Education

Graduation Assignments

Dear students, currently we have 10 themes for master thesis projects. Every theme welcomes 4-5 students, plurality of methods and theories. Please contact the Principle Investigator per theme and explore further opportunities. The contact person will also help to match the ideas of the theme with your interests and to find a thesis supervisor (it is not always the case that the contact person must become your first supervisor). 

HRM AND NEW TECHNOLOGIES

Contact: Prof.dr. Tanya Bondarouk

This graduation theme centers around topics such as electronic HRM (e-HRM) and smart HRM in smart industries. Selected topics of this research are: the contribution of e-HRM to HRM quality, implementation of e-HRM, management of e-change, and HRM contribution to IT projects, the role of social media in HRM, and the role of HRM in Smart Industries.

INNOVATING HRM AND EMPLOYEE-DRIVEN INNOVATION

Contact: Prof.dr. Tanya Bondarouk

Opposite to the common-sense opinion that R&D departments and high-tech firms compose the main source of innovation, this project departs from the assumption that the ‘regular’ front-line employees are the driving forces behind new service development. This research stream deals with such questions like what employee competencies and motivation are required to generate innovations leading to improved organizational performance; and which innovations in Human Resource Management (HRM) can stimulate the required innovative behavior of employees.

HRM AND LINE MANAGEMENT

Contact: Dr. Anna Bos-Nehles

This graduation theme centers around the effectiveness of line managers in implementing innovative HR practices on the work floor. What are the constraints they experience in their HRM implementation role and how well do they execute HR practices? The contributions are (1) to study line managers as implementers of HRM, and (2) to focus of the implementation of HRM on the work floor instead of the design or formation.

HRM AND INNOVATIVE BEHAVIOUR OF EMPLOYEES

Contact: Dr. Anna Bos-Nehles

This graduation theme centers around the relationships between different ways of managing people (innovative HRM practices and management behavior) and employees’ innovative behavior. The focus is on how organizations can stimulate their employees to behave innovatively.

HRM AND NEW SOURCING ARRANGEMENTS

Contact: Dr. Jeroen Meijerink

This graduation theme centers around the implementation and value creation of HR Shared Services. By building on insights from service management research, this project focuses on the way how shared services for HRM can create value (increased benefits and reduced costs) for the organization, separate business units, and end-users (i.e. HRM professionals, employees and line managers).

HRM CO-CREATING WITH EMPLOYEES

Contact: Dr. Jeroen Meijerink

This graduation theme centers around the involvement of employees in HRM. Real-life examples such as job-crafting and career-self management by employees show that employees are involved in co-creating HRM practices. As such, this project intends to answer questions like: what ways do employees engage with HRM practices; how do employees create value out of HRM practices; what is required from employees to make HRM practices ‘work’; and what resources and relationships do employees draw on when utilizing HRM practices?

HRM AND NEW WORLD OF WORK

Contact: Dr. Jan de Leede

This graduation theme centers around the link between human resources, the organization and new technologies. Several foci make the basis of this research, including: working times (what are healthy and flexible working times, with ideas like self-‘rostering’); new world of work (how effective is virtual teamwork, how effective is virtual leadership); new forms of organizing, especially self-organizing teams; the impact of HRM re-organization on the employment relationship and labor flexibility.

INNOVATIVE HRM COMPETENCES FOR INTERNATIONAL BUSINESS

Contact: Dr. Huub Ruel

This graduation theme centers around the innovative HRM competences that firms need to be successful in foreign markets. A sample of research questions addressed are: what are characteristics of cultural sensitivity that enable interactions with different stakeholders in foreign markets? To what extent do geopolitical risks steer firms in hiring and sustaining innovative talent?

MEASURING THE IMPACT OF HRM AT THE DUTCH MINISTRY OF FOREIGN AFFAIRS

Contact: Dr. Huub Ruel

The HDPO (Hoofddirectie Personeel en Organisatie) of the Ministry of Foreign Affairs is searching for ways how to measure the impact of the HR policies and practices, that enable employees (diplomats, policy advisors, analysist, experts) to have the competences to operate in dynamic and international environments.

EFFECTIVENESS OF INTERNATIONALISATION POLICY AT UT / COLLABORATION WITH THE CENTRAL UT

Contact: Prof. Dr. Tanya Bondarouk

The project welcomes 3-4 students to explore the quality of the internationalization policy within our university. A sample of questions includes: What is the concept of employees internationalization? How to measure it? How to attract international best talent to work for UT? To what extent do different schools within the UT steer internationalization? And, in the end, how international is our university?