what do you suggest for researchers to be researched in HRM field ?
what are new trends in HRM field?
Thank you for your sharing I leave your question to the appreciation of specialists in economics
In the Arab World, researchers should conduct more studies on authentic leadership and psychological capital.
Principlly Belal may be right but for me it seems too restrictive. I would prefer study of high-moral servant true transformational leadership because neither authentic leadership nor psychological capital by themselves define HRM which enhances high-trust organizational culture which is essential for effective management of today's sophisticated entrprises. See my book 'Mismanagement, "Jumpers," and Morality (New York: Routledge. 2017) and the attached article.
Global mobility and technology edge resources (digital interference) will change the future workplace
A potential area of interest in HRM may be culture barrier free recruitment as we increasingly recruit from the global labour market. I would also add 'digital leadership' as a topic with still some potential.
Recruitment industry can be revolutionized by using blockchain concept in near future. There are already startups budding up supporting and embracing the new technology.
I am attaching this recent paper done by my group members. Hope this helps.
https://drive.google.com/open?id=1GkqP2OJ6nZYjyDcb_sUwiVFdoxZD-WQ0
Human resourcemanagement (HRM) ismaking the best possible use of individuals for achieving the organizationalobjectives. The definition was developed came under focus instead of mere rational administrationin late twentieth century;thereafter employeemotivation and job satisfaction(Hartel, Fujimoto, Strybosh andFitzpatrick 2007). In present day world organizations all over the world are facing critical challenges and survival has been linked with the development of newcapabilities. Thereis a need to find opportunities through these emerging challenges like globalization, change management, investment in human capital, growth etc.Human resource strategies can be used as a vibrant tool vital towards success. Strategicalignment of human capital can best be achieved throughe ffective HR practices.Management of the human capital has assumed added significance after realization of the fact that people are assets of strategic importance. The concept of personnel management is no more relevant in the context after evolution of strategic concept of human resource management. After this paradigm shift of the emphasis human resource policies are being aligned with business strategies.
https://www.omicsonline.org/open-access/mostly-discussed-research-areas-in-human-resource-management-hrm-a-literature-review-2162-6359-2-124.pdf?rid=17263
Potential contribution that HRM can make towards Sustainability
Employee Happiness, Life Success and HRM
Potential contribution that HRM can make towards Poverty Reduction
The role of HRM in creating and enhancing Morality within employees
Green Citizenship Behaviour and Green Interpersonal Citizenship Behaviour
Green Personal Behaviour or Pro-Environmental Behaviour
Given that need for research to be closely aligned with practice, one of the areas you could consider is the major challenge organizations continue to face due to the impact of changing technology on their people. For instance, people's fear of losing their jobs because of automation, AI etc, or having to continuously learn new skills, techniques in a short span of time, lack of resources or support for learning. HR has a huge opportunity here to add value, in assisting managers and leaders understand employees feelings, deal with employee issues affecting productivity (such as putting in place systems to cross-skill, and to create a culture of continuous learning etc). Perceptions, behaviors, skill gaps, performance and productivity issues, attitudes (job satisfaction, organizational commitment etc.) are topics to consider (in the context of technological changes).
Critical analysis of HRM- performance linkage by looking different stakeholders outcomes.
many big thank you for all of you, you put interesting meaningfully feedback to me on my question. respect and regard for each of you
Disruptive HR. If what i understand about this concept is true, then i think it is worth researching.
researchers have already moved from HRM to SHRM and its related outcomes. I have attached some of my the papers too for your reference.
In Africa and Least Developing countries there is need to carry out more studies on cultural ethics, values and how they affects employees productivity. As most viable organisations/institutions in such nations have been lost to corruption and poor employees performance
Thank you all many thanks for you Dr Jyoti for the attached papers
-Relation between HRM and gender (both recruiters and recruitees)
-Necessity of HRM adaptation to different generations (baby boomers, generation X, generation Y and millennials)
Best regards
I think the following areas :
1. HRM & Sustainable Development Goals
2. HR Analytics
Verl Anderson and I have just written a book for NOVA Publishing on Strategic Human Resource Management. Attached herewith is the final chapter which focuses on the future of HRM. Perhsps this chapter will be of value to you. Also attached is a paper about High Performance Work Systems that may merit your consideration.
Cam Caldwell
A key research topic for the success of any company in the future is optimizing of its organization and management by integrating of efforts of all human resources, computers and robots into an adaptive system as efficiently as possible. For this purpose can be useful the new scientific concepts (the scientific systemic management, the scientific systemic vision, the universal law of organization, the universal model of organization and management, the six scientific management functions and others), launched by the book: Scientific Systemic Management. Fundamental Concepts: https://www.amazon.com/Scientific-Systemic-Management-Fundamental-Educational/dp/1533231885
The effects of technological change and the millenials' behaviour and performance seems to me a real and contemporaneous challenge in the HRM field.
I believe a potential area in Human Resource Management is Strategic Human Resource Management (SHRM).
Although management and leadership must go hand in hand, there are many differences between them. You may consult the following link
http://
guides.wsj.com/management/developing-a-leadership-style/what-is-the-difference-between-management-and-leadership/
wonderful added answers for future HRM research areas many thanks professors
I think it is good for examining the acceptance of mobile HRM
SHRM, Freelancing ( see the digital HRM), Job crafting, Job Insecurity
Three pillar of company or the organization namely Man ,Money & Material all though are the need of successful management but in the line of the present system of organization Man , cannot be an isolated part of the organization & as such HRM remains the ideal contribution of any organization .
In view of this sometimes back i have expressed my views in the important matter of HRD which is equivalent to HRM for which i submit herewith my presentation for your perusal
Sustainability can be addressed in different aspects, for that , the ideal research area is Green HRM , Gree HRM is also broader concept. As professor Opatha's comment you can narrow down it.
In my opinion, the major areas for future HRM research will be:
1. Fragile, non-permanent organizations mainly based on project
2. The role of social networking sites on hiring
3. Cross-cultural, diversified organization
4. Competency based performance management
5. Greening HRM or E-HRM
6. The role of HRM on cross boarder Merger and Acquisition.
1. Millennials and work ethics.
2. Emotional Intelligence and Leadership correlation.
3. Competency Based HRM
4. Return on investment in HR Programms
- How does the HRM function deal with firm internationalization?
- How do HRM departments deal with the change from a local to an international focus?
- How are HRM and Talent Management strategies and practices being transformed from a local, national to an international focus?
- What is the impact of firm internationalization on the roles of HRM professionals?
- How is HRM strategy implementation affected by firm internationalization?
- How do middle and first-line managers deal with HRM changes due to firm internationalization?
- What change processes do HRM departments experience due to firm internationalization?
- How does firm internationalization impact HRM competences?
- What are the consequences of HRM change failure for firm internationalization?
- What theories can help us to understand and explain the relationship between HRM and firm internationalization?
Probable area could be...
1. E-HRM
2. Sustainable HR through disruptive leadership
3. Office Politics
4. Locus of control and Sustainable HR
Good Luck...
Some of the interesting topics:
The impact of envy on job satisfaction, motivation, workplace stress
Importance of trust in virtual project teams
In my opinion an interesting topic may be eg. Human capital management - a research team conducting work aimed at creating innovative technological solutions.
Attitude and productivity
Relationship and selection and performance
Professionalism and productivity
Self Managing Teams and Virtual Organizations :The Changing Face of New HR
1. Digital Leadership
2. Distance Intimacy
3. Employee Journalism
4. Professional Extremism
5. Agile HRM
6. Reverse Mentoring
7. Virtual Teaming
8. Predictive HR Analytics
1. HRM amidst disrutive technologies
2. Distance management
3. Automation and AI
Disruptive Human Resource Management, Employee Engagement, Gender Stereotype Change and Employee Engagement,
Emotional intelligence, digitalization , stakeholders engagement and employee integrity
Efficient implementation of E_user management at circulation section at at Umaru Musa Yaradua University Katsina.
I'd recommend the following :
- The Hybrid workplace
- Employee mutiple loyalties
- Distance managing and performance appraisal
- Digitalizing the workforce
Amid pandemic the HR approach is compelled to be differ significantly.
Particularly engagement of employes in a virtual workplace, management of temporary and contract employees etc.
Why are intrinsic rewards still a great source of employee motivation?
Why are intrinsic rewards still a great source of employee motivation?
- Badges
- Science topic
- Similar topics
- Counseling Psychology
- Confusion