Within the scholarly domain, researching the complexities of Human Resource Management (HRM) for a dissertation requires a deep comprehension of its complex dynamics and broad ramifications. Given the critical role that HRM plays in a variety of industries, choosing a suitable dissertation topic requires careful thought to address relevant concerns, predict future changes, and enhance the scholarly debate.
Starting a dissertation path means not only analyzing how HRM affects employee dynamics and organizational operations but also figuring out the underlying intricacies of HRM. Students might greatly benefit from using online dissertation help services to refine their research subjects, hone their methodological techniques, and resolve ethical dilemmas.
There are new directions for ground-breaking research as the HRM landscape changes. Students can confidently set out on this intellectual journey with the help of dissertation assistance providers, equipped with the knowledge and skills needed to successfully negotiate the ever-changing field of HRM study and produce significant scholarly contributions.
List Of HRM Dissertation Topics In the UK
Go on an academic investigation of a wide range of HRM dissertation matters with the help provided by our dissertation assistant. Let our knowledgeable staff choose the most viable research topics in the field of HRM in the UK so that your academic endeavours will be successful and yield long-term advantages.
Our online dissertation services are available to help you at every stage with business dissertation topics creation, whether you need assistance coming up with fresh topic ideas or professional advice honing your current ideas. Get in touch with us right away by email, live chat, or by filling out the form on this page to get a list of new and pertinent topics that are customized to your needs.
Every topic offers the chance to make a major contribution to the area of HRM in the UK, whether it is exploring employee engagement techniques, diversity and inclusion in the workplace, or the impact of technology on HRM practices.
1. The Impact of Artificial Intelligence and Automation on HRM Practices.
Aim
The aim of this research is to analyze the impact of Artificial Intelligence (AI) and performance management that is emerging automation technology on Human Resource Management (HRM) practices in textile industry.
Objectives
- To examine the current adoption of AI and performance management systems in HRM practices across textile industry.
- To identify and assess certain AI and performance management systems typically used in human resource management,
- To examine how artificial intelligence and performance management systems affect the productivity and quality of HRM tasks.
- To investigate employee attitudes and experiences with the integration of AI and automation in HRM procedures.
2. The Impact of Technostress on Employee Productivity in the Age of Digital
Aim
The key goal of this research is to conduct a complete examination and gain a thorough understanding of the effects of technostress on employee productivity, specifically within the framework of the digital transformation period.
Objectives
- To determine what factors contribute to technostress, such as the impact of always-on connectivity, excessive information, and the introduction of new technological resources and processes
- To examine how different types of stress, such as technostress, affect workers’ ability to do their jobs and feel good about themselves.
- To examine at how things like personality type, company culture, and social networks might moderate the negative effects of technostress.
3. Employee Engagement in Remote Work Environments: Challenges and Best Practices.
Aim
The purpose of this study is to investigate the patterns of employee engagement in remote work contexts, with a particular emphasis on identifying difficulties and optimal procedures.
Objectives
- To examine the elements that affect employee engagement in remote work contexts.
- To determine and evaluate the specific issues that remote workers experience in sustaining high levels of engagement.
- To investigate the impact of technology and communication tools in encouraging or discouraging employee participation.
- To investigate the influence of leadership and management techniques on remote employee engagement.
4. Strategic Human Resource Management Practices for Cultivating a Culture of Innovation and Nurturing Creative Capital.
Aim
The purpose of this study is to evaluate how Unilever foster a culture of innovation and develop employees’ creative capital through strategic human resource management.
Objectives
- To examine the literature on human resource management, innovation, and creativity.
- To analyse HRM strategies in Unilever and their impact on innovation and creativity outcomes.
- To investigate recruiting for talent and management in Unilever including hiring, and retaining creative employees.
- To investigate how managerial approaches and organisational culture influence innovation and creativity in Unilever.
5. Talent Management in the Gig Economy: Attracting and Retaining Freelancers.s
Aim
The purpose of this research is to examine the talent management techniques in the setting of the gig economy, with a particular emphasis on recruiting and keeping freelancers
Objectives
- To investigate the traits and objectives of freelancers in the gig economy.
- To evaluate organizations’ existing talent management methods for freelancers.
- Identify major elements driving freelancer attraction and retention.
- To assess the effectiveness of talent management initiatives on freelancer experience and engagement.
- To make recommendations for improving talent management practices for freelancers.
- To provide a better knowledge of HRM in an evolving work landscape by stressing the unique difficulties and potential of the gig economy.
6. Employee Engagement and Retention in the Information Technology (IT) Consulting Services Industry.
Aim
The aim of this research to explore in depth the factors that influence employee commitment and turnover in the IT consulting services sector.
Objectives
- To evaluate the current state of employee satisfaction and loyalty in IT consultancy organisations.
- To determine the critical factors that influence employee engagement in the IT consulting services industry.
- To determine if there is a connection between a company’s success and high levels of employee engagement.
- To create IT consulting-specific employee engagement strategies that raise morale and productivity in the workplace.
7. The Effects of Mindfulness-Based Employee Well-Being Programs on Work Productivity in a Corporate Setting.
Aim
The purpose of this research is to evaluate the success rate of mindfulness-based employee well-being programs on the increasing organizational productivity in a corporate setting.
Objectives
- To measure and analyze how productive employees are in the corporate organizations being studied, taking into account important metrics and key performance indicators (KPIs).
- To find out how healthy workers are physically, mentally, and emotionally by using surveys, interviews, and other ways to gather information.
- To find out if there are any links between employees’ involvement in mindfulness-based wellness programs and changes in how productive they are.
- To figure out which parts of well-being programs have the biggest effect on how productive employees are.
8. Cross-Cultural HRM: Managing Global Teams and Expatriates.
Aim
The purpose of this research is to investigate the problems and best practices of Cross-Cultural Human Resource Management (HRM) in the framework of leading multinational software development teams and expat.
Objectives
- To evaluate the influence of cultural diversity on team dynamics and performance in international enterprises.
- To investigate the effect of human resource management policies and practices in supporting cross-cultural adaption among expatriate personnel.
- Identifying the primary issues and barriers that HR managers encounter while managing multinational software development and expats.
- To explore the different case studies of successful companies that are implemented cross-cultural HRM strategies.
9. The Future of Work: Exploring the Impact of Remote Work on HRM.
Aim
The primary objective of the research is to delve into how remote work affects HRM practices and how the nature of work itself is shifting in the context of flexible scheduling.
Objectives
- To analyze the trends and advancements in the utilization of remote work inside organizations across various industries and geographical locations.
- To examine the benefits and drawbacks of remote work for people and companies.
- To examine how distant labor affects company culture, interaction, and teamwork.
- To examine the use of digital and technological tools in HRM to enable remote work.
10. Measuring the ROI of Training and Development Programs.”
Aim
This research aims to examine and quantify the Return on Investment (ROI) of development and training programs within organizations to shed light on the efficacy and financial impact of these initiatives.
Objectives
- To examine existing research on ROI measuring in training and development.
- Too create a thorough ROI assessment methodology for training and development activities.
- To collect and analyze data from many different types of organizations to measure and compare their training and development efforts’ return on investment (ROI).
- To find out the most important factors and factors that affect the return on investment of these projects.
- To give organizations specific ways to make their training and development efforts more effective and efficient.
11. HR Analytics: Leveraging Big Data for Strategic HR Decision-Making.
Aim
The aim of this research is to learn more about how HR analytics that can be used to improve HRM’s strategic decision-making by capitalizing on big data.
Objectives
- To analyze how big data technologies have altered the existing state of HR analytics.
- To analyze how much HR analytics has been integrated into the strategic decision-making processes of different companies.
- To determine which data sets and metrics have the greatest impact on HRM decisions.
- To consider the pros and cons of implementing HR analytics driven by big data.
- To determine how HR analytics has improved productivity, morale, and employee retention.
12. Talent Acquisition and Development in the Hospitality and Tourism Industry.
Aim
The goal of this research is to explore at all of the strategies and practises for finding and developing talent in the hospitality and tourism industry.
Objectives
- To get a comprehensive understanding of talent recruitment and growth practises in the hospitality and tourism industry through an intensive assessment of existing studies and industry literature.
- To identify the unique talent needs and developing trends in the hotel and tourist industries.
- To assess the efficacy of different talent acquisition tactics employed by hospitality and tourist organisations.
13. Educational Data Mining with R: Analysing Student Performance and Predicting Success
Aim
The primary purpose of this research is to understand the effects of ethical leadership in today’s organizations, both on the level of individual behavior and on the level of organizational culture as a whole.
Objectives
- To investigate the theory of ethical leadership and its conceptual foundations.
- To evaluate the connection between ethical management and staff behavior.
- To have greater understanding for the influence that ethical leaders may have on their respective groups and companies.
14. The Impact of Lean Six Sigma Principles on Employee Performance in Manufacturing.
Aim
The purpose of the paper is to explore and evaluate the influence of Lean Six Sigma principles on employee performance in the manufacturing business, with a particular emphasis on identifying approaches in which these principles can improve efficiency, quality, and satisfaction at work.
Objectives
- To conduct a thorough review of existing literature on Lean Six Sigma principles, practises, and applications in manufacturing.
- To research the implementation of Lean Six Sigma principles in manufacturing organisations.
- To examine the direct and indirect effects of implementing Lean Six Sigma on worker efficiency.
15. Employee Benefits and Compensation: Strategies for Attracting and Retaining Top Talent.
Aim
The overall goal of this research is to analyze and evaluate how different companies attract and retain top employees by offering competitive compensation and benefit packages.
Objectives
- To examine and synthesize current research on employee benefits, compensation schemes, and the influence on talent acquisition and retention.
- To examine the significance of non-monetary advantages in attracting and maintaining top personnel.
- To investigate the link between competitive pay structures and the capacity to keep high-performing individuals.
16. Strategic Human Resource Management for Multinational Corporations During Political Uncertainty.
Aim
The purpose of this research is to examine the challenges faced by multinational corporations (MNCs) while attempting to implement effective Strategic Human Resource Management (SHRM) in areas with high levels of political uncertainty.
Objectives
- To perform a thorough analysis of the literature on political uncertainty, geopolitical risks, and their consequences for multinational firms, with a focus on human resource management issues.
- To examine MNCs’ HRM practises and solutions for dealing with political uncertainty.
- To examine how multinational corporations maintain the safety and security of their employees working in politically unstable areas.
17. Green HRM: Promoting Sustainability and Environmental Responsibility in Organizations.
Aim
The purpose of this research is to explore and examine the function of Green Human Resource Management (HRM) in fostering organizational sustainability and environmental responsibility.
Objectives
- To evaluate the present condition of sustainability practices and environmental responsibility within firms operating in several industries.
- To assess the incorporation of environmentally friendly initiatives into human resource management (HRM) policies and practices.
- To identify the obstacles and barriers encountered by human resource professionals while applying techniques related to Green Human Resource Management (Green HRM).
- To present guidelines and best practices for organizations seeking to develop their Green Human Resource Management (HRM) approaches.
18. Recruitment and Selection in the Digital Age: The Use of AI and Machine Learning.
Aim
The focus of this study is on how artificial intelligence and machine learning have altered the hiring practices of modern businesses
Objectives
- To examine the present state of AI and machine learning use in human resource management, with a focus on recruitment and selection procedures.
- To examine the advantages and disadvantages of incorporating AI and machine learning into HRM procedures.
- To examine the efficacy of AI-powered algorithms in finding top applicants and decreasing bias in the hiring and hiring procedure.
19. The Influence of Green HRM Practices on Employee Environmental Citizenship Behavior.
Aim
The goal of this study is to investigate how green HRM strategies within firms might encourage environmental citizenship behavior among employees. It looks to find out how employee attitudes and actions connected to environmental responsibility are affected by HRM programs that are sustainability-focused.
Objectives
- To identify and categorize various Green HRM practices and initiatives used by organizations to achieve environmental sustainability.
- To create a concise and all-encompassing description and framework for responsible environmental behavior, considering its dimensions and qualities.
- To research the association between Green HRM implementation and the formation of environmental citizenship behavior within employees.
20. The Intersection of Artificial Intelligence and Bias in Employee Recruitment and Selection.
Aim
The purpose of the paper is to explore the interplay between AI and bias in the context of personnel selection and hiring. The study aims to learn how AI technologies might either exacerbate or reduce bias, with the end goal of improving recruiting procedures.
Objectives
- To conduct a thorough assessment of existing literature on artificial intelligence in recruiting and selection, as well as the related biases and fairness problems.
- To identifying the causes and forms of bias that may occur when AI is used in recruiting and selection.
