Bachelor & Masterarbeiten im Bereich HR/Personal
Aperçu des sections
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Hier finden Sie konkrete Themen und Vorschläge für Themengebeite Ihrer Bachelor- oder Master-Arbeit im Bereich Personalmanagement. Alternativ können Sie ein Thema vorschlagen, sofern es mit einem Unternehmen zusammen bearbeitet wird.
Zustätzlich haben wir Ihnen Literatur zusammengestellt, um Sie beim Forschungsprozess zu unterstützen.
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Here you will find concrete topics and suggestions for topics for your bachelor's or master's thesis in the field of human resources management. Alternatively, you can suggest a topic, provided that it is worked on together with a company.
In addition, we have compiled literature to support you in the research process.
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HEROLD (Erstbetreuer)
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In what way gig or freelance worker develop their identity in response to interactions with relational others in the business?
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In what way gig or freelance worker develop their career identity in response to interactions with relational others in the business?
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Focus lies on the usage of technology and how this have an impact on employee behavior
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How do the cultural values of racial and religious minorities influence recruiment practices and applicants` job choice?
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How do individuals with cultural values that are different from the majority react to technological changes in the job?
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What factors affect the career choices of individuals who have cultural values that are different than those of the majority group?
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To what extent is the relationship between three aspects of big data usage (breadth of big data sources, quality of big data sources, data-driven culture) and decision quality moderated by HR managers data analytics skills?
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POLJSAK-ROSINSKI (Erstbetreuerin)
Ich freue mich auf die Zusammenarbeit und interessiere mich unter anderem für die folgenden HRM Themen.
I am happy to supervise any of the below topics, and I am also open to your own HRM-related ideas and interests.
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Clarifying flexibility, changes in employment relations, on-demand work (gigs, freelancing, crowd work), new roles, and new work hierarchies.
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How do quiet quitting and quiet firing unfold across different generations, and how are they changing the general concept of the meaning of work?
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Employee Engagement: Antecedents, causes and subsequent change management initiatives (in national as well as international context)
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How is the concept of WLB perceived across different cultural contexts, work groups and industry sectors, and how does it affect performance?
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How has expatriate management changed in light of remote work realities? What do the remote work trends mean for cross-cultural work motivation and leadership?
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What can we learn from studying and managing stress and burnout in different cultural contexts?
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What exactly is emotional labor, and what role does it play in work outcomes and performance reviews?
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What is happening in practice? Is there value added? What kind of skills are needed? What are the implications going forward?
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ROEDENBECK (Erstbetreuer)
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Bisher waren Robotor-Hunde wie SPOT (Boston Dynamics) unerschwingliche Sonderausgaben für Unternehmen, die jedoch durch kostengünstigere Versionen wie Go2 (Unitree) oder (OpenDogV3, TOPS) ersetzt werden. In welchen (nicht offensichtlichen) Arbeitsumgebungen, können vierbeinige Roboter eingesetzt werden? Expertengespräche.
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Is the Dark Triad Dictionary (https://github.com/phughesmcr/darktriad) usefull to analyse the Dark Triad Traits and how can it be further developed? Do an experimental evaluation of given texts or let the dictionary be evaluated by HR professionals.
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As introduced in the paper of Franke & Hiebl (Franke F & Hiebl MRW (Forthcoming). Big data and decision quality: The role of management accountants’ data analytics skills. International Journal of Accounting and Information Management. (doi: 10.1108/IJAIM-12-2021-0246)), the question is what the analytical skills of HR managers are and where they do need further training & education.
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Process Digitalization in HRM: How can HR benefit from the contribution of Open Source Software to process digitalization? [ROEDENBECK]: SME Interviews, Definition of a process map. Identification of processes that can be digitized. Digitalization of sample processes with an open source software (e.g. ProcessMaker: https://sourceforge.net/projects/processmaker/files/latest/download, Comparioson of PIPEFORCE, Camunda, Flowable, n8n: https://pipeforce.io/prozessautomatisierung-open-source-alternativen/).
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(EN) Professionalization the internal placement: Possibilities of developing a competence database with job profile links [ROEDENBECK]. Selection of essential competencies for a company. Analysis of the current competence situation in the company. Development of a competence database with MySQL (PhpMyAdmin) and ???.
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(EN) Knowledge management and artificial intelligence: using corporate data (emails, project documentation, decision documentation) to fine-tune LLMs?: Compilation of analysis procedures based on sampled data, how to extract topics from documents or create Q&A agents using BERTopic, or how to generate networks based on emails to detect characteristic values (centrality, density) and strategic nodes.
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Nutzung der Studie von Holtrup et al. 2022 (Extraktion von Worten aus deinem Fragebogen zur Messung von Persönlichkeit - Hexaco), um Replikativ einen Fragebogen für Motivation zu identifizieren und ein Vokabular aufzubauen, mit dem Motivation in Anschreiben detektiert werden kann. Zugriff auf Anschreiben wäre sinnvoll. Datenbank mit englischen Motivationstexten liegt als Alternative vor.
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Quantitative Methoden
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Qualitative Methoden
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Quantitative Methoden
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Kostenfrei
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Kostenfrei
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Kostenfrei, benötig R base
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Kostenpflichtig
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Qualitative Methoden
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kostenfrei
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2 Freistunden, Rest kostenpflichtig
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60 Freiminuten, Rest kostenpflichtig
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30 Freiminuten, Rest kostenpflichtig
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3x10 Freiminuten, Rest kostenpflichtig
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kostenpflichtig
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kostenpflichtig
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kostenpflichtig
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Kostenfrei
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Kostenpflichtig, freie Testversion
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Kostenpflichtig
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Kostenpflichtig
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Kostenpflichtig
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kostenpflichtig
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