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HRM Dissertation Topics
Published by Carmen Troy at January 6th, 2023 , Revised On April 16, 2024
Introduction
Human resource management studies stated that employees should be hired, retained and managed. It is an extensive field that requires an in-depth understanding of the underlying factors and concepts.
As a human resource management student, you will study many different concepts, frameworks, and theories related to employee management. However, before your graduation, you will be required to submit a dissertation on a human resource management research topic of your choice.
Even though several topics and concepts are yet to explore in the field of human resource management, you will want to make sure that your proposed topic has sufficient literature to support and justify the content of a theoretical framework , or else you might struggle with data collection .
This article provides you with a comprehensive list of HRM topics that are relevant to your field and identifies some interesting literature gaps.
Choosing from our list of topics will certainly improve your chances of submitting an outstanding dissertation. So, go ahead and choose an HRM dissertation topic of your interest. We can even customize these topics based on your project needs.
PhD qualified writers of our team have developed the proposed topics, so you can trust to use these topics for drafting your dissertation.
Note –
You may also want to start your dissertation by requesting a brief research proposal from our writers on any of these topics, which includes an introduction to the topic, research question , aim and objectives , literature review along with the proposed methodology of research to be conducted. Let us know if you need any help in getting started.
Check our dissertation examples to get an idea of how to structure your dissertation .
Review the full list of dissertation topics for here.
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2024 HRM Dissertation Topics
Topic 1: how human resources departments achieve equal employment opportunities.
Research Aim: The research will aim to investigate how HR departments achieve equal employment opportunity in organizations. EEO, or Equal Employment Opportunity, is the notion everybody has an equal chance to pursue a job on the basis of merit, regardless of skin color, gender, or gender identity. It is the duty of HR department to give every employee and equal right in the organization. The research will examine how HR department keep the organization environment friendly by controlling equal employment opportunities.
Topic 2: The effect of motivating strategies on employee performance
Research Aim: The research will aim to find the impact of motivating strategies on employee performance. Employee motivation plays a huge part on performance. Employee engagement cannot be substituted by anything else in order for any organisation to run efficiently and without interruption. It is critical that a company and its employees not only have a strong connection with the top management, but also have a good and healthy relationship with their colleagues. The study will also make recommendations on what further might be done to obtain optimal results utilising motivating methods for the benefit of both the company and the individual.
Topic 3: Organizational Conflicts as Antecedents of Staff Turnover: Evidence from the UK Food Sector
Research Aim: The research will aim to review recent available literature on employee turnover in order to determine organizational conflicts as antecedents of employee turnover in the UK food sector in order to close gaps in the literature and present a broader range of turnover factors and understanding of employee motivational factors in their job decision.
Topic 4: How does AI involvement in HRM provide Zara with a competitive advantage?
Research Aim: The research will aim to inspect the benefit of competitive advantage at Zara through the involvement of artificial intelligence in their HRM. AI assists the human resources department in identifying their personnel’ skill sets and recommending a training programme based on their work positions. It combines all of the data and assists the HR staff in making succinct decisions about what training to do in which sector to boost abilities. The study will also explain the importance of AI in organizations and organizations success. It will also look into strategies and policies Zara used to achieve competitive advantage.
Topic 5: The role of HR in creating a respected working environment that contributes in sustainable revenue growth
Research Aim: The research aims to examine the role of HR in creating a respected working environment and sustainable revenue growth. The study will identify current misunderstandings and disparities in understanding of topics such as sustainable development, corporate social responsibility, and the link between strategic human resource management and sustainable HRM through a comprehensive literature review. It will also identify and recognise the challenges that sustainable HRM encounters in reality, with a particular emphasis on the prevalent strategic HRM schema and the misunderstanding of corporate social responsibility.
Covid-19 HRM Research Topics
The role of managers during the pandemic.
Research Aim: In this study, the Human resource management techniques which HR managers will adopt for performing their operations during the COVID -19 will be discussed.
The management techniques for employees.
Research Aim: This study will focus on how the employees are trained during the Coronavirus pandemic.
The economic Crisis for HR Managers during Covid-19
Research Aim: This study will discuss how the economic crisis will disturb the payroll and how the managers will work.
The policies of HR for affected employees.
Research Aim: In this study, HR will design policies on how HR will manage when there is a gap between employees working. How will the ill patients be provided with support by companies through HR?
The employees' cooperation for HR
Research Aim: This study will highlight how well the employees support the decisions of the HR policymakers during the pandemic.
HRM Dissertation Topics for 2023
Topic 1: effect of employee engagement on customer loyalty in the service-based industry.
Research Aim: Employees engagement means that employees are passionate and committed to their work. In the service industry, where employees’ performance can greatly influence the quality of service, it is worth exploring employee engagement in customer loyalty in the service-based industry. Therefore, in this study, survey-based research will be conducted to identify employee engagement in customer loyalty.
Topic 2: Contingent workforce and its impact on organisation’s performance – Evaluating the IT Industry
Research Aim: Nowadays, companies hire freelancers and contractual workers, unlike permanent payroll employees. Various cost benefits can be obtained by hiring such a workforce. However, such a workforce may not have the required skills to do a job as effectively as a trained staff would have done. Thus, the present study focuses on identifying the impact of a contingent workforce on its performance in the IT industry.
Topic 3: Factors of growing mental health issues of employees at workplace in service-based industries
Research Aim: The wellness of employees at the workplace is necessary for their mental health and work performance. This study will identify the factors that can increase employees’ mental health issues at the workplace based on survey-based of employees and managers of service-based industries.
Topic 4: Analysing the importance and impact of training and development on an organisation’s sustainability during economic crises.
Research Aim: to achieve organizational objectives and milestones, leaders and business owners have realized the importance of training and developing their workforce to align with the organizational objectives. This research aims to analyze the importance and impact of employee training and development on the organization’s sustainability during economic downturns.
Topic 5: How online digital platforms have helped organisations in recruiting effectively and efficiently
Research Aim: With the advent of technology, firms have revolutionized their business operations. Under this revolution, many organizations have adopted different techniques and methods to recruit talented employees. Therefore, this research intends to determine how online digital platforms have helped organizations find employees more efficiently and effectively.
Topic 6: Analysing the factors which directly impact an employee's personal decision to leave employment
Research Aim: Employee turnover rate has always been a major concern for many organizations regardless of their size and nature. A valuable and talented employee is usually hard to find and retain. However, it has been found out that different factors motivate an employee to search for a new job. Keeping this phenomenon in mind, the current research will be analyzing the factors that directly impact the employee’s personal decision to leave employment.
Topic 7: Critically analysing the concept of workplace flexibility and how it impacts employee and organisational performance
Research Aim: In today’s modern era, the workplace environment has been transformed drastically from a strict and conventional style to a more flexible one. Therefore, this research aims to critically analyze the concept of workplace flexibility and how it impacts employee and organizational performance.
Topic 8: A comparative analysis of employees' job satisfaction and motivational factors in public versus private organisations.
Research Aim: Job satisfaction and employee motivation are regarded as the most important element of HR practices. The main aim of HR policies is to satisfy, retain, and motivate employees. Therefore, this research aims to conduct a comparative analysis of the employee’s job satisfaction and motivational factors in public versus private organizations.
Topic 9: The influence of COVID-19 on virtual employee management practices by organisations
Research Aim: This research is highly useful in the current context of COVID-19. Organisations all around the world are getting impacted by the COVID-19 and are closed at the moment. The current study will focus on using different virtual employee management practices that companies can use in the current context of COVID-19. These practices will be beneficial for organizations in almost all business sectors.
Topic 10: The role of using transformational leadership style in the improvement of organisational creativity at Morrisons
Research Aim: The aim of this research will be the benefits of using the transformational leadership style by Morrisons’ leaders to improve organizational creativity. This study will research how leaders can get the advantage of a transformational leadership style for increasing creativity at the organization.
Topic 11: The green HRM practices and their impacts on the corporate image of IKEA
Research Aim: This study will aim to study different green HRM practices and their role in improving IKEA’s corporate image and reputation. It will be researched how companies can improve their corporate image by focusing on green HRM practices and processes. The findings will be beneficial for the management, customers as well as employees.
Topic 12: Involving employees in the decision-making process and its influence on employee productivity at Subway
Research Aim: It will be researched in this study how Subway and other companies in this industry can involve the workers in the decision-making process to improve employee productivity. It will be studied that employee productivity is increased by involving the employees in the decision-making process. The findings will be useful in designing useful HR practices by Subway.
Topic 13: The impact of a flat organisational structure on the decision-making process
Research Aim: The main objective of this study is to evaluate the decision-making difficulties and issues faced by HR managers of companies with a flat organizational structure. This study will also investigate the benefits and challenges related to the flat organizational structures used by companies. A case study approach will be used.
Topic 14: The role of workforce diversity in improving organisational capability and innovation at Toyota Motors
Research Aim: To carry out this study, an innovative company named Toyota Motors will be selected. The main objective for carrying out this study will be to analyze how the organizational capability and innovation at Toyota Motors are improved due to workforce diversity. The main emphasis will be on studying the workforce diversity present at Toyota Motors and its significance in improving innovation and organizational capability. The success factors of Toyota Motors for HR will be studied.
Topic 15: The impact of digitalization on changing HRM practices at Aviva
Research Aim: The contemporary business world moves towards digitalization due to technological advancements. This research will study the different impacts of digitalization in changing various HRM practices at Aviva. Different HRM practices used by Aviva before and after the digitalization era will be discussed, and the changes will be analyzed. This study will show how digitalization has changed HRM practices in the contemporary business world.
Topic 16: The influence of employee learning and development opportunities on employee satisfaction at British Airways
Research Aim: It will be studied in this research that how employee satisfaction at British Airways is influenced by employee learning and development opportunities. Different employee learning and development opportunities at BA will be studied, along with their impact on workforce satisfaction.
Topic 17: The impact of recognizing employee contributions on employee retention at Shell
Research Aim: This study’s main objective is to analyse whether Shell can retain its employees by recognizing their contributions or not. Different strategies used by Shell for recognizing employee contributions will be studied that lead towards motivating the employees, which ultimately impact the retention of workers.
Topic 18: The role of green HR practices in employee engagement and retention
Research Aim: Green HR practices is a newly emerged concept in HRM. The study will aim to research the impact of green HR practices on employee engagement and retention. It will be studied how companies can improve employee engagement and retention by focusing on green HR practices.
Topic 19: The role of providing daycare facilities in increasing the productivity of female employees
Research Aim: This study will be focusing on the productivity of female workers. It will be studied how female workers’ productivity is increased by providing daycare facilities for their children. The impact on the satisfaction level of female employees due to the daycare facility will also be explored.
Topic 20: The impact of artificial intelligence on enhancing the human resource practices of Zara
Research Aim: For this study, the researcher will focus on the concept of artificial intelligence and use it in the HR context. It will be studied that either the HR practices at Zara can be enhanced by implementing AI. The benefits and implications of implementing AI in the HR context will also be part of this study.
Topic 21: The role of e-leadership in improving employee productivity and motivation.
Research Aim: The contemporary business world has become highly advanced due to technological capabilities. The concept of e-leadership has emerged due to advancements in technology. The purpose of this study will be to analyse the impact of e-leadership in improving the productivity and motivation level of the workforce.
Topic 22: The role of effective HR planning in a successful strategic alliance process.
Research Aim: This study will study the importance of effective HR planning for the strategic alliance process. It will be studied how HR management can mould the HR practices and focus on effective HR planning to make the strategic alliance process successful.
Topic 23: The impact of different personality traits on teamwork at Microsoft
Research Aim: The main focus of this research will be studying Microsoft’s teamwork. It will be further analyzed how Microsoft’s teamwork is influenced by the personality traits possessed by different team members. Different types of personality traits will be studied in this research that impacts teamwork positively and negatively.
Topic 24: The impact of career growth opportunities on employee loyalty at HSBC Holdings.
Research Aim: This study will aim to review different types of career growth opportunities offered by HBSC Holdings to its employees. Moreover, it will also be studied how employee loyalty is improved due to various career growth opportunities. The findings of this study will be beneficial for the banking sector.
Topic 25: The role of adapted HR practices in improving organisational performance at the international branch of DHL.
Research Aim: The study’s main objective will be to analyse companies’ changes in their HR practices for international branches. How and why the HR practices are adapted by HR management for improving the organisational performance at the company’s branch, which is located outside the country. For this, the DHL case study will be selected, and it will be assessed how and why DHL has used adapted HR practices across different countries.
HR Learning and Development Dissertation Topics
All organisational activities aimed at improving the productivity and performance of groups and individuals can be classified as HRM’s learning and development function elements. Learning and development encompass three pivotal activities, including education, training, and development.
As such, the training activities help to evaluate an employee based on his existing job responsibilities. Educational activities include those focusing on jobs that an employee can expect to carry out in the future.
Finally, the development activities are those that the employer may partake in the future. If you’re interested in exploring this human resource topic in-depth, we have some interesting dissertation topics for you:
Topic 1:The importance of appreciative inquiry with respect to organisational learning and development culture – A case study of ExxonMobil
Research Aim: This research will discuss the importance of appreciative inquiry and its impact on organisational learning and development culture with a specific focus on ExxonMobil.
Topic 2:To establish the correlation between organisation competency development and learning activities & programmes
Research Aim: This research will discuss how organisational competency development and organisational learning activities are correlated.
Topic 3:An examination of knowledge management and organisational learning for sustained firm performance. A case study of British Telecom
Research Aim: This research will examine how organisational learning and knowledge management helped British Telecom sustain their firm performance.
Topic 4:Investigating learning and development of human resources in the public sector in the UK
Research Aim: This dissertation will evaluate the different ways of achieving the learning and development of human resources in the UK’s public sector.
Topic 32:The importance of HR learning and development activities for SMEs
Research Aim: This research will focus on how SMEs utilize HR learning and developmental activities to improve their employees’ performance.
Topic 33:Human resource practices and employees’ decision to quit – Does Lack of Learning and Development play a Role.
Research Aim: This research will focus on whether or not lack of learning and development in an organization leads to employee turnover,
Topic 34:Developing organisational competitive advantage through strategic employee training in computer knowledge
Research Aim: This dissertation will explore how companies can gain a strategic advantage over their competitors through employee training.
Topic 35:The impact of various training and learning based activities on employees’ productivity
Research Aim: The main aim of this research will be to determine the impact of different pieces of training and learnings on employees’ productivity.
Topic 36: The role of HR analytics and metrics in improving organizational performance at Tesco
Research Aim: This study aims to research a new concept in human resource management, named HR analytics and metrics. Moreover, their impact on improving organizational performance will also be studied. This study will be beneficial for Tesco in using HR analytics and metrics in different HR practices that can lead to improved organizational performance.
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HR Performance Review Dissertation Topics
A performance review, also known as a career development discussion, performance evaluation and employee appraisal, can be defined as a method to evaluate an employee based on their job performance, mainly for appraisals. This might be an interesting area to focus your dissertation on. Here are some interesting topics in this area of HRM:
Topic 37:To understand the relationship between performance review and employee motivation in large and diversified business organisations
Research Aim: This research will understand the relationship between employee motivation and employee performance review. Large and diversified businesses will be the main focus of this study.
Topic 38:Effective performance appraisal – A study to establish a correlation between employer satisfaction and optimising business results
Research Aim: This research will analyse the impact of performance appraisal on employer satisfaction and how it optimises business results.
Topic 39: Investigating the efficacy of performance appraisal from the perception of employees in UK retail industry – A case study of Tesco
Research Aim: This research will analyse the efficacy of performance appraisal concerning employees, with a specific focus on Tesco.
Topic 40: Employee performance appraisal and the role of fairness and satisfaction
Research Aim: This dissertation will explore whether employees report satisfaction and fairness when performance appraisal is conducted.
Topic 41:Investigating performance review and appraisal methods employed by human resource department of any large oil and gas company
Research Aim: This research will study the human resource department of a large oil and gas company and will investigate how “performance review” and appraisals are conducted.
Topic 42: Job satisfaction and performance appraisals – Are they Interconnected?
Research Aim: This research will study in-depth whether job satisfaction and performance appraisals are interconnected or not.
Topic 43:Investigating the relationship between public sector appraisals and the spinal pay reward
Research Aim: This research will talk about the spinal pay reward system and evaluate its effectiveness in the public sector.
Topic 44:Analysing the impact of performance management on employee performance improvement
Research Aim: This research will investigate how performance management helps companies improve their employees’ performance.
Topic 45: Can HR performance drive employee engagement? Studying the UK banking industry
Research Aim: This research will talk about the different ways through which HR performance review helps in improving employee engagement. The UK banking industry will be in focus in this study.
Topic 46:The role of HR performance review in increasing employee retention and productivity
Research Aim: This research will investigate how organisations utilize performance reviews as a tool to improve employee retention and productivity.
HR Employee Motivation Dissertation Topics
Employees need objectives and goals to remain focused. The quality of work may significantly drop if they are not constantly motivated by their employers.
Business organizations employ various employee motivation methods and techniques to keep their employees motivated. Thus, this is an interesting topic to explore for your final year dissertation. Here are some HRM dissertation topics related to employee motivation.
Topic 47:To investigate the role of motivation in HRM – A study highlighting the most important motivation factors for future business leaders
Research Aim: This research will discuss the different motivation factors organisations should use to develop future leaders. In addition to this, the role of motivation throughout HRM will be discussed.
Topic 48:Employee satisfaction and work motivation – Are they both related?
Research Aim: This research will understand the relationship between motivation and employee satisfaction and the different motivation techniques companies can employ to increase employee satisfaction.
Topic 49: Evaluating the Role of Employee motivation in performance Enhancement
Research Aim: This study will discuss the role of employee motivation concerning employee performance, i.e. whether it enhances performance or not.
Topic 50:Human resource management – Motivation among workers in large and diversified business organisations
Research Aim: This dissertation will talk about motivation in large and diversified organisations and how these companies ensure that their employees are motivated at all times.
Topic 51:Effects of motivational programmes and activities on employee performance
Research Aim: This research will focus on the different motivational techniques and programs that impact employee performance.
Topic 52: Does motivation play a role in decreasing employee turnovers? A case study of British Airways
Research Aim: This research will discuss the role of motivation in decreasing employee turnover with a specific focus on British airways.
Topic 53:Motivation and performance reward – Are the two interrelated?
Research Aim: This research will talk about motivation and performance rewards and will assess whether the two are interrelated and directly related.
Topic 54: Work productivity and the role of employee motivation programmes and activities
Research Aim: This study will assess employee motivation programs’ impact on employee productivity, i.e. if it increases or decreases.
Topic 55:To discuss the role of employee motivation in relation to retention levels
Research Aim: This research will analyze employee motivation’s role to help companies retain employees.
Topic 56:Differences and similarities between traditional and contemporary theories
Research Aim: This research will discuss and compare traditional and contemporary motivation theories implemented by companies.
Topic 57: The role of employee empowerment in employee motivation and satisfaction at British Petroleum.
Research Aim: This study will aim to analyse different strategies of employee empowerment carried out by British Petroleum and their impact on workers’ motivation and satisfaction. The research will be studied that either different employee empowerment strategies improve employee motivation and satisfaction. The findings will be beneficial for companies working in the petroleum sector.
Topic 58: The impact of open communication in improving employee engagement at Zara
Research Aim: In this research, different modes of communication used by organisations will be studied and especially the impact of open communication in improving employee engagement at Zara will be analyzed. The importance of open communication for different organisations in the fashion and retail sectors will be discussed. Moreover, different communication strategies that can help improve employee engagement at Zara will be discussed based on past literature, theories, and framework.
HR Performance Management Dissertation Topics
All processes and activities to consistently meet organisational goals and objectives can be considered the HR performance management mechanism elements. Different organisations employ different performance management strategies to gain a competitive advantage. To explore this area of human resources, here are some intriguing topics for you:
Topic 59:Investigating different performance management techniques for retaining employees
Research Aim: This research will talk about companies’ various performance management techniques to retain employees.
Topic 60:The role of performance management activities in improving employees’ skills and abilities
Research Aim: This research will discuss how performance management helps employees improve their skills and abilities and how it ultimately helps companies.
Topic 61:Managing performance of workers through performance management techniques – A Case Study of Google
Research Aim: This research will explore how organisations use different performance management techniques to manage employees and their performance. A specific focus of this study will be Google Incorporation.
Topic 62:Employee performance and performance management systems – A qualitative study
Research Aim: This study will conduct a qualitative study to understand the different performance management systems for improving employee performance.
Topic 63:Performance management examinations in human resource management of profit-oriented organisations
Research Aim: This research will understand performance management in profit-oriented companies regarding how their human resource department ensures optimal performance.
Topic 64:Exploring the essentials elements of the performance management framework
Research Aim: This research will explore its vital features and performance management framework.
Topic 65:Human resource management practices and business performance – The role of environmental uncertainties and strategies
Research Aim: This research will explore whether environment uncertainties and strategies play a role in employee and business performance.
Topic 66:The efficacy of performance management systems in the UK’s retail industry
Research Aim: This research will explore the UK’s retail industry’s performance management efficacy.
Topic 67:Towards a framework for performance management in a higher education institution
Research Aim: This research will investigate performance management in the educational setting.
Topic 68:Should wages be capped through performance management – A qualitative study
Research Aim: This research will analyse whether wages should be adjusted and capped concerning performance management with a focus on its effects.
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Strategic Human Resource Management Dissertation Topics
Strategic human resource management is tying the human resource management objective to the company’s goals and objectives. This helps companies in innovating and staying ahead of their competitors by gaining a competitive advantage.
Being a relatively new concept, there are various aspects of strategic HRM that are left to be explored. Here are some interesting strategic HRM dissertation topics for you:
Topic 69:The efficacy of communication processes and employees’ involvement plans to improve employee commitment towards organisational goals – A case study of Sainsbury
Research Aim: This research will study the role and efficacy of the communication processes and employees’ involvement in order to improve employees’ commitment towards organisational goals.
Topic 70:To investigate SHRM theory and practice in a call centre – A case study of any UK call centre
Research Aim: This dissertation will discuss the various SHRM theories and how it is implemented. A UK-based call center will be focused on this study.
Topic 71: Differences and similarities between SHRM strategies and policies employed by German and Japanese automobile companies
Research Aim: This research will compare the different SHRM techniques and policies implemented by German and Japanese automobile companies.
Topic 72: A resource-based view assessment of strategic human resources quality management systems
Research Aim: This research will understand the resource-based view of strategic human resources quality management systems.
Topic 73: To understand and critically evaluate the HRM strategies employed by small and medium sized enterprises in the UK
Research Aim: This research will discuss and evaluate the different strategic HRM strategies employed by small and medium-sized enterprises in the UK.
Topic 74: Relating organisational performance to strategic human resource management – A study of small scale businesses in the UK
Research Aim: This study will analyse whether organisational performance and strategic human resource management are interconnected by assessing small scale businesses in the UK.
Topic 75: Investigating strategic human resource management in Singapore – A qualitative study
Research Aim: This research will analyse strategic human resource management in Singapore by undertaking a qualitative method.
Topic 76: The role of organisational support programmes to enhance work outcome and employees behaviour
Research Aim: This research will understand the organisational support program in order to enhance employee work outcome and their behaviour.
Topic 77: To establish the most important components of strategic HRM for SMEs in the UK to develop a competitive advantage
Research Aim: This research will talk about the relationship between the different SHRM components for SMEs in the UK in order to gain a competitive advantage.
Topic 78: To establish the significance of the relationship between organisational performance and strategic human resource management
Research Aim: This research will explore the relationship between organisational performance and strategic human resource management and how it helps companies achieve their objectives.
Human Resource Theory Dissertation Topics
The human resource theory framework consists of a soft and hard approach to human resources management. Various theories cover the different aspects of the soft and hard human resource approach.
Exploring this area of HRM will help in understanding more about the soft and hard HRM approaches. Here are some dissertation topics in this area that you can choose from.
Topic 79: A comparative analysis of various human resources theory approaches
Research Aim: This research will discuss various human resource theories and approaches and provide a comparative analysis.
Topic 80:To study human resources systems practiced by Multinationals in the UK
Research Aim: This research will discuss the various human resource systems as practised by multinational companies operating in the UK.
Topic 81:The role of human resources management (HRM) in regards to addressing workers’ concerns.
Research Aim: This research will discuss the importance of human resources in understanding and addressing worker’s concerns.
Topic 82: Can HRM have a negative influence on the performance of business organisations – A qualitative study?
Research Aim: This research will discuss a unique aspect of human resource management, i.e. whether it harms the company’s performance or not.
Topic 83: Is Human resources the only option for employees? An exploratory study
Research Aim: This study will analyze human resources’ role in solving employee issues and assess whether it is the only option for employees.
Topic 84:Exploring the contribution of human resource to the success of organisations
Research Aim: This research will aim to understand the role and contribution of the human resource department in companies’ success.
Topic 85:To investigate the most predominant human HRM and control strategies employed by business organisations
Research Aim: This research will discuss an interesting topic, i.e. the most predominant HRM strategies organisations implement.
Topic 86:To investigate the role of HR as a shared service.
Research Aim: This study will discuss human resources’ role as a shared service in the organisation.
Topic 87:Does a supervisor has a role to play in implementing HR practices – A critical study
Research Aim: This study will critically analyze supervisors’ role in implementing human resource practices in an organization.
Topic 88:The ethics of firing employees – Do companies really follow it?
Research Aim: This research will focus on how employees are fired at organizations and whether human resources follow the ethics of firing or not.
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HR Organisational Culture Dissertation Topics
Organisational culture, also known as organisational climate, is defined as the process by which an organisation’s culture can be quantified. The properties of the work environment that are either considered positive or negative by the employees (and that may influence their behaviour) are the most important components of the organisational culture framework.
Studying this aspect of human resources will help you gain an in-depth knowledge of the role of culture in human resource management. Here are some interesting dissertation topics in this area:
Topic 89:The role of leadership, HRM and culture in vitalising management systems in firms
Research Aim: This research will understand the role of leadership and culture in human resource management and how it helps companies manage their systems.
Topic 90:Finding the right balance between differentiation and standardisation of HRM practices and policies – HRM of multinational companies operating within the European Union
Research Aim: There are certain human resource practices that are standardized throughout the world. This research will investigate the differences between such standard policies with respect to culture. Multinationals operating in the European Union will be focused.
Topic 91:Cross-cultural human resource management – The role it plays in the success of different organisations
Research Aim: This research will study the role of cross-cultural human resource management in the success of companies.
Topic 92:The impact of cross-cultural competencies in start-up companies
Research Aim: A lot of companies do not encourage cross-cultural human resources in the workplace. This research will analyse how cross-cultural competencies help startups grow and succeed.
Topic 93:The role of organisational cultural on HRM policies and practices – A case study of Cambridge University
Research Aim: This research will aim to understand the role of organisational culture on human resource policies and practices. The main focus of this study will be at Cambridge University.
Topic 94:The relationship between human resource management practices and organisational culture towards organisational commitment
Research Aim: This research will assess the relationship between different cultures and human resource practices with respect to organisational commitment.
Topic 95: Investigating cultural differences between the work values of employees and the implications for managers
Research Aim: This study will conduct an investigation related to the work values of employees based on their various cultural differences. It will then be concluded what this means for the managers.
Topic 96:To effectively manage cultural change without affecting work productivity
Research Aim: This research will discuss an interesting topic as to how managers should manage organisational cultural change without harming productivity.
Topic 97:Inducting new employees into the culture – Does it help organisations?
Research Aim: This research will discuss whether or not it is feasible for organisations to hire employees when the company is undergoing a cultural change.
Topic 98:Recruiting to change the culture – The Impact it has on the Profitability of the Company
Research Aim: This research will discuss whether companies should hire to lead change in the organisation, i.e. whether hiring should be done for this specific purpose, and what this new hiring means for the company in terms of profitability.
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HR Diversity Dissertation Topics
The changing corporate world has provoked organisations to develop and implement diversity management systems as part of their human resource management system. Although relatively new, diversity management is an important research area of human resource management that brings challenges and learning to employees.
With many areas unexplored and literature gaps in this subject, there are some extremely interesting dissertation topics you can select for your final year project. Some of them are listed here:
Topic 99: Investigating the difference between discrimination and diversity – How Do they Impact Organisations
Research Aim: This research will discuss the differences between the two concepts, diversity and discrimination and their impact on organisations.
Topic 100:Managing diversity through HRM: A conceptual framework and an international perspective
Research Aim: This study will discuss how the human resource department can manage diversity. The study will be conducted in an international setting.
Topic 101:Managing diversity in the public sector – How do companies manage to remain successful
Research Aim: This research will explore managing diversity in the public sector and how these companies can be successful even through diversity.
Topic 102:Managing cultural diversity in human resource management
Research Aim: As much as a human resource helps companies manage diversity, how will companies manage diversity in their main HR department. This research will answer this exact question.
Topic 103:The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace
Research Aim: This research will focus on the tools available to human resources in managing diversity, and how they change it to opportunities and overcome diversity-related challenges.
Topic 104: Investigating the challenges of exclusion and inequality in organisations – Assessing HR’s role.
Research Aim: This research will first investigate the exclusion and inequality challenges that organisations face and how human resources overcome these challenges.
Topic 105:How does HRM Help in managing cultural differences and diversity
Research Aim: This research will discuss HR’s role in managing cultural differences and diversity in organisations.
Topic 106: Can HR eliminate diversity-related discrimination from workplaces? Assessing its role
Research Aim: This research will talk about HR’s role in eliminating diversity-related discrimination from organisations, and whether it will be successful in doing so or not.
Topic 107:Training managers for diversity – How difficult is it for companies and HR
Research Aim: This research will discuss and analyse the role of HR and companies in ensuring manager’s learning and development for diversity.
Topic 108:Training the newly hired staff for diversity in a large and diversified business organisation
Research Aim: This research will investigate the role of HR in training employees and staff to deal with, manage and coexist with diverse employees.
Important Notes:
As a human resource management student looking to get good grades, it is essential to develop new ideas and experiment with existing human resource management theories – i.e., to add value and interest to your research topic.
Human resource management is vast and interrelated to many other academic disciplines like management , operations management , project management , business , international business , MBA and more. That is why it is imperative to create a human resource management dissertation topic that is articular, sound, and actually solves a practical problem that may be rampant in the field.
We can’t stress how important it is to develop a logical research topic based on your entire research. There are several significant downfalls to getting your topic wrong; your supervisor may not be interested in working on it, the topic has no academic creditability, the research may not make logical sense, there is a possibility that the study is not viable.
This impacts your time and efforts in writing your dissertation , as you may end up in the cycle of rejection at the initial stage of the dissertation. That is why we recommend reviewing existing research to develop a topic, taking advice from your supervisor, and even asking for help in this particular stage of your dissertation.
While developing a research topic, keeping our advice in mind will allow you to pick one of the best human resource management dissertation topics that fulfil your requirement of writing a research paper and add to the body of knowledge.
Therefore, it is recommended that when finalizing your dissertation topic, you read recently published literature to identify gaps in the research that you may help fill.
Remember- dissertation topics need to be unique, solve an identified problem, be logical, and be practically implemented. Please look at some of our sample human resource management dissertation topics to get an idea for your own dissertation.
How to Structure your HRM Dissertation
A well-structured dissertation can help students to achieve a high overall academic grade.
- A Title Page
- Acknowledgements
- Declaration
- Abstract: A summary of the research completed
- Table of Contents
- Introduction : This chapter includes the project rationale, research background, key research aims and objectives, and the research problems. An outline of the structure of a dissertation can also be added to this chapter.
- Literature Review : This chapter presents relevant theories and frameworks by analyzing published and unpublished literature on the chosen research topic to address research questions . The purpose is to highlight and discuss the selected research area’s relative weaknesses and strengths while identifying research gaps. Break down the topic and key terms that can positively impact your dissertation and your tutor.
- Methodology : The data collection and analysis methods and techniques employed by the researcher are presented in the Methodology chapter, which usually includes research design , research philosophy, research limitations, code of conduct, ethical consideration, data collection methods, and data analysis strategy .
- Findings and Analysis : Findings of the research are analysed in detail under the Findings and Analysis chapter. All key findings/results are outlined in this chapter without interpreting the data or drawing any conclusions. It can be useful to include graphs, charts, and tables in this chapter to identify meaningful trends and relationships.
- Discussion and Conclusion : The researcher presents his interpretation of the results in this chapter and state whether the research hypothesis has been verified or not. An essential aspect of this section is establishing the link between the results and evidence from the literature. Recommendations with regards to the implications of the findings and directions for the future may also be provided. Finally, a summary of the overall research, along with final judgments, opinions, and comments, must be included in the form of suggestions for improvement.
- References : Make sure to complete this following your University’s requirements
- Bibliography
- Appendices : Any additional information, diagrams, and graphs used to complete the dissertation but not part of the dissertation should be included in the Appendices chapter. Essentially, the purpose is to expand the information/data.
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For HRM dissertation topics:
- Research HRM trends and challenges.
- Explore workplace issues or diversity.
- Investigate HR technology impact.
- Analyze employee well-being.
- Consider performance management.
- Select a topic aligning with your passion and career path.
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Ph.D. in Human Resource Management
Program information.
The doctoral program in human resource management (HRM) prepares students for success in research universities as faculty members specializing in human resources. Doctoral students work closely with faculty to gain research and teaching expertise in the various functions and activities carried out as part of HRM, including the relationship between these practices and organizational strategies, cultures, and performance.
Many HRM scholars specialize or focus on more micro-level work, such as researching the impact of specific HR practices (e.g., selection or training techniques) on individual-level measures of satisfaction or performance. Alternatively, macro-level HR (i.e., “strategic HRM”) scholars study the effects of systems of HR policies and practices on organizational-level outcomes. KU faculty have expertise at both levels, as evidenced by publications in prestigious outlets.
Application deadlines
Priority: December 15
Final: January 10
- Application requirements
Doctoral students work closely with faculty to gain research expertise in the various functions and activities carried out as part of HRM with a focus on the attraction, selection, retention, development, motivation, and utilization of individuals in organizations.
Part of our mission is to develop effective teachers. To that end, all doctoral students are required to teach at least two sections as independent instructors. The school and university prepare and reward doctoral students for excellence in teaching through various programs and awards.
Program details
Human resource managment core courses.
A graduate course in economics: BE 701: Business Economics OR BE 917: Advanced Managerial Economics OR ECON 700: Survey of Microeconomics
Note: BE 917: Business Economics, is preferred. Students coming into the program directly from an undergraduate degree may consider substituting BE 701: Business Economics, or ECON 700: Survey of Microeconomics. In the event a student has taken a graduate economics course prior to enrolling as a KU doctoral student, she/he may waive the requirement and substitute either an elective doctoral content course or a statistics/research methods course for this requirement.
MGMT 905: Management Research Methods
MGMT 916: Major Management Theories
MGMT 950: Seminar in Human Resource Management I
MGMT 951: Seminar in Human Resource Management II
MGMT 953: Seminar in Organizational Behavior I OR MGMT 954: Seminar in Organizational Behavior II
MGMT 956: Seminar in Strategic Management I OR MGMT 957: Seminar in Strategic Management II
MGMT 998: Independent Study
MGMT 952: Special Topics in Human Resource Management (offered and required when there are 3 or more students in years 1 & 2 of the program)
Statistics/Research Methods Courses
At least four courses with advisor approval
At least two or more courses with advisor approval
For more information, view a detailed list of courses in the academic catalog.
- Comprehensive exams
- Dissertation proposal
- Dissertation defense
Some students can complete the program in four years.
Program faculty
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- Howard Fitch/Fred Ball Professor
- Management and Entrepreneurship academic area
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- Associate Professor
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- Neeli Bendapudi Professor of Management
Human Resource Management doctoral students
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- Developing a work engagement framework for employees in the tertiary education sector in Zimbabwe Mkandatsama, Pride ( 2024-02 ) The study focused on the construction of a work engagement framework, by investigating the relationship between perceived organisational justice, the psychological contract, work engagement and socio-demographic variables ...
- 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 ...
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- 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. ...
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Explaining the Role of Human Resource Management in the Performance of Small to Medium-sized Enterprises
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This thesis provides an explanatory account of HRM and performance in growth-oriented SMEs. HRM researchers hold a relatively emaciated understanding of the generative mechanisms and processes at work between HRM and performance in SMEs. A rationalisation of the employment relationship allied with the predominance of a scientific approach has led to a focus on what at the expense of understanding how and why HRM influences small firm performance. It is argued within this thesis that a metatheoretical reorientation is required to address the weaknesses of existing HRM and performance research. This study adopts a realist and pragmatic approach to social research inquiry. A new conceptual framework is designed that builds on prior contextual studies (e.g. Edwards et al., 2006, Harney and Dundon, 2006, Gilman and Edwards, 2008) to include the dynamics of growth in SMEs. This allows for the exploration of how internal and external dynamics interact with performance and labour management practices in SMEs. The analysis begins by exploring the patterns of HRM practices across SMEs through the lens of High Performance Work Systems (HPWS), findings that inform a contextual analysis of five growing SMEs. This thesis draws some interesting conclusions. First, SMEs do not score highly on measures of HPWS take-up, particularly when one inquires into actual practice as opposed to initial survey reports. No evidence is found of SMEs taking a high performance approach to performance. Second, one cannot conclude that SMEs are deficient or that one should condemn them as failing in some way. Traditional HRM metrics cannot be easily applied to small firms; they are simply not scaled down versions of larger firms. Third, therefore, we find that aspects of HRM are addressed in ways relevant to the small firm context. Fourth, the notion that the application of HPWS results in increased levels of performance is too simplistic; researchers must consider their relationship as mutually reinforcing. The case studies demonstrate the relevant processes, notably the effects of shocks in relation to business performance that led to responses which in turn implied changes to HR practices. An HPWS model would have meant little to these firms. Though the second point is correct, it does not follow that all is well at all times. The case studies demonstrate differing degrees of effectiveness in dealing with external shocks, and point to the importance of leadership. Ensuring the long term growth and sustainability of firms relies on more than entrepreneurial flair alone; it requires leaders to become effective champions of change.
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adrian wilkinson
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Journal of Management Studies
luc sels , Johan Maes
Brian Harney
While it is increasingly acknowledged that human resource management (HRM) is critical to competitive success, debate has rarely extended to encompass small and medium-sized fi rms (SMEs). This neglect is surprising given that SMEs dominate the industrial landscape , contributing to over 55 per cent of gross domestic product (GDP) and 65 per cent of total employment in high-income countries (Organisation for Economic CoOperation and Development, 2005). This chapter examines HRM in SMEs in Ireland. The chapter begins by exploring defi nitions of SMEs and examining the significance of SMEs as the forgotten backbone of economic and social development. The chapter then draws on international evidence to consider the key characteristics of SMEs and the implications these have for the type of HRM practices that they employ. With this understanding, the chapter then turns to existing Irish research on HRM in the SME context. The chapter concludes by examining key implications and mapping o...
IAEME Publication
Human resource management (HRM) is identified as the productive use of people in achieving the organization's strategic objectives. Human resource is required for an organization to conduct different business activities and they need to be used very efficiently. The main objective of this research was to discover the impact of HRM practices on the organizational performance of the Small Scale Industries. The research used a structured questionnaire to collect the data. Target population of this study was the employees of small scale units of Hyderabad district. Quantitative data analysis was analyzed by using SPSS (Version. 23). The findings of the study showed that HRM practices have significant impact on the organization performance of the small scale industries of Hyderabad district. This research also shows that employees' absenteeism has reduced and sales growth if the organization has improved due to the positive perception of employees regarding HRM practices.
Small Business Economics
Institute of Economics, Ss. Cyril and Methodius University, Skopje
Enis Mulolli
Conducting business in today's ever-changing market environment necessitates making strategic decisions that reach beyond the borders of an SME. To not only survive but also thrive in the face of constant shifts, it is essential to make well-thought-out choices that allow for adaptation, resilience, and prosperity. The research emphasizes the significance of two perspectives, one individually and the other on bundling, and strategically implementing these perspectives of human resource management (HRM) practices within small and medium-sized enterprises (SMEs) to improve their competitive position, financial performance, non-financial performance, and organizational performance. Hence, through the adoption of an integrative interdisciplinary approach and a relational perspective, this thesis sheds light on the influence of Human Resource Management (HRM) practices (recruitment and selection, training and development, communication and information, compensation and reward, job design, performance appraisal) and their impact from multiple dimensions on organizational performance (financial and non-financial) of SMEs. As a result, a quantitative study using self-administered questionnaires with the SMEs was conducted. Using the data obtained from 153 manufacturing SMEs, it tests, examines, and develops the direct relationship between HRM practices and the financial performance, non-financial performance, and organizational performance of SMEs. The findings indicate a positive relationship between HRM practices and financial performance, a positive influence of HRM practices on the non-financial performance of SMEs, and a direct impact of HRM practices as a bundle on the organizational performance of SMEs. In addition, the findings also show that some HRM practices that act individually have a non-significant impact on financial and non-financial performance. This research provides a substantial contribution to the theoretical and practical understanding of the relationship between HRM practices and SME performance.
Revue Française de Gestion Industrielle
Miguel Delattre
The effective management of human resources is a central issue for many companies, particularly small-to-medium sized enterprises (SMEs) in Industry, which often lack a designated HR function. Usually, the HR function and management of HR falls upon the manager, who faces diverse issues that can hinder innovating or implementing a more efficient system of managing HR. This paper addresses the issue of developing sustainable and innovative HR practices in industrial SMEs. The loose structure of the SME facilitates organizational agility but can also bring about disorganization, dysfunction and sub-optimum performance. Using research-intervention, this paper contributes to the literature on the impact of developing HR practices on employee performance in SMEs. It explains the key roles of management and local managers in facilitating and developing a more adapted and efficient HRM interaction.
Education+ Training
Maryse Brand
J-MAS (Jurnal Manajemen dan Sains)
jonner simarmata
SMEs are a very important economic sector in almost all countries. Not only in developed countries but also in developing countries. The reason is, this sector contributes greatly to economic growth, especially to the GDP and employment. Therefore, all governments give a big support to the growth of this sector to contribute even more. The purpose of organizations including SMEs is to increase value for their stakeholders. Therefore, every manager tries hard to improve the performance of his company. In theory, one of the factors that influence organizational performance is HRM practice (Armstrong & Taylor, 2014). However, experts argue that the relationship of HRM practices with organizational performance is an indirect relationship. Therefore, it is important to think about what variables can mediate this relationship. In the literature it is mentioned that human capital can act as a mediating variable in the relationship between HRM practices and organizational performance. Howe...
Journal of Small Business and Entrepreneurship
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PhD Human Resource Management
Faculty Website: College of Business and Economics Department: Department of Industrial Psychology and People Management Programme Level: Postgraduate Programme Name: PhD Human Resource Management Programme Code: P1DHMQ
Medium of Facilitation: part-time, Full-Time NQF Level: 10 NQF Credits: 360 SAQA: 73906
Application Start Date : 1 April 2024 Application End Date: 31 October 2024
Campus: Auckland Park Kingsway
Contacts: UJ Call Centre 011 559-4555 Email: [email protected]
Duration of Study: 2 Years Full-Time and 5 Years Part-Time
Programme Fees
The purpose of this qualification is to develop intellectual and professional skills of the student. A qualifying student would show evidence of independent and original scientific in the field of Human Resource Management work. The thesis would constitute a distinctive contribution to knowledge of and insight into the module discipline as well as the field of research. Qualifying students would also display competence in the application of related research methodology, and the proper written and/or oral communication of the research process and findings. Students should be able to reflect on the research process and findings critically.
Admission Requirements
An appropriate Master’s degree applicable for access to a PhD degree. The student must have completed an honours module of Research Methodology (NQF Level 8) undertaken as part of a degree. Students are obliged to attend and pass a module on Research Methodology as offered by the Department. Student number constraints may necessitate a selection process consisting of selection interviews, psychometric testing and a research proposal exercise.An appropriate Master’s degree applicable for access to a PhD degree. The student must have completed an honours module of Research Methodology (NQF Level 8) undertaken as part of a degree.
Selection Process
Students are obliged to attend and pass a module on Research Methodology as offered by the Department. Student number constraints may necessitate a selection process consisting of selection interviews, psychometric testing and a research proposal exercise.
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Human resource management: All you need to know
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When it comes to competitive businesses, the success of an organization hinges not just on its products or services, but on how effectively it manages its most valuable asset—its people.
The goal for most companies is to build a team where every employee is motivated, skilled, and aligned with the company’s goals, and that’s exactly what a good Human Resource Management (HRM) setup can do.
This article will guide you through the essentials of HRM, taking a look at how it can transform your business, and ensuring you’re equipped with all the knowledge you need to develop your own thriving workplace.
What is human resource management?
The main functions of human resource management, the responsibilities of a good hrm, hrm for small and medium-sized businesses, the importance of hrm software, what is human resource management and its functions, what are the key roles of an hr manager, what are the main areas of hr, how does hr compliance affect businesses, why is hrm crucial for smes, final thoughts, performance improvement plan (pip) template.
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HRM is a strategic approach that effectively manages an organization’s employees.
It mainly focuses on recruiting, developing, and retaining employees in a way that aligns their skills and efforts with the company’s goals and objectives.
By implementing well-designed HR practices and policies, HRM helps create a more productive and happy work environment, driving both employee satisfaction and organizational success.
By focusing on effective recruitment, development, and retention , HRM ensures that your employees are not only performing at their best, but also contributing positively to your business’s success.
Understanding the main functions of HRM can give you a clearer picture of how it drives your organization’s success. Here’s a breakdown of the key areas it might cover:
Recruitment and staffing
HRM is your best asset when it comes to sourcing and bringing in the right talent, covering identifying the skills your organization needs, attracting qualified candidates, and hiring individuals who will contribute positively to your team.
Training and development
Once you’ve got your team in place, HRM takes charge of their ongoing development. This means organizing training sessions, providing learning opportunities, supporting employees in growing their skills, and preparing them for future challenges.
Compensation and benefits
Managing salaries, bonuses, and benefits is another key aspect of HRM. This makes sure that your employees are fairly compensated for their work and that the benefits packages you offer meet their needs. When you offer a competitive compensation package, it can help to attract and retain top talent.
Performance management
HRM is responsible for evaluating and managing employee performance —setting clear goals, providing feedback, and conducting performance reviews. By aligning individual performance with your company goals, you can make sure that everyone has a joined up approach to objectives and gets the support they need, early on, to improve.
Employee relations
Maintaining healthy relationships between the organization and its employees also falls under HRM. This could be things like addressing grievances, resolving conflicts, and creating a positive workplace environment.
Compliance and legal
HRM also plays a critical role in ensuring your organization stays on the right side of labour laws and regulations. This means keeping up with legal requirements, implementing necessary policies, and making sure your practices are compliant.
Effective HRM is all about actively contributing to the long-term success of your organisation. Here’s how a good HRM team can make a real difference:
Strategic planning
HRM works closely with leadership to make sure that HR objectives support the overall direction of the company. By integrating HR goals with the broader business strategy, HRM helps ensure that your workforce is equipped and motivated to drive the organization forward.
Change management
HRM is essential for managing organizational change—whether that’s implementing new technologies, processes, or policies, it can help to smooth the transition for employees. This includes communicating changes clearly, providing support during the adjustment period, and making sure that everyone adapts to new ways of working.
Workplace culture and engagement
Creating a positive workplace culture is a key responsibility of HRM. You want to create an environment where employees feel valued, respected, and motivated. HRM can drive employee engagement through various different initiatives, such as team-building activities, recognition programmes, and opportunities for professional growth.
Health and safety
Ensuring a safe and healthy work environment is a fundamental responsibility of HRM. This could be implementing safety protocols, conducting regular risk assessments, or providing resources for employee well-being.
Diversity and inclusion
HRM should also be actively working to create a workplace that welcomes and values individuals from diverse backgrounds, supporting initiatives that encourage an inclusive environment, such as diversity training and equitable hiring practices. Embracing diversity not only enhances your company culture but is proven to also drive innovation and improve overall performance.
When it comes to Small and Medium-sized Enterprises (SMEs), HRM needs to be both flexible and strategic to meet the unique challenges these businesses face. Here’s some ideas on how:
Tailored HR strategies
For SMEs, one-size-fits-all HR practices just don’t work. Unlike larger organizations with extensive resources, SMEs often need more adaptable and customised HR strategies.
This might mean developing HR policies that can scale as the business grows, or creating flexible working arrangements that suit a smaller team. The key is to implement HR practices that are aligned with your specific business needs and that can evolve as those needs change.
Cost-effective HR solutions
Managing HR on a tight budget is a common challenge for SMEs, making cost-effective solutions a top priority. This might involve outsourcing certain HR functions, such as payroll or recruitment, to save time and money. Using specialised HR software can streamline processes and reduce overheads, meaning you can focus more resources on growing your business.
Employee retention in SMEs
Keeping top talent can be particularly challenging in smaller organizations where resources are more limited. However, HRM can help you develop effective retention strategies that work within your constraints. This can include offering non-monetary benefits, such as flexible working hours or opportunities for professional development, which can be just as valuable to employees as higher salaries.
As your business grows, managing HR tasks manually can become time-consuming and open to errors. HRM software can play a crucial role in automating and streamlining your HR processes, handling everything from payroll to employee records.
This can help you improve efficiency, reduce human error, and free up time to focus on more strategic HR tasks—basically making it as stress-free as possible for you and your team.
If you’re looking for a user-friendly HRM solution, Sage software is a popular choice among businesses of all sizes. Sage offers tools that simplify HR management, whether you’re handling payroll, tracking employee performance, or managing benefits.
Its ease of use and scalability make it a great fit for businesses at different stages of growth, helping you manage your HR tasks more effectively.
Using HRM software offers several key benefits. For one, it centralizes all your employee data, making it easier to access and manage information when you need it. It also streamlines payroll processing, ensuring that your employees are paid accurately and on time.
HRM software can also help you stay on top of compliance management, reducing the risk of legal issues by keeping your practices aligned with current regulations.
Frequently asked questions
Human resource management is the practice of managing people in an organisation to help it achieve its goals. Core functions include recruitment, training and development, compensation and benefits, performance management, employee relations, and ensuring compliance with labour laws.
An HR manager typically wears several hats, including those of an administrator, change manager, and personnel manager. They handle everything from running payroll and creating workplace policies to managing employee relations and facilitating organisational changes.
HR professionals focus on several main areas: recruitment and staffing, training and development, compensation and benefits, compliance and safety, and employee relations. Each area plays a crucial role in supporting the organisation and ensuring its smooth operation.
HR compliance is critical for keeping your business in line with employment laws and regulations. It helps you avoid legal troubles, fines, and potential damage to your company’s reputation by ensuring that your HR practices are fair, transparent, and legally sound.
For Small and Medium-sized Enterprises (SMEs), effective HRM is essential for building a strong, motivated team that can drive business growth. It helps SMEs attract and retain talent, manage HR processes efficiently, and create a positive work environment, all of which are key to staying competitive.
Human resource management is vital for any company, regardless of its size.
By strategically managing your people, you can align your workforce with your business goals, improve employee engagement, and boost overall productivity and happiness.
Whether you’re running a small business or a huge enterprise, effective HRM practices are the absolute foundation for a successful, thriving organisation.
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Phytoplankton and ecological status of forest lakes in the Omsk Priirtyshye
- Published: 24 June 2017
- Volume 10 , pages 240–249, ( 2017 )
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- O. P. Bazhenova 1
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According to the materials of multiyear studies, the author estimates the ecological status of forest lakes in the Omsk Priirtyshye with respect to the phytoplankton development indicators. The species composition, structure, and floristic similarity degree of the phytoplankton of polytypic forest lakes are described. The author also determines the trophic status and water quality of these lakes. It is found that excessive recreation has a negative impact on the ecological status of the lakes.
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Bazhenova, O.P. Phytoplankton and ecological status of forest lakes in the Omsk Priirtyshye. Contemp. Probl. Ecol. 10 , 240–249 (2017). https://doi.org/10.1134/S1995425517030027
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Received : 15 August 2016
Revised : 14 October 2016
Published : 24 June 2017
Issue Date : May 2017
DOI : https://doi.org/10.1134/S1995425517030027
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