hrm dissertation topics 2021

How it works

Useful Links

How much will your dissertation cost?

Have an expert academic write your dissertation paper!

Dissertation Services

Get unlimited topic ideas and a dissertation plan for just £45.00

Order topics and plan

Get 1 free topic in your area of study with aim and justification

Yes I want the free topic

HRM Dissertation Topics

Published by Carmen Troy at January 6th, 2023 , Revised On August 15, 2023

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 2022 here.

International Development Dissertation Topics
Cooperate Governance Dissertation Topics
Business Intelligence Dissertation Topics
Business Information Technology Dissertation Topics
International Business Dissertation Topics
Business Management Dissertation Topics
Business Psychology Dissertation Topics
Business Law Dissertation Topics
Project Management Dissertation Topics
Business Dissertation Topics
Management Dissertation Topics
Operations Management Dissertation Topics

2022 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 2021

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.

How Can ResearchProspect Help?

ResearchProspect writers can send several custom topic ideas to your email address. Once you have chosen a topic that suits your needs and interests, you can order for our dissertation outline service , which will include a brief introduction to the topic, research questions , literature review , methodology , expected results , and conclusion . The dissertation outline will enable you to review the quality of our work before placing the order for our full dissertation writing service !

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.

Order a Proposal

Worried about your dissertation proposal? Not sure where to start?

Choose any deadline
Plagiarism free
Unlimited free amendments
Free anti-plagiarism report
Completed to match exact requirements

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.

Hire an Expert Writer

Orders completed by our expert writers are

Formally drafted in an academic style
Free Amendments and 100% Plagiarism Free – or your money back!
100% Confidential and Timely Delivery!
Appreciated by thousands of clients. Check client reviews

HR Diversity Dissertation Topics

The changing corporate world has provoked organisations to develop and implement diversity management systems as part of their human resource management system. Although relatively new, diversity management is an important research area of human resource management that brings challenges and learning to employees.

With many areas unexplored and literature gaps in this subject, there are some extremely interesting dissertation topics you can select for your final year project. Some of them are listed here:

Topic 99: Investigating the difference between discrimination and diversity – How Do they Impact Organisations

Research Aim: This research will discuss the differences between the two concepts, diversity and discrimination and their impact on organisations.

Topic 100:Managing diversity through HRM: A conceptual framework and an international perspective

Research Aim: This study will discuss how the human resource department can manage diversity. The study will be conducted in an international setting.

Topic 101:Managing diversity in the public sector – How do companies manage to remain successful

Research Aim: This research will explore managing diversity in the public sector and how these companies can be successful even through diversity.

Topic 102:Managing cultural diversity in human resource management

Research Aim: As much as a human resource helps companies manage diversity, how will companies manage diversity in their main HR department. This research will answer this exact question.

Topic 103:The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace

Research Aim: This research will focus on the tools available to human resources in managing diversity, and how they change it to opportunities and overcome diversity-related challenges.

Topic 104: Investigating the challenges of exclusion and inequality in organisations – Assessing HR’s role.

Research Aim: This research will first investigate the exclusion and inequality challenges that organisations face and how human resources overcome these challenges.

Topic 105:How does HRM Help in managing cultural differences and diversity

Research Aim: This research will discuss HR’s role in managing cultural differences and diversity in organisations.

Topic 106: Can HR eliminate diversity-related discrimination from workplaces? Assessing its role

Research Aim: This research will talk about HR’s role in eliminating diversity-related discrimination from organisations, and whether it will be successful in doing so or not.

Topic 107:Training managers for diversity – How difficult is it for companies and HR

Research Aim: This research will discuss and analyse the role of HR and companies in ensuring manager’s learning and development for diversity.

Topic 108:Training the newly hired staff for diversity in a large and diversified business organisation

Research Aim: This research will investigate the role of HR in training employees and staff to deal with, manage and coexist with diverse employees.

Important Notes:

As a human resource management student looking to get good grades, it is essential to develop new ideas and experiment with existing human resource management theories – i.e., to add value and interest to your research topic.

Human resource management is vast and interrelated to many other academic disciplines like management , operations management , project management , business , international business , MBA and more. That is why it is imperative to create a human resource management dissertation topic that is articular, sound, and actually solves a practical problem that may be rampant in the field.

We can’t stress how important it is to develop a logical research topic based on your entire research. There are several significant downfalls to getting your topic wrong; your supervisor may not be interested in working on it, the topic has no academic creditability, the research may not make logical sense, there is a possibility that the study is not viable.

This impacts your time and efforts in writing your dissertation , as you may end up in the cycle of rejection at the initial stage of the dissertation. That is why we recommend reviewing existing research to develop a topic, taking advice from your supervisor, and even asking for help in this particular stage of your dissertation.

While developing a research topic, keeping our advice in mind will allow you to pick one of the best human resource management dissertation topics that fulfil your requirement of writing a research paper and add to the body of knowledge.

Therefore, it is recommended that when finalizing your dissertation topic, you read recently published literature to identify gaps in the research that you may help fill.

Remember- dissertation topics need to be unique, solve an identified problem, be logical, and be practically implemented. Please look at some of our sample human resource management dissertation topics to get an idea for your own dissertation.

How to Structure your HRM Dissertation

A well-structured dissertation can help students to achieve a high overall academic grade.

A Title Page
Acknowledgements
Declaration
Abstract: A summary of the research completed
Table of Contents
Introduction : This chapter includes the project rationale, research background, key research aims and objectives, and the research problems. An outline of the structure of a dissertation can also be added to this chapter.
Literature Review : This chapter presents relevant theories and frameworks by analyzing published and unpublished literature on the chosen research topic to address research questions . The purpose is to highlight and discuss the selected research area’s relative weaknesses and strengths while identifying research gaps. Break down the topic and key terms that can positively impact your dissertation and your tutor.
Methodology : The data collection and analysis methods and techniques employed by the researcher are presented in the Methodology chapter, which usually includes research design , research philosophy, research limitations, code of conduct, ethical consideration, data collection methods, and data analysis strategy .
Findings and Analysis : Findings of the research are analysed in detail under the Findings and Analysis chapter. All key findings/results are outlined in this chapter without interpreting the data or drawing any conclusions. It can be useful to include graphs, charts, and tables in this chapter to identify meaningful trends and relationships.
Discussion and Conclusion : The researcher presents his interpretation of the results in this chapter and state whether the research hypothesis has been verified or not. An essential aspect of this section is establishing the link between the results and evidence from the literature. Recommendations with regards to the implications of the findings and directions for the future may also be provided. Finally, a summary of the overall research, along with final judgments, opinions, and comments, must be included in the form of suggestions for improvement.
References : Make sure to complete this following your University’s requirements
Bibliography
Appendices : Any additional information, diagrams, and graphs used to complete the dissertation but not part of the dissertation should be included in the Appendices chapter. Essentially, the purpose is to expand the information/data.

About ResearchProspect Ltd

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

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

Free Dissertation Topic

Phone Number

Academic Level Select Academic Level Undergraduate Graduate PHD

Academic Subject

Area of Research

Frequently Asked Questions

How to find hrm dissertation topics.

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.

80 Human Resource Management Research Topics

FacebookXEmailWhatsAppRedditPinterestLinkedInAre you a student searching for compelling human resource management (HRM) research topics? Look no further! Our comprehensive list of dissertation topics in HRM is here to assist you in finding captivating ideas for your academic journey. HRM is a critical function within organizations, responsible for managing the most valuable asset: the workforce. In this […]

Are you a student searching for compelling human resource management (HRM) research topics? Look no further! Our comprehensive list of dissertation topics in HRM is here to assist you in finding captivating ideas for your academic journey.

HRM is a critical function within organizations, responsible for managing the most valuable asset: the workforce. In this guide, we have curated a diverse range of thought-provoking research topics that cover various aspects of HRM, including talent acquisition, employee development, performance management, diversity and inclusion, and workplace culture. Whether you’re pursuing an undergraduate, master’s, or doctoral degree, this post offers a wealth of opportunities to delve into emerging trends, address industry challenges, and contribute to the advancement of this dynamic field. With our thoroughly researched content, you can easily find and select a topic that aligns with your interests and career aspirations.

So, get ready to embark on an exciting research journey in the field of HRM, exploring the latest theories, best practices, and innovative approaches to enhance organizational effectiveness and employee well-being.

A List Of Potential Research Topics In Human Resource Management (HRM):

The role of HRM in facilitating organizational resilience and adaptation post-COVID.
Analyzing the role of HR in managing and preventing workplace harassment and discrimination.
Examining the effects of the COVID-19 pandemic on employee well-being and mental health.
Analyzing the challenges and opportunities of hybrid work models in the post-pandemic era.
The role of performance management in driving employee motivation and performance.
The influence of organizational justice on employee attitudes and behavior.
The role of technology in transforming HR practices and enhancing employee experience.
Analyzing the impact of globalization on HRM practices and international HRM strategies.
The role of HR in managing change and facilitating organizational transformation.
The impact of employee engagement initiatives on organizational culture and performance.
The influence of organizational culture on employee satisfaction and retention.
Analyzing the role of HRM in managing diversity and inclusion in UK organizations.
Strategies for managing and supporting remote teams in the new normal.
Strategies for fostering a culture of trust and psychological safety in the post-pandemic workplace.
Investigating the impact of employee voice mechanisms on organizational effectiveness.
The influence of UK employment law and regulations on HRM practices and strategies.
The role of HR in managing employee burnout and promoting work-life balance after COVID-19.
Examining the effectiveness of performance management systems in UK organizations.
Analyzing the role of HR in managing employee well-being during times of change and uncertainty.
Strategies for managing workplace conflicts and fostering positive employee relations.
The impact of employee motivation strategies on organizational performance.
The influence of organizational culture and values on employee resilience and post-COVID recovery.
The impact of remote work on employee engagement and productivity in a post-COVID world.
Investigating the impact of flexible work schedules on employee work-life balance.
Examining the effects of COVID-19 on diversity and inclusion practices in organizations.
Investigating the relationship between HR practices and employee turnover intentions.
Strategies for effective talent acquisition and recruitment in a competitive job market.
The role of HR analytics in making data-driven HR decisions and improving HR effectiveness.
Investigating the effectiveness of HRM practices in managing employee turnover.
The influence of HRM practices on organizational agility and adaptability.
Exploring the role of HRM in promoting work-life balance and well-being in the UK workplace.
The role of HR in promoting work-life balance and employee well-being.
Evaluating the effectiveness of leadership development programs in grooming future leaders.
The role of HR in fostering a culture of innovation and creativity in organizations.
The influence of HR practices on employee engagement and productivity in the UK context.
Investigating the relationship between HR practices and employee psychological contract.
Analyzing the impact of performance appraisal systems on employee motivation and performance.
The influence of social media on employee recruitment and employer branding.
Exploring the relationship between HR practices and employee job satisfaction.
Exploring the role of HRM in managing employee relations and industrial disputes in the UK.
Strategies for promoting work-life integration in a technology-driven work environment.
Exploring the effectiveness of performance-based rewards and recognition programs.
Strategies for effective internal communication and employee engagement in the post-COVID workplace.
Examining the impact of flexible work arrangements on work-life balance and job satisfaction.
Strategies for promoting work engagement and job satisfaction among remote workers.
The influence of digitalization on HR practices and employee experiences in the post-COVID workplace.
Analyzing the impact of artificial intelligence and automation on HRM practices.
The role of HR in managing workforce diversity and fostering inclusive work environments.
The influence of flexible work arrangements on employee satisfaction and work-life integration post-COVID.
Examining the effectiveness of talent management strategies in retaining high-potential employees.
Exploring the relationship between employee satisfaction and customer satisfaction.
Exploring the impact of remote onboarding and training processes in a post-pandemic environment.
Strategies for promoting knowledge sharing and collaboration in the digital workplace.
Examining the role of HRM in supporting organizational sustainability and corporate social responsibility initiatives in the UK.
Analyzing the effects of the gig economy on HR practices and employment relationships in the UK.
Analyzing the impact of employee engagement initiatives on employee retention.
The role of HRM in managing employee vaccine policies and workplace safety protocols.
Strategies for effective talent acquisition and retention in the post-COVID job market.
The role of HR in managing employee development and career growth.
Analyzing the impact of employee wellness programs on employee health and productivity.
Investigating the effectiveness of mentoring programs in developing future leaders.
The impact of remote work on employee engagement and productivity.
The influence of HRM practices on employee commitment and organizational citizenship behavior.
The impact of workplace diversity on team performance and innovation.
Exploring the effectiveness of flexible benefits programs in meeting diverse employee needs.
Exploring the benefits and challenges of implementing diversity and inclusion initiatives in the workplace.
Exploring the challenges and opportunities of talent management in a post-pandemic world.
Analyzing the role of HR in managing cross-cultural teams and promoting cultural diversity.
The influence of employee training and development programs on organizational performance.
Analyzing the impact of remote performance management practices in the post-COVID era.
Strategies for managing a multigenerational workforce and leveraging generational diversity.
Exploring the role of HR in managing organizational crises and facilitating resilience.
The impact of flexible work arrangements on employee satisfaction and retention in the UK.
The impact of Brexit on talent management and workforce mobility in the UK.
Analyzing the implications of workforce downsizing and restructuring on employee morale and motivation post-COVID.
Investigating the impact of employee benefits and compensation on job satisfaction and retention.
The role of HR in supporting and promoting employee reskilling and upskilling initiatives post-pandemic.
Examining the effectiveness of employee wellness programs in mitigating the long-term effects of COVID-19.
Investigating the impact of employee empowerment on job satisfaction and organizational commitment.
Exploring the relationship between employee engagement and organizational performance.

These research topics provide a broad range of opportunities for students to delve into various aspects of human resource management. From exploring emerging trends to addressing critical challenges in the field, students can contribute to the knowledge base and make a valuable impact on the practice of HRM.

Order Your HRM Dissertation Now!

External Links:

Download the HRM dissertation sample for your perusal

Research Topic Help Service

Get unique research topics exactly as per your requirements. We will send you a mini proposal on the chosen topic which includes;

Research Statement
Research Questions
Key Literature Highlights
Proposed Methodology
View a Sample of Service

Ensure Your Good Grades With Our Writing Help

Talk to the assigned writer before payment
Get topic if you don't have one
Multiple draft submissions to have supervisor's feedback
Free revisions
Complete privacy
Plagiarism Free work
Guaranteed 2:1 (With help of your supervisor's feedback)
2 Installments plan
Special discounts

Dissertation Writing Tools

1. Complete Dissertation Writing Guide - eBook
2. Dissertation Templates Pack
3. Research Methodology Handbook
4. Academic Writing Checklist
5. Citation Style Guide
6. Time Management for Dissertation Writing
7. Literature Review Toolkit
8. Grammar and Style Guide
9. Dissertation Proposal Template
10.Five Pre-written Full Dissertation Papers

How can you choose best HR dissertation topics?

Selecting appropriate HR dissertation topics is paramount for students embarking on their research journey in the field of Human Resource Management (HRM). These HR dissertation topics serve as the foundation upon which scholars build their academic inquiries, addressing key issues and challenges within the realm of HRM. When exploring potential HR dissertation topics, students should […]

When exploring potential HR dissertation topics, students should consider a range of factors, including current trends in the field, organizational needs, and personal interests. By carefully selecting HRM dissertation topics that align with their academic goals and career aspirations, students can ensure that their research contributes meaningfully to the broader discourse on human resources.

HR dissertation topics cover a diverse array of subjects, spanning recruitment and selection strategies, employee engagement and retention, performance management, diversity and inclusion initiatives, and the impact of technology on HR practices, among others.

For instance, students may explore HRM dissertation topics related to the implementation of flexible work arrangements in the context of remote work trends or investigate the role of leadership development programs in fostering a culture of innovation within organizations.

Additionally, HR dissertation topics could delve into emerging areas such as the ethical implications of AI-driven HR technologies or the intersection of HRM and sustainability practices.

By critically examining these HR dissertation topics, students can contribute valuable insights to the field of HRM while developing their analytical, research, and problem-solving skills.

Ultimately, the selection of HR dissertation topics is a pivotal step in the research process, shaping the direction and impact of scholars’ academic endeavors in the dynamic and evolving field of human resource management.

Table of Contents

Recruitment and Selection

The effectiveness of social media recruitment strategies in attracting top talent
Diversity and inclusion in recruitment: Best practices for creating a diverse workforce
The impact of artificial intelligence on the recruitment and selection process
Employer branding: Building a strong employer brand to attract and retain candidates
Unconscious bias in recruitment and selection: Strategies for mitigating bias in hiring processes.

Employee Engagement and Retention

The role of leadership in fostering employee engagement
Flexible work arrangements: Impact on employee satisfaction and retention
Employee recognition programs: Strategies for enhancing morale and motivation
Work-life balance initiatives: Effects on employee retention and productivity
Career development opportunities and their influence on employee retention

Performance Management

The evolution of performance management: From traditional to modern approaches
The role of feedback in improving performance and productivity
Performance appraisals: Challenges and best practices for implementation
Goal setting and performance metrics: Aligning individual goals with organizational objectives
Continuous performance management: Real-time feedback and agile performance processes

Training and Development

Needs assessment in training and development: Identifying organizational learning needs.
The impact of training programs on employee skill development and performance
Technology-enhanced learning: Leveraging e-learning platforms for employee training
Leadership development initiatives: Cultivating future leaders within organizations
Cross-cultural training: Preparing employees for global assignments and diverse work environments.

Workplace Diversity and Inclusion

Creating a culture of inclusivity: Strategies for fostering diversity and inclusion in the workplace
Managing diversity: Addressing challenges and promoting collaboration in diverse teams
The business case for diversity and inclusion: How diversity drives innovation and business success
Intersectionality in the workplace: Understanding the overlapping dimensions of diversity
LGBTQ+ inclusion in the workplace: Promoting equality and creating safe spaces for all employees

Human Resource Management Dissertation Topics

How HR Departments manage Equal Employment Opportunity
What are the best practices for Equal Employment Opportunities
An evaluation of the importance of Equal Employment Opportunity in the workplace
Studying the link between Equal Employment Opportunity and Diversity in the workplace
What is the tole of the Equal Employment Opportunity Commission (EEOC)
An analysis of the impact of workplace discrimination on employee wellbeing
An evaluation of Direct vs. Indirect workplace discrimination
Studying how to handle unfair dismissal
A critical analysis of soft skills vs. hard skills
How can the inefficient selection process be improved through training?
A study on powerful training strategies for maximizing productivity
Extensive research on harassment assessment training
Roles and responsibilities of a training and development manager
A brief about the importance of training and development
Types of training and development strategies for excellent growth
Role of Mediation and Dispute Resolution in the workplace
How to incorporate LGBTI workers without discrimination
Studying the effect of employee diversity on organizational performance
Exploring the impact of equal employment on organizations
An evaluation of the performance management cycle
Latest trends used by big brands for improving the performance of each employee
A qualitative study on the different stages of performance management
The Relationship Between Equal Opportunities and Employee Performance
The historical context of talent management
Studying the future of talent management
Does provide employees paid charity days could enhance organizational citizenship behavior?
Strategic HRM in the SMEs: Is the Investment Really Worth It?
The Risks and Benefits of informing the employees about the corporate goals and achievements
What are the key advantages of outsourcing SHRM?
Strategizing and monitoring the employee life-cycle in an environment of high turnover
Role of Talent management in the gig economy
An analysis of the retention of high-value staff can deliver necessary competitive advantage: A case study
How does Google achieve an edge over human resources? What are the lessons to be learned?
Studying the HRM strategy of Patagonia: Why is it so arduous to imitate?
How is AI interference in HRM offering a competitive advantage to Zara?
How is cross-cultural HR interference offering an edge to start-up companies?
What are the key Talent management strategies in the military
The impact of representative commitment on customer dedication in the administration-based industry
Present an intensive examination of the components which straightforwardly impact a representative’s close-to-home choice to leave work
The significance of computerized nearness to improve worker relations.
Do better representative relations start with learning and advancement?
A comparison of the Google vs. IBM talent management approaches
The influence of recognizing the contributions of an employee on the employee retention process at Shell
The criticality of green HR practices in the process of employee engagement and retention
Exploring the attitude of HRM toward the strategies of employee retention in the banking sector
How could frequent attention to employee welfare programs improve employee retention in high-stress industrial sectors?
Examining subjectivity versus objectivity in employee assessment and evaluation
Examining the capacity of human resources departments to drive organizational change
Reviewing both legal and ethical aspects of maintaining workplace diversity
The implications of human resource management strategy for facilitating employee motivations

Click here, If you have still unable to select your desired topic on HRM, Get our customize Topic consultancy service of about 500 to 600 words to get approved by your tutor.

Scroll down to search for more ideas on HRM Dissertation Topics

Training and Development HRM Dissertation topics

The impact of employee training and development on job satisfaction and performance.
An examination of the effectiveness of different training methods and their impact on employee retention.
A study of the relationship between employee training and development and organizational success.
An analysis of the cost-effectiveness of various training and development programs.
The role of e-learning in employee training and development.
A comparison of the effectiveness of on-the-job training and classroom training.
An investigation of the impact of leadership development programs on employee engagement and productivity.
A study of the effectiveness of mentoring programs in employee training and development.
An analysis of the effectiveness of employee onboarding programs in improving job performance and retention.
A comparison of the effectiveness of in-house training programs and external training programs on employee development.
The utilization of preparation and advancement as helpful devices for improving the presentation of the workers?
What aptitudes are required for the present tempestuous atmosphere?
Do preparing and improvement indeed sway the primary concern?
Who gives the preparation to prepare others?
Soft versus hard abilities.
Is preparing an answer all things considered?
Soft abilities, which needs them?
Where presently, post-fiasco endurance?
Establish the association between hierarchical learning and individual learning
An evaluation of authentic learning and information for the executives for supported hierarchical execution. Set up a contextual analysis alongside your paper.
Does an absence of learning and improvement assume a job in a representative’s choice to stop?
An investigation of the way toward learning and advancement of a human asset in the open segment in the UK
Describe how the impact of different preparing and learning-put together exercises concerning the profitability of the representatives.

Performance Management HRM Dissertation Topics

Is the execution of the board powerful enough to meet hierarchical objectives?
Can abilities be expanded through the execution of the board framework?
Do people have power over their prizes?
Reviewing and responding to results.
Is it conceivable to deal with each symbolic execution by executing the board methods?
Can wages be topped through the execution of the board?
Job fulfillment and execution examinations.
An examination of the effectiveness of performance management systems in improving employee performance.
A study of the relationship between employee motivation and performance management.
An analysis of the impact of performance appraisal on employee engagement and job satisfaction.
A comparison of the effectiveness of traditional performance management systems and modern performance management techniques.
An investigation of the role of goal setting in performance management and its impact on employee productivity.
A study of the effectiveness of 360-degree feedback in performance management.
An analysis of the impact of performance management on employee retention and turnover.
A comparison of the effectiveness of individual performance management and team performance management.
An examination of the role of performance management in talent management and succession planning.
A study of the impact of performance management on employee development and career advancement.

Appraisal HRM Dissertation Topics

Can subjectivity be evacuated?
Is it reasonable? The examination between same-level workers
Can I have a compensation rise?
Are Appraisals fair?
Are the 360-degree evaluations legitimate?
Public area examinations and the spinal compensation reward.
Investigating the viability of execution assessments from the viewpoint of representatives.

Motivation HRM Dissertation Topics

Does inspired workforce increment profitability?
HR and inspiration.
Behavioral rigidity.
Motivation versus complete prize.
Motivation and employment fulfillment.
Cross-association examination, who hits the nail on the head?

Organizational Culture HRM Dissertation Topics

The effect of hierarchical culture on the execution of progression arranging
The association between authoritative culture and the act of program assessment in human assistance associations
Elaborate on the impact that authoritative culture and structures have on information the board tries.
What is the effect of the six sigma philosophy on the authoritative culture?
Determining the effect of hierarchical culture on work fulfillment
The job of authoritative culture on representative commitment
Are our administration and hierarchical culture related? Legitimize your answers with legitimate proof.

Strategic HRM Management Dissertation Ideas

Elaborate on the significance of the critical human asset, the executives inside an association.
Present a point-by-point, knowledge of the association between business methodology and essential HRM.
Elucidate the relationship of vital HRM with a development attitude system.
Elaborate on the boundaries of crucial HRM with relevant models.
The job of vital HRM in changing the board
Elaborate on the upper hand of vital HRM.
Discuss the significance of maintenance and onboarding as a significant aspect of the essential HRM.

Risk Management HRM Dissertation Topics and Examples

The effect of quickly propelling data innovation on the mechanical risk the executives, with specific accentuation on the telecom business
Share essential bits of knowledge on the commitment of an HR director during the time spent hazard the executives.
The connection between hazard the executives and individuals on the board
Does human asset chance administration increment profitability?

Employee relations HRM Dissertation Topics

An accurate assessment of the effect of globalization on work relations arrangement.
Present an intensive examination of the components which straightforwardly impact a representative’s close-to-home choice to leave work.
The significance of computerized nearness is to improve worker relations.

We can also help with marketing and advertising topics.

Customize HR Dissertation Topics brief Service.

Paid topic mini proposal (500 words).

You will get the topics first and then the mini proposal which includes:

An explanation why we choose this topic.
2-3 research questions.
Key literature resources identification.
Suitable methodology including raw sample size and data collection method
View a Sample of Service

Note: After submiting your order please must check your email [inbox/spam] folders for order confirmation and login details.If email goes in spam please mark not as spam to avoid any communication gap between us.

Get An Expert Dissertation Writing Help To Achieve Good Grades

By placing an order with us, you can get;

Writer consultation before payment to ensure your work is in safe hands.
Free topic if you don't have one
Draft submissions to check the quality of the work as per supervisor's feedback
Free revisions
Complete privacy
Plagiarism Free work
Guaranteed 2:1 (With help of your supervisor's feedback)
2 Instalments plan
Special discounts

Human Resource Dissertation Topics: 30+ Examples You Can Use

by Antony W

July 7, 2022

If you’re looking for some insightful human resource dissertation topics, you’ve come to the right place.

Human Resource management is a field that deals with hiring, retaining, and managing employees in a workplace. As a student taking a master’s degree in HRM, you’ll cover different concepts, frameworks and theories that relates to employee recruitment and management.

After years of taking the Human Resource Management course, your professor will require you to write and submit a dissertation on a research topic of your choice.

Unfortunately, it isn’t easy to think of a substantial topic fast. Often, you have to do a lot of research to come up with HRM topic that’s worth exploring, and that can take so much of your time.

So in this guide, we’ll make your work easier by suggesting some topic ideas that you can start to explore right away, so you can spend most of your time researching and writing.

Let’s have a look.

30+ Human Resource Dissertation Topics

Help for Assessment’s guide to choosing dissertation topics remain unchanged. That means you have the freedom to choose a topic that focuses on an area that you find interesting to explore, provided it’s within the subject of human resource.

Another important rule to keep in mind when choosing your topic is to make sure the topic has sufficient literature. That way, it will be easy for you to collect data that can support and justify the content of your theor e tical framework .

With that said, here are some HRM dissertation topics based on the sub-categories within which they fall:

Competitive Advantage Dissertation Topics in HRM

There’s a high chance a company or organization’s unique and strong HRM strategy can be its competitive advantage.

However, for that to be the case, the strategy should not only stand out but also be one that’s difficult for other brands to replicate.

With that said, you should consider topics that focus on the way companies can achieve competitive advantages through HRM strategies that are difficult to imitate. Here are some examples:

How to put knowledge transfer into practice in IT professional services contexts.
Fast, inexpensive labor – Do Gig Economy workers get a competitive edge through exploitation?
What lessons may be drawn from Google’s Human Resources advantage?
Using digital technologies to improve HRM and organizational performance.
Keeping high-value employees to maintain a competitive advantage: a case study approach
Why is it so difficult to replicate Patagonia’s HRM strategy?

Employee Retention Dissertation Topics

Many organizations struggle to retain the best employees for reasons known to them internally. And it could also be that they don’t retain them because of the constant changes in the industries.

For your dissertation, you could focus on how organizations or companies can engage and retain the best talents and why doing so is important. Here are some topic ideas worth exploring:

An experimental approach to the topic of talent retention in the UK IT sector.
Can employee wellness programs based on mindfulness improve retention in high-stress industries?
What is the relationship between employee training, engagement, and retention?
Is it always preferable to keep employees? A methodical approach.
Staff retention is linked to employee learning and development.
Investigating HR managers’ perspectives regarding staff retention tactics in the banking industry.

Intrinsic vs Extrinsic Rewards Dissertation Topics

Employee motivation is a key factor to consider if you must sustain the smooth running of a company or organization.

While many people argue that pay, which is a form of extrinsic reward, is a good motivator, even intrinsic factors such as autonomy, good employee relationship, and flexible working hours play an important role in motivating employees to keep performing well.

Whether intrinsic rewards are better than extrinsic is an issue fully subject to debate, and therefore this can be an important area to consider in your dissertation. Here are some dissertation topics ideas that you might want to look at:

Why do some people continue to work after receiving a large fortune while others do not? A qualitative, interview-based method was used.
How crucial are wages and benefits in motivating millennial?
Are extrinsic rewards a good motivator in the caring professions?
Is there a difference in motivation between British and Chinese workers (intrinsic vs extrinsic)?
What is the relationship between employee autonomy and motivation? A look of administrative offices in the United Kingdom.
A case-study method to assisting employees in creating meaning through their job.
What role does flexible working play in employee motivation? A comparison of views before and after COVID-19.
Do any of the ‘Big 5’ personality qualities influence the relationship between reward preference (intrinsic vs. extrinsic) and employee motivation?

Also Read: Mistakes to Avoid When Writing a Dissertation

Performance Management Dissertation Topics in HRM

Performance management in HR has become quite significant ever since the rise of New Public Management. However, the issue is still subject to debate, making this an interesting area to explore in a dissertation.

If performance management in human resource is something that interests you, here are some topics worth exploring:

Analyzing the effectiveness of call center performance management systems.
Examining how performance management systems may be unproductive.
Analyze the efficiency of remote team performance management systems during the COVID-19 pandemic.
An example of an excellent performance management system: balancing control with encouragement.
What are the views of Indian workers about performance management methods in the banking industry?
Can performance management systems help motivate employees?
Is performance management just another type of Taylorism?

HRM Training and Development Dissertation Topics

Investing in employees’ training and development is one of the core focus of the human resource.

Given how significant this aspect is, many companies and organizations go as far as to review their policies, not to mention investing in continuous employee training.

Here are some interesting dissertations topics that you might want to consider:

Is it true that training and development have an influence on the bottom line?
The effectiveness of digital vs. face-to-face training: Implications for a post-COVID era.
Investigating the relationship between training and development, employee engagement, and retention.
Unconscious bias training: Is it beneficial or harmful?
What talents are required in today’s volatile environment?
Examining the significance of feedback in training.
Is it profitable to spend in training and development in the gig economy?
Is there a relationship between training and development and employee engagement in temporary or casual positions?
How do organizations endure economic downturns (from the standpoint of training and development)?
Who need soft skills? An examination of the IT professional services business as a case study.
Who educates the trainers?

Also Check: Dissertation Writing Service

About the author

Antony W is a professional writer and coach at Help for Assessment. He spends countless hours every day researching and writing great content filled with expert advice on how to write engaging essays, research papers, and assignments.

Human Resources Dissertation Topics

Human Resources (HR) is an exciting topic that combines theories from both Business and Psychology. This is such a broad field of study, so there are literally thousands of titles you could choose from when formulating your dissertation.

This article will introduce you to some of the key topics in HR such as Training and Development, Performance Management, Diversity and Inclusion, or Strategic Human Resources Management. We’ll acquaint you with the key debates and hopefully inspire you to come up with an interesting topic of your own!

Strategic Human Resources Management Dissertations

Training and development of human resources dissertation topics, hrm as competitive advantage dissertation topics, intrinsic vs extrinsic rewards hrm dissertation topics, employee retention dissertation topics, appraisals and feedback dissertation topics, performance management hrm dissertation topics, diversity and inclusion dissertation topics.

The field of HR has evolved significantly over the past forty years; whereas staff were once seen as a resource that needed controlling, staff are now generally perceived as one of the primary assets of the company. Moreover, most companies now subscribe to the idea that HRM should be ‘strategic’. What is strategic HRM?

Well, it essentially means that the HR policies and practices should help drive the business forward and help it to achieve its corporate goals.

As a student of HRM, you may wish to focus on Strategic Human Resources Management for your dissertation since it is a highly topical area of study. If it appeals, here are some sample topics:

Should Human Resources Managers lead the interviewing process for Banking recruitment? A critical analysis.
What is the link between employee satisfaction of pay and benefits and organisational performance?
Does offering employees paid charity days increase their organisational citizenship behaviour?
Keeping employees informed about corporate goals and achievements: Risks and Benefits.
Strategic HRM in SMEs: a worthwhile investment?
Defining the HRM strategy – How is it achieved in practice?
Mismatches between corporate and HRM strategy: A case-study approach.
Strategising for success – designing effective recruitment and selection campaigns for Teacher Training programmes.
What are the benefits of outsourcing SHRM?
Does HR sit and fit on the board?
Strategising and monitoring the employee lifecycle in a high-turnover environment.

Recognition of the importance of Human Resources has increased in recent years; this is a result of competition from overseas economies. In Japan, Germany and Sweden, for example, investment in employee development is higher than in the UK. This has led to some organisations reviewing their policies on training, introducing continuous investment in their employees.

Below are some suggestions as to how to narrow your human resources dissertation topics on training and development down to a specific topic.

The efficacy of digital vs face-to-face training: Insights for a post-COVID world.
Unconscious bias training: Helpful or harmful?
Exploring the link between training and development, employee engagement and employee retention.
Examining the important role of feedback in training.
Are training and development linked to employee engagement in temporary or casual positions?
How do organisations survive economic crisis (from the training and development perspective)?
Does training and development really impact the bottom line?
What skills are needed for today’s turbulent climate?
Who trains the trainers?
Soft skills, who needs them? A case-study of IT professional services industry.
Training and development in the Gig Economy – a worthwhile investment?

The resource-based view argues that a strong HRM strategy can become a firm’s competitive advantage. In order for the HRM strategy to become a competitive advantage, it should be difficult for other firms to imitate. That said, your dissertation could focus on whether and how contemporary organisations are achieving a competitive advantage through their HRM strategies.

How to implement knowledge transfer in IT professional services environments.
Retaining high-value staff to ensure a competitive advantage: a case study approach.
Exploring Google’s Human Resources advantage – what lessons can be learned?
Fast, cheap labour – Are Gig Economy employees obtaining a competitive advantage through exploitation?
Implementing digital solutions to enhance HRM and organisational performance.
Patagonia’s HRM strategy – why is it so difficult to imitate?

According to common sense, pay is the primary motivator for employees; pay is referred to as an ‘extrinsic’ reward. However, there is a lot of research to suggest that ‘intrinsic factors’ motivate employees, too (e.g., flexible working, respect, autonomy, a good relationship with their manager, and a sense of purpose through their work). Some might even say that intrinsic motivators are more salient for employee motivation than ‘extrinsic factors’ (pay and traditional benefits). This is one of the broad debates in contemporary HRM research. If you are interested in this debate, here are some titles you might consider for your dissertation:

Motivating millennials – how important is pay and benefits?
Does spirituality moderate the link between reward preference (intrinsic vs extrinsic) and employee motivation?
What is the link between employee autonomy and employee motivation? A case study of administrative offices in the UK.
Does performance-related pay undermine teamwork?
Why do some people carry on working after a significant windfall whilst others do not? A qualitative, interview-based approach.
How important is flexible working for employee motivation? A comparison between pre-and-post COVID-19 attitudes.
How to help employees create meaning through their work: A case-study approach of the healthcare sector.
Are extrinsic rewards an effective motivator in the caring sectors?
Do any of the ‘Big 5’ personality traits moderate the link between reward preference (intrinsic vs extrinsic) and employee motivation?
Extrinsic rewards fit for the 21 st Century – Exploring UK workers’ attitudes and expectations towards extrinsic rewards.
Are there differences in motivation between (intrinsic vs extrinsic) between British and Chinese workers?

Retaining the best talent is a challenge for many organisations, especially those operating in an industry with a skills-shortage, like the technology sector. That said, exploring how to engage and retain the best talent is vital. Here are some topics to consider:

What is the link between staff training, employee engagement and employee retention?
Can mindfulness-based employee welfare programmes enhance employee retention in high-stress industries?
The link between employee learning and development and employee retention.
The challenge of talent retention in the UK technology sector – an exploratory approach.
Is employee retention always desirable? A critical approach.
Exploring HRMs’ attitudes towards employee retention strategies in the banking sector.

Appraisals have been a common way of tracking performance and setting goals for improvement, especially in the public sector. However, more recently, theorists are starting to doubt the efficacy of formal appraisals as these can cause unnecessary stress. Moreover, they can feel a bit robotic and impersonal. CIPD now recommends that managers provide regular and consistent feedback to employees in an informal basis (but in a respectful way). In cases where meetings and appraisals are still taking place, these tend to be more forward-focused than backward-looking. That said, you might be inspired by one of the following titles:

Exploring public sector employees’ (dis)satisfaction with formal appraisals.
Exploring the link between regular, informal feedback and employee performance in the Food and Beverage sector.
Are there gender differences in feedback style at managerial level? A qualitative approach.
What can social psychology teach us about the dynamics of effective workplace feedback? A theoretical approach.
Does conscientiousness moderate the link between appraisal type (formal and informal) and employee performance?

Performance management systems have become increasingly popular in recent years – especially since the rise of New Public Management – yet many people claim that performance management systems are ineffective. If you are interested in this debate, you might consider one of the following HRM dissertation topics.

Analysing the effectiveness of performance management systems in call centres.
What are Indian employees’ attitudes towards performance management systems in the banking sector?
Exploring the counterproductive aspect of performance management systems.
Can performance management systems facilitate employee motivation?
Are performance management systems merely a new form of Taylorism?
A case-study of effective performance management systems: Balancing control with encouragement.
Analysis the effectiveness of performance management systems for remote teams during the COVID-19 pandemic.

Diversity management is defined as an organisation’s active investment in the integration, development, and advancement of individuals who collectively represent the workforce. When developing an organisational strategy, diversity is placed in the culture, policies, and practices which support respect and communication, as well as individual, team and organisational performance in a diverse environment. Possible human resources dissertation topics on diversity and inclusion are:

Differences between diversity and discrimination in the workplace.
Analysing the effectiveness of perspective-taking in diversity training.
What are vegans’ lived-experiences of workplace discrimination?
Can flexible working schemes help to foster greater diversity in teams?
What is the link between diversity and organisational performance in Chinese SMEs?
Is ‘inclusion’ always positive?

Latest Human Resource Management Dissertation Topics (100+) from Top UK HRM Experts

HRM dissertation writing is indeed a tough job, but what's tougher is the choice of the best topic for writing a dissertation . It is rightly said that selection of an appropriate theme plays a vital role in influencing the academic grade of a student. However, finalizing an HRM topic isn't as easy as it sounds. All thanks to the vast curriculum constituting of several complex topics and academic disciplines. Moreover, the professor demands the paper to be written on current Human Resource dissertation topics.

HR is an acronym for Human resource. It is a management subject which revolves around several methods for the proper administration of an organization. The subject is centred around the management of training & development, strategic planning, appraisals, healthy work culture, etc. Such an in-depth syllabus can easily confuse even the brightest minds. As a result, student land on Google to search, "Where to find dissertation topics in HR for MBA pdf?" Well, if the problem of shortlisting an HRM topic has also become your worry, then the time has come to end your worry once and for all.

Assignment Desk, the No.1 dissertation help service provider in UK, took the initiative to solve this problem of management students. The professional dissertation writers and researchers of the website have selected the most favourite HRM topics on which a professor wants the students to write the document. No matter, you want CIPD dissertation topics to impress your college professor or want a trending HRM topic for any other top UK university, the areas of the subject are compatible in serving the needs of all students.

Need Help with Dissertation?

Get a 100% Original Dissertation Written by EXPERTS

Which Are the Newest Dissertation Topics in HR for Good Grades?

Human Resource Management (HRM) is undoubtedly an extensive course as it incorporates many processes pertaining to the activities related to recruitment, supervision, implementation of initiatives, for developing the productivity of employees and achieving better administration. All the activities performed by an HR manager can be broadly classified into the following:

Strategic Human Resource Management
Reward Management
Risk Management
Training & Development Management
Performance Management
Appraisal Management
Employee Motivation Management
Employee Relations Management
Diversity Management
Office Culture Management

Furthermore, students are required to choose an attractive topic from the above-mentioned areas of study for their HR dissertation projects. Are you wondering, “Which are the best human resource dissertation titles?” If the answer is a big ‘YES,' then the subsequent sections will help you big times.

Strategic HRM Dissertation Topics

The process of assessment, examination, observation, and planning, done by the human resource professionals falls in the category of strategic management. The complexity of the subject-matter can be known by the fact that it consists of 5 phases, which are, assessing current strategy, identifying inner and outer strength & weaknesses, formulating plans, execution, and evaluation. Below are some of the top human resource dissertation ideas to seek your professor's attention.

An in-depth research on the strategic HRM processes followed by non-profit organizations
What is the importance of strategic planning in disaster management (in reference to UK)?
How strategic SRM policies influence business identity?
An overview of a top management firm with a special focus on the strategic planning
Value capture theory vs traditional methods of strategic management
A critical analysis on how a family business can be handled impartially
What happens when the Strategic HRM policies are implemented in schools?
Management skills required by CSR in addressing customer's feedback
Role of proper management in small-scale businesses

Reward Management HR Dissertation Topics

Employees are the real assets of the company, and therefore, their hard work and dedication should be appreciated timely. Reward management is an area of study which deals with policies related to the incentives for increasing productivity, loyalty, and employee retention. This branch of the subject remains very close to the heart of the professor. But, you don't need to worry as the reward human resource thesis topics mentioned below will help you big times.

Research on the impact of financial and non-financial impact of rewards on employees
An examination of the reward system in the countries having developing economies
A comparative study on the effect of rewards on the employee's motivation
Exploration of the importance of reward system in startup companies
An in-depth analysis of several reward management policies
Human resource dissertation research on different types of reward excellence
Purpose of reward in performance management
Elaboration of reward management process in HRM
Effect reward strategies for guaranteeing 100% employee loyalty

Risk Management Dissertation Topics for HRM Projects

As the name suggests, risk management deals with the implementation of strategies for minimizing the threats (risk) and maximizing the resources. The subject takes into consideration the identification of risk followed by evaluation and prioritization. Also, it becomes the responsibility of the HR manager to take preventive measures for overcoming the threats. Here are some attractive thesis topics related to human resource management:

An assessment of safety hazards for the prevention of natural disaster
Financial Risk Management: How a company can double its profits?
An overview of operational risk management (with reference to UK)
Importance of hazard prevention training in an organization
Research on the degree of risk involved in on-line transactions
An analysis of supply contract risk management
A review of risk involved in gold trading
What is risk management in project management?
What is risk management, and why is it important?

Training & Development Management Human Resource Dissertation Topics

An organization is known by the expertise of its employees, and therefore, it is necessary that they are properly trained on the grounds of skill development. And, it is the responsibility of training and development manager to achieve this goal. He ensures that the employees do not get distracted from the core values of the business. Many multinational companies frequently organize training programmes for empowering workers.

Keep scrolling to know some of the best topics of dissertation on human resource management.

The scope of training and development courses in the long run
How can training programme help an organization in beating economic crisis?
A critical analysis of soft skills vs hard skills
How can an inefficient selection process be improved through training?
A study on powerful training strategies for maximizing productivity
An extensive research on harassment assessment training
Roles and responsibilities of a training and development manager
A brief about the importance of training and development
Types of training and development strategies for excellent growth

Performance Management Topics for HR Dissertation

Performance Management, abbreviated as PM, is the branch constituting a set of actions which plays a crucial role in improving the performance of an organization, a particular department, or the workers. The dissertation writers of Assignment Desk further elaborates that there are 5 main stages of performance management, viz., planning, monitoring, reviewing, improving, and measuring. Are you searching for dissertation topics in HR for MBA pdf? Here's the answer!

An overview of performance management techniques practised by the top global brands
The real-life objectives of performance management
Performance management techniques which every HR manager must know!
Effectiveness of performance management in technology-driven world
How can employees be retained by performance analysis?
Significance of managing performance in UK's retail industry
Evaluation of performance management cycle
Latest trends used by big brands for improving the performance of each employee
A qualitative study on the different stages of performance management

Appraisal Management Human Resource Dissertation Topics

Another area of field in which an HR finds great importance is appraisal management. The management professional is responsible for designing the appraisal process constituting of several parameters. Moreover, the experts providing CIPD dissertation topics help believe that the role of HR is very crucial as he has to sit with the authorities for the evaluation process and ensure that a deserving candidate is always appreciated. Trending appraisal management topics for HR dissertation are listed below:

Essential elements of performance appraisal questionnaire for employees
Effectiveness of performance appraisal in a multinational company
A critical analysis of 360-degree appraisal
A qualitative study on the role of HR manager in appraisals
A step-by-step approach to conduct appraisals in a firm
Analyzing the negative impact of appraisal on the productivity of employees
Exploration of HR review methods
A critical analysis between spinal pay reward and public sector appraisals
Comment on the presence of fairness and satisfaction during appraisal time

Need Help with Human Resource Dissertation?

Employee Motivation Management HRM Dissertation Topics

Undoubtedly, employees of an organization are the foundation stone on which the structure of a company is built. Thus, it is important that they are motivated from time to time. This indeed is also the responsibility of human resource manager. Has your professor asked you to write a human resource dissertation proposal on employee motivation management? If yes, then check out some of the awesome ideas to score a point over your class topper.

Is money the best way to motivate the employees
A comparative analysis between the motivation level of the employees of private and public companies
How the growth of an organization influence employee's motivation?
Role of HR in motivating workers for a healthy work environment
A study of different motivation techniques
Significance of inspiring workers for higher business revenue
Exploring the important aspects of expectancy theory
Describe how motivation can increase creativity and innovation
Retention level: How motivation affects it?

Employee Relations Management Human Resource Dissertation Titles

As indicated by the name, employee relation management refers to managing the relationship between the workers of an organization. According to the highly-skilled dissertation writers of Assignment Desk , the HR manager is required to ensure that a healthy relationship is maintained between the employee and the employer. Also, the employees on the same level should have a strong connection too. Are you tired of searching, "Which are the newest human resource dissertation ideas on employee retention management?” Well, the below titles will surely bring an end to your worry.

A brief study on how to tackle conflicts between employees
Distinct ways to avoid hours and wages issues
Best ways to ensure adequate safety in the work environment
An extensive research on how to resolve disputes related to annual leaves
Various issues related to timekeeping and attendance issues (Tips included)
Indeterminacy of employment relations
Role of employee relations in an organization
An overview of different employee relation scenarios with examples
An informative dissertation on the nature of employee relations

Diversity Management HRM Topics for UK Universities

It is the part of Human Resource which deals with several practices that need to be exercised by an organization for the incorporation of workers coming from different backgrounds. The subject looks exciting, but, all the excitement vanishes as soon as a student is assigned the dissertation writing task. The unavailability of exceptional HR thesis topics further adds fuel to the fire. If you also fall in such category of students, then the HRM ideas mentioned below will make your day.

Impact of diversity management on the business growth
Is it possible to remove discrimination from the workplace?
An in-depth comparison between discrimination and diversity
The ethics of cross-national diversity
A study on effective diversity methods
Dissertation on 4 types of diversity
Different management theories
Various diversity management skills required by an HR manager
A qualitative study on what is diversity management in HRM

Office Culture Management Human Resource Dissertation Topics

Also referred to as corporate culture management, office culture management is a part of HR which focuses on many effective strategies for developing a healthy work environment. The HR dissertation projects service providers elaborate that a positive work culture attracts talents, improves performance, and becomes a major source of motivation. Some of the top HRM dissertation ideas for impressing UK professors are listed below:

Effect of positive corporate culture on growth
Leadership and change management: An overview
Tips for understanding and developing organizational culture
A dissertation proposal on organizational culture theory
Company culture strategy which every HR must know!
Significance of leadership skills for culture management
Six Sigma methodology: Why is it important?
How corporate culture management glorifies employee engagement?
A qualitative analysis of the real-life organizational culture examples

So, these were some of the human resource dissertation examples of topics on which we have provided writing services to the students. Furthermore, you will be glad to know that the dissertation proposal writers of Assignment Desk have covered 100+ topics across the subject. Rated 4.9/5, the majority of the students seeking help with HR dissertation proposal managed to score a distinction. So, what are you waiting for? Instead of asking our professionals for topics, you should place your order, and relax! Moving on further, let us have a glance at some our guarantees that makes us the most trusted and reliable dissertation writing experts in UK .

Struggling to Find Best Dissertation Topic?

Get a Unique Title & Dissertation Proposal Outline for FREE!

Who Can Provide Best Human Resource Dissertation Proposal on HRM Topics? We Can!

Assignment Desk is trusted by thousands of UK students studying in top universities, like the University of Manchester, Imperial College of London, The University of Edinburgh, University of Oxford, and many more. The milestone was impossible to achieve without our proficient academic writers, researchers, proofreaders, editors, and quality analysts, who work round-the-clock to add the element of perfection in the document. Also, the list of guarantees offered by us to the college students further makes us the most recommended website for answering all your human resource dissertation questions.

100% Non-Plagiarized Work:

‘Originality' is an exceptional feature which adds an extra charm to the HRM dissertation. And, no one knows this better than our human resource dissertation writers. The highly-skilled researchers refer to multiple sources for acquiring 100% original information about the concerned topic for HR dissertation.

Delivery Before the Deadline:

No matter you want the document on complex thesis topics related to human resource management or an easy one, our team of professionals will never fail to deliver it before the deadline knocks at the door. Seeking help with HR dissertation from us will ensure you that you will never lose your valuable marks on the grounds of submission.

Cheapest HRM Dissertation Help:

Why to take help with topics when you can easily get your dissertation task done at an affordable price? Yes, you read it right. Our pricing structure is very competitive, and the mouth-watering discounts are sure to reduce the financial burden from your pocket. Looking for cheapest dissertation writing service in UK ? Your search ends right here!

100% Money-Back Guarantee:

On referring to the HR dissertation examples mentioned in the 'Sample' section, you will get to know the expertise of our professionals. However, if in case their work will fail to meet your expectations, then we will provide you with a refund. Your amount will reach to you in 5-6 business days after we have received the refund request.

24x7 Customer Support:

We care for our customers, and thus, we are always available to resolve their queries at any odd time. The team of customer executives are available 24*7 to guide you in all possible ways. Are you the one searching for the dissertation topics in HR for MBA? Well, why to search for HRM dissertation ideas when you can get your work done in no time.

The above-mentioned guarantees provided by Assignment Desk is enough to provide an answer to the question, “Which is the best online website which can provide writing help with latest HR dissertation topics?" Therefore, without thinking twice, quickly reach to us and get rid of your tiresome task. Other than providing HR assignment help , we also offer academic assistance on different papers, such as assignments, essays, homework, coursework, to name a few. Thankfully, your writing worries have a solution now!

Master Dissertation Help
Buy Dissertation in UK
Culture and Fashion Dissertation Writing
Economics Dissertation Topics
Finance Dissertation Help UK
History Dissertation Topics
Law Dissertation Topics
50+ Management Dissertation Topics and Ideas
Marketing Dissertation Help
MBA Dissertation Help
Media Dissertation Topics
Need Help with Nursing Dissertation?
Social Work Dissertation Topics
Statistics Dissertation Help
Write My Dissertation
Finance Dissertation Topics
Nursing Dissertation Topics
Psychology Dissertation Help
Business Dissertation Topics
Best Dissertation Writers for Hire
Law Dissertation Help
PhD Dissertation Help
Dissertation Proposal Help
Literature Review Writing Service
Accounting Dissertation Help
British Dissertation Help
Dissertation Methodology Help
Engineering Dissertation Help
Dissertation Introduction Help
Dissertation Abstract Help
History Dissertation Help
SPSS Dissertation Help

4500+ Experts Writer For Top Accounting Assignment Help

1334 - Completed Orders

287 - Completed Orders

989 - Completed Orders

To Make Your Work Original

Check your work against paraphrasing & get a free Plagiarism report!

Check your work against plagiarism & get a free Plagiarism report!

Quick and Simple Tool to Generate Dissertation Outline Instantly

Get citations & references in your document in the desired style!

Make your content free of errors in just a few clicks for free!

Generate plagiarism-free essays as per your topic’s requirement!

Generate a Compelling Thesis Statement and Impress Your Professor

FREE Features

Topic Creation USD 3.87 FREE
Outline USD 9.33 FREE
Unlimited Revisions USD 20.67 FREE
Editing/Proofreading USD 28 FREE
Formatting USD 8 FREE
Bibliography USD 7.33 FREE

Get all these features for

USD 80.67 FREE

Read Our Latest Dissertation Blogs

By High Quality Dissertation experts on university, academics, assignment, writing skills & tips, and many more

30 Mar 2024

50+ In- Depth Geography Dissertation Ideas & Topics [2024]

22 Mar 2024

A Comprehensive List of 35+ Trending Brexit Dissertation Topics

12 Mar 2024

Interesting 40+ Early Childhood Studies Dissertation Ideas

07 Mar 2024

Top 50 Unique Topics for Writing Palliative Care Dissertation

28 Feb 2024

45+ Best Supply Chain Management Dissertation Topics 2024

09 Feb 2024

How to Write a Compelling Dissertation Outline?

10,700+ Happy Customers

Here is what our customers have to say about our services!

The dissertation is the most extended piece of writing! To me, it appears to be a nightmare. However, Assignment Desk has saved my life. Thank you very much, gentlemen, for providing the dissertation help with helpful information.

Keira Wyatt , York , UK

I am pleased with their dissertation writing service. The Assignment Desk has expert writers. You guys did an excellent job. Thank you so much!

Luca Owens , Carlisle , UK

I used to be ignorant of the sources I needed to research for my draft. I learned about the most easily accessible areas to find sources for my paper, thanks to dissertation help services. Now, I don't face the same issue, and I can pick the appropriate sources for my dissertation without taking much time. I thank the assignment desk for helping me cope with it!

Connor Holmes , Lisburn , UK

I consulted Assignment Desk writers to provide online dissertation help. I am very much happy with the results. I recommend their writing services to students seeking academic assistance.

Cerys Bowen , Nottingham , UK

Professional Assignment Writers

Choose a writer for your task among hundreds of professionals

Please rotate your device

We don't support landscape mode yet. Please go back to portrait mode for the best experience

We use cookies to ensure that we give you the best experience on our website. If you continue to use this site we will assume that you are happy with it. Know more

Calculate the Price

Professional Academic Help at Pocket-Friendly Prices!

Estimated Price

Limited Time Offer

Exclusive Library Membership + FREE Wallet Balance

Use Code: EASTER

Get $300 Now

Sample Dissertations

Sample Dissertations | University Dissertations | Dissertation Examples

Best HRM Dissertation Topics For University Students

Hrm dissertation topics.

Your HRM dissertation is an extended piece of work on a topic of your own choosing. Working on a dissertation often involves searching for more specialized subject information beyond your University library catalog. You may like to look at the HRM Dissertation Topics we have on offer.

Your HRM dissertation aims to integrate your human resource management skills and knowledge with the published research in the area under study so that the project meets the high academic quality and high relevance to the HRM communities for which it has been written. While this blog post is designed to provide all the information that you need to write your own HRM Dissertation Proposal and formulate a handful of HRM Dissertation Topics.

We would advise you to visit our HRM Dissertations pages, where you can find additional information as well as guidance. Our website offers support for the HRM dissertation you will undertake. Students and HR Professional will be offered the opportunity to explore the HRM Dissertation Topics we have on offer.

Please note that your dissertation supervisor might not have the same research interest as you but he/she is the ultimate source for providing students with guidance on how to succeed in writing your own HRM Dissertation. The role of the supervisor is to oversee your academic and professional development and to assist you.

The aim of the team at study-aids is to help students develop their research skills, knowledge and understanding of the human resource management. This will give new insights into HRM research, which will enable you to commission, undertake and evaluate HRM research in your chosen area of management throughout your future career. We recognize that for many of you formulating HRM Dissertation Topics can be a daunting task. For this reason, we expect you to ask questions and clarify your understanding as and when necessary. Remember that effective and successful HRM Dissertation involves asking as many questions as possible from yourselves and from the people around you.

What Is A Dissertation?

Before you begin to think about possible HRM Dissertation Topics for investigation, make sure you are clear in your own mind about what a dissertation is. You will be familiar with the principles of HRM, but it is worth reviewing briefly what a HRM Dissertation is really designed to do, and looking at how a HRM dissertation may mirror but also differ from a standard dissertation in a different subject area.

Different subject disciplines may emphasize different features, but, broadly speaking, a dissertation is a continuous piece of writing, arranged in clearly demarcated paragraphs, in which an argument (a clear line of thought) is developed, in response to a central question or proposition (thesis). The line of argument is supported by evidence you have acquired through research, which you are required to analyse, and which supports or contradicts the various perspectives explored in the course of that argument. Your HRM Dissertation then reaches a conclusion in the final section which pulls together the threads of your argument, supporting, qualifying or rejecting the original dissertation.

It is worth bearing in mind that your HRM dissertation is not a piece of writing designed to reproduce information available elsewhere, but something new and expressive of your individual abilities to analyse and synthesize. In addition, the process of academic writing will, of itself, help you to learn, by enabling you to work with concepts and information relevant to your subject, and thereby developing your intellectual skills.

Your HRM Dissertation should follow the fundamental principles of academic writing, but bear in mind the following key points. It is an extended piece of writing, usually divided into chapters. Make sure that you know the lower and upper word limits acceptable for your HRM dissertation, and what that will look like in terms of word processed pages. Be sure to find out whether you should be following a particular sequence of chapter headings for example, introduction followed by literature search followed by an experiment or a survey and, or an analysis of your research and whether you are expected to devise your own sequence and structure.

Your HRM dissertation contains a detailed exploration of evidence. The evidence referred to may comprise evidence from published texts, for example if you are exploring the literary texts of a particular writer, or it may consist of primary data gathered by your own, first hand research, for example a sociological study of attitudes to gender roles based on research methods such as interviews and questionnaires.

You are required to be clear about the nature of the methodology you will use for gathering the evidence why are you collecting data or analyzing evidence in that way rather than in another way it must be underpinned throughout by awareness of theory your argument should be placed within the context of existing theory relevant to the human resource management subject. It has to be presented in a professionally finished manner. Your supervisor should give you precise details about the format, layout and stylistic requirements of your assignment. Make sure that you know exactly what these are.

The importance of having a dissertation and evaluating it critically remember that you are constructing an argument from the beginning to the end of your assignment. Think of this central idea, and the logical development of your argument (train of thought) around this, as being the central path of your HRM dissertation, and make sure that you do not have sections or paragraphs which are somewhere in the shrubbery out of sight of the main path. Every paragraph should further the central argument, by providing another angle on it, additional evidence, and evaluation of that evidence in relation to your HRM Dissertation.

Comparative Management Practices (Especially With Regard To China)

Co-Operative (And “Partnership”) Aspects of Employment Relations

Cross-Cultural Communication (And Mis-Communication) In Business

Enterprise Restructuring In Emerging and Formerly Socialist Economies

Equal Opportunities and Managing Diversity

Ethical Aspects of Organisational Activities

Gender Aspects of Work and Management

Government Vocational Education and Training Policy

HRM and Organisational Performance

HRM and Shareholder Value In Management

HRM in Buyouts

HRM in the SME Sector

Industrial/Employment Relations

Inter-Organisational Relationships (Mergers, Alliances, Acquisitions Etc)

Knowledge Management

Managing Culture

Organisational Change

Performance Related Pay

Recruitment and Selection

Team Working

Technology Change in Organisations

Trade Unions

HRM Dissertation Samples

There is so much to explore within the field of human resource management. The following is a list of HRM dissertation topics that have been written by successful HRM graduates and are used by HRM professionals.

Strategic Role of Human Resource Management Policies and Practices in Organizational Change

The Relationship between Employee Benefits and Employee Satisfaction at Google

The Importance of Training Staff in the Modern Workplace Era

Managing Workforce Diversity

Can Flexible Working Act as Employee Recruitment and Retention Tool?

Formulating Your Own HRM Dissertation

A HRM dissertation is a good example of a scientific work which needs more than merely writing and research skills. It must be kept in mind that such writings as HRM dissertation have specific rules to follow and the special instructions to keep to.

One must understand that a HRM dissertation requires that students could demonstrate specific skills. Thus, students are supposed to do the following, according to the HRM dissertation requirements.
Students must demonstrate the ability to choose the methods for their research on their own, HRM dissertation rules say.
A typical HRM dissertation would presuppose that a student can perform an appropriate inquiry without assistance.
A HRM dissertation demands that students should take a critical approach to the issues which are being researched in their HRM dissertations, so that the students could conduct an independent research.
Among the demands to those who are writing their HRM dissertation, there is the one concerning the so-called subject-specific skills. Narrowing the research of the dissertation, this demand concerns the bibliographical material. Such dissertations are supposed to be grounded on a profound aspect of specific literature, and the chosen area of HRM dissertation must embrace all possible literature, including the most modern one.
There is also a demand to HRM dissertations which says that a good dissertation must make a good use of the research data to construct a well-built argument.
The way in which the data in the HRM dissertation is going to be presented matters much as well. The data in your HRM dissertation must be arranged well represent a logical structure and suggest a problem which will further on be developed into an enticing argument. Such are the basic demands to a good HRM dissertation

Choosing Suitable HRM Dissertation Topics

This is often the hardest part of the dissertation. This is because you must choose the topic, your supervisor cannot do it for you (though she or he can help you refine ideas that you do have). There are no hard and fast rules about the topic for your dissertation, but the following guidelines may help. Think about the areas of HRM that you are most interested in or a topic that you yourself are particularly interested in to which a sociological angle can be discerned. Also consider which theories and concepts have interested you the most. Along these lines, consider the courses you’ve taken so far. Which lectures or courses most captured your imagination? You can go back and look at your notes and textbooks to jog your memory.

Do not try to be too ambitious about what you can achieve given your time and resource constraints – We are sure you will find a collection of outstanding HRM dissertation topics. The best dissertations are analyses of modest scope done well rather than broad ones done poorly. Think about the kind of research that you will actually do, and make sure that it is something that you yourself can feasibly do in the time available. A general word of advice is to choose quality HRM dissertation topics that are interesting to you. You will spend a great deal of time working on a relatively narrow issue, so choose one you will enjoy! Members of staff may be able to help you refine your thoughts, but the ideas and the motivation has to come from you.

Click Here For A Full List Of HRM Dissertations

Published by

Steve Jones

My name is Steve Jones and I’m the creator and administrator of the dissertation topics blog. I’m a senior writer at study-aids.co.uk and hold a BA (hons) Business degree and MBA, I live in Birmingham (just moved here from London), I’m a keen writer, always glued to a book and have an interest in economics theory. View all posts by Steve Jones

57 thoughts on “Best HRM Dissertation Topics For University Students”

I just stumbled upon your blog as I needed to formulate a dissertation title for my own HRM Dissertations. I get actually enjoyed account your blog posts. Any way I will be subscribing to your dissertation page feeds. Can you post full HRM Dissertation Topics so that I can access. Thanks.

Thanks Colette, don’t forget to access the HRM Dissertation Topics webpage. The link has been provided in the post.

Hi Steve I just happened to land to your blog. Is it possible to get more information on recruitment and selection process in the public service.

Hi – do you have any HRM Dissertation Topics written on male versus female earning trends in the UK. I really could do with some research on this subject. I can’t wait to read much more from you. This is really a great website. Thanks very much.

Thanks Ollie, You need to check the HRM dissertation topics section of the website. You will find HRM dissertation titles that will fulfill your request.

Excellent web site. Lots of helpful info here. Can you please upload HRM dissertation topics for me to download. I need staff motivation dissertations. Thanks.

Thanks Abel – Be sure to check the HRM dissertation topics section of the website. You will find HRM dissertation titles that will fulfill your request.

I am genuinely thankful to the owner of this website who has these amazing HRM dissertation topics. I will most definitely access these. I am one grateful student.

Thanks for the positive comments Clara. It makes it all worthwhile.

hrm major student here in the Philippines and I’m having a hard time to choose what topic I would choose about hrm can someone help me thank you.

Hi Mheljay – Please view our HRM dissertation topics section and you will find a large array of HRM dissertation titles. We are sure you will find one that will help you with your studies.

Excellent way of describing, and good article to obtain facts on the topic of my presentation focus, which i am going to present in university.

These are most definitely top HRM dissertation that are attention grabbing. Can you post HRM material relating to staff turnover for ethnic minorities in the UK. Thanks.

I can’t believe how great this site is. Please keep up the good work and post more HRM material. Thanks

Hi – This is some post. I will definitely look at the marketing dissertation topics you have on offer. One request from me is it possible to upload the dissertations in their entirety so that I can see the contents in full including word count, references used and appendices. Thanks, Gregory.

Thanks for the positive reply.

Hello. This article was really remarkable, especially because I was looking HRM dissertation topics on the internet and was unable to find anything useful and credible.

Hi Steve, Are you able to upload the full HRM dissertations you have described in the post? Please let me know. Many thanks

Good way of explaining HRM and an amazing article to get data about my HRM dissertation, which I am going to refer to in university.

I accidentally came across this post and found it rather helpful. Good writing is essential in a dissertation. However, good writing cannot compensate for a paucity of ideas or concepts. Quite the contrary, a clear presentation always exposes weaknesses.

Thanks for the positive reply Ashley and I do agree with your comments.

It’s cool I stumbled on this post, I got reasonable him dissertation topics here. I’ll make a concrete reference of this in the University.

Human resource management has been a chilling one on my side… Now, it’s all work made easy.

I’m glad you liked the post. We will be adding more HRM Dissertation Topics soon.

Thank you for providing helpful information and resource about HRM Dissertations. I will really make use of the information.

Thanks for the positive comments Candy.

Hi, I Need a Dissertation on Recruitment and Selection in a Hotel.

Is it Plagiarism Free the sample Dissertation which we buy on your Website?

Outstanding post, I think people will learn a lot from this HRM post. I certainly will. Thanks.

Some really good HRM dissertation titles here. I would be grateful if you could upload these to this blog. I am about to undertake a postgraduate HRM degree and I’m sure your material will help me out. Cheers, John.

Great feedback John. We are in the process of adding more HRM dissertation titles and these will be uploaded to the website soon.

Dear Steve Jones I am student of BBA last semester I am going to make my thesis if you have any attractive topic for thesis so kindly share it with me. Thanks

Hi Hafizullah, check the dissertation links provided in this post and you will see a multitude of dissertation titles that will help you. Be mindful that all material is provided as research reference material.

Some outstanding HRM dissertation topics here and and definitely worth comment. Could you make these available to download please? All the best!!

Hi Gracie, these HRM dissertation topics can only be accessed via the main web page.

Hi Steve. I must say that there are some really good sample dissertations here. I have checked a few titles out this morning and I will be purchasing 2 x HRM sample dissertations from you shortly. I’m glad I found this post. Thanks, Cameron.

That’s great feedback Cameron. Thanks.

Great post. Some of the HRM dissertation topics are very relevant to my final year projects. I have a big interest in employee motivation and you have covered this topic off really well indeed.

Thanks Brittany. We will be adding a lot more HRM dissertation topic throughout this year that should help you out even further.

hello. do you have any HRM dissertation topics written on staff motivation within the Asian airline industry?

Hi – we do have a couple of dissertations that should help you out. These can be found within the HRM dissertation topics section of the website. Thanks for showing an interest.

Hello there. I’ve got to say these are some of the best HRM dissertation topics I have seen on the internet. You have a very good collection which covers most of the topics I am studying in my degree. Very helpful indeed.

Great post, I have checking out these HRM dissertation topics so that I can get a better understanding. I will look at obtaining one this weekend. Thank you and best of luck.

Thanks Katie. That’s great feedback. We will email to you once payment has been received.

Thank you for the powerful tips. This is very helpful to me as I’m looking forward to start my thesis

These are amazing HRM dissertation topics and I agree that students must think of this central idea and the logical development during a research project.

Are you able to upload the HRM dissertation topics so that I can download.

Hi Helen. Unfortunately, we do not upload the HRM dissertation topics and files to the post. These are accessible via the main website, the links have been provided in the post. Any problems let me know.

Hi Steve, just a quick question on the HRM dissertation topics. Can you let me know if the files are downloaded from the website or emailed. I will look at purchasing once confirmed.

Hi Marlin. The HRM dissertation will be emailed to you within 24 hours of payment to the email address you added into the PayPal transaction. The HRM dissertation will be emailed as a protected PDF with the ability to print. Give me a shout if you need to discuss further.

Hi Steve. These are great HRM dissertation titles, I will buy a couple of titles later on this week. I really need to get an insight into how to write a HRM dissertation as books and guides conflict in terms of structure. The structure of an HRM dissertation in the US and Canada differs to that of the UK and Europe. I’m a UK based student so I need to make sure I get the structure correct from the outset. My university has provided guide on how to structure the HRM dissertation but it will be valuable to see one that has been actually submitted and graded.

Thanks for the positive feedback Gareth , it is appreciated.

Hello Steve. These are truly amazing HRM dissertation topics. I do hope you will post some material relating to COVID19 and working from home. This is a topic area I am currently researching.

Hello Millard. We will be adding COVID19 HRM dissertations to our website soon. Do keep an eye out.

I cannot see where I can download the hrm dissertations. Can you tell me how to do this. thanks karin

Hello Karin. Material is not downloadable, this can be purchased via the main website. Just click on a link to take you to a title.

Hello. Thanks you for supplying the HRM dissertation topics. I will look at purchasing a couple of titles over this weekend. Thanks, Abbie.

WOW – Thanks for the really positive feedback Abbie.

Writing an HRM dissertation can be a daunting task for any student, however, there are several tips and tricks that may make the entire process a bit easier. To start with, it’s important to create a clear outline of the dissertation prior to writing. Additionally, breaking down the research and writing process into smaller tasks can help make it less overwhelming. Lastly, relying on an experienced proofreader or editor can ensure the accuracy of your writing and provide valuable advice.

Human resource management and the COVID-19 crisis: implications, challenges, opportunities, and future organizational directions

Salima hamouche.

Faculty of Management, Canadian University Dubai, Dubai, UAE

The COVID-19 has grandly shaken all organizations, creating a complex and challenging environment for managers and human resource management (HRM) practitioners, who need to find ingenious solutions to ensure the continuity of their companies and to help their employees to cope with this extraordinary crisis. Studies addressing the impact of this crisis on HRM are sparse. This paper is a general literature review, which aims at broadening the scope of management research, by exploring the impact of the COVID-19 on HRM. It identifies the main challenges and opportunities that have arisen from this new pandemic and it offers insights for managers and HRM practitioners into possible future organizational directions that might arise from these opportunities.

Introduction

COVID-19 is an unprecedented health crisis that has strongly shaken the whole world, plunging it into great fear and uncertainty. It has heavily impacted economies, societies, employees, and organizations. This crisis has started first in the city of Wuhan (China), which has witnessed in December 2019 the outbreak of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) that has known a fast spread propelling its status to a global pandemic on March 11, 2020, by the World Health Organization (WHO, 2020b ).

Given the rapid spread of the COVID-19 virus, these countries have implemented several non-pharmaceutical measures intended to reduce its spread, such as social distancing. Lockdown measures have been imposed; people were quarantined; schools, universities, nonessential businesses, and non-governmental organizations have been temporarily closed; travels were restricted; flights were canceled; and mass public gathering as well as social events have been prohibited (Brodeur, Gray, Islam, & Bhuiyan, 2020 ; Gourinchas, 2020 ).

Coupled with these measures, the COVID-19 outbreak had led to a significant slowdown in the world economic activities (Brodeur et al., 2020 ; Gourinchas, 2020 ), triggering furloughs and layoffs (World Economic Forum, 2020 ), that led to the increase in the unemployment rate in many countries. The ‘Current G7 jobless totals vary widely, from 30 million in the United States to 1.76 million in Japan’ (Kretchmer, 2020 ). According to Gourinchas ( 2020 ), COVID-19 has generated a situation where in a short period 50 percent or more of the workforce might not be able to work.

Trying to recover from this economic shock, companies have started reopening (Major & Machin, 2020 ), in the mid of this ongoing pandemic, under extraordinary rules and a new functioning (e.g., physical distancing in the workplace) (Shaw, Main, Findley, Collie, Kristman, & Gross, 2020 ) that no one can predict when it will end. Therefore, this pandemic has obviously led to the emergence of a complex and challenging environment for managers and human resource management (HRM) practitioners who needed to find ingenious solutions to sustain their company's business and to help their employees to cope with the challenges of this unprecedented situation. In this context, there are very few studies on the impact of COVID-19 on HRM, its challenges, and its potential opportunities for HRM in organizations, whereas managers and HRM practitioners need relevant information that will help them to go through this crisis effectively and efficiently, to be able to support their employees and to sustain their company's business. In fact, organizations are generally not sufficiently prepared to deal with crises when they occur (Wang, Hutchins, & Garavan, 2009 ). Whence the importance, for the scientific community, to support organizations by providing relevant information related to this new pandemic. Therefore, the principal goal of this research is to investigate the impact of COVID-19 on HRM, to identify the main challenges and opportunities, and to provide insights into future directions in HRM. From a scientific perspective, this paper aims at broadening the scope of management research, considering the scarcity of papers on this topic.

Methodology

This paper is a general literature review, with an informative purpose, that aims to examine recent and relevant literature which investigated the impact of COVID-19 on HRM. There are very few studies that have investigated this impact. Thus, we have started to search for articles which examined generally the relationship between COVID-19 and HRM, then we searched for articles that examined the impact of this pandemic specifically on each HRM function and practice, e.g., staffing (recruitment) and compensation. We searched for articles in Google Scholar, Ebsco, and Semantic Scholar using a combination of terms related to coronavirus OR COVID-19; Human resource management; HRM; pandemic and HRM functions (e.g., compensation and staffing). The search for articles was performed manually. We searched for articles published between December 2019 and February 2021. We have excluded epidemiological articles. The articles analyzed in this paper are all listed in the section ‘References.’

Literature review

Human resource management facing covid-19: implications and challenges.

HRM ‘is about how people are employed, managed and developed in organizations’ (Armstrong & Taylor, 2020 : 3). It has been grandly impacted by COVID-19, generating significant challenges for managers and HRM practitioners. This impact and these challenges are explored in this section, in relation to strategic HRM and working conditions, as well as HRM functions, specifically, staffing, performance management, training and development, compensation management, safety and health management, and employees' relations. Each HRM function is discussed individually, however, they are interrelated. This suggests that any change in one HRM function will affect the other function (Mondy & Martocchio, 2016 ).

COVID-19 and strategic human resource management

Strategic HRM refers to the vertical connection between HRM functions and the organizational strategy as well as the horizontal consistency between HRM functions (Wright & McMahan, 1992 ). Its main purpose is to effectively utilize the human resources to serve the strategic needs of the organization (Chapman, Sisk, Schatten, & Miles, 2018 ; Navío-Marco, Solórzano-García, & Palencia-González, 2019 ; Schuler, 1992 ).

In order to ensure the achievement of the organizational goals in a time of crisis, strategic agility is required (Liu, Lee, & Lee, 2020 ). Organizations need to be able to prepare and allocate their resources; to coordinate the needed mechanism; and to properly use the organizational resources and knowledge (Liu, Lee, & Lee, 2020 ). In this context, the novelty and the complexity of the COVID-19 represent a significant challenge that might compromise the achievement of organizational goals. According to Baert, Lippens, Moens, Sterkens, and Weytjens ( 2020 ), standard economic models in organizations are mainly trained to use data from ‘normal times’ perspective. Thus, it is challenging to make predictions related to ‘abnormal times.’ This might suggest that making predictions related to the company's business, e.g., the preparation and the allocation of resources might be a complex exercise. In fact, COVID-19 has generated uncertainty. Some authors go so far as to predict the COVID-19 endemic (Regmi & Lwin, 2020 ) whereas many economists predict the outcomes of this pandemic will remain until 2021 (Akkermans, Richardson, & Kraimer, 2020 ). Currently, no one knows when this virus will end and if its consequences on the work patterns in organizations will be temporary or permanent (Bartik, Cullen, Glaeser, Luca, & Stanton, 2020 ), even after the recent development of different types of vaccines (Yu et al., 2021 ). Thus, performing strategic planning or implementing the initial one can be challenging for managers and HRM practitioners. In this case, most organizations were not able to provide their employees enough information about their management plan or their intended reactions toward the pandemic (Elsafty & Ragheb, 2020 ), whereas having clear workplace guidelines during hard times helps to reduce employees’ stress and to increase their motivation and confidence (Wong, Ho, Wong, Cheung, & Yeoh, 2020 ). The study by Elsafty and Ragheb ( 2020 ) showed that access to information and the update related to the pandemic is associated significantly with employees' retention. Nonetheless, it might be difficult to achieve it if organizations are not able to get this information, especially when they are in a reactive and survival mode, due to the novelty of this pandemic. Although challenging, enhancing organizational resilience is crucial to ensure the sustainability of the organization in the COVID-19 era (Ngoc Su, Luc Tra, Thi Huynh, Nguyen, & O'Mahony, 2021 ). In fact, despite the uncertainty generated by this pandemic, organizations need to develop ingenious practices that can help absorb and face disturbance that threatens their survival (Ngoc Su et al., 2021 )

Working conditions

Working conditions represent ‘the core of paid work and employment relationships’ (ILO, 2020 ). They ‘cover a broad range of topics and issues, from working time (hours of work, rest periods, and work schedules) to remuneration, as well as the physical conditions and mental demands that exist in the workplace’(ILO, 2020 ). The COVID-19 crisis has drastically altered working conditions in organizations. Indeed, to ensure their business continuity, most organizations have moved to remote working, requiring their employees to work from home (Aitken-Fox et al., 2020a , 2020b ; Gourinchas, 2020 ; Koirala & Acharya, 2020 ). For example, Google announced that its employees will continue working remotely until at least Summer 2021 whereas Twitter's employees were given the opportunity to work remotely indefinitely (Leonardi, 2020 ). Notwithstanding, the category of employees working from home represents a small fraction of the overall workforce (Gourinchas, 2020 ), mainly because remote working is not suitable for manufacturing industries (Koirala & Acharya, 2020 ) and it cannot be applied to all job positions (Bartik et al., 2020 ). In this context, there were two possible scenarios for companies whose nature of their business does not allow them to adhere to these types of working conditions. Either to require their employees to be physically present while respecting the measures of physical distancing (i.e., allow an interval of 2 min between individuals) and wearing personal protective equipment or to lay them off (Blustein, Duffy, Ferreira, Cohen-Scali, Cinamon, & Allan, 2020 ). The study by Adams-Prassl, Boneva, Golin, and Rauh ( 2020 ) showed that employees whose job tasks cannot be performed from home are more likely to lose their jobs. In these circumstances, HRM practitioners are urged to identify the job positions that can be performed remotely, those which can be performed in the physical workplace, and those positions that need layoff due to the situation provoked by the pandemic. Therefore, these unexpected and drastic organizational changes represent significant challenges for managers and HRM practitioners. In addition, they might have significant implications on employees mental health (Hamouche, 2020 ) and person–environment fit perceived by employees (Carnevale & Hatak, 2020 ) as well as the employee experience related to the job design, the workspace and interactions with their peers and managers (Aitken-Fox et al., 2020a ).

Physical presence in workplaces has been maintained with rigorous protection measures (e.g., physical distancing and wearing protection masks) with the implementation of work schedules for different groups of employees (Akbarpour et al., 2020 ). The principal challenge, in this case, is to ensure the respect of these protection measures and to plan work schedules that consider employees' context.

As for remote working, it seems that managers and HRM practitioners have faced major challenges. First, to ensure that employees working from home have the necessary tools to perform their job (Aitken-Fox et al., 2020b ; Hamouche, 2020 ). Actually, remote working requires the availability of technological tools which will facilitate communication between employees and managers, such as Zoom, Microsoft remote desktop, team viewer, and Microsoft team (Prasad & Vaidya, 2020 ), that cannot be afforded by all organizations, considering that the financial capacity varies from one organization to another. Second, to ensure for the employees working from home effective communication, supervision, support, performance management, and a realignment of their compensation (Aitken-Fox et al., 2020b ). Moreover, HRM practitioners need to support managers who are leading remote teams for the first time (Caligiuri, De Cieri, Minbaeva, Verbeke, & Zimmermann, 2020 ). Finally, HRM practitioners need to take into consideration the fact that remote working might lead to employees' isolation due to the absence of interaction between employees, lack of peer advice, and lack of one-to-one communication which can be sources of stress that might undermine employees' mental health (Prasad & Vaidya, 2020 ). It can also be psychologically demanding for these employees considering the possibilities of family distractions and the multiple roles that they have to assume while working from home (Prasad & Vaidya, 2020 ). In addition, the increased use of information and communication technology (ICT) can lead to the perception of an everlasting urgency, generating possible expectations about the constant availability of employees (Molino et al., 2020 ). Working from home can lead, as well, to an increase in the volume of information treated by employees, considering that they regularly use their emails (Leonardi, 2020 ). Some authors refer to a technostress related to the use of ICT, which has increased among employees working remotely (Molino et al., 2020 ). This can undermine the psychological health of employees, especially those who isolate themselves by choosing only emails as a means of communication.

Many HRM practitioners have implemented some activities to support their employees, such as creating virtual socialization activities, e.g., virtual lunch or coffee breaks (Carnevale & Hatak, 2020 ; Maurer, 2020 ). Undoubtedly, these practices help to support employees in this tough crisis while they are far from each other, and from their workplace (Hamouche, 2020 ). However, they also represent a great challenge for organizations, considering that besides being applied in a context of unexpected changes, these practices are new for employees and managers, who have not been previously trained or psychologically prepared for such changes, which may lead to an increase in their perceptions of person–environment misfit and dissatisfaction if they prefer the face-to-face interactions that they used to have prior to this pandemic outbreak (Carnevale & Hatak, 2020 ). Moreover, virtual interactions might affect the socialization process recognized for its importance to help employees acquire the tacit knowledge related to the organizational culture, and contributing to its development (Asatiani, Hämäläinen, Penttinen, & Rossi, 2021 )

Staffing refers to ‘ the process of attracting, selecting, and retaining competent individuals to achieve organizational goals’ (Ployhart, 2006 : 868, 868). It had been greatly impacted by COVID-19, which has reshaped its dynamic in organizations (Campello, Kankanhalli, & Muthukrishnan, 2020 ).

COVID-19 had mostly asymmetric impacts on industries (Aitken-Fox et al., 2020b ; Giupponi & Landais, 2020 ). Some industries were experiencing a sharp decline in their business (Giupponi & Landais, 2020 ) leading some of them to temporarily close their shops (Bartik et al., 2020 ), whereas other industries have seen their business flourishing during this pandemic (Giupponi & Landais, 2020 ). Therefore, the repercussions of COVID-19 on staffing differ from one organization to another.

In this context, organizations that were facing financial difficulties due to this pandemic have adopted downskilling by cutting back on recruitment of high-skill jobs more than low-skill jobs, to reduce their costs and try to sustain their business (Campello, Kankanhalli, & Muthukrishnan, 2020 ); they have frozen or cut back all their recruitment; or they have laid off their employees (Campello, Kankanhalli, & Muthukrishnan, 2020 ; Giupponi & Landais, 2020 ). Indeed, millions of people found themselves unemployed due to the COVID-19 outbreak (Blustein et al., 2020 ; Elsafty & Ragheb, 2020 ). Cheng et al. ( 2020 ) pointed out that the employment activities have increased after the companies' reopening in some US states mainly due to the return to work of employees, after lockdown, to their physical workplace. Nevertheless, the reemployment probabilities diminish significatively for employees who stayed longer away from their workplace.

Laying off employees is not an easy decision for organizations, but it might be inevitable in times of crisis such as COVID-19. The main challenge of HRM practitioners, in this case, is to support managers and employees during this process and to offer proper information. However, it might not be easy in the context of uncertainty. Actually, all over the world, no one knows when this pandemic will end and if its consequences on organizations will be temporary or permanent (Bartik et al., 2020 ).

On the contrary, organizations that have expanded their business during the pandemic have faced other types of staffing challenges. Many of them have opted out for more flexible employment relationships and subcontracted work, such as temporary agency work, freelancers, and the gig economy (Spurk & Straub, 2020 ), due to uncertainty generated by COVID-19.

Indeed, these organizations have increased their recruitment (Akkermans, Richardson, & Kraimer, 2020 ; Giupponi & Landais, 2020 ), nonetheless, they found themselves facing the pressure of workforce shortage (Giupponi & Landais, 2020 ). In fact, how to recruit employees when people are afraid of contagion? How to select employees when it is not allowed to meet them face to face, due to the physical distancing measures? In these circumstances, these organizations had no other choice than to orient their practices toward virtual recruitment and selection methods (Carnevale & Hatak, 2020 ; Maurer, 2020 ), which might represent another significant challenge for HRM practitioners as well as job applicants. Not all individuals are comfortable using ICT tools. Also, HRM practitioners were not prepared for this type of unexpected change. Moreover, virtual selection methods might affect the ability of potential employees and employers to assess person–environment fit, which can have a negative impact on employees' productivity and retention (Carnevale & Hatak, 2020 ). Besides, the temporary character of flexible employment relationship posed the challenge of employees' retention.

According to some authors, employee retention might represent another major challenge for organizations in the current context of this pandemic (Elsafty & Ragheb, 2020 ; Ngoc Su et al., 2021 ). Elsafty and Ragheb ( 2020 ) pointed out that during these hard times characterized by drastic and sudden changes, employment relationships might be damaged, leading to the possible dramatic decrease of employees' morale and an increase in turnover. Furthermore, according to Ngoc Su et al. ( 2021 ) retaining and attracting qualified individuals represent a challenge for companies in the COVID-19 era, mainly because these individuals are often looking for job opportunities in sectors that were not negatively affected by this pandemic. In the same vein, Przytuła, Strzelec, and Krysińska-Kościańska ( 2020 ) highlighted the importance to increase the engagement and the sense of belonging among employees, mainly the remote workforce during this period and beyond, to ensure organizational success, and prevent recruitment costs (Lund et al., 2021 ).

Performance management

Performance management is ‘a continuous process of identifying, measuring, and developing the performance of individuals and workgroups and aligning performance with the strategic goals of the organization’ (Aguinis, 2019 : 8). It is crucial to ensure that employees' performance is aligned with the company's strategic goals (Ismail & Gali, 2017 ).

To sustain the company amid a crisis like COVID-19, employees are still required to maintain their good performance (Sembiring, Fatihudin, Mochklas, & Holisin, 2020 ). However, it seems that the COVID-19 outbreak has also altered performance management in organizations. According to some authors, most organizations were overwhelmed by the challenges resulting from COVID-19, such as measuring employees' performance and the disruption in performance-based pay, that they have reduced or even abandoned performance management, due to the complexity and the novelty of this pandemic (Aguinis & Burgi-Tian, 2020 ). In fact, measuring employees' performance during this crisis can be challenging, considering the modification of the working conditions. Furthermore, there are many factors related to the COVID-19 outbreak that may influence employees' performance. In this context, the study by Prasad and Vaidya ( 2020 ) reported that workplace isolation, lack of communication, family distractions, role overload, and occupational stress factors (role ambiguity, role conflict, career, and job-control), which have emerged due to COVID-19, mainly among employees working from home are significant predictors of employees' performance. Furthermore, employees' performance during remote working is also dependent on managers' understanding of how and what is required to manage a remote team (Aitken-Fox et al., 2020b ). Some authors argued that managers might not accept remote working because they might consider that it affects employees' performance negatively, which can lead to the adoption of micromanagement that can be perceived by employees as a lack of trust toward them (Aitken-Fox et al., 2020b ), which can create tension between them and their supervisor.

According to Aguinis and Burgi-Tian ( 2020 ), it is crucial for organizations during this health crisis to maintain and strengthen their performance management process. They should communicate relevant information related to the company's strategic direction to their employees, to collect useful business data, and to provide feedback to them, which will help these organizations to retain their talents and to avoid legal suits. Ngoc Su et al. ( 2021 ) added that the frequent appraising of employees' performance fosters their learning and sharing that can help organizations to win back their business. Considering the interrelation between HRM functions, the study by Sembiring et al. ( 2020 ) showed that compensation might have a significant impact on employees' performance in the COVID-19 era. Hence, the authors suggested that organizations should be more concerned about employees' total compensation (financial and non-financial), and its fairness to sustain and improve their performance during crises (Sembiring et al., 2020 ). The main challenge, in this context, might be related to the financial capacity of the organization during this ongoing pandemic.

Training and career development

Training plays an important role in a period of crisis, such as pandemics (Devyania, Jewanc, Bansal, & Denge, 2020 ; Hamouche, 2020 ). It helps to develop the needed skills for employees (Akkermans, Richardson, & Kraimer, 2020 ); to increase the COVID-19 awareness, to reduce the risk of the virus spread, and to prevent mental health issues (Quaedackers et al., 2020 ). It also helps to support employees in the process of transition toward remote working. In fact, not all employees have the proper digital skills to cope with these changes generated by the use of ICT, whence the necessity to train them on the utilization of ICT, which will help to facilitate their work and communication with their manager and peers while they are away from their workplace (Greer & Payne, 2014 ). According to Przytuła, Strzelec, and Krysińska-Kościańska ( 2020 ), organizations face the challenge of reskilling and upskilling their workforce to be able to deal with the requirement of new context of ‘ distance economy.’ In this case, the main challenge for HRM practitioners might be related to the development of a training program adapted to the new reality of the organization and the employees and to choose the proper training methods, considering physical distancing measures coupled with the necessity to have employees quickly operational to sustain the company business. This suggests that managers and HRM practitioners need to go beyond the traditional training methods. Devyania et al. ( 2020 ) recommended, in this case, to change employees' training programs in a way that ensures a long-term transition toward the new working practices.

The success of remote working is also dependent on managers' understanding of the virtual supervision of employees (Aitken-Fox et al., 2020b ). In this context, the HRM practitioners should play a strategic role by supporting and training these managers on how to manage a virtual team, to help them to overcome these difficulties and to cope with remote working challenges in order to be able to support their team members (Hamouche, 2020 ).

Besides training, COVID-19 has posed significant challenges related to career development in organizations. According to some authors, COVID-19 has led to a grand career shock (Akkermans, Richardson, & Kraimer, 2020 ; Baert et al., 2020 ). The study by Baert et al. ( 2020 ) based on the analysis of the impact of COVID-19 on career outcomes and aspiration among a panel of 3,821 employees, showed that due to the COVID-19 crisis, employees were afraid of losing their job in the near future. In addition, some of them expected to miss out on a promotion that they should have received if this crisis has not happened.

Compensation management

Compensation management refers to the intrinsic and extrinsic rewards that employees receive for performing their job. It encompasses monetary (base pay/bonuses) and non-monetary rewards (employee benefits) (Martocchio, 2017 ). Compensation can influence employees' motivation, performance (Safuan & Kurnia, 2021 ; Sembiring et al., 2020 ), and retention (Elsafty & Ragheb, 2020 ). The study by Elsafty and Ragheb ( 2020 ) showed that financial benefits such as bonuses during COVID-19 are associated significantly with employees' retention.

As a reaction to the COVID-19 outbreak, some countries have implemented governmental policies to provide financial support for employees and organizations during this health crisis and to encourage them to comply with the stay-at-home orders. For instance, in the USA, the federal government has enacted the temporary paid sick leave, allowing private and public sectors employees 2 weeks of paid sick leave for isolation, treatment related to COVID-19, taking care of a member of their family infected by COVID-19, and childcare caused by the school or daycare closure (Andersen, Maclean, Pesko, & Simon, 2020 ). Short-time compensation, also known as part-time jobs, has also been adopted to sustain the economy while protecting business and employees' jobs. It consists of offering employees a temporary reduction in the number of their working hours which will help organizations that are experiencing a decrease in the level of demand, to retain their employees and to avoid layoffs (Giupponi & Landais, 2020 ). These measures alter compensation strategies and policies within organizations. Furthermore, they might create a complex and challenging environment for managers and HRM practitioners. According to some authors, paid sick leave might lead to an increase in employees' absence in the workplace (Maclean, Pichler, & Ziebarth, 2020 ). But at the same time, it helps to prevent employees' presenteeism when they are sick (Schneider, 2020 ). Additionally, this type of government's policies, such as paid sick leave, help to increase their implementation in industries where employees have never got such benefits (Maclean, Pichler, & Ziebarth, 2020 ), which suggest that managers and HRM practitioners need to think about the way to sustain them to avoid losing employees' motivation after the pandemic. In this context, Przytuła, Strzelec, and Krysińska-Kościańska ( 2020 ) referred to the importance of intrinsic motivation to retain employees, e.g., increasing employee autonomy.

Furthermore, compensation management can be particularly challenging in workplaces where the risk of contamination is very high, for example in hospitals. In this context, the level of compensation offered to employees may be questioned, to know if it is high enough considering the level of risk that these employees encounter daily (Hecker, 2020 ). According to Hecker ( 2020 ), individuals use to select jobs based on their risk tolerance in return for more compensation for higher risks. Generally, the employer's intervention is oriented toward the necessary control of hazards to be able to recruit individuals for job positions with higher risks. Hence, in case of a high level of risk associated with the job position without sufficient compensation, many employees might decide to leave the organization (Hecker, 2020 ).

Safety and health management

Employers are responsible for the protection of their employees while they are working. They must ensure that the workplace is free from any hazard that may psychologically or physically harm them or cause their death. COVID-19 has generated a new workplace hazard (Hecker, 2020 ) that represents a significant source of stress for employees (Shaw et al., 2020 ) and a significant challenge for managers and HRM practitioners (Hamouche, 2020 ). The impact on employees' health varies based on the working environment and the employee's occupational role (Brooks, Dunn, Amlôt, Rubin, & Greenberg, 2018 ). Two main challenges can be identified in this context: how to control the spread of the virus and to protect employees from contagion and how to develop the employees' awareness about the importance to respect the prevention measures implemented in the workplace. The WHO has provided guidelines for organizations to ensure the protection of their employees (WHO, 2020a ), nonetheless, controlling employees' behavior might be challenging, considering that some people may ignore self-isolation instructions (Gourinchas, 2020 ).

The recent development of vaccines against COVID-19 has brought the light of hope all over the world, but it has also generated two additional new challenges for organizations, specifically the management of the vaccination campaign in the workplace as well as their capacity to sponsor it and cover its costs (Rothstein, Parmet, & Reiss, 2021 ), considering the financial difficulties that they have witnessed due to this pandemic.

COVID-19 is not only a physical health risk, but it also represents a significant risk for individuals' mental health (Brooks et al., 2020 ; Chen, Ning, Yu, Huang, Li, & Luo, 2020 ; Hamouche, 2020 ; Qiu, Shen, Zhao, Wang, Xie, & Xu, 2020 ). It might be psychologically demanding for employees who work from home, who can feel isolated and torn between their work and their private life (Prasad & Vaidya, 2020 ). Moreover, employees who are required to be physically present in the workplace might return to work with the fear of contracting the virus or transmitting it to their family (Tan et al., 2020 ), which might increase their level of stress as well as the risk of mental health issues (Hamouche, 2020 ), especially for employees who were facing high psychological demands at work, prior to the pandemic (Quaedackers et al., 2020 ), or those who have a high-risk job position, e.g., healthcare workers (Hamouche, 2020 ). The main challenge for managers and HRM practitioners, in this context, is to identify the risk factors and to implement the proper prevention measures in the workplace, including for employees working from home (Hamouche, 2020 ).

Employment relationship

Employment relationship refers to ‘the connection between employees and employers through which individuals sell their labor’ (Budd & Bhave, 2010 ). From a labor law perspective, COVID-19 has created important challenges for employees and employers (Biasi, 2020 ; Sagan & Schüller, 2020 ). Due to the lockdown and mandatory closure of business both were not able to accomplish their contractual obligations (Biasi, 2020 ). In fact, the challenges resulting from COVID-19 have transformed the traditional relationship between the employee and his employer (Leighton & McKeown, 2020 ; Spurk & Straub, 2020 ). Work from home has been implemented in different countries and companies (Spurk & Straub, 2020 ). Hence, the traditional boundaries of the world of work have disappeared (Leighton & McKeown, 2020 ). In this context, COVID-19 has positioned the government as a planner more than a regulator (Sachs, 2020 ), which is challenging for organizations that need to adapt government plans and regulations to their organizational context, while taking into consideration the needs of their employees (Sachs, 2020 ).

Considering the novelty of this pandemic, most countries do not only rely on existing regulations. They have amended, over a short and a prompt period, several labor laws (Sagan & Schüller, 2020 ), to support employers and to protect employees (Alhambra, 2020 ; Mangan, 2020 ; Sachs, 2020 ; Sagan & Schüller, 2020 ). The main challenge was how to protect employees while ensuring the continuity of the economy (Sachs, 2020 ). Some countries have adopted laws to structure and temporarily prohibit collective layoff in organizations (Biasi, 2020 ). For example, in Italy, a decree law has been issued to prohibit organizations from initiating a collective layoff procedure for a period of 60 days (Biasi, 2020 ). Furthermore, various legal measures and laws have been adopted to support employees during the lockdown and closure of schools, e.g., employees were given paid leave to take care of their children. The main challenge is the fact that it is still unclear when countries can declare the ‘end’ of this pandemic (Spurk & Straub, 2020 ). This represents a critical challenge for determining the proper period of protection needed by employees, which might undermine the relationship between organizations, employees, and their representatives (Biasi, 2020 ). COVID-19 is an exceptional crisis that has generated extraordinary measures. In some countries, e.g., in France, remote working is voluntary and cannot be imposed by employers (Sachs, 2020 ), however, as in many other countries the current situation has led employers to impose this mode of working on employees whose job position can be performed from home (Sachs, 2020 ). The main challenge, in this case, is the fact that disputes might arise between employers and the employees who had not been offered the possibility to work from home or have contracted COVID-19 at the workplace (Sachs, 2020 ). In fact, in case of a lack of contractual agreement, it is possible, according to Sagan and Schüller ( 2020 ), to question the consistency of the employers with the labor laws.

Currently, with the recent development of COVID-19 vaccines, the main challenge for organizations from an employment relationship perspective is the management of the vaccination campaign in terms of costs and application, while ensuring compliance with the country regulations (Rothstein, Parmet, & Reiss, 2021 ). This development also raises the question about the ability of the employer to impose it on their employees. According to Rothstein, Parmet, and Reiss ( 2021 ), the adoption of a rigid, coercive approach could intensify the reluctance of the individuals who are not sure yet about the vaccine. These authors suggested that organizations should educate their employees about the benefits of vaccination and should facilitate it, for example by offering time off for employees for vaccination purposes, rather than imposing it (Rothstein, Parmet, & Reiss, 2021 ).

Opportunities, future organizational directions, and insights into HRM interventions

COVID-19 has posed grand challenges for managers and HRM practitioners, but it has also opened the door to opportunities worth knowing and understanding, that can help organizations to direct their future actions. Indeed, according to Demirkaya and Aydın ( 2006 ), a crisis might create unexpected opportunities for organizations. In this section, we will discuss these opportunities while linking them to the potential future directions in HRM.

COVID-19 has challenged organizations' creativity and innovation and has urged discussions about the future of work (Hite & McDonald, 2020 ). It has accelerated the disruption of HRM as well as the implementation of scenarios expected for the future (Hite & McDonald, 2020 ). Moreover, it has pushed organizations to rethink their HRM strategies and to go beyond the traditional models of managing human resources, by positioning new information technology as an essential partner to survive and to ensure the sustainability of their business. In this context, new legislation has been adopted in different countries to support organizations in this sudden and unexpected transformation. For example, Germany has adopted new legislation to introduce the possibility of video conferencing in two areas (Sagan & Schüller, 2020 ), to support the implementation of remote working in organizations.

Therefore, the normality that seems to be emerging for the moment in workplaces is the implementation of remote working. However, it is earlier, according to some authors, to confirm that all organizations which have adopted remote working will continue to adopt it in the future, beyond COVID-19 (Aitken-Fox et al., 2020b ). They are probably reviewing the effectiveness of this work organization before taking their decision, considering that they have implemented it for the first time. Therefore, they do not know yet how it can affect employees' performance and productivity (Aitken-Fox et al., 2020b ). However, it seems according to a recent report published by McKinsey Global Institute which assessed the lasting impact of COVID-19 on labor demands, occupations, and workforce skills in eight countries (China, France, Germany, India, Japan, Spain, the United Kingdom, and the United States) that remote work, as well as virtual meetings, will continue but less intensely than at the peak of COVID-19 (Lund et al., 2021 ).

Despite its challenges, remote working offers employees the opportunity to have flexible working hours, save commuting time, foster job control, and experience the use of new ICT (Prasad & Vaidya, 2020 ). In addition, it offers companies the opportunity to optimize the use and save the costs of their resources, e.g., office space. Actually, business sectors in some countries, for example in Korea, see growth opportunities in non-contact industries which encompasses telecommunication, remote support solutions, and online education (Liu, Lee, & Lee, 2020 ).

Moreover, COVID-19 offers opportunities for organizations to develop the autonomy of their employees, upgrade their digital competencies, and broaden the perspective of their competencies' development. Besides, this pandemic has positioned new technology as a strategic partner for organizations. It has helped to sustain businesses and to shorten the distance between employees and their employers while ensuring their safety. It has fostered the creativity of managers and HRM practitioners and it has facilitated the transition from traditional face-to-face socialization methods to virtual ones, e.g., virtual meetings, lunches, and coffee breaks (Carnevale & Hatak, 2020 ). It has also helped to sustain staffing in organizations while respecting physical distancing measures.

The new technology has also supported the management of safety and health in workplaces. It has helped to implement the decision to keep the employees at home and to protect them from the risk of infection, while they keep on working for the organization. It has also supported healthcare professionals, e.g., psychologists who have continued to help the population through telehealth systems while respecting physical distancing measures. In China, for instance, mental health services have been provided, during the pandemic, using various channels such as hotlines, online consultations, online courses (Gao et al., 2020 ), and telemental health services (Zhou et al., 2020 ). According to Lund et al. ( 2021 ), COVID-19 may accelerate the adoption of automation and artificial intelligence (AI) in sectors with high levels of human interaction, such as medical care and personal care (e.g., gyms and hair salons). Hence, it is crucial for organizations to get to grips with ICT and to make it accessible to all its members, in order to be able to sustain their business during extraordinary crises. Some authors insisted on the importance of using AI for HRM during a period of a health crisis and recommended using it as an effective tool to prevent disruptions in operations and management practices while ensuring physical distancing and the protection of employees (Devyania et al., 2020 ). In the same vein, Liu, Lee, and Lee ( 2020 ) recommended the development of predictive models, which takes into account the risk factors and the uncertainties in the proactive scheduling and planning of supply, which might help decision makers to create various dynamic scenarios that can be automatized with the use of AI. The use of new technology also supports data analytics that can help HRM practitioners to optimize and improve HRM functions and practices in organizations, such as workforce planning, recruitment, and talent management (AM, Affandi, Udobong, & Sarwani, 2020 ), during this pandemic and beyond.

Identifying the opportunities generated by COVID-19 can help HRM practitioners to develop the proper HRM interventions and future actions. Nevertheless, it is important to take into account the fact that organizations all over the world are still witnessing the pervasive effect of this pandemic that does not seem to end quickly. Undoubtedly, the enhancement of organizational resilience is required. In this context, organizations need to be able to develop innovative responses to effectively absorb and face disturbance that threatens their survival (Ngoc Su et al., 2021 ). HRM practitioners should work in collaboration with managers and employees to transform the challenges brought on by COVID-19 into opportunities, to rethink their HRM functions and practices, e.g., compensation and performance management, and to adapt them to the employees' new working conditions generated by the COVID-19 crisis. According to Przytuła, Strzelec, and Krysińska-Kościańska ( 2020 ), organizations need to lay new foundations, by redefining the new trends in HRM practices. In fact, after almost more than 1 year of new functioning based mostly on remote work, organizations need to re-evaluate their context, compare the new trends in HRM generated by this unexpected crisis, and assess their applicability.

Considering the unpredictability of the current situation and the high level of doubt surrounding its end, organizations should opt out to move toward a hybrid workplace model (AM et al., 2020 ; Kaufman, Lovich, Bailey, Messenböck, Schuler, & Shroff, 2020 ; Przytuła, Strzelec, & Krysińska-Kościańska, 2020 ), flexible enough to allow a quick and efficient adaptation of the organization to the requirements of this new situation and beyond. HRM practitioners need to adapt job positions and focus on job redesign within the organization. Lund et al. ( 2021 ) suggested, in this case, emphasizing necessary tasks and activities related to a job rather than the whole job to increase the organizations' operational flexibility as well as agility. Employees should receive the necessary organizational support to acquire the skills needed during this pandemic and beyond, coupled with the development of career pathways offering possibilities of upward mobility (Ngoc Su et al., 2021 ) and enhancing their employability. Such interventions should have a positive impact on employees' motivation and retention as well as the reduction of the costs related to recruitment (Lund et al., 2021 ). Some authors go so far as to suggest that organizations should reinvent themselves by the integration of entrepreneurship competencies among their employees, to help them to learn how to adjust themselves to the uncertainty that can be generated by an unexpected crisis and to thrive in a dynamic environment (Carnevale & Hatak, 2020 ; Liu, Lee, & Lee, 2020 ). The field of entrepreneurship might help employees to explore, to evaluate, and to exploit opportunities that occur in a dynamic and unstable environment, considering that this field is based on exploration, evaluation, discovery, and the capacity to transform challenges brought on by an ambiguous context into opportunities (Carnevale & Hatak, 2020 ).

Besides, the pivotal role of the new information technology during the pandemic should urge managers and HRM practitioners to explore effective ways to integrate it into HRM and adapt it to the context of their organization. Moreover, they need to identify the specific training needs, as not all employees, including managers, have the proper technological competencies. The involvement of employees is required to ensure the success of this organizational change. Additionally, sustaining communication with them should help to reduce their stress and increase their trust in the organization (Hamouche, 2020 ).

Furthermore, employees should be given the possibility to work remotely with the flexibility to choose when and where to work (Kaufman et al., 2020 ; Przytuła, Strzelec, & Krysińska-Kościańska, 2020 ), without limiting the workspace to their home. However, organizations should provide the possibility to schedule a flexible presence in the office to keep the employees connected to their workplace, by ensuring the presence of efficient health and safety measures and facilitating access to vaccination. Considering the blur surrounding private and professional life boundaries, managers should communicate and discuss with their employees the expectations of the organizations in terms of performance. In this regard, managers, supported by HRM practitioners, should review and realign the performance management system in order to adapt the performance objectives to the new reality of organizations and employees (AM et al., 2020 ). They should provide continuous feedback that will enhance learning and sharing among employees and foster organizational flexibility, agility as well as employees' motivation and retention (Ngoc Su et al., 2021 ). They should also develop wellbeing programs that aim at protecting employees' mental health, and providing solutions adapted to the needs of every employee, in terms of resources and social support (Hamouche, 2020 ). Managers should discuss with their employees the different scenarios of work schedules adapted to the requirements of the current situation. Also, with the support of HRM practitioners, managers should increase employees' awareness about the necessity to disconnect from work when it is required to prevent mental health issues.

In this context, rebuilding the organizational culture is needed to facilitate the adoption of flexible work arrangements and the transition toward a hybrid working model (AM et al., 2020 ; Ngoc Su et al., 2021 ). Moreover, developing and maintaining a cohesive culture that supports employees' connections and interactions is required (Lund et al., 2021 ), to encourage social support and collaboration among employees, particularly those working remotely. In fact, virtual interactions might affect the socialization process, the acquisition of tacit knowledge related to the organizational culture (Asatiani et al., 2021 ). This led some authors to recommend the development and implementation of a digital organizational culture handbook, which should be made available to employees working remotely through the organization's intranet, to provide toolkits that support and vehicles symbolic aspects of the organizational culture, such as values (Asatiani et al., 2021 ).

Contribution and practical implications for organizations

In the business world, crises are inevitable. However, no one can predict a crisis with the magnitude of COVID-19, which has accelerated the disruption of traditional methods of HRM and has created significant challenges for managers and HRM practitioners, who were not fully equipped in terms of information, resources, and competencies to cope with the complexity and the novelty of this pandemic.

Besides these challenges, COVID-19 has opened the door to opportunities that organizations should know to be able to properly direct their future actions in HRM. This paper is a general literature review that provides relevant and useful information which can help managers and HRM practitioners to understand the main challenges and opportunities related to COVID-19. The insights provided in this paper into the future directions in HRM should help them to develop an intervention plan adapted to the needs of their organizations and employees.

Conclusion and future research

The contribution of this paper should, however, be considered in light of some limitations. First, our research is a general literature review with an informative purpose, which might suggest that there is a possibility of a subjective selection of literature. Notwithstanding, the databases that we have used (Google Scholar, Ebsco, and Semantic Scholar) provide the most cited articles. Besides, the purpose and the informative character of this paper do not require a systematic review of the literature. Second, during writing this paper, COVID-19 is still present. Therefore, it is not possible to identify accurately the long-term challenges and opportunities. Future research should be directed toward longitudinal analysis to identify these challenges and opportunities.

Dr. Salima Hamouche is an assistant professor, corporate trainer, and consultant at Canadian University Dubai. She graduated from Industrial Relations School, University of Montreal (Canada), with a PhD and a master's degree in Industrial Relations with a major in human resource management. Dr. Salima Hamouche has strong academic background and practical experience in human resource management. She has been practicing human resource management for more than 12 years, as an HR consultant, human resource director, general director, human resource manager, and talent acquisition specialist in small and large organizations, in different sectors of activities (industrial, services, and education) and multinational companies. She made several presentations at scientific conferences and she led corporate training and workshops in different public and private companies. Dr. Salima Hamouche was sitting for several years on boards of directors in Canada, as administrator and vice president.

Conflict of interest

The author declares no conflict of interest.

Adams-Prassl, A., Boneva, T., Golin, M., & Rauh, C. (2020). Inequality in the impact of the coronavirus shock: Evidence from real time surveys . Journal of Public Economics , 189 , 104245. [ Google Scholar ]
Aguinis, H. (2019). Performance management for dummies . New Jersey: John Wiley & Sons. [ Google Scholar ]
Aguinis, H., & Burgi-Tian, J. (2020). Measuring performance during crises and beyond: The performance promoter score . Bus Horiz , 64 ( 1 ), 149–160. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Aitken-Fox, E., Coffey, J., Dayaram, K., Fitzgerald, S., Gupta, C., McKenna, S., & Wei Tian, A. (2020a). COVID-19 and the changing employee experience. LSE Business Review. Retrieved from https://blogs.lse.ac.uk/businessreview/2020/06/24/covid-19-and-the-changing-employee-experience/
Aitken-Fox, E., Coffey, J., Dayaram, K., Fitzgerald, S., Gupta, C., McKenna, S., & Wei Tian, A. (2020b). The impact of Covid-19 on human resource management: avoiding generalisations. LSE Business Review. Retrieved from https://blogs.lse.ac.uk/businessreview/2020/05/22/the-impact-of-covid-19-on-human-resource-management-avoiding-generalisations/
Akbarpour, M., Cook, C., Marzuoli, A., Mongey, S., Nagaraj, A., Saccarola, M., … Yang, H. (2020). Socioeconomic Network Heterogeneity and Pandemic Policy Response. University of Chicago, Becker Friedman Institute for Economics Working Paper (2020-75).
Akkermans, J., Richardson, J., & Kraimer, M. (2020). The Covid-19 crisis as a career shock: Implications for careers and vocational behavior . Journal of Vocational Behavior , 119 , 1–6. doi: 10.1016/j.jvb.2020.103434 [ PMC free article ] [ PubMed ] [ CrossRef ] [ Google Scholar ]
Alhambra, M. A. G.-M. (2020). Covid-19 and labour law in Spain . European Labour Law Journal , 11 ( 3 ), 319–323. doi: 10.1177/2031952520934576 [ CrossRef ] [ Google Scholar ]
AM, E. N., Affandi, A., Udobong, A., & Sarwani, S. (2020). Implementation of human resource management in the adaptation period for new habits . International Journal of Educational Administration, Management, and Leadership , 1 , 19–26. [ Google Scholar ]
Andersen, M., Maclean, J. C., Pesko, M. F., & Simon, K. I. (2020). Effect of a federal paid sick leave mandate on working and staying at home: Evidence from cellular device data (0898-2937). Retrieved from https://www.nber.org/papers/w27138
Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice . USA: Kogan Page Publishers. [ Google Scholar ]
Asatiani, A., Hämäläinen, J., Penttinen, E., & Rossi, M. (2021). Constructing continuity across the organisational culture boundary in a highly virtual work environment . Information Systems Journal , 31 ( 1 ), 62–93. [ Google Scholar ]
Baert, S., Lippens, L., Moens, E., Sterkens, P., & Weytjens, J. (2020). How do we think the COVID-19 crisis will affect our careers (if any remain)?, GLO Discussion Paper, No. 520, Global Labor Organization (GLO), Essen.
Bartik, A. W., Cullen, Z. B., Glaeser, E. L., Luca, M., & Stanton, C. T. (2020). What jobs are being done at home during the COVID-19 crisis? Evidence from firm-level surveys (No. w27422). National Bureau of Economic Research.
Biasi, M. (2020). Covid-19 and labour law in Italy . European Labour Law Journal , 2031952520934569. [ Google Scholar ]
Blustein, D. L., Duffy, R., Ferreira, J. A., Cohen-Scali, V., Cinamon, R. G., & Allan, B. A. (2020). Unemployment in the time of COVID-19: A research agenda. doi: 10.1016/j.jvb.2020.103436 [ PMC free article ] [ PubMed ] [ CrossRef ]
Brodeur, A., Gray, D. M., Islam, A., & Bhuiyan, S. (2020). A literature review of the economics of COVID-19, GLO Discussion Paper, No. 601, Global Labor Organization (GLO), Essen.
Brooks, S. K., Dunn, R., Amlôt, R., Rubin, G. J., & Greenberg, N. (2018). A systematic, thematic review of social and occupational factors associated with psychological outcomes in healthcare employees during an infectious disease outbreak . Journal of Occupational and Environmental Medicine , 60 ( 3 ), 248–257. doi: 10.1097/jom.0000000000001235 [ PubMed ] [ CrossRef ] [ Google Scholar ]
Brooks, S. K., Webster, R. K., Smith, L. E., Woodland, L., Wessely, S., Greenberg, N., & Rubin, G. J. (2020). The psychological impact of quarantine and how to reduce it: Rapid review of the evidence . The Lancet , 395 ( 10227 ), 912–920. doi: 10.1016/S0140-6736(20)30460-8. [ PMC free article ] [ PubMed ] [ CrossRef ] [ Google Scholar ]
Budd, J. W., & Bhave, D. (2010). The employment relationship. In Wilkinson (Ed.), Sage handbook of human resource management (pp. 51–70). London: Sage. [ Google Scholar ]
Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A., & Zimmermann, A. (2020). International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice . Journal of International Business Studies , 51 , 697–713. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Campello, M., Kankanhalli, G., & Muthukrishnan, P. (2020). Corporate hiring under Covid-19: Labor market concentration, downskilling, and income inequality (No. w27208). National Bureau of Economic Research.
Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management . Journal of Business Research , 116 , 183–187. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Chapman, E. F., Sisk, F. A., Schatten, J., & Miles, E. W. (2018). Human resource development and human resource management levers for sustained competitive advantage: Combining isomorphism and differentiation . Journal of Management & Organization , 24 ( 4 ), 533–550. [ Google Scholar ]
Chen, C., Ning, X., Yu, F., Huang, Q., Li, X., & Luo, Y. (2020). The mental health of neurological doctors and nurses in Hunan Province, China, during the COVID-19 outbreak. Research Square, 1, 1-11. doi: 10.21203/rs.3.rs-22061/v1 [ PMC free article ] [ PubMed ]
Cheng, W., Carlin, P., Carroll, J., Gupta, S., Rojas, F. L., Montenovo, L., … Simon, K. I. (2020). Back to business and (Re) employing workers? Labor market activity during state COVID-19 reopenings.(No. W27419). National Bureau of Economic Research.
Demirkaya, H., & Aydın, A. (2006). The strategic management and reorganization of human resource management in crisis process. Paper presented at the International Strategic Management Conference, Dedeman Oteli, İstanbul.
Devyania, R. D., Jewanc, S. Y., Bansal, U., & Denge, X. (2020). Strategic impact of artificial intelligence on the human resource management of the Chinese healthcare industry induced due to COVID-19 . IETI Transactions on Economics and Management , 1 ( 1 ), 19–33. doi: 10.6897/IETITEM.202007_1(1).0002 [ CrossRef ] [ Google Scholar ]
Elsafty, A. S., & Ragheb, M. (2020). The role of human resource management towards employees retention during Covid-19 pandemic in medical supplies sector – Egypt . Business and Management Studies , 6 ( 2 ), 5059–5059. [ Google Scholar ]
Gao, J., Zheng, P., Jia, Y., Chen, H., Mao, Y., Chen, S., … Dai, J. (2020). Mental health problems and social media exposure during COVID-19 outbreak . PLoS One , 15 ( 4 ), e0231924. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Giupponi, G., & Landais, C. (2020). Building effective short-time work schemes for the COVID-19 crisis. VoxEU,CEPR Policy Portal. Retrieved from https://voxeu.org/article/building-effective-short-time-work-schemes-covid-19-crisis
Gourinchas, P. -O. (2020). Flattening the pandemic and recession curves . Mitigating the COVID Economic Crisis: Act Fast and Do Whatever , 31 , 1–227. [ Google Scholar ]
Greer, T. W., & Payne, S. C. (2014). Overcoming telework challenges: Outcomes of successful telework strategies . The Psychologist-Manager Journal , 17 ( 2 ), 87. doi: 10.1037/mgr0000014 [ CrossRef ] [ Google Scholar ]
Hamouche, S. (2020). COVID-19 and employees’ mental health: Stressors, moderators and agenda for organizational actions . Emerald Open Research , 2 ( 15 ), 15. doi: 10.35241/emeraldopenres.13550.1 [ CrossRef ] [ Google Scholar ]
Hecker, S. (2020). Hazard pay for COVID-19? Yes, but it's not a substitute for a living wage and enforceable worker protections . New Solutions: A Journal of Environmental and Occupational Health Policy , 30 ( 2 ), 95–101. doi: 10.1177/1048291120933814 [ PubMed ] [ CrossRef ] [ Google Scholar ]
Hite, L. M., & McDonald, K. S. (2020). Careers after COVID-19: Challenges and changes . Human Resource Development International , 23 ( 4 ), 427–437. [ Google Scholar ]
ILO. (2020). Working conditions. Retrieved from http://www.ilo.ch/global/topics/working-conditions/lang--en/index.htm
Ismail, H., & Gali, N. (2017). Relationships among performance appraisal satisfaction, work–family conflict and job stress . Journal of Management & Organization , 23 ( 3 ), 356–372. [ Google Scholar ]
Kaufman, E., Lovich, D., Bailey, A., Messenböck, R., Schuler, F., & Shroff, A. (2020). Remote work works – where do we go from Here? Retrieved from https://www.bcg.com/publications/2020/remote-work-works-so-where-do-we-go-from-here
Koirala, J., & Acharya, S. (2020). Dimensions of human resource management evolved with the outbreak of COVID-19. Available at SSRN 3584092.
Kretchmer, H. (2020). How coronavirus has hit employment in G7 economies. Retrieved from https://www.weforum.org/agenda/2020/05/coronavirus-unemployment-jobs-work-impact-g7-pandemic/
Leighton, P., & McKeown, T. (2020). Work in challenging and uncertain times: The changing employment relationship . New York: Routledge. [ Google Scholar ]
Leonardi, P. M. (2020). COVID-19 and the new technologies of organizing: digital exhaust, digital footprints, and artificial intelligence in the wake of remote work . Journal of Management Studies . https://ideas.repec.org/a/bla/jomstd/v58y2021i1p249-253.html . [ Google Scholar ]
Liu, Y., Lee, J. M., & Lee, C. (2020). The challenges and opportunities of a global health crisis: The management and business implications of COVID-19 from an Asian perspective . Asian Business & Management , 19 , 277–297. [ Google Scholar ]
Lund, S., Madgavkar, A., Manyika, J., Smit, S., Ellingrud, K., Meaney, M., & Robinson, O. (2021). The future of work after COVID-19. Retrieved from https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-after-covid-19
Maclean, J. C., Pichler, S., & Ziebarth, N. R. (2020). Mandated sick pay: Coverage, utilization, and welfare effects. National Bureau of Economic Research,(No. w26832). Retrieved from https://www.nber.org/system/files/working_papers/w26832/w26832.pdf.
Major, L. E., & Machin, S. (2020). Covid-19 and social mobility. Centre for Economic Performance, London School of Economics and Political Science, (No.004).
Mangan, D. (2020). Covid-19 and labour law in the United Kingdom . European Labour Law Journal , 11 ( 3 ), 332–346. doi: 10.1177/2031952520934583 [ CrossRef ] [ Google Scholar ]
Martocchio, J. J. (2017). Strategic Compensation: A Human Resource Management Approach . US: Pearson Education. [ Google Scholar ]
Maurer, R. (2020). Job interviews go virtual in response to COVID-19. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/job-interviews-go-virtual-response-covid-19-coronavirus.aspx
Molino, M., Ingusci, E., Signore, F., Manuti, A., Giancaspro, M. L., Russo, V., … Cortese, C. G. (2020). Wellbeing costs of technology use during Covid-19 remote working: an investigation using the Italian translation of the technostress creators scale . Sustainability , 12 ( 15 ), 5911. [ Google Scholar ]
Mondy, R. W., & Martocchio, J. J. (2016). Human resource management . USA: Pearson. [ Google Scholar ]
Navío-Marco, J., Solórzano-García, M., & Palencia-González, F. J. (2019). Human resource management as key pillar of company strategy: Analysis of the line managers’ perception . Journal of Management & Organization , 25 ( 2 ), 175–188. [ Google Scholar ]
Ngoc Su, D., Luc Tra, D., Thi Huynh, H. M., Nguyen, H. H. T., & O'Mahony, B. (2021). Enhancing resilience in the Covid-19 crisis: Lessons from human resource management practices in Vietnam . Current Issues in Tourism , 1–17. doi: 10.1080/13683500.2020.1863930 [ CrossRef ] [ Google Scholar ]
Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities . Journal of Management , 32 ( 6 ), 868–897. [ Google Scholar ]
Prasad, K., & Vaidya, R. W. (2020). Association among Covid-19 parameters, occupational stress and employee performance: An empirical study with reference to agricultural research sector in Hyderabad Metro . Sustainable Humanosphere , 16 ( 2 ), 235–253. [ Google Scholar ]
Przytuła, S., Strzelec, G., & Krysińska-Kościańska, K. (2020). Re-vision of future trends in human resource management (HRM) after COVID-19 . Journal of Intercultural Management , 12 ( 4 ), 70–90. [ Google Scholar ]
Qiu, J., Shen, B., Zhao, M., Wang, Z., Xie, B., & Xu, Y. (2020). A nationwide survey of psychological distress among Chinese people in the COVID-19 epidemic: Implications and policy recommendations . General Psychiatry , 33 ( 2 ), 1–3. doi: 10.1136/gpsych-2020-100213 [ PMC free article ] [ PubMed ] [ CrossRef ] [ Google Scholar ]
Quaedackers, J. S., Stein, R., Bhatt, N., Dogan, H. S., Hoen, L., Nijman, R. J., … Bogaert, G. (2020). Clinical and surgical consequences of the COVID-19 pandemic for patients with pediatric urological problems. Statement of the EAU guidelines panel for paediatric urology, March 30 2020 . Journal of Pediatric Urology , 16 , 284–287. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Regmi, K., & Lwin, C. M. (2020). Impact of social distancing measures for preventing coronavirus disease 2019 [COVID-19]: A systematic review and meta-analysis protocol . medRxiv . doi: 10.1101/2020.06.13.20130294 [ CrossRef ] [ Google Scholar ]
Rothstein, M. A., Parmet, W. E., & Reiss, D. R. (2021). Employer-mandated vaccination for COVID-19. American Public Health Association, ahead of print. Retrieved from https://ajph.aphapublications.org/doi/pdf/10.2105/AJPH.2020.306166 [ PMC free article ] [ PubMed ]
Sachs, T. (2020). Covid-19 and labour law in France . European Labour Law Journal , 11 ( 3 ), 286–291. doi: 10.1177/2031952520934565 [ CrossRef ] [ Google Scholar ]
Safuan, S., & Kurnia, T. (2021). Literature review of pandemic Covid 19 effects on employee compensation . Journal of Business Management Review , 2 ( 1 ), 57–64. [ Google Scholar ]
Sagan, A., & Schüller, C. (2020). Covid-19 and labour law in Germany . European Labour Law Journal , 11 ( 3 ), 292–297. doi: 10.1177/2031952520934566 [ CrossRef ] [ Google Scholar ]
Schneider, D. (2020). Paid sick leave in Washington state: Evidence on employee outcomes, 2016–2018 . American Journal of Public Health , 110 ( 4 ), 499–504. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Schuler, R. S. (1992). Strategic human resources management: Linking the people with the strategic needs of the business . Organizational Dynamics , 21 ( 1 ), 18–32. [ Google Scholar ]
Sembiring, M. J., Fatihudin, D., Mochklas, M., & Holisin, I. (2020). Banking employee performance during pandemic Covid-19: Remuneration and motivation . Journal of Xi'an University of Architecture & Technology , 12 ( VII ), 64–71. [ Google Scholar ]
Shaw, W. S., Main, C. J., Findley, P. A., Collie, A., Kristman, V. L., & Gross, D. P.. (2020). Opening the workplace after COVID-19: What lessons can be learned from return-to-work research? . Journal of Occupational Rehabilitation , 30 , 299–302. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Spurk, D., & Straub, C. (2020). Flexible employment relationships and careers in times of the COVID-19 pandemic . Journal of Vocational Behavior , 103435 , 1–4. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Tan, W., Hao, F., McIntyre, R. S., Jiang, L., Jiang, X., Zhang, L., … Luo, X. (2020). Is returning to work during the COVID-19 pandemic stressful? A study on immediate mental health status and psychoneuroimmunity prevention measures of Chinese workforce . Brain, Behavior, and Immunity , 87 , 84–92. doi: 10.1016/j.bbi.2020.04.055 [ PMC free article ] [ PubMed ] [ CrossRef ] [ Google Scholar ]
Wang, J., Hutchins, H. M., & Garavan, T. N. (2009). Exploring the strategic role of human resource development in organizational crisis management . Human Resource Development Review , 8 ( 1 ), 22–53. [ Google Scholar ]
WHO. (2020a). Critical preparedness, readiness and response actions for COVID-19: Interim guidance, 24 June 2020. Retrieved from https://www.who.int/publications/i/item/critical-preparedness-readiness-and-response-actions-for-covid-19
WHO. (2020b). WHO Director-General's opening remarks at the media briefing on COVID-19 – 11 March 2020. Retrieved from https://www.who.int/dg/speeches/detail/who-director-general-s-opening-remarks-at-the-media-briefing-on-covid-19---11-march-2020
Wong, E., Ho, K., Wong, S., Cheung, A., & Yeoh, E. (2020). Workplace safety and coronavirus disease (COVID-19) pandemic: survey of employees. Bull World Health Organ. E-pub, 20.
World Economic Forum. (2020). COVID-19's workforce impact . Strategic Intelligence . Retrieved from https://intelligence.weforum.org/topics/a1G0X000006O6EHUA0?tab=publications [ Google Scholar ]
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management . Journal of Management , 18 ( 2 ), 295–320. [ Google Scholar ]
Yu, Z., Wang, G., Goldman, E., Zangerl, B., Xie, N., Cao, Y., … Maida, M. (2021). COVID-19 vaccine: Call for employees in international transportation industries and international travelers as the first priority in global distribution . Open Medicine , 16 ( 1 ), 134–138. [ PMC free article ] [ PubMed ] [ Google Scholar ]
Zhou, X., Snoswell, C. L., Harding, L. E., Bambling, M., Edirippulige, S., Bai, X., & Smith, A. C. (2020). The role of telehealth in reducing the mental health burden from COVID-19 . Telemedicine and e-Health , 26 ( 4 ), 377–379. [ PubMed ] [ Google Scholar ]

Top Colleges
Top Courses
Entrance Exams
Admission 2024
Study Abroad
Study in Canada
Study in UK
Study in USA
Study in Australia
Study in Germany
IELTS Material
Scholarships
Sarkari Exam
Visual Stories
Write a review
Login/ Register
Login / Register

75+ Human Resources Dissertation Topics in 2024

Manali Ganguly ,

Mar 4, 2024

Share it on:

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

75+ Human Resources Dissertation Topics in 2024

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

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

Table of Contents

What is a Human Resource Dissertation?

How to Write an HR Dissertation?

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

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

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

1. HR Dissertation Topics on Organisational Culture

The HR dissertation topics on organisational culture are:

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

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

2. HR Dissertation Topics on Risk Management

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

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

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

3. HR Dissertation Topics on Learning and Development

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

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

Also Check: List of MBA HR Project Topics for Students

4. HR Dissertation Topics on Strategy

The HR dissertation topics based on strategies are given below:

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

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

5. HR Dissertation Topics on Diversity

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

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

5. HR Dissertation Topics on Performance Management

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

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

6. HR Dissertation Topics on Employee Motivation

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

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

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

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

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

POST YOUR COMMENT

Theses and Dissertations (Human Resource Management)

UnisaIR Home
College of Economic and Management Sciences
School of Management Sciences
Department of Human Resource Management
By Issue Date

Search within this collection:

The copyright of the items in this collection belongs to the University of South Africa.

Recent Submissions

Knowledge management framework for performance in a public sector organisation in Ghana Abiru, Shaibu Ternni ( 2022-11 ) The emergence of knowledge-based economies globally, has emphasised knowledge management (KM) practices in organisations as the emerging path for employees’ performance effectiveness. To this effect, one important way of ...
Human resource practices and retention of academics: a phenomenological inquiry Ntuli, Faith ( 2023 ) The study explored the lived work experiences of academics working at a South African higher education institution (HEI) in order to obtain a better understanding of how this organisation can draw on factors relating to ...
Exploring HRM support for expatriation management: career capital experiences and employability of expatriates in multinational companies Singh, Asheena ( 2020 ) Research about Expatriate Management became more diverse or heterogenous. The aim of this study was to explore Human Resource Management (HRM) support from the career capital experiences of expatriates within the context ...
Developing a psychological retention framework for private organisations Mujajati, Ester ( 2022-10-31 ) The current research focused on exploring the relationship dynamics between the retention- related dispositions (organisational commitment, job embeddedness and hardiness) in relation to resilience-related behaviour ...
A human resource risk management conceptual framework for academic staff retention in an Open Distance Electronic Learning university in South Africa Molotsi, Tebogo Kefilwe ( 2021-02-28 ) The recruitment and retention of adequate and capable academics staff members with the right skills and knowledge in higher education institutions is a growing global problem. This is particularly the case in the African ...
Examining the learning style preferences of offenders at the Johannesburg female correctional centre Sivhidzho, Mulalo Unity ( 2021-02 ) The aim of this study was to examine the learning style preferences of offenders at the Johannesburg Female Correctional Centre. There are high numbers of offenders who drop out of correctional service school and ...
Examining the relationship between the psychological contract, organisational committment and employee retention in the water control sector of South Africa Ngakantsi, Israel Setlhogo ( 2022-01 ) The objectives of the study were: (1) to determine the relationship between psychological contract (measured by the Psychological Contract Questionnaire), organisational commitment (measured by the Organisational Commitment ...
A model for maximising electronic human resource management macro-level consequences: the role of actors Nyathi, Musa ( 2021-06 ) The use of electronic Human Resource Management (e-HRM) has increased phenomenally in recent years, in order to achieve various positive consequences such as lower costs, improved relations amongst and between e-HRM ...
Towards a framework too enhance Millennials' and Generation Xers' well-being during the Covid-19 pandemic Van der Linde, Bernadine Anine ( 2020-12 ) Orientation: While adversity causes devastation, it can also cause individuals to assume a new and positive perspective on life. Positive emotions can assist individuals in overcoming adversity, safeguard them against ...
The relationship between generational cohorts, positive coping and retention factors amongst engineers Samuel, Samantha ( 2022-04 ) This research focuses on the relationship between generational cohorts, positive coping and retention factors and to determine whether individuals differ significantly in terms of their demagogical variables (gender, race, ...
The relationship between organisational justice, employee motivation and organisational commitment within a South African steel industry Pikanegore, Roderick ( 2021-01 ) Previous studies on the effect of organisational justice, employee motivation, and organisational commitment are well documented—however, the association between these variables in a South African Steel industry is unknown. ...
Talent management, work engagement and retention of professional nurses in Gauteng Academic hospitals Lerotholi, Mpho ( 2021 ) This study investigated the relationships between talent management, work engagement and employee retention with the aim of enhancing the retention of professional nurses at Gauteng academic hospitals. The investigation ...
Training needs analysis and talent management of administrative staff at a health sciences university Matlakala, Heriet Nancy ( 2021-02 ) The aim of this research was to establish the link between the training needs analysis (TNA) process and talent management (TM) practices of administrative staff at a health sciences university (HSU). The nature of the ...
The relationship between work ethics climate, retention factors and organisational commitment of nurses in a South African public hospital Kau, Mahlamakiti Derisa ( 2021-04 ) Previous studies evidenced the association between work ethics climate, retention factors and organisational commitment separately. However, research combining all these variables have not yet been done. The purpose of the ...
A human resource practitioner framework to support the engagement of academics in research ethics Uys, Marie ( 2021-02 ) This study explored academic researchers’ engagement in research ethics at an OpenDistance Learning (ODL) institution in South Africa (SA), with the intention of discovering the way in which human resource management (HRM) ...
A proposed trust management model for organisations: the case of the Ethiopian banking sector Getachew Wagaw Temesgen ( 2021-05 ) Ethiopia, a developing country on the African continent, has experienced double digit growth during the last decade. To sustain this growth, the country needs a sound and healthy banking sector. Consensus exists that ...
Human resource development enhances employee performance: a case of the City of Tshwane Metropolitan Municipality Cutu, Sandisiwe ( 2021-06 ) Municipality is a sphere of government that is closest to the people and that deals with provision of services to the people of the country on daily basis. Therefore, human resource training is important to grow the skills ...
Talent retention framework for the hospitality industry Kruger, Patsy Loura ( 2020-12 ) This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to ...
The influence of supervisory behaviour and the internal work environment on employee-driven innovation and creativity in an open distance e-Learning institution in South Africa Leach, Geraldine Christine ( 2020-01 ) Innovation and creativity are regarded as key drivers for organisational innovative success. Organisations that do not have a strategic focus on innovation and creativity and do not have a culture fostering innovative ...
Constructing a framework for conflict management within a South African employment relations context Holtzhausen, Magdalena Maria Elizabeth ( 2020-01 ) The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by ...

Search UnisaIR

All of unisair.

Communities & Collections

This Collection

Van der Linde, Bernadine Anine (2)
Abiru, Shaibu Ternni (1)
Adams, Gavin (1)
Boikhutso, Tryphosa Mathakadu (1)
Botha, Jo-Anne (1)
Breedt, M. (1)
Coetzee, Mariette (1)
Cutu, Sandisiwe (1)
De Bruyn, A.J. (1)
Dominic, Uzhenyu (1)
... View More
Organisational commitment (8)
658.3140968 (6)
Employee retention -- South Africa (5)
Organizational commitment -- South Africa (5)
Training (5)
Career adaptability (4)
Human resource management (4)
Performance management (4)
Personnel management -- South Africa (4)
Retention factors (4)

Date Issued

2020 - 2023 (21)
2010 - 2019 (26)
2000 - 2009 (2)

Has File(s)

View Usage Statistics

Dissertation Services

Dissertation Writing Service
Dissertation Assistance Service
Dissertation Consulting Service
Buy Dissertation
Dissertation Abstract Writing Services
Dissertation Formatting Service
Buy Dissertation Methodology
Dissertation Case Study Service
Pay For Dissertation
Dissertation Chapter Writing Services
Dissertation Conclusion Services
Dissertation Data Analysis Services
Dissertation Discussion Writing Services
Dissertation Introduction Writing Service
Dissertation Outline Service
Online Dissertation Help
Write My Dissertation
Do My Dissertation
Help With Thesis Writing Service
Dissertation Writing England
Dissertation Writing Service London
Dissertation Writing Northern Ireland
Dissertation Writing Scotland
Dissertation Writing Wales
Personal Statement Writing Service

Dissertation Subjects

Marketing Dissertation
Digital Marketing Dissertation
Law Dissertation Help
Economics Dissertation
Accounting Dissertation
Business Management Dissertation
Nursing Dissertation
Psychology Dissertation
Social Media Marketing Dissertation
English Literature Dissertation Help
Finance Dissertation
History Dissertation
HRM Dissertation
IT Dissertation
Linguistics Dissertation Help
Supply Chain Management Dissertation Help
Health And Social Care Dissertation

Dissertation Levels

Buy Master Dissertation
MBA Dissertation Writing Service
Buy PhD Dissertation
Masters Dissertation Proposal Help
MBA Dissertation Proposal Help
PhD Data Collection Services
PhD Dissertation Proposal Help
PhD Qualitative Data Analysis Services
Master Thesis Help
PhD Thesis Writing Help
PhD Dissertation Editing
Finance Dissertation Editing
Digital Marketing Dissertation Editing
Accounting Dissertation Editing
Sociology Dissertation Editing
English Literature Dissertation Editing
Economics Dissertation Editing
Linguistics Dissertation Editing
Business Management Dissertation Editing
Psychology Dissertation Editing
Marketing Dissertation Editing
Academic Poster Designing Services
Dissertation PowerPoint Presentation Service
Dissertation Presentation Writing Services
Literature Review Writing Service
Primary Data Collection Service
Qualitative Data Dissertation Services
Research Data Collection Service
Secondary Data Collection Help
DISSERTATION SERVICES
DISSERTATION SUBJECTS
DISSERTATION LEVELS
Buy MBA Dissertation
PhD Dissertation Editing Services

Hire a Writer

Get an expert writer for your academic paper

Check Samples

Take a look at samples for quality assurance

Dissertation Topics

Free customised dissertation topics for your assistance

HRM Dissertation Topics
Accounting Dissertation Topics (8)
Banking & Finance Dissertation Topics (10)
Business Management Dissertation Topics (35)
Economic Dissertation Topics (1)
Education Dissertation Topics (12)
Engineering Dissertation Topics (9)
English Literature Dissertation Topics (3)
HRM Dissertation Topics (3)
Law Dissertation Topics (13)
Marketing Dissertation Topics (9)
Medical Dissertation Topics (7)
Nursing Dissertation Topics (10)
Other Topics (10)
Supply Chain Dissertation Topics (2)
Biomedical Science (1)
Business Management Research Topics (1)
Computer Science Research Topics (1)
Criminology Research Topics (1)
Economics Research Topics (1)
Google Scholar Research Topics (1)
HR Research Topics (1)
Law Research Topics (1)
Management Research Topics (1)
Marketing Research Topics (1)
MBA Research Topics (1)
Medical Research Topics (1)
How To (22)

Get a native to improve your language & writing

Enjoy quality dissertation help on any topic

Qualitative & Quantitative data analysis

List of HRM Dissertation Topics For An Ingenious Dissertation

Date published July 31 2020 by Hector Shaw

Human resource management is the study of hiring, training, motivating, and developing relationships with labor laws. It encompasses the strategies that involve drafting payrolls and making sure that employee benefits are delivered on time. In simple words, your HRM dissertation topics would cater to the issues employee face and their solution in the light of labor laws. There are many ways to come up with a topic for your HRM dissertation, but the best method is to use our list of top HRM dissertation topics for help.

How “Dissertation Proposal” Can Help You!

Our top dissertation writing experts are waiting 24/7 to assist you with your university project, from critical literature reviews to a complete masters dissertation.

HRM Dissertation Topics That Will Serve Your Purpose!

Human resources is a complicated subject as it deals with abstract and practical knowledge. Being an HR professional requires you to be good with people as well as monitor their performance. Since this subject caters to many responsibilities, finding a compelling HRM dissertation topic is not an easy task. However, you can always leverage from our list of scholarly topics that will get you an A grade for sure!

The importance of training and development in the growing organization of the UK.
The role of Human resource officers in ensuring employee’s problems are adequately dealt within the UK.
An investigation of human rights law in guiding the process flow for the HR department in an organization.
A literature review study on the impacts of training and development of employees on the growth of the organization.
The impact of soft skills training in building more robust employees for customer service business in the UK.
The role of international training seminars in broadening the perspective of employees of small scale organization in the UK.
The effects of poor selection by human resources on the performance of the organization in the UK.
The effectiveness and importance of performance management by human resources to meet the organizational goals. An in-depth case study approach.
An investigation of employee’s skill improvement through performance management in the multinational organization of the UK.
The effects of bad stress on the performance of employees in a competitive working environment.
The effectiveness of award based appreciation system over monetary prizes on the performance of employees in the organization.
The effects of the efficient use of employee working hours on the sales performance of E-commerce businesses in the UK.
A comparative study between same level employees with different wages. Is it fair?
An explanation of a constructive comparison between public sector appraisal and private sector appraisal in the UK.

Get Free Customize Topics Now

Academic Level Undergraduate Masters PhD Others

HRM Dissertation Ideas That Leave Your Instructor Awe-Struck!

The foundation for every astonishing dissertation topic is an idea. If you begin with an HRM dissertation idea in your mind, you will automatically keep yourself in boundaries of creativity. Otherwise, there are chances that you might deviate from the topic. Ideation is a complicated process because you would need to brainstorm with industry leaders and professionals. If you want to avoid the hassle of chasing people around, you can use our list of HRM dissertation ideas to kick start your brain.

Explain the processes of HR management and their impacts on employee branding in the UK.
The role of video marketing in helping HR create a better market for company branding in the UK.
The role of supportive HR in developing employees. How does it affect the revenue of the company
The relationship between tangible benefits and intangible benefits. An approach from the perspective of HR officers.
Human Resource Development as a primary object of business. How does it affect the business flow
Safer working environments and their impacts on decreasing employee turnover rate.
The optimized use of pressure tactics by the organizations. Should HR managers do pressure planning?
The role of hiring and firing by managers before HR was introduced. A literature review study.
The importance of setting up workplace rules. Should HR do this job as well?
What is the role of 360 assessment in uplifting employee motivation?
The importance of succession planning in high tier organization of the UK.
A comparative study between hi potential employees and the average employee. Who is more likely to achieve success?
The impacts of department switch in keeping the employee momentum high in the multinational organization of the UK.

Consult Our Writers to Discuss Your Needs

View different varieties of dissertation topics and samples on multiple subjects for every educational level

Custom HRM Dissertation Topics

HRM is not an easy subject. It becomes all the more difficult when your instructor has a specific set of requirements from your dissertation. These demands can only be matched by industry experience and professional dissertation writers. If you find yourself trapped in the same position, you can join the bandwagon of 2000+ students who have received our help. Our HRM dissertation writing service provide custom HRM dissertation topics as well as write an entire dissertation on your behalf. Don’t worry about anything, the latest technology secures our system and your information is safe with us!

Human resource management is the study of managing, appreciating, hiring, and training employees of an organization. The subject divides into many different categories as it advances further. However, the crux of Human resource management is to accept that humans are the most vital resource of any business. The study teaches multiple ways to leverage human capital and analyzing the performance of employees.

The best time to write your dissertation is when you are communicated with the requirements of your instructor. Since dissertation writing is a brain-wrecking process, it is best to start early and do little every day. Once you make this into a routine, you would eventually start wrapping up things quickly and have an excellent dissertation before your final submission.

Writing any dissertation can take up to 3-4 months. In the case of HRM dissertation, the period can vary according to your instructor's requirements. Since University students aren't practiced in the art of dissertation writing, it becomes a challenging task. Many students in the UK have taken our dissertation writing help and scored above average grades without investing their time.

Your dissertation proposal is a request you make to the committee or your instructor to approve your topic. In this case, one should always send a finalized topic with ample literature review to support why this field of the topic needs research. However, it is always best to draft multiple dissertation proposals before finalizing. It helps to ensure that your ideas are a great match against the requirements laid down by your instructor.

Latest HRM Dissertation Topics (2021-2022)

Analysis of how human resource management is making a business portfolio easy to understand and evaluate.
Evaluation of how Employee turnover impacts the efficient working of HR.
Critically analyse the understanding of how HR is a building force for every successful Organization.
How fun at workplace is affecting the workplace law and its enforcement.
Systematic analysis on how effective working environment should be considered as a basic duty and task of an HR department.
Explain the evaluation of HR management in the professional institutes of UK.
Critically analyse how the video interview has been rapidly helping HR to save their time and efforts.
Critically present the idea of employee branding among successful organisations of UK.
Impact of Loyal customers on the planning of HR while hiring and firing.
Critical analysis of the Human resource management of a firm to encourage and increase their brand recognition.