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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.

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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Research Proposal for Sustainable Human Resource Management

This paper tries to explore the sustainable human resource management practices in the Bangladesh. The importance of this research lies in its contribution to the job sectors itself which includes the managements as well as employees. The purpose of the study is to experiment essential factors involved with moving organizations to greater sustainability and the role Human Resources is and might be playing in that process.

Related Papers

The Comilla University Journal of Business Studies

Mohammed Rafiqul Islam , Rebaka Sultana

The primary purpose of this research is to analyze the influence of green human resource management practices on environmental sustainability performed in various organizations in Bangladesh. Organizations are giving more emphasis on financial profits, but they should be concerned for the impacts at their attaining environmental sustainability. To handle this crack, the present study allows a taxonomical literature review. The study analyzed different factors affecting environmental sustainability in the organizations. The total 200 responses have been drawn from 20 industries in Bangladesh. Factor analysis is presented to get the significant components which increment environmental sustainability. The determination of this inquiry divided into seven factors like green culture, green job design and analysis, green recruitment and selection, green training and development, green performance appraisal, green reward and compensation, green promotion and motivation that have a momentous influence on environmental sustainability. Similarly, it was also revealed that green performance appraisal should be developed for environmental sustainability. The study advised the employers, employees, policy makers, BGMEA, BKMEA, entrepreneurs and investors to focus on key variables of green HRM affecting the environmental sustainability of the organizations of Bangladesh.

Indian Journal of Economics and Business

Hafiz M U H A M M A D S I K A N D A R Ahmad

This study intends to review existing literature on sustainable human resource management (Sustainable HRM) with the plan of digging up in the literature for an improved perception of the current state of the research field and the research gaps, along with to propose future directions for the research. This paper provides a review of the discourse from pioneering stage to the current one. Sustainable HRM is a contemporary and an evolving discourse. Being an emerging field of study, it doesn't have a single definition as well as no definite set of practices This field of study demands more research contributions from different contexts which will highlight its different understandings in different contexts, its different practices, different related problems, and their solutions. For better contribution, first there is a need to study the evolution of this field of study and then make progress. In this regard, this study contributes to this field of study by shedding light on the history of human resource management (HRM), discussing changing perspectives in HRM, talking about emergence of sustainability agenda in HRM, conferring beginning of a contemporary field, having a discussion on work done and future avenues in the field of Sustainable HRM

Barbara Mazur

The concept of sustainability – understood as a company’s ability to achieve its business goals and to increase long-term shareholder value by integrating economic, environmental and social opportunities into its business strategies – seems vital for companies operating worldwide. Additionally, human resources are acknowledged to be among the most valuable assets for them. The purpose of the study is to examine the important factors associated with the organizations’ move towards greater sustainability and the role human resources are and might be playing in that process. The paper contributes to the emerging literature linking sustainability to the issues researched in HRM literature. Initially it discusses how the notion of sustainability has emerged and developed in the HRM literature. Then the role of Human Resource Management in the firm’s sustainability function is presented. Nine large, public, multinational companies rated among the world’s best for their handling of environ...

PsycEXTRA Dataset

Carolina Feliciana Machado

Rashedul Islam

Tarnima Warda Andalib

Ina Aust , Ina Aust

NHRD Network Journal

Kadumbri Randev

The concept of sustainability has deeply penetrated in all functions of management such as supply chain, organisational behaviour, human resource, strategic management and so on. But recently, sustainable human resource management (S-HRM) has garnered a significant amount of attention from industry practitioners and academicians due to the escalation of adverse impact of existing HRM approaches on employees, society and the environment ( Mariappanadar, 2003 , International Journal of Social Economics, 30(8), 906–923; 2014a, Human Resource Management Review, 24(4), 313–329; 2014b, Sustainability and Human Resource Management, Springer). Human resource sustainability is being desired by all because of its notable implications for both the employees and the organisations. Previous literature establishes that human resource management (HRM) practices play a vital role in determining organisational success and survival. Furthermore, the harmful impact of high performance work systems and...

International Journal of Contemporary Management

Malvika Tiwari

Increasing complexity, high level of competition, unstable market conditions, environmental and social issues are the elements that often characterize a business. In order to manage these challenges that a business confronts, a general framework can be designed through the concept of sustainable development. Though it is a macroeconomic concept and is rarely discussed on the grounds of companies and business processes. The concept of sustainability can be understood as a company's ability to achieve its business objectives and to increase long-term stakeholder value by integrating economic, environmental and social opportunities into its business strategies. It seems vital for companies operating worldwide. Additionally, human resources are known to be the most valuable assets for any company. This study focuses on reviewing the important factors associated with the organizations' drift towards greater sustainability as well as the part human resources might be playing in th...

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How to Write a Research Proposal | Examples & Templates

How to Write a Research Proposal | Examples & Templates

Published on October 12, 2022 by Shona McCombes and Tegan George. Revised on November 21, 2023.

A research proposal describes what you will investigate, why it’s important, and how you will conduct your research.

The format of a research proposal varies between fields, but most proposals will contain at least these elements:

Introduction

Literature review.

Research design

Reference list

While the sections may vary, the overall objective is always the same. A research proposal serves as a blueprint and guide for your research plan, helping you get organized and feel confident in the path forward you choose to take.

Research proposal purpose, research proposal examples, research design and methods, contribution to knowledge, research schedule, other interesting articles, frequently asked questions about research proposals.

Academics often have to write research proposals to get funding for their projects. As a student, you might have to write a research proposal as part of a grad school application , or prior to starting your thesis or dissertation .

In addition to helping you figure out what your research can look like, a proposal can also serve to demonstrate why your project is worth pursuing to a funder, educational institution, or supervisor.

Research proposal length

The length of a research proposal can vary quite a bit. A bachelor’s or master’s thesis proposal can be just a few pages, while proposals for PhD dissertations or research funding are usually much longer and more detailed. Your supervisor can help you determine the best length for your work.

One trick to get started is to think of your proposal’s structure as a shorter version of your thesis or dissertation , only without the results , conclusion and discussion sections.

Download our research proposal template

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Writing a research proposal can be quite challenging, but a good starting point could be to look at some examples. We’ve included a few for you below.

Example research proposal #1: “A Conceptual Framework for Scheduling Constraint Management”
Example research proposal #2: “Medical Students as Mediators of Change in Tobacco Use”

Like your dissertation or thesis, the proposal will usually have a title page that includes:

The proposed title of your project
Your supervisor’s name
Your institution and department

The first part of your proposal is the initial pitch for your project. Make sure it succinctly explains what you want to do and why.

Your introduction should:

Introduce your topic
Give necessary background and context
Outline your problem statement and research questions

To guide your introduction , include information about:

Who could have an interest in the topic (e.g., scientists, policymakers)
How much is already known about the topic
What is missing from this current knowledge
What new insights your research will contribute
Why you believe this research is worth doing

Prevent plagiarism. Run a free check.

As you get started, it’s important to demonstrate that you’re familiar with the most important research on your topic. A strong literature review shows your reader that your project has a solid foundation in existing knowledge or theory. It also shows that you’re not simply repeating what other people have already done or said, but rather using existing research as a jumping-off point for your own.

In this section, share exactly how your project will contribute to ongoing conversations in the field by:

Comparing and contrasting the main theories, methods, and debates
Examining the strengths and weaknesses of different approaches
Explaining how will you build on, challenge, or synthesize prior scholarship

Following the literature review, restate your main objectives . This brings the focus back to your own project. Next, your research design or methodology section will describe your overall approach, and the practical steps you will take to answer your research questions.

To finish your proposal on a strong note, explore the potential implications of your research for your field. Emphasize again what you aim to contribute and why it matters.

For example, your results might have implications for:

Improving best practices
Informing policymaking decisions
Strengthening a theory or model
Challenging popular or scientific beliefs
Creating a basis for future research

Last but not least, your research proposal must include correct citations for every source you have used, compiled in a reference list . To create citations quickly and easily, you can use our free APA citation generator .

Some institutions or funders require a detailed timeline of the project, asking you to forecast what you will do at each stage and how long it may take. While not always required, be sure to check the requirements of your project.

Here’s an example schedule to help you get started. You can also download a template at the button below.

Download our research schedule template

If you are applying for research funding, chances are you will have to include a detailed budget. This shows your estimates of how much each part of your project will cost.

Make sure to check what type of costs the funding body will agree to cover. For each item, include:

Cost : exactly how much money do you need?
Justification : why is this cost necessary to complete the research?
Source : how did you calculate the amount?

To determine your budget, think about:

Travel costs : do you need to go somewhere to collect your data? How will you get there, and how much time will you need? What will you do there (e.g., interviews, archival research)?
Materials : do you need access to any tools or technologies?
Help : do you need to hire any research assistants for the project? What will they do, and how much will you pay them?

If you want to know more about the research process , methodology , research bias , or statistics , make sure to check out some of our other articles with explanations and examples.

Methodology

Sampling methods
Simple random sampling
Stratified sampling
Cluster sampling
Likert scales
Reproducibility

Statistics

Null hypothesis
Statistical power
Probability distribution
Effect size
Poisson distribution

Research bias

Optimism bias
Cognitive bias
Implicit bias
Hawthorne effect
Anchoring bias
Explicit bias

Once you’ve decided on your research objectives , you need to explain them in your paper, at the end of your problem statement .

Keep your research objectives clear and concise, and use appropriate verbs to accurately convey the work that you will carry out for each one.

I will compare …

A research aim is a broad statement indicating the general purpose of your research project. It should appear in your introduction at the end of your problem statement , before your research objectives.

Research objectives are more specific than your research aim. They indicate the specific ways you’ll address the overarching aim.

A PhD, which is short for philosophiae doctor (doctor of philosophy in Latin), is the highest university degree that can be obtained. In a PhD, students spend 3–5 years writing a dissertation , which aims to make a significant, original contribution to current knowledge.

A PhD is intended to prepare students for a career as a researcher, whether that be in academia, the public sector, or the private sector.

A master’s is a 1- or 2-year graduate degree that can prepare you for a variety of careers.

All master’s involve graduate-level coursework. Some are research-intensive and intend to prepare students for further study in a PhD; these usually require their students to write a master’s thesis . Others focus on professional training for a specific career.

Critical thinking refers to the ability to evaluate information and to be aware of biases or assumptions, including your own.

Like information literacy , it involves evaluating arguments, identifying and solving problems in an objective and systematic way, and clearly communicating your ideas.

The best way to remember the difference between a research plan and a research proposal is that they have fundamentally different audiences. A research plan helps you, the researcher, organize your thoughts. On the other hand, a dissertation proposal or research proposal aims to convince others (e.g., a supervisor, a funding body, or a dissertation committee) that your research topic is relevant and worthy of being conducted.

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The research–practice gap in the field of HRM: a qualitative study from the academic side of the gap

Review Paper
Published: 15 June 2020
Volume 15 , pages 1465–1515, ( 2021 )

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Jesús de Frutos-Belizón ORCID: orcid.org/0000-0002-3194-6910 1 ,
Fernando Martín-Alcázar 1 &
Gonzalo Sánchez-Gardey 1

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In recent studies, researchers agree that there is a substantial gap between research and practice in the field of human resource management (HRM). The literature exploring the causes and consequences of this gap does not represent a finely structured discourse; it has focused on analysing the gap from the practitioner side, and it is based on opinions and theoretical discussions rather than on empirical evidence. In this paper, we try to shed some light on this so-called “valley of death”. We attempt to identify the causes underlying the disconnect between academics and professionals in our field by drawing on empirical qualitative evidence obtained from interviews with 15 expert academics in the field of HRM. Thus, the approach presented in our work differs from that of the prior literature in that it is focused not on the opinions of individual authors but on the personal experiences of a larger expert sample composed of independent, experienced scholars in the area. Based on in-depth semi-structured interviews, we analyse the factors explaining why academics are not always willing to focus their research on professional needs or orientate their research outputs to the practitioner community.

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Acknowledgement

This study has benefited from financing from the Research Project ECO2014-56580-R of the Spanish Ministry of Economy and Competitively, and the Research Projects P12-SEJ-1810 from the Andalusia Government (Spain) and PR2016-018 (Research Projects University of Cadiz).

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The authors appear in alphabetical order and have contributed equitably to this work.

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Department of Business Management, University of Cádiz, Cádiz, Spain

Jesús de Frutos-Belizón, Fernando Martín-Alcázar & Gonzalo Sánchez-Gardey

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Correspondence to Jesús de Frutos-Belizón .

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Notes: The academics interviewed appear in alphabetical order. This order is not related to the number assigned to each academic interviewed. All information about the interviewees was obtained through Elsevier’s Scopus database and public information in their CVs
*The Centre for Performance-led HR (CPHR) at Lancaster has been successful at bringing together world–class academic experts to work with top HR directors to overcome the most pressing issues facing senior HR specialists. It is a unique partnership between Lancaster University Management School and major corporations and was nominated as one of five Outstanding Employer Engagement Initiatives in the 2009 Times Higher Education Awards
**NIHR Patient Safety Translational Research Centres (PSTRCs) work to pull advances in basic research with potential relevance to patient safety into an applied research setting
***The LINK Research Institute, based at Dublin City University Business School, sets out to understand the factors that contribute to successful organisations, both private and public, in Ireland and internationally. The LINK Research Institute enjoys mutually beneficial collaborations with a wide range of organisations. This includes various consulting projects with a wide range of organisations such as: Fáilte Ireland, Enterprise Ireland, The Electricity Supply Board, The Health Service Executive, The Department of Social Protection, Novartis, Intel, Mars, Airbus and Pfizer
****The Global Future of World Foundation aims to help Business, Academia and Goverments around the globe to prepare the workforce of the future for a sustainable world by detecting and predicting trends and paradigms for successful transformation ( http://globalfutureofwork.com/ )
+ The Institute for Business Research serves as the hub for externally funded business research within the Broad College of Business, and as part of the Michigan State University (MSU) campus-wide research infrastructure, collaborates with other MSU Colleges/Departments as well as the Offices of Regulatory Affairs, MSU Technology, Sponsored Programs, Business Connect and Contract and Grant Administration
++ The People Management Center (PMC) is an organization located with the department of Human Resource Studies at Tilburg University, which serves as a platform for global HR excellence to connect staff and students of the department, TIAS Business School and the business partners in the HR field

Appendix 2: Interview guide

According to your research experience, do you consider that research is individual or collective? What individuals or agents do you collaborate with in the development of your research projects?

Could you say that you have a stable research group? Do you have stable relationships with agents outside the group?

Could you briefly describe how work is normally organized in the research projects in which you participate?

Do you engage with professional partners in the development of research? How was this experience? What difficulties and benefits did you find in these collaborations?

Normally, what motivates your choice of research topics?

Could you specify the different steps of the research processes conducted in your group?

Which of them do you think are more important?

Do you think your research is relevant to the professional community?

Have you ever carried out a research project collaboratively with the professional community?

Do you consider that research in our field must be produced only for academics? Is it considered possible or viable to produce research jointly with the professional community?

How much time would you say that the whole process takes, from the time you have a stimulus to research until the time an output is generated?

What specific steps of the process do you feel are more time-consuming?

Do you usually change your research ideas and initial impressions after contrasting them with the rest of the members of your research team? Do you also do this with non-academic agents?

Does your research group have formal procedures (such as regular meetings) established? Do they incorporate external agents?

Could you say that the group has established routines to develop research activities?

Does your research team have a strong shared culture?

What do you think are the skills, knowledge or experience necessary to carry out a successful academic career? How would you describe a successful researcher in terms of knowledge, skills and experience?

How are these skills distributed in your group? Are there members specialized in some specific activities or phases of the research process?

How would you describe internal relationships within your research team?

Have you ever had communication problems between the members of the unit? How would you describe your communication with external and/or professional agents?

How is your research normally funded?

Do you receive funding from non-academic institutions, such as firms or professional foundations?

How do you think that the prevalent academic culture affects the development of your research?

Could you describe the process through which your research results are disseminated?

What are the criteria used to select the specific means through which research results are disseminated? To what extent do you make use of non-academic or professional channels?

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de Frutos-Belizón, J., Martín-Alcázar, F. & Sánchez-Gardey, G. The research–practice gap in the field of HRM: a qualitative study from the academic side of the gap. Rev Manag Sci 15 , 1465–1515 (2021). https://doi.org/10.1007/s11846-020-00397-x

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Received : 27 June 2017

Accepted : 01 June 2020

Published : 15 June 2020

Issue Date : August 2021

DOI : https://doi.org/10.1007/s11846-020-00397-x

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Research Proposal: Human Resource Management

Research Proposal: Human Resource Management Table of Contents Introduction3 Main Concepts Definition3 Topic and Justification5 Literature Review and Research Gap6 Research Methodology9 Anticipated Outcomes and Conclusion10 Bibliography11 Appendix15 Proposed Interview Questions15 Introduction Human Resource Management is a crucial aspect of an organization's life, one that guides and appraises the performance of its employees and manages the work force in alignment with the corporate strategies. HRM polices create significant effects on the organizational performance, since it directly relates to the internal equity of the organization, which are its valued employees. This proposal is based on a comparative assessment of the effects and relationship of Human Resource Management policies and regulations in the developing and the developed countries. This research will seek an in-depth analysis of the policies that are penetrative in the industrial sector of both the developed and the developing countries; in an attempt to study what are the differences that exist in either of the two industries. We will seek to identify and distinguish between polices of the West (mainly of the United States) with those of Iran (a developing country), that will conclude into justifiable comparisons among the rules and regulations related to the personnel management in these countries. Main Concepts Definition Human Resource Management: The human resource management (HRM) is a set of practices of management aimed at mobilizing and developing human resources for greater performance of the organization (Jaeger, 1990). Organizational performance: According to Richard et al. (2009) organizational performance encompasses three specific areas of firm outcomes: Financial performance (profits, return on assets, return on investment, etc.); Product market performance (sales, market share, etc.); and Shareholder return (total shareholder return, economic value added, etc).The term Organizational effectiveness is broader (Richard, 2009). Developed Countries: Developed countries have a high income per capita, i.e., a higher average per capita income above $ 10,000 a year, a powerful and technologically advanced industry, a high standard of living, reflected in the development of infrastructure and in the quantity and quality of health services, educational, cultural, etc. Moreover, a good part of the population has a high level of consumption (Coyle, 2000). Developing Countries: The underdeveloped countries have low per capita income, which normally does not reach $ 2,000 per year, a small or emerging industrial development, but often depends on foreign investment and is based on labour and the high potato energy, natural resources primarily for export, a strong dependence on foreign technology, trade and credit, a reduced standard of living, with poor services and inaccessible to a large proportion of the population, poor infrastructure, a high rate illiteracy, a very high population growth, and low consumption (Gabris, Mitchell, 2005). In addition, political instability, corruption and social inequality are commonplace in these States (Mullins, 2010). Topic and Justification The proposed topic of the research will be: “A comparative study of the relationship and effects of HRM (Human Resources Management) policies, on the Organizational performance of Industrial Sectors in both the Developing and the Developed Countries”. HRM policies are a key to the progress of organizations in developed societies where it is an important element to develop and maintain the human ...

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Challenges of Strategic Human Resource Management (SHRM)

Research focus: project based public organisations in trade and industry sectors of uk.

The proposed research will be based on an exploratory and interpretive paradigm to understand the challenges faced in strategic human resource management (SHRM), with a particular focus on public organisations of the UK in trade and industry divisions of the UK government.

The reviewed literature depicted that in a project-based organisation (PBO), the achievement of long term competitive advantage is one of the essential goals in large public and private organisations that lead to the modifications in management practices of new modes of operations. The transition from traditional to optimised project management techniques in government organisation not only involves the management’s change of mindsets, but it also requires changes in operational compatibilities of human resources.

Proposed Title

Challenges of Strategic Human Resource management (SHRM) in Project based public organisations in trade and industry sectors of UK

Introduction

The successful progress of any organisation requires the adequate performance of Human resources as an integral component of organisational resources and capabilities. The studies of Hayton (2005), Peiseniece and Volkova (2010), and others have convincingly declared human resource management (HRM) as one of the most critical management functions as a driver of the value chain.

Project management is one of the contemporary management approaches with more concentration on achieving a single objective. With the increase in dynamics and complexity of the external business environment, the change management and project management approaches are widely used in public organisations (Kaufman and Miller, 2011).

This research proposal is based on analysing human resource challenges posed in the public PBOs during the transition phase. The literature is reviewed concerning the critical perspectives of studies about challenges in achieving the dynamic performance of HR in PBOs. Further, the discussion on research methodology is part of this proposal.

Rationale of Research

According to Mathis and Jackson (2011), strategic human resources management (SHRM) is one of the essential differentiation functions of a traditional management based organisation and a project-based organisation (PBO).

Pronjogo and McDermott (2011) argued the limitations of human resource management in public organisations project management approaches. Because of the traditional approaches followed in the bureaucratic setup of government or public departments, the transition towards PBO has specific challenges related to performance and skills management, adaptation to change, and modifications of operational strategies. Therefore, it is essential to analyse these challenges given the theoretical frameworks for HRM in public sector PBOs in the United Kingdom (UK).

Research Aim

This research aims to cover the essential aspects of SHRM to explore SHRM challenges in increasing the HR capacity and adaptation to change resulting from the transition of public sector project-based organisations (PBO) from the traditional public sector in the UK.

The proposed research will be related to the achievement of the following research objectives;

1. To understand the changing role of employees in a public organisation in context to PBO requirements in the UK.

2. To identify the modifications required in the HRM policies, practices, and designing of project teams in public sector PBOs.

3. To assess the capabilities and adaptation to transitional changes in human resources of selected PBOs in the UK

Research Questions

Given the complexities involved in the transition process faced by public sector organisations due to their size and diversity in human resource characteristics, the research will endeavour to answer the following questions;

1. What are the main challenges posed during the transition of a traditional public organisation to a PBO in the UK, and how do these challenges affect the modifications of HR practices to the new design of HRM in PBOs?

2. How do the roles and capabilities of HRM modify given the designing and management of project teams in public sector PBOs in the UK?

3. What is the consequence of the transition from a traditional to PBO on HR development and employees adapting to the new project environment in the context of public organisations?

Literature Review

This section reviews the relevant literature of project organisations and the challenges to HRM during the transition from traditional to project-based organisations (PBOs).

Transition to Project Based Organization (PBO)

The switching of traditional organisations to project-based, process-based, and change management-oriented organisations are pretty standard in the private sector. Similarly, public organisations also face the challenges of attaining the required performance in project-based settings. According to the proposed notion of Garies (2010), more frequent changes have been observed in recent eras due to the increased complexity and dynamic environment in consumers and business environments. Therefore, Turner (2009) declared the transition to a project-based organisational setup is essential to attain strategic organisational goals with a more focused approach. In contrast to the private organisations, the activities of PBO require a more focused and dynamic approach from public organisations due to their bureaucratic structure with less flexibility and large employee base to control HRM activities (Young and Howard, 2012).

Characteristics of PBOs in Public Sector

The category of the government sector in the UK is considered as Projectified organisations due to the transition made from traditional organisations to a more flexible and dynamic delivery of custom designs given the changes in the business environment.

Further, Gurbuz and Mert (2011) argued that the public organisations offered objectification to specific departments and service areas because of specified requirements of government projects, and the other sections and departments are governed through traditional management approaches. Hence, the requirement of practical human resources is one of the preliminary requirements in PBOs.

In view of the research of Perkins and White (2010) and Turner (2009), the changes in HR practices in PBOs are essential to address as the project’s development is associated with the designing of a new work environment on Projectified organisations. Jalocha et al. (2014) emphasise the development of critical competencies in project managers of Public organisations.

SHRM Challenges in the Public PBO

In addition, the increased requirements of soaring performance are difficult to achieve in view of the work concept in public organisation employees.

The other essential factors identified by the studies of Li-Yun, and Pan (2011) and Muller and Turner (2010) are linked to the development of career opportunities, flexibility in work routines and consistency in performance appraisal system for various projects in a single organisation are some important issues to be addressed.

Research Methodology

The exploratory research methodology governed by an interpretivist paradigm is selected for this research. The application of theoretical constructs of a PBO on the public organisational project settings needs a detailed and comprehensive study to align the concepts to the actual life practices of these PBOs.

The main areas of exploration are the development of SHRM practices in view of the challenges in current project-based working scenarios of public organisations in the UK. The studies of Li-Yun, and Pan (2011) and Jalocha et al. (2014) provided the necessary literature base for the HR settings in PBOs.

Further, the works of Crawford et al. (2013) and Snape and Redman (2010) will assist in determining the crucial variables of HR performance development in SHRM planning and HR linkages in PBOs.

The empirical research will be based on detailed personal and group interviews in five selected public organisations in the UK. The government departments operating in trade and industry are the main focus of the proposed research.

The nature of this longitudinal study will use an inductive approach in the collection of and qualitative data from interviews of project managers and HR managers in selected public organisations in the UK. Coding of data collected from interviews will be done by feeding qualitative data of interviews in RDA/QDA or ATLAS to convert qualitative data to quantitative.

The evidence in qualitative data will be collected through brainstorming, interviews, and focus group discussions with the project planners and HR managers in public sector organisations.

Summary and Conclusions

The changes in the environment and practices of individual employees in a public sector PBO are the most challenging aspects. The employees’ integration with project tasks needs a shift in mindset from traditional to task-based operations. The proposed research is expected to explore essential insights in the major transformations in public organisation SHRM to match the requirement of dynamic environments.

Proposed Work Plan

The span of the study is tentatively planned to three years, and a detailed plan is attached in Appendix.

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Crawford, E., Rich, B., Buckman, B. and Bergeron, J. (2013) ‘The Antecedents and Drivers of Employee Engagement, in Truss, C., Alfes, K., Delbridge, R., Shantz, A. and Soane, E. (Eds) Employee Engagement in Theory and Practice. London: Routledge

Gareis, R. (2010). Designing changes or permanent organizations by processes and projects. International Journal of Project Management, 28, 4, 314-327.

Gurbuz, S. and Mert, I. (2011) Impact of the Strategic Human Resource Management on Organisational Performance: Evidence from Turkey. The International of Human Resource Management. 22(8), pp.1803-1822

Hayton, J. C. (2005). Promoting corporate entrepreneurship through human resource management practice: A review of empirical research. Human Resource Management Review, 15, 21–41.

Ingason, H. T. & Jónasson, H. I. (2009). Contemporary knowledge and skill requirements in project management, Project Management Journal, Vol. 40, No. 2.

Kaufman, B. and Miller, B. (2011) The Firms Choice of HRM practices: Economics meets Strategic Human Resource Management. Industrial & Labor Relations Review. 64(3), pp.423-626.

Li-Yun, S. and Pan, W. (2011) Differentiation Strategy, High -Performance Human Resource Practices, and Firm Performance: Moderation by Employee Commitment. The International Journal of Human Resource Management. 22(15), pp.3068-3079.

Mathis, R.L., & Jackson, J.H. (2011). Human Resource Management (14th ed.). South-Western: Thomson. 592 p.

Müller, R. & Turner, R. (2010) Leadership competency profiles of successful project managers, International Journal of Project Management, Vol. 28. Peiseniece, L., & Volkova, T. (2010). The necessity to evaluate human resource management in companies of Latvia. Economics and management, 15, 698-703.

Perkins, S. White G. (2010) Modernising Pay in the UK Public Services: Trends and Implications. Human Resource Management Journal. 20(3), pp. 244-257

Pronjogo, D. and McDermott, C. (2011). The Relationship between multidimensional Organisational Culture and Performance. International Journal of Operations and Production Management.31(7), pp. 712-735.

Shaw, J., Park, T. and Kim, E. (2013) A Resource-based Perspective on Human Capital Loses, HRM Investments, and Organizational Performance. Strategic Management Journal. 34(5) pp. 572-589.

Snape, E. and Redman, T. (2010) HRM Practices, Organizational Citizenship Behaviour, and Performance: a Multi-level Analysis. Journal of Management Studies.47(7), pp.1219-1249.

Turner, J. R. (2009). The Handbook of Project-based Management. Third ed. McGraw-Hill, New York and London. Van Jaarssveld, D. and Yanadori, Y. (2011) Compensation Management in Outsources Service Organisations and its Implications for Quit rates,

Absenteeism and Workforce Performance: Evidence from Canadian Call Centres. British Journal of Industrial Relations. 49(s1), pp.s1-s26

Young, Y. and Howard, B. (2012) Financial Incentives, Professional Values and Performance: a Case Study of Pay-for-performance in a Professional Organization. Journal of Organizational Behaviour. 33(7), pp. 964-983.

Appendix – Detailed Research Schedule

Please contact us to get access to the Appendix table.

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Understand How to Select a Human Resources Research Topic

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

Determine your area of interest

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

Conduct a Preliminary Search and Gather Ideas

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

Narrow down the list

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

Perform analysis

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

Consult with your supervisor

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

List of the Best Human Resources Research Topics

In case, you are unsure what human resources research paper topic to choose, take a look at the list published below. The list will provide you with 100 fascinating human resources research topics that are worth exploring.

Simple Human Resources Management Research Topics

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

Interesting Human Resources Research Topics

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

Engaging Human Resources Research Topics

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

Excellent HR Research Paper Topics

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

Human Resources Research Topics on Recruitment

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

Also Read: 200 Captivating Human Rights Topics To Consider

Unique HR Research Ideas on Talent Management

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

HR Performance Management and Appraisal Research Topics

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

Human Resources Research Topics on Risk Management

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

HRM Research Paper Topics on Career Development

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

Workplace Safety Topics for HR Research Paper

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

Final Thoughts

From the list suggested above, choose any topic related to your passion and begin writing your human resources research paper. If you need expert help with human resources management research paper topic selection, writing, and proofreading, call us immediately.

At greatassignmenthelp.com, we have a team of highly skilled HR professionals and subject matter specialists to offer excellent online human resources assignment help at an affordable cost. According to the guidelines and requirements you share with us, our scholarly writers will create and deliver a plagiarism-free human resources research paper ahead of time. Furthermore, by getting our HR research paper help , you can improve your subject knowledge and enhance your grades.

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Free Research Proposal on Human Resource Management

Human Resource Management (HRM) is now a term which is now widely used, yet loosely defined (Guest, 1987). So, what is HRM? What does it mean and what is its focus? “The focus on HRM is on managing people within the employer – employee relationship. Specifically it involves the productive use of people in achieving the organisation’s strategic business objectives and the satisfaction of individual employees needs.” (Stone, 1998) Derived from this and certain theories addressed later in this research, HRM in the field of organisational behaviour engages a set of policies designed to maximise organisational integration, employee commitment, flexibility and quality of work. With this perspective, and rapidly changing trends, it is no surprise and even merit that Industrial Relations (IR) are starting to play a minor role in organisations today (Guest, 1987).

Yet how can one define such a broad area of an organisation? There is no one theory on Human resource management, and certainly not enough ‘evidence’ to suggest its benefits within a competitive market force, especially gaining competitive advantage for a specific company (Clark, Winchester, 1994). This must be done through analysis and evaluation that may be conducted through various forms of communication, for example; confidential employee questionnaires that don’t disclose the employee’s name for a true indication of staff morale, or cross team meetings to analyse certain aspects of staff outlook for their company. Ultimately, a harmonious and ‘happy’ workplace whereby staff actually are excited in a sense to actually go to work and sit down at their desk.

We can write a Custom Research Proposal on HRM for you!

The term ‘Human Resource Management’ is certainly not new in the workforce, but in recent years has been addressed in depth and with new trends there has been a shift to focus on the staff, and thus is becoming almost ‘fashionable’. Many believe that this open approach to HRM can increase competitive advantage for a firm. There are beliefs that competitive advantage can best be achieved as Guest (1999) put it “by seeking improvements in the management of people and organisational structures; in other words, through better utilisation of human resources.”

Bearing this in mind, there are two functions that are necessary to note when describing HRM. These are the ‘legal’ and ethical compliances within an organisational structure that the firm, including managers and staff, must adhere to. It is essential that HR managers have a basic understanding of the law of employment and what is considered ‘illegal’ as opposed to ‘legal’. In any legal relationship, there are mutual obligations for both parties, and the arena of employment is certainly no exception (Arthur, 1994). It is only when these mutual duties integrate successfully with the objectives and mission of the company that productivity levels will supposedly improve.

There are many things that must be considered when entering into a discussion on legal matters within HRM, ranging from contracts between certain parties, to Occupational Health and Safety requirements which must be fulfilled as preventative measures must be taken for health and well being of employees in any field (Connor, Ulrich, 1996). For example, Ghetto shoes implement a strategy that involves using a specific type of ladder with strong ground support when looking for boxes on high shelves, preventing any damage that may ultimately be quite harmful to employees. Another may be safety gear and helmets when working in a construction site where there may be falling debris that could injure someone quite badly, and thus have implemented signs allowing employees to realise the importance of such matters.

One major issue in the law is that of ‘awards’. These are certain contracts with employees, set by state and federal industrial relations, outlining the minimum terms and conditions that an employer must provide for the employee, this includes conditions such as: rates of pay, hours of work, types of leave (holiday, sick) and termination (Armstrong, 1992). Yet, it is at the employer’s discretion whether they would use these minimums or decide to increase that standard. Note that employees may have a specific contract designed for their specific job, which would exceed the award in various ways, and are to be discussed confidentially between the parties involved.

Discrimination is also a huge factor in the legal aspect of HRM today. According to Stone (1998) discrimination involves “making a distinction between individuals or groups so as to disadvantage some and advantage others.” This may be direct or indirect. Direct being an obvious form whereby a woman may be terminated purely on the basis of her gender. Indirect is more when a company makes a promotion dependant upon five years continuous service, which is discriminating against women who take time off to handle newly born babies, therefore being unable to stay at work consecutively. A terrific example derived from Stone was O’Neill v. Burton Cables Pty. Ltd. whereby the plaintiff had undergone a medical examination just before he received the title of ‘purchasing officer’. He was unable to have the job, as he had an acute back condition due to gardening in his younger years. Yet, under the Equal Opportunity Act 1984 this act was found discriminatory as refusing to employ the man had meant he was treated less favourably than someone who did not have a stiff back. As it is shown here, along with millions of other similar examples, there is a fine line between what is seen as ‘fair’ and ‘unfair’.

This is just one of the many legal aspects within human resource management, and certainly more legal aspects will be covered, yet the ethical factors are also extremely important as well. These mainly include cultural differences within the workforce, and differences in race, gender, religion, etc. Although these heavily comply with legal aspects, it is recognisable that regardless of this, there is still that responsibility of managers and employees alike to be ‘ethically correct’ which may involve hiring a person of a certain race, despite their particular beliefs (Boxahh, 1991). Furthermore, hiring someone that is suited for the job, with the qualifications to exceed levels expected, even though they may have a wheelchair or a different colour skin. In the rapid movement towards equal opportunity for all, this is an absolute must for firm’s today, and the managers should have open minds to all, as it may actually be more effective for the company hiring this person over another. There is limited amount of information concerning the ethical practices of HRM, and it is found that it is more a direct objective by the company, and the employees within that company that determine what is ‘ethically correct’ (Armstrong, 1992).

There are many functions within HRM that may determine structures, morale and overall competitive advantage within the specific industry. These include; HR planning, Job Analysis, Job Design, Recruitment, Selection Career Planning and Training and Development. Specifically, the selection process and training and development activities will be focused on within the retail industry in Australia. Yet, what is selection? What is training and development?

Selection is the ‘hiring and retention of key human resources’ (Stone, 1998), and strategically an organisation’s ultimate success depends on the best applicants being selected. Jobs and people must be matched to ensure employee satisfaction and effectiveness. Some issues surrounding the selection policy are that of the EEO, the quality of the people, the source of people, the manager’s roles and selection techniques implemented to gain all the positives out of employees (Connor, Ulrich, 1996). The costs of poor selection are direct, whereby an employee may not compare probationary period, and indirect, which involves disruption of work routines, loss of investment and difference in performance levels, all of which affect a firms’ competitive advantage. Many tests can be taken by potential employees at a company in the selection process, which include employment tests, where the company asses’ the match between applicants and the job’s requirements. Interest tests, where there is a comparison in the applicant’s interest patterns with successful people in a particular job. Aptitude tests measure special abilities that are required in specific jobs, alongside intelligence tests, which measure applicants IQ. Last but not least, personality tests which measure the basic aspects of personality, all of which are reliable, yet only an indication of the persons ability, and if done correctly can influence a firm’s competitive advantage (Ulrich, Beatty, 2001).

Then comes the interview stage, where certain steps may be taken to improve interviewers’ decisions. These five steps entail (Keenoy, 1997): 1. Developing selection criteria 2. Determining how the criteria will be assessed 3. Developing and interview guide 4. Training for the interviewer 5. Monitoring their effectiveness as an interviewer

Once this is assembled, one must bear in mind the question types that adhere to the law, and are ethically correct. An interviewer must not be vague and ambiguous, too direct, or use trick questions to ‘catch’ the interviewee out on a limb. Certain models have been implemented to determine who is right for the job, including the most commonly used model – the compensatory approach where the manager considers all of the selection data for the candidates who have successfully passed the initial screening (Legge, 1995). Thus, allowing a better overall impression of the applicant. Another model is the Person-Job match, where the company matches the whole person with the whole job. These models along with others can be successful, if used in the correct manner, and will be outlined with a specific company for a more in depth analysis.

Yet, training and development is also extremely important when assessing the firm’s competitive advantage in their specific industry. So, what is training and development? It is the development of existing employees, the induction and orientation of new employees, the training of existing employees to teach new methods within and organisation and the education of employees to ensure overall competence, and thus achieve competitive advantage (Pfeffer, Veiga, 1999). Theories have been applied when dealing with training and development, three of which are applicable in every situation. Firstly, the Neo Human Capital Theory, whereby the company will train to develop worker flexibility and responsiveness (Barney, Wright, 1998). Secondly the HRM Theory, where training is used to increase employee commitment, and thirdly, the Learning Companies Theory. This is said to promote individual and organisational learning to make them more adaptable to change (Purcell, 1995). Benefits of these mindframes are huge for firms. As it increases performance improves flexibility and adaptability within the workforce, allows career development, which entails promotion, and allows the company an all round better skilled workforce Sisson, 1994). Programs may be implemented to gain a wide variety of training and development, which may be on the job, such as job rotation or traineeship, or on site which may entail interactive video training. McDonalds actually implement this for all new staff with the first shift solely based on videos and front counter training. Off site training where employees may attend a seminar or formal course to enhance knowledge of the industry is also another form. Yet just like any other activity, it must have a plan, where the company outlines objectives of training schedule, implements them, assesses them, them if need be, adds to the already existing format (Peters, Waterman, 1982).

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Top 10 HR Proposal Templates with Samples and Examples

Human Resource isn't a thing we do; it's the thing that runs our business.

-Steve Wynne, HR expert.

Have you wondered what makes a compelling Human Resources (HR) proposal? In the world of business, HR proposals play a pivotal role in shaping the future of organizations, making it vital to communicate your ideas.

A well-structured HR proposal presentation can be the key to securing the support and resources needed to implement your HR initiatives.

Here, we will explore the transformative potential of HR proposal presentations and guide you through the steps to create presentations that inform as well as inspire.

HR in Focus: Presenting Proposals with Impact

A well-designed presentation adds a professional touch, showcasing a commitment to clarity and organization. SlideTeam has curated these pre-designed and 100% customizable and editable PPT Template Bundle on HR Proposal . The structured layout of these presentation designs simplifies conveying objectives, methodologies, and roles. With these content-ready slides, you get a head-start with the much-needed structure and flexibility that allows you to tailor your proposal presentations.

Let us go through the slides now!

Template 1: HR Outsourcing Proposal PowerPoint Template

HR outsourcing has become a popular choice for businesses seeking to optimize their HR processes and drive greater productivity. With that as the endpoint, SlideTeam has curated this PowerPoint Template, a complete deck in 33 slides on human resources outsourcing proposal. The presentation starts with an introduction slide followed by the cover letter. Up next is a slide on the table of contents, client problems and solutions that the company provides and their offerings. This slide is followed by the service that the outsourcing company provides, and its pricing. There is a separate slide on the company, its vision, mission and its background. This template also highlights the benefits of outsourcing the HR with the company and its agreement terms. Download now!

DOWNLOAD THIS TEMPLATE NOW!

Template 2: A4 HR Proposal PowerPoint Template

An HR proposal is one of the most important documents to present your company’s vision, mission and areas of expertise. This PowerPoint Template om HR proposal is a complete deck in 28 slides. It starts with an introduction slide, which provides the company name along with the client name to whom the proposal is addressed to. This slide is followed by a cover letter, table of contents and ways in which the company can help the client. Up next is a slide on consulting services, HR services for company leadership, product and solutions for HR, the HR consultant skills and the client’s investment packages. The template also showcases the team and client testimonials. Along with all the major slides there are additional slides which include about us, mission, 30-60-90 days plan and timeline for HR proposal. Get this informative PowerPoint Deck today!

Template 3: A4 HR Activities Automation Proposal Template

This PowerPoint Template, a complete deck in 35 slides starts with an introduction slide on HR activities automation proposal. This slide is followed by the cover letter, table of contents, project contexts and objectives and scope of services for HR activities automation proposal. Up next is a slide on core HR functions, time frame for HR activities and details on the client’s investment for HR activities automation. The services packages based on hours that the company can dedicate per month are also mentioned in this deck. The template also mentions client testimonials along with case study and statement of work and contract. Download now!

Template 4: Strategic HRM Proposal PowerPoint Template

With growth in businesses, there is a need to start the future-oriented processes of developing and implementing HR programs that address and solve business problems and contribute to long-term business objectives. A lot of companies these days hire consulting agencies for better implementation of strategies. Considering that, SlideTeam has curated this PowerPoint Template deck in 28 slides on strategic HRM proposal. It starts with an introduction slide. Up next is a slide that showcases the services that the consultancy provides, product and solutions, strategic HRM consultants skill and the client’s investment packages for strategic HRM services. The team, client testimonials and agreement terms for HRM proposal each get a separate slide. Download this PowerPoint Bundle now!

Template 5: Client Problems and our Solutions for HR Outsourcing

This PowerPoint Template showcases problems the client faces and the solutions that the HR outsourcing company provides. The problems may include recognition of the need to dedicate more effort on HR matters but finding it hard to justify employing personnel or finding that the HR personnel spends most of their time engaged on administrative issues than tackling on critical matters. Solutions provided or offered have to include a bespoke plan, designed after studying the unique case or provide services like recruitment, selection and assessment along with policy development. Employ this PowerPoint Template according to your specific services today!

Template 6: HR Consulting Service and Liaoning Consultancy Services

The offerings of this PowerPoint Template are divided into two slides. The first slide showcases HR consulting services like policies development, recruitment, contract staffing, performance management system, payroll management, etc. The second slide encompasses liaoning consultancy services like employee benefits( health, medical, cafeteria plans, etc), candidate portal, HR management, learning and leadership training, etc. Download now!

Template 7: Project Context and Objectives for HR Activities Automation Proposal

This PowerPoint Template showcases the context and objectives of the project. The objectives may include job opening management like job opening insights, competency information and staffing status; applicants management like applicants status management, applicants interview setup etc; employee training data management like list company training programs, printing training class information sheet and more; employee benefit information management offers benefit plans for each employee and cost information management. The main purpose of this slide is to inform the client that the company employs these objectives with reduced expenditure via efficient use of technology-enabled HR software. Download now!

Template 8: Your Investment for HR Activities Automation Proposal

This PowerPoint Slide showcases the investment that client will need to make for HR activities. The offerings of this slide have also been divided into two slides. The first one showcases preparation, implementation, live evaluation and support, taxation details, etc and the price for each. The next slide includes specific activities of these stages and its duration in weeks. Get this template now!

Template 9: Who We Are for Strategic HRM Services

This PowerPoint Slide focuses on giving information about the HRM services company to the client. It provides the company's vision and mission statement, and its main focus. Background information about the company like its previous line of services, how it all started, etc are also mentioned. This slide informs the client about the future plans of the company giving them a clear idea of their investment rightly done. Download now!

Template 10: Client Testimonials for Strategic HRM Proposal

This PowerPoint Slide highlights a collection of compelling client testimonials, each bearing the authentic voice of the company’s esteemed clients. These testimonials are indicators of the satisfaction and trust the organization has earned over time. Each quote is accompanied by the client's name and designation, adding credibility and authenticity to their words. This slide not only serves as a powerful endorsement of Strategic HRM services but also provides potential partners with firsthand insights into working with the company. Download today!

Your HR Story, Our PowerPoint Magic

PowerPoint presentations are powerful tools to communicate your ideas effectively, and when combined with clear, concise language and engaging visuals, are the key to securing the support your HR initiatives deserve. Craft your HR proposal presentation with care, rehearse it diligently, and watch as your ideas come to life, benefiting your organization and its employees alike. For presentations to be consistent and professional, the PowerPoint Template from SlideTeam is key. Our templates increase productivity by offering pre-designed illustrations and layouts, which also save time.

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Best Research Proposal Topics in Human Resource Management by PhD
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(PDF) Organizational Performance Research Proposal
Abstract. This qualitative proposal is intended to address the potential challenges that high employee turnover rates create in manufacturing organizations and the potential impact of using ...
(PDF) HUMAN RESOURCES DEVELOPMENT: A PROPOSAL FOR ...
the Human Resources Management (HRM) function should focus on achieving the sustainability. goals related to People, a component that tends to be neglected in discussions of sustainability ...
52 Human Resource Research Topics You May Want to Cover
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 ...
A Systematic Review of Human Resource Management Systems and Their
Strategic human resource management (SHRM) research increasingly focuses on the performance effects of human resource (HR) systems rather than individual HR practices (Combs, Liu, Hall, & Ketchen, 2006).Researchers tend to agree that the focus should be on systems because employees are simultaneously exposed to an interrelated set of HR practices rather than single practices one at a time, and ...
Full article: Context and HRM: Theory, Evidence, and Proposals
In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for ...
(PDF) Research Methods for Human Resource Management
This book presents advanced quantitative and mixed research methods that can be used to analyze integrated macro and micro paradigms within the field of human resource management. Multi-actor ...
(DOC) Title: The impact of human resource management ...
Title: The impact of human resource management practices on employee's performance. A Research Proposal by N. Mkalipi Student No: 21812773 To be submitted in part fulfilment of the requirements for the BBA/BPP Honours degree at SOUTHERN BUSINESS SCHOOL Supervisor: Ms B.S Mphailane Date: 16 November 2017 TABLE OF CONTENT PAGE NO 1.INTRODUCTION 3 2.1.BACKGROUND OF THE PROBLEM 4 2.2.MAIN ...
(PDF) Human Resource Management Practices and Employee ...
Abstract and Figures. This study aims to investigate the impact of Human Resource Management Practices (HRMP) on improving Employee Performance (EP). The study is accomplished by hypothesizing the ...
(PDF) Proposed Research Topic: Human Resource Efficiency in the
Human Resource Management Review, 29 (3), pp.336-352. ... This is a short research proposal discussing the Impact of social media influencers on tourism destinations in India.
Research Proposal for Sustainable Human Resource Management
But recently, sustainable human resource management (S-HRM) has garnered a significant amount of attention from industry practitioners and academicians due to the escalation of adverse impact of existing HRM approaches on employees, society and the environment ( Mariappanadar, 2003 , International Journal of Social Economics, 30(8), 906-923 ...
Conclusions and Future Research Directions in Human Resource Management
The contemporary HRM-OB responses within the changing business environment, emerging and disruptive OB challenges, the unique HRM challenge within emerging small and medium enterprises research, and alternative contemporary perspectives on classical OB research, present numerous research gaps, which are outlined in this book.
How to Write a Research Proposal
Research proposal examples. Writing a research proposal can be quite challenging, but a good starting point could be to look at some examples. We've included a few for you below. Example research proposal #1: "A Conceptual Framework for Scheduling Constraint Management" Example research proposal #2: "Medical Students as Mediators of ...
100s of Free HRM Dissertation Topics and Titles
HRM Dissertation Topics for 2021. Topic 1: Effect of employee engagement on customer loyalty in the service-based industry. Topic 2: Contingent workforce and its impact on organisation's performance - Evaluating the IT Industry.
152086 PDFs
Explore the latest full-text research PDFs, articles, conference papers, preprints and more on HUMAN RESOURCE MANAGEMENT. Find methods information, sources, references or conduct a literature ...
The research-practice gap in the field of HRM: a ...
In recent studies, researchers agree that there is a substantial gap between research and practice in the field of human resource management (HRM). The literature exploring the causes and consequences of this gap does not represent a finely structured discourse; it has focused on analysing the gap from the practitioner side, and it is based on opinions and theoretical discussions rather than ...
AI-Augmented HRM: Literature review and a proposed multilevel framework
Though the research on HRM (AI) started in 1990, the most relevant research articles in line with this study's focus were published between 1995 and 2021. In particular, HRM(AI) research witnessed increasing growth, specifically after 2018. A steep rise in research articles on HRM (AI) was noted in the 2018-2020 period. For example, 2019 ...
Research Proposal: Human Resource Management
Research Proposal: Human Resource Management Table of Contents Introduction3 Main Concepts Definition3 Topic and Justification5 Literature Review and Research Gap6 Research Methodology9 Anticipated Outcomes and Conclusion10 Bibliography11 Appendix15 ... Human Resource Management: The human resource management (HRM) is a set of practices of ...
Human Resource Management Research Proposal Examples That Really
Free Research Proposal On Grief And Nursing Personnel. According to information from the "CIA Factbook, 2012" there are just about 6,744 deaths in the National Health Service hospital facilities in the United states. This is roughly 41% of the number of patient admissions in the year 2011.
Sample PHD HRM Dissertation Proposal
This research proposal is based on analysing human resource challenges posed in the public PBOs during the transition phase. The literature is reviewed concerning the critical perspectives of studies about challenges in achieving the dynamic performance of HR in PBOs. Further, the discussion on research methodology is part of this proposal.
Top 100 Human Resources Research Topics and Ideas
The list will provide you with 100 fascinating human resources research topics that are worth exploring. Simple Human Resources Management Research Topics. Explain how HR helps companies stay competitive in a global market. Analyze the most effective team-building strategies. Suggest a simple and effective way to resolve interpersonal conflicts.
Free Research Proposal on Human Resource Management
We can write a Custom Research Proposal on HRM for you! The term 'Human Resource Management' is certainly not new in the workforce, but in recent years has been addressed in depth and with new trends there has been a shift to focus on the staff, and thus is becoming almost 'fashionable'. Many believe that this open approach to HRM can ...
Top 10 HR Proposal Templates with Samples and Examples
Template 1: HR Outsourcing Proposal PowerPoint Template. HR outsourcing has become a popular choice for businesses seeking to optimize their HR processes and drive greater productivity. With that as the endpoint, SlideTeam has curated this PowerPoint Template, a complete deck in 33 slides on human resources outsourcing proposal.
HRM Research Proposal .docx
HRM RESEARCH PROPOSAL 6 Managing diversity involves planning and implementing company's systems and operation to manage employees so that all benefits of diversity are increased and disadvantages reduced (Taylor Cox, 1994). Managing diversity well provides a unique benefit in this time when creativity and flexibility are key to competitiveness. . Organizations can save money on recruitment ...

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Research Proposal for Sustainable Human Resource Management

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How to Write a Research Proposal | Examples & Templates

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The research–practice gap in the field of HRM: a qualitative study from the academic side of the gap

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Research Proposal: Human Resource Management

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Good Research Proposal On Does Hourly Rounding Improve Patient Satisfaction

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Example Of Research Proposal On Job Analysis Final Report

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Recruitment Of Army Officers In High School Research Proposal Examples

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International Human Resource Management

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Should the government abandon recruitment of army officers in high school?

Good High Staff Turnover In Hospitality Industry In London Research Proposal Example

Research Proposal On Diversity Management In Contemporary Companies

Sample PHD HRM Dissertation Proposal

Challenges of Strategic Human Resource Management (SHRM)

Proposed Title

Introduction

Rationale of Research

Research Aim

Research Questions

Literature Review

Transition to Project Based Organization (PBO)

Characteristics of PBOs in Public Sector

SHRM Challenges in the Public PBO

Research Methodology

Summary and Conclusions

Proposed Work Plan

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Appendix – Detailed Research Schedule