Aims & Scope

Aims and Scope

Advances in Human Resource Management Research

Advances in Human Resource Management Research is an international peer-reviewed scholarly journal dedicated to the advancement of knowledge in the field of human resource management (HRM). The journal publishes high-quality theoretical, empirical, and review-based studies that contribute to the understanding of how human resource policies, systems, and practices are developed, implemented, and evaluated across diverse organizational settings.

The journal particularly welcomes research that examines the strategic, organizational, behavioral, and institutional dimensions of human resource management. It seeks to advance scholarly and practical understanding of how HRM shapes workforce capability, employee outcomes, organizational effectiveness, and long-term sustainability in contemporary workplaces. Contributions are encouraged from a broad range of methodological and contextual perspectives, provided that human resource management remains the central analytical focus.

Advances in Human Resource Management Research aims to serve as an authoritative forum for rigorous and relevant scholarship addressing current and emerging issues in HRM at local, national, regional, and international levels. The journal values studies that offer clear conceptual development, robust empirical evidence, and meaningful implications for HR policy, people management, and organizational practice.

Coverage

The journal invites original research articles, conceptual papers, review articles, and case-based studies in areas including, but not limited to, the following:

  • Strategic human resource management
  • Human resource planning and workforce strategy
  • Recruitment, selection, and talent acquisition
  • Employee onboarding and organizational socialization
  • Talent management and high-potential employee development
  • Employee retention and turnover management
  • Learning, training, and employee development
  • Career development and internal mobility
  • Leadership development and succession planning
  • Performance management and appraisal systems
  • Compensation, rewards, and benefits management
  • Employee engagement, commitment, and motivation
  • Employee well-being, work-life balance, and psychosocial aspects of work
  • Diversity, equity, and inclusion in human resource management
  • Human resource management in small and medium-sized enterprises
  • Human resource management in multinational, international, and cross-cultural contexts
  • Managing employees during organizational change, restructuring, and transformation
  • Employment relations and workplace governance
  • Employment law and regulatory issues relevant to human resource management
  • Human resource analytics and evidence-based HR decision-making
  • Digital human resource management and human resource information systems
  • Ethics in human resource management
  • Sustainable human resource management and responsible people management
  • Methodological developments in human resource management research

Types of Contributions

The journal welcomes empirical studies, theoretical papers, systematic literature reviews, meta-analyses, comparative studies, and case-based research that advance the field of human resource management. All submissions should demonstrate clear relevance to HRM and make a substantive contribution to scholarship, policy, or managerial practice.