We have provided the selection of example human resource management dissertation topics below to help and inspire you. If you need help with the topic and titles for your own dissertation then our writers are avilable to help. Click on the button below for more information about our topics with titles service: the north south divide: an analysis of the hr difficulties encountered by the bbc in its move to salford the proposed move north of key bbc programmes was heralded as a milestone in regionalism within the uk through which salford would be regenerated.

Reality has, however, been very different with hazel blears, the local mp, noting that very few jobs have been created locally whilst other bbc professionals refused to be relocated. Given this scenario: how successful has the hr department of the bbc in salford been in fulfilling its remit to diversity? this is a study that benefits from both quantitative and qualitative research with theories of hrm being not only contextualised within the case study but also further enriched via reference to personal comment through the use of primary data collection techniques. 2011 lsquo the bbc and decentralisation: the pilgrimage to manchester', international journal of cultural policy, july 2011. 2011 lsquo jeremy clarkson: i'd rather quit top gear than join bbc move to 'small suburb' salford', manchester evening news online , available at: crb checking and hrm: a mind field of competing rights and priorities? criminal records bureau checking was initially intended to only be used for those adults who had sustained unsupervised access to children and vulnerable adults. However, since their introduction they have increasingly become a more generalised tool within the recruitment process with organisations insisting upon such checks for all work. This study develops such concerns by looking not only at the increased use of crb checks on general members of the public applying for work but also specifically for those who have convictions but are not applying for just that are lsquo restricted'.

This is a dissertation that combines aspects of human rights, law and human resource management theory, and is therefore of particular interest as a consequence of its cross disciplinary nature. 2009 lsquo expected practices in background checking: review of the human resource management literature', employee responsibilities and rights journal, vol. 2008 lsquo in the shadow of a criminal record: proposing a just model of criminal record employment checks', university of melbourne law review, vol. 2011 lsquo the growth and permanency of criminal records with particular reference to juveniles', the police journal. a review of the ethical and legal and dimensions surrounding diversity at work in the context of human resource management the nature of society is often mirrored in the culture of organisations that exist within those societies. Accordingly, as society becomes more tolerant of diversity there is a hope that corporate ethical best practices will adapt to reflect those increasing levels of tolerance. Historically, since the time of barbara castle, the uk has relied upon pro active legislation to ensure that the workplace becomes more diversified.

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However, recent academic analysis such as that by beauchamp, bowie and arnold 2008 suggests that workplaces are now increasingly becoming diversified of their own accord. This dissertation, which uses the food processing sector as the background for its investigation evaluates the changing nature of diversity within the workplace over the last twenty years and in so doing seek further to evaluate the extent to which legislation has kept pace with societal expectations. 2003 lsquo the diversity approach to achieving equality: potential and pitfalls', industrial law journal. 1995 lsquo links between business and transnational human resource management strategy in us based japanese subsidiaries: an empirical investigation', journal of international business studies. an analysis of the use of rewards management as an incentive for the retention of staff within the higher education sector as a relative new approach within hr, reward management is concerned with the formulation and implementation of policies and strategies and policies through which people are rewarded fairly for the value that they bring to the company or organisation for which they work. Using the higher education sector as a backdrop to this study this investigation analyses the extent to which rewards, in addition to those financial, can increase staff morale and retention rates amongst employees. Through so doing it considers whether the traditional model of financial payment is sufficient within the current market to ensure that employees always perform of their best.

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2011 reward management: alternatives, consequences and contexts. london: chartered institute of personnel and development. taticchi, p. 2010 business performance measurement and management: new contexts, themes and challenges. 2002 intrinsic motivation at work: building energy and commitment. san francisco: berrett koehler publishers. a comparative study relating to the adoption of e hrm process in gas and oil companies within kuwait. zafar 2010 opines that the rising number of employers, employees and hrm procedures has meant that effective policies of e hrm have become imperative so that the challenges facing hrm practitioners in the next decade can be overcome in order to meet the hr challenges of the 21st century. Given the need for the retention of skilled foreign nationals within the gas and oil industry sector of kuwait, this dissertation applies the work of zafar and others to the sector and accordingly investigates not only current e hrm practices but how its use and applications can be further increased and improved. 2002 lsquo e hr becoming the ldquo 'path of least resistance rdquo ', employment relations today. 2004 lsquo e hrm: innovation or irritation? an explorative empirical study in five large companies on web based hrm', management revue.

2009 e human resource management: a case study of the state bank in pakistan. masters thesis, universiti utara malaysia. a critical evaluation of the barriers to the successful implementation of a successful strategic hrd policy within organisations with an organisation, people are the most important resource. Realisation of this has led to the creation of a body of literature that suggests that there is a continual need to evaluate and improve the existing training and development opportunities afforded to individuals within firms. However, whilst hr management and development may offer a multi faceted approach to career development, there are institutional barriers to its effective implementation.

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These tend to centre upon the time and money made available to hr departments and to employees to partake of the programmes offered and fear that enhanced personnel may be lured away to competitor organisations. Adopting a mixed method of research, this dissertation combines theory with interviews of both personnel/hr management as well as senior managers within firms and employees to garner a three dimensional viewpoint of the barriers that may exist to the implementation of an effective and strategic hr development programme. 1996 establishing proper framework for research on strategic human resource management. 1997 human resource development research handbook: linking research and practice. an investigation as to whether the lsquo best fit' or lsquo best practice' approach to hrm is more appropriate for multi national corporations in order to improve employee satisfaction and organisational performance hrm practices that directly impact upon the performance of a firm can be broadly categorised into two distinct camps: lsquo best fit' and lsquo best practice'.

Within existing hrm academic literature there is substantial debate as to which of the two approaches is best suited to the demands of hrm. Moreover, the adoption of a particular hrm strategy depends on the goals that the organisation in question is trying to achieve. Using general motors and british petroleum this dissertation evaluates the approaches to hrm used within both corporations and analyses their existing strengths and weakness. Having done so it thereafter posits a range of organisational specific recommendations as well as offering a number of reasoned observations based upon the two case studies that can be applied more widely to multi national corporations.

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2011 lsquo ldquo best practice rdquo human resource management: perfect opportunity or dangerous illusion?' the international journal of human resource management. human resource management in the iranian national petrochemical company: a case study focusing on the difficulties of skills shortages and personnel retention the iranian national petrochemical company was founded in 1964 and is the second largest producer and exporter of petrochemicals in the middle east. The company and its subsidiaries face a number of hr problems that centre upon the retention of foreign personnel and the training of indigenous workers. This dissertation accordingly addresses not only issues pertaining to cultural, social and economic differences and the effects that these have upon foreign national employment retention rates but also those associated with recruiting locally.

Grounded in academic theory this thesis also benefits from a series of email based interviews with managers within the inpc. 2011 lsquo measuring the effectiveness of human resource information systems in national iranian oil company: an empirical assessment', iranian journal of management studies. 2009 lsquo management skills of iranians: a comparison of technical, human and conceptual differences based on gender, age and longevity in management ranks', labour and management in development, vol.

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2008 human resource management at work: people management and development. london: cipd. 2012 lsquo employee recruitment: current knowledge and suggestions for future research', in, schmitt, n. worker behaviour and engagement lessons for hrm? a case study of five building sites within the north west of england effective worker engagement helps to promotes safety in the work place as well as maximising worker commitment and organisational performance. Using both primary and secondary data this dissertation identifies key issues and relevant themes in the subject area. The primary data will be collected through one on one interviews whilst that which was secondary will be identified through a thorough review of existing literature.

From an analysis of the themes and comments raised in both this research is able to offer a series of specific recommendations to both the individual building sites visited during the research as well as more generally to the uk construction industry as a whole. Lsquo job demands, job resources, and their relationship with burnout and engagement: a multi sample study', journal of organisational behaviour. 2008 lsquo cultural diversity and information and communication technology impacts on global virtual teams: an exploratory study', information and management. 2005 lsquo an engagement strategy process for communicators', strategic communication management.