Top 20 MBA HR Project Ideas and Topics for 2025

Did You Know? By integrating AI into their HR operations, Poonawalla Fincorp reduced the time to finalize job offers by 90%, from ten days to under one day. This was achieved through AI-powered tools for candidate matching, document verification, and real-time screening, showcasing the critical role of AI skills in modern HR practices. ​

The top 20 MBA HR project ideas for 2025 focus on critical HR challenges and trends, such as employee engagement, HR analytics, and workforce planning. These projects help bridge theory with practical HR practices, enhancing skills in talent acquisition, performance management, and employee retention.

Each topic enhances data-driven decisions, performance management, organizational behavior, and strategic HR problem-solving for modern workforce challenges.

This blog features a carefully selected list of final-year HR project topics designed to inspire you. These topics will help you develop impactful projects and enhance your HR skills. 

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20 Best MBA HR Project Ideas

A well-researched project enhances your skills and industry knowledge. HR trends like AI, analytics, and employee well-being are reshaping workplaces. Your project should address practical HR challenges with innovative solutions. 

Explore data-driven decision-making to improve recruitment, retention, and engagement. Employee experience, workplace diversity, and HR technology are trending topics. Practical HR projects demonstrate strategic thinking and problem-solving skills. Selecting the right topic boosts your employability in competitive job markets.

Here’s a list of impactful MBA HR project ideas to inspire you, along with details on each topic’s difficulty level and the HR area it addresses. 

Finding it hard to link HR policies with employee experience in your project? Build HR leadership skills with upGrad’s Management Courses and learn UX-driven HR design with upGrad's Master of Design in User Experience. Access 200+ hours of case studies.

Also Read: Top 10 Human Resource Challenges in 2024 & How To Solve Them?

Ready to explore innovative HR project ideas that align with the latest industry trends? Here are 20 impactful MBA HR project topics for 2025.

 Recruitment & Talent Acquisition

Recruiting top talent is a key function of HR, and modern hiring strategies focus on efficiency, diversity, and candidate experience. With AI-driven tools, gamification, and referral programs, companies can enhance hiring outcomes while reducing biases.

Let’s explore some exciting project ideas in this domain.

Evaluating the Effectiveness of Employee Referral Programs

Employee referral programs help companies find quality hires quickly. They reduce recruitment costs and improve employee retention rates. Referred employees often perform better and stay longer in organizations. HR must measure referral success using key performance indicators. 

The objective of this project is clear. Assess the value and effectiveness of employee referral programs from a recruitment perspective.

• Analyze the quality and performance of referred hires.
• Evaluate cost savings and recruitment speed compared to traditional methods.
• Understand cultural fit and employee satisfaction in referral-based hires.

This project has exciting features in addition to its clear purpose. You can explore recruitment strategies and apply a data-driven approach to HR practices.

• Measure referral program efficiency with quantifiable HR metrics.
• Conduct surveys or interviews with hiring managers for qualitative insights.
• Compare different organizations’ referral program structures and analyze best practices.

Many companies find referrals to reduce recruitment costs and bring candidates who understand the company culture better than external hires. Here’s what referral programs typically achieve.

Here are some practical examples.

• Google
• Amazon

AI-Driven Recruitment Tools: Enhancing Efficiency and Reducing Bias

This intermediate-level project, perfect for second-year students, explores Recruitment and Talent Acquisition. As AI tools become more sophisticated, they’re transforming hiring processes, making recruitment faster and, ideally, fairer. 

This project’s objectives are as follows.

• Study how AI shortlists candidates based on skills, reducing human bias.
• Investigate AI’s impact on time-to-hire and candidate experience.
• Examine the ethical considerations of AI-driven hiring tools.

Here, examine the features of this project that will help you gain exposure to AI applications.

• Identify key AI-based recruitment tools and their unique functions.
• Compare pre- and post-AI recruitment metrics to gauge efficiency improvements.
• Develop data analysis skills by studying bias reduction in hiring.
• Explore case studies of AI success in large corporations and mid-size companies.

Here’s a look at the role of AI in recruitment, popular tools, and a case study on bias reduction.

Here’s how some leading companies leverage these tools.

• IBM uses Pymetrics, which measures cognitive and emotional traits to match candidates to roles and improve diversity.
• Accenture adopted Textio to create inclusive job descriptions, helping attract a  broader and and more diverse talent pool.

Finding it hard to use AI for talent acquisition and workforce planning? Learn how machine learning transforms HR decision-making with upGrad’s AI and Machine Learning Courses. Includes 10+ practical projects.

3. Role of Gamification in Attracting Millennial Talent

This advanced project is ideal for second-year students exploring MBA HR project ideas. It focuses on Recruitment and Talent Acquisition using gamification and HR Metrics to enhance hiring strategies. As companies compete for millennial talent, HR Metrics helps measure gamification’s impact on engagement and recruitment success.

The main objective of this project is to understand the following.

• Engagement Tactics: Examining how interactive elements like quizzes, challenges, and simulations captivate and retain candidates’ interest.
• Skill Assessment: How gamified tools offer a fun yet rigorous way to evaluate cognitive abilities, soft skills, and culture fit.
• Brand Differentiation: Highlighting how gamification creates memorable recruitment experiences, setting companies apart in a crowded job market.

The core features of the project are as mentioned below.

• Interactive Assessments: How to design gamified quizzes or challenges that test for required skills while keeping candidates engaged.
• Behavioral Simulations: Utilizing virtual scenarios where candidates make choices to demonstrate their decision-making style and creativity.
• Rewards and Leaderboards: Understanding the psychology behind reward systems and leaderboards, which drive millennials’ competitive spirit and desire for recognition.

This table provides a snapshot of popular gamification strategies and the insights they yield.

Real-life examples include the following.

• Unilever uses a series of mobile games to evaluate potential hires’ memory, concentration, and social traits.
• PwC employs virtual reality games in some assessments, giving candidates a sneak peek into daily tasks while evaluating their responses.
• Google introduced coding challenges to attract and engage top-tier software developers, turning recruitment into an interactive experience.

Also Read: Leadership Potential: Skills, Qualities, and Strategies for Success 

Employee Engagement & Retention

Employee retention is a major challenge, especially in industries with high turnover. HR professionals focus on engagement strategies such as work-life balance initiatives, advocacy programs, and remote engagement models to boost employee loyalty.

Here are some insightful project ideas in this space.

 4. Strategies to Improve Employee Retention in High-Turnover Industries

This intermediate-level project is perfect for second-year students. It focuses on Employee Engagement and Retention strategies. High-turnover industries struggle with staffing as employees leave faster than they are replaced.

Here are the objectives of this project.

• Evaluate the impact of career growth opportunities and financial incentives.
• Understand the role of workplace culture in reducing turnover.
• Compare industry-specific retention metrics and outcomes.

Regarding project features, students will gain an in-depth look at diverse retention methods companies use to create a more engaged workforce. Here are a few of them.

• Examine financial incentives like bonuses and overtime pay.
• Study development opportunities, including mentorship and training.
• Compare retention rates before and after implementing specific strategies.
• Analyze survey data to assess employee satisfaction in high-turnover industries.

Here’s a breakdown of the top challenges, successful strategies, and the measurable impacts these approaches have on employee retention.

Some practical examples show how leading companies use tailored retention strategies to lower their turnover rates and improve employee satisfaction. 

• Walmart introduced education benefits for employees, leading to improved retention rates.
• Starbucks provides career advancement programs for store employees, improving retention and engagement.
• Marriott offers flexible scheduling and training opportunities, crucial in the hospitality sector to reduce turnover.

5. Employee Advocacy Programs: Building Brand Loyalty from Within

This project is perfect for second-year students exploring the Concept of Human Resources and employee engagement. It focuses on employee advocacy programs that transform staff into authentic brand ambassadors. Companies use these programs to strengthen brand loyalty and workplace culture.

Now, have a look at this project’s objectives.

• Understanding the principles behind employee advocacy programs.
• Analyzing how these programs can positively affect brand perception.
• Exploring strategies for incentivizing employees to become advocates.

Here’s a closer look at the project’s features.

• Studying examples of successful employee advocacy initiatives in well-known brands.
• Examining communication techniques to keep employees informed and enthusiastic.
• Assessing methods to measure the ROI of employee advocacy on brand image and loyalty.

Below is a table summarizing core program components and their brand impact.

As you advance through this project, you'll also observe practical cases, as mentioned below.

• Starbucks empowers employees to share their experiences and brand values on social media, expanding reach and brand loyalty.
• Adobe utilizes its “Adobe Life” initiative, where employees actively contribute to sharing positive workplace stories, humanizing the brand.
• Dell employs its “Social Media and Community Professional” certification to encourage responsible, enthusiastic brand representation from employees online.

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6. Building a Sustainable Employee Engagement Model in Remote Work Environments

This advanced project is ideal for second-year students exploring MBA HR project ideas in Employee Engagement and Retention. The Concept of Human Resources is shifting as remote work reshapes employee engagement strategies. Even experienced HR professionals face challenges in keeping remote employees motivated and connected.

The objectives here are straightforward.

• Employee Connectedness: Maintaining a sense of belonging, even with employees scattered across different time zones.
• Productivity and Motivation: Ensuring productivity levels remain high without the physical presence of supervisors or peers.
• Personal Well-being: Addressing the mental health and burnout risks associated with remote work’s blurring boundaries between home and office life.

Here’s what the project includes.

• Virtual Engagement Strategies: Techniques like virtual team-building, remote-friendly reward systems, and engaging online feedback sessions.
• Technology Tools: Exploring platforms that support collaboration, communication, and engagement, from Slack and Zoom to advanced project management tools like Asana.
• Adaptability: Building flexibility into engagement models to accommodate synchronous and asynchronous work styles.

Now, to tackle the real heart of the matter, what makes remote engagement tricky? Remote work introduces a unique set of engagement obstacles, from potential isolation to the difficulty of team cohesion. Consider these components.

Many companies are already leading the way in remote engagement, proving it can be done sustainably. 

• GitLab:  Maintains high engagement levels through regular virtual events, including coffee chats and quarterly team bonding sessions.
• Zapier: This relies on asynchronous communication and employee wellness programs to keep burnout at bay.
• Buffer: Focuses on transparency and over-communication, keeping everyone aligned through regular updates and company-wide meetings.

Also Read: How to Use Google Analytics: Comprehensive Guide For Beginners

7. Impact of Work-Life Balance Initiatives on Employee Retention

(H4) 7. Impact of Work-Life Balance Initiatives on Employee Retention

Work-life balance improves job satisfaction and reduces stress. Employees with flexible schedules are more productive and engaged. Poor balance leads to burnout and higher turnover rates. Companies offering remote work see increased employee retention. Work-life programs enhance motivation and workplace loyalty.

The project aims to examine how work-life balance initiatives affect employee retention rates. It explores key factors driving the link between a healthy work-life balance and improved job satisfaction.

• Measure retention rates before and after implementing work-life balance policies.
• Analyze employee satisfaction levels in workplaces with vs. without balance initiatives.

Here's a look at the types of initiatives and their impact.

• Flexible Working Hours: Employees can work during hours that suit them, enhancing productivity.
• Remote Work Options:  Reduce commute stress, leading to improved work satisfaction.
• Mental Health Days: Shows commitment to employee well-being, building loyalty.
• Paid Family Leave: Supports work-life balance, especially for employees with family responsibilities.

Focusing on these features allows you to explore a highly relevant topic while gaining hands-on experience in measuring and interpreting HR data. Here are the project features.

To bring this idea into practical perspective, many companies have successfully improved employee satisfaction and retention with flexible work policies. Here are some of them. 

• Microsoft introduced flexible work options” rather than specifically remote work, since it has involved hybrid models.
• Salesforce’s mental health days policy contributed to higher employee loyalty.

Also Read: The 5 Best Ways for Employee Engagement!

 Performance Management & Training

Performance management is shifting from traditional annual reviews to continuous feedback models. Organizations are also leveraging technology, data, and virtual training tools to enhance employee development and productivity.

Let’s explore some project ideas in this area.

 8. HR Metrics for Measuring the ROI of Employee Training Programs

This beginner-level project, suitable for first-year students, is centered on HR Analytics. 

This project investigates how HR metrics can effectively measure employee training programs' return on investment (ROI), a critical tool in modern HR Analytics.

 This project aims to explore various HR metrics, including the following.

• Analyze financial impacts, including productivity changes post-training.
• Examine employee engagement levels influenced by training programs.
• Study retention rates of trained employees compared to untrained.

This project offers an insightful look into HR metrics, helping you identify the numbers behind training effectiveness. It includes the following.

• Identify and track key performance indicators (KPIs) tied to training programs.
• Calculate the cost-benefit of employee development investments.
• Develop analytical skills by calculating ROI and interpreting training data.
• Explore qualitative feedback mechanisms, like employee surveys, alongside quantitative metrics.

Here are some of the most relevant metrics and methods to calculate training ROI.

In real-life scenarios, the following companies extensively use HR metrics to assess the ROI of training programs. 

• Amazon uses productivity metrics post-training to adjust future training methods.
• Deloitte conducts pre- and post-training surveys to measure engagement and effectiveness.

Finding it hard to make HR decisions using data-driven insights? Boost your career with upGrad’s HR Analytics Course and master data-backed strategies. Get hands-on training, 10+ case studies, and expert mentorship to stay ahead in HR! 

 9. 360-Degree Feedback: Analyzing Its Impact on Employee Performance

This intermediate-level project, designed for second-year MBA students, focuses on Performance Management using the 360-degree feedback model. It analyzes employee performance by gathering structured feedback from multiple sources. It includes managers, peers, subordinates, and self-assessments, ensuring a well-rounded evaluation.

This project aims to analyze how 360-degree feedback influences employee performance and development. Some primary objectives of this project include the following.

• Assess whether multi-source feedback improves employee self-awareness.
• Evaluate if this feedback model enhances performance or increases tension.
• Study 360-degree feedback’s role in overall organizational growth.

Here are the project features.

• Examine how feedback from different sources impacts personal and team dynamics.
• Analyze the relationship between feedback frequency and performance improvement.
• Explore tools used in implementing 360-degree feedback in organizations.
• Study performance metrics before and after feedback introduction.

Here’s a summary of its benefits and drawbacks.

In practical applications, many companies have successfully implemented 360-degree feedback to boost employee performance and promote a culture of accountability. Here are a few examples.

• Google uses 360-degree feedback for peer reviews, enhancing transparency and self-awareness.
• Deloitte employs 360-degree feedback as part of its “performance snapshots” to streamline its development goals.

Also Read: What is Human Resource Management?

 10. Transition from Annual Performance Reviews to Continuous Feedback Systems

This intermediate-level project is perfect for second-year students. It focuses on Performance Management and the shift from annual reviews to continuous feedback systems. This trend enhances employee growth, engagement, and productivity.

This project aims to analyze how continuous feedback impacts employee performance and engagement compared to annual performance reviews.

• Understand why companies are shifting from annual to continuous review models.
• Examine the challenges and requirements for implementing continuous feedback.
• Explore practical examples of continuous feedback’s impact on workplace culture.

Shifting from annual performance reviews to continuous feedback involves key project features, highlighting its transformative nature. Here are some features.

• Identify performance metrics suited for continuous review systems.
• Examine tools and software that provide real-time feedback.
• Explore potential challenges, such as managing employee expectations and training managers.

Below is an overview of the benefits and challenges of both approaches.

Some of the practical examples are mentioned here.

• Adobe transitioned to a “check-in” system focusing on regular, informal conversations about performance.
• Accenture eliminated annual reviews to prioritize more frequent, development-focused conversations.
• Deloitte uses weekly or bi-weekly feedback sessions to align employees with their goals.

Also Read: Top 7 Decision-Making Skills Every MBA Student Must Know

 11. The Role of Virtual Reality in Corporate Training and Development

This advanced project is ideal for second-year students exploring MBA HR project ideas in Training and Development. It explores how virtual reality (VR) can enhance corporate training by providing immersive, hands-on simulations. VR technology revolutionizes employee learning, making training more engaging and effective.

In short, this project is designed to equip you with a working model for integrating VR in corporate training. Here are the objectives.

• Skill Application: Providing real-life scenarios where employees can practice skills in a simulated, low-risk environment.
• Engagement Boost: Enhancing learner engagement and retention through immersive training experiences.
• Scalability and Customization: Exploring the flexibility of VR for different training needs, from customer service to technical skills.

Moving on to specific features, this project will introduce students to the practical components of VR training implementation. Here are some of them.

• Technical Requirements: A look at the hardware and software necessary to develop VR training modules.
• Content Development: Designing VR experiences that align with organizational training goals.
• Performance Tracking: Methods for assessing employee progress and measuring VR’s impact on skill acquisition.

The table below outlines the uses and advantages of VR in corporate training, along with examples of actual companies utilizing it.

The practical use of VR in training continues to expand, with impressive examples illustrating its advantages.

• Walmart: Uses VR simulations to prepare employees for high-stress situations, improving response times and customer satisfaction.
• ExxonMobil: Incorporates VR for safety and emergency response training, allowing employees to practice complex procedures in a controlled setting.
• Boeing: Uses VR to train employees in handling aircraft components, reducing the risk of human error and lowering training costs.

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Compensation & Benefits

Competitive compensation and flexible benefits packages are crucial for attracting and retaining top talent. Addressing pay gaps and tailoring benefits to employee needs can significantly impact job satisfaction and workplace equity.

Check out these project ideas related to compensation and benefits.

 12. Exploring Flexible Benefits Packages: Enhancing Employee Satisfaction and Retention

This intermediate-level project is ideal for second-year students exploring Compensation and Benefits. It analyzes how flexible benefits packages influence employee satisfaction and retention. Understanding these impacts helps optimize HR strategies for a happier workforce.

This project’s objectives are straightforward. 

• Understand the essentials of flexible benefits packages and their rationale.
• Discover how these packages contribute to employee satisfaction and commitment.
• Analyze the financial and operational implications of implementing flexible benefits.

The features of this project are both informative and practical.

• Reviewing the main types of flexible benefits (e.g., customizable health insurance, remote work options).
• Studying policies on flexible benefits adopted by companies with high retention.
• Examining methods to assess employee satisfaction with benefits.

Here’s an overview of flexible benefits components and their influence on retention and satisfaction.

Practical applications of flexible benefits are plentiful and enlightening.

• To ensure a delighted workforce, Salesforce offers comprehensive healthcare, wellness, and time off flexibility.
• Airbnb provides unique lifestyle benefits like travel stipends, allowing employees to enjoy experiences beyond the office.
• Spotify offers extensive parental leave and fertility benefits, which has resulted in increased retention and attraction of diverse talent.

Also Read: What is Business Ethics and Why is it Important?

Addressing Gender Pay Gap Through HR Policy Reforms

This intermediate-level project is ideal for second-year students exploring Diversity, Equity, and Inclusion (DEI). HR Metrics reveal that the gender pay gap remains a global challenge. Analyzing data-driven solutions can help create fair compensation structures.

The objectives of this project are as follows.

• Identify familiar drivers of the gender pay gap across industries.
• Research HR policies that focus on equity in pay and opportunity.
• Analyze the impact of gender-based pay reform in diverse workplaces.

This project includes the following critical features.

• Conduct case studies on companies that have implemented gender pay audits.
• Learn about policy creation, from inception to enforcement and monitoring.
• Explore tools and frameworks for analyzing and reporting gender pay gaps.
• Study the role of transparent communication and accountability in implementing reforms.

The following table summarizes its primary drivers and examples of impactful HR reforms.

Several companies have adopted gender pay reforms, as mentioned below.

• Salesforce conducted a company-wide gender pay audit, ensuring equal pay across genders.
• PwC implemented a transparent salary structure to combat unconscious bias.
• Microsoft monitors pay disparities regularly and updates compensation policies as needed.

Also Read: Top 10 Human Resource Challenges in 2024 & How To Solve Them?

HR Analytics & Technology

Data-driven HR strategies help organizations make informed workforce decisions. From predictive analytics for workforce planning to performance optimization, HR analytics is revolutionizing how companies manage talent.

Let’s take a look at some project ideas in this field.

  14. Using Data Analytics to Predict and Enhance Employee Performance

If you are exploring MBA HR project ideas, this advanced-level project explores the complexities of performance management. It’s a perfect choice for second-year students aiming for in-depth HR insights. In the age of big data, HR professionals are increasingly utilizing analytics to refine and enhance employee performance.

The main goal is to develop an HR project showcasing how data-driven insights can optimize workforce performance. This project focuses on the following.

• Predicting Performance Outcomes: Using predictive analytics to estimate employee productivity, engagement, and potential for success.
• Personalized Development Plans: Utilizing data to tailor training, coaching, and career paths based on performance data.
• Data-Driven Decision-Making: Ensuring HR actions are not based on gut feeling but on insights that lead to better retention and engagement.

Moving to the project features, let’s explore the following features.

• Identify Relevant KPIs: Learn how to measure performance indicators accurately reflecting employee productivity and potential.
• Utilize Analytical Tools: To analyze HR data, use software and techniques such as machine learning, regression analysis, and data visualization.
• Design Improvement Plans: Create tailored improvement strategies that establish productivity and growth and are personalized to individual employee data.

Here’s a table on what this project explores.

Some companies are already utilizing analytics to drive performance enhancement. Consider these real-life use cases.

• Google: Uses data analytics to predict employee retention and identify engagement bottlenecks.
• IBM: Utilizes machine learning algorithms to map individual productivity trends and career progression.
• Microsoft: Implements data analytics in performance reviews, providing data-backed feedback to enhance productivity.

Need help with HR forecasting for your MBA project? Master predictive analytics for workforce planning with upGrad's Introduction to HR Analytics. Learn in just 6 hours at zero cost.

Predictive HR Analytics for Workforce Planning

This intermediate project is perfect for second-year students exploring HR Analytics and strategic workforce planning. The Concept of Human Resources is advancing with predictive HR analytics, transforming workforce forecasting. This revolutionary approach utilizes data to anticipate future staffing needs.

The project’s objective is to understand the following.

• Identify workforce trends to anticipate future staffing requirements.
• Explore data-driven tools that help HR teams plan for various workforce scenarios.
• Understand how to apply predictive models to meet organizational objectives.

This project includes valuable features as follows.

• Analyze turnover and hiring trends using predictive models.
• Identify the skill gaps that will arise as roles evolve.
• Explore different tools, such as Tableau, SPSS, and Python, to analyze HR data.
• Examine the effectiveness of predictive HR analytics through case studies.

The table below introduces some essential tools and examples of successful analytics-based planning.

Many companies – listed below – have already embraced predictive analytics.

• IBM uses predictive analytics to reduce turnover and retain key talent.
• Google forecasts hiring needs for its seasonal projects, enhancing efficiency.
• Procter & Gamble employs analytics to identify  the skills needed for future roles(H3) Diversity, Equity, and Inclusion (DEI)
• Promoting an inclusive workplace fosters innovation and employee satisfaction. HR plays a crucial role in bridging generational gaps, supporting neurodiverse employees, and measuring the impact of DEI initiatives.
• Here are some thought-provoking project ideas in this category.

16. Cross-Generational Collaboration: Strategies for Bridging the Generation Gap in the Workplace

• This project, designed for second-year students, explores the Work Environment using HR Metrics. It focuses on strategies to enhance collaboration between different workplace generations. Utilizing HR Metrics helps measure engagement and improve intergenerational teamwork.
• Here are the specific objectives.
• Recognizing Generational Differences: Gain insight into each generation's distinct needs and values, from tech-savvy Gen Z to experienced Boomers.
• Building Mutual Respect: Promote an environment where generations appreciate each other's strengths and establish stronger teamwork.
• Creating Communication Strategies: Develop methods to bridge communication gaps and understand tech, language, and feedback style preferences..

Key features include the following.

• Training Programs: How to implement workshops on empathy, respect, and communication to build trust between generational cohorts.
• Mentorship and Reverse Mentorship: Utilize the skills of each generation by pairing experienced workers with newer hires, promoting knowledge sharing and fresh perspectives.
• Flexible Policies: Strategies to create flexible work policies that accommodate different work preferences, such as hybrid work for tech-savvy employees and a clear structure for those who prefer it.

The following table outlines typical collaboration strategies and the outcomes they can generate.

Here are some real-life examples.

• Citi implemented reverse mentorship to help senior leaders better understand digital trends from younger employees.
• IBM introduced intergenerational training sessions that brought Millennials and Gen Xers together to brainstorm solutions to workplace challenges.

17. Creating Inclusive Workspaces: A Study on Neurodiversity in the Workplace

This advanced-level project is ideal for second-year college students seeking MBA HR project ideas focused on diversity, equity, and inclusion (DEI) initiatives. With growing awareness of neurodiversity in the workplace, this project explores DEI strategies to support neurodivergent employees. It highlights inclusive practices that enhance engagement, productivity, and workplace equity.

The core objective is to create a model for inclusive workspaces, a valuable addition to your MBA HR project ideas, where neurodiverse individuals feel supported and valued. This project centers on the following.

• Awareness and Education: Examining how HR can educate all employees on neurodiversity.
• Tailored Work Environments: Identifying how to adjust workspaces to suit neurodivergent needs.
• Policy Reformation: Suggesting modifications to HR policies to include better support for neurodivergent individuals.

Building from this, the project offers the following essential features that enhance understanding of workplace inclusivity.

• Research and Analysis: Provides a comprehensive study on neurodiversity, focusing on autism, ADHD, dyslexia, and other neurological differences.
• Case Studies: Examines practical examples of companies supporting neurodiversity, highlighting strategies employed.
• Actionable Guidelines: Offers step-by-step strategy to promote a neurodiverse workforce within companies.

The following breakdown explores the basics and advantages of neurodiverse teams.

Here are some companies making strides.

• Microsoft: Launched a hiring program for individuals with autism, providing specialized training and support.
• Deloitte: Started a program to hire neurodivergent professionals in cybersecurity and analytics roles.

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18. Measuring the Impact of DEI Initiatives on Workplace Culture

This is an innovative MBA HR project idea for first-year students. It focuses on Diversity, Equity, and Inclusion (DEI) strategies. Understanding DEI initiatives helps analyze workplace transformation and impact. This project explores how businesses drive meaningful change through inclusivity.

The project’s objective is simple: examine how DEI initiatives affect the workplace environment. The other objectives are listed below.

• Assess pre- and post-DEI initiative survey results on inclusivity and belonging.
• Track changes in employee satisfaction linked to DEI programs.
• Evaluate how DEI initiatives impact overall workplace culture, diversity, and retention.

By exploring key project features, you gain a hands-on understanding of how DEI initiatives are implemented, measured, and refined. This practical approach emphasizes practical applicability.

• Research and design DEI initiatives suited to different industries.
• Gather qualitative and quantitative data through employee interviews and surveys.
• Use analytics to track inclusivity metrics over time and identify growth areas.
• Explore data visualization techniques to present DEI outcomes effectively.

Here’s a snapshot of DEI fundamentals, measurement tools, and examples.

Salesforce is a real-life example of how DEI initiatives are core to workplace culture. By consistently measuring the impact of these efforts, Salesforce has cultivated an inclusive culture and improved employee satisfaction. Here’s what Salesforce does.

• Conducts biannual DEI surveys to gauge inclusivity and satisfaction.
• Use data analytics to monitor equity in promotions and pay.
• Implements employee resource groups (ERGs) to establish community and representation.
• Regularly hosts DEI training to improve awareness and sensitivity.

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Workplace Culture & Well-Being

A healthy workplace culture is vital for employee satisfaction and productivity. From mental health support to hybrid work models, HR professionals are redefining how organizations create a positive work environment.

Let’s explore some key project ideas in workplace culture and well-being.

19. Impact of Mental Health Initiatives on Employee Productivity and Workplace Culture

This intermediate-level project is ideal for second-year students exploring Employee Well-being through HR Metrics. It analyzes how mental health initiatives improve productivity and workplace culture using HR Analytics.

The project emphasizes core objectives such as the following.

• Increasing Awareness: Learn about the connection between mental health and productivity, underscoring how supportive environments help employees perform at their best.
• Implementing Effective Programs: Explore various mental health programs, from counseling services to stress management workshops, and their role in reducing burnout and turnover.
• Enhancing Workplace Culture: Understand how mental health policies create a supportive, inclusive, and engaged work culture that establishes higher retention and morale.

Here are the key features this project outlines.

• Evaluation Metrics: Practical ways to assess the impact of mental health programs, using KPIs such as employee productivity rates, absenteeism, and job satisfaction.
• Support Systems: How to set up mental health resources within organizations, from employee assistance programs to access to professional counseling.
• Corporate Policy Reform: Strategies for integrating mental health considerations into corporate policies, making mental well-being as important as physical health.

Here’s a table that outlines real-life examples of proven effective programs.

Case studies illustrate companies that have prioritized mental health and have seen remarkable results. 

• Microsoft introduced remote therapy access during high-stress periods, resulting in a 30% increase in employee satisfaction.
• Unilever developed flexible work policies to address employee well-being, which significantly reduced absenteeism.

Also Read: HR Management Made Easy Using 15 HR Tools and Softwares

20. Implementing Hybrid Work Models for Improved Employee Productivity and Satisfaction

This project is designed for second-year students at the intermediate level and addresses Workplace Culture and Employee Engagement. Hybrid work models are rapidly evolving, blending on-site and remote work to meet the changing expectations of the modern workforce.

This project aims to clarify the following objectives.

• Understand the shift towards flexible work and its drivers.
• Examine productivity metrics within hybrid setups and their impact on company goals.
• Recognize how hybrid models influence employee well-being, satisfaction, and retention.

As companies strive to adapt, a well-structured hybrid model project will cover several critical features.

• Designing a framework for flexible work schedules that balance office and remote days.
• Learning how to set measurable productivity and satisfaction benchmarks.
• Analyzing the role of technology in enabling seamless collaboration across locations.
• Understanding leadership approaches that keep hybrid teams cohesive.

This table highlights the core aspects of a successful hybrid setup with real-life implementation examples.

The post-pandemic era introduced a new wave of hybrid work success stories, given below.

• Microsoft adopted a flexible model, finding increased productivity and satisfaction.
• Google implemented hybrid work policies that enhanced creativity and reduced burnout.
• Cisco reported that its hybrid model strengthened employee loyalty and engagement.

Also Read: Human Resource (HR) Free Online Course with Certification

Now, let's explore the key factors that will help you select an MBA HR project topic that truly matters.

How to Choose an MBA HR Project Topic?

Selecting an MBA HR project topic requires aligning it with industry trends, practical applications, and research feasibility. Below are key factors to consider:

• Industry Relevance – Choose topics related to current HR trends like AI-driven recruitment (LinkedIn, HireVue) or hybrid workforce management (Microsoft Teams, Zoom).
• Data Availability – Ensure access to HR data sources like company surveys, Glassdoor insights, or HRMS tools (SAP SuccessFactors, Workday).
• Practical Implementation – Select projects that can be tested in real environments, such as employee retention strategies using People Analytics (Google HR, IBM Watson).
• Emerging Technologies – Explore automation in payroll (ADP, Paychex) or AI-driven performance evaluation (Oracle HCM, BambooHR).
• Compliance & Ethics – Focus on labor laws, DEI strategies, or GDPR-compliant HR practices (SHRM guidelines, PwC HR reports).

Conclusion

In 2025, pursuing an MBA in HR will offer various exciting project opportunities to explore, ranging from talent management strategies to employee engagement frameworks. These projects allow you to analyze and improve HR processes, create innovative solutions for workforce challenges, and develop practical strategies. 

But how can you learn and implement these essential HR concepts? This is where upGrad comes in. With over 500+ courses in management and HR, upGrad offers high-quality, comprehensive programs designed to cater to your needs. 

You can also access upGrad’s expert counseling services that will provide career guidance tailored to your goals. Plus, you can access upGrad’s offline centers for a more personalized learning experience.

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Reference:

https://www.slideshare.net/slideshow/hr-and-ai-a-case-study-of-poonawalla-fincorp/274327158