Dissertation topics on human resources management

You may choose one of the following human resources dissertation topics and personalise it to suit your context.

Performance efficiency management and control in healthcare facilities

This study will investigate the current approaches, methods and possibilities of performance efficiency assessment in various organizational and legal entities in the healthcare system, evaluate their benefits and limitations and compare them. In addition to measuring the performance efficiency of the current and previous activities of these facilities, the study will focus on investigating the possibilities and limitations of predicting the future performance efficiency growth of the healthcare facilities (HF). The study will provide an objective view of the current economic status of the HF, evaluate the level (rate) of economic vulnerability and risks of HF individual organizational and legal forms and assess the level of their adaptability and flexibility. The outcomes of the work should include formulation of a strategy of economic functioning of selected HF in the future and proposal of informed decisions regarding how and where to prioritize expenses, lower costs or support investments.

Unpaid work in the public sector, its extent and measurement methods

Human work as a goal-seeking activity is the most important factor of sustainable growth. Although the priority of both theory and practice is mainly paid work, the importance of unpaid work and its benefits for the  economy is notable. There are several studies and analyses proving this. There also exist several reasons why to look into unpaid work – the value of unpaid work increases total output of the economy, its volume has an impact on consumption of goods and services going through the market and, in the end, the tax revenues. Last, but not least, the extent of unpaid work affects participation of some individuals on the labour market, which violates work-life balance. The purpose of the study is to specify the mutual relationship between paid and unpaid work following the particularities of the labour market in the public sector, to identify the reasons for the existence of unpaid work and to characterize its manifestations in the public sector. Next, by examination of the alternatives of measurement of the unpaid work extent within the public sector to estimate its volume and to identify the impact of unpaid work on households (individuals) from the aspect of work life balance, and consumption of public services. On the grounds of the acquired knowledge and results of our own research, we will formulate proposals for the elimination of the negative impact of unpaid work from the aspect of the state economic policy and its instruments. The most significant gains from the study results reside in systematic research of the reasons and manifestations of unpaid work in the public sector, in the assessment of suitability of the selected methods of unpaid work extent measurement, and in the estimation of unpaid work in the public sector.

Non-financial incentives to motivate employees and their impact on job performance

The purpose of the study is to draft a comprehensive body of knowledge on the characteristics, types, and forms of non-financial incentives and quantify the economic impact of these incentives on the increase of employee performance. This study should contribute to the scientific knowledge, and should also provide practical benefits to business managers, particularly in human resource management.

Managing Work Motivation of Employees in the Process of Voluntary Departure from Employment

The objective of the study is to evaluate main factors influencing the voluntary departures from Employment. To state on the basis of extent and weight of their preferences from the side of the employees to elaborate the system influencing motivational factors of employees which lead to the voluntary departure from employment, or to the change of the employer. The aim of the elaborated system of work motivation will be the reduction of business costs which are connected with the departing of former and hiring new employee. The study will focus on chosen sectors of economy

Examining the capacity of human resources departments to drive organizational change

Examining the relative value of soft skills and hard skills when selecting personnel for available job position

Examining the concept of “fairness” in employee wages, hours, and other considerations

Investigating the relationship between reward and motivation among employees

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