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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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Management and Organization Theses and Dissertations

Theses/dissertations from 2024 2024.

Examining the Factors Impacting the Undergraduate Degree Performance in the College of Business at Southern Univeristy and Agriculture & Mechanical College , Brian D. Adams

Understanding Donor Preferences and Intentions: A Theory of Planned Behavior Approach , Kimberly Cubre

Home Is Where the Work Is: How Biases in Managers’ Resource Allocation Decisions Affect Task Performance in Remote Work Environments , Richard D. Mautz III

Fraud Brainstorming in an Era of Remote Work: The Effects of Alternative Video Conferencing Configurations and Audit Team Hierarchy , Ahmed Shuaib

Theses/Dissertations from 2023 2023

For Love or Money: Investor Motivations in Equity-Based Crowdfunding , Jason C. Cherubini

The Great Resignation: An Exploration of Strategies to Combat School Bus Driver Shortages in the Post-COVID-19 Era , James E. Cole Jr.

An Empirical Analysis of Sentiment and Confidence Regarding Interest Rates in Disclosures of Public Firms in the U.S. Fintech Sector , James J. Farley

Motivations for Planning: Uncovering the Inhibitors to the Adoption of Comprehensive Financial Planning for Business Owners , Daniel R. Gilham

An Examination of Reward-Based Crowdfunding Performance and Success , Matthew Alan Grace

All Quiet on The Digital Front: The Unseen Psychological Impacts on Cybersecurity First Responders , Tammie R. Hollis

Commitment to Change Dimensions: The Influence of Innovative Work Behavior and Organizational Environments , Michael Holmes

Turmoil in the Workforce: Introduction of the Nomadic Employee , Catrina Hopkins

Attention-Grabbing Tactics on Social Media , Arjun Kadian

Theses/Dissertations from 2022 2022

Building a Mentor-Mentee Maturity Model , Leroy A. Alexander

Do Auditors Respond to Changes in Clients’ Analyst Coverage? Evidence from a Natural Experiment , Mohammad Alkhamees

Designing a Messaging Strategy to Improve Information Security Policy Compliance , Federico Giovannetti

Are all pictures worth 1,000 words? An Investigation of Fit Between Graph Type and Performance on Accounting Data Analytics Tasks , Shawn Paul Granitto

An Enterprise Risk Management Framework to Design Pro-Ethical AI Solutions , Quintin P. McGrath

Deceptive Appeals and Cognitive Influences Used in Fraudulent Scheme Sales Pitches , Rafael J. Toledo

Using Online Reviews to Identify How Hotels Can Satisfy Travelers With Pets While Making Money , Sonia Weinhaus

Theses/Dissertations from 2021 2021

The IS Social Continuance Model: Using Conversational Agents to Support Co-creation , Naif Alawi

The Use of Data Analytic Visualizations to Inform the Audit Risk Assessment: The Impact of Initial Visualization Form and Documentation Focus , Rebecca N. Baaske (Becca)

Identification of Entrepreneurial Competencies in I-Corps Site Teams at the University of South Florida , Mark A. Giddarie

Understanding Nonprofit Boards: An Exploratory Study of the Governance Practices of Regional Nonprofits , Susan Ryan Goodman

Strengthening the Entrepreneurial Support Community , Andrew J. Hafer

Who to Choose? Rating Broker Best Practices in the Medicare Advantage Industry , Darwin R. Hale

Bridging the Innovatino Gap at SOCOM , Gregory J. Ingram

Improving Environmental Protection: One Imagined Touch at a Time , Luke Ingalls Liska

Residential Curbside Recycle Context Analysis , Ntchanang Mpafe

Fighting Mass Diffusion of Fake News on Social Media , Abdallah Musmar

Managing Incomplete Data in the Patient Discharge Summary to Support Correct Hospital Reimbursements , Fadi Naser Eddin

GAO Bid Protests by Small Business: Analysis of Perceived and Reported Outcomes in Federal Contracting , David M. Snyder

Engagement and Meaningfulness as Determinants of Employee Retention: A Longitudinal Case Study , Calvin Williams

Public Budgeting as Moral Dilemma , Ben Wroblewski

Theses/Dissertations from 2020 2020

Improving Engagement: The Moderating Effect of Leadership Style on the Relationship Between Psychological Capital and Employee Engagement , Scott Beatrice

Physician Self-Efficacy and Risk-Taking Attitudes as Determinants of Upcoding and Downcoding Errors: An Empirical Investigation , Samantha J. Champagnie

Digital Identity: A Human-Centered Risk Awareness Study , Toufic N. Chebib

Clarifying the Relationship of Design Thinking to the Military Decision-Making Process , Thomas S. Fisher

Essays on the Disposition Effect , Matthew Henriksson

Analysis of Malicious Behavior on Social Media Platforms Using Agent-Based Modeling , Agnieszka Anna Onuchowska

Who Rises to the Top: An Investigation of the Essential Skills Necessary for Partners of Non-Big 4 Public Accounting Firms , Amanda K. Thompson-Abbott

Theses/Dissertations from 2019 2019

The Financial and Nonfinancial Performance Measures That Drive Utility Abandonments and Transfers in the State of Florida , Daniel Acheampong

Locating a New Collegiate Entrepreneurship Program, a Framework for a University Campus , Douglas H. Carter

Understanding Employee Engagement: An Examination of Millennial Employees and Perceived Human Resource Management Practices , Danielle J. Clark

The Potential Impact Radius of a Natural Gas Transmission Line and Real Estate Valuations: A Behavioral Analysis , Charles M. Hilterbrand Jr.

Introducing a Mobile Health Care Platform in an Underserved Rural Population: Reducing Assimilations Gaps on Adoption and Use via Nudges , Joseph Hodges

Controlling Turnover in an Inside Sales Organization: What are the Contributing Factors , Dennis H. Kimerer

An Emergent Theory of Executive Leadership Selection: Leveraging Grounded Theory to Study the U.S. Military's Special Forces Assessment and Selection Process , Darryl J. Lavender

Essays on Migration Flows and Finance , Suin Lee

The Underutilized Tool of Project Management - Emotional Intelligence , Gerald C. Lowe

Increasing the Supply of the Missing Middle Housing Types in Walkable Urban Core Neighborhoods: Risk, Risk Reduction and Capital , Shrimatee Ojah Maharaj

Playing Darts in the Dark: How are Chamber of Commerce Leaders Aligned for Greater Effectiveness? , Robert J. Rohrlack Jr.

Are Transfer Pricing Disclosures Related to Tax Reporting Transparency? The Impact of Auditor-Provided Transfer Pricing Services , Stephanie Y. Walton

Theses/Dissertations from 2018 2018

Price Transparency in the United States Healthcare System , Gurlivleen (Minnie) Ahuja

How to Build a Climate of Quality in a Small to Medium Enterprise: An Action Research Project , Desmond M. Bishop III

Banking on Blockchain: A Grounded Theory Study of the Innovation Evaluation Process , Priya D. Dozier

Enhancing the Design of a Cybersecurity Risk Management Solution for Communities of Trust , James E. Fulford Jr.

An Examination of the Progressive and Regressive Factors that Business Owners Consider When Choosing Whether or Not to Implement an Exit Strategy , David C. Pickard

The Relationship between Ambient Lighting Color and Hotel Bar Customer Purchase Behavior and Satisfaction , Kunal Shah

The Unmanned Aerial Systems (UASs) Industry and the Business Impacts of the Evolution of the Federal Regulatory Environment , Darren W. Spencer

Intercultural Communication Between International Military Organizations; How Do You Turn a ‘No’ Into a ‘Yes’? , Douglas A. Straka

Essential Leadership Skills for Frontline Managers in a Multicultural Organization , Janelle Ward

Moffitt Cancer Center: Leadership, Culture and Transformation , W. James Wilson

Two Essays on String of Earnings Benchmarks , Yiyang Zhang

Theses/Dissertations from 2017 2017

Multi-Step Tokenization of Automated Clearing House Payment Transactions , Privin Alexander

The Effect of Corporate Social Responsibility Investment and Disclosure on Cooperation in Business Collaborations , Sukari Farrington

What Factors during the Genesis of a Startup are Causal to Survival? , Gilbert T. Gonzalez

The Great Recession of 2007 and the Housing Market Crash: Why Did So Many Builders Fail? , Mohamad Ali Hasbini

The Effect of Expanded Audit Report Disclosures on Users’ Confidence in the Audit and the Financial Statements , Peter Kipp

An Examination of Innovation Idea Selection Factors in Large Organizations , Troy A. Montgomery

Essays on Sales Coaching , Carlin A. Nguyen

Vital Signs of U.S. Osteopathic Medical Residency Programs Pivoting to Single Accreditation Standards , Timothy S. Novak

Leaders Who Learn: The Intersection of Behavioral Science, Adult Learning and Leadership , Natalya I. Sabga

Toward a Systemic Model for Governance and Strategic Management: Evaluating Stakeholder Theory Versus Shareholder Theory Approaches , James A. Stikeleather

A Longitudinal Study of the Effects of Cognitive Awareness Training on Transaction Processing Accuracy: An Introduction to the ACE Theoretical Construct , John Townsend

Theses/Dissertations from 2016 2016

The Effect of Presentation Format on Investor Judgments and Decisions: Does the Effect Differ for Varying Task Demands? , Kevin Agnew

Theses/Dissertations from 2014 2014

Multi-Task Setting Involving Simple and Complex Tasks: An Exploratory Study of Employee Motivation , Maia Jivkova Farkas

Essays on Mergers and Acquisitions , Marcin Krolikowski

Do Social Biases Impede Auditor Reliance on Specialists? Toward a Theory of Social Similarity , Rina Maxine Limor

Theses/Dissertations from 2013 2013

Psychological Distance: The Relation Between Construals, Mindsets, and Professional Skepticism , Jason Rasso

Theses/Dissertations from 2011 2011

Combining Natural Language Processing and Statistical Text Mining: A Study of Specialized Versus Common Languages , Jay Jarman

An Empirical Investigation of Decision Aids to Improve Auditor Effectiveness in Analytical Review , Robert N. Marley

The Effects of Item Complexity and the Method Used to Present a Complex Item on the Face of a Financial Statement on Nonprofessional Investors` Judgments , Linda Gale Ragland

Theses/Dissertations from 2010 2010

Two Essays on Information Ambiguity and Informed Traders’ Trade-Size Choice , Ziwei Xu

Theses/Dissertations from 2008 2008

Two Essays on the Conflict of Interests within the Financial Services Industry-- Financial Industry Consolidation: The Motivations and Consequences of the Financial Services Modernization Act (FSMA) and “Down but Not Out” Mutual Fund Manager Turnover within Fund Families , Lonnie Lashawn Bryant

Two Essays on Multiple Directorships , Chia-wei Chen

Two Essays on Financial Condition of Firms , Sanjay Kudrimoti

A Study of Cross-Border Takeovers: Examining the Impact of National Culture on Internalization Benefits, and the Implications of Early Versus Late-Mover Status for Bidders and Their Rivals , Tanja Steigner

Two Essays on Corporate Governance⎯Are Local Directors Better Monitors, and Directors Incentives and Earnings Management , Hong Wan

Theses/Dissertations from 2007 2007

The Role of Ethnic Compatibility in Attitude Formation: Marketing to America’s Diverse Consumers , Cynthia Rodriguez Cano

Two Essays on Venture Capital: What Drives the Underpricing of Venture CapitalBacked IPOs and Do Venture Capitalists Provide Anything More than Money? , Donald Flagg

Two essays on market efficiency: Tests of idiosyncratic risk: informed trading versus noise and arbitrage risk, and agency costs and the underlying causes of mispricing: information asymmetry versus conflict of interests , Jung Chul Park

The impact of management's tone on the perception of management's credibility in forecasting , Robert D. Slater

Uncertainty in the information supply chain: Integrating multiple health care data sources , Monica Chiarini Tremblay

Theses/Dissertations from 2006 2006

Adolescent alcohol use and educational outcomes , Wesley A. Austin

Certificate of need regulation in the nursing home industry: Has it outlived its usefulness? , Barbara J. Caldwell

The impacts of the handoffs on software development: A cost estimation model , Michael Jay Douglas

Using emergent outcome controls to manage dynamic software development , Michael Loyd Harris

The information technology professional's psychological contract viewed through their employment arrangement and the relationship to organizational behaviors , Sandra Kay Newton

The causal effect of alcohol consumption on employment status , Chanvuth Sangchai

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Home > Colleges & Schools > Soules College of Business > Human Resource Development > HRD_GRAD

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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UT Tyler Human Resource Development PhD Degree

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Corpus ID: 17624229

Bachelor Thesis Human Resource Management -motivation among Employees in Multinational Corporations Writers

Kristina Trifunovska , Robin Trifunovski
Published 2011
Business, Psychology

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The value of human resource management for organizational performance, employee motivation: "just ask your employees".

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Foreign companies and Chinese workers: employee motivation in the People’s Republic of China

Human resource management – a survey of practices within family and non‐family firms, organizational behavior 1: essential theories of motivation and leadership, the career choice of business graduates: smes or mncs, handbook of research in international human resource management, introduction to human resource management, intrinsic motivation at work : building energy & commitment.

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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, ...
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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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BTH 1411 Bachelor Thesis - Human Resource Management

The bachelor thesis will be combined with the course BST 1410 Human Resource Management 15 credits, representing a specialisation in the field of 30 credits. Students taking a Bachelor degree in Marketing, Retail Management or Business Administration with this combination will have an inscription of specialisation on their final academic transcript/diploma.

Human resource Management (HRM) is a core subject in the study area of organisation and organisation culture. The subject will teach the student how organisations can gain advantages by exploiting skills, abilities and knowledge of their employees. The course also focuses on how organisations have the opportunity to facilitate learning, sharing of knowledge, motivation, optimising work condition and job satisfaction. Applying HRM theory in an organisation will create optimal conditions for profitability, productivity and prosperity in all types of businesses. Evidence-based HRM are one of the strongest success-factors in competing business markets, and thus provides expertise for future oriented managers, HR managers and HR employees.

Students will by writing a bachelor thesis in HRM get the opportunity to develop a deeper understanding of the subject HRM through a critical eye. A bachelor thesis offers the student both valuable depth knowledge on a special selected topic topic and hence, knowledge of various analysis methodology. This type of knowledge will be valuable for students considering a future as a HRM manager or other key HR functions.

Students will through the bachelor thesis achieve depth knowledge within a limited area of HRM.
Students will through the bachelor thesis acquire knowledge in theoretical, creative and quantitative report methodology.
Students must throughout the bachelor thesis demonstrate proficiency in the relevant assessment methodology
Students must throughout the bachelor thesis demonstrate proficiency in the choice of method selected regardless of identified research question.

Students must clearly demonstrate a profound understanding by systematically study HRM practices within the field. The students must also demonstrate a clear understanding of the importance of evidence-based knowledge in HRM.

Students will primarily work in groups of three, two as a secondary option and individually by application only. Students undertaking a bachelor thesis in HRM will choose one out of five specialisation areas. These are:

Competence: Learning/training/career
Work/stress/health
Management (leadership)
Motivation and job satisfaction
Recruitment and selection

Students are required to choose one specialisation topic only for their bachelor thesis. On special occasions, students may seek guidance from teachers in other disciplines. Students will be provided with readings from each specialisation area on approx. 400 pages respectively, in addition to research methodology literature on approx. 400 pages. The students are also required to demonstrate ability to find individual literature related to their topic of choice on approx. 400 pages. Each thesis group will be offered up to three hours of supervision. Additional lectures will be given, depending on the number of students participating on the sessions. These lectures will more or less focus on:

Introduction

General information related to the bachelor thesis
Brief review of the five specialisation topics
Information from the library
Individual literature and information search
Choice of topic and group formation

Data collection

Relationship between research question and methodology
Preparing for data collection (theoretical, qualitative and quantitative)
Methodological requirements for measure observation, interview, case studies and undertaking theoretical and summary activities.
Planning a survey/observation basis

Implementation of analysis

Qualitative and Quantitative analysis

Students are expected to be personal responsible for the workload that is required related to a bachelor thesis. It is expected that students are well prepared prior to assigned lectures, as this will form basis for in-class discussion and supervision. 　

Students must complete a registration from clearly identifying specialisation topic. A supervisor will be assigned when this process has been completed. The course is conducted over one semester only and includes both lectures and individual supervision. Students are encouraged to check guidelines for writing Bachelor thesis.　

Each thesis group is offered up to 3 hours of individual supervision. Lectures are mandatory. Students who do not participate in lectures and/or do not submit documentation of absence will be taken in for a hearing. 　

A first-hand proposal submission of the thesis topic is mandatory. The supervisor must approve the proposal submission. The proposal should not exceed four to five pages and must clearly describe the topic of choice, central theory, methodology and additional literature.

Software for quantitative or qualitative analysis that might be relevant.

Recommended reading related to each specialisation topic:

1. Kompetanseutvikling: Læring/opplæring/karriere planlegging

Krogh, Georg von, Kazuo Ichijo, Ikujiro Nonaka. (2000). Enabling knowledge creation : how to unlcok the mystery of tacit knowledge and release the power of innovation. Oxford University Press ( - kapittel 2 gir 232 sider)
Filstad, Cathrine. (2016). Organisasjonslæring : fra kunnskap til kompetanse. 2.utgave Fagbokforlaget.
Selvvalgt pensum ca. 400 sider.

2. Arbeidsmiljø/stress/helse

Einarsen, Ståle og Anders Skogstad (red). (2011). Det gode arbeidsmiljø. 2 utg. Fagbokforlaget
Northouse,Peter Guy. (2013). Leadership : theory and practice. 6th ed. Sage

4. Motivasjon og jobbtilfredshet

Latham, Gary P. (2012). Work motivation : history, theory, research, and practice. 2nd ed. Sage

5. Rekruttering og seleksjon

Edenborough, Robert. (2005). Assessment methods in recruitment, selection & performance : a manager's guide to psychometric testing, interviews and assessment centres. Kogan Page.

Two years of college education in business administration or equivalent.

Due to the Covid-19 pandemic, there may be deviations in teaching and learning activities as well as exams, compared with what is described in this course description.

Completed BST1410 Human Resource Management

Assessments

Activity	Duration	Comment

A course of 1 ECTS credit corresponds to a workload of 26-30 hours. Therefore a course of 15 ECTS credit corresponds to a workload of at least 400 hours.

2024 Spring
2023 Spring
2022 Spring
2021 Spring
2020 Spring
2019 Spring
2018 Spring

Oversettelser

Norwegian Bokmål

Faculty of Social Sciences, Economics, and Business Administration

Chair of Human Resource Management and Organisational Behaviour
University of bamberg
Social Sciences, Economics and Business Administration
Subjects and Institutes
Business Administration

Bachelor and Master Theses

In the following you can find more information regarding Bachelor and Master theses at the Chair of Human Resource Management and Organisational Behaviour. In the case of further questions, please have a look at our FAQs and for remaining questions you may contact thesis.bwl-personal(at)uni-bamberg.de .

Bachelor Theses

Do you want to write your bachelor thesis during the winter term 2024/25 at the Chair of Human Resource Management and Organisational Behaviour? Please apply online .

The application period for writing your bachelor thesis during the winter term 2024/25 will end on August 31st, 2024, 12pm (noon) . Please be advised that the period is binding, so applications after this deadline will not be considered. If you are facing technical issues during the online application process, please contact the email address mentioned above during the application period.

We regularly check incoming applications and agree to supervise theses throughout the semester. You will receive feedback on your application within two weeks after the application period ends. Please notice that in case we agree to supervise your thesis you immediately have to report to the examination office for the application of admission of your thesis.

After your confirmation by the examination office , we will register you for the colloquium for the bachelor thesis. You do not have to register yourself via Flexnow. You will have to participate in the seminar in the same time frame you are writing the thesis. Additionally, we will provide you with information regarding the process of writing the bachelor thesis, such as appointments, guidelines for scientific writing, responsible staff at the chair, etc. During the semester you are accepted for writing the thesis, you can freely choose the starting date for writing.

The offer to supervise your thesis is only valid for the agreed upon period. If you forfeit that offer, a potential second application for a later supervision period will automatically be put on the last spot of our application list.

If you have further questions please look at our FAQs or, in case your questions could not be answered there, contact us via the email address mentioned above .

You can find the guide to writing a scientific paper in the Virtual Campus .

Master Theses

Do you want to write your master thesis during the winter term 2024/25 at the Chair of Human Resource Management and Organisational Behaviour? Please apply online .

The application period for writing your master thesis during the winter term 2024/25 will end on August 31st, 2024, 12 pm (noon). Please be advised that the period is binding, so applications after this deadline will not be considered. If you are facing technical issues during the online application process, please contact the email address mentioned above during the application period.

After your confirmation by the examination office , we will register you for the colloquium for the master thesis. You do not have to register yourself via Flexnow. You will have to participate in the seminar in the same time frame as writing the thesis. Additionally, we will provide you with information regarding the process of writing the master thesis, such as appointments, guidelines for scientific writing, responsible staff at the chair, etc. During the semester you are accepted for writing the thesis, you can freely choose the starting date for writing.

If you have further questions please look at our FAQs or, in case your questions could not be answered there, contact us via the email address mentioned above .

human resource management bachelor thesis

2020 BLENDED GRADUATION CEREMONY LIVE STREAM Learn More

Human Resource Management (BSc)

bachelor of science human resource management honours degree (hhrm), 1. introduction.

1.1 These regulations shall be read in conjunction with the Faculty Regulations and the General Regulations.

1.2 As a result of globalization and environment challenges such as the Economic Structural Adjustment Programme (ESAP) and its successor the Zimbabwe Programme for Economic and Social Transformation (ZIMPREST), interest in the study of Industrial Relations and Human Resource Management has been growing tremendously and it continues to grow. It can be asserted almost uncontroversially that the growing interest in the subject in Zimbabwe has culminated in the introduction of a degree in Human Resource Management at Midlands State University.

1.3 Like elsewhere the world over, one of the key problems facing organizations in Zimbabwe is the sourcing and utilization of “labour resources” to provide the productive effort needed to achieve organizational goals. In reality an organization only exists through its people and cannot achieve success without their effort, commitment and loyalty. This can never be fully guaranteed since we are dealing with the most unpredictable resource, the human resource.

1.4 The overall task of human resource management therefore, is to develop strategies, policies and procedures, which will facilitate employee effort, commitment and loyalty. In short human resource management is about managing the employment relationship. If the organization is to achieve its goals the employment relationship needs to be stabilized and made reasonably predictable.

1.5 Human Resource Management can be seen in general terms as addressing crucial questions in three areas as follows:1047

1.5.1. Employee Relations

How we can manage relationships, both individual and collective, with and between members of the workforce so as to maintain peace, motivation and commitment.

1.5.2. Employee Resourcing

How we can ensure that the organization obtains the correct number and quality of people, their work is organized efficiently, that they are well rewarded and have conditions of work encouraging efficiency.

1.5.3. Employee Development

How we can develop our people to ensure that they fulfill the organization’s short and long term skill requirements.

2. CAREER PROSPECTS

2.1 The aim is to develop and equip the student with skills as a social scientist. Ultimately it is hoped that students will be provided with an opportunity for personal and career development so that they become graduates who are flexible and adaptable.

2.2 Job opportunities for Human Resource Management graduates exist in the following disciplines; Management, the Labour Movement, the Civil Service, Research, consultancy, the Law, Academia and many others.

3. ENTRY REQUIREMENTS

3.1 normal entry.

For normal entry into BSc Human Resource Management Honours Degree programme, candidates should have at least two passes at `A’ Level in the following subjects: Accounting, Economics, Sociology, Psychology, Management of Business and Any `A’ level area of study involving the study of Literature 1048

3.2 Special Entry

3.2.1. Candidates who have successfully completed the Institute of People Management of Zimbabwe (IPMZ) National Diploma or have obtained equivalent qualifications may apply for entry into BSc Human Resource Management Honours degree programme.

3.2.2. Candidates admitted under 3.2 may be exempted from certain modules at the discretion of the department.

3.2.3. No candidates admitted under regulation 3.2 shall complete the degree programme in less than three years.

3.3 Mature Entry

Refer to Section 3.3 of the General Regulations.

3.4 Visiting School

3.4.1 The aim of the visiting school programme is to provide academic support to those Human Resource Management practitioners who are already in the field but need to upgrade their skills in the area. Ordinarily, these individuals hold qualifications lower than BSc in Human Resource Management studies.

3.4.2 The degree programme will be completed in three years with academic levels 2 and 3 running concurrently.

3.4.3 To qualify for normal entry into the BSc Human Resource Management Studies Programme (Visiting School), candidates should have at least five `O’ level passes including English and Mathematics. In addition, a candidate must have;

A Diploma in Human Resource management

Any other relevant tertiary qualification

– At least 5 years working experience in the relevant field

– Proof of employment in a relevant field.

4. GENERAL PROVISIONS

4.1 The Bachelor of Science Human Resource Management Honours Degree is a four year programme.

4.2 Students go for work related learning during the third level of study

Assessement

5. assessment.

5.1 Methods of assessment shall include continuous assessment, examinations, work related learning supervision and dissertation.

5.2 The weighting will be computed as follows:

Continuous Assessment 40%

Examination 60%

5.3 Dissertation

5.3.1. After a dissertation has been submitted and marked, a student may be required to defend it before the Departmental Board of Examiners.

5.3.2. The highest mark that may be awarded to a dissertation submitted after due date is 50%.

5.3.3. A dissertation that attains a failure mark within supplementable range may be resubmitted within three months after the publication of results and the highest mark attainable shall be 50%

6. FAILURE TO SATIFY EXAMINERS

Refer to Section 9 of the General Regulations.

7. WORK RELATED LEARNING GENERAL GUIDELINES

Refer to Section 8 of the Faculty Regulations.

8. PROVISION FOR PROGRESSION

Refer to Section 6 of the Faculty Regulations.

9. GRADING AND DEGREE CLASSIFICATION

Refer to Section 10 of the Faculty Regulations

10. DEGREE WEIGHTING

Refer to Section 11 of the Faculty Regulations.

11. HONORARY DEGREES

Honorary Degrees will be awarded to individuals who will have distinguished themselves in the field of Human Resource Management and Community Service. The Human Resource Management Department may offer the following degrees:

Honoris causa

11.1 Doctor of Public Service (D.P.S)

11.2 Doctor of Science (DSc)

Programme Structure

12. programme structure.

Level 1 Semester 1 (All modules are compulsory)

Code	Description	Credits
HRM 109	Industrial Relations	4
HRM 102	Principles of Economics	4
HRM 101	Management and Labour	4
CS 101	Basic of Communication Skills	4
HCS 115	Introduction to Information Technology	4
HRM 119	Principles of Accounting	4

Level 1 Semester 2

Code	Description	Credits
HRM 104	Labour Economics	4
HRM 112	Organisational Communication	4
HRM 113	Principles of Training	4
HRM 115	Principles of Sociology	4
HRM 117	Principles of Human Resource Management	4
PSY 102	Principles of Psychology	4

Level 2 Semester 1

Code	Description	Credits
HRM 202	Organizational Behaviour	4
HRM 213	Human Resource Policy and Practice	4
HRM 214	Principles of Marketing	4
HRM 215	Business Law 1	4
GS201	Introduction to Gender Studies	4
HRM 219	HIV/AIDS in the Workplace	4

Level 2 Semester 2

Code	Description	Credits
HRM 203	Elements of Labour Law	4
HRM 207	Social Research Methods	4
HRM 210	Work Place Industrial Relations	4
HRM 212	Occupational Health and Safety	4
HRM 218	Business Law 2	4
HRM 220	Public Sector HRM	4

Level 3 Semester 1 and 2: Work Related Learning

Code	Description	Credits
HRM 301	Work Related Learning Report	15
HRM 302	Academic Supervisor’s Report	15
HRM 303	Employer’s Assessment Report	10

Level 4 Semester 1

Code	Description	Credits
HRM 402	Management of Change	4
HRM 403	Strategic Human Resource Management	4
HRM 410	Leadership and Ethics	4
HRM 409	Human Resource Development	4

Level 4 Semester 2

Code	Description	Credits
HRM 401	Comparative Industrial Relations	4
HRM 406	Dissertation	4
HRM 411	Entrepreneurship	4
HRM 412	Gender and the World of Work	4

MODULE SYNOPSES

HRM101 MANAGEMENT AND LABOUR

The module serves as the basis of introducing students to key theories and concepts of the evolution of management and labour issues. At the end of the module students are expected to understand the hostilities that exist between management and labour and be able to think critically, analyse the innate conflict between the two groups and come up with solutions of managing the conflict. Students will appreciate the origins of various approaches and models that shape the discipline of people management.

HRM 102 PRINCIPLES OF ECONOMICS

This module is intended to enable students to: Understand and appreciate basic economic principles. For example, students will be exposed to the principle of supply and demand and shown how this affects the management of the human resource.

HRM 104 LABOUR ECONOMICS

This module is intended to enable students to; examine how labour markets operate in practice, introducing the concepts of unemployment and wage rigidity; analyse labour market theories in relation to human resource management with a focus on the `flexibility’ notion.

HRM 109 INDUSTRIAL RELATIONS

This module is intended to enable students to; Understand and appreciate the employment relationship; understand and appreciate the origins of industrial relations and the `worker problem’; understand the theoretical issues underpinning the collective bargaining role of trade unions.

PSY 102 INTRODUCTION TO PSYCHOLOGY

Refer to the Department of Psychology.

HRM 112 ORGANISATIONAL COMMUNICATION

This module is intended to enable students to; understand the meaning and role of communication in an organization with specific reference to the management of the human resource; understand the different strategies which managers can use to enhance the effectiveness of communication in an organization, understand the barriers to effective communication in an organization and how to overcome them.

HRM 113 PRINCIPLES OF TRAINING

The module is intended to enable the students to; understand and appreciate the training of employees, evaluation of training and understand and assess the skills required in the organizations.

HRM 115 PRINCIPLES OF SOCIOLOGY

This module is intended to enable students to; understand the human being as a social entity and understand the influence of formal and informal relationships on the human being. It explains how individual behaviour is shaped and constrained by culture.

HRM 117 PRINCIPLES OF HUMAN RESOURCE MANAGEMNT

The module is intended to enable students to understand and appreciate the origins and current role of human resource management and the academic debates around the future direction of the occupation. Students will appreciate the distinction between the Industrial Relations model and the HRM model with regard to the relationship between workers and their unions on one hand and the management and owner of businesses on the other hand. The module exposes students to some of the key theories and approaches to HRM. It also explores the philosophy of Human Resource Management vis-a-vis Traditional Personnel Management.

HRM 119 PRINCIPLES OF ACCOUNTING

This module is intended to enable students to; have an appreciation of basic accounting principles, understand how accounting statements are prepared and be able to interpret them for decision making in the management of the Human Resource.

GS 201 INTRODUCTION TO GENDER STUDIES

Refer to the Department of Gender Studies

HRM 202 ORGANISATIONAL BEHAVIOUR

This module is intended to enable students to; understand and appreciate the behavioural and management science revolution, appreciate the various systems in organizations, analyse individual behavior, motivation and leadership; understand the meaning of organizational culture and how it influences the way workers behave in the organization.

HRM 203 ELEMENTS OF LABOUR LAW

This module is intended to enable students to; highlight the basis and significance of the contract in the employment relationship. It enables students to analyse the contract of employment in terms of the legal regulations of economic activity within the labour market.

HRM 207 SOCIAL RESEARCH METHODS

This module is intended to enable students to; understand the techniques widely used in gathering, interpretation, analysis and presentation of data in social science research. It exposes students to both quantitative and qualitative techniques of research.

HRM 210 WORKPLACE INDUSTRIAL RELATIONS

This module is intended to enable students to; analyse real life workplace industrial relations problems and cases and come up with practical and workable solutions. Students gain a broader understanding of the situation they are going to encounter during their work related learning.

HRM 212 OCCUPATIONAL HEALTH AND SAFETY

This module is intended to enable students to; to appreciate the need for effective management of health and safety programmes in the workplace; conceptualize issues of environmental health and safety and occupational health; examine various theoretical strands to issues of environmental and occupational health; identify and discuss different forms of health and subsequent occupational intervention strategies; outline various organizational stressors among employees in Zimbabwe and strategies for managing such; familiarize with various statutory requirements governing occupational health and safety and identify causes of occupational hazards and accidents and methods of dealing or preventing such.

HRM 213 HUMAN RESOURCE POLICY AND PRACTICE

This module is intended to enable to understand the meaning and differences between human resource policies and procedures. Students will appreciate the nature and content of human resource strategies and how to develop them, e.g. employee resourcing, employee reward, etc. students will familiarize with key human resource policy areas and the respective procedures.

HRM 214 PRINCIPLES OF MARKETING

The module seeks to give students an appreciation of the marketing function and the day to day activities of the same. The rationale is that the Human Resource function should have an understanding of the marketing function as the interface with the organisations’ external stakeholders, to find ways to contribute to the bottom line.

HRM 215 BUSINESS LAW 1

The module gives an introduction to general principles of law and its interpretation. The module includes such laws as the law of contract and sales, agency, negotiable instruments, insurance, partnerships, law of delict, insolvency and consumer protection. It will enable human Resource practitioners to operate effectively in a highly litigious industrial relations environment.

HRM 218 BUSINESS LAW 2

The module gives a thorough understanding of Company Law and how companies should be run and directed. Human resource students will also be equipped with the skills necessary for good corporate governance practice. An understanding of case law and statute laws will also enable students in appreciating the use of judicial precedents in making correct judgements.

HRM 219 HIV/AIDS IN THE WORKPLACE

This module is intended to enable students to; understand the devastating effects of HIV/AIDS at the workplace and craft comprehensive HIV/AIDS policies and proffer workable strategies to help the infected and affected for the benefit of the organisation and society at large. Students will also appreciate the various statutory instruments or labour laws on HIV/AIDS to safeguard against possible litigation on discrimination in the recruitment and selection, promotion, termination of employment, etc. of people living with HIV/AIDS.

HRM 220 PUBLIC SECTOR HRM

The module explores HR practices in governmental and quasi-governmental organisations like local authorities and parastatals. The role of government policy influencing such practices is articulated since government provides the legal framework for such HR practices. The themes to be covered include the legal framework of HR practice in governmental and non-govermental organisations, recruitment and selection practices, staff retention practices, talent management practices, HRP, performance management, reward management, disciplinary procedure and organisational ethics.

HRM 401 COMPARATIVE INDUSTRIAL RELATIONS

This module is intended to enable students to; investigate the extent to which globalization has brought about similarities in industrial Relations systems between countries and in particular countries in the SADC and EU and examine the difficulties in framing, interpretation and enforcement of social legislation.

HRM 402 MANAGEMENT OF CHANGE

This module is intended to enable students to; understand what change is and why it is important to manage it; understand the various models and types of change; understand the significance of change and how they can facilitate change in organizations and understand resistance to change and how to overcome it.

HRM 403 STRATEGIC HUMAN RESOURCE MANAGEMENT

This module is intended to enable students to; understand what policies and strategies are how they usually develop, describe the basic types of strategies and policies, show how strategies may be implemented in practice and suggest guidelines to help make strategies and policies in practice.

HRM 409 LEADERSHIP AND ETHICS

The module exposes students to various theories and approaches to leadership. It also enables students to appreciate the various ethical dilemmas leaders face in the work situation.

HRM 410 HUMAN RESOURCE DEVELOPMENT

The module is intended to enable students to; know how managers can invest in the workforce to promote both individual and organisational effectiveness. The students will be exposed to such issues as career management, succession management, management development programmes, etc.

HRM 411 ENTREPRENEURSHIP

This module is intended to enable students to appreciate the significance of entrepreneurship in Zimbabwe; appreciate the entrepreneurial processes- from finding and evaluating good business opportunities to new venture start-up and growth issues. Students will also learn the importance of entrepreneurial behaviour as a critical success factor in new business creation.

HRM 412 GENDER AND THE WORLD OF WORK

This module enables students to appreciate the impact of gender on how employees relate at the work place. It analyses issues such as discrimination, equal opportunities, sexual harassment, workplace romance, workers with family responsibilities, work -life balance etc. It also gives students an appreciation of the international legal framework concerning gender issues in Zimbabwe and whole the world.

HRM 404 MANAGERIAL ECONOMICS

This module is intended to enable students to; understand and appreciate the importance of making decisions to create a product; decisions to create demand; decisions to create capacity. It is also intended to make students appreciate managerial economics at a deeper level.

HRM 407 MICRO-COMPUTERS IN HRM

The quality of decisions made about people and the quality of services provided by the HR department are largely dependent on the quality of information and records available. In this regard this module seeks to; expose students to the potential benefits of Information Technology (IT) as applied in a computerized human resource information system. The module will alert students to some of the problems affecting the use of IT in the management of the human resource.

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