Hello,
I am interested in starting a Ph.D. My area of interest is HRM. I am interested in doing a Ph.D. on a topic that provides me with industry exposure as well. Please suggest some important HRM topics for a Ph.D. I am currently working as an HRM faculty at a B-School.
From India, Ahmadabad
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4I am interested in starting a Ph.D. My area of interest is HRM. I am interested in doing a Ph.D. on a topic that provides me with industry exposure as well. Please suggest some important HRM topics for a Ph.D. I am currently working as an HRM faculty at a B-School.
From India, Ahmadabad
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you can contact me. I am aprroved ph.d. guide in management. ashokktiwari_at_gmail_dot_com
From India, Jabalpur
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From India, Jabalpur
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Hi I am interested to do my Ph.D Registration Am a MBA in HR working as a Management Faculty Can u Suggest me some topics in HR hw should i go about it Regards, Nirmala
From India, Madras
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From India, Madras
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Dear Nirmala,
Please see https://www.citehr.com/158881-confus...rch-topic.html. I found this by clicking on the link in the box at the right under "Similar Topics".
As a Management Faculty, my advice is to follow the same procedure as you would when you did your MBA Project. If you know under whom you would like to work for your PhD, consult them; they may have funding to do research. Otherwise, choose a topic you feel passionate about to avoid running out of interest halfway through.
Have a nice day.
Simhan Learning and Teaching Fellow (Retd.) The University of Bolton, UK.
"It is never too late to learn or improve oneself"
From United Kingdom
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Please see https://www.citehr.com/158881-confus...rch-topic.html. I found this by clicking on the link in the box at the right under "Similar Topics".
As a Management Faculty, my advice is to follow the same procedure as you would when you did your MBA Project. If you know under whom you would like to work for your PhD, consult them; they may have funding to do research. Otherwise, choose a topic you feel passionate about to avoid running out of interest halfway through.
Have a nice day.
Simhan Learning and Teaching Fellow (Retd.) The University of Bolton, UK.
"It is never too late to learn or improve oneself"
From United Kingdom
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Some topics of your interest are:
1. An industry view on turning talent management into a competitive advantage.
2. Integrated and Integrative Talent Management in extending the value of a Strategic Framework.
3. Business Value of an Integrated Talent Management Framework.
4. Integrating HR & Talent Management Processes in companies.
5. Talent Management Strategies for Attracting and Retaining the Best and the Brightest employees in the Indian context.
6. Organizational Stress Management: Survival Strategies for turbulent Times.
7. Critical Incident Stress Management in some companies.
8. Designing a Comprehensive Stress Management Module among Top Level Managers.
9. A study of Line management behavior and stress at work.
10. Impact of Stress Management on Human Competencies in Indian companies.
11. E-HRM: designing a model based on the technology acceptance model.
12. Evaluating the Strategic Potential of e-HRM in Indian companies.
13. E-HRM Effectiveness in a Public Sector Organization: A Multi-Stakeholder Perspective.
14. The Use and Impact of e-Human Resource Information Systems on Human Resource Management Professionals.
15. E-HRM Consequences in Indian companies.
16. Effecting HRM-style Practices Through an Integrated Human Resource Information System.
17. An Exploratory Analysis of E-HRM In The Context of HRM Transformation.
18. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage?
19. Work-Life Balance for Women Executives in Indian companies.
20. Study of Work-life balance as a source of job dissatisfaction and withdrawal Attitudes in Indian companies.
21. A Critical Study of Work-life Balance of BPO Employees in India.
22. An analysis of Working time, gender, and work-life balance in Indian companies.
From India, Jabalpur
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1. An industry view on turning talent management into a competitive advantage.
2. Integrated and Integrative Talent Management in extending the value of a Strategic Framework.
3. Business Value of an Integrated Talent Management Framework.
4. Integrating HR & Talent Management Processes in companies.
5. Talent Management Strategies for Attracting and Retaining the Best and the Brightest employees in the Indian context.
6. Organizational Stress Management: Survival Strategies for turbulent Times.
7. Critical Incident Stress Management in some companies.
8. Designing a Comprehensive Stress Management Module among Top Level Managers.
9. A study of Line management behavior and stress at work.
10. Impact of Stress Management on Human Competencies in Indian companies.
11. E-HRM: designing a model based on the technology acceptance model.
12. Evaluating the Strategic Potential of e-HRM in Indian companies.
13. E-HRM Effectiveness in a Public Sector Organization: A Multi-Stakeholder Perspective.
14. The Use and Impact of e-Human Resource Information Systems on Human Resource Management Professionals.
15. E-HRM Consequences in Indian companies.
16. Effecting HRM-style Practices Through an Integrated Human Resource Information System.
17. An Exploratory Analysis of E-HRM In The Context of HRM Transformation.
18. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage?
19. Work-Life Balance for Women Executives in Indian companies.
20. Study of Work-life balance as a source of job dissatisfaction and withdrawal Attitudes in Indian companies.
21. A Critical Study of Work-life Balance of BPO Employees in India.
22. An analysis of Working time, gender, and work-life balance in Indian companies.
From India, Jabalpur
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Dear Lekha,
In fact, HR planning is vast. You may confine your topic to a particular point in HR planning.
You can make a questionnaire based on the following points in particular organizations:
1. What is the review process of human resource planning in the organization? Ask them how it balances the competing and conflicting elements.
2. Ask what techniques are being used in the HR forecasting process.
3. What is the role of HR professionals in the human resource planning process in organizations?
4. Ask questions to measure the effectiveness and satisfaction level of training programs.
5. Ask them what the issues and problems of managerial selection are in their organization.
6. What steps are they taking in the Job Analysis Process?
7. How are they doing human resource accounting?
8. How do they compute human resource costs and their components?
9. Are they conducting HR audits?
10. What is the information system in Human Resource Management at the macro and micro level in the organization?
11. What methods do they use in performance appraisal?
12. What are the methods of competency mapping in their organization?
13. Do they make the required changes in role descriptions?
14. You may collect information for job analysis.
15. What methods do they use for human resource supply?
16. Are there reasons for an increase/decrease in employee groups?
Please let me know if you need further assistance or clarification.
From India, Jabalpur
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In fact, HR planning is vast. You may confine your topic to a particular point in HR planning.
You can make a questionnaire based on the following points in particular organizations:
1. What is the review process of human resource planning in the organization? Ask them how it balances the competing and conflicting elements.
2. Ask what techniques are being used in the HR forecasting process.
3. What is the role of HR professionals in the human resource planning process in organizations?
4. Ask questions to measure the effectiveness and satisfaction level of training programs.
5. Ask them what the issues and problems of managerial selection are in their organization.
6. What steps are they taking in the Job Analysis Process?
7. How are they doing human resource accounting?
8. How do they compute human resource costs and their components?
9. Are they conducting HR audits?
10. What is the information system in Human Resource Management at the macro and micro level in the organization?
11. What methods do they use in performance appraisal?
12. What are the methods of competency mapping in their organization?
13. Do they make the required changes in role descriptions?
14. You may collect information for job analysis.
15. What methods do they use for human resource supply?
16. Are there reasons for an increase/decrease in employee groups?
Please let me know if you need further assistance or clarification.
From India, Jabalpur
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Dear User,
Please find below the corrected version of the questionnaire:
---
USE LIKERT SCALE so that you can apply chi-square and other tests.
One sample questionnaire is here:
Part 1. Personal Data
Direction: Please fill in all the necessary information about yourself. Don't leave any item unanswered.
a. Age ________
b. Sex
Male ( ) Female ( )
c. Civil Status
Single ( ) Married ( ) Separated ( ) Widow/Widower ( )
d. Educational Attainment
Elementary ( ) High School ( ) College ( ) Graduate ( )
e. Position ____________________
f. Length of Service in the company: ____________
Part 2. Determining the Effectiveness of Employee Training
Directions: Encircle the number that best corresponds to your answer.
5 - Strongly Agree
4 - Agree
3 - Uncertain
2 - Disagree
1 - Strongly Disagree
A. Perception on Training
1. A sound training program enhances my capability as an employee of this company
5 4 3 2 1
2. I am motivated by a training program to work harder to achieve company goals.
5 4 3 2 1
3. Training program results in a faster production rate and improved product quality.
5 4 3 2 1
4. The institution of a training program in a company reduces the supervision needed for employees.
5 4 3 2 1
5. A training program induces better cooperation and teamwork among personnel.
5 4 3 2 1
6. A proper training program reduces the possibility of accidents during office hours.
5 4 3 2 1
7. A well-structured training program would provide me with the knowledge to complete my job in a shorter timeframe.
5 4 3 2 1
8. A training program creates more satisfaction and security I need to accomplish a job.
5 4 3 2 1
9. A training program enables me to be loyal to the company.
5 4 3 2 1
10. A training program enhances my overall well-being.
5 4 3 2 1
B. Perception on Effective Training Scheme
1. A training program should consider the organizational culture of the company.
5 4 3 2 1
2. A training scheme should pay special attention to the technical competency of the personnel of the company.
5 4 3 2 1
3. A training plan should also be sensitive to the personnel's cultural and work values.
5 4 3 2 1
4. During training days, the use of clear terms instead of jargon should be used.
5 4 3 2 1
5. A training plan should be a continuous learning process for personnel.
5 4 3 2 1
6. It should be divided into stages of delivery objectives.
5 4 3 2 1
7. A training plan should be consistent with organizational objectives.
5 4 3 2 1
8. Training instructors should also be those among the workforce to have a sense of ownership among the employees.
5 4 3 2 1
9. A training program should ensure the health and safety of the employees.
5 4 3 2 1
10. In a training program, good performances must be rewarded.
5 4 3 2 1
Part 3. Problems and Solutions
Directions: List down your concerns and suggestions regarding the effectiveness of employee training in your company.
1. What are the most common problems you've encountered with regard to the employee training program of the company?
a. __________________________________________________ ____________
b. __________________________________________________ ____________
c. __________________________________________________ ____________
2. What solutions would you suggest to solve these problems you've mentioned?
a. __________________________________________________ ____________
b. __________________________________________________ ____________
c. __________________________________________________ ____________
Interview Questions for Management and Supervisory Personnel
1. How long have you been in a supervisory/management position in this company?
2. During the time that you have been in a supervisory/management position, has there been any attempt by the company to enhance the efficiency level among all personnel?
3. What are the actions taken by the company or organization to enhance the skills of the employees? Is training among the priority of the company?
4. What do you think are the advantages of a training program for employees? Are there any disadvantages?
5. What are your considerations before implementing a training scheme?
6. Do you think the company's leadership is aware of the role that culture plays in the organization? Please describe the culture as you understand it to be.
7. Do you think that your current training program is suitable for all employees? Why or why not?
8. Does the level of competency of the employees, particularly in the technical aspects, satisfy the required demands of the company? What would the implementation of a structured training program contribute to this level of competency?
9. What is the focus of the employee training in the company?
10. Are you satisfied with the result of the employment training?
---
I hope the corrections are helpful. Let me know if you need further assistance.
From India, Jabalpur
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Please find below the corrected version of the questionnaire:
---
USE LIKERT SCALE so that you can apply chi-square and other tests.
One sample questionnaire is here:
Part 1. Personal Data
Direction: Please fill in all the necessary information about yourself. Don't leave any item unanswered.
a. Age ________
b. Sex
Male ( ) Female ( )
c. Civil Status
Single ( ) Married ( ) Separated ( ) Widow/Widower ( )
d. Educational Attainment
Elementary ( ) High School ( ) College ( ) Graduate ( )
e. Position ____________________
f. Length of Service in the company: ____________
Part 2. Determining the Effectiveness of Employee Training
Directions: Encircle the number that best corresponds to your answer.
5 - Strongly Agree
4 - Agree
3 - Uncertain
2 - Disagree
1 - Strongly Disagree
A. Perception on Training
1. A sound training program enhances my capability as an employee of this company
5 4 3 2 1
2. I am motivated by a training program to work harder to achieve company goals.
5 4 3 2 1
3. Training program results in a faster production rate and improved product quality.
5 4 3 2 1
4. The institution of a training program in a company reduces the supervision needed for employees.
5 4 3 2 1
5. A training program induces better cooperation and teamwork among personnel.
5 4 3 2 1
6. A proper training program reduces the possibility of accidents during office hours.
5 4 3 2 1
7. A well-structured training program would provide me with the knowledge to complete my job in a shorter timeframe.
5 4 3 2 1
8. A training program creates more satisfaction and security I need to accomplish a job.
5 4 3 2 1
9. A training program enables me to be loyal to the company.
5 4 3 2 1
10. A training program enhances my overall well-being.
5 4 3 2 1
B. Perception on Effective Training Scheme
1. A training program should consider the organizational culture of the company.
5 4 3 2 1
2. A training scheme should pay special attention to the technical competency of the personnel of the company.
5 4 3 2 1
3. A training plan should also be sensitive to the personnel's cultural and work values.
5 4 3 2 1
4. During training days, the use of clear terms instead of jargon should be used.
5 4 3 2 1
5. A training plan should be a continuous learning process for personnel.
5 4 3 2 1
6. It should be divided into stages of delivery objectives.
5 4 3 2 1
7. A training plan should be consistent with organizational objectives.
5 4 3 2 1
8. Training instructors should also be those among the workforce to have a sense of ownership among the employees.
5 4 3 2 1
9. A training program should ensure the health and safety of the employees.
5 4 3 2 1
10. In a training program, good performances must be rewarded.
5 4 3 2 1
Part 3. Problems and Solutions
Directions: List down your concerns and suggestions regarding the effectiveness of employee training in your company.
1. What are the most common problems you've encountered with regard to the employee training program of the company?
a. __________________________________________________ ____________
b. __________________________________________________ ____________
c. __________________________________________________ ____________
2. What solutions would you suggest to solve these problems you've mentioned?
a. __________________________________________________ ____________
b. __________________________________________________ ____________
c. __________________________________________________ ____________
Interview Questions for Management and Supervisory Personnel
1. How long have you been in a supervisory/management position in this company?
2. During the time that you have been in a supervisory/management position, has there been any attempt by the company to enhance the efficiency level among all personnel?
3. What are the actions taken by the company or organization to enhance the skills of the employees? Is training among the priority of the company?
4. What do you think are the advantages of a training program for employees? Are there any disadvantages?
5. What are your considerations before implementing a training scheme?
6. Do you think the company's leadership is aware of the role that culture plays in the organization? Please describe the culture as you understand it to be.
7. Do you think that your current training program is suitable for all employees? Why or why not?
8. Does the level of competency of the employees, particularly in the technical aspects, satisfy the required demands of the company? What would the implementation of a structured training program contribute to this level of competency?
9. What is the focus of the employee training in the company?
10. Are you satisfied with the result of the employment training?
---
I hope the corrections are helpful. Let me know if you need further assistance.
From India, Jabalpur
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Mr Tiwari my P.hD Topic is HUMAN RESOURCE PLANNING IN SELECT MULTINATIONAL PHARMACEUTICAL COMPANIES IN JAMMU REGION. SIR please send me the questionnaire i shall b highly thankful regards lekha
From India, Chandigarh
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From India, Chandigarh
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Dear Mr. Tiwari,
I am new to this forum and I am planning to pursue a Ph.D. in Management/HR. I would like to select one of the topics given below (selected from your contributed list only):
1. The Use and Impact of e-Human Resource Information Systems on Human Resource Management Professionals.
2. e-HRM Consequences in Indian companies.
3. Effecting HRM-style Practices Through an Integrated Human Resource Information System.
4. Work-Life Balance for Women Executives in Indian companies.
5. A Critical Study on Work-life Balance of BPO Employees in India.
6. An analysis of Working time, gender, and work-life balance in Indian companies.
Could you suggest which would be ideal to proceed further given the current scenario? If possible, could you also share your contact details, please?
Thanks & Regards
From India, Bangalore
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I am new to this forum and I am planning to pursue a Ph.D. in Management/HR. I would like to select one of the topics given below (selected from your contributed list only):
1. The Use and Impact of e-Human Resource Information Systems on Human Resource Management Professionals.
2. e-HRM Consequences in Indian companies.
3. Effecting HRM-style Practices Through an Integrated Human Resource Information System.
4. Work-Life Balance for Women Executives in Indian companies.
5. A Critical Study on Work-life Balance of BPO Employees in India.
6. An analysis of Working time, gender, and work-life balance in Indian companies.
Could you suggest which would be ideal to proceed further given the current scenario? If possible, could you also share your contact details, please?
Thanks & Regards
From India, Bangalore
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Hello Mr/Ms Tejal,
How about using Google Doc (Worksheet) for the same purpose. I believe this would be the best way for you in your purpose and for other as it is easy to use. Try it once and allow other to participate easily instead of downloading and uploading after filling up the form for you.
You can post a link of the same (Worksheet) and interested people will do their part.
Second, about selection of your Topic for study, I believe this should be based on your respective knowledge and experience in your professional life and education you have achieved so far. All six topics mentioned above, are really good but topic 3 & 6 I believe would be the best topics for your study that you can go with, but still I wanna say that Topic of your study must be related to past experience, knowledge and interest as you also are aware of the same. You are also holding a respective position and have experience and senior to me in experience, therefore, being a RESEARCHER, I just can share myself with you about it so please allow me..
Topic No. 1 & 2 can be covered by topic no. 3 and im sure you gonna meet with number of similarities with them while your study if you go with it.
Topic No. 3 - HRM Style Practices through IHRMS and e-HRM, its effectiveness and impact on professionals can be covered in study that you can easily use with a part of it or by categories while working on it
Topic No. 4 - “Work life balance for Woman Executive”, I believe you not just need to study about India Woman Entrepreneurs or related to Indian Company but also need to present a comparative and role playing by Woman at global level.
Topic No. 6 Today, though, a maximum number of Woman/Girls employed with BPO/KPO and work life is undergoing many changes because of them that also seeks a comparison and development by them at local and global lever. Also we can ignore the participation of both gender being HR Professionals and role playing at sectors/industries, therefore, work life balance with both gender must be included but by focusing on "Woman Employee /Professional" you can serve the purpose beautifully if you’d go for Topic No. 6 that can cover your both Topic No. 4 & 5 too
From India, Gurgaon
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How about using Google Doc (Worksheet) for the same purpose. I believe this would be the best way for you in your purpose and for other as it is easy to use. Try it once and allow other to participate easily instead of downloading and uploading after filling up the form for you.
You can post a link of the same (Worksheet) and interested people will do their part.
Second, about selection of your Topic for study, I believe this should be based on your respective knowledge and experience in your professional life and education you have achieved so far. All six topics mentioned above, are really good but topic 3 & 6 I believe would be the best topics for your study that you can go with, but still I wanna say that Topic of your study must be related to past experience, knowledge and interest as you also are aware of the same. You are also holding a respective position and have experience and senior to me in experience, therefore, being a RESEARCHER, I just can share myself with you about it so please allow me..
Topic No. 1 & 2 can be covered by topic no. 3 and im sure you gonna meet with number of similarities with them while your study if you go with it.
Topic No. 3 - HRM Style Practices through IHRMS and e-HRM, its effectiveness and impact on professionals can be covered in study that you can easily use with a part of it or by categories while working on it
Topic No. 4 - “Work life balance for Woman Executive”, I believe you not just need to study about India Woman Entrepreneurs or related to Indian Company but also need to present a comparative and role playing by Woman at global level.
Topic No. 6 Today, though, a maximum number of Woman/Girls employed with BPO/KPO and work life is undergoing many changes because of them that also seeks a comparison and development by them at local and global lever. Also we can ignore the participation of both gender being HR Professionals and role playing at sectors/industries, therefore, work life balance with both gender must be included but by focusing on "Woman Employee /Professional" you can serve the purpose beautifully if you’d go for Topic No. 6 that can cover your both Topic No. 4 & 5 too
From India, Gurgaon
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Dr. BR Ambedkar Institute of Management & Technology, Hyderabad is organizing a one-day Faculty Development Program on Ph.D. Research Process Simplified on 20-4-2013. The registration fee is Rs.1000/- per head. The fee may be paid in cash or by a DD drawn in favor of ‘ Dr. BR Ambedkar Institute of Management & Technology’ payable at Hyderabad. Last date for registration is 19-4-2013. Seats are limited.
Senior professors who don’t need this training may just pass on this message to their acquaintances who might need this.
Contact Person’s details: Prof. Dr. Appalayya Meesala, Mobile: 9848514011
The finer details are in the enclosure.
From India, Hyderabad
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Senior professors who don’t need this training may just pass on this message to their acquaintances who might need this.
Contact Person’s details: Prof. Dr. Appalayya Meesala, Mobile: 9848514011
The finer details are in the enclosure.
From India, Hyderabad
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Hello, Mr. Tiwari,
I have applied for a Ph.D. and am waiting for my interview. The topic I have chosen for my Ph.D., based on my own interest area, is work-life balance. My primary concern is how work-life balance helps companies sustain in this dynamic world. My focus is to study from both perspectives - the employee's and the employer's - on work-life balance.
It would be greatly appreciated if you could assist me in refining my topic to be more specific so that I can succeed in my interview.
Thank you,
ASHI
From India, Delhi
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I have applied for a Ph.D. and am waiting for my interview. The topic I have chosen for my Ph.D., based on my own interest area, is work-life balance. My primary concern is how work-life balance helps companies sustain in this dynamic world. My focus is to study from both perspectives - the employee's and the employer's - on work-life balance.
It would be greatly appreciated if you could assist me in refining my topic to be more specific so that I can succeed in my interview.
Thank you,
ASHI
From India, Delhi
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Hello to all, can anyone please guide me to select a topic for a Ph.D. from the following options along with the questionnaire:
1) Work-life balance and emotional intelligence, especially in the teaching sector.
2) Stress management in working women.
3) A Critical Study on Work-life Balance of BPO Employees in India.
4) Emotional intelligence recruitment tool.
Thank you,
Anamika
From India, Mumbai
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1) Work-life balance and emotional intelligence, especially in the teaching sector.
2) Stress management in working women.
3) A Critical Study on Work-life Balance of BPO Employees in India.
4) Emotional intelligence recruitment tool.
Thank you,
Anamika
From India, Mumbai
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Hello Anamika,
Well the first thing that I would like to know is “ABOUT YOU”. You tell me/us first, what you think is the best topic for you and why you want to go with it. About your present qualification and achievements, purpose of enrolling for Phd and what make you feel like to go for Phd are also important to know, so that, I as well as all other respective experts and senior can guide you accordingly that you and I both also knows how it is important to you.
About the topics/subject you have selected and have mentioned above are good with their own respective areas according to me but the most important thing, which I always emphasis and speaks about, and that all Phd aspirants /students need to remember always is the “PURPOSE & INTEREST” for Enrolling for Phd.
The very first step where one start thinking over going for Research Study is “PURPOSE & INTEREST” which is
Important and that directs the whole journey of Research Study. Purpose and Interest that makes one feel like to go for Research study builds based on required education, specialization and strong understanding of a subject with good interest, which actually helps student to get the interest alive always during the study. Moreover, the fact is that no one can even think about to go for Phd without INTEREST.
The topic/subject, which makes us, feels like we have good and strong knowledge and can entertain us whiles our study, need to go with. Entertain here which implies to keep our interest alive and encourage us putting our sincere and best efforts and we can reach the aim of it.
Now you say about you.
From India, Gurgaon
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Well the first thing that I would like to know is “ABOUT YOU”. You tell me/us first, what you think is the best topic for you and why you want to go with it. About your present qualification and achievements, purpose of enrolling for Phd and what make you feel like to go for Phd are also important to know, so that, I as well as all other respective experts and senior can guide you accordingly that you and I both also knows how it is important to you.
About the topics/subject you have selected and have mentioned above are good with their own respective areas according to me but the most important thing, which I always emphasis and speaks about, and that all Phd aspirants /students need to remember always is the “PURPOSE & INTEREST” for Enrolling for Phd.
The very first step where one start thinking over going for Research Study is “PURPOSE & INTEREST” which is
Important and that directs the whole journey of Research Study. Purpose and Interest that makes one feel like to go for Research study builds based on required education, specialization and strong understanding of a subject with good interest, which actually helps student to get the interest alive always during the study. Moreover, the fact is that no one can even think about to go for Phd without INTEREST.
The topic/subject, which makes us, feels like we have good and strong knowledge and can entertain us whiles our study, need to go with. Entertain here which implies to keep our interest alive and encourage us putting our sincere and best efforts and we can reach the aim of it.
Now you say about you.
From India, Gurgaon
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In addition to what Anil Arora has stated, you also need to ensure that you can get access to necessary data and have a supervisor who is interested in your research and capable of guiding you. I do not know how much you know about Research Methodology and the requirements for obtaining a PhD. One of the criteria is adding to the present knowledge bank, and the other is about your research being current (not outdated). One PhD graduate was not awarded the degree as someone else had already published on the same topic a couple of months earlier. Another researcher had to shelve the idea of writing up the thesis as he/she failed to get the necessary access to "triangulate" the studies done.
Instead of seeking a ready-made questionnaire, I suggest that you kindly study some recent literature on the topic of interest; this step is essential to know what others have done, how and why that way, and find out where the gap exists that needs further studies to be conducted.
From United Kingdom
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Instead of seeking a ready-made questionnaire, I suggest that you kindly study some recent literature on the topic of interest; this step is essential to know what others have done, how and why that way, and find out where the gap exists that needs further studies to be conducted.
From United Kingdom
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To Neha Ashi,
1. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage?
2. Work-Life Balance for Women Executives in Indian companies
3. Study of Work-life balance as a source of job dissatisfaction and withdrawal attitudes in Indian companies
4. A Critical Study on Work-life Balance of BPO Employees in India
5. An analysis of Working time, gender, and work-life balance in Indian companies
From India, Jabalpur
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1. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage?
2. Work-Life Balance for Women Executives in Indian companies
3. Study of Work-life balance as a source of job dissatisfaction and withdrawal attitudes in Indian companies
4. A Critical Study on Work-life Balance of BPO Employees in India
5. An analysis of Working time, gender, and work-life balance in Indian companies
From India, Jabalpur
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Hi, I have done mba in hr and finance. Now i am going for phd in hr. I need help in choosing a topic for my research in hr.
From India, Lucknow
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From India, Lucknow
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i need a support for questionnaire in the topic " change management and restriction to change in Nepalese Manufacturing Sectors."
From Nepal, Lalitpur
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From Nepal, Lalitpur
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Hi,
My name is Prerna, and I have been working as an HR with an IT Company since 2011 post completion of MBA(HR) from Mumbai University. I am planning to pursue a Ph.D. in HR from TISS next year and need guidance with respect to research topics. This will help in planning and reading extensively on the respective topic even before the commencement of the Ph.D. program.
Regards,
Prerna
From India, Mumbai
Acknowledge(0)Amend(0)
My name is Prerna, and I have been working as an HR with an IT Company since 2011 post completion of MBA(HR) from Mumbai University. I am planning to pursue a Ph.D. in HR from TISS next year and need guidance with respect to research topics. This will help in planning and reading extensively on the respective topic even before the commencement of the Ph.D. program.
Regards,
Prerna
From India, Mumbai
Acknowledge(0)Amend(0)
to Apoorva and Prerna
Dear Student
Please select any one topic and discuss me
Some topics for your research in business ethics may be-
1. Managing the Risks of Business Ethics and Compliance in Indian Companies
2. Using Business Ethics and Corporate Governance as Anti-Corruption
Tools in Indian perspective
3. Building a Culture of Ethical Business Conduct in Indian Companies
4. Comparative analysis of Business Ethics Policy in multinational companies
5. Responsible entrepreneurship: A collection of good practice cases
among small and medium-sized enterprises across Gujrat/India
6. Developing a framework for Corporate Social Responsibility: A
business contribution to sustainable development in Gujrat
7.Does Corporate Responsibility Pay Off: Exploring the links between
CSR and competitiveness in Gujrat’s industrial sectors”,
8. Promoting Entrepreneurship and Innovative SMEs in a Global Economy:
Towards a More Responsible and Inclusive Globalisation
9. Small and medium-sized enterprises and responsible business
practice in Indian Companies
10. Building Linkages for Competitive and Responsible
Entrepreneurship: Innovative partnerships to foster small enterprise,
promote economic growth and reduce poverty in developing countries
11.An Study of Ethics in the Provision and Use of IT for Business in
Indian Companies
12. Developing a logic model for responsible entrepreneurship and
sustainable development, Environmental Valuation and Policy Laboratory
13. An assesment of SME Clusters and Responsible Competitiveness in
Developing Countries
14.Study of Implementing codes of conduct: How businesses manage
social performance in global supply chains
15.Evaluation of the Corporate Social Responsibility of Gujrat/ India's Firms
16. A critical analysis of Public policies on corporate social
responsibility: The role of government in Gujrat
17.Understanding Responsible Entrepreneurship of Micro-Businesses in
Gujrat /in Indian Companies
18.Comparative analysis of Personal Ethics and Business Ethics: The
Ethical Attitudes of Owners/Managers of Small Businesses in
Gujrat/India
19. Understanding The Limits of Strategic Rationality: Ethics,
Enterprise Risk Management, and Governance in India
20. A New Methodological Approach for Studying Moral Reasoning Among
Managers in Business Settings in Indian Companies
21. Analysing The Moral Reasoning of CEOs in the Automobile/Textile etc Industry
22. Study of The Association Between Ethical Conflict and Adverse
Outcomes in Indian Companies
23. Study of Relationships among Perceived Organizational Core Values,
Corporate Social Responsibility, Ethics, and Organizational Performance
Outcomes: An Empirical Study of Information Technology Professionals
24. Does Social Performance Really Lead to Financial Performance?
Accounting for Endogeneity
25.Study of Ethical Marginality: The Icarus Syndrome and Banality of
Wrongdoing in Indian Companies
26.Social and Symbolic Capital and Responsible Entrepreneurship: An
Empirical Investigation of SME Narratives in Indian Companies
27.Driving forces behind CSR in a SME context: internally driven CSR
in Indian Companies
28.Comparison of SMEs and CSR Theory: Evidence and Implications from
Gujrat/ Indian Perspective
29.Small Business Manager Attitudes Relating to the Significance of
Social Responsibility Issues: A Longitudinal Study in Indian Companies
30.Developing A regulatory framework on corporate accountability in
Indian Companies
31.Computer Ethics: an Argument for Rethinking Business Ethics in
Indian Companies
some other topics of your interest in HRM are-
1. An industry view on turning talent management into a competitive advantage
2. Integrated and Integrative Talent Management in extending the Value
of a Strategic Framework
3. Business Value of an Integrated Talent Management Framework
4. Integrating HR & Talent Management Processes in companies
5. Talent Management Strategies for Attracting and Retaining the Best
and the Brightest employee in Indian context
6. Organizational Stress Management: Survival Strategies for turbulent Times
7. Critical Incident Stress Management in some companies
8. designing a Comprehensive Stress Management Module among Top Level Managers
9. A study of Line management behaviour and stress at work
10. Impact of Stress Management on Human Competencies in Indian companies
11. E-HRM: designing a model based on technology acceptance model
12. Evaluating the Strategic Potential of e-HRM in Indian companies
13. e-HRM Effectiveness in a Public Sector Organization: A
Multi-Stakeholder Perspective.
14. The Use and Impact of e-Human Resource Information Systems on
Human Resource Management Professionals.
15. e-HRM Consequences in Indian companies
16. Effecting HRM-style Practices Through an Integrated Human Resource
Information System
17. An Exploratory Analysis of E-HRM In The Context of HRM Transformation
18. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage?
19. Work Life Balance for Women Executives in Indian companies
20. Study of Work-life balance as source of job dissatisfaction and
withdrawal Attitudes in Indian companies
21. A Critical Study on Work-life Balance of BPO Employees in India
22. An analysis of Working time, gender and work-life balance in
Indian companies
some recent research topics on motivating employee are-
1. A Simulation Modelling Perspective on Motivation and Coordination
in Development Projects
2. A Model of Motivation Based on Empathy for ..... employees
3. Motivating knowledge workers to innovate: a model integrating
motivation dynamics and antecedents,
4. Strategies for Assessing and Enhancing Motivation: Keys to promoting
Self- Regulated Learning and Performance, in Motivation:
5. Mathematical Modelling of Human Motivation: A Vector Hypothesis
6. Modelling Employee Motivation and Performance [new model
development and testing]
7.The Motivation of Software Engineers: Developing a Rigorous and Usable Model
8.Cognitive Processes of Human Perception with Emotions, Motivations,
and Attitudes
9 motivation in layered reference model of the brain (LRMB)
10. Incentives, Motivation and Workplace Performance
11.Relative effectiveness and cost-effectiveness of cooperative,
competitive, and independent monetary incentive systems
12.Expectancy theory and operant conditioning predictions of
performance under variable ratio and continuous schedules of
reinforcement
13.Task characteristics, reward contingency and intrinsic motivation
in ........companies of meghalaya
14.Are intrinsic and extrinsic rewards additive:A test of Deci’s
cognitive evaluation theory of task motivation in indian companies
15.From individual incentives to an organization wide gain sharing
plan: Effects on teamwork and product quality
16.Performance self-predictions: The impact of expectancy strength and
incentives.
17.The effects of a combined goal setting, feedback and incentive
intervention on job performance in a manufacturing environment.
18. Effects of the manipulation of a performance-reward contingency on
behavior in a simulated work setting.
19. Importance of participative goal setting and anticipated rewards
on goal difficulty and job performance
20. The effects of goal setting and monetary incentives on
self-efficacy and performance.
21.analysing the assigned goal incentive interaction: The role of
self-efficacy and personal goals
22.An experimental analysis of the impact of contingent reinforcement
on salespersons’ performance behavior.
23.Managing promotion program participation within
manufacturer-retailer relationships.
24.The effects of contingent and noncontingent rewards on employee
satisfaction and performance
25. Additivity versus nonadditivity of intrinsic and extrinsic
incentives: Implications for work motivation, performance, and
attitudes
26.The influence of monetary incentives on goal choice, goal
commitment, and task performance
27.Employee reactions to continuous and variable ratio reinforcement
schedules involving a monetary incentive
28.The influence of rater motivation on assimilation effects and
accuracy in performance ratings
29.Motivation, behavior and performance: A closer examination of goal
setting and monetary incentives
30.Group-administered bonus pay and retail store performance:
31.Money reinforcement and human operant (work) behavior:
Piecework-payment and time-payment comparisons
32.The contingent-noncontingent compensation controversy: An attempt
at a resolution.
33.The effects of task content and reward contingency upon task
performance and satisfaction
34.Test of the mediating role of goals in the incentiveperformance relationship.
35.Mediating roles of self-set-goals, goal commitment, self-efficacy,
and attractiveness in the incentive-performance relation.
36.The effectiveness of performance incentives under continuous and
variable ratio schedules of reinforcement.
37.Yin And Yang Cognitive Motivational Processes
38.Does Pay For Performance Increase Or Decrease Perceived
Self-Determination And Intrinsic Motivation?
39. Importance Of Participative Goal Setting And Anticipated Rewards
On Goal Difficulty And Job Performance.
Some latest topics in communication research are -
1.A study of Managerial Communication for Fostering a High-Performance
Workplace in Indian Companies
2.Communication through integrated channels and structured approach in
Indian Companies
3.Understanding personality types and their effect on supportive communication
4.A study of ORGANIZATIONAL VALUES IN MANAGERIAL COMMUNICATION
5.An analysis of The Role of Internal Communication and Training in
Infusing Corporate Values and Delivering Brand Promise
6.Stusy of Communicating Services Brands’ Values: Internally and
Externally in Indian context
7.Developing, Communicating and Promoting Corporate Ethics Statements:
A Longitudinal Analysis
8.Study of Direct and Indirect Effects of Supervisor Communication on
Organizational Commitment
9.Study of effect of Knowledge, Sensitivity, Skills and Values in
Organizational Communication:
10.Strategies to Improve Managerial Communication in Indian Companies
11.A study on Barriers to communication management in the executive suite
12.new methods to improve Excellence in Public Relations and
Communication Management in selected Indian Companies
13.Integrated Marketing Communications: Putting it Together and Making
it Work in Indian Companies
14.Study on Women in public relations: problems and opportunities ,
The Impact of the Increasing Percentage of Women in Public Relations
and Organizational Communication
15.Study on Strategic Public Relations & Integrated Communications in
Indian Companies
16.Symmetrical presuppositions as a framework for public relations
theory and its impact in Indian Companies
17.Interactivity and Communication Mode Choice in Ongoing Management Groups
18.Rational and Social Theories as Complementary Explanations of
Communication Media Choices: Two Policy-Capturing Studies
19.Interdepartmental Communication and Intraorganizational Strain in
Indian Companies
20.Study of Inter-departmental negotiation in organizations:
Re-defining organizational communication
From India, Jabalpur
Acknowledge(0)Amend(0)
Dear Student
Please select any one topic and discuss me
Some topics for your research in business ethics may be-
1. Managing the Risks of Business Ethics and Compliance in Indian Companies
2. Using Business Ethics and Corporate Governance as Anti-Corruption
Tools in Indian perspective
3. Building a Culture of Ethical Business Conduct in Indian Companies
4. Comparative analysis of Business Ethics Policy in multinational companies
5. Responsible entrepreneurship: A collection of good practice cases
among small and medium-sized enterprises across Gujrat/India
6. Developing a framework for Corporate Social Responsibility: A
business contribution to sustainable development in Gujrat
7.Does Corporate Responsibility Pay Off: Exploring the links between
CSR and competitiveness in Gujrat’s industrial sectors”,
8. Promoting Entrepreneurship and Innovative SMEs in a Global Economy:
Towards a More Responsible and Inclusive Globalisation
9. Small and medium-sized enterprises and responsible business
practice in Indian Companies
10. Building Linkages for Competitive and Responsible
Entrepreneurship: Innovative partnerships to foster small enterprise,
promote economic growth and reduce poverty in developing countries
11.An Study of Ethics in the Provision and Use of IT for Business in
Indian Companies
12. Developing a logic model for responsible entrepreneurship and
sustainable development, Environmental Valuation and Policy Laboratory
13. An assesment of SME Clusters and Responsible Competitiveness in
Developing Countries
14.Study of Implementing codes of conduct: How businesses manage
social performance in global supply chains
15.Evaluation of the Corporate Social Responsibility of Gujrat/ India's Firms
16. A critical analysis of Public policies on corporate social
responsibility: The role of government in Gujrat
17.Understanding Responsible Entrepreneurship of Micro-Businesses in
Gujrat /in Indian Companies
18.Comparative analysis of Personal Ethics and Business Ethics: The
Ethical Attitudes of Owners/Managers of Small Businesses in
Gujrat/India
19. Understanding The Limits of Strategic Rationality: Ethics,
Enterprise Risk Management, and Governance in India
20. A New Methodological Approach for Studying Moral Reasoning Among
Managers in Business Settings in Indian Companies
21. Analysing The Moral Reasoning of CEOs in the Automobile/Textile etc Industry
22. Study of The Association Between Ethical Conflict and Adverse
Outcomes in Indian Companies
23. Study of Relationships among Perceived Organizational Core Values,
Corporate Social Responsibility, Ethics, and Organizational Performance
Outcomes: An Empirical Study of Information Technology Professionals
24. Does Social Performance Really Lead to Financial Performance?
Accounting for Endogeneity
25.Study of Ethical Marginality: The Icarus Syndrome and Banality of
Wrongdoing in Indian Companies
26.Social and Symbolic Capital and Responsible Entrepreneurship: An
Empirical Investigation of SME Narratives in Indian Companies
27.Driving forces behind CSR in a SME context: internally driven CSR
in Indian Companies
28.Comparison of SMEs and CSR Theory: Evidence and Implications from
Gujrat/ Indian Perspective
29.Small Business Manager Attitudes Relating to the Significance of
Social Responsibility Issues: A Longitudinal Study in Indian Companies
30.Developing A regulatory framework on corporate accountability in
Indian Companies
31.Computer Ethics: an Argument for Rethinking Business Ethics in
Indian Companies
some other topics of your interest in HRM are-
1. An industry view on turning talent management into a competitive advantage
2. Integrated and Integrative Talent Management in extending the Value
of a Strategic Framework
3. Business Value of an Integrated Talent Management Framework
4. Integrating HR & Talent Management Processes in companies
5. Talent Management Strategies for Attracting and Retaining the Best
and the Brightest employee in Indian context
6. Organizational Stress Management: Survival Strategies for turbulent Times
7. Critical Incident Stress Management in some companies
8. designing a Comprehensive Stress Management Module among Top Level Managers
9. A study of Line management behaviour and stress at work
10. Impact of Stress Management on Human Competencies in Indian companies
11. E-HRM: designing a model based on technology acceptance model
12. Evaluating the Strategic Potential of e-HRM in Indian companies
13. e-HRM Effectiveness in a Public Sector Organization: A
Multi-Stakeholder Perspective.
14. The Use and Impact of e-Human Resource Information Systems on
Human Resource Management Professionals.
15. e-HRM Consequences in Indian companies
16. Effecting HRM-style Practices Through an Integrated Human Resource
Information System
17. An Exploratory Analysis of E-HRM In The Context of HRM Transformation
18. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage?
19. Work Life Balance for Women Executives in Indian companies
20. Study of Work-life balance as source of job dissatisfaction and
withdrawal Attitudes in Indian companies
21. A Critical Study on Work-life Balance of BPO Employees in India
22. An analysis of Working time, gender and work-life balance in
Indian companies
some recent research topics on motivating employee are-
1. A Simulation Modelling Perspective on Motivation and Coordination
in Development Projects
2. A Model of Motivation Based on Empathy for ..... employees
3. Motivating knowledge workers to innovate: a model integrating
motivation dynamics and antecedents,
4. Strategies for Assessing and Enhancing Motivation: Keys to promoting
Self- Regulated Learning and Performance, in Motivation:
5. Mathematical Modelling of Human Motivation: A Vector Hypothesis
6. Modelling Employee Motivation and Performance [new model
development and testing]
7.The Motivation of Software Engineers: Developing a Rigorous and Usable Model
8.Cognitive Processes of Human Perception with Emotions, Motivations,
and Attitudes
9 motivation in layered reference model of the brain (LRMB)
10. Incentives, Motivation and Workplace Performance
11.Relative effectiveness and cost-effectiveness of cooperative,
competitive, and independent monetary incentive systems
12.Expectancy theory and operant conditioning predictions of
performance under variable ratio and continuous schedules of
reinforcement
13.Task characteristics, reward contingency and intrinsic motivation
in ........companies of meghalaya
14.Are intrinsic and extrinsic rewards additive:A test of Deci’s
cognitive evaluation theory of task motivation in indian companies
15.From individual incentives to an organization wide gain sharing
plan: Effects on teamwork and product quality
16.Performance self-predictions: The impact of expectancy strength and
incentives.
17.The effects of a combined goal setting, feedback and incentive
intervention on job performance in a manufacturing environment.
18. Effects of the manipulation of a performance-reward contingency on
behavior in a simulated work setting.
19. Importance of participative goal setting and anticipated rewards
on goal difficulty and job performance
20. The effects of goal setting and monetary incentives on
self-efficacy and performance.
21.analysing the assigned goal incentive interaction: The role of
self-efficacy and personal goals
22.An experimental analysis of the impact of contingent reinforcement
on salespersons’ performance behavior.
23.Managing promotion program participation within
manufacturer-retailer relationships.
24.The effects of contingent and noncontingent rewards on employee
satisfaction and performance
25. Additivity versus nonadditivity of intrinsic and extrinsic
incentives: Implications for work motivation, performance, and
attitudes
26.The influence of monetary incentives on goal choice, goal
commitment, and task performance
27.Employee reactions to continuous and variable ratio reinforcement
schedules involving a monetary incentive
28.The influence of rater motivation on assimilation effects and
accuracy in performance ratings
29.Motivation, behavior and performance: A closer examination of goal
setting and monetary incentives
30.Group-administered bonus pay and retail store performance:
31.Money reinforcement and human operant (work) behavior:
Piecework-payment and time-payment comparisons
32.The contingent-noncontingent compensation controversy: An attempt
at a resolution.
33.The effects of task content and reward contingency upon task
performance and satisfaction
34.Test of the mediating role of goals in the incentiveperformance relationship.
35.Mediating roles of self-set-goals, goal commitment, self-efficacy,
and attractiveness in the incentive-performance relation.
36.The effectiveness of performance incentives under continuous and
variable ratio schedules of reinforcement.
37.Yin And Yang Cognitive Motivational Processes
38.Does Pay For Performance Increase Or Decrease Perceived
Self-Determination And Intrinsic Motivation?
39. Importance Of Participative Goal Setting And Anticipated Rewards
On Goal Difficulty And Job Performance.
Some latest topics in communication research are -
1.A study of Managerial Communication for Fostering a High-Performance
Workplace in Indian Companies
2.Communication through integrated channels and structured approach in
Indian Companies
3.Understanding personality types and their effect on supportive communication
4.A study of ORGANIZATIONAL VALUES IN MANAGERIAL COMMUNICATION
5.An analysis of The Role of Internal Communication and Training in
Infusing Corporate Values and Delivering Brand Promise
6.Stusy of Communicating Services Brands’ Values: Internally and
Externally in Indian context
7.Developing, Communicating and Promoting Corporate Ethics Statements:
A Longitudinal Analysis
8.Study of Direct and Indirect Effects of Supervisor Communication on
Organizational Commitment
9.Study of effect of Knowledge, Sensitivity, Skills and Values in
Organizational Communication:
10.Strategies to Improve Managerial Communication in Indian Companies
11.A study on Barriers to communication management in the executive suite
12.new methods to improve Excellence in Public Relations and
Communication Management in selected Indian Companies
13.Integrated Marketing Communications: Putting it Together and Making
it Work in Indian Companies
14.Study on Women in public relations: problems and opportunities ,
The Impact of the Increasing Percentage of Women in Public Relations
and Organizational Communication
15.Study on Strategic Public Relations & Integrated Communications in
Indian Companies
16.Symmetrical presuppositions as a framework for public relations
theory and its impact in Indian Companies
17.Interactivity and Communication Mode Choice in Ongoing Management Groups
18.Rational and Social Theories as Complementary Explanations of
Communication Media Choices: Two Policy-Capturing Studies
19.Interdepartmental Communication and Intraorganizational Strain in
Indian Companies
20.Study of Inter-departmental negotiation in organizations:
Re-defining organizational communication
From India, Jabalpur
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Dear sir, I am Planning to do PhD in HRM Kindly suggest me topics
From India, Mumbai
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From India, Mumbai
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Dear Sir/Madam,
I am an MBA in HR with 4+ years of experience. Now, I am interested in pursuing ERP in HR. How helpful will it be for my career growth? Please suggest how I should proceed.
Is there any difference between ERP and SAP? Your assistance on this matter would be greatly appreciated.
Regards,
Amit
From India, Mumbai
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I am an MBA in HR with 4+ years of experience. Now, I am interested in pursuing ERP in HR. How helpful will it be for my career growth? Please suggest how I should proceed.
Is there any difference between ERP and SAP? Your assistance on this matter would be greatly appreciated.
Regards,
Amit
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Sir,
Greetings!
It's a pleasure and an honor to have professionals like you who are continuously developing the community through their valuable contributions. It's our pleasure to be under your guidance to nurture and nourish our knowledge.
Following this, I am also looking forward to pursuing a Ph.D. in HR for which I am about to appear for an interview. If I clear it, I humbly request your support and guidance.
It would be very kind of you to share your contact details so that I can learn from your experience.
Warm Regards,
Mrs. Lakshita Gaur Malara HR - Corporate Functions Email: lakshita.malara@yahoo.in
Dr. A K TIWARI suggested some topics of interest: 1. An industry view on turning talent management into a competitive advantage 2. Integrated and Integrative Talent Management in extending the Value of a Strategic Framework 3. Business Value of an Integrated Talent Management Framework 4. Integrating HR and Talent Management Processes in companies 5. Talent Management Strategies for Attracting and Retaining the Best and the Brightest employees in the Indian context 6. Organizational Stress Management: Survival Strategies for turbulent Times 7. Critical Incident Stress Management in some companies 8. designing a Comprehensive Stress Management Module among Top Level Managers 9. A study of Line management behaviour and stress at work 10. Impact of Stress Management on Human Competencies in Indian companies 11. E-HRM: designing a model based on the technology acceptance model 12. Evaluating the Strategic Potential of e-HRM in Indian companies 13. e-HRM Effectiveness in a Public Sector Organization: A Multi-Stakeholder Perspective 14. The Use and Impact of e-Human Resource Information Systems on Human Resource Management Professionals 15. e-HRM Consequences in Indian companies 16. Effecting HRM-style Practices Through an Integrated Human Resource Information System 17. An Exploratory Analysis of E-HRM In The Context of HRM Transformation 18. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage? 19. Work-Life Balance for Women Executives in Indian companies 20. Study of Work-life balance as a source of job dissatisfaction and withdrawal Attitudes in Indian companies 21. A Critical Study on Work-life Balance of BPO Employees in India 22. An analysis of Working time, gender, and work-life balance in Indian companies
From India
Acknowledge(0)Amend(0)
Greetings!
It's a pleasure and an honor to have professionals like you who are continuously developing the community through their valuable contributions. It's our pleasure to be under your guidance to nurture and nourish our knowledge.
Following this, I am also looking forward to pursuing a Ph.D. in HR for which I am about to appear for an interview. If I clear it, I humbly request your support and guidance.
It would be very kind of you to share your contact details so that I can learn from your experience.
Warm Regards,
Mrs. Lakshita Gaur Malara HR - Corporate Functions Email: lakshita.malara@yahoo.in
Dr. A K TIWARI suggested some topics of interest: 1. An industry view on turning talent management into a competitive advantage 2. Integrated and Integrative Talent Management in extending the Value of a Strategic Framework 3. Business Value of an Integrated Talent Management Framework 4. Integrating HR and Talent Management Processes in companies 5. Talent Management Strategies for Attracting and Retaining the Best and the Brightest employees in the Indian context 6. Organizational Stress Management: Survival Strategies for turbulent Times 7. Critical Incident Stress Management in some companies 8. designing a Comprehensive Stress Management Module among Top Level Managers 9. A study of Line management behaviour and stress at work 10. Impact of Stress Management on Human Competencies in Indian companies 11. E-HRM: designing a model based on the technology acceptance model 12. Evaluating the Strategic Potential of e-HRM in Indian companies 13. e-HRM Effectiveness in a Public Sector Organization: A Multi-Stakeholder Perspective 14. The Use and Impact of e-Human Resource Information Systems on Human Resource Management Professionals 15. e-HRM Consequences in Indian companies 16. Effecting HRM-style Practices Through an Integrated Human Resource Information System 17. An Exploratory Analysis of E-HRM In The Context of HRM Transformation 18. Work-Life Balance: A Case of Social Responsibility or Competitive Advantage? 19. Work-Life Balance for Women Executives in Indian companies 20. Study of Work-life balance as a source of job dissatisfaction and withdrawal Attitudes in Indian companies 21. A Critical Study on Work-life Balance of BPO Employees in India 22. An analysis of Working time, gender, and work-life balance in Indian companies
From India
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Hi,
Good day. I am Md. Omar Faruk from Bangladesh. I did my BBA and MBA in Bangladesh, with HRM as my major for the MBA. Now I want to pursue a PhD in HRM in Malaysia. Could you please suggest an easy topic for my PhD research and provide guidance on how to start the process? Your assistance in preparing the research proposal would be highly appreciated. I have 3.5 years of job experience in the Telecom Industry in Bangladesh, and I believe a topic related to the Bangladesh Telecom Industry would be beneficial for my research proposal. My LinkedIn ID is "palashnsu@hotmail.com." I am very grateful for your help. Take care. Bye.
Regards,
MD. OMAR FARUK
From Malaysia, Puchong
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Good day. I am Md. Omar Faruk from Bangladesh. I did my BBA and MBA in Bangladesh, with HRM as my major for the MBA. Now I want to pursue a PhD in HRM in Malaysia. Could you please suggest an easy topic for my PhD research and provide guidance on how to start the process? Your assistance in preparing the research proposal would be highly appreciated. I have 3.5 years of job experience in the Telecom Industry in Bangladesh, and I believe a topic related to the Bangladesh Telecom Industry would be beneficial for my research proposal. My LinkedIn ID is "palashnsu@hotmail.com." I am very grateful for your help. Take care. Bye.
Regards,
MD. OMAR FARUK
From Malaysia, Puchong
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Respected Tiwari Sir,
I am pursuing a PhD in Management HR. My topic is "Comparative Analysis on the Effectiveness of Motivation & Performance Appraisal in Private Companies." Kindly suggest how I can focus more on my topic.
Regards,
Reena Sharma
From India, New Delhi
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I am pursuing a PhD in Management HR. My topic is "Comparative Analysis on the Effectiveness of Motivation & Performance Appraisal in Private Companies." Kindly suggest how I can focus more on my topic.
Regards,
Reena Sharma
From India, New Delhi
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Tejal Hello friends can I put resignation in the period of maternity leave? if yes then what is the formality? I am assistant professor in self finance college.
From India, Surat
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From India, Surat
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Dear Sir/Dr. Tiwari,
Could you please suggest some topics related to Industrial Management or Talent Management? Currently, I am at Ordnance Factory Khamaria, JBP and enrolled for a Ph.D. at Barkatullah University, BPL. Please provide me with guidance for my Ph.D. in HRM.
Brajesh Kr Parashar
Contact No: 8989117527
Thank you.
From India, Chandigarh
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Could you please suggest some topics related to Industrial Management or Talent Management? Currently, I am at Ordnance Factory Khamaria, JBP and enrolled for a Ph.D. at Barkatullah University, BPL. Please provide me with guidance for my Ph.D. in HRM.
Brajesh Kr Parashar
Contact No: 8989117527
Thank you.
From India, Chandigarh
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Hello, I completed my Masters in Hospital Administration. I am preparing for a Ph.D. in HRM and Organizational Behavior. I have reviewed topics suggested by Dr. A. K. Tiwari and Sir Anil Arora. I want to know, if I mention a topic with an Indian perspective, for example, the use of Business Ethics and Corporate Governance as Anti-Corruption tools in the Indian context, what should be my research method? Also, conducting research in just one state may not fulfill my research objectives. In that scenario, do I need to travel? Please reply.
From India, Ghaziabad
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From India, Ghaziabad
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Respected all,
This is Col. Vinod Kumar from the Indian Army with over 20 years of experience and commissioned service in Army Logistics. I have had an overseas tenure as Chief Logistics Operations in South Sudan as part of the United Nations Mission.
I am seeking guidance for a topic for a Ph.D. in HR Management with a focus on Psychology. I hold an MSc in Defence Studies & Strategic Planning and an MBA in Strategic Management. Additionally, I am presently pursuing an MA in Psychology from IGNOU.
Your guidance and suggestions are highly solicited, please.
Regards
From India
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This is Col. Vinod Kumar from the Indian Army with over 20 years of experience and commissioned service in Army Logistics. I have had an overseas tenure as Chief Logistics Operations in South Sudan as part of the United Nations Mission.
I am seeking guidance for a topic for a Ph.D. in HR Management with a focus on Psychology. I hold an MSc in Defence Studies & Strategic Planning and an MBA in Strategic Management. Additionally, I am presently pursuing an MA in Psychology from IGNOU.
Your guidance and suggestions are highly solicited, please.
Regards
From India
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HRM.pdf