Hi All,
My name is Prerna and i am working in an IT Company in HR Generalist role since last 2.2 yrs. I am planning to pursue PhD in Organizational Development next year from TISS.
Application process at TISS requires to send in the Research Proposal along with the Application Form.
OD being a vast discipline in itself and being my area of interest. I would appreciate if any one can help me in choosing and fine-lining the topic. I have thought couple of topics like Change Management and OD, Talent Management but not really sure on the two.
Awaiting for a prompt response on this.

From India, Mumbai

Preparation for the global SHRM certification exams: SHRM CP and SHRM SCP →
Promoted: XLRI Executive Development Program In Human Resource Management
Those aren't topics - those are broad areas of the field. A dissertation topic should answer one or more key research questions related to the topic. What topic or question excites you? Is important to the field? Could be somewhere you can make a contribution? Builds on your backgrounds, passion and interest?

For me, I'm interested in things like how does the adoption of high performance work practices, such as those described in the People CMM, lead to organizational transformation? How would we know the organization has changed? What were the changes in outcomes? How did they manage that transformation?

Best of luck,


Bill Hefley, PhD, CCP, CDP, COP

University of Pittsburgh

Author or People CMM

Bill Hefley | University of Pittsburgh <link updated to site home> ( Search On Cite | Search On Google )

Hello Sir,
Thanks for providing an insight on the topic. Since i am working in Training & Development profile so, i want to research on this topic too.
As to how does the Training & Development initiative contribute towards individual & organizational development in the long run?
How do they contribute towards employee motivation and retention?
How to measure the effectiveness of the training initiative at organizational level?
How do they study its impact on the financial outcomes?
Please let me know if this would be an apt topic for research and do these questions would entail a meaningful addition to the current literature context in this filed.

From India, Mumbai
You're starting to move in the right direction about honing your questions. It might even be worth doing a little quick sleuthing on Google Scholar or the likes to see if there are already works in these areas that might help you focus more. Just the questions about training effectiveness at the organizational level, how they measure this across many organizations, how this relates to individual outcomes like motivation and retention, could make the crux of a good study. Many people focus down on the individual returns and few focus higher on the organizational use of effectiveness of training and results. (I use the word down because in People CMM the training (to do the job) is a Level 2 phenomenon, whilst competency development to develop personal and organizational competencies is a Level 3 focus, and using data from this to manage the orgabnization is Level 4 - it is at this higher level that really interesting challenges develop. A related question that could fall out of such a study is a simple comparison between organizations that have used (or been assessed using) People CMM and those who have not. Do they experience different results or have different capabilities for managing and exploiting training and development.

Hello Sir,

During this weekend, i was going through the work in the filed of Training & Development and its effectiveness in Google scholar. While most of the work in this field has been on topics like evaluating the effectiveness of the Training through Kirkpatrick Model wherein a detailed analysis has been done at each of the 4 stages like : Reaction, Leaning, Behavior and Results. Others has been focused on studies like impact of individual and situational factors or attributes as defined in Organizational theory to study the effectiveness of trainings. The latter one dig deeper into analyzing the individual behavior and attribute and organizational environment that could impact in achieving the desired state of effectiveness.

Hence, i have thought of including this as one part of my study as this would eventually help me in directing towards my area of study like motivation and retention.

Also, if inclusion of People CMM as an addendum to this study would make it even more relevant to the current context.

Since this would broaden and enhance the scope of my study resulting in deeper insight of the topics covered.

Thanks & Regards


From India, Mumbai
Hello Prerna,
Bill Hefley has given you excellent specific advice to the field, given the meager information by you. I am not a specialist in HR and, hence, I can give you only general advice. Please access and study the ppt presentation on Research Methodology at https://www.citehr.com/150459-resear...cognition.html Also, kindly search CiteHr where there is some material on how to pursue PhD, etc.

From United Kingdom

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