Human Resources Research Paper Topics For 2024


Table of contents

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

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

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

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

How to choose a Human Resources topic for your project?

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

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

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

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

Human Resources Management Research Topics

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

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

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Equal Employment Opportunity HR Research Topics

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

Career Development HR Research Topics

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

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

Research Topics on Recruitment and Selection

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

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


HR Risk Management Topics

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

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

Workplace Safety HR Topics

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

Trending HR Topics

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

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

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

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

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HRM Dissertation Topics

Published by Carmen Troy at January 6th, 2023 , Revised On April 16, 2024


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

HR Performance Review Dissertation Topics

A performance review, also known as a career development discussion, performance evaluation and employee appraisal, can be defined as a method to evaluate an employee based on their job performance, mainly for appraisals. This might be an interesting area to focus your dissertation on. Here are some interesting topics in this area of HRM:

Topic 37:To understand the relationship between performance review and employee motivation in large and diversified business organisations

Research Aim: This research will understand the relationship between employee motivation and employee performance review. Large and diversified businesses will be the main focus of this study.

Topic 38:Effective performance appraisal – A study to establish a correlation between employer satisfaction and optimising business results

Research Aim: This research will analyse the impact of performance appraisal on employer satisfaction and how it optimises business results.

Topic 39: Investigating the efficacy of performance appraisal from the perception of employees in UK retail industry – A case study of Tesco

Research Aim: This research will analyse the efficacy of performance appraisal concerning employees, with a specific focus on Tesco.

Topic 40: Employee performance appraisal and the role of fairness and satisfaction

Research Aim: This dissertation will explore whether employees report satisfaction and fairness when performance appraisal is conducted.

Topic 41:Investigating performance review and appraisal methods employed by human resource department of any large oil and gas company

Research Aim: This research will study the human resource department of a large oil and gas company and will investigate how “performance review” and appraisals are conducted.

Topic 42: Job satisfaction and performance appraisals – Are they Interconnected?

Research Aim: This research will study in-depth whether job satisfaction and performance appraisals are interconnected or not.

Topic 43:Investigating the relationship between public sector appraisals and the spinal pay reward

Research Aim: This research will talk about the spinal pay reward system and evaluate its effectiveness in the public sector.

Topic 44:Analysing the impact of performance management on employee performance improvement

Research Aim: This research will investigate how performance management helps companies improve their employees’ performance.

Topic 45: Can HR performance drive employee engagement? Studying the UK banking industry

Research Aim: This research will talk about the different ways through which HR performance review helps in improving employee engagement. The UK banking industry will be in focus in this study.

Topic 46:The role of HR performance review in increasing employee retention and productivity

Research Aim: This research will investigate how organisations utilize performance reviews as a tool to improve employee retention and productivity.

HR Employee Motivation Dissertation Topics

Employees need objectives and goals to remain focused. The quality of work may significantly drop if they are not constantly motivated by their employers.

Business organizations employ various employee motivation methods and techniques to keep their employees motivated. Thus, this is an interesting topic to explore for your final year dissertation. Here are some HRM dissertation topics related to employee motivation.

Topic 47:To investigate the role of motivation in HRM – A study highlighting the most important motivation factors for future business leaders

Research Aim: This research will discuss the different motivation factors organisations should use to develop future leaders. In addition to this, the role of motivation throughout HRM will be discussed.

Topic 48:Employee satisfaction and work motivation – Are they both related?

Research Aim: This research will understand the relationship between motivation and employee satisfaction and the different motivation techniques companies can employ to increase employee satisfaction.

Topic 49: Evaluating the Role of Employee motivation in performance Enhancement

Research Aim: This study will discuss the role of employee motivation concerning employee performance, i.e. whether it enhances performance or not.

Topic 50:Human resource management – Motivation among workers in large and diversified business organisations

Research Aim: This dissertation will talk about motivation in large and diversified organisations and how these companies ensure that their employees are motivated at all times.

Topic 51:Effects of motivational programmes and activities on employee performance

Research Aim: This research will focus on the different motivational techniques and programs that impact employee performance.

Topic 52: Does motivation play a role in decreasing employee turnovers? A case study of British Airways

Research Aim: This research will discuss the role of motivation in decreasing employee turnover with a specific focus on British airways.

Topic 53:Motivation and performance reward – Are the two interrelated?

Research Aim: This research will talk about motivation and performance rewards and will assess whether the two are interrelated and directly related.

Topic 54: Work productivity and the role of employee motivation programmes and activities

Research Aim: This study will assess employee motivation programs’ impact on employee productivity, i.e. if it increases or decreases.

Topic 55:To discuss the role of employee motivation in relation to retention levels

Research Aim: This research will analyze employee motivation’s role to help companies retain employees.

Topic 56:Differences and similarities between traditional and contemporary theories

Research Aim: This research will discuss and compare traditional and contemporary motivation theories implemented by companies.

Topic 57: The role of employee empowerment in employee motivation and satisfaction at British Petroleum.

Research Aim: This study will aim to analyse different strategies of employee empowerment carried out by British Petroleum and their impact on workers’ motivation and satisfaction. The research will be studied that either different employee empowerment strategies improve employee motivation and satisfaction. The findings will be beneficial for companies working in the petroleum sector.

Topic 58: The impact of open communication in improving employee engagement at Zara

Research Aim: In this research, different modes of communication used by organisations will be studied and especially the impact of open communication in improving employee engagement at Zara will be analyzed. The importance of open communication for different organisations in the fashion and retail sectors will be discussed. Moreover, different communication strategies that can help improve employee engagement at Zara will be discussed based on past literature, theories, and framework.

HR Performance Management Dissertation Topics

All processes and activities to consistently meet organisational goals and objectives can be considered the HR performance management mechanism elements. Different organisations employ different performance management strategies to gain a competitive advantage. To explore this area of human resources, here are some intriguing topics for you:

Topic 59:Investigating different performance management techniques for retaining employees

Research Aim: This research will talk about companies’ various performance management techniques to retain employees.

Topic 60:The role of performance management activities in improving employees’ skills and abilities

Research Aim: This research will discuss how performance management helps employees improve their skills and abilities and how it ultimately helps companies.

Topic 61:Managing performance of workers through performance management techniques – A Case Study of Google

Research Aim: This research will explore how organisations use different performance management techniques to manage employees and their performance. A specific focus of this study will be Google Incorporation.

Topic 62:Employee performance and performance management systems – A qualitative study

Research Aim: This study will conduct a qualitative study to understand the different performance management systems for improving employee performance.

Topic 63:Performance management examinations in human resource management of profit-oriented organisations

Research Aim: This research will understand performance management in profit-oriented companies regarding how their human resource department ensures optimal performance.

Topic 64:Exploring the essentials elements of the performance management framework

Research Aim: This research will explore its vital features and performance management framework.

Topic 65:Human resource management practices and business performance – The role of environmental uncertainties and strategies

Research Aim: This research will explore whether environment uncertainties and strategies play a role in employee and business performance.

Topic 66:The efficacy of performance management systems in the UK’s retail industry

Research Aim: This research will explore the UK’s retail industry’s performance management efficacy.

Topic 67:Towards a framework for performance management in a higher education institution

Research Aim: This research will investigate performance management in the educational setting.

Topic 68:Should wages be capped through performance management – A qualitative study

Research Aim: This research will analyse whether wages should be adjusted and capped concerning performance management with a focus on its effects.

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Strategic Human Resource Management Dissertation Topics

Strategic human resource management is tying the human resource management objective to the company’s goals and objectives. This helps companies in innovating and staying ahead of their competitors by gaining a competitive advantage.

Being a relatively new concept, there are various aspects of strategic HRM that are left to be explored. Here are some interesting strategic HRM dissertation topics for you:

Topic 69:The efficacy of communication processes and employees’ involvement plans to improve employee commitment towards organisational goals – A case study of Sainsbury

Research Aim: This research will study the role and efficacy of the communication processes and employees’ involvement in order to improve employees’ commitment towards organisational goals.

Topic 70:To investigate SHRM theory and practice in a call centre – A case study of any UK call centre

Research Aim: This dissertation will discuss the various SHRM theories and how it is implemented. A UK-based call center will be focused on this study.

Topic 71: Differences and similarities between SHRM strategies and policies employed by German and Japanese automobile companies

Research Aim: This research will compare the different SHRM techniques and policies implemented by German and Japanese automobile companies.

Topic 72: A resource-based view assessment of strategic human resources quality management systems

Research Aim: This research will understand the resource-based view of strategic human resources quality management systems.

Topic 73: To understand and critically evaluate the HRM strategies employed by small and medium sized enterprises in the UK

Research Aim: This research will discuss and evaluate the different strategic HRM strategies employed by small and medium-sized enterprises in the UK.

Topic 74: Relating organisational performance to strategic human resource management – A study of small scale businesses in the UK

Research Aim: This study will analyse whether organisational performance and strategic human resource management are interconnected by assessing small scale businesses in the UK.

Topic 75: Investigating strategic human resource management in Singapore – A qualitative study

Research Aim: This research will analyse strategic human resource management in Singapore by undertaking a qualitative method.

Topic 76: The role of organisational support programmes to enhance work outcome and employees behaviour

Research Aim: This research will understand the organisational support program in order to enhance employee work outcome and their behaviour.

Topic 77: To establish the most important components of strategic HRM for SMEs in the UK to develop a competitive advantage

Research Aim: This research will talk about the relationship between the different SHRM components for SMEs in the UK in order to gain a competitive advantage.

Topic 78: To establish the significance of the relationship between organisational performance and strategic human resource management

Research Aim: This research will explore the relationship between organisational performance and strategic human resource management and how it helps companies achieve their objectives.

Human Resource Theory Dissertation Topics

The human resource theory framework consists of a soft and hard approach to human resources management. Various theories cover the different aspects of the soft and hard human resource approach.

Exploring this area of HRM will help in understanding more about the soft and hard HRM approaches. Here are some dissertation topics in this area that you can choose from.

Topic 79: A comparative analysis of various human resources theory approaches

Research Aim: This research will discuss various human resource theories and approaches and provide a comparative analysis.

Topic 80:To study human resources systems practiced by Multinationals in the UK

Research Aim: This research will discuss the various human resource systems as practised by multinational companies operating in the UK.

Topic 81:The role of human resources management (HRM) in regards to addressing workers’ concerns.

Research Aim: This research will discuss the importance of human resources in understanding and addressing worker’s concerns.

Topic 82: Can HRM have a negative influence on the performance of business organisations – A qualitative study?

Research Aim: This research will discuss a unique aspect of human resource management, i.e. whether it harms the company’s performance or not.

Topic 83: Is Human resources the only option for employees? An exploratory study

Research Aim: This study will analyze human resources’ role in solving employee issues and assess whether it is the only option for employees.

Topic 84:Exploring the contribution of human resource to the success of organisations

Research Aim: This research will aim to understand the role and contribution of the human resource department in companies’ success.

Topic 85:To investigate the most predominant human HRM and control strategies employed by business organisations

Research Aim: This research will discuss an interesting topic, i.e. the most predominant HRM strategies organisations implement.

Topic 86:To investigate the role of HR as a shared service.

Research Aim: This study will discuss human resources’ role as a shared service in the organisation.

Topic 87:Does a supervisor has a role to play in implementing HR practices – A critical study

Research Aim: This study will critically analyze supervisors’ role in implementing human resource practices in an organization.

Topic 88:The ethics of firing employees – Do companies really follow it?

Research Aim: This research will focus on how employees are fired at organizations and whether human resources follow the ethics of firing or not.

HR Organisational Culture Dissertation Topics

Organisational culture, also known as organisational climate, is defined as the process by which an organisation’s culture can be quantified. The properties of the work environment that are either considered positive or negative by the employees (and that may influence their behaviour) are the most important components of the organisational culture framework.

Studying this aspect of human resources will help you gain an in-depth knowledge of the role of culture in human resource management. Here are some interesting dissertation topics in this area:

Topic 89:The role of leadership, HRM and culture in vitalising management systems in firms

Research Aim: This research will understand the role of leadership and culture in human resource management and how it helps companies manage their systems.

Topic 90:Finding the right balance between differentiation and standardisation of HRM practices and policies – HRM of multinational companies operating within the European Union

Research Aim: There are certain human resource practices that are standardized throughout the world. This research will investigate the differences between such standard policies with respect to culture. Multinationals operating in the European Union will be focused.

Topic 91:Cross-cultural human resource management – The role it plays in the success of different organisations

Research Aim: This research will study the role of cross-cultural human resource management in the success of companies.

Topic 92:The impact of cross-cultural competencies in start-up companies

Research Aim: A lot of companies do not encourage cross-cultural human resources in the workplace. This research will analyse how cross-cultural competencies help startups grow and succeed.

Topic 93:The role of organisational cultural on HRM policies and practices – A case study of Cambridge University

Research Aim: This research will aim to understand the role of organisational culture on human resource policies and practices. The main focus of this study will be at Cambridge University.

Topic 94:The relationship between human resource management practices and organisational culture towards organisational commitment

Research Aim: This research will assess the relationship between different cultures and human resource practices with respect to organisational commitment.

Topic 95: Investigating cultural differences between the work values of employees and the implications for managers

Research Aim: This study will conduct an investigation related to the work values of employees based on their various cultural differences. It will then be concluded what this means for the managers.

Topic 96:To effectively manage cultural change without affecting work productivity

Research Aim: This research will discuss an interesting topic as to how managers should manage organisational cultural change without harming productivity.

Topic 97:Inducting new employees into the culture – Does it help organisations?

Research Aim: This research will discuss whether or not it is feasible for organisations to hire employees when the company is undergoing a cultural change.

Topic 98:Recruiting to change the culture – The Impact it has on the Profitability of the Company

Research Aim: This research will discuss whether companies should hire to lead change in the organisation, i.e. whether hiring should be done for this specific purpose, and what this new hiring means for the company in terms of profitability.

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HR Diversity Dissertation Topics

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

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

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

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

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

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

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

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

Topic 102:Managing cultural diversity in human resource management

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

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

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

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

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

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

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

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

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

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

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

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

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

Important Notes:

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

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

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

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

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

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

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

How to Structure your HRM Dissertation

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

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

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  • Investigate HR technology impact.
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  • Consider performance management.
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149+ Best Human Resource Management Research Paper Topics

HR Research Paper Topics

  • Post author By Pooja Barman
  • October 18, 2023

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

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

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

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Table of Contents

What is HR Research Paper Topics?

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

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

How to Choose a Good HR Research Paper Topic

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

How to Choose a Good HR Research Paper Topic

1. Identify Your Interests

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

2. Consider Relevance

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

3. Consult Your Advisor

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

4. Define Your Scope

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

5. Explore Current Research

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

6. Practicality

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

7. Ethical Considerations

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

149+ Exciting MBA HR Research Paper Topics For Beginners

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

Professional/Career Development HR Research Topics

Employee Training and Development StrategiesEffective strategies for training and developing employees.
Career Planning and Development in OrganizationsHow organizations promote and support employee career growth.
Role of Mentoring in Professional DevelopmentThe significance of mentoring programs in career growth.
Employee Skill Gaps and Career DevelopmentAddressing skill gaps for better career opportunities.
Promoting Work-Life Balance for Career GrowthBalancing personal life and career development.
Impact of Diversity and Inclusion on Career DevelopmentThe role of diversity and inclusion in career progression.
Talent Mobility and Career AdvancementEncouraging talent mobility for professional growth.
Leadership Development ProgramsThe effectiveness of leadership development initiatives.
Continuous Learning in Career DevelopmentThe importance of ongoing learning in career advancement.
Employee Engagement and Career SatisfactionThe connection between engagement and job satisfaction.
Personal Branding for Career DevelopmentDeveloping a personal brand to enhance career prospects.

Training and Development General/ Interesting Human Resource Research Topics

Research Paper Topics
Measuring the ROI of Employee Training Programs
Leadership Development Strategies in Organizations
The Role of E-Learning in Employee Development
Mentoring Programs and Employee Skill Development
Cross-Cultural Training for Global Workforces

Employee Engagement HR Research Paper Topics

Hr Research Paper Topics
The Link Between Employee Engagement and Productivity
Employee Engagement Surveys: Best Practices
Strategies for Increasing Employee Engagement
The Impact of Remote Work on Employee Engagement
Employee Recognition and Rewards Programs
The Role of Leadership in Fostering Engagement

Compensation and Benefits

Research Paper Topics
The Impact of Compensation on Employee Motivation
Evaluating the Effectiveness of Flexible Benefits Plans
Gender Pay Gap: Causes, Implications, and Solutions
Executive Compensation and Organizational Performance
The Role of Non-Monetary Benefits in Employee Satisfaction
Compensation Strategies for Attracting Top Talent

Mba Labor Relations Hr Research Paper Topics

Research Paper Topics
The Impact of Unions on Employee Relations
Negotiating Collective Bargaining Agreements
Resolving Workplace Conflicts and Disputes
Employee Rights and Workplace Ethics
The Role of HR in Mediating Labor Disputes
Employee Involvement and Decision-Making in Unionized Workplaces

Performance Management

Research Paper Topics
The Effectiveness of Performance Appraisal Systems
360-Degree Feedback: Pros and Cons
Goal Setting and Performance Evaluation
Continuous Feedback and Improvement
Performance Management in Non-Profit Organizations

Diversity and Inclusion Research Paper Topics

Hr Research Paper Topics
Creating Inclusive Workplace Cultures
Measuring the Impact of Diversity Initiatives
The Role of HR in Promoting Diversity and Inclusion
Unconscious Bias in Hiring and Promotions
The Business Case for Diversity and Inclusion
Gender and Racial Diversity in Leadership Roles

HR Technology Research Paper Topics

Research Paper Topics
The Future of HR Technology: Trends and Predictions
HR Analytics and Data-Driven Decision-Making
Cloud-Based HR Systems and their Benefits
Cybersecurity and Data Privacy in HR Technology
The Role of Chatbots and AI in HR Operations
Mobile HR Apps: Enhancing Employee Engagement

Workplace Well-being

HR Research Paper Topics
Strategies for Reducing Workplace Stress
Employee Health and Wellness Programs
The Impact of COVID-19 on Workplace Well-being
The Role of HR in Promoting Work-Life Balance
Mental Health Support in the Workplace
Managing Employee Burnout and Fatigue

Talent Management HR Research Paper Topics

Research Paper Topics
Succession Planning and Leadership Development
Employee Retention Strategies
Managing Multigenerational Workforces
Identifying High-Potential Employees
The Role of HR in Developing Future Leaders
Talent Acquisition and Employer Branding

Employee Turnover Trending Research Topics in Human Resources

MBA HR Research Paper Topics
Analyzing the Causes of Employee Turnover
Employee Exit Interviews: Insights and Improvements
The Role of Compensation in Reducing Turnover
Employee Engagement and its Impact on Retention
Reducing Turnover in the Gig Economy
The Impact of Work-Life Balance on Employee Retention

HRIS topics for Dissertations, Essays, and Research Paper

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

Components of a Human Resource Information SystemThe key elements that make up an HRIS.
Role of Information Systems in Human Resource ManagementHow information systems support HR functions.
HRIS and Strategic Human Resource ManagementThe integration of HRIS into strategic HR planning.
Importance of Automated Employee Skills InventoryThe significance of automating the tracking of employee skills.
Steps of Implementing HRISThe process of introducing HRIS in an organization.
Functions of HRIS Systems AnalystThe responsibilities of an HRIS systems analyst.
Using HRIS to Optimize Employee Performance ManagementLeveraging HRIS to enhance employee performance.
Impacts of HRIS on Organizational EfficiencyHow HRIS influences overall organizational efficiency.
Advantages of HRIS on OrganizationsThe benefits of HRIS implementation for organizations.

Employee Benefits and Well-being Research Paper Topics

HR Research Paper Topics
The Impact of Flexible Work Arrangements
Employee Assistance Programs (EAPs) and Mental Health Support
The Role of HR in Promoting Employee Financial Wellness
Health and Wellness Initiatives: ROI and Employee Health
Parental Leave Policies and Work-Life Balance
Work-Life Integration and the Role of HR

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

Recruitment in Talent ManagementImportance of hiring the right people in talent management.
Talent Management ElementsKey components of an effective talent management system.
Corporate Learning and Talent ManagementIncorporating education, compensation, performance, and hiring in talent management.
Talent Acquisition StrategiesDifferent approaches to finding and hiring talented employees.
Talent Management ToolsTools used to facilitate talent management processes.
Executive Coaching in Talent ManagementThe role of coaching top executives in talent management.
Recognition and Leadership in Talent ManagementUsing recognition and leadership development in talent management.
Strategic Talent ManagementThe need for a comprehensive plan in talent management.
Talent Management ModelsVarious models and approaches in talent management.
Corporate Talent ManagementTalent management strategies in large organizations.
Social Media and Talent ManagementThe influence of social media in talent management.
Talent Management and Organizational PerformanceImpact of talent management on a company’s performance.

Equal Employment Opportunity HR Research Paper Topics

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

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

Top 10 Most Promising HR Research Paper Topics For College Students

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

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

What’s Next?

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

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

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

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

Frequently Asked Questions

What are the four core hr areas.

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

What are the 5 functional areas of HR?

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

What are the areas of strategic HR?

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

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Sustainable HRM and well-being: systematic review and future research agenda

  • Published: 14 July 2023

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recent topics in human resource management for research

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  • Gul Afshan   ORCID: 1 &
  • Salman Anwar Rana 1  

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This paper attempts to undertake a systematic literature review to identify ways and means by which sustainable human resource management (HRM) and well-being are linked for better individual and organizational outcomes. Its primary focus is to study whether sustainable HRM predicts well-being at work? If yes, how and when this prediction takes place? Systematic computerized search and review were conducted for articles published until December 2022. A total of 134 research articles were finally selected. It was found that sustainable HRM predicts well-being at work. However, our findings suggest that the area is largely underexplored and empirical work is too rare. Although few moderators and mediators are examined, research is required to propose and test more comprehensive models with more robust research designs and sophisticated theoretical links.

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Information/data of all the research papers analysed during this study are included in the body of this manuscript and its appendix. Any further information related to earlier research papers considered for this review are available from the corresponding author on reasonable request.

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Human resource management research in healthcare: a big data bibliometric study

Xiaoping qin.

1 School of Health Policy and Management, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, 100730 China

Yu-Ni Huang

2 College of Medical and Health Science, Asia University, Taichung, 41354 Taiwan

Kaiyan Chen

3 Department of Education, Peking Union Medical College Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, 100730 China

4 Department of Innovative Medical Research, Hospital Management Institute, Chinese People’s Liberation Army General Hospital, Beijing, 100853 China

Richard Szewei Wang

5 Affiliation Program of Data Analytics and Business Computing, Stern School of Business, New York University, New York, 10012 United States of America

6 Tsinghua-Berkeley Shenzhen Institute, Tsinghua University, Shenzhen, 518055 China

Bing-Long Wang

Associated data.

All data and materials generated or analysed during this study are included in this published article.

Human resource management (HRM) in healthcare is an important component in relation to the quality and efficiency of healthcare delivery. However, a comprehensive overview is lacking to assess and track the current status and trends of HRM research in healthcare. This study aims to describe the current situation and global trends in HRM research in healthcare as well as to indicate the frontiers and future directions of research. The research methodology is based on bibliometric mapping using scientific visualization software (VOSviewer). The data were collected from the Web of Science(WoS) core citation database. After applying the search criteria, we retrieved 833 publications, which have steadily increased over the last 30 years. In addition, 93 countries and regions have published relevant research. The United States and Australia have made significant contributions in this area. Current research articles focus on topics clustered into performance, hospital/COVID-19, job satisfaction, human resource management, occupational/mental health, and quality of care. The most frequently co-occurring keywords are human resource management, job satisfaction, nurses, hospitals, health services, quality of care, COVID-19, and nursing. There is limited research on compensation management and employee relations management, so the current HRM research field still has not been able to present a complete and systematic roadmap. We propose that our colleagues should consider focusing on these research gaps in the future.


Among the many management elements, people are the most dynamic and active element, and they are an important asset in organizations [ 1 ]. The term “human resources” was first coined by the academic Peter F. Drucker in 1954 [ 2 ]. The key function of human resources management (HRM) is to “put the right people in the right jobs at the right time” [ 2 ]. HRM refers to the planned allocation of human resources in accordance with the requirements of organizational development through a series of processes, such as recruitment, training, use, assessment, motivation, and adjustment of employees, to mobilize their motivation, bring into play their potential and create value for the organization [ 1 ]. Ensuring the achievement of the organization’s strategic objectives, HRM activities mainly include human resource strategy formulation, staff recruitment and selection, training and development, performance management, compensation management, staff mobility management, staff relationship management, staff safety and health management, etc. Similarly, modern healthcare management has human resources as the core. The HRM level in hospitals is related to the quality and efficiency of medical services provided by hospitals, which is also the core of internal hospital management and the focus of health macro management [ 3 ].

The World Health Organization (WHO) states that health systems can only work with the help of health workers, and that improving the coverage of health services and realizing the right to the highest standard of health depends on the availability, accessibility, acceptability and quality of health workers [ 4 ]. In response to evolving characteristics in socio-economic development and the human resource market, healthcare system personnel reforms are evident in three key areas: first, decentralization and flexible employment practices grant hospital managers greater decision-making autonomy concerning priorities and access to medical resources. However, they also impose quantitative and functional constraints on physicians' working hours, career planning, and medical payment systems. Second, a focal point is the rational allocation of technical staff to achieve efficiency while controlling labor costs. Finally, hospital organization change and restructuring are prevalent. Many European countries have unionized hospital employees, limiting the ability to establish independent incentives and rewards. In contrast, U.S. hospital employees often do not belong to specific organizations, leading cost control efforts to revolve around adjusting the allocation of technical staff and employee numbers to reduce labor expenses [ 5 – 7 ].

The current global trend in the number of publications on HRM in healthcare is rising. However, there are currently several problems in HRM research. The following issues mainly exist: (1) the expertise and professionalism of HRM managers are limited. (2) Theoretical methods and technical applications are weak. (3) Insufficient regulation of regulations, systems and procedures. (4) Management is mainly at the level of operational work, and functions are too fragmented [ 8 , 9 ]. Although hospitals worldwide generally recognize the importance of HRM, they do not pay sufficient attention to it. The management of human resources is also stuck in the previous understanding that its work is carried out only by transferring positions in hospitals, promoting and reducing the salary of employees and a series of other operations [ 10 ]. Most senior management in hospitals have comprehensive medical knowledge; some are experts in a particular field. Still, they lack expertise in HRM, which makes them work in a transactional way in HRM. There is also currently a general health workforce imbalance in countries worldwide. The lack of well-being of healthcare workers is particularly problematic in foreign healthcare institutions [ 11 ], and to reduce costs, some organizations have reduced staffing levels. In turn, because of lower quality of service, the morale of healthcare providers often suffers. Patient satisfaction may decline [ 12 ]. In the process of data gathering, we found that the literature related to HRM in healthcare is still under-reported and that the research topics are scattered, and there is still a lack of generalization and summary of these literatures [ 13 ]. There is no systematic theoretical support in the current research, which defines the perspective that researchers should take when analyzing and interpreting the data to be collected, leading to biased interpretations of the results, and does not allow other researchers to combine the findings with existing research knowledge and then apply them to practice [ 14 ]. Second, data collection was not rigorous, and the downloading strategy was not appropriate to achieve completeness and accuracy of data. There is also a lack of information and incomplete use of features in the presentation of knowledge maps and visualization results [ 15 ].

Therefore, the aims of this study are the following; first, we provide a new way of viewing the field of healthcare HRM and its associations by examining co-occurrence data. Second, we relate our evolutionary analysis to a comprehensive future research agenda which may generate a new research agenda in healthcare hospital HRM. This review, therefore, focuses on illuminating the research frontiers and future roadmap for healthcare HRM research [ 16 , 17 ].

Materials and methods

This study provides a bibliometric analysis of the HRM research literature in health care over a 30-year period to describe the landscape and trajectory of change in the research field. The methodology used for this overview is based on bibliometric mapping [ 18 , 19 ], a visualization technique that quantitatively displays the landscape and dynamic aspects of the knowledge domain [ 20 ]. Data were collected from the Web of Science (WoS) core citation database. Two Java-based scientific visualization software packages (CiteSpace and VOSviewer), developed by Chaomei Chen and Van Eck and Waltman, were used to analyze the data [ 18 , 21 ].

The data for this study were retrieved from the Web of Science on 28 September 2022. Web of Science was chosen as the search engine, because it is the most widely accepted and commonly used database for analyzing scientific publications [ 22 ]. The keywords “human resource management” and “healthcare organization” were used as search topics. First, to get a complete picture of HRM research, we searched all the literature from 1977 to the date of the search.

Eight hundred thirty-three publications on HRM in healthcare organizations were identified (Fig.  1 ). We excluded publications before 1990, because the two documents before 1990 did not include complete information. In addition, articles, review articles, and early access articles were included in the study. To minimize language bias, we excluded literature published in languages other than English. Each publication in WoS contains detailed information, including the year of publication, author, author’s address, title, abstract, source journal, subject category, references, etc. A detailed description of the contents of the database preceded the bibliographic analysis. For example, some authors presented their names in different spellings when submitting articles, so reviewing and integrating the data in detail was necessary. A total of 718 publications were included and exported to VOSviewer and CiteSpace software to analyze the following topics: global publishing trends, countries, journals, authors, research orientations, institutions, and quality of publications.

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Research flow chart of the bibliometric analysis

Introduction to CiteSpace and VOSviewer

VOSviewer is a software tool for building and visualizing bibliometric networks. It was developed by Van Eck and Waltman [ 21 ]. In VOSviewer, metric networks can be visualized and analyzed for factors, including journals, researchers, or individual publications. They can be constructed based on citations, bibliographic couplings, co-citations, or co-authorship relationships [ 21 ].

Global publication trends

Number of global trends.

After applying the search criteria, we retrieved a total of 718 articles. Figure  2 a shows the increase in articles from 1 in 1977 to 108 in 2021. To predict future trends, a linear regression model was used to create a time curve for the number of publications throughout the year, and the model fit curve for the growth trend is shown in Fig.  2 b. The trend in the number of publications fitted the time curve well at R 2  = 0.8802. The R-squared value is a measure of how well the trend line fits. This value reflects the degree of fit between the estimated value of the trend line and the corresponding actual data; the better the fit, the more reliable the trend line is [ 23 , 24 ]. Based on the model’s trends, it is also predicted that the number of articles on HRM in healthcare will increase to approximately 300 by 2030, an almost threefold increase compared to 2021.

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a Total number of publications related to HRM research. The bars indicate the number of publications per year. b Model fitting curves of global publication trends. c Top 10 countries of total publications. d Distribution world map of HRM research

Country and regional contributions

Figure  2 c, d shows the number of publications and the world distribution of the top 10 countries in total publication numbers. The USA contributed the most publications (172, 24.2%), followed by Australia (86, 12.0%), the UK (83, 11.6%), and China (78, 10.9%).

Total number of citations

The USA had the highest total number of citations of all included publications (5195) (Table ​ (Table1), 1 ), while the UK ranked second (2661), followed by Australia (1960) and the Netherlands (1271). The detailed rankings and numbers are shown in Fig.  3 a and Table ​ Table1 1 .

Contributions in publications of countries

CountryPublicationsSum of the Times CitedAverage Citations per ItemH-index
UNITED KINGDOM83266132.0627

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a Top 10 countries of average citations for each article. b Average number of citations. c Top 10 countries of the H-index

Average citation frequency

Belgium had the highest average number of citations (49.26), followed by the UK (32.06), the USA (30.2), and Canada (27.13), as shown in Fig.  3 b.

Total citations and the h-index reflect the quality of a country’s publications and academic impact[ 25 ]. Figure  3 c shows the ranking of the h-index, where the top country is the USA (h-index = 36), followed by the UK (h-index = 27), Australia (h-index = 23), and Canada (h-index = 22).

Analysis of publications

Table ​ Table2 2 shows the top 10 journals for publications on HRM in healthcare, with 54 articles published in “International Journal of Human Resource Management”, 44 articles published in “BMJ Open”, 30 articles published in “Journal of Nursing Management”, and 24 articles in “BMC Health Services Research”.

Top 10 journals of publications related to HRM research

PublicationsTimesPercentage(  = 718)
International Journal Of Human Resource Management547.521
Bmj Open446.128
Journal Of Nursing Management304.178
Bmc Health Services Research243.343
Journal Of Advanced Nursing182.507
Health Care Management Review162.228
Human Resources For Health162.228
Human Resource Management141.95
Plos One141.95
Human Resource Management Journal111.532

Table ​ Table3 3 shows the top 10 most published authors with 96 articles/reviews in the last decade, representing 13.4% of all literature in the field. Timothy Bartram from Australia has published 19 papers, followed by Sandra Leggat from Australia, Stanton P from the USA, and Townsend K from the UK with 13, 11, and 10 papers, respectively. All researchers listed as authors were included in this term for analysis, regardless of their relative contribution to the study. Notably, we have included all authors in this analysis regardless of their relative contribution to the study.

Top 20 authors of publications

AuthorPublicationsSum of the Times CitedAverage Citations
per Item
Bartram T197223812
Leggat SG1348837.549
Stanton P1151046.368
Townsend K10210218
Wilkinson A10210218
Van Rhenen W813817.255
Paauwe J725836.864
Boselie P633856.336
Kellner A68714.56
Marchal B616327.176

Research orientation

Figure  4 a shows the top 10 research orientations of the 100 research orientations. The most common research orientations were management (193 articles), nursing (107 articles), health policy services (105 articles), and health care sciences services (201 articles).

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a Top 10 research orientations and the number of publications in each orientation. b Top 20 institutions with the most publications


Figure  4 shows the top 20 institutions with the most published papers. La Trobe University has the highest number of articles with 24, followed by the University of London (23) and Griffith University (18).

Co-occurrence analysis

In the keyword mapping on HRM research in healthcare, the size of the nodes represents the frequency, while the line between the nodes reflects the co-occurrence relationship. A total of 1914 keywords were included, and 59 met the criteria. All keywords were grouped into six clusters: performance (light blue cluster), job satisfaction (red cluster), quality of care (blue cluster), human resource management (brown cluster), occupational/mental health (purple cluster), and hospital/COVID-19 (green cluster) (Fig.  5 ).

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Co-occurrence analysis of HRM research in healthcare

The most prominent themes in HRM research in healthcare are as below. In the “Performance” cluster, the keywords which have the greatest co-occurrence strength were “performance”, “systematic review”, “decentralization health system” and “motivation”. The main keywords in the “Job Satisfaction” cluster are “job satisfaction”, “organizational commitment”, “transformational leadership” and “turn over”. In the “Quality of care” cluster, the keywords that stand out are “quality of care”, “patient safety”, “high-performance work system”, “quality management” and “patient satisfaction”. In the “Human resource management” cluster, the prominent keywords include “human resource management”, “health policy”, “public health”, and “education and training”. In the “Occupational/Mental Health” cluster, the prominent keywords are “Occupational health”, “mental health”, “well-being” and “burnout”. The main keywords in the “Hospital/COVID-19” cluster were “hospitals”, “COVID-19” “workforce” and “qualitative research”.

Global trends in HMR in healthcare

Our study of HMR research in healthcare illustrates current and global trends in publications, contributing countries, institutions, and research orientations. The field of HMR research has evolved over the past three decades. However, as this study shows, the number of publications steadily increases yearly, with 93 countries or regions publishing in the field, suggesting that research focusing on HMR research and providing in-depth knowledge will likely increase.

Quality and status of publications worldwide

We find that most publishing countries are developed countries, but developing countries are catching up. The total citation rate and the h-index reflect the quality and scholarly impact of a country’s publications [ 25 ]. According to our study, the US ranks first among other countries in total publications, citations, and h-index, making the most substantial contribution to global HRM research. The UK and Canada also contribute significantly, with impressive total citation frequencies and h-index, especially the UK, which ranks second in average citation frequency. However, some countries, such as Belgium, Canada and Australia, also play an important role, given their high average citation frequency. In developing countries, HRM research has also served as a guide for hospitals to improve the quality of care. The study will serve as a reference for developing countries to learn from the experience of developed countries as their economic development gradually catches up with that of developed countries.

The impact and prestige of the journals can be seen in the number of articles published in the field and the influential journals in healthcare HRM research, including the BMC Health Services Research, the Journal of Nursing Management, the International Journal of Human Resource Management, the Health Care Management Review, and the Journal of Health Organisation and Management. These high-quality journals are thus the main source of information for researchers in this field on the latest developments in HRM in healthcare.

The study shows that almost all of the top 20 institutions come from the top five countries with the most publications, with the majority coming from the US, Australia and the Netherlands, reflecting the great academic influence of these three countries in the field of HRM in healthcare. These institutions play an important role in raising the academic performance of a country. Furthermore, the top 20 authors represent research leaders who are likely to impact the future direction of research significantly. Therefore, more attention should be paid to their work to stay abreast of the latest developments in the field.

Research Focus on HRM

Keywords play a crucial role in research papers as they contain vital information [ 26 ]. A systematic analysis of keywords within a specific research domain offers valuable insights into trends and focal points across various research areas [ 27 ]. Moreover, co-occurrence analysis relies on the number of joint publications to evaluate relationships among the identified keyword domains. As a result, it serves as an effective method for predicting future trends and focal points within the research areas of interest. These findings are expected to inspire more researchers to contribute to the future of HRM research in healthcare [ 28 ].

In this study, a total of six research domains were eventually summarized. Performance, Hospital/COVID-19, Job Satisfaction, Human resource management, Occupational/Mental Health, and Quality of care. By visualizing the analysis results, we can easily further clarify future trends. As the co-occurrence diagram shows, the keywords “Organizational culture”, “Patient safety”, “Nursing”, “Leadership”, “Quality of care” and “Hospitals” are highlighted as larger icons, so that investment and demand for quality research are necessary for the context of these six research directions.

Six modules and research directions in human resources

This study found that the visual clustering results and the keywords that emerged from the clusters were closely related to the HRM module s described in “Human Resources Management: Gaining a Competitive Advantage” by Noe. R . [ 29 ]. The modules have been cited in HRM research and are used as textbooks in universities [ 30 – 33 ]. Some of the keywords in each cluster correspond to human resource planning, performance management, recruitment and staffing, and training and development, respectively. The explanation of the HRM modules is described in the next paragraph. However, there are no explicit keywords in the modules related to employee relations management and compensation management results. This may be due to the private nature of the compensation structure in healthcare organizations during data collection, making it unavailable.

The explanation of the HRM modules [ 29 ]

  • Human resource planning is the starting point of HRM. It helps the organization forecast future personnel needs and their basic qualities, primarily through planning.
  • Recruitment and staffing, with HR planning as the input, is equivalent to the organization’s blood, nourishing the organization and solving the problem of staffing and staff matching.
  • Training and development, with the “education” theme.
  • Performance Management is at the heart of the six dimensions. It is also the primary input to the other dimensions.
  • Compensation management aims to motivate employees to solve the company’s problems.
  • Employee relations management aims to manage people and help the company form an effective cycle of rational human resource allocation.

Human resource planning

Human Resource Plan (HRP) stands for the implementation of the HR development strategy of the enterprise and the accomplishment of the enterprise’s goals, according to the changes in the internal and external environment and conditions of the enterprise, through the analysis and estimation of the future needs and supply of human resources and the use of scientific methods for organizational design, as well as the acquisition, allocation, utilization and maintenance of HR and other aspects of functional planning. HRP ensures that the organization has a balance of HR supply and demand at a needed time and in a required position, and achieves a reasonable allocation of HR and other resources to effectively motivate and develop of employees [ 34 ].

Decentralization health system, organizational culture/structure are high-frequency words in the clustering results related to “human resource management”. It is important to assess the extent to which decentralization can be used as a policy tool to improve national health systems. For policymakers and managers, based on relevant literature and research as well as country experience analysis, the experience of decentralization in relation to the organization and management of healthcare services is considered a forward-looking and pioneering concept capable of achieving optimal allocation of HR and other resources, in addition to the need to focus more on ex-ante and ex-post incentive development to deliver a 1 + 1 > 2 HRM effect [ 35 ]. HRP is the starting point and basis for all specific HRM activities. It directly affects the efficiency of the overall HRM of the enterprise. It is, therefore, taken as the primary job requirement for HR managers [ 36 ]. Organizational culture/structure significantly impacts the healthcare sector, such as excellence in healthcare delivery, ethical values, engagement, professionalism, cost of care, commitment to quality and strategic thinking, which are key cultural determinants of high-quality care delivery [ 37 ]. Therefore, as with other for-profit organizations, healthcare organizations must ensure that their organizational structure functions effectively to achieve their strategic goals. The organization formulates and implements HRM, an important task to achieve the development strategy goals.

Staff recruitment and allocation

Recruitment and staffing are the first steps in hospital HRM activities. Under the guidance of the organization’s human resources development plan, potential staff who meet the development conditions are attracted. Through the scientific selection of outstanding personnel, a platform with guaranteed treatment and development prospects is provided to ensure that the team of the healthcare organization is built solidly and meets the development needs. From the findings of this study, the keywords “workforce” and “workload” appear as high-frequency keywords in the co-occurrence analysis. Still, keywords related to traditional staff recruitment (e.g., analysis of recruitment needs, job analysis, competency analysis, recruitment procedures, and strategies) do not appear often. Recruitment and staffing are the prerequisites of human resources work. They bring a new dynamic source to healthcare organizations while complementing staff, making the organization full of vitality and vigor, facilitating organizational innovation and management innovation and helping improve the healthcare organization’s competitive advantage [ 38 ]. Recruitment and staffing, as a part of HR, directly impact the successful running of daily activities.

Training and development

Human resource training is an important component of quality and safety in the health care system. The keyword “education and training” shows a high frequency of co-occurrence in the clustering results of analysis, corresponding to the module “training and education”. However, it is connected to the keywords “human resource management” and “health policy”, and is in the same cluster with” public health”, “health care management”, and the distance between the lines and dots indicate that these topics are closely related, proving the importance of education and training in the HRM of health systems. Healthcare organizations (especially for non-professionals and caregivers) can improve the performance of their employees by enhancing their capabilities, knowledge and potential through learning and training, so that they can maximize their qualifications to match the demands of their work and advance their performance [ 39 , 40 ].

Performance management

Performance management, the core of the six modules, is also featured in the clustering results. Although this is an important focus for HR professionals, few studies have explored the link between HRM and health sector performance [ 6 ], the results show “performance” and “motivation”. The effectiveness of performance management is an important component of HRM, which effectively improves the quality of care in healthcare organizations/institutions [ 6 ]. Focusing on the effectiveness of performance management is considered to be crucial. First, as an integral part of HRM within an organization, it can help the organization meet its goals. Second, ineffective approaches can lead to negative attitudes among employees (including clinicians, nursing staff, administrators, etc.) and adversely affect performance due to decreased satisfaction among employees and patients. Third, given the increasing quality and cost reduction pressures on healthcare organizations, conducting further research on performance management and effectiveness is critical [ 41 ]. However, it is clear from our results that healthcare organizations have recognized the importance of performance management and are pursuing “high performance”. Although the topic of performance management in HRM in healthcare is one of the research priorities, the number is lacking and more discussion on performance management should be suggested for future research.

Compensation management

Compensation is an important tool to motivate employees to work hard and to motivate them to work hard. The results of the database's bibliographic analysis show that no keywords directly involved compensation. This indicates that “compensation management” has not been considered a hot topic or a research issue over 30 years of available literature. To clarify the content of this module, we further searched the database of 718 articles with keywords, such as compensation, remuneration, salary, etc., and found that only 35 of them mentioned or discussed compensation, and some years (e.g., 2018, 2009) even had no relevant literature being published. However, issues such as fairness of compensation management and employee compensation satisfaction are still important issues of concern to business management academics [ 42 , 43 ]. The actual situation is that it is difficult to conduct research on compensation management. Most organizations keep their employees’ compensation confidential, and when conducting research, HR managers avoid talking about their employees’ compensation or leave it vague, rendering it impossible for researchers to conduct further research.

Employee compensation is one factor that has the greatest impact on organizational performance. In the future, organizations should be encouraged to scientifically structure their compensation management and empower academic research to establish and implement fair compensation management systems based on empirical research while maintaining the privacy and security of organizational information.

Employee relations management

The connotation of employee relations management involves organizational culture and employee relations, as well as the coordination of the relationship between employers and employees. Healthcare organizations have complex structures with employees with varying skills, tasks or responsibilities, and such conflicts are often managed through the communication skills of administrative staff [ 44 ]. Although the keywords related to “employee relations management” did not occur in this study's analysis results, the six HRM modules are closely related. Therefore, this does not mean that no description of employee relations management was completely absent in the retrieved articles. It is clear that there is currently a lack of research on employee relations management in the healthcare field. Still, with the continuous development of the healthcare industry, it faces multiple challenges. If employee relations are not handled properly, healthcare organizations with social responsibility will face great public pressure, which will even affect the quality of healthcare services and performance, so it is especially important to strengthen the research on employee relations management.

This study inevitably has some limitations, the first of which arises from using quantitative methods to review documents in the field of HRM. The review relied on an analysis of the bibliographic data associated with the documents rather than a review of the research findings. The impact of the study was, therefore, limited to the general direction of developments in the field, rather than a synthesis of research findings. As a result, we may have missed some publications due to database bias. Second, most of the publications identified were in English and some articles relevant to other languages have not been included. Third, Since HRM exists in a wide range of industries and research areas, although researchers have set the screening criteria as detailed as possible, there may still be some literature that has not been detected.

This study describes the current state and global trends in HRM research in healthcare. The United States has made significant contributions in this field, establishing itself as a global leader. It is foreseeable that more and more publications will be published in the coming years, which indicates that HRM research in healthcare is booming. The analysis results of this study echoed the modules of HRM. It can be seen that in the current HRM research, many topics have been of interest. However, the focus and hotspots of the research are scattered, and there is presently no systematic research on the content of HRM in healthcare.


The authors thank the Editor-in-Chief and the referees for their helpful comments which help to improve our manuscript significantly.

Author contributions

BW, ZH and LLconceived of the presented idea. BW, developed the theory. BW, YH, RW, KC and XQ collected the data and discussed the results. BW and YH encouraged XQ to investigate the hospital management field and supervised the findings of this work. All authors discussed the results and contributed to the final manuscript.

This research was supported by Chinese Academy of Medical Sciences and Peking Union Medical College, China (Grant number: 2021-RC630-001).

Availability of data and materials


There are no human or animal studies in this manuscript, and no potentially identifiable human images or data are presented in this study.

Not applicable.

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

Publisher's Note

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

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Top management green commitment and green intellectual capital as enablers of hotel environmental performance: the mediating role of green human resource management, the study of knowledge employee voice among the knowledge-based companies: the case of an emerging economy.

PurposeA review of previous studies on the voices of employees and knowledge workers clarifies that paying attention to employees' voice is critical in human resource management. However, limited studies have been conducted on it, and much less emphasis has been placed compared to other human resource management activities such as human resource planning. Therefore, the voice of knowledge employees has been one of the critical issues that have attracted a great deal of attention recently. Nonetheless, there is no evidence of various comprehensive and integrated voice mechanisms. As a result, this study aims to design knowledge workers' voice patterns in knowledge-based companies specialising in information and communication technology (ICT) in Iran in May and June 2020.Design/methodology/approachThis study is a qualitative grounded theory research. We collected the data from a target sample of 15 experts in knowledge-based ICT companies using in-depth semi-structured interviews. Since all the participants had practised the employee voice process, they were regarded as useful data sources. Data analysis was also performed using three-step coding (open, axial and selective) by Atlas T8, which eventually led to identifying 14 components and 38 selected codes. We placed identified components in a paradigm model, including Personality Characteristics, Job Factors, Economic Factors, Cultural Factors, Organisational Policies, Organisational Structure, Climate Of Voice in the Organisation, Management Factors, Emotional Events, Communications and Networking, Contrast and Conflict and, etc. Then, the voice pattern of the knowledge staff was drawn.FindingsThe results showed that constructive knowledge voice influences the recognition of environmental opportunities and, additionally, it helps the competitive advantages among the employees. By forming the concept of knowledge staff voice, it can be concluded that paying attention to knowledge staff voice leads to presenting creative solutions to do affairs in critical situations. The presentation of these solutions by knowledge workers results in the acceptance of environmental changes, recognition and exploitation of new chances and ideas, and sharing experiences in Iranian knowledge-based companies.Practical implicationsStrengthening and expanding the voice of employees in knowledge-oriented companies can pave the way to growth and development towards a higher future that prevents the waste of tangible and intangible assets.Originality/valueCompanies' ability to engage in knowledge workers is a vital factor in human resource management and strategic management. However, the employee voice has not been involved integrally in the context of corporate.

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Relationship Model between Human Resource Management Activities and Performance Based on LMBP Algorithm

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Human Resource Management Research Paper Topics

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Human resource management research paper topics are a critical area of study for students and professionals aiming to understand and advance the field of Human Resource Management (HRM). With the rise of complex organizational structures, diverse workplace environments, and evolving employment laws, HRM has become an essential part of any successful organization. This abstract provides an overview of the multifaceted world of HRM research and introduces a comprehensive list of research paper topics that cater to various aspects of HRM. From talent acquisition to employee retention, performance evaluation, training, and legal compliance, the following sections will offer detailed insights into these areas. Students interested in pursuing research in HRM will find these topics engaging and highly relevant to the current organizational landscape. Additionally, they will be introduced to iResearchNet’s writing services that provide expert assistance in producing custom HRM research papers, ensuring quality, depth, and adherence to academic standards.

100 Human Resource Management Research Paper Topics

Human Resource Management (HRM) is a field that delves into the multifaceted interactions between employees and organizations. The role of HRM has evolved over time to include not only the management of recruitment and employee relations but also strategic planning, legal compliance, and organizational development. Here, we present a comprehensive list of Human Resource Management research paper topics divided into 10 essential categories, each containing 10 specific topics.

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HRM is a dynamic and broad field that demands multidimensional approaches to study. As students explore various topics, they will find intricate connections between management strategies, organizational behavior, and employee satisfaction. The following list serves as an inclusive guide to inspire research and academic inquiry.

  • The role of HRM in organizational strategy
  • Integrating HRM and business planning
  • Talent management strategies
  • Outsourcing HR functions: Pros and cons
  • Technology and HRM
  • Cross-cultural HRM
  • Mergers and acquisitions: HRM challenges
  • Strategic HR planning and organizational success
  • The future of strategic HRM
  • Best HR practices in top-performing companies
  • Innovative recruitment techniques
  • Bias and discrimination in the recruitment process
  • Role of artificial intelligence in recruitment
  • Recruitment marketing strategies
  • Social media as a recruitment tool
  • Ethics in employee selection
  • Assessing the effectiveness of recruitment strategies
  • Diversity and inclusion in recruitment
  • Remote hiring practices
  • Campus recruitment strategies
  • The effectiveness of training programs
  • Employee development and organizational growth
  • The role of mentors in employee growth
  • E-learning and virtual training methods
  • Personalized training approaches
  • Training evaluation methods
  • Cross-training and skill development
  • The future of corporate training
  • Impact of continuous learning culture
  • Leadership development programs
  • Modern performance appraisal techniques
  • 360-degree feedback system
  • Employee engagement and performance
  • Performance management and job satisfaction
  • Aligning performance goals with organizational objectives
  • Challenges in performance evaluation
  • Performance-based rewards
  • Emotional intelligence and employee performance
  • Performance management in remote work environments
  • Real-time performance tracking systems
  • Building trust and collaboration among employees
  • Conflict resolution strategies
  • Impact of organizational culture on employee engagement
  • Managing generational differences in the workplace
  • Role of leadership in fostering engagement
  • Employee wellness programs
  • The psychology of employee engagement
  • Communication strategies for employee relations
  • Remote employee engagement tactics
  • Work-life balance initiatives
  • Salary negotiation techniques
  • The psychology of compensation
  • Pay equity and gender wage gap
  • The impact of benefits on employee retention
  • Flexible compensation models
  • Global compensation strategies
  • Linking compensation to performance
  • Employee stock ownership plans (ESOPs)
  • Non-monetary benefits and motivation
  • Compensation transparency
  • Labor law compliance in multinational corporations
  • Whistleblowing and ethical considerations
  • HRM in unionized workplaces
  • Workplace harassment laws
  • Employee rights and employer responsibilities
  • Managing employee terminations ethically
  • Diversity and anti-discrimination policies
  • Legal aspects of employee benefits
  • Remote work and legal challenges
  • Ethical dilemmas in HRM
  • Building a diverse workforce
  • Strategies for fostering inclusion
  • The impact of diversity on team performance
  • Gender diversity in leadership roles
  • Managing cultural diversity
  • Age diversity in the workplace
  • Disability inclusion strategies
  • LGBT+ inclusion in the workplace
  • Ethnic diversity and organizational success
  • Bias reduction training
  • The role of HRM in shaping organizational culture
  • Employee behavior and organizational success
  • Workplace norms and values
  • Emotional labor in organizations
  • Organizational change management
  • Strategies for building a positive work environment
  • Employee motivation and organizational culture
  • The psychology of workplace relationships
  • Corporate social responsibility (CSR) and culture
  • The role of leadership in defining organizational culture
  • Emerging Trends in HRM
  • HRM in the gig economy
  • Artificial intelligence and HRM
  • Employee mental health and well-being
  • Sustainability and HRM
  • The future of remote work
  • Integrating HRM and corporate social responsibility (CSR)
  • Blockchain in HRM
  • Personal branding in HR
  • The role of big data analytics in HRM
  • HRM challenges in the post-pandemic world

The list of human resource management research paper topics presented above offers a rich and diverse avenue for exploration. Each category delves into core aspects of HRM, reflecting the ever-changing nature of this field. As students embark on their research journey, they will discover a world that intricately connects people, organizations, and societal values. Whether focusing on traditional practices or emerging trends, these topics provide the starting point for meaningful inquiry and the creation of knowledge that contributes to the continued growth and evolution of HRM.

Human Resource Management and the Range of Research Paper Topics

Human Resource Management (HRM) is an interdisciplinary field that integrates aspects of management, psychology, sociology, economics, and legal studies. It is the art and science of managing people within an organization to maximize their performance, well-being, and alignment with strategic goals. As a broad and multifaceted domain, HRM opens doors to a wide array of research opportunities. This article will explore the essence of HRM, its historical evolution, theoretical frameworks, practical applications, and the myriad of research paper topics it offers.

Historical Background

The history of HRM can be traced back to the early 20th century, during the rise of the industrial revolution. The scientific management theory introduced by Frederick Taylor sought to apply scientific principles to worker productivity. As the business environment grew more complex, the Hawthorne studies emerged, highlighting the importance of social factors and human relations in the workplace. The evolution from personnel management to modern HRM reflects a shift from viewing employees as mere resources to recognizing them as valuable assets.

Theoretical Frameworks

HRM is underpinned by several key theories that guide practice:

  • Resource-Based View (RBV): Emphasizes the role of human resources as a competitive advantage.
  • Equity Theory: Focuses on fairness and justice in employee relations.
  • Expectancy Theory: Explains how employees are motivated by the expected outcomes of their actions.
  • Human Capital Theory: Regards employees as assets whose value can be enhanced through training and development.

These theories offer diverse perspectives for research, ranging from organizational behavior to strategic HRM.

Key Functions and Practices

The scope of HRM encompasses various functions that address the needs of both the organization and its employees:

  • Recruitment and Selection: Designing and implementing processes to attract and hire suitable candidates.
  • Training and Development: Enhancing employee skills and knowledge through continuous learning.
  • Performance Management: Assessing and managing employee performance to align with organizational goals.
  • Compensation and Benefits: Structuring pay and rewards to motivate and retain talent.
  • Labor Relations: Navigating the legal landscape and fostering healthy employee-employer relationships.

Contemporary Challenges

Modern HRM faces several challenges that provide fertile grounds for research:

  • Diversity and Inclusion: Creating a workforce that represents various backgrounds, beliefs, and perspectives.
  • Technology and Automation: Leveraging technology to enhance HR processes while considering its impact on jobs.
  • Globalization: Managing HR practices across different cultures and jurisdictions.
  • Ethical Considerations: Balancing organizational needs with ethical treatment of employees.

Emerging Trends

The ever-changing business landscape leads to new trends in HRM:

  • Remote Work: The rise of virtual workplaces and the associated management challenges.
  • Well-Being and Mental Health: Prioritizing employee health and well-being as part of HR strategy.
  • Sustainability: Integrating social responsibility into HR practices.

Range of Research Paper Topics

The complexity and diversity of HRM lead to an abundance of research paper topics. Here are examples from different areas:

  • Strategic HRM: Examining the alignment of HR practices with business strategy.
  • Employee Engagement: Exploring factors that influence engagement and its impact on performance.
  • Legal Aspects of HRM: Investigating laws and regulations affecting HR practices.
  • Organizational Culture and Behavior: Analyzing the influence of culture on employee behavior and organizational success.

Human Resource Management is a vast and dynamic field that intertwines various disciplines, theories, practices, and challenges. From historical roots to contemporary issues, HRM offers a rich tapestry of research opportunities. Whether investigating traditional functions or delving into emerging trends, students and scholars can find a wealth of topics that resonate with their interests and contribute to our understanding of human interactions within organizational contexts. The spectrum of human resource management research paper topics reflects the depth and breadth of a field that continues to evolve, shaping the way we work, lead, and thrive in an ever-changing world.

How to Choose Human Resource Management Research Paper Topics

Selecting the right topic for a research paper in Human Resource Management (HRM) is a critical step that can shape the entire trajectory of your project. The topic you choose should align with your interests, academic level, the specific requirements of the assignment, and the current trends in the field. Here’s a guide to help you navigate the decision-making process and pinpoint a topic that resonates with you.

The realm of Human Resource Management is vast and diverse, encompassing various theories, functions, challenges, and emerging trends. Choosing a suitable research paper topic within this multifaceted field requires careful consideration and strategic thinking. This section will outline ten essential tips to guide you in selecting a meaningful, relevant, and engaging topic for your research.

  • Identify Your Interests: Begin by reflecting on what aspects of HRM intrigue you. Are you passionate about organizational behavior, talent acquisition, employee welfare, or strategic HRM? Your research will be more enjoyable if it aligns with your interests.
  • Understand the Assignment Requirements: Review the guidelines and grading criteria provided by your instructor. Consider the scope, length, and expected complexity of the paper.
  • Conduct a Preliminary Literature Review: Explore existing research in areas that interest you. Identify gaps, controversies, or emerging trends that could form the basis for your study.
  • Consider the Target Audience: Think about who will read your paper. Tailoring the topic to your audience’s interests, knowledge level, and expectations can enhance its impact.
  • Evaluate Available Resources: Assess the availability of data, tools, and resources needed for your research. The feasibility of a topic depends on your ability to access relevant information and support.
  • Align with Current Trends: Consider choosing a topic that relates to contemporary issues or recent developments in HRM. This alignment can make your research more relevant and appealing.
  • Seek Guidance from Instructors or Peers: Don’t hesitate to consult with your instructor, classmates, or academic advisors. They may offer valuable insights, feedback, or suggestions.
  • Ensure Ethical Consideration: Ensure that your chosen topic complies with ethical standards, particularly if it involves human subjects, sensitive data, or controversial subjects.
  • Consider the Broader Impact: Reflect on how your research could contribute to the field of HRM. A topic with potential practical implications or theoretical advancements can add value to your work.
  • Create a Shortlist and Evaluate: Draft a list of potential topics and weigh them against the criteria outlined above. This systematic approach can help you identify the most suitable option.

Selecting a research paper topic in Human Resource Management is a thoughtful and iterative process that requires introspection, exploration, and strategic thinking. By considering your interests, academic requirements, available resources, current trends, ethical considerations, and potential impact, you can identify a topic that not only resonates with you but also contributes to the vibrant discourse in HRM. Remember that your choice is not set in stone; it’s a starting point that you can refine and adapt as you delve into your research. Embrace the journey, for the right topic is a gateway to discovery, learning, and growth in the multifaceted world of human resource management.

How to Write a Human Resource Management Research Paper

Writing a research paper on Human Resource Management (HRM) is a complex task that requires a clear understanding of the subject matter, a methodical approach to research, and strong writing skills. The following section will guide you through the process of crafting a well-structured, insightful, and academically rigorous research paper in HRM.

Human Resource Management is at the core of organizational success, shaping the way businesses attract, retain, and develop talent. As a field that intertwines with psychology, sociology, business strategy, and law, writing a research paper on HRM is both challenging and rewarding. The following guide provides a step-by-step approach to help you navigate the research, writing, and revision stages, ensuring that your paper is thorough, coherent, and impactful.

  • Understand the Assignment: Before diving into research and writing, clarify the assignment’s objectives, scope, format, and grading criteria. Ensure you understand what is expected in terms of content, structure, style, and depth of analysis.
  • Choose a Relevant Topic: Select a topic that aligns with your interests, the course objectives, and current HRM trends. Refer to Section IV for guidance on choosing the right topic.
  • Conduct Comprehensive Research: Utilize reputable sources such as academic journals, books, and industry reports to gather data, theories, and insights related to your topic. Evaluate the credibility and relevance of each source.
  • Develop a Thesis Statement: Craft a clear and concise thesis statement that outlines the central argument or focus of your paper. The thesis should guide the reader on what to expect and provide a roadmap for your analysis.
  • Create an Outline: Develop a detailed outline that breaks down the main sections and sub-sections of your paper. An outline will help you organize your thoughts, maintain coherence, and ensure a logical flow of ideas.
  • Write the Introduction: Begin with an engaging introduction that introduces the topic, provides background information, highlights its significance, and presents the thesis statement.
  • Develop the Body Paragraphs: Divide the body of your paper into clear sections and subsections. Use headings and subheadings to guide the reader. Each paragraph should have a clear topic sentence, supporting evidence, and a concluding sentence that links back to the thesis.
  • Include Practical Insights and Case Studies: Where appropriate, include practical examples, case studies, or industry insights that illustrate your points. This application of theory to real-world scenarios can enhance the depth and relevance of your paper.
  • Write the Conclusion: Summarize the key findings, restate the thesis in light of the evidence, and discuss the implications, limitations, and recommendations for future research or practice.
  • Revise and Edit: Review your paper multiple times to check for clarity, coherence, grammar, and formatting errors. Consider seeking feedback from peers or instructors, and use plagiarism check tools to ensure originality.

Writing a research paper in Human Resource Management is a multifaceted process that requires careful planning, diligent research, critical analysis, and thoughtful writing. By following the tips outlined above, you can create a paper that not only meets academic standards but also contributes valuable insights to the dynamic field of HRM. Remember that writing is a process of continuous refinement; embrace revisions, seek feedback, and strive for clarity and depth. The journey of crafting an HRM research paper is an opportunity to deepen your understanding, hone your skills, and contribute to the ongoing discourse in a field that shapes the heart of organizations around the world.

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  • Expert Degree-Holding Writers: At the core of our services, you’ll find our team of experts. These are not just writers but highly qualified professionals who hold advanced degrees in Management, Business, and related fields. Their qualifications and in-depth knowledge ensure that your HRM research paper is handled with the required expertise and understanding of nuanced academic requirements.
  • Custom Written Works: Beyond the qualifications of our writers, we prioritize the creation of each research paper from scratch. This means that we take your specific guidelines, your unique instructions, and the expectations of your academic level into account when crafting your paper. This unique, individualized approach results in a piece that is as distinctive as the student it represents.
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recent topics in human resource management for research


Best Human Resources Management Research Topics

Human Resources Research topics -Evergreen

If you are studying human resource management, you would agree that it is too broad a subject to underate. The value of human resources cannot be ruled out. Human capital is the most crucial asset in the business world. For this reason, students studying HRM write human resource management assignments such as essays, research reports, research papers, term papers, dissertations, and theses. As a business student or studying behavioral sciences or pursuing an MBA, you probably need to select the best human resources topics to write about, primarily when the assignment prompt does not provide any.

This article covers a rich list of trending, hot, and exciting human resources topics to get you started. Unlike other lists you probably have come across, we believe ours is good because we have categorized the topics based on the human resource areas such as training, talent management, professional and career development, leadership, change management, compensation, performance management, training, and development, to mention a few.

Equal Employment Opportunity HR Research Topics

  • How HR Departments manage Equal Employment Opportunity
  • Best practices for Equal Employment Opportunities
  • Importance of Equal Employment Opportunity in the workplace
  • The link between Equal Employment Opportunity and Diversity in the workplace
  • Role of the Equal Employment Opportunity Commission (EEOC)
  • Impacts of workplace discrimination on employee wellbeing
  • Direct vs. Indirect workplace discrimination
  • How to handle unfair dismissal
  • Role of Mediation and Dispute Resolution in the workplace
  • How to incorporate the LGBTI workers without discrimination
  • The effect of employee diversity on organizational performance
  • Impact of equal employment on organizations
  • The Relationship Between Equal Opportunities and Employee Performance
  • Equal Employment Opportunity and its impact on the increased participation of men and women in the Transport Industry
  • Equal Employment Opportunity and the Glass ceiling
  • Coordinating Equal Employment Opportunity or Concealing Organizational Practices?

Talent Management Research Topics

Here are some talent management research topic ideas that you can use for your HR essay, research paper, term paper, or dissertation.

  • Role of recruitment in talent management
  • Elements of a talent management system
  • Corporate learning, compensation management, performance management, and recruitment in talent management
  • Various talent acquisition strategies
  • Different talent management tools
  • Role of executive coaching in talent management
  • Role of recognition programs and leadership development in talent management
  • Why talent management requires a strategic plan
  • Understanding talent management models
  • Corporate talent management
  • Role of social media influencers in talent management
  • Impacts of talent management on organizational performance
  • Talent management and succession planning
  • Talent management approaches among MNCs in the USA
  • Impacts of technology on talent management
  • Should companies automate more or invest in people? An HR paradox
  • Role of targeted learning in talent development
  • Use of peer-coaching to develop future-ready skills
  • Learning and development trends beyond the pandemic period
  • Role of community partners as an integral element of the talent pipeline
  • The historical context of talent management
  • The future of talent management
  • Talent management in the gig economy
  • Talent management strategies in the military
  • Google vs. IBM talent management approaches
  • Trends of talent management in a globalized society
  • Risk factors in talent management
  • The attitude of family-owned businesses on talent management
  • Talent management in the small and medium enterprises
  • Talent management strategies in the hospitality sector
  • Talent Hunting vs. Talent management

HRIS topics for Dissertations, Essays, and Research Paper

  • Components of a Human Resource Information System
  • Role of Information Systems in Human Resource Management
  • HRIS and strategic human resource management
  • Importance of Automated Employee Skills Inventory
  • Steps of implementing HRIS
  • Functions of HRIS systems analyst
  • Using HRIS to optimize employee performance management
  • Impacts of HRIS on organizational efficiency
  • Advantages of HRIS on organizations
  • Using HRIS to improve employee engagement
  • Role of HRIS in performance evaluation
  • The impact of High-Performance Work Systems and HRIS on employee performance
  • HRIS as a strategic tool in Human Resource Management
  • Using HRIS to facilitate training and development

Professional/Career Development HR Research Topics

  • Benefits of attaining professional certification
  • Role of vocational training and apprenticeship in the workplace
  • The impact of professional development on the expertise of middle-level managers
  • Factors affecting professional development in organizations
  • Why does professional development matter/
  • The impacts of COVID-19 on Employee onboarding
  • Impacts of professional development on employee performance
  • Impacts of professional development on customer satisfaction
  • Impacts of professional development on employee retention
  • The link between professional development and turnover
  • Should organizations invest in continuous professional development courses?
  • Career development and wellbeing of employees
  • The nexus between professional development and professional stress
  • The Impact of a Professional Development Network on Leadership Development
  • Should companies have professional development policies?
  • Professional development and succession planning in organizations
  • Past and current approaches to employee development programs
  • Challenges in implementing professional and career development programs
  • Professional development and employee productivity
  • Aligning employee development with organizational needs
  • Mentoring and coaching for employee development
  • Building a coaching culture in an organization
  • How leaders can become better coaches
  • Benefits of individual development programs
  • The 9-box grid employee assessment
  • Impact of cross-training on organizational efficiency
  • Impact of on-the-job training and stretch assignments on employee performance

Performance Management and Appraisal Topics

  • Performance management vs. performance appraisal
  • Importance of ongoing feedback on employee morale
  • Strategies of employee engagement
  • Importance of performance planning in the performance management cycle
  • How to incorporate employee input in organizational decision-making
  • Advantages of having performance standards
  • Advantages of automated performance management systems
  • Data-based assessments in performance reviews
  • Performance appraisal and corporate culture
  • Performance management and strategic planning
  • Reward system and performance management
  • Employee engagement and performance management
  • Performance appraisal and employee development
  • Use of management by objectives and employee engagement.'
  • Benefits of 360-degree feedback
  • Benefits and challenges of assessment center appraisal method
  • How to use the Behaviorally Anchored Rating Scale (BARS) in performance appraisal
  • Are psychological appraisals beneficial in the hospitality industry?
  • Pros and cons of Human-Resource (Cost) Accounting Method
  • Elements of performance management
  • Importance of feedback in organizations
  • Performance appraisal and organizational commitment
  • Organizational culture and performance appraisal
  • Using performance appraisal to enhance organizational citizenship behavior
  • Performance appraisal and employee motivation

Recruitment and Selection Research Topics

If you are interested in either recruiting and labor markets or selecting in human resources, you can choose a list of interesting research topics.

  • Challenges affecting the contemporary recruitment and selection strategies
  • Employer branding and recruitment in MNCs
  • Importance of screening process during recruitment
  • Effective recruitment models for small businesses
  • Using social media sites to source candidates
  • Is LinkedIn an effective recruitment platform?
  • Factors that affect the HR selection method
  • Pros and cons of online applications for employers
  • HR Methods of Evaluation During a Hiring Decision
  • Can an Employer Perform a Criminal Background Check Without Making a Formal Offer of Employment?
  • The link between the recruitment and selection process and business strategy
  • Recruitment and Selection Strategy on Employees' Performance
  • The Importance of the Strategic Recruitment and Selection Process on Meeting an Organisations Objectives
  • The strategic importance of the Recruitment and Selection Process
  • Recruitment and selection practices on retention of employees
  • The Impact of Effective Recruitment and Selection Practice on Organisational Performance
  • Role of human resource planning in recruitment and selection
  • Impacts of recruitment on business/organizational success
  • Recruitment and selection process in Family Businesses
  • Impacts of recruitment and selection on staff retention

Risk Management and Worker Protection HR Topics

  • Role of human resource management in risk management
  • HR risk management and employee productivity
  • The link between training, leadership, and worker protection
  • Risk management and employee morale
  • Role of HRD in Risk Management
  • How HR managers can identify and assess risks in the workplace
  • How to conduct an HR audit
  • Rapid covid-19 testing to reduce risks in workplaces
  • Should employees be allowed to carry guns to the workplace?
  • Employers should advise employees to get vaccinated against Covid-19
  • Maintaining wellbeing of employees during the covid-19 pandemic

General/ Interesting Human Resource Research Topics

  • How companies can become employers of choice
  • HR planning in mergers and acquisitions
  • How to handle celebrities in the workplace
  • How HR Departments can promote diversity
  • Impact of Digital Technological Innovations On Organization And Work Performance
  • Facts affecting employee retention
  • Significance of Strategic HR Management and Planning
  • Importance of Job Analysis
  • Significance of Human Resource Planning and Retention
  • Strategies to combat incivility in the workplace
  • The cost of incivility in the workplace
  • Job rotation versus Job redesign
  • Role of HR in Total Rewards and Compensation
  • Job redesign versus job enrichment
  • The rise of the global labor market
  • Role of HR managers during change management
  • Overcoming change resistance among employees
  • Change management models in organizations
  • HR managers as change agents
  • Job enlargement vs. Job enrichment
  • HR managers as change advocates
  • Role of HR in succession planning
  • Significance of succession planning on leadership development
  • Pros and cons of recruiting from the university
  • How to attract, recruit, and retail Millenials
  • Addressing the diversity gap in the workplace
  • Handling overqualified employees
  • The impact of Human Resource Development in organizations
  • Pros and cons of 360 Degree Feedback
  • Peer-to-peer feedback in the workplace
  • Handling Volatile, Uncertain, Complex, and Ambiguous Changes Using the Action Strategy Process
  • Formal vs. Informal feedback in the workplace
  • How to communicate constructive feedback to a fellow employee
  • Negative vs. positive feedback in the workplace
  • How to discipline employees and correct performance
  • Role of Human Resource Managers in Fourth Industrial Revolution
  • Culture as an important HR strategy
  • How HR departments can promote cultural competency among employees
  • Steps of Disciplining an employee
  • Job shadowing vs. Job rotation
  • Benefits of online employee development
  • How to motivate burned-out employees
  • How to implement an effective job rotation in an organization
  • Employee termination process
  • Generational issues in on-the-job training
  • How to prevent employee termination
  • Significance of corporate universities for organizations
  • Importance of personalized approach to corporate learning
  • Types of employee discipline
  • Importance of employee discipline from the perspective of the individual, work teams, and organization
  • How HR departments can guard against the use of copyrighted materials during training
  • Factors to be considered when disciplining an employee
  • Positive vs. progressive discipline
  • The Red-Hot Stove Rule in employee discipline
  • Causes of indiscipline among employees
  • Use of virtual reality training for employees
  • How technology has enhanced employee training
  • How to create a learning culture in an organization
  • How organizations can use HR analytics and HR metrics strategically
  • Formalized Human Resources Management structures and affirmative action
  • Strategies used to identify the training needs of employees
  • Benefits of agile workforce planning
  • Inclusive hiring strategies that HR departments should use
  • The use of Applicant Tracking System during recruitment and selection
  • Benefits of a multigenerational workforce
  • Significance of HR KPIs
  • Benefits of a Learning Management System (LMS)
  • Impacts of performance management on employee productivity
  • Effects of motivational tools on employees' morale
  • Impacts of performance appraisal on staff productivity
  • Relevance of human resource departments in a contemporary business environment
  • Strategic human resource management and workforce development
  • Effects of stress on the performance of employees
  • Impacts of motivation and job satisfaction among hotel workers
  • The link between staff induction and training programs and workers' productivity
  • Causes of conflicts in the organizational setting
  • Impacts of collective bargaining on the industrial dispute within organizations
  • How personality affects group/team performance
  • Team formation strategies on organizations
  • Strategies to overcome social loafing in organizations
  • Strategies to engage employees within an organization
  • Does personality test matter during recruitment?
  • Impacts of corporate social responsibility on employee performance
  • Career development and employee morale
  • Impacts of leadership styles on organizational performance
  • Can human resource functions be outsourced?
  • Causes and consequences of communication breakdown in organizations
  • How HR policies influence employee attitude and performance
  • Agency theory in HR leadership
  • Psychological contract and leadership commitment
  • HR in Volatile, Uncertain, Complex, and Ambiguous (VUCA) times
  • How to recruit and employ disabled employees
  • Influence of minorities on organizational decision-making
  • How to maintain work-life balance
  • Benefits of high-performance work teams
  • Importance of emotional intelligence of employees on organizational productivity
  • Benefits of transformational leadership on employees
  • Management of high-performance workforces
  • Causes of attrition in the workplace
  • Transparent hiring practices and policies
  • Importance of refresher courses for employees
  • HR departments must implement strict data protection policies
  • Fathers should be given the same paternity leave as maternity leave
  • Are KPIs a better solution for evaluating the performance of employees
  • Employee motivation and workplace stress management
  • Best practices vs. Contingency models of human resource management
  • The resource-based view of the link between organizational success and human resource management

Trending Research Topics in Human Resources

  • The use of artificial intelligence in human resource functions
  • Can AI be used to detect a change in behavior among employees?
  • Using AI to customize career paths, professional development programs, and promotion for employees
  • Using AI to manage employee performance
  • Can AI be used to detect behaviors that indicate an employee is about to leave a company/workplace?
  • Challenges of working remotely during the COVID-19 lockdowns
  • Advantages of working remotely for the employees and employers
  • Disadvantages of employees working remotely
  • The link between working remotely and lower productivity
  • The relationship between working remotely and low morale
  • How poor team dynamics affect employee performance
  • Poor mental and physical health affects productivity
  • Is it ethical for HR departments to track how employees use their work devices?
  • How can managers manage higher/lower expectations of their remote employees?
  • What is the best compensation and performance management model for remote workers?
  • Time theft and sick leave fraud by remote workers
  • The link between low morale and organizational performance
  • Flexible working plans and the Millenial employees
  • How to succeed in virtual team building
  • Impacts of virtual teams on productivity
  • The impact of automating HR tasks on organizational outcomes
  • Using Data-driven strategies in the HR departments
  • Impacts of annual educational stipends on employee morale
  • Should employees be given at least one annual leave for a professional development course?
  • Employees should share their personal and professional goals during annual self-assessments
  • Companies should find the right people, train them, and try to retain them
  • Benefits of onboarding as an approach to sustaining human resources in organizations
  • Why new employees should be oriented
  • Strategies to promote autonomy and belonging among employees
  • Benefits of health advocacy programs to employees and employers
  • Should employees have paid family leave
  • Providing a care assistance plan to offset caregiving costs
  • Employees should be given respite care
  • Strategies to promote inclusion in the workplace
  • Benefits of using the open workforce such as freelancers and independent contractors
  • Approaches used to improve candidate experience during recruitment
  • Should pre-employment assessments be considered over resumes
  • The importance of aptitude, personality, and skill tests during recruitment
  • Use of recruitment marketing by HR departments
  • Are background investigations on potential employees necessary?
  • The rise of mobile-friendly recruitment
  • Employee motivation and its impact on job performance in the new norm of working from home
  • Impacts of remote working on employee performance during the COVID-19 pandemic
  • Hostility in the workplace and ethical discrimination against minorities

Related Reading:

  • Psychology Research Topics
  • Research Paper Topics
  • Current social issues affecting the society

Now that we have ourselves a comprehensive list of current and trending human resources management research topics, what happens when you finally settle on one? If you are writing an essay, learn how to write the best one from our experts. We have an essay writing guide for any academic level.

If you are writing a research paper, our quick research paper writing guide can also come in handy. If you are writing a research proposal or dissertation , our blog section is full of helpful material.

When all you need is peace of mind while you pay someone to write your HR paper , you can trust our website. We have expert writers whom you can hire to work on your papers.

Hiring a professional writing service guarantees that you will get a well-researched, formatted, and organized sample HR paper on any topic. You can use the same to write your assignment better.

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More From Forbes

The Top Ten HR Trends That Matter Most In 2024

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Rapid use of Generative AI, the emergence of a new blended workforce of humans and digital workers, and increasing employee fear of being obsolete (FOBO), together prove what Intel co-founder Gordon Moore (and the author of Moore’s Law) said, at any given point in time, “change has never been this fast and will never be this slow ever again.”

Resiliency, agility, and adopting a “test and learn approach” will mark the winning strategies for 2024.

As I have done in in 2016, 2017 , 2018 , 2019 , 2020, 2021, 2022, and 2023 , here is my countdown of what you should include on your HR roadmap for 2024.

1. Generative AI Will Be Your New Work Buddy

In 2024, Generative AI will shake up how we think about what work we do and what we delegate to our new “work buddy.” This will be the year of specialized AI powered assistants working side by side with humans. Teachers will get a copilot for homework grading, such as Class Companion . Architects will get an AI assistant for design, SketchPro, and online learners studying at Kahn Academy will be able to access Kahnmigo to aid in brainstorming helping them to become better writers and learners while decreasing a teacher’s administrative workload.

Walmart launched one of the largest AI powered work buddies, called My Assistant , an AI powered app to help Walmart’s 50,000 corporate employees be more productive in summarizing long documents, creating new content, and taking over routine tasks that humans did in the past. Microsoft’s Co-Pilot, soon to launch, will integrate generative AI into Microsoft 365, allowing workers to perform at a much higher level. Jared Spataro, Microsoft Corporate Vice President, believes Microsoft Co-Pilot will transform meetings from a point in time and place to a knowledge object. This means employees working with Microsoft Co-Pilot will not only be able to create a summary of the meeting, but also use Co-Pilot to query the group’s sentiment on the meeting topic, the dissenting opinions, who the key dissenters were, and the agreed-to next steps. While these AI powered work buddies can boost efficiency and performance, it will be up to humans to have a strategy to capitalize on their potential.

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2. Generative AI Will Impact How Managers Lead

Generative AI has evolved to one of the fastest adopted technologies, with nearly 200 million users of ChatGPT since it launched on November 30, 2022. Business and HR leaders are struggling with how to keep pace with rapid adoption in the workplace. The impact on managers is not simply in training employees on how to use Generative AI, but also in helping managers lead teams of humans and digital workers. Morgan Stanley estimates Generative AI technologies will likely affect a quarter of all occupations that exist today , and this will rise to 44% within three years. To address this, companies and education providers need to provide training on how to use Generative AI. Within the next three years, this will translate into a $16 billion market for re-skilling workers displaced by Generative AI.

As Generative AI becomes increasingly adept at problem solving, it will be up to managers to get better at problem finding. Managers will be working side-by-side with their human and digital teams to foster a culture of continuous learning while leaning into their uniquely human skills, such as relationship building, communications, and collaboration. One thing is certain: Generative AI will drive organizational change, impact workflows, automate some jobs, and create new ones. But it will always be humans augmented by machines that will create innovation.

3. The Fear of Obsolescence Will Force Companies to Increase Spending in Career Development & Mobility

While employers see the promise of increased productivity using Generative AI, a recent survey by EY reports that 75% of employees are concerned AI will make certain jobs obsolete, and two-thirds say they fear AI will replace their job. This fear of being obsolete is causing employees to seek out training in using Generative AI and acquiring new skills to better deal with their fears. PwC announced a $1 billion investment in training its workers on AI with courses on topics such as the ethics of AI, responsible use of AI, and how to create AI prompts to generate the best results. Their goal is to engage 75,000 U.S. PwC employees to both enroll and complete these courses.

In addition to training employees on how to use Generative AI, there is an explosion of new internal talent marketplaces as companies continue to find it difficult to successfully recruit external talent. Internal talent marketplaces have become the de facto way companies connect employees with internal career opportunities and resources to grow in their careers. For example, Grow at Key is KeyBank’s AI powered employee-led, and manager supported talent platform to support internal talent mobility. Launched with the vision that every employee can be the CEO of her own career, Grow at Key provides a range of resources, from matching employees to new job roles to accessing mentoring, coaching, and stretch assignments. To date, there has been a 60% increase in employees engaging in training programs and one in three KeyBank employees have enrolled in an Investing in My Development session to prepare them for understanding how to better manage their careers.

4. Hybrid Work Environments Are Good for Business

Companies need to stop debating the merits of hybrid work and realize this is the new way of working for many knowledge workers as we enter 2024. An ADP survey of 32,000 workers reports that 64% of workers would consider quitting if asked to return to the office full time. Recent research shows companies that allow choice and a remote first/hybrid work environment have revenue growth four times faster than their peers who are more stringent about office attendance. This research conducted by Boston Consulting Group and Scoop Technologies Inc. among 554 public companies employing 26.7 million people, found that “fully flexible” firms — which are either completely remote or allow employees to choose when they come to an office — increased sales 21% between 2020 and 2022, on an industry-adjusted basis. The better growth rates for more remote-friendly companies reflects their ability to hire faster and from a wider geographic area, along with higher rates of employee retention.

As hybrid work becomes the norm, leaders must have a plan to combat proximity bias, or the phenomenon of favoring in-person workers for career development, mentoring, and stretch assignments at the expense of those who work remotely. Hybrid work environments “work” when leaders ensure they are equitable for all and grant autonomy for individual leaders to determine when and where work happens, rather than follow a CEO mandate. Leaders must remember presence in the office does not equate to performance, so they need to shift from “managing by walking around,” to “managing by connecting across geographies.”

5. The Workforce Is a Blend of Full-time Employees, Part-Timers, Contingent Workers, and Digital Workers

Remember when the blended workforce was simply a distinction between full-time workers and part-time workers. Today’s work now gets accomplished by a blend of full-time workers, part-timers, teams of contractors, contingent workers, and digital workers, the later designed to augment some tasks of human labor. In fact, Statista reports a growth in all sectors except full-time workers, with part-timers (growing from 20 million in 1990 to 26 million in 2022) and contingent workers forecast to be half of the US workforce by 2027.

This blended workforce is not a new concept; it’s been around for decades. What’s different now is that a greater percentage of key jobs are performed by contingent workers. Overall, we are starting to see upwards of 30% to 50% of a global organization’s total workforce composed of contingent workers. MIT Sloan Management Review reported that the Novartis workforce includes 110,000 full time employees plus 50,000 contractors and temporary workers. Cisco has 83,000 full time employees and 50,000 plus contingent workers of various types. This new workforce ecosystem requires a new set of management practices, and leadership approaches, especially as 81% of companies in a recent HBR Analytical Services survey report that contingent workers are important to their organization, but only 38% say that their organization is effective at managing them.

Leaders will need to acknowledge they will have more types of contributors—human and digital, full time, part time and contingent—that must seamlessly work together. What is needed is a total workforce strategy where HR plays a central role in coordinating all the cross-functional disciplines that hire internal and external workers.

6. The Four Day Work Week is Desired by Both Front-line and Knowledge Workers

Many of the assumptions we have about how we work, when we work, the needs of our workers, the demographics of the workforce, and where we work have been changed forever. One of the major changes, as we move into 2024, is our assumptions about a five-day work week. All workers, including both frontline and knowledge workers, want flexibility in when they work. Research conducted among 1,301 workers found 41% of both front-line workers and knowledge workers want flexibility in when they work, and 56% of front-line workers and 69% of knowledge workers want the ability to opt for a 4-day work week with no pay reduction.

As I wrote in my Forbes column , the UK four-day work week pilot was conducted among 61 companies and found 56% intend to continue trying the four-day week citing benefits of increased productivity and decreased employee attrition. These UK companies adopted the 80-100-100 model of flexible working: a drop in hours to 80% of their standard work week, while retaining 100% pay and 100% productivity.

Experiments on a shortened work week are also occurring in the US. For example, several Chick-Fil-A stores are allowing front-line workers the opportunity to work 13 hour shifts for three consecutive days with full pay. The results so far have been increased retention while maintaining customer service efficiencies.

However, it’s important to remember the three- or four-day work week is not a one size fits all solution. Companies should adopt a “test and learn approach,” focusing on the type and magnitude of changes required to allow for a shortened work week, the level of employee and manager training needed, and the type of well-being support required for new ways of working.

7 . Cognitive Skills Will Increase in Importance as Generative AI Gains Traction

The World Economic Forum estimates that 44% of a workers’ core skills are expected to change in the next five years. While there are endless lists of the most important skills for the future, World Economic Forum identifies five core skills that will increase in importance in the next five years . This are shown in Figure 1 as:

Figure 1: Top Five Skills Gaining in Importance For Future of Work

Cognitive skills are growing in importance, reflecting the increased demand for creative and analytical thinking in the age of AI. This combined with technological literacy, the third fastest growing skill along with the skills of resilience, flexibility, curiosity, and lifelong learning are evidence that leaders will continue to emphasize a culture of lifelong learning. As Generative AI gains traction, one skill I see that is foundational to all of them is the ability to be digitally curious , meaning seeking out and using new and emerging digital technologies to enhance one’s cognitive skills. I think about the past few years where some of the new technologies I have used include Mural , an online visual collaborative tool, StreamYard , a live streaming studio, and ChatGPT 4.0 and Pictory , to create a new video entitled, Flexible Work for All . This is the start of building my digital curiosity muscle, trying out these platforms and seeing what they might mean for enhancing my work.

8. Holistic Financial Well-being Is The Must Have Benefit for 2024

Financial well-being among workers is eroding. LendingClub reports 61% of American workers live paycheck to paycheck and lack a core set of financial literacy skills, and over half of workers earning $100,000 are living paycheck to paycheck.

Unifi, a leader in aviation services with more than 23,000 employees, became aware of this two years ago and created a new offering for frontline workers to access their earned wages on-demand. Since then, this has grown beyond early access to wages to a holistic financial well-being offering with almost 20% frontline workforce enrolled and taking advantage of free services including anonymous financial coaching and customizable saving plans. Dr. Archana Arcot, Chief People Officer at Unifi, believes that, “the major driver of this program is to relieve an employee’s financial stress and make financial wellness part of their everyday life.”

MetLife reports nearly half of workers surveyed cited financial concerns as the cause of poorer mental health. To address this, Unifi adopted a Goal Based Savings program which resulted in the company moving to the top 1% with a total amount saved of $10,000+ YTD, as reported by Payactiv . By offering holistic financial well-being programs, companies like Unifi can not only enhance their employee experience but build financial wellness into their employer value proposition and be better able to attract talent in a tight labor market.

9. The Sexy C-Suite Job For 2024 Is Chief Artificial Intelligence Officer

While we have seen a myriad of new C-suite job roles in the past decade—from Chief Medical Officer to Chief Ethics Officer—the Chief Artificial Intelligence Officer is coming at a time when organizations are looking for guidance with how to create guidelines and policies for safe and ethical use of generative AI in the workplace. LinkedIn reports 44% globally and 57% in the U.S. say their organizations don’t have policy guidelines or training for how to use these new tools at work.

Organizations are starting to appoint a new C-suite player to lead this effort. Research from Foundry , an IDG company, finds 11% of mid-size to large organizations already have an individual with the role of Chief Artificial Intelligence Officer and another 21% of organizations are actively seeking such a person for this role. This role is growing in importance as business leaders develop an AI strategy, create governance practices, and engage cross functional leaders in safe, ethical, and responsible use of generative AI.

A new Wavestone survey of Data and AI leaders found 61.7% report the responsibility for Generative AI is currently part of the Chief Data Officer (CDO) remit. But a growing number of organizations are creating a new role, the Chief Artificial Intelligence Officer (CAIO) to oversee AI developments for their organization. “This will be very much a focus during 2024,” says Randy Bean, Innovation Fellow at Wavestone.

10 . An Organization’s Sustainability Record Will Attract and Retain Talent

As the talent marketplace continues to be competitive, climate change and sustainability has become one of the defining challenges for current and future generations. A growing number of publicly traded companies, such as Alphabet, Apple , Cisco , and PayPal , have created sustainability annual reports with Alphabet committing its entire $5.57B Sustainability Bond to support environmentally and socially responsible projects such as clean energy, clean transportation, and circular economy design.

A company’s sustainability record is proving to make a difference in talent acquisition and retention. Research by IBM Institute for Business Value, found 70% of workers and those in the job market, are drawn to environmentally sustainable employers. And almost half of these workers said they would take a lower salary to work for environmentally and socially responsible organizations. Gartner predicts employers will respond by promoting climate change protections, such as offering employees shelter during natural disasters, as part of employee benefit offerings.

In addition, a growing number of universities are building ambitious goals to integrate sustainability into their curriculum, campus operations, and endowment. The University of Toronto, placing first out of 1,400 universities in environmental and social impact, is making headway to de-carbonize its campus by 2050, developing new energy efficient student centers, and committing to climate responsible construction.

The Global Business School Network, a network of 150 global business schools in 50 countries, has several new initiatives for universities to share sustainability “next practices.” While companies and universities are each addressing sustainability, I see the need for greater collaboration among them, as both employees and students weigh the environmental impact of their employer and university. Sustainability is both a business and educational issue requiring joint corporate and university solutions.

What’s important to you as you reflect on your 2024 HR Playbook?

Follow me on Twitter and LinkedIn .

Jeanne Meister

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recent topics in human resource management for research

144 Best Human Resources Research Topics To Get Inspired

Human Resources Research Topics

Are you a university or college pursuing a course in Human Resource Management, and you do not have ideas for your paper? Here are quality human resource research topics to help you beat your deadline in no time.

Accessible Human Resource Research Paper Topics

  • Why interviewers should avail interview results as soon as possible
  • The effects of calling people for an interview without picking any of them
  • The impact of virtual interview sessions
  • How to ensure that you pick on the right candidate for a job
  • Effects of advertising limited job vacancies on social media
  • How to prevent crooks from attending interviews
  • Should HR determine what a person should dress for an interview?
  • Effects of email communication for interview results?
  • Should HRs inform those who did not qualify?

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The Best HR Research Topics In 2023

  • How HR departments can contribute to equal employment in companies
  • Reasons why the interview panelist should be gender-sensitive
  • Ethics and legal issues involved in the hiring process
  • Discuss the role of social media in determining the suitability of a candidate
  • Factors influencing unequal employment in large firms
  • What should be the minimum academic qualifications of an HR officer?
  • How an HR officer can deal with workplace discrimination
  • Legal steps involved in handling an unfair dismissal
  • How the HR officer can liaise with the management to offer more employment opportunities

Non-Plagiarized Human Resource Topics For Research Paper

  • How to deal with LGBTQ people when it comes to employment
  • The role of technology in the hiring process
  • How HR officers can ensure diversity in organizations
  • The effects of TV shows on how to prepare for an interview
  • How should interviewees prepare for an official interview?
  • The role of labor unions in the employment process
  • How to improve the productivity of company employees
  • Discuss the essence of updating a company website as an HR officer
  • The part of HR officers in the high rates of unemployment

Trusted Research Topics In Human Resource Management

  • How to coordinate employees in a large organization
  • Better ways of managing talent recruitment apart from interviews
  • Should HR officers ask for more than one year of experience from junior employees?
  • Discuss the effectiveness of interview questions
  • What is the effect of unequal employment in developing countries
  • How HR officers should manage team member conflicts
  • Discuss the effective talent acquisition strategies for corporates
  • Ways of working talent in a large organization
  • How often should HR officers check the social media pages of their employees?

Human Resource Essay Topics For Top Grades

  • Why it is essential to recognize the efforts of employees
  • What is the best procedure for laying off a long-serving team member?
  • Compare and contrast various talent management tools
  • The role of seminars and conferences in improving the productivity of HR officers
  • How social media influencers can help shape talent
  • Effects of retrenchments for low-income employees
  • How to determine who to hire or not
  • Why the management should not interfere in the hiring process

Brilliant Human Resource Topics For Research

  • How community partners can help in the hiring process
  • What is the historical context of human resource management?
  • Effects of attending more than one interview in a day
  • How to build a gig economy in developing nations
  • Evaluate talent acquisition and management in public offices
  • The role of probation periods in employment procedures
  • Should companies pay interns for extra hours worked?
  • Risks associated with hiring people via social media
  • Describe the role of attitude in human resource management

Contemporary Human Resource Project Topics

  • Evaluate the differences in employment between small and medium enterprises
  • The impact of coronavirus on hiring patterns
  • Effects of working from home on the productivity of workers
  • The role of Facebook in the employment process
  • What are the rubrics for a successful interview?
  • Determinants of successful candidates for extensive interviews
  • Ways of conducting appraisals for employees
  • The role of end-year parties for employees
  • How HR managers can improve the employee-employee relationship

Top Human Resource Management Topics

  • What makes a sound human resource management system?
  • Discuss strategic human resource management in the digital age
  • How automation improves efficiency in companies
  • What roles does an HRIS systems analyst play?
  • What are the best performance evaluation tools for small companies?
  • The role of training and development in managing talent
  • How to improve team member engagement in large companies
  • What are the benefits of a professional certificate?
  • How vocational training increases one’s chances of employment

Examples Of Human Services Research Topics

  • Humane ways of treating employees in the workplace
  • The role of character and attitude in team member performance
  • How to summon a person in a higher rank for gross misconduct
  • Effects of asking job applicants to state their weaknesses
  • Why should interviews also embrace practical skills?
  • Effects of employing fresh college graduates in technical jobs
  • How to develop integrity and honesty among employees
  • Effects of corrupt top officials on the performance of junior employees
  • How the HR manager can distribute roles without hurting one department

Best Research Topics In Human Resources Management

  • Why does the level of expertise for middle-level managers matter?
  • How can organizations foster professional development?
  • Why is YouTube making the workplace easier than before
  • Necessary skills for technical jobs
  • How to achieve gender equality during a recruitment process
  • Why employers should consider hiring persons with disabilities
  • Should human resource managers call or email successful applicants?
  • How can organizations ensure efficiency in retaining top minds?
  • Effects of poaching on the reputation of a company

Human Resources Thesis Topics

  • How employees can manage stress and pressure in busy organizations
  • After how long should companies reconsider the salaries?
  • Who should determine the salary during an interview?
  • The role of successful planning in achieving maximum workplace productivity
  • The role of development programs in maintaining high working standards
  • Discuss the challenges of starting new programs in companies
  • Effects of promoting cultural diversity
  • The impact of coronavirus on team member working hours
  • Why companies should mentor and coach their employees

Interesting Human Resource Topics

  • Discuss the role of performance appraisal in companies
  • Why companies should encourage bottom-up communication
  • Ways of ensuring that employees enjoy doing their work
  • Discuss the latest development in the hiring process
  • The role of decisive decision making for an HR officer
  • The part of managers setting performance standards with their employees
  • Effects of long working hours on female employees
  • Factors that necessitate maternal and paternal leaves
  • How to handle a team member who reports late to work

It’s challenging to find a great topic for research paper, but it’s more difficult to complete a paper that meets all the requirements. Sometimes it is better to buy a cheap research paper  and get the best grade without effort. 

HR Topics For Discussion

  • The impact of strategic planning without involving employees
  • What determines the reward system of a company?
  • How to mediate between team member conflicts
  • Ways of motivating dormant employees
  • How to deal with introverted employees in a large company
  • How to develop effective top-down communication strategies
  • Benefits of engaging employees in decision-making processes
  • Effects of bringing new employees on board often
  • Psychological considerations for employing someone

Human Resource Related Topics

  • Discuss the pros and cons of employing veterans
  • What to look for when rebranding a company
  • Effects of the recession period on the hiring policies
  • Why human resource officers should treat all employees the same
  • The impact of an out-going Human resource officer
  • How to develop a warm working environment for all
  • The role of frequent meetings in enhancing work productivity
  • How to prevent employees from going on strike
  • Effective negotiation strategies in case employees down their tools

Human Resource Projects Topics

  • Discuss effective selection strategies for competitive posts in an interview
  • The role of the government in determining recruitment policies and strategies
  • Why companies should develop recruitment portals for sourcing employees
  • How long should a company take to review a job application?
  • The effects of calling many people for an interview with limited job vacancies
  • The role of LinkedIn in the recruitment process
  • How to determine the suitable candidates for senior positions
  • Does the length of a CV affect the employment chance of an applicant
  • Discuss the components of a world-class cover letter

Human Resource Hot Topics

  • How to turn down recruitment proposals from job seekers
  • Effects of budget cuts on a company’s recruitment strategy
  • How to determine candidates for technical job openings
  • How often should companies call for job applications?
  • How good conduct certificates determine one’s employment probability
  • How does staff retention impact productivity?
  • Risk management strategies for an HR officer
  • The role of training and leadership skills in an HR officer
  • How HR officers can help in sensitizing employees against COVID-19

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Essay Assignment Writing Tips for Students of MBA, Masters, PhD Level

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

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

80+ Human Resources Research Topics for 2022

If you are looking to write an excellent HR research paper topic, consider our HRM research paper help here at

We provide students with a list of varieties of HRM research topics related to

  • Recruitment and selection,
  • Risk management,
  • Career development,
  • Performance management,
  • Workplace safety and so on.

Here are the essential tips for choosing a good HR research topic to help you identify the best topic for writing an excellent HR research paper.

Tips for Choosing Current HRM Research Topics:

Whenever you are assigned a research paper assignment , your first step is to find an enticing topic, which is undoubtedly not an easy task. For this, you need to do thorough research online and find an endless list of topics to choose from. But with Case Study Help, you get the opportunity of saving time.

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

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


HR Topics For Research Project 2022

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

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

Have a look at them:

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

List Of Informative Human Resource Management Research Topics

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

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

Significance of Human Resource Management Case Study Assignment Help

Case Study Help is one of the best Assignment Help providers to present some of the interesting topics for writing an excellent research paper with round the clock by subject area expert writers and deliver the best quality assignments. We always help students secure A+ grades in assignments like case studies, research papers, dissertations, etc.


Interesting Topics for HRM Research Paper

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

Trending HR Topics

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

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

If these adjustments are temporary or lasting, only time will tell. But, no matter what happens, our collection of HR writings will always be available to read.

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Keeping benefits packages competitive.

The SHRM Employee Benefits Survey returns with new insights for 2024, headlined by modern additions and updated definitions across a wide berth of potential benefits offerings. Evolving upon nearly 30 years of employee benefits research, this comprehensive annual survey of HR professionals captures the prevalence across the spectrum of various employee benefits and perks provided by organizations.

A competitive job market comes with a need for organizations to provide equally competitive benefits offerings. As organizations face labor shortages, those who adapt their total compensation and benefits packages with creative and modern offerings put themselves in better positions to attract and retain talent. The goal of the SHRM Employee Benefits Survey is to gain an accurate representation of benefits offerings throughout the United States. SHRM members can use the findings to discover and benchmark the benefits changes organizations have implemented. With the inclusion of even more items in 2024—as well as new research diving into the average vacation, sick, and PTO days granted by employers—SHRM hopes to provide an even more comprehensive picture of the employee benefits landscape than ever before.

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To help you compare your organization’s benefits against those surveyed, we’ve provided an online, interactive benchmarking tool. The power is in your hands to explore results for the last five year and to filter results according to your organization’s industry, size and location.  Do you work in health care in California? Results are available specifically for an organization like yours. What about a medium-sized trucking company in the South? Yep, results are available for that as well.*

This tool not only equips you to see the overall results of the SHRM Employee Benefits Survey, but also allows you to call up custom-filtered results any time you need them. You can also export the results for later reference.

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Apply now Job no: 499679 Work type: Temporary Part-Time Location: Glassboro, New Jersey Categories: Administrative - Clerical

Reporting to the Associate Director of Budget and Operations, the Contracts Coordinator will work within the Division of Strategic Enrollment Management (SEM) and Rowan Global Learning & Partnerships to ensure the continued success of operational objectives by organizing, processing, and monitoring the divisions’ MOUs and contracted services.

This position is responsible for providing uniform, consistent contract administration by processing contracts through the Procurement workflow, which can include vendor onboarding, coordination with IRT Vendor Management, submission of IRT ITAP review, coordination with the Contracts office, submission of invoices to Accounts Payable, and acting as a liaison with vendors, internal divisions, and/or SEM and Global offices. The ideal candidate will possess valuable critical thinking skills to successfully navigate multi-workflow processes, exhibit exceptional organizational abilities, and demonstrate high-quality customer service skills as the divisions’ SME (subject matter expert).

Duties and Responsibilities:

  • Coordinates, reviews, tracks, and processes various aspects of contracted services and MOU agreements for the divisions of SEM and Rowan Global.
  • Submits requests to Procurement and IRT through their respective portals; submits requisitions to Banner.
  • Performs routine follow up with other divisional areas, such as Procurement and IRT, to efficiently track contracts in all phases of process workflow.
  • Monitors open encumbrances, purchase order balances, requisitions, and processed and/or pending invoices.
  • Assists in tracking divisional obligations and requests against university set thresholds (BOT Resolutions, compliance, contracted or budgeted NTE limits, etc.).
  • Issues contract amendments and change orders, when necessary.
  • Monitors contract expiration dates, renewal dates, and purchase order reissue dates.
  • May participate in the development of service changes, contract changes, audits and other operational matters related to contracted services and MOUs.
  • Maintain an organized system of digital records.
  • Serves as a technical resource and assists or advises internal staff, vendors, and/or other representatives regarding requests for information and/or inquiries.
  • Assists the Assoc. Director in ad hoc reporting: costs and/or open encumbrances by FOAPAL, vendor, type of expense, etc.
  • Maintenance of repository and catalog of various thresholds used for internal tracking and reporting. 
  • Assisting in maintenance of Tableau divisional dashboards and contract management application.
  • Assists the Assoc. Director with monthly and fiscal year cost projections via payment schedules or other tracking mechanisms.
  • Assisting in projections, forecasting, or FY budget proposal for contracted services
  • Assist the Assoc. Director in developing and recommending reporting systems for monitoring contract and MOU statuses.
  • Performs other related duties as may be assigned.

Required Qualifications:

  • Excellent organizational, analytical, and communication skills.
  • Keen attention to detail.
  • Ability to work with varying seniority levels, including staff, managers, and external partners.
  • Proficiency in MS Office/MS Excel.
  • Ability to work both independently and as part of a team.
  • Ability to successfully prioritize and facilitate several process workflows and deadlines, while building collaborative relationships.

Desired Qualifications:

  • Previous experience in coordination of contract processing or contract management.
  • Previous experience in a higher education setting.
  • Knowledge of contract management and team collaboration systems, applications, and reporting tools; familiarity with Banner, Google Workspace, Teams, Tableau, and/or SharePoint.
  • This temporary, part-time position is assigned no more than twenty-five (25) hours per week, is not to exceed 944 hours per fiscal year and is contingent upon budget.
  • Rowan University is an Equal Opportunity Employer and values diverse people and abilities. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this position.
  • Candidates must be legally authorized to work in the US, and the university will not sponsor an applicant for a work visa for this position.
  • Only completed online applications submitted on or before the posted deadline will be considered.

Advertised: Jun 26 2024 Eastern Daylight Time Applications close: Jul 10 2024 11:55 PM Eastern Daylight Time

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Position Location Closes
Glassboro, New Jersey
Reporting to the Associate Director of Budget and Operations, the Contracts Coordinator will work within the Division of Strategic Enrollment Management (SEM) and Rowan Global Learning & Partnerships to ensure the continued success of operational objectives by organizing, processing, and monitoring the divisions’ MOUs and contracted services.

Current Opportunities

Position Location Closes
Glassboro, New Jersey

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About Rowan University

A top 100 national public research institution, Rowan University offers bachelor’s through doctoral and professional programs in person and online to 22,000 students through its main campus in Glassboro, N.J., its medical school campuses in Camden and Stratford, and five others. Rowan University is home to eight colleges and nine schools. For more information on these colleges, please click here .

Now celebrating its Centennial, Rowan focuses on practical research at the intersection of engineering, medicine, science, and business while ensuring excellence in undergraduate education. The University has earned national recognition for innovation, commitment to high-quality and affordable education, and developing public-private partnerships. A Carnegie-classified R2 (high research activity) institution, Rowan has been recognized as the fourth fastest-growing public research university, as reported by The Chronicle of Higher Education.

Non-Discrimation at Rowan University

Rowan University celebrates diversity and is committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to age, ethnicity, race, religion, sex, gender identity or expression, genetic information, marital status, national origin, (dis)ability status, military status, and other NJ protected classes. Rowan University does not discriminate on the basis of sex in its educational programs and activities, including employment as required by Title IX. Rowan is committed to providing access, equal opportunity, and reasonable accommodation for individuals with (dis)abilities.

To request reasonable accommodation, contact Christy Mroz, Administrative Assistant, [email protected], 856-256-5494. Rowan strongly encourages applicants from underrepresented groups to apply. 

Pursuant to Title IX of the Education Amendments of 1972 and supporting regulations, Rowan does not discriminate on the basis of sex in the education programs or activities that it operates; this extends to admission and employment. Inquiries about the application of Title IX and its supporting regulations may be directed to the Assistant Secretary for Civil Rights, Office for Civil Rights, U.S. Department of Education, or to the University’s Title IX Coordinator, Office of Student Equity & Compliance, Rowan University, Hawthorne Hall, Suite 312, 201 Mullica Hill Rd, Glassboro, NJ 08028, [email protected] , 856-256-5440.

For information on the Title IX Sexual Harassment/Sexual Assault policy and grievance procedures, please click here . 

More Information

Rowan University is subject to the residency requirements of the NJ First Act (N.J.S.A. 52:14-7, P.L. 2011, Chapter 70). Any person hired to a non-exempt position shall either have their principal residence in New Jersey or have one (1) year from the date of employment to establish, and then maintain, principal residence in the State of New Jersey. Any person hired to an exempt position shall either have their principal residence in New Jersey, Delaware, Pennsylvania, or New York or have ninety (90) days from the date of employment to establish, then maintain, principal residence in the State of New Jersey, Delaware, Pennsylvania, or New York.

Rowan University is committed to assisting all members of the Rowan community in providing for their own safety and security. The Annual Security and Fire Safety Report is available on the Department of Public Safety website at:

If you would like to receive a hard copy of the Annual Security and Fire Safety Report which contains this information, you can stop by the Department of Public Safety Office, located at Bole Hall Annex, 201 Mullica Hill Road, Glassboro, NJ 08028 or you can request that a copy be mailed to you by calling (856) 256-4562 or 4506.

The report contains information regarding campus security and personal safety including topics such as: crime prevention, public safety authority, crime reporting policies, fire safety, disciplinary procedures and other matters of importance related to security on campus. The report also contains information about fire statistics in Rowan University Residential Facilities and crime statistics for the three previous calendar years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by the University; and on public property within, or immediately adjacent to and accessible from the campus. This information is required by federal law, Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act or "Clery Act" and is provided by the Rowan University Department of Public Safety.

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Research: Using AI at Work Makes Us Lonelier and Less Healthy

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Employees who use AI as a core part of their jobs report feeling more isolated, drinking more, and sleeping less than employees who don’t.

The promise of AI is alluring — optimized productivity, lightning-fast data analysis, and freedom from mundane tasks — and both companies and workers alike are fascinated (and more than a little dumbfounded) by how these tools allow them to do more and better work faster than ever before. Yet in fervor to keep pace with competitors and reap the efficiency gains associated with deploying AI, many organizations have lost sight of their most important asset: the humans whose jobs are being fragmented into tasks that are increasingly becoming automated. Across four studies, employees who use it as a core part of their jobs reported feeling lonelier, drinking more, and suffering from insomnia more than employees who don’t.

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