CIPD Dissertation Topics

There are several topics which can be used as dissertation for students to carry out further research in these areas. These areas cover most topic in the CIPD curriculum and are therefore relevant as topics of study to enable students to further their understanding and insights in these given areas. These topics can be applicable to both the Undergraduate and Postgraduate students. Some of the key topics covered include; HR in practice, Training and Development, Coaching and Mentoring, Performance Reviews and Management, Strategic Human Resource Management, Staff retention and on boarding, Organisational culture as well as Employee Welfare (Study aids 2020). These topics guide the student to select the area they are most interested in and find previous works done on the same area and gives them an opportunity to contribute to the body of knowledge by conducting their own research and documenting their own findings. The theoretical review examines the theories which are currently in place and how they shape the area of study by affecting the possible outcomes. The conceptual framework looks at how the various factors currently influencing the area of study can contribute positively in the research findings. Below are some of the most popular dissertation topics that one can choose from;

The Relationship between Performance Appraisal and Employee Motivation – in this topic, the research will assess the various factors which influence the Performance Appraisal and their overall impact on Employee Motivation. The research can look at the various theorems in favour of performance appraisal and establish a link and their influence on employee motivation. Further, the researcher looks at employee motivation and assesses the various ways to keep employees engaged and motivated at work and also how employees end up being discouraged and how these instances can be avoided. Performance appraisal is also examined and its significance measured against the potential benefits of keeping employee motivated and engaged at work. The researcher also may consider some of the factors which influence the effectiveness and efficiency of performance appraisals such as frequency, length and measurement tools used.

Rewarding motivating and retaining employees – this dissertation topic provides insight into how best the HR function can use rewards and motivation in a bid to retain their employees for longer. Here, the various rewards are analysed (that is, both the financial rewards such as cash and promotion and the non-financial rewards such as gifts and other benefits like extrinsic and intrinsic rewards) and their impact on employee retention as compared to allowing the employees to leave. Here, the researcher looks into the various reasons why employees leave and why they stay and what the role of HR is in either decision. The researcher then examines how rewards (both intrinsic and extrinsic) can make the employee feel recognised, appreciated and as part of the organisation and therefore decide to stay longer in the firm. Further, the benefits of employee retention can be discussed at length and the potential costs incurred by the firm when its employee leave.

Impact of training and rewarding employees on customer satisfaction –  in this topic, the research evaluates the role that training and development plays in employee retention. Here, the researcher can assess how to identify the training needs of employees and how best to provide training which can be either through coaching and mentoring or through regular trainings and seminars facilitated by both internal and external experts. Further, the researcher is also interested in how employee retention translates to customer satisfaction and increased profitability. The researcher should identify the impact of employee retention to customer satisfaction in terms of strengthened relationships, enhanced trust and improved quality of service which increase customer service and as a result the customers become loyal to the brand. This also makes the reputation of the company and its brand image to improve and consecutively, enlarged market share and competitiveness in the industry.

Leadership and its impact on employee motivation and engagement –  in this topic, the research tries to identify the various theories of leadership and their impact on keeping employees motivated and interested in their work. The different styles of leadership control how much authority and power can be delegated by the leader to the junior staff and the resulting impact it has on them. The researcher may also explore both the pros and cons of delegation and to what extent and under which circumstances the leaders can successfully delegate their roles. Further, the research may study the role of leadership in offering coaching and mentoring lessons to the employees and how these improve their personal growth and development translating to better performance at work and new perspectives of doing things (continuous innovations). The topic also analyses the role of leaders in identifying and correcting negative mind sets and perspectives at work and how it motivates employees to be more engaged at work.

Challenges of development of E-Recruitment procedures through social networking websites for global firms – in this topic, the challenges of online recruitment and selection are discussed with specific interest being drawn to International companies. The research looks at the available theories and literature that supports online recruitment and the possible benefits that can be obtained versus the challenges that are experienced due to online recruitment. Then the researcher looks at how social networking websites are dealing with these challenges and the best way to strike a balance between the benefits and challenges and some of the precautions that websites could undertake in a bid to minimise the inherent risks associated with online recruitment and selection.

Effective HR strategies for reducing employee turnover –  the study focuses on the strategic moves which HR can adapt to lessen the employee turnover rates. The researcher concentrates on issues such as qualified and experienced personnel as a strategic move to reduce employee turnover. The study will also assess the role that HR plays in recruiting, training, motivating, rewarding employees and addressing their concerns and complaints and how this makes them opt to stay for longer in the firm as opposed to them leaving. The study also examines the impact of effective and efficient strategies such as employee involvement in key decisions and how it contributes to them staying in the form for longer to actualise the objectives they set. The research also addresses the issues which lead employees to leave and the possible costs and outcomes of their departure to both the organisation and the employees themselves.

Analysis of the relationship between personality traits and job satisfaction – in this study, the researcher may scrutinize how personal attributes and traits affect the satisfaction of employees. In details, the researcher will measure to what extent choosing the correct career path in relation to obtaining personal gratification. Further, the researcher will evaluate the significance of culture fit assessment for employees before joining the organisation. This examination helps to determine how suitable the employee is in coping with the culture of the firm and hence attaining personal gratification. The study also illumines the dangers of lack of job satisfaction and the inherent risk to the organisation. The research will also identify the measures that HR can take to measure job satisfaction and strategies they can adapt to improve job satisfaction for their employees.

Factors affecting growing mental health issues of employees at workplace in the service based industries –  according to Alexander (2021), the researcher doing this topic concentrates on the mental health issues of employees and the effect on their performance. In this study, the researcher examines how the organisations and especially service based industries are prepared to cope with the mental health challenges of their employees when they occur. An analysis if what are the possible causes of mental health issues, contribution of work related stress and the strategies to mitigate such from arising. Further, the researcher can look into the contribution of the firm to the welfare of its employees and how the adverse influence of job related stress can be mitigated or avoided. Further, the researcher looks into factors which can positively minimise mental health challenges and how they can be incorporated into the operational activities that employees engage in such as having open discussions and HR quickly addressing the complaints and challenges raised to their attention.

Analysis of the concept of workplace flexibility and its effect on employee and organisational performance – in this topic, the researcher looks at the existing organisation framework and its impact on employee performance. Here, issues such as flexibility in working hours, working remotely and not necessarily from within the office and the approval steps and procedures are all monitored and their resultant impact on organisational performance. The role of management in allowing flexible working environment is studied with the possible pros and cons which might be obtained as a result of increased autonomy and delegation. The study will also compare the firms who have integrated flexibility in their operation s and those who have not and give a report on the benefits that they are enjoying in terms of the employee performance.

How merger and acquisition decisions influence HR practices – for this study, the researcher will identify the consequences of mergers and acquisitions for employees and the entire HR practice. The researcher will look at issues such as job description, layoffs and dismissals and the laws which have to be followed in such procedures. Here, the effects of mergers and acquisitions on the firm will be gauged and the researcher may suggest possible ways to curb the adverse effects (Dissertationsage 2021)