research projects on human resource management

• Book a Speaker

SHRM Research

Our vision is to advance the HR profession by providing evidence-based insights, recommendations and innovations at the intersection of people and work. The intended outcomes for our research are to improve the employee experience and advance business performance in organizations. 

Email us: SHRM.Research@shrm.org

Employee Benefits Survey

The SHRM Employee Benefits Survey is one of the longest-running annual research reports covering trends in employee benefits among organizations in the United States.

SHRM Voice of Work Research Panel FAQ

The SHRM Voice of Work Research Panel is a diverse group of HR professionals who represent U.S. organizations and the HR profession by serving as the voice of all things work, workers and the workplace.

SHRM Benchmarking

Gain access to key HR and business metrics you can use at your own organization to craft stronger recommendations and make better decisions.

Organizational and Employee Resilience Research Report

SHRM Research and Gap International surveyed 620 senior leaders and over 1,000 full-time employees to determine which factors contribute to organizational and employee resilience.

2023-2024 SHRM State of the Workplace

This year’s State of the Workplace report hones in on the major issues organizations faced in 2023 and what they foresee looking ahead into 2024. Integrating the perspectives of HR professionals, HR executives and U.S. workers, it addresses inflation, labor shortages, the state of HR departments and organizations’ adoption of AI.

Employee Experience

Organizations have long attempted to gauge the mood of their workforces using measures such as employee job satisfaction, engagement or turnover intent. In recent years, employee experience has gained popularity as a more holistic concept.

The State of Global Workplace Culture in 2023

Expectations and Realities: Preparing the Next Generation of Talent for the World of Work

SHRM and Handshake conducted a joint survey to explore the skills emerging professionals need, how employers evaluate emerging talent, and what emerging professionals are looking for in an employer.

SHRM Research Business Solutions

Employee Engagement Survey Service

Help your employees thrive as the world of work changes by learning what they need to enage, perform and stay.

Salary Data Service

Get empowered with trusted HR-reported data, intuitive software and insights you need to make smart decisions and get pay right.

Recommended by SHRM

HR Daily Newsletter

New, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.

Success title

Success caption

International Journal of Innovations in Business

• For Readers
• For Authors
• For Librarians
• Subscribe / Unsubscribe
• Other Journals
• Announcements

THE ROLE OF HUMAN RESOURCE MANAGEMENT IN RESEARCH AND DEVELOPMENT PROJECTS

Research and development (R&D) processes are drivers of growth and development of each organization since those provide an important contribution to innovation and competitive advantage. These processes have to be properly managed, because well managed innovations create value and profit, develop sustainable competitive advantage, attract and retain talents, make flexible and proactive organization.

Since human resources are inevitable element of each innovation process and R&D, authors decided to analyze human resource management (HRM) in function of successful R&D processes and projects.

The subject of this paper was the analysis of HRM functions which are considerable for innovation and research & development. The aim of this paper was to point out the importance of HRM in contemporary R&D and benefits that HRM creates in innovation and R&D processes. As results of the literature analysis, authors found out that many problems during R&D projects are related to miscommunication, misunderstanding and poor human capital. All these can be avoided by adequate implementation of the HRM practices such as rewarding system, adequate training and development, leadership, teamwork and of course, performance appraisal.

Authors concluded that companies should execute HRM practices simultaneously if they want to avoid possible problems in R&D, and generate expected value from projects.

Adnan, Z., Abdullah, H.S. & Ahmad, J. 2011. Direct Influence of Human Resource Management Practices on Financial Performance in Malaysian R&D Companies. World Review of Business Research, 1(3), 61-77.

Ahmed, P.K. & Shepherd, C.D. 2010. Innovation Management: context, strategies, systems and processes. Harlow, England: Pearson Education Limited.

Andrejić, M. D., Đorović, B. D. & Pamučar, D. S. 2011. Upravljanje projektima po pristupu projekt menadžmenta. Vojnotehnički glasnik, 59(2), 142-157.

Angel, P.O. & Sanchez, L.S. 2009. R&D managers' adaptation of firms' HRM practices. R&D Management, 39(3), 271-290.

Atkinson, R. 1999. Project management: cost, time and quality, two best guesses and a phenomenon, it’s time to accept other success criteria. International Journal of Project Management, 17(6), 337–342.

Belout, A. & Gauvreau, C. 2004. Factors influencing project success: the impact of human resource management. International Journal of Project Management, 22(1), 1-11.

Bigliardi,B., Galati,F. & Petroni, G. 2011. Collaborative modes of R&D: the new challenges for personnel management. International Journal of Business, Management and Social Sciences, 2(3), 66-74.

Bobera, D. 2006. Merenje performansi projekta. Strategijski menadžment, 11(1-2), 84-89.

Bobera, D. 2007. Projektni menadžment (2nd Ed.). Subotica: Ekonomski fakultet.

Bobera, D. 2008. Menadžment istraživačko razvojnim projektima. Anali Ekonomskog fakulteta u Subotici, 19, 133-144.

Brewster, C., Sparrow, P. & Vernon, G. 2007. International Human Resource Management (2nd Ed.). London: Chartered Institute of Personnel and Development.

Collins, C. J. & Clark, K. D. 2003. Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. The Academy of Management Journal, 46(6), 740-751.

Dodgson, M., Gann, D. & Salter, A. 2008. The Management of Technological Innovation. New York: Oxford University Press.

European Union. April 2012. Retrieved from http://europa.eu/pol/rd/, 08/04/2020/.

Hamish G. H. Elliott, 2003. SHRM Best-Practices & Sustainable Competitive Advantage: A Resource-Based View, Otago Graduate Management Review, 1, 43–57.

Harris, J. & McCormic, M. 1977. Benefits of establishing a pipeline management process for high technology companies. Insight, Summer, 9(2), PRTM.

Huang Y-A., Chung, H-J. & Lin, C. 2009. R&D sourcing strategies: determinants and consequences. Technovation, 29, 155-169.

Huang, E.Y., Lin, S-C. 2006. How R&D management practice affects innovation performance: An investigation of the high-tech industry in Taiwan. Industrial Management & Data Systems, 106(7), 966 – 996.

Kahn, C. & McGourty, S. 2009. Performance Management at R&D Organizations: Practices and Metrics from Case Examples. USA: The MITRE Corporation.

Kerzner, H. (2009). Project Management (10th Ed.). John Wiley and Sons.

Khalid,J., Latif, A., Usman, S. & Gillani, A. 2011. Impact of SHRM Practices on Organizational Performance: An application of Universalistic approach. European Journal of Business and Management, 3(3), 316-326.

Kulatunga, U., Amaratunga, D. & Haigh, R. 2011. Structured approach to measure performance in construction research and development: Performance measurement system development. International Journal of Productivity and Performance Management, 60(3), 289 – 310.

Martell, K.D. & Carroll, S.J.Jr. (995. The role of HRM in supporting innovation strategies: recommendations on how R&D managers should be treated from an HRM perspective. R&D Management, 25(1), 91-104.

Min-peng, X., Xiao-hu, Z. & Duan xin. 2012. Modeling of Engineering R&D Staff Performance Appraisal Model Based on Fuzzy Comprehensive Evaluation. Systems Engineering Procedia, 4, 236–242.

Nacinovic, I., Galetic, L. & Cavlek, N. 2011. Corporate Culture and Innovation: Implications for Reward Systems. International Journal of Social and Human Sciences, 3, 241-246.

OECD. 2012. OECD Factbook 2011-2012: Economic, Environmental and Social Statistics, OECD Publishing.

Petroni, G., Venturini, K. & Verbano, C. 2012. Open innovation and new issues in R&D organization and personnel management. The International Journal of Human Resource Management, 23(1), 147-173.

Pinto, J. (2010). Project Management – Achieving Competitive Advantage (2nd Ed.), Pearson.

PMI. 2008. A Guide to the Project Management Body of Knowledge (PMBOK® Guide) – Fourth Edition. Newtown Square, Pennsylvania: Project Management Institute, Inc.

Recent developments in Serbian R&D system - a statistical outlook. August, 2011. Retrieved from http://www.euraxess.rs/sitegenius/article.php?id=882, 08/04/2020.

Song, M. & Parry, M.E. 1996. What Separates Japanese New Product Winners From Losers. The Journal of Product Innovation Management, 13(5), 422-439.

Song, M., Thieme, R.J. & Xie, J. 1998. The Impact of Cross-Functional Joint Involvement Across Product Development Stages: An Exploratory Study. The Journal of Product Innovation Management, 15(4), 289-303.

Štangl Šušnjar, G. & Zimanji, V. 2005. Menadžment ljudskih resursa. Subotica: Ekonomski fakultet.

Štangl-Šusnjar, G., & Leković, B. 2009. Performance – based pay in human resources development. Strategic Management, 14(3), p. 1 – 14.

Tan, C.L. & Nasurdin, A.M. 2011. Human Resource Management Practices and Organizational Innovation: Assessing the Mediating Role of Knowledge Management Effectiveness. The Electronic Journal of Knowledge Management, 9(2), 155-167.

Turner J.R. & Muller R. 2003. On the nature of the project as a temporary organization. International Journal of Project Management, 21(1), 1-8.

Turner, J.R. 1999. The handbook of project based management (2nd Ed.). London: McGraw-Hill.

Tzafrir, S.S. 2006. A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time. Journal of Managerial Psychology, 21(2), 109 – 130.

Wang, C.W., & Horng, R.Y. 2002. The Effects of Creative Problem Solving Training on Creativity, Cognitive Type and R&D Performance, R&D Management, 32(1), 35-45.

Wolfe, R.M. 2010. U.S. Businesses Report 2008 Worldwide R&D Expense of $330 Billion: Findings from New NSF Survey. InfoBrief NSF 10-322. Arlington, VA: National Science Foundation. Retrieved from http://www.nsf.gov/statistics/infbrief/nsf10322/.

Wright, P.M., Gardner, T.M. & Moynihan, L.M. 2003. The impact of HR Practices on the Performance of Business Units. Human Resource Management Journal, 13(3), 21-36.

• There are currently no refbacks.

Human Resources Research Paper Topics For 2024

Table of contents

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

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

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

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

How to choose a Human Resources topic for your project?

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

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

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

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

Human Resources Management Research Topics

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

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

Need help with your research paper? Get your paper written by a professional writer Get Help Reviews.io 4.9/5

Equal Employment Opportunity HR Research Topics

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

Career Development HR Research Topics

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

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

Research Topics on Recruitment and Selection

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

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

HR Risk Management Topics

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

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

Workplace Safety HR Topics

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

Trending HR Topics

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

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

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

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

Readers also enjoyed

WHY WAIT? PLACE AN ORDER RIGHT NOW!

Just fill out the form, press the button, and have no worries!

We use cookies to give you the best experience possible. By continuing we’ll assume you board with our cookie policy.

Learn to Change the World

Farewell, Dean Long

Bridget Terry Long will depart her role as dean at the end of June, leaving a legacy of commitment, adaptability, and innovation in the field

Phase Two: The Reach

Reach Every Reader on its impact and the project’s next phase

The Human Element of Data and AI

Gahyun Callie Sung's journey to HGSE and the LIT Lab is reflected in her research into data and using AI to improve student outcomes

A Place to Thrive

Explore how you can connect, grow, deepen your work, and expand your horizons at the Harvard Graduate School of Education.

Degree Programs

Through a rich suite of courses and co-curricular experiences, along with the mentorship of exceptional faculty, a degree from Harvard Graduate School of Education prepares you to make a difference in education today.

Residential Master’s in Education

Immersive campus experience for aspiring and established educators, leaders, and innovators, with five distinct programs to choose from and rich opportunities to personalize your study and deepen your interests.

Online Master's in Education Leadership

Part-time, career-embedded program, delivered online, for experienced educators looking to advance their leadership in higher education or pre-K–12.

Doctor of Education Leadership

Preparing transformative leaders to have the capacity to guide complex organizations, navigate political environments, and create systemic change in the field of education.

Doctor of Philosophy in Education 

Training cutting-edge researchers who work across disciplines, generate knowledge, and translate discoveries into transformative policy and practice.

Professional Development

For early childhood professionals.

Programs designed to support the learning and development of early childhood professionals working in diverse settings.

For K-12 Professionals

A robust portfolio of programs serving teachers, school leaders, district administrators, and other education professionals.

For Higher Education Professionals

Leadership and career development programs for college and university administrators.

Ideas and Impact

From world-class research to innovative ideas, our community of students, faculty, and alumni are transforming education today.

Do We Need Happiness Teachers?

After a trip to meet with the Dalai Lama, an Ed.L.D. student says we do

To Improve Learning For Each Learner, Turn a Mirror on Your System

New book extends Data Wise model to the system level

Faculty in the Media

With deep knowledge of the education field, HGSE faculty members influence current conversations in the media, giving educators and students a much-needed voice for positive change.

"We have trained people to think that this is an add-on, or we have not trained them at all. If we don’t train them, then of course they’re going to think this is something that’s not important."

AI in Human Resource Management: Literature Review and Research Implications

• Published: 24 January 2024

Cite this article

• Yuming Zhai 1 ,
• Lixin Zhang 1 &
• Mingchuan Yu   ORCID: orcid.org/0000-0001-7576-509X 2  

1136 Accesses

Explore all metrics

This study sorted out the literature on the application of AI in HRM from 2012 to 2021 using CiteSpace to derive the history of research in this field. Further, the research emphasis has shifted from the AI algorithm level to the application level. We proposed a conceptual paradox model to explain the positive and negative effects of AI in workplaces. We also discussed theoretically the practical implications of this study. Finally, this study offers relevant information that can help support and expand future research.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Price includes VAT (Russian Federation)

Instant access to the full article PDF.

Rent this article via DeepDyve

Institutional subscriptions

Similar content being viewed by others

Artificial intelligence and HRM: identifying future research Agenda using systematic literature review and bibliometric analysis

Impact of Artificial Intelligence on HR practices in the UAE

A Bibliometric Analysis of Artificial Intelligence and Human Resource Management

Availability of data and materials.

The datasets generated for this study are available on request to the corresponding author.

Aboytes-Ojeda, M., Castillo-Villar, K. K., & Eksioglu, S. D. (2019). Modeling and optimization of biomass quality variability for decision support systems in biomass supply chains. Annals of Operations ResEarch, 314 (2), 319–346.

Article   Google Scholar  

Aghion, P., Jones, B. F., & Jones, C. I. (2017). Artificial intelligence and economic growth . NBER Working Papers.

Book   Google Scholar  

Alavi, M., Marakas, G. M., & Yoo, Y. (2002). A comparative study of distributed learning environments on learning outcomes. Information Systems Research, 13 , 404–415.

Ang, S., & Cummings, L. L. (1994). Panel analysis of feedback-seeking patterns in face-to-face, computer-mediated, and computer-generated communication environments. Perceptual and Motor Skills, 79 , 67–73.

Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). HR andanalytics: Why HR is set to fail the big data challenge. Human Resource Management Journal, 26 (1), 1–11.

Atsalakis, G. (2014). New technology product demand forecasting using a fuzzy inference system. Operational Research, 14 (2), 225–236.

Bader, V., & Kaiser, S. (2019). Algorithmic decision-making? The user interface and its role for human involvement in decisions supported by artificial intelligence. Organization, 26 (5), 655–672.

Bag, S., Gupta, S., Kumar, A., & Sivarajah, U. (2021). An integrated artificial intelligence framework for knowledge creation and B2B marketing rational decision making for improving firm performance. Industrial Marketing Management, 92 , 178–189.

Ballouki, I., Douimi, M., & Ouzizi, L. (2017). Decision support tool for supply chain configuration considering new product re-design: An agent-based approach. Journal of Advanced Manufacturing Systems, 16 (4), 291–315.

Bankins, S., & Formosa, P. (2020). When AI meets PC: Exploring the implications of workplace social robots and a human-robot psychological contract. European Journal of Work and Organizational Psychology, 29 (2), 215–229.

Beer, D. (2017). The social power of algorithms. Information, Communication & Society, 20 , 1–13.

Beer, M., Spector, B., & Lawrence, P. R. (1984). Managing human assets: The groundbreaking . Harvard Business Program.

Google Scholar  

Bell, M. P., Marquardt, D., & Berry, D. P. (2014). Diversity, immigration, and the new American multi-racial hierarchy. Journal of Managerial Psychology, 29 (3), 285–303.

Benbya, H., Davenport, T. H., & Pachidi, S. (2021). Artificial intelligence in organizations: Current state and future opportunities . Social Science Electronic Publishing.

Bera, K., Schalper, K. A., Rimm, D. L., Velcheti, V., & Madabhushi, A. (2019). Artificial intelligence in digital pathology-new tools for diagnosis and precision oncology. Nature Reviews Clinical Oncology, 16 (11), 703–715.

Borges, A. F., Laurindo, F. J., Spínola, M. M., Gonçalves, R. F., & Mattos, C. A. (2021). The strategic use of artificial intelligence in the digital era: Systematic literature review and future research directions. International Journal of Information Management, 57 , 102225.

Braganza, A., Chen, W., Canhoto, A., & Sap, S. (2021). Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust. Journal of Business Research, 131 , 485–494.

Brown, K. G. (2001). Using computers to deliver training: Which employees learn and why. Personnel Psychology, 54 , 271–296.

Brynjolfsson, E., & McAfee, A. (2017). The business of artificial intelligence . Harvard Business Review. https://starlab-alliance.com/wp-content/uploads/2017/09/AI-Article.pdf

Brynjolfsson, E., Rock, D., & Syverson, C. (2017). Artificial intelligence and the modern productivity paradox: A clash of expectations and statistics . National Bureau of Economic Research.

Cançado, L. V., Vendramine, F. M., Corrêa, A. D., Oliveira, J. E., Castro, P. S., Chapman, D. S., Uggerslev, K. L., & Webster, J. (2003). Applicant reactions to face-to-face and technology-mediated interviews: A field investigation. Journal of Applied Psychology, 88 , 944–953.

Cappelli, P., Tambe, P., & Yakubovich, V. (2019). Artificial intelligence in human resources management: challenges and a path forward . Social Science Electronic Publishing.

Cardy, R. L. and Miller, J. S. (2005). eHR and performance management: A consideration of positive potential and the dark side. In H. G. Gueutal, & D. L. Stone (Eds.) , 138–165.

Chapman, D. S., Uggerslev, K. L., & Webster, J. (2003). Applicant reactions to face-to-face and technology-mediated interviews: A field investigation. Journal of Applied Psychology, 88 , 944–953.

Charlwood, A., & Guenole, N. (2022). Can HR adapt to the paradoxes of artificial intelligence. Human Resource Management Journal, 20 , 545–566.

Chen, C. (2017). Science mapping: A systematic review of the literature. Journal of Data and Information Science, 2 (2), 1–40.

Cheng, M. (2017). Causal modeling in HR analytics: A practical guide to models, pitfalls, and suggestions . Academy of Management Proceedings.

Cheng, M. M., & Hackett, R. D. (2019). A critical review of algorithms in HRM: Definition, theory, and practice . Academy of Management Annual Meeting Proceedings.

Chowdhury, R., Rakova, B., Cramer, H., & Yang, J. (2020). Putting responsible AI into practice . MIT Sloan Management Review.

Cleveland Jeanette, N., Byrne Zinta, S., & Cavanagh, T. M. (2015). The future of HR is RH: Respect for humanity at work. Human Resource Management Review, 25 (2), 146–161.

Collings, D. G., Nyberg, A. J., Wright, P. M., & McMackin, J. (2021). Leading through paradox in a COVID-19 world: Human resources comes of age. Human Resource Management Journal, 31 (4), 819–833.

Davenport, T., Guha, A., Grewal, D., & Bressgott, T. (2020). How artificial intelligence will change the future of marketing. Journal of the Academy of Marketing Science, 48 (1), 24–42.

der Aalst, Van, et al. (2018). Robotic Process Automation. Department of Informatics, Decision Sciences and Systems, Technical University of Munich (TUM),. Boltzmannstr, 3 , 85748. Munich, Germany.

Dineen, B. R., & Allen, D. G. (2013). Internet recruiting 2.0: Shifting paradigms. In K. Y. T. Yu & D. M. Cable (Eds.), The Oxford Handbook of Recruitment (pp. 382–401). Oxford University Publishers.

Dineen, B. R., & Soltis, S. M. (2011). Recruitment: A review of research and emerging directions. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology , 43–66.

Duggan, J., Sherman, U., Carbery, R., & McDonnell, A. (2020). Algorithmic management and app-work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30 (1), 114–132.

Earley, P. C. (1988). Computer-generated performance feedback in the magazine-subscription industry. Organizational Behavior and Human Decision Processes, 41 , 50–64.

European Commission. (2019). A definition of artificial intelligence: Main capabilities and disciplines . EC Report. https://ec.europa.eu/futurium/en/system/files/ged/ai_hleg_definition_of_ai_18_december_1.pdf

Fay, C. H., & Nardoni, R. E. (2009). In M. J. Kavanagh & M. Thite (Eds.), Performance management, compensation, benefits, payroll, and the human resource information system (pp. 338–360)

Ferreira, K. J., Lee, B. H. A., & Simchi-Levi, D. (2016). Analytics for an online retailer: Demand forecasting and price optimization. Manufacturing and Service Operations Management, 18 (1), 69–88.

Flechsig, C., Lohmer, J., & Lasch, R. (2019). Realizing the full potential of robotic process automation through a combination with BPM. Logistics management: Strategies and instruments for digitalizing and decarbonizing supply chains-Proceedings of the German Academic Association for Business Research, Halle, 2019 (pp. 104–119). Springer International Publishing.

Chapter   Google Scholar  

Ford, M. (2015). The rise of the robots: Technology and the treat of a jobless future . Basic Books.

Gigerenzer, G., & Todd, P. M. (1999). Fast and frugal heuristics: The adaptive toolbox (pp. 3–34). Oxford University Press.

Gill, M. (2000). E-learning technology and strategy for organizations. In K. Fry (Ed.), The business of e-learning: Bringing your organization in the knowledge economy. Sydney, Austrailia: University of Technology.

Gillhan, J. (2018). The macroeconomic impact of artificial intelligence . PWC & Company Report.

Guerrero, L., & Posthuma, R. A. (2014). Perceptions and behaviors of Hispanic workers: A review. Journal of Managerial Psychology, 29 (6), 3–30.

Gupta, S., Modgil, S., & Bhattacharyya, S. (2022). Artificial intelligence for decision support systems in the field of operations research: Review and future scope of research. Annals of Operations Research, 308 , 215–274.

Guner, H. U., Chinnam, R. B., & Murat, A. (2016). Simulation platform for anticipative plant-level maintenance decision support system. International Journal of Production Research, 54 (6), 1785–1803.

Haenlein, M., & Kaplan, A. (2019). A brief history of artificial intelligence: On the past, present, and future of artificial intelligence. California Management Review, 61 (4), 5–14.

Herrmann, H. (2022). The arcanum of artificial intelligence in enterprise applications: Toward a unified framework. Journal of Engineering and Technology Management, 66 , 101716.

Hirschman, A. O. (1970). Exit, voice, and loyalty. Responses to decline in firms, organizations, and states . Cambridge, MA: Harvard University Press.

Hsiao, J. P., Jaw, C., Huan, T.-C., & Woodside, A. G. (2015). Applying complexity theory to solve hospitality contrarian case conundrums. International Journal of Contemporary Hospitality Management, 27 (4), 608–647.

Jarrahi, M. H. (2018). Artificial intelligence and the future of work: Human-AI symbiosis in organizational decision making. Business Horizons, 61 (4), 577–586.

Jatobá, M., Santos, J., Gutierriz, I., Moscon, D., Fernandes, P. O., & Teixeira, J. P. (2016). Evolution of artificial intelligence research in human resources. Procedia Computer Science, 164 , 137–142.

Jia, Q., Guo, Y., Li, Y., & Chen, Y. (2018). A conceptual artificial intelligence application framework in human resource management (pp. 106–114). Proceedings of the 18th International Conference on Electronic Business.

Jeske, D., & Santuzzi, A. M. (2015). Monitoring what and how: Psychological implications of electronic performance monitoring. New Technology, Work and Employment, 30 (1), 62–78.

Jin, X.-H., & Zhang, G. (2011). Modelling optimal risk allocation in PPP projects using artificial neural networks. International Journal of Project Management, 29 (5), 591–603.

Johnson, R. D., & Gueutal, H. G. (2011). Transforming HR through technology: The use of her and human resource information systems in organizations. SHRM effective practices guidelines series. Alexandria, Virginia: SHRM.

Johnson, R. D., Hornik, S., & Salas, E. (2008). An empirical examination of factors contributing to the creation of successful e-learning environments. International Journal of Human-Computer Studies, 66 , 356–369.

Kaplan, J. (2016). Humans Need not apply: A guide to wealth and work in the age of artificial intelligence . Yale University Press.

Kaplan, A., & Haenlein, M. (2019). Siri, Siri, in my hand: Who’s the fairest in the land? On the interpretations, illustrations, and implications of artificial intelligence. Business Horizons, 62 (1), 15–25.

Kaplan, A., & Haenlein, M. (2020). Rulers of the world, unite! The challenges and opportunities of artificial intelligence. Business Horizons, 63 (1), 37–50.

Larson, L., & DeChurch, L. A. (2020). Leading teams in the digital age: Four perspectives on technology and what they mean for leading teams. The Leadship Quarterly, 31 (1), 101–377.

Lee, M. K. (2018). Understanding perception of algorithmic decisions: Fairness, trust, and emotion in response to algorithmic management. Big Data & Society, 5 (1), 1–15.

Lee, K. C., Lee, N., & Lee, H. (2012). Multi-agent knowledge integration mechanism using particle swarm optimization. Technological Forecasting and Social Change, 79 (3), 469–484.

Lee, M. K., Jain, A., Cha, H. J., Ojha, S., & Kusbit, D. (2019). Procedural justice in algorithmic fairness: Leveraging transparency and outcome control for fair algorithmic mediation. Proceedings of the ACM on Human-Computer Interaction, 3 (CSCW), 1–26.

Leonardi, P., & Contractor, N. (2018). Better people analytics measure who they know, not just who they are . Harvard Business Review.

Li, M. (2019). Are your algorithms upholding your standards of fairness? Harvard Business Review. https://hbr.org/2019/11/are-your-algorithms-upholding-your-standards-of-fairness

Li. (2021). The application of artificial intelligence in enterprise financial risk prevention and control—Based on big data environment. Finance and Accounting Communications, 20 , 62.

Lichtenthaler, U. (2019). Extremes of acceptance: Employee attitudes toward artificial intelligence. Journal of Business Strategy, 41 (5), 39–45.

Lin, Y., Lei, H., Addo, P. C., et al. (2016). Machine learned resume-job matching solution . arXiv preprint arXiv:1607.07657

Loebbecke, C., & Picot, A. (2015). Reflections on societal and business model transformation arising from digitization and big data analytics: A research agenda. The Journal of Strategic Information Systems, 24 (3), 149–157.

Mariana, B., & Drăguţ, L. D. (2016). Random forest in remote sensing: A review of applications and future directions. Isprs Journal of Photogrammetry and Remote Sensing, 114 , 24–31.

McCarthy, J., Minsky, M. L., Rochester, N., & Shannon, C. E. (2006). A proposal for the Dartmouth summer research project on artificial intelligence. AI Magazine, 27 (4), 12–14.

McCorduck, P. (1979). Machines who think: A personal inquiry into the history and prospects of artificial intelligence . San Francisco, CA: W.H. Freeman and Company.

Mesquita, L. D. (2018). The “artificial” consumer: Approaches between artificial intelligence and marketing (pp. 3–6). Enanpad, Curitiba: ANPAD Meetings.

Mikalef, P., & Gupta, M. (2021). Artificial intelligence capability: Conceptualization, measurement calibration, and empirical study on its impact on organizational creativity and firm performance. Information & Management, 58 (3), 103–434.

Moher, D., Liberati, A., Tetzlaff, J., & Altman, D. G. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151 , 264–269.

Nascimento, M. A., & Anna, Q. M. (2010). The quest for artificial intelligence: A history of ideas and achievements (pp. 1–4). Enanpad, São Paulo: ANPAD Meetings.

Nilsson, N. (1971). Problem-solving methods in artificial intelligence . New York: McGraw-Hill.

Nilsson, N. J. (2010). The Quest for Artificial Intelligence: A history of Idea sand Achievements. Cambridge University Press, Kybernetes, 40 (9/10), 1553–1553.

O’Connell, M. S., Doverspike, D., Gillikin, S., & Meloun, J. M. (2001). Computer anxiety: Effects on computerized testing and implications for e-recruiting. Journal of e-Commerce and Psychology, 1 , 25–39.

OECD (2019). Artificial intelligence in society. OECD Publishing. Organisation for Economic Co-operation and Development. https://www.oecd.org/publications/artificial-intelligence-in-society-eedfee77-en.htm

Oracle and Future Workplace. (2019). Global research highlights how AI is changing the relationship between people and technology at work . Oracle.

Orvis, K. A., Brusso, R. C., Wasserman, M. E., & Fisher, S. L. (2011). Enabled for e-learning? The moderating role of personality in determining the optimal degree of learner control in an e-learning environment. Human Performance, 24 , 60–78.

Pessach, D., Singer, G., Avrahami, D., Ben-Gal, H. C., Shmueli, E., & Ben-Gal, I. (2020). Employees recruitment: A prescriptive analytics approach via machine learning and mathematical programming. Decision Support Systems, 134 , 113–290.

Petriglieri, G., Ashford, S. J., & Wrzesniewski, A. (2019). Agony and ecstasy in the gig economy: Cultivating holding environments for precarious and personalized work identities. Administrative Science Quarterly, 64 , 124–170.

Phillips-Wren, G., Mora, M., Forgionne, G. A., & Gupta, J. N. (2009). An integrative evaluation framework for intelligent decision support systems. European Journal of Operational Research, 195 (3), 642–652.

Piccoli, G., Ahmad, R., & Ives, B. (2001). Web-based virtual learning environments: A research framework and a preliminary assessment of effectiveness in basic IT skills training. MIS Quarterly, 25 , 401–426.

Raisch, S., & Krakowski, S. (2021). Artificial intelligence and management: The automation–augmentation paradox. Academy of Management Review, 46 (1), 192–210.

Rampersad, G. (2020). Robot will take your job: Innovation for an era of artificial intelligence. Journal of Business Research, 116 , 68–74.

Ransbotham, S., Candelon, F., Kiron, D., LaFountain, B., & Khodabandeh, S. (2021). The cultural benefits of artificial intelligence in the Enterprise . Cambridge, MA, USA: MIT Sloan Management Review and Boston Consulting Group.

Reiter-Palmon, R., Brown, M., Sandall, D. L., Buboltz, C., & Nimps, T. (2006). Development of an O*NET web-based job analysis and its implementation in the U.S. Navy: Lessons learned. Human Resource Management Review, 16 , 294–309.

Ritzer, G. (2011). The Mcdonaldization of Society . Sage.

Ruël, H., Bondarouk, T., & Looise, J. K. (2004). E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Revue, 15 , 364–380.

Salas, E., DeRouin, R., & Littrell, L. (2005). Research based guidelines for distance learning: What we know so far. In H. G. Gueutal & D. L. Stone (Eds.), The brave new world of eHR: Human resources management in the digital age (pp. 104–137). San Francisco: Jossey Bass.

Silverman, R. E., & Gellman, L. (2015). Women in the workplace (A special report) – Apps to battle job bias: Software takes on hiring and workplace practices. The Wall Street Journal Eastern edition.

Stein, V., & Scholz, T. M. (2020). Manufacturing revolution boosts people issues: The evolutionary need for “human automation resource management” in smart factories. European Management Review, 17 (2), 391–406.

Stoltzfus, J. C. (2011). Logistic regrssion: A brief primer. Academic Emergency Medicine, 10 , 1099–1104.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25 (2), 216–231.

Stone, D. L., Lukaszewski, K., & Isenhour, L. C. (2005). E-Recruiting: Online strategies for attracting talent. In H. G. Gueutal & D. L. Stone (Eds.), The Brave New World of eHR: Human Resources Management in the Digital Age (pp. 22–53). Jossey Bass.

Sullivan, J. (2014). A walk through the HR department of 2020 (pp. 7–9). Workforce Solutions Review.

Tambe, P., Hitt, L. M., Rock, D., & Brynjolfsson, E. (2019). IT, AI and the growth of intangible capital . Available at SSRN 3416289.

Toniolo, K., Masiero, E., Massaro, M., & Bagnoli, C. (2020). Sustainable business models and artificial intelligence: Opportunities and challenges. Knowledge, people, and digital transformation (pp. 103–117). Springer.

Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR from the outside in: Six competencies for the future of human resources . McGraw Hill.

van den Broek, E., Sergeeva, A., Huysman, M., & Huysman Vrije, M. (2021). When the machine meets the expert: An ethnography of developing AI for hiring. Management Information Systems Quarterly, 45 (3), 1557–1580.

Vrontis, D., Christofi, M., Pereira, V. E., Tarba, S. Y., Makrides, A., & Trichina, E. (2021). Artificial intelligence, robotics, advanced technologies and human resource management: A systematic review. The International Journal of Human Resource Management, 33 , 1237–1266.

Wallace, P., & Clariana, R. B. (2005). Test mode familiarity and performance-Gender and race comparisons of test scores among computer literate students in advanced information systems. Journal of Information Systems Education, 16 , 177–183.

Wamba-Taguimdje, S.-L., Wamba, S. F., Kamdjoug, J. R. K., & Wanko, C. E. T. (2020). Influence of artificial intelligence (AI) on firm performance: The business value of AI-based transformation projects. Business Process Management Journal, 26 (7), 1893–1924.

Wang, X., Wang, L., Zhang, L., Xu, X., Zhang, W., & Xu, Y. (2017). Developing an employee turnover risk evaluation model using case-based reasoning. Information Systems Frontiers, 19 (3), 569–576.

Welsh, E. T., Wanberg, C. R., Brown, E. G., & Simmering, M. J. (2003). E-learning: Emerging uses, empircial results and future direction. International Journal of Training and Development, 7 , 245–258.

Wei, J. (2019). Applying machine learning to human resource management systems . Huazhong University of Science and Technology. Dissertation.

Winston, P. H. (1984). Artificial intelligence (2nd ed., pp. 75–80). Addison-Wesley Longman Publishing Co. Inc.

Winston, P. E. (2015). Model-based story summary . Atlanta: 6th International Workshop on Computational Models of Narrative.

Xu, Q., Liu, X., Jiang, C., & Yu, K. (2016). Nonparametric conditional autoregressive expectile model via neural network with applications to estimating financial risk. Applied Stochastic Models in Business and Industry, 32 (6), 882–908.

Zhou, Z. (2016). Machine learning . Tsinghua University Press.

Zhou, S., Yu, B., Sun, A., Long, C., Li, J., Yu, H., & Li, Y. (2022). A survey on neural open information extraction: Current status and future directions . arXiv preprint arXiv:2205.11725

Download references

This study was supported by the National Natural Science Foundation of China (Grant Nos. 71802134 and 72372079).

Author information

Authors and affiliations.

School of Economics & Management, Shanghai Institute of Technology, Shanghai, 201418, China

Yuming Zhai & Lixin Zhang

College of Business Administration, Ningbo University of Finance and Economics, Ningbo, 315175, China

Mingchuan Yu

You can also search for this author in PubMed   Google Scholar

Corresponding author

Correspondence to Mingchuan Yu .

Ethics declarations

Conflict of interest.

The authors declared no competing interests.

Additional information

Publisher's note.

Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Rights and permissions

Springer Nature or its licensor (e.g. a society or other partner) holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law.

Reprints and permissions

About this article

Zhai, Y., Zhang, L. & Yu, M. AI in Human Resource Management: Literature Review and Research Implications. J Knowl Econ (2024). https://doi.org/10.1007/s13132-023-01631-z

Download citation

Received : 03 May 2023

Accepted : 13 November 2023

Published : 24 January 2024

DOI : https://doi.org/10.1007/s13132-023-01631-z

Share this article

Anyone you share the following link with will be able to read this content:

Sorry, a shareable link is not currently available for this article.

Provided by the Springer Nature SharedIt content-sharing initiative

• Artificial intelligence
• Human resource management
• Bibliometric review
• Paradox lens
• Find a journal
• Publish with us
• Track your research

• Future Students
• Parents/Families
• Alumni/Friends
• Current Students
• Faculty/Staff
• MyOHIO Student Center
• Visit Athens Campus
• Regional Campuses
• OHIO Online
• Faculty/Staff Directory
• University Community
• Research & Impact
• Alumni & Friends
• Search All News
• OHIO Today Magazine
• Colleges & Campuses
• For the Media

Helpful Links

Navigate OHIO

Connect With Us

Diverse horizons: exploring career paths with a Bachelor of Science in Business degree

Do you find the world of business intriguing but feel unsure about what path to take? Don't worry, you're not alone.

It's true that the term "business career" can mean many things, but that's precisely what makes it so full of exciting possibilities. From crafting persuasive marketing campaigns to delving into the world of project management, or even launching your own venture, there's a place for you in the field of marketing and business.

Let's explore this diverse field, uncovering the opportunities where your unique passions and aspirations can guide you toward a fulfilling career. We'll then discuss how an online bachelor's degree in business could be your best option for unlocking this world of possibilities.

Marketing: Where creativity meets strategy

Do you have an eye for identifying opportunities and creating solutions that connect with people? Marketing is where you can shine! With the right education, you'll become adept at understanding consumer behavior, developing valuable products and services, and leveraging the power of branding and digital marketing to engage your audience.

Social media manager:  Craft engaging content, manage online communities, and analyze social media data to drive brand awareness and customer engagement.

Content marketing specialist:  Develop and manage valuable content (articles, videos, etc.) to attract and retain customers, build brand loyalty, and drive website traffic.

Digital marketing specialist:  Plan and execute paid advertising campaigns, optimize website performance for search engines, and analyze data to improve marketing ROI.

Management: Build, optimize, and lead high-performing teams

Management is your calling if you thrive on optimizing processes and leading teams. You can become a master of operational efficiency, crafting strategies to streamline workflows, and implementing effective human resource practices to build high-performing teams.

Operations manager:  Oversee daily operations, identify and implement process improvements, and ensure efficient workflow within a department or organization.

Human resource manager:  Recruit, hire, and onboard talent, manage employee relations, develop training programs, and foster a positive work environment.

Project manager:  Plan, execute, and monitor projects to ensure completion within budget and timeframe, leading teams to achieve project goals.

Entrepreneur: Build, own, lead

Unleash your inner entrepreneur by building something from the ground up. A bachelor’s degree in business will help you to identify untapped market opportunities, develop innovative business models, and scale your endeavor to new heights.

Founder/CEO:  Build a new business from the ground up, leading all aspects of the company from product development and marketing to sales and operations.

Franchise owner:  Own and operate a franchise location, following established business models and marketing strategies to achieve success. 

Consultant:  An ever-evolving field, consultants offer expertise and guidance to businesses in specific areas, helping them solve problems and achieve strategic objectives.

Human resources: Cultivating and engaging top talent

Are you the kind of person who sees the potential in people, and understands the benefit of fostering talent and building strong company cultures? Human Resource Management is a great career path for you. You can position yourself to become an expert in attracting, recruiting, and retaining top talent, developing employee training programs, and ensuring a positive and productive work environment.

Talent acquisition specialist:  Source, attract, and recruit top talent through various channels, ensuring the company hires the best candidates. 

Training & development specialist:  Design and deliver training programs to employees, promoting skill development and knowledge acquisition. 

Employee relations specialist:  Handle employee concerns, resolve conflict, and ensure a positive and productive work environment for all employees.

Supply chain management: Optimize, deliver and succeed

Do you possess a sharp mind for logistics and optimization? Supply chain management is where you can excel. This career oversees the flow of goods and services from raw materials to finished products, ensuring efficiency, cost-effectiveness, and timely delivery to customers.  

Procurement specialist:  Source materials and negotiate contracts with suppliers, ensuring timely and cost-effective acquisition of goods and services.

Logistics coordinator:  Manage the transportation and storage of goods, ensuring efficient delivery to customers and minimizing logistical costs. 

Inventory management specialist:  Oversee inventory levels, optimize stock levels, and implement strategies to minimize waste and maximize efficiency.

Technical project management: Commanding the complex

Those who thrive in a results-oriented environment are especially suited to take the helm of complex projects, leading teams of engineers, developers, and other technical professionals to deliver complex projects on time and within budget, ensuring successful implementation.

IT project manager:  Lead IT teams in implementing new software systems, managing network infrastructure, and ensuring smooth operation of IT systems.

Marketing automation project manager:  Oversee the implementation and management of marketing automation tools, ensuring successful campaign execution and data analysis.

Business intelligence project manager:  Lead projects focused on implementing business intelligence systems, analyzing data, and generating insights to inform business decisions.  

Careers beyond traditional business roles

A business degree unlocks a world of possibilities. Whether healthcare's complexities intrigue you, international business excites you, or shaping policy drives you, this versatile degree equips you with the skills to make a real impact.

Policy analyst:  Conducts research and analysis to inform policy development, evaluating the impact of proposed policies and advocating for positive societal change.

Government relations specialist: Represents the interests of an organization or industry before government agencies, influencing policy decisions and regulations.

Non-profit program manager:  Oversees the implementation and management of non-profit programs, ensuring effective service delivery and achievement of social impact goals.

The benefits of an online bachelor's degree in business

Choosing an online bachelor's degree in business goes beyond mere convenience. Whether you're starting your educational path or aiming for career growth, online programs provide a dynamic alternative to traditional campus-based learning.

Online learning offers incredible flexibility, allowing students to seamlessly blend their academic pursuits into their already busy lives. Whether balancing work commitments or personal responsibilities, the asynchronous nature of online courses empowers individuals to advance at their own pace. Online learning puts you in charge of your education, enabling you to customize your study schedule outside of classroom schedules and time-consuming commutes.

In addition to flexibility, online bachelor's degree programs frequently provide a variety of start dates, giving students the option to select the term that aligns best with their schedules. A variety of start dates allows you to start your degree when it works for you, so you don't have to wait for the next academic semester to come around.

OHIO's respected online program offers a diverse array of support services to help ensure your success. From academic advisors who help you navigate your course requirements to tech support teams ready to assist with any online learning platform issues, you'll have access to a comprehensive support network every step of the way.

And because you're someone who understands the value of a good ROI (return on investment), let's not forget about affordability. Pursuing an online bachelor's degree in business often comes with a more accessible price tag compared to traditional on-campus programs. Reduced overhead costs mean that online programs can offer competitive tuition rates without sacrificing the quality of education.  

OHIO Online’s Bachelor of Science in Business program

At Ohio University Online, we understand the value of flexibility, affordability, and quality education. That's why our top-ranked online Bachelor of Science in Business program is designed with the needs of working adults in mind. With our AACSB-accredited degree, you'll gain the skills and knowledge needed to excel in today's competitive business landscape—all while enjoying the convenience and flexibility of online learning. Learn more about the program and take the first step toward business success.