytics as:

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

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

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

7. Focusing On Employee Well-Being

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Tips to Prepare for Changes

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

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

Embrace the Future

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

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

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

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

Contributing Thought Leaders

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

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

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

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

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

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

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

68 comments

Cordellia - March 25, 2024 reply

This is a great read; thank you!

Amirreza Fakharian - June 24, 2023 reply

Great article.

Rajaram Kasar - May 19, 2023 reply

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

Elizabeth - November 17, 2022 reply

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

Nidhi Sharma - August 12, 2022 reply

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

Rohini - July 14, 2022 reply

Amazing information! Thanks for sharing it!

Dr. M.SURESH - February 10, 2022 reply

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

Akshay Techimply - January 22, 2022 reply

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

Aregbesola Johnson - January 4, 2022 reply

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

Dennice - October 28, 2021 reply

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

Matthew Ezeaku - October 8, 2021 reply

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

debora - September 23, 2021 reply

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

Human Resource hrdracc - September 8, 2021 reply

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

Debora - June 7, 2021 reply

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

alen owen - June 5, 2021 reply

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

Hiresmart - June 2, 2021 reply

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

Grace Savides - January 5, 2022 reply

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

Mansi Singh - August 11, 2022 reply

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

Khaleel Hayes - August 15, 2022 reply

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

Vasanthi Reena Williams - April 11, 2021 reply

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

Bismay Basant Mishra - March 26, 2021 reply

Very nicely summarized. It imparts very indepth knowledge.

Laetitia - March 25, 2021 reply

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

Thanking you in advance,

Sarah - March 18, 2021 reply

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

Zachary Totah - March 18, 2021 reply

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

Sarah - March 19, 2021 reply

Hi Thank you so much!

Vedant Darji - February 4, 2021 reply

Important point. It’s helpful.

André - February 2, 2021 reply

Nicely summarized

Zachary Totah - February 2, 2021 reply

Thanks, Andre!

Amy M - January 29, 2021 reply

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

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

mehmood - April 19, 2022 reply

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

Ameneh Soltani - January 24, 2021 reply

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

Thanks for reading, Ameneh, glad you enjoyed it.

oussama askri - January 4, 2021 reply

great work !!!

Zachary Totah - January 6, 2021 reply

Thanks Oussama, glad you enjoyed it!

Dhwani Shah - December 14, 2020 reply

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

Osama - November 10, 2020 reply

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

Zachary Totah - November 17, 2020 reply

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

Rajjan Verma - October 7, 2020 reply

Very educative & informative articles. Thanks for sharing.

Zachary Totah - October 9, 2020 reply

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

debora - September 28, 2020 reply

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

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

Skye Harison - June 21, 2020 reply

Thank you for sharing some tips.

Zachary Totah - June 23, 2020 reply

Glad to help, Skye. Thanks for reading!

Carmon Crofts - June 15, 2020 reply

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

Zachary Totah - June 16, 2020 reply

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

debora - June 4, 2020 reply

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

Zachary Totah - June 4, 2020 reply

I’m glad you found it useful, Debora.

john mayer - May 22, 2020 reply

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

patrick Donald - May 14, 2020 reply

strongly agree. great article

Zachary Totah - May 14, 2020 reply

Thanks, Patrick!

Akash Patel - May 7, 2020 reply

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

Catherine Smith - March 18, 2020 reply

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

Zachary Totah - March 19, 2020 reply

Thanks for reading and sharing your thoughts, Catherine.

Beverly Dennis - February 17, 2020 reply

This article is very fascinating. Well done Zach !!

Zachary Totah - February 17, 2020 reply

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

Arash - December 29, 2019 reply

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

Zachary Totah - December 30, 2019 reply

Thanks Arash, glad to hear you liked it!

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

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

Tracy - May 21, 2019 reply

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

Zachary Totah - May 22, 2019 reply

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

Akintola Inioluwa - May 4, 2019 reply

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

Zachary Totah - May 8, 2019 reply

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

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

Vivek Gour - August 30, 2020 reply

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

Lovepreet D - April 3, 2019 reply

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

Zachary Totah - April 5, 2019 reply

Thanks for reading and sharing your thoughts, Lovepreet!

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

uday - December 1, 2020 reply

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

Zachary Totah - December 7, 2020 reply

Glad to hear it was helpful!

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What Are the Best Research Topics in Human Resources For 2022?

Human Resources is one of the highly chosen subjects with essential topics suitable for the business-minded people only. The basic components vital for production in any economy are Land, Capital, and Labor. Human resource deals with management, recruitment, administration, and training of employees, the labour. If you are a student enrolled on a course in Human Resource Management or any behavioural science courses from UAE, USA, UK, Singapore, Australia or any other, you are supposed to write various human resource management assignments like research papers, essays, term papers, dissertations, research reports, and thesis. However, the most critical parts start with searching for one of the best Human Resource Research Topics.

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Tips for Choosing Current HRM Research Topics:

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We have shared a few tips to keep in mind during the research and selection of HR Project Topics for MBA Students. Here are tips to spot a good HR research paper topic.

• Choose a topic as per your interest area and expertise of the subject your interest.
• Always choose a topic you have strong knowledge of as it will not consume too much of your time and struggle.
• The HRM research paper topic should always be informative and exciting to the readers.
• Avoid picking a broad topic as you may not be able to cover all the main points before the deadline.
• If the topic is too broad, cut them short into subtopics and focus in detail.
• The research topic should support you to do extensive research.
• The topic should contain appropriate content from credible sources to support your excellent idea.
• The topic must be sensible, and it should help you organize the points coherently.
• Remember your professor’s guidelines and choose a unique research topic that aligns with them. Only such issues will boost your scores.
• Instead of selecting an uncommon or rarely asked topic, go with the latest and trending human resources research topic.

HR Topics For Research Project 2022

Selecting human resource research topics is often challenging for a person in human resources. Simply selecting the title and proceeding to write it will not work in 2022. Meeting the pace with the trend that keeps changing and getting a good grade, your research paper must be original and well researched. Writing a research paper is a very structured and analytical method.

For this reason, Case Study Help offers the best support to management students and professionals in HR, offering the latest human resources research projects in 2022 and HR Project Topics for MBA Final Projects 2022. These HR project topics comprise a wide range of Human Resource fields like Employee Recruitment, Organizational Culture, Employee Satisfaction, etc.

Have a look at them:

• Study and analyze the gender equality in the workplace at ABC company.
• Examine the employee performance appraisal process and its impact on employee satisfaction in the ABC organization.
• A study of the stress management model implemented in the ABC organization.
• An analysis of the effects of organizational culture on the employee’s behaviour.
• Study and analyze the stress level of employees working in the banking industry.
• MBA HR project report studying the job satisfaction of employees in private companies.
• Reviewing the performance management in Starbucks.
• Study the analyze the future trends in the recruitment process worldwide.
• Comparative study and swot analysis of human resource management (HRM) in the global industry.
• Study of increment, promotion, appreciation and reward policy of the organization.
• Studying the human resource management (HRM) functions and their effectiveness.

List Of Informative Human Resource Management Research Topics

There is a massive variety of possible human resource topics for writing an excellent research paper, so everyone will likely find some characteristic of it they enjoy. We present a list of the best human resources research topics in various categories.

• The impact of the non-financial and financial aspects of employees’ rewards.
• The significance of risk management under the human resource department.
• Effective employee training strategies for analyzing hard skills and soft skills
• What are the scopes of long-term employee training courses?
• How does employee training help any organization in overcoming the economic crisis?
• Process of improving inefficient employee selection process through training.
• Effective Employee training strategies to maximize production,
• Implementing Effective reward techniques for enhancing employee loyalty.
• What do you mean by the reward management process in human resource management?
• Why does employee training matter for any organization?
• The significant role and responsibilities of employee trainers and managers
• Is it reasonable to give a reward for improving performance?
• What are the types of employee rewards that can help improve performance?
• Analysis of reward management strategies in an organization.
• Study on performance management in different stages.
• The latest trends and techniques to use for employee performance improvement.
• The significance of performance management in marketing.
• Different approaches to retrain employees based on performance analysis.
• Finding out the essence of a reward system for a start-up company.
• Comparing the role of rewards on workforce motivation.
• Examining the reward system in developing economies in a country.
• What are the real-life objectives behind performance management?
• What are the Employee performance management strategies that human resource managers must be aware of?
• The benefits of employee performance management in the current scenario.
• Crucial fundamentals of employee performance appraisal.
• Effectiveness of employee performance appraisal in multinational companies.
• How is money an effective employee motivation tool?
• How employee motivation increases innovation and creativity in a company?
• Why should human resource management motivate and inspire employees?
• The role of the HR subdivision in motivating employees for work.
• How can the human resource department motivate employees in the work environment?
• Analyzing the motivational level of workers in public and private companies
• Unique methods a company can accept to avoid wages and hours issues
• How do we maintain safety at the workplace?
• What are the problems that disturb attendance and timekeeping among company employees?
• What are the ways to resolve annual leaves disputes in an organization?
• How does diversity management affect business growth?
• Comparing diversity and discrimination problems in an organization.
• Diversity management skills every human resource manager to know.
• How can a positive corporate culture impact a company’s growth?
• Analyzing the organizational culture of an organization.
• Corporate culture strategy every human resource manager must be aware of.
• The organizational culture theory
• An overview of management change and leadership
• A step-by-step guide to employee appraisal in a company
• Why do the SaaS approaches and cloud-based apps matter in human resource management?

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Interesting Topics for HRM Research Paper

• How do practical training and development affect job performance?
• What is the significance of performance-related pay matters in motivating employees?
• How important is motivating an employee to influence the organizational output?
• The challenges human resource managers face when motivating employees.
• How does performance management have an impact on organizational success?
• HRM strategies for addressing skill shortcomings.
• Examining the effect of selection and recruitment practice on a company’s growth.
• Assessing the efficacy of employee reward strategies for a manager.
• List of factors that affect workers’ productivity in a company.
• Can an organization use a flexible work policy as a retention and recruitment tool?
• Various methods of improving employee productivity.
• The connection between sustainable employee performance and knowledgeable management.
• Investigating the HR Management methods that will enhance a company’s success.
• Using the best HR practices to enhance employee commitment and retention.

Trending HR Topics

• Inventive techniques to maintain morale amid the pandemic
• Teamwork can be developed through online recreational activities while working remotely.
• In the workplace, virtual reality and augmented reality are being used.
• In the workplace, famous people or celebrities.
• They are analyzing and revising the value of a specific job.
• To boost long-term retention, perform the following steps.
• Ways to deal with staff or applicants who are overqualified.
• Is it important to have an HR department in a small, family-owned business?
• It was de-escalating a stressful and volatile situation at work.
• DRM technologies for protecting proprietary training methods in-house.
• Artificial intelligence is being used for HR concerns and activities.
• Human resources can benefit from big data.
• Who can do on boarding and orientation virtually or online?
• We are recruiting the best and brightest people from around the world.
• Are virtual interviews preferable to face-to-face interviews?

Human resource management (HRM) is one of the most dynamic disciplines of work today. It’s where psychology, sociology, accountancy, and business collide. Because of the rise of virtual platforms and working from home, there have been many exciting changes in how human resources are handled in the last few years.

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This month, HR and recruiting experts are discussing the green skills gap with data showing green skills are only going to rise in demand. 

AI bias in recruiting is a topic in the spotlight with new research revealing how machine bias can impact recruiting. 

New research also reveals the benefits of humble leadership, a style of leadership that enables leaders to stay more grounded and strengthen the leadership potential of others.

The rising demand for internships and strategies for supporting neurodiversity in the workplace have also been discussed. Key tips are shared for creating more inclusive and supportive internship programs and work environments.

Trend 1: Rising demand for green skills 

World Environment Day took place on June 5, 2024, and the event got HR teams talking about the green skills gap . 

The green skills gap refers to the shortage of necessary skills and expertise required to support sustainability initiatives across industries. Skills include carbon accounting, energy engineering, and sustainability education. 

According to LinkedIn's Global Green Skills Report 2023 , job postings requiring green skills increased by 22.4% from 2022 to 2023, while green talent only grew by 12.3%. This means demand for green skills is growing twice as fast as supply in the 48 countries studied.

A recent Manpower Group report found that 70% of employers are urgently recruiting or planning to recruit green talent and people with sustainability skills.

The Boston Consulting Group calculates the green skills gap could lead to a shortage of 7 million green energy workers by 2030. 

How HR can close the green skills gap 

A very simple way HR teams can anticipate the growing green skills gap is to begin creating green jobs and nurturing talent.

Specific green jobs and skills will vary across sectors. But, examples of green jobs include sustainable construction managers, climate finance specialists, green product designers and resilience planners. The skills needed for such roles range from an understanding of waste development processes and environmental landscapes to viewing financial investments through a green lens. 

Because there’s a limited supply of green talent in the workforce, hiring managers can begin by looking for candidates with skill adjacencies.  

Certain skills increase workers’ chances of successfully transitioning into jobs with a sustainability focus.  According to LinkedIn , STEM skills top the list because many green jobs rely on science and math. Digital skills can help as companies develop and deploy technological solutions to achieve sustainability goals. Expertise in utilities, mining, and agriculture are useful because these industries are greening rapidly. And public administration skills can be helpful as companies adhere to compliance and policy activities related to climate change. 

Employers can also prioritise reskilling their current workforce for green skills. For instance, a collaboration between Hong Kong University and Friends of the Earth climate group aims to train ESG practitioners to incorporate big data analysis into financial decision-making, addressing the rising climate disclosure demands faced by corporations.

Ultimately, HR teams can prepare for the rise of green skills by projecting future workforce needs and proactively nurturing the right talent for these roles.

Trend 2: Supporting neurodiversity in the workplace 

Creating an inclusive workplace is an ever-evolving process. This month, experts publishing on sites like Psychology Today and Forbes are about how workplaces can better support neurodiverse talent. 

Neurodiversity encompasses a range of neurological differences such as autism, ADHD, and dyslexia. Embracing neurodiverse talent brings unique perspectives and strengths to teams, fostering innovation, problem-solving, and creativity. Companies that prioritise inclusive practices not only benefit from a diverse talent pool but also cultivate environments where all employees can thrive and contribute their best.

Oft cited research by Harvard Business Review suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them. Inclusion and integration of neurodivergent professionals can also boost team morale.

Tips for creating neurodivergent-friendly workplaces 

Companies of all sizes and in all industries can make their workplaces friendly for neurodiverse talent. 

Education is the first step for creating workplaces more inclusive for people with neurodivergence. Providing training sessions to help employees recognise and support neurodivergent colleagues can go a long way. Especially important is understanding that the way individuals receive, interpret and act on information varies significantly according to lived experiences. 

According to Enna Global , a specialist recruiting firm for neurodivergent talent, organisations can also create more inclusive workplaces by: 

• Hiring with less bias : Ensure job descriptions use language that is inclusive and makes it clear that the organisation welcomes people with neurodivergence. 
• Implementing workplace accommodations: Simple adjustments like flexible work hours, noise-cancelling headphones, or quiet workspaces can make a big difference. 
• Fostering open communication: Encourage a culture where employees feel safe discussing their needs and challenges. Regular check-ins can help identify and address issues early on.
• Promoting a strengths-based approach: Get to know your neurodivergent employees and focus on their unique strengths . Assign tasks that align with skills and interests to enhance job satisfaction and productivity.
• Building a supportive network: Create support groups or mentorship programs within the organisation. This can provide neurodivergent employees with a sense of community and additional resources.

When it comes to return-to-work policies, organisations can make environments friendlier for neurodivergent people by: 

• Introducing soundproof booths and quiet workspaces: To allow neurodivergent workers to escape excessive sensory input and potential distractions. 
• Creating areas with different or lower lighting: To reduce both sensory overload and fatigue. Comfortable break areas are another great idea. 
• Delivering a clear brief ahead of meetings: to help manage people’s expectations. With a schedule, neurodivergent people can better prepare. Written minutes or a recording of meetings after the event can also assist with memory and comprehension. 

Incorporating strategies like the above can create a more inclusive and supportive environment for neurodivergent employees, fostering their well-being and enabling organisations to be more inclusive. 

Trend 3: AI bias in recruiting 

Recruiting teams have been early adopters of AI with tools like AI-powered resume scanners, chatbots and candidate screening platforms. 

Using AI in recruiting functions can save time and offer greater objectivity and efficiency by eliminating human biases and enhancing fairness and consistency in decision-making. 

But there is the risk of AI bias creeping into the process . Recent research assessing the use of AI in recruitment and hiring reveals AI can also subtly, and at times, overtly heighten biases. Machine-powered bias occurs because the data sets contain flaws. For example, if resume scanning software is programmed to prioritise candidates from a limited number of preferred universities, it could overlook applicants from other institutions.

Human-designed algorithms using this data can also be biased. Common recruiting biases include stereotype bias and "similar-to-me" bias. Stereotype bias occurs when certain groups are unfairly stigmatised, while "similar-to-me" bias happens when recruiters favour candidates who share similar backgrounds or interests. These biases can be reflected in technological algorithms.

Tips for reducing AI bias 

Just like unconscious human bias , AI bias is an issue teams need to be trained to recognise and deal with. Two ways of dealing with AI bias include education and hybrid workflows. 

1. Education

Academics writing for The Conversation recommend HR and recruiting teams can become trained in how AI systems work, common sources of bias, and strategies for mitigating these biases. 

With this increased awareness, HR and recruiting teams can collaborate with developers to create fairer data sets and algorithms. Additionally, they will be empowered to ask informed questions when purchasing technology, ensuring the selection of tools that reduce bias and promote fairness.

2. Hybrid workflows

HR Daily Advisor suggests recruiting processes should incorporate AI and human touchpoints, including checkpoints to address potential bias. 

AI is well suited to help with: 

• Initial screening stages that handle standard information 
• Automating tedious tasks like emails and calendar updates 

Where AI is used for tasks like rank-ordering candidates, the hiring team should have full visibility into the criteria used for ranking and the ability to adjust these criteria as needed. They should also double-check ranks against their own benchmarks. 

Human interviews can then focus on gaining a deeper understanding of a candidate’s skills, values, and motivations while striving to reduce human bias by becoming more standardised and data-driven.

Trend 4: Humble leadership ignites employee potential  

New research from the University of South Australia (UniSA) has found that humble leadership can not only elevate the workplace status of employees – by boosting their sense of respect and prominence – but strengthen an employee’s leadership potential as well.

Humble leadership is a type of workplace leadership behaviour. Humble leaders tend to have a high level of self-awareness of their own weaknesses and vulnerabilities. They don’t beat themselves up, but they know they’re not always going to be the smartest person in the room, and don’t expect to be the best at everything. 

When leaders understand their weaknesses, they are better at delegating, bringing in outside expertise, exploring different perspectives, and avoiding impulsive decisions.

Humble leaders practice “bottom-up leadership” which involves behaviours such as listening actively and valuing the input of employees, supporting professional development of others and encouraging initiative within their workers.

According to the UniSA study , humble leadership can effectively elevate the workplace status of employees by boosting their sense of respect and prominence. It also leads to employees enhancing their own leadership potential by motivating them to lead and take charge.

Tips for cultivating humble leadership 

Being a humble leader is not a personality trait , it’s a skill people can learn. Humble leadership doesn’t need to be the only style a leader uses but, strengthening this skill set does have advantages like more engaged teams and, as mentioned, strengthening the leadership potential of others. 

Leaders looking to strengthen their humble leadership skill set can do so by: 

• Understanding personal strengths and weaknesses 
• Undergoing training to learn the best ways to confirm and acknowledge other people’s strengths 
• Cultivating more openness to the ideas of others 
• Developing a better understanding of the needs of their team  
• Working toward an organisational culture that values humility 

In a nutshell, embracing humble leadership can benefit an entire workplace from leaders themselves to their wider team. 

Trend 5: Internships in the spotlight  

More candidates may be becoming interested in internships. LinkedIn data has found interns are almost 25% more likely than non-interns to start a full-time position within 6 months of graduation. 

A strategic internship can offer quantifiable benefits that can last long into someone’s career. In today’s job market, that may make internships more attractive for students and fresh graduates.

However, data from Indeed shows that, at least in the US, internship rates are lower than usual. According to a recent report, postings for summer jobs are down almost 17% from a year ago, but up 26% from 2019.

Meanwhile, ZipRecruiter measured a 14 per cent year-over-year decline in internship postings in the year’s first quarter.

This pullback on internships could be problematic for companies that want to hire in the future as it might block hiring pipelines. 

But for companies eager to hire interns, depending on their sector and open positions, this decrease in demand could make it easier to fill positions.  

Of course, the demand for interns varies around the world and by industry, but the bottom line is, that internships are becoming more attractive to candidates, and companies can benefit from this increased interest.  

Lessons from Motorola’s internship program 

For organisations running internships, creating a strong program that benefits both parties is ideal. While unpaid internships still exist, paid internships are much more common. More than that, there’s an expectation internships offer structured learning pathways. 

How can HR teams design the best internship program possible? HR Brew took a deep dive into Motorola Solutions internship program to understand how the giant uses its internship program to recruit and retain the next generation of talent. T

This year, the program welcomed about 230 interns who will work at 20 offices and remotely. Interns are integrated into the organisation into different departments and work alongside full-time employees. The goal is to show them how their contributions impact the business. Interns also have the opportunity to network via ice cream socials and river cruises and to develop as professionals through learning sessions. 

While paying for cruises and ice cream socials may not be in every budget, organisations of any size can learn from Motorola’s best practices: 

• Consider diversity and inclusion: Interns are recruited with DEI in mind. Candidates from underrepresented groups or financial difficulties are given extra support as necessary. 
• Build a strong foundation: Motorola begins its program with a kickoff event featuring top executives and a personal welcome from the CEO. 
• Integrate interns with the rest of the team: The program ensures interns work alongside full-time employees for a real-world experience. 
• Provide meaningful work and support: Managers are actively involved with interns providing regular check-ins, mentorship, and providing relevant projects. 
• Foster long-term relationships: Maintaining connections creates a strong talent pipeline. Keep connected with care packages and regular communication with company updates and opportunities. 

By implementing these strategies, companies can create a robust internship program that benefits both the interns and the organisation. 

Final thoughts 

This month saw discussions around two main themes: the future of HR and recruiting and enhancements for more routine programs. 

The green skills gap and AI bias in recruiting are both topics that will remain relevant for professionals in years to come. Each is shaping future workforces. 

Assessing leadership styles, running internship programs and supporting diversity and inclusion are standard topics of HR and recruiters. Continuing to learn and improve on these initiatives creates more robust programs and stronger workplaces. 

Embracing these discussions and adopting innovative solutions will be crucial for navigating the changing landscape of HR and recruiting.

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Top 50 HR Topics For Project For Students [Updated]

Human Resources (HR) is a fascinating and essential field in any organization. If you’re a student and need to work on a project related to HR, this guide will help you understand various topics and ideas you can explore. Let’s dive into some interesting HR topics for projects.

What is Human Resources?

Table of Contents

Human Resources, commonly known as HR, is a department in organizations responsible for managing people. HR professionals handle recruitment, training, employee relations, benefits, and compliance with labor laws.

They play a crucial role in ensuring that a company runs smoothly and that employees are happy and productive.

How Do I Start An HR Project?

Starting an HR project involves several key steps to ensure it’s well-planned and executed effectively. Here’s a comprehensive guide to help you get started:

1. Choose a Topic

Identify your area of interest.

Select an HR topic that interests you. Consider areas where you have some background knowledge or a strong curiosity.

Research Potential Topics

Look for current trends in HR, read articles, and talk to professionals to gather ideas. Make a list of potential topics.

Narrow Down Your Topic

Pick a particular part of the topic that you can handle within the limits of your project. Make sure it’s not too wide or too narrow.

2. Define the Project Objectives

Set clear goals.

Determine what you want to achieve with your project. Your objectives should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).

Understand the Purpose

Consider why this project is important. What problem are you trying to solve or what knowledge are you aiming to gain?

3. Conduct Preliminary Research

Gather information.

Read books, articles, and research papers related to your topic. Use credible sources such as academic journals, HR websites, and industry reports.

Identify Key Concepts

Note down important concepts, theories, and case studies that relate to your topic. This will form the foundation of your project.

4. Develop a Project Plan

Create a timeline.

Break down the project into smaller tasks and set deadlines for each. This helps in managing your time effectively.

Outline Your Project Structure

Plan the structure of your project. A typical structure includes:

Introduction

Literature review, methodology.

• Findings/Results

Recommendations

5. gather data, primary data collection.

If your project involves collecting primary data, decide on the methods (e.g., surveys, interviews, observations). Prepare your data collection tools like questionnaires or interview guides.

Secondary Data Collection

Use existing data from reliable sources. Ensure you properly cite these sources in your project.

6. Analyze the Data

Organize your data.

Arrange your data in a systematic way for analysis. Use tables, charts, or software tools to help with this process.

Interpret the Results

Study the data to find patterns, trends, and important information. Connect what you discover with what others have already studied and with the goals of your project.

7. Write the Project Report

Provide background information on your topic and state the objectives of your project.

Summarize existing research related to your topic. Highlight gaps that your project aims to fill.

Describe the methods you used to collect and analyze data. Include details about your sample, tools, and procedures.

Analysis and Findings

Present your data analysis and discuss the findings. Use visuals like graphs and tables to support your points.

Summarize your findings and their implications. Explain how they add to what we already know.

Provide practical recommendations based on your findings. Suggest further areas for research.

List all the sources you cited in your project. Use a consistent citation style.

8. Review and Edit

Proofread your work.

Check for grammatical errors, spelling mistakes, and consistency in formatting.

Seek Feedback

Share your draft with teachers, peers, or mentors for feedback. Make necessary revisions based on their suggestions.

Finalize the Report

Ensure all sections are complete and well-organized. Confirm that your report meets all the requirements and guidelines provided.

9. Prepare for Presentation

Create a presentation.

Prepare a presentation summarizing the key points of your project. Use visuals like slides, charts, and diagrams to make it engaging.

Practice Your Presentation

Rehearse your presentation multiple times. Get ready to respond to questions asked by your audience.

10. Submit Your Project

Follow submission guidelines.

Ensure you adhere to any submission guidelines provided by your teacher or institution.

Meet Deadlines

Submit your project on time. Double-check that all required materials are included.

50 HR Topics For Project For Students: Category Wise

Recruitment and selection.

• Effective Recruitment Strategies for Startups
• The Role of Social Media in Recruitment
• Artificial Intelligence in Talent Acquisition
• Campus Recruitment: Best Practices
• Diversity Hiring: Challenges and Solutions
• Employee Referral Programs: Benefits and Drawbacks
• The Impact of Employer Branding on Recruitment
• Virtual Interviews: Techniques and Tools
• The Role of Psychometric Testing in Selection
• Onboarding Processes for New Employees

Training and Development

• Designing Effective Training Programs
• The Impact of E-Learning on Employee Training
• Training Needs Analysis: Methods and Tools
• Soft Skills Training: Importance and Methods
• Mentorship Programs in the Workplace
• The Role of Continuous Learning in Career Development
• Measuring Training Effectiveness
• Leadership Development Programs
• Technical Skills Training in IT Companies
• The Use of Virtual Reality in Employee Training

Performance Management

• Implementing 360-Degree Feedback
• Setting SMART Goals for Employee Performance
• The Role of Performance Appraisals in Employee Motivation
• Using Key Performance Indicators (KPIs)
• Employee Recognition Programs
• Managing Underperformance: Strategies and Techniques
• The Impact of Performance Reviews on Employee Morale
• Linking Performance Management to Compensation
• Real-Time Performance Tracking Tools
• The Role of Self-Assessment in Performance Management

Employee Relations

• Building Positive Employee Relations
• Conflict Resolution in the Workplace
• The Impact of Corporate Culture on Employee Relations
• Employee Engagement Strategies
• The Role of Communication in Employee Relations
• Handling Employee Grievances Effectively
• Work-Life Balance Initiatives
• Employee Feedback Mechanisms
• Team Building Activities and Their Impact
• Managing Workplace Stress

Compensation and Benefits

• Designing Competitive Compensation Packages
• The Role of Benefits in Employee Retention
• Health and Wellness Programs in the Workplace
• Pay Equity and Its Importance
• The Impact of Financial Incentives on Performance
• Flexible Benefits Plans
• Retirement Planning and Benefits
• Employee Stock Ownership Plans (ESOPs)
• The Role of Bonuses and Commissions
• Trends in Employee Benefits Packages

Best 3 Detailed Examples of HR Projects

Example 1: creating a recruitment plan.

• Understand the Job Requirements

Identify the job roles that need to be filled and understand the skills required for these positions.

• Attract Candidates

Decide how to attract potential candidates. This could be through job postings, campus recruitment, or social media.

• Screening and Selection

Design a process to screen applications and select the best candidates for interviews.

• Interview Process

Develop a set of interview questions and a scoring system to evaluate candidates fairly.

Example 2: Designing a Training Program

• Identify Training Needs

Conduct a survey or interview employees to understand what training they need.

• Set Training Objectives

Define what the training program should achieve. For example, improving customer service skills.

• Develop Training Materials

Create materials such as presentations, handouts, and quizzes.

• Implement the Training

Organize training sessions, either in-person or online.

• Evaluate the Training

Collect feedback from participants to see if the training was effective.

Example 3: Performance Review System

• Define Performance Criteria

Identify the key performance indicators (KPIs) for different job roles.

• Develop Review Forms

Create forms that managers can use to evaluate employee performance.

• Schedule Regular Reviews

Set up a schedule for regular performance reviews, such as quarterly or annually.

• Provide Feedback

Train managers on how to give constructive feedback to employees.

Work with employees to set achievable goals for their development.

Tips for Successful HR Projects

• Research Thoroughly: Gather information from various sources like books, articles, and interviews with HR professionals.
• Be Creative: Try to think creatively and come up with new and original ideas and solutions.
• Stay Organized: Keep your project well-organized with clear headings, subheadings, and bullet points.
• Use Real-Life Examples: Incorporate real-life examples to make your project more relatable and interesting.
• Seek Feedback: Ask teachers or peers for feedback to improve your project before the final submission.

Top 5 Tools To Make HR Project

• Microsoft Excel: For organizing data, creating charts, and performing basic data analysis.
• Google Forms: For designing and distributing surveys to collect primary data.
• Trello: For project management and keeping track of tasks and deadlines.
• SPSS (Statistical Package for the Social Sciences): For advanced statistical analysis of data.
• Canva: For creating visually appealing presentations and infographics.

Human Resources is a dynamic field with numerous topics that you can explore for your project. Whether it’s recruitment, training, performance management, or employee relations, there are plenty of interesting areas to research and present.

By following the tips and examples provided in this guide on HR topics for projects, you’ll be well on your way to creating an outstanding HR project.

Good luck with your HR project, and remember to have fun while learning about this important field!

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How Gen AI Can Make Work More Fulfilling

• Deborah Lovich,
• Rosie Sargeant,
• Jacob Smith

Research-backed ways to increase employees’ enjoyment of work by reducing time spent on unpleasant tasks.

Research by BCG shows that workers who spend too many hours on tasks they dislike (“toil”) are at risk for quitting, and employees who spend sufficient time on work that creates joy are less of a flight risk. A study of the consulting firm’s administrative employees demonstrates how they can use AI to reduce time spent on toil and increase time on joy-creating tasks. The research also explores the key factors that drive successful gen AI adoption; the main finding is that having a manager who is immersed in using AI will drive employee engagement with the technology.

Enjoying work matters — a lot. Our earlier research has shown that employees who enjoy their work are about 50% less likely to look for a new job . But increasing this emotion is about more than free lunch and other perks. People work at work — and it is therefore critical for any effort to improve joy to be grounded in the day-to-day rhythms, routines, and tasks that employees spend their time on.

• Deborah Lovich is a managing director and senior partner in the Boston office of Boston Consulting Group. She leads the firm’s Future of Work topic globally and is a fellow of the BCG Henderson Institute.
• RS Rosie Sargeant is a project leader at Boston Consulting Group, based in London. She is also an ambassador of the BCG Henderson Institute.
• JS Jacob Smith  is a principal at Boston Consulting Group, based in Sweden, and an ambassador of the BCG Henderson Institute.

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In this webinar we will tackle this challenge head-on, equipping you with the tools to create a strategic onboarding program that delivers results. We’ll explore the importance of a thoughtful onboarding, highlighting its impact on employee retention and satisfaction.

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Finally, we’ll discuss the importance of setting clear onboarding milestones and check-ins, providing ongoing support and ensuring your new hires have the resources they need to thrive.

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Introducing the SHRM Civility Index

Just how much is incivility affecting your organization? New SHRM research highlights the urgent need for workplace civility, with U.S. workers facing millions of acts of incivility per day.

Facilitate Civil Conversations with Your Team

Access this free, web-based tool from SHRM and Rising Team to facilitate a team activity for fostering civil and open dialogue: 

• Developed from SHRM leadership research on civility
• 30 to 60 minute exercise based on team size
• Builds trust and connection
• Suitable for in-person and remote teams
• Ideal for all levels, from executives to frontline

The Importance of Civility in the U.S.

Practicing civil behavior establishes a safe and empathetic environment where individuals can contribute their best ideas, knowing they will be heard and valued.

Civility is more than making others feel comfortable; it's about creating a dynamic, diverse, and productive workplace where everyone can thrive.

161 million people work in the U.S. every day.

U.S. workers collectively experience 171 million acts of incivility per day.

Over half of U.S. workers believe our society is uncivil.

SHRM is leading the change starting with 1 million civil conversations.

Every voice makes a difference. Have you been civil today?

Civility Starts With You

SHRM is committed to bridging this divide and fostering inclusivity in the workplace through the 1 Million Civil Conversations initiative. Explore resources for integrating awareness of civility in your organization.

Start the Conversation

Building trust and creating a safe space for others to share their thoughts can begin with you. Keep these cards in your back pocket to turn discord into dialogue and conflict into opportunity.

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Nearly two-thirds of U.S. workers have experienced or witnessed incivility in their workplace within the past month.

Source: SHRM Research on Civility, Conflict and Expression, February 2024

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The state of AI in 2023: Generative AI’s breakout year

You have reached a page with older survey data. please see our 2024 survey results here ..

The latest annual McKinsey Global Survey  on the current state of AI confirms the explosive growth of generative AI (gen AI) tools . Less than a year after many of these tools debuted, one-third of our survey respondents say their organizations are using gen AI regularly in at least one business function. Amid recent advances, AI has risen from a topic relegated to tech employees to a focus of company leaders: nearly one-quarter of surveyed C-suite executives say they are personally using gen AI tools for work, and more than one-quarter of respondents from companies using AI say gen AI is already on their boards’ agendas. What’s more, 40 percent of respondents say their organizations will increase their investment in AI overall because of advances in gen AI. The findings show that these are still early days for managing gen AI–related risks, with less than half of respondents saying their organizations are mitigating even the risk they consider most relevant: inaccuracy.

The organizations that have already embedded AI capabilities have been the first to explore gen AI’s potential, and those seeing the most value from more traditional AI capabilities—a group we call AI high performers—are already outpacing others in their adoption of gen AI tools. 1 We define AI high performers as organizations that, according to respondents, attribute at least 20 percent of their EBIT to AI adoption.

The expected business disruption from gen AI is significant, and respondents predict meaningful changes to their workforces. They anticipate workforce cuts in certain areas and large reskilling efforts to address shifting talent needs. Yet while the use of gen AI might spur the adoption of other AI tools, we see few meaningful increases in organizations’ adoption of these technologies. The percent of organizations adopting any AI tools has held steady since 2022, and adoption remains concentrated within a small number of business functions.

Table of Contents

• It’s early days still, but use of gen AI is already widespread
• Leading companies are already ahead with gen AI
• AI-related talent needs shift, and AI’s workforce effects are expected to be substantial
• With all eyes on gen AI, AI adoption and impact remain steady

About the research

1. it’s early days still, but use of gen ai is already widespread.

The findings from the survey—which was in the field in mid-April 2023—show that, despite gen AI’s nascent public availability, experimentation with the tools  is already relatively common, and respondents expect the new capabilities to transform their industries. Gen AI has captured interest across the business population: individuals across regions, industries, and seniority levels are using gen AI for work and outside of work. Seventy-nine percent of all respondents say they’ve had at least some exposure to gen AI, either for work or outside of work, and 22 percent say they are regularly using it in their own work. While reported use is quite similar across seniority levels, it is highest among respondents working in the technology sector and those in North America.

Organizations, too, are now commonly using gen AI. One-third of all respondents say their organizations are already regularly using generative AI in at least one function—meaning that 60 percent of organizations with reported AI adoption are using gen AI. What’s more, 40 percent of those reporting AI adoption at their organizations say their companies expect to invest more in AI overall thanks to generative AI, and 28 percent say generative AI use is already on their board’s agenda. The most commonly reported business functions using these newer tools are the same as those in which AI use is most common overall: marketing and sales, product and service development, and service operations, such as customer care and back-office support. This suggests that organizations are pursuing these new tools where the most value is. In our previous research , these three areas, along with software engineering, showed the potential to deliver about 75 percent of the total annual value from generative AI use cases.

In these early days, expectations for gen AI’s impact are high : three-quarters of all respondents expect gen AI to cause significant or disruptive change in the nature of their industry’s competition in the next three years. Survey respondents working in the technology and financial-services industries are the most likely to expect disruptive change from gen AI. Our previous research shows  that, while all industries are indeed likely to see some degree of disruption, the level of impact is likely to vary. 2 “ The economic potential of generative AI: The next productivity frontier ,” McKinsey, June 14, 2023. Industries relying most heavily on knowledge work are likely to see more disruption—and potentially reap more value. While our estimates suggest that tech companies, unsurprisingly, are poised to see the highest impact from gen AI—adding value equivalent to as much as 9 percent of global industry revenue—knowledge-based industries such as banking (up to 5 percent), pharmaceuticals and medical products (also up to 5 percent), and education (up to 4 percent) could experience significant effects as well. By contrast, manufacturing-based industries, such as aerospace, automotives, and advanced electronics, could experience less disruptive effects. This stands in contrast to the impact of previous technology waves that affected manufacturing the most and is due to gen AI’s strengths in language-based activities, as opposed to those requiring physical labor.

Responses show many organizations not yet addressing potential risks from gen AI

According to the survey, few companies seem fully prepared for the widespread use of gen AI—or the business risks these tools may bring. Just 21 percent of respondents reporting AI adoption say their organizations have established policies governing employees’ use of gen AI technologies in their work. And when we asked specifically about the risks of adopting gen AI, few respondents say their companies are mitigating the most commonly cited risk with gen AI: inaccuracy. Respondents cite inaccuracy more frequently than both cybersecurity and regulatory compliance, which were the most common risks from AI overall in previous surveys. Just 32 percent say they’re mitigating inaccuracy, a smaller percentage than the 38 percent who say they mitigate cybersecurity risks. Interestingly, this figure is significantly lower than the percentage of respondents who reported mitigating AI-related cybersecurity last year (51 percent). Overall, much as we’ve seen in previous years, most respondents say their organizations are not addressing AI-related risks.

2. Leading companies are already ahead with gen AI

The survey results show that AI high performers—that is, organizations where respondents say at least 20 percent of EBIT in 2022 was attributable to AI use—are going all in on artificial intelligence, both with gen AI and more traditional AI capabilities. These organizations that achieve significant value from AI are already using gen AI in more business functions than other organizations do, especially in product and service development and risk and supply chain management. When looking at all AI capabilities—including more traditional machine learning capabilities, robotic process automation, and chatbots—AI high performers also are much more likely than others to use AI in product and service development, for uses such as product-development-cycle optimization, adding new features to existing products, and creating new AI-based products. These organizations also are using AI more often than other organizations in risk modeling and for uses within HR such as performance management and organization design and workforce deployment optimization.

AI high performers are much more likely than others to use AI in product and service development.

Another difference from their peers: high performers’ gen AI efforts are less oriented toward cost reduction, which is a top priority at other organizations. Respondents from AI high performers are twice as likely as others to say their organizations’ top objective for gen AI is to create entirely new businesses or sources of revenue—and they’re most likely to cite the increase in the value of existing offerings through new AI-based features.

As we’ve seen in previous years , these high-performing organizations invest much more than others in AI: respondents from AI high performers are more than five times more likely than others to say they spend more than 20 percent of their digital budgets on AI. They also use AI capabilities more broadly throughout the organization. Respondents from high performers are much more likely than others to say that their organizations have adopted AI in four or more business functions and that they have embedded a higher number of AI capabilities. For example, respondents from high performers more often report embedding knowledge graphs in at least one product or business function process, in addition to gen AI and related natural-language capabilities.

While AI high performers are not immune to the challenges of capturing value from AI, the results suggest that the difficulties they face reflect their relative AI maturity, while others struggle with the more foundational, strategic elements of AI adoption. Respondents at AI high performers most often point to models and tools, such as monitoring model performance in production and retraining models as needed over time, as their top challenge. By comparison, other respondents cite strategy issues, such as setting a clearly defined AI vision that is linked with business value or finding sufficient resources.

The findings offer further evidence that even high performers haven’t mastered best practices regarding AI adoption, such as machine-learning-operations (MLOps) approaches, though they are much more likely than others to do so. For example, just 35 percent of respondents at AI high performers report that where possible, their organizations assemble existing components, rather than reinvent them, but that’s a much larger share than the 19 percent of respondents from other organizations who report that practice.

Many specialized MLOps technologies and practices  may be needed to adopt some of the more transformative uses cases that gen AI applications can deliver—and do so as safely as possible. Live-model operations is one such area, where monitoring systems and setting up instant alerts to enable rapid issue resolution can keep gen AI systems in check. High performers stand out in this respect but have room to grow: one-quarter of respondents from these organizations say their entire system is monitored and equipped with instant alerts, compared with just 12 percent of other respondents.

3. AI-related talent needs shift, and AI’s workforce effects are expected to be substantial

Our latest survey results show changes in the roles that organizations are filling to support their AI ambitions. In the past year, organizations using AI most often hired data engineers, machine learning engineers, and Al data scientists—all roles that respondents commonly reported hiring in the previous survey. But a much smaller share of respondents report hiring AI-related-software engineers—the most-hired role last year—than in the previous survey (28 percent in the latest survey, down from 39 percent). Roles in prompt engineering have recently emerged, as the need for that skill set rises alongside gen AI adoption, with 7 percent of respondents whose organizations have adopted AI reporting those hires in the past year.

The findings suggest that hiring for AI-related roles remains a challenge but has become somewhat easier over the past year, which could reflect the spate of layoffs at technology companies from late 2022 through the first half of 2023. Smaller shares of respondents than in the previous survey report difficulty hiring for roles such as AI data scientists, data engineers, and data-visualization specialists, though responses suggest that hiring machine learning engineers and AI product owners remains as much of a challenge as in the previous year.

Looking ahead to the next three years, respondents predict that the adoption of AI will reshape many roles in the workforce. Generally, they expect more employees to be reskilled than to be separated. Nearly four in ten respondents reporting AI adoption expect more than 20 percent of their companies’ workforces will be reskilled, whereas 8 percent of respondents say the size of their workforces will decrease by more than 20 percent.

Looking specifically at gen AI’s predicted impact, service operations is the only function in which most respondents expect to see a decrease in workforce size at their organizations. This finding generally aligns with what our recent research  suggests: while the emergence of gen AI increased our estimate of the percentage of worker activities that could be automated (60 to 70 percent, up from 50 percent), this doesn’t necessarily translate into the automation of an entire role.

AI high performers are expected to conduct much higher levels of reskilling than other companies are. Respondents at these organizations are over three times more likely than others to say their organizations will reskill more than 30 percent of their workforces over the next three years as a result of AI adoption.

4. With all eyes on gen AI, AI adoption and impact remain steady

While the use of gen AI tools is spreading rapidly, the survey data doesn’t show that these newer tools are propelling organizations’ overall AI adoption. The share of organizations that have adopted AI overall remains steady, at least for the moment, with 55 percent of respondents reporting that their organizations have adopted AI. Less than a third of respondents continue to say that their organizations have adopted AI in more than one business function, suggesting that AI use remains limited in scope. Product and service development and service operations continue to be the two business functions in which respondents most often report AI adoption, as was true in the previous four surveys. And overall, just 23 percent of respondents say at least 5 percent of their organizations’ EBIT last year was attributable to their use of AI—essentially flat with the previous survey—suggesting there is much more room to capture value.

Organizations continue to see returns in the business areas in which they are using AI, and they plan to increase investment in the years ahead. We see a majority of respondents reporting AI-related revenue increases within each business function using AI. And looking ahead, more than two-thirds expect their organizations to increase their AI investment over the next three years.

The online survey was in the field April 11 to 21, 2023, and garnered responses from 1,684 participants representing the full range of regions, industries, company sizes, functional specialties, and tenures. Of those respondents, 913 said their organizations had adopted AI in at least one function and were asked questions about their organizations’ AI use. To adjust for differences in response rates, the data are weighted by the contribution of each respondent’s nation to global GDP.

The survey content and analysis were developed by Michael Chui , a partner at the McKinsey Global Institute and a partner in McKinsey’s Bay Area office, where Lareina Yee is a senior partner; Bryce Hall , an associate partner in the Washington, DC, office; and senior partners Alex Singla and Alexander Sukharevsky , global leaders of QuantumBlack, AI by McKinsey, based in the Chicago and London offices, respectively.

They wish to thank Shivani Gupta, Abhisek Jena, Begum Ortaoglu, Barr Seitz, and Li Zhang for their contributions to this work.

This article was edited by Heather Hanselman, an editor in the Atlanta office.

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