国外人力资源管理硕士dissertation选题指导
07-27, 2015
人力资源管理一直是国外留学生硕士dissertation选题热门主题。关于如何选题方面，很多学生还是没有太多思路。下面将以几个题目为例，对选题后写作思路进行讲解，并提供一些与主题相关的阅读文献，希望对留学生选题时候有启发作用。
human resource management dissertation topic
人力资源管理选题1:Within the classical business strategy model, what contribution can strategic HRM make?
撰写思路：这篇毕业dissertation主要从三方面讨论当代经典商业战略和人力资源管理。首先，文章介绍一些与主题相关的重要专业术语，并讨论了战略规划的古典理论和它与战略人力资源管理的关联。其次，文章将分析战略人力资源管理在基于资源的战略规划模型中的作用。最后，文章提供了一些关于在当代商业环境中如果不断更新学习理论并充分运用于实践中的建议。
建议阅读文献：
Collins, C.J. and Clark, K.D. (2003) ‘Strategic human resource practices, top management team social networks, and firm performance: The role of humanresource practices in creating organizational competitive advantage'. Academy of Management Journal, Vol. 46(6), pp.740-751.
Dyer, L. and Holder, G.W. (1988) ‘A strategic perspective of human resource management', in, Dyer, L. (ed.), Human resource management: Evolving roles and responsibilities. Bureau of National Affairs, Washington, DC, pp.1-46.
Elbanna, L. and John, C. (2007) ‘Influences on strategic decision effectiveness: Development and test of an integrative model', Strategic Management Journal, Vol. 28, pp. 431-453.
人力资源管理选题2: Not always an order from head office: Employee-initiated transfers
撰写思路：雇员将全球化环境视作改善家庭机会，可能寻求移居国外。这项研究分析了公司如何应对一心想在国外工作的员工，以及公司在留住雇员上如何控制成本。此外，文章讨论了公司如何肩负起对确保雇员的家庭在国外被接受的责任；国外环境恰好适合雇员家庭吗，居住环境是否也是有公司来负责，以及对于雇员家庭其他成员，比如配偶，他们的工作机会怎么保证呢？文章在最后将研究由于雇员寻求在国外工作造成的雇员祖国人力资源枯竭程度。由于全球经济衰退，世界各国都在严格限制工作签证。本文研究就针对这个长期存在的问题提供了及时解决方案。
建议阅读文献:
Al Ariss, A. (2010) ‘Modes of engagement: Migration, self-initiated expatriation, and career development', Career Development International, Vol. 15(4), pp.338-358.#p#分页标题#e#
Howe-Walsh, L. and Schyns, B. (2010) ‘Self-initiated expatriation: Implications for HRM', The International Journal of Human Resource Management, Vol. 21(2), pp. 260-273.
Kononov, O. (2012) ‘Foreign investment v. employment of expatriates: Immigration obstacles for foreign investors', East European Business Law Review, Vol. 10(10), pp. 45-78.
人力资源管理选题3：An analysis of the use of rewards management as an incentive for the retention of staff within the higher education sector
撰写思路：作为HR中相对较新的方法，薪酬管理涉及到政策和策略的形成和实施。人力资源政策确保雇员回报与他为组织做出的贡献相吻合。文章选取高等教育机构作为研究对象，研究分析了处理财务财务奖励之外的其他奖励多大程度上增加雇员士气以及雇员保留率。通过这项研究，我们可以看到传统的财务薪酬体系在当前市场环境下是否能保证雇员达到最佳绩效。
建议阅读文献:
Perkins, S.J. and White, G. (2011) Reward management: Alternatives, consequences and contexts. London: Chartered Institute of Personnel and Development.
Taticchi, P. (2010) Business performance measurement and management: New contexts, themes and challenges. Heidelberg: Springer.
Thomas, K.W. (2002) Intrinsic motivation at work: Building energy and commitment. San Francisco: Berrett-Koehler Publishers.
human resource management dissertation topic
人力资源管理选题1:Within the classical business strategy model, what contribution can strategic HRM make?
撰写思路：这篇毕业dissertation主要从三方面讨论当代经典商业战略和人力资源管理。首先，文章介绍一些与主题相关的重要专业术语，并讨论了战略规划的古典理论和它与战略人力资源管理的关联。其次，文章将分析战略人力资源管理在基于资源的战略规划模型中的作用。最后，文章提供了一些关于在当代商业环境中如果不断更新学习理论并充分运用于实践中的建议。
建议阅读文献：
Collins, C.J. and Clark, K.D. (2003) ‘Strategic human resource practices, top management team social networks, and firm performance: The role of humanresource practices in creating organizational competitive advantage'. Academy of Management Journal, Vol. 46(6), pp.740-751.
Dyer, L. and Holder, G.W. (1988) ‘A strategic perspective of human resource management', in, Dyer, L. (ed.), Human resource management: Evolving roles and responsibilities. Bureau of National Affairs, Washington, DC, pp.1-46.
Elbanna, L. and John, C. (2007) ‘Influences on strategic decision effectiveness: Development and test of an integrative model', Strategic Management Journal, Vol. 28, pp. 431-453.
人力资源管理选题2: Not always an order from head office: Employee-initiated transfers
撰写思路：雇员将全球化环境视作改善家庭机会，可能寻求移居国外。这项研究分析了公司如何应对一心想在国外工作的员工，以及公司在留住雇员上如何控制成本。此外，文章讨论了公司如何肩负起对确保雇员的家庭在国外被接受的责任；国外环境恰好适合雇员家庭吗，居住环境是否也是有公司来负责，以及对于雇员家庭其他成员，比如配偶，他们的工作机会怎么保证呢？文章在最后将研究由于雇员寻求在国外工作造成的雇员祖国人力资源枯竭程度。由于全球经济衰退，世界各国都在严格限制工作签证。本文研究就针对这个长期存在的问题提供了及时解决方案。
建议阅读文献:
Al Ariss, A. (2010) ‘Modes of engagement: Migration, self-initiated expatriation, and career development', Career Development International, Vol. 15(4), pp.338-358.#p#分页标题#e#
Howe-Walsh, L. and Schyns, B. (2010) ‘Self-initiated expatriation: Implications for HRM', The International Journal of Human Resource Management, Vol. 21(2), pp. 260-273.
Kononov, O. (2012) ‘Foreign investment v. employment of expatriates: Immigration obstacles for foreign investors', East European Business Law Review, Vol. 10(10), pp. 45-78.
人力资源管理选题3：An analysis of the use of rewards management as an incentive for the retention of staff within the higher education sector
撰写思路：作为HR中相对较新的方法，薪酬管理涉及到政策和策略的形成和实施。人力资源政策确保雇员回报与他为组织做出的贡献相吻合。文章选取高等教育机构作为研究对象，研究分析了处理财务财务奖励之外的其他奖励多大程度上增加雇员士气以及雇员保留率。通过这项研究，我们可以看到传统的财务薪酬体系在当前市场环境下是否能保证雇员达到最佳绩效。
建议阅读文献:
Perkins, S.J. and White, G. (2011) Reward management: Alternatives, consequences and contexts. London: Chartered Institute of Personnel and Development.
Taticchi, P. (2010) Business performance measurement and management: New contexts, themes and challenges. Heidelberg: Springer.
Thomas, K.W. (2002) Intrinsic motivation at work: Building energy and commitment. San Francisco: Berrett-Koehler Publishers.
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