Dear sir/madam,
I am a recent Master graduate with an Msc in Human Resource Management and Development from the Liverpool Hope University in the UK; with a Two years experience in the HR department.
I am planning to enrol for a Phd Study and I would like some guidance on some suitable topics. My postgraduate research was on Training and Employee Engagement and I would like to carry on the same light.
My areas of interest include, Employee Motivation, Training and Development and Engagement.
Please Advise on appropriate area for I am a little not sure on what will be suitable.
Thank You
Regards
David-Terence
From United Kingdom, Liverpool
I am a recent Master graduate with an Msc in Human Resource Management and Development from the Liverpool Hope University in the UK; with a Two years experience in the HR department.
I am planning to enrol for a Phd Study and I would like some guidance on some suitable topics. My postgraduate research was on Training and Employee Engagement and I would like to carry on the same light.
My areas of interest include, Employee Motivation, Training and Development and Engagement.
Please Advise on appropriate area for I am a little not sure on what will be suitable.
Thank You
Regards
David-Terence
From United Kingdom, Liverpool
Hello David-Terrence,
My perspective would be to take up the field of Talent Engagement and Retention. Reasons for the same -
HR has evolved over decades with phrases being added, dropped, people coming and going. Over years, if there is one thing that has provided a distinction between companies is the employees. The product, service, regulations, process are all dependent on people. No matter how mechanised a process is, if the right people are not there at the right time, it cant function on computers alone. Over years, thinking has evolved from "cheap labour" to "Skilled labour" to "driven labour" to "labour management" and so on. That's was when companies dominated the market.
But today when people, good people get to dominate the market and when they look at themselves, they evaluate their lives not by the money they make, but by their quality of life. And since a person spends an average of 50% of their time at work or thinking about work, it becomes important to not just reimburse them but also reward and recognise this dedication.
Over the next few decades, we see a trend already emerging for talent Retention and Engagement. Companies no longer consider Policy as a 'be all' but they frame policies based on people requirements. No longer is talent is money oriented but Life oriented. And for such creative, dedicated, willing Talent - one has to constantly innovate to keep them engaged. Hence I feel this would be a very relevant topic over the Next few years and by virtue of forward thinking, this topic dominates my mind.
Best of Luck for the Phd and wishing you success.
Regards,
Deena Jagasia
From India, Mumbai
46My perspective would be to take up the field of Talent Engagement and Retention. Reasons for the same -
HR has evolved over decades with phrases being added, dropped, people coming and going. Over years, if there is one thing that has provided a distinction between companies is the employees. The product, service, regulations, process are all dependent on people. No matter how mechanised a process is, if the right people are not there at the right time, it cant function on computers alone. Over years, thinking has evolved from "cheap labour" to "Skilled labour" to "driven labour" to "labour management" and so on. That's was when companies dominated the market.
But today when people, good people get to dominate the market and when they look at themselves, they evaluate their lives not by the money they make, but by their quality of life. And since a person spends an average of 50% of their time at work or thinking about work, it becomes important to not just reimburse them but also reward and recognise this dedication.
Over the next few decades, we see a trend already emerging for talent Retention and Engagement. Companies no longer consider Policy as a 'be all' but they frame policies based on people requirements. No longer is talent is money oriented but Life oriented. And for such creative, dedicated, willing Talent - one has to constantly innovate to keep them engaged. Hence I feel this would be a very relevant topic over the Next few years and by virtue of forward thinking, this topic dominates my mind.
Best of Luck for the Phd and wishing you success.
Regards,
Deena Jagasia
From India, Mumbai
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