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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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THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE(MBA THESIS)

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The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees' satisfaction in the banking sector of Jordan. A questionnaire was developed and administered to 540 employees in the banking sector of Jordan out of which 406 were returned to test research hypotheses. The findings revealed a high level of effectiveness of all HRM practices combined and for four individual practices (HR planning, staffing, training & development and performance appraisal); while, a medium level of compensation effectiveness was yielded. It has been found that employees' satisfaction level was medium. A strong positive relationship has been identified between the effectiveness of HRM and employees' satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees' satisfaction. On the other hand, comparative studies between Islamic banks and commercial banks are highly suggested.

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Human resource management (HRM) in the performance measurement and management (PMM) domain: a bibliometric review

International Journal of Productivity and Performance Management

ISSN : 1741-0401

Article publication date: 11 May 2021

Issue publication date: 16 August 2022

The literature highlights the key role of human resource management in developing effective organizational performance measurement and management. To understand the state of the art of this role, the paper reviews the literature on human resource management in the performance measurement and management domain.

Design/methodology/approach

The paper conducts a bibliometric literature review on 1,252 articles to identify the prevailing research trends and the conceptual structure of human resource management in the performance measurement and management domain.

The study highlights a growing number of publications and four themes related to human resource management in performance measurement and management. It also underlines the shift from static to the dynamic performance measurement and management systems within organization which is expected to be more suited to current and future contexts.

Practical implications

The paper highlights the need to manage the identified themes as strategic organizational assets and further develop the strategic dimension of human resource management practices leveraging on project management and information systems.

Originality/value

The paper goes beyond the traditional focus on performance appraisal of human resource management studies and assumes the challenge of connecting two research fields: human resource management and performance measurement and management.

• Performance measurement
• Performance management
• Human resource management
• Bibliometric literature review
• Science mapping
• Organizational performance

Garengo, P. , Sardi, A. and Nudurupati, S.S. (2022), "Human resource management (HRM) in the performance measurement and management (PMM) domain: a bibliometric review", International Journal of Productivity and Performance Management , Vol. 71 No. 7, pp. 3056-3077. https://doi.org/10.1108/IJPPM-04-2020-0177

Emerald Publishing Limited

Copyright © 2021, Patrizia Garengo, Alberto Sardi and Sai Sudhakar Nudurupati

Published by Emerald Publishing Limited. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode

1. Introduction

Organizational performance measurement and management system (PMMS) is described as an integrated system for supporting the decision-making process through a set of performance measures on tangible and intangible assets ( Smith and Bititci, 2017 ). This system gives feedback to employees on the outcome of actions reflecting the procedures used to implement business strategy. Since the introduction of the first performance measurement and management (PMM) models, human resource management (HRM) has been considered a relevant intangible asset for creating a competitive advantage ( Kaplan and Norton, 1996 ; Neely et al. , 2001 ). Human resources represent the employees under direct control of the company; their management is the process or processes focused on maximizing employee performance to achieve the employer's strategic objectives ( Wood, 1999 ). Despite the recognized relevance of HRM, the available studies on its role in developing organizational PMM models remain embryonic and at an exploratory stage ( Bourne et al. , 2018 ; Sardi et al. , 2019 ). On one hand, the PMM literature outlines the importance of having qualified leaders at all levels; for instance, to move organizations towards continuous process improvement and knowledge sharing ( Bititci, 2015 ; Bourne et al. , 2013 ; Garengo et al. , 2005 ). This literature creates the condition for integrating HRM in organizational PMMS; however, it rarely happens ( Sardi et al. , 2020b ). On the other hand, the HRM literature primarily focuses on HRM issues; for instance, human resource performance management practices and employee performance appraisal, i.e. “ the process by which we evaluate the individual performance of an employee over some time ” ( DeNisi and Smith, 2014 ). However, this literature rarely proposes approaches for developing effective organizational performance measurement and management systems ( Sardi et al. , 2020b ). Although several researchers have underlined the need to further investigate the role of HRM in the PMM domain ( Bourne et al. , 2013 ; Smith and Bititci, 2017 ), to date no scholar or practitioner have developed an effectively integrated view that applies a dual approach equally based on HRM in PMM research conventions.

To address this research gap, this paper aims to map HRM studies in the PMM domain and identify the most relevant themes and their role in PMM. A bibliometric literature is conducted to answer three specific research questions: (1) What is the trend of HRM publications in the PMM domain? (2) What is the conceptual structure of the HRM research in the PMM domain? (3) What are the thematic evolutions in the HRM research in the PMM domain? To answer these questions, a systematic literature review is performed using two different approaches: performance bibliometric analysis and science mapping technique. Both approaches are suitable to answer the research questions at hand ( Cobo et al. , 2011 ; Taticchi et al. , 2015 ).

This paper is organized into five sections as follows. The following section details the methodology chosen to conduct the literature review using a bibliometric approach. This section also synthesizes the useful findings for answering the three specific research questions. The findings section subsequently discusses the main themes that emerge and synthesizes key evidence. Finally, the conclusion summarizes the main contributions of this paper to the PMM literature and practice.

2. Methodology

The paper explores the literature over three time periods (i.e. 1976–1996; 1997–2007 AND 2008–2019) consistent with the evolution of PMM research ( Bititci et al. , 2012 ). The three periods were identified are all about ten years long, and they refer to the evolution of PMM field. The first period is characterized by the introduction of BSC ( Kaplan and Norton, 1996 ; Neely et al. , 1995 ), then several papers describe its evolution ( Franco-Santos et al. , 2007 ; Kaplan and Norton, 2005 ; Neely, 2005 ) and finally, new trends of PMM are described according to a holistic and systematic view ( Bititci et al. , 2012 ; Bourne et al. , 2018 ). Table 1 describes the research protocol for the data collection, and Table 2 presents the methods applied to analyse the data. The performance bibliometric analysis and the science mapping technique were chosen as they are effective in objectively examining the evolutionary trend of research studies and have been effectively applied in prior business literature reviews ( Dabic et al. , 2014 ; Garengo and Sardi, 2020 ; Hassini et al. , 2012 ; Neely, 2005 ; Sardi et al. , 2020a ; Taticchi et al. , 2015 ). These analyses provide a means for the objective, systematic and quantitative consideration of the published articles ( Furrer and Sollberger, 2007 ). The advantage of employing performance bibliometric analysis is the ability to demonstrate the relevance of a research topic based on the number of published papers and their citation numbers ( Culnan and Swanson, 1986 ). The science mapping technique is a useful tool for assessing and analysing academic research output by contributing to the progress of knowledge based on an objective analysis ( Martínez et al. , 2015 ). It highlights the evolution of a given theme over a fixed period and supports a better understanding of each research theme within the literature. Furthermore, it highlights the relationships between the themes and the evolution of these relationships over time ( Furrer et al. , 2008 ; Furrer and Sollberger, 2007 ).

Data collection: as this paper seeks to review the literature on HRM in the PMM domain, it selected research that addresses issues related to HRM and PMM together. Using the terminology of the two research fields, the authors identified useful keyword strings to investigate this research domain adopting the process suggested by Tranfield et al. (2003) . The authors of this study investigated the field through a preliminary qualitative literature review and interviews with academics, practitioners and consultants to identify the useful main issues to investigate this field. The collected information supported the identification of the main keyword strings necessary to investigate the literature on HRM in the PMM domain ( Tranfield et al. , 2003 ). Figure 1 presents and defines each keyword according to the most recognized definitions. The data collection process gathered 1,252 documents.

2.1 Data analysis

The authors applied a bibliometric analysis to the selected studies ( Cobo et al ., 2011 , 2015 ; Neely, 2005 ; Taticchi et al. , 2015 ) in the three periods. The data analysis was performed using two dimensions of analysis: performance bibliometric analysis to answer the first research question ( Table 2 – Group 1) and a science mapping technique to answer the second and third research questions ( Table 2 – Group 2).

Performance bibliometric analysis (group 1) allows for investigating a certain body of knowledge under different perspectives, such as the publication number and most prolific journals. The authors adopted this research methodology to provide a complete representation of the research areas in terms of quantity and quality of scientific enquiry and gaps in the literature ( Taticchi et al. , 2015 ). In conducting the performance bibliometric analysis, the authors analysed the distribution of the number of publications by periods to draw a “frame” of the state of the art of HRM studies in the PMM domain.

Science mapping analysis (group 2) comprises co-word analysis to identify the main themes in HRM in the PMM domain along with their evolution ( Cobo et al. , 2011 ). Themes (or clusters) are main groups of similar and closely linked keywords. Each theme includes a sub-group of keywords (or sub-themes) that are strongly linked to each other ( Callon et al. , 1991 ). The name of each theme was extracted from the densest sub-themes belonging to the same theme. The methodological foundation of co-word analysis is the idea that the co-occurrence of keywords should describe the contents of the documents. As such, the more keywords that two papers share in common, the more similar the two publications are and, thereby, the more likely they are to derive from the same research field ( Van Eck and Waltman, 2009 ). The themes are visualized by strategic diagrams, which are graphical representations of the most important research themes investigated in HRM within the PMM domain. In these graphical representations, themes are represented by spheres whose volume is proportional to the number of papers associated with each theme ( Thomé et al. , 2016 ).

The role of each theme is visualized in the strategic diagram through two dimensions: centrality and density of the themes in the research domain ( Callon et al. , 1991 ; Cobo et al. , 2011 ). Centrality refers to the links of a theme with other themes. The stronger and numerous these links are, the more this theme represents a set of research problems that are considered crucial by the community. Meanwhile, density determines the strength of the links that tie the keywords in a cluster. The stronger these links are, the more the research problems corresponding to the cluster constitute a coherent and integrated role. Density provides an effective representation of the cluster's capacity to maintain itself and to develop over time in the field under consideration ( Callon et al. , 1991 ). Figure 2 details the content of the four quadrants of the strategic diagram ( Callon et al. , 1991 ; Cobo et al. , 2015 ).

To understand the conceptual structure of the HRM research in the PMM domain, the most predominant centrality clusters and density clusters were selected for investigation in each period. First, the themes with the highest centrality were analysed using a cluster network analysis to understand their constituent keywords (or sub-themes) and their relationship. The most central cluster identified the main keyword of a theme as the centre of the network. Two keywords were considered connected if they appear in the same documents. The thickness of the line connecting the keywords represents the depth of their mutual relationships. Second, to better understand the conceptual structure of the HRM research in the PMM domain, the authors read the papers belonging to the four themes and sub-themes to synthesize the main evidence.

U  = each detected theme in the sub-period t

V  = each detected theme in the next sub-period t  + 1

t  = sub-period

T t  = the set of detected themes of the sub-period t

The inclusion index reveals a thematic evolution from theme U (period t ) to theme V (period T t +1 ) if there are keywords that appear in both associated thematic networks. Thus, V is a theme that evolved from U . Moreover, keywords k  ∈  U ∩ V are considered a “conceptual nexus”( Cobo et al. , 2011 ), graphically represented by a line (see Figure 5 ). In this way, if there is a “conceptual nexus” between U and V (i.e. if they share some elements in common), a line links themes in sub-period t to themes in sub-period t  + 1. The thickness of the lines is proportional to the strength of the links among themes from one period to another. Concerning the type of lines, a solid line indicates that the theme maintains the same name in the next period, or that the theme is incorporated within a theme of the following period. Meanwhile, a dotted line indicates that a theme does not maintain the same name and is not incorporated within a theme of the following period (non-conceptual nexus). However, in this case, the theme shares important elements with clusters of the following period.

3. Findings

3.1 the trend in hrm studies in the pmm domain.

The performance bibliometric analysis of the 1,252 papers revealed a growing relevance of HRM studies in PMM domain. The number of papers substantially increased, particularly in the last ten years ( Figure 3 ).

The analysis of the number of papers and citations by author's country indicates that the US is the country with the highest number of publications (258 papers). The investigated research area developed its roots in the US, and a large gap remains between the number of publications from the US and other countries. However, authors from additional countries recently started to investigate this research area, including scholars from the United Kingdom, Australia, India, Malaysia and Canada ( Figure 3 ).

The analysis of the journals' published papers affirmed that the investigated topic is configured as a cross-disciplinary research area, even if the most prolific journals are largely related to the HRM area ( Table 3 ). The International Journal of Human Resource Management publishes the highest number of papers and devotes significant attention to strategic HRM in a global environment, international business and organizational behaviour. In the last period, the second most prolific journal is International Journal of Productivity and Performance Management . It publishes innovative developments in performance measurement and management oriented to improve individual, group and organizational performance ( Abbaspour and Dabirian, 2019 ; Ensslin et al. , 2013 ; Rompho, 2017 ; Zigan et al. , 2008 ).

The analysis of the most prolific authors in the literature suggests that there are five main scholars ( Table 4 ). Wickramasinghe, Stanton and Long were the most productive authors in the last decade. Wickramasinghe, based out of the University of Moratuwa, Sri Lanka, is the most prolific author in this area. He has published seven documents on different topics such as performance management in SMEs, total quality management and HRM practice ( Wickramasinghe, 2012 ; Wickramasinghe and Liyanage, 2013 ). Stanton (Melbourne University), who examines job performance evaluation using empirical approaches, has served as co-author for six relevant papers and published studies in six different journals – see, for instance – ( Nankervis and Stanton, 2010 ; Nankervis et al. , 2012 ; Stanton and Nankervis, 2011 ; Vo and Stanton, 2011 ). Besides, he has written empirical papers on HRM practices focussing on different countries (Australia, Vietnam, the US, Japan and Singapore). Meanwhile, Long (Universiti Teknologi, Malaysia) published five papers in seven years. Three of the papers explored HRM practices that are associated with performance measurement and management practices, whereas the others examined the skills and competencies of HRM specialists ( Long and Ismail, 2008 ; Long and Perumal, 2014 ; Shahnaei and Long, 2014 ).

As depicted in Table 5 , analysis of the citations of the 1,252 selected papers revealed the most important papers in the existing literature that are considered reference points in HRM study in PMM research ( Castilla, 2008 ; Igbaria and Baroudi, 1995 ; Meyer and Smith, 2000 ; Mithas et al. , 2011 ; Pulakos and Wexley, 1983 ; Sturman, 2003 ).

The findings related to the first research question show the relevance of HRM research in the PMM domain; there has been an increase in the number of journals, papers and citations interested in HRM within PMM in recent years, as well as a broadening of authors' countries of origin. Although most of the papers are published by authors from the United States, authors from other countries have recently started to investigate issues related to HRM in PMM domain. The number of papers published by authors in the United Kingdom and Australia as well as authors from developing countries (e.g. India and Malaysia) is also beginning to increase. Thus, HRM research in PMM domain is becoming a global phenomenon.

3.2 Conceptual structure of HRM research in the PMM domain

Analysis of the conceptual structure of HRM research in the PMM domain confirms its growing relevance. The conceptual structure also reflects the growing number of themes related to HRM and PMM, as visualized in Figure 4 . Within HRM research in the PMM domain, four main themes currently prevail HRM practices, employee performance appraisal, project management and information systems. These themes are central in the existing literature. As depicted in Figure 4 , they exhibit the highest density and highest strength of links with sub-themes. As such, the four main themes are classified as motor clusters, which mean that they are considered crucial themes by the scientific community and are researched in relationship with numerous sub-themes.

3.3 Thematic evolution of the HRM research in the PMM domain

The analysis of the thematic evolution of the HRM research in the PMM domain highlights several changes in the key themes across the investigated periods. Some themes grew in relevance over the investigated periods, while others appeared as distinctly new themes, as reflected in the thematic evolution map ( Figure 5 ).

The thematic evolution of the HRM research in the PMM domain suggests an accelerating change in the most relevant themes, particularly in recent years. Only the employee performance appraisal theme was present and maintained high importance over all three periods of study. As Figure 5 demonstrates, some new themes emerged in this time (such as human resource management practices and project management), while others were absorbed into more relevant themes (such as management practices and training).

The authors synthesized an overall strategic diagram with the main themes (i.e. the themes that appear in more than five papers) appearing in the three investigated periods ( Figure 6 ). To better understand the conceptual structure of the HRM research in the PMM domain and its future trend, the authors reviewed the papers associated with the four motor clusters (i.e. HRM practices, employee performance appraisal, project management and information systems) to provide useful insights for understanding the role of HRM in the PMM domain.

3.3.1 HRM practices

Since the early 1970s, several HRM studies have highlighted the key connection between HRM practices and business strategy ( Sparrow et al. , 1994 ; Wright and Mcmahan, 1992 ), and several papers have investigated the human resource practices associated with various business strategies ( Golden and Ramanujam, 1985 ; Lengnick-Hall et al. , 2009 ). On one hand, the HRM literature has investigated strategic performance measurement as a key HRM practice, and particular attention has been devoted to the key role of the strategic approach in fostering coordination and congruence among HRM practices ( Guest, 1997 ; Wright et al. , 2005 ). On the other hand, the PMM literature has highlighted the key role of PMMSs in aligning HRM practices to achieve organizational strategic objectives and effectively manage organizational performance ( Bititci, 2015 ; Kaplan and Norton, 1996 ; Neely and Adams, 2001 ).

Recent research has emphasized the growing relevance of PMMS in creating organizational alignment ( Hanson et al. , 2011 ; Micheli and Manzoni, 2010 ), investigating the balanced scorecard as a strategical communication and management-control device ( Malina and Selto, 2015 ). Burney and Widener (2013) , for example, underlined the increasing use of performance measurement and management systems that “translate a firm's strategy to its employees” to facilitate internalized motivated behaviours ( Burney and Widener, 2013 ). Malina and Selto (2015) demonstrated the need for using PMMS to drive employees' attention towards the company's strategic objectives ( Malina and Selto, 2015 ). Melnyk et al. (2014) further defined PMMS as “ultimately responsible for maintaining alignment and coordination” between all organizational resources ( Melnyk et al. , 2014 ). Moreover, Shahsavari-Pour et al. (2017) underlined the need to use the strategy maps introduced by Kaplan and Norton (2000) to communicate simply and effectively with employees “about how to achieve the companies' strategic goals and will not miss any value drivers in the management process” ( Shahsavari-Pour et al. , 2017 ). According to this literature, the alignment of HRM practices and organizational strategic objectives is increasingly essential for the effective design of organizational PMMS.

3.3.2 Employee performance appraisal

Employee performance appraisal is defined as the system through which an organization provides employees with feedback about their performance, and it is essential in improving individual performance ( Chattopadhayay and Ghosh, 2012 ; DeNisi and Murphy, 2017 ; DeNisi and Smith, 2014 ). Employee performance appraisal studies focused on employee measurement issues, with attention paid to issues such as the impact on working engagement ( Bartram et al. , 2015 ; Lappalainen et al. , 2019 ; Poovathingal and Kumar, 2018 ) and employees' turnover intentions ( Appelbaum et al. , 2011 ; Iqbal et al. , 2015 ; Poon, 2004 ). However, the literature shows that the implementation of the performance appraisal needs the understanding of the social context within which it operates ( Levy and Williams, 2004 ) and that global uncertainty to be wielding a significant influence on performance management ( Maley and Kramar, 2014 ). Furthermore, the literature underlines that the relationship between performance appraisal satisfaction and work performance is both mediated and moderated by employees' intrinsic work motivation; it is a negative relationship for employees with low intrinsic motivation, positive relationship for those with high intrinsic motivation ( Kuvaas, 2006 ).

Employees have to experience positive appraisal reactions for performance appraisal to positively influence employee behaviour ( Kuvaas, 2007 ). The relationship between perceptions of developmental performance appraisal and self-reported work performance is mediated by employees' intrinsic motivation and strongly moderated by their autonomy orientation. The relationship was positive for employees with a weak autonomy orientation, but the relationship was negative for those with a strong autonomy orientation ( Kuvaas, 2007 ).

To manage employees as effective strategic assets, an organization should use PMMS to align HRM to company values and strategic goals ( Crain, 2009 ). According to Caruth and Humphreys (2008) , if performance appraisal is not included in PMMS and thereby in the systematic strategy implementation process, its definition “becomes an exercise in futility instead of a vital control measurement” ( Caruth and Humphreys, 2008 ). However, despite the relevance recognized in the literature concerning employee performance appraisal and management in the last 20-years ( Maley et al. , 2020 ), its poor employee acceptability ( Maley et al. , 2020 ) and effective integration in organizational performance measurement and management system remain poorly understood in many organizations ( Smith, 2018 ; Sardi et al. , 2020b ).

The existing literature underlines the need for adopting a multidisciplinary approach that integrates employee motivation, leadership, fairness, behaviour, emotional aspects ( Dewettinck and van Dijk, 2013 ; Ding et al. , 2015 ; Kampkötter, 2017 ; Lakshman, 2014 ) and the need for creating a strong link between employee performance appraisal and company strategy ( Smith and Bititci, 2017 ). In the last few years, several scholars have emphasized the growing relevance of strategic management of employee performance appraisal and its impact on performance measurement and management system effectiveness. If employee performance appraisal is linked to the overall PMMS, managers are pushed to be more proactive in communicating any relevant issues related to strategy to the top management ( Butterfield et al. , 2004 ; Dewettinck and van Dijk, 2013 ; Hooi, 2019 ; Jääskeläinen and Laihonen, 2013 ; Mondal and Ghosh, 2012 ). Finally, the analysis of theme shows that employee performance appraisal is increasingly necessary for favouring the alignment of individual employees' endeavours with the organizational strategic objectives and in the developing of effective PMMS.

3.3.3 Information system

To date, the literature has devoted particular attention to the role of information systems in supporting strategy implementation and PMMS adoption through fostering a connective relationship between employees, customers and suppliers ( Dewettinck and van Dijk, 2013 ; Nudurupati et al. , 2016 ). Several scholars have also underlined the strong impact of information systems (ISs) on key HRM practices such as job design, recruitment, retention, performance management and training, along with the growing relevance of human resource information systems ( Blount, 2011 ; Garengo and Bititci, 2007 ; Igbaria and Greenhaus, 1992 ).

The rapid development of information technology over the last decade has further affirmed the key role of information system in leveraging an organization's human resources to achieve its strategic objectives and support the development of a PMMS. A human resource information system is an essential decision support tool in achieving strategic and operational objectives ( Kavanagh et al. , 2007 ). Several studies have recently denoted the use of technology as a medium of connection and integration to supplement task fulfilment in organizations and support the effective adoption of PMMS. These studies examined issues such as Internet-based resource management ( Marler and Parry, 2016 ), business-to-employee (“B2E”) ( Huang et al. , 2004 ) and electronic human resource management (e-HRM) ( Stanton and Coovert, 2004 ; Strohmeier, 2007 ). As described to this literature, the information system is largely supporting the alignment of HRM with organizational strategic objectives and the development of effective PMMS.

3.3.4 Project management

The literature review reflects the decreasing relevance of PMMS models (such as balanced scorecard and Performance Prism), which are often as inflexible, and the increasing attention paid to project management, which is identified as an important emerging theme in the PMM literature ( Taticchi et al. , 2015 ). Some researchers have highlighted the growing need for project management activities such as planning, executing and closing the work of a team to achieve specific strategic objectives and create the bases for a PMMS ( Kim et al. , 2018 ; Yun et al. , 2016 ). Scholars also studied the effectiveness of project management in improving the integration and development of employees' competencies and its role in fostering integration with performance evaluation ( Chen and Lee, 2007 ).

In the last few years, the research on PMMS models has shifted from the design of organizational PMMS to the development of quantitative methodologies to solve specific issues related to PMM and HRM. Gemünden et al. (2018) investigated the creation of strategic measurement systems as a priority to ensure that any system is aligned with the goals and objectives of the organization ( Gemünden et al. , 2018 ). Also, Chen and Lee (2007) investigate the performance indicators of people who manage projects ( Chen and Lee, 2007 ). They proposed a performance evaluation method for project managers based on managerial practices that incorporate leadership and positive behaviours. Chen (2014) further highlighted that project human factors are essential stimulants in innovation performance, which in turn affects the performance of capital projects ( Chen, 2014 ). Moreover, Wickramasinghe and Liyanage (2013) underlined the need to include projects measures related to teamwork, communication, performance evaluation, empowerment, rewards and recognition, and skill-development practices in PMMS ( Wickramasinghe and Liyanage, 2013 ). It is clear that in the current business environment, the most relevant issue is not the choice of an effective PMMS model, but the definition of project management activities related to measuring HRM practices ( Zhang and Li, 2009 ) and their effective integration with strategy management, human resources practices and employee performance ( Crain, 2009 ).

The shifting attention from rigid performance measurement models to flexible project management tools may be the added value of this study. This shifting attention may favour the alignment of HRM practices with specific strategic project objectives.

4. Discussion

The findings highlight a high relevance of HRM research in the PMM domain. As indicated by the bibliometric analysis, there has been an increasing trend of all information analysed. The conceptual structure of this research area point out themes such as HRM practices, employee performance appraisal, project management and information systems. Below, the authors discuss the main evidence to represent research findings.

Since the 1950s, the literature has highlighted the need to face the rapid change in the environmental condition with the adoption of an organic form of organization. Burns and Stalker (1969) addressed companies towards an organic organizational structure to quickly adapt to frequent and fast environmental changes ( Burns and Stalker, 1969 ). In this scenario, organizational performance measurement and management and HRPM have evolved over the decades. On the one hand, organizational PMM highlights the need to manage multicultural collaboration, open innovation, sustainability, etc. ( Bititci et al. , 2012 ; Bourne et al. , 2018 ). On the other hand, HR performance management highlights the need to keep employees happy and groom them for progress, to have organizational agility, regular checks with employees and promotes teamwork ( Cappelli and Tavis, 2016 ). Some companies worry that align individual and organizational goals, award merit raises and identify poor performers are becoming a hard challenge. Managing and developing organisation and people became a greater concern. Companies had to find new ways of meeting that need ( Bititci, 2015 ; Cappelli and Tavis, 2016 ). However, until now, not enough attention has been given to the development of organic systems supporting the high adaptability and flexibility required by companies ( Bititci et al. , 2012 ; Bourne et al. , 2018 ).

The strategic management of the four identified themes and their inclusion in an integrated PMMS should, thus, favour a new way of managing organizational control. Integrated PMMS should be based on the integrated conception of the organization where overall firm optimization requires managing interdependent organizational assets and its interaction. This interaction could also become the basis of the learning process, i.e. the process of gaining, sharing and utilizing the knowledge accumulated by individuals and transferring it through the organization to meet its strategic goals and trigger a process of systematic revision ( Franco-Santos et al. , 2007 ).

Integrated PMMS becomes essential to communicate strategic objectives and activate the double-loop learning process using performance information by feedback ( Kaplan and Norton, 2005 ; Nudurupati et al. , 2021 ). This means that integrated PMMS should not simply be a control mechanism but also an organic and innovative learning system ( Molleman and Timmerman, 2003 ) able to drive managers' actions in effectively structuring, bundling and leveraging firm resources with particular attention to HRM practices, employee performance appraisal, project management and information systems. The analysed literature describes that producing performance increments may be best achieved by orienting the performance measurement and management system to promote employee engagement ( Bititci, 2015 ; Gruman and Saks, 2011 ; Smith and Bititci, 2017 ). In particular, organizations should innovate HR performance management practices to move companies away from heavy to simpler process ( Pulakos et al. , 2019 ); it should be moved from formal system to focussing on the performance management behaviours that matter every day ( Pulakos et al. , 2015 ).

The findings of this literature review can be represented by the definition of a conceptual framework which describes a need to translate strategic objectives into effective managerial practices and favour the alignment and interaction of the four identified themes ( Figure 7 ). The strategy is the glue that binds these themes together, favouring the development of integrated PMMS and, as a consequence, the growth of firm sustainable performance.

According to this conceptual framework, PMMS should be configured as an organic system able to evolve and adapt itself to the changing business environment through adaptation and alignment processes ( Garengo et al. , 2005 ; Smith and Bititci, 2017 ). These processes should be favoured by the intrinsic capability of PMMS in supporting the translation of business strategy in action and the integration of the key organisational themes. The integrated PMMS becomes an effective strategic system as it captures, in a non-occasional fashion, the strategy at the level of management choices and actions leveraging on the key themes. The main evidence of this study seems to be the shifting attention from rigid performance measurement models to flexible project management tools favours the alignment of HRM management practices with specific strategic project objectives. It highlights the shift from static to the dynamic and integrated organizational performance measurement and management systems with HRM within organization which is expected to be more suited to current and future contexts ( Bianchi et al. , 2017 ). Furthermore, it allows to engage employees in conversation about people and organizational performance every day ( Bititci, 2015 ; Pulakos et al. , 2015 ) and also by online chats integrated into performance measurement and management systems ( Sardi et al. , 2020c ).

5. Conclusion

The paper confirms that the high relevance of HRM in the PMM domain is undeniable for scholars and practitioners. As described in the previous sections, in the last ten years, there is a growing relevance of the HRM research in the PMM domain along with an increasing number and rapid evolution of the main investigated themes.

The research gives useful theoretical and practical insights for developing an integrated PMMS. First, it provides a conceptual framework that supports the translation of strategic objectives into effective managerial practices and favours the strategic alignment and integration of the main themes related to PMM and HRM to foster firms' influential performance. Second, it suggests that the development of PMMS integrated with strategic HRM leveraging project management and information systems; however, it has to shift from a static to the dynamic performance systems for being more suited to current business contexts. The authors encourage case studies to explore, test and validate the conceptual framework and further detail the relationship between the four identified themes.

The authors recognized two main limitations. First, the search process could have been influenced by the different meanings assigned to the keyword strings by the PMM and HRM studies. Second, as a result of the use of broad criteria and keywords in selecting papers, some of the identified papers were not closely related to the PMM fields and therefore could not effectively contribute to the findings. Although these limitations may represent potential weaknesses of this study, the authors believe that these limitations are also strength of this research. These limitations fostered the inclusion of many contributions from different research streams, which supported the objective identification of a wide range of themes useful to define the conceptual structure of HRM in the PMM domain.

Definition of the keywords

Strategic diagram

Distribution of papers by period for most productive authors' countries

Strategic diagrams from 1976 to 2019

Thematic evolution (1976–2019)

Main themes of the HRM in PMM domain

Conceptual framework supporting the development of integrated PMMS

Data collection: research protocol

Data analysis: methods and dimensions of analysis

Most prolific journals

Most prolific authors

Most cited papers

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Corresponding author

About the authors.

Patrizia Garengo is Associate Professor of Performance Management and Business Management at the University of Padua. She holds a PhD in Business Management and Industrial Engineering, University of Padua (Italy) and she is a research fellow at the Centre for Strategic Manufacturing (DMEM), Strathclyde University. Her research interests include organizational development and performance measurement systems, with particular attention to SMEs. To date she has published over 100 papers in international journals and conferences on performance measurement and management.

Alberto Sardi holds a management degree at the University of Milan and a PhD in Management Engineering at the University of Padua (Italy). He worked for about 10 years in private organizations covering different roles. Currently, he is Assistant professor at the University of Turin (Italy). His research topic focuses on Innovative Performance Management in organizations with particular attention to performance measurement systems implementation. Moreover, he looks towards new social media technologies in the performance measurement area.

Sai Sudhakar Nudurupati gained his MSc and PhD from the University of Strathclyde, UK. He received an Outstanding Doctoral Award from the European Foundation for Management Development. Prior to joining GITAM, Sai has worked for 11 years at Manchester Metropolitan University, Exeter University and Strathclyde University in various teaching and research roles. He has published over 25 papers in reputed international journals and magazines (listed on Australian Business Deans Council Journal list and Chartered Association of Business Schools Academic Journal Guide) and received two best paper awards from Emerald and Institute of Engineering Technology respectively. Sai spent 5 years in SGB, UK implementing continuous improvement projects.

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

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Human Resource Development Theses and Dissertations

Theses/dissertations from 2023 2023.

CAMPUS-LEVEL TEACHER TURNOVER IN TEXAS PUBLIC ELEMENTARY SCHOOLS: AN EXAMINATION OF THE IMPACT OF LEADERSHIP FACTORS AND SCHOOL DEMOGRAPHICS USING HEIRARCHICAL LINEAR MODELING , Amy Welch Baskin

HUMAN RESOURCE DEVELOPMENT PROFESSIONALS’ COMPETENCIES AND CAREER SUCCESS IN THE SERVICE INDUSTRY: A QUALITATIVE STUDY , Cheryl DePonte

EVALUATING HEALTHCARE STUDENT LEARNING PERFORMANCE DURING THE INITIAL YEAR OF THE COVID-19 PANDEMIC: A CASE STUDY , Maria D. Garcia-Villarreal

LEADERSHIP BEHAVIORS, PRACTICES, AND SYTLES IN MERGERS AND ACQUISITIONS IN THE U.S. TECHNOLOGY-BASED ORGANIZATIONS: A QUALITATIVE STUDY , SUSAN E. GLOVER

THE IMPACT OF THE COVID-19 PANDEMIC ON EMPLOYEE ENGAGEMENT AND PERFORMANCE IN THE TELEWORKING CONTEXT IN THE U.S. PUBLIC SECTOR: A PHENOMENOLOGICAL CASE STUDY , Elizabeth Nesuda

Theses/Dissertations from 2022 2022

Exploring the Roles of the Craft Trainer in the Construction Industry , Mary M. Chatham

PREPARE FOR THE WORST, HOPE FOR THE BEST: A QUALITATIVE STUDY ON WORKPLACE VIOLENCE IN THE HEALTH CARE INDUSTRY , John Haymore

WORKPLACE FUN FOR EMPLOYEE ENGAGEMENT: A FUNCTION OF ORGANIZATIONAL CULTURE? , Lacey Logan

TESTING THE PREDICTIVE VALIDITY OF A MANAGERIAL COACHING SCALE USING A CROSS-LAGGED PANEL DESIGN , Katherine Stone

Theses/Dissertations from 2021 2021

EFFECT OF TRAINING OPPORTUNITY AND JOB SATISFACTION ON TURNOVER INTENTIONS AMONG GEN X AND GEN Y , Regin Justin

The Effects of Perceived Organizational Justice of Inclusive Talent Management Practices on Employee Work Effort , Thomas Kramer

MENTORING EARLY CAREER TEACHERS UNDER COVID-19 PANDEMIC IN THE STATE OF TEXAS: A PHENOMENOLOGICAL CASE STUDY , Sonya H. Niazy

Theses/Dissertations from 2020 2020

EXAMINING MANAGERIAL COACHING DYADS AND THE DEVELOPMENTAL LEARNING OUTCOMES FOR MANAGERS SERVING AS COACHES AND THE REVERSE COACHING BEHAVIORS OF THEIR SUBORDINATE COACHEES , Beth Adele

Team-Based Effects on Individual Human Capital: A Proxy for Organizational Performance , Rob Carpenter

Testing the Modality Effect in an Online Training of Virtual Workers: An Experiment Inspired by Social Distancing , Janice Lambert Chretien

Examining the Mediating Effect of Job Crafting on the Relationship Between Managerial Coaching and Job Engagement in the Skilled Trades , Jennifer H. DuPlessis

PSYCHOLOGICAL WELL-BEING DURING RETIREMENT TRANSITION AND ADJUSTMENT FOR SOUTHERN BAPTIST PASTORS: A PHENOMENOLOGICAL MULTI-CASE STUDY , Tresa Gamblin

The Impact of Work Alienation on the Relationship Between Person-Organization Fit and Organizational Citizenship Behavior in Higher Education , Andrew R. Krouse

Antecedents to Strategic Project Success: A Qualitative Phenomenological Analysis of Project Leaders' Perceptions , Dave Silberman

Theses/Dissertations from 2019 2019

EXAMINING THE UNITED KINGDOM’S SOFT LAW APPROACH FOR WOMEN ON BOARDS WITH REGARD TO GENDER DIVERSITY AND THE GENDER PAY GAP: A REGRESSION DISCONTINUITY DESIGN , Silvana Chambers

ORGANIZATIONAL COGNITION AS INTERVENED BY ORGANIZATIONAL SUPPORT AND ENGAGEMENT ON MEDICAL CODERS’ EXHIBITION OF ORGANIZATIONAL CITIZENSHIP BEHAVIORS , David W. Conley

EXPLORING GRIEF AND MOURNING IN WORK TEAMS: A PHENOMENOLOGICAL MULTI-CASE STUDY , Ashley L. Kutach

EFFECTS OF THE DIMENSIONS OF QUALITY OF WORK LIFE ON TURNOVER INTENTION OF MILLENNIAL EMPLOYEES IN THE U.S. , Julie Lewis

EXAMINING THE DIRECT EFFECT OF CEO PERCEPTIONS OF COLLECTIVE ORGANIZATIONAL ENGAGEMENT ON PATIENT EXPERIENCE IN ACUTE-CARE HOSPITALS , Mary Lynn Lunn

SUCCESS AND FAILURE RATES, FACTORS, AND ALIGNMENT WITH CHANGE MODELS: A META-ETHNOGRAPHIC ANALYSIS OF PLANNED ORGANIZATIONAL CHANGE QUALITATIVE CASE STUDY LITERATURE , Diana McBurnett

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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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