國外人力資源管理碩士dissertation選題指導
07-27, 2015
人力資源管理一直是國外留學生碩士dissertation選題熱門主題。關于如何選題方面，很多學生還是沒有太多思路。下面將以幾個題目為例，對選題后寫作思路進行講解，并提供一些與主題相關的閱讀文獻，希望對留學生選題時候有啟發(fā)作用。
human resource management dissertation topic
人力資源管理選題1:Within the classical business strategy model, what contribution can strategic HRM make?
撰寫思路：這篇畢業(yè)dissertation主要從三方面討論當代經(jīng)典商業(yè)戰(zhàn)略和人力資源管理。首先，文章介紹一些與主題相關的重要專業(yè)術語，并討論了戰(zhàn)略規(guī)劃的古典理論和它與戰(zhàn)略人力資源管理的關聯(lián)。其次，文章將分析戰(zhàn)略人力資源管理在基于資源的戰(zhàn)略規(guī)劃模型中的作用。最后，文章提供了一些關于在當代商業(yè)環(huán)境中如果不斷更新學習理論并充分運用于實踐中的建議。
建議閱讀文獻：
Collins, C.J. and Clark, K.D. (2003) ‘Strategic human resource practices, top management team social networks, and firm performance: The role of humanresource practices in creating organizational competitive advantage'. Academy of Management Journal, Vol. 46(6), pp.740-751.
Dyer, L. and Holder, G.W. (1988) ‘A strategic perspective of human resource management', in, Dyer, L. (ed.), Human resource management: Evolving roles and responsibilities. Bureau of National Affairs, Washington, DC, pp.1-46.
Elbanna, L. and John, C. (2007) ‘Influences on strategic decision effectiveness: Development and test of an integrative model', Strategic Management Journal, Vol. 28, pp. 431-453.
人力資源管理選題2: Not always an order from head office: Employee-initiated transfers
撰寫思路：雇員將全球化環(huán)境視作改善家庭機會，可能尋求移居國外。這項研究分析了公司如何應對一心想在國外工作的員工，以及公司在留住雇員上如何控制成本。此外，文章討論了公司如何肩負起對確保雇員的家庭在國外被接受的責任；國外環(huán)境恰好適合雇員家庭嗎，居住環(huán)境是否也是有公司來負責，以及對于雇員家庭其他成員，比如配偶，他們的工作機會怎么保證呢？文章在最后將研究由于雇員尋求在國外工作造成的雇員祖國人力資源枯竭程度。由于全球經(jīng)濟衰退，世界各國都在嚴格限制工作簽證。本文研究就針對這個長期存在的問題提供了及時解決方案。
建議閱讀文獻:
Al Ariss, A. (2010) ‘Modes of engagement: Migration, self-initiated expatriation, and career development', Career Development International, Vol. 15(4), pp.338-358.#p#分頁標題#e#
Howe-Walsh, L. and Schyns, B. (2010) ‘Self-initiated expatriation: Implications for HRM', The International Journal of Human Resource Management, Vol. 21(2), pp. 260-273.
Kononov, O. (2012) ‘Foreign investment v. employment of expatriates: Immigration obstacles for foreign investors', East European Business Law Review, Vol. 10(10), pp. 45-78.
人力資源管理選題3：An analysis of the use of rewards management as an incentive for the retention of staff within the higher education sector
撰寫思路：作為HR中相對較新的方法，薪酬管理涉及到政策和策略的形成和實施。人力資源政策確保雇員回報與他為組織做出的貢獻相吻合。文章選取高等教育機構作為研究對象，研究分析了處理財務財務獎勵之外的其他獎勵多大程度上增加雇員士氣以及雇員保留率。通過這項研究，我們可以看到傳統(tǒng)的財務薪酬體系在當前市場環(huán)境下是否能保證雇員達到最佳績效。
建議閱讀文獻:
Perkins, S.J. and White, G. (2011) Reward management: Alternatives, consequences and contexts. London: Chartered Institute of Personnel and Development.
Taticchi, P. (2010) Business performance measurement and management: New contexts, themes and challenges. Heidelberg: Springer.
Thomas, K.W. (2002) Intrinsic motivation at work: Building energy and commitment. San Francisco: Berrett-Koehler Publishers.
human resource management dissertation topic
人力資源管理選題1:Within the classical business strategy model, what contribution can strategic HRM make?
撰寫思路：這篇畢業(yè)dissertation主要從三方面討論當代經(jīng)典商業(yè)戰(zhàn)略和人力資源管理。首先，文章介紹一些與主題相關的重要專業(yè)術語，并討論了戰(zhàn)略規(guī)劃的古典理論和它與戰(zhàn)略人力資源管理的關聯(lián)。其次，文章將分析戰(zhàn)略人力資源管理在基于資源的戰(zhàn)略規(guī)劃模型中的作用。最后，文章提供了一些關于在當代商業(yè)環(huán)境中如果不斷更新學習理論并充分運用于實踐中的建議。
建議閱讀文獻：
Collins, C.J. and Clark, K.D. (2003) ‘Strategic human resource practices, top management team social networks, and firm performance: The role of humanresource practices in creating organizational competitive advantage'. Academy of Management Journal, Vol. 46(6), pp.740-751.
Dyer, L. and Holder, G.W. (1988) ‘A strategic perspective of human resource management', in, Dyer, L. (ed.), Human resource management: Evolving roles and responsibilities. Bureau of National Affairs, Washington, DC, pp.1-46.
Elbanna, L. and John, C. (2007) ‘Influences on strategic decision effectiveness: Development and test of an integrative model', Strategic Management Journal, Vol. 28, pp. 431-453.
人力資源管理選題2: Not always an order from head office: Employee-initiated transfers
撰寫思路：雇員將全球化環(huán)境視作改善家庭機會，可能尋求移居國外。這項研究分析了公司如何應對一心想在國外工作的員工，以及公司在留住雇員上如何控制成本。此外，文章討論了公司如何肩負起對確保雇員的家庭在國外被接受的責任；國外環(huán)境恰好適合雇員家庭嗎，居住環(huán)境是否也是有公司來負責，以及對于雇員家庭其他成員，比如配偶，他們的工作機會怎么保證呢？文章在最后將研究由于雇員尋求在國外工作造成的雇員祖國人力資源枯竭程度。由于全球經(jīng)濟衰退，世界各國都在嚴格限制工作簽證。本文研究就針對這個長期存在的問題提供了及時解決方案。
建議閱讀文獻:
Al Ariss, A. (2010) ‘Modes of engagement: Migration, self-initiated expatriation, and career development', Career Development International, Vol. 15(4), pp.338-358.#p#分頁標題#e#
Howe-Walsh, L. and Schyns, B. (2010) ‘Self-initiated expatriation: Implications for HRM', The International Journal of Human Resource Management, Vol. 21(2), pp. 260-273.
Kononov, O. (2012) ‘Foreign investment v. employment of expatriates: Immigration obstacles for foreign investors', East European Business Law Review, Vol. 10(10), pp. 45-78.
人力資源管理選題3：An analysis of the use of rewards management as an incentive for the retention of staff within the higher education sector
撰寫思路：作為HR中相對較新的方法，薪酬管理涉及到政策和策略的形成和實施。人力資源政策確保雇員回報與他為組織做出的貢獻相吻合。文章選取高等教育機構作為研究對象，研究分析了處理財務財務獎勵之外的其他獎勵多大程度上增加雇員士氣以及雇員保留率。通過這項研究，我們可以看到傳統(tǒng)的財務薪酬體系在當前市場環(huán)境下是否能保證雇員達到最佳績效。
建議閱讀文獻:
Perkins, S.J. and White, G. (2011) Reward management: Alternatives, consequences and contexts. London: Chartered Institute of Personnel and Development.
Taticchi, P. (2010) Business performance measurement and management: New contexts, themes and challenges. Heidelberg: Springer.
Thomas, K.W. (2002) Intrinsic motivation at work: Building energy and commitment. San Francisco: Berrett-Koehler Publishers.
如果您有論文代寫需求，可以通過下面的方式聯(lián)系我們
點擊聯(lián)系客服