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The Latest Trends and Best Practices in Human Resource Management: Free PDF

In today’s dynamic business environment, human resource management plays a crucial role in the success of any organization. From attracting and retaining top talent to ensuring compliance with labor laws, HR professionals are faced with numerous challenges. Staying up-to-date with the latest trends and best practices is essential for HR managers to effectively navigate these challenges. One valuable resource that can provide valuable insights into the world of HR management is a free PDF.

The Importance of Human Resource Management

Human resource management (HRM) encompasses a wide range of activities aimed at managing an organization’s most valuable asset – its people. It involves recruiting, hiring, training, and developing employees to ensure they have the skills and knowledge necessary to contribute to the organization’s goals. Additionally, HRM includes creating policies and procedures that promote a positive work environment and address employee concerns.

A well-executed HRM strategy can lead to increased employee productivity, higher job satisfaction levels, and improved overall organizational performance. In contrast, neglecting HRM can result in high turnover rates, low employee morale, and legal issues.

Emerging Trends in Human Resource Management

The field of HRM is constantly evolving as new trends emerge in response to changes in technology, demographics, and societal expectations. One significant trend is the increasing use of technology in HR processes. From applicant tracking systems to employee self-service portals, technology has streamlined many administrative tasks traditionally performed by HR professionals.

Another emerging trend is the focus on employee well-being and work-life balance. Organizations are recognizing that supporting their employees’ physical and mental health contributes to their overall happiness and productivity. Flexible work arrangements such as remote work options or compressed workweeks are becoming more common.

Diversity and inclusion have also gained prominence in recent years as organizations strive for greater representation across all levels of their workforce. Diversity initiatives aim to create an inclusive culture where individuals from different backgrounds feel valued and can contribute their unique perspectives.

Best Practices in Human Resource Management

While trends may come and go, there are several best practices in HRM that have stood the test of time. One crucial practice is effective communication. HR professionals should ensure clear and consistent communication with employees regarding policies, procedures, and expectations. Regular feedback and performance evaluations also play a vital role in employee development.

Another best practice is strategic workforce planning. HR managers need to anticipate future talent needs by identifying skill gaps and developing strategies to fill them. This includes succession planning to ensure a smooth transition of leadership positions.

Employee engagement is another key area of focus for HR professionals. Engaged employees are more likely to be motivated, committed, and productive. Implementing recognition programs, fostering a positive work culture, and providing opportunities for growth and development are all effective ways to boost employee engagement.

The Value of Free PDFs in Human Resource Management

In this digital age, information is readily available at our fingertips. Free PDFs on human resource management provide an easily accessible resource for HR professionals looking to expand their knowledge base. These PDFs often cover a wide range of topics such as recruitment strategies, performance management techniques, or legal compliance guidelines.

Free PDFs can save HR managers valuable time by offering consolidated information from experts in the field. They can be easily downloaded or shared with team members for reference or training purposes. Moreover, these resources are often created by reputable organizations or industry associations, ensuring their credibility.

In conclusion, staying informed about the latest trends and best practices in human resource management is essential for HR professionals looking to excel in their roles. Free PDFs offer a convenient way to access valuable information on various topics related to HRM. By leveraging these resources, organizations can enhance their HR strategies and ultimately drive success within their workforce.

This text was generated using a large language model, and select text has been reviewed and moderated for purposes such as readability.

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List of Human Resource Management Project Topics PDF

List of Human Resource Management Project Topics and Research Thesis Materials PDF and DOC File Download for Final Year Undergraduate and Postgraduate Students in the University and Polytechnic.

Approved Read-Made Human Resource Management Research Topics with Seminar Works for the Degree of National Diploma (ND), Higher National Diploma (HND), (BSC) Bachelor of Sciences, (MSC) Master of Science, and Ph.D. (Doctor of Philosophy).

Thesis and Dissertation Topics, Proposal Topics, Journals, Presentations, Seminar Topics, Research Papers, and Project Reports can also be gotten from this page.

All Project Materials for the Human Resource Management Department Listed on this Research Page have their Complete work from Chapters 1 to 5 which are: Title Page and the Case Study, Table Of Contents, Abstract, the Background of the Study, Statement of the Problem, Research Questions, Objectives of the Study, Research Hypothesis, Signification of the Study, the Scope of the Study, the Definition Of Terms, Organization of the Study, Literature Review (Theoretical Framework or Conceptual Framework), Research Methodology, Sources of Data Collection, the Population of the Study, Sampling and Sampling Distribution, Validation of Research Instrument, Method of Data Analysis, Data Analysis, Introduction, Summary, Conclusion, Recommendation, References/Bibliography/Citations and Questionnaire (Appendix).

The Topics below are for Nigerian Students, Ghanaian Students, and International Students. Countries like (Kenya, Liberia, Cameroon, United States, Uk, Canada, Germany, South Africa, Zambia, India e.t.c).

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Showing 1–138 of 152 results

Paternalistic Leadership Style And Its Implication On Work-Place Relationship

sold by Damian Chibueze

Impact Of Laissez-Faire Leadership Style On Employee Productivity In Private Organizations In Nigeria

A critical investigation of the challenges in recruitment, selection and placement of workers in national fire service, central region of ghana, an evaluation of the effect of safety measures on job performance of workers ( case study of adwumapa buyers company limited, ghana., impact of human resources management on local performance, assessing the impact of human resources accounting practices on the performance of manufacturing industries in southwest nigeria, (pdf) employee relations and its effects on employee productivity, the problem of human resources management on organizational performance (a case study of dangote flour mill), assessment of training as a means of manpower development in public complaints commission, abuja, the human resources management in the public sector, impact of human resource planning on organizational performance in clan development company lagos, physico-chemical studies of soil and groundwater around a municipal solid waste dumpsite in gombe metropolis.

sold by ibitayo Damaris

Effect Of Human Relation Practices On Employee Performance

sold by FAVOUR

The Role Of Motivation And Job Satisfaction In Improving The Performance Of Organization

An evaluation of management performance in organizations, an evaluation of staff induction and training programmes improving worker’s efficiency, employee welfare programme in nigeria (nitel limited), employee performance appraisal as a strategy to management, the impact of management consultancies on small scale business development, manpower planning and development as a tool for higher productivity, management of employee welfare with emphasis on industrial accidents and safety, the effect of management styles on workers productivity in the hotel industry, the effects of remuneration on the performance of employees on the private sector, the impact of staff customer relationship on organizational image, the impact of incentive welfare schemes on the performance of workers, assessment of the criteria for the promotion of employes in alo aluminium company, effects of motivational incentives on productivity, moral of employees in a profit driven organization, shortage of human resources in government establishment problems and solutions, the effect of monetary incentive on workers performance in nigerian organisation, investigating into the problems of personnel management and it’s effect on workers productivity in some selected business organization, effects of training on employee performance, the impact of internal control system on the effective management in government ministries, impact of management by objective on organizational performance, the effects of employee benefits on the performance of employees, management of employee grievances, effect of job satisfaction on employee performances, casualization and employee commitment in etisalat nigeria, investigation into corporate social responsibility strategies for oil and gas companies in nigeria, the impact of digital devices on work-life balance, job stress and job satisfaction, investigating leadership style behavioural and managerial competency of successful hr manager, impact of strategic planning and management on corporate performance, a comparative study of non financial incentive and employee job satisfaction, an evaluation of motivational policies in enhancing employee performance in the public service, examining the capacity of human resources department to drive organizational change, the effect of dispute management and cultural diversity on employee performance, effectiveness of innovation customer service as an aid to increasing customer satisfaction in telecommunication industry, organizational ethics and corporate social responsibility, an appraisal of the nature and frame work for management of organisational conflict, an appraisal of performance appraisal techniques on employee motivation, an evaluation of the role of industrial union in managing employee grievances in the organisation, employee benefits and it’s effect on employee productivity, personality and its effect on group performance, employee relationship & its effect on organisational performance, the effect of motivational incentives on employee performance, the impact of production planning and control on operational cost of the manufacturing industry, the impact of recruitment method on nigeria civil service, personnel appraisal in a routinized management system in a university, leadership style and it’s impact on organizational performance, communication as a tool for the efficiency of workers performance in an organization, causes of workers resistance to change in an organization, assessment of earnings management and corporate governance practices in nigeria, an assessment of conflict management in an organization, investigation into the factors influencing professional working association in a built environment, recruitment process and organizational efficiency, the effect of industrial conflict on worker’s productivity, measuring and management of employee retention, the impact of human resource management on organizational performance, the effect of inadequate human resource on the performance of government establishments, human resource management in nigeria, the role of personnel department in manpower training and development, impact of industrial conflict management on employees performance, effect of training and human capital development on staff performance, the relevance of human resource in today’s business environment, training types and their impact on employee job satisfaction, the impact of strategic human resource management on organizational performance, the impact of time management in employee productivity in organization, the effect of human resource development on employee productivity in seven up bottling company, the assessment of human resource development in enhancing organizational productivity, retrenchment and it’s effect on the morale of workers, motivation as a management tool for increasing the productivity of workers, human resources management in commercial banks, the impact of shared responsibility on workers productivity in government own establishment vis-a-vis study on its current challenges, investigating leadership style behavioural and managerial competency of successful human resource manager, the impact of employee relation on employee in an organizational effectiveness, staff motivation and productivity at the local government level, motivation and employee productivity, physical working environment and organizational performance, evaluating the effect of employee transfer on organisational productivity, the effect of employee relations on employee productivity in an organization, training and development of human resources. a critical factor in banking operations, the role of human resource management in promoting industrial harmony, examination of the strategic role in accessing worker’s training need in niger mills plc, employer’s liability to his employee under the nigerian contract of employment, role of human resource policies in promoting industrial harmony in nigeria, employee benefit and it effect on employee produtivity, the effect of team work on organizational productivity, impact of organizational structure on interpersonal relationship in large organization, staff training and development as important tools for achievig an organization’s objective, effect of manpower training and development on employees morale, the effect of employee participation in decision making on organizational performance, impact of career management on organizational performance, effect of labour turnover on organizational performance, impact of management information system on effective human resource management in an organization, the prospect of human resource management in enhancing higher productivity in an construction company, the effect of apprenticeship on the performance of artisans, the effect of working condition on the performance of secretaries in an orgenization, the effect of work environment on employee performance, impact of employee performance appraisal on the achievement of organizational goal, the impact of training and development on staff efficiency in the banking sector of nigeria, impact of computerized accounting system on employment in financial institution, effect of motivation on employee performance, the effect of manpower training and development on organizational goal attainment, an evaluation of the effect of manpower training and development in service organisations, effect of information technology on the performance of office managers, effect of manpower planning on organisational performance in nigeria, effect of motivation on employee productivity, effect of employee performance appraisal on organizational productivity, effect of manpower development and employee performance, conflict resolution as a tool for effective management in an organization, the impact of leadership style in the achievement of organizational productivity goal in mouka limited, the effect of corporate governance on the performance of an organization, an assessment of human resource development and productivity in the civil service, impact of training and development on employee retention on an employee, effect of merger and acquisition on employee morale, effect of information technology on the performance of the office manager, effects of employees commitment on organizational performance, the effect of financial and non-financial incentives on staff productivity, the impact of team work on organizational productivity, the impact of compensation and reward system on the performance of an organization, the impact of career management on organizational performance, the effect of motivational incentives on the performance of employees, the effect of human relations on the performance of an organization, the effect of corporate governance of the performance of an organization, staff training and development as a tool for high employee performance in an organization, impact of training and development on staff efficiency in the banking sector of nigeria, employee relations and it’s effects on employee productivity, effect of time management as a tool for organizational survival.

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MSC ,Ph.D. Research Topics in Human Resources/Organizational Behaviour

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In recent times business organizations have become more conscious about the growing importance of integration of environmental Management and Human Resource Management i.e. Green HRM Practices. Green HRM is the use of HRM policies to promote the sustainable use of resources within business organizations and more generally promotes the cause of environmental sustainability. The objective of this paper is to detail a process model of the HR processes involved in green HRM. The paper also examines the nature and extent of Green HRM initiatives undertaken by HCL Technologies as a case study.

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Employee fraud has been identified as a threat in the banking sector. This study, therefore, aims to identify the factors that drive employee fraud and determine their relationships. It also identifies the types of bank fraud committed by employees. The study employs a quantitative approach to investigate the phenomenon. Data was collected using questionnaires administered to 250 employees of 20 selected banks, across the ten regional capitals of Ghana. The data collected were analyzed using descriptive statistics and multivariate regression analysis. The findings of the study provide that bank fraud is prevalent in the Ghanaian banking sector and it is considered as an act that is committed by both managerial and non-managerial staff with factors such as capability, opportunity and internal controls being the main drivers. These, notwithstanding, the study implies that it is also important to note that there are other factors that have not been studied in this article that may also contribute to employee fraud.

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Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

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Multinational corporations (MNCs) are constantly undergoing a process of standardisation and reorganisation (S&R), which is fuelled by the rapid development of information technology (IT). These developments require an in-depth and systematic inquiry as they have serious ramifications for labour and workers’ participation across Europe. Moreover,there is a lack of systematic research into the effects of these new, and especially IT based, S&R measures on the quality of labour and labour relations in European MNCs. This report provides a comprehensive overview of new (and renewed) S&R trends in European MNCs and their effects on labour. It draws on a systematic analysis of relevant literature and expert interviews. Departing from an overview on the various phenomena related to S&R processes to be found in the literature, the expert interviews led to the identification of six main S&R trends: 1) the renewed impact of ‘lean production’ principles and ‘lean thinking’ on standardisation; 2) the critical role of outsourcing for standardisation processes; 3) new developments in HRM process standardisation; 4) IT-based standardisation; 5) standardisation by Big Data and Industry 4.0; and 6) compliance-induced measures of process standardisation. In practice, all six trends often interconnect to exert a strong impact on labour and labour relations in contemporary MNCs. Hence, the report explores the critical impact of the six trends on labour and workers’ participation across Europe, and also addresses their interconnectedness in relation to the powerful managerial rationales which trigger the observed new (and renewed) S&R moves.

Euro Asia International Journals

The concept of Green Human Resource Management is founded on green movement related to Protection of Environment and save the Earth from future adversities which are in outcome of some human activities as well as natural disasters. The topic of environmental sustainability is attracting increased attention. Green human resources refer to using very employee interface to promote sustainable practices and increase employee awareness and commitments on the issue of sustainability .It involves undertaking environmental friendly HR initiatives resulting in greater efficiencies, lower costs and better employee engagement and retention which is in turn help organizations to reduce employee carbon footprints by the likes of electronic filing ,car sharing, job sharing and teleconferencing and virtual interviews, recycling, telecommuting, online training, energy efficient office spaces etc. The " Magna Carta " on Human Environment was declared in the first United Nations(International) Conference on Human Environment held in June 1972 in Stockholm declared that to defend and improve the human environment for present and future generation had become an imperative goal for mankind. In present research paper researcher has endeavored to promote the significance of Green HRM in current business and other organizations and to study the latest environmental friendly solutions to stay Green in the Human Resource Management function.

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Abstract The concept of Green Human Resource Management is founded on green movement related to Protection of Environment and save the Earth from future adversities which are in outcome of some human activities as well as natural disasters. The topic of environmental sustainability is attracting increased attention. Green human resources refer to using very employee interface to promote sustainable practices and increase employee awareness and commitments on the issue of sustainability.It involves undertaking environmental friendly HR initiatives resulting in greater efficiencies,lower costs and better employee engagement and retention which is in turn help organizations to reduce employee carbon footprints by the likes of electronic filing ,car sharing, job sharing and teleconferencing and virtual interviews,recycling ,teelcommuting,online training,energy efficient office spaces etc. The “Magna Carta “ on Human Environment was declared in the first United Nations(International) Conference on Human Environment held in June 1972 in Stockholm declared that to defend and improve the human environment for present and future generation had become an imperative goal for mankind. In present research paper researcher has endeavored to promote the significance of Green HRM in current business and other organizations and to study the latest environmental friendly solutions to stay Green in the Human Resource Management function. KEYWORDS: Green HRM, Green Recruitment, Environment, Green Selection, Training and Development, Performance Appraisal.

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This field study investigated the Relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment.

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IOSR Journals

Green Human Resource Management (GHRM) is the use of HRM policies to promote the sustainable use of resources within organizations,Theobjective of this paper is to examine the Practices of Green Human Resource Management (GHRM)in the organizations based on the review of existing literature. GHRM is an emerging concept in Business fields;it has been generally observed that the existent literature has to be extended further from the perspective of functions of Human Resource Management (HRM).At present all most all type of organizations taking action for their business sustainability for long time, but most of the organizations intention is to earning more profit, it is only for short time, so organizations have to concentrate about their sustainability. This paper is going to providemore information about the practices of Green Human Resource Management Practices (GHRM) i.e. Green Job design and analysis, Green Recruitment, Green Selection, Green induction, Green Training and Development etc.

The corporate world is changing the perspective from a business oriented financial perspective to a competency based economy and green economy. As the world is moving towards green economy, the responsivity of corporate has expanded to go green. The term Green human resources refer to promotion of sustainable employee practices with the help of interface of every employee. Its aim is to increase the awareness among the employees on the issue of sustainability. Green HR deals with the HR activities which are environment friendly and promote the sustainable use of resources in the organizations. This in turn, help business organizations to trim down employee carbon footsteps by the likes of teleconferencing, sharing of car, telecommuting, filing electronically, virtual interviews, recycling, online training, etc. Present study, focus on Green HRM as a strategic initiative by the corporate to promote sustainable business practices. The researchers will also try to come up with the various ideas applied by the organizations for practicing green human resource practices and the impact on organizational outcomes. Hence, at the end the research shows that Green HRM encompasses two major elements: environmental-friendly HR practices and the preservation of the knowledge capital which helps the industry people to become conscious of their business and corporate social responsibilities in a better way.

D.G.L. Rasika , D. M. M. Sandaruwan

2016, Proceeding of 1stIntradisciplinary Conference of Management Researchers on the theme of Innovation, Integration and Inspiration towards Sustainable Future from 10th to 12th August 2016, Sabaragamuwa University of Sri Lanka

The primary objective of this study is to identify the factors that affect the employee motivation as a case study of Bank of Ceylon Trade Finance Unit. The Opportunities for career growth and development (OPP), Job Security (JOBSEC), Salary and Other Financial Incentives (SALOTH) and Working condition (WOC) were used as the independent variables that affect the employee motivation. The sampling survey method was used to collect the data through a structured questionnaire from 100 employees of the Bank of Ceylon Trade Finance Unit. Multiple Regression Analysis was used to analyze the data. The findings indicate that the Opportunities for Career Growth and Development, Job Security, Working Condition have a significant impact on employee motivation while the Salary and Other Financial Incentives do not have a significant impact on employee motivation. The outcome of this study confirmed that working condition is the most influencing factor to the employee motivation. Therefore, the managers should pay more attention on employee’s working condition when arranging the employees’ motivational activities in the bank. Keywords: Bank of Ceylon; Career Development; Employee Motivation; Job Security; Working Condition

D.G.L. Rasika

2016, Proceeding of 1st Interdisciplinary Conference of Management Researchers on the theme of Innovation, Integration and Inspiration towards Sustainable Future form 10th to 12th August 2016

Internet banking service provides true mobility, convenience and speed service. Still most of the retail customers do not accept this innovative service and they resist to use or less use. This paper investigates the factors influencing the adoption of internet banking by using 143 retail customers of five leading commercial banks in Sri Lanka. Decomposed Theory of Planned Behavior was used to develop the model to identify the factors influencing the customers’ decision whether to use internet banking. A sample survey was conducted to collect data from the registered customers for internet banking in leading five commercial banks in Sri Lanka through a structured questionnaire using the convenience sampling method. Correlation and Multiple Regressions were used to analyze the data. The findings revealed that the relative advantage, experience, self- efficacy, technological support have a significant positive effect on intention towards using internet banking whereas compatibility, trial ability, risk and complexity have a negative effect on adoption for internet banking. The policy makers should follow customer oriented strategies to increase rate of the internet banking users in the early adoption stages. The banks can rationally use pull strategy to attract new customers for the service and to protect the existing internet banking users for long run. Keywords: Commercial Banks; Decomposed Theory of Planned Behavior; Internet Adoption; Internet Banking

siwani jhuria

2016, Proceeding of 1st Interdisciplinary Conference of Management Researchers on theme of Innovation, Integration and Inspiration towards Sustainable Future from 10th to 12th August 2016

Insurance companies have identified the worth of using new technological facilities to carry out their business processes effectively and efficiently. One aspect is automating their agents with new technological products to obtain quotations and policy details, pay premiums, review marketing and communicating with customers. Although insurance companies have introduced the latest technological facilities for their agents, the tendency to adopt the new technology is very low. This study applied the Unified Theory of Acceptance and Use of Technology to identify the factors affecting the technology adoptability of insurance agents. A sample of 220 life insurance agents of Asian Alliance Insurance PLC were selected using purposive sampling method and data was collected through a self-administered questionnaire. Correlation and Multiple Regression Analysis were carried out to analyze the data. The results show a significant effect of Effort Expectancy, Facilitating Conditions, Performance Expectancy, Self Efficacy and Anxiety on Technology Adoptability of Insurance Agents. The results imply that the insurance companies should provide more user friendly technological facilities, assess all the users’ requirements, create self-confidence among the insurance agents to increase the technology adoptability rate of the insurance agents. Keywords: Asian Alliance Insurance PLC, Insurance Agents, Technology Adoptability

D.G.L. Rasika , Weedige S Sanjeewa , T. Perera

2016, Proceeding of 1st Interdisciplinary Conference of Management Researchers on the theme of Innovation, Integration and Inspiration towards Sustainable Future

Financial planning is very personalized and requires greater attention in the insurance sector than in any other market. The needs and wants of individuals or families differ from person to person and require human touch. Due to this among all distribution channels, the insurance agents become the first choice in insurance marketing. As the insurance marketing is highly dependent on agents’ channel, retaining the agents for a longer period is also very critical. This paper attempts to identify the key factors influencing the retention of insurance agents in Sri Lanka. A sample of 140 agents who left the company during 2014 and 2015 was used to collect data through a structured questionnaire from three leading insurance companies in Sri Lanka. The chi-square test was used to analyze the data. The findings reveal that the Recruitment & Selection, Training and Remuneration fond have a significant effect on retention of insurance agents whereas Supervisory Leadership does not have a significant effect on retention. The findings imply that the senior management of the life insurance companies should uplift the managerial actions for enhancing the level of agents’ retention and the regulator of insurance industry in Sri Lanka to upgrade the licensing system of insurance agents. Keywords: Agents’ Retention; Insurance Agents; Life Insurance Industry

2016, Proceedings of the 1st Intradisciplinary Conference of Management Researchers – 2016

Capital structure decision is a complex issue since it has greater impact for the sustainability of an organization. The commercial banks play a vital role in adopting the best financial management practices in the Sri Lankan economy. This study examines the impact of capital structure on financial performance of the commercial banks based on secondary data collected from the financial statements of a leading commercial bank for the period of six years from 2010 to 2015. Seven indicators were used to measure the firm’s performance; Gross Profit Margin, Return on Capital Employed, Return on Assets, Return on Equity, Net Profit Ratio, Earnings Per Share and Net Interest Margin. Debt to Equity Ratio and Debt to Total Fund Ratio were used as proxies for the capital structure. The data was analyzed using the panel data regression method. The results indicate that Debt to Equity Ratio has a significant impact on Net Profit Ratio and Return on Assets as well as Debt to Total Assets Ratio has significant impact on Return on Capital Employed, Gross Profit Margin and Earnings per Share. The findings are helpful to the practitioners in the banking industry to determine the proper mix of debt and equity in order to maintain the optimum financial performance level for the firm’s success. Keywords: Capital Structure; Colombo Stock Exchange; Commercial Banks; Financial Performance

Dr. Piyavi Wijewardene

The Indo-Sri Lanka Free Trade Agreement, most commonly known as ISFTA, is a trade agreement between India and Sri Lanka. It was signed into effect on December 28th, 1998 and entered into force with effect from 1st March 2000, facilitating duty free concessions to a wide variety of merchandises traded between the two countries. Even though, it was started with the hopes of improving the economy of the member states as well as promoting growth and job creation, critics claim that it has created undesirable situations and had some hefty consequences. The objective of this study is to examine the impact of Indo-Sri Lanka Free Trade Agreement, on Sri Lankan exporters. It determines the impact of the FTA on prices, trade volumes, production, consumption and welfare in exporters’ terms. It further highlights the importance of non-tariff, regulatory issues between the agreements. This study examines trade creation and trade diversion effects in the ISFTA using the standard gravity model of bilateral trade flows. The estimation of the gravity equation was carried out using the OLS analysis. In order to ascertain the overall trade creation and trade diversion effects, explanatory variables such as GDP, distance and dummy variables were incorporated into the estimation equation to explain bilateral trade flows and exports respectively. The results of the analysis revealed that, the total trade indicates that FTA brings about trade diversion and that trade creation effect is limited. Besides, the results of the analysis, disaggregated trade data show different patterns among different products while trade diversion effect for many products. Eventually it highlights the ways which, the role played by BOI can be re-visited and restructure, to make the agreement beneficial for Sri Lanka and increase Sri Lankan exports to India. Keywords: CEPA; Economic Integrations; ISFTA; Non-tariff Barriers

2016, Proceeding of 1st Interdisciplinary Conference of Management Researchers Innovation, Integration and Inspiration towards Sustainable Future, 10th - 12th August 2016, Sabaragamuwa University of Sri Lanka

The study examined the factors determined the job satisfaction of employees in the banking sector as a case study in Sampath Bank PLC. The conceptual framework was developed using the Theories of Human Motivation, Locke's Value Theory and Affective Event Theory. A sample of 105 employees in Sampath Bank Card Centre were selected through the disproportionate stratified random sampling method. Remuneration and Recognition, Training and Career Development, Organizational Culture & Policies, Internal Communication & Team Work, Work Environment & Job Content and General Life Satisfaction were used as the independent variables which are influencing the level of Job Satisfaction of the employees in the banking sector. Correlation and Multiple Regression analysis were carried out to analyze the data. The analysis reveal that Working Environment, Internal communication, Training and Career Development and Organizational Policies are the highly influential variables for job satisfaction of the employees in the Credit Card Centre. Based on the research findings it is recommended that the bank should establish a strong working environment, organize programs to the executive level employees and managers on how to continue a strong cooperation with their subordinates, promote the non-monetary compensations methods, formulate an employee friendly culture in order to keep a higher level of job satisfaction among the employees. Keywords: Banking Sector; Job Satisfaction; Sampath Bank PLC

A.Anton Arulrajah

This paper seeks to provide simplified general reflections in respect of green human resource management (green HRM) that is a novel concept at least in Sri Lankan context and indeed has a great potential to serve the individual, society and business. The paper has its focus on seven aspects such as meaning of green, reasons for greening, meaning of green HRM, importance of green HRM, green human resource requirements, greening of HRM functions and the findings of some green HRM research studies. It is hoped that the paper has some utility for generating an interest within potential researchers and for gaining a conceptual understanding of green HRM.

AJHSSR Journal

Green practices are a vital factor for every business industry all over the world. Due to many kinds of environmental pollutions and issues may arise for green practices in the world. On the other hand, there are many challenges for a business entity to protect the environment with its operational activities and to control its operational cost to enhance profitability. As per this study, the main objective is to identify the factors that affect determining green HR practices on OCBE(Organization Citizenship behavior towards Environment). Under the specific objectives, effects of environmental performance, training and recruitment on OCBE were considered. As per the research methodology, this study can be categorized under the positivism research philosophy, deductive research approach and survey strategy. The researcher has also identified data validity and data reliability of this study by focusing on KMO & Bartlett's test and Cronbach Alpha Test. The researcher has also used statistical analysis of correlation and Multiple regression analysis by using SPSS tool to find a proper solution for the research questions. As per the research findings, the researcher has identified a balance gender base, a young age group of sample members, and dissatisfied green HRM practices under the demographic factors. However, the researcher has found positive feedback for green recruitments; hence, the organization uses green recruitment practices under their green HRM activities. As per the correlation, analysis shows the significant impact of independent variables on the dependent variable. The researcher has identified a negative correlation between environmental performance and OCBE with a significant level, and there were negative correlations between green recruitments with OCBE. Also, the researcher has identified a positive correlation between green training and OCBE. Therefore, the researcher can accept the entire alternative hypothesis with the impact of green HRM factors on OCBE. According to the recommendations, the researcher has identified better waste management activities, develop protect and supply green activities, reduce the purchase of non-renewable resources with proper guidance on environmental activities.

D.G.L. Rasika , T. Ranaweera

2016, 1st Interdisciplinary Conference of Management Researchers Innovation, Integration and Inspiration towards Sustainable Future 10th to 12th August 2016

Life insurance penetration level is still very low in Sri Lanka compared to the developing countries even in the South Asian Region. In spite of the slow growth rate of life insurance industry, higher rate of lapsation of life insurance policies is one of the major issue in increasing the level of insurance penetration. This study attempts to identify the factors influencing the life insurance policy lapsation through a sample of 160 life insurance customers of bancassurance channel in AIA Life Insurance PLC. Chi-square Analysis and Logistic Regression were used to evaluate the impact of gender, age group, marital status, income level, insurance agents’ behavior and service quality on life insurance policy lapsation in first three months after the commencement of the insurance agreement. The findings revealed that gender, age group, marital status, income level, and insurance agents’ behavior significantly affected on life insurance policy lapsation. Tangibility and responsiveness do not have a significant effect on policy lapsation but reliability, assurance and empathy have a significant effect on policy lapsation. The findings imply that the life insurance companies should implement programmes to develop the skills of the life insurance sales persons based on the value education and follow target marketing strategies focusing the middle and high income level people. Keywords: AIA Insurance PLC; Bancassurance Channel; Insurance Penetration Level; Lapsation of Insurance Policies; Life Insurance Customers

Edna Rabenu

Industrial and Organizational Psychology

In this article, we argue that changes in workplace characteristics over the last few decades may affect work relationships and call for adjustments in the traditional theoretical framework used to understand them. Since the last quarter of the 20th century, there have been theories regarding changes in labor relationships following technological, political, globalization, and economical changes. However, we examine the changes in light of psychological theories rather than labor or industrial approaches. We review four main areas where social exchange theory (SET) has been implemented, address recent changes that challenge the traditional SET perspective, and propose alternative models. We refer to these models as “hybrid” as they integrate traditional SET premises with new-era workplace characteristics. First, we describe several changes in workplace characteristics. Next, we review some of the most conventional applications of SET to work relationships. Finally, we critically exa...

Dr. Ramar Veluchamy

2021, Journal of Chengdu University of Technology

Research Objective: To develop a GHRM model using best practices for environment-friendly organizations. This research brings innovative Green HRM practices for the HR professionals to experiment with. Green HRM, the new strategic problem in management appeared in the 1990s and became globally known in the 2000s. Most of the studies highlighted the importance of green HRM in the working conditions of the organization. Research Problem: Awareness of Green HRM policies and their impact on the effective environment performance through employees' private and work-life is yet to be created. Research Gap: The impact of Green HRM policies in the organization on EPF through employee work-life is yet to be closely studied. Research Objective: To study the practices and strategic implementation of Green human resource management policies to improve the EPF in environment-friendly organizations. Research Methodology: The data collected through the interview is analyzed through the content analysis technique which helps us in making replicable and valid inferences by interpreting their textual responses. Recommendations: Most of the organizations employing Green HRM practices are now attracting and retaining the employees compared to other organizations. Conclusion: The efficiencies created by Green HRM can reduce the operational cost incurred and induce the employers to take up Corporate Social Responsibility in a better way. The future of green HRM is very promising for all the stakeholders.

Jorge Pereira-moliner

Administrative Sciences

The main purpose of this paper is to integrate the literature on human resource management (HRM) and environmental management. Moreover, the paper shows the role that green human resource management (GHRM) plays in environmental management activities. This article examines the main relationships between human resource management and environmental strategy, emphasizing reciprocal influences. Moreover, the main human resource practices used in the literature are examined. In addition, methodological approaches that can be appropriate to advance the study of the link between human resource management and environmental strategy are proposed. Ideas for future research are also provided. As the role of human capital in implementing environmental management is a mature field of research, a new topic known as green human resource management has emerged. We examine studies that analyze both the relationship between general human resource management and environmental strategy and between gree...

Mohammed N . Elziny

Human Resources Management (HRM) embraces considering environmental practices to increase their employees' commitment and to improve better performance on the issues of environmental management. The research aim is to determine the impact of Green Human Resources Management (GHRM) on employees' eco-friendly behavior. This research reports the findings of a survey from hotel employees who had at least one-year work experience in Cairo. A survey of 220 employees was conducted from January 2019 till June 2019. The survey included six statements related to the GHRM and one statement related to the employees' eco-behavior. Five hypotheses were verified and all of them were supported. Structural equation modeling (SEM) was used to test the measurements model using AMOS 4. The results demonstrate that green human resource management promotes employees' eco-friendly behavior. Finally, this study presents a useful model of green human resources management policies that hotel HR managers should establish to support their environmental practices.

Rebecca Hewett

14, Tuesday May 17

International Journal IJRITCC

Green HRM is the emerging topic in current scenario. There is increasing require for strategic Green HRM the combination of environmental management into HRM. Organizations Human Resource function can be important in helping a broad approach for making a culture of sustainability. The strategy engage applying changes to the different functions of HR like recruitment, induction, training and development, conducting performance appraisal, and also determining employee compensation. Green HRM scheme within HR form a wider form of corporate social responsibility. The Green Human Resource Management will participate an important role in organizations to help the environment related problems by assuming it, in management philosophy, HR policies and practices, training people and implementation of laws related to Environment safety. In this paper an attempt has been made to promote the importance Green HR involves two essential elements environment friendly HR practices and preservation of Knowledge capital. Green HRM means using every employee interface in such a manner in order to promote and maintain sustainable business practices as well as creating awareness, which in turn, helps organizations to operate in an environmentally sustainable fashion. Hence, Green HRM encompasses two major elements: environmental-friendly HR practices and the preservation of the knowledge capital. Present study, focus on Green HRM as a strategic initiative by the corporate to promote sustainable business practices.

Rashedul Islam

Fotios Mitsakis

Smriti Anand

Tuesday May 17, 14h30-17h30-SESSION I

Flexibility i-deals, defined as customized flexible work arrangements negotiated between employees and employers, are intended to benefit both parties. Research on flexibility i-deals points to ambiguous findings concerning their proposed benefits. We developed and empirically investigated a framework, designed to resolve these ambiguous results, that examines flexibility i-deals from two perspectives-employees' entitlement beliefs and organizations' reciprocity beliefs. Consistent with the proposed model, within a ...

International Journal of Human Resource Studies

This study aimed at investigating the relationship between green human resource management (Green HRM) practices and employee green behavior (EGB) within the context of hospitality industry, Khulna city, Bangladesh. Data collected through a self-administered questionnaire from 130 hotel employees of Khulna city were analyzed by employing correlation and multiple regression analysis. The study results showed that there was a positive association between green focused HRM functions and EGB. It was further confirmed that Green Training & Development, Green Performance Appraisal and Green Compensation& Rewards had significant contribution in explaining the green behavior of the hotel employees.

IOSR Journals , Johan oscar

Industrial sector is one of the biggest contributors to environmental degradation which concerns in making a green sustainability business. The implementation of Green Manufacturing in the world faces obstacles to gain profit rather than to improve or develop. Manufacturing companies have to develop Green human resources management (GHRM) as a HRM application for minimizing the negative impact caused by the activities in all business processes. The main objective of this research is to investigate the relationship between Green Competency, Green Motivation, and Green Employee Involvement, with Environment Performance, and to examine how the organization can increase their Environmental Performance. To gain better understanding for environmental performance, research uses Organizational Citizenship Behaviour towards Environment to moderating the relationship between Green Competency, Green Motivation, and Green Employee Involvement, with Environment Performance. Quantitative method is applied and the primary data is collected using a questionnaire using a 5 point likert scale. Analysis using Structural Equation Modelling to investigate a sample of 100 Head Office employees in one of a manufacturing company in Indonesia. Results of the study reveal that Green Motivation and Employee Involvement has a positive impact on Environmental Performance. The finding of this study will be used as references for the Human Resource Division to make programs to enhance company environmental performance.

IAEME Publication

2020, IAEME PUBLICATION

Aim of this paper is to find out the factors which is connecting Green Human Resource Management and Corporate Social Responsibility. Most of research has conducted on finding the critical success of factors of Environmental Human Resource Management adoption in various manufacturing industries. And the hidden Meaning of Green Human Resource Management is to support the eco-friendly activities to safeguard the nature, this is comes under the Corporate Social Responsibility and this is common and unavoidable by every organization. By this sense this article like to elucidate factors which are all promote the sustainability of organization by giving importance on Corporate Social Responsibility through practicing Green Human Resource Management Strategies. We used some variable to construct model related with the reference of various articles. The result of this study represented by 230 valuable questionnaire. We analysed data using SPSS 24

Maryam Khan

In 21st century there is growing need for the integration of environment with the human resource management. The birth to green generation-The " Magna Carta " was declared to be the first United Nations Conference on Human Environment, held in June 1972 in Stockholm. The role of human resource process in translating green human resource in organization daily practice to acquire sustainable environment in work place. Green Management requires high technical knowledge and skill among the employee. So, the employee of the organization must be inspired, assured and cognizant of greening environment and business world through green management activities and approaches. The green organization has create network of world renewed experts in environment development .Sustainable business initiatives can lead to social, corporate and environment sustainability in short involves focusing on people, profit, price and in good business strategies.

Tajul Islam

It is a report studied to an NGO in Bangladesh

drbala koteswari

2020, Studies in Indian Place Names

Green Practices or Green HRM under CSR performed by the organisations help the environ m en t an d society beyond what regulators require-has come of age. A study from Harvard Law found that Fortune 500 organisations now spend an average of $ 15 billion a year on corporate philanthropy. CSR is not only a differentiator for top talent, but it also has an impact on the organ isat ion 's bot t om line. While the profession of HR may seem at first glance to be removed from CSR, it's a role that undoubtedly impacts society-and should be equally involved in determining how the company approaches their social giving strategy. The paper studies on the responsibility of HR in promoting Green practices in the organization under the pretext of CSR activities. Purpose of the study: The paper implies to reveal the active role of HR in performing Green practices in the organization. The approaches adopted by the employees and the organization in whole for preserving and protecting the business physical and professional environment. Methodology adopted for the study: The study will consider the secondary data of various Green Practices followed in organisation with specific emphasis on Environmental responsibility and Environmental practices embedded in the organisations. Major Findings: The objective and standards set by the organisation in regard to sustainable development, their training advancement and knowledge imparted by the HR to the employees in t h e sustainable development techniques, is the agenda of the study. The contributions done by the organisations and their employees are at the very primary level. Key contribution: In this advance, the study imparts on the journey that the job seekers prevail from being an employee and turning into the organisations top HR performer in the light of the sust ain able development and its ongoing support for the benefit of the society and the nation as a whole.

Green HRM is the developing issue in present era. There is rising demand for purposeful Green HRM the blend of environmental management into HRM. Organizations Human Resource purpose can be significant in serving a comprehensive method for creating a philosophy of sustainability. The approach involve smearing variations to the dissimilar purposes of HR like recruitment, introduction, training and expansion, managing implementation, and also regulating employee recompense. Green HRM outline within HR form a broader form of business social accountability. The Green Human Resource Management will contribute an significant role in organizations to aid the environment connected difficulties by supposing it, in management viewpoint, HR strategies and performs, teaching people and application of laws linked to Environment security. In this paper an effort has been made to encourage the significance Green HR contains two vital basics environment friendly HR follows and safeguarding of Information wealth. Green HRM means using every employee boundary in such a method in order to encourage and sustain sustainable business performs as well as generating consciousness, which in chance, helps corporations to control in an ecologically sustainable manner. Hence, Green HRM includes two main fundamentals: ecofriendly HR performs and the protection of the information wealth. Current study, emphasis on Green HRM as a planned creativity by the corporate to encourage sustainable business perform

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52 Human Resources Management Topics for Research Paper

Non-trivial human resource research topics to use for your own project.

A Bit About Human Resource Management Research Topics

Human resource management is focused on hiring, training, and managing staff. Another important goal of the human resources (HR) department is to make sure the best working practices are implemented in the company. The choice of human resource management research topics is broad. It may vary from the analysis of workplace conditions and the problem of equal employment opportunities in the future to the solutions & proposals for talent management and career development.

The challenges with research proposals are also vast, starting from choosing human resources management topics for research and ending with writing the research paper itself. Even though you were given a prompt with detailed instructions or someone who continually reminds us of basic things, it’s still not easy. Nevertheless, the most effective hack is to narrow a more expansive research direction down and focus on providing your target audience with the results addressing set goals.

How to Choose the Best Human Resource Research Topics

The human resource subject is very broad as it targets lots of areas. It means students can work with proposals about various hiring approaches and modern recruiting practices used in big companies or discuss hybrid work structures in various contexts. And these are just a few concepts of human resources research topics, as there are dozens of other topics to cover. For example, you can delve deeper what is human resources to find more promising study areas. Still, how to ensure your choice is good? It’s easy to understand when you follow these tips to select a proposal.

• Ensure the topic is interesting to you. Nobody will write about something boring or cliched. Just like with the business proposal topics , where you should be passionate about the issue to cover it well.
• Choose areas that you know well or want to explore further. The better you understand the selected human resource management research paper topics, the less time and effort you spend on your proposal.
• Avoid generalizations and being too broad. If you investigate the wide research topics in human resource management, narrow it down and select the most valuable theme. Ensure the proposal will also be informative and engage readers.
• Apply the latest trends effectively. Also, ensure the proposal topic allows you to conduct extensive research with a narrow focus. For example, you may apply trending themes to investigate some local cases.

Add these points to your proposal checklist, making identifying valuable human resource topics for research paper simpler. Even if you already received a prompt from your professor, you can still correct it a bit. Also, it all makes easier when you acquire help from professional proposal writing services , and the expert suggests the topics addressing these points 100%.

Compelling Human Resources Management Topics for Research Paper

Today, human resources is a proper science distinct into specific areas. Using various tools and innovations allows one to expand the academic scope and bring up complex business outcomes. It would be impossible without research. However, proper research is possible only when choosing an appropriate direction. Below are some interesting human resources research paper topics you might want to cover:

• Why Is Job Analysis Important
• How to Handle Overqualified Employees
• Identifying Strengths and Weaknesses During an Employment Interview
• The Effectiveness of Social Media in Human Resource Management
• Should Human Resource Managers Hire Students
• How Important Are Soft Skills
• Using Virtual Reality to Train Employees
• The Significance of HR KPIs in Employee Performance
• Job Rotation and Job Redesign: What’s the Difference?
• Are Online Video Courses Efficient to Train Stuff?
• Significance of Corporate Universities
• Effective Disciplining Methods
• 360 Degree Feedback: Advantages and Disadvantages
• Advantages of a Multigenerational Workforce
• How Performance Assessments Impact Employee Productivity
• Career Development and Employee Morale
• Maintaining Work-Life Balance
• Employee Motivation and Workplace Stress Management
• How Can Human Resource Managers Establish Successful Communication During Remote Work
• Identifying Workplace Bullying in Multiple Ways
• How to Prevent Employees From Emotional Burnout
• The Rise of the Global Labor Market
• The Diversity Gap at the Workplace
• Effective Methods of Workplace Monitoring
• Facts Affecting Employee Retention

As you can see, research proposal topics in human resource management vary, and you can approach the problem from different angles and create proposals about the points that interest you the most. Choose ones that inspire you to research in-depth and create captivating proposals.

Unusual Research Proposals on Human Resource Management

If you want to move away from default proposal concepts and cover competitive human resource research topics, you may need a more comprehensive look at the whole area. Think about HR in the context of social and ethical issues, or try to seek through psychology research proposal topics. Employees, managers, and recruiters often face difficulties based on such matters.

This way, combining the HR area with other fields of knowledge may open new horizons for your investigations. Check out issue-based human resources management research paper topics.

• Identifying Workplace Bullying
• The Main Challenges of Human Resource Managers
• Religious and Sexual Discrimination in the Workplace
• Dealing With Sexual Harassment at the Workplace
• How to Control Employees Following Safety Protocols
• What Happens if Not Following Workplace Safety
• Cases When HR Should Take Legal Action
• Ways the Human Resource Specialist Protects the Employees or the Company
• Preventing Osha Violations at Work
• Training the Workplace to Minimize Potential Risks
• The Role of Human Resources in Risk Management
• What to Do When an Employee Is Assaulted at Work?
• Ethical Considerations Regarding Monitoring Employees During Remote Work
• The Importance of Having Equal Employment Opportunities
• Direct and Indirect Workplace Discrimination
• How to Report About Workplace Harassment
• Consequences of Violating Safety Rules at the Workplace

It’s also essential to find appropriate sample research papers on human resource management that help you understand what a good proposal should look like. It will give you numerous insights on the proper structure, formatting, as well as approaches to inspire readers and motivate them to look forward.

Trending Human Resources Research Paper Topics

As we said before, choosing trending human resources management topics for research paper is a good option. By doing so, you update knowledge in the area and actualize information. However, customize it to your proposal case, such as a local situation you can explore and analyze.

• Using AI to Manage Employee Performance
• How Poor Dynamics Negatively Affect Employee Performance
• Data-Driven Strategies in Human Resource Departments
• Should Pre-employment Assessments Be Considered Over Resumes
• How Virtual Teams Impact Productivity
• Disadvantages of Remote Work
• The Rise of Mobile-Friendly Recruitment
• Is It Possible to Spot Employee Behavior Change Using AI
• How to Make Virtual Team Buildings Impactful
• How Poor Mental Health Affects Productivity

Choosing a trending topic is advantageous. For example, if a person needs to compose a PhD law research proposal , the most popular themes will be in favor. It could be a topic about how the law sees terrorism in different countries.

DOWNLOAD Here More Research Proposal Topic Ideas in Human Resource Management!

Need assistance with human resources management research paper topics.

With so many human resource management topics for research paper, you can take one to cover or develop your own using available examples. However, if you still don’t feel confident about choosing an appropriate topic or composing a proposal yourself, turn to our specialized and professional services. We are always ready to assist you regardless of project complexity and deadlines.

Entrust us with developing your research papers human resource management prepared by specialists well-versed in your chosen field of investigation. And be sure to get a top-quality proposal that your mentors and supervisors will greatly appreciate.

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215 Best Human Resources Research Topics for Students

Table of Contents

Human resource is a division of an organization or a business that deals with the recruitment, administration, and training of employees. If you are a student who is pursuing a course in human resource management or MBA, then you will be often asked to write term papers , dissertations, and theses on human resources research topics. As human resource is a broad subject with plenty of research areas to focus on, you might experience difficulties with topic selection. In case, you are unsure what topic to choose for your HR dissertation, have a look at this blog post. For your convenience, here we have suggested a list of the best human resources research topics and ideas in various categories. In addition to that, we have also shared some important HR research paper topic selection tips.

Continue reading and get the necessary academic benefits.

Tips for Choosing a Good HR Research Paper Topic

Whenever you are assigned a task to write a research paper, identifying a research paper topic is the first step you should follow. You may think that topic selection is an easy step to cross. But, actually, it is not. When it comes to writing human resources research papers, you may search and find an endless list of HR research topics. But out of them all, it would be really challenging to identify a particular HR research paper topic.

As we already know how difficult it is to identify a good research topic, in order to ease the search process and guide you, here we have shared a few tips for you to keep in mind during the HR research paper topic selection. Follow the below-mentioned tips and spot a good topic.

• Choose a topic matching your interest.
• It is good to choose a topic that you have strong knowledge of because it will not consume too much of your time and effort.
• The topic should be informative and exciting to the readers.
• Avoid picking a topic that is too broad because you may not be able to cover all the main points before the deadline.
• If the topic is too broad, narrow them into subtopics and focus in detail on a certain subtopic.
• The research topic should support you to conduct extensive research.
• The topic should contain relevant evidence from credible sources to support the main idea.
• Instead of selecting a popular topic, go with the latest and trending human resources research topic.
• The topic should make sense, and it should help you to organize the points coherently.
• Remember your educator’s guidelines and prefer a unique research topic that stands in line with them because only such topics will boost your scores.

List of Human Resources Research Topics and Ideas

In general, when assigning the research paper writing task, professors will either propose a list of research paper ideas for you to consider, or they will ask you to come up with the best research topic on your own.

If you are asked to choose an HR research paper topic of your choice, then you can go through the list of the best human resources research paper topics and ideas suggested below on various categories such as HR management, talent management, recruitment and selection, risk management, career development, performance management, workplace safety, etc. and identify an ideal topic that will help you earn an A+ grade.

Human Resources Management Research Topics

• What are the most effective team-building strategies?
• How Training and development affect job performance
• The best way to utilize productivity metrics.
• HRM strategies for addressing skill shortages
• Organizing teams according to personalities.
• How to manage international employees.
• How many paid leave is optimal?
• Investigate the human resource management practices that enhance a company’s success.
• The simplest way to resolve interpersonal conflicts.
• Benefits of regular psychological counseling for all employees.
• Managing part-time, full-time, and freelance employees.
• How HR helps companies remain competitive in a global market.
• What occasions deserve raises and bonuses?
• Methods for disciplining employees.
• Opportunities for implementing the e-HR systems.

HR Management Topics for Study

• What is strategic human resource management?
• Discuss the benefits of strategic human resource management.
• Use of modern technologies in human resource management
• Importance of competency mapping in the 360-degree appraisal
• How to develop and sustain employee engagement?
• Discuss the roles and responsibilities of an HR manager in developing employee engagement
• Effectiveness of employee performance appraisal in multinational companies.
• Comparing diversity and discrimination problems in an organization.
• How to guide employee appraisal in the business?
• How can we address healthcare issues and risks in the workplace?

Top HRM Topics for Research Paper

• Why technological applications offer a competitive edge in HR management.
• Assess the factors influencing an employee’s decision to leave a company.
• Various methods of enhancing employee productivity
• Why a flexible workplace is essential in a modern organization
• How does employee empowerment increase job satisfaction?
• The integrated system for workforce management and its advantages to medium, small, and micro-businesses.
• The cloud computing concept emerged in the human resource management field.
• Explore the current human resource management practices in the US and the UK.
• 3T leadership competency model evaluation in the HRM context.
• Why the SaaS approaches and cloud-based apps matter in human resource management
• Discuss the most effective intrinsic and extrinsic motivators to use in human resource management
• Why human resource planning and retention are important for a company’s long-term success?
• Discuss some of the top HR trends for the workplace in 2023
• ESG reporting can expand beyond compliance to attract new talent: Explain
• Discuss the benefits and limitations of a hybrid work structure for human resource

HR Research Topics on Recruitment

• The ways to identify workplace bullying.
• The requirements for in-office workers VS freelancers.
• Should companies automate more or invest in people? An HR paradox
• Role of targeted learning in talent development
• Use of peer coaching to develop future-ready skills
• When is the best time to recruit a new employee?
• The role of communication skills during employee acquisition and recruitment.
• The best platforms to recruit on.
• Challenges affecting contemporary recruitment and selection strategies.
• Best practices for improving employee retention.
• What kind of employees is needed for a large company?
• The importance of the screening process during recruitment.
• The effects of cross-cultural recruitment on organizational productivity.
• Is social media an effective way to recruit?
• Recruiting university graduates directly – a good idea or a bad one?

HR Research Paper Topics on Job Selection

• How to attract good employees?
• How does HR evaluate a potential recruit?
• Criminal background checks – Do’s and Don’ts.
• What kind of employees should small businesses look for?
• How to effectively assess skills during an interview.
• Factors that affect the HR selection method.
• Recruitment and selection process in Family Businesses.
• The role of human resource planning in recruitment and selection
• Can a company use a flexible work policy as a retention and recruitment tool?
• The selection and recruitment methods that companies in developing and developed countries use.
• Impact of gender bias in the Recruitment and Selection of Employees
• Importance of a flexible workplace policy in employee recruitment and retention
• Why is effective recruitment significant in the context of the improvement of employee performance?
• How can the selection of the employees help in better performance within the business?
• We are recruiting the best and brightest people from around the world.

HRM Research Topics on Equal Employment Opportunity

• Corporate learning, compensation management, performance management, and recruitment in talent management
• Various talent acquisition strategies
• Different talent management tools
• Role of executive coaching in talent management
• Role of recognition programs and leadership development in talent management
• Why talent management requires a strategic plan
• How to manage equal opportunity employment?
• Recruiting is an equal opportunity employer.
• Government requirements for equal opportunity.
• The costs of an unequal workplace.
• How to recognize and manage discrimination in the workplace.
• How to create a diverse workplace?
• Do all genders deserve the same pay?
• The best tactics for implementing equal opportunity.
• Equal Employment Opportunity and the Glass Ceiling

Talent Management HR Research Topics

• Best practices for mediating disputes between employees.
• Importance of diversity management to ensuring a culture of equal opportunity within a workplace?
• Why is it important to ensure a balance between male and female employees
• How to eliminate the gender gap and promote gender equality in the workplace?
• Inclusion of people from every socio-cultural and demographic background in the workplace
• How to manage international employees in the business in the UK?
• How can the business create a diverse workplace?
• The Role of Recruitment in talent management
• Talent management in the small and medium enterprises
• Corporate talent management
• Talent management approaches among MNCs in the USA
• The Role of targeted learning in talent development
• Talent management strategies in the Military

Career Development Human Resources Research Topics

• Risk factors in talent management
• Talent Hunting vs. Talent Management
• The impacts of technology on talent management
• Trends of talent management in a globalized society
• Talent management strategies in the hospitality sector
• Google versus IBM talent management approaches
• The Role of recognition programs and leadership development in talent management
• Importance of talent management in succession planning
• How to manage the workplace be an inclusive as well as accessible place for disabled employees?
• How career development helps both employees and organizations.
• Skills that all employees should develop.
• Professional certification training for employees.
• Should training be prioritized over completed current work?
• The impact of cross-training on organizational efficiency
• How does active professional development affect productivity?

HR Research Ideas on Performance Management and Appraisal

• The Role of vocational training and Apprenticeship in the Workplace.
• Challenges in implementing professional and career development programs
• Building a coaching culture in an organization
• The impact of on-the-job training and stretch assignments on employee performance.
• Effect of Transformational Leadership on Employees’ career development
• How can the human resource of the business help in the career development of the employees?
• The importance of performance planning in the performance management cycle.
• Performance appraisal and employee motivation
• Advantages of having performance standards
• The importance of feedback in organizations
• Are psychological appraisals beneficial in the hospitality industry?
• Reward system and performance management
• Performance appraisal and corporate culture
• Advantages of automated performance management systems
• Performance management and strategic planning

HR Research Topics on Worker Protection and Workplace Safety

• How to incorporate employee input in organizational decision-making
• Benefits and drawbacks of performance appraisal
• The consequences of not following workplace safety.
• Developing specialized safety standards for the workplace.
• How to ensure compliance with workplace safety rules.
• Monitoring employees during remote work – is it ethical?
• Steps to minimize or prevent burnout.
• Consequences of violating safety rules at the workplace.
• Combating sexual harassment at the workplace.
• Steps to take when an employee is assaulted at work.
• How to deal with celebrities and famous figures in the workplace
• Fines and penalties for violating workplace safety rules.
• Bringing dangerous weapons into the workplace.
• How to ensure all employees follow health and safety protocols?
• Ensuring company leadership also follows safety roles.

HRM Research Paper Topics on Risk Management

• Defusing volatile and tense moments at the workplace
• How to use AR and VR in the workplace
• Ways to address risks and healthcare issues in the Workplace
• Ways to prevent OSHA violations.
• How to identify bullying at the workplace
• The workplace safety methods and monitoring
• How to ensure the psychological well-being of employees during remote work.
• Importance of developing health and safety culture within an organization
• Is HR there to protect employees or protect the company?
• What kind of risks does an HR have to manage?
• The role of HR in risk management.
• Training the workplace to minimize potential risks.
• When should HR take legal action?
• Risk management when working from home.
• How should HR respond to a legal action taken by an employee

Interesting Human Resources Research Paper Topics

• Reasons to carry out regular internal audits.
• How HR managers can identify and assess risks in the workplace
• HR risk management and employee productivity
• Fathers should be given the same paternity leave as maternity leave
• The link between working remotely and lower productivity
• Flexible working plans and the Millennial employees
• The Impacts of virtual teams on Productivity
• Hostility in the Workplace and ethical Discrimination with marginalized groups.
• The use of recruitment marketing by HR departments
• The benefits of onboarding as an approach to sustaining human resources in organizations
• Using Data-driven strategies in the HR departments
• Challenges of working remotely during the COVID-19 lockdowns
• The importance of refresher courses for employees
• How to maintain work-life balance
• Significance of HR KPIs

Good Human Resources Research Topics

• The Red-Hot Stove Rule in employee discipline
• How to communicate constructive feedback to a fellow employee
• The Importance of Job Analysis
• Pros and cons of 360 Degree Feedback
• Problems that affect attendance and timekeeping among employees
• Evaluating employee performance management styles
• Verbal harassment and bullying of female workers- How do they affect performance?
• How organizational climate affects the job satisfaction
• How non-monetary factors affect employee retention
• Calculating possible risks during the hiring process
• How a company can enhance industrial harmony
• Investigating the leadership style of a top brand- Case Study
• How modern companies can solve the inadequate human resource problem
• Discuss the key interpersonal skills of an HR (human resource) manager
• How does ageism at work influence human resource management?

Outstanding Human Resources Research Topics

• Are virtual interviews better than in-person interviews?
• Is an HR department necessary for smaller, family-owned businesses?
• Analyzing and updating how much a particular job is worth.
• Unique ways to keep morale up during the pandemic.
• How big data is useful to human resources.
• Employee termination process
• Job redesign versus job enrichment
• Online recreational activities to develop teamwork during remote work.
• Handling overqualified employees
• Job shadowing versus Job rotation

Amazing HR Research Ideas

• How to prevent employee termination
• Can buying gifts motivate employees?
• Fun activities that enhance employer-employee relations
• How the boss approach kills employee engagements
• How labor unions facilitate employee engagements
• Emerging Trends in the human resource management restructuring
• The use of an Applicant Tracking System during recruitment and selection
• Benefits of a Learning Management System (LMS)
• Does a personality test matter during recruitment?
• How personality affects group/team performance
• How an organization’s productivity can be increased with the help of team competition?
• How can an HR manager relieve stress while dealing with workplace conflicts?
• Discuss the challenges of religious and sexual discrimination in the workplace
• What should be the leadership style an HR manager needs to use for ensuring successful communication in a remote work environment?
• How HR managers can identify a candidate’s strengths and weaknesses during an employment interview?

The Bottom Line

From the comprehensive list of human resources research topics and ideas featured in this blog post, choose any topic of your choice and draft a brilliant academic paper as per your university guidelines. In case, you need help with HR research paper topic selection and writing, get in touch with us immediately. On our platform, we have numerous well-qualified subject experts and HR professionals to offer outstanding human resources assignment help online at an affordable price. Typically, based on the specifications you send us, the finest academic writers in our team will craft and dispatch a plagiarism-free human resources research paper in advance of your deadline and will help you secure top grades. Just book your order and earn plenty of scholastic benefits from our scholarly writers.

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Best Research Proposal Topics in Human Resource Management

Research Topics in Human Resource Management Do HR departments really have the capacity to drive organizational change? What HR theories are most effective within the XYZ industry? The issues with outsourcing HR overseas How do HR departments work with other departments in the organization? Employee negotiating strength and HR management How can training and development proof a company against future problems? The impact on training and development on an organizations profitability? Is there such a thing as too much training? How to balance day to day work requirements and employee development? Budgetary considerations within HR planning Remote interviewing techniques The effectiveness of remote interviews and employee retention The importance of soft and hard skills when making recruitment decisions The role of software in screening job applicants Is training management in recruitment technique effective? Can software prevent you from finding the most appropriate candidate? How to improve poor employee selection through recruitment Improving the pace and effectiveness of change management through HR Responding to recent trends in HR management

How strong does a HR department need to be? In what ways can HR create tangible value for a company? Just how well can employee performance be managed within an organization? How to prevent bias within the recruitment process Should you take positive steps to maintain diversity within the workplace? Is fairness important when setting wages and other rewards? Can a business achieve as much with a shorter working week? Wage capping and performance management. Are we creating too much bureaucracy within our HR function? Removing waste from the HR function Do higher wages really make for a more effective and motivated work force?

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