contoh thesis human resources

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210 Comprehensive Human Resources Thesis Topics To Look Into

Human resources thesis topics revolve around the different functions of human resource managers. This subject is a vast research area and the most crucial in any organization. Therefore, students have many topics from which they can pick the titles of their dissertations. Nevertheless, a good paper title in this subject should enable the student to focus on this field’s latest transformation and evolution.

Human resource is a business aspect that handles issues like employee recruitment, relations, training, and other workforce elements. An effective company’s human resource department plays a significant role in ensuring the success of a business.

Informative research papers on this subject can help a company improve this essential department and the overall welfare of the employees. They should also reflect in-depth research and present information in an organized and engaging manner. Here’s a brief outline from a  professional thesis writer of an excellent human resource thesis.

• Introduction: A good human resource paper introduction should describe the topic and provide a thesis statement. It should also tell the readers why the issue is relevant and include definitions of the used terms.
• Literature review: This section highlights the implemented literature and studies. It provides the theoretical or conceptual framework for justifying the used materials.
• Qualitative methodology: In this section, students should show the research design or methods and their scientific relevance while analyzing the setting, describing objects or participants of the study.
• Quantitative research methods: This section follows the described research design, problem questions, descriptions, and hypotheses. The difference is that the student provides population statistics and samples related to the methodology.
• Analysis: The student analyzes the gathered data, including references to different scientific journals and opinions in this section. A mixed approach can feature strategy patterns after a brief overview, focusing on goals and hypotheses.
• Research outcomes: This chapter explains the study’s findings. The author can organize the results by research questions or hypotheses.
• Conclusion: In this section, the student summarizes the findings while providing suggestions for further studies. Ideally, this chapter should wrap the work together while giving opinions or justifying the used style.

Your professor may not have the time to discuss these sections of an HR dissertation with you. The supervisor might also not have sufficient time to guide you through these chapters. Nevertheless, the internet has several resources you can use to write a paper that will earn you the top grade in your class.

Latest Human Resource Thesis Topics

Perhaps, you’re pursuing college or university studies and want to write a dissertation about the latest developments in this field. In that case, select any of the following ideas for your thesis topic.

• The effects of the non-financial and financial aspect of employees’ rewards
• The importance of risk management by the human resource department
• Effective employee training strategies
• Analyzing hard skills and soft skills
• The scope of long-term employee training courses
• How employee training helps a company in overcoming the economic crisis
• Improving inefficient employee selection process through training
• Employee training strategies that maximize productivity
• Investigating harassment assessment at the workplace
• Effective reward techniques for enhancing employee loyalty
• The reward management process in human resource management
• Why employee training matters
• The responsibilities and roles of employee trainers and managers
• Why reward is essential in improving performance
• Different types of employee rewards that enhance performance
• Analysis of reward management strategies
• Investigation on performance management in different stages
• The latest trends in employee performance improvement
• Evaluating employee performance management styles
• The importance of performance management in the retail industry
• Ways to retrain employees based on performance analysis
• Investigating the essence of a reward system for a start-up
• Comparing the impact of rewards on the workforce motivation
• Examining the reward system in developing economies
• Performance management- What are the real-life objectives?
• Employee performance management strategies that human resource managers should know
• The effectiveness of employee performance management in the current world
• Crucial elements of employee performance appraisal
• Effectiveness of employee performance appraisal in multinational corporations
• How effective is money as an employee’s motivation tool?
• How employee motivation increases innovation and creativity
• Why the human resource should motivate and inspire employees
• The role of the HR department in motivating employees
• How the human resource department can motivate employees
• Analyzing the motivational level of workers in public and private companies
• Unique ways a company can avoid wages and hours issues
• How to maintain safety at the workplace
• Problems that affect attendance and timekeeping among employees
• Ways to resolve annual leaves’ disputes in an organization
• How diversity management affects business growth
• Comparing diversity and discrimination issues in an organization
• Different diversity management skills for a human resource manager
• Investigating diversity management in the human resource department
• How does a positive corporate culture influence a company’s growth
• Analyzing the organizational culture of an organization
• Corporate culture strategy that every human resource manager should know
• The organizational culture theory
• An overview of management change and leadership
• Qualitative research on the human resource manager’s role in appraisals
• A step-by-step approach to employee appraisal in a company

These are fascinating topics to consider when writing a thesis on the latest issues in this study field. Nevertheless, you require sufficient time to research your subject to develop a high-quality paper.

MBA Human Resource Management Thesis Topics

Maybe you’re pursuing MBA studies and want to write a dissertation about a human resource management topic. If so, consider this list of the best HR topics for your thesis.

• The effects of cross-cultural recruitment on organizational productivity
• How burnout and depersonalization affects the job satisfaction
• How fun affects training or learning value
• A comparison of trends in labor wages in various industries
• How managerial development strategies affect the sales persons’ performance
• Investing the employees’ perception of performance appraisal and its effect on worker’s motivation
• How managerial leadership styles and intelligence affect job satisfaction
• How employees’ supervisor relations affect their performance and job stress
• How job environment affects employee satisfaction
• How human resource management strategies affect employee turnover and commitment
• Investigating the perceptual between output and overtime
• Employees awareness about compensation and its effect on motivation
• Essential academic background of human resource managers- Why is education necessary?
• Assessing the information technology impact on human resource and company performance
• Verbal harassment and bullying of female workers- How do they affect performance?
• Comparing supervisors and employees perception of the counseling outcome on performance
• Is competency mapping a good tool for 360-degree appraisal?
• How organization ownership affects the employees’ stress level
• The role of communication skills during employee acquisition and recruitment
• Factors that affect job satisfaction
• How employees perceive fairness in an organization and how this affects their motivational level
• What employers expect from an MBA graduate
• Wage discrimination and gender stereotyping in modern organizations
• Gender bias in employee selection and recruitment
• How mentoring affects career success
• How organizational climate affects the job satisfaction
• How confluence and diversity affect performance
• How gender affects the employee-supervisor relationship
• How participating in corporate decision-making affects the job satisfaction
• How organizational culture change affects employee motivation
• How non-monetary factors affect employee retention
• Job satisfaction and performance evaluation- What is the relationship?
• How conceptual changes influence performance and productivity of human resources
• Increasing usage of analytics tools and data by human resource managers in strategic management
• The integrated system for workforce management and its advantages to medium, small, and micro businesses
• Comparing the employee management laws in the United Kingdom and the United States
• Ways to prioritize employee engagement to enhance performance in the manufacturing industry
• How acquisition and merger decisions affect human resource practices in large companies
• Investigating improvement in performance review over the years
• The cloud computing concept emergence in the human resource management field
• Why the SaaS approaches and cloud-based apps matter in human resource management
• Why technological applications offer a competitive edge in HR management
• 3T leadership competency model evaluation in the HRM context
• Investigating the current literature on human resource analytics
• Examining HR innovation labs and their essence in organizational innovation
• Comparing the employee contract laws in developing and developed countries
• A phenomenological investigation of the psychological contracts’ importance in employee relations management
• How social and psychological warranties in HRM differ- An inter-generational employees survey
• How does an agile workforce model adoption offer a competitive edge to various economic sectors
• Exploring the current human resource management practices in the US and the UK

These are good ideas to consider when writing an MBA thesis. But they also require extensive research and analysis to develop a winning paper.

Trendy Human Resource Research Paper Topics

Maybe you desire to write a research paper on a trendy topic. In that case, this list comprises some of the best ideas to explore.

• Virtual versus in-person interviews- Which is the best option?
• How to hire the most talented employees in the current global marketplace
• Online and virtual on-boarding and employee orientation
• The importance of big data to human resources
• How to use artificial intelligence in human resource management
• Effects tools for training employees in an organization
• Defusing volatile and tense moments at the workplace
• Why is the HR department important in a company?
• How to handle overqualified job applicants and employees
• How to enhance employee retention in an organization
• Updating and analyzing the worth of a particular job
• The best way to maintain the employees’ morale
• Online recreational activities for developing teamwork when performing remote tasks
• How to use AR and VR at the workplace
• How to deal with celebrities and famous figures at the workplace

These are trendy ideas to explore when writing a research paper about human resources. However, they require careful investigation and analysis of the latest information sources to develop winning papers.

Interesting Human Resources Topics for Research Paper

Perhaps, you want to write an exciting paper that will impress the educator to give you the best grade. In that case, choose a paper title from this list.

• Ways to increase productivity using team competitions
• Employee overfilling versus the lack of adequate human resources
• Things to include in employee training sessions
• Ways to address risks and healthcare issues in the workplace
• How to identify bullying at the workplace
• Freelancers and in-office workers’ requirements
• How human resource managers can establish effective communications when working remotely
• How special training sessions can encourage diversity
• Additional workplace motivation and bonuses
• The position bias and equal payments problem
• Ways to improve employee performance and company’s profile using social media
• Factors that diversify the workplace environment
• The challenges facing human resource managers in 2023
• Ways to address the employee retention problem in the developed countries
• How sexual and religious discrimination affect the workplace
• What comprises job satisfaction for modern employees?
• Calculating possible risks during the hiring process
• Daily bonuses and childcare for single parent employees
• Work progress and financial factor relation for current employees
• Should ethical code be an aspect of the employment check?
• How a company can enhance industrial harmony
• How human resource managers can relieve stress when solving conflicts among employees
• Investigating the leadership style of a top brand- Case study
• Workplace safety methods and monitoring
• How modern companies can address solve the inadequate human resource problem

Pick an idea in this category if looking for exciting human resources topics for discussion or research. However, allocate your idea sufficient time to gather and analyze data to compose a good paper.

Good Human Resource Management Research Paper Topics

Maybe you need an easy topic that you can turn into an awesome thesis. If so, consider these ideas for your dissertation.

• Assessing the factors influencing an employee’s decision to leave a company
• How short-term and long-term contracts affect employee behavior
• How training and development affect job performance
• Why performance-related pay matters in motivating employees
• How employee motivation affects the organizational output
• The challenges facing human resource managers when motivating employees
• How performance management affects organizational success
• HRM strategies for addressing skill shortages
• Examining the effect of effective selection and recruitment practice on a company’s growth
• Assessing the effectiveness of employee reward strategies
• Investigating factors affecting workers’ productivity
• The motivational challenges facing human resource managers
• Can a company use a flexible work policy as a retention and recruitment tool?
• Various methods of enhancing employee productivity
• The relationship between sustainable employee performance and knowledge management
• Investigating the human resource management practices that enhance a company’s success
• Using the best HR practices to improve employee commitment and retention
• Examining work commitment and self-esteem levels of employees
• Exploring the opportunities for improving employees’ satisfaction and performance
• Investigating the contribution and role of the human resource department
• Work commitment- Part-time versus full-time workers
• Why a flexible workplace is essential in a modern organization
• Why job satisfaction matters in the call centers
• Causes of workers’ dissatisfaction and satisfaction
• Innovation and risk- Do they cause tension among employees?
• Why the human resource matters in enhancing organizational success
• Crucial factors that increase employee retention
• Investigating the motivational needs of employees in multinational companies
• The selection and recruitment methods that companies in developing and developed countries use
• How the human resource department can create a flexible working environment
• How does employees’ empowerment increase job satisfaction?
• How part-time working affects the work-life balance of employees
• Teamwork and staff motivation- An in-depth analysis
• The role of human resources in acquisitions and mergers
• Opportunities for implementing the e-HR systems

Pick any of these topics for your graduate, undergraduate, or post-graduate paper. Nevertheless, spend sufficient time investigating your title and writing to impress the educators.

Unique Human Resource Essay Topics

Do you want to write an essay about human resources? If yes, pick any of these ideas for your topic.

• Why employers should ask advice from their employees
• Why every employee should have unique roles
• Why coaching improves employee engagement
• How the boss approach kills employee engagements
• Maximizing employee potential via strengths assessment
• Can buying gifts motivate employees?
• The impact of a good working environment on employees’ performance
• How a flexible working environment boosts productivity
• Fun activities that enhance employer-employee relations
• Why employers should communicate their expectations from employees early
• Ways to make a new employee feel included in the company’s team
• Advantages and disadvantages of a one-size-fits-all approach to human resource management
• Effective employee engagement- What does it entail?
• How labor unions facilitate employee engagements
• Why protests and strikes arise from lousy employee engagement
• How managers can enhance employee engagement
• Horizontal communication- What is its role at the workplace?
• Evaluating various HR management methods
• The essence of staff training in human resource management
• Employee satisfaction and human resource management
• How trade unions impact HRM policies’ development
• How technology affects HRM strategies
• Employee section and recruitment considerations
• Using teamwork to make HRM a swift process
• How college educations enhance human resource management
• Why human resource management skills matter when starting a company
• Compare HRM policies in liberal versus communist countries
• Ways to manage diverse cross-cultural employees
• Emerging Trends in the human resource management restructuring
• Morals and ethics in human resource management
• How government policies affect human resource management in an organization
• How HRM practices differ between large and small companies
• How to establish a good inter-organizational relationship as a human resource manager
• How to assess the role and value of human resource management services
• Who hires and fires human resource personnel in an organization?

This category might have controversial topics for HR students. Nevertheless, students can write unique papers that will impress educators to award them excellent grades.

Get Professional Dissertation Help Now!

Maybe you need help writing about any of these human resources paper topics. Perhaps, you’re writing an advanced paper but don’t have sufficient time to research your topic and need master thesis help . In that case, use our thesis writing service to complete this assignment. Our team has highly educated, intelligent, and reliable HR thesis writers. These trustworthy experts provide fast services to learners stuck with academic papers. Contact us now if seeking help to write, proofread, or edit your HR dissertation!

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Home > Colleges & Schools > Soules College of Business > Human Resource Development > HRD_GRAD

Human Resource Development Theses and Dissertations

Theses/dissertations from 2023 2023.

CAMPUS-LEVEL TEACHER TURNOVER IN TEXAS PUBLIC ELEMENTARY SCHOOLS: AN EXAMINATION OF THE IMPACT OF LEADERSHIP FACTORS AND SCHOOL DEMOGRAPHICS USING HEIRARCHICAL LINEAR MODELING , Amy Welch Baskin

HUMAN RESOURCE DEVELOPMENT PROFESSIONALS’ COMPETENCIES AND CAREER SUCCESS IN THE SERVICE INDUSTRY: A QUALITATIVE STUDY , Cheryl DePonte

EVALUATING HEALTHCARE STUDENT LEARNING PERFORMANCE DURING THE INITIAL YEAR OF THE COVID-19 PANDEMIC: A CASE STUDY , Maria D. Garcia-Villarreal

LEADERSHIP BEHAVIORS, PRACTICES, AND SYTLES IN MERGERS AND ACQUISITIONS IN THE U.S. TECHNOLOGY-BASED ORGANIZATIONS: A QUALITATIVE STUDY , SUSAN E. GLOVER

THE IMPACT OF THE COVID-19 PANDEMIC ON EMPLOYEE ENGAGEMENT AND PERFORMANCE IN THE TELEWORKING CONTEXT IN THE U.S. PUBLIC SECTOR: A PHENOMENOLOGICAL CASE STUDY , Elizabeth Nesuda

Theses/Dissertations from 2022 2022

Exploring the Roles of the Craft Trainer in the Construction Industry , Mary M. Chatham

PREPARE FOR THE WORST, HOPE FOR THE BEST: A QUALITATIVE STUDY ON WORKPLACE VIOLENCE IN THE HEALTH CARE INDUSTRY , John Haymore

WORKPLACE FUN FOR EMPLOYEE ENGAGEMENT: A FUNCTION OF ORGANIZATIONAL CULTURE? , Lacey Logan

TESTING THE PREDICTIVE VALIDITY OF A MANAGERIAL COACHING SCALE USING A CROSS-LAGGED PANEL DESIGN , Katherine Stone

Theses/Dissertations from 2021 2021

EFFECT OF TRAINING OPPORTUNITY AND JOB SATISFACTION ON TURNOVER INTENTIONS AMONG GEN X AND GEN Y , Regin Justin

The Effects of Perceived Organizational Justice of Inclusive Talent Management Practices on Employee Work Effort , Thomas Kramer

MENTORING EARLY CAREER TEACHERS UNDER COVID-19 PANDEMIC IN THE STATE OF TEXAS: A PHENOMENOLOGICAL CASE STUDY , Sonya H. Niazy

Theses/Dissertations from 2020 2020

EXAMINING MANAGERIAL COACHING DYADS AND THE DEVELOPMENTAL LEARNING OUTCOMES FOR MANAGERS SERVING AS COACHES AND THE REVERSE COACHING BEHAVIORS OF THEIR SUBORDINATE COACHEES , Beth Adele

Team-Based Effects on Individual Human Capital: A Proxy for Organizational Performance , Rob Carpenter

Testing the Modality Effect in an Online Training of Virtual Workers: An Experiment Inspired by Social Distancing , Janice Lambert Chretien

Examining the Mediating Effect of Job Crafting on the Relationship Between Managerial Coaching and Job Engagement in the Skilled Trades , Jennifer H. DuPlessis

PSYCHOLOGICAL WELL-BEING DURING RETIREMENT TRANSITION AND ADJUSTMENT FOR SOUTHERN BAPTIST PASTORS: A PHENOMENOLOGICAL MULTI-CASE STUDY , Tresa Gamblin

The Impact of Work Alienation on the Relationship Between Person-Organization Fit and Organizational Citizenship Behavior in Higher Education , Andrew R. Krouse

Antecedents to Strategic Project Success: A Qualitative Phenomenological Analysis of Project Leaders' Perceptions , Dave Silberman

Theses/Dissertations from 2019 2019

EXAMINING THE UNITED KINGDOM’S SOFT LAW APPROACH FOR WOMEN ON BOARDS WITH REGARD TO GENDER DIVERSITY AND THE GENDER PAY GAP: A REGRESSION DISCONTINUITY DESIGN , Silvana Chambers

ORGANIZATIONAL COGNITION AS INTERVENED BY ORGANIZATIONAL SUPPORT AND ENGAGEMENT ON MEDICAL CODERS’ EXHIBITION OF ORGANIZATIONAL CITIZENSHIP BEHAVIORS , David W. Conley

EXPLORING GRIEF AND MOURNING IN WORK TEAMS: A PHENOMENOLOGICAL MULTI-CASE STUDY , Ashley L. Kutach

EFFECTS OF THE DIMENSIONS OF QUALITY OF WORK LIFE ON TURNOVER INTENTION OF MILLENNIAL EMPLOYEES IN THE U.S. , Julie Lewis

EXAMINING THE DIRECT EFFECT OF CEO PERCEPTIONS OF COLLECTIVE ORGANIZATIONAL ENGAGEMENT ON PATIENT EXPERIENCE IN ACUTE-CARE HOSPITALS , Mary Lynn Lunn

SUCCESS AND FAILURE RATES, FACTORS, AND ALIGNMENT WITH CHANGE MODELS: A META-ETHNOGRAPHIC ANALYSIS OF PLANNED ORGANIZATIONAL CHANGE QUALITATIVE CASE STUDY LITERATURE , Diana McBurnett

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Theses and Dissertations (Human Resource Management)

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• Knowledge management framework for performance in a public sector organisation in Ghana  Abiru, Shaibu Ternni ( 2022-11 ) The emergence of knowledge-based economies globally, has emphasised knowledge management (KM) practices in organisations as the emerging path for employees’ performance effectiveness. To this effect, one important way of ...
• Human resource practices and retention of academics: a phenomenological inquiry  Ntuli, Faith ( 2023 ) The study explored the lived work experiences of academics working at a South African higher education institution (HEI) in order to obtain a better understanding of how this organisation can draw on factors relating to ...
• Exploring HRM support for expatriation management: career capital experiences and employability of expatriates in multinational companies  Singh, Asheena ( 2020 ) Research about Expatriate Management became more diverse or heterogenous. The aim of this study was to explore Human Resource Management (HRM) support from the career capital experiences of expatriates within the context ...
• Developing a psychological retention framework for private organisations  Mujajati, Ester ( 2022-10-31 ) The current research focused on exploring the relationship dynamics between the retention- related dispositions (organisational commitment, job embeddedness and hardiness) in relation to resilience-related behaviour ...
• A human resource risk management conceptual framework for academic staff retention in an Open Distance Electronic Learning university in South Africa  Molotsi, Tebogo Kefilwe ( 2021-02-28 ) The recruitment and retention of adequate and capable academics staff members with the right skills and knowledge in higher education institutions is a growing global problem. This is particularly the case in the African ...
• Examining the learning style preferences of offenders at the Johannesburg female correctional centre  Sivhidzho, Mulalo Unity ( 2021-02 ) The aim of this study was to examine the learning style preferences of offenders at the Johannesburg Female Correctional Centre. There are high numbers of offenders who drop out of correctional service school and ...
• Examining the relationship between the psychological contract, organisational committment and employee retention in the water control sector of South Africa  Ngakantsi, Israel Setlhogo ( 2022-01 ) The objectives of the study were: (1) to determine the relationship between psychological contract (measured by the Psychological Contract Questionnaire), organisational commitment (measured by the Organisational Commitment ...
• A model for maximising electronic human resource management macro-level consequences: the role of actors  Nyathi, Musa ( 2021-06 ) The use of electronic Human Resource Management (e-HRM) has increased phenomenally in recent years, in order to achieve various positive consequences such as lower costs, improved relations amongst and between e-HRM ...
• Towards a framework too enhance Millennials' and Generation Xers' well-being during the Covid-19 pandemic  Van der Linde, Bernadine Anine ( 2020-12 ) Orientation: While adversity causes devastation, it can also cause individuals to assume a new and positive perspective on life. Positive emotions can assist individuals in overcoming adversity, safeguard them against ...
• The relationship between generational cohorts, positive coping and retention factors amongst engineers  Samuel, Samantha ( 2022-04 ) This research focuses on the relationship between generational cohorts, positive coping and retention factors and to determine whether individuals differ significantly in terms of their demagogical variables (gender, race, ...
• The relationship between organisational justice, employee motivation and organisational commitment within a South African steel industry  Pikanegore, Roderick ( 2021-01 ) Previous studies on the effect of organisational justice, employee motivation, and organisational commitment are well documented—however, the association between these variables in a South African Steel industry is unknown. ...
• Talent management, work engagement and retention of professional nurses in Gauteng Academic hospitals  Lerotholi, Mpho ( 2021 ) This study investigated the relationships between talent management, work engagement and employee retention with the aim of enhancing the retention of professional nurses at Gauteng academic hospitals. The investigation ...
• Training needs analysis and talent management of administrative staff at a health sciences university  Matlakala, Heriet Nancy ( 2021-02 ) The aim of this research was to establish the link between the training needs analysis (TNA) process and talent management (TM) practices of administrative staff at a health sciences university (HSU). The nature of the ...
• The relationship between work ethics climate, retention factors and organisational commitment of nurses in a South African public hospital  Kau, Mahlamakiti Derisa ( 2021-04 ) Previous studies evidenced the association between work ethics climate, retention factors and organisational commitment separately. However, research combining all these variables have not yet been done. The purpose of the ...
• A human resource practitioner framework to support the engagement of academics in research ethics  Uys, Marie ( 2021-02 ) This study explored academic researchers’ engagement in research ethics at an OpenDistance Learning (ODL) institution in South Africa (SA), with the intention of discovering the way in which human resource management (HRM) ...
• A proposed trust management model for organisations: the case of the Ethiopian banking sector  Getachew Wagaw Temesgen ( 2021-05 ) Ethiopia, a developing country on the African continent, has experienced double digit growth during the last decade. To sustain this growth, the country needs a sound and healthy banking sector. Consensus exists that ...
• Human resource development enhances employee performance: a case of the City of Tshwane Metropolitan Municipality  Cutu, Sandisiwe ( 2021-06 ) Municipality is a sphere of government that is closest to the people and that deals with provision of services to the people of the country on daily basis. Therefore, human resource training is important to grow the skills ...
• Talent retention framework for the hospitality industry  Kruger, Patsy Loura ( 2020-12 ) This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to ...
• The influence of supervisory behaviour and the internal work environment on employee-driven innovation and creativity in an open distance e-Learning institution in South Africa  Leach, Geraldine Christine ( 2020-01 ) Innovation and creativity are regarded as key drivers for organisational innovative success. Organisations that do not have a strategic focus on innovation and creativity and do not have a culture fostering innovative ...
• Constructing a framework for conflict management within a South African employment relations context  Holtzhausen, Magdalena Maria Elizabeth ( 2020-01 ) The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by ...

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Example Of Thesis On Human Resource Management

Type of paper: Thesis

Topic: Leadership , Leader , Education , Development , Skills , Government , Management , Theory

Words: 2750

Published: 2020/11/23

Theory of Leadership

Introduction: Ever since the birth of human civilization there is always a reference of the title “Leader”. Looking into ancient history packs of human has been always lead by the strongest member. When hunting animals in the wild there is always someone that would lead the attack. Evidently, this kind of leadership has been very rampant throughout the ancient history. As time goes by, the human civilization develops a caste system. In the context of caste system the upper class of men are usually the leaders of their community. This can be seen in hierarchical towns that have a king, knights, free men and peasants. Evidently determining who the leader is at this time is through influence and money. Additionally, the successor of kings and queens are their sons and daughters. Looking into a more progressive type of community, a leader is seen as the most intelligent and has a lot of wisdom. These traits are applicable to a highly developed community that has political, economical and social attributes. This also gives a different view for the people can select their own leaders rather than by power and influence. This type of leadership can be seen in governments of every nation today. Leadership as modernly defined is the process by which person has the social influence that can give help and support to a group in accomplishing a certain goal. As a common definition of a leader, he is just a person that others follow or someone that supports or guides or even direct others on what to do. On the other hand, leadership can also be defined as an act by a leader by which he organizes a group and direct them on what to do to accomplish a certain goal. This paper would tackle the theory of leadership and its functions. Initially the idea of leaders that can be trained is the main theory of this paper. Moreover, the paper will also tackle the possibility of developing good leaders.

Objectives of the Study

This paper aims to have its own theory of leadership and define its importance globally and socially. This paper also aims to have a clear distinction of what a leader should be. Lastly this paper also aims to explain the needs of leaders in a society and how they are developed.

Scope of the Study

The scope of the study is only up to limited qualitative methods conducted by concerned parties that would develop good new leaders. The study would not include statistical analysis of the activities given that would evaluate leadership skills.

Review of Related Literature

The quest for the qualities or attributes of leaders has proceeded for quite a long time. Now let’s take a look on the previous works related to leadership. Philosophical works from Plato's Republic to Plutarch's Lives have investigated the inquiry "What qualities recognize a single person that has good leadership skills?" Underlying this pursuit was the early determination of the essentialness of leadership and the presumption that administration is established in the attributes that certain people have. This thought that leadership is in light of individual characteristics is known as the "quality hypothesis of authority". Various works in the nineteenth century - when the conventional power of rulers, masters and clerics had started to melt away - investigated the quality hypothesis finally: note particularly the compositions of Thomas Carlyle and of Francis Galton, whose works have incited many years of exploration. In Heroes and Hero Worship (1841), Carlyle distinguished the gifts, aptitudes, and physical attributes of men who rose to power. Galton's Hereditary Genius (1869) inspected administration qualities in the groups of effective men. In the wake of demonstrating that the quantities of famous relatives dropped off when his center moved from first-degree to second-degree relatives, Galton inferred that authority was acquired. At the end of the day, leaders were conceived, not created. Both of these prominent works loaned extraordinary starting backing for the idea that administration is established in attributes of a leader.

Reemergence of trait theory

New strategies and estimations were produced after these powerful surveys that would at last restore the quality hypothesis as a suitable way to the investigation of leadership traits. Case in point, changes in specialists' utilization of the round robin examination plan strategy permitted analysts to see that people can and do develop as pioneers over a mixture of circumstances and undertakings. Moreover, amid the 1980s factual advances permitted scientists to lead meta-investigations, in which they could quantitatively break down and outline the discoveries from a wide exhibit of studies. This approach permitted attribute scholars to make an exhaustive picture of past initiative research as opposed to depend on the subjective surveys of the past. Furnished with new techniques, initiative scientists uncovered the accompanying:

• Individuals can and do develop as pioneers over a mixed bag of circumstances and tasks.

• Significant connections exist between initiative development and such individual attributes as: • Intelligence • Adjustment • Extraversion • Conscientiousness • Openness to experience • General ampleness toward oneself While the quality hypothesis of authority has unquestionably recovered prevalence, its reemergence has not been joined by a relating increment in advanced application. Leadership is moving others to seek after your vision inside the parameters you set, to the degree that it turns into an imparted exertion, an imparted vision, and an imparted achievement (Steve Zeitchik, 2012). Leadership is a procedure of social impact, which expands the endeavors of others, towards the accomplishment of an objective (Kruse, 2013). Previously, a few specialists have contended that the genuine impact of leaders on authoritative results is exaggerated and romanticized as a consequence of one-sided attributions about pioneers. In spite of these affirmations, on the other hand, it is to a great extent perceived and acknowledged by specialists and scientists that authority is essential, and examination backs the thought that pioneers do add to key authoritative results (Kaiser, Hogan, & Craig, 2008). To encourage effective execution it is essential to comprehend and precisely measure initiative execution. These are mainly work execution by leaders. However, this does not pertain to developing good leaders. Work execution for the most part alludes to conduct that is relied upon to add to leadership achievement (Campbell, 1990). Campbell recognized various particular sorts of execution measurements; administration was one of the measurements that he distinguished. There is no steady, general meaning of initiative execution (Yukl, 2002). Numerous unique conceptualizations are regularly lumped together under the umbrella of initiative execution, including results, for example, pioneer viability, pioneer progression, and pioneer rise (Kaiser et al., 2008). Case in point, leadership execution may be utilized to allude to the profession achievement of the individual leaders, execution of the gathering or association, or much pioneer development. Each of these measures can be considered adroitly different. While these angles may be connected, they are distinctive results and their consideration ought to rely on upon the connected or examination center. Taking into account the previous studies about leadership we can therefore formulate ideas on what “excellent leaders” should be. Moreover, the definition of problems existent to our society must also be addressed with this new set of leaders. The society needs a transparent, efficient and a compassionate leader. Somewhere in between a hero and a saint, that would be a leader. A hero means that is ready to lay his life down to his constituents and a saint that is very ready to show compassion to his constituents. The next section of this paper will tackle the issue of the need of leaders in the modern world. It is very inevitable to show demand over qualified leaders. This is not to impress the society of rebranding a leader but to show a real difference that this leader could bring. Evidently this paper aims to introduce its own definition of leadership basing on previous works by various scientist and great thinkers. Additionally, the scope of giving the theory of how leadership works is global. This paper will tackle a new theory of globally competitive leaders that could give efficient leadership as well as harmonious relationship to the group it belongs. The initial idea of the paper that leaders are not only born but also can be trained. The traits of an excellent leader are subject to analysis in the succeeding parts of this paper. The analysis however is limited to a qualitative one.

The Need of Leaders

In this section we will tackle the need of leaders on an organizational, societal and political level globally. Every society is in need of someone that could essentially lead them and achieve a common goal. These societies include the government, business, and healthcare groups and even in religion. You can actually see that the need of leaders is globally inherent. Discovering great pioneers has, obviously, dependably been a pivotal issue for a wide range of associations. This is the reason that various government agencies, for occurrence; put such a great amount of exertion into preparing their officers and why business schools and different suppliers of official advancement have flourished. In any case this paper contends that "21st-century authority is diverse". Organizations confront new authority difficulties, including creating “Millenials” and different eras of leadership skills, taking care of the demand for leaders with worldwide familiarity and adaptability, fabricating the capacity to improve and move others to perform, and obtaining new levels of understanding of quickly changing advances and new trains and fields." No big surprise associations are missing the mark. The root is definitely where leaders are born and nurtured. Pretty much inescapably, the issue is felt to be particularly intense today. This is a consequence of the fortifying of the worldwide recuperation, the yearning from the organizations to grow in new markets and the developing quantities of more established leaders deciding to resign. However these are just some situations.

What do we need in Organizational Leaders?

Take for an instance a business community as an organizational level of leadership. Businesses need an executive official that could govern all their transactions and achieve a profit goal for every business month. Additionally, not all businesses need profit-aimed leaders but also a leader that has compassion for his members and to its consumers. A well rounded person is evidently needed for this aspect. Consequences can even be seen if a leader doesn’t have any compassion; for instance the philanthropic side of a company. If the company only focuses on gaining profit and does not make any effort in giving out to charities would result to backlashes.

In Global Government Level:

On a political level, every nation has its own leaders. A nation is governed by a president, king, emperor or a prime minister depending on the system it has. Undeniably, these people have the power to take action in every problem their country may face. Fortunately, the people have every right to vote in any system they have except for countries that is ruled by a hierarchy. Thus, the qualifications of a good leader must be taken into account by them. The only thing that a leader must do in a political level is to show his sincerity and true functionality in order to gain trust from the public.

In Global Societal Level:

Even simple organizations such as a charity group need an efficient leader. The difference is just that leader for charity organizations are more into selflessness. This in fact is a good attribute of a leader. Inevitably, personal needs are priorities of leaders nowadays. This corrupting goal is detrimental to the system of an organization. Moreover, there are various approaches to this problem. Corruption cases are filed into courts. So much for that, but the real problem is spotting the right and honest leader. The skills and talents in management is a direct need however compassion should also be a must. So why does the world need 21st century leaders? The platform of today’s environment is evidently diversified. A call for a new set of attributes to a leader is definitely needed. The problem with inefficient leadership skills, corruption, and mismanagement as well as transparency is needed to be address by new set of trained leaders. Evidently these problems are very existent in any organization present today. Developing these leaders need an enhanced way of training and responsible parties should also participate in giving it to them. The homes, educational institutions, business community as well as the government are the ones responsible for this.

Developing Excellent Leaders

The need of excellent leaders is inevitable and thus producing them and training them is also a must. Methods in determining born leaders can be utilized however we are dealing with people and not with laboratory specimen, therefore personal trainings is definitely needed as well as skills evaluation.

What Makes a Leader?

Leaders may be conceived, made, or meet people's high expectations yet all have comparative qualities. These are a blend of their identity, their convictions, and their capacities - what they are, and what they tend to do. Together, they make an efficient leader. Compelling leaders motivate trust and trust in their adherents. Successful leaders impart obviously and sincerely to their constituents. The leader rouses and leads through key considering, building trust, supporting and engaging their subordinates, setting the illustration, esteeming their convictions and morals, utilizing their insight into the employment, building groups, and successful choice making. They pull it together by tuning in, imagining, and imparting reinforced ideas by their identity and certainty.

Needed Skills

What aptitudes does a leader need? Compelling leaders need abilities for: • Listens to Every Suggestion and Integrity • Conflict Management Skills • Decision Making Skills • Critical and Strategic Thinking • Empowering their constituents • Team Building Skills Concerned Parties that would help in Developing Good Leaders The avenue of growing and enhancing leaders is essentially the educational departments or institutions. Students are evaluated during examinations as well as practicum. However the problem is how can an institution spot a potential leader from this pool of students? These are answered by team building activities. Evidently, these methods in helping and discovering student leaders are already existent. The problem is that they lack emphasis. Teachers usually do team building activities just to promote team camaraderie. But the emphasis in growing leaders is not taken into account seriously. And the above skills must be taken into account. Monthly evaluation as well as more team building activities is suggested. Moreover these activities need to be quantitative and qualitative in evaluation. Quantitative means that scores of each student shall be evaluated through the mechanics of the said activity (this is out of the scope of the study however the concerned parties need to develop activities that can evaluate students in a quantitative manner). While qualitative means that pointing out the good traits of a good leader right after the said activity. (Activities are also encouraged to be situational and must be relative to what is happening to the 21st century) This can be called behavioral motivation. The teachers shall do extensive encouragement to the students. Quarterly evaluation for qualified leaders must be also conducted. Additionally, right before the graduation of a student ( High School Level), he/she must be advised on what would she do about his/her leadership skills. This would help the student in nurturing himself and readying himself for future endeavors. Business Communities are also held liable in producing good leaders. The same as with educational institutions, a business organization can take monthly evaluation on their employees. Evidently, the efforts needed to produce good leaders are very imminent for each and everyone. Parents also are encouraged to be a good model as well as train their children to be a good leader.

Conclusion & Recommendations:

In conclusion, producing and developing good leaders is very difficult. The scope in this study is limited to the qualitative aspect of producing good leaders for the 21st century. Thus, a research on statistical analysis of producing good leaders is recommended. Additionally, the methods in educational institutions can be more improved if statistical analysis of required skills for a good leader is studied. Since this study is limited to the qualitative aspect, interested proponents can directly improved this study by adding statistical methods. All in all the objectives of the study has been justified. Moreover the functionality of leaders can be seen globally. Thus, to address the main problem of producing good leaders must also be introduced to the government of every nation. It is recommended that cooperative efforts from the government and concerned parties that would produce good leaders must be prioritized. This can answer the problems in mismanagement, transparency, inefficient leadership and corruption.

References:

Dr. David P. Campbell. (2011). “ Leadership Action.” Article first published online: 26 AUG 2011.DOI: 10.1002/lia.4070100104. Copyright © 1990 Wiley Periodicals, Inc., A Wiley Company Yukl, G. (2002). Leadership in Organizations. (5th ed.). Upper Saddle River: Prentice- Hall Kaiser, R.B., Hogan, R., & Craig, S.B. (2008). Leadership and the fate of organizations. American Psychologist, 63, 96-110. Steven Zeitchik, (2012). “BrightIP signs exclusive agreement with Focal Point Strategies to roll out new SmartTalkVision™ Product.” Retrieved from: [http://www.focalpointstrategies.com/?m=default&a=news.detail&nwsId=1] Kruse, Kevin., (2013). “ What is Leadership.” Retrieved from: [http://www.forbes.com/sites/kevinkruse/2013/04/09/what-is-leadership/]

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Dissertations / Theses on the topic 'Of Human Resource Development'

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Vong, Tze Ngai. "Managing human resource development." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636787.

Grugulis, C. Irena. "Skill, training and human resource development." Palgrave Macmillan, 2006. http://hdl.handle.net/10454/3736.

Szierbowski-Seibel, Klaas [Verfasser]. "The development of the human resource function towards a strategic role - four essays in human resource management focusing on strategic human resource management involvement, human resource outsourcing and human resources mangement and the relationship with organizational performance / Klaas Szierbowski-Seibel." Paderborn : Universitätsbibliothek, 2019. http://d-nb.info/1186785934/34.

Wuliji, Tana. "Factors influencing human resource development for pharmaceutical services." Thesis, University College London (University of London), 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522828.

Abdullah, Haslinda. "Human resource development in manufacturing companies in Malaysia." Thesis, Cardiff University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436771.

Nordin, Erika, and Helena Öberg. "Human resource development in Laos. : An explorative study on teachers’ opinions about human resource development in the National University of Laos." Thesis, Umeå universitet, Pedagogiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-66707.

Mendoza, Diaz Noemi Veronica. "Perceived consequences and concerns in the diffusion of Internet2 at Texas A&M University." Thesis, [College Station, Tex. : Texas A&M University, 2006. http://hdl.handle.net/1969.1/ETD-TAMU-1101.

Esichaikul, Ranee. "Human resource development in the tourism sector in Thailand." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=20373.

Janse, van Rensburg A. H. "Human resource management as a profession in South Africa." Pretoria : [S.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-10262009-160146.

Nackoney, Claire K. "Living on Both Sides of the Fence: A Phenomenological Study of Human Resource Development Professionals as Downsizing Survivors and Strategic Human Resource Development Facilitators." FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/753.

Masier, Darren J. "Teachers' Pedagogy through Andragogy: Facilitating Learning in Secondary Education Students by Incorporating Self-Directed Learning." NCSU, 2010. http://www.lib.ncsu.edu/theses/available/etd-03312010-112410/.

Kilian, George F. "An evaluation of the human resource development process supporting CASS." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA306710.

Scott-Jackson, William. "Individual change competence : the development of a strategic human resource." Thesis, Oxford Brookes University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325264.

Allie, Shahieda. "A qualitative exploratory study on creativity in human resource development." University of Western Cape, 2002. http://hdl.handle.net/11394/7459.

Virchez, Azuara Alejandro. "A human resource perspective on the development of workforce agility." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133132.

This study explored workforce agility from a human resource perspective. This included its main determinants, such as adaptability, proactivity, resiliency, business orientation, and self-awareness; the interventions through which it is developed, such as performance management processes, training, and coaching; and finally the main challenges that organizations face when developing it, such as cultural context and the lack of strategic clarity. The empirical analysis provided several insights on the development of workforce agility. Although limited to a small sample, the study provided evidence supporting the need for future research on the definition of the characteristics of an agile workforce, the definition of a competency model to support its development, the need to deepen the understanding of the mechanisms related to its development, and the main challenges faced by leaders in the implementation of an agile workforce.

Upton, Matthew Glen. "Toward a multilevel theory of career development: advancing human resource development theory building." Texas A&M University, 2006. http://hdl.handle.net/1969.1/4393.

Baum, Thomas George. "Human resources in tourism : a study of the position of human resource issues in national tourism policy development and implementation." Thesis, University of Strathclyde, 1992. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21580.

McGuire, Andrew. "Performance management within Scotland's economic development agencies." Thesis, University of Strathclyde, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248744.

Kropp, Richard P. "The development and validation of an evaluation model for a corporate human resource development department." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38059.

Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations." Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.

Maritz, Andre. "Development of a Human Resource development strategy for the Border-Kei motor industry cluster." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/23.

Ostrowski, Romuald, and n/a. "Outsourcing the human resource development function in the Australian Public Service." University of Canberra. Professional & Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20060823.170859.

Sambrook, Sally Anne. "Models and concepts of human resource development : academic and practitioner perspectives." Thesis, Nottingham Trent University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263937.

Black, Janice Adele. "The relationship of human resource development manager empowerment to organizational conditions." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-10022007-145213/.

Shaban, Barman Al Moamari. "A strategy addressing human resource development in the Omani private sector." Thesis, University of Manchester, 2000. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.632129.

Lyons, Rebecca. "Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?" Diss., North Dakota State University, 2016. https://hdl.handle.net/10365/28020.

Ram, Justine. "Distribution and sustainable development in a natural resource-based economy." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/469/.

Zuo, Na. "NATURAL RESOURCE, REGIONAL GROWTH, AND HUMAN CAPITAL ACCUMULATION." UKnowledge, 2017. http://uknowledge.uky.edu/agecon_etds/58.

Danquah, Joseph K. "Human Resource Development: An assessment of capacity development initiatives of World Bank projects in Ghana." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/15923.

Mello, DM. "Human Resource Development for effective service delivery in the South African public." Journal of Public Administration, 2008. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1000689.

Persson, Paulina, and Wirkensjö Simon. "Rekrytera, utveckla & behålla : Hur kan arbetet med kompetensförsörjning se ut i offentlig sektor?" Thesis, Linnéuniversitetet, Institutionen för pedagogik och lärande (PEL), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80215.

Kingazi, Lilian. "Enhancing human resource capability in the Tanzania Peoples Defense Force (TPDF)." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FKingazi.pdf.

Gemo, Helder R. "An assessment of human resource development program in Mozambique's public extension service." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-02132006-085144.

Etcheverry, Emily. "Social capital, a resource for the human capital development of university students." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/nq23598.pdf.

Mandefrot, Kefyalew. "End-user computer training and adult learning, implications for human resource development." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape16/PQDD_0006/NQ28122.pdf.

Du, Toit Goussard Carien. "Human resource development strategy in the provincial government of the Western Cape." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1240.

Tansley, Carole. "Politics and exchange in the development of global human resource information systems." Thesis, Nottingham Trent University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314334.

Chajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

Du, Toit-Goussard Carien. "Human resource development strategy in the provincial government of the Western Cape /." Link to the online version, 2008. http://hdl.handle.net/10019.1/1240.

Kibukamusoke, Martha. "A critical analysis of child labour and human resource development in Uganda." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1196.

Shuck, Michael B. "Employee Engagement: An Examination of Antecedent and Outcome Variables." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/235.

Leeamornsiri, Nantawut Joseph. "The perceptions of human resource professionals in five Thai banks about the human resource development competencies and programs used during the merger and acquisition process." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1125373712.

Högstedt, Martin. "Att tala så det träffar : Om konsten att ge och ta feedback." Thesis, Swedish National Defence College, Swedish National Defence College, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-790.

To have a functioning organization where there is a self-development for employees them selves, as well as between managers and employees, where employees are empowered and work for the organization and its goals. Feedback seems to be the main instrument to solve problems and create that organization. At the Military Academy Karlberg and the basic officers training there is a lot of discussions about feedback and how it is supposed to be carried out. This essay discusses the matter of how well we live up to the demands set by leadership classes at the Military Academy, what the platoon leaders do think about how feedback takes its expression. The questions about how feedback is used are to be answered by interviews with five platoon leaders and their thoughts about how feedback is communicated at the Academy. The results of the interviews have got differences but there are common points of view. All platoon leaders have the opinion that feedback is an instrument which is made for developing either the personell or the organization. Three of the platoon leaders use expressions when they give feedback, such as “i-expressions”:“When you act like this I feel like…etc”. How feedback takes its expression is in general manifested with big differences but all of the platoon leaders do agree that feedback is not used as much as it could be. With consideration to the differences in opinions, the conclusion, consist of how feedback takes its expression. It is important that everyone in the organization gets empowered and aligned with the common goals of the organization.

Battal, Khalid Mohammed A. "Investigating the concept, practice and strategy of human resource development in Saudi public organisations." Thesis, University of Hull, 2011. http://hydra.hull.ac.uk/resources/hull:11867.

Amarsi, Yasmin Noorali. "Key stakeholders' perceptions of nursing human resource development in Pakistan : a situational analysis /." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0006/NQ42832.pdf.

Levy-Hecht, Evelyn S. "The Development of a professional identity in the human resource practitioner-in-training /." Access Digital Full Text version, 1987. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10778299.

Kokkranikal, Jithendran Jayendran. "Human resource development for sustainability : an exploratory study with reference to Indian tourism." Thesis, University of Strathclyde, 2009. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21978.

Hurt, Andrew Christopher. "Exploring Paradigms of Human Resource Development." Thesis, 2010. http://hdl.handle.net/1969.1/ETD-TAMU-2010-08-8253.

Lin, I. Ping, and 林宜平. "Human Resource Development in New Venture Business." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/p8m9wq.

Konkobo, Helene Lydia Marguerite Tenin, and 康莉雅. "A Study on the Human Resource Development Competencies of Human Resource Managers in Burkina Faso." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/90942388332951739490.

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• How to Write a Thesis Statement | 4 Steps & Examples

How to Write a Thesis Statement | 4 Steps & Examples

Published on January 11, 2019 by Shona McCombes . Revised on August 15, 2023 by Eoghan Ryan.

A thesis statement is a sentence that sums up the central point of your paper or essay . It usually comes near the end of your introduction .

Your thesis will look a bit different depending on the type of essay you’re writing. But the thesis statement should always clearly state the main idea you want to get across. Everything else in your essay should relate back to this idea.

You can write your thesis statement by following four simple steps:

• Start with a question
• Write your initial answer
• Develop your answer
• Refine your thesis statement

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Table of contents

What is a thesis statement, placement of the thesis statement, step 1: start with a question, step 2: write your initial answer, step 3: develop your answer, step 4: refine your thesis statement, types of thesis statements, other interesting articles, frequently asked questions about thesis statements.

A thesis statement summarizes the central points of your essay. It is a signpost telling the reader what the essay will argue and why.

The best thesis statements are:

• Concise: A good thesis statement is short and sweet—don’t use more words than necessary. State your point clearly and directly in one or two sentences.
• Contentious: Your thesis shouldn’t be a simple statement of fact that everyone already knows. A good thesis statement is a claim that requires further evidence or analysis to back it up.
• Coherent: Everything mentioned in your thesis statement must be supported and explained in the rest of your paper.

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The thesis statement generally appears at the end of your essay introduction or research paper introduction .

The spread of the internet has had a world-changing effect, not least on the world of education. The use of the internet in academic contexts and among young people more generally is hotly debated. For many who did not grow up with this technology, its effects seem alarming and potentially harmful. This concern, while understandable, is misguided. The negatives of internet use are outweighed by its many benefits for education: the internet facilitates easier access to information, exposure to different perspectives, and a flexible learning environment for both students and teachers.

You should come up with an initial thesis, sometimes called a working thesis , early in the writing process . As soon as you’ve decided on your essay topic , you need to work out what you want to say about it—a clear thesis will give your essay direction and structure.

You might already have a question in your assignment, but if not, try to come up with your own. What would you like to find out or decide about your topic?

For example, you might ask:

After some initial research, you can formulate a tentative answer to this question. At this stage it can be simple, and it should guide the research process and writing process .

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Now you need to consider why this is your answer and how you will convince your reader to agree with you. As you read more about your topic and begin writing, your answer should get more detailed.

In your essay about the internet and education, the thesis states your position and sketches out the key arguments you’ll use to support it.

The negatives of internet use are outweighed by its many benefits for education because it facilitates easier access to information.

In your essay about braille, the thesis statement summarizes the key historical development that you’ll explain.

The invention of braille in the 19th century transformed the lives of blind people, allowing them to participate more actively in public life.

A strong thesis statement should tell the reader:

• Why you hold this position
• What they’ll learn from your essay
• The key points of your argument or narrative

The final thesis statement doesn’t just state your position, but summarizes your overall argument or the entire topic you’re going to explain. To strengthen a weak thesis statement, it can help to consider the broader context of your topic.

These examples are more specific and show that you’ll explore your topic in depth.

Your thesis statement should match the goals of your essay, which vary depending on the type of essay you’re writing:

• In an argumentative essay , your thesis statement should take a strong position. Your aim in the essay is to convince your reader of this thesis based on evidence and logical reasoning.
• In an expository essay , you’ll aim to explain the facts of a topic or process. Your thesis statement doesn’t have to include a strong opinion in this case, but it should clearly state the central point you want to make, and mention the key elements you’ll explain.

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A thesis statement is a sentence that sums up the central point of your paper or essay . Everything else you write should relate to this key idea.

The thesis statement is essential in any academic essay or research paper for two main reasons:

• It gives your writing direction and focus.
• It gives the reader a concise summary of your main point.

Without a clear thesis statement, an essay can end up rambling and unfocused, leaving your reader unsure of exactly what you want to say.

Follow these four steps to come up with a thesis statement :

• Ask a question about your topic .
• Write your initial answer.
• Develop your answer by including reasons.
• Refine your answer, adding more detail and nuance.

The thesis statement should be placed at the end of your essay introduction .

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