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Human Resources Research Paper Topics For 2024

Table of contents

• 1.1 Human Resources Management Research Topics
• 1.2 Equal Employment Opportunity HR Research Topics
• 1.3 Career Development HR Research Topics
• 1.4 Research Topics on Recruitment and Selection
• 1.5 HR Risk Management Topics
• 1.6 Workplace Safety HR Topics
• 1.7 Trending HR Topics

Human Resources is one of the most popular and essential topics for the business minded. If you remember your basic economics, you may remember that the basic components necessary for production in any kind of economy are Land, Capital, and Labor.

Human labor is an essential resource that keeps a business running. Like any other resource, it must be managed. This is where the term “Human Resources” and Human resources research topics come in.

Having relevant data for research paper is easy if you know where to look. There are lots of online sources and books in libraries to use in your task. Make sure you spend enough time on planning before writing your task.

How to choose a Human Resources topic for your project?

Selecting research topics in human resource management is not as simple as simply choosing the title and proceeding to write it. In order to get a good grade, the paper must be original and well researched. It needs to cover all relevant aspects of the chosen HR topics. Writing a hr related research topics is a very structured and analytical process. This is true for all fields, including human resources research topics.

The first step is topic selection . This is where we can help you. This page features a list of over 90 human resources topics. If you are having problems coming up with your own ideas, please choose hr related research topics from this list instead.

These titled papers all have a great deal of material about human resource management research topics out there. They are each trending topics in hrm topics for research and have plenty of resources available out there on the internet. Each of them is also relevant to the actual field of human resources management.

So, while writing a hr related research topics is not a typical or common activity for an HR employee, it will give you a lot of insights and information. These insights could give you a leg up in the future when you have graduated from School and College.

Human Resources Management Research Topics

At most large companies, ‘Human Resources’ is an entire department of its own. Most other departments at the company typically deal with producing a good or service. Others, like the public relations department, work with the media and other external affairs. Hence, there are many ways to approach HR research topics.

• How HR helps companies remain competitive in a global market.
• Managing part-time, full time, and freelancing employees.
• How much paid leave is optimal?
• What occasions deserve raises and bonuses?
• The simplest way to resolve interpersonal conflicts.
• The most effective team-building strategies.
• Organizing teams according to personalities.
• Can an introverted employee be a good team leader?
• How to improve productivity through a goal-oriented approach.
• The agile method and how it helps.
• The best way to utilize productivity metrics.
• Methods for disciplining employees.
• How to manage international employees.
• Preventing workplace violence.
• Benefits of regular psychological counseling for all employees.

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Equal Employment Opportunity HR Research Topics

• Are women more likely to get paid less for the same position as a man?
• Do men and women deserve the same pay?
• How to manage equal opportunity employment?
• The best tactics for implementing equal opportunity.
• Recruiting as an equal opportunity employer.
• How to recognize and manage discrimination in the workplace.
• The glass ceiling and how to break it.
• Best practices for mediating disputes between employees.
• Dealing with intimate relationships between employees.
• How to create a diverse workplace?
• Making the workplace an inclusive and accessible place for disabled employees.
• Preventing unfair discrimination against LGBT+ employees.
• The costs of an unequal workplace.
• The benefits of a diverse and inclusive workplace.
• Government requirements for equal opportunity.

Career Development HR Research Topics

Those who are interested in working in the field could take their first steps by writing a paper on human resource management topics. There is a huge variety of possible human resource topics for research papers, so it is likely that everyone will find some aspect of it they enjoy.

• Creating leaders among employees.
• Why does professional career development matter?
• How career development helps both employees and organizations.
• The best approaches to on-the-job training.
• Should training be prioritized over completed current work?
• Best practices for training interns.
• Should interns be paid more?
• Professional certification training for employees.
• How does active professional development affect productivity?
• Is it worth it to help an employee develop if they find a new, better-paid job afterward?
• Skills that all employees should develop.
• Must-have training and development for all employees.
• Advantages and disadvantages of paying for an employee’s professional training.
• Advantages and disadvantages of leading professional development sessions.
• Should companies help employees pay for school?

Research Topics on Recruitment and Selection

Studying human resources is a crucial part of management studies. Whether you are a college or university student, you can buy paper online to save time and effort. There are lots of reputable services that can provide excellent assignments to boost your academic performance.

• What does the ideal new employee look like?
• When is the best time to recruit a new employee?
• When is the worst time to recruit a new employee?
• Should highly skilled but untested individuals be recruited for senior positions?
• Best practices for improving employee retention.
• How to attract good employees?
• The best platforms to recruit on.
• Is social media an effective way to recruit?
• What kind of employees should small businesses look for?
• What kind of employees are needed for a large company?
• Criminal background checks – Do’s and Don’ts.
• How to effectively assess skills during an interview.
• How does HR evaluate a potential new recruit?
• Is it better to recruit an employee with experience but no skill, or the other way around?
• Recruiting university graduates directly – a good idea or a bad one?

HR Risk Management Topics

With so many moving parts working together in one company, it is natural for confusion or conflicts to arise. In order to make sure all these departments, employees, and managers work together, Human Resources is essential. In companies with hundreds of employees, their job simply cannot be understated.

• What kind of risks does HR have to manage?
• What role does HR take in risk management?
• How does HR ensure worker protection?
• Is HR there to protect employees or protect the company?
• Legal measures HR can take.
• Risk management during the covid-19 pandemic.
• How HR managed risks revolving around covid-19.
• Reasons to carry out regular internal audits.
• Risk management among the ‘#metoo’ movement.
• Training the workplace to minimize potential risks.
• Risk management when working from home.
• Ways to ensure all your employees follow masking and social distancing rules.
• Ways to ensure all employees get vaccinated.
• Responding to a legal action taken by an employee.
• When should HR take legal action?

Workplace Safety HR Topics

• How to ensure compliance with workplace safety rules.
• The consequences of not following workplace safety.
• Ways to prevent osha violations.
• How to ensure all employees follow health and safety protocols?
• How to ensure all employees get vaccines?
• Fines and penalties for violating workplace safety rules.
• Consequences of violating safety rules.
• Steps to minimize or prevent burnout.
• Bringing dangerous weapons into the workplace.
• Steps to take when an employee is assaulted at work.
• How to ensure psychological wellbeing during remote work.
• Ensuring company leadership also follows safety roles.
• Combating sexual harassment at the workplace.
• Monitoring employees during remote work – is it ethical?
• Developing specialized safety standards for the workplace.

Trending HR Topics

• Unique ways to keep morale up during the pandemic.
• Online recreational activities to develop teamwork during remote work.
• Use of VR and AR in the workplace.
• Famous figures or celebrities in the workplace.
• Analyzing and updating how much a particular job is worth.
• Steps to take to improve long-term retention.
• Ways to handle overqualified employees or applicants.
• Is an HR department necessary for smaller, family-owned businesses?
• Defusing a tense and volatile moment in the workplace.
• DRM tools for keeping in-house training methods proprietary.
• Use of artificial intelligence for HR topics and tasks.
• How big data is useful to human resources.
• Virtual and online onboarding and orientation.
• Hiring the most talented personnel from a global marketplace.
• Are virtual interviews better than in-person interviews?

Conducting research on human resources is essential for any business looking to enhance their staff’s productivity, skills, and management. Accessing the most effective resources is critical to achieving this goal. This is where an online essay writer can be an invaluable asset in producing high-quality research papers related to human resources. By leveraging the knowledge and expertise of an online essay writer , you can conduct thorough research and create a top-notch human resources research paper that meets your needs.

HR is one of the most dynamic fields of work currently available. It is at the crossroads of psychology, sociology, accounting, and business. In the last few years, there have been many exciting changes in how human resources are handled, due to the rise of virtual platforms and working from home.

Only time will tell if these changes are temporary or permanent. But whichever way they go, our list of HR topics for research project 2023 will always be here for perusal.

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Human Resource Management Research Paper Topics

Human resource management research paper topics are a critical area of study for students and professionals aiming to understand and advance the field of Human Resource Management (HRM). With the rise of complex organizational structures, diverse workplace environments, and evolving employment laws, HRM has become an essential part of any successful organization. This abstract provides an overview of the multifaceted world of HRM research and introduces a comprehensive list of research paper topics that cater to various aspects of HRM. From talent acquisition to employee retention, performance evaluation, training, and legal compliance, the following sections will offer detailed insights into these areas. Students interested in pursuing research in HRM will find these topics engaging and highly relevant to the current organizational landscape. Additionally, they will be introduced to iResearchNet’s writing services that provide expert assistance in producing custom HRM research papers, ensuring quality, depth, and adherence to academic standards.

100 Human Resource Management Research Paper Topics

Human Resource Management (HRM) is a field that delves into the multifaceted interactions between employees and organizations. The role of HRM has evolved over time to include not only the management of recruitment and employee relations but also strategic planning, legal compliance, and organizational development. Here, we present a comprehensive list of Human Resource Management research paper topics divided into 10 essential categories, each containing 10 specific topics.

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HRM is a dynamic and broad field that demands multidimensional approaches to study. As students explore various topics, they will find intricate connections between management strategies, organizational behavior, and employee satisfaction. The following list serves as an inclusive guide to inspire research and academic inquiry.

• The role of HRM in organizational strategy
• Integrating HRM and business planning
• Talent management strategies
• Outsourcing HR functions: Pros and cons
• Technology and HRM
• Cross-cultural HRM
• Mergers and acquisitions: HRM challenges
• Strategic HR planning and organizational success
• The future of strategic HRM
• Best HR practices in top-performing companies
• Innovative recruitment techniques
• Bias and discrimination in the recruitment process
• Role of artificial intelligence in recruitment
• Recruitment marketing strategies
• Social media as a recruitment tool
• Ethics in employee selection
• Assessing the effectiveness of recruitment strategies
• Diversity and inclusion in recruitment
• Remote hiring practices
• Campus recruitment strategies
• The effectiveness of training programs
• Employee development and organizational growth
• The role of mentors in employee growth
• E-learning and virtual training methods
• Personalized training approaches
• Training evaluation methods
• Cross-training and skill development
• The future of corporate training
• Impact of continuous learning culture
• Leadership development programs
• Modern performance appraisal techniques
• 360-degree feedback system
• Employee engagement and performance
• Performance management and job satisfaction
• Aligning performance goals with organizational objectives
• Challenges in performance evaluation
• Performance-based rewards
• Emotional intelligence and employee performance
• Performance management in remote work environments
• Real-time performance tracking systems
• Building trust and collaboration among employees
• Conflict resolution strategies
• Impact of organizational culture on employee engagement
• Managing generational differences in the workplace
• Role of leadership in fostering engagement
• Employee wellness programs
• The psychology of employee engagement
• Communication strategies for employee relations
• Remote employee engagement tactics
• Work-life balance initiatives
• Salary negotiation techniques
• The psychology of compensation
• Pay equity and gender wage gap
• The impact of benefits on employee retention
• Flexible compensation models
• Global compensation strategies
• Linking compensation to performance
• Employee stock ownership plans (ESOPs)
• Non-monetary benefits and motivation
• Compensation transparency
• Labor law compliance in multinational corporations
• Whistleblowing and ethical considerations
• HRM in unionized workplaces
• Workplace harassment laws
• Employee rights and employer responsibilities
• Managing employee terminations ethically
• Diversity and anti-discrimination policies
• Legal aspects of employee benefits
• Remote work and legal challenges
• Ethical dilemmas in HRM
• Building a diverse workforce
• Strategies for fostering inclusion
• The impact of diversity on team performance
• Gender diversity in leadership roles
• Managing cultural diversity
• Age diversity in the workplace
• Disability inclusion strategies
• LGBT+ inclusion in the workplace
• Ethnic diversity and organizational success
• Bias reduction training
• The role of HRM in shaping organizational culture
• Employee behavior and organizational success
• Workplace norms and values
• Emotional labor in organizations
• Organizational change management
• Strategies for building a positive work environment
• Employee motivation and organizational culture
• The psychology of workplace relationships
• Corporate social responsibility (CSR) and culture
• The role of leadership in defining organizational culture
• Emerging Trends in HRM
• HRM in the gig economy
• Artificial intelligence and HRM
• Employee mental health and well-being
• Sustainability and HRM
• The future of remote work
• Integrating HRM and corporate social responsibility (CSR)
• Blockchain in HRM
• Personal branding in HR
• The role of big data analytics in HRM
• HRM challenges in the post-pandemic world

The list of human resource management research paper topics presented above offers a rich and diverse avenue for exploration. Each category delves into core aspects of HRM, reflecting the ever-changing nature of this field. As students embark on their research journey, they will discover a world that intricately connects people, organizations, and societal values. Whether focusing on traditional practices or emerging trends, these topics provide the starting point for meaningful inquiry and the creation of knowledge that contributes to the continued growth and evolution of HRM.

Human Resource Management and the Range of Research Paper Topics

Human Resource Management (HRM) is an interdisciplinary field that integrates aspects of management, psychology, sociology, economics, and legal studies. It is the art and science of managing people within an organization to maximize their performance, well-being, and alignment with strategic goals. As a broad and multifaceted domain, HRM opens doors to a wide array of research opportunities. This article will explore the essence of HRM, its historical evolution, theoretical frameworks, practical applications, and the myriad of research paper topics it offers.

Historical Background

The history of HRM can be traced back to the early 20th century, during the rise of the industrial revolution. The scientific management theory introduced by Frederick Taylor sought to apply scientific principles to worker productivity. As the business environment grew more complex, the Hawthorne studies emerged, highlighting the importance of social factors and human relations in the workplace. The evolution from personnel management to modern HRM reflects a shift from viewing employees as mere resources to recognizing them as valuable assets.

Theoretical Frameworks

HRM is underpinned by several key theories that guide practice:

• Resource-Based View (RBV): Emphasizes the role of human resources as a competitive advantage.
• Equity Theory: Focuses on fairness and justice in employee relations.
• Expectancy Theory: Explains how employees are motivated by the expected outcomes of their actions.
• Human Capital Theory: Regards employees as assets whose value can be enhanced through training and development.

These theories offer diverse perspectives for research, ranging from organizational behavior to strategic HRM.

Key Functions and Practices

The scope of HRM encompasses various functions that address the needs of both the organization and its employees:

• Recruitment and Selection: Designing and implementing processes to attract and hire suitable candidates.
• Training and Development: Enhancing employee skills and knowledge through continuous learning.
• Performance Management: Assessing and managing employee performance to align with organizational goals.
• Compensation and Benefits: Structuring pay and rewards to motivate and retain talent.
• Labor Relations: Navigating the legal landscape and fostering healthy employee-employer relationships.

Contemporary Challenges

Modern HRM faces several challenges that provide fertile grounds for research:

• Diversity and Inclusion: Creating a workforce that represents various backgrounds, beliefs, and perspectives.
• Technology and Automation: Leveraging technology to enhance HR processes while considering its impact on jobs.
• Globalization: Managing HR practices across different cultures and jurisdictions.
• Ethical Considerations: Balancing organizational needs with ethical treatment of employees.

Emerging Trends

The ever-changing business landscape leads to new trends in HRM:

• Remote Work: The rise of virtual workplaces and the associated management challenges.
• Well-Being and Mental Health: Prioritizing employee health and well-being as part of HR strategy.
• Sustainability: Integrating social responsibility into HR practices.

Range of Research Paper Topics

The complexity and diversity of HRM lead to an abundance of research paper topics. Here are examples from different areas:

• Strategic HRM: Examining the alignment of HR practices with business strategy.
• Employee Engagement: Exploring factors that influence engagement and its impact on performance.
• Legal Aspects of HRM: Investigating laws and regulations affecting HR practices.
• Organizational Culture and Behavior: Analyzing the influence of culture on employee behavior and organizational success.

Human Resource Management is a vast and dynamic field that intertwines various disciplines, theories, practices, and challenges. From historical roots to contemporary issues, HRM offers a rich tapestry of research opportunities. Whether investigating traditional functions or delving into emerging trends, students and scholars can find a wealth of topics that resonate with their interests and contribute to our understanding of human interactions within organizational contexts. The spectrum of human resource management research paper topics reflects the depth and breadth of a field that continues to evolve, shaping the way we work, lead, and thrive in an ever-changing world.

How to Choose Human Resource Management Research Paper Topics

Selecting the right topic for a research paper in Human Resource Management (HRM) is a critical step that can shape the entire trajectory of your project. The topic you choose should align with your interests, academic level, the specific requirements of the assignment, and the current trends in the field. Here’s a guide to help you navigate the decision-making process and pinpoint a topic that resonates with you.

The realm of Human Resource Management is vast and diverse, encompassing various theories, functions, challenges, and emerging trends. Choosing a suitable research paper topic within this multifaceted field requires careful consideration and strategic thinking. This section will outline ten essential tips to guide you in selecting a meaningful, relevant, and engaging topic for your research.

• Identify Your Interests: Begin by reflecting on what aspects of HRM intrigue you. Are you passionate about organizational behavior, talent acquisition, employee welfare, or strategic HRM? Your research will be more enjoyable if it aligns with your interests.
• Understand the Assignment Requirements: Review the guidelines and grading criteria provided by your instructor. Consider the scope, length, and expected complexity of the paper.
• Conduct a Preliminary Literature Review: Explore existing research in areas that interest you. Identify gaps, controversies, or emerging trends that could form the basis for your study.
• Consider the Target Audience: Think about who will read your paper. Tailoring the topic to your audience’s interests, knowledge level, and expectations can enhance its impact.
• Evaluate Available Resources: Assess the availability of data, tools, and resources needed for your research. The feasibility of a topic depends on your ability to access relevant information and support.
• Align with Current Trends: Consider choosing a topic that relates to contemporary issues or recent developments in HRM. This alignment can make your research more relevant and appealing.
• Seek Guidance from Instructors or Peers: Don’t hesitate to consult with your instructor, classmates, or academic advisors. They may offer valuable insights, feedback, or suggestions.
• Ensure Ethical Consideration: Ensure that your chosen topic complies with ethical standards, particularly if it involves human subjects, sensitive data, or controversial subjects.
• Consider the Broader Impact: Reflect on how your research could contribute to the field of HRM. A topic with potential practical implications or theoretical advancements can add value to your work.
• Create a Shortlist and Evaluate: Draft a list of potential topics and weigh them against the criteria outlined above. This systematic approach can help you identify the most suitable option.

Selecting a research paper topic in Human Resource Management is a thoughtful and iterative process that requires introspection, exploration, and strategic thinking. By considering your interests, academic requirements, available resources, current trends, ethical considerations, and potential impact, you can identify a topic that not only resonates with you but also contributes to the vibrant discourse in HRM. Remember that your choice is not set in stone; it’s a starting point that you can refine and adapt as you delve into your research. Embrace the journey, for the right topic is a gateway to discovery, learning, and growth in the multifaceted world of human resource management.

How to Write a Human Resource Management Research Paper

Writing a research paper on Human Resource Management (HRM) is a complex task that requires a clear understanding of the subject matter, a methodical approach to research, and strong writing skills. The following section will guide you through the process of crafting a well-structured, insightful, and academically rigorous research paper in HRM.

Human Resource Management is at the core of organizational success, shaping the way businesses attract, retain, and develop talent. As a field that intertwines with psychology, sociology, business strategy, and law, writing a research paper on HRM is both challenging and rewarding. The following guide provides a step-by-step approach to help you navigate the research, writing, and revision stages, ensuring that your paper is thorough, coherent, and impactful.

• Understand the Assignment: Before diving into research and writing, clarify the assignment’s objectives, scope, format, and grading criteria. Ensure you understand what is expected in terms of content, structure, style, and depth of analysis.
• Choose a Relevant Topic: Select a topic that aligns with your interests, the course objectives, and current HRM trends. Refer to Section IV for guidance on choosing the right topic.
• Conduct Comprehensive Research: Utilize reputable sources such as academic journals, books, and industry reports to gather data, theories, and insights related to your topic. Evaluate the credibility and relevance of each source.
• Develop a Thesis Statement: Craft a clear and concise thesis statement that outlines the central argument or focus of your paper. The thesis should guide the reader on what to expect and provide a roadmap for your analysis.
• Create an Outline: Develop a detailed outline that breaks down the main sections and sub-sections of your paper. An outline will help you organize your thoughts, maintain coherence, and ensure a logical flow of ideas.
• Write the Introduction: Begin with an engaging introduction that introduces the topic, provides background information, highlights its significance, and presents the thesis statement.
• Develop the Body Paragraphs: Divide the body of your paper into clear sections and subsections. Use headings and subheadings to guide the reader. Each paragraph should have a clear topic sentence, supporting evidence, and a concluding sentence that links back to the thesis.
• Include Practical Insights and Case Studies: Where appropriate, include practical examples, case studies, or industry insights that illustrate your points. This application of theory to real-world scenarios can enhance the depth and relevance of your paper.
• Write the Conclusion: Summarize the key findings, restate the thesis in light of the evidence, and discuss the implications, limitations, and recommendations for future research or practice.
• Revise and Edit: Review your paper multiple times to check for clarity, coherence, grammar, and formatting errors. Consider seeking feedback from peers or instructors, and use plagiarism check tools to ensure originality.

Writing a research paper in Human Resource Management is a multifaceted process that requires careful planning, diligent research, critical analysis, and thoughtful writing. By following the tips outlined above, you can create a paper that not only meets academic standards but also contributes valuable insights to the dynamic field of HRM. Remember that writing is a process of continuous refinement; embrace revisions, seek feedback, and strive for clarity and depth. The journey of crafting an HRM research paper is an opportunity to deepen your understanding, hone your skills, and contribute to the ongoing discourse in a field that shapes the heart of organizations around the world.

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• Expert Degree-Holding Writers: At the core of our services, you’ll find our team of experts. These are not just writers but highly qualified professionals who hold advanced degrees in Management, Business, and related fields. Their qualifications and in-depth knowledge ensure that your HRM research paper is handled with the required expertise and understanding of nuanced academic requirements.
• Custom Written Works: Beyond the qualifications of our writers, we prioritize the creation of each research paper from scratch. This means that we take your specific guidelines, your unique instructions, and the expectations of your academic level into account when crafting your paper. This unique, individualized approach results in a piece that is as distinctive as the student it represents.
• In-Depth Research: A cornerstone of our services is our commitment to comprehensive research. Our writers don’t just skim through the surface of your chosen topic. Instead, they delve deep, exploring various reputable sources and making sure that they provide a robust and critical analysis. This commitment to in-depth exploration ensures your work aligns with the academic rigor expected in HRM studies.
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149+ Best Human Resource Management Research Paper Topics

• Post author By Pooja Barman
• October 18, 2023

Are you looking for the best MBA HR research paper topics? If yes, here we give all the most exciting human resource project ideas for you.

If you’re studying human resource management (HRM), you know it’s a big and important field. People are the most vital part of any business. So, as a student, you often have to write assignments like essays, research papers, and theses about HRM. If your assignment doesn’t have a specific topic, it can be challenging. This article gives you a list of exciting HR topics to choose from. We’ve organized them into categories like training, talent management, leadership, and more, making it easier for you to pick the right one for your assignment.

In this blog, we will delve into HR research paper topics, explore how to choose the best ones, and understand why these topics benefit students.

You May Also Like: How Can You Reduce the Stress of Completing a Project

Table of Contents

What is HR Research Paper Topics?

HR research paper topics encompass a wide range of subjects related to managing human capital within an organization. These topics can be broadly categorized into areas such as recruitment, training and development, employee motivation, diversity and inclusion, labor relations, compensation and benefits, and more.

The goal of HR research is to provide insights and solutions to challenges that organizations face when dealing with their employees. It allows students to explore, analyze, and propose solutions to real-world HR issues, contributing to the field’s development.

How to Choose a Good HR Research Paper Topic

Here’s a guide on how to choose a topic that not only interests you but also aligns with your career goals:

1. Identify Your Interests

Start by considering your personal interests. What aspects of HR intrigue you the most? It could be talent acquisition, performance management, employee well-being, or any other facet of HR. Choosing a topic that aligns with your passion will make the research and writing process more engaging and fulfilling.

2. Consider Relevance

Look for topics that are relevant in the current HR landscape. HR is a dynamic field, and certain topics may gain more significance over time. Staying current with trends and emerging issues will help you choose a topic that resonates with the HR community and provides valuable insights.

3. Consult Your Advisor

Engage with your academic advisor or professor for guidance. They can provide suggestions, feedback, and help you refine your research topic. Advisors have a wealth of experience and can steer you in the right direction.

4. Define Your Scope

Ensure that your research topic is neither too broad nor too narrow. A topic that is too broad can be overwhelming, while a very narrow topic might limit the available research material. Find the right balance that allows you to delve deep into the subject while having access to relevant literature.

5. Explore Current Research

Review existing literature and research in the field. This will help you identify gaps and areas where further investigation is needed. Building upon existing research can lead to more meaningful contributions.

6. Practicality

Consider the feasibility of conducting research on your chosen topic. Can you access the necessary data, conduct surveys or interviews, or perform experiments if required? Ensure your chosen topic is practical within the scope of your resources and time constraints.

7. Ethical Considerations

Be mindful of ethical considerations when selecting a topic. Ensure that your research does not violate any ethical standards or raise ethical concerns. HR topics often involve sensitive issues, so it’s crucial to approach them with sensitivity and ethical integrity.

149+ Exciting MBA HR Research Paper Topics For Beginners

These are the major MBA HR research paper topics for beginners are given below.

Professional/Career Development HR Research Topics

Training and development general/ interesting human resource research topics, employee engagement hr research paper topics, compensation and benefits, mba labor relations hr research paper topics, performance management, diversity and inclusion research paper topics, hr technology research paper topics, workplace well-being, talent management hr research paper topics, employee turnover trending research topics in human resources, hris topics for dissertations, essays, and research paper.

Here are your HRIS (Human Resource Information System) research topics presented below.

Employee Benefits and Well-being Research Paper Topics

Here are simplified versions of your provided talent management research topics:

Equal Employment Opportunity HR Research Paper Topics

Following are the Equal Employment Opportunity HR Research Topics for students.

• Managing Equal Employment Opportunity : How HR departments make sure that everyone has a fair chance at work.
• Best EEO Practices : The right ways to ensure equal opportunities at work.
• Importance of Equal Opportunities : Why it’s crucial to treat everyone fairly in the workplace.
• EEO and Workplace Diversity : How equal opportunities connect with having a diverse workforce.
• Role of EEOC : What the Equal Employment Opportunity Commission does to enforce fair treatment at work.
• Workplace Discrimination Effects : How unfair treatment affects employee well-being.
• Direct vs. Indirect Discrimination : Different types of unfair treatment at work.
• Handling Unfair Dismissal : What to do when someone is fired unfairly.
• Mediation and Dispute Resolution : Using mediation to solve workplace problems.
• Including LGBTI Workers : How to make sure LGBTI employees are treated fairly.
• Employee Diversity and Performance : How having a diverse workforce affects a company’s success.
• EEO’s Impact on Organizations : How equal opportunities influence a company.
• Equal Opportunities and Employee Performance : How treating people fairly affects how well they work.
• EEO and the Transport Industry : Equal opportunities in the transportation field.
• EEO and the Glass Ceiling : Breaking down barriers for career advancement.
• Coordinating EEO Practices : Ensuring that companies follow EEO rules.

Top 10 Most Promising HR Research Paper Topics For College Students

Here are some promising HR research paper topics that students can consider:

• The Impact of Diversity and Inclusion Programs on Organizational Performance: Analyze how diversity and inclusion initiatives influence employee engagement, innovation, and overall organizational success.
• Remote Work and Employee Productivity: Examine the challenges and benefits of remote work arrangements, focusing on productivity, employee well-being, and work-life balance.
• The Role of Emotional Intelligence in Leadership Effectiveness: Investigate the relationship between emotional intelligence among leaders and employee satisfaction, performance, and retention.
• Mental Health and Well-being Programs in the Workplace: Evaluate the effectiveness of mental health programs and their impact on employee well-being, absenteeism, and productivity.
• The Future of Work: AI and Automation in HR: Explore the implications of artificial intelligence and automation in HR, such as AI-driven recruitment and chatbots for employee support.
• Performance Appraisal Systems and Employee Motivation: Analyze different performance appraisal methods and their influence on employee motivation and job satisfaction.
• Workplace Harassment and Strategies for Prevention: Investigate the prevalence of workplace harassment, its effects on employees, and strategies for prevention and intervention.
• The Role of HR in Talent Acquisition in the Gig Economy: Examine how HR functions in organizations adapt to the gig economy and the challenges they face in attracting and retaining gig workers.
• The Impact of Training and Development on Employee Retention: Assess the relationship between investment in employee training and development and long-term employee retention.
• The Role of HR in Change Management: Explore the HR department’s role in managing organizational change, particularly in mergers and acquisitions.

What’s Next?

Once you’ve chosen your HR research topic, the next steps will depend on your academic or professional goals. Here are some general guidelines:

• Research and Data Collection : Start by conducting thorough research on your chosen topic. Gather relevant information, academic articles, books, and any necessary data. Use reliable sources to ensure the quality of your research.
• Outline Your Paper : Create a clear and organized outline for your paper. This will help you structure your ideas and arguments effectively.
• Writing Your Paper : Based on your outline, start writing your paper. Ensure you follow the appropriate formatting and citation style (e.g., APA, MLA, Chicago) as required by your institution or publication.
• Proofreading and Editing : After writing, carefully proofread and edit your paper. Check for grammar, spelling, and formatting errors. You can also seek feedback from peers or mentors.
• Research Paper or Dissertation : If you’re working on a research paper or dissertation, make sure to follow the specific guidelines and expectations set by your academic institution or publication.
• Professional Writing Service : If you prefer expert assistance, consider hiring a professional writing service. Expert writers can help you create a well-researched, properly formatted, and organized HR paper on your chosen topic. You can use this paper as a reference and guide for your own assignment.

Selecting the right HR research paper topic is the first step toward a successful research journey. By considering your interests, the relevance of the topic, and ethical considerations,. You can choose a subject that not only aligns with your academic and career goals but also contributes to the ever-evolving field of HR. HR research paper topics offer numerous benefits for students, from practical application to skill development and the opportunity to make a meaningful contribution to the field.

So, adopt the opportunity to explore HR topics and let your research be a beacon of knowledge and innovation in the world of human resources.

Frequently Asked Questions

What are the four core hr areas.

These are recruitment, selection, and placement; learning and development; performance management; and rewards and recognition.

What are the 5 functional areas of HR?

These are talent management, compensation, employee benefits, training, and development.

What are the areas of strategic HR?

Examples of strategic HR functions include compensation planning, recruitment, succession planning and employee development.

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Analysis of human resource management challenges in implementation of industry 4.0 in Indian automobile industry

Top management green commitment and green intellectual capital as enablers of hotel environmental performance: the mediating role of green human resource management, the study of knowledge employee voice among the knowledge-based companies: the case of an emerging economy.

PurposeA review of previous studies on the voices of employees and knowledge workers clarifies that paying attention to employees' voice is critical in human resource management. However, limited studies have been conducted on it, and much less emphasis has been placed compared to other human resource management activities such as human resource planning. Therefore, the voice of knowledge employees has been one of the critical issues that have attracted a great deal of attention recently. Nonetheless, there is no evidence of various comprehensive and integrated voice mechanisms. As a result, this study aims to design knowledge workers' voice patterns in knowledge-based companies specialising in information and communication technology (ICT) in Iran in May and June 2020.Design/methodology/approachThis study is a qualitative grounded theory research. We collected the data from a target sample of 15 experts in knowledge-based ICT companies using in-depth semi-structured interviews. Since all the participants had practised the employee voice process, they were regarded as useful data sources. Data analysis was also performed using three-step coding (open, axial and selective) by Atlas T8, which eventually led to identifying 14 components and 38 selected codes. We placed identified components in a paradigm model, including Personality Characteristics, Job Factors, Economic Factors, Cultural Factors, Organisational Policies, Organisational Structure, Climate Of Voice in the Organisation, Management Factors, Emotional Events, Communications and Networking, Contrast and Conflict and, etc. Then, the voice pattern of the knowledge staff was drawn.FindingsThe results showed that constructive knowledge voice influences the recognition of environmental opportunities and, additionally, it helps the competitive advantages among the employees. By forming the concept of knowledge staff voice, it can be concluded that paying attention to knowledge staff voice leads to presenting creative solutions to do affairs in critical situations. The presentation of these solutions by knowledge workers results in the acceptance of environmental changes, recognition and exploitation of new chances and ideas, and sharing experiences in Iranian knowledge-based companies.Practical implicationsStrengthening and expanding the voice of employees in knowledge-oriented companies can pave the way to growth and development towards a higher future that prevents the waste of tangible and intangible assets.Originality/valueCompanies' ability to engage in knowledge workers is a vital factor in human resource management and strategic management. However, the employee voice has not been involved integrally in the context of corporate.

Achieving Human Resource Management Sustainability in Universities

The sustainability of human resource management (HRM) is the basis for an organization’s future growth and success. This study aims to investigate achieving HRM sustainability in universities. We use a quantitative research method design to investigate the factors that affect HRM sustainability at universities. The study was conducted during the spring and summer of 2020 at Iranian state universities. As the study’s statistical population included 2543 employees, a sample size of 334 employees was calculated using the Cochran formula. A questionnaire with 32 statements based on a 5-point Likert scale was used to collect the data, which were analyzed using PLS3 software. The findings show that human resource practices, social factors, psychological factors, employer branding, and economic factors have positive and significant effects on HRM sustainability at universities. Findings indicate that it is essential to consider the implementation of adequate HRM practices and related socio-economic and psychological supports for HRM sustainability in universities that can lead to the competitiveness of the higher education institutions such as universities.

Relationship Model between Human Resource Management Activities and Performance Based on LMBP Algorithm

The research on the relationship between human resource management activities and performance is an important topic of enterprise human resource management research. There are some errors between the relationship between human resource management activities and performance and the real situation, so it is impossible to accurately predict the performance fluctuation. Therefore, the relationship model between human resource management activities and performance based on the LMBP algorithm is constructed. Using the Levenberg–Marquardt (LM) algorithm and BP (back-propagation) neural network algorithm to establish a new LMBP algorithm, control the convergence of the new algorithm, optimize the accuracy of the algorithm, and then apply the LMBP algorithm to predict the risk of performance fluctuation under human resource management activities of enterprises, the indicators of human resource management activities of enterprises are determined, to complete the mining of enterprise performance data, the grey correlation analysis is combined, and the relationship model between human resource management activities and performance is built. The experimental samples are selected from CSMAR database, and the simulation experiment is designed. Using different algorithms to forecast the fluctuation of enterprise performance, the experimental results show that the LMBP algorithm can more accurately reflect the relationship between enterprise HRM and performance.

Inclusive human resource management in freelancers' employment relationships: The role of organizational needs and freelancers' psychological contracts

Student leadership programme: igniting the young minds.

Learning outcomes This case will help students to understand the following: Develop a basic understanding of competency building processes. Learn about the mentoring process and its application in leadership development. Develop awareness about the methodology for assessment of the effectiveness of training. Case overview/synopsis Dr A. R. K. Pillai founded the Indian Leprosy Foundation in 1970 in response to the national call by late Mrs Indira Gandhi, prime minister of India, to the public-spirited people to take up leprosy eradication. It collaborated with international agencies to reduce leprosy drastically in India from four million, in 1982 to around a hundred thousand cases in 2006. In 2006, the Indian Leprosy Foundation was renamed as Indian Development Foundation (IDF) as the trustees decided to expand the work of IDF in the areas of health, children’s education and women’s empowerment. Dr Narayan Iyer, Chief Executive Officer (CEO) of IDF initiated a leadership development intervention called the Students’ leadership programme (SLP) for children in the age group of 12 to 14, from the urban poor households in 2014. It was a structured mentoring programme spanning over three months in collaboration with the schools. It aimed at incubating skills in the areas of leadership, teamwork, personality, behavioural traits and provided career guidance. It had a humble beginning in 2014 with a coverage of 50 students. Initially, IDF welcomed executives from the corporate sector as mentors. As there was a need to rapidly expand the scope of SLP to the other cities of India, IDF tied up with the graduate colleges and invited the students to be the mentors. The other objective behind this move was to create social awareness among the students from more affluent strata of society. IDF was able to dramatically increase the participation of the students through SLP by approximately up to 100,000 by 2020. However, rapid progress threw up multiple challenges. The teachers complained about the non-availability of the students for regular classes to teach the syllabus as the students were busy with SLP. The schools forced IDF to shorten the duration of SLP to two months. Also, many undergraduate mentors were unable to coach the participants due to lack of maturity and found wanting to strike a rapport with them. There was a shortage of corporate executives who volunteered for the mentoring, due to work pressures. Dr Narayan, CEO & National Coordinator and Ms Mallika Ramchandran, the project head of SLP at IDF, were worried about the desired impact of SLP on the participants and its sustainability due to these challenges. So, with the support of Dr Narayan, she initiated a detailed survey to assess the ground-level impact of SLP. The objective was to get clarity about what was working for SLP and what aspects needed to improve, to make the programme more effective. Overall feedback from the survey was very positive. The mothers had seen very positive changes in the participants’ behaviour post-SLP. The teachers had specific concerns about the effectiveness of undergraduate mentors. The need for a refresher course to inculcate ethical behaviour and the inadequacy of the two-month duration of the SLP to reinforce values were highlighted. Respondents also voiced the requirement to build responsible citizenship behaviours among the participants. Mallika was all for preparing a model to further enhance the effectiveness of SLP. Dr Narayan and Mallika embraced the challenge and they were raring to go to develop SLP as a cutting-edge leadership programme and to take it to new heights. Complexity academic level This case can be used in courses on human resource management in postgraduate and graduate management programmes. It can also be used in the general and development management courses and during executive education programmes to teach methodologies for evaluating the effectiveness of the training interventions, with emphasis on the voluntary sector. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

Sustainable human resource management: six defining characteristics

Socially responsible human resource management and employee ethical voice: roles of employee ethical self‐efficacy and organizational identification, feasibility of implementing the human resource payroll management system based on cloud computing.

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

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223 Awesome Human Resource Topic Ideas To Pick From

Are you looking for a human resource research topic for your academic paper? If yes, this article has a title you’ll find interesting to research and write about when handling your project. Human resources are the people that work for an organization or a company and the department that manages everything about employees. Collectively, they represent the most valuable resources in an organization or business.

The human resource department is part of a business whose responsibility is to find, screen, recruit, and train job applicants.

This business division also administers employee-benefit programs. Ideally, the HR department focuses on maximizing the workers’ productivity while protecting the company from the issues arising from the workforce. To achieve its goals, the HR department of an organization must engage in active research to improve the employees’ workforce. A human resource research paper comprises information about the findings of a study on a specific topic. And this includes:

• An answer to a question that a learner set out to investigate
• Proof of a relevant theory
• Practical and theoretical knowledge about the topic

Human capital is a crucial asset in any organization. What’s more, the subject is too broad for educators and researchers to underrate. If looking for a human resources topic for your paper or essay, this list has brilliant ideas to inspire you.

Latest  Human Resource Topics in the News

Do you want to base your human resource paper on a contemporary topic? If yes, consider these ideas for your essay.

• Ethical discrimination and workplace hostility among the minorities
• How remote working affects employee performance during the coronavirus pandemic
• How employee motivation affects job performance among those working from home
• The popularity of mobile-friendly job recruitment
• How necessary is background investigation for potential employees?
• How HR departments use recruitment marketing
• The essence of skill, personality, and aptitude tests during recruitment
• Should employers consider pre-employment assessments over resumes?
• How employers can improve candidate experience during the recruitment process
• How the open workforce like independent contractors and freelancers can benefit an organization
• Strategies for promoting workplace inclusion
• Should companies give their employees respite care?
• Offsetting caregiving costs by offering care assistance cover
• Should companies give employees paid family leave?
• Artificial intelligence use in human resource departments
• Can companies use AI to detect behavioral change among employees?
• How to use AI to customize professional development, employee promotion, and career paths
• Can a company use AI in employee performance management?
• Can companies use AI to detect employees that want to leave the workplace or company?
• Challenges of remote working during the COVID-19 pandemic
• Benefits of working remotely for employers and employees
• Disadvantages of working remotely for the employees
• Can home workplaces lower employees’ productivity?
• Impact of lousy team dynamics on employee performance
• How poor physical and mental health impacts productivity
• Tracking how employees use work devices- Is it ethical?
• The best performance and compensation management tools for remote workers
• Sick leave and time left fraud among remote workers
• The Millennial employees and flexible working schedules
• The link between organizational performance and low morale
• Tips for succeeding in virtual team building
• How virtual teams affect organizational productivity
• How automating human resource tasks affects organizational outcomes
• Data-driven strategies and their use in the HR departments
• How annual educational stipends affect employee morale
• Should companies give employees leave to take a career development course?
• Should employees share professional and personal goals during yearly self-assessments?
• Why organizations should locate, train and retain the right people
• Advantages of onboarding as a method for maintaining human resources within an organization
• The essence of employee orientation
• Strategies for promoting belonging and autonomy among employees
• How health advocacy programs benefit employers and employees
• Can educational stipends boost employee morale?
• How managers can manage lower or higher expectations of employees working remotely
• The evolution of human resource management over the last decade
• The responsibilities of modern human resource managers in the business world
• Strategic HR management- What to do and avoid
• HR management practices for the largest companies in the world
• What current human resource training involves
• Human resource paradigms contributing to the development of businesses

These are exciting current HR topics to explore when interested in something recent. Nevertheless, take your time researching your preferred topic to develop a brilliant paper.

Professional Development  Human Resource Topics

If interested in career development topics, this category has excellent ideas to consider. Nevertheless, select a title you will be comfortable working with to enjoy your research and writing process.

• How to align employee development with company goals
• Coaching and mentoring for workers development
• How to build a coaching culture in a company
• How leaders of a company can become coaches
• Why individual career development programs benefit an organization
• How to use the 9-box grid to assess employees
• How does cross-training affect organizational efficacy?
• How do stretch assignments and on-the-job training affect employee performance?
• How beneficial is professional certification?
• The role of apprenticeship and vocational training in the workplace
• How does professional development affect middle-level managers expertise
• What affects professional development in an organization?
• Importance of professional development
• How does the COVID-19 pandemic affect employee’s onboarding?
• How professional development affects employee performance
• How professional development affects customer satisfaction
• How professional development affects employee retention
• Employee turnover and professional development- Is there a link?
• Should companies invest in ongoing professional development for their employees?
• Employees well-being and career development
• The nexus between professional stress and development
• How professional development networks affect leadership development
• Why do companies need policies for professional development?
• Success planning and professional development in organizations
• Current and past employee development approaches
• Employee productivity and professional development
• Challenges in career and professional development programs’ implementation
• Employment and qualifications criteria
• How to groom employees for success
• How to select a new career path

Choose a human resource topic from this list if you want to write about career or professional development. Nevertheless, research the title extensively to create a winning paper.

Talent Management  HR Topics

Talent management is among the responsibilities of the human resource management department. Here are exciting ideas to explore if interested in this aspect of HR management.

• Talent management versus talent hunting
• Talent management approaches in the hospitality industry
• Talent management in the medium and small enterprises
• Family-owned attitude towards talent management
• Talent management risk factors
• Talent management trends in a globalized world
• IBM versus Google talent management strategies
• Military talent management approaches
• Gig economy talent management
• Talent management future
• Talent management history
• Why recruitment matters in talent management
• What comprises a talent management system?
• Recruitment, performance management, compensation management and corporate learning- Why they matter in talent management
• Strategies for talent acquisition
• Why executive coaching matters in talent management
• Leadership development and recognition programs in talent management
• The essence of a strategic plan in talent management
• Effective talent management models
• Talent management in the corporate sector
• Why social media influencers matter in talent management
• How talent management affects organizational performance
• Success planning and talent management- What’s the link?
• How MNCs approach talent management in the USA
• How technology affects talent management
• Investing in people or automating more- The HR paradox for modern companies
• Why targeted learning matters in talent development
• How peer-coaching can help in the development of future-ready skills
• Development and learning trends after the COVID-19 pandemic
• Are community partners a vital part of a talent pipeline?

Select a topic from this list if interested in talent development and management. Nevertheless, prepare to research your preferred idea before writing your paper.

Human Resource Management Topics 

Perhaps, you’re interested in HR management or appraisal topics. In that case, think about these ideas for your papers.

• The critical elements of employees’ performance management
• Why the HR department should give feedback to the employees
• Organizational commitment and performance appraisal
• How to use performance appraisal in enhancing citizenship and organizational behavior
• Employee motivation and performance appraisal
• Performance appraisal versus performance management
• Why ongoing feedback on workers morale matters
• How to engage employees more effectively
• Why performance planning matters in the employee management cycle
• Incorporating employee input in company decision-making
• Why companies should set performance standards
• Why automated performance management units matter
• Data-based assessments and performance reviews
• Corporate culture and performance management
• Corporate culture and performance appraisal
• Strategic planning and performance management
• Performance management and employee reward systems
• Employee development and performance appraisal
• Employee engagement and HR management objectives
• How 360-degree feedback benefits an organization
• Challenges and benefits of the assessment center appraisal technique
• Using Behaviorally-Anchored Rating Scale in performance appraisal
• How beneficial are psychological reviews in the hospitality sector?
• Merits and demerits of Human Resource Accounting Method
• Factors increasing employee loyalty
• How to resolve workplace conflict arising from cultural differences in international companies
• The pros and cons of recruiting employees from universities
• How character types affect a company’s team-building efforts
• What is the responsibility of HR managers in talent hunting and management
• What should HR managers do about overqualified employees?
• Rules for recruiting, selecting, hiring, and educating new employees
• Opportunities and risks for hiring new employees
• Freelancers and outsourcing- Is putting the future of a company in the hands of freelancers a wise move?
• Why companies should educate their employees
• How HR managers can motivate or demoralize company employees

All these are interesting human resource management issues that you can explore in academic papers. However, select a topic you will be comfortable working with, from research to writing and proofreading your essay.

Hot Topics in HR 

Maybe you’re looking for a topic that most people will find captivating and want to read your essay from the introduction to the conclusion. In that case, pick a title for your research paper from this category.

• Are higher education institutions responsible for productivity decline in human resources?
• Trained human resource personnel and skilled workers- Who are better than the others?
• How employee experience coincides with employee engagement
• Working from home versus 9 to 5 jobs- Which is the best option for mothers?
• Employee responsibilities and workplace safety- What makes women unique?
• How the right talent affects a company’s success- A critical analysis
• Should companies further their employees’ education?
• Employees with degrees versus vocational and technical workforce
• Is mobile a new human resource technology platform?
• Why video interviews are the new norm in human resource outsourcing
• The role of globalization in talent sourcing from different locations
• The role of data management in improving recruitment, management, and retaining of employees
• How HR technology innovation enhances employee engagement
• Performance and goal management reinvention with check-ins and feedback mechanisms
• How software categories improve interactivity, feedback, and workplace culture management
• How user-friendly are cloud-based talent solutions?
• Can end-to-end talent management solutions meet complex and large organizations’ recruitment needs?
• What are the latest considerations in HR and labor laws?
• Should companies set ethical standards that differ from law provisions?
• How workplace ethics differ from labor laws
• How to build an ethical organizational culture
• How workplace discrimination laws influence employment
• Discuss the moral obligation of employees to their employers
• How to create effective legal and ethical employees’ welfare programs
• How HR professionals can protect the employees’ rights
• Legal and ethical concerns in a large group and single employee termination

Select any of these HR topics if looking for a title that will capture your readers’ attention and compel them to read throughout the paper.

Top  HR Research Topics  for  2023

Maybe you want to write about a topic that somebody reading about this year will find exciting and relevant. In that case, pick any of these human resource ideas.

• Using artificial intelligence in HR functions
• How HR managers can address workplace harassment and bullying
• How companies can encourage workplace diversity
• How wages affect the overall productivity of employees
• How to measure employee performance- Criteria and tools for practical evaluation
• Essential issues of modern labor laws
• How to protect company data in the technology age
• Should companies pay all staff members equally?
• How workplace health problems affect productivity
• What motivates employees to work more?
• Laws against religious and sexual discrimination that HR departments should implement
• Factors influencing employee retention
• How HR specialists can deal with employee commitment, loyalty, and job satisfaction
• HR planning in acquisitions and mergers
• The 21st-century challenges for human resource managers
• How employee engagement affects customer loyalty in the service-based sector
• The impact of a contingent workforce on an organization’s performance
• The increasing mental health problems among the employees in the service-based industry
• The impact and importance of training on a company’s sustainability during an economic crisis
• The role of HR practices in enhancing the overall organizational performance
• How career growth affects employee loyalty
• How different personality traits affect teamwork in a company
• How effective HR planning boosts the strategic alliance process
• How e-leadership helps in boosting employee motivation and productivity
• How artificial intelligence can enhance HR practices
• How daycare facilities can increase female employees’ productivity
• How workforce diversity can improve organizational innovation and capability
• How a flat organizational structure affects the decision-making process
• How involving employees in decision-making processes influence their productivity

Pick a human resource research topic from this category if looking for an idea that suits the current context. Nevertheless, take your time to identify and research the most current sources to provide relevant information.

HR Topics for Presentation 

Are you looking for an interesting presentation topic for an upcoming meeting or conference? If yes, pick one of these HR topics for discussion.

• How job rotation boosts employee growth
• Why ethics committees matter in an organization
• The role of HR in employee volunteering
• How to encourage work-life balance in start-ups
• Is an open office a boon or a bane?
• How to create an engaged workforce
• How a company can attract more millennials
• How to make your employees happy
• How to resolve disputes among employees
• Why employee development and learning matter
• Why employees’ mental health matters
• Why companies should digitize HR practices
• Why employee well-being is vital
• Human resource management in the ever-changing corporate environment
• How globalization affects human resource management
• Innovative human resource and employee management practices
• Challenges and issues of managing an international workforce
• Employee management in an IT organization
• Social security measures and labor welfare- The HR department’s role
• Coaching and mentoring for modern business excellence
• Different HR management perspectives
• Why human resource planning matters in a changing environment

This list comprises human resource paper topics that students can research and write about to earn excellent grades. However, every student should pick an issue they can comfortably explore and present an in-depth analysis of their selected ideas. That way, they can impress the educator and anybody that will read their essay.

Use a  Thesis Writing Service  to  Write  a Quality HR Paper

Maybe you’re struggling to select the best topic for your HR research paper. Perhaps, you’re not even sure about where to start or how to write your essay. In that case, seek help from professional writers. Whether you’re a college or a university student, you can find experts that will help you with topic selection and the entire writing process. What’s more, these writers can proofread your paper to ensure it is error-free.

So, instead of spending all your precious time trying to choose a topic or write your HR research paper, contact us to get the best HR paper writing help online. Our specialists will respond to your request immediately and provide fast and affordable writing assistance. And all you need is to initiate a conversation by saying something like, “Please do my dissertation.” Also, you can reach us by filling and submitting our contact form or email us. One of our representatives will get back to you as soon as possible. We want you to excel academically without breaking a sweat. Contact us now!

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HRM Dissertation Topics

Published by Carmen Troy at January 6th, 2023 , Revised On April 16, 2024

Introduction

Human resource management studies stated that employees should be hired, retained and managed. It is an extensive field that requires an in-depth understanding of the underlying factors and concepts.

As a human resource management student, you will study many different concepts, frameworks, and theories related to employee management. However, before your graduation, you will be required to submit a dissertation on a human resource management research topic of your choice.

Even though several topics and concepts are yet to explore in the field of human resource management, you will want to make sure that your proposed topic has sufficient literature to support and justify the content of a theoretical framework , or else you might struggle with data collection .

This article provides you with a comprehensive list of HRM topics that are relevant to your field and identifies some interesting literature gaps.

Choosing from our list of topics will certainly improve your chances of submitting an outstanding dissertation. So, go ahead and choose an HRM dissertation topic of your interest. We can even customize these topics based on your project needs.

PhD qualified writers of our team have developed the proposed topics, so you can trust to use these topics for drafting your dissertation.

Note –

You may also want to start your dissertation by requesting  a brief research proposal  from our writers on any of these topics, which includes an  introduction  to the topic,  research question ,  aim and objectives ,  literature review  along with the proposed  methodology  of research to be conducted.  Let us know  if you need any help in getting started.

Check our  dissertation examples  to get an idea of  how to structure your dissertation .

Review the full list of  dissertation topics for here.

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2024 HRM Dissertation Topics

Topic 1: how human resources departments achieve equal employment opportunities.

Research Aim: The research will aim to investigate how HR departments achieve equal employment opportunity in organizations. EEO, or Equal Employment Opportunity, is the notion everybody has an equal chance to pursue a job on the basis of merit, regardless of skin color, gender, or gender identity. It is the duty of HR department to give every employee and equal right in the organization. The research will examine how HR department keep the organization environment friendly by controlling equal employment opportunities.

Topic 2: The effect of motivating strategies on employee performance

Research Aim: The research will aim to find the impact of motivating strategies on employee performance. Employee motivation plays a huge part on performance. Employee engagement cannot be substituted by anything else in order for any organisation to run efficiently and without interruption. It is critical that a company and its employees not only have a strong connection with the top management, but also have a good and healthy relationship with their colleagues. The study will also make recommendations on what further might be done to obtain optimal results utilising motivating methods for the benefit of both the company and the individual.

Topic 3: Organizational Conflicts as Antecedents of Staff Turnover: Evidence from the UK Food Sector

Research Aim: The research will aim to review recent available literature on employee turnover in order to determine organizational conflicts as antecedents of employee turnover in the UK food sector in order to close gaps in the literature and present a broader range of turnover factors and understanding of employee motivational factors in their job decision.

Topic 4: How does AI involvement in HRM provide Zara with a competitive advantage?

Research Aim: The research will aim to inspect the benefit of competitive advantage at Zara through the involvement of artificial intelligence in their HRM. AI assists the human resources department in identifying their personnel’ skill sets and recommending a training programme based on their work positions. It combines all of the data and assists the HR staff in making succinct decisions about what training to do in which sector to boost abilities. The study will also explain the importance of AI in organizations and organizations success. It will also look into strategies and policies Zara used to achieve competitive advantage.

Topic 5: The role of HR in creating a respected working environment that contributes in sustainable revenue growth

Research Aim: The research aims to examine the role of HR in creating a respected working environment and sustainable revenue growth. The study will identify current misunderstandings and disparities in understanding of topics such as sustainable development, corporate social responsibility, and the link between strategic human resource management and sustainable HRM through a comprehensive literature review. It will also identify and recognise the challenges that sustainable HRM encounters in reality, with a particular emphasis on the prevalent strategic HRM schema and the misunderstanding of corporate social responsibility.

Covid-19 HRM Research Topics

The role of managers during the pandemic.

Research Aim: In this study, the Human resource management techniques which HR managers will adopt for performing their operations during the COVID -19 will be discussed.

The management techniques for employees.

Research Aim: This study will focus on how the employees are trained during the Coronavirus pandemic.

The economic Crisis for HR Managers during Covid-19

Research Aim: This study will discuss how the economic crisis will disturb the payroll and how the managers will work.

The policies of HR for affected employees.

Research Aim: In this study, HR will design policies on how HR will manage when there is a gap between employees working. How will the ill patients be provided with support by companies through HR?

The employees' cooperation for HR

Research Aim: This study will highlight how well the employees support the decisions of the HR policymakers during the pandemic.

HRM Dissertation Topics for 2023

Topic 1: effect of employee engagement on customer loyalty in the service-based industry.

Research Aim: Employees engagement means that employees are passionate and committed to their work. In the service industry, where employees’ performance can greatly influence the quality of service, it is worth exploring employee engagement in customer loyalty in the service-based industry. Therefore, in this study, survey-based research will be conducted to identify employee engagement in customer loyalty.

Topic 2: Contingent workforce and its impact on organisation’s performance – Evaluating the IT Industry

Research Aim: Nowadays, companies hire freelancers and contractual workers, unlike permanent payroll employees. Various cost benefits can be obtained by hiring such a workforce. However, such a workforce may not have the required skills to do a job as effectively as a trained staff would have done. Thus, the present study focuses on identifying the impact of a contingent workforce on its performance in the IT industry.

Topic 3: Factors of growing mental health issues of employees at workplace in service-based industries

Research Aim: The wellness of employees at the workplace is necessary for their mental health and work performance. This study will identify the factors that can increase employees’ mental health issues at the workplace based on survey-based of employees and managers of service-based industries.

Topic 4: Analysing the importance and impact of training and development on an organisation’s sustainability during economic crises.

Research Aim: to achieve organizational objectives and milestones, leaders and business owners have realized the importance of training and developing their workforce to align with the organizational objectives. This research aims to analyze the importance and impact of employee training and development on the organization’s sustainability during economic downturns.

Topic 5: How online digital platforms have helped organisations in recruiting effectively and efficiently

Research Aim: With the advent of technology, firms have revolutionized their business operations. Under this revolution, many organizations have adopted different techniques and methods to recruit talented employees. Therefore, this research intends to determine how online digital platforms have helped organizations find employees more efficiently and effectively.

Topic 6: Analysing the factors which directly impact an employee's personal decision to leave employment

Research Aim: Employee turnover rate has always been a major concern for many organizations regardless of their size and nature. A valuable and talented employee is usually hard to find and retain. However, it has been found out that different factors motivate an employee to search for a new job. Keeping this phenomenon in mind, the current research will be analyzing the factors that directly impact the employee’s personal decision to leave employment.

Topic 7: Critically analysing the concept of workplace flexibility and how it impacts employee and organisational performance

Research Aim: In today’s modern era, the workplace environment has been transformed drastically from a strict and conventional style to a more flexible one. Therefore, this research aims to critically analyze the concept of workplace flexibility and how it impacts employee and organizational performance.

Topic 8: A comparative analysis of employees' job satisfaction and motivational factors in public versus private organisations.

Research Aim: Job satisfaction and employee motivation are regarded as the most important element of HR practices. The main aim of HR policies is to satisfy, retain, and motivate employees. Therefore, this research aims to conduct a comparative analysis of the employee’s job satisfaction and motivational factors in public versus private organizations.

Topic 9: The influence of COVID-19 on virtual employee management practices by organisations

Research Aim: This research is highly useful in the current context of COVID-19. Organisations all around the world are getting impacted by the COVID-19 and are closed at the moment. The current study will focus on using different virtual employee management practices that companies can use in the current context of COVID-19. These practices will be beneficial for organizations in almost all business sectors.

Topic 10: The role of using transformational leadership style in the improvement of organisational creativity at Morrisons

Research Aim: The aim of this research will be the benefits of using the transformational leadership style by Morrisons’ leaders to improve organizational creativity. This study will research how leaders can get the advantage of a transformational leadership style for increasing creativity at the organization.

Topic 11: The green HRM practices and their impacts on the corporate image of IKEA

Research Aim: This study will aim to study different green HRM practices and their role in improving IKEA’s corporate image and reputation. It will be researched how companies can improve their corporate image by focusing on green HRM practices and processes. The findings will be beneficial for the management, customers as well as employees.

Topic 12: Involving employees in the decision-making process and its influence on employee productivity at Subway

Research Aim: It will be researched in this study how Subway and other companies in this industry can involve the workers in the decision-making process to improve employee productivity. It will be studied that employee productivity is increased by involving the employees in the decision-making process. The findings will be useful in designing useful HR practices by Subway.

Topic 13: The impact of a flat organisational structure on the decision-making process

Research Aim: The main objective of this study is to evaluate the decision-making difficulties and issues faced by HR managers of companies with a flat organizational structure. This study will also investigate the benefits and challenges related to the flat organizational structures used by companies. A case study approach will be used.

Topic 14: The role of workforce diversity in improving organisational capability and innovation at Toyota Motors

Research Aim: To carry out this study, an innovative company named Toyota Motors will be selected. The main objective for carrying out this study will be to analyze how the organizational capability and innovation at Toyota Motors are improved due to workforce diversity. The main emphasis will be on studying the workforce diversity present at Toyota Motors and its significance in improving innovation and organizational capability. The success factors of Toyota Motors for HR will be studied.

Topic 15: The impact of digitalization on changing HRM practices at Aviva

Research Aim: The contemporary business world moves towards digitalization due to technological advancements. This research will study the different impacts of digitalization in changing various HRM practices at Aviva. Different HRM practices used by Aviva before and after the digitalization era will be discussed, and the changes will be analyzed. This study will show how digitalization has changed HRM practices in the contemporary business world.

Topic 16: The influence of employee learning and development opportunities on employee satisfaction at British Airways

Research Aim: It will be studied in this research that how employee satisfaction at British Airways is influenced by employee learning and development opportunities. Different employee learning and development opportunities at BA will be studied, along with their impact on workforce satisfaction.

Topic 17: The impact of recognizing employee contributions on employee retention at Shell

Research Aim: This study’s main objective is to analyse whether Shell can retain its employees by recognizing their contributions or not. Different strategies used by Shell for recognizing employee contributions will be studied that lead towards motivating the employees, which ultimately impact the retention of workers.

Topic 18: The role of green HR practices in employee engagement and retention

Research Aim: Green HR practices is a newly emerged concept in HRM. The study will aim to research the impact of green HR practices on employee engagement and retention. It will be studied how companies can improve employee engagement and retention by focusing on green HR practices.

Topic 19: The role of providing daycare facilities in increasing the productivity of female employees

Research Aim: This study will be focusing on the productivity of female workers. It will be studied how female workers’ productivity is increased by providing daycare facilities for their children. The impact on the satisfaction level of female employees due to the daycare facility will also be explored.

Topic 20: The impact of artificial intelligence on enhancing the human resource practices of Zara

Research Aim: For this study, the researcher will focus on the concept of artificial intelligence and use it in the HR context. It will be studied that either the HR practices at Zara can be enhanced by implementing AI. The benefits and implications of implementing AI in the HR context will also be part of this study.

Topic 21: The role of e-leadership in improving employee productivity and motivation.

Research Aim: The contemporary business world has become highly advanced due to technological capabilities. The concept of e-leadership has emerged due to advancements in technology. The purpose of this study will be to analyse the impact of e-leadership in improving the productivity and motivation level of the workforce.

Topic 22: The role of effective HR planning in a successful strategic alliance process.

Research Aim: This study will study the importance of effective HR planning for the strategic alliance process. It will be studied how HR management can mould the HR practices and focus on effective HR planning to make the strategic alliance process successful.

Topic 23: The impact of different personality traits on teamwork at Microsoft

Research Aim: The main focus of this research will be studying Microsoft’s teamwork. It will be further analyzed how Microsoft’s teamwork is influenced by the personality traits possessed by different team members. Different types of personality traits will be studied in this research that impacts teamwork positively and negatively.

Topic 24: The impact of career growth opportunities on employee loyalty at HSBC Holdings.

Research Aim: This study will aim to review different types of career growth opportunities offered by HBSC Holdings to its employees. Moreover, it will also be studied how employee loyalty is improved due to various career growth opportunities. The findings of this study will be beneficial for the banking sector.

Topic 25: The role of adapted HR practices in improving organisational performance at the international branch of DHL.

Research Aim: The study’s main objective will be to analyse companies’ changes in their HR practices for international branches. How and why the HR practices are adapted by HR management for improving the organisational performance at the company’s branch, which is located outside the country. For this, the DHL case study will be selected, and it will be assessed how and why DHL has used adapted HR practices across different countries.

HR Learning and Development Dissertation Topics

All organisational activities aimed at improving the productivity and performance of groups and individuals can be classified as HRM’s learning and development function elements. Learning and development encompass three pivotal activities, including education, training, and development.

As such, the training activities help to evaluate an employee based on his existing job responsibilities. Educational activities include those focusing on jobs that an employee can expect to carry out in the future.

Finally, the development activities are those that the employer may partake in the future. If you’re interested in exploring this human resource topic in-depth, we have some interesting dissertation topics for you:

Topic 1:The importance of appreciative inquiry with respect to organisational learning and development culture – A case study of ExxonMobil

Research Aim: This research will discuss the importance of appreciative inquiry and its impact on organisational learning and development culture with a specific focus on ExxonMobil.

Topic 2:To establish the correlation between organisation competency development and learning activities & programmes

Research Aim: This research will discuss how organisational competency development and organisational learning activities are correlated.

Topic 3:An examination of knowledge management and organisational learning for sustained firm performance. A case study of British Telecom

Research Aim: This research will examine how organisational learning and knowledge management helped British Telecom sustain their firm performance.

Topic 4:Investigating learning and development of human resources in the public sector in the UK

Research Aim: This dissertation will evaluate the different ways of achieving the learning and development of human resources in the UK’s public sector.

Topic 32:The importance of HR learning and development activities for SMEs

Research Aim: This research will focus on how SMEs utilize HR learning and developmental activities to improve their employees’ performance.

Topic 33:Human resource practices and employees’ decision to quit – Does Lack of Learning and Development play a Role.

Research Aim: This research will focus on whether or not lack of learning and development in an organization leads to employee turnover,

Topic 34:Developing organisational competitive advantage through strategic employee training in computer knowledge

Research Aim: This dissertation will explore how companies can gain a strategic advantage over their competitors through employee training.

Topic 35:The impact of various training and learning based activities on employees’ productivity

Research Aim: The main aim of this research will be to determine the impact of different pieces of training and learnings on employees’ productivity.

Topic 36: The role of HR analytics and metrics in improving organizational performance at Tesco

Research Aim: This study aims to research a new concept in human resource management, named HR analytics and metrics. Moreover, their impact on improving organizational performance will also be studied. This study will be beneficial for Tesco in using HR analytics and metrics in different HR practices that can lead to improved organizational performance.

How Can ResearchProspect Help?

ResearchProspect writers can send several custom topic ideas to your email address. Once you have chosen a topic that suits your needs and interests, you can order for our dissertation outline service , which will include a brief introduction to the topic, research questions , literature review , methodology , expected results , and conclusion . The dissertation outline will enable you to review the quality of our work before placing the order for our full dissertation writing service !

HR Performance Review Dissertation Topics

A performance review, also known as a career development discussion, performance evaluation and employee appraisal, can be defined as a method to evaluate an employee based on their job performance, mainly for appraisals. This might be an interesting area to focus your dissertation on. Here are some interesting topics in this area of HRM:

Topic 37:To understand the relationship between performance review and employee motivation in large and diversified business organisations

Research Aim: This research will understand the relationship between employee motivation and employee performance review. Large and diversified businesses will be the main focus of this study.

Topic 38:Effective performance appraisal – A study to establish a correlation between employer satisfaction and optimising business results

Research Aim: This research will analyse the impact of performance appraisal on employer satisfaction and how it optimises business results.

Topic 39: Investigating the efficacy of performance appraisal from the perception of employees in UK retail industry – A case study of Tesco

Research Aim: This research will analyse the efficacy of performance appraisal concerning employees, with a specific focus on Tesco.

Topic 40: Employee performance appraisal and the role of fairness and satisfaction

Research Aim: This dissertation will explore whether employees report satisfaction and fairness when performance appraisal is conducted.

Topic 41:Investigating performance review and appraisal methods employed by human resource department of any large oil and gas company

Research Aim: This research will study the human resource department of a large oil and gas company and will investigate how “performance review” and appraisals are conducted.

Topic 42: Job satisfaction and performance appraisals – Are they Interconnected?

Research Aim: This research will study in-depth whether job satisfaction and performance appraisals are interconnected or not.

Topic 43:Investigating the relationship between public sector appraisals and the spinal pay reward

Research Aim: This research will talk about the spinal pay reward system and evaluate its effectiveness in the public sector.

Topic 44:Analysing the impact of performance management on employee performance improvement

Research Aim: This research will investigate how performance management helps companies improve their employees’ performance.

Topic 45: Can HR performance drive employee engagement? Studying the UK banking industry

Research Aim: This research will talk about the different ways through which HR performance review helps in improving employee engagement. The UK banking industry will be in focus in this study.

Topic 46:The role of HR performance review in increasing employee retention and productivity

Research Aim: This research will investigate how organisations utilize performance reviews as a tool to improve employee retention and productivity.

HR Employee Motivation Dissertation Topics

Employees need objectives and goals to remain focused. The quality of work may significantly drop if they are not constantly motivated by their employers.

Business organizations employ various employee motivation methods and techniques to keep their employees motivated. Thus, this is an interesting topic to explore for your final year dissertation. Here are some HRM dissertation topics related to employee motivation.

Topic 47:To investigate the role of motivation in HRM – A study highlighting the most important motivation factors for future business leaders

Research Aim: This research will discuss the different motivation factors organisations should use to develop future leaders. In addition to this, the role of motivation throughout HRM will be discussed.

Topic 48:Employee satisfaction and work motivation – Are they both related?

Research Aim: This research will understand the relationship between motivation and employee satisfaction and the different motivation techniques companies can employ to increase employee satisfaction.

Topic 49: Evaluating the Role of Employee motivation in performance Enhancement

Research Aim: This study will discuss the role of employee motivation concerning employee performance, i.e. whether it enhances performance or not.

Topic 50:Human resource management – Motivation among workers in large and diversified business organisations

Research Aim: This dissertation will talk about motivation in large and diversified organisations and how these companies ensure that their employees are motivated at all times.

Topic 51:Effects of motivational programmes and activities on employee performance

Research Aim: This research will focus on the different motivational techniques and programs that impact employee performance.

Topic 52: Does motivation play a role in decreasing employee turnovers? A case study of British Airways

Research Aim: This research will discuss the role of motivation in decreasing employee turnover with a specific focus on British airways.

Topic 53:Motivation and performance reward – Are the two interrelated?

Research Aim: This research will talk about motivation and performance rewards and will assess whether the two are interrelated and directly related.

Topic 54: Work productivity and the role of employee motivation programmes and activities

Research Aim: This study will assess employee motivation programs’ impact on employee productivity, i.e. if it increases or decreases.

Topic 55:To discuss the role of employee motivation in relation to retention levels

Research Aim: This research will analyze employee motivation’s role to help companies retain employees.

Topic 56:Differences and similarities between traditional and contemporary theories

Research Aim: This research will discuss and compare traditional and contemporary motivation theories implemented by companies.

Topic 57: The role of employee empowerment in employee motivation and satisfaction at British Petroleum.

Research Aim: This study will aim to analyse different strategies of employee empowerment carried out by British Petroleum and their impact on workers’ motivation and satisfaction. The research will be studied that either different employee empowerment strategies improve employee motivation and satisfaction. The findings will be beneficial for companies working in the petroleum sector.

Topic 58: The impact of open communication in improving employee engagement at Zara

Research Aim: In this research, different modes of communication used by organisations will be studied and especially the impact of open communication in improving employee engagement at Zara will be analyzed. The importance of open communication for different organisations in the fashion and retail sectors will be discussed. Moreover, different communication strategies that can help improve employee engagement at Zara will be discussed based on past literature, theories, and framework.

HR Performance Management Dissertation Topics

All processes and activities to consistently meet organisational goals and objectives can be considered the HR performance management mechanism elements. Different organisations employ different performance management strategies to gain a competitive advantage. To explore this area of human resources, here are some intriguing topics for you:

Topic 59:Investigating different performance management techniques for retaining employees

Research Aim: This research will talk about companies’ various performance management techniques to retain employees.

Topic 60:The role of performance management activities in improving employees’ skills and abilities

Research Aim: This research will discuss how performance management helps employees improve their skills and abilities and how it ultimately helps companies.

Topic 61:Managing performance of workers through performance management techniques – A Case Study of Google

Research Aim: This research will explore how organisations use different performance management techniques to manage employees and their performance. A specific focus of this study will be Google Incorporation.

Topic 62:Employee performance and performance management systems – A qualitative study

Research Aim: This study will conduct a qualitative study to understand the different performance management systems for improving employee performance.

Topic 63:Performance management examinations in human resource management of profit-oriented organisations

Research Aim: This research will understand performance management in profit-oriented companies regarding how their human resource department ensures optimal performance.

Topic 64:Exploring the essentials elements of the performance management framework

Research Aim: This research will explore its vital features and performance management framework.

Topic 65:Human resource management practices and business performance – The role of environmental uncertainties and strategies

Research Aim: This research will explore whether environment uncertainties and strategies play a role in employee and business performance.

Topic 66:The efficacy of performance management systems in the UK’s retail industry

Research Aim: This research will explore the UK’s retail industry’s performance management efficacy.

Topic 67:Towards a framework for performance management in a higher education institution

Research Aim: This research will investigate performance management in the educational setting.

Topic 68:Should wages be capped through performance management – A qualitative study

Research Aim: This research will analyse whether wages should be adjusted and capped concerning performance management with a focus on its effects.

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Strategic Human Resource Management Dissertation Topics

Strategic human resource management is tying the human resource management objective to the company’s goals and objectives. This helps companies in innovating and staying ahead of their competitors by gaining a competitive advantage.

Being a relatively new concept, there are various aspects of strategic HRM that are left to be explored. Here are some interesting strategic HRM dissertation topics for you:

Topic 69:The efficacy of communication processes and employees’ involvement plans to improve employee commitment towards organisational goals – A case study of Sainsbury

Research Aim: This research will study the role and efficacy of the communication processes and employees’ involvement in order to improve employees’ commitment towards organisational goals.

Topic 70:To investigate SHRM theory and practice in a call centre – A case study of any UK call centre

Research Aim: This dissertation will discuss the various SHRM theories and how it is implemented. A UK-based call center will be focused on this study.

Topic 71: Differences and similarities between SHRM strategies and policies employed by German and Japanese automobile companies

Research Aim: This research will compare the different SHRM techniques and policies implemented by German and Japanese automobile companies.

Topic 72: A resource-based view assessment of strategic human resources quality management systems

Research Aim: This research will understand the resource-based view of strategic human resources quality management systems.

Topic 73: To understand and critically evaluate the HRM strategies employed by small and medium sized enterprises in the UK

Research Aim: This research will discuss and evaluate the different strategic HRM strategies employed by small and medium-sized enterprises in the UK.

Topic 74: Relating organisational performance to strategic human resource management – A study of small scale businesses in the UK

Research Aim: This study will analyse whether organisational performance and strategic human resource management are interconnected by assessing small scale businesses in the UK.

Topic 75: Investigating strategic human resource management in Singapore – A qualitative study

Research Aim: This research will analyse strategic human resource management in Singapore by undertaking a qualitative method.

Topic 76: The role of organisational support programmes to enhance work outcome and employees behaviour

Research Aim: This research will understand the organisational support program in order to enhance employee work outcome and their behaviour.

Topic 77: To establish the most important components of strategic HRM for SMEs in the UK to develop a competitive advantage

Research Aim: This research will talk about the relationship between the different SHRM components for SMEs in the UK in order to gain a competitive advantage.

Topic 78: To establish the significance of the relationship between organisational performance and strategic human resource management

Research Aim: This research will explore the relationship between organisational performance and strategic human resource management and how it helps companies achieve their objectives.

Human Resource Theory Dissertation Topics

The human resource theory framework consists of a soft and hard approach to human resources management. Various theories cover the different aspects of the soft and hard human resource approach.

Exploring this area of HRM will help in understanding more about the soft and hard HRM approaches. Here are some dissertation topics in this area that you can choose from.

Topic 79: A comparative analysis of various human resources theory approaches

Research Aim: This research will discuss various human resource theories and approaches and provide a comparative analysis.

Topic 80:To study human resources systems practiced by Multinationals in the UK

Research Aim: This research will discuss the various human resource systems as practised by multinational companies operating in the UK.

Topic 81:The role of human resources management (HRM) in regards to addressing workers’ concerns.

Research Aim: This research will discuss the importance of human resources in understanding and addressing worker’s concerns.

Topic 82: Can HRM have a negative influence on the performance of business organisations – A qualitative study?

Research Aim: This research will discuss a unique aspect of human resource management, i.e. whether it harms the company’s performance or not.

Topic 83: Is Human resources the only option for employees? An exploratory study

Research Aim: This study will analyze human resources’ role in solving employee issues and assess whether it is the only option for employees.

Topic 84:Exploring the contribution of human resource to the success of organisations

Research Aim: This research will aim to understand the role and contribution of the human resource department in companies’ success.

Topic 85:To investigate the most predominant human HRM and control strategies employed by business organisations

Research Aim: This research will discuss an interesting topic, i.e. the most predominant HRM strategies organisations implement.

Topic 86:To investigate the role of HR as a shared service.

Research Aim: This study will discuss human resources’ role as a shared service in the organisation.

Topic 87:Does a supervisor has a role to play in implementing HR practices – A critical study

Research Aim: This study will critically analyze supervisors’ role in implementing human resource practices in an organization.

Topic 88:The ethics of firing employees – Do companies really follow it?

Research Aim: This research will focus on how employees are fired at organizations and whether human resources follow the ethics of firing or not.

HR Organisational Culture Dissertation Topics

Organisational culture, also known as organisational climate, is defined as the process by which an organisation’s culture can be quantified. The properties of the work environment that are either considered positive or negative by the employees (and that may influence their behaviour) are the most important components of the organisational culture framework.

Studying this aspect of human resources will help you gain an in-depth knowledge of the role of culture in human resource management. Here are some interesting dissertation topics in this area:

Topic 89:The role of leadership, HRM and culture in vitalising management systems in firms

Research Aim: This research will understand the role of leadership and culture in human resource management and how it helps companies manage their systems.

Topic 90:Finding the right balance between differentiation and standardisation of HRM practices and policies – HRM of multinational companies operating within the European Union

Research Aim: There are certain human resource practices that are standardized throughout the world. This research will investigate the differences between such standard policies with respect to culture. Multinationals operating in the European Union will be focused.

Topic 91:Cross-cultural human resource management – The role it plays in the success of different organisations

Research Aim: This research will study the role of cross-cultural human resource management in the success of companies.

Topic 92:The impact of cross-cultural competencies in start-up companies

Research Aim: A lot of companies do not encourage cross-cultural human resources in the workplace. This research will analyse how cross-cultural competencies help startups grow and succeed.

Topic 93:The role of organisational cultural on HRM policies and practices – A case study of Cambridge University

Research Aim: This research will aim to understand the role of organisational culture on human resource policies and practices. The main focus of this study will be at Cambridge University.

Topic 94:The relationship between human resource management practices and organisational culture towards organisational commitment

Research Aim: This research will assess the relationship between different cultures and human resource practices with respect to organisational commitment.

Topic 95: Investigating cultural differences between the work values of employees and the implications for managers

Research Aim: This study will conduct an investigation related to the work values of employees based on their various cultural differences. It will then be concluded what this means for the managers.

Topic 96:To effectively manage cultural change without affecting work productivity

Research Aim: This research will discuss an interesting topic as to how managers should manage organisational cultural change without harming productivity.

Topic 97:Inducting new employees into the culture – Does it help organisations?

Research Aim: This research will discuss whether or not it is feasible for organisations to hire employees when the company is undergoing a cultural change.

Topic 98:Recruiting to change the culture – The Impact it has on the Profitability of the Company

Research Aim: This research will discuss whether companies should hire to lead change in the organisation, i.e. whether hiring should be done for this specific purpose, and what this new hiring means for the company in terms of profitability.

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HR Diversity Dissertation Topics

The changing corporate world has provoked organisations to develop and implement diversity management systems as part of their human resource management system. Although relatively new, diversity management is an important research area of human resource management that brings challenges and learning to employees.

With many areas unexplored and literature gaps in this subject, there are some extremely interesting dissertation topics you can select for your final year project. Some of them are listed here:

Topic 99: Investigating the difference between discrimination and diversity – How Do they Impact Organisations

Research Aim: This research will discuss the differences between the two concepts, diversity and discrimination and their impact on organisations.

Topic 100:Managing diversity through HRM: A conceptual framework and an international perspective

Research Aim: This study will discuss how the human resource department can manage diversity. The study will be conducted in an international setting.

Topic 101:Managing diversity in the public sector – How do companies manage to remain successful

Research Aim: This research will explore managing diversity in the public sector and how these companies can be successful even through diversity.

Topic 102:Managing cultural diversity in human resource management

Research Aim: As much as a human resource helps companies manage diversity, how will companies manage diversity in their main HR department. This research will answer this exact question.

Topic 103:The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace

Research Aim: This research will focus on the tools available to human resources in managing diversity, and how they change it to opportunities and overcome diversity-related challenges.

Topic 104: Investigating the challenges of exclusion and inequality in organisations – Assessing HR’s role.

Research Aim: This research will first investigate the exclusion and inequality challenges that organisations face and how human resources overcome these challenges.

Topic 105:How does HRM Help in managing cultural differences and diversity

Research Aim: This research will discuss HR’s role in managing cultural differences and diversity in organisations.

Topic 106: Can HR eliminate diversity-related discrimination from workplaces? Assessing its role

Research Aim: This research will talk about HR’s role in eliminating diversity-related discrimination from organisations, and whether it will be successful in doing so or not.

Topic 107:Training managers for diversity – How difficult is it for companies and HR

Research Aim: This research will discuss and analyse the role of HR and companies in ensuring manager’s learning and development for diversity.

Topic 108:Training the newly hired staff for diversity in a large and diversified business organisation

Research Aim: This research will investigate the role of HR in training employees and staff to deal with, manage and coexist with diverse employees.

Important Notes:

As a human resource management student looking to get good grades, it is essential to develop new ideas and experiment with existing human resource management theories – i.e., to add value and interest to your research topic.

Human resource management is vast and interrelated to many other academic disciplines like management , operations management , project management , business , international business , MBA and more. That is why it is imperative to create a human resource management dissertation topic that is articular, sound, and actually solves a practical problem that may be rampant in the field.

We can’t stress how important it is to develop a logical research topic based on your entire research. There are several significant downfalls to getting your topic wrong; your supervisor may not be interested in working on it, the topic has no academic creditability, the research may not make logical sense, there is a possibility that the study is not viable.

This impacts your time and efforts in writing your dissertation , as you may end up in the cycle of rejection at the initial stage of the dissertation. That is why we recommend reviewing existing research to develop a topic, taking advice from your supervisor, and even asking for help in this particular stage of your dissertation.

While developing a research topic, keeping our advice in mind will allow you to pick one of the best human resource management dissertation topics that fulfil your requirement of writing a research paper and add to the body of knowledge.

Therefore, it is recommended that when finalizing your dissertation topic, you read recently published literature to identify gaps in the research that you may help fill.

Remember- dissertation topics need to be unique, solve an identified problem, be logical, and be practically implemented. Please look at some of our sample human resource management dissertation topics to get an idea for your own dissertation.

How to Structure your HRM Dissertation

A well-structured dissertation can help students to achieve a high overall academic grade.

• A Title Page
• Acknowledgements
• Declaration
• Abstract: A summary of the research completed
• Table of Contents
• Introduction : This chapter includes the project rationale, research background, key research aims and objectives, and the research problems. An outline of the structure of a dissertation can also be added to this chapter.
• Literature Review : This chapter presents relevant theories and frameworks by analyzing published and unpublished literature on the chosen research topic to address research questions . The purpose is to highlight and discuss the selected research area’s relative weaknesses and strengths while identifying research gaps. Break down the topic and key terms that can positively impact your dissertation and your tutor.
• Methodology : The data collection and analysis methods and techniques employed by the researcher are presented in the Methodology chapter, which usually includes research design , research philosophy, research limitations, code of conduct, ethical consideration, data collection methods, and data analysis strategy .
• Findings and Analysis : Findings of the research are analysed in detail under the Findings and Analysis chapter. All key findings/results are outlined in this chapter without interpreting the data or drawing any conclusions. It can be useful to include graphs, charts, and tables in this chapter to identify meaningful trends and relationships.
• Discussion and Conclusion : The researcher presents his interpretation of the results in this chapter and state whether the research hypothesis has been verified or not. An essential aspect of this section is establishing the link between the results and evidence from the literature. Recommendations with regards to the implications of the findings and directions for the future may also be provided. Finally, a summary of the overall research, along with final judgments, opinions, and comments, must be included in the form of suggestions for improvement.
• References : Make sure to complete this following your University’s requirements
• Bibliography
• Appendices : Any additional information, diagrams, and graphs used to complete the dissertation but not part of the dissertation should be included in the Appendices chapter. Essentially, the purpose is to expand the information/data.

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Human Resource Planning (HRP) Meaning, Process, and Examples

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What Is Human Resource Planning (HRP)?

Human resource planning (HRP) is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.

There are four key steps to the HRP process. They include analyzing present labor supply, forecasting labor demand, balancing projected labor demand with supply, and supporting organizational goals. HRP is an important investment for any business as it allows companies to remain both productive and profitable.

Key Takeaways

• Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of skilled employees while avoiding employee shortages or surpluses.
• Having a good HRP strategy in place can mean productivity and profitability for a company.
• There are four general steps in the HRP process: identifying the current supply of employees, determining the future of the workforce, balancing between labor supply and demand, and developing plans that support the company's goals.

Michela Buttignol

What Is Human Resource Planning (HRP) Used For?

Human resource planning allows companies to plan ahead so they can maintain a steady supply of skilled employees. The process is used to help companies evaluate their needs and to plan ahead to meet those needs.

Human resource planning needs to be flexible enough to meet short-term staffing challenges while adapting to changing conditions in the business environment over the longer term. HRP starts by assessing and auditing the current capacity of human resources.

Here, identifying a company's skill set and targeting the skills a company needs enables it to strategically reach business goals and be equipped for future challenges. To remain competitive, businesses may need advanced skills or to upskill their employees as the market environment evolves and changes.

To retain employees and remain competitive, HRP often looks at organizational design, employee motivation, succession planning, and increasing return on investment overall.

Challenges of Human Resource Planning (HRP)

The challenges to HRP include forces that are always changing. These include employees getting sick, getting promoted, going on vacation, or leaving for another job. HRP ensures there is the best fit between workers and jobs, avoiding shortages and surpluses in the employee pool.

To help prevent future roadblocks and satisfy their objectives, HR managers have to make plans to do the following:

• Find and attract skilled employees.
• Select, train, and reward the best candidates.
• Cope with absences and deal with conflicts.
• Promote employees or let some of them go.

Investing in HRP is one of the most important decisions a company can make. After all, a company is only as good as its employees, and a high level of employee engagement can be essential for a company's success. If a company has the best employees and the best practices in place, it can mean the difference between sluggishness and productivity, helping to lead a company to profitability.

What Are the Four Steps to Human Resource Planning (HRP)?

There are four general, broad steps involved in the human resource planning process. Each step needs to be taken in sequence in order to arrive at the end goal, which is to develop a strategy that enables the company to successfully find and retain enough qualified employees to meet the company's needs.

Analyzing labor supply

The first step of human resource planning is to identify the company's current human resources supply. In this step, the HR department studies the strength of the organization based on the number of employees, their skills, qualifications, positions, benefits, and performance levels.

Forecasting labor demand

The second step requires the company to outline the future of its workforce. Here, the HR department can consider certain issues like promotions, retirements, layoffs, and transfers—anything that factors into the future needs of a company. The HR department can also look at external conditions impacting labor demand , such as new technology that might increase or decrease the need for workers.

Balancing labor demand with supply

The third step in the HRP process is forecasting the employment demand. HR creates a gap analysis that lays out specific needs to narrow the supply of the company's labor versus future demand. This analysis will often generate a series of questions, such as:

• Should employees learn new skills?
• Does the company need more managers?
• Do all employees play to their strengths in their current roles?

Developing and implementing a plan

The answers to questions from the gap analysis help HR determine how to proceed, which is the final phase of the HRP process. HR must now take practical steps to integrate its plan with the rest of the company. The department needs a budget , the ability to implement the plan, and a collaborative effort with all departments to execute that plan.

Common HR policies put in place after this fourth step may include policies regarding vacation, holidays, sick days, overtime compensation, and termination.

The goal of HR planning is to have the optimal number of staff to make the most money for the company. Because the goals and strategies of a company change over time, human resource planning must adapt accordingly. Additionally, as globalization increases, HR departments will face the need to implement new practices to accommodate government labor regulations that vary from country to country.

The increased use of remote workers by many corporations will also impact human resource planning and will require HR departments to use new methods and tools to recruit, train, and retain workers.

Why Is Human Resource Planning Important?

Human resource planning (HRP) allows a business to better maintain and target the right kind of talent to employ—having the right technical and soft skills to optimize their function within the company. It also allows managers to better train the workforce and help them develop the required skills.

What Is "Hard" vs. "Soft" Human Resource Planning?

Hard HRP evaluates various quantitative metrics to ensure that the right number of the right sort of people are available when needed by the company. Soft HRP focuses more on finding employees with the right corporate culture, motivation, and attitude. Often these are used in tandem.

What Are the Basic Steps in HRP?

HRP begins with an analysis of the available labor pool from which a company can draw. It then evaluates the firm's present and future demand for various types of labor and attempts to match that demand with the supply of job applicants.

Quality employees are a company's most valuable asset. Human resource planning involves the development of strategies to ensure that a business has an adequate supply of employees to meet its needs and can avoid either a surplus or a lack of workers.

There are four general steps in developing such a strategy: first, analyzing the company's current labor supply; second, determining the company's future labor needs; third, balancing the company's labor needs with its supply of employees; and fourth, developing and implementing the HR plan throughout the organization.

A solid HRP strategy can help a company be both productive and profitable.

International Journal of Business and Management Invention. " Human Resource Planning-An Analytical Study ," Page 64.

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• Published: 17 April 2024

A data-driven combined prediction method for the demand for intensive care unit healthcare resources in public health emergencies

• Weiwei Zhang 1 &
• Xinchun Li 1  

BMC Health Services Research volume  24 , Article number:  477 ( 2024 ) Cite this article

Metrics details

Public health emergencies are characterized by uncertainty, rapid transmission, a large number of cases, a high rate of critical illness, and a high case fatality rate. The intensive care unit (ICU) is the “last line of defense” for saving lives. And ICU resources play a critical role in the treatment of critical illness and combating public health emergencies.

This study estimates the demand for ICU healthcare resources based on an accurate prediction of the surge in the number of critically ill patients in the short term. The aim is to provide hospitals with a basis for scientific decision-making, to improve rescue efficiency, and to avoid excessive costs due to overly large resource reserves.

A demand forecasting method for ICU healthcare resources is proposed based on the number of current confirmed cases. The number of current confirmed cases is estimated using a bilateral long-short-term memory and genetic algorithm support vector regression (BILSTM-GASVR) combined prediction model. Based on this, this paper constructs demand forecasting models for ICU healthcare workers and healthcare material resources to more accurately understand the patterns of changes in the demand for ICU healthcare resources and more precisely meet the treatment needs of critically ill patients.

Data on the number of COVID-19-infected cases in Shanghai between January 20, 2020, and September 24, 2022, is used to perform a numerical example analysis. Compared to individual prediction models (GASVR, LSTM, BILSTM and Informer), the combined prediction model BILSTM-GASVR produced results that are closer to the real values. The demand forecasting results for ICU healthcare resources showed that the first (ICU human resources) and third (medical equipment resources) categories did not require replenishment during the early stages but experienced a lag in replenishment when shortages occurred during the peak period. The second category (drug resources) is consumed rapidly in the early stages and required earlier replenishment, but replenishment is timelier compared to the first and third categories. However, replenishment is needed throughout the course of the epidemic.

The first category of resources (human resources) requires long-term planning and the deployment of emergency expansion measures. The second category of resources (drugs) is suitable for the combination of dynamic physical reserves in healthcare institutions with the production capacity reserves of corporations. The third category of resources (medical equipment) is more dependent on the physical reserves in healthcare institutions, but care must be taken to strike a balance between normalcy and emergencies.

Peer Review reports

Introduction

The outbreak of severe acute respiratory syndrome (SARS) in 2003 was the first global public health emergency of the 21st century. From SARS to the coronavirus disease (COVID-19) pandemic at the end of 2019, followed shortly by the monkeypox epidemic of 2022, the global community has witnessed eight major public health events within the span of only 20 years [ 1 ]. These events are all characterized by high infection and fatality rates. For example, the number of confirmed COVID-19 cases worldwide is over 700 million, and the number of deaths has exceeded 7 million [ 2 ]. Every major public health emergency typically consists of four stages: incubation, outbreak, peak, and decline. During the outbreak and transmission, surges in the number of infected individuals and the number of critically ill patients led to a corresponding increase in the urgent demand for intensive care unit (ICU) medical resources. ICU healthcare resources provide material security for rescue work during major public health events as they allow critically ill patients to be treated, which decreases the case fatality rate and facilitates the prevention and control of epidemics. Nevertheless, in actual cases of prevention and control, the surge in patients has often led to shortages of ICU healthcare resources and a short-term mismatch of supply and demand, which are problems that have occurred several times in different regions. These issues can drastically impact anti-epidemic frontline healthcare workers and the treatment outcomes of infected patients. According to COVID-19 data from recent years, many infected individuals take about two weeks to progress from mild to severe disease. As the peak of severe cases tends to lag behind that of infected cases, predicting the changes in the number of new infections can serve as a valuable reference for healthcare institutions in forecasting the demand for ICU healthcare resources. The accurate forecasting of the demand for ICU healthcare resources can facilitate the rational resource allocation of hospitals under changes in demand patterns, which is crucial for improving the provision of critical care and rescue efficiency. Therefore, in this study, we combined a support vector regression (SVR) prediction model optimized by a genetic algorithm (GA) with bidirectional long-short-term memory (BILSTM), with the aim of enhancing the dynamic and accurate prediction of the number of current confirmed cases. Based on this, we forecasted the demand for ICU healthcare resources, which in turn may enable more efficient resource deployment during severe epidemic outbreaks and improve the precise supply of ICU healthcare resources.

Research on the demand forecasting of emergency materials generally employs quantitative methods, and traditional approaches mainly include linear regression and GM (1,1). Linear regression involves the use of regression equations to make predictions based on data. Sui et al. proposed a method based on multiple regression that aimed to predict the demand for emergency supplies in the power grid system following natural disasters [ 3 ]. Historical data was used to obtain the impact coefficient of each factor on emergency resource forecasting, enabling the quick calculation of the demand for each emergency resource during a given type of disaster. However, to ensure prediction accuracy, regression analysis needs to be supported by data from a large sample size. Other researchers have carried out demand forecasting for emergency supplies from the perspective of grey prediction models. Li et al. calculated the development coefficient and grey action of the grey GM (1,1) model using the particle swarm optimization algorithm to minimize the relative errors between the real and predicted values [ 4 ]. Although these studies have improved the prediction accuracy of grey models, they mainly involve pre-processing the initial data series without considering the issue of the excessively fast increase in predicted values by traditional grey GM (1,1) models. In emergency situations, the excessively fast increase in predicted values compared to real values will result in the consumption of a large number of unnecessary resources, thereby decreasing efficiency and increasing costs. As traditional demand forecasting models for emergency supplies have relatively poor perfect order rates in demand analysis, which result in low prediction accuracy, they are not mainstream.

At present, dynamic models of infectious diseases and demand forecasting models based on machine learning are at the cutting edge of research. With regard to the dynamic models of infectious diseases, susceptible infected recovered model (SIR) is a classic mathematical model employed by researchers [ 5 , 6 , 7 ]. After many years of development, the SIR model has been expanded into various forms within the field of disease transmission, including susceptible exposed infected recovered model (SEIR) and susceptible exposed infected recovered dead model (SEIRD) [ 8 , 9 ]. Nevertheless, with the outbreak of COVID-19, dynamic models of infectious diseases have once again come under the spotlight, with researchers combining individual and group variables and accounting for different factors to improve the initial models and reflect the state of COVID-19 [ 10 , 11 , 12 , 13 ]. Based on the first round of epidemic data from Wuhan, Li et al. predicted the time-delay distributions, epidemic doubling time, and basic reproductive number [ 14 ]. Upon discovering the presence of asymptomatic COVID-19 infections, researchers began constructing different SEIR models that considered the infectivity of various viral incubation periods, yielding their respective predictions of the inflection point. Based on this, Anggriani et al. further considered the impact of the status of infected individuals and established a transmission model with seven compartments [ 15 ]. Efimov et al. set the model parameters for separating the recovered and the dead as uncertain and applied the improved SEIR model to analyze the transmission trend of the pandemic [ 16 ]. In addition to analyzing the transmission characteristics of normal COVID-19 infection to predict the status of the epidemic, many researchers have also used infectious disease models to evaluate the effects of various epidemic preventive measures. Lin et al. applied an SEIR model that considered individual behavioral responses, government restrictions on public gatherings, pet-related transmission, and short-term population movements [ 17 ]. Cao et al. considered the containment effect of isolation measures on the pandemic and solved the model using Euler’s numerical method [ 18 ]. Reiner et al. employed an improved SEIR model to study the impact of non-pharmaceutical interventions implemented by the government (e.g., restricting population movement, enhancing disease testing, and increasing mask use) on disease transmission and evaluated the effectiveness of social distancing and the closure of public spaces [ 19 ]. These studies have mainly focused on modeling the COVID-19 pandemic to perform dynamic forecasting and analyze the effectiveness of control measures during the epidemic. Infectious disease dynamics offer good predictions for the early transmission trends of epidemics. However, this approach is unable to accurately estimate the spread of the virus in open-flow environments. Furthermore, it is also impossible to set hypothetical parameters, such as disease transmissibility and the recovery probability constant, that are consistent with the conditions in reality. Hence, with the increase in COVID-19 data, this approach has become inadequate for the accurate long-term analysis of epidemic trends.

Machine learning has shown significant advantages in this regard [ 20 , 21 ]. Some researchers have adopted the classic case-based reasoning approach in machine learning to make predictions. However, it is not feasible to find historical cases that fully match the current emergency event, so this approach has limited operability. Other researchers have also employed neural network training in machine learning to make predictions. For example, Hamou et al. predicted the number of injuries and deaths, which in turn were used to forecast the demand for emergency supplies [ 22 ]. However, this approach requires a large initial dataset and a high number of training epochs, while uncertainty due to large changes in intelligence information can lead to significant errors in data prediction [ 23 , 24 , 25 ]. To address these problems, researchers have conducted investigations that account (to varying degrees) for data characterized by time-series and non-linearity and have employed time-series models with good non-linear fitting [ 26 , 27 , 28 ]. The use of LSTM to explore relationships within the data can improve the accuracy of predicting COVID-19 to some extent. However, there are two problems with this approach. First, LSTM neural networks require extremely large datasets, and each wave of the epidemic development cycle would be insufficient to support a dataset suitable for LSTM. Second, neural networks involve a large number of parameters and highly complex models and, hence, are susceptible to overfitting, which can prevent them from achieving their true and expected advantages in prediction.

Overall, Our study differs from other papers in the following three ways. First, the research object of this paper focuses on the specific point of ICU healthcare resource demand prediction, aiming to improve the rate of critical care patient treatment. However, past research on public health emergencies has focused more on resource prediction , such as N95 masks, vaccines, and generalized medical supplies during the epidemic , to mitigate the impact of rapid transmission and high morbidity rates. This has led to less attention being paid to the reality of the surge in critically ill patients due to their high rates of severe illness and mortality.

Second, the idea of this paper is to further forecast resource needs based on the projected number of people with confirmed diagnoses, which is more applicable to healthcare organizations than most other papers that only predict the number of people involved. However, in terms of the methodology for projecting the number of people, this paper adopts a combined prediction method that combines regression algorithms and recurrent neural networks to propose a BILSTM-GASVR prediction model for the number of confirmed diagnoses. It capitalizes on both the suitability of SVR for small samples and non-linear prediction as well as the learning and memory abilities of BILSTM in processing time-series data. On the basis of the prediction model for the number of infected cases, by considering the characteristics of ICU healthcare resources, we constructed a demand forecasting model of emergency healthcare supplies. Past public health emergencies are more likely to use infectious disease models or a single prediction model in deep learning. some of the articles, although using a combination of prediction, but also more for the same method domain combination, such as CNN-LSTM, GRU-LSTM, etc., which are all recurrent neural networks.

Third, in terms of specific categorization of resources to be forecasted, considering the specificity of ICU medical resources, we introduce human resource prediction on the basis of previous studies focusing on material security, and classified ICU medical resources into three categories: ICU human resources, drugs and medical equipment. The purpose of this classification is to match the real-life prediction scenarios of public health emergencies and improve the demand forecasting performance for local ICU healthcare resources. Thus, it is easy for healthcare institutions to grasp the overall development of events, optimizing decision-making, and reducing the risk of healthcare systems collapsing during the outbreak stage.

In this section, we accomplish the following two tasks. Firstly, we introduce the idea of predicting the number of infected cases and show the principle of the relevant models. Secondly, based on the number of infected cases, ICU healthcare resources are divided into two categories (healthcare workers and healthcare supplies), and their respective demand forecasting models are constructed.

Prediction model for the number of infected cases

Gasvr model.

Support vector machine (SVM) is a machine-learning language for classification developed by Vapnik [ 29 ]. Suppose there are two categories of samples: H1 and H2. If hyperplane H is able to correctly classify the samples into these two categories and maximize the margin between the two categories, it is known as the optimal separating hyperplane (OSH). The sample vectors closest to the OSH in H1 and H2 are known as the support vectors. To apply SVM to prediction, it is essential to perform regression fitting. By introducing the \(\varepsilon\) -insensitive loss function, SVM can be converted to a support vector regression machine, where the role of the OSH is to minimize the error of all samples from this plane. SVR has a theoretical basis in statistical learning and relatively high learning performance, making it suitable for performing predictions in small-sample, non-linear, and multi-dimensional fields [ 30 , 31 ].

Assume the training sample set containing \(l\) training samples is given by \(\{({x}_{i},{y}_{i}),i=\mathrm{1,2},...,l\}\) , where \({x}_{i}=[{x}_{i}^{1},{x}_{i}^{2},...,{x}_{i}^{d}{]}^{\rm T}\) and \({y}_{i}\in R\) are the corresponding output values.

Let the regression function be \(f(x)=w\Phi (x)+b\) , where \(\phi (x)\) is the non-linear mapping function. The linear \(\varepsilon\) -insensitive loss function is defined as shown in formula ( 1 ).

Among the rest, \(f(x)\) is the predicted value returned by the regression function, and \(y\) is the corresponding real value. If the error between \(f(x)\) and \(y\) is ≤ \(\varepsilon\) , the loss is 0; otherwise, the loss is \(\left|y-f(x)\right|-\varepsilon\) .

The slack variables \({\xi }_{i}\) and \({\xi }_{i}^{*}\) are introduced, and \(w\) , \(b\) are solved using the following equation as shown in formula ( 2 ).

Among the rest, \(C\) is the penalty factor, with larger values indicating a greater penalty for errors > \(\varepsilon\) ; \(\varepsilon\) is defined as the error requirement, with smaller values indicating a smaller error of the regression function.

The Lagrange function is introduced to solve the above function and transformed into the dual form to give the formula ( 3 ).

Among the rest, \(K({x}_{i},{x}_{j})=\Phi ({x}_{i})\Phi ({x}_{j})\) is the kernel function. The kernel function determines the structure of high-dimensional feature space and the complexity of the final solution. The Gaussian kernel is selected for this study with the function \(K({x}_{i},{x}_{j})=\mathit{exp}(-\frac{\Vert {x}_{i}-{x}_{j}\Vert }{2{\sigma }^{2}})\) .

Let the optimal solution be \(a=[{a}_{1},{a}_{2},...,{a}_{l}]\) and \({a}^{*}=[{a}_{1}^{*},{a}_{2}^{*},...,{a}_{l}]\) to give the formula ( 4 ) and formula ( 5 ).

Among the rest, \({N}_{nsv}\) is the number of support vectors.

In sum, the regression function is as shown in formula ( 6 ).

when some of the parameters are not 0, the corresponding samples are the support vectors in the problem. This is the principle of SVR. The values of the three unknown parameters (penalty factor C, ε -insensitive loss function, and kernel function coefficient \(\sigma )\) , can directly impact the model effect. The penalty factor C affects the degree of function fitting through the selection of outliers in the sample by the function. Thus, excessively large values lead to better fit but poorer generalization, and vice versa. The ε value in the ε-insensitive loss function determines the accuracy of the model by affecting the width of support vector selection. Thus, excessively large values lead to lower accuracy that does not meet the requirements and excessively small values are overly complex and increase the difficulty. The kernel function coefficient \(\sigma\) determines the distribution and range of the training sample by controlling the size of inner product scaling in high-dimensional space, which can affect overfitting.

Therefore, we introduce other algorithms for optimization of the three parameters in SVR. Currently the commonly used algorithms are 32and some heuristic algorithms. Although the grid search method is able to find the highest classification accuracy, which is the global optimal solution. However, sometimes it can be time-consuming to find the optimal parameters for larger scales. If a heuristic algorithm is used, we could find the global optimal solution without having to trace over all the parameter points in the grid. And GA is one of the most commonly used heuristic algorithms, compared to other heuristic algorithms, it has the advantages of strong global search, generalizability, and broader blending with other algorithms.

Given these factors, we employ a GA to encode and optimize the relevant parameters of the model. The inputs are the experimental training dataset, the Gaussian kernel function expression, the maximum number of generations taken by the GA, the accuracy range of the optimized parameters, the GA population size, the fitness function, the probability of crossover, and the probability of mutation. The outputs are the optimal penalty factor C, ε-insensitive loss function parameter \(\varepsilon ,\) and optimal Gaussian kernel parameter \(\sigma\) of SVR, thus achieving the optimization of SVR. The basic steps involved in GA optimization are described in detail below, and the model prediction process is shown in Fig. 1 .

Prediction process of the GASVR model

Population initialization

The three parameters are encoded using binary arrays composed of 0–1 bit-strings. Each parameter consisted of six bits, and the initial population is randomly generated. The population size is set at 60, and the number of iterations is 200.

Fitness calculation

In the same dataset, the K-fold cross-validation technique is used to test each individual in the population, with K = 5. K-fold cross validation effectively avoids the occurrence of model over-learning and under-learning. For the judgment of the individual, this paper evaluates it in terms of fitness calculations. Therefore, combining the two enables the effective optimization of the model’s selected parameters and improves the accuracy of regression prediction.

Fitness is calculated using the mean error method, with smaller mean errors indicating better fitness. The fitness function is shown in formula ( 7 ) [ 32 ].

The individual’s genotype is decoded and mapped to the corresponding parameter value, which is substituted into the SVR model for training. The parameter optimization range is 0.01 ≤ C ≤ 100, 0.1 ≤ \(\sigma\) ≤ 20, and 0.001 ≤ ε ≤ 1.

Selection: The selection operator is performed using the roulette wheel method.

Crossover: The multi-point crossover operator, in which two chromosomes are selected and multiple crossover points are randomly chosen for swapping, is employed. The crossover probability is set at 0.9.

Mutation: The inversion mutation operator, in which two points are randomly selected and the gene values between them are reinserted to the original position in reverse order, is employed. The mutation probability is set at 0.09.

Decoding: The bit strings are converted to parameter sets.

The parameter settings of the GASVR model built in this paper are shown in Table 1 .

BILSTM model

The LSTM model is a special recurrent neural network algorithm that can remember the long-term dependencies of data series and has an excellent capacity for self-learning and non-linear fitting. LSTM automatically connects hidden layers across time points, such that the output of one time point can arbitrarily enter the output terminal or the hidden layer of the next time point. Therefore, it is suitable for the sample prediction of time-series data and can predict future data based on stored data. Details of the model are shown in Fig. 2 .

Schematic diagram of the LSTM model

LSTM consists of a forget gate, an input gate, and an output gate.

The forget gate combines the previous and current time steps to give the output of the sigmoid activation function. Its role is to screen the information from the previous state and identify useful information that truly impacts the subsequent time step. The equation for the forget gate is shown in formula ( 8 ).

Among the number, \(W_{f}\) is the weight of the forget gate, \({b}_{f}\) is the bias, \(\sigma\) is the sigmoid activation function, \({f}_{t}\) is the output of the sigmoid activation function, \(t-1\) is the previous time step, \(t\) is the current time step, and \({x}_{t}\) is the input time-series data at time step \(t\) .

The input gate is composed of the output of the sigmoid and tanh activation functions, and its role is to control the ratio of input information entering the information of a given time step. The equation for the input gate is shown in formula ( 9 ).

Among the number, \({W}_{i}\) is the output weight of the input gate, \({i}_{t}\) is the output of the sigmoid activation function, \({b}_{i}\) and \({b}_{C}\) are the biases of the input gate, and \({W}_{C}\) is the output of the tanh activation function.

The role of the output gate is to control the amount of information output at the current state, and its equation is shown in formula ( 10 ).

Among the number, \({W}_{o}\) is the weight of \({o}_{t}\) , and \({b}_{o}\) is the bias of the output gate.

The values of the above activation functions \(\sigma\) and tanh are generally shown in formulas ( 11 ) and ( 12 ).

\({C}_{t}\) is the data state of the current time step, and its value is determined by the input information of the current state and the information of the previous state. It is shown in formula ( 13 ).

Among the number, \(\widetilde{{C}_{t}}=\mathit{tan}h({W}_{c}[{h}_{t-1},{x}_{t}]+{b}_{c})\) .

\({h}_{t}\) is the state information of the hidden layer at the current time step, \({h}_{t}={o}_{t}\times \mathit{tan}h({c}_{t})\) .Each time step \({T}_{n}\) has a corresponding state \({C}_{t}\) . By undergoing the training process, the model can learn how to modify state \({C}_{t}\) through the forget, output, and input gates. Therefore, this state is consistently passed on, implying that important distant information will neither be forgotten nor significantly affected by unimportant information.

The above describes the principle of LSTM, which involves forward processing when applied. BILSTM consists of two LSTM networks, one of which processes the input sequence in the forward direction (i.e., the original order), while the other inputs the time series in the backward direction into the LSTM model. After processing both LSTM networks, the outputs are combined, which eventually gives the output results of the BILSTM model. Details of the model are presented in Fig. 3 .

Schematic diagram of the BILSTM model

Compared to LSTM, BILSTM can achieve bidirectional information extraction of the time-series and connect the two LSTM layers onto the same output layer. Therefore, in theory, its predictive performance should be superior to that of LSTM. In BILSTM, the equations of the forward hidden layer( \(\overrightarrow{{h}_{t}}\) ) , backward hidden layer( \(\overleftarrow{{h}_{t}}\) ) , and output layer( \({o}_{t}\) ) are shown in formulas ( 14 ) , ( 15 ) and ( 16 ).

The parameter settings of the BILSTM model built in this paper are shown in Table 2 .

Informer model

The Informer model follows the compiler-interpreter architecture in the Transformer model, and based on this, structural optimizations have been made to reduce the computational time complexity of the algorithm and to optimize the output form of the interpreter. The two optimization methods are described in detail next.

With large amounts of input data, neural network models can have difficulty capturing long-term interdependencies in sequences, which can produce gradient explosions or gradient vanishing and affect the model's prediction accuracy. Informer model solves the existential gradient problem by using a ProbSparse Self-attention mechanism to make more efficient than conventional self-attention.

The value of Transformer self-attention is shown in formula ( 17 ).

Among them, \(Q\in {R}^{{L}_{Q}\times d}\) is the query matrix, \(K\in {R}^{{L}_{K}\times d}\) is the key matrix, and \(V\in {R}^{{L}_{V}\times d}\) is the value matrix, which are obtained by multiplying the input matrix X with the corresponding weight matrices \({W}^{Q}\) , \({W}^{K}\) , \({W}^{V}\) respectively, and d is the dimensionality of Q, K, and V. Let \({q}_{i}\) , \({k}_{i}\) , \(v_{i}\) represent the ith row in the Q, K, V matrices respectively, then the ith attention coefficient is shown in formula ( 18 ) as follows.

Therein, \(p({k}_{j}|{q}_{i})\) denotes the traditional Transformer's probability distribution formula, and \(k({q}_{i},{K}_{l})\) denotes the asymmetric exponential sum function. Firstly, q=1 is assumed, which implies that the value of each moment is equally important; secondly, the difference between the observed distribution and the assumed one is evaluated by the KL scatter, if the value of KL is bigger, the bigger the difference with the assumed distribution, which represents the more important this moment is. Then through inequality \(ln{L}_{k}\le M({q}_{i},K)\le {\mathit{max}}_{j}\left\{\frac{{q}_{i}{k}_{j}^{\rm T}}{\sqrt{d}}\right\}-\frac{1}{{L}_{k}}{\sum }_{j=1}^{{L}_{k}}\left\{\frac{{q}_{i}{k}_{j}^{\rm T}}{\sqrt{d}}\right\}+ln{L}_{k}\) , \(M({q}_{i},K)\) is transformed into \(\overline{M}({q}_{i},K)\) . According to the above steps, the ith sparsity evaluation formula is obtained as shown in formula ( 19 ) [ 33 ].

One of them, \(M({q}_{i},K)\) denotes the ith sparsity measure; \(\overline{M}({q}_{i},K)\) denotes the ith approximate sparsity measure; \({L}_{k}\) is the length of query vector. \(TOP-u\) quantities of \(\overline{M}\) are selected to form \(\overline{Q}\) , \(\overline{Q}\) is the first u sparse matrices, and the final sparse self-attention is shown in Formula ( 20 ). At this point, the time complexity is still \(O({n}^{2})\) , and to solve this problem, only l moments of M2 are computed to reduce the time complexity to \(O(L\cdot \mathit{ln}(L))\) .

Informer uses a generative decoder to obtain long sequence outputs.Informer uses the standard decoder architecture shown in Fig. 4 , in long time prediction, the input given to the decoder is shown in formula ( 21 ).

Informer uses a generative decoder to obtain long sequence outputs

Therein, \({X}_{de}^{t}\) denotes the input to the decoder; \({X}_{token}^{t}\in {R}^{({L}_{token}+{L}_{y})\times {d}_{\mathit{mod}el}}\) is the dimension of the encoder output, which is the starting token without using all the output dimensions; \({X}_{0}^{t}\in {R}^{({L}_{token}+{L}_{y})\times {d}_{\mathit{mod}el}}\) is the dimension of the target sequence, which is uniformly set to 0; and finally the splicing input is performed to the encoder for prediction.

The parameter settings of Informer model created in this paper are shown in Table 3 .

BILSTM-GASVR combined prediction model

SVR has demonstrated good performance in solving problems like finite samples and non-linearity. Compared to deep learning methods, it offers faster predictions and smaller empirical risks. BILSTM has the capacity for long-term memory, can effectively identify data periodicity and trends, and is suitable for the processing of time-series data. Hence, it can be used to identify the effect of time-series on the number of confirmed cases. Given the advantages of these two methods in different scenarios, we combined them to perform predictions using GASVR, followed by error repair using BILSTM. The basic steps for prediction based on the BILSTM-GASVR model are as follows:

Normalization is performed on the initial data.

The GASVR model is applied to perform training and parameter optimization of the data to obtain the predicted value \(\widehat{{y}_{i}}\) .

After outputting the predicted value of GASVR, the residual sequence between the predicted value and real data is extracted to obtain the error \({\gamma }_{i}\) (i.e., \({\gamma }_{i}={y}_{i}-\widehat{{y}_{i}}\) ).

The BILSTM model is applied to perform training of the error to improve prediction accuracy. The BILSTM model in this paper is a multiple input single output model. Its inputs are the true and predicted error values \({\gamma }_{i}\) and its output is the new error value \(\widehat{{\gamma }_{i}}\) predicted by BILSTM.

The final predicted value is the sum of the GASVR predicted value and the BILSTM residual predicted value (i.e., \({Y}_{i}=\widehat{{y}_{i}}+\widehat{{\gamma }_{i}}\) ).

The parameter settings of the BILSTM-GASVR model built in this paper are shown in Table 4 .

Model testing criteria

To test the effect of the model, the prediction results of the BILSTM-GASVR model are compared to those of GASVR, LSTM, BILSTM and Informer. The prediction error is mainly quantified using three indicators: mean squared error (MSE), root mean squared error (RMSE), and correlation coefficient ( \(R^{2}\) ). Their respective equations are shown in formulas ( 22 ), ( 23 ) and ( 24 ).

Demand forecasting model of ICU healthcare resources

ICU healthcare resources can be divided into human and material resources. Human resources refer specifically to the professional healthcare workers in the ICU. Material resources, which are combined with the actual consumption of medical supplies, can be divided into consumables and non-consumables. Consumables refer to the commonly used drugs in the ICU, which include drugs for treating cardiac insufficiency, vasodilators, anti-shock vasoactive drugs, analgesics, sedatives, muscle relaxants, anti-asthmatic drugs, and anticholinergics. Given that public health emergencies have a relatively high probability of affecting the respiratory system, we compiled a list of commonly used drugs for respiratory diseases in the ICU (Table 5 ).

Non-consumables refer to therapeutic medical equipment, including electrocardiogram machines, blood gas analyzers, electrolyte analyzers, bedside diagnostic ultrasound machines, central infusion workstations, non-invasive ventilators, invasive ventilators, airway clearance devices, defibrillators, monitoring devices, cardiopulmonary resuscitation devices, and bedside hemofiltration devices.

The demand forecasting model of ICU healthcare resources constructed in this study, as well as its relevant parameters and definitions, are described below. \({R}_{ij}^{n}\) is the forecasted demand for the \(i\) th category of resources on the \(n\) th day in region \(j\) . \({Y}_{j}^{n}\) is the predicted number of current confirmed cases on the \(n\) th day in region \(j\) . \({M}_{j}^{n}\) is the number of ICU healthcare workers on the \(n\) th day in region \(j\) , which is given by the following formula: number of healthcare workers the previous day + number of new recruits − reduction in number the previous day, where the reduction in number refers to the number of healthcare workers who are unable to work due to infection or overwork. In general, the number of ICU healthcare workers should not exceed 5% of the number of current confirmed cases (i.e., it takes the value range [0, \(Y_{j}^{n}\) ×5%]). \(U_{i}\) is the maximum working hours or duration of action of the \(i\) th resource category within one day. \({A}_{j}\) is the number of resources in the \(i\) th category allocated to patients (i.e., how many units of resources in the \(i\) th category is needed for a patient who need the \(i\) th unit of the given resource). \({\varphi }_{i}\) is the demand conversion coefficient (i.e., the proportion of the current number of confirmed cases who need to use the \(i\) th resource category). \({C}_{ij}^{n}\) is the available quantity of material resources of the \(i\) th category on the \(n\) th day in region \(j\) . At the start, this quantity is the initial reserve, and once the initial reserve is exhausted, it is the surplus from the previous day. The formula for this parameter is given as follows: available quantity from the previous day + replenishment on the previous day − quantity consumed on the previous day, where if \({C}_{ij}^{n}\) is a negative number, it indicates the amount of shortage for the given category of resources on the previous day.

In summary, the demand forecast for emergency medical supplies constructed in this study is shown in formula ( 25 ).

The number of confirmed cases based on data-driven prediction is introduced into the demand forecasting model for ICU resources to forecast the demand for the various categories of resources. In addition to the number of current confirmed cases, the main variables of the first demand forecasting model for human resources are the available quantity and maximum working hours. The main variable of the second demand forecasting model for consumable resources is the number of units consumed by the available quantity. The main variable of the third model for non-consumable resources is the allocated quantity. These three resource types can be predicted using the demand forecasting model constructed in this study.

Prediction of the number of current infected cases

The COVID-19 situation in Shanghai is selected for our experiment. A total of 978 entries of epidemic-related data in Shanghai between January 20, 2020, and September 24, 2022, are collected from the epidemic reporting platform. This dataset is distributed over a large range and belongs to a right-skewed leptokurtic distribution. The specific statistical description of data is shown in Table 6 . Part of the data is shown in Table 7 .

And we divided the data training set and test set in an approximate 8:2 ratio, namely, 798 days for training (January 20, 2020 to March 27, 2022) and 180 days for prediction (March 28, 2022 to September 24, 2022).

Due to the large difference in order of magnitude between the various input features, directly implementing training and model construction would lead to suboptimal model performance. Such effects are usually eliminated through normalization. In terms of interval selection, [0, 1] reflects the probability distribution of the sample, whereas [-1, 1] mostly reflects the state distribution or coordinate distribution of the sample. Therefore, [-1, 1] is selected for the normalization interval in this study, and the processing method is shown in formula ( 26 ).

Among the rest, \(X\) is the input sample, \({X}_{min}\) and \({X}_{max}\) are the minimum and maximum values of the input sample, and \({X}_{new}\) is the input feature after normalization.

In addition, we divide the data normalization into two parts, considering that the amount of data in the training set is much more than the test set in the real operating environment. In the first step, we normalize the training set data directly according to the above formula; in the second step, we normalize the test data set using the maximum and minimum values of the training data set.

The values of the preprocessed data are inserted into the GASVR, LSTM, Informer, BILSTM models and the BILSTM-GASVR model is constructed. Figures 5 , 6 , 7 , 8 and 9 show the prediction results. From Figs. 5 , 6 , and 7 , it can be seen that in terms of data accuracy, GASVR more closely matches the real number of infected people relative to BILSTM and LSTM. Especially in the most serious period of the epidemic in Shanghai (April 17, 2022 to April 30, 2022), the advantage of the accuracy of the predicted data of GASVR is even more obvious, which is due to the characteristics of GASVR for small samples and nonlinear prediction. However, in the overall trend of the epidemic, BILSTM and LSTM, which have the ability to learn and memorize to process time series data, are superior. It is clearly seen that in April 1, 2022-April 7, 2022 and May 10, 2022-May 15, 2022, there is a sudden and substantial increase in GASVR in these two time phases, and a sudden and substantial decrease in April 10, 2022-April 14, 2022. These errors also emphasize the stability of BILSTM and LSTM, which are more closely matched to the real epidemic development situation in the whole process of prediction, and the difference between BILSTM and LSTM prediction is that the former predicts data more accurately than the latter, which is focused on the early stage of prediction as well as the peak period of the epidemic. Informer is currently an advanced time series forecasting method. From Fig. 8 , it can be seen that the prediction data accuracy and the overall trend of the epidemic are better than the single prediction models of GASVR, LSTM and BILSTM. However, Informer is more suitable for long time series and more complex and large prediction problems, so the total sample size of less than one thousand cases is not in the comfort zone of Informer model. Figure 9 shows that the BILSTM-GASVR model constructed in this paper is more suitable for this smaller scale prediction problem, with the best prediction results, closest to the actual parameter (number of current confirmed cases), demonstrating small sample and time series advantages. In Short, the prediction effect of models is ranked as follows: BILSTM-GASVR> Informer> GASVR> BILSTM> LSTM.

The prediction result of the GASVR model

The prediction result of the LSTM model

The prediction result of the BILSTM model

The prediction result of the Informer model

The prediction result of the BILSTM-GASVR model

The values of the three indicators (MSE, RMSE, and correlation coefficient \({R}^{2}\) ) for the five models are shown in Table 8 . MSE squares the error so that the larger the model error, the larger the value, which help capture the model's prediction error more sensitively. RMSE is MSE with a root sign added to it, which allows for a more intuitive representation of the order of magnitude difference from the true value. \({R}^{2}\) is a statistical indicator used to assess the overall goodness of fit of the model, which reflects the overall consistency of the predicted trend and does not specifically reflect the degree of data. The results in the Table 8 are consistent with the prediction results in the figure above, while the ranking of MSE, RMSE, and \({R}^{2}\) are also the same (i.e., BILSTM-GASVR> Informer> GASVR> BILSTM> LSTM).

In addition, we analyze the five model prediction data using significance tests as a way of demonstrating whether the model used is truly superior to the other baseline models. The test dataset with kurtosis higher than 4 does not belong to the approximate normal distribution, so parametric tests are not used in this paper. Given that the datasets predicted by each of the five models are continuous and independent datasets, this paper uses the Kruskal-Wallis test, which is a nonparametric test. The test steps are as follows.

Determine hypotheses (H0, H1) and significance level ( \(\alpha\) ).

For each data set, all its sample data are combined and ranked from smallest to largest. Then find the number of data items ( \({n}_{i}\) ), rank sum ( \({R}_{i}\) ) and mean rank of each group of data respectively.

Based on the rank sum, the test statistic (H) is calculated for each data set in the Kruskal-Wallis test. The specific calculation is shown in formula ( 27 ).

According to the test statistic and degrees of freedom, find the corresponding p-value in the Kruskal-Wallis distribution table. Based on the P-value, determine whether the original hypothesis is valid.

In the significance test, we set the significance setting original hypothesis (H0) as there is no significant difference between the five data sets obtained from the five predictive models. We set the alternative hypothesis (H1) as there is a significant difference between the five data sets obtained from the five predictive models. At the same time, we choose the most commonly used significance level taken in the significance test, namely 0.05. In this paper, multiple comparisons and two-by-two comparisons of the five data sets obtained from the five predictive models are performed through the SPSS software. The results of the test show that in the multiple comparison session, P=0.001<0.05, so H0 is rejected, which means that the difference between the five groups of data is significant. In the two-by-two comparison session, BILSTM-GASVR is less than 0.05 from the other four prediction models. The specific order of differences is Informer < GASVR < BILSTM < LSTM, which means that the BILSTM-GASVR prediction model does get a statistically significant difference between the dataset and the other models.

In summary, combined prediction using the BILSTM-GASVR model is superior to the other four single models in various aspects in the case study analysis of Shanghai epidemic with a sample size of 978.

Demand forecasting of ICU healthcare resources

Combined with the predicted number of current infected cases, representatives are selected from the three categories of resources for forecasting. The demand for nurses is selected as the representative for the first category of resources.

In view of the fact that there are currently no specific medications that are especially effective for this public health emergency, many ICU treatment measures involved helping patients survive as their own immune systems eliminated the virus. This involved, for example, administering antibiotics when patients developed a secondary bacterial infection. glucocorticoids are used to temporarily suppress the immune system when their immune system attacked and damaged lung tissues causing patients to have difficulty breathing. extracorporeal membrane oxygenation (ECMO) is used for performing cardiopulmonary resuscitation when patients are suffering from cardiac arrest. In this study, we take dexamethasone injection (5 mg), a typical glucocorticoid drug, as the second category of ICU resources (i.e., drugs); and invasive ventilators as the third category of ICU resources (i.e., medical equipment).

During the actual epidemic in Shanghai, the municipal government organized nine critical care teams, which are stationed in eight municipally designated hospitals and are dedicated to the treatment of critically ill patients. In this study, the ICU nurses, dexamethasone injections, and invasive ventilators in Shanghai are selected as the prediction targets and introduced into their respective demand forecasting models. Forecasting of ICU healthcare resources is then performed for the period from March 28, 2022, to April 28, 2022, as an example. Part of the parameter settings for the three types of resources are shown in Tables 9 , 10 , and 11 , respectively.

Table 12 shows the forecasting results of the demand for ICU nurses, dexamethasone injections, and invasive ventilators during the epidemic wave in Shanghai between March 28, 2022, and April 28, 2022.

For the first category (i.e., ICU nurses), human resource support is only needed near the peak period, but the supply could not be replenished immediately. In the early stages, Shanghai could only rely on the nurses’ perseverance, alleviating the shortage of human resources by reducing the number of shifts and increasing working hours. This situation persisted until about April 10 and is only resolved when nurses from other provinces and regions successively arrived in Shanghai.

The second category of ICU resources is drugs, which are rapidly consumed. The pre-event reserve of 30,000 dexamethasone injections could only be maintained for a short period and is fully consumed during the outbreak. Furthermore, daily replenishment is still needed, even when the epidemic has passed its peak and begun its decline.

The third category is invasive ventilators, which are non-consumables. Thus, the reserve lasted for a relatively long period of time in the early stages and did not require replenishment after its maximum usage during the peak period.

Demand forecasting models are constructed based on the classification of healthcare resources according to their respective features. We choose ICU nurses, dexamethasone injections, and invasive ventilators as examples, and then forecast demand for the epidemic wave in Shanghai between March 28, 2022, and April 28, 2022. The main conclusions are as follows:

A long period of time is needed to train ICU healthcare workers who can independently be on duty, taking at least one year from graduation to entering the hospital, in addition to their requiring continuous learning, regular theoretical training, and the accumulation of clinical experience during this process. Therefore, for the first category of ICU healthcare resources, in the long term, healthcare institutions should place a greater emphasis on their talent reserves. Using China as an example, according to the third ICU census, the ratio of the number of ICU physicians to the number of beds is 0.62:1 and the ratio of the number of nurses to the number of beds is 1.96:1, which are far lower than those stipulated by China itself and those of developed countries. Therefore, a fundamental solution is to undertake proactive and systematic planning and construction to ensure the more effective deployment of human resources in the event of a severe outbreak. In the short term, healthcare institutions should focus on the emergency expansion capacity of their human resources. In case there are healthcare worker shortages during emergencies, the situation can be alleviated by summoning retired workers back to work and asking senior medical students from various universities to help in the hospitals to prevent the passive scenario of severely compressing the rest time of existing staff or waiting for external aid. However, it is worth noting that to ensure the effectiveness of such a strategy of using retired healthcare workers or senior students of university medical faculties, it is necessary for healthcare organizations to provide them with regular training in the norm, such as organizing 2-3 drills a year, to ensure the professionalism and proficiency of healthcare workers who are temporarily and suddenly put on the job. At the same time, it is also necessary to fully mobilize the will of individuals. Medical institutions can provide certain subsidies to retired health-care workers and award them with honorable titles. For senior university medical students, volunteer certificates are issued and priority is given to their internships, so that health-care workers can be motivated to self-realization through spiritual and material rewards.

Regarding the second category of ICU resources (i.e., drugs), healthcare institutions perform the subdivision of drug types and carry out dynamic physical preparations based on 15–20% of the service recipient population for clinically essential drugs. This will enable a combination of good preparedness during normal times and emergency situations. In addition, in-depth collaboration with corporations is needed to fully capitalize on their production capacity reserves. This helps medical institutions to be able to scientifically and rationally optimize the structure and quantity of their drug stockpiles to prevent themselves from being over-stressed. Yet the lower demand for medicines at the end of the epidemic led to the problem of excess inventory of enterprises at a certain point in time must be taken into account. So, the medical institutions should sign a strategic agreement on stockpiling with enterprises, take the initiative to bear the guaranteed acquisition measures, and consider the production costs of the cooperative enterprises. These measures are used to truly safeguard the enthusiasm of the cooperative enterprises to invest in the production capacity.

Regarding the third category of ICU resources (i.e., medical equipment), large-scale medical equipment cannot be rapidly mass-produced due to limitations in the capacity for emergency production and conversion of materials. In addition, the bulk procurement of high-end medical equipment is also relatively difficult in the short term. Therefore, it is more feasible for healthcare institutions to have physical reserves of medical equipment, such as invasive ventilators. However, the investment costs of medical equipment are relatively high. Ventilators, for example, cost up to USD $50,000, and subsequent maintenance costs are also relatively high. After all, according to the depreciable life of specialized hospital equipment, the ventilator, as a surgical emergency equipment, is depreciated over five years. And its depreciation rate is calculated at 20% annually for the first five years, which means a monthly depreciation of $835. Thus, the excessively low utilization rate of such equipment will also impact the hospital. Healthcare institutions should, therefore, conduct further investigations on the number of beds and the reserves of ancillary large-scale medical equipment to find a balance between capital investment and patient needs.

The limitations of this paper are reflected in the following three points. Firstly, in the prediction of the number of infections, the specific research object in this paper is COVID-19, and other public health events such as SARS, H1N1, and Ebola are not comparatively analyzed. The main reason for this is the issue of data accessibility, and it is easier for us to analyze events that have occurred in recent years. In addition, using the Shanghai epidemic as a specific case may be more representative of the epidemic situation in an international metropolis with high population density and mobility. Hence, it has certain regional limitations, and subsequent studies should expand the scope of the case study to reflect the characteristics of epidemic transmission in different types of urban areas and enhance the generalizability.

Secondly, the main emphasis of this study is on forecasting the demand for ICU healthcare resources across the entire region of the epidemic, with a greater focus on patient demand during public emergencies. Our aims are to help all local healthcare institutions more accurately identify changes in ICU healthcare resource demand during this local epidemic wave, gain a more accurate understanding of the treatment demands of critically ill patients, and carry out comprehensive, scientifically based decision-making. Therefore, future studies can examine individual healthcare institutions instead and incorporate the actual conditions of individual units to construct multi-objective models. In this way, medical institutions can further grasp the relationship between different resource inputs and the recovery rate of critically ill patients, and achieve the balance between economic and social benefits.

Finally, for the BILSTM-GASVR prediction method, in addition to the number of confirmed diagnoses predicted for an outbreak in a given region, other potential applications beyond this type of medium-sized dataset still require further experimentation. For example, whether the method is suitable for procurement planning of a certain supply in production management, forecasting of goods sales volume in marketing management, and other long-period, large-scale and other situations.

Within the context of major public health events, the fluctuations and uncertainties in the demand for ICU resources can lead to large errors between the healthcare supply and actual demand. Therefore, this study focuses on the question of forecasting the demand for ICU healthcare resources. Based on the number of current confirmed cases, we construct the BILSTM-GASVR model for predicting the number of patients. By comparing the three indicators (MSE, MAPE, and correlation coefficient \(R^{2}\) ) and the results of the BILSTM, LSTM, and GASVR models, we demonstrate that our model have a higher accuracy. Our findings can improve the timeliness and accuracy of predicting ICU healthcare resources and enhance the dynamics of demand forecasting. Hence, this study may serve as a reference for the scientific deployment of ICU resources in healthcare institutions during major public events.

Given the difficulty in data acquisition, only the Shanghai epidemic dataset is selected in this paper, which is one of the limitations mentioned in Part 4. Although the current experimental cases of papers in the same field do not fully conform to this paper, the results of the study cannot be directly compared. However, after studying the relevant reviews and the results of the latest papers, we realize that there is consistency in the prediction ideas and prediction methods [ 34 , 35 ]. Therefore, we summarize the similarities and differences between the results of the study and other research papers in epidemic forecasting as shown below.

Similarities: on the one hand, we all characterize trends in the spread of the epidemic and predict the number of infections over 14 days. On the other hand, we all select the current mainstream predictive models as the basis and combine or improve them. Moreover, we all use the same evaluation method (comparison of metrics such as MSE and realistic values) to evaluate the improvements against other popular predictive models.

Differences: on the one hand, other papers focus more on predictions at the point of the number of patients, such as hospitalization rate, number of infections, etc. This paper extends the prediction from the number of patients to the specific healthcare resources. This paper extends the prediction from the number of patients to specific healthcare resources. We have divided the medical resources and summarized the demand regularities of the three types of information in the epidemic, which provides the basis for decision-making on epidemic prevention to the government or medical institutions. On the other hand, in addition to the two assessment methods mentioned in the same point, this paper assesses the performance of the prediction methods with the help of significance tests, which is a statistical approach to data. This can make the practicality of the forecasting methodology more convincing.

Availability of data and materials

The datasets used and/or analysed during the current study available from the corresponding author on reasonable request.

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Zhang, W., Li, X. A data-driven combined prediction method for the demand for intensive care unit healthcare resources in public health emergencies. BMC Health Serv Res 24 , 477 (2024). https://doi.org/10.1186/s12913-024-10955-8

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