I might suggest you start the process by answering three questions. 1) What are the biggest HR-related problems in Iran?; 2) Which of these problems do you feel most passionate about?; And, which of these are actually researchable? If you can do that then I think the people here can give you specific things you may wish to consider researching...

Waiting more answers

Responses to a similar question, posted in 2018, are at https://www.researchgate.net/post/PHD-Topic-for-studies-in-Human-Resource-Management.

Innovative topics in recent times,Gamification in HR process,Employee lifecyle management,Deviant workplace behaviour

it would be great I think if you can give your HR research a technology blend.

With technology particularly AI and ML one can work on the research topics like

1. Impact of AI and ML on HR functions.

2. AI and Emotional Intelligence - The connect

Perhaps you can take the topic of the influence of local community culture on human resource practices during the COVID-19 pandemic, such as working from home (WFH), termination of employment, and so on.

I would recommend you look at the impact of electronic human resource management on organisational performance during covid19 pandemic period a case study of selected organizations in Iran

Hello,

One idea: The Role of Trust in Accessing and Transferring Tacit Knowledge

Second idea: Knowledge and Skill Accretion to Avoid Redundancy -- An Individual Responsibility

Third idea: Core Knowledge and Skills Essential To Sustain Innovation and Technology Changes (related to Prof. Ca Vinod Sharma's comment)

Most important issue in selecting a topic: select one that excites you.

Good thoughts for Life and for your research.

John Groth

To write a new and innovative topic for your research project in PhD in Human Resource Management, I belive it is better if you can link Human Resources to COVID-19 pandemic.

I'll suggest furthering Prof. Groth idea concerning studying The Role of Trust in Accessing and Transferring Tacit Knowledge. Such accessing and transferring is of outmost essential for fronetic transformative leaders who get and use this knowledge as well as subordinates' ingenuity for innovative problem solving and transformative changes. Unfortunately, the high level of trust required for subordinates willing sharing tacit knowledge is generated by superiors who endanger their authority by admitting gaps of subordinates' tacit know-how and phronesis (Greek for practical wisdom). See my attached paper just submitted for publication and my recent book.

Hi

Can you write green HRM Capabilities.

The cultural and religious challenges brought about by COVID-19 to the different demographics of society.

The changing role of HR in the workplace in supporting the business strategy moving from being a transactional role to a key focus of people to pivot the organisation.

Mojgan Vafadar - > How would Human Resources apply during the exploration and exploitation of other planets, given that we are coming to the pinnacle of Human Resources on Earth and the exploration of Mars is about to start, here would be an innovative or creative pattern of thought ! would love to read it if you do decide to go out of space

Perhaps this article can help:

Article Between university and school: the School Improvement Adviso...

Best wishes

Giorgio

How about the shift in emphasis on Human Resource Development as a function of the Covid Dynamic.

@ Groth ,Shapira l do concur with your contributions in sense that ,yes indeed tacit knowledge transfer is an important component for any organisation's sustainability and remaining relevant in ever changing business dynamics. However the role of trust in accessing and transferring the said knowledge is equally important. Its therefore an area that requires an indepth study.

I would rather suggest that you should focuss on how human resource Management practicies affect on Employee performance in public sector or How human Resource developments contributes to the organizational performance.

The role of telecommuting in preventing COVID-19 PENDEMIC spread In the workplace.

I think this is very importat and situational

Try in talent and knowledge management,

Optimization of HR

the role of covid in transforming the world of work and how Hr will play pivotal role in the new setup

You can explore talent management paradigm shifting in the post-pandemic workplace.

There are many new subjects in Human Resource Management, especially after the COVID-19 pandemic. I believe you may write also in green human resource management or artifical intelligence in human resources management.

The idea is that you are supposed to do the discovery in order to demonstrate that you are innovative, and that you can originate inquiry and then carry it out. That's what the degree is awarded for. So what areas of HR interest you- you must have expertise in some of them? What does the research in the area suggest might be emerging gaps in what we know? How might those gaps be filled? Alternatively can we problematise existing work to show that it does not adequately charactetise the field - so we can devise research to reconfigure the gap. It's much more fun if you spot the gap yourself - all you do is incrementally build on existing work, it could be downgraded to MPhil.

The emerging employee value proposition (based on new 'Generation' of employee, impact of Covid, emerging leadership paradigms, perceived value/ contribution of HR products - e.g. performance appraisal - to the bottom line and its implications for the value prop, leadership development, training, industrial relations, etc.)

Green HR practices and their role in achieving organizational proactiveness

So what areas of HR interest you- you must have expertise in some of them? What does the research in the area suggest might be emerging gaps in what we know? How might those gaps be filled? Alternatively can we problematise existing work to show that it does not adequately charactetise the field - so we can devise research to reconfigure the gap. It's much more fun if you spot the gap yourself - all you do is incrementally build on existing work, it could be downgraded to MPhil.

+ve,-ve Energy Impacts:

Dear Madam, First of all thank you for raising this question. From my dot view of the resource request as the unique chromosome denial diversity awareness learning system.

Especially XY chromosome denial, in my view of the need for resources as a diversity awareness learning system. Trendy Learning System is recommended as an online channel for offline learning through XY Chromosome Particle Diversity Awareness.

Nowadays the focus is on the natural floor generation based learning system awareness point.

In this connection I cite the Tamil Nadu State University Physician and one dot view of the students of Indian philosophy.

I suggest you to investigate the relationship between despotic leadership, toxic workplace environment and sustainable work performance. It is an interesting topic and will be a novel study. As such, I know very few researchers write a dissertation on this topic

@Mojgan Vafadar

Dear Samma Faiz Rasool,

I think it would be innovative to analyse how HRM supports firms to attract, select, develop, and retain good project managers.

There is huge talent gap, and HR is neglecting the issue to manage the talent pipepine for these jobs. Managing projects is like starting a start-up to learn very quicly, if you management skills, political skills, and self-efficiacy enough to master the challenges taht quickly come in real projects.

How do you find the right people for these value-creating jobs, how do you prepare, train, mentor and develop them, and how you increase their motivation to master increasingly demanding projects.

We have done several studies in this area - but there is really so much room left that you can really try out new ideas.

In Innovation management it is common sense and textbook knowledge that you need a lot of ideation management to get a pipeline of sufficiently good ideas that also fit to your organizational situation - but in the talent pipeline there is often a dessert of measures taken ... real measures ... not just fancy names.

Maybe this is a promising idea.

You may contact me under my email

[email protected]

Best wishes Hans Georg Gemuenden

Green HRM practices could be a good idea but it depends on your own interest.