HRM-related journals included in this study
Journal | snip | cite | sjr | Number of papers included |
---|---|---|---|---|
Asia Pacific Journal of Human Resources | 1.17 | 1.58 | 0.60 | 429 |
Human Resource Development International | 1.06 | 1.72 | 0.45 | 796 |
Human Resource Management Journal | 1.54 | 3.75 | 1.39 | 510 |
Human Resource Management Review | 1.98 | 4.97 | 1.66 | 713 |
Human Resource Management | 1.95 | 4.28 | 1.89 | 859 |
International Journal of Human Resource Management | 1.28 | 2.71 | 0.96 | 2,703 |
Journal of Human Capital | 1.79 | 2.10 | 2.52 | 185 |
Journal of Human Resources | 6.65 | 8.27 | 12.36 | 663 |
Trends in HRM research in the years 2000–2020
Activity of long-lasting and emerging trends in recent years
Avg. papers per year in 2016–2020 | Activity in recent years | ||
---|---|---|---|
Decrease | Stable | Increase | |
More than 50 | |||
26–50 | |||
1–25 |
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Roles Conceptualization, Data curation, Methodology, Project administration, Supervision, Validation, Writing – original draft, Writing – review & editing
* E-mail: [email protected]
Affiliation Human Resource Development, The University of Texas at Tyler, Tyler, Texas, United States of America
Roles Conceptualization, Data curation, Methodology, Software, Supervision, Validation, Writing – review & editing
Roles Conceptualization, Data curation, Validation, Writing – review & editing
The recent surge in artificial intelligence (AI) has significantly transformed work dynamics, particularly in human resource development (HRD) and related domains. Scholars, recognizing the significant potential of AI in HRD functions and processes, have contributed to the growing body of literature reviews on AI in HRD and related domains. Despite the valuable insights provided by these individual reviews, the challenge of collectively interpreting them within the HRD domain remains unresolved. This protocol outlines the methodology for an umbrella review aiming to systematically synthesize existing reviews on AI in HRD. The review seeks to address key research questions regarding AI’s contributions to HRD functions and processes, as well as the opportunities and threats associated with its implementation by employing a technology-aided systematic approach. The coding framework will be used to synthesize the contents of the selected systematic reviews such as their search strategies, data synthesis approaches, and HRD-related findings. The results of this umbrella review are expected to provide insights for HRD scholars and practitioners, promoting continuous improvement in AI-driven HRD initiatives. This protocol is preregistered on the Open Science Framework ( https://doi.org/10.17605/OSF.IO/Z8NM6 ) on May 27, 2024.
Citation: Yoo S, Nimon K, Patole SR (2024) Artificial intelligence in human resource development: An umbrella review protocol. PLoS ONE 19(9): e0310125. https://doi.org/10.1371/journal.pone.0310125
Editor: Juan Correa, Critical Centrality Institute, MEXICO
Received: February 8, 2024; Accepted: August 23, 2024; Published: September 9, 2024
Copyright: © 2024 Yoo et al. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.
Data Availability: All supplementary files are available in an open-access repository: https://osf.io/af6d7/ .
Funding: The author(s) received no specific funding for this work.
Competing interests: The authors have declared that no competing interests exist.
Artificial intelligence (AI) refers to the ability of machines to perform near or human-like functions, such as learning, interaction, and problem-solving, encompassing the culmination of computers, computer-related technologies, machines, and information communication technology innovations and developments, giving computers the ability to perform [ 1 , 2 ]. The AI market is anticipated to reach a $407 billion by 2027, indicating substantial growth from its estimated revenue of $86.9 billion in 2022. This surge is projected to make a 21% net contribution to the United States GDP by 2030, highlighting the profound impact of AI on economic growth [ 3 ]. Reasonably, a considerable 64% of businesses believe artificial intelligence will enhance their overall productivity [ 3 ]. Furthermore, according to an annual McKinsey Global Survey conducted in mid-April 2023, generative AI (Gen AI) has captured significant attention across the business landscape. Individuals from various regions, industries, and seniority levels are incorporating Gen AI into their professional and personal activities in their workplaces [ 4 ].
The recent proliferation of AI has dramatically changed the way we work [ 2 , 5 ]. In the field of human resource development (HRD) and related areas, the integration of AI presents opportunities to optimize talent acquisition, streamline learning and development initiatives, and enhance the strategic values of HRD in the workplace [ 5 , 6 ]. The far-reaching impact of AI underscores the need for a nuanced understanding of its role in HRD functions.
In academia, a burgeoning interest in AI in the workplace is evident through the growing body of research, leading to a surge of literature reviews focused on AI in HRD and related areas (e.g., [ 2 , 5 , 7 ]). For example, [ 5 ] conducted a critical review of the literature on AI and its impact on workplace outcomes, specifically within HR functions. [ 6 ] delved into the literature on AI applications, with a particular emphasis on the learning and development function. Despite the valuable contributions of these endeavors, the question of how these individual reviews can be collectively interpreted within the field of HRD remains unanswered.
To attain a comprehensive understanding of the rapidly expanding knowledge base, there is a need to systematically synthesize existing reviews on AI in HRD and related areas. An umbrella review, representing the highest level of evidence, offers a comprehensive overview of existing systematic reviews in a specific field. It enables scholars to compare the findings of systematic reviews relevant to a specific review question [ 8 , 9 ].
Hence, the proposed review outlined in this protocol aims to unveil patterns, trends, and gaps in the current understanding of AI in HRD literature. Additionally, we expect that this umbrella review will provide HRD scholars and practitioners with insights into the evolving concepts and practices associated with AI in HRD, thereby promoting continuous improvement in AI-driven HRD initiatives. The key research questions to be addressed in our umbrella review are:
In pursuit of the objective, this protocol proposes a technology-aided umbrella review process to synthesize systematic literature reviews on AI in the field of HRD and related areas. This systematic approach is designed to alleviate subjectivity in the review process, including the selection of search terms, thereby enhancing the rigor and objectivity of this umbrella review.
Design and setting of the study.
This technology-aided umbrella review protocol adheres to the guidelines of PRISMA-P (Preferred reporting items for systematic review and meta-analysis protocols), serving as a guide for planning and documenting review methods [ 10 , 11 ]. The completed PRISMA-P checklist to confirm essential and minimum components of a systematic review is available in the S1 File . To achieve a comprehensive understanding of AI implementation in HRD, this protocol is designed to systematically incorporate existing systematic literature reviews on AI in HRD and related areas, mitigating subjective decision-making during review conduct [ 10 ]. This protocol is pre-registered on the Open Science Framework (OSF): https://doi.org/10.17605/OSF.IO/Z8NM6 . In the main research using this protocol, we plan to incorporate guidelines from the updated PRISMA 2020 statement to ensure comprehensive reporting of our umbrella review [ 12 ].
A structured search will be conducted in the Scopus and Web of Science databases, selected for their relevance to the field of study and comprehensive coverage. The review process, encompassing screening, will be coordinated utilizing Rayyan to ensure a systematic and efficient workflow [ 13 ].
Keywords to create a comprehensive search string that will be used to search systematic reviews for this umbrella review were collected. Table 1 describes the final search sub-strings of each component. AI-, HRD-, and SLR-related strings include search terms combined using the Boolean operator OR. In the final search string, the Boolean operator AND will be used to combine the three sub-strings. As our umbrella review aims to synthesize existing systematic literature reviews, the SLR-related string includes one search term that narrows the scope of our project. The specific search term identification strategy and term matching details are illustrated in the supplementary files ( S2 and S3 Files).
https://doi.org/10.1371/journal.pone.0310125.t001
We will employ a two-stage screening strategy. First, the relevance of each article will be evaluated based on its title and abstract. Articles that meet the exclusion criteria will be excluded. The second stage will evaluate the relevance of articles based on full texts using the inclusion and exclusion criteria. The screening process will be coordinated using Rayyan.
To uphold consistency and reproducibility in the screening process among coders, the inclusion and exclusion criteria are established. First, eligible studies are systemic literature reviews specifically focused on AI in the field of HRD and related areas. This inclusion criterion aims to contribute to the synthesis of high-quality evidence and insights derived from rigorous research methodologies. The initial search will be confined to peer-reviewed journal articles and conference proceedings written in English and published from 1995 onwards, aligning with the search practices in previous literature reviews on AI (e.g., [ 5 – 7 ]).
Regarding the exclusion criteria, first, studies that do not explicitly explore AI-related technology will be excluded, ensuring a targeted exploration of the subject matter. Second, studies unrelated to a workplace setting will be excluded, as this umbrella review is specifically tailored to the application of AI in the workplace. Third, non-systemic literature reviews, which lack a structured and systematic approach, will also be excluded to maintain the methodological rigor of the review. Fourth, as this umbrella review specifically targets systemic literature reviews, studies employing meta-analysis as the primary research methodology will not be considered for inclusion. Finally, as explained in the inclusion criteria, book chapters and non-referred articles will be excluded to maintain the scholarly standard and reliability of the information under consideration.
We will use Rayyan to extract data. Extraction fields will be set up with the relevant information from the studies, and Rayyan’s tagging and coding features will be used to categorize and organize the extracted data. Disagreements will be discussed and resolved using Rayyan’s conflict resolution feature. The extraction fields for recording the finally selected systematic review studies will include:
Thematic coding will be a crucial part of this umbrella review, focusing on discerning patterns in the implementation of AI within HRD. By employing an HRD framework, the goal of the thematic coding is to systematically categorize and analyze relevant literature to identify recurrent themes and trends in AI adoption across various HRD contexts. Furthermore, thematic coding facilitates the identification of key opportunities and challenges associated with AI implementation in HRD. The synthesis can highlight common issues faced by organizations integrating AI into HRD practices and, conversely, showcase successful strategies and innovative approaches. Ultimately, the thematic coding approach provides a comprehensive understanding of the current state of AI in HRD and sets the stage for suggesting future research directions and practical recommendations to enhance AI-driven HRD initiatives.
In addition to thematic coding, the data synthesis plan incorporates descriptive statistics. Descriptive statistics involves quantifying the occurrence of specific themes or concepts related to AI implementation in HRD across the selected systematic literature reviews. Specifically, frequency analysis helps to identify the prevalence of certain trends, challenges, or opportunities and visualization techniques can be employed to present these findings in a clear and accessible manner. R will be utilized for statistical analysis and visualization. We plan to use the base package [ 14 ] for statistical analysis and ggplot2 [ 15 ] for visualization.
This protocol will guide an umbrella review process to synthesize existing systematic reviews on AI in HRD. This umbrella review aims to explore the intersection of AI and HRD using existing reviews in the field of HRD and related areas. The anticipated outcomes of this umbrella review are intended to unveil patterns, opportunities, and threats of AI implementation in HRD. They will provide insights into AI-driven HRD initiatives. All data and analyses will be placed in an open-access repository, and the URL will be provided in the final manuscript.
Despite the expected contributions of this project, several limitations should be discussed. First, the protocol’s reliance on systematic literature reviews may introduce a potential bias, as certain valuable perspectives from non-systematic reviews or other types of reviews may be overlooked. Second, the scope of the review is contingent upon the availability of relevant literature published in English from 1995 onwards; this temporal and linguistic restriction may exclude valuable insights from non-English publications or earlier works that could contribute to a more nuanced understanding of the historical development of AI in HRD. Lastly, it should be mentioned that as AI-related technology is evolving rapidly future updates to this umbrella review will be necessary to ensure that it includes the most updated trends and practices.
S1 file. prisma-p checklist ( https://osf.io/2935t )..
https://doi.org/10.1371/journal.pone.0310125.s001
https://doi.org/10.1371/journal.pone.0310125.s002
* Note : All supplementary files are available in an open-access repository: https://osf.io/af6d7/ .
https://doi.org/10.1371/journal.pone.0310125.s003
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Xiaoping qin.
1 School of Health Policy and Management, Chinese Academy of Medical Sciences and Peking Union Medical College, Beijing, 100730 China
2 College of Medical and Health Science, Asia University, Taichung, 41354 Taiwan
3 Department of Education, Peking Union Medical College Hospital, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, 100730 China
4 Department of Innovative Medical Research, Hospital Management Institute, Chinese People’s Liberation Army General Hospital, Beijing, 100853 China
5 Affiliation Program of Data Analytics and Business Computing, Stern School of Business, New York University, New York, 10012 United States of America
6 Tsinghua-Berkeley Shenzhen Institute, Tsinghua University, Shenzhen, 518055 China
Associated data.
All data and materials generated or analysed during this study are included in this published article.
Human resource management (HRM) in healthcare is an important component in relation to the quality and efficiency of healthcare delivery. However, a comprehensive overview is lacking to assess and track the current status and trends of HRM research in healthcare. This study aims to describe the current situation and global trends in HRM research in healthcare as well as to indicate the frontiers and future directions of research. The research methodology is based on bibliometric mapping using scientific visualization software (VOSviewer). The data were collected from the Web of Science(WoS) core citation database. After applying the search criteria, we retrieved 833 publications, which have steadily increased over the last 30 years. In addition, 93 countries and regions have published relevant research. The United States and Australia have made significant contributions in this area. Current research articles focus on topics clustered into performance, hospital/COVID-19, job satisfaction, human resource management, occupational/mental health, and quality of care. The most frequently co-occurring keywords are human resource management, job satisfaction, nurses, hospitals, health services, quality of care, COVID-19, and nursing. There is limited research on compensation management and employee relations management, so the current HRM research field still has not been able to present a complete and systematic roadmap. We propose that our colleagues should consider focusing on these research gaps in the future.
Among the many management elements, people are the most dynamic and active element, and they are an important asset in organizations [ 1 ]. The term “human resources” was first coined by the academic Peter F. Drucker in 1954 [ 2 ]. The key function of human resources management (HRM) is to “put the right people in the right jobs at the right time” [ 2 ]. HRM refers to the planned allocation of human resources in accordance with the requirements of organizational development through a series of processes, such as recruitment, training, use, assessment, motivation, and adjustment of employees, to mobilize their motivation, bring into play their potential and create value for the organization [ 1 ]. Ensuring the achievement of the organization’s strategic objectives, HRM activities mainly include human resource strategy formulation, staff recruitment and selection, training and development, performance management, compensation management, staff mobility management, staff relationship management, staff safety and health management, etc. Similarly, modern healthcare management has human resources as the core. The HRM level in hospitals is related to the quality and efficiency of medical services provided by hospitals, which is also the core of internal hospital management and the focus of health macro management [ 3 ].
The World Health Organization (WHO) states that health systems can only work with the help of health workers, and that improving the coverage of health services and realizing the right to the highest standard of health depends on the availability, accessibility, acceptability and quality of health workers [ 4 ]. In response to evolving characteristics in socio-economic development and the human resource market, healthcare system personnel reforms are evident in three key areas: first, decentralization and flexible employment practices grant hospital managers greater decision-making autonomy concerning priorities and access to medical resources. However, they also impose quantitative and functional constraints on physicians' working hours, career planning, and medical payment systems. Second, a focal point is the rational allocation of technical staff to achieve efficiency while controlling labor costs. Finally, hospital organization change and restructuring are prevalent. Many European countries have unionized hospital employees, limiting the ability to establish independent incentives and rewards. In contrast, U.S. hospital employees often do not belong to specific organizations, leading cost control efforts to revolve around adjusting the allocation of technical staff and employee numbers to reduce labor expenses [ 5 – 7 ].
The current global trend in the number of publications on HRM in healthcare is rising. However, there are currently several problems in HRM research. The following issues mainly exist: (1) the expertise and professionalism of HRM managers are limited. (2) Theoretical methods and technical applications are weak. (3) Insufficient regulation of regulations, systems and procedures. (4) Management is mainly at the level of operational work, and functions are too fragmented [ 8 , 9 ]. Although hospitals worldwide generally recognize the importance of HRM, they do not pay sufficient attention to it. The management of human resources is also stuck in the previous understanding that its work is carried out only by transferring positions in hospitals, promoting and reducing the salary of employees and a series of other operations [ 10 ]. Most senior management in hospitals have comprehensive medical knowledge; some are experts in a particular field. Still, they lack expertise in HRM, which makes them work in a transactional way in HRM. There is also currently a general health workforce imbalance in countries worldwide. The lack of well-being of healthcare workers is particularly problematic in foreign healthcare institutions [ 11 ], and to reduce costs, some organizations have reduced staffing levels. In turn, because of lower quality of service, the morale of healthcare providers often suffers. Patient satisfaction may decline [ 12 ]. In the process of data gathering, we found that the literature related to HRM in healthcare is still under-reported and that the research topics are scattered, and there is still a lack of generalization and summary of these literatures [ 13 ]. There is no systematic theoretical support in the current research, which defines the perspective that researchers should take when analyzing and interpreting the data to be collected, leading to biased interpretations of the results, and does not allow other researchers to combine the findings with existing research knowledge and then apply them to practice [ 14 ]. Second, data collection was not rigorous, and the downloading strategy was not appropriate to achieve completeness and accuracy of data. There is also a lack of information and incomplete use of features in the presentation of knowledge maps and visualization results [ 15 ].
Therefore, the aims of this study are the following; first, we provide a new way of viewing the field of healthcare HRM and its associations by examining co-occurrence data. Second, we relate our evolutionary analysis to a comprehensive future research agenda which may generate a new research agenda in healthcare hospital HRM. This review, therefore, focuses on illuminating the research frontiers and future roadmap for healthcare HRM research [ 16 , 17 ].
This study provides a bibliometric analysis of the HRM research literature in health care over a 30-year period to describe the landscape and trajectory of change in the research field. The methodology used for this overview is based on bibliometric mapping [ 18 , 19 ], a visualization technique that quantitatively displays the landscape and dynamic aspects of the knowledge domain [ 20 ]. Data were collected from the Web of Science (WoS) core citation database. Two Java-based scientific visualization software packages (CiteSpace and VOSviewer), developed by Chaomei Chen and Van Eck and Waltman, were used to analyze the data [ 18 , 21 ].
The data for this study were retrieved from the Web of Science on 28 September 2022. Web of Science was chosen as the search engine, because it is the most widely accepted and commonly used database for analyzing scientific publications [ 22 ]. The keywords “human resource management” and “healthcare organization” were used as search topics. First, to get a complete picture of HRM research, we searched all the literature from 1977 to the date of the search.
Eight hundred thirty-three publications on HRM in healthcare organizations were identified (Fig. 1 ). We excluded publications before 1990, because the two documents before 1990 did not include complete information. In addition, articles, review articles, and early access articles were included in the study. To minimize language bias, we excluded literature published in languages other than English. Each publication in WoS contains detailed information, including the year of publication, author, author’s address, title, abstract, source journal, subject category, references, etc. A detailed description of the contents of the database preceded the bibliographic analysis. For example, some authors presented their names in different spellings when submitting articles, so reviewing and integrating the data in detail was necessary. A total of 718 publications were included and exported to VOSviewer and CiteSpace software to analyze the following topics: global publishing trends, countries, journals, authors, research orientations, institutions, and quality of publications.
Research flow chart of the bibliometric analysis
VOSviewer is a software tool for building and visualizing bibliometric networks. It was developed by Van Eck and Waltman [ 21 ]. In VOSviewer, metric networks can be visualized and analyzed for factors, including journals, researchers, or individual publications. They can be constructed based on citations, bibliographic couplings, co-citations, or co-authorship relationships [ 21 ].
Number of global trends.
After applying the search criteria, we retrieved a total of 718 articles. Figure 2 a shows the increase in articles from 1 in 1977 to 108 in 2021. To predict future trends, a linear regression model was used to create a time curve for the number of publications throughout the year, and the model fit curve for the growth trend is shown in Fig. 2 b. The trend in the number of publications fitted the time curve well at R 2 = 0.8802. The R-squared value is a measure of how well the trend line fits. This value reflects the degree of fit between the estimated value of the trend line and the corresponding actual data; the better the fit, the more reliable the trend line is [ 23 , 24 ]. Based on the model’s trends, it is also predicted that the number of articles on HRM in healthcare will increase to approximately 300 by 2030, an almost threefold increase compared to 2021.
a Total number of publications related to HRM research. The bars indicate the number of publications per year. b Model fitting curves of global publication trends. c Top 10 countries of total publications. d Distribution world map of HRM research
Figure 2 c, d shows the number of publications and the world distribution of the top 10 countries in total publication numbers. The USA contributed the most publications (172, 24.2%), followed by Australia (86, 12.0%), the UK (83, 11.6%), and China (78, 10.9%).
The USA had the highest total number of citations of all included publications (5195) (Table (Table1), 1 ), while the UK ranked second (2661), followed by Australia (1960) and the Netherlands (1271). The detailed rankings and numbers are shown in Fig. 3 a and Table Table1 1 .
Contributions in publications of countries
Country | Publications | Sum of the Times Cited | Average Citations per Item | H-index |
---|---|---|---|---|
USA | 172 | 5195 | 30.2 | 36 |
UNITED KINGDOM | 83 | 2661 | 32.06 | 27 |
AUSTRALIA | 86 | 1960 | 22.79 | 23 |
NETHERLANDS | 60 | 1271 | 21.18 | 21 |
CANADA | 46 | 1248 | 27.13 | 22 |
CHINA | 78 | 997 | 12.78 | 19 |
BELGIUM | 19 | 936 | 49.26 | 12 |
TAIWAN | 36 | 795 | 22.08 | 15 |
GERMANY | 31 | 596 | 19.23 | 11 |
IRAN | 27 | 277 | 10.26 | 9 |
a Top 10 countries of average citations for each article. b Average number of citations. c Top 10 countries of the H-index
Belgium had the highest average number of citations (49.26), followed by the UK (32.06), the USA (30.2), and Canada (27.13), as shown in Fig. 3 b.
Total citations and the h-index reflect the quality of a country’s publications and academic impact[ 25 ]. Figure 3 c shows the ranking of the h-index, where the top country is the USA (h-index = 36), followed by the UK (h-index = 27), Australia (h-index = 23), and Canada (h-index = 22).
Table Table2 2 shows the top 10 journals for publications on HRM in healthcare, with 54 articles published in “International Journal of Human Resource Management”, 44 articles published in “BMJ Open”, 30 articles published in “Journal of Nursing Management”, and 24 articles in “BMC Health Services Research”.
Top 10 journals of publications related to HRM research
Publications | Times | Percentage( = 718) |
---|---|---|
International Journal Of Human Resource Management | 54 | 7.521 |
Bmj Open | 44 | 6.128 |
Journal Of Nursing Management | 30 | 4.178 |
Bmc Health Services Research | 24 | 3.343 |
Journal Of Advanced Nursing | 18 | 2.507 |
Health Care Management Review | 16 | 2.228 |
Human Resources For Health | 16 | 2.228 |
Human Resource Management | 14 | 1.95 |
Plos One | 14 | 1.95 |
Human Resource Management Journal | 11 | 1.532 |
Table Table3 3 shows the top 10 most published authors with 96 articles/reviews in the last decade, representing 13.4% of all literature in the field. Timothy Bartram from Australia has published 19 papers, followed by Sandra Leggat from Australia, Stanton P from the USA, and Townsend K from the UK with 13, 11, and 10 papers, respectively. All researchers listed as authors were included in this term for analysis, regardless of their relative contribution to the study. Notably, we have included all authors in this analysis regardless of their relative contribution to the study.
Top 20 authors of publications
Author | Publications | Sum of the Times Cited | Average Citations per Item | h-index |
---|---|---|---|---|
Bartram T | 19 | 722 | 38 | 12 |
Leggat SG | 13 | 488 | 37.54 | 9 |
Stanton P | 11 | 510 | 46.36 | 8 |
Townsend K | 10 | 210 | 21 | 8 |
Wilkinson A | 10 | 210 | 21 | 8 |
Van Rhenen W | 8 | 138 | 17.25 | 5 |
Paauwe J | 7 | 258 | 36.86 | 4 |
Boselie P | 6 | 338 | 56.33 | 6 |
Kellner A | 6 | 87 | 14.5 | 6 |
Marchal B | 6 | 163 | 27.17 | 6 |
Figure 4 a shows the top 10 research orientations of the 100 research orientations. The most common research orientations were management (193 articles), nursing (107 articles), health policy services (105 articles), and health care sciences services (201 articles).
a Top 10 research orientations and the number of publications in each orientation. b Top 20 institutions with the most publications
Figure 4 shows the top 20 institutions with the most published papers. La Trobe University has the highest number of articles with 24, followed by the University of London (23) and Griffith University (18).
In the keyword mapping on HRM research in healthcare, the size of the nodes represents the frequency, while the line between the nodes reflects the co-occurrence relationship. A total of 1914 keywords were included, and 59 met the criteria. All keywords were grouped into six clusters: performance (light blue cluster), job satisfaction (red cluster), quality of care (blue cluster), human resource management (brown cluster), occupational/mental health (purple cluster), and hospital/COVID-19 (green cluster) (Fig. 5 ).
Co-occurrence analysis of HRM research in healthcare
The most prominent themes in HRM research in healthcare are as below. In the “Performance” cluster, the keywords which have the greatest co-occurrence strength were “performance”, “systematic review”, “decentralization health system” and “motivation”. The main keywords in the “Job Satisfaction” cluster are “job satisfaction”, “organizational commitment”, “transformational leadership” and “turn over”. In the “Quality of care” cluster, the keywords that stand out are “quality of care”, “patient safety”, “high-performance work system”, “quality management” and “patient satisfaction”. In the “Human resource management” cluster, the prominent keywords include “human resource management”, “health policy”, “public health”, and “education and training”. In the “Occupational/Mental Health” cluster, the prominent keywords are “Occupational health”, “mental health”, “well-being” and “burnout”. The main keywords in the “Hospital/COVID-19” cluster were “hospitals”, “COVID-19” “workforce” and “qualitative research”.
Our study of HMR research in healthcare illustrates current and global trends in publications, contributing countries, institutions, and research orientations. The field of HMR research has evolved over the past three decades. However, as this study shows, the number of publications steadily increases yearly, with 93 countries or regions publishing in the field, suggesting that research focusing on HMR research and providing in-depth knowledge will likely increase.
We find that most publishing countries are developed countries, but developing countries are catching up. The total citation rate and the h-index reflect the quality and scholarly impact of a country’s publications [ 25 ]. According to our study, the US ranks first among other countries in total publications, citations, and h-index, making the most substantial contribution to global HRM research. The UK and Canada also contribute significantly, with impressive total citation frequencies and h-index, especially the UK, which ranks second in average citation frequency. However, some countries, such as Belgium, Canada and Australia, also play an important role, given their high average citation frequency. In developing countries, HRM research has also served as a guide for hospitals to improve the quality of care. The study will serve as a reference for developing countries to learn from the experience of developed countries as their economic development gradually catches up with that of developed countries.
The impact and prestige of the journals can be seen in the number of articles published in the field and the influential journals in healthcare HRM research, including the BMC Health Services Research, the Journal of Nursing Management, the International Journal of Human Resource Management, the Health Care Management Review, and the Journal of Health Organisation and Management. These high-quality journals are thus the main source of information for researchers in this field on the latest developments in HRM in healthcare.
The study shows that almost all of the top 20 institutions come from the top five countries with the most publications, with the majority coming from the US, Australia and the Netherlands, reflecting the great academic influence of these three countries in the field of HRM in healthcare. These institutions play an important role in raising the academic performance of a country. Furthermore, the top 20 authors represent research leaders who are likely to impact the future direction of research significantly. Therefore, more attention should be paid to their work to stay abreast of the latest developments in the field.
Keywords play a crucial role in research papers as they contain vital information [ 26 ]. A systematic analysis of keywords within a specific research domain offers valuable insights into trends and focal points across various research areas [ 27 ]. Moreover, co-occurrence analysis relies on the number of joint publications to evaluate relationships among the identified keyword domains. As a result, it serves as an effective method for predicting future trends and focal points within the research areas of interest. These findings are expected to inspire more researchers to contribute to the future of HRM research in healthcare [ 28 ].
In this study, a total of six research domains were eventually summarized. Performance, Hospital/COVID-19, Job Satisfaction, Human resource management, Occupational/Mental Health, and Quality of care. By visualizing the analysis results, we can easily further clarify future trends. As the co-occurrence diagram shows, the keywords “Organizational culture”, “Patient safety”, “Nursing”, “Leadership”, “Quality of care” and “Hospitals” are highlighted as larger icons, so that investment and demand for quality research are necessary for the context of these six research directions.
This study found that the visual clustering results and the keywords that emerged from the clusters were closely related to the HRM module s described in “Human Resources Management: Gaining a Competitive Advantage” by Noe. R . [ 29 ]. The modules have been cited in HRM research and are used as textbooks in universities [ 30 – 33 ]. Some of the keywords in each cluster correspond to human resource planning, performance management, recruitment and staffing, and training and development, respectively. The explanation of the HRM modules is described in the next paragraph. However, there are no explicit keywords in the modules related to employee relations management and compensation management results. This may be due to the private nature of the compensation structure in healthcare organizations during data collection, making it unavailable.
Human Resource Plan (HRP) stands for the implementation of the HR development strategy of the enterprise and the accomplishment of the enterprise’s goals, according to the changes in the internal and external environment and conditions of the enterprise, through the analysis and estimation of the future needs and supply of human resources and the use of scientific methods for organizational design, as well as the acquisition, allocation, utilization and maintenance of HR and other aspects of functional planning. HRP ensures that the organization has a balance of HR supply and demand at a needed time and in a required position, and achieves a reasonable allocation of HR and other resources to effectively motivate and develop of employees [ 34 ].
Decentralization health system, organizational culture/structure are high-frequency words in the clustering results related to “human resource management”. It is important to assess the extent to which decentralization can be used as a policy tool to improve national health systems. For policymakers and managers, based on relevant literature and research as well as country experience analysis, the experience of decentralization in relation to the organization and management of healthcare services is considered a forward-looking and pioneering concept capable of achieving optimal allocation of HR and other resources, in addition to the need to focus more on ex-ante and ex-post incentive development to deliver a 1 + 1 > 2 HRM effect [ 35 ]. HRP is the starting point and basis for all specific HRM activities. It directly affects the efficiency of the overall HRM of the enterprise. It is, therefore, taken as the primary job requirement for HR managers [ 36 ]. Organizational culture/structure significantly impacts the healthcare sector, such as excellence in healthcare delivery, ethical values, engagement, professionalism, cost of care, commitment to quality and strategic thinking, which are key cultural determinants of high-quality care delivery [ 37 ]. Therefore, as with other for-profit organizations, healthcare organizations must ensure that their organizational structure functions effectively to achieve their strategic goals. The organization formulates and implements HRM, an important task to achieve the development strategy goals.
Recruitment and staffing are the first steps in hospital HRM activities. Under the guidance of the organization’s human resources development plan, potential staff who meet the development conditions are attracted. Through the scientific selection of outstanding personnel, a platform with guaranteed treatment and development prospects is provided to ensure that the team of the healthcare organization is built solidly and meets the development needs. From the findings of this study, the keywords “workforce” and “workload” appear as high-frequency keywords in the co-occurrence analysis. Still, keywords related to traditional staff recruitment (e.g., analysis of recruitment needs, job analysis, competency analysis, recruitment procedures, and strategies) do not appear often. Recruitment and staffing are the prerequisites of human resources work. They bring a new dynamic source to healthcare organizations while complementing staff, making the organization full of vitality and vigor, facilitating organizational innovation and management innovation and helping improve the healthcare organization’s competitive advantage [ 38 ]. Recruitment and staffing, as a part of HR, directly impact the successful running of daily activities.
Human resource training is an important component of quality and safety in the health care system. The keyword “education and training” shows a high frequency of co-occurrence in the clustering results of analysis, corresponding to the module “training and education”. However, it is connected to the keywords “human resource management” and “health policy”, and is in the same cluster with” public health”, “health care management”, and the distance between the lines and dots indicate that these topics are closely related, proving the importance of education and training in the HRM of health systems. Healthcare organizations (especially for non-professionals and caregivers) can improve the performance of their employees by enhancing their capabilities, knowledge and potential through learning and training, so that they can maximize their qualifications to match the demands of their work and advance their performance [ 39 , 40 ].
Performance management, the core of the six modules, is also featured in the clustering results. Although this is an important focus for HR professionals, few studies have explored the link between HRM and health sector performance [ 6 ], the results show “performance” and “motivation”. The effectiveness of performance management is an important component of HRM, which effectively improves the quality of care in healthcare organizations/institutions [ 6 ]. Focusing on the effectiveness of performance management is considered to be crucial. First, as an integral part of HRM within an organization, it can help the organization meet its goals. Second, ineffective approaches can lead to negative attitudes among employees (including clinicians, nursing staff, administrators, etc.) and adversely affect performance due to decreased satisfaction among employees and patients. Third, given the increasing quality and cost reduction pressures on healthcare organizations, conducting further research on performance management and effectiveness is critical [ 41 ]. However, it is clear from our results that healthcare organizations have recognized the importance of performance management and are pursuing “high performance”. Although the topic of performance management in HRM in healthcare is one of the research priorities, the number is lacking and more discussion on performance management should be suggested for future research.
Compensation is an important tool to motivate employees to work hard and to motivate them to work hard. The results of the database's bibliographic analysis show that no keywords directly involved compensation. This indicates that “compensation management” has not been considered a hot topic or a research issue over 30 years of available literature. To clarify the content of this module, we further searched the database of 718 articles with keywords, such as compensation, remuneration, salary, etc., and found that only 35 of them mentioned or discussed compensation, and some years (e.g., 2018, 2009) even had no relevant literature being published. However, issues such as fairness of compensation management and employee compensation satisfaction are still important issues of concern to business management academics [ 42 , 43 ]. The actual situation is that it is difficult to conduct research on compensation management. Most organizations keep their employees’ compensation confidential, and when conducting research, HR managers avoid talking about their employees’ compensation or leave it vague, rendering it impossible for researchers to conduct further research.
Employee compensation is one factor that has the greatest impact on organizational performance. In the future, organizations should be encouraged to scientifically structure their compensation management and empower academic research to establish and implement fair compensation management systems based on empirical research while maintaining the privacy and security of organizational information.
The connotation of employee relations management involves organizational culture and employee relations, as well as the coordination of the relationship between employers and employees. Healthcare organizations have complex structures with employees with varying skills, tasks or responsibilities, and such conflicts are often managed through the communication skills of administrative staff [ 44 ]. Although the keywords related to “employee relations management” did not occur in this study's analysis results, the six HRM modules are closely related. Therefore, this does not mean that no description of employee relations management was completely absent in the retrieved articles. It is clear that there is currently a lack of research on employee relations management in the healthcare field. Still, with the continuous development of the healthcare industry, it faces multiple challenges. If employee relations are not handled properly, healthcare organizations with social responsibility will face great public pressure, which will even affect the quality of healthcare services and performance, so it is especially important to strengthen the research on employee relations management.
This study inevitably has some limitations, the first of which arises from using quantitative methods to review documents in the field of HRM. The review relied on an analysis of the bibliographic data associated with the documents rather than a review of the research findings. The impact of the study was, therefore, limited to the general direction of developments in the field, rather than a synthesis of research findings. As a result, we may have missed some publications due to database bias. Second, most of the publications identified were in English and some articles relevant to other languages have not been included. Third, Since HRM exists in a wide range of industries and research areas, although researchers have set the screening criteria as detailed as possible, there may still be some literature that has not been detected.
This study describes the current state and global trends in HRM research in healthcare. The United States has made significant contributions in this field, establishing itself as a global leader. It is foreseeable that more and more publications will be published in the coming years, which indicates that HRM research in healthcare is booming. The analysis results of this study echoed the modules of HRM. It can be seen that in the current HRM research, many topics have been of interest. However, the focus and hotspots of the research are scattered, and there is presently no systematic research on the content of HRM in healthcare.
The authors thank the Editor-in-Chief and the referees for their helpful comments which help to improve our manuscript significantly.
BW, ZH and LLconceived of the presented idea. BW, developed the theory. BW, YH, RW, KC and XQ collected the data and discussed the results. BW and YH encouraged XQ to investigate the hospital management field and supervised the findings of this work. All authors discussed the results and contributed to the final manuscript.
This research was supported by Chinese Academy of Medical Sciences and Peking Union Medical College, China (Grant number: 2021-RC630-001).
Declarations.
There are no human or animal studies in this manuscript, and no potentially identifiable human images or data are presented in this study.
Not applicable.
The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.
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Have you ever wondered how you can stay up to date with the latest advancements in Human Resources Management ( and other related fields ) without going back to University?
In the field of HRM, it’s not always necessary to return to college to continue learning. If higher education is not an option for you, it’s still important to note that the pursuit of knowledge should always extend beyond personal insights and the opinions of popular workplace influencers. This article aims to guide HR professionals towards credible and up-to-date HRM learning content. It underscores the necessity of diversifying information sources and relying on validated, professional resources to elevate the quality of people management practices.
Human Resources Management is a dynamic field in which new knowledge is created every day, and where staying up-to-date with the latest advancements is essential. While personal experiences and influencers may offer insights, their quality and applicability can be questionable. In addition, as HR professionals shift between different organizational contexts and environments, the knowledge gained in one setting may not seamlessly translate to another. Thus, exclusive reliance on these sources can be a risky choice. It’s imperative to understand that learning is a continuous process, necessitating a foundation in rigorously researched insights.
There are professionals in many areas of social sciences, including Human Resources Management, who spend their days at work applying the scientific method, defined by Oxford Reference (2021) as the procedure that science utilizes to gain knowledge. The scientific method consists of making observations, formulating specific theories, and testing hypotheses to verify their validity through experimentation. This process, as well as other mixed research methods, lead researchers to produce trustworthy knowledge. For that reason, it’s important to stay up to date with the work of the scientific community and the findings that concern HRM professionals.
In addition, through science-backed knowledge, we can also discover how others are evaluating certain subjects and processes. This information might be of great use to those who want to carry out specific research projects within organizations, complementing the popular “ internal best practices ” approach.
It’s important to note that academic research papers are not always accessible free of cost. The work of researchers is valuable and important, and it makes sense for databases to charge a fee to access their knowledge. Independently of that, there still are many open-access sources with thousands of valuable studies and academic dissertations available to the general public online. If your budget is tight, why not take advantage of all that hard work, learn something new, and complement your existing knowledge with some well-researched facts?
To access credible HRM material, you can explore various sources (Proofed, 2019). We reviewed a few to discover if we could find studies on HR topics that we were interested in learning more about, and we were quite satisfied with what we found. Now we’re sharing information on 7 databases we’d recommend:
The ILO (2021) is the United Nations agency that collaborates with governments, employers, and workers to establish labor standards, formulate policies, and implement programs aimed at promoting decent work. Given the ILO’s central focus on labor-related matters, its database serves as a valuable resource for HR professionals seeking high-quality content on personnel management. The ILO’s website offers dedicated sections for publications and research, featuring resources such as LabourDoc (the ILO’s institutional repository) and LabourDiscovery (the ILO’s library collection). A search for Human Resources Management on LabourDoc yields 1,383 document results, while LabourDiscovery provides access to an extensive collection of 715,122 documents. Many of these materials are available as full-text open-access resources and provide links to other databases mentioned in this article.
Google Scholar (n.d.) is widely recognized as an effective platform for accessing professional content. This scholarly literature search engine was created to offer a user-friendly means to conduct targeted searches. It encompasses a diverse array of fields, including Human Resource Management (HRM), and incorporates content from articles, books, academic publishers, universities, and various other reputable sources. When searching for “Human Resources Management,” users can expect to discover an extensive collection of pages containing relevant content, which can be further refined using date filters.
CORE (n.d.) positions itself as the world’s largest repository of open-access research papers. Its mission is to provide a global open-access research platform that ensures free and unrestricted accessibility for all (CORE, 2019). This platform gathers research papers sourced from institutional and subject repositories, hybrid and open-access journals, and encompasses all research domains. It currently possesses an impressive collection of over 208 million open-access articles drawn from a network of more than 10,000 data providers worldwide. A straightforward search for “Human Resources Management” yields a total of 19,011,079 academic articles in 19 different languages (CORE, n.d).
BASE (Bielefeld University Library, 2021) is a specialized German academic web resource search engine. It holds an extensive collection of content, with over 240 million files sourced from more than 8,000 content providers, and is searchable in over 20 languages. In addition, 60% of these full-text documents are freely accessible to the general public. A single search using the keyword “Human Resources Management” generates a substantial result of 25,961 items. This content derives from a variety of sources, including digital collections, journals, institutional repositories, and more. It’s important to note that BASE holds rigorous standards for academic quality and relevance when accepting content on its platform.
EThOS , the British Library’s e-theses online service, is the official national repository for doctoral research theses produced in the United Kingdom, as described by Kefford (n.d). It is dedicated to enhancing the visibility and accessibility of these valuable academic works. A substantial portion of the research documents available on this platform has been publicly funded to support students in UK Higher Education Institutions. Consequently, there is a prevailing belief that the knowledge generated through such funding should be openly accessible in full-text format. EThOS holds an extensive collection, comprising 500,000 records and 260,000 full-text documents, originating from more than 120 institutions. It continually expands and updates its content to benefit a wide audience. A general search for “Human Resources Management” yields a noteworthy 1,620 records of doctoral theses.
The DOAJ (2020), short for The Directory of Open-Access Journals, serves as an autonomous repository housing more than 15,000 peer-reviewed open-access journals, spanning all fields of science, including Human Resource Management within its social science category. Its objective is to enhance the global presence, accessibility, and utilization of research journals. The content featured on this platform is contributed by researchers from 125 different countries, and it is accessible in up to 80 languages, all without charge. When conducting a journal search for “Human Resources Management,” the DOAJ returns 35 results, each containing a collection of articles related to the subject.
The SSRN , officially known as the Social Science Research Network, under Elsevier (2021), is another notable open-access digital library and preprint community that enjoys a user base of 2.3 million individuals. Its core focus lies in social sciences, encompassing a vast repository of 940,733 research papers spanning over 60 distinct disciplines. The majority of these documents are available for free download. Searching for “Human Resources Management” on SSRN yields a significant result of 1,938 papers, providing a valuable resource for interested learners.
At The Humans of HR , our mission is to offer accessible and practical content that draws inspiration from the work of fellow professionals and the scientific community. We take pride in creating and delivering high-quality educational content. If you’re seeking content that is easily digestible, free from abstract sections and overwhelming statistics, yet maintains a strong scientific foundation, we invite you to explore our Online Magazine . Additionally, staying connected with us through our newsletter or on social media channels will keep you updated on our latest contributions to the field.
Gaining HR knowledge requires a multifaceted approach. Relying solely on personal experiences or influencers is insufficient in a field that demands precision and adaptability. Leveraging professional sources, including the scientific community’s work and reputable platforms, empowers HR professionals to make informed decisions and uphold high standards in HR management practices.
If there’s something we want you to take away from reading this article, it’s that there are thousands of well-researched pieces of content on work-related topics freely accessible online. The platforms we’ve highlighted are invaluable tools designed to empower you in making evidence-based decisions when it comes to managing people in the workplace. Let’s ensure that this abundance of high-quality knowledge doesn’t go untapped or underutilized.
Rossina Gitto is the Founder and creative force behind The Humans of HR . She’s a Licensed Psychologist specialized in workplace dynamics and holds a Master’s Degree in International Human Resources Management from the University of Paris II Panthéon-Assas. Having lived, studied, and worked in 8 different countries across Europe, the Americas, and the Middle East, she brings a unique global perspective to People Management. She contributes, edits, and publishes diverse content across a broad spectrum of topics for The Humans of HR.
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Human resource management research paper topics are a critical area of study for students and professionals aiming to understand and advance the field of Human Resource Management (HRM). With the rise of complex organizational structures, diverse workplace environments, and evolving employment laws, HRM has become an essential part of any successful organization. This abstract provides an overview of the multifaceted world of HRM research and introduces a comprehensive list of research paper topics that cater to various aspects of HRM. From talent acquisition to employee retention, performance evaluation, training, and legal compliance, the following sections will offer detailed insights into these areas. Students interested in pursuing research in HRM will find these topics engaging and highly relevant to the current organizational landscape. Additionally, they will be introduced to iResearchNet’s writing services that provide expert assistance in producing custom HRM research papers, ensuring quality, depth, and adherence to academic standards.
Human Resource Management (HRM) is a field that delves into the multifaceted interactions between employees and organizations. The role of HRM has evolved over time to include not only the management of recruitment and employee relations but also strategic planning, legal compliance, and organizational development. Here, we present a comprehensive list of Human Resource Management research paper topics divided into 10 essential categories, each containing 10 specific topics.
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HRM is a dynamic and broad field that demands multidimensional approaches to study. As students explore various topics, they will find intricate connections between management strategies, organizational behavior, and employee satisfaction. The following list serves as an inclusive guide to inspire research and academic inquiry.
The list of human resource management research paper topics presented above offers a rich and diverse avenue for exploration. Each category delves into core aspects of HRM, reflecting the ever-changing nature of this field. As students embark on their research journey, they will discover a world that intricately connects people, organizations, and societal values. Whether focusing on traditional practices or emerging trends, these topics provide the starting point for meaningful inquiry and the creation of knowledge that contributes to the continued growth and evolution of HRM.
Human Resource Management (HRM) is an interdisciplinary field that integrates aspects of management, psychology, sociology, economics, and legal studies. It is the art and science of managing people within an organization to maximize their performance, well-being, and alignment with strategic goals. As a broad and multifaceted domain, HRM opens doors to a wide array of research opportunities. This article will explore the essence of HRM, its historical evolution, theoretical frameworks, practical applications, and the myriad of research paper topics it offers.
The history of HRM can be traced back to the early 20th century, during the rise of the industrial revolution. The scientific management theory introduced by Frederick Taylor sought to apply scientific principles to worker productivity. As the business environment grew more complex, the Hawthorne studies emerged, highlighting the importance of social factors and human relations in the workplace. The evolution from personnel management to modern HRM reflects a shift from viewing employees as mere resources to recognizing them as valuable assets.
HRM is underpinned by several key theories that guide practice:
These theories offer diverse perspectives for research, ranging from organizational behavior to strategic HRM.
The scope of HRM encompasses various functions that address the needs of both the organization and its employees:
Modern HRM faces several challenges that provide fertile grounds for research:
The ever-changing business landscape leads to new trends in HRM:
The complexity and diversity of HRM lead to an abundance of research paper topics. Here are examples from different areas:
Human Resource Management is a vast and dynamic field that intertwines various disciplines, theories, practices, and challenges. From historical roots to contemporary issues, HRM offers a rich tapestry of research opportunities. Whether investigating traditional functions or delving into emerging trends, students and scholars can find a wealth of topics that resonate with their interests and contribute to our understanding of human interactions within organizational contexts. The spectrum of human resource management research paper topics reflects the depth and breadth of a field that continues to evolve, shaping the way we work, lead, and thrive in an ever-changing world.
Selecting the right topic for a research paper in Human Resource Management (HRM) is a critical step that can shape the entire trajectory of your project. The topic you choose should align with your interests, academic level, the specific requirements of the assignment, and the current trends in the field. Here’s a guide to help you navigate the decision-making process and pinpoint a topic that resonates with you.
The realm of Human Resource Management is vast and diverse, encompassing various theories, functions, challenges, and emerging trends. Choosing a suitable research paper topic within this multifaceted field requires careful consideration and strategic thinking. This section will outline ten essential tips to guide you in selecting a meaningful, relevant, and engaging topic for your research.
Selecting a research paper topic in Human Resource Management is a thoughtful and iterative process that requires introspection, exploration, and strategic thinking. By considering your interests, academic requirements, available resources, current trends, ethical considerations, and potential impact, you can identify a topic that not only resonates with you but also contributes to the vibrant discourse in HRM. Remember that your choice is not set in stone; it’s a starting point that you can refine and adapt as you delve into your research. Embrace the journey, for the right topic is a gateway to discovery, learning, and growth in the multifaceted world of human resource management.
Writing a research paper on Human Resource Management (HRM) is a complex task that requires a clear understanding of the subject matter, a methodical approach to research, and strong writing skills. The following section will guide you through the process of crafting a well-structured, insightful, and academically rigorous research paper in HRM.
Human Resource Management is at the core of organizational success, shaping the way businesses attract, retain, and develop talent. As a field that intertwines with psychology, sociology, business strategy, and law, writing a research paper on HRM is both challenging and rewarding. The following guide provides a step-by-step approach to help you navigate the research, writing, and revision stages, ensuring that your paper is thorough, coherent, and impactful.
Writing a research paper in Human Resource Management is a multifaceted process that requires careful planning, diligent research, critical analysis, and thoughtful writing. By following the tips outlined above, you can create a paper that not only meets academic standards but also contributes valuable insights to the dynamic field of HRM. Remember that writing is a process of continuous refinement; embrace revisions, seek feedback, and strive for clarity and depth. The journey of crafting an HRM research paper is an opportunity to deepen your understanding, hone your skills, and contribute to the ongoing discourse in a field that shapes the heart of organizations around the world.
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Table of contents
Human Resources is one of the most popular and essential topics for business-minded individuals. If you recall your basic economics, you might remember that the essential components necessary for production in any economy are land, capital, and labor.
Human labor is an essential resource that keeps a business running. Like any other resource, it needs to be managed. This is where the term ‘Human Resources’ and related research topics come into play.
Finding relevant data for a research paper is easy if you know where to look. There are lots of online sources and books in libraries to use in your task. Make sure you spend sufficient time planning before beginning your task.
Choosing research topics in human resource management is not as simple as picking a title and writing about it. To get a good grade, the paper must be original and well-researched. It needs to cover all relevant aspects of the chosen HR topics. Writing on HR-related research topics is a highly structured and analytical process. This is true for all fields, including human resources research topics.
The first step is topic selection . This is where we can help you. This page features a list of over 90 human resources topics. If you are struggling to come up with your own ideas, please select HR-related research topics from this list instead.
These titled papers all have a great deal of material about human resource management research topics out there. These are trending topics in HRM research and have plenty of resources available on the internet. Each of them is also relevant to the actual field of human resources management. Choosing the right human resources research topic is crucial for academic success. However, writing a high-quality paper can be challenging. If you’re looking for expert assistance, consider using the best research paper writing service to ensure your paper is thoroughly researched and professionally written. So, while writing HR-related research topics is not a typical activity for an HR employee, it will provide valuable insights and information. These insights could give you a leg up in the future when you have graduated from School and College.
At most large companies, ‘Human Resources’ is an entire department of its own. Most other departments at the company typically deal with producing a good or service. Others, like the public relations department, work with the media and other external affairs. Hence, there are many ways to approach HR research topics.
Are you interested in discussing the latest trends in human resource management? The following list of HR topics will be useful to you:
Here are several engaging HR research topics suitable for presentation. These topics aim to explore current trends and essential issues in Human Resources, providing a broad spectrum of ideas for your next project.
Exploring interesting HR research topics in talent management can provide valuable insights for improving organizational success. Here are some fresh ideas to consider for your next project:
To manage employee performance effectively while ensuring fairness, consider these thought-provoking topics on equal employment opportunity for your research.
Those who are interested in working in the field could take their first steps by writing a paper on human resource management topics. There is a huge variety of possible human resource topics for research papers, so everyone will likely find some aspect of it they enjoy.
Studying human resources is a crucial part of management studies. Whether you are a college or university student, you can buy paper online to save time and effort. There are lots of reputable services that can provide excellent assignments to boost your academic performance.
With so many moving parts working together in one company, it is natural for confusion or conflicts to arise. In order to make sure all these departments, employees, and managers work together, Human Resources is essential. In companies with hundreds of employees, their job simply cannot be understated.
To improve workplace safety through effective human resources management, consider these essential topics for your research papers:
Delve into the core aspects of performance management and appraisal with these compelling HR research topics that offer fresh perspectives and practical insights.
Explore the latest trends in human resource management with these current and relevant topics that reflect the evolving landscape of HR practices:
Conducting research on human resources is essential for any business looking to enhance their staff’s productivity, skills, and management. Accessing the most effective resources is critical to achieving this goal. This is where an online essay writer can be an invaluable asset in producing high-quality research papers related to human resources. By leveraging the knowledge and expertise of an online essay writer , you can conduct thorough research and create a top-notch human resources research paper that meets your needs.
HR is one of the most dynamic fields of work currently available. It is at the crossroads of psychology, sociology, accounting, and business. In the last few years, there have been many exciting changes in how human resources are handled, due to the rise of virtual platforms and working from home.
Only time will tell if these changes are temporary or permanent. But whichever way they go, our list of HR topics for research project 2023 will always be here for perusal.
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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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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).
The authors appear in alphabetical order and have contributed equitably to this work.
Department of Business Management, University of Cádiz, Cádiz, Spain
Jesús de Frutos-Belizón, Fernando Martín-Alcázar & Gonzalo Sánchez-Gardey
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Researcher | Affiliation | Research topics in Elsevier’s Scopus database (sampling criteria I) | Publication records (sampling criteria IV) | Top collaborating international institutions (sampling criteria III) | Projects and/or experience with practitioner community |
---|---|---|---|---|---|
Antonio G. Leal | Department of Management and Marketing (University of Sevilla) | Open innovation; Innovation; Organizational ambidexterity; Bullying; Workplace; Horizontal violence; Organizational learning; Intellectual capital; Disclosure | 36 publications 989 citations - : 16 | NOVA University Lisbon (Portugal), University of Twente (Netherlands), Lancaster University (UK), Polytechnic Institute of Leiria (Portugal), Universidad de Los Lagos (Chile) | Contracts and Grants with multiples companies and entities as |
Brian Harney | DCU Business School (Dublin City University) | Human resource management; High performance work systems; Resource practices; Small and medium-sized enterprises; Job insecurity; Employment; Perceived employability | 18 publications 225 citations - : 6 | Universiti Tun Abdul Razak (Malaysia); University of Manchester (UK); University of Otago (New Zeland); Carnegie Mellon University (US); University of Ljubljana (Slovenia); University of Warsaw (Poland); Northumbria University (UK) | Deputy Director (SMEs) of the (Ireland) (2010-2015) Experience in strategy and HR consulting and is a member of the executive education team at DCU (Dublin City University) where he has delivered onto programmes for clients such as and the |
Chris Brewster | International Business and Strategy Department (University of Reading) | Expatriates; Cultural intelligence; International assignment; Institutions; Capitalism; Human resource management; High performance work systems | 191 publications 5209 citations - : 39 | Vienna University of Economics and Business Administration (Austria); Griffith University Queensland (Australia); Nelson Mandela University (South Africa); University of Vaasa (Finland); University of Pecs (Hungary) | Mostly academic research profile |
David Collings | DCU Business School (Dublin City University) | Talent management; Talent; Expatriates; Cultural intelligence; International assignment; Subsidiaries; Multinational corporations; Multinational enterprises; Human resource management; High performance work systems; Resource practices | 89 publications 2816 citations - : 25 | University of Sheffield (UK); University of Warwick (UK); Queen’s University Belfast (UK); Reykjavík University (Iceland); Bahcesehir University (Turkey); California Lutheran University (US) | He has consulted with a number of leading global organisations in talent management and global staffing. His speaking and consulting engagements include the or Named by (magazine targets HR practitioners) as one of the Most Influential International Thinkers in the field of HRM five times (2014, 2015, 2016, 2017 and 2018) |
David Guest | Department of Organizational Psychology (King’s College London) | Human resource management; High performance work systems; Resource practices; Psychological contract; Contracts; Psychological contracts; Career; Boundaryless career; Employment; Perceived employability | 100 publications 7500 citations - : 40 | KU Leuven (Belgium); Mälardalen University (Sweden); Swiss Federal Institute of Technology Zurich (Switzerland); University of Coimbra (Portugal); Tilburg University (Netherland) | Experience as behavioural science adviser to (UK) Contracts of special relevance with companies, entities and/or administrations as (RPS), (UK government), (CIPD) (professional association for human resource management professionals), (Joint undertaking by the three Swedish confederations of employees (trade unions)—LO, TCO, SACO—and the National Institute for Working Life) Managing Director of the (UK) Member of the Board of the (UK) Voted by managers as one of the leading “HR Thinkers” of the past decade (2015 and 2018 Results) ( ) |
Jaap Paauwe | Department of Human Resource Studies (Tilburg University) | Human resource management; High performance work systems; Resource practices; Expatriates; Cultural intelligence; International assignment; Talent management; Shared services | 74 publications 3317 citations - : 29 | Pennsylvania State University (US); University of Cambridge (UK); Ohio State University (US); Vienna University of Economics and Business Administration (Austria); University of South Carolina (US) | Professional experience in Group Technical Installation (GTI)/SHV Holdings. Project, assigned by the , in order to achieve HR functional excellence. Numerous contacts with the business community, giving inputs to strategy meetings, management team meetings and one on one conversations with CHRO’s about the strategic challenges they are facing Founder of the People (PMC) (Human Resource Studies institute for partnerships between industry and academia.) Member of the jury of the for selecting companies/organizations with the best HRM policies and practices |
John Hollenbeck | Management Department (Michigan State University) | Teams; Virtual teams; Team cognition; Negotiation; Conflict; Negotiation outcomes; Diversity; Teams; Diverse teams | 96 publications 7406 Citations - : 42 | University of Amsterdam (Netherlands); University of Groningen (Netherlands); China–Europe International Business School (China) | Contracts and Grants with multiples companies and entities ( Director of the + |
Jordi Trullén | Department of People Management and Organisation (Ramón Lluch University) | Human resource management; High performance work systems; Resource practices; Mergers and acquisitions; Integration; Post-merger integration; Employers; Recruitment; Employer Brand | 20 publications 189 citations - : 9 | University of Twente (Netherlands); Universidade Federal do Paraná (Brazil); Florida International University (US); NOVA University Lisbon (Portugal) | Mostly academic research profile |
José Luis Galán | Department of Management and Marketing (University of Sevilla) | Open innovation; Innovation; Organizational ambidexterity; Anxiety; Anxiety Disorders; Self-focused attention; Corporate social responsibility; Total quality management | 34 publications 912 citations - : 11 | University of Minnesota (US); Universidad Santiago de Cali (Colombia); Virginia Polytechnic Institute and State University (US) | Membership of the Board of Directors of companies with relevance as for example (2009-2013), (2003-2010), o Projects and studies to companies through university contracts with entities such as (Cátedra Santander), (Andalucía Government), o (Andalucía Government) |
Mireia Valverde | Business Management Department (Rovira i Virgili University) | Human resource management; High performance work systems; Resource practices; Call center; Aesthetic labour; Sales; Waiting time; Brands; Consumption practices | 42 publications 473 citations - : 13 | Cornell University (US); University of Twente (Netherlands); University of Duisburg-Essen (Germany); University of Limerick (Ireland) | Mostly academic research profile |
Neal Schmitt | Department of Psychology (Michigan State University) | Judgment; Personality; Aptitude; Personnel training; Abusive supervision; Behavior; Workplace deviance; Test; Psychometrics; Differential ítem | 189 publications 11015 citations - : 49 | Singapore Management University (Singapore); Indian School of Business (India); University of South Australia (Australia) | President of SIOP ( ) (1989–1990) Experience as editor of (Scientific journal focused on the publication of data or theoretical synthesis that advances understanding of psychological phenomena and human behavior that have practical implications) Senior Vice President of Research and Development in consultant |
Paul Sparrow | Department of Management Science (Lancaster University) | Talent management; Talent; Human resource management; High performance work systems; Resource practices; Work; Family Conflict; Work-family enrichment; Expatriates; Cultural intelligence; International assignment | 125 publications 2868 citations - : 28 | National University of Ireland (Ireland); University Institute of Lisbon (Portugal); Radboud University Nijmegen (Netherland); Pace University (US) | Practitioner experience as consultant ( ) Director of (2006–2016) Voted by managers as one of the leading “HR Thinkers” of the past decade (2016 and 2018 Results) ( ) |
Ramón Valle | Department of Management and Marketing (Pablo de Olavide University) | Industry; Personnel; Job dissatisfaction; Human resource management; High performance work systems; Resource practices; Corporate governance; Boards; Corporate boards | 47 publications 926 citations - : 18 | Jönköping University (Sweden); Syracuse University (US); Vrije Universiteit Amsterdam (Netherlands) | Mostly academic research profile |
Shimon L. Dolan | Department of People Management and Organisation (Ramón Lluch University) | Work engagement; Expatriates; Cultural intelligence; International assignment; Human resource management; High performance work systems; Resource practices; Violence; Workplace; Patient aggression | 34 publications 526 citations - : 12 | University of Haifa (Israel); Universidad del Pacífico (Peru); Universidad de la República (Uruguay); Universidad ESAN (Peru); York University Toronto (Canada); University of Minnesota (US) | President and CEO of the consulting Multiple Consulting projects completed with companies such as: Certification-coaching of executives in collaboration with the ICF (International Coaching Federation). President and founder of **** Author of multiple practitioner-oriented and informative publications ( , , , , |
Susan Jackson | Department of Human Resource Management (Rutgers University) | Diversity; Teams; Diverse teams; Industry; Environmental management systems; Environmental practices; Human resource management; High performance work systems; Resource practices | 104 publications 14090 citations - : 36 | Shanghai Jiao Tong University (China); Cardiff University (UK); University of Manchester (UK) | Mostly academic research profile |
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?
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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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In addition to personnel issues such as recruitment and training, there are several areas of human resources research that HR teams often partake in as well. Investigations help human resource staff improve HR procedures and processes, and this, in turn, helps to ensure that companies run smoothly. While there are many topics that HR teams may examine, five of the most common (and highly important) areas are discussed below.
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One very important and common area of human resource exploration is job satisfaction. Employees perform their best when they are satisfied with their jobs. They are also more likely to be loyal to their employers if they enjoy their work. But just what makes employees satisfied with their positions? Exploring this query can help HR teams determine what employees need and want while on the clock. When exploring this area, human resource personnel may choose to conduct interviews individually or in groups. They may also examine similar businesses to determine what keeps other companies’ staff members happy and satisfied.
Another area that is commonly explored by human resource professionals is cultural diversity. Not only are work environments becoming highly diverse, but with globalization, there is a need to understand persons of different cultures overseas as well. As an article published on the website known as Small Business Chron explains, understanding and managing cultural diversity is especially important for companies that operate in other countries. Exploration in this area often involves determining effective cultural sensitivity training programs for the workplace.
Examining the procedures involved in eliminating discrimination among protected class employees is also a common area of exploration for HR departments. Typical things that are explored in this area include whether or not there have been discrimination suits filed against the company, how these problems have been handled, and whether or not solutions have been effective. Examining standard procedures and comparing them with effective procedures used by similar companies can help HR teams in this area as well. Since discrimination suits can pose serious consequences to businesses, this topic is highly important for companies both large and small.
Because appropriate compensation plans are among the many factors that can help to keep employees satisfied, this is another very common area of exploration for human resource personnel. Researching compensation plans typically involves examining job descriptions and comparing them with the going rate for such roles. It may also involve adjusting job descriptions, comparing salaries to that of similar roles in similar companies, adjusting compensation, and researching benefit plans by interviewing employees about what types of benefits they would like or need.
One of the most important jobs of any HR professional is to locate new talent that will benefit the company. Because of this, recruiting strategies is yet another common area of human resource exploration. HR teams must explore various options for locating top talent. They accomplish this by examining the company’s needs and the available pool of local job candidates. They must determine how they can reach this pool of persons, what platforms they should use to advertise open positions, and what would attract the best talent possible.
Human resource teams are responsible for much more than simply recruiting and training new staff members. They are also often responsible for researching various areas of interest that will benefit the company as a whole. Although there are many areas of human resources research, the five areas described above are some of the most common.
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Though the human resources function was once a strong advocate for employees, in the 1980s things changed. As labor markets became slack, HR shifted its focus to relentless cost cutting. Because it was hard for employees to quit, pay and every kind of benefit got squeezed. But now the pendulum has swung the other way. The U.S. unemployment rate has been below 4% for five years (except during the Covid shutdown), and the job market is likely to remain tight. So today the priorities are keeping positions filled and preventing employees from burning out. Toward that end HR needs to focus again on taking care of workers and persuade management to change outdated policies on compensation, training and development, layoffs, vacancies, outsourcing, and restructuring.
One way to do that is to show leaders what the true costs of current practices are, creating dashboards with metrics on turnover, absenteeism, reasons for quitting, illness rates, and engagement. It’s also critical to prevent employee stress, especially by addressing fears about AI and restructuring. And when firms do restructure, they should take a less-painful, decentralized approach. To increase organizational flexibility and employees’ opportunities, HR can establish internal labor markets, and to promote a sense of belonging and win employees’ loyalty, it should ramp up DEI efforts.
In this tight labor market, cost cutting is out. Championing employee concerns is in.
The pendulum swing.
For decades, when U.S. labor markets were slack, HR focused on cost cutting, which meant squeezing employees’ pay, benefits, and training. But now that labor markets are tight, the challenge is to retain workers.
HR must focus on keeping positions filled and preventing employees from burning out or becoming dissatisfied.
The HR function must educate leaders about the true costs of turnover, address employee anxiety about AI and restructuring, lobby for investments in training, rethink how contract workers and vendors are used, and strengthen diversity, equity, and inclusion efforts.
From World War II through 1980 the focus of the human resources function was advocating for workers—first as a way to keep unions out of companies and later to manage employees’ development in the era when all talent was grown from within. Then things changed. Driven by the stagflation of the 1970s, the recession of the early 1980s, and more recently the Great Recession, HR’s focus increasingly shifted to relentless cost cutting. Decades of slack labor markets made slashing HR expenses easy because it was hard for people to quit. Pay and every kind of benefit, including training and development, got squeezed. Work demands went up, and job security fell.
Statistics are published on the web and in print publications. Publishers include the federal government, state governments, foreign governments, international agencies, private entities, and membership organizations. Recording of statistics is sometimes mandated by law, but in other instances, it is entirely voluntary. Even required government statistics often change over the years. Statistics are not always published and raw data and data sets are not always accessible. Finally, there may be hefty fees for some statistics!
The best strategy for finding statistics is to identify the stakeholders (governments, companies, organizations) and do a thorough search of their publications and Internet pages. The resources below are good places to start you statistical research.
IMAGES
VIDEO
COMMENTS
Human Resources New research on human resources from Harvard Business School faculty on issues including organizational design, compensation, incentive plans, hiring practices, and recruitment.
Human Resource Management is the leading journal for human resource management studies. Internationally recognised, this HRM journal covers micro to multi-level topics.
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).
Our vision is to advance the HR profession by providing evidence-based insights, recommendations, and innovations at the intersection of people and work.
Human Resource Development Review ( HRDR) began in March 2002, starting with Holton's (2002) editorial, The Mandate for Theory in Human Resource Development. As of this writing, HRDR is one of leading journals in organizational research fields. HRDR became a Social Science Citation Index (SSCI) journal in July 2014, thanks to the tremendous efforts of the former editor, Jamie Callahan, and ...
The Human Resource Management Journal has published several research papers exploring various aspects of HR in contexts of change and turmoil from a number of perspectives.
Purpose The purpose of the study was to detect trends in human resource management (HRM) research presented in journals during the 2000-2020 timeframe. The research question is: How are the interests of researchers changing in the field of HRM and which topics have gained popularity in recent years?
Abstract Given the significance of human resources and people management in the current dynamic environment, this article systematically identifies, synthesizes and analyses the research published on various themes and trends in people-centric human resource management (HRM).
The Human Resource Management Review (HRMR) is a quarterly academic journal devoted to the publication of scholarly conceptual/theoretical articles pertaining to human resource management and allied fields (e.g. industrial/organizational psychology, human capital, labor relations, organizational behavior). HRMR welcomes manuscripts that focus on micro-, macro-, or multi-level phenomena ...
This book integrates the most relevant contemporary research ideas within the field and practice of Human Resource Management (HRM) and Organizational Behavior (OB) into a cohesive research discussion, with the aim of synthesizing and advancing research perspectives....
In this fourth annual review issue published by The International Journal of Human Resource Management (IJHRM), we are delighted to present five articles that cover some of the important areas in people management in contemporary work settings. Our review articles cover topics that are less well-researched, compared with some popular themes, as ...
This research study explores the impact of Human Resource Management (HRM) practices on employee performance within the context of training programs in educational institutions. Specifically, the ...
International human resource management (IHRM) has covered two very distinct areas: comparative HRM (comparing HRM between national settings) and HRM in multinational enterprises (MNEs). Existing research has pointed to the multifaceted nature of contextual effects, and how they may differ qualitatively according to locale.
In academia, a burgeoning interest in AI in the workplace is evident through the growing body of research, leading to a surge of literature reviews focused on AI in HRD and related areas (e.g., [2, 5, 7]). For example, conducted a critical review of the literature on AI and its impact on workplace outcomes, specifically within HR functions.
Human resource management (HRM) in healthcare is an important component in relation to the quality and efficiency of healthcare delivery. However, a comprehensive overview is lacking to assess and track the current status and trends of HRM research in ...
Discover 7 great platforms for finding high-quality research material in Human Resources Management and other related fields.
Human Resource Management and the Range of Research Paper Topics. Human Resource Management (HRM) is an interdisciplinary field that integrates aspects of management, psychology, sociology, economics, and legal studies. It is the art and science of managing people within an organization to maximize their performance, well-being, and alignment ...
Students should pay attention to these current trends in human resources to find the most critical topics for research papers. Here is a list of some interesting HR research paper topics to write about in 2024.
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 ...
Human Resource: Areas of Investigation. Job Satisfaction. Cultural Diversity. Protected Class Employees. Compensation Plans. Recruiting Strategies. In addition to personnel issues such as recruitment and training, there are several areas of human resources research that HR teams often partake in as well. Investigations help human resource staff ...
Find new ideas and classic advice for global leaders from the world's best business and management experts.
HR's New Role. In this tight labor market, cost cutting is out. Championing employee concerns is in. Summary. Though the human resources function was once a strong advocate for employees, in the ...
The resources below are good places to start you statistical research. Data & Reproduction Archive (Cornell Center for Social Science) The Cornell Center for Social Science (CCSS) houses the Data & Reproduction Archive, started by the former Cornell Institute for Social and Economic Research (CISER) in 1982.
Abstract Human resource development (HRD) is no longer expected to be the primary agency for promoting learning and development among employees. Today, HRD is diffused and integrated into a broad range of leadership and supervisory roles. As more responsibility for learning and development is assumed by others, what is the role of HRD? Although HRD has largely adapted to sharing more of its ...
Learn about the functional areas of human resources, including employee training and development and the recruitment of new employees.