hr training and development research topics

149+ Best Human Resource Management Research Paper Topics

• Post author By Pooja Barman
• October 18, 2023

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

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

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

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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:

1. Identify Your Interests

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

2. Consider Relevance

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

3. Consult Your Advisor

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

4. Define Your Scope

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

5. Explore Current Research

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

6. Practicality

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

7. Ethical Considerations

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

149+ Exciting MBA HR Research Paper Topics For Beginners

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

Professional/Career Development HR Research Topics

Training and Development General/ Interesting Human Resource Research Topics

Employee Engagement HR Research Paper Topics

Compensation and Benefits

Mba Labor Relations Hr Research Paper Topics

Performance Management

Diversity and Inclusion Research Paper Topics

HR Technology Research Paper Topics

Workplace Well-being

Talent Management HR Research Paper Topics

Employee Turnover Trending Research Topics in Human Resources

HRIS topics for Dissertations, Essays, and Research Paper

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

Employee Benefits and Well-being Research Paper Topics

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

Equal Employment Opportunity HR Research Paper Topics

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

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

Top 10 Most Promising HR Research Paper Topics For College Students

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

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

What’s Next?

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

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

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

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

Frequently Asked Questions

What are the four core hr areas.

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

What are the 5 functional areas of HR?

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

What are the areas of strategic HR?

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

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223 Awesome Human Resource Topic Ideas To Pick From

Are you looking for a human resource research topic for your academic paper? If yes, this article has a title you’ll find interesting to research and write about when handling your project. Human resources are the people that work for an organization or a company and the department that manages everything about employees. Collectively, they represent the most valuable resources in an organization or business.

The human resource department is part of a business whose responsibility is to find, screen, recruit, and train job applicants.

This business division also administers employee-benefit programs. Ideally, the HR department focuses on maximizing the workers’ productivity while protecting the company from the issues arising from the workforce. To achieve its goals, the HR department of an organization must engage in active research to improve the employees’ workforce. A human resource research paper comprises information about the findings of a study on a specific topic. And this includes:

• An answer to a question that a learner set out to investigate
• Proof of a relevant theory
• Practical and theoretical knowledge about the topic

Human capital is a crucial asset in any organization. What’s more, the subject is too broad for educators and researchers to underrate. If looking for a human resources topic for your paper or essay, this list has brilliant ideas to inspire you.

Latest  Human Resource Topics in the News

Do you want to base your human resource paper on a contemporary topic? If yes, consider these ideas for your essay.

• Ethical discrimination and workplace hostility among the minorities
• How remote working affects employee performance during the coronavirus pandemic
• How employee motivation affects job performance among those working from home
• The popularity of mobile-friendly job recruitment
• How necessary is background investigation for potential employees?
• How HR departments use recruitment marketing
• The essence of skill, personality, and aptitude tests during recruitment
• Should employers consider pre-employment assessments over resumes?
• How employers can improve candidate experience during the recruitment process
• How the open workforce like independent contractors and freelancers can benefit an organization
• Strategies for promoting workplace inclusion
• Should companies give their employees respite care?
• Offsetting caregiving costs by offering care assistance cover
• Should companies give employees paid family leave?
• Artificial intelligence use in human resource departments
• Can companies use AI to detect behavioral change among employees?
• How to use AI to customize professional development, employee promotion, and career paths
• Can a company use AI in employee performance management?
• Can companies use AI to detect employees that want to leave the workplace or company?
• Challenges of remote working during the COVID-19 pandemic
• Benefits of working remotely for employers and employees
• Disadvantages of working remotely for the employees
• Can home workplaces lower employees’ productivity?
• Impact of lousy team dynamics on employee performance
• How poor physical and mental health impacts productivity
• Tracking how employees use work devices- Is it ethical?
• The best performance and compensation management tools for remote workers
• Sick leave and time left fraud among remote workers
• The Millennial employees and flexible working schedules
• The link between organizational performance and low morale
• Tips for succeeding in virtual team building
• How virtual teams affect organizational productivity
• How automating human resource tasks affects organizational outcomes
• Data-driven strategies and their use in the HR departments
• How annual educational stipends affect employee morale
• Should companies give employees leave to take a career development course?
• Should employees share professional and personal goals during yearly self-assessments?
• Why organizations should locate, train and retain the right people
• Advantages of onboarding as a method for maintaining human resources within an organization
• The essence of employee orientation
• Strategies for promoting belonging and autonomy among employees
• How health advocacy programs benefit employers and employees
• Can educational stipends boost employee morale?
• How managers can manage lower or higher expectations of employees working remotely
• The evolution of human resource management over the last decade
• The responsibilities of modern human resource managers in the business world
• Strategic HR management- What to do and avoid
• HR management practices for the largest companies in the world
• What current human resource training involves
• Human resource paradigms contributing to the development of businesses

These are exciting current HR topics to explore when interested in something recent. Nevertheless, take your time researching your preferred topic to develop a brilliant paper.

Professional Development  Human Resource Topics

If interested in career development topics, this category has excellent ideas to consider. Nevertheless, select a title you will be comfortable working with to enjoy your research and writing process.

• How to align employee development with company goals
• Coaching and mentoring for workers development
• How to build a coaching culture in a company
• How leaders of a company can become coaches
• Why individual career development programs benefit an organization
• How to use the 9-box grid to assess employees
• How does cross-training affect organizational efficacy?
• How do stretch assignments and on-the-job training affect employee performance?
• How beneficial is professional certification?
• The role of apprenticeship and vocational training in the workplace
• How does professional development affect middle-level managers expertise
• What affects professional development in an organization?
• Importance of professional development
• How does the COVID-19 pandemic affect employee’s onboarding?
• How professional development affects employee performance
• How professional development affects customer satisfaction
• How professional development affects employee retention
• Employee turnover and professional development- Is there a link?
• Should companies invest in ongoing professional development for their employees?
• Employees well-being and career development
• The nexus between professional stress and development
• How professional development networks affect leadership development
• Why do companies need policies for professional development?
• Success planning and professional development in organizations
• Current and past employee development approaches
• Employee productivity and professional development
• Challenges in career and professional development programs’ implementation
• Employment and qualifications criteria
• How to groom employees for success
• How to select a new career path

Choose a human resource topic from this list if you want to write about career or professional development. Nevertheless, research the title extensively to create a winning paper.

Talent Management  HR Topics

Talent management is among the responsibilities of the human resource management department. Here are exciting ideas to explore if interested in this aspect of HR management.

• Talent management versus talent hunting
• Talent management approaches in the hospitality industry
• Talent management in the medium and small enterprises
• Family-owned attitude towards talent management
• Talent management risk factors
• Talent management trends in a globalized world
• IBM versus Google talent management strategies
• Military talent management approaches
• Gig economy talent management
• Talent management future
• Talent management history
• Why recruitment matters in talent management
• What comprises a talent management system?
• Recruitment, performance management, compensation management and corporate learning- Why they matter in talent management
• Strategies for talent acquisition
• Why executive coaching matters in talent management
• Leadership development and recognition programs in talent management
• The essence of a strategic plan in talent management
• Effective talent management models
• Talent management in the corporate sector
• Why social media influencers matter in talent management
• How talent management affects organizational performance
• Success planning and talent management- What’s the link?
• How MNCs approach talent management in the USA
• How technology affects talent management
• Investing in people or automating more- The HR paradox for modern companies
• Why targeted learning matters in talent development
• How peer-coaching can help in the development of future-ready skills
• Development and learning trends after the COVID-19 pandemic
• Are community partners a vital part of a talent pipeline?

Select a topic from this list if interested in talent development and management. Nevertheless, prepare to research your preferred idea before writing your paper.

Human Resource Management Topics 

Perhaps, you’re interested in HR management or appraisal topics. In that case, think about these ideas for your papers.

• The critical elements of employees’ performance management
• Why the HR department should give feedback to the employees
• Organizational commitment and performance appraisal
• How to use performance appraisal in enhancing citizenship and organizational behavior
• Employee motivation and performance appraisal
• Performance appraisal versus performance management
• Why ongoing feedback on workers morale matters
• How to engage employees more effectively
• Why performance planning matters in the employee management cycle
• Incorporating employee input in company decision-making
• Why companies should set performance standards
• Why automated performance management units matter
• Data-based assessments and performance reviews
• Corporate culture and performance management
• Corporate culture and performance appraisal
• Strategic planning and performance management
• Performance management and employee reward systems
• Employee development and performance appraisal
• Employee engagement and HR management objectives
• How 360-degree feedback benefits an organization
• Challenges and benefits of the assessment center appraisal technique
• Using Behaviorally-Anchored Rating Scale in performance appraisal
• How beneficial are psychological reviews in the hospitality sector?
• Merits and demerits of Human Resource Accounting Method
• Factors increasing employee loyalty
• How to resolve workplace conflict arising from cultural differences in international companies
• The pros and cons of recruiting employees from universities
• How character types affect a company’s team-building efforts
• What is the responsibility of HR managers in talent hunting and management
• What should HR managers do about overqualified employees?
• Rules for recruiting, selecting, hiring, and educating new employees
• Opportunities and risks for hiring new employees
• Freelancers and outsourcing- Is putting the future of a company in the hands of freelancers a wise move?
• Why companies should educate their employees
• How HR managers can motivate or demoralize company employees

All these are interesting human resource management issues that you can explore in academic papers. However, select a topic you will be comfortable working with, from research to writing and proofreading your essay.

Hot Topics in HR 

Maybe you’re looking for a topic that most people will find captivating and want to read your essay from the introduction to the conclusion. In that case, pick a title for your research paper from this category.

• Are higher education institutions responsible for productivity decline in human resources?
• Trained human resource personnel and skilled workers- Who are better than the others?
• How employee experience coincides with employee engagement
• Working from home versus 9 to 5 jobs- Which is the best option for mothers?
• Employee responsibilities and workplace safety- What makes women unique?
• How the right talent affects a company’s success- A critical analysis
• Should companies further their employees’ education?
• Employees with degrees versus vocational and technical workforce
• Is mobile a new human resource technology platform?
• Why video interviews are the new norm in human resource outsourcing
• The role of globalization in talent sourcing from different locations
• The role of data management in improving recruitment, management, and retaining of employees
• How HR technology innovation enhances employee engagement
• Performance and goal management reinvention with check-ins and feedback mechanisms
• How software categories improve interactivity, feedback, and workplace culture management
• How user-friendly are cloud-based talent solutions?
• Can end-to-end talent management solutions meet complex and large organizations’ recruitment needs?
• What are the latest considerations in HR and labor laws?
• Should companies set ethical standards that differ from law provisions?
• How workplace ethics differ from labor laws
• How to build an ethical organizational culture
• How workplace discrimination laws influence employment
• Discuss the moral obligation of employees to their employers
• How to create effective legal and ethical employees’ welfare programs
• How HR professionals can protect the employees’ rights
• Legal and ethical concerns in a large group and single employee termination

Select any of these HR topics if looking for a title that will capture your readers’ attention and compel them to read throughout the paper.

Top  HR Research Topics  for  2023

Maybe you want to write about a topic that somebody reading about this year will find exciting and relevant. In that case, pick any of these human resource ideas.

• Using artificial intelligence in HR functions
• How HR managers can address workplace harassment and bullying
• How companies can encourage workplace diversity
• How wages affect the overall productivity of employees
• How to measure employee performance- Criteria and tools for practical evaluation
• Essential issues of modern labor laws
• How to protect company data in the technology age
• Should companies pay all staff members equally?
• How workplace health problems affect productivity
• What motivates employees to work more?
• Laws against religious and sexual discrimination that HR departments should implement
• Factors influencing employee retention
• How HR specialists can deal with employee commitment, loyalty, and job satisfaction
• HR planning in acquisitions and mergers
• The 21st-century challenges for human resource managers
• How employee engagement affects customer loyalty in the service-based sector
• The impact of a contingent workforce on an organization’s performance
• The increasing mental health problems among the employees in the service-based industry
• The impact and importance of training on a company’s sustainability during an economic crisis
• The role of HR practices in enhancing the overall organizational performance
• How career growth affects employee loyalty
• How different personality traits affect teamwork in a company
• How effective HR planning boosts the strategic alliance process
• How e-leadership helps in boosting employee motivation and productivity
• How artificial intelligence can enhance HR practices
• How daycare facilities can increase female employees’ productivity
• How workforce diversity can improve organizational innovation and capability
• How a flat organizational structure affects the decision-making process
• How involving employees in decision-making processes influence their productivity

Pick a human resource research topic from this category if looking for an idea that suits the current context. Nevertheless, take your time to identify and research the most current sources to provide relevant information.

HR Topics for Presentation 

Are you looking for an interesting presentation topic for an upcoming meeting or conference? If yes, pick one of these HR topics for discussion.

• How job rotation boosts employee growth
• Why ethics committees matter in an organization
• The role of HR in employee volunteering
• How to encourage work-life balance in start-ups
• Is an open office a boon or a bane?
• How to create an engaged workforce
• How a company can attract more millennials
• How to make your employees happy
• How to resolve disputes among employees
• Why employee development and learning matter
• Why employees’ mental health matters
• Why companies should digitize HR practices
• Why employee well-being is vital
• Human resource management in the ever-changing corporate environment
• How globalization affects human resource management
• Innovative human resource and employee management practices
• Challenges and issues of managing an international workforce
• Employee management in an IT organization
• Social security measures and labor welfare- The HR department’s role
• Coaching and mentoring for modern business excellence
• Different HR management perspectives
• Why human resource planning matters in a changing environment

This list comprises human resource paper topics that students can research and write about to earn excellent grades. However, every student should pick an issue they can comfortably explore and present an in-depth analysis of their selected ideas. That way, they can impress the educator and anybody that will read their essay.

Use a  Thesis Writing Service  to  Write  a Quality HR Paper

Maybe you’re struggling to select the best topic for your HR research paper. Perhaps, you’re not even sure about where to start or how to write your essay. In that case, seek help from professional writers. Whether you’re a college or a university student, you can find experts that will help you with topic selection and the entire writing process. What’s more, these writers can proofread your paper to ensure it is error-free.

So, instead of spending all your precious time trying to choose a topic or write your HR research paper, contact us to get the best HR paper writing help online. Our specialists will respond to your request immediately and provide fast and affordable writing assistance. And all you need is to initiate a conversation by saying something like, “Please do my dissertation.” Also, you can reach us by filling and submitting our contact form or email us. One of our representatives will get back to you as soon as possible. We want you to excel academically without breaking a sweat. Contact us now!

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Human Resources Research Paper Topics for 2024

Table of contents

• 1 How to choose a Human Resources topic for your project?
• 2 Human Resources Management Research Topics
• 3 HR Topics for Discussion
• 4 HR Research Topics for Presentation
• 5 HRM Research Topics on Talent Management
• 6 Equal Employment Opportunity HR Research Topics
• 7 Career Development HR Research Topics
• 8 Research Topics on Recruitment and Selection
• 9 HR Risk Management Topics
• 10 Workplace Safety Human Resource Management Topics
• 11 HR Research Topics on Performance Management and Appraisal
• 12 HR Research Topics on Performance Management and Appraisal
• 13 Trending Human Resource Management Topics

Human Resources is one of the most popular and essential topics for business-minded individuals. If you recall your basic economics, you might remember that the essential components necessary for production in any economy are land, capital, and labor.

Human labor is an essential resource that keeps a business running. Like any other resource, it needs to be managed. This is where the term ‘Human Resources’ and related research topics come into play.

Finding relevant data for a 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 sufficient time planning before beginning your task.

How to choose a Human Resources topic for your project?

Choosing research topics in human resource management is not as simple as picking a title and writing about it. 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 on HR-related research topics is a highly 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 struggling to come up with your own ideas, please select 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. These are trending topics in HRM research and have plenty of resources available on the internet. Each of them is also relevant to the actual field of human resources management. Choosing the right human resources research topic is crucial for academic success. However, writing a high-quality paper can be challenging. If you’re looking for expert assistance, consider using the best research paper writing service to ensure your paper is thoroughly researched and professionally written. So, while writing HR-related research topics is not a typical activity for an HR employee, it will provide valuable 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
• Managing international employees
• Ways to prevent workplace violence
• Benefits of regular psychological counseling for all employees
• Assessing the impact of leadership development programs
• Effective strategies for HR risk management
• The role of job satisfaction in employee retention
• How to conduct a thorough job analysis
• Innovative HR research methods for better decision-making

HR Topics for Discussion

Are you interested in discussing the latest trends in human resource management? The following list of HR topics will be useful to you:

• The impact of remote work on employee productivity
• Strategies to promote diversity and inclusion in the workplace
• Dealing with mental health issues among employees
• Improving overall employee wellness
• Utilizing data-driven HR strategies
• Meeting the needs of Gen Z employees
• Providing professional development opportunities for employees
• Enhancing employee experience to boost retention
• Making recruitment processes mobile-friendly
• The role of HR in addressing social issues
• Building resilience in the workplace
• Avoiding business buzzwords in communication
• Cultivating empathy among employees
• Expressing gratitude to reduce workplace stress
• Fostering psychological safety at work
• HR’s role in promoting sustainability
• Leading a hybrid work environment effectively
• Strategies for leading effective meetings
• Managing pay equity in organizations
• Addressing workplace safety compliance
• Benefits of psychological counseling for employees
• Managing a global workforce
• Preventing workplace violence
• Exploring virtual reality in training programs
• Evaluating the impact of employee wellness initiatives
• How job analysis influences employee performance
• The link between employee engagement and job performance
• Strategies for improving employee productivity
• How to measure job satisfaction effectively
• The role of career development in boosting employee engagement
• Methods to enhance employee retention

HR Research Topics for Presentation

Here are several engaging HR research topics suitable for presentation. These topics aim to explore current trends and essential issues in Human Resources, providing a broad spectrum of ideas for your next project.

• How to utilize independent contractors and other gig workers
• Ways to recognize hidden bias
• Steps to document employment actions
• Methods to conduct performance appraisals
• Approaches to confront workplace bullying
• Implementing diversity, equity, and inclusion initiatives
• Building company culture with trust
• Strategies to enhance employee wellness and well-being
• Ideas to promote sustainable work practices
• Exploring new frontiers of AI in HR
• Evaluating the role of HR in modern organizations
• Developing effective employee training programs
• Understanding IBM talent management techniques
• Crafting successful talent acquisition strategies
• Ensuring workplace safety compliance
• Benefits of regular psychological counseling for employees
• Addressing workplace violence prevention
• Exploring the use of virtual reality in training
• Examining the impact of employee wellness programs
• The importance of the performance management cycle
• Talent management strategies for modern organizations
• The role of human resource managers in shaping organizational culture

HRM Research Topics on Talent Management

Exploring interesting HR research topics in talent management can provide valuable insights for improving organizational success. Here are some fresh ideas to consider for your next project:

• How to attract top talent in a remote-first world
• The role of AI in identifying and nurturing high-potential employees
• Balancing talent acquisition and development in a hybrid work environment
• Leveraging data analytics for effective talent management
• The impact of employer branding on talent attraction and retention
• Adapting talent management practices for Gen Z and millennials
• The role of continuous learning and development in talent retention
• Implementing inclusive talent management strategies for a diverse workforce
• The effectiveness of employee referral programs in talent acquisition
• Managing talent mobility and internal career pathing
• How to foster innovation through effective talent management
• Evaluating the impact of remote work on employee engagement and talent retention
• The use of gamification in enhancing employee development and performance
• The role of leadership development programs in talent management
• How to boost employee motivation through talent management
• Effective workplace stress management techniques in talent management
• The evolving role of human resource managers in talent acquisition
• Innovative employee performance management styles for talent development
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Equal Employment Opportunity HR Research Topics

To manage employee performance effectively while ensuring fairness, consider these thought-provoking topics on equal employment opportunity for your research.

• 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 everyone will likely find some aspect of it they enjoy.

• Growing 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 Human Resource Management Topics

To improve workplace safety through effective human resources management, consider these essential topics for your research papers:

• 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.

HR Research Topics on Performance Management and Appraisal

Delve into the core aspects of performance management and appraisal with these compelling HR research topics that offer fresh perspectives and practical insights.

• How to evaluate the impact of remote work on performance appraisals?
• What role does artificial intelligence play in performance management systems?
• How to approach performance feedback in virtual teams?
• What are the benefits of continuous performance management in agile organizations?
• How effective is 360-degree feedback in enhancing employee performance?
• How to link employee performance to organizational goals in hybrid work models?
• What are the best practices for performance appraisals in multinational companies?
• How to measure employee engagement through performance metrics?
• What impact does diversity and inclusion have on performance appraisals?
• How can gamification techniques be used in performance management?
• What role does employee well-being play in performance appraisal outcomes?
• How to adapt performance management systems for Gen Z employees?
• How do leadership styles affect performance management effectiveness?
• How to integrate learning and development with performance appraisal systems?
• What is the role of data analytics in predicting employee performance trends?
• What are the challenges in conducting fair performance appraisals during economic downturns?
• How beneficial is employee self-assessment in performance appraisals?
• What role does emotional intelligence play in performance reviews?
• How to customize performance management approaches for different job roles?
• How does performance management influence employee retention rates?

Trending Human Resource Management Topics

Explore the latest trends in human resource management with these current and relevant topics that reflect the evolving landscape of HR practices:

• 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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Top 50 HR Topics For Project For Students [Updated]

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

What is Human Resources?

Table of Contents

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

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

How Do I Start An HR Project?

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

1. Choose a Topic

Identify your area of interest.

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

Research Potential Topics

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

Narrow Down Your Topic

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

2. Define the Project Objectives

Set clear goals.

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

Understand the Purpose

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

3. Conduct Preliminary Research

Gather information.

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

Identify Key Concepts

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

4. Develop a Project Plan

Create a timeline.

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

Outline Your Project Structure

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

Introduction

Literature review, methodology.

• Findings/Results

Recommendations

5. gather data, primary data collection.

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

Secondary Data Collection

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

6. Analyze the Data

Organize your data.

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

Interpret the Results

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

7. Write the Project Report

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

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

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

Analysis and Findings

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

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

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

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

8. Review and Edit

Proofread your work.

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

Seek Feedback

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

Finalize the Report

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

9. Prepare for Presentation

Create a presentation.

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

Practice Your Presentation

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

10. Submit Your Project

Follow submission guidelines.

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

Meet Deadlines

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

50 HR Topics For Project For Students: Category Wise

Recruitment and selection.

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

Training and Development

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

Performance Management

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

Employee Relations

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

Compensation and Benefits

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

Best 3 Detailed Examples of HR Projects

Example 1: creating a recruitment plan.

• Understand the Job Requirements

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

• Attract Candidates

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

• Screening and Selection

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

• Interview Process

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

Example 2: Designing a Training Program

• Identify Training Needs

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

• Set Training Objectives

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

• Develop Training Materials

Create materials such as presentations, handouts, and quizzes.

• Implement the Training

Organize training sessions, either in-person or online.

• Evaluate the Training

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

Example 3: Performance Review System

• Define Performance Criteria

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

• Develop Review Forms

Create forms that managers can use to evaluate employee performance.

• Schedule Regular Reviews

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

• Provide Feedback

Train managers on how to give constructive feedback to employees.

Work with employees to set achievable goals for their development.

Tips for Successful HR Projects

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

Top 5 Tools To Make HR Project

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

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

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

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

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Human Resource Management Research Paper Topics

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

100 Human Resource Management Research Paper Topics

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

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

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

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

Human Resource Management and the Range of Research Paper Topics

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

Historical Background

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

Theoretical Frameworks

HRM is underpinned by several key theories that guide practice:

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

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

Key Functions and Practices

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

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

Contemporary Challenges

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

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

Emerging Trends

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

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

Range of Research Paper Topics

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

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

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

How to Choose Human Resource Management Research Paper Topics

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

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

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

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

How to Write a Human Resource Management Research Paper

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

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

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

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

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15 Best Training Topics for HR Professionals in 2024

8 mins read

by Pete Ford

Updated On Sep 10, 2024

Human Resource training is a necessity for every institution because the success of every organization significantly depends on the human resources that manage it. Unfortunately, the formal education employees receive often does not fully equip them to meet the demands of their roles within organizations. Additionally, simply placing human resources into positions does not ensure they will fully understand their duties and responsibilities.

When organizations invest in HR training, they equip their HR teams with the skills to navigate the complexities of their role. The training helps HR professionals align their efforts with the company’s goals, manage employee relations smoothly, and promote a positive work environment. Ultimately, HR training helps HR teams create a workplace where everyone can contribute to a more productive, compliant, and harmonious workplace.

Essential Training Topics for HR Professionals

A survey by PricewaterhouseCoopers , conducted for the World Federation of Personnel Management Associations (WFPMA), has highlighted several key challenges that HR professionals face today. Despite differences across nations and regions, there was a striking consensus. The global group identified three main challenges: change management (48%), leadership development (35%), and measuring HR effectiveness (27%). Notably, change management emerged as the top concern in four out of the five regions, highlighting a shared priority among HR professionals worldwide.

Corporate training is vital for HR professionals at every level of the organization. Whether they’re just starting out, looking to sharpen their skills, or leading strategic initiatives, tailored training programs offer the tools and insights they need. For new HR professionals, training lays a solid foundation in essential HR practices and compliance. Mid-level HR professionals benefit from advanced training that enhances their abilities in employee relations, talent management, and organizational development.

Senior HR leaders gain strategic insights and innovative approaches to drive organizational success. Through comprehensive training programs, HR teams are primed to fulfill their roles effectively and play a pivotal role in nurturing a positive and vibrant workplace culture. In this article, let’s dive into the top 15 training topics for HR Professionals in 2024.

Training Topics for New HR Professionals

New HR professionals often feel uncertain and unsure about their roles and responsibilities within the organization. To help them gain confidence and clarity, it’s essential to provide training that introduces them to the company’s culture, values, regulations, and policies. Investing in comprehensive onboarding and training enables organizations to ensure that their new HR team members feel confident and capable in their roles.

Via Edstellar

Topic 1: Ethical Judgment and Integrity

Ethical judgment and integrity are essential moral principles and values that HR professionals must possess. They uphold the organization's ethical standards by maintaining confidentiality and treating employees with respect and fairness. Embodying these principles enables HR professionals to create a trustworthy and respectful workplace. This commitment to ethical behavior enhances employee morale, promotes loyalty, and contributes to the long-term success of the organization.

Benefits of Ethical Judgment and Integrity for HR Professionals: Building Trust, Enhancing Reputation, Improving Decision-Making, and Fostering a Positive Work Environment.

Topic 2: Interpersonal Skills

Interpersonal skills or people skills are the ability that enables professionals to interact and communicate with others. For HR professionals, strong interpersonal skills are required to build positive relationships with employees and stakeholders. It enables HR professionals to understand their concerns and facilitate a collaborative work environment. These skills encompass a range of behaviors and attitudes, including active listening, empathy, teamwork, and conflict resolution.

Benefits of Interpersonal Skills for HR Professionals: Effective Communication, Enhanced Employee Relations, Improved Conflict Management, Better Team Collaboration, and Increased Trust and Rapport.

Topic 3: Administrative Expertise

Administrative expertise is all about keeping the HR department running like a well-oiled machine. It involves efficiently managing and streamlining processes, policies, and systems. This means organizing files, managing employee records, scheduling meetings, and handling correspondence. By doing so, HR professionals ensure that everything operates smoothly and that all necessary documentation and processes are in place. This expertise helps create a seamless and efficient work environment, allowing the HR team to focus on supporting employees and fostering a positive workplace culture. 

Benefits of Administrative Expertise for HR Professionals: Better Record-Keeping, Increased Productivity, and Support for Strategic Goals.

Topic 4: Diversity, Equity, Inclusion, and Belonging (DEIB)

DEIB (Diversity, Equity, Inclusion, and Belonging) means to create a workplace in which everyone feels respected and included. It entails including people from various backgrounds, giving equal opportunities for all, creating a welcoming environment, and cultivating a feeling of community in which everyone feels like they belong. 

Embracing DEIB is critical for HR professionals since it enhances employee morale and organizational health while also increasing innovation and problem-solving by bringing together varied viewpoints. 

Benefits of DEIB for HR Professionals: Enhanced Employee Engagement, Improved Innovation, Better Talent Attraction and Retention, and Stronger Team Collaboration.

Topics 5: Recruitment

To properly manage the hiring process, new HR professionals should attend corporate recruitment training. Skills like candidate sourcing, interviewing, and communication are critical for attracting talent, and training will assist them in developing such talents. It also provides information about current industry trends, best practices, hiring strategies, labor laws, and legal rules.

This will allow them to stay compliant, make smarter decisions, and give a positive candidate experience. Additionally, It offers networking opportunities with experienced HR professionals and peers, providing valuable mentorship and support. 

Benefits of Recruitment for HR Professionals: Improved Hiring Quality, Increased Efficiency, Enhanced Employer Brand, Better Workforce Planning, and Reduced Turnover.

Training Topics for Mid-level HR Professionals

Topic 6: Team Management

HR professionals are integral to the success of team management within any organization. They create a culture where collaboration and coordination are not just encouraged but are the norm. By carefully selecting and nurturing team members with diverse skills and backgrounds, HR ensures that everyone is aligned and working towards shared goals.

They also implement strategies to improve communication, resolve conflicts, and foster continuous growth. This not only helps in meeting business objectives but also drives higher revenue growth. Essentially, HR professionals are the architects of teamwork, building an environment where every team member feels valued and motivated to contribute to the organization’s success.

Benefits of Team Management for HR Professionals: Delegation, Problem-Solving, Strategic Thinking, Motivation, Time Management, Cultural Competence, and Decision-Making.

Topic 7: Conflict Resolution

Conflict is unavoidable in any workplace and can stem from a variety of factors, including differences in personality, communication methods, or goals. Unresolved conflicts can have a negative influence on staff morale, productivity, and corporate culture.

When disagreements arise between employees or between employees and management, HR can be an unbiased mediator. When disagreement emerges, HR should first determine the root cause of the problem.

Conflict Resolution training is very important in this situation. Such training enables HR professionals to mediate disputes, understand underlying issues, and cultivate a collaborative environment. Organizations that invest in Conflict Resolution training can ensure that conflicts are addressed quickly and constructively. 

Benefits of Conflict Resolution for HR Professionals : Enhanced Mediation Skills, Improved Employee Relations, Reduced Turnover, and Increased Collaboration.

Topic 8: Regulatory Governance

Regulatory governance is about ensuring that an organization follows all relevant laws, regulations, and internal policies. For HR professionals, this means keeping up with labor laws, health and safety standards, and data protection rules. When regulatory governance is neglected, it can lead to serious issues like legal penalties, financial losses, and damage to the company’s reputation.

Corporate training is crucial for HR professionals to effectively manage compliance. This training enables HR professionals to implement and monitor compliance programs, conduct internal audits, and manage risks. Investing in regulatory governance training, organizations can ensure their HR teams are well-equipped to handle compliance challenges, protecting the company and nurturing a culture of accountability and transparency.

Benefits of Regulatory Governance for HR Professionals : Enhanced Compliance, Improved Risk Management, Increased Efficiency, and Strengthened Reputation.

Topic 9: Performance Management

Performance management is a collaborative effort between employees and management, with HR playing a key role in facilitating the process. HR provides the necessary tools and support to ensure that performance management benefits everyone involved, from employees to management and, ultimately, the organization as a whole.

However, HR managers often face challenges such as unclear goals, insufficient feedback, low employee engagement, limited resources, and resistance to change. Corporate training in performance management is essential to overcome these obstacles. It equips HR professionals with the skills to set clear goals, deliver effective feedback, boost engagement, make the most of available resources, and manage change effectively. This training ensures that performance management processes are successful and valuable for the entire organization.

Benefits of Performance Management for HR Professionals: Enhanced Employee Performance, Improved Employee Engagement, Better Decision-Making, and Increased Retention.

To learn more, read our blog: 7 Ways to Improve and Maximize Employee Performance

Topic 10: Employee Engagement and Retention

Employee engagement is all about how emotionally connected and committed employees feel toward their organization. When employees are engaged, they are enthusiastic about their work and motivated to help the company succeed. HR plays a vital role in this by creating a supportive work environment, providing the right tools, and recognizing employees’ efforts, making them feel valued and appreciated.

However, HR professionals face challenges in maintaining employee engagement, including balancing remote and in-office work, adapting to rapid technological changes, addressing mental health and well-being, managing economic pressures, and catering to the diverse needs of a multigenerational workforce. Corporate training in employee engagement is essential to tackle these issues. Such training helps HR professionals learn how to set clear goals, give effective feedback, boost motivation, and manage resources efficiently. This ensures a more engaged, productive, and satisfied workforce, ultimately benefiting the entire organization.

Benefits of Employee Engagement and Retention for HR Professionals : Enhanced Productivity, Improved Retention Rates, Positive Workplace Culture, and Strategic HR Planning.

To learn more, read our blog: How Employee Surveys Help Organizations to Achieve their Goals?

Training Topics for Senior HR Professionals

Topic 11: Change Management

Change management is a strategic approach to transforming a business’s objectives, procedures, or technological systems. HR professionals play a key role by assessing current capabilities, identifying skill gaps, and developing training programs to upskill employees. They also facilitate cultural changes and ensure the smooth adoption of new technologies.

HR professionals face challenges like resistance to change, communication breakdowns, and cultural misalignment. Corporate training can help address these challenges by equipping HR teams with the necessary skills and knowledge. Training programs provide tools and techniques to guide employees through change, address resistance, and ensure effective communication. They also help HR professionals develop strategies to foster a positive organizational culture, making the transition smoother and more successful.

Benefits of Change Management for HR : Enhanced Strategic Planning, Improved Communication, Effective Resistance Management, Comprehensive Impact Analysis, and Stronger Leadership.

Topic 12: Strategic Leadership

Strategic leadership in human resources entails developing and implementing policies and techniques to meet organizational objectives. HR experts play an important role in identifying internal and external elements that may affect the strategy's success. They also establish strategic priorities to help staff comprehend the organization's goals, target audience, market rivalry, and resource availability. Benefits of Strategic Leadership for HR : Enhanced Strategic Planning, Improved Communication, Effective Resistance Management, Comprehensive Impact Analysis, and Stronger Leadership.

Topic 13: Executive Coaching and Mentoring

Executive coaching and mentoring are powerful tools for developing leadership skills and enhancing performance. Executive coaching focuses on helping employees achieve specific professional goals, such as improving strategic thinking and decision-making. Mentoring involves guidance from a more experienced professional who offers advice, shares knowledge, and supports career development. 

HR plays a crucial role in these processes by identifying the need for coaching and mentoring, selecting suitable corporate training for the employees, and ensuring these programs align with the organization’s goals. They also monitor progress and provide the necessary resources to support these initiatives.

Benefits of Executive Coaching and Mentoring for HR : Remote Adaptability: Digital Proficiency, Ethical Leadership, Inclusive Culture, and Agile Leadership.

Topic 14: Financial Acumen

HR is a department that touches every part of the organization. Consider the recruitment process. The costs related to bringing in a new hire, like advertising the job role, interviews, and training, are all investments in human capital. Making smart decisions in the recruitment process can lead to enhanced productivity and, in turn, increase revenue. Likewise, well-managed benefits programs can help retain talent, reduce turnover costs, and boost the company's bottom line.

Finance and human resources may appear to be worlds apart, yet they are actually two sides of the same coin, both critical to the company's success. Understanding the fundamentals of finance not only improves HR's performance but actually makes the job easier. Continuous learning and development ensure that HR stays updated with the latest financial practices and tools, enhancing their ability to support the business strategically.

Benefits of Financial Acumen for HR Professionals : Strategic Alignment, Enhanced Decision-Making, Credibility and Influence, and Cost Efficiency.

Topic 15: Ethical Leadership

Ethical leadership entails making decisions that are both legally compliant and morally sound. HR professionals must balance the interests of employees, the organization, and other stakeholders while ensuring that actions and policies adhere to the highest ethical standards. Ethical leaders act as role models for their teams, leading with integrity, fairness, and respect. HR executives who prioritize ethical behavior can have an impact on the entire organization, establishing a culture of ethical decision-making and responsibility.

HR leaders can promote ethical behavior in the workplace by setting a good example, creating a clear code of ethics, providing regular corporate training, and encouraging open communication. Additionally, recognizing and rewarding ethical behavior, along with implementing whistleblower policies to protect employees who report unethical behavior, are crucial steps.

Benefits of Ethical Leadership for HR Professionals : Building Trust, Enhancing Reputation, Improving Employee Engagement, and Ensuring Compliance.

Workplaces have undergone significant transitions over the last four years, but the changes that have already occurred pale in comparison to those that will occur in the future. In 2024, human resources will bridge the gap between traditional and innovative approaches to sourcing, compensating, training, and engaging employees. Companies that establish the groundwork for future changes in the workplace will succeed.

That will necessitate strong leadership and the willingness to reconsider old policies and processes so that human intelligence remains at the center of the workplace experience. At Edstellar , we offer a diverse range of instructor-led corporate training courses and skill management services to support HR professionals on their journey to success.

Our comprehensive services include the Skill Matrix Tool to identify skill gaps and personalized coaching for HR executives, significantly enhancing both organizational and professional growth. These training programs empower HR professionals to create a positive and collaborative work environment, laying the foundation for the long-term success and sustainability of their organizations.

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13 Best HR Training Topics For Success

Head of Product at Gloww

• Published on May 6, 2024

Human resources departments play a key role in the operational success of a business and the professional development of its employees. When employees receive more support from HR teams, they’re more likely to deliver consistent performance and remain productive. However, to achieve such an outcome, you’ll need to have drawn up a comprehensive list of HR training topics for employees. 

While the rest of your workforce will inevitably need training, it’s easy to overlook the training needs of HR professionals . By investing in a training and development plan and targeting a list of HR training topics pertinent to today, you can look forward to higher rates of increased customer satisfaction, soaring productivity, and fewer financial and legal issues down the line. 

1. Understand Trends Like Remote Work, Automation, and the Gig Economy

The world of work is changing. Automation is displacing millions from the job market, remote and hybrid working is becoming the norm, and millions of workers now find themselves entwined with the gig economy. For effective HR management, your HR team needs to be fully versed in all these topics. 

2. Diversity, Equity, and Inclusion (DE&I)

Most companies have a long way to go before they can confidently say that they’re an inclusive employer. For this to happen, organizations need to promote diversity , equity, and inclusion (DE&I). By holding true to these fundamental principles, employers are more likely to employ individuals from a variety of backgrounds, with a wide range of genders, religions, ethnicities, and sexual orientations welcomed. 

3. Effective Engagement Strategies to Boost Morale and Productivity

If workplace productivity is experiencing a downward slump, you’ll need to reinvigorate your staff. Employee engagement strategies are a good way to do this and can be woven into everything from weekly progress sessions , to all-hands meetings , and quarterly reviews . The more you engage your employees, the happier they tend to be, resulting in increased productivity and fewer cases of burnout. 

4. Promoting Continuous Performance Improvement and Development

If employees are going to thrive in their roles, they’ll need the right tools and resources. If you’d like to be the kind of business that values its employees as its richest asset, promoting continuous improvement and professional development is a must. 

5. Talent Acquisition Strategies to Attract Top Talent

It can be hard to secure the best talent for vacant positions, especially if your business is in a saturated market. A key HR training topic should be how to refine the recruitment process and encourage the most desirable candidates to accept the position once the evaluation stage is over. 

6. Building Emotional Intelligence and Fostering Positive Team Dynamics

Emotional intelligence is often overlooked in the workplace. However, those who possess an innate affinity for it tend to be better at diffusing tense situations, managing other team members, and negotiating with customers and fellow colleagues alike. If your team currently feels fractured with little to no communication, make team dynamics an HR training topic priority . 

7. Recognizing Signs of Stress and Burnout in Employees

If your departments are currently looking on the light side, overworking your remaining employees is unavoidable. However, this can never be a permanent solution. The more unrealistic workloads and deadlines become, the higher the stress levels that your team has to endure. Eventually, this can lead to burnout and an employee leaving your business for good . To avoid these stress-related scenarios, make sure managers and senior team members know how to spot the telltale signs of stress and burnout. 

8. HR Analytics to Understand Workforce Trends and Make Informed Decisions

There’s no excuse for being resistant to technology in today’s commercial world. Analytics tools are an indispensable asset for HR professionals, with insights into DE&I, skills mapping, employee experience, and more. By quickly identifying trends, HR teams can deploy business-saving strategies at just the right time. What’s more, analytics take the guesswork and hunches out of the equation, leaving you with a data-driven approach that typically produces better results. 

9. Compliance Training

Few of us enjoy compliance training, but it’s an essential piece of training that everyone has to endure. Ironing out the basic processes and everyday operation of a workplace, compliance training should always be up-to-date and in line with the latest laws and regulations. Do you operate online? You might not have to undergo exhaustive compliance training, but some degree of virtual training will be required. 

10. Technology for HR Professionals

While some HR professionals might want to keep things simple with pen, paper, and archaic spreadsheets, there are far better tools out there these days. Whether it’s a new applicant tracking system, an online candidate pool, or something else, make sure you’re focusing some of your HR training on these invaluable pieces of software and tech. 

11. Building Resilience and Adaptability Within the Workforce

We’d all like to experience smooth sailing in the workplace but sometimes, something comes along to rock the boat. Working conditions can become more challenging, with higher workloads and longer hours. If things are left as they are, burnout becomes inevitable, leaving your teams smaller than ever. However, there’s no need for such an outcome. By encouraging your employees to develop resilience and be more adaptable, your company will be able to weather any storm. 

12. Understanding the Needs and Working Styles of Different Generations

Older generations are typically happy to perform their duties as contracted, as well as work overtime when required. With younger people, particularly those aged under 24, there’s less of an appetite for overtime, even if the employee in question has failed to meet targets and deliver work in a set amount of time. Fortunately, it’s easy to standardize expectations and level the bar. If your business is a remote one, explore virtual training ideas to engage your staff and boost productivity. 

13. Work-Life Balance

You might not be able to offer the highest salary and your vacation allowance might fall short of some of your competitors, but your business can still be an attractive employment prospect. More now than ever before, people are waking up to the appeal of a healthier work-life balance. 

Transform HR Training with Gloww

Is it time to think about HR training? For fuss-free remote training, you’ll need a quality video conferencing platform like Gloww. Our innovative online meeting solution lets you connect with colleagues from across the world in seconds, with a host of interactive presentation templates to choose from. You can even create your own from scratch, with a multitude of classic games and engaging activities to enjoy. 

Why not get started with Gloww today? To discover more about Gloww’s advanced meeting features, you can also check out our premium pricing tiers. Need to ask something? Drop us a message now. 

Ben Aflalo heads Gloww's product team with over two decades of leadership experience. Passionate about leveraging innovative technology, he is committed to building products for the greater good.

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110 Captivating Human Resources Research Topics

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Human Resources (HR) is a fascinating subject to study. Typically, this course covers a wide range of important topics including employee management, consistent ways to manage and lead a team, reviewing industry best practices, and much more. However, things get a little difficult for Human Resources Management (HRM) students, when they are required to generate some engaging human resources research topics. This is because the topics they choose should be distinctive and provide adequate scope for significant research and analysis.

Since many students experience difficulties with identifying an ideal topic for their HR research papers, in this blog, we have listed 110 outstanding HR research paper topics and titles as suggested by our experts. If you are wondering how to choose a good human resources research topic, then read this blog. Here, you will get amazing ideas for your HR research paper writing.

Know How to Select a Human Resources Research Topic

Generally, the topic that you pick will play a significant role in the success of your research paper. So, when it comes to writing a human resources research paper, first, make sure to pick an ideal topic by following these steps.

Determine your area of interest

In the beginning, put some effort into identifying the human resources research area that you have strong knowledge and interest in. Working on a research topic from a passionate area or theme will help you conduct research with a lot of excitement and satisfaction. The HR research areas that you may consider are recruitment and selection, workplace compliance and safety, risk management, career development, etc.

Conduct a Preliminary Search and Gather Ideas

After finding out your field of interest, conduct a basic search and gather unique human resources research ideas. To collect research topics, you may read the latest credible materials such as magazines, journals, and published research papers that are relevant to the theme you have selected.

Narrow down the list

Once you have collected various human resources research titles, analyze them all and find out whether they have a good research scope and are feasible to complete the research process before the deadline. Never pick HR research topics that have limited or no research scope. Also, narrow down the list by ignoring the research topics that are already discussed and the ones with fewer sources for references.

Perform analysis

Analyze all the shortlisted research ideas and pick a topic that is unique, researchable, and contains a lot of sources and facts to prove a thesis statement. Most importantly, the topic that you give preference should match your university guidelines and align with your needs. Furthermore, the topic you select should allow you to achieve your goal.

Consult with your supervisor

Once you have selected a topic for your human resources research paper, discuss it with your supervisor and get their approval for the topic. By using their experience and subject knowledge, they will share some insights on whether the topic you have chosen will help you create wonders or not.

List of the Best Human Resources Research Topics

In case, you are unsure what human resources research paper topic to choose, take a look at the list published below. The list will provide you with 110 fascinating human resources research topics that are worth exploring.

Simple Human Resources Management Research Topics

Human Resource Management (HRM) plays a key role in an organization’s success. Primarily, HRM deals with a wide range of tasks such as recruiting and employing the right people, offering extensive training and development opportunities, and so on. To prepare your HR research paper, you may concentrate on any of these simple HRM research ideas.

• Explain how HR helps companies stay competitive in a global market.
• Analyze the most effective team-building strategies.
• Suggest a simple and effective way to resolve interpersonal conflicts.
• Examine how the agile method helps.
• Suggest some best methods for disciplining employees.
• Discuss how to resolve interpersonal conflicts.
• Explain how to manage international employees.
• Analyze the latest innovations in human resource management.
• Explain the role of a human resource management system in job selection.
• Discuss how to monitor productivity and performance in Human Resource management.

Interesting Human Resources Research Topics

For creating your HR research paper, always give significance to a topic that is interesting to you. Your study process will not appear tedious if you work on the subject you are passionate about. The following are some HR research questions that will allow you to conduct a deep study and write about.

• Explain how to manage equal-opportunity employment.
• Focus on the steps to improve the long-term retention of employees.
• Explain how big data is useful to human resources.
• Examine the importance of HRM in the healthcare industry.
• Analyze the role of data analytics in ensuring constructive job selection.
• Evaluate the satisfaction level of employees in the hospitality sector.
• Focus on the key components of recruitment and labor markets.
• Elaborate on compliance management in HRM.
• Take a look at compensation management in HR management.
• Why should HR consider conducting regular audits?

Engaging Human Resources Research Topics

The human resources research paper that you prepare should not be boring and it should grab the attention of your readers. So, it is essential to compose a paper on engaging HR research titles. Listed below are a few human resources research topics that may captivate your readers.

• Explain how to prevent unfair discrimination against LGBT+ employees.
• Analyze performance appraisal essentials and bonus payments.
• Explain the role of HR in helping employees maintain the right work-life balance
• Explore the importance of job analysis in HRM.
• Explain the role of HR in preventing OSHA violations
• Elaborate on the significance of KPI in HR management
• Explore the role of HR in ensuring the psychological well-being of employees
• Focus on factors that may hinder how HRM works.
• How to sustain the odds of employee attrition rate
• Explain how to guide employee appraisal in the business.

Popular HR Research Paper Topics

You may also prepare your human resources research paper on any of the popular topics suggested below. But while you deal with a frequently chosen study topic, analyze the topic from various perspectives and present fresh insights to the readers.

• Explain how to handle overqualified employees or applicants.
• Discuss the role of HRM in combating sexual harassment in the workplace
• Explain how to attract ideal employees.
• Examine the risk factors associated with employee retention.
• Discuss the pros and cons of 360-degree feedback in HRM.
• Elaborate on the 3T’s of leadership competency in HRM
• Prepare a research paper on the LMS.
• Focus on fun Friday activities and the role of HR
• Explore the role of HR in the employee termination process.
• How HR can utilize the fullest potential of AR and VR in the workplace?

Human Resources Research Topics on Recruitment

Recruitment is an important part of the human resources (HR) process since it is the first step in identifying and attracting eligible candidates to fill open positions within an organization. In your HR research paper, you may examine and write about any of these study topics on recruitment.

• Analyze the importance of recruitment, selection, and training of employees.
• Elaborate on the major requirements of recruiting a fresher in an organization
• Examine the biggest issues in recruitment and employee selection.
• Focus on the best and worst time to recruit a new employee.
• Take a look at the best platforms to recruit on.
• Analyze how HR evaluates a newly recruited employee.
• Suggest best practices for improving employee retention.
• Examine the dos and don’ts of criminal background checks.
• Explain the selection process in HRM.
• Analyze what makes recruitment a vital part of the HR management system.

Also Read: 200 Captivating Human Rights Topics To Consider

HR Research Ideas on Talent Management

Talent management is a strategic approach to human resources that focuses on attracting, developing, and retaining the organization’s most skilled and valued employees. The following are some talent management topics you may consider for writing an HR research paper.

• Analyze the principles of talent management in HR.
• Prepare a detailed research paper on the onboarding process of employees in a company.
• Examine the correlation between performance and talent management.
• Elaborate on succession planning with examples.
• Take a look at various talent acquisition strategies.
• Focus on the talent management approaches followed by MNCs in the USA.
• Write about the talent management process in small and medium enterprises.
• Explain the role of recruitment in talent management.
• Prepare a research paper on corporate talent management.
• Focus on different talent management tools.

HR Performance Management and Appraisal Research Topics

HR performance management and appraisal is a critical function that helps companies effectively evaluate, develop, and motivate their employees. Here are some HR performance management and appraisal research ideas you may focus on in your academic paper.

• Examine the legalities associated with the process of employee performance management.
• Take a look at some good performance appraisal activities and practices
• Focus on the different types of performance appraisal slabs in HR management
• Explore the role of communication in ensuring a streamlined appraisal cycle.
• Describe the benefits of having performance standards.
• Prepare a research paper on the link between reward system and performance management
• Focus on the essential elements of trait-based appraisals.
• Write about the performance appraisal approaches followed by corporate companies.
• Examine the impact of on-the-job training on employee performance.
• Analyze the advantages and drawbacks of automated performance management systems.

Human Resources Research Topics on Risk Management

Risk management is a vital role of the human resources department because HR professionals are in charge of discovering, assessing, and managing a wide range of potential hazards to an organization and its workforce. If you are curious to analyze risks, then you may focus on any of these study topics on risk management and compose your HRM research paper.

• Examine the different types of risks that HR managers have to handle.
• Focus on risk management when working from home.
• Analyze what role HR takes in risk management.
• Explain when HR should take legal action.
• Elaborate on the latest trends and practices in risk management.
• Write about the risk identification process in the HRM field.
• Address the various risks and healthcare issues in the Workplace.
• Explain how to identify bullying in the workplace
• Focus on HR risk management in the ‘#metoo’ movement.
• Explain how to respond to a legal action taken by an employee.

HRM Research Paper Topics on Career Development

Career development is an important part of human resource management that focuses on assisting and directing individuals throughout their professional careers. In your HRM research paper, you may analyze the different aspects of any of these career development topics.

• Discuss the key elements of creating leaders among employees.
• Explain how career development is beneficial for both employees and companies.
• Examine the best approaches and practices for on-the-job training.
• Take a look at the professional certification training for employees.
• Analyze the pros and cons of leading professional development sessions.
• Write about the must-have training and development program for all employees.
• Explain how active professional development affects productivity.
• Examine the impact of cross-training on organizational efficiency
• Focus on the key skills that all employees should develop.
• Explain the role and significance of HR management in career development.

Workplace Safety Topics for HR Research Paper

A robust safety program in HRM focuses on a variety of measures designed to protect employees from potential physical and psychological threats. The following are a few study topics on workplace safety you may deal with in your human resources research paper.

• Analyze the most critical issues in worker protection and workplace safety.
• Examine the effects of not following workplace safety.
• Explain how to ensure all employees follow health and safety protocols.
• What are the most concerning elements affecting worker protection and workplace safety?
• Explore the role of an HR manager in enhancing worker safety and protection standards.
• Explain how to build a diverse workplace.
• Explain the preventative steps to be taken for workplace hazards.
• Discuss how to identify workplace vulnerability in terms of safety and protection.
• Explain how to prevent workplace violence.
• Examine the benefits of a diverse and inclusive workplace.

Trending Human Resources Research Topics

If you want your HR research paper to stand unique in the crowd, then instead of writing about old topics, give preference to any of the below-listed trending HR research ideas. Working on current topics will help your readers stay updated.

• Discuss the effects of remote work on employee engagement and productivity.
• Address the needs and preferences of Gen Z employees.
• Explain the importance of mental health support in the workplace.
• Examine the use of data and analytics in HR decision-making.
• Discuss the importance of a mobile-friendly recruitment process.
• How to manage employee performance using AI
• What is the impact of gamification on employee engagement in the workplace?
• Investigate how AI-powered chatbots affect HR service delivery.
• Analyze the correlation between employee recognition programs and employee motivation.
• Examine the effects of flexible work arrangements on employee well-being and organizational performance.

Wrapping Up

From the list recommended above, for preparing your human resources research paper, select any topic you are interested in and have strong knowledge of. Once you have chosen a study topic, conduct extensive research on it and then come up with a plagiarism-free and informative human resources research paper according to your professor’s instructions. Remember, the HR research paper that you compose should prove your thesis statement with the necessary evidence and it should be well-structured. In case, it is challenging for you to choose the right study topic and draft an excellent HR research paper, approach us. The assignment experts from our team with a good understanding of HR-related concepts will assist you with research paper topic selection, writing, and editing based on your specifications.

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180+ Best Human Resources Research Topics for Students

Table of Contents

Do you want to prepare a brilliant human resources research paper? Are you looking for the top human resources research topics?  No worries! This blog post is for you. Continue reading and understand more about human resources research paper writing. Also, find a list of HR research topics that you can consider for your academic projects.

Human Resources Research Paper Writing

The human resources research paper is an academic paper that is basically written on topics related to human resources. What are human resources? Human Resources is a department of a business organization. It mainly focuses on resource management activities. Some popular HR activities in an organization include administration, recruitment, and training of employees.

If you are a student who is pursuing an MBA in HR Management or any behavioral science courses, then you will often be asked to write an HR research paper. For writing an HR research paper, a good topic is what you need first. In general, HR is a vast field of study with numerous research topics. Hence, out of the limitless HR research topics identify a good topic of your choice.

After identifying a good topic, begin your research paper writing process. But before preparing the draft, make sure to sketch a clear outline. The outline should contain a gist of what needs to be written in your research paper.

Next, with the help of the outline, prepare the first draft of your HR research paper. The research paper should be well-structured and organized. Mainly, it should be written as per the standard research paper format that includes an introduction, body, and conclusion.

Elements of HR Research Paper

Here is a brief outline of the important elements of the Human resources research paper.

Introduction: It is the opening section of the research paper. In the introductory paragraph, describe the topic and add a strong thesis statement.

Literature Review: In this section, mention the implemented literature and studies. With a theoretical or conceptual framework, justify the materials or sources used.

Qualitative Methodology: Here, show the research methods and their scientific relevance in analyzing the setting and describing the objects of study.

Quantitative Methodology: In this section, describe the research design, problem question, and hypotheses.

Analysis: Here, in this section, analyze the collected data.

Research Outcomes: Explain the findings of the study in this section.

Conclusion: It is the last section of the research paper. Here, summarize the findings and provide suggestions for further studies. Also, while wrapping up, share your opinions or justify the style implemented.

After writing the HR research paper, by including the above-mentioned elements, proofread the prepared draft. The first draft usually contains many errors. So, do a complete revision and edit the grammar, logic, spelling, and punctuation errors in it. Remember, you can earn an A+ grade by submitting a flawless research paper.

Human Resources Research Paper Topic Selection Tips

As said earlier, HR is a broad field with plenty of research topics. But choosing one good topic out of many is generally a tough task to handle. Hence, to guide you, here we have shared important tips for selecting a good human resources research topic. Keep them in mind and pick an ideal HR research topic.

• Choose a topic from your area of interest.
• Identify a topic that you have strong knowledge of.
• The topic should be informative to your readers.
• Never pick a broad topic because you can’t cover all major points before the deadline.
• If the topic is too broad, narrow it down or focus on any certain subtopic.
• The topic should support you to perform deep research and analysis.
• The topic should have relevant evidence from trustable sources.
• Select the latest trending human resources research topic instead of a frequently discussed topic.
• The topic should make sense and help you present the points coherently.
• The topic should be unique and stand in line with your instructor’s guidelines.

List of the Best HR Research Topics

To write an informative HR research paper, you can consider topics related to recruitment and selection, performance management, career development, HRM, workplace safety, risk management, and so on.

Usually, the instructors will propose ideas for writing your Human Resources Research Paper. But sometimes they may ask you to choose the best HR topic on your own. In case, you are asked to identify the topic of your choice, refer to the list of human resources research topics suggested below.

Here, we have sorted different categories and composed the top HR research topics. Go through the entire list and identify a topic that suits you.

Human Resources Management Research Topics

• Investigate the human resource management practices that enhance a company’s success.
• What are the most effective team-building strategies?
• Methods for disciplining employees.
• How to manage international employees.
• Benefits of regular psychological counseling for all employees.
• Various methods of enhancing employee productivity
• Managing part-time, full-time, and freelance employees.
• The best way to utilize productivity metrics.
• How HR helps companies remain competitive in a global market.
• The cloud computing concept emerged in the human resource management field.
• Assess the factors influencing an employee’s decision to leave a company.
• How much-paid leave is optimal?
• How does employees empowerment increase job satisfaction?
• What occasions deserve raises and bonuses?
• Organizing teams according to personalities.
• 3T leadership competency model evaluation in the HRM context.
• Why a flexible workplace is essential in a modern organization
• Why technological applications offer a competitive edge in HR management.
• HRM strategies for addressing skill shortages
• How training and development affect job performance

A Few More HRM Research Ideas

• The integrated system for workforce management and its advantages to medium, small, and micro-businesses.
• The simplest way to resolve interpersonal conflicts.
• Explore the current human resource management practices in the US and the UK.
• Why the SaaS approaches and cloud-based apps matter in human resource management
• Opportunities for implementing the e-HR systems.
• 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?
• Why ensuring employee engagement is important for retaining employees in the long run?
• Employee benefits and compensation is a sub-discipline of human resources: Explain
• Discuss three of the best employee motivation tools
• Analyze the impact of regular psychological counseling on employee performance
• How to resolve interpersonal conflicts between employees?

Human Resources Research Topics on Career Development

• Skills that all employees should develop.
• How career development helps both employees and organizations.
• The impact of on-the-job training and stretch assignments on employee performance.
• Should training be prioritized over completed current work?
• Professional certification training for employees.
• Building a coaching culture in an organization
• The impact of cross-training on organizational efficiency
• The role of vocational training and apprenticeship in the workplace.
• How does active professional development affect productivity?
• Challenges in implementing professional and career development programs
• Benefits of attaining professional certification.
• The impact of professional development on the expertise of middle-level managers.
• Factors affecting professional development in organizations.
• Why do employers need to provide career development opportunities to employees?
• Analyze the impact of technology-based training on the performance and career of employees

Equal Employment Opportunity HR Research Topics

• How to create a diverse workplace?
• How to manage equal opportunity employment?
• Equal Employment Opportunity and the Glass Ceiling
• How to recognize and manage discrimination in the workplace.
• Do men and women deserve the same pay?
• The best tactics for implementing equal opportunity.
• Government requirements for equal opportunity.
• Recruiting as an equal opportunity employer.
• Best practices for mediating disputes between employees.
• The costs of an unequal workplace.
• What are the most effective tactics to ensure inclusion and equality in the workplace?
• Preventing discrimination against LGBTQ+ employees is important for ensuring workplace diversity – Explain
• Compare and contrast the diversity and equality policy of Woolworths Group and Tesco Plc

Performance Management and Appraisal Research Topics

• Performance appraisal and corporate culture
• Performance appraisal and employee motivation
• Reward system and performance management
• Advantages of having performance standards
• The importance of performance planning in the performance management cycle.
• Performance management and strategic planning
• The importance of feedback in organizations
• Are psychological appraisals beneficial in the hospitality industry?
• How to incorporate employee input in organizational decision-making
• Advantages of automated performance management systems

HR Research Topics on Recruitment and Selection

• Is social media an effective way to recruit?
• How to attract good employees?
• When is the best time to recruit a new employee?
• The importance of the screening process during recruitment.
• The best platforms to recruit on.
• Best practices for improving employee retention.
• The role of communication skills during employee acquisition and recruitment.
• What kind of employees is needed for a large company?
• Challenges affecting contemporary recruitment and selection strategies.
• How does an HR evaluate a potential recruit?
• Recruiting university graduates directly – a good idea or a bad one?
• What kind of employees should small businesses look for?
• The selection and recruitment methods that companies in developing and developed countries use.
• Recruitment and selection process in Family Businesses.
• The role of human resource planning in recruitment and selection
• Criminal background checks – Do’s and Don’ts.
• Factors that affect the HR selection method.
• How to effectively assess skills during an interview.
• The effects of cross-cultural recruitment on organizational productivity.
• Can a company use a flexible work policy as a retention and recruitment tool?

Research Topics on Risk Management

• The role of HR in risk management .
• Is HR there to protect employees or protect the company?
• How HR managers can identify and assess risks in the workplace
• What kind of risks does an HR have to manage?
• How should HR respond to a legal action taken by an employee
• Training the workplace to minimize potential risks.
• When should HR take legal action?
• HR risk management and employee productivity
• Reasons to carry out regular internal audits.
• Risk management when working from home.

Research Paper Topics on Workplace Safety and Worker Protection

• How to ensure compliance with workplace safety rules.
• Steps to take when an employee is assaulted at work.
• Ways to address risks and healthcare issues in the workplace
• Monitoring employees during remote work – is it ethical?
• Combating sexual harassment at the workplace.
• Ensuring company leadership also follows safety roles.
• How to deal with celebrities and famous figures in the workplace
• The consequences of not following workplace safety.
• Defusing volatile and tense moments at the workplace
• Fines and penalties for violating workplace safety rules.
• Bringing dangerous weapons into the workplace.
• How to ensure all employees follow health and safety protocols?
• How to use AR and VR in the workplace
• The workplace safety methods and monitoring
• How to ensure the psychological well-being of employees during remote work.
• The benefits of following safety rules at the workplace.
• Developing specialized safety standards for the workplace.
• Ways to prevent OSHA violations.
• Steps to minimize or prevent burnout.
• How to identify bullying at the workplace

Talent Management HR Research Paper Topics

• Talent management in the small and medium enterprises
• Talent management approaches among MNCs in the USA
• Corporate talent management
• The role of recruitment in talent management
• Various talent acquisition strategies
• Talent Hunting vs. Talent Management
• Different talent management tools
• Talent management strategies in the military
• The role of recognition programs and leadership development in talent management
• Talent management strategies in the hospitality sector
• The role of targeted learning in talent development
• The impacts of technology on talent management
• Risk factors in talent management
• Trends of talent management in a globalized society
• Google versus IBM talent management approaches

Outstanding HR Research Paper Topics

• The use of an Applicant Tracking System during recruitment and selection
• Job shadowing versus Job rotation
• Employee termination process
• Unique ways to keep morale up during the pandemic.
• Is an HR department necessary for smaller, family-owned businesses?
• How labor unions facilitate employee engagements
• Are virtual interviews better than in-person interviews?
• Handling overqualified employees
• Online recreational activities to develop teamwork during remote work.
• Emerging Trends in the human resource management restructuring
• Does a personality test matter during recruitment?
• Job redesign versus job enrichment
• Benefits of a Learning Management System (LMS)
• Analyzing and updating how much a particular job is worth.
• Can buying gifts motivate employees?
• How the boss approach kills employee engagements
• How big data is useful to human resources.
• How personality affects group/team performance
• Fun activities that enhance employer-employee relations
• How to prevent employee termination

Interesting Human Resources Research Topics

• The use of recruitment marketing by HR departments
• Hostility in the Workplace and ethical Discrimination with minorities
• Flexible working plans and the Millennial employees
• Fathers should be given the same paternity leave as maternity leave
• Challenges of working remotely during the COVID-19 lockdowns
• The Importance of Job Analysis
• The link between working remotely and lower productivity
• How to maintain work-life balance
• The benefits of onboarding as an approach to sustaining human resources in organizations
• How to communicate constructive feedback to a fellow employee
• Significance of HR KPIs
• Verbal harassment and bullying of female workers- How do they affect performance?
• The impacts of virtual teams on productivity
• The importance of refresher courses for employees
• The Red-Hot Stove Rule in employee discipline
• Using Data-driven strategies in the HR departments
• How a company can enhance industrial harmony
• Evaluating employee performance management styles
• How non-monetary factors affect employee retention
• Pros and cons of 360 Degree Feedback
• How modern companies can solve the inadequate human resource problem
• Investigating the leadership style of a top brand- Case study
• How organizational climate affects the job satisfaction
• Calculating possible risks during the hiring process
• Problems that affect attendance and timekeeping among employees

Read more: Business Research Topics to Impress Your Professors

Compelling Human Resources Research Topics

• The effects that motivating lectures may have on workers’ general productivity in workplaces.
• The impact of motivational activities and programs on workplace productivity.
• The importance of employee incentive programs and how they affect high retention rates.
• Contemporary and classic conceptions of motivation are compared and contrasted.
• Call centers’ use of SHRM theory. A case study of a contact center in the UK.
• The relationship between strategic HRM and organizational performance. Using the instance of British SMEs.
• Establishing crucial SHRM elements for small and medium-sized businesses in the UK to strengthen competitive edge.
• Demonstrating the significance of the link between organizational success and strategic human resource management.
• A qualitative examination of Singapore’s implementation of strategic HRMS.
• HR management strategies and organizational culture utilizing Cambridge University as a case study.

Engaging Human Resources Research Paper Topics

• Investigate how HR departments achieve equal employment opportunities in an organization.
• Analyze the effects of employee management on customer loyalty in the service-based industry.
• Examine the various factors that directly affect an employee’s personal decision to leave employment.
• Critically analyze how the concept of workplace flexibility affects the performance of an employee and organization.
• Explain the role of green HR practices in employee engagement and retention.
• Discuss the role of effective HR planning in a successful strategic alliance process.
• Explain the importance of HR learning and development activities for SMEs.
• Investigate the performance review and appraisal methods followed by the HR department of any large oil and gas company.
• A comparative analysis of various human resources theory approaches.
• Investigate the role of HR as a shared service.

From the list of human resources research paper topics featured above, pick any topic that suits you perfectly. In case, you don’t know what topic to select for your HR research paper, get in touch with us.

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HRM Dissertation Topics

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

Introduction

Human resource management studies stated that employees should be hired, retained and managed. It is an extensive field that requires an in-depth understanding of the underlying factors and concepts.

As a human resource management student, you will study many different concepts, frameworks, and theories related to employee management. However, before your graduation, you will be required to submit a dissertation on a human resource management research topic of your choice.

Even though several topics and concepts are yet to explore in the field of human resource management, you will want to make sure that your proposed topic has sufficient literature to support and justify the content of a theoretical framework , or else you might struggle with data collection .

This article provides you with a comprehensive list of HRM topics that are relevant to your field and identifies some interesting literature gaps.

Choosing from our list of topics will certainly improve your chances of submitting an outstanding dissertation. So, go ahead and choose an HRM dissertation topic of your interest. We can even customize these topics based on your project needs.

PhD qualified writers of our team have developed the proposed topics, so you can trust to use these topics for drafting your dissertation.

Note –

You may also want to start your dissertation by requesting  a brief research proposal  from our writers on any of these topics, which includes an  introduction  to the topic,  research question ,  aim and objectives ,  literature review  along with the proposed  methodology  of research to be conducted.  Let us know  if you need any help in getting started.

Check our  dissertation examples  to get an idea of  how to structure your dissertation .

Review the full list of  dissertation topics for here.

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2024 HRM Dissertation Topics

Topic 1: how human resources departments achieve equal employment opportunities.

Research Aim: The research will aim to investigate how HR departments achieve equal employment opportunity in organizations. EEO, or Equal Employment Opportunity, is the notion everybody has an equal chance to pursue a job on the basis of merit, regardless of skin color, gender, or gender identity. It is the duty of HR department to give every employee and equal right in the organization. The research will examine how HR department keep the organization environment friendly by controlling equal employment opportunities.

Topic 2: The effect of motivating strategies on employee performance

Research Aim: The research will aim to find the impact of motivating strategies on employee performance. Employee motivation plays a huge part on performance. Employee engagement cannot be substituted by anything else in order for any organisation to run efficiently and without interruption. It is critical that a company and its employees not only have a strong connection with the top management, but also have a good and healthy relationship with their colleagues. The study will also make recommendations on what further might be done to obtain optimal results utilising motivating methods for the benefit of both the company and the individual.

Topic 3: Organizational Conflicts as Antecedents of Staff Turnover: Evidence from the UK Food Sector

Research Aim: The research will aim to review recent available literature on employee turnover in order to determine organizational conflicts as antecedents of employee turnover in the UK food sector in order to close gaps in the literature and present a broader range of turnover factors and understanding of employee motivational factors in their job decision.

Topic 4: How does AI involvement in HRM provide Zara with a competitive advantage?

Research Aim: The research will aim to inspect the benefit of competitive advantage at Zara through the involvement of artificial intelligence in their HRM. AI assists the human resources department in identifying their personnel’ skill sets and recommending a training programme based on their work positions. It combines all of the data and assists the HR staff in making succinct decisions about what training to do in which sector to boost abilities. The study will also explain the importance of AI in organizations and organizations success. It will also look into strategies and policies Zara used to achieve competitive advantage.

Topic 5: The role of HR in creating a respected working environment that contributes in sustainable revenue growth

Research Aim: The research aims to examine the role of HR in creating a respected working environment and sustainable revenue growth. The study will identify current misunderstandings and disparities in understanding of topics such as sustainable development, corporate social responsibility, and the link between strategic human resource management and sustainable HRM through a comprehensive literature review. It will also identify and recognise the challenges that sustainable HRM encounters in reality, with a particular emphasis on the prevalent strategic HRM schema and the misunderstanding of corporate social responsibility.

Covid-19 HRM Research Topics

The role of managers during the pandemic.

Research Aim: In this study, the Human resource management techniques which HR managers will adopt for performing their operations during the COVID -19 will be discussed.

The management techniques for employees.

Research Aim: This study will focus on how the employees are trained during the Coronavirus pandemic.

The economic Crisis for HR Managers during Covid-19

Research Aim: This study will discuss how the economic crisis will disturb the payroll and how the managers will work.

The policies of HR for affected employees.

Research Aim: In this study, HR will design policies on how HR will manage when there is a gap between employees working. How will the ill patients be provided with support by companies through HR?

The employees' cooperation for HR

Research Aim: This study will highlight how well the employees support the decisions of the HR policymakers during the pandemic.

HRM Dissertation Topics for 2023

Topic 1: effect of employee engagement on customer loyalty in the service-based industry.

Research Aim: Employees engagement means that employees are passionate and committed to their work. In the service industry, where employees’ performance can greatly influence the quality of service, it is worth exploring employee engagement in customer loyalty in the service-based industry. Therefore, in this study, survey-based research will be conducted to identify employee engagement in customer loyalty.

Topic 2: Contingent workforce and its impact on organisation’s performance – Evaluating the IT Industry

Research Aim: Nowadays, companies hire freelancers and contractual workers, unlike permanent payroll employees. Various cost benefits can be obtained by hiring such a workforce. However, such a workforce may not have the required skills to do a job as effectively as a trained staff would have done. Thus, the present study focuses on identifying the impact of a contingent workforce on its performance in the IT industry.

Topic 3: Factors of growing mental health issues of employees at workplace in service-based industries

Research Aim: The wellness of employees at the workplace is necessary for their mental health and work performance. This study will identify the factors that can increase employees’ mental health issues at the workplace based on survey-based of employees and managers of service-based industries.

Topic 4: Analysing the importance and impact of training and development on an organisation’s sustainability during economic crises.

Research Aim: to achieve organizational objectives and milestones, leaders and business owners have realized the importance of training and developing their workforce to align with the organizational objectives. This research aims to analyze the importance and impact of employee training and development on the organization’s sustainability during economic downturns.

Topic 5: How online digital platforms have helped organisations in recruiting effectively and efficiently

Research Aim: With the advent of technology, firms have revolutionized their business operations. Under this revolution, many organizations have adopted different techniques and methods to recruit talented employees. Therefore, this research intends to determine how online digital platforms have helped organizations find employees more efficiently and effectively.

Topic 6: Analysing the factors which directly impact an employee's personal decision to leave employment

Research Aim: Employee turnover rate has always been a major concern for many organizations regardless of their size and nature. A valuable and talented employee is usually hard to find and retain. However, it has been found out that different factors motivate an employee to search for a new job. Keeping this phenomenon in mind, the current research will be analyzing the factors that directly impact the employee’s personal decision to leave employment.

Topic 7: Critically analysing the concept of workplace flexibility and how it impacts employee and organisational performance

Research Aim: In today’s modern era, the workplace environment has been transformed drastically from a strict and conventional style to a more flexible one. Therefore, this research aims to critically analyze the concept of workplace flexibility and how it impacts employee and organizational performance.

Topic 8: A comparative analysis of employees' job satisfaction and motivational factors in public versus private organisations.

Research Aim: Job satisfaction and employee motivation are regarded as the most important element of HR practices. The main aim of HR policies is to satisfy, retain, and motivate employees. Therefore, this research aims to conduct a comparative analysis of the employee’s job satisfaction and motivational factors in public versus private organizations.

Topic 9: The influence of COVID-19 on virtual employee management practices by organisations

Research Aim: This research is highly useful in the current context of COVID-19. Organisations all around the world are getting impacted by the COVID-19 and are closed at the moment. The current study will focus on using different virtual employee management practices that companies can use in the current context of COVID-19. These practices will be beneficial for organizations in almost all business sectors.

Topic 10: The role of using transformational leadership style in the improvement of organisational creativity at Morrisons

Research Aim: The aim of this research will be the benefits of using the transformational leadership style by Morrisons’ leaders to improve organizational creativity. This study will research how leaders can get the advantage of a transformational leadership style for increasing creativity at the organization.

Topic 11: The green HRM practices and their impacts on the corporate image of IKEA

Research Aim: This study will aim to study different green HRM practices and their role in improving IKEA’s corporate image and reputation. It will be researched how companies can improve their corporate image by focusing on green HRM practices and processes. The findings will be beneficial for the management, customers as well as employees.

Topic 12: Involving employees in the decision-making process and its influence on employee productivity at Subway

Research Aim: It will be researched in this study how Subway and other companies in this industry can involve the workers in the decision-making process to improve employee productivity. It will be studied that employee productivity is increased by involving the employees in the decision-making process. The findings will be useful in designing useful HR practices by Subway.

Topic 13: The impact of a flat organisational structure on the decision-making process

Research Aim: The main objective of this study is to evaluate the decision-making difficulties and issues faced by HR managers of companies with a flat organizational structure. This study will also investigate the benefits and challenges related to the flat organizational structures used by companies. A case study approach will be used.

Topic 14: The role of workforce diversity in improving organisational capability and innovation at Toyota Motors

Research Aim: To carry out this study, an innovative company named Toyota Motors will be selected. The main objective for carrying out this study will be to analyze how the organizational capability and innovation at Toyota Motors are improved due to workforce diversity. The main emphasis will be on studying the workforce diversity present at Toyota Motors and its significance in improving innovation and organizational capability. The success factors of Toyota Motors for HR will be studied.

Topic 15: The impact of digitalization on changing HRM practices at Aviva

Research Aim: The contemporary business world moves towards digitalization due to technological advancements. This research will study the different impacts of digitalization in changing various HRM practices at Aviva. Different HRM practices used by Aviva before and after the digitalization era will be discussed, and the changes will be analyzed. This study will show how digitalization has changed HRM practices in the contemporary business world.

Topic 16: The influence of employee learning and development opportunities on employee satisfaction at British Airways

Research Aim: It will be studied in this research that how employee satisfaction at British Airways is influenced by employee learning and development opportunities. Different employee learning and development opportunities at BA will be studied, along with their impact on workforce satisfaction.

Topic 17: The impact of recognizing employee contributions on employee retention at Shell

Research Aim: This study’s main objective is to analyse whether Shell can retain its employees by recognizing their contributions or not. Different strategies used by Shell for recognizing employee contributions will be studied that lead towards motivating the employees, which ultimately impact the retention of workers.

Topic 18: The role of green HR practices in employee engagement and retention

Research Aim: Green HR practices is a newly emerged concept in HRM. The study will aim to research the impact of green HR practices on employee engagement and retention. It will be studied how companies can improve employee engagement and retention by focusing on green HR practices.

Topic 19: The role of providing daycare facilities in increasing the productivity of female employees

Research Aim: This study will be focusing on the productivity of female workers. It will be studied how female workers’ productivity is increased by providing daycare facilities for their children. The impact on the satisfaction level of female employees due to the daycare facility will also be explored.

Topic 20: The impact of artificial intelligence on enhancing the human resource practices of Zara

Research Aim: For this study, the researcher will focus on the concept of artificial intelligence and use it in the HR context. It will be studied that either the HR practices at Zara can be enhanced by implementing AI. The benefits and implications of implementing AI in the HR context will also be part of this study.

Topic 21: The role of e-leadership in improving employee productivity and motivation.

Research Aim: The contemporary business world has become highly advanced due to technological capabilities. The concept of e-leadership has emerged due to advancements in technology. The purpose of this study will be to analyse the impact of e-leadership in improving the productivity and motivation level of the workforce.

Topic 22: The role of effective HR planning in a successful strategic alliance process.

Research Aim: This study will study the importance of effective HR planning for the strategic alliance process. It will be studied how HR management can mould the HR practices and focus on effective HR planning to make the strategic alliance process successful.

Topic 23: The impact of different personality traits on teamwork at Microsoft

Research Aim: The main focus of this research will be studying Microsoft’s teamwork. It will be further analyzed how Microsoft’s teamwork is influenced by the personality traits possessed by different team members. Different types of personality traits will be studied in this research that impacts teamwork positively and negatively.

Topic 24: The impact of career growth opportunities on employee loyalty at HSBC Holdings.

Research Aim: This study will aim to review different types of career growth opportunities offered by HBSC Holdings to its employees. Moreover, it will also be studied how employee loyalty is improved due to various career growth opportunities. The findings of this study will be beneficial for the banking sector.

Topic 25: The role of adapted HR practices in improving organisational performance at the international branch of DHL.

Research Aim: The study’s main objective will be to analyse companies’ changes in their HR practices for international branches. How and why the HR practices are adapted by HR management for improving the organisational performance at the company’s branch, which is located outside the country. For this, the DHL case study will be selected, and it will be assessed how and why DHL has used adapted HR practices across different countries.

HR Learning and Development Dissertation Topics

All organisational activities aimed at improving the productivity and performance of groups and individuals can be classified as HRM’s learning and development function elements. Learning and development encompass three pivotal activities, including education, training, and development.

As such, the training activities help to evaluate an employee based on his existing job responsibilities. Educational activities include those focusing on jobs that an employee can expect to carry out in the future.

Finally, the development activities are those that the employer may partake in the future. If you’re interested in exploring this human resource topic in-depth, we have some interesting dissertation topics for you:

Topic 1:The importance of appreciative inquiry with respect to organisational learning and development culture – A case study of ExxonMobil

Research Aim: This research will discuss the importance of appreciative inquiry and its impact on organisational learning and development culture with a specific focus on ExxonMobil.

Topic 2:To establish the correlation between organisation competency development and learning activities & programmes

Research Aim: This research will discuss how organisational competency development and organisational learning activities are correlated.

Topic 3:An examination of knowledge management and organisational learning for sustained firm performance. A case study of British Telecom

Research Aim: This research will examine how organisational learning and knowledge management helped British Telecom sustain their firm performance.

Topic 4:Investigating learning and development of human resources in the public sector in the UK

Research Aim: This dissertation will evaluate the different ways of achieving the learning and development of human resources in the UK’s public sector.

Topic 32:The importance of HR learning and development activities for SMEs

Research Aim: This research will focus on how SMEs utilize HR learning and developmental activities to improve their employees’ performance.

Topic 33:Human resource practices and employees’ decision to quit – Does Lack of Learning and Development play a Role.

Research Aim: This research will focus on whether or not lack of learning and development in an organization leads to employee turnover,

Topic 34:Developing organisational competitive advantage through strategic employee training in computer knowledge

Research Aim: This dissertation will explore how companies can gain a strategic advantage over their competitors through employee training.

Topic 35:The impact of various training and learning based activities on employees’ productivity

Research Aim: The main aim of this research will be to determine the impact of different pieces of training and learnings on employees’ productivity.

Topic 36: The role of HR analytics and metrics in improving organizational performance at Tesco

Research Aim: This study aims to research a new concept in human resource management, named HR analytics and metrics. Moreover, their impact on improving organizational performance will also be studied. This study will be beneficial for Tesco in using HR analytics and metrics in different HR practices that can lead to improved organizational performance.

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HR Performance Review Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

HR Employee Motivation Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Topic 56:Differences and similarities between traditional and contemporary theories

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

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

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

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

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

HR Performance Management Dissertation Topics

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

Topic 59:Investigating different performance management techniques for retaining employees

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Strategic Human Resource Management Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Human Resource Theory Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

HR Organisational Culture Dissertation Topics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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HR Diversity Dissertation Topics

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

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

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

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

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

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

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

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

Topic 102:Managing cultural diversity in human resource management

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

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

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

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

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

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

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

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

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

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

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

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

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

Important Notes:

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

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

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

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

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

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

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

How to Structure your HRM Dissertation

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

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

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12 HR Training Topics

August 1, 2023

Erika Operiano

Start training your teams today.

Human resources employees are in charge of the affairs of the employees in an organization. The more the employees are taken care of, the more likely it is that their performance will improve. Because of this, it’s crucial to curate HR training topics that promote employee development.

By training your HR professionals in HR training topics, your HR training programs can contribute to increased productivity, employee satisfaction, and cost savings while mitigating potential risks and legal liabilities. 

What are the 7C’s of HRM?

The 7 C's of HRM, also known as the 7 C's of Human Resource Management, are essential principles or characteristics that guide effective HR practices within an organization. Each "C" represents a key aspect that HR professionals should consider in their roles. These 7 C's are as follows:

• Competence : HR professionals must possess the necessary skills, knowledge, and expertise to carry out their responsibilities effectively. Competence guarantees that HR professionals can handle various HR functions with proficiency.
• Consistency : HR policies and practices should be applied consistently across the organization to promote fairness and equity among employees. Consistency helps build trust and credibility within the workforce.
• Caring : HR professionals should genuinely care about the well-being and development of employees. Demonstrating empathy and support fosters a positive work environment and enhances employee engagement.
• Communication : Effective communication is crucial in HRM. HR professionals need to be excellent communicators to convey policies, deliver feedback, and address employee concerns clearly and transparently.
• Coherence : HR policies and practices should align with the organization's overall goals and objectives. Coherence makes sure that HR strategies contribute to the achievement of the organization's mission and vision.
• Cost-effectiveness : HRM involves managing resources efficiently. HR professionals need to balance the cost of HR learning initiatives with their impact on employee performance and organizational success.
• Compliance : HR professionals must adhere to legal regulations and ethical standards in their practices. Compliance guarantees that the organization operates within legal boundaries and maintains ethical standards in its HR activities.

By following the 7 C's of HRM, organizations can establish a strong HR foundation that supports employee development, engagement, and organizational effectiveness. These principles allow HR professionals to contribute strategically to the overall success of the company while maintaining a positive and productive work environment.

The 7C’s make for great training topics to include in your training in human resources.

1. Onboarding Topics

Effective employee onboarding is key for new hires to get off to a strong start in their new workplace. It allows the employees to better grasp their tasks and responsibilities, as well as comply with business topics and rules, making it easier for them to transition to their new roles. In the long term, a good head start will lead to improved performance, which is beneficial to both the employees and the organization. This HR training topic is crucial for new hires so it is highly recommended to get them into proper onboarding topics, such as OSHA safety regulations, to avoid confusion and delays midway through employment.

If you’re in the retail industry, SC Training (formerly EdApp)’s Onboarding - Retail course is a great onboarding course to check out. The HR course can give you an idea of what to include in your onboarding training for your HR professionals. It gives a detailed breakdown of how they can best tackle company values and key practices within the retail industry.

Get started on onboarding training by signing up for SC Training (formerly EdApp) today.

2. Related Technology Solutions

In this digital age, companies adopt the use of related technological solutions to streamline the processes in different departments, may it be in HR, sales, marketing, finance, remote hiring or ATS , and more. While it is extremely helpful and ideal to employ innovative software to make things easier for employees, it can be counterproductive if they are not oriented properly. Considering this, it will be a great HR training topic to educate your teams on how to use solutions and once they’re familiar with it, an increase in occupational productivity will follow.

Managers from any department can take advantage of LMS such as SC Training (formerly EdApp) to author their own training courses. SC Training (formerly EdApp) specializes in microlearning so all the lessons are delivered in bite-sized chunks, making the content interactive and easy to understand.

3. Teamwork Seminar

A great HR training topic would be teamwork seminars. Employees are usually organized into teams that undertake distinct functions in most businesses. It’s critical for employees to develop positive relationships with their coworkers in order to perform at their best and keep business operations operating smoothly. And one of the best ways to practice performing in a team is through human resource seminars.

Performing work as a group improves team cohesiveness and dynamics. To help teams function better together, employees must be able to identify with one another and have a common goal. Team-building exercises or training programs are highly suggested to develop camaraderie and build good connections, which will reflect both inside and outside the workplace.

Here are different work related virtual team bonding activities and team-building courses as guides for your next teamwork training seminar.

Looking to start on teamwork training for HR? SC Training (formerly EdApp)’s Embracing Teamwork would be a great place to start. The course details the necessity for effective teamwork training and all the ways they can be team players in the workplace.

4. Company Culture HR Topics

As employees are onboarded, it’s important to communicate organizational goals and introduce company culture HR topics to help them feel that they belong to the team. Having this human resource training will open their minds to the values of the company and it will help them assimilate to the accepted behavior and daily interactions in the organization.

It is ideal if the employees can identify with the mission, vision, and values of the company since they are working towards the growth of the organization.

Crafting training for your team on company culture can be challenging. But with SC Training (formerly EdApp)’s Maintaining Culture course, this can be a lot easier to do. The course gives you an idea for what you can include in your company culture HR training course. It discusses understanding culture, maintaining culture as leaders in the organization, and how being consistent contributes to company culture.

5. Compliance Training

To protect the rights of the employees working in an organization, there are a lot of compliance requirements that HR compliance officers must keep track of to make sure best practices are being applied in their company. These laws and regulations include equal employment opportunity, diversity in the workplace, discrimination, and many more. To ensure that the company is complying with the state requirements and policies, HR compliance supervisors must undergo HR compliance training or OSHA compliance courses to refresh their working knowledge and avoid lawsuits and grievances. Compliance managers will also be able to plan strategically how to implement company policies that are beneficial to the employees. 

There’s a ton of compliance training topics in SC Training (formerly EdApp)’s course library. Some examples include Workplace Discrimination , Sexual Harassment at Work , HIPAA Compliance Training , and Privacy Policy . Compliance training comes on a case-to-case basis since it depends on the laws and regulations within your organization’s area. But, SC Training (formerly EdApp)’s training courses can serve as good guides for what to base your HR compliance training on.

6. Work Ethics List

Having a good work ethics list that is compatible with your fellow employees is a huge advantage because more or less it describes your diligence in regard to your work. Whether it’s the attitude, organizational skills, reliability, productivity, or sense of responsibility – any of those determine how effectively an employee can work with other people and how good the employee’s performance is going to be moving forward.

Introducing work ethics as your next HR training topic will surely fast forward the adjustment period of your employees to the generally accepted behavior in your organization.

SC Training (formerly EdApp) developed the Ethics and Code of Conduct training course to help your staff create a healthy culture and eliminate hostile work environments and workplace abuse. This training explains the ideal company beliefs and principles, as well as how to communicate with coworkers and behave appropriately toward the business.

7. Time Management

It is no surprise that proper time management is essential for efficiency because everything is designed to meet a deadline. It’s how experts make the most use of their time and resources to achieve the best results. Whenever it comes to work and productivity, everyone operates differently, and there is no one-size-fits-all solution. Offering an HR training topic such as time management will help your employees in identifying which techniques are most effective for them. Both productivity and performance will improve after they find the approach that works best for them.

Great time management looks different for everybody since it’s largely dependent on how one works. While that may be the case, SC Training (formerly EdApp)’s Sales Professionals' Guide to Time Management can serve as a great example of how to get started on time management training. The course discusses what time management is in a nutshell, how to set up an effective schedule, and how your HR professionals can manage their time.

8. Workplace Safety HR Topics

Companies must adhere to regulatory safety requirements to ensure the health and safety of workers, particularly for jobs that demand manual handling and physical labor. To provide occupational safety and safety in the workplace, HR compliance officers should include training that tackles an HR training topic of workplace safety to teach the employees everything they need to know about safety procedures. Workplace hazards, injuries, and fatalities should be avoided at all costs, both for the sake of the employee’s health and to avoid legal ramifications.

Workplace safety training can be tricky to deliver to your HR teams, given that it’s too broad a topic to cover everything. But SC Training (formerly EdApp)'s Safety in the Workplace can be a good place to start. It covers the four essential components of workplace safety. It's designed specifically to support employees in overcoming possible workplace hazards and contributing to a safe environment in which efficiency and effectiveness may thrive.

Need help with this HR training topic and other safety compliance topics? Check out these workplace safety training courses: manual handling , chemical safety , safety training videos , construction safety , confined spaces , and office safety . 

9. Work-Life Balance

Mental health in the workplace is a significant concern that is often not taken seriously. Not everyone copes the same way as others, and we all have our own set of limitations for employee engagement. Some employees are unable to effectively manage their time and divide their personal and work lives, resulting in exhaustion and degradation of mental health.

When this occurs, their work performance suffers, which is something that needs to be tackled. You may help your team sort out their needs and offer them a sense of security at the same time by holding an HR training topic session on work-life balance. Also, knowing that the company cares about their overall well-being will promote employee retention and increase job-satisfaction and employee performance.

SC Training (formerly EdApp) created this course on Work/Life Balance in the Same Room to help your HR team members manage their time between work and home life. It begins by introducing the optimal home setup while still preserving a work-life balance.

It then emphasizes the significance of everyday routines like sleeping 8-10 hours each day, having regular meals, and enjoying leisure. Finally, your HR staff will learn how to set up their home workspace for greater ergonomics and efficiency.

10. Inclusion and Diversity Topic

As more businesses become global, employees work with individuals of various countries and backgrounds. It is critical to establish a culture of respect in a diverse workplace in order to foster a healthy and safe work environment. In the long term, exposing your employees to the HR training topic of diversity and cultural awareness will benefit the company because it will reduce turnover, workplace conflicts, and harassment. It will make everyone appreciate every employee regardless of race and background.

What better DEI training course to have your HR team take than one from a DEI professional? Karamo’s Diversity, Equity and Inclusion Training begins by defining diversity, equity, and inclusion (DEI) before delving into unconscious prejudice and how it affects the workplace. There's also a lecture on microaggressions that includes examples as well as realistic sample scenarios.

11. Anti-harassment

Employers should provide employees with instructions on how to report and intervene in incidents of workplace harassment (and to whom). Additionally, they should be informed of the company’s anti-harassment policy so they can hold those in positions of power accountable if something goes wrong. One method to foster trust between staff and management is to show that principles are upheld and that rules apply to all equally.

SC Training (formerly EdApp)'s Bullying and Harassment course explores the differences between the two and educates employees on the many types of workplace bullying. It also addresses cyberbullying, which is becoming increasingly prevalent as individuals use social media and mobile devices more often.

Bullying behaviors will also be discussed, as well as how bullying may be avoided through individual actions and workplace rules.

12. Substance Abuse

By informing employees and managers about the effects of substance use on health, work performance, and workplace safety, you can support your drug-free workplace policy. Describe the importance that the company takes on the wellbeing of its employees, their families, and the communities in which they live. The risks of substance use and the advantages of abstaining from substance use should be made abundantly obvious in an employee education program.

As a leader, it's critical to give regular drug and alcohol prevention training to support your HR team in preventing and combating drug use and substance addiction. You can help improve your workers' understanding of the hazards of drug usage and foster a safer work environment by using SC Training (formerly EdApp)'s Drugs and Alcohol in the Workplace course .

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Erika is a learning expert at SC Training (formerly EdApp), a mobile-first microlearning LMS for everyone's training needs. She also has experience in training & development, project management, and digital marketing. During her free time, she enjoys several hobbies such as watching series, fine arts, music, and some sports.

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Training and Development In HRM: 10 Types And Stages [+Best Practices]

Updated on: 18 th Apr 2024

8 mins read

Over the last decade, workplaces have undergone a rapid transformation for various reasons. An increasingly competitive business environment, together with the digital revolution, is radically altering the composition of the workforce.

Also, a multi-generational workforce and the rapid shifts in competency requirements have necessitated a renewed focus on reskilling and upskilling. The large-scale adoption of digital tools in the workplace makes the need for a suitably skilled workforce paramount. These evolving trends are driving organizations to invest in employee training and development programs. 

• Definition: Training and development in HRM
• Purpose of training and development in HRM
• Role of HR in training and development
• Types of training and development in HRM
• 5 stages of training and development in HRM
• 5 best practices for training and development in HRM
• Final words

Definition: Training and Development in HRM?

Training and development in human resource management are educational and skill-building activities intended to improve the knowledge and skills of employees. Training and development activities aim to sharpen your employees’ existing skills and impart new knowledge. An effective training and development program is designed based on an analysis of an organization’s training needs to improve employee performance. 

Relation Between Training and Development

Training involves the process of enhancing the knowledge, skill levels, and competence of employees. Development focuses on improving and honing the existing skills and the overall growth of employees. Both initiatives are undertaken to ensure that your employees develop skills to improve their performance at work. 

Purpose of Training and Development in HRM

Investing in employee training and development serves five key purposes:

• Boosts Employee Retention High-performing employees look for training and development opportunities to grow professionally. Learning and development initiatives signal to the employees that the organization values its employees and is willing to invest in their professional growth. It boosts loyalty among employees, which reduces turnover and enhances retention.
• Builds a Leadership Pipeline Training and development offer a suitable means for identifying and imparting the necessary skills to future organizational leaders. According to an SHRM research report , leadership development programs help organizations secure future business goals by developing a leadership pipeline. 
• Empowers Employees at Workplace Informed leaders are better equipped to motivate employees. Motivated employees experience greater autonomy and feel empowered to fulfill their responsibilities. Empowered employees display greater initiative and are more innovative, contributing to more significant overall organizational growth.
• Enhances Workplace Engagement Training and development activities to help check feelings of dissatisfaction among employees. Employee engagement software can be used to boost workplace morale and drive mutual growth. Satisfied employees are more engaged and consistently deliver superior performance at work.
• Increases Workplace Collaboration Participating in training and development activities improves team bonding. During these activities, employees work together to learn new skills and tackle new challenges. According to a Forbes study, team bonding improves workplace collaboration, which brings about synergies in operations and improves workplace efficiency. 

Role of HR in Training and Development

The HR personnel have a critical role in delivering effective human resource development activities. The role of HR in training and development includes:

• Connecting with employees and understanding their training needs.
• Designing effective training programs.
• Motivating employees to participate in learning and development programs.
• Working with department heads and ensuring that training and development is an ongoing process and not a one-off activity
• Ensuring the delivery of quality training content. 

Types of Training and Development in HRM

There are several types of training and development activities undertaken to either upskill or reskill employees. The various types of training and development include:

• Technical Training Depending on the role and the industry, training on a specific technological aspect might be required. For example, in the retail industry, technical training could entail training on CRM systems. Likewise, in the hospitality industry, a restaurant executive might need training on the use of software tools to take customer orders. Technical training could be provided with in-house resources or with external trainers.
• Quality Training Quality training involves educating employees on the measures to detect, prevent and eliminate causes for the poor quality of products or services. This often includes training employees on ISO standards that measure quality based on defined metrics. Training employees on quality standards improve organizational performance, provides cost savings, and confers the organization with a competitive edge.
• Skills Training This type of training is conducted to impart specific skills for the employees to perform their job. Skills training is typically conducted using in-house resources and could include training on operating production machinery, being a better salesman, etc.
• Soft Skills Training Soft skills training is concerned with the overall development of employees by improving their personality, communication skills, ethics training, etc. It helps produce employees who present themselves as better citizens who can perform better at work.
• Safety Training . Safety training equips employees with the skills and knowledge to adopt safe work practices and protect themselves and their colleagues from work-related injuries. Safety training also helps employees detect and report hazards at work. An integral part of safety training is fire drills, administering first aid, construction safety, Hazmat safety, etc. Safety training is vital for employee protection and preventing workflow interruption due to worker injury. 

5 Stages of Training and Development in HRM

The five stages of training and development are:

• Training Needs Assessment The starting point of the training and development process is assessing the training requirements of employees. The analysis should consider the long-term goals of the organization and the organization’s expectations from its employees. A mismatch between the goals and the current skill levels indicates that there is a need for training. 
• Define Training Objective Having determined that there is a training need, the next step is to define the training objective. The training objective becomes the basis for the training initiative and directs the training and development program.
• Design Training Program The design of the training program will depend on the type of trainer, the employees to be trained, and the training method to be used. The training content must be aligned with the needs identified. 
• Conduct Training Program In this step, the designed training plan is put into action. Care should be taken to create a conducive environment for learning. For greater effectiveness, the training should encourage a participative approach to increase the involvement of the trainees in the training program.
• Evaluate and Follow-Up Training evaluation is essential to verify if the goals of the training program have been achieved. Feedback obtained from the participants on the effectiveness of the training and the relevance of the content is valuable input for the evaluation process. Follow-up includes asking the supervisors if the participants apply the acquired skills effectively in their daily activities.

5 Best Practices For Training and Development in HRM 

The best practices in the implementation of training and development programs include:

• Obtain management buy-in Management buy-in into the training program enhances the program’s chances of success. 

Management backing for training programs helps training initiatives become a part of the company’s culture and ensures employees take the programs seriously. If the management team can actively participate in the delivery of the programs, it reinforces their support and commitment to the programs.  

• Create a formal program Design and promulgate a formal training program. 

It ensures that everyone gains from regular training. Training is not a one-time activity, so a plan that caters for continuous training increases training effectiveness. A formal program compels people to set training goals, provide training resources, and review progress and effectiveness. 

• Define metrics The resistance to investments in training comes from the perception that training is expensive and that it is difficult to see the benefits. Defining metrics helps compare results to the metrics and allows people to see the extent of benefits. The common metrics used are course completion rate, effect on work outcomes, cost of training, etc.
• Measure trainee satisfaction For training to be effective, the employees need to engage in the training.

The learning outcomes will be poor if there is no engagement. Engagement and satisfaction can be assessed by looking at metrics such as course completion, repeat visits for training, etc. Employee surveys can also be used to assess satisfaction levels, obtain feedback on shortcomings in the training process and make suggestions for improvement in delivery and content.

• Offer different modes of training Different people have different training preferences. 

Tailor the types of training to the varied needs of the employees. Training could be classroom based, through video recordings, on-the-job training, games, quizzes, simulations, etc.

Bottom Line

The hallmarks of the modern workplace are innovation, technology, globalization, and the constant evolution of technologies. It is, therefore, incumbent on organizations to continuously enhance the capabilities of their employees and foster a culture of continuous learning. Such an approach is vital if the organization is to remain competitive. These imperatives make having an effective learning-and-development function an inescapable necessity for all organizations.

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Top 11 Employee Training Topics for 2024

• November 25, 2022

Table of Contents

Every business needs to conduct employee training to maintain a competitive edge and capable workforce, regardless of the job task. Unfortunately, in 2022/3, companies struggled with employee training for several reasons. These included deciding which areas to focus training on, how to keep employees engaged, and ways to ensure employees retain newly acquired information. 

Creating an efficient employee training program is crucial to keep businesses running at peak performance. To help your HR and Learning and Development departments level up their strategy next year, we’ve compiled a list of the top eleven employee training topics for 2024. 

Read on to discover the benefits of employee training, how it has evolved, and what your employees need to learn to help your business prosper.

What is an employee training program?

An employee training program is a course or system of activities designed to prepare employees for their job tasks. Effective employee training benefits the whole company by increasing employee confidence and driving the business to reach its goals. 

92% of employees say employee training positively impacts their job engagement. Companies that invest in continuous learning opportunities through their training programs will reap the benefits of happy, engaged, and confident employees.

The Benefits of Employee Training

Employee training and development programs provide many benefits for the employees and the entire business. Companies benefit since their workforce will perform better and ensure high staff retention. Employees benefit as it positively impacts their professional momentum and improves their work ethic. Other benefits include:

• More efficient employees – Well-trained employees, will naturally become more efficient at their jobs. Higher efficiency means they will complete more work in less time, allowing the company to meet targets faster. 
• Improved innovation – As employees learn more about their jobs, they will discover new ideas and become more creative at work. Employee training improves workers’ knowledge, allowing them to apply new skills to improve products and services within the company.
• Increased motivation and retention – Employees offered learning opportunities on the job are likely to be more motivated when they see the company cares about their individual growth and future within the business.
• Increased confidence – Employee training builds confidence when providing employees with new skills that are useful on and off the job. They will also understand their jobs better, allowing them to complete tasks confidently and efficiently, armed with the knowledge that they are doing it right.
• Teamwork improvement – Since employees will mostly work together during training, it promotes camaraderie and improves teamwork. It also exposes employees to new perspectives and ways of thinking from people they may not otherwise interact with regularly.

How has employee training changed?

As technology evolves, companies are changing the way they train their employees. For example, businesses are switching from traditional training methods such as classroom-based ‘one and done’ training events and turning towards video training and e-learning solutions.

The switch to digitized learning allows the learning and development process to become more personalized and efficient. Creating instructional material is also easier since corporate trainers are now using AI to help with the process. AI allows trainers to seamlessly provide cutting-edge training programs to target the company’s culture and specific goals. 

Employees retain 95% of information learned within a training video compared to retaining just 10% when reading training material. Employees who receive valuable training materials, like in-depth videos, can learn and apply the knowledge much easier than with other forms of instruction. They continue to remember key concepts and details better over time.

With changes in training processes and techniques also come changes in training topics. Here are eleven in-demand and up-to-date employee training topics perfect for your 2024 strategy.

1. Conflict Resolution

Conflict occurs in the workplace naturally and can rarely be entirely eliminated. The best way to deal with it is to teach employees conflict resolution skills so they can resolve problems in any situation. Conflict resolution is a skill that individuals can use in all areas of life, benefiting employees in and out of the workplace. 

2. Cross-skill Training

Cross-skilling is when employees learn multiple skill sets and job functions, allowing each member to become more valuable by being able to complete various tasks instead of just mastering one. Cross-skill training is optimal because it keeps employees engaged and allows great employees to provide maximum value to the organization.

3. Team Communication Training

Communication is a critical aspect of any team. Employees will make more mistakes and perform less effectively without possessing proper communication skills in the workplace. Communication training will also allow employees to experience how others view their ideas and take constructive feedback.

4. Customer Service Training

If your business is showing any signs of poor customer service, it’s unlikely that customers will return. Providing employees with customer service training can improve client retention, repeat business, and promote a positive experience with your company. 

Customer service training is crucial for employees on the front lines directly dealing with clients. Sometimes customers can be challenging, so employees can genuinely benefit from customer service strategies.

5. Time Management Training

To achieve maximum workplace efficiency, you must prepare your employees to use their time effectively. Even if employees clock in for eight hours, it does not mean they are productive throughout their shift.

Time management training ensures that employees use their time effectively by teaching them how to structure their day. Without time management skills, it’s easy to procrastinate and become distracted by unimportant tasks.

6. Stress Management Training

Individuals who work directly with customers can have their moods negatively impacted. An example might be if they are responsible for delivering unwelcome news. Training that teaches people how to deal with stressful situations can improve an employee’s frame of mind and promote job satisfaction. 

Employees who understand how to deal with stress can pass that on to clients. Customers may feel stressed in much the same way as the employees who have to deal with them. If employees remain calm, this can positively affect the client and improve the customer experience.

7. Emotional Intelligence Training

Emotional intelligence is a solid indicator of workplace success, even if you are highly educated or excel within your workplace roles. Emotional intelligence training can be highly beneficial to any team’s future success.

Emotional intelligence involves identifying and managing the emotions of oneself and those of others. Training consists of gaining skills in personal and professional relationships, social awareness, and self-awareness. Employees can then apply these skills to thinking and problem-solving tasks and better manage their and others’ emotions in the workplace.

8. Negotiation Training

Negotiation skills are essential for any employee who handles partnerships, third-party collaborators, and customers. Effective negotiators have the skills required to drive the conversation to their desired outcome. They convey a sense of power and trust that aids them in achieving their goals.

Sales training is essential too, but if you don’t understand how to negotiate, you may miss out on some significant opportunities.

9. Leadership Training

Offering leadership training to employees is a great way to retain them because you are preparing them for higher positions. This training will encourage employees to stick around and be excited to participate in the company’s future. 

Leadership training aims to improve communication, team building, conflict resolution, and forecasting skills. It’s a multifaceted developmental training program that helps employees grow and helps your business thrive with accountable, take-charge go-getters.

10. Project Management Training

Project management is a skill that every employee can benefit from regardless of their level within a company. After introducing a project management training program, employees should be more organized at work and be able to deliver tasks more efficiently.

11. Team Building Training

The number of employees working as part of a team continues to increase, but many are not as effective as they could be. Team building training is a necessary first step in building more efficient teams at work. When done well, team performance, group cohesion, collective efficacy, and team member satisfaction all increase.

Why Video Training Will Be Used More Than Ever

Video training offers employees the opportunity to learn at their own pace in the comfort of their own homes instead of attending live classes. They can utilize the training videos whenever it’s convenient since they always have access to the materials. Video training makes employees feel more productive and increases their job satisfaction. 

Businesses now use video training more than traditional methods due to its efficiency and cost-effectiveness. With the help of AI video generator technology like Hour One , creating employee video training can be completed much quicker and at scale than hiring a production company to shoot and edit a training course. 

Hour One platform  is an easy-to-use AI-powered video creation software that doesn’t require specialist video production or editing skills. It needs only a script, which can be any text document, and the software takes care of creating a virtual presenter-led video at the touch of a button. It makes creating multiple employee training courses easier than ever, saving your HR and L&D departments time and money while increasing their ROI.

The Future of Employee Training

All companies need a way to train their employees, and new technology is speeding up the process . Employees and companies benefit from training because employees are empowered and feel more productive at work, while companies benefit from well-trained and more efficient employees. Be sure to try out the eleven topics listed above in your 2024 employee training.

Video lessons are continually proven to be one of the most effective training methods. With AI video generator software from Hour One, companies can make an entire training video course quickly, affordably, and at scale. If you are ready to create a video course for your business, try Hour One  for free and start creating your 2024 employee training programs today.

Summary for Hour One

Employee training is crucial for a company to reach its long-term goals. New training topics for 2024 include emotional intelligence, cross-skilling, project management, conflict resolution, team building, and more. Businesses are utilizing video lessons more than traditional methods because they are easy to create using AI software and allow employees to learn at their own pace. Regardless of the training topic, providing employees with video lessons is far more effective than basic text courses and in-person training.

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11 topics hr leaders often overlook in employee training sessions.

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In the new normal, companies are rethinking how they conduct certain aspects of their business—whether it's cutting back on travel plans to quarterly or annual conference events or offering hybrid or remote work options. Another area that leaders may need to examine more closely is the type of training they offer to their employees, beyond new hire orientation.

If you are looking to upgrade your training procedures and information to help today's employees thrive in a more complex world, 11 Forbes Human Resources Council members recommend that HR leaders begin to address the following topics that are typically glossed over in the workplace. Educating your employees on the importance of these subjects will not only enhance their ability to improve work-life balance, confidence and accountability, but it may also prevent bigger work-related issues down the road.

Members pictured from left to right.

1. Mindfulness

We’ve seen very few employers fully incorporate mindfulness into learning and development programs. The Covid-19 pandemic and related events have had a tremendous impact on our collective psyche and how we process conflict and misunderstandings. Being able to pause and understand where your colleagues are coming from is a crucial way to prevent small issues from ballooning. - Natalie Norfus , The Norfus Firm, PLLC

2. Manager Training And Development

I don't think organizations do enough to prepare and support new managers. I've read through research that indicates on average that managers often go 10 years of leading people before receiving any substantial development—10 years! Unfortunately, this seems to be a right of passage rather than a problem for most companies. If you really want to prevent issues, I strongly encourage better preparation for front-line leaders. - Rick Rittmaster , CorTalent

3. Emotional Intelligence

So much of our training involves information sharing or knowledge transfer but fails to connect that knowledge to stories that connect to a person's heart. Transformational change, which our training hopes to accomplish, occurs when our heart position meets new knowledge and is empowered to act based on that knowledge. - Marcus Bryant , Second Harvest of Silicon Valley

4. Mental Health And Well-Being

Mental health and well-being were overlooked topics until the Covid-19 pandemic, but again in the new normal, we are rolling back to earlier times. Issues such as stress, anxiety and depression have a significant impact on productivity, job satisfaction and overall morale. By providing training on signs of mental health issues and how to access support, employees can be taught how to maintain a healthy work-life balance. - Raj Tanwar , Advantage Club Technologies Private Limited

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

5. Work Culture Accountability

Employee training only raises awareness but accountability changes culture. One-off events need to be deployed as part of a more comprehensive change-making effort. It should also be interconnected with a cumulative set of interventions to understand the root causes of why training is needed. Accountability measures help during pre- and post-onboarding, longitudinal impact tracking, evidence-based practices and behavior metrics. - Robyn Arville , Natural Resources Defense Council (NRDC)

6. Unconscious Bias And Sexual Harassment Training

Unconscious bias and sexual harassment training is a must for companies that want to create a people-first culture. In the last five years, the national support for the #MeToo and #BlackLivesMatter movements has encouraged companies to update training and policies. Building an inclusive culture that supports women and nonbinary employees is good for the employer brand and good for business. - Raghu Gollamudi , Included

7. Practicing Trust And Transparency

What happens when things don't go right at work? It's inevitable, and starting to build trust with your employees from the get-go is critical. Most employers do a good job at sharing how to report an incident, but far fewer pull back the curtain to explain what happens next. Transparency is the key to building trust, which is critical when things go sideways in the workplace. - Deborah Muller , HR Acuity

8. Technology Tools And User-Friendly Tips

If you want to prevent burnout, anxiety and work frustration, you need to train your team members on the tools they use. We assume that employees fully understand ubiquitous tools like email, chat and project management software, but that couldn't be further from the truth. Start by setting the baseline outcomes that you expect, but be sure to set learning goals that create outcomes and provide annual training. - Joey Price , Jumpstart HR LLC

9. Changes In Learning Schema

Changes in learning schema are often overlooked but should be addressed in employee training. High-tech, social interfaces and personalized scalability have changed how learners create, structure and store knowledge. Failure to create training strategies to address changing schema will result in training inefficiency, reduced effectiveness, lower impact and ultimately training devaluation. - Iris Ware , City of Detroit

10. Company Career Paths

Employers must value the whole person, looking beyond an employee’s current role to see where they may be able to grow within the organization. When HR innovators invite employees to explore career-pathing options and learn about upskilling opportunities, they boost employee engagement and retention—and their best people are statistically less likely to look for their next opportunity elsewhere. - Shay David , retrain.ai

11. Employee Benefit Packages

Benefits are one thing that a lot of people do not understand. We take for granted that it is easy for us to explain because we understand it, but we need to practice a more simplified way to break down the insurance benefits, 401K benefits and any other company benefits that are shared with the employee so they will understand. - Melissa Bolton , Precision Walls Inc.

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12 Learning and Development Activities to Drive Employee Growth

What are the key learning and development programs for modern workforces, 12 innovative learning and development activities, why is learning and development crucial for employee growth.

• Leadership development : Preparing your future leaders to confidently take on bigger roles and lead with purpose.
• Compliance training : Ensuring your team stays up-to-date with industry regulations and standards.
• Soft skills development : Strengthening essential abilities like teamwork, communication, and problem-solving that are crucial for navigating today’s workplace challenges.

Onboarding and Continuous Training Programs

Leadership development initiatives, 1. interactive workshops and seminars.

• Group discussions and brainstorming
• Real-world case studies and problem-solving
• Role-playing and simulations
• Interactive quizzes and polls

2. Team-building Exercises and Group Projects

• Escape rooms
• Problem-solving challenges
• Outdoor adventures
• Creative group projects

3. Role-playing Scenarios for Real-world Problem Solving

• Problem-solving
• Communication
• Negotiation
• Conflict resolution

4. Debates to Fuel Critical Thinking

• Research and analyze information
• Build and present strong arguments
• Think critically and challenge ideas
• Enhance their communication and presentation skills

5. Simulation and Gamification for Immersive Learning

• Gamification : Incorporating game-like elements such as points, badges, leaderboards, and rewards can boost motivation and engagement. Employees are more likely to participate actively and strive for improvement when they’re rewarded for their efforts.
• Simulations : These create a risk-free environment where employees can practice their skills without real-world consequences. This is particularly valuable for roles that demand quick thinking and decision-making in challenging situations.

6. Versatility Through Cross-Training

• Enhanced Flexibility : Employees can smoothly transition into different roles.
• Increased Engagement : Varied learning experiences boost motivation and satisfaction.
• Boosted Innovation : Exposure to different functions sparks new ideas.

7. Solving Case Studies

• Apply their knowledge to solve real-world challenges
• Develop stronger analytical and problem-solving skills
• Explore different business areas and industries
• Improve their decision-making abilities

8. Brain Wrecking Quizzes and Polls

• Participate actively and remember key concepts
• Engage in deeper thinking and problem-solving
• Receive immediate feedback on their performance
• Tailor learning experiences to different styles
• Enjoy friendly competition, boosting motivation

9. Three-Step Interviews for Deep Reflection

• Gain insights into personal strengths and areas for improvement
• Share and understand diverse perspectives
• Support professional development and enhance self-discovery
• Boost motivation and engagement through regular reflection

10. Confidence Building Through Peer Teaching

• Deepen their own understanding of the material
• Enhance their communication and presentation abilities
• Gain valuable experience in mentoring and leadership

11. Brain Storming to Stimulate Creativity and Idea Generation

• Brings out fresh ideas in innovative solutions
• Enhances teamwork and diversified ideas
• Gives out-of-the-box thinking
• Offers a way to share ideas in a comfortable spot.

12. Learning Circles to Foster Collaboration

• Share insights and expertise related to their roles
• Explore common interests and tackle specific projects
• Collaborate on solving challenges and exchanging best practices

Avantika holds an undergrad degree in Political Science and Psychology, bringing a unique blend of analytical and psychological insight to her writing. With extensive experience in content creation and research, she crafts engaging and well-informed content that resonates with readers and drives meaningful conversations.

Avantika Anand

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• Postgraduate

Human Resource Management and Development MA (CIPD Accredited)

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The MA HRM & Development (CIPD) develops the professional skills, knowledge and behaviours needed to be an effective and successful HR Practitioner in any industry around the world

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Entry requirements, fees and funding, why choose an ma human resource management & development (cipd accredited) at middlesex.

This Masters' course is designed for those wishing to embark on a career in HR/People Management and for those already in an HR position wishing to enhance their professional development.

During this degree, you will critically analyse/evaluate the concept of insight-driven people management and development and its connection to the meaningful analysis of organisation, industry and global data. You will be provided with a critical view of contemporary theory and practice in your chosen areas and develop your ability to apply this knowledge to your own practice in a current or future role.

Middlesex University has been providing HR professional education, in one form or another, for over 50 years. That makes Middlesex – and its predecessor institutions – one of the longest-established providers of HR professional education in the UK.

The course is taught by practitioners and academic experts informed by research and professional practice. Guest lecturers are also invited from industry to provide you with alternative perspectives, opinions, and personal experiences to enhance student learning.

The course is accredited to Chartered Institute of Personnel and Development (CIPD) professional standards allowing Associate Membership of the CIPD upon graduation. The course is now updated to meet the new CIPD standards and for the duration of the course, students will become CIPD members (included in the course fee) and will have access to their resources.

What you will gain

Some of the benefits of joining us include:

• Paid membership of the CIPD and access to their resources for the duration of the course
• Access to the innovative People Leadership Network(PLN), linking students to industry professionals, fellow MA/MSc students, and alumni
• The chance to gain an understanding of fundamental topics such as Talent Management, International HRM, HR with Business Ethics, Performance and Reward Management, Organisational Development & Change, Leadership, Coaching, Mentoring, Employee Relations, and Data & Analytics
• The opportunity to learn from academics & practitioners who have close links with the CIPD, and/or who have researched and published on Employment Law & Relations, Reward and Performance Management and Corporate Social Responsibility.

Accreditations

The course is accredited to Chartered Institute of Personnel and Development (CIPD) professional standards allowing Associate Membership of the CIPD upon graduation. Visit the CIPD site .

3 great reasons to pick this course

A top 10 university.

For producing CEOs – Novuana, 2023

UK University for employability (UniCompare Rankings 2025)

A top 20 UK university

For business leaders and entrepreneurs – Business Money, 2023

You can study for this HR MA either over 1 year full-time or 2 years part-time.

A unique feature of the MA Human Resource Management and Development programme is the way in which students begin the course by being immersed in the full spectrum of CIPD HR skills, knowledge and behaviours.

The modules in the course provide a platform for you to acquire knowledge, develop critical thinking and apply theory to practice. You will learn threshold concepts and models, develop people management and development skills, understand the principles of professional and ethical practice, and explore tools for influencing others.

During the final stage of your course, you will be required to undertake an Applied Dissertation project on an HR topic of interest to you, which will be guided by an academic supervisor from the Department.

We’ve made sure that the skills and knowledge that you’ll gain on your course will enable you to enjoy a successful marketing career.

Principles of People Management and Development Practice (0 credits)

This module aims to encourage you to develop a strong sense of self-awareness of your strengths and weaknesses as a manager and/or colleague. It seeks to develop your professional practice and its application in ways which ensure successful people management, development practice and effective leadership.

Metrics, Analytics and Data (30 credits)

This module explores the role of HR Analytics in providing an organisation with insights for effectively managing and leading employees, so that business goals can be reached quickly and efficiently. You will critically analyse the concept of insight driven people management and development and its connection to the meaningful analysis of organisational data. You will critically evaluate the measurement, collection, analysis and reporting of data relating to people management and development. You will explore the use of metrics and other measures and the context in which they are used. Also, you will explore how metric and analytics are used to maximise return on the skills and abilities of employees. You will have the opportunity to develop ethical and sustainable measurement practices suitable for both challenging economic circumstances and organisational growth situations.

People Management and Development in Business (30 credits)

This module will enable you to promote and deliver people management and development activities to strengthen business performance. You will develop the confidence to build leadership and management skills, create a good place to work, encourage collaboration and promote organisational authenticity. The module will consider how the changing employment landscape is influencing the impact which people management and development activities have on a business.

Reward Management (15 Credits)

This module provides the knowledge and critical understanding of reward management and you will critically evaluate current reward theories and practices. You will develop the skills required to research and analyse reward within an organisational context, and to present findings and recommendations to senior management. The module aims to give you credibility in the subject of reward, so you can join, or progress further, in the HR profession.

Performance Management (15 Credits)

The module will develop your ability to analyse an organisation’s objectives and human resources to determine what performance management (PM) strategy would be appropriate and what processes would best suit the environment in which they operate. You will evaluate PM practice, in particular the setting of objectives and the process of giving feedback. You will be able to explain and evaluate the different techniques used in PM and their connection to learning and development and performance related pay. The module aims to develop the knowledge and skills required to conduct a successful performance interview both from a manager and employee point of view. You will gain credibility in the subject of PM, so that you can join, or progress further in the HR profession.

Resourcing and Talent Management (15 Credits)

The main aim of this module is to explore the practical and aspects of recruitment, selection, employee retention and dismissal, and equip you with the knowledge and skills required for resourcing and talent management within a global context. The module will also discuss diversity management, employer branding, work–life balance initiatives and innovative approaches to job design, in the context of resourcing and talent management. The module will enable you to reflect critically on theory and practice from an ethical and professional standpoint and will provide opportunities for applied learning and continuous professional development.

Leadership and Management Development (15 Credits)

The aim of this module is to enable you to develop a critical understanding of the complexities and contested nature of leadership and management and the contextual opportunities for development. The module focuses is on the development of leadership and management in facilitating organisational, team and individual change and growth. The module encompasses the development of leadership and management at all levels and draws on the established body of knowledge and theory in both leadership and management and learning and development. The module requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

Applied Dissertation (60 credits)

This module will enable you to demonstrate a critical awareness of people management and development strategies, business orientation, and how research can add value through critically reviewing current people management and development theory and practice. In order to achieve this, it is this module's purpose to develop your ability to identify and undertake a live empirical piece of research into complex business issue from a people management and development perspective that will inform both current theory and practice. Through a comprehensive review of the literature, you will: locate, discuss and critically evaluate their research within current literature, collect and analyse data, critically review their findings in relation to the literature, develop conclusions and make practical and actionable recommendations. The applied nature of the dissertation requires a critical approach, academic research and business report writing skills. It also requires you to reflect on the implications for professional practice from an ethical, professional and continuous professional development standpoint. You will identify and undertake empirical research into complex business issues from a people management and development perspective and produce a 15,000 word report.

Management Report (60 credits)

This module will enable you to demonstrate a critical awareness of people management and development strategies. You will understand how research can add value to business, by critically reviewing current people management and development practice. You will identify and undertake empirical research into complex business issues from a people management and development perspective, and produce a 7000 word report.

Sign up now to receive more information about studying at Middlesex University London.

You'll be taught by an experienced teaching team with a wide range of expertise and professional experience.

How we'll teach you

• Coursework and assessments

Throughout the course, there's a strong emphasis on developing the ability to apply theory to practice. Your learning will be developed through interactive lectures, directed reading, online activities, debates, case studies, visiting speakers, group work, tutor and student-led in-class activities, action learning sets and, peer and tutor feedback

To enhance your development, guest lecturers will provide alternative perspectives, opinions, and personal experiences that will reinforce learning. There will also be a two day learning enrichment workshop where students will engage in role play, debate, team games, presentations and peer discussions that are aligned to CIPD standards.

In class, you could expect to engage in case studies, debates and student-led appraisal interviews. Some modules may require you to take part in group and individual activities and self-direct study.

You'll be taught by an experienced teaching team with a wide range of expertise and professional experience. Your personal tutor will support you with help and advice throughout your studies.

In a typical year, you’ll spend about 1200 hours on your course.

Outside of teaching hours, you’ll learn independently through reading articles and books, working on projects, undertaking research, and preparing for assessments including coursework and presentations.

Whether you are studying full or part-time – your course timetable will balance your study commitments on campus with time for work, life commitments and independent study. We aim to make your timetable available at least 2 weeks before the start of term. Some weeks are different due to how we schedule classes and arrange on-campus sessions.

Typical weekly breakdown

A typical week looks like this:

For placement, there may be additional hours.

Learning terms

On-campus: This includes tutor-led sessions such as seminars, lab sessions and demonstrations as well as student-led sessions for work in small groups.

Online learning: This is teaching that is delivered online using tools like Skype or Zoom, as well as work that you do yourself using online teaching resources.

Independent study: This is the work you will do in your own time including reading and research.

Part-time study

You can also study this course part-time.

Where will I study?

You will be studying at our leafy north London campus in Hendon.

Academic support

We have a strong support network online and on campus to help you develop your academic skills. We offer one-to-one and group sessions to develop your learning skills together with academic support from our library, IT teams and learning experts.

Assessments

You will be assessed in a variety of ways, individual coursework (business reports and essays), portfolios, group work and/or presentations.

All formative assessment is course work only (no exams) and a dissertation, which is a compulsory component of the MA.

North London campus

Our north London campus is 23 minutes away by underground train, travelling from London Kings Cross.

Our Sheppard Library provides a wide range of resources and support to help you to succeed in your studies.

Over 1,000 study spaces including rooms for group study and over 500 computers available.

We have one of London's biggest and best university campuses with everything you need in one place.

Student support.

We offer lots of support to help you while you're studying including financial advice, wellbeing, mental health, and disability support.

Additional needs

We'll support you if you have additional needs such as sensory impairment or dyslexia. And if you want to find out whether Middlesex is the right place for you before you apply, get in touch with our Disability and Dyslexia team .

Our specialist teams will support your mental health. We have free individual counselling sessions, workshops, support groups and useful guides.

Work while you study

Our Middlesex Unitemps branch will help you find work that fits around uni and your other commitments. We have hundreds of student jobs on campus that pay the London Living Wage and above. Visit the Middlesex Unitemps page.

How can the MA Human Resource Management and Development support your career?

This degree supports the development of students and professionals who aspire to work or progress in people management and development-related positions in organisations.

Enhanced understanding of people management and development within organisations, as well as the development of core competencies, can enhance your career in human resource management. The ability to challenge traditional views and assumptions, as well as embracing innovation, are highly valued skills in the profession.

Our postgraduate courses have been recognised for their ability to support your career. We are a top 10 UK University for employability (UniCompare Rankings 2025), and a top 10 UK university for industry connections and funding in Times Higher Education Young University Rankings 2024.

Career paths

Many of our MA HRM alumni have progressed to become HR directors, HR leaders, HR consultants, HR specialists, HR managers, teachers/trainers, industry and profession Research, life coach, mediator, barrister, lawyer, author, arbitration, careers advisor, manager, line management, payroll, business partners, accountants, data analysts, senior union reps, Justice of the Peace, sports management and international HRM. Others have gone on to start their own businesses in management and HR consultancy.

Employers of our Alumni include; British Petroleum, Red Carnation Hotels, KPMG, Church of England, John Lewis, NHS, Aldi, Centre for Market Analysis, Warner Bros. Selfridges, BBC and more...

MDXworks, our employability service , will help you make the most of your experience and connections to achieve your career goals. You'll have unlimited access to one-to-one advice and support from specialists in your sector plus 24/7 online support. You can also make the most of events and networking opportunities, on and off campus.

Start-up accelerator programme

We can help you bring your business idea to life with our MDXcelerator programme which includes masterclasses with high-profile entrepreneurs, workshops, mentoring opportunities and competitions to secure seed funding.

Global alumni network

You’ll be studying with students from 122 countries who’ll become part of your personal global network. You'll learn how to work with a global mindset and make invaluable connections on your course for your chosen industry.

• International entry
• How to apply

Qualifications

We welcome your application regardless of your background or experience.

For this course, ideally, we are looking for a 2:2 or above in an appropriate subject with an applied quantitative element.

If you have relevant qualifications or work experience , we may be able to count this towards your entry requirements. This is at the discretion of the admissions team.

We welcome students from the UK, EU and all over the world. Join students from over 122 countries and discover why so many international students call our campus home:

• Quality teaching with top facilities plus flexible online learning
• Welcoming north London campus that's only 30 minutes from central London
• Work placements and networking with top London employers
• Career support to get you where you want to go after university.

For this course, ideally, we are looking for these qualifications:

• A 2:2 or above in an appropriate subject with an applied quantitative element

If you have relevant qualifications or work experience , we may be able to count this towards your entry requirements. This is at the discretion of the course admissions team.

To study with us in the UK, you will need a student route visa .

International applicants can apply for a Student Route Visa (formerly tier 4) for part-time postgraduate study (courses leading to a qualification at RQF level 7 or SCQF level 11 and above).

Student route visa students studying part-time are subject to certain restrictions:

• no work (paid or unpaid)
• no work placements as part of the programme
• no dependants
• no extending under Student route visa in the UK. This includes Student route visa applications to work as a Students' Union Sabbatical Officer or for the Foundation Programme for postgraduate doctors and dentists
• not eligible for the Student route visa Doctorate Extension Scheme

*Please note that, if the course of your choice involves work experience, unpaid work, placements or internships, we will be unable to sponsor you to study a part- time course under the Student route (formerly tier 4) visa.

English language

You'll need good English language skills to study with us. Find out more about our English language requirements. And, don’t worry If you don't meet our minimum English language requirements, as we offer an intensive pre-sessional English course .

Apply as early as possible to make sure you get a place. You can submit your application before you receive your final qualification.

Find out how to apply for postgraduate taught courses and watch our step-by-step video.

Personal statements

Make sure that you highlight your best qualities in your personal statement that are relevant to this course. Such as forward-thinking, creative and collaborative.

You won’t be required to attend an interview.

The fees below are for the 2025/26 academic year:

UK students 1

Full-time students: £12,800 Part-time students: £85 per credit Part-time students: £42 per dissertation credit

International students 2

Full-time students: £18,000 Part-time students: £120 per credit Part-time students: £60 per dissertation credit

Additional costs

We cover your costs for the day-to-day things that you need to do well in your studies.

• Free – laptop loans, Wi-Fi and printing
• Free specialist software for your course
• Free online training with LinkedIn Learning.

The following course-related costs are not included in the fees, and you will need to budget for these:

Financial support

We offer lots of support to help you with fees and living costs. Check out our guide to student life on a budget and find out more about postgraduate funding .

Postgraduate scholarships

You may be eligible for one of our scholarships including:

• The Alumni Postgraduate Award – for all UK/EU Middlesex alumni a 20% fee reduction
• The Commonwealth Scholarship – full course fees, airfares and a living allowance
• The Chevening Scholarship – full course fees
• The European Academic Awards – £1000 to £7000 for students showing academic excellence
• Regional or International Merit Award –up to £2,000 towards course fees

For international students, we also have a limited number of other awards specific to certain regions, and work in partnership with funding providers in your country to help support you financially with your study.

Find out more about our postgraduate scholarships .

Help from your employer

Your employer can contribute towards the cost of your postgraduate study as part of their staff development programme.

Fees disclaimers

1. UK fees: The university reserves the right to increase postgraduate tuition fees in line with changes to legislation, regulation and any government guidance or decisions. The tuition fees for part-time UK study are subject to annual review and we reserve the right to increase the fees each academic year by no more than the level of inflation.

2. International fees: Tuition fees are subject to annual review and we reserve the right to increase the fees each academic year by no more than the level of inflation.

Any annual increase in tuition fees as provided for above will be notified to students at the earliest opportunity in advance of the academic year to which any applicable inflationary rise may apply.

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We’ll carefully manage any future changes to courses, or the support and other services available to you, if these are necessary because of things like changes to government health and safety advice, or any changes to the law.

Any decisions will be taken in line with both external advice and the University’s Regulations which include information on this.

Our priority will always be to maintain academic standards and quality so that your learning outcomes are not affected by any adjustments that we may have to make.

At all times we’ll aim to keep you well informed of how we may need to respond to changing circumstances, and about support that we’ll provide to you.

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7 Key Steps for Better Training and Development Programs

Training new and existing employees can be a company’s biggest challenge, especially in a rapidly changing business environment. When I was chief human resources officer at Mirage and Wynn resorts in Las Vegas, training and developing our teams could not have been more important. But that’s not the case at many companies, where the struggle to convince leadership to invest in training and development is ongoing.

Here are seven key steps you should consider to both build out and update an effective training and development program.

1. Benchmark against the competition

Before agreeing to support a new initiative, company leaders always want to know what the competition is doing and whether you’re doing more or less. This certainly holds true for training and development; that’s why it helps to network with professional colleagues and through organizations like the Society for Human Resource Management to find out what others are doing.

Start by reviewing social media sites to see what customers are saying about you and your competition; that will reveal information about customer satisfaction and preferences that may also support your request for a new training and development.

And then there are all the online surveys you regularly receive from vendors. Fill them out to get the report at the end of the process. This is the kind of information you will need to support your request for a new training and development initiative.

While working on the plan for the Mirage, we asked other startups what they did, what they would do or not do again, and what they would do differently if given the chance. Most of the companies we contacted were outside our market, so they were willing to share information with us.

We visited more than 250 other companies that had launched new businesses, and the No. 1 thing we heard from them was how important it is to train new employees. They reminded us that companies, like people, don’t get a second chance to make a good first impression.

We made important connections through that benchmarking research, and many of those connections have continued to exchange information with us—to our mutual benefit.

2. Survey your employees

The best source of information about organizational performance and needs are your current employees. They know a lot about what’s going on and what, if anything, should be changed. They’ll appreciate your interest and provide valuable feedback about what could be better or eliminated. We held focus groups to see what current employees wanted and needed:

• They wanted to know what was expected of them, why it was needed , and how to do it.
• They wanted to be trained by someone who knew what they were talking about. We selected supervisors or outstanding employees , and then trained them to be trainers so that they’d know what and how to train, and how to make the training interesting, relevant and fun.

3. Align training with management’s operating goals

Management always has operating goals: better performance, productivity, quality , or customer satisfaction, to name a few. Once you know the goals, you can design targeted programs. Additionally, look for others in your company who have needs that could be satisfied by training: Legal usually supports compliance training, marketing and sales might support training that promotes quality and consistency, and most departments will support supervisory skills training that promotes employee satisfaction.

Design onboarding procedures and new-hire training that ensures employees will be knowledgeable, and focused on standards and customer satisfaction.

Partner with regulatory agencies like the Occupational Safety and Health Administration (health and safety), the Department of Labor (wage and hour compliance) and the Department of Justice (harassment and discrimination training) for compliance training.

Get help designing your materials. Consider contracting with teachers from your local public schools and community colleges. They are trained in instructional design and can work with your company’s subject matter experts to create useful and professional instructional materials.

Get supervisors training on how to improve their communication and coaching skills , and on how best to train a multi - generational workforce.

4. Run it like a business

Every new business starts with a strategic plan. Make sure you draft a plan for your training effort that includes all the classic elements:

• Clearly state your purpose and proposed deliverables. Show that you understand the depth and breadth of what you’re proposing.
• Include a SWOT (Strengths, Weaknesses, Opportunities , and Threats) analysis that will help identify the appropriate training.
• Construct a realistic budget. Include all expenses, and be conservative (better to under - promise and over - deliver).
• Include an analysis of the benefits to your organization so that everyone can better understand the return on their investment.
• Know the numbers. Work closely with your company’s financial team to include the appropriate information and how best to display it.
• Market your program as if it were for customers. Leverage your public relations, graphics and marketing departments to brand and promote your program s , and design surveys to get feedback from participants.
• Conduct pilot classes to make sure your plan works. Trial runs help identify shortcomings and allow you to refine and make the program as good as everyone expects and needs it to be.

5. Weave it into your company’s culture

Companies want happy employees, so consider a “life - long training” philosophy that focuses on employee satisfaction.

When making promotion decisions, give preference to employees who completed training and performed well. A promotion should be one of the rewards for their efforts. And it answers the employee’s question, “What’s in it for me?”

Celebrate achievements and successes. Let everyone in your organization know when someone completed training and what that means to their growth opportunities. Advertise your programs and participants in internal communications, display their pictures and stories , and talk about it at every employee gathering.

Increase employee engagement by planning more opportunities for them to get involved. They could be trainers or subject matter experts , or could assist in evaluating their new colleagues and helping to reinforce their training.

6. Keep innovating

Throughout my career, I have seen tremendous improvements in the content and delivery methods of training and development programs.

When we opened the Mirage, we used what was then available: slide projectors, white boards and first-generation copies of handouts. As time and technology progressed, we evolved into PowerPoint presentations, graphic workbooks that were more attractive and useful, and digital editing.

I employed lots of “experts” to help design our training, but in the end I found that what our managers needed most was assistance in getting their subject expertise into an appropriate training and learning format.

We employed public school teachers to help develop our instructional manuals and materials. They’re the professionals who teach our children, and they’re trained to do this. They love to work during their vacations, and every city has them. They became a great source of talent to design our instructional materials initially and then update them periodically.

And as we all get more comfortable with technology, there’s a growing need to adopt the latest ideas.

Today there are apps, games, and easy-to-use video and editing tools that can be streamed to mobile devices. We continue to research the latest trends online, network with other organizations and training professionals, and revise our programs to take advantage of the latest best practices.

Case in point: Consider using GoPro and other handheld-type cameras to record messages, then publish them via YouTube. These videos are easily accessed via the Internet on both desktop and mobile devices.

7. Measure results

Successful companies measure outcomes to make sure they continue to get the biggest bang for their buck. The best measures are the simplest ones; incorporate them into your program so everyone knows what’s expected.

We called them “corresponding behaviors”—behaviors you’ll look for and measure on the job to determine if employees actually learned how to perform appropriately. This way, there will be no surprises for employees.

We trained managers who had been the trainers to evaluate employees’ performance several times during their introductory period, and to provide constructive feedback and coaching to let employees know how they were doing in real time; again, maximum feedback and no surprises.

We learned a lot while developing and updating the training and development programs at Mirage and Wynn resorts. Maybe the most important was that training was the best way to keep our promises of quality and excellence to employees and guests.

Arte Nathan served as chief human resources officer for Golden Nugget and its successor companies, Mirage Resorts and Wynn Resorts. He currently teaches, writes and consults; lives in Las Vegas and the Adirondack Mountains in upstate New York; and is an avid musician, hiker, canoeist and book enthusiast.

You can find him at Arte808@gmail.com and www.thearteofmotivation.blogspot.com

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