Open research questions in Human Resources and Workforce
94 gap statements mined from Human Resources and Workforce papers in our 4.5M-paper local library, which holds 548 papers on the topic — drawn mostly from each paper's own stated research gap, future-work, challenge and limitation notes, and its abstract. The ones listed below are a selection still marked open; each names the study that raised it, with a DOI link where the paper has one.
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What the literature leaves open
Supervision also takes place within the organization of the workers’ self-management itself, however, it is limited to only one event — the approval of the election of the chairman and secretary of the workers’ council by the conference of the workers’ self-management, and in case of the election of the workers’ council presidium, it is limited to the approval of this presidium.
The paper suggests that future research should focus on the implications of the aging workforce on personnel management. It also suggests that research should be conducted on the impact of technological changes on the workforce.
It highlights the need for personnel management professionals to understand and incorporate directions for change into human resources planning and programs.
There is a lack of understanding of the importance and type of responsibilities assigned to CBOs. The evolution of the CBO's role over 800 years is not well understood.
While this increase in support costs is significant, the real challenge facing sales and marketing managers is to achieve and maintain a high return on this investment. Achieving the requisite pro ductivity from this investment will depend on under- 'These figures are based on an internal study conducted by a large industrial chemicals firm that must remain anonymous.
There is a need for a flexible and innovative approach to training YTS staff. The MSC have not laid down how long each module of training should occupy.
It argues that there is a need for a more flexible approach to planning, recognizing multiple ways to plan and manage.
Future research should examine the quality of career development services. The impact of these services on employee growth and retention should be studied. The federal civil service system should be included in future surveys.
There is a lack of understanding of the complexities of personnel management in human services institutions. There is a need for a comprehensive overview of personnel management in human services institutions.
The status of secretaries in small private companies is still unclear. There is a need for further clarification on the role of secretaries in these companies.
Recommendations for Clarifying the Role of Communication Directors Based on the conclusions arrived at in this study, and within the limitations of this investigation, the following recommendations are made: 1. Efforts should be made to have communication directors become more involved in determining major policies related to developing and maintaining company-wide communication systems.
A Comparative Study of the Present and Ideal Roles of Communication Directors in Selected Business Organizations · 1980 · DOIThe lack of clear and consistent direction from BEH is a major roadblock to CSPD implementation. The state education agency has no authority over many of the agencies, institutions, and organizations whose participation is needed.
The lack of comprehensive planning for preservice and in-service personnel preparation. The need for a dynamic approach to CSPD development.
The paper highlights the challenge of providing employees with the information they need to make necessary decisions.
It notes that social welfare administrators' range of choice is limited by their earlier decisions to restrict specific jobs to workers with certain educational preparation or skills.
The gap in current research is the lack of understanding of the personnel problems faced by multinational corporations. The paper aims to contribute to this area by presenting findings from a questionnaire and interview survey.
The problem of training administrative personnel is of very wide concern in the field of social security. There is a need to pursue research in this area.
INVENTORY AND CHARACTERISTICS OF TRAINING PROGRAMMES AND METHODS USED FOR FURTHER TRAINING OF ADMINISTRATIVE PERSONNEL AND SPECIALISTS WITH PARTICULAR REFERENCE TO THE FIELDS OF ORGANISATION AND METHODS, DATA PROCESSING AND MANAGEMENT TECHNIQUES1 · 1974 · DOINearly three quarters of the 39 interviewees, who said that they maintained contact with personnel people in other organisations, specifically mentioned that their contacts were limited to their own industry or sector.
The increasing complexity of legal and statistical aspects of affirmative action has blurred the lines between academic and nonacademic personnel administration.
The study was conducted at a private, non-profit residential treatment center. The sample size was limited to thirty-two employees. The study did not evaluate the long-term effects of the orientation checklist procedure.
The addition of labor unions and government agencies to the simulation exercise - The expansion of the simulation exercise to include more complex scenarios - The development of new methods for training future…
The lack of courses in law for managers - The need for a novel approach to training future executives - The complexity of the environment in which modern large enterprises…
Further study on the implementation of talk radio formats for minority audiences, - Analysis of the effectiveness of promotional campaigns for radio…
The evaluation of the long-term effects of the orientation checklist procedure. The development of new methods for orienting new employees. The evaluation of the effectiveness of the orientation checklist procedure in different human service settings.
The need for a basic treatise on the application of evaluation research to development programs - The lack of knowledge of evaluation research by development…
Most-cited papers in Human Resources and Workforce
- Professionalization and Bureaucratization · American Sociological Review · 1968 · 822 citations
- Are the Classical Management Functions Useful in Describing Managerial Work? · Academy of Management Review · 1987 · 244 citations
- Determinants of MIS employees' turnover intentions · Communications of the ACM · 1992 · 214 citations
- Career Jobs are Dead · California Management Review · 1999 · 187 citations
- Industrial Salesperson Development: A Career Stages Perspective · Journal of Marketing · 1984 · 172 citations
- Taylorism, targets and the pursuit of quantity and quality by call centre management · New Technology Work and Employment · 2002 · 140 citations
- Career systems in transition · Personnel Review · 2003 · 92 citations
- Facilities management: a “Jack of all trades”? · Facilities · 2001 · 86 citations
- Managing professionals · Theory and Society · 1983 · 72 citations
- Deprofessionalization and its Sources · Sociology of Work and Occupations · 1975 · 64 citations
Most recent work
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- THE SOCIAL AND PHILOSOPHICAL ANALYSIS OF PERSONNEL ACTIVITY MANAGEMENT IN INTERNAL AFFAIRS BODIES · Zenodo (CERN European Organization for Nuclear Research) · 2026
- supervision – Mensch Arbeit Organisation: Organisation und Organisationsberatung · supervision · 2026
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- Türkiye’de Araştırma Üniversitelerinin Tarihsel Gelişimi, Mevcut Durumu ve Geleceğine İlişkin Beklentiler · Marmara Üniversitesi Atatürk Eğitim Fakültesi Eğitim Bilimleri Dergisi · 2026
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- DIGITAL TRANSFORMATION OF ORGANIZATIONAL MANAGEMENT SYSTEMS: A SEVEN-COMPONENT MODEL AND METHODOLOGY FOR ASSESSING DIGITAL MATURITY · Scientific Journal of Yuriy Fedkovich Chernivtsi National University Economics · 2026
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