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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.

About ResearchProspect Ltd

ResearchProspect is a  UK based academic writing service  that provides help with  Dissertation Proposal Writing ,  PhD. Proposal Writing ,  Dissertation Writing ,  Dissertation Editing, and Improvement .

Our team of writers  is highly qualified. They are experts in their respective fields. They have been working for us for a long time. Thus, they are well aware of the issues and the trends of the subject they specialize in.

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• Analyze employee well-being.
• Consider performance management.
• Select a topic aligning with your passion and career path.

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Ph.D. in Human Resource Management

Program information.

The doctoral program in human resource management (HRM) prepares students for success in research universities as faculty members specializing in human resources. Doctoral students work closely with faculty to gain research and teaching expertise in the various functions and activities carried out as part of HRM, including the relationship between these practices and organizational strategies, cultures, and performance.

Many HRM scholars specialize or focus on more micro-level work, such as researching the impact of specific HR practices (e.g., selection or training techniques) on individual-level measures of satisfaction or performance. Alternatively, macro-level HR (i.e., “strategic HRM”) scholars study the effects of systems of HR policies and practices on organizational-level outcomes. KU faculty have expertise at both levels, as evidenced by publications in prestigious outlets.

Application deadlines

Priority: December 15, 2023

Final: January 10, 2024

• Application requirements

Doctoral students work closely with faculty to gain research expertise in the various functions and activities carried out as part of HRM with a focus on the attraction, selection, retention, development, motivation, and utilization of individuals in organizations.

Part of our mission is to develop effective teachers. To that end, all doctoral students are required to teach at least two sections as independent instructors. The school and university prepare and reward doctoral students for excellence in teaching through various programs and awards.

Program details

Human resource managment core courses.

A graduate course in economics: BE 701: Business Economics OR BE 917: Advanced Managerial Economics OR ECON 700: Survey of Microeconomics

Note: BE 917: Business Economics, is preferred. Students coming into the program directly from an undergraduate degree may consider substituting BE 701: Business Economics, or ECON 700: Survey of Microeconomics. In the event a student has taken a graduate economics course prior to enrolling as a KU doctoral student, she/he may waive the requirement and substitute either an elective doctoral content course or a statistics/research methods course for this requirement.

MGMT 905:  Management Research Methods

MGMT 916: Major Management Theories

MGMT 950: Seminar in Human Resource Management I

MGMT 951: Seminar in Human Resource Management II

MGMT 953: Seminar in Organizational Behavior I OR         MGMT 954: Seminar in Organizational Behavior II

MGMT 956: Seminar in Strategic Management I OR      MGMT 957: Seminar in Strategic Management II

MGMT 998: Independent Study

MGMT 952: Special Topics in Human Resource Management (offered and required when there are 3 or more students in years 1 & 2 of the program)

Statistics/Research Methods Courses

At least four courses with advisor approval

At least two or more courses with advisor approval

For more information, view a detailed list of courses in the academic catalog.

• Comprehensive exams
• Dissertation proposal
• Dissertation defense

Some students can complete the program in four years.

Program faculty

• Howard Fitch/Fred Ball Professor
• Management and Entrepreneurship academic area

• Associate Professor

• Neeli Bendapudi Professor of Management

Human Resource Management doctoral students

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About the Program

The Wisconsin PhD in management and human resources develops scholars in the domain of management.

The program prepares individuals for careers in research and teaching at leading research universities. Our students achieve placements as assistant professors at top research universities.

Core Areas of Research

Student research is supported by faculty in five core areas:

Organizational behavior

Human resources

Organization theory

Students in our PhD program work closely with faculty members to contribute to significant advancements in the theory and practice of management, as evidenced by our recently published journal articles . Our faculty members are renowned scholars, leaders at the Academy of Management and the Strategic Management Society, and editors in top scholarly journals.

Academic Requirements

The admissions process is highly competitive. All students must meet the general PhD requirements of both the UW–Madison Graduate School and the Wisconsin School of Business.

Ideal candidates for our program possess a strong academic background at the undergraduate or graduate level and come from a variety of educational backgrounds. A degree in business is not a prerequisite for doctoral-level study, although such a background may be helpful.

Program Coursework

New students in our PhD program start by taking two years of coursework (a course is typically three credits, and a total of thirty-two credits is required). Courses are selected in consultation with the PhD coordinator and your advisor.

A substantial share of coursework may be undertaken outside of the business school. Students take a diverse array of seminars in the economics, sociology, psychology, statistics, and computer science departments, depending on their specific research interests. These may be theory or methods courses. Required coursework in research methods and statistics includes a minimum of 18 credits.

During the period of coursework, students will work closely with faculty on research projects. These interactions often lead to research collaborations in which the student becomes a co-author on published research.

The Management and Human Resources Department offers a slate of foundational PhD seminars across the group’s core areas of research: strategy, human resource management, organizational behavior, organization theory, and entrepreneurship. The department also offers two research methods seminars. These seminar offerings vary from year to year, although most are offered every second year.

Doctoral students are expected to take all PhD seminars offered by the department. From these courses you will declare primary and secondary concentrations (e.g., strategy is primary and human resources is secondary).

Preliminary exams

Preliminary exams are written at the end of the second year (usually in early summer). The exam takes place over two days and consists of four questions: two regarding your primary concentration, one on your secondary concentration, and one concerning research methods.

Upon passing the preliminary exam, students focus on their own research, developing and defending a dissertation. Throughout the PhD program, students participate as full and active members of our research community. The department runs vibrant internal and external speaker series, with both UW and visiting faculty presenting research. Our PhD students actively participate as speakers, presenting their ongoing research.

See Guide for all course requirements

Faculty Research Interests

Stav Atir Research interests: Knowledge Learning Confidence Judgment and decision making Gender bias View full profile Russell Coff Research interests: Competitive advantage Human capital Strategic management Innovation and creativity View full profile Jonathan Eckhardt Research interests: Student entrepreneurship and technology transfer Technology entrepreneurship Venture finance Entrepreneurship theory View full profile Martin Ganco Research interests: Entrepreneurship Employee mobility Innovation and technology Business strategy Complexity theory View full profile Barry Gerhart Research interests: Compensation Human resource management Incentives Staffing View full profile Florence Honoré Research interests: Entrepreneurship Human capital Employee mobility Strategic alliances Matching models View full profile Anyi Ma Research interests: Agency and community Gender and leadership Choice, control and freedom View full profile Jirs Meuris Research interests: Employee well-being and organizational performance Compensation and benefits Personal finances and financial decision-making Applications of behavioral science to public policy View full profile Alexander Stajkovic Research interests: Leadership and organizational behavior Reinforcement theory Social cognitive theory and self-efficacy Interaction between primed subconscious goals and conscious goals Core confidence View full profile Ann Terlaak Research interests: Business sustainability Corporate social responsibility Organizational learning Behavioral theory of the firm View full profile Charlie Trevor Research interests: Compensation Human resource management Consequences of employee turnover View full profile Chia-Jung Tsay Research interests: Decision-making Implicit biases Performance Expertise Policy View full profile Victoria Zhang Research interests: Social networks Norm-violations Behavioral change Computational social science View full profile Connect With Current Students

We encourage you to contact our doctoral students in management and human resources to hear their perspectives on the Wisconsin PhD Program.

View current student profiles

See Our Placement Results

Graduates of our PhD specialization in management and human resources have accepted tenure-track positions at top research universities.

View recent placements

Chia-Jung Tsay

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Department of Management and Human Resources PhD Specialization in Human Resources

The primary goal of the Management and Human Resources PhD program is to develop top-class researchers in the field of management, with specializations in the areas of entrepreneurship, human resource management, international business, organizational behavior and strategic management.

The specialization in Human Resources (HR) is dedicated to understanding how work organizations can perform more effectively by better management of their human resources. That is, we are interested in understanding, identifying, and improving the effectiveness of HR practices (whether in the U.S. or in other countries) in the various functions and activities carried out as part of HR, and determining the optimal fit between these practices and organizational strategies, cultures, and performance.

Important research areas include recruiting, employee selection, performance management, learning, training and development, total rewards (compensation and benefits), and strategic human resource management.

Our faculty studies HR from theoretical perspectives based in economics, psychology, sociology, and management using both quantitative and qualitative research methods. Typically, our faculty’s research investigates issues that contribute to the academic discipline as well as inform practice.The emphasis is on studies at the individual, team or group, organizational, and crosslevels of analysis. Our faculty also examines topics that can be considered to be in the realm of organizational behavior including work-family balance, job and work design, and teams. Also, our HR research is not limited to any one type of industry. We study practices within industries such as the middle markets, call centers, the military, restaurants, and hospitals as well as non-profits such as fire departments.

10 Reasons to Choose to Study at OSU

• High Productivity: Our program was ranked #4 in the 2021 TAMUGA management research productivity ranking ( http://www.tamugarankings.com/rankings/2021-2/ ).
• Strong Student-Faculty Ratio: Our PhD program, with 13 faculty members specializing in Organizational Behavior/Human Resources (OB/HR) and a selective cohort of 5-7 doctoral students, ensures personalized attention and mentorship. This structure offers students abundant opportunities to collaborate with a diverse faculty, each contributing unique expertise and skills.
• Benjamin Campbell, Associate Editor at Strategic Entrepreneurship Journal
• Tracy Dumas, Senior Editor at Organization Science
• Jia (Jasmine) Hu, Associate Editor at Journal of Applied Psychology
• Kaifeng Jiang, Associate Editor at Personnel Psychology
• Howard Klein, Editor-in-chief at Human Resource Management
• Tanya Menon, Associate Editor at Management Science
• Raymond Noe, Former Associate Editor at Journal of Organizational Behavior
• Bennett Tepper, Former Associate Editor at Academy of Management Journal
• Steffanie Wilk, Former Senior Editor at Organization Science
• Editorial Board Representation: Our OB/HR faculty members serve on the editorial boards of numerous top-tier outlets, including Academy of Management Journal (2 faculty), Journal of Applied Psychology (3 faculty), Organizational Behavior and Human Decision Processes (4 faculty), Personnel Psychology (2 faculty), and Journal of Management (4 faculty).
• Five of our esteemed faculty members - Jasmine Hu, Timothy Judge, Howard Klein, Raymond Noe, and Bennett Tepper - have been honored as Fellows of the Academy of Management and/or the Society for Industrial/Organizational Psychology. Each of these distinguished scholars has amassed nearly or over 10,000 citations on Google Scholar.
• Three of our faculty members - Timothy Judge, Howard Klein, and Raymond Noe - hold high rankings on the list of "Most-cited Authors in Popular Industrial-Organizational (I-O) Psychology Textbooks," as per the study by Aguinis et al., 2017.
• Jasmine Hu, Kaifeng Jiang, Timothy Judge, Raymond Noe, Bennet Tepper were recognized as “ World’s Top 2% of the most-cited scholars and scientists ” (2022) 
• Timothy Judge holds the distinction of being the most highly cited academic in the field of business and management among those whose first publication appeared between 1990 and 1999 according to a recent study by Dr. Harzing.
• Jasmine Hu, Timothy Judge, and Bennett Tepper have been recognized as among the most productive and most-cited leadership scholars, as noted in studies by Arici et al., 2021, and Zhao and Li, 2019.
• Our faculty have frequently earned prestigious recognitions such as the 'Best Paper' award (most recently won by Kathleen Keeler in Academy of Management Review in 2021), and the 'Best Reviewer' award (most recently bestowed upon Hun Lee in Journal of Applied Psychology in 2022).
• Our faculty have utilized their expertise to author textbooks in the OB/HR field (e.g., Timothy Judge and Raymond Noe).
• Two of our faculty members, Jasmine Hu and Robert Lount, have been recognized as "Best 40 Under 40 Business School Professors" by Poets and Quants.
• Successful Alumni: Our recent OB/HR alumni hold tenure-track positions at research-intensive institutions, including Sarah Doyle (University of Arizona), Hee Man Park (Penn State University), Seunghoo Chung (Hong Kong Polytechnic University), Carrie Zhang (Wayne State University), and Yuhan Zhan (Florida International University).
• The Fisher Leadership Initiative ( FLI ): With Tim Judge as the executive director, FLI provides additional resources and opportunities for conducting research.
• Networking Opportunities: Our faculty, highly esteemed and well-connected within the field, can assist students in expanding their professional networks. We organize social and professional gatherings on a regular basis.
• Vibrant Location: Columbus is frequently acclaimed as one of the most livable cities in the United States, particularly favored by Millennials and Young Professionals. It is celebrated for its diverse business landscape, dynamic neighborhoods, and an exciting fusion of arts, culture, and culinary delights  (Sources:  Far & Wide , Forbes , NYTimes ,  CommercialCafe ,  ExperienceColumbus ).
• Affordable Living and Strong Financial Support: Residing in Columbus is relatively cost-effective, with the cost of living being lower than the national average. OSU offers a competitive financial support package for PhD students. Furthermore, we have increased the PhD student stipend in 2023, further enhancing the financial benefits of our program.

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Ph.D. Program in Human Resources

Cornell university’s ilr school: a world leader in human resource management.

Cornell University is among the world’s most prestigious research universities — and its ILR School is the HR Studies leader. Cornell ILR focuses on the world of work with doctoral programs not only in HR, but also related fields such as organizational behavior, dispute resolution, labor relations, public policy and social statistics.

In a 2009 poll posted on the Academy of Management's HR Division listserv, members were asked, “If you were advising a top-notch student interested in pursuing a graduate degree in HR, what three schools would you recommend?” Scholars ranked ILR’s HR program as their top pick , citing Cornell’s program more frequently than any other.

Why Cornell’s Human Resources Ph.D. Program?

• Unmatched program breadth and depth
• Access to top scholars
• Guaranteed full funding
• Academic careers at top-notch universities

An Alumnus Perspective

“I had an awesome experience at Cornell. The professors were terrific, as were my fellow Ph.D. students. I could not have been better prepared to launch my career in teaching and research in human resource management.”

— Jeff Ericksen, Assistant Professor, School of Labor and Industrial Relations, Michigan State University (HR Ph.D. graduate)

Application Deadline: December 15th 

Contact information.

For more information on Cornell's Ph.D. in Human Resources program, please contact:

ILR Graduate Programs Office Cornell University 218 Ives Hall Ithaca, NY 14853

ph: (607) 255-1522 fax: (607) 254-5225 email: [email protected]

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PhD Program

Wharton’s PhD program in Management is flexible and interdisciplinary, applying social science disciplines and research methods to management problems. It offers specializations in strategy, international business, organizational behavior and theory, and human resource management.

The faculty has a broad range of interests ranging from the behavior of individuals and groups to organizational strategy. Major areas of faculty research currently include: human resources and competitiveness; foreign strategic investments and international cooperative relationships; organizational learning and adaptation; technology adoption, diffusion, and transfer within and across organizations; and new venture formation, growth, and corporate entrepreneurship.

Each student draws on the faculty’s diverse expertise and varied interests to develop a program uniquely suited to his or her interests. The program encourages students to gain research experience by working closely with faculty on a variety of projects. Recent placements include the Harvard Business School, INSEAD, New York University, University of Illinois, University of Maryland, University of Michigan and the University of Texas.

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Organizational Behavior & HR Management

The Mitchell E. Daniels, Jr. School of Business PhD program in Organizational Behavior and Human Resource Management (OBHR) will provide you the personalized mentorship and rigorous educational platform from which to launch a successful academic career at a research-oriented university. 

By exposing you to classic and cutting-edge theories , literature streams, research methods, and analytical techniques, we will enable you to conduct exciting and impactful research and to effectively share discovered knowledge with fellow scholars, managers, and students in the U.S. and abroad.  We believe it critical to build your research skills from the outset of your time in our program such that your research record stands out in a highly competitive academic job market.

To that end, we will work one-on-one with you on research projects related to topics such as leadership and teams; work, family, diversity, and personal life; workplace fairness and justice; employee selection; international human resources; stress and burnout; employer branding and recruitment; counterproductive work behaviors; and workplace interventions, training, and employee engagement.

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Most Trusted #4

Morning Consult, 2022

Best Value School #7

The Wall Street Journal / Times Higher Education, 2022

Most Innovative School in the U.S. Top 10

US News and World Report, 2023

Want to Learn More? 

If you would like to receive more information about doctoral study in OBHR, please fill out the form and an Admissions Specialist will be in touch to connect you with a department representative!

Contact us for more information. [email protected]

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• Human Resource Management

Human Resource Management Doctor of Philosophy in Business Management

Capella’s online PhD in Business Management, Human Resource Management equips you with skills to develop winning teams and empower people to do their best work. This program builds on a curriculum of ethics, research, and practice in the human resource field – including a focus on diverse perspectives, new technologies, and emerging trends in the workplace. Our rigorous coursework will help you fuse theory and practice to form a basis for your own research and become an expert in global workforce issues.

Virtual Residencies

Network with faculty and peers, and gain access to valuable resources to use during your program and beyond, through three doctoral virtual residencies.

Research mentor

Maintain progress through your dissertation; we’ll pair you with an academic mentor who can help you keep your momentum.

Stay on track with your academic goals and dissertation; we’ll help you organize your work into manageable segments.

Apply today with no application fee.

At a glance

• 11 Core courses
• 12 max transfer credits
• 4 Specialization courses
• 1 Elective course
• 3 Virtual Residencies

Comprehensive exam

Dissertation

• ACBSP-accredited

Reduce your tuition by $20,000

Enroll in a qualified program and apply for a $20K Capella Progress Reward, a scholarship to help fund your doctoral degree. Eligibility rules and exclusions apply. Connect with us for details.

Courses and skills

Explore human resource management courses.

• This program requires a total of 90 quarter credits
• You’ll need to complete 11 core courses, four specialization courses, one elective course, three virtual residencies, one comprehensive exam and one dissertation

View all courses

What you'll learn

This specialization prepares you to lead high-performance teams in diverse business settings. You’ll learn practical solutions to workplace challenges, evaluate new technology trends, and develop a systematic approach to problem-solving in the field.

On successful completion of this program, you should be able to:

• Synthesize multidisciplinary theories that inform and shape theory and practice to attract, develop, and retain a global work force
• Synthesize emerging trends and technological influences to advance the theory and practice of global Human Resource Management
• Evaluate diverse demographic and cultural perspectives to advance the body of knowledge and practice in global human resource management
• Exhibit proficiency in academic research, writing, and critical thinking skills
• Evaluate ethical theories and frameworks that guide human resources practices in the 21st century
• Integrate research and practices into the development of adaptive and innovative global workplace environments

Review the Capella career exploration guide  to learn more about this program and professional paths to explore.

Tuition and learning format

How much does the phd in business management cost.

The total cost of your degree will depend on academic performance, transfer credits, scholarships and other factors. See GuidedPath cost information below.

A structured learning format with an active peer community and faculty guidance. We’ll set the schedule, you meet the deadlines.

• Based on the quarter system; 1-2 courses per 10-week quarter
• 1 semester credit = 1.5 quarter credits
• Weekly assignments and courseroom discussions
• Pay for what you take, price varies by courseload or term

$985 per credit,  $5,000  quarterly tuition max, 75 coursework credits, 12 max transfer credits

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Tuition breakdown

Program phases.

$985 Per quarter credit

75 coursework credits

Per quarter credit

$2955 Per quarter

Per quarter

Resource kit fee

$175 Per quarter

Coursework phase only; includes eBooks, textbooks, interactive media, software, course packs, articles, test kits, and other instructional materials

Application fee

$0 no application fee

no application fee

Tuition and program length are unique to you

Your total tuition and program length depend on a variety of factors:

• The program specialization you choose
• Scholarships and finances
• Prior coursework
• Transfer credits
• Employer and/or military benefits
• Number of quarters spent working on dissertation
• Complexity of your dissertation
• Academic performance
• School/work/life balance
• Unexpected life events

About cost scenarios

The cost scenarios below are examples based on general program pricing and 2024–25 Capella tuition rates and assume the average number of transfer credits a student brings into the program. Pacing and pricing information is current as of Jan. 1, 2024. These rates are the same nationwide and may change depending on factors affecting program length and price. You are responsible for paying your own travel costs related to residencies, including plane, hotel, and food expenses.

To discuss whether the specialization you’re interested in has additional factors that may affect program cost and length, contact a Capella enrollment counselor.

Cost scenarios

*Eligibility rules apply. Connect with us for details.

Get the details

Connect with an enrollment counselor to further discuss the cost of the program and explore your eligibility for scholarships and discounts.

Scholarships and savings

Are there scholarships available for doctoral degrees.

Your education is an investment in your future that's within reach. There are  more ways to save  than you might think.

$5,000 quarterly tuition maximum

Maximize your courseload – take 6 or more credits per quarter and pay just $5,000.*

$20K toward your doctorate

Apply for a $20K Capella Progress Reward , a scholarship to help fund your doctoral degree. Eligibility rules and exclusions apply. Connect with us for details.

10% Military discount Capella offers a  tuition discount  to active-duty service members and their spouses, Guard and Reserve members, and veterans.

*Cost of each residency is included in the $5,000 quarterly tuition maximum; books, resource kit, travel, lodging, meals, and other expenses are not included.

Accredited and recognized

Capella is accredited by the higher learning commission..

Accreditation and recognitions provide assurance that we meet standards for quality of faculty, curriculum, learner services, and fiscal stability. See all our  accreditations  and  recognitions .

How to apply

Phd in business management admission requirements.

Applicants must provide the following information for  admission  to Capella programs and specializations:

• A master’s degree from an institution accredited by an agency recognized by the U.S. Department of Education, or from an internationally recognized institution
•  Your official master’s transcripts, with a minimum grade point average of 3.0 or higher on a 4.0 scale
• A valid, government-issued form of photo identification

GRE and GMAT are not required for admission.

International Student Requirements

If you completed your most recent academic coursework, degree, or credential at an institution outside the United States, regardless of your citizenship or where you currently live, you are considered an international applicant.

In addition to the above admission requirements, you will need to submit these materials:

• Minimum score on acceptable test for proof of English proficiency
• Transcript evaluation

Learn more about  international student admissions .

Faculty and support

What support does capella offer online students.

Our programs are designed to meet the unique needs of doctoral students. We’ve structured the experience in manageable pieces that build on one another to help you earn your doctorate. You’ll have support from faculty, staff, and online resources along the way.

Doctoral faculty

Work with faculty members who have years of experience and specialize in their areas of expertise throughout each phase of your program, including literature review and implementation planning.

Enrollment counselors

These experts will set you up for success. They’ll help you find the right degree program and answer all your questions about Capella.

Academic coaches

Through quarterly appointments and as-needed counseling sessions, these specialists introduce you to Capella and help you tailor your program to your personal goals and experiences.

Articles and resources

Expand your perspective on academic and career topics with articles and resources from Capella University.

10 qualities to look for in a career mentor

Finding a career mentor can really help as you develop your professional skills and move up the ladder.

What’s the ROI for a PhD?

Is a PhD worth the investment of time, money, and energy?

What’s it like to be a doctoral student?

What does it take to earn a doctoral degree? Learn more about the experience and explore each step of the journey.

Career exploration

What can you do with a phd in human resource management degree.

Your education can help you reach your goals, professionally and personally. Here are some of the jobs and employment settings to consider with a PhD in Business Management, Human Resource Management.

Related job titles to explore*

• Adjunct or part-time human resource management faculty
• Full-time human resource management faculty
• Dean or associate dean of business program
• Human resource director
• Director/vice president, human resources
• Director/vice president talent acquisition
• Director/vice president labor relations
• Director/vice president EEO and/or diversity
• Director/vice president compensation and benefits
• Director/vice president human resource development
• Chief human resource officer (CHRO)
• Senior human resource manager

Employment settings to explore

• Land-based or online college or university
• Community college
• Consulting firm
• Corporation
• Nonprofit organization
• Manufacturing
• Health care organization
• Insurance firm
• Small business
• Government—local, state, federal

*These are examples intended to serve as a general guide. Some positions may prefer or even require previous experience, licensure, certifications, and/or other designations along with a degree. Because many factors determine what position an individual may attain, Capella cannot guarantee that a graduate will secure any specific job title, a promotion, salary increase, or other career outcome. We encourage you to research requirements for your job target and career goals.

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TOP 20 PHD IN HUMAN RESOURCES PROGRAMS

• Published October 6, 2018
• Last Updated January 22, 2023

Find Your Degree!

This article features the top 20 Ph.D. Programs in Human Resources.

Human resources is a flexible and lucrative career choice. In this field, graduates can land a position at any degree level. And many jobs in human resources only require a bachelor’s or master’s degree. However, a doctorate in human resources is needed for high-level leadership roles in the field. 

A Ph.D. in human resources typically takes three to five years to complete. And these doctoral programs are often rigorous and competitive. At many colleges, only a handful of applicants are accepted into the Ph.D human resources programs. However, those that do often enjoy full tuition, stipends, and other financial assistance. 

In this post, we’ve listed some of the best doctoral programs for human resources in the nation. Some are highly competitive on-campus doctoral degree programs only available to full-time students. Others offer more flexible human resources online options. If you’re considering pursuing a Ph.D. program in human resources, this list of the best doctoral programs has you covered. 

Ph.D. Human Resources Methodology

To identify the top 20 Ph.D. human resources programs, we started with a search on NCES College Navigator. From there, we created a list of colleges offering doctoral programs in human resources.

From our list, we created a rating system (seen below) to select our top 20 Ph.D. in human resources programs. Where there were ties, we favored the doctoral programs with the lower graduate tuition rate. Please note that the tuition rates listed are based on in-state costs per academic year. The costs for non-residents or for online doctorate degree students may differ.

Student-to-Faculty Ratio

• 15:1 or less= 3 Points
• Greater than 15:1= 1 Point

Average Graduate Tuition Rate

• Less than $15,000 per year= 5 Points
• Between $15,000 and $20,000 per year= 3 Point
• More than $20,000 per year= 1 Point

Overall Graduation Rate

• Greater than 80%= 3 Point
• 80% or Less= 1 Point

Below are 20 schools that offer the best human resources doctoral programs:

Summary of Top 10 Ph.D. Human Resource Programs:

Ranking the top 20 phd programs in human resources, #20 – regent u n iversity – virginia beach, virginia.

Ph.D. in Organizational Leadership

Average Graduate Tuition Rate: $15,590

Accreditation: Southern Association of Colleges and Schools Commission on Colleges

Doctorate in Human Resources Score: 5

Regent University offers a Human Resources online online doctorate degree. Students in this doctoral degree program will earn a Ph.D. in Organizational Leadership. This human resources program requires a total of 60 credit hours. There are five concentrations to allow students to customize the program to align with their academic goals. They include:

• Ecclesial Leadership
• Entrepreneurial Leadership
• Human Resource Development
• Individualized Studies
• Organizational Leadership

The online doctorate degree program prepares students to influence organizations as leaders, scholars, and teachers. And they will focus on both leadership theory and practices. This research-based degree is taught from a Christian worldview. Some of the core courses include:

• Quantitative Research Methods
• Qualitative Research Methods
• Contemporary Perspectives in Organizational Leadership Theory
• Organizational Theory & Design
• Group Behavior

To be considered for the doctoral degree, candidates must have a master’s degree in HR or a related field. 

Related: Online Master’s in Human Resources in Virginia

#19 – Cornell University – Ithaca, New York

MS/Ph.D. in Human Resources 

Average Graduate Tuition Rate: $29,500

Accreditation: Middle States Commission on Higher Education

Doctorate in Human Resources Score: 7

The next doctoral degree program is through Cornell University’s School of Industrial and Labor Relations. This Master’s Degree to Ph.D. in Human Resources focuses not only on HR but on several related fields. Students in the program will earn both a master’s degree and a doctoral degree in human resources.

The program is designed for close collaboration among faculty and students. Only about 25 students are part of each year’s cohort. And this allows candidates to work on joining publications and advanced research projects. An impressive student to faculty ratio of 9:1 ensures you will get the personalized attention you need. Some of the PhD human resources courses may include:

• Strategic Human Resource Management
• Labor Relations Strategy 
• Navigating Power Relationships
• Diversity and Cross-Cultural Teams
• Coaching Skills for Leaders
• Organizational Behavior: Managing Change
• Negotiation Skills
• Agile Project Management Approaches

Candidates admitted to Cornell’s Human Resources Master’s Degree and Ph.D. program can expect full funding and placement support.

#18 – University of Pittsburgh – Pittsburgh, Pennsylvania

Ph.D. in Organizational Behavior & Human Resource Management

For more information: University of Pittsburgh

Average Graduate Tuition Rate: $24,118

The University of Pittsburgh has one of the nation’s best Ph.D. in human resources programs. This OBHR program focuses on contemporary topics in human resource management. And students develop a multidisciplinary understanding of core foundations in the field. Students in this doctoral degree program learn to be effective and foreward-thinking human resources managers.

The program is offered through the Katz Graduate School of Business. And it follows a unique mentorship model. Doctoral students work with faculty to co-author research articles and complete projects. Generally, only two new candidates are accepted each year. This allows doctoral students to receive one-on-one faculty attention. Some of the courses in this human resources management Ph.D. include:

• Foundations of Organizational Behavior
• Psychology of Small Groups
• Analysis of Variance
• Applied Regression Analysis
• Work and Organizations
• Structural Equation Modeling

Most students can complete the doctoral degree program in five years. This includes two years of coursework and comprehensive exams. The final three years involve dissertation research, overview, and defense.

The HR Doctoral Program provides a generous financial aid package. Admitted human resource PhD students receive $27,000 per academic year plus an annual fellowship of $10,000.

Related: Online Master’s in Human Resources in Pennsylvania

#17 – Michigan State University – East Lansing, Michigan

Ph.D. in Human Resources and Labor Relations

For more information: Michigan State University

Average Graduation Tuition Rate: $19,714

Accreditation: Higher Learning Commission

Michigan State University features a Ph.D. in human resource management. This rigorous program develops professional HR and labor relation scholars. And candidates learn the skills needed to become high-level human resources managers. Students will be part of a vibrant culture of faculty and peers. And together, they will work to conduct meaningful research. There are four major components of the curriculum. They include:

• Required plus elective coursework
• An independent research paper
• A comprehensive exam
• A dissertation

Doctoral students will need a minimum of 60-semester credits to graduate. However, some transfer credits may be approved on a case-by-case basis. Admission is competitive, with a limited number of prospective students admitted each year. However, those that are accepted receive full funding. This includes tuition, health insurance, and research support. The program is strictly full-time, so it represents a significant commitment.

#16 – University of Minnesota – Minneapolis, Minnesota

Ph.D. in OLPD Human Resource Development

For more information: University of Minnesota

Average Graduate Tuition Rate: $17,844

U of M offers a Ph.D. in Organizational Leadership, Policy, and Development. This human development track prepares students for a wide range of career opportunities. Possible future roles include:

• Faculty at a university or college
• Executive consultant or coach
• Director of organization development and learning
• Director of organizational effectiveness

This 72-credit doctoral degree program can be completed in three to five years of full-time study. New students are admitted in the fall semester. Forty-eight hours of HRD coursework plus 24 thesis credits are required. The work includes the following:

• Departmental core courses
• Professional socialization seminar
• Doctoral research seminar
• Research courses (including qualitative and quantitative courses)
• Specialization courses

To apply, students must have a master’s degree in HR or a related field. Financial assistance options are available for Ph.D. students. They include federal financial aid, loans, grants, fellowships, and assistantships. 

#15 – Sullivan University – Louisville, Kentucky

Ph.D. in Management – Human Resource Leadership

Average Graduate Tuition Rate: $15,840

Sullivan University offers a Human Resources Online PhD. in Management. This doctoral degree is designed to prepare candidates for leadership roles in their organizations. Students will focus on both research and practical skills. And they can customize the online doctorate degree with one of four concentrations:

• Strategic Management
• Conflict Management
• Human Resource Leadership
• Information Technology Management

For the Human Resource Leadership concentration, students will take core management courses. Plus, they will take classes related to concentration. Some courses for this human resources online degree include:

• Organizations and External Environments 
• Human Capital Management 
• Managing Innovation and Change in Organizations
• Workforce Analytics and Technology 

The impressive student to faculty ratio of 9:1 ensures all candidates receive personalized instruction. In addition, many students partner with faculty on research, writing, and presentation projects. Sullivan also encourages a cohort model for this online doctorate degree. This allows candidates to develop connections among fellow students, instructors, and other HR professionals.

This online human resources doctorate program is highly flexible. No on-campus residencies are required. And students can complete the program full or part-time.

#14 – University of Illinois at Chicago – Chicago, Illinois

Ph.D. in Business Administration: Human Resource Management

For more information: University of Illinois at Chicago

Average Graduate Tuition Rate: $13,927

UIC offers a Ph.D. in Business Administration with an HRM Emphasis. Students in the program will explore a variety of topics related to HR. They will also gain professional research skills. The doctorate in human resources program is offered to full-time students only. And it requires a four to five-year commitment. Human resources students are required to take seminars in:

• Human Resources
• Organizational Development
• Research Methods
• Education Psychology
• Electives 

Admission to the HR business administration program is highly competitive. As a result, only a few new students are admitted each year. This maintains high student-faculty interaction. Students work with peers and faculty on several research projects throughout the program. And almost all students graduate having their research work published in peer-reviewed journals.

#13 – Bellevue University – Bellevue, Nebraska

Ph.D. in Human Capital Management

For more information: Bellevue University

Average Graduation Tuition Rate: $10,980

Bellevue University offers an executive-level Ph.D. in Human Capital Management. This doctoral program approaches HR from a unique angle. Students are taught to treat employees as valuable assets. And they learn how to invest in and serve the workforce to align with business goals. They also gain a psychological understanding of organizational dynamics and leadership. 

A total of 51 credit hours are needed to meet the requirements for this doctoral degree. Students work through the program by completing four learning modules and a dissertation. They will collaborate with expert faculty and peers from all over the country. Some of the courses in this Ph.D. program include:

• Human Capital Development and Productivity
• Economics of Human Capital Valuation Issues
• Human Learning and Decision Making
• Research in Organizations
• Introduction to Human Capital Modeling and Research

The dissertation involves an applied research project. And students will use this project to address a real-world problem in an organization. The dissertation Chair must approve the topic and research plan. However, it is generally conducted in an organization to which the student has access. 

Students can complete the doctoral degree program entirely online. Candidates must have at least five years of professional experience. And they will also need to have a master’s degree in HR or a related field. 

#12 – Colorado State University – Denver, Colorado

Ph.D. in Education and Human Resource Studies

For more information: Colorado State University

Average Graduate Tuition Rate: $10,834

Colorado State University offers a hybrid Ph.D. in Education and HR Studies. Students in this program will complete some classes online. However, they will also need to meet bi-weekly on Saturday mornings. These classes take place at the CSU extended campus in Denver. The program focuses on organizational learning, performance, and change. Candidates will develop skills in research, analysis, decision-making, and more. A few of the courses include:

• Organizational Learning, Performance, Change
• Workforce Development
• Theory and Practice of Change 
• Scenario Planning in Organizations
• Social, Cultural, and Political Foundations of the Workplace 

Students work closely with faculty mentors on their coursework. And they will also collaborate with mentors to develop and complete their dissertation research. While some classes are in person, the online portion also facilitates collaboration. Students follow a cohort of about 20 students. And they complete small group activities that are an integral part of the program.

The program is selective, and the school chooses a diverse group of candidates each year. Applicants should have significant work experience in the field. Throughout the program, they will be challenged to present their research at conferences. And they will also be publishing their research in relevant publications. The entire program can be completed in four years or less. 

#11 – Old Dominion University – Norfolk, Virginia

Ph.D. Occupational and Technical Studies concentration, Human Resources – Training emphasis

Average Graduate Tuition Rate: $10,207

Old Dominion University offers a unique online Ph.D. in Human Resources. It’s an occupation and technical studies concentration. However, there is a human resources training emphasis. This program prepares students to work as training and development specialists in a number of industries. Several publications have ranked it as one of the Best Online Human Resources doctorate programs. 

The program requires a minimum of 60 credit hours. And there are two summer residencies required. These are each two weeks long and take place on the Norfolk campus. However, other than the residencies, no other campus visits are required. Online students will complete core courses, electives, and a dissertation. Some of the courses for this human resources online program include:

• Trends and Issues of Economic and Workforce Development
• Principles and Practices of Human Performance Technology
• Research Design and Analysis
• Human Performance Assessment
• Instructional Systems Design

Courses are organized into online learning modules. Each has a defined learning objective and must be completed on time. However, there is still a lot of flexibility with this online human resources program. Candidates can complete some classes on their own time. And other classes will meet at specified times online. You can log in from anywhere with a high-speed internet connection. 

See Also: 5 Careers for a Human Resources PhD Graduate

#10 – University of Southern Mississippi – Hattiesburg, Mississippi

Doctor of Philosophy in Human Capital Development

Average Graduate Tuition Rate: $9,094

The University of Southern Mississippi offers a Ph.D. in Human Capital Development. This internationally-recognized program provides a think-tank environment. And it prepares candidates to work across a range of industries. This is one of the most affordable PhD programs on our list.

Students interact with faculty who bring real-world instruction into the classroom. Plus, all candidates gain a thorough understanding of topics such as:

• Organizational Culture
• Performance Improvement
• Change Leadership
• Human Capital Analytics
• Strategic Planning

The program is not a fully online human resources degree. Instead, it is offered in a hybrid format. It combines on-campus learning with online instruction. A minimum of 54 graduate hours are required to complete the program. Some of the courses include:

• Workforce Development Models 
• Change Leadership in Human Capital Development 
• Advanced Workforce Analysis 
• Design & Development for Performance Improvement
• Research in Human Capital Development 
• Emerging Technologies for Human Capital Development 

The program is offered through the School of Leadership. Federal financial aid is available. However, students should also consider research or teaching assistantships. The university has 900 assistantships available in all areas. Assistants receive tuition waivers and stipends to help cover the costs of their education and research. 

Related: Online Master’s in Human Resources in Mississippi

#9 – University of Texas at Tyler – Tyler, Texas

Ph.D. in Human Resource Development

Average Graduate Tuition Rate: $6,264

The University of Texas at Tyler offers a Ph.D. in HR Development. This 60-credit-hour program is designed to help candidates advance the HR profession. And it teaches strong leadership skills for those pursuing government, industry, and education roles. This is a partially online human resources program that requires only five campus visits per semester. The rest of the program can be completed online. Students will conduct research in HR practice and theory. And they will work with faculty and cohorts on various projects. 

The program is offered through the Soules College of Business. To be considered, students must have a master’s in HR or a related field. They must also have a 3.0 GPA (on a 4.0 scale) on their previous coursework. Admission takes place in the fall of each year. Some of the courses in the online human resources program include:

• Leadership Theory and Practice
• Talent Management and Development
• Foundations of Qualitative Research
• Proposal Development
• Organizational Consulting
• Organizational Intervention Approaches

Candidates will take a Proficiency Examination after completing all coursework. They will then complete a dissertation of original research. This requires a minimum of 12 credits. Students have five years to complete the program after being admitted as candidates. Federal Financial aid and other financial support is available for this PhD program. However, at under $6,300 per academic year, it is one of the most affordable PhD programs on our list.

#8 – Rutgers University – New Brunswick, New Jersey

Ph.D. in Industrial Relations & Human Resources

For more information: Rutgers University

Average Graduation Tuition Rate: $18,180

Doctorate in Human Resources Score: 9

Rutgers University has an excellent HR doctorate program. It is offered through the School of Management and Labor Relations. Students in the program graduate with a Ph.D. in Industrial Relations and Human Resources (IRHR). And this program qualifies graduates for roles in research or academia. Students will work closely with leading scholars to develop their skills. There are two primary areas of focus:

• Human Resource Management
• Labor, Work, and Society

Students may also pursue an optional sociology concentration. 

This is a full-time on-campus program. And it includes coursework and an apprenticeship component. Students will conduct research side by side with peers and faculty. And this requires a significant time commitment. However, most students can complete the degree in about five years. Some of the courses include:

• Human Resources: Micro Foundations
• Organization Theory
• Multilevel Theory and Research 
• Global Human Resource Management
• Knowledge Management
• Corporate Governance

Candidates are expected to be involved in research throughout the program. Each student is assigned a research advisor who will provide annual assessments. 

#7 – Johnson & Wales University – Providence, Rhode Island

Doctor of Business Administration – Organization Development

Average Graduate Tuition Rate: $14,706

Accreditation: New England Commission of Higher Education

Johnson & Wales University offers a DBA with a concentration in Organization Development. This program is ideal for those seeking a Ph.D. in human resources online. The degree teaches the research and practical skills needed for high-level leadership roles. Students learn to address complex business challenges and become innovators in their organizations. 

This human resources online program requires no campus visits. Students work with a group of cohorts from different industries. And they will have the opportunity to collaborate on a variety of projects. Cohorts generally include 12 to 18 students. This way, candidates are ensured personalized attention from faculty members. Some of the courses include:

• Organizational Strategy and Design
• Innovation and Change
• Contemporary Leadership Issues
• Executive Decision-Making
• Research Design

Online students can complete the degree in three years by following the prescribed sequence. The program culminates in a written dissertation and oral defense. However, the university has a unique lock-step dissertation model. This model is designed to guide students smoothly through the dissertation process. 

All faculty members hold terminal degrees and are human resource professionals in their fields. Candidates will receive ongoing career development assistance from their faculty mentors. And they will establish a network of support that will assist them long after graduation. 

See Also: The Top 10 Best HR MBA Programs

#6 – University of Illinois at Urbana-Champaign – Champaign, Illinois

Human Resources Ph.D.

Average Graduation Tuition Rate: $14,635

The University of Illinois at Urbana-Champaign offers a Ph.D. in human resources. And it is considered one of the top phd programs for HR in the country. This program is excellent for students who want to pursue an academic career in employee relations. New students are accepted into the program each fall. Some of the courses include:

• Employment Relations Systems
• Workplace Dispute Resolution
• Negotiation in Human Resource Decisions
• Organization Fundamentals for HR
• Successful Change Management
• HR Planning and Staffing
• Diversity Issues in Recruiting and Staffing

This program encompasses the interests and backgrounds of a wide range of individuals. And students will develop collaborative relationships with many of these individuals. These HR professionals include those in industrial relations, human resources, economics, education, and more. 

All doctorate in human resources students are awarded a substantial financial aid package. It includes a tuition waiver, stipend, and research support. Doctoral students may also receive financial support for travel to conferences.

#5 – Ohio State University – Columbus, Ohio

Ph.D. in Management and Human Resources

For more information: The Ohio State University

Average Graduate Tuition Rate: $11,560

OSU features Management and Human Resources Ph.D. program. It is designed to train students to become top-class researchers in management. In addition, the program offers specializations in the following:

• Entrepreneurship
• International Business

Students can expect to study HR from theoretical perspectives. These are rooted in psychology, sociology, and management. The human resources program is designed as a full-time program due to its academic rigor. However, students can complete their degrees in four years. 

The Ph.D. program at OSU has a unique structure. Students will need to complete 80 credit hours, including:

• 21 required seminars within the department
• 12 required statistics courses
• 12 “breadth” courses outside of the department
• 20 other elective courses
• 15 dissertation credits

Students will also complete a year-long assistantship and exams in years one and two. In addition, they will complete their dissertations in years three and four, including an oral defense. And candidates will teach one course independently each of those years. 

OSU strives to offer its doctorate in human resource students full tuition support. In addition, most doctoral students can receive a Graduate Assistant (GA) Fellowship. The fellowship covers insurance, tuition, and a monthly stipend. Generally, students with acceptable academic performance can continue receiving support each year. The amount of funding is determined each year by the Department Chair. 

#4 – University of Wisconsin – Madison, Wisconsin

For more information: University of Wisconsin

Average Graduate Tuition Rate: $10,728

The University of Wisconsin-Madison offers a Ph.D. in human resources. It is one of the most affordable PhD programs on our list. This program is ideal for students seeking a career in research and teaching. And students typically achieve placements as assistant professors at leading research universities. Candidates can choose from five key research areas, including:

• Organizational Development/Behavior
• Organizational Theory

Candidates need a total of 32 credits to complete the program. And new students begin by taking two years of coursework. The courses are selected with the help of an advisor and Ph.D. coordinator. At the end of the second year, students will take preliminary exams. Following this, they will begin working on their dissertations. 

Some of the coursework may be taken outside of the business school. The courses will depend on the student’s specific research interests. However, they may include coursework in statistics, sociology, psychology, economics, and other areas.

All HR Ph.D. students receive a generous funding package. In addition, top-performing candidates may be considered for additional scholarships and fellowships. In general, most candidates are eligible to receive the funding for five years. 

#3 – Northcentral University – Minneapolis, Minnesota

Doctor of Philosophy in Human Resource Management

Average Graduation Tuition Rate: $10,260

Northcentral University offers another one of the best HR phd programs in the nation. Human Resources Management Doctorate. This is a research-based degree program. And it is designed for students who want to pursue leadership roles in the public or private sectors. Candidates will develop valuable critical thinking and research skills. And they will be ready to contribute to the body of knowledge in the HR field. 

This human resources management online program is highly flexible. So it is ideal for students who can’t commit to earning their Ph.D. on campus. There are no residencies or campus visits required. There are also no GRE/GMAT requirements. Courses are taught by a 100 percent doctoral faculty. Some of the courses in this 60-hour online human resources program include:

• Human Resources Management in the 21st Century
• Compensation and Benefits
• Labor Relations in Human Resources Management
• Legal Issues in Human Resources Management
• Organizational Development in Human Resource Management

Students can complete this online learning program in as little as 38 months. However, Northcentral gives students up to seven years to earn the degree. Northcentral offers six full-tuition scholarships to incoming graduate students. Federal financial aid, grants, and student loans are also available. 

The school offers a unique one-on-one learning model. This ensures that candidates get all the personal support and guidance they need to succeed. Online students have access to excellent resources as well. Some of these include:

• Virtual Education Support Center
• Virtual Center for Health and Wellness
• NCU Online Library 
• Academic Success Center
• Dissertation Center
• Tech Support

#2 – Indiana University – Bloomington, Indiana

OB and Human Resource Management Ph.D.

For more information: Indiana University

Average Graduate Tuition Rate: $9,909

Our next runner up for the top HR phd programs is at Indiana University. IU offers an Organizational Development and Human Resources Management Ph.D. This doctoral degree requires a full-time commitment, and no part-time students are accepted. The curriculum includes six seminars and various courses in research methodology and statistics. Some of these include:

• Human Resource (HR) Management
• Strategic Management 
• Theoretical Foundations of Strategy

Ph.D. in HR Students also complete three courses in a minor field of their choice. This can include economics, psychology, sociology, or another related area.

Admission to the doctorate in human resources program is competitive. Only a few new prospective students are accepted each year. And at any given time, there are only about 12 students in the program. Most doctoral students are eligible for a range of financial assistance programs. These include fee remissions, research appointments, fellowships, and grants. 

#1 – Purdue University – West Lafayette, Indiana

OB & Human Resources PhD

For more information: Purdue University

Average Graduate Tuition Rate: $9,918

Doctorate in Human Resources Score: 11

Our top phd in human resource management comes from Purdue University. This rigorous PhD HR program is designed for those planning an academic career. Students work closely with faculty to conduct exciting and impactful research in areas like:

• Workplace Fairness and Justice
• Leadership and Teams
• Employer Branding and Recruitment
• International Human Resources
• Counterproductive Work Behaviors
• Workplace Interventions, Training, and Employee Engagement
• Work, Family, Diversity, and Personal Life
• Employee Selection

Students in this Ph.D. program will be immersed in hands-on educational experiences. And they will develop one-on-one learning partnerships with some of the top HR professors in the country. Throughout the PhD program, candidates will have many opportunities to develop their skills. There are seminars, presentations, professional conferences, and other experiences. 

The degree takes four to five years to complete. And it is only available on campus. Prospective students must be ready to commit to the doctoral degree program full-time. This includes being on campus during the academic year plus the summers. Admission is competitive. Typically only two to three candidates are admitted each year. However, tuition costs are waived, and all incoming Ph.D. students receive financial support as paid employees. 

This concludes our ranking of the best PhD in human resources programs.

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75+ Human Resources Dissertation Topics in 2024

Manali Ganguly ,

Mar 4, 2024

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The most trending HR dissertation topics include Remote Work and Employee Engagement, Leadership Style and Employee Motivation, HR Analytics and Strategic Decisions, and Role of Strategic HRM in Improving Employee Performance among others.

Top HR dissertation topics are the Role of Organisational Culture in the Well-Being of Employees, Best Practices in HR Strategy, the Effect of Leadership Style on Employees, the Role of HR in Improving the Performance of Employees, and many others.

Enrolling in the MBA in Human Resources Management or a Diploma course in HR Management will require the students to work on a dissertation and thesis. The students must be well-acquainted with the style and pattern of writing a dissertation before starting one. The present article aims to discuss the most trending HR dissertation topics.

Table of Contents

What is a Human Resource Dissertation?

Popular hr dissertation topics in 2024.

• HR Dissertation Topics on Organisational Culture
• HR Dissertation Topics on Risk Management
• HR Dissertation Topics on Employee Retention
• HR Dissertation Topics on Strategy
• HR Dissertation Topics on Diversity
• HR Dissertation Topics on Performance Management
• HR Dissertation Topics on Employee Motivation

How to Write an HR Dissertation?

A Human Resource dissertation is a research work that is done by the candidates upon enrolling in the Human Resources Management course. Any one topic is selected for a human resource dissertation. An elaborate amount of research is done on the topic while preparing the dissertation.

It is important to make the dissertation unique. A dissertation follows a few parameters and a certain style. It is important to understand the topic deeply before starting with the dissertation.

Students working on a dissertation must make a wise choice with respect to the topic of the dissertation. There are plenty of trending HR dissertation topics available. These topics can be categorised under various heads. The most trending topics in 2024 are:

1. HR Dissertation Topics on Organisational Culture

The HR dissertation topics on organisational culture are:

• The impact of cross-culture HRM on the success of a business
• HR management and its impact on the overall management of the workforce
• How organisational culture and HRM practices are interdependent and how they build the work environment
• Balancing the differentiation and standardisation of human resources management
• Cultural disharmony among employees with respect to work and the impact on the management
• How the organisational culture can be changed for good by the human resource management system
• Balancing productivity and cultural transformation in the organisation
• The impact of cross cultural competence on the newly emerging companies
• The impact of organisational culture on the mental well being of the employees
• How the leadership plays a vital role in shaping the organisational culture

Also Check:  Thesis Vs. Dissertation - Meaning, Differences and Similarities

2. HR Dissertation Topics on Risk Management

The HR dissertation topics on risk management are shared below for the students to choose:

• Formulating policies for risk management
• HR audit in the company
• Minimization of risk and its effect on the productivity of the employees
• Safety policies and the impact on the work culture of the organisation
• Safeguarding policies in favour of employees during crises: How it motivates the employees
• Formulating special and unique policies that averts the risk faced by the employees
• Is it right to keep firearms in the workplace? How does it motivate or demotivate the workforce?
• The connection between employee protection and training and leadership.

Also Check:  MBA Risk Management: Course Details, Eligibility, Admission, Fees

3. HR Dissertation Topics on Learning and Development

Following are the HR dissertation topics on the learning and development of the employees:

• Training and development of the staff
• HR analytics and metrics and their effect on the work culture
• The effect of learning and development techniques on the productivity levels if the employees
• HR policies regarding learning and development programs in small and medium-scale enterprises
• How learning programs develop organisational competence
• How effective is microlearning in the training and development of employees?
• Role played by the platforms for learning on the development and training of the employees
• Gamification and corporate learning
• The role of cross-culture learning and development programs in the progress of the company
• Is VR training effective in the acquisition and retention of employees?
• HRM and new programs for the onboarding of employees
• How do the learning and development programs affect employee engagement in an organisation?
• How crucial is mentoring in the learning, development and performance of the employees?

Also Check: List of MBA HR Project Topics for Students

4. HR Dissertation Topics on Strategy

The HR dissertation topics based on strategies are given below:

• Strategic planning of succession to create the future leadership
• How important is a strategic approach of human resource management for employee retention?
• The role of the HR and the management in bringing a strategic change in the organisation
• Sustainable strategies formulated by the HR for enhancing employee performance and employee retention
• How crucial is employer branding in talent acquisition and retention?
• HR strategies to improve the performance of employees
• Strategic planning of the workforce for the development of business
• What role does an HR play in driving the creativity and innovation in an organisation?
• How do HR strategies influence the goals of an organisation?
• The role of digital transformation in shaping HR strategies
• How value-based strategies influence employee performance and engagement
• The role of intrinsic motivational strategies in the development of the organisation

Also Check: Courses After MBA HR: Eligibility, Advantages, Career Scope

5. HR Dissertation Topics on Diversity

The HR dissertation topics based on cultural diversity are mentioned below:

• Investigating the difference between discrimination and diversity: How they impact organisations
• Managing diversity through HRM: A conceptual framework and an international perspective
• Managing diversity in the public sector: How do companies manage to remain successful?
• Managing cultural diversity in human resource management
• The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace
• Investigating the challenges of exclusion and inequality in organisations: Assessing HR’s role.
• How does HRM Help in managing cultural differences and diversity
• Can HR eliminate diversity-related discrimination in workplaces? Assessing its role
• Training managers for diversity: How difficult is it for the companies and HR
• Training the newly hired staff for diversity in a large and diversified business organisation

5. HR Dissertation Topics on Performance Management

The HR dissertation topics on performance management are given below for the students to choose:

• Investigating different performance management techniques for retaining employees
• The role of performance management activities in improving employees’ skills and abilities
• Managing performance of workers through performance management techniques: A case study of Google
• Employee performance and performance management systems: A qualitative study
• Performance management examinations in human resource management of profit-oriented organisations
• Exploring the essential elements of the performance management framework
• Human resource management practices and business performance: The role of environmental uncertainties and strategies
• The efficacy of performance management systems in the UK’s retail industry
• Towards a framework for performance management in a higher education institution
• Should wages be capped through performance management: A qualitative study

6. HR Dissertation Topics on Employee Motivation

Following are the human resource dissertation topics based on employee motivation:

• To investigate the role of motivation in HRM: A study highlighting the most important motivation factors for future business leaders
• Employee satisfaction and work motivation: Are they both related?
• Evaluating the Role of Employee motivation in performance Enhancement
• Human resource management: Motivation among workers in large and diversified business organisations
• Effects of motivational programmes and activities on employee performance
• Does motivation play a role in decreasing employee turnover? A case study of British Airways.
• Motivation and performance reward: Are the two interrelated?
• Work productivity and the role of employee motivation programmes and activities
• To discuss the role of employee motivation in relation to retention levels
• Differences and similarities between traditional and contemporary theories
• The role of employee empowerment in employee motivation and satisfaction at British Petroleum.
• The impact of open communication in improving employee engagement at Zara

The most crucial part of the dissertation is choosing the right topic. It is important to understand the topic. There are a number of HR dissertation topics available. The topic must be interesting so that enough research can be done. The best topic would be something relating to the sociological situation.

The most important features of a dissertation topic are given below:

• Research Method: The research methods used for the collection and analysis of data must be outlined in the dissertation.
• Literature Review: It is important to understand the context of the topic chosen for the dissertation. This will avoid gaps and loopholes in the work.
• Originality: The work of the dissertation must retain its originality, which means that there should be new findings and perspectives to the research.
• Discussions: There should be ample discussions on the topic and in favour of the perspective presented in the dissertation.
• Conclusion: The conclusion drawn for the HR dissertation topic must be original. This is to say that the conclusion should show the findings derived through research on the topic made by the student.
• Citation: This is the most important part of a work of dissertation. There should be citations and references to the works referred to. This upholds originality, removing chances of plagiarism.

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Doctor of Philosophy in Human Resources Management

Description of program.

The Doctor of Philosophy in Human Resource Management (PhD-HRM) is a research-based 60-hour program designed to prepare leaders for positions in the private and public sectors of human resource management. Areas such as multiple generations in the workplace, discrimination, equal employment opportunity, employment law, compensation and benefits, labor relations, recruitment, staff retention, and professional development will be studied at a scholarly level. Students will dive into research on the various topics and apply to current day issues in Human Resources.

Click here for potential career opportunities within the PhD-HRM.

Learning Outcomes

• Evaluate human resource theories, concepts, and scholarly research
• Recommend best practices in hiring, retaining, supporting, and motivating employees
• Determine the impact of employment laws in domestic and multinational organizations
• Contribute to the body of theory and practice in human resource management

Basis for Admissions

Admission to the Doctor of Philosophy in Human Resources Management program requires a conferred master’s degree and/or doctoral degree from a regionally or nationally accredited academic institution.

Degree Requirements

The University may accept a maximum of 12 semester credit hours in transfer toward the doctoral degree for graduate coursework completed at an accredited college or university with a grade of “B” or better. The PHD-HRM degree program in the School of Business and Economics has the following graduation requirements:

• A minimum of 48 credit hours of graduate instruction must be completed through the University
• Grade Point Average of 3.0 (letter grade of “B”) or higher
• Satisfactory completion of the PHD-HRM Pre-Candidacy Prospectus
• University Approval of Dissertation Manuscript and Oral Defense completed
• Submission of the approved final dissertation manuscript to the University Registrar, including the original unbound dissertation manuscript and an electronic copy
• Official documents on file for basis of admission: a conferred master’s degree from an accredited academic institution
• Official transcripts on file for all transfer credit hours accepted by the University
• All financial obligations must be met before the student will be issued their complimentary diploma

Dissertation Completion Pathway

The University’s mission is dedicated to assisting students in achieving their academic aspirations and helping them become valuable contributors to their community and profession. To support our mission, the University now offers a dissertation completion pathway for students who have successfully completed their doctoral coursework and achieved doctoral candidacy at a previous institution but were unable to complete their dissertation.  The University’s Dissertation Completion Pathway (DCP) offers a unique opportunity for students to complete their doctorate in one of the doctoral programs offered at the University (excluding the PhD in MFT, DMFT, and DNP). Students successfully meeting the entrance and application requirements will complete a minimum of 23 credit hours to earn their doctorate.

Click below for more information on the

Dissertation Completion Pathway    

Time to Completion

The University allows 7 years to complete all doctoral programs of 60 credits or less.

The median time to completion for this program is 49 months.

Time to completion varies depending upon the pace in which a student completes courses and the number of transfer credits accepted. As most students are working adults, balancing educational, professional, and personal commitments, our academic and finance advisors will work with you to develop a program schedule that works best for your needs.

Students following the preferred schedule designed by the Dean for this program, and applying no transfer credits, can expect to finish in as little as 38 months.

Dissertation Process

Faculty assist each Doctoral candidate to reach this academic goal through a systematic process leading to a high-quality completed dissertation. A PhD-HRM dissertation is a scholarly documentation of research that makes an original contribution to the field of study. This process requires care in choosing a topic, documenting its importance, planning the methodology, and conducting the research. These activities lead smoothly into the writing and oral presentation of the dissertation.

A doctoral candidate must be continuously enrolled throughout the series of dissertation courses. Dissertation courses are automatically scheduled and accepted without a break in scheduling to ensure that students remain in continuous enrollment throughout the dissertation course sequence. If additional time is required to complete any of the dissertation courses, students must re-enroll and pay the tuition for that course. Continuous enrollment will only be permitted when students demonstrate progress toward completing dissertation requirements. The Dissertation Committee determines progress.

Course Sequence

This program can be completed with a minimum of 60 credit hours, but may require additional credit hours, depending on the time required to complete the dissertation research. If needed, additional courses will be added to the student degree program in alignment with the SAP and Academic Maximum Time to Completion policies. Students who do not complete their program in accordance with these policies may be dismissed.

• HRM-7000 - Human Resources Management in the 21st Century
• HRM-7002 - Compensation and Benefits
• HRM-7003 - Labor Relations
• HRM-7020 - Workforce Management
• HRM-7004 - Supervising in the 21st Century
• HRM-7007 - Cultural Issues
• HRM-7008 - Legal Issues in Human Resources Management
• HRM-7022 - Diversity and Inclusion
• HRM-7009 - Organizational Behavior in Human Resource Management
• HRM-7026 - Strategic Human Resource Management
• HRM-7010 - Human Resource Management Policy and Implementation
• BUS-7100 - Scholarly Literature Review
• BUS-7105 - Statistics I
• BUS-7320 - Quantitative Research Design & Methodology
• BUS-7380 - Qualitative Research Design and Methodology
• CMP-9701HR - Pre-Candidacy Prospectus
• DIS-9901A - Components of the Dissertation
• DIS-9902A - The Dissertation Proposal
• DIS-9903A - Institutional Review Board (IRB) and Data Collection
• DIS-9904A - The Dissertation Manuscript and Defense

What can you do with a Human Resource Management graduate degree?

• Academics  

If you’re looking for interpersonal work as a recent college graduate, a career in human resources is the way to go.

Human resources (HR) is a great career option for those good at communicating, decision-making and coaching. Even if you did not earn a bachelor’s degree in HR, there are other opportunities for you to study HR and learn all there is to know about the field.

Sacred Heart University offers a master of science in human resource management (MS-HRM)  for individuals looking to develop the skills and real-world knowledge it takes to make high-impact contributions in the field. Bora Kwon , assistant professor of management and program director of the MS-HRM program, and Seung Whan Ryu , assistant professor of management, have shared how students can benefit from earning an MS-HRM degree.

What is human resource management?

When you think about HR, you may think about developing and implementing policies, practices and systems targeted towards managing people. However, there is a lot more to it. HR plays many roles within an organization. From hiring, firing, employee benefits and training, HR professionals play an important role in the success of a business by managing its most important resource: employees.  

"If you are interested in working with people and have good communication skills, you should consider a career in HR." - Bora Kwon, Assistant Professor of Management

What are the paths human resources graduates can take?

New graduates typically become an HR coordinator or generalist. Being in a generalist or practitioner role allows HR professionals to learn the various career paths of the field and obtain the skills needed to enter more specific roles.

Specific HR roles include:

• Compensation and benefits specialist: designs and manages employee compensation packages, including salary, bonuses and benefits programs
• Recruiting and selection specialist: sources and attracts qualified candidates for the job openings
• HR analyst: gathers, analyzes and interprets HR data to support data-driven human resource management decision-making
• Employee relations specialist: investigates and resolves employee grievances and mediates disputes between employees and managers
• Training and leadership development specialist: designs and delivers training programs for employees at all levels
• HR manager: oversees a team of HR professionals and is responsible for the day-to-day operations of the HR department
• HR business partner: partners with business units to provide strategic HR support, helping them to achieve business goals

SHU’s MS-HRM program offers courses to prepare students for these different career paths in the HR field. Some of the courses include HR analytics, performance management, finance for HR managers, organizational behavior, talent management and HR law.

“Our program covers the most important topics and functions in the HR field. As the field changes, we proactively apply those changes to our program. Our commitment to adapt to industry trends, coupled with our flexible model of online synchronous evening classes, ensures that our students receive the education needed to excel in their HR careers,” said Kwon.

Is a career in human resources in demand?

According to the U.S. Bureau of Labor Statistics , employment in human resources is projected to grow 6% from 2022-2032, faster than the average for all occupations. “A career in HR will always be in demand even while the use of artificial intelligence (AI) is rising,” said Ryu. “It is a department that touches in human elements and cannot be replaced by AI."

How does a master’s degree in human resource management differ from a bachelor’s degree?

From a practical standpoint, a master’s degree in human resource management increases your salary and makes you stand out from other candidates in the interviewing process. You also have more knowledge and a varied skillset to bring into the role.

“At SHU, we only offer an introductory course in human resource management for our undergraduate students. But in our master’s program, we cover each path and function of HR in designated courses,” said Ryu. “So, with a master’s in HR, you get a true taste for each function.”

What sets Sacred Heart’s human resource management program apart from programs at other colleges?

SHU offers a bachelor’s-master of science in human resource management (MSHRM) 4+1 dual degree program that guarantees you a place in the master of science in human resource management program as long as you meet program criteria during your undergraduate years. The professors in the program are experts in HR and are adaptable when it comes to the changes in the field. All the program courses have less than 15 students, so you can establish a close relationship with your professors. Courses are offered fully online and live-casted during the evenings, so you get an interactive and engaging educational experience.

SHU’s chapter of the Society for Human Resource Management provides graduate students with professional development and networking opportunities as they prepare for future careers. The chapter organizes various activities, such as company tours, student conferences, resume-writing workshops, interviewing workshops, fundraisers, internship programs and social events. These activities allow you to learn more about human resource management while building relationships with local professionals and other students.

With an engaged alumni network, students in the program can connect with professionals across various sectors who share a commitment to excellence in HR. You will have access to tailored HR industry insights through interactive webinars, guest lecturers and virtual meetups. This close-knit network not only enhances your learning but also supports your career development with strong, enduring professional relationships.

Are you interested in studying human resource management at Sacred Heart University?

Explore the MS-HRM program at SHU and how it can further your career in the field. For more information, schedule a meeting with Ed Nassr , or reach out at [email protected] or 203-393-6877.

Want to hear more from SHU? Subscribe to our newsletters to get the latest updates delivered right to your inbox.

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Human resource management (HRM)

• Human Capital Management
• Human Resource Management

It’s often said that people are an organization’s greatest resource. Yet, until fairly recently, human resource  management was not considered as critical to success as other business operations, like marketing, finance or sales. This notion has been largely altered by new technology, globalized markets and changes in organizational hierarchies. Today, business leaders place great emphasis on hiring the right people and keeping them engaged.

What is human resource management?

Human resource management involves creating personnel policies and procedures that support business objectives and strategic plans. Central to this mission is fostering a culture that reflects core values and empowers employees to be as productive as possible.

What are the functions of human resource management?

HR functions can vary depending on industry, businesses size and the types of workers employed. In most cases, the primary objectives are to acquire and cultivate talent and improve communication and cooperation among workforce members. Other key human resource management functions include:

• Job analysis Determining the skills and experience necessary to perform a job well may make it easier to hire the right people, determine appropriate compensation and create training programs.
• Workforce operations Creating health and safety policies, responding to employee grievances, working with labor unions, etc., can help support regulatory compliance.
• Performance measurement Evaluating performance is important because it not only fosters employee growth through constructive feedback, but also serves as a guide for raises, promotions and dismissals.
• Incentive programs Recognizing achievements and rewarding high performers with bonuses and other perks is a proven way of motivating employees to take ownership of business objectives.
• Professional development From orientation to advanced educational programs, employee training serves to improve productivity, reduce turnover and minimize supervisory needs.

HCM Buyer’s Guide: Evaluating integrated HCM solutions

What are the responsibilities of human resource management.

HR professionals generally are tasked with creating and administering programs that improve workplace efficiency and employer-employee relationships. Within this broad assignment are several different, but critical responsibilities, such as:

• Staffing Staffing a business or an individual department requires a number of key steps. Hiring managers must first determine how many new employees the budget can support, then find and interview qualified candidates, and finally, make selections and negotiate compensation.
• Developing workplace policies If it’s determined that a new or revised policy is needed, HR professionals typically consult with executives and other managers, write the supporting documentation and communicate it to employees. Policies may cover vacations, dress codes, disciplinary actions and other types of workplace protocol.
• Administering pay and benefits In order to attract and retain talent, compensation must meet industry standards and be comparable to what other employees in similar roles are being paid. Creating such a fair pay system requires careful consideration of an employee’s years of service with the business, experience level, education and skills.
• Retaining talent Compensation isn’t the only thing that retains talented employees. HR managers may need to proactively address issues with workplace environments, organizational culture and relationships between employees and supervisors.
• Training employees When employees develop new skills, they tend to be more productive and satisfied with their job. Some of the training programs typically run by HR departments include team-building activities, policy and ethics education, and on-the-job instruction and skills, e.g. how to run a machine or computer program.
• Complying with regulations Laws that affect the workplace – whether they’re related to discrimination, health care or wages and hours  – are constantly evolving. HR professionals are required to keep up with these changes and notify the rest of the organization in support of compliance.
• Maintaining safety Safety in the workplace means protecting not just the physical health of employees, but also their private information. To minimize workers’ compensation claims and data breaches, HR must implement security measures and ensure that all federal, state and union standards are met.

Human resource management and small business

While human resource management is important to all businesses, the stakes may be higher for smaller organizations. For example, one incompetent employee in an office of 10 people can be much more detrimental than one in a workforce numbering in the thousands. To improve their people processes, small business owners generally can:

• Assess current operations to determine if new hires are needed or if existing employees and production methods can be utilized more effectively.
• Take an active role in the recruitment process and write job descriptions that match prospective talent to business needs.
• Create an employee handbook or an official document that clearly outlines company policies.
• Provide continuing education opportunities as needed by the particular industry.
• Maintain a work environment where employees are treated fairly and can be productive.

HRM systems and software

Faced with rising numbers of contract-based workers and increasingly complex regulations, HR professionals have turned to HRM software to help them keep pace with changing workforce environments and people management needs. This technology is available with a variety of options to suit businesses of any size. Basic systems may offer recruitment services , payroll and benefits , while more robust solutions tend to include talent management, international compliance support  and advanced analytics.

Why use a human resource management system (HRMS)?

HRMS are designed to meet the core needs of HR and turn basic administrative functions into critical enablers of business value. With the aid of these people-centric, data powered solutions, HR managers may be able to:

• Improve their hiring processes
• Manage people more effectively
• Optimize workforce productivity
• Engage and retain employees
• Eliminate costly redundancies
• Make data-driven decisions
• Maintain regulatory compliance

How to choose a human resources management solution

Finding the right solution often requires a strategic evaluation process, such as the following:

• Identify what the organization would like to accomplish, change or improve and how technology can help achieve those goals.
• Ensure that the HRMS can keep pace with the rapidly changing regulatory and statutory requirements in all applicable jurisdictions (local, state, federal, international, etc.).
• Prioritize security and know exactly how sensitive data will be stored, transferred and backed up.
• Look for implementation models with a change management strategy  that will get the HRMS up and running efficiently.
• Address stakeholder questions, concerns and objections to drive widespread HRMS support.
• Ask about service plans to manage the hundreds of post-payroll tasks necessary for compliance .
• Inquire into the vendor’s financial history and investments in innovation.
• Get outside-in perspective by looking at peer reviews, industry analyst feedback and product demos.

Examples of HRM software

Business leaders and HR professionals who are looking for software to help them accomplish more with less resources generally have three options available to them:

• Human resource information systems (HRIS) – perform core HR functions , like applicant tracking, payroll and benefits administration
• Human resource management systems (HRMS) – offer the benefits of HRIS, plus talent management services
• Human capital management (HCM) solutions – provide a broad suite of HR capabilities, including global payroll and compliance support and in-depth analytics

Why choose ADP for your human resource management needs?

ADP’s HR management solutions automate and streamline key needs so that HR professionals can focus more time on their people and less on paperwork. We offer basic and customized packages with some of the following features:

• Powerful workforce reporting that turns data into a trusted source of decision-making
• Preconfigured new hire templates for a simplified onboarding process
• Self-service and mobile apps so time-sensitive tasks can be performed quickly
• Industry-recognized security to help safeguard sensitive information

Learn more about ADP Workforce Now® HR Management →

Frequently asked questions about HRM

What is human resource management and its functions.

Human resource management is the strategic approach to nurturing and supporting employees and ensuring a positive workplace environment. Its functions vary across different businesses and industries, but typically include recruitment, compensation and benefits, training and development, and employee relations.

What are the three major roles of human resources management?

The job of an HR manager can be broken out into three major roles:

• Administrator Running payroll , writing job descriptions, creating workplace policies and procuring benefits packages are typical of HR administration.
• Change manager HR professionals must monitor regulations and communicate policy or procedural changes with employees to help support compliance.
• Personnel manager Managing people entails resolving conflicts, overseeing training and development, and fostering employee engagement.

What are the five main areas of HR?

HR professionals perform many activities in the pursuit of employee well-being and organizational stability, but their responsibilities generally lie within five main areas:

• Recruitment and staffing – identifying talent gaps, acquiring applicants, arbitrating contracts, maintaining ethical hiring practices
• Compensation and benefits – determining pay scales, approving raises, negotiating benefits packages
• Training and development – onboarding new hires, making educational opportunities available
• Compliance and safety – monitoring legislative changes, implementing safety measures, processing workers’ compensation claims
• Employee relations – resolving employee conflicts, addressing harassment or abuse allegations, working with union leaders

What are seven functions of HR?

Over the years, HR has evolved from a personnel department engaged largely in administration to a strategic partner that works closely with management teams on organizational development. It’s seven key functions today include:

• Strategic planning
• Recruitment
• Training and development
• Compensation and benefits
• Policy creation
• Employee and labor relations
• Risk management

What is HR compliance?

HR compliance means keeping an organization from violating the growing number of employment laws enacted by federal, state and local governments. This responsibility requires HR professionals to monitor and understand regulatory requirements, enforce policies, classify workers correctly, practice fair hiring practices and provide a safe work environment, among other tasks.

This guide is intended to be used as a starting point in analyzing an employer’s HR obligations and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.

ADP Editorial Team The ADP editorial team is comprised of human resource professionals with extensive experience solving complex HR challenges for businesses of all sizes.

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Ph.D. Student Resources

Many questions can be answered by looking in the Ph.D. Student Handbook or online.

For procedural questions that a graduate student cannot easily address on their own, a good first contact is the graduate program administrative assistant .

The student’s CSD faculty advisor is the next contact to ask for help and support. 

In cases where the primary advisor is unable to or not sufficient to address a question, graduate students are encouraged to reach out to the graduate professor-in-charge and/or department head as the next step. 

When additional resources are needed after working with the grad PIC and/or department head, there are college, university level, and other resources as needed.

Ph.D. Student Handbook

The Ph.D. student handbook is a guide to the Ph.D. program for currently enrolled doctoral students in Communication Sciences and Disorders.

The guide is housed in Canvas and includes information on:

• Admission and retention
• Financial appointments and graduate assistantships
• Professional presentations
• Student teaching
• Degree requirements
• Dissertation and exam timelines
• Policies and procedures

Graduate students seeking to register for independent study or research credits in CSD should submit the appropriate request below. Your request will be reviewed and, if approved, the credits will be added by the department.

CSD 596 is an independent study course, which is a non-thesis research course. Students work closely with a faculty member on creative projects that fall outside the scope of a formal course. The number of credits is determined between the student and faculty member the student is working for, which is dependent on the amount of work that is expected of the student.

• Request registration in CSD 596

CSD 600 is a Thesis Research course, students registering for this course will work closely with a faculty member to develop their research. This course can be scheduled for 1-15 credits.

• Request registration in CSD 600

CSD 601 is available for full-time Ph.D. degree candidates who have passed the comprehensive examination; students taking this course have finished all required coursework, but are working on their dissertation. This course is 0 credits.

• Request registration in CSD 601

CSD 602 is designed to introduce graduate teaching assistants to the fundamentals of course design, development, delivery, assessment, and evaluation. This course can be scheduled for 1-3 credits.

• Request registration in CSD 602

Support Resources

Hhd office of research and graduate education.

The HHD Office of Research and Graduate Education can be contacted for unusual situations that can not be addressed at the departmental level and/or where College-level resources are needed.

HHD Office for Diversity, Equity and Inclusion

The HHD Office for Diversity, Equity and Inclusion is working to develop new resources at the College level to promote student community, resources, and well-being. If there are questions that cannot be addressed by the departmental DEI committee, including questions related to graduate student recruitment, this office may be a good resource.

Penn State Office of Graduate Student Life and Well-Being

The Penn State Office of Graduate Student Life and Well-Being enhances the Graduate School’s efforts to support Penn State graduate students’ health and well-being needs. This may be a particularly good resource when there are substantial and ongoing issues that can not be addressed at the departmental or College level.

This resource includes links to various campus and community services accessible to graduate students, including:

• Personal Well-Being, including physical and mental health
• Getting Involved
• Campus Services, such as parking and transportation
• Campus Communities
• Living in State College
• Help and Support

Mental Health Crisis Intervention

If you are experiencing a mental health crisis or need immediate support:

• Call Counseling and Psychological Services (CAPS) , 814-863-0395 (Monday - Friday, 8 a.m. - 5 p.m.)
• Call the 24/7 Penn State Crisis Line at 1-877-229-6400
• Text the 24/7 Crisis Text Line: Text “LIONS” to 741741

The Penn State Crisis Line can also be used for consultation if you know someone or are with someone who is experiencing a crisis.

Student Disability Resources (SDR)

If graduate students want to seek accommodation, including accommodation in classes or with graduate milestones, it is imperative that they go through the Student Disability Resources (SDR) office. Documentation from a health provider and/or other supporting evidence will be needed to receive accommodation.

It is recommended that a graduate student contact SDR as soon as possible if they anticipate needing any accommodation (even if they are not sure yet if they will request accommodation), as it can take some time to arrange. If an accommodation letter from SDR is provided, it will not go into detail about the issue (to preserve relevant confidentiality), but will suggest what accommodations might be warranted. If a graduate student decides to seek accommodation, this letter should then be shared in a timely fashion with the individuals(s) who will be involved in making accommodations (e.g., instructor, Grad PIC/advisor).

Faculty members who are given a letter from SDR will note that it includes an SDR specialist contact. If they have any questions about how to address the accommodation request, they are encouraged to reach out to SDR directly.

Graduate Writing Center

The Graduate Writing Center offers one-to-one consultations that are most useful to writers seeking ongoing support or consultations on shorter documents. Consultants commonly assist writers with theses, dissertations, seminar papers, proposals, personal statements, fellowship applications, CVs, letters of application, among many other genres.

Back to Ph.D. Program Home Page

Ph.D. Program Department of Communication Sciences and Disorders The Pennsylvania State University 308 Ford Building University Park, PA 16802

[email protected] 814-865-0971