sample proposal for phd research

Research Proposal Example/Sample

Detailed Walkthrough + Free Proposal Template

If you’re getting started crafting your research proposal and are looking for a few examples of research proposals , you’ve come to the right place.

In this video, we walk you through two successful (approved) research proposals , one for a Master’s-level project, and one for a PhD-level dissertation. We also start off by unpacking our free research proposal template and discussing the four core sections of a research proposal, so that you have a clear understanding of the basics before diving into the actual proposals.

• Research proposal example/sample – Master’s-level (PDF/Word)
• Research proposal example/sample – PhD-level (PDF/Word)
• Proposal template (Fully editable) 

If you’re working on a research proposal for a dissertation or thesis, you may also find the following useful:

• Research Proposal Bootcamp : Learn how to write a research proposal as efficiently and effectively as possible
• 1:1 Proposal Coaching : Get hands-on help with your research proposal

FAQ: Research Proposal Example

Research proposal example: frequently asked questions, are the sample proposals real.

Yes. The proposals are real and were approved by the respective universities.

Can I copy one of these proposals for my own research?

As we discuss in the video, every research proposal will be slightly different, depending on the university’s unique requirements, as well as the nature of the research itself. Therefore, you’ll need to tailor your research proposal to suit your specific context.

You can learn more about the basics of writing a research proposal here .

How do I get the research proposal template?

You can access our free proposal template here .

Is the proposal template really free?

Yes. There is no cost for the proposal template and you are free to use it as a foundation for your research proposal.

Where can I learn more about proposal writing?

For self-directed learners, our Research Proposal Bootcamp is a great starting point.

For students that want hands-on guidance, our private coaching service is recommended.

Psst… there’s more!

This post is an extract from our bestselling short course, Research Proposal Bootcamp . If you want to work smart, you don't want to miss this .

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How to write a research proposal

What is a research proposal.

A research proposal should present your idea or question and expected outcomes with clarity and definition – the what.

It should also make a case for why your question is significant and what value it will bring to your discipline – the why. 

What it shouldn't do is answer the question – that's what your research will do.

Why is it important?

Research proposals are significant because Another reason why it formally outlines your intended research. Which means you need to provide details on how you will go about your research, including:

• your approach and methodology
• timeline and feasibility
• all other considerations needed to progress your research, such as resources.

Think of it as a tool that will help you clarify your idea and make conducting your research easier.

How long should it be?

Usually no more than 2000 words, but check the requirements of your degree, and your supervisor or research coordinator.

Presenting your idea clearly and concisely demonstrates that you can write this way – an attribute of a potential research candidate that is valued by assessors.

What should it include?

Project title.

Your title should clearly indicate what your proposed research is about.

Research supervisor

State the name, department and faculty or school of the academic who has agreed to supervise you. Rest assured, your research supervisor will work with you to refine your research proposal ahead of submission to ensure it meets the needs of your discipline.

Proposed mode of research

Describe your proposed mode of research. Which may be closely linked to your discipline, and is where you will describe the style or format of your research, e.g. data, field research, composition, written work, social performance and mixed media etc. 

This is not required for research in the sciences, but your research supervisor will be able to guide you on discipline-specific requirements.

Aims and objectives

What are you trying to achieve with your research? What is the purpose? This section should reference why you're applying for a research degree. Are you addressing a gap in the current research? Do you want to look at a theory more closely and test it out? Is there something you're trying to prove or disprove? To help you clarify this, think about the potential outcome of your research if you were successful – that is your aim. Make sure that this is a focused statement.

Your objectives will be your aim broken down – the steps to achieving the intended outcome. They are the smaller proof points that will underpin your research's purpose. Be logical in the order of how you present these so that each succeeds the previous, i.e. if you need to achieve 'a' before 'b' before 'c', then make sure you order your objectives a, b, c.

A concise summary of what your research is about. It outlines the key aspects of what you will investigate as well as the expected outcomes. It briefly covers the what, why and how of your research. 

A good way to evaluate if you have written a strong synopsis, is to get somebody to read it without reading the rest of your research proposal. Would they know what your research is about?

Now that you have your question clarified, it is time to explain the why. Here, you need to demonstrate an understanding of the current research climate in your area of interest.

Providing context around your research topic through a literature review will show the assessor that you understand current dialogue around your research, and what is published.

Demonstrate you have a strong understanding of the key topics, significant studies and notable researchers in your area of research and how these have contributed to the current landscape.

Expected research contribution

In this section, you should consider the following:

• Why is your research question or hypothesis worth asking?
• How is the current research lacking or falling short?
• What impact will your research have on the discipline?
• Will you be extending an area of knowledge, applying it to new contexts, solving a problem, testing a theory, or challenging an existing one?
• Establish why your research is important by convincing your audience there is a gap.
• What will be the outcome of your research contribution?
• Demonstrate both your current level of knowledge and how the pursuit of your question or hypothesis will create a new understanding and generate new information.
• Show how your research is innovative and original.

Draw links between your research and the faculty or school you are applying at, and explain why you have chosen your supervisor, and what research have they or their school done to reinforce and support your own work. Cite these reasons to demonstrate how your research will benefit and contribute to the current body of knowledge.

Proposed methodology

Provide an overview of the methodology and techniques you will use to conduct your research. Cover what materials and equipment you will use, what theoretical frameworks will you draw on, and how will you collect data.

Highlight why you have chosen this particular methodology, but also why others may not have been as suitable. You need to demonstrate that you have put thought into your approach and why it's the most appropriate way to carry out your research. 

It should also highlight potential limitations you anticipate, feasibility within time and other constraints, ethical considerations and how you will address these, as well as general resources.

A work plan is a critical component of your research proposal because it indicates the feasibility of completion within the timeframe and supports you in achieving your objectives throughout your degree.

Consider the milestones you aim to achieve at each stage of your research. A PhD or master's degree by research can take two to four years of full-time study to complete. It might be helpful to offer year one in detail and the following years in broader terms. Ultimately you have to show that your research is likely to be both original and finished – and that you understand the time involved.

Provide details of the resources you will need to carry out your research project. Consider equipment, fieldwork expenses, travel and a proposed budget, to indicate how realistic your research proposal is in terms of financial requirements and whether any adjustments are needed.

Bibliography

Provide a list of references that you've made throughout your research proposal. 

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How to Write a PhD Research Proposal

• Applying to a PhD
• A research proposal summarises your intended research.
• Your research proposal is used to confirm you understand the topic, and that the university has the expertise to support your study.
• The length of a research proposal varies. It is usually specified by either the programme requirements or the supervisor upon request. 1500 to 3500 words is common.
• The typical research proposal structure consists of: Title, Abstract, Background and Rationale, Research Aims and Objectives, Research Design and Methodology, Timetable, and a Bibliography.

What is a Research Proposal?

A research proposal is a supporting document that may be required when applying to a research degree. It summarises your intended research by outlining what your research questions are, why they’re important to your field and what knowledge gaps surround your topic. It also outlines your research in terms of your aims, methods and proposed timetable .

What Is It Used for and Why Is It Important?

A research proposal will be used to:

• Confirm whether you understand the topic and can communicate complex ideas.
• Confirm whether the university has adequate expertise to support you in your research topic.
• Apply for funding or research grants to external bodies.

How Long Should a PhD Research Proposal Be?

Some universities will specify a word count all students will need to adhere to. You will typically find these in the description of the PhD listing. If they haven’t stated a word count limit, you should contact the potential supervisor to clarify whether there are any requirements. If not, aim for 1500 to 3500 words (3 to 7 pages).

Your title should indicate clearly what your research question is. It needs to be simple and to the point; if the reader needs to read further into your proposal to understand your question, your working title isn’t clear enough.

Directly below your title, state the topic your research question relates to. Whether you include this information at the top of your proposal or insert a dedicated title page is your choice and will come down to personal preference.

2. Abstract

If your research proposal is over 2000 words, consider providing an abstract. Your abstract should summarise your question, why it’s important to your field and how you intend to answer it; in other words, explain your research context.

Only include crucial information in this section – 250 words should be sufficient to get across your main points.

3. Background & Rationale

First, specify which subject area your research problem falls in. This will help set the context of your study and will help the reader anticipate the direction of your proposed research.

Following this, include a literature review . A literature review summarises the existing knowledge which surrounds your research topic. This should include a discussion of the theories, models and bodies of text which directly relate to your research problem. As well as discussing the information available, discuss those which aren’t. In other words, identify what the current gaps in knowledge are and discuss how this will influence your research. Your aim here is to convince the potential supervisor and funding providers of why your intended research is worth investing time and money into.

Last, discuss the key debates and developments currently at the centre of your research area.

4. Research Aims & Objectives

Identify the aims and objectives of your research. The aims are the problems your project intends to solve; the objectives are the measurable steps and outcomes required to achieve the aim.

In outlining your aims and objectives, you will need to explain why your proposed research is worth exploring. Consider these aspects:

• Will your research solve a problem?
• Will your research address a current gap in knowledge?
• Will your research have any social or practical benefits?

If you fail to address the above questions, it’s unlikely they will accept your proposal – all PhD research projects must show originality and value to be considered.

5. Research Design and Methodology

The following structure is recommended when discussing your research design:

• Sample/Population – Discuss your sample size, target populations, specimen types etc.
• Methods – What research methods have you considered, how did you evaluate them and how did you decide on your chosen one?
• Data Collection – How are you going to collect and validate your data? Are there any limitations?
• Data Analysis – How are you going to interpret your results and obtain a meaningful conclusion from them?
• Ethical Considerations – Are there any potential implications associated with your research approach? This could either be to research participants or to your field as a whole on the outcome of your findings (i.e. if you’re researching a particularly controversial area). How are you going to monitor for these implications and what types of preventive steps will you need to put into place?

6. Timetable

We’ve outlined the various stages of a PhD and the approximate duration of a PhD programme which you can refer to when designing your own research study.

7. Bibliography

Plagiarism is taken seriously across all academic levels, but even more so for doctorates. Therefore, ensure you reference the existing literature you have used in writing your PhD proposal. Besides this, try to adopt the same referencing style as the University you’re applying to uses. You can easily find this information in the PhD Thesis formatting guidelines published on the University’s website.

Finding a PhD has never been this easy – search for a PhD by keyword, location or academic area of interest.

Questions & Answers

Here are answers to some of the most common questions we’re asked about the Research Proposal:

Can You Change a Research Proposal?

Yes, your PhD research proposal outlines the start of your project only. It’s well accepted that the direction of your research will develop with time, therefore, you can revise it at later dates.

Can the Potential Supervisor Review My Draft Proposal?

Whether the potential supervisor will review your draft will depend on the individual. However, it is highly advisable that you at least attempt to discuss your draft with them. Even if they can’t review it, they may provide you with useful information regarding their department’s expertise which could help shape your PhD proposal. For example, you may amend your methodology should you come to learn that their laboratory is better equipped for an alternative method.

How Should I Structure and Format My Proposal?

Ensure you follow the same order as the headings given above. This is the most logical structure and will be the order your proposed supervisor will expect.

Most universities don’t provide formatting requirements for research proposals on the basis that they are a supporting document only, however, we recommend that you follow the same format they require for their PhD thesis submissions. This will give your reader familiarity and their guidelines should be readily available on their website.

Last, try to have someone within the same academic field or discipline area to review your proposal. The key is to confirm that they understand the importance of your work and how you intend to execute it. If they don’t, it’s likely a sign you need to rewrite some of your sections to be more coherent.

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How to write a good PhD proposal

Study tips Published 3 Mar, 2022  ·  5-minute read

Want to make sure your research degree starts smoothly? We spoke with 2 PhD candidates about overcoming this initial hurdle. Here’s their advice for how to write a good PhD proposal.

Writing your research proposal is an integral part of commencing a PhD with many schools and institutes, so it can feel rather intimidating. After all, how you come up with your PhD proposal could be the difference between your supervisor getting on board or giving your project a miss.

Let’s explore how to make a PhD research proposal with UQ candidates Chelsea Janke and Sarah Kendall. 

Look at PhD proposal examples

Look at other PhD proposals that have been successful. Ask current students if you can look at theirs.

Nobody’s asking you to reinvent the wheel when it comes to writing your PhD proposal – leave that for your actual thesis. For now, while you’re just working out how to write a PhD proposal, examples are a great starting point.

Chelsea knows this step is easier if you’ve got a friend who is already doing a PhD, but there are other ways to find a good example or template.

“Look at other PhD proposals that have been successful,” she says.

“Ask current students if you can look at theirs.”

“If you don’t know anyone doing their PhD, look online to get an idea of how they should be structured.”

What makes this tricky is that proposals can vary greatly by field and disciplinary norms, so you should check with your proposed supervisor to see if they have a specific format or list of criteria to follow. Part of writing a good PhD proposal is submitting it in a style that's familiar to the people who will read and (hopefully) become excited by it and want to bring you into their research area.

Here are some of the key factors to consider when structuring your proposal:

• meeting the expected word count (this can range from a 1-page maximum to a 3,000-word minimum depending on your supervisor and research area)
• making your bibliography as detailed as necessary
• outlining the research questions you’ll be trying to solve/answer
• discussing the impact your research could have on your field
• conducting preliminary analysis of existing research on the topic
• documenting details of the methods and data sources you’ll use in your research
• introducing your supervisor(s)  and how their experience relates to your project.

Please note this isn't a universal list of things you need in your PhD research proposal. Depending on your supervisor's requirements, some of these items may be unnecessary or there may be other inclusions not listed here.

Ask your planned supervisor for advice

Alright, here’s the thing. If sending your research proposal is your first point of contact with your prospective supervisor, you’ve jumped the gun a little.

You should have at least one researcher partially on board with your project before delving too deep into your proposal. This ensures you’re not potentially spending time and effort on an idea that no one has any appetite for. Plus, it unlocks a helpful guide who can assist with your proposal.

PhD research isn’t like Shark Tank – you’re allowed to confer with academics and secure their support before you pitch your thesis to them. Discover how to choose the right PhD supervisor for you.

For a time-efficient strategy, Chelsea recommends you approach your potential supervisor(s) and find out if:

• they have time to supervise you
• they have any funds to help pay for your research (even with a stipend scholarship , your research activities may require extra money)
• their research interests align with yours (you’ll ideally discover a mutual ground where you both benefit from the project).

“The best way to approach would be to send an email briefly outlining who you are, your background, and what your research interests are,” says Chelsea.

“Once you’ve spoken to a potential supervisor, then you can start drafting a proposal and you can even ask for their input.”

Chelsea's approach here works well with some academics, but keep in mind that other supervisors will want to see a research proposal straight away. If you're not sure of your proposed supervisor's preferences, you may like to cover both bases with an introductory email that has a draft of your research proposal attached.

Sarah agrees that your prospective supervisor is your most valuable resource for understanding how to write a research proposal for a PhD application.

“My biggest tip for writing a research proposal is to ask your proposed supervisor for help,” says Sarah.

“Or if this isn’t possible, ask another academic who has had experience writing research proposals.”

“They’ll be able to tell you what to include or what you need to improve on.”

Find the 'why' and focus on it

One of the key aspects of your research proposal is emphasising why your project is important and should be funded.

Your PhD proposal should include your major question, your planned methods, the sources you’ll cite, and plenty of other nitty gritty details. But perhaps the most important element of your proposal is its purpose – the reason you want to do this research and why the results will be meaningful.

In Sarah’s opinion, highlighting the 'why' of your project is vital for your research proposal.

“From my perspective, one of the key aspects of your research proposal is emphasising why your project is important and should be funded,” she says.

“Not only does this impact whether your application is likely to be successful, but it could also impact your likelihood of getting a scholarship .”

Imagine you only had 60 seconds to explain your planned research to someone. Would you prefer they remember how your project could change the world, or the statistical models you’ll be using to do it? (Of course, you’ve got 2,000 words rather than 60 seconds, so do make sure to include those little details as well – just put the why stuff first.)

Proofread your proposal, then proof it again

As a PhD candidate, your attention to detail is going to be integral to your success. Start practising it now by making sure your research proposal is perfect.

Chelsea and Sarah both acknowledge that clarity and writing quality should never be overlooked in a PhD proposal. This starts with double-checking that the questions of your thesis are obvious and unambiguous, followed by revising the rest of your proposal.

“Make sure your research questions are really clear,” says Sarah.

“Ensure all the writing is clear and grammatically correct,” adds Chelsea.

“A supervisor is not going to be overly keen on a prospective student if their writing is poor.”

It might sound harsh, but it’s fair. So, proofread your proposal multiple times – including after you get it back from your supervisor with any feedback and notes. When you think you’ve got the final, FINAL draft saved, sleep on it and read it one more time the next morning.

Still feeling a little overwhelmed by your research proposal? Stay motivated with these reasons why a PhD is worth the effort .

Want to learn more from Chelsea and Sarah? Easy:

• Read about Chelsea’s award-winning PhD thesis on keeping crops healthy.
• Read Sarah’s series on becoming a law academic .

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Learning from a sample PhD Research Proposal: A step by step guide.

Developing a PhD research proposal is a pivotal step towards delving into scholarly inquiry, shaping the trajectory of one’s academic journey and contributing to the body of knowledge. Doctoral candidates incessantly look for a sample PhD research proposal to serve as a blueprint, illuminating the intricacies of their research endeavor to contribute meaningfully to their chosen field through rigorous research and inquiry.

In this blog post, I share a sample PhD Research Proposal that may serve as a starting point for doctoral candidates’ scholarly pursuit. This sample research proposal represents not only a culmination of years of my academic endeavor but shall also provide a gateway to the doctoral candidates to unlock new insights, push the boundaries of existing knowledge and make a tangible impact in the academic community and beyond.

Starting from the title, this write-up presents the content of my PhD research proposal in an abridged form as per following format:

• Context of the study-higher education dynamics in Pakistan.
• Statement of the problem.
• Rationale of the study and evolution of the research questions.
• Research Questions.
• Objectives of the study.
• An overview of Human Resource Management.
• HRM in the public sector.
• HRM in the public sector in Pakistan.
• An overview of HRM in universities.
• HRM in the universities in Pakistan.
• Recruitment and Selection.
• Recruitment and selection in the universities in Pakistan.
• The gaps in literature and propositions.
• Theoretical Framework.
• General Systems Theory.
• General Systems theory and its application to diverse disciplines.
• General systems theory and its application to organization.
• General systems theory and its application to HRM.
• Application of General Systems Theory to recruitment and selection
• Case Selection and Design
• Observations
• Documents and archival records.
• Data Analysis.
• Ethical considerations.
• Informed consent
• Privacy and confidentiality
• Significance, expected outcome and contribution of the study.
• Implications of the study.
• Outline of the Thesis.

An Exploratory Study of Recruitment and Selection of Administrative Staff in the Public Sector Universities of Khyber Pakhtunkhwa, Pakistan.

Contemporary discourse on recruitment and selection underpins the researchers’ argument in articulating that staffing function does not take place in isolation in any organization. This is influenced, not only by internal factors but also by external environmental forces. While undertaking staffing function in any setting, HR managers must be cognizant that they select the right person for the right job as the critically important function set the stage for other human resources subsystems to pragmatically and smoothly function.

Using General Systems Theory as a theoretical lens, this qualitative study shall investigate the system of recruitment and selection in the public sector universities in Khyber Pakhtunkhwa, Pakistan with a focus on administrative staff. Data shall be collected through in-depth interviews with purposefully selected participants and thematic analysis shall be undertaken to analyse the data to unearth how the system of recruitment and selection has been designed in the public sector universities.

Furthermore, this multiple case study shall identify loopholes in the system of recruitment and selection in the universities and will pinpoint the major factors responsible for the bottlenecks that need to be addressed if the institutions of higher education were to meet emerging challenges of the competitive academic world and growing expectations of all stakeholders. The study shall conclude with recommendations, how the system of recruitment and selection in public sector universities may be improved.

• Introduction

This empirical study is aimed at investigating how the system of recruitment and selection is designed in the public sector universities by carrying out a comprehensive scrutiny of the current employment practices, investigating major problem areas, nd various factors responsible for these loopholes which need to be addressed if the institutions of higher education were to meet challenges of the competitive academic world and growing expectations of the stakeholders.

1.1 Background

The growing forces of globalization and increasing significance of emerging market economies advocate strongly that success of managers in the contemporary world rests on the degree to which they grasp a deep understanding of the issues confronted by organizations while managing human resources (Budhwar & Debrah, 2001).

For effective management of human resources, organizations require a sound Human Resource Management system. The HRM system is defined as “a set of distinct but interrelated activities, functions, and processes that are directed at attracting, developing, and maintaining (or disposing of) a firm’s human resources” (Lado & Wilson, 1994:701). An effective HRM system requires interconnected and dependent subsystems to work in harmony for its smooth functioning. HR subsystems connote those relationships and interactive activities ingrained in a larger organizational context which is aimed at managing the pool of human resources and making sure that these resources are utilized in the most effective and efficient manner so that strategic goals of the organization may be accomplished (Tiwari & Saxena, 2012:671).

The paramount HR subsystems include recruitment and selection, training and development, compensation, career development, performance evaluation, working environment and succession management to mention a few. Each of these subsystems has its own peculiar dynamics and significance. Amongst them, the most exigent is recruitment and selection. Recruitment is the process through which organizations hunt for potential applicants intended for productive employment while selection implies the process by which organizations attempt to identify the most suitable candidates with the desired knowledge, skills and ability to perform the desired tasks to help the organization realize its goals (Searle, 2009:151).

Concerted efforts aimed at reforming employment management practices were underway in developed countries for the last couple of decades. These initiatives were primarily set off by financial crisis confronted by both developed as well as developing economies. The role of the state was challenged for mismanagement and bad governance and the efficacy of service delivery system in the public domain came under enormous pressure. Hence, the public sector was censured severely for its lack of efficiency, transparency and flexibility. HRM has become one of the central themes of the public sector reform agenda (Colley, McCourt & Waterhouse, 2012:508; Gray & Jenkins, 1995: 80; Organization for Economic Cooperation and Development, 2009:30).

Indeed, HRM is at the embryonic stage in Pakistan (Khilji, 2001:250), the case with the public sector universities is not much different. Since inception, much attention was not paid to the management of human resources in the higher education sector. With mushroom growth of universities, the HR problems confronted by these academic bodies multiplied with the passage of time. The traditional HR department, regarded as Establishment Section, in the universities used to be grossly deficient in having the requisite skilled and experienced HR professionals. Recruitment and selection was not conducted in a systematic manner. Training and development of employees were undertaken in the most orthodox fashion. Career development opportunities were scarce and infrequent. Pay was not performance based and performance appraisal was equally defective. Nevertheless, serious and sincere efforts were not undertaken in the past to revamp, redesign and restructure the same, to put it according to the changing needs of the globalized world. To be brief, HR was found to be one of the most neglected areas in the public sector universities in Pakistan (Abbas & Ahmad, 2011:21; Qadeer, Rehman, Ahmad & Shafiq, 2011:230).

Over the years, much attention has not been paid to evolve HRM system in the universities. The scenario of staffing function is not much different. Especially, the recruitment and selection system of administrative staff remained overlooked. Having taken for granted, this area remained grossly deficient and out-rightly neglected. In fact, the system of recruitment and selection of administrative staff has not received the desired level of attention and consideration. It remained controversial for being non-meritocratic, asymmetrical and even unlawful (Husain, 2007:1; Khilji, 2001:104). This area received little attention from academics, researchers and scholars despite its overall significance.

This study shall investigate the prevailing employment practices in the six public sector universities of Khyber Pakhtunkhwa with prime focus on recruitment and selection system of administrative staff. This multiple case study research shall unveil numerous loopholes in the prevailing system of recruitment and selection in the public sector universities in the province and makes several recommendations in light of which the system of recruitment and selection system of administrative staff may be revived in the institutes of higher education in the country.

1.2 Context of the study-higher education dynamics in Pakistan

Institutions of higher education exist in all kinds of configurations, sizes and shapes (Edgley-Pyshorn & Huisman, 2011:610). Universities are generally esteemed as “communities of scholars researching and teaching together in collegial ways” (Deem, 1998:47). University is a seat of advanced learning, a meeting place for researchers, scholars, academicians and academic workers where students pursue their higher studies after school or college level education. It is an intellectual center of the highest level offering various academic programs and different schemes of studies for graduate and postgraduate students (Ahmad & Junaid, 2008:501).

It is essential to have a background understanding of the landscape in which higher education sector operates in Pakistan. The contemporary higher education system in Pakistan is fundamentally influenced by its historical traditions (Altbach, 2004:15)  and the Universities in Pakistan have a robust colonial legacy Rahman (1998:669).

At the time of creation of Pakistan in 1947, there was only one university functioning in Pakistan, namely University of Punjab established by the British rulers (HEC, 2013; Rahman, 1998:672). The rationale for setting up a university, in this part of the world, was that many British officers, essentially, felt that the cost of running the administration would substantially decrease if the lower level jobs were given to the Indians. And secondly, to appease the concerns of the Indians as they were left frustrated and got alienated from the British rule by the fact that they were debarred from all offices of trust, lucre and authority. Therefore, the colonial masters desired that the Indians should be educated —“educated to be westernized — and employed under British superiors” (Rahman, 1998:670). Altbach (2004:17) argues that the aim of the colonial university was to train obedient and loyal civil servants to serve the colonizers. This system of governance, subservient administrative arrangement, docile academic models and pliable managerial practices influenced from the British era persisted in universities in Pakistan with cosmetic changes even today (Altbach, 2004:15). 

Sharp increase has been recorded in the number of universities established, both in public as well as private sector, in Pakistan during the last two decades. The public sector universities are government chartered, self-governing autonomous bodies funded by the Government of Pakistan through HEC. According to Hayward (2009:19), universities and institutions of higher education remained, largely, neglected in Pakistan throughout, its history. “The crisis in higher education was acknowledged as early as 1947, followed by more than a dozen commissions and policy document s. In 1998, some small steps were finally taken to improve access by increasing the number of higher education institutions from 18 to 78 and encouraging private higher education”. Major changes took place, in the sector with Musharraf’s takeover and the establishment of HEC in 2002, development budget of higher education has risen exponentially, and the number of new universities increased manifold.

Hence, based on the dates of inception, space, diversity of programs offered, availability of internet and video conferencing facilities, these universities can be classified into two broad categories of universities (i.e. the first generation and second generation universities).

The ‘first generation’ of these universities were established since 1947 till 2002 (before the establishment of HEC). The ‘second generation’ comprises of those universities, established in the last 10 to 15 years. The ‘first generation’ of these universities are marked by spacious flat buildings, serene academic environment, intellectual richness, outdated libraries, on-campus residency, little automation and a vast pool of imaginative students. University of the Punjab University of Peshawar, and Quid-e-Azam University, Islamabad are few among those. The ‘second generation’ comprises of those universities, established in the last ten to fifteen years. These are distinguished, mainly, by multistory buildings, fully automated offices, Wi-Fi and video conferencing facilities, with newly established well-furnished Offices of Research Innovation and Commercialization, Quality Enhancement Cell, Career Counseling and Student Aid and Placement Offices. Some of the recently established universities are housed in rented buildings while others have erected their own structures. University of Health Sciences, Lahore, Kohat University of Science and Technology and Karakurum International University, Gilgit, Baltistan are few of the second-generation universities.

These public sector universities, in general, share symmetrical organizational composition having top-down hierarchical structure. The governor of the respective provinces or the president of the country, in the case of federal universities, used to be the Chancellor by virtue of their designation. They accord approval for appointment of the vice- chancellors, some members of the Senate, Syndicate and Selection Board (the key statutory bodies of the universities) and the Deans, the most distinguished academic position in the universities (Ministry of Education, Government of Pakistan, 2000; Rahman, 1998:673).

Most of these institutions are following the government timeworn policies while managing human resources. Notwithstanding, these universities have own statutory bodies to revamp and redesign their own employment system, but little efforts have been made in the past to this effect. Resultantly, these universities are confronting a myriad of challenges pertaining to employment practices. Some of these are external; nevertheless, most of these are internal challenges.

These challenges have the potential, to engender serious repercussions for employment practices in the public sector universities. At the same time, key stakeholders have varied expectations from the contemporary universities in the country (Ahmad & Ghani, 2013).

In the face of these challenges and growing expectations of the stakeholders, the university top management has to overhaul, redesign and restructure the entire HRM system in order to hunt the best lot in the market to circumvent total collapse of the higher education system in the days to come. The next ten years are anticipated to be crucial for the universities in Pakistan. This might turn out to be the golden era for higher education sector if university authorities, policy makers, government functionaries and funding agencies realize this, seize the opportunity, take the initiative and act ambitiously. If failed, “an avalanche of change will sweep the system away” (Barber, Donnelly & Rizvi, 2013:5).

1.3  Statement of the problem

Recruitment and selection of administrative staff are among the most redundant areas in the institutions of higher education in Pakistan. Being one of the most crucial HRM subsystems, staffing function failed to muster the desired level of attention in the public sector universities for a variety of reasons. Little effort has been made in the past to revamp and overhaul recruitment and selection system in the universities in Pakistan by appreciating its contribution as a strategic undertaking and a change agent role. At a time, when unprecedented modernization and innovation are taking place in the system of recruitment and selection across the globe, staffing function in the public sector universities in Pakistan is operating in the most obsolete and redundant fashion. Similarly, limited research has been undertaken in the area to explore its dynamics and inform reforms initiatives and enlighten necessary improvement.

This pioneering multiple case study research shall divulge the problems confronted by higher education sector with a prime focus on the system of recruitment and selection of administrative staff in the public sector universities of Khyber Pakhtunkhwa while using General Systems Theory as a theoretical lens.

This study shall open up new avenues for further research in other subsystems of HRM in the institutions of higher education in the country. The study shall come up with some recommendations to regenerate and transform the system of recruitment and selection of administrative staff that successfully address the varied needs of the universities and growing expectations of all stakeholders.

1.4  Rationale of the study and evolution of the research questions

A detailed review of the literature revealed that management of the human resource is one of the most neglected areas in the higher education sector in Pakistan (Abbas & Ahmad, 2011:4). The traditional HR practices prevailing in the public sector are in place in the universities across the board. HR policy is hardly designed in any public sector university. Job descriptions are not available for any position. Compensation is not performance based. Performance appraisal is not systematic. Recruitment and selections are not merit based. This invariably engenders serious administrative problems besides audit objections and legal complications. The entire process is tiresome, hectic and time-consuming, essentially, characterized by bureaucratic behavior and red-tapism. A great deal of confidentially is involved in the process culminating in serious doubts and concerns.

Serious efforts were not undertaken in the past in the universities to address these problems at the strategic level. Similarly, limited research can be found in the HR domain in the context of higher education sector. Dubosc & Kelo (2012:1) argued that there is a serious deficiency of research on strategic HR practices prevailing in universities across the globe. In the same vein, very limited research can be found on recruitment and selection system with a focus on institutions of higher education in Pakistan (Shahzad, Bashir & Ramay, 2008:302; Iqbal, Arif, & Abbas, 2011:217; Qadeer et al ., 2011:231).

This provided the desired impetus and thrust to undertake this study. This research is aimed at investigating the existing recruitment and selection system in the higher education sector exploring how this subsystem of the overall HR system is aligned with the remaining HR subsystems to drive the overall academic business of the public sector universities. This study will be looking into the ways in which recruitment and selection system in the public sector universities may be reshaped to meet burgeoning aspirations and growing challenges of the knowledge economy.

In view of the above, this study shall address the following three broad research questions:

1.5 Research Questions:

• How for the function of recruitment and selection of administrative staff in the public sector universities in Khyber Pakhtunkhwa is designed in a systematic manner?
• What are the major loopholes in recruitment and selection of administrative staff in the public sector universities in Khyber Pakhtunkhwa?
• What are the major factors responsible for these loopholes?.

1.6  Objectives of the study

This research study will probe the current employment practices in the public sector universities of Pakistan. This study, in the first instance, will investigate the prevailing system of recruitment and selection in the selected universities, in order to develop a deep understanding of the current practices. This study will, then, identify various loopholes in the recruitment and selection system. All the key factors responsible for these loopholes will be inquired to delineate how to bridge these gaps. The study will conclude with recommendations for policy makers at university level, authorities at the federal and provincial government level, HEC, provincial higher education departments and donor agencies to prioritize the area.

The study will help in realizing the following objectives:

• To investigate the current system of recruitment and selection of administrative staff in the public sector universities in Khyber Pakhtunkhwa
• To identify gaps/loopholes in the prevailing system of recruitment and selection of administrative staff in the public sector universities in Khyber Pakhtunkhwa
• To examine the factors mainly responsible for the gaps/loopholes in the system of recruitment and selection of administrative staff
• To explore how the system of recruitment and selection system of administrative staff may be revisited to overcome these gaps/loopholes?

2. A brief review of literature

HRM is the effective management of people at work. This brief review of existing literature discusses HRM in the era of globalization with focus on HR system, policies and practices prevailing in the public sector and functioning of HRM in the public sector in both developed as well as developing countries having a special focus on HR practices in the institutes of higher education in Pakistan with peculiar attention on recruitment and selection practices in the public sector universities. Identifying research gaps in the prevailing staffing function, the preceding section provide rationale for the study.

2.1 An overview of Human Resource Management

Human Resource Management is the management of people working in an organization. This primarily deals with human dimension in an organization. To match an organization’s needs of the capable and committed workforce, to the skills and abilities of its employees, essentially comes under the domain of HRM (Decenzo, Robbins & Verhulst, 2010:4). “HRM is a system that strives to achieve a dynamic balance between the personal interests and concerns of people and their economic added value” (Hussain & Ahmad, 2012:10).

To manage human resource is a challenging task. The organizations that have learned to manage human resources diligently and professionally enjoy an edge over others (Wright, MacMahan & MacWilliams, 1994:320). It is a vital element for the success of any organization. Undoubtedly, HR is one of the most essential assets for an organization; nonetheless, very few have realized it significance and even very few have harnessed its real potential (Ahmad & Schroeder, 2003:19).

“HRM includes anything and everything associated with the management of employment relationships in the firm” (Boxall & Purcell, 2003: 1). Price (2007: 32) defines HRM as a “Philosophy of people management based on the belief that human resources are uniquely important in sustained business success…HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies”.

HR, since its inception has transformed a great deal in significance from its role largely as maintenance and administrative function of diminutive impression to the contemporary world, where it is widely reckoned to have strategic business partner status, having bottom-line implications for the organization (Ferris, Perrewé, Ranft, Zinko, Stoner, Brouer & Laird, 2007: 117). Nevertheless, there is a common misconception that HR has become “a reactive, fire-fighting and administrative” function, has lost its relevance and dismally failed to be connected with strategic aims of the organization (Collings & Wood, 2009: 5; Lundy, 1994: 687).

2.2 HRM in the public sector

For successful operations, every organization, whether public or private, commercial or not-for-profit requires people (Tessema & Soeters, 2006:86). Since, this study is taking up public sector intuitions of higher education, therefore, the focus primarily converges on public sector HR practice. Public sector implies that part of the economy, which is predominantly concerned with the provision of basic public services. This is generally regarded as government sector or public service. In general terms, the public sector consists of government and all publicly controlled or publicly funded agencies, enterprises, and entities that deliver public programs, goods, or services.

The structure and composition of the public sector vary from country to country and region to region. Nevertheless, basic services such as education, healthcare, communication, transportation, army and police services fall under the ambit of the public sector. These services are essentially not for profit, tailored to the need of public in general and aimed at serving the welfare of the society at large (Colley & Price, 2010; OECD, 2008:18). Being highly ‘personnel intensive’, the functioning of public sector enterprises, their efficiency and transparency are assessed on the basis of performance of their workforce (Tessema & Soeters, 2006:86). Hence, HR practices are regarded as vital to improving the overall quality of public services extended by the government functionaries (Ingraham & Kneedler, 2000:245).

Indeed, public sector plays a vital role in delivering goods and services and maintaining law and order. The workforce being the public service providers and executors of duties is the critical core of public management. The effective management of human capital not only determines efficiency and quality of service delivery in the public sector (Tessema & Soeters, 2006:86) but having serious bearing upon the socio-economic development of the entire country (Chang & Gang, 2010:1).“The ability of governments to recruit, train, promote and dismiss employees is a key determinant of their capacity to obtain staff with the skills needed to provide public services that meet client needs and to face current economic and governance challenges” (OECD, 2009:75).

 HRM is of prime importance for every state agency as the government functionaries are expected to deliver commodities and services, efficiently and effectively (Anazodo, Okoye & Chukwuemeka, 2012:1; Nyameh & James, 2013:68). HRM in the public sector symbolizes flexible and flatter management structure. Decentralization of decision making, devolution of authority, uniformity of rules, sharing of responsibility with line managers are some of the key dimensions of HRM in the government sector (OECD, 2009:76).

Notwithstanding, HRM has been sharing common attributes across all sectors, whether public or private for its prime focus on workforce issues and concerns, HRM in the public sector is vastly different from HRM in the private sector in all most all kind of employment practices. Indeed, public interest has always been the focus of attention for public sector entities, whereas private sector organizations remained concern more with private interests. The notion of public interest is perplexing, as the theme does not “easily fit with HRM as a strategic partner in accomplishing organizational competitiveness and business outcomes” (Brown, 2004:305).

2.3 HRM in the public sector in Pakistan

As a British colony, before independence in 1947, the government machinery was run under the bureaucratic administrative structure set up by the colonial masters. Even after sixty years of independence, the public sector is still getting hitched with British legacy (Ali et al., 2010:3; Rehman, 1998:678). The public sector, as a whole, is having a passive management culture. To run the administrative affairs of the government, key strategic decisions are being made, essentially based on political clientele rather than sound business acumen (Khilji, 2001:104). “Decades of mismanagement, political manipulation and corruption have rendered Pakistan’s civil service incapable of providing effective governance and basic public services” (International Crisis Group, 2010).  To get away with British traditions in many spheres of public management, particularly, bureaucratic setup and employment practices have become cumbersome for the Pakistani public sector over the years (Husain, 2007:1; Khilji, 2001:104).

According to Khilji (2001:250), HRM is at the very early stage of evolution in Pakistan. Very few organizations in the country have adopted a strategic approach to managing human resources. In some organizations, the function of HRM has broadened in scope and importance. HR departments have been linked with service delivery function and communication channels have been established. Some organizations are pursuing HR practices in a piecemeal manner. These organizations have adopted new practices such as ‘Management by Objectives’ and ‘pay for performance’. Concerted efforts are being made to adopt ‘open’ appraisal systems and further expound the role of their training programs.

To transform the existing corporate culture of public sector enterprises, nonetheless, the government took a number of reform measures during the 1990s. Hiring teams of sound professionals at the top level to invigorate the entire HRM culture as to make it flexible, meritocratic and responsive was one of those initiatives (Khilji, 2001:104).

Resultantly, a series of business concerns in Pakistan restructured their personnel divisions. HR departments were established. The role of HRM was further expanded. In the face of these reforms, one of the dilemma with the application of HR best practices in Pakistan is that the “policy-makers and HR managers repeatedly talk of bringing about revolutionary changes in the HRM system, but do little to implement it. This has left employees frustrated, demotivated and largely dissatisfied” (Khilji, 2003:136).

Husain (2007:8) argued that recruitment at all levels and cadres of public services needs to be made open, transparent and merit-based. Performance needs to be evaluated based on quantifiable objectives and according to well-defined key performance indicators.

Today in Pakistan, there is a dire need for a smaller but efficient government machinery. Such a government, in the contemporary world, is essential for developing a competitive advantage over other nations of the region. To accomplish these ideals, public sector institutions require potential and talented human resources which are equipped with knowledge and skill sets congruent with the compulsions of the twenty first Century (Qureshi, 2014).

2.4 An overview of HRM in the Universities

Managing human resource has become ‘a critical issue for contemporary universities’ as a result of mounting pressures from government, society at large as well as global academic market. In fact, the autonomous status has entrusted the capacity of the employer upon the universities resulting in enhanced expectations of faculty and administrative staff and constituent institutes about terms and conditions of employment, working conditions, as well as broader aspects of work-life balance ultimately affecting academic and professional identities (Gordon & Whitchurch, 2007:1).

Dubosc & Kelo (2012:7) in their study found that managing and developing human resource is becoming a key challenge in the institutes of higher education worldwide. Complex academic communities need appropriate career management procedures as well as national HR policies underpinning the institutions of further education in recruiting, motivating and retaining qualified and committed academic workforce.

Guest & Clinton (2007: 6) in their study noted that in the institutions of higher education, HRM has remained merely an administrative activity. In the same vein Larkin & Neumann (2012:4) argue that universities, in general, have only partially adopted HRM practices ranging from career development, performance evaluation to retirement preparation and succession planning. By and large, HRM policies and practices in the universities are “reactive and ad-hoc, designed to respond to immediate needs and lack an organizational strategy to workforce planning”.

For that very reason, universities are castigated for viewing HRM in operational and not in strategic terms (Archer, 2005). Dubosc & Kelo (2012:7) observed that the ongoing reflections and analyses by the researchers, academicians, and practitioners concerning modernization of the educational institutions highlight among many other impediments, the human factor and the trouble to make people change their attitude and adhere to new approaches and methods. They conclude that structural reforms often fail because of lack of commitment and motivation of individual actors.

2.5 HRM in the universities in Pakistan

Public sector universities in Pakistan, by and large, share symmetrical organizational structure having a top-down hierarchy. The governor of the respective provinces or the president of the country, in the case of federal universities, used to be the chancellors of these universities by virtue of their designation. Vice-chancellor being the chief executive, principal accounting officer and chief academic officer of the university wields overwhelming authority. He chairs almost all key decision-making forums (i.e. the Syndicate, Academic Council, Finance and Planning Committee and Advance Studies & Research Board).

Qadeer et al ., (2011:230) found that highly centralized HRM structure, a colonial legacy still prevails in public sector universities in Pakistan. Abbas & Ahmad (2011:21) arguably underpinned these findings stating that HR units do not effectively exist in the universities and HR functions have been made perplexed and complicated which is mainly looked after by the administration with no expertise and training to deal with it. Strong resistance to integrate HRM practices and the high power distance culture in Pakistan are detrimental in framing HR policies and practices (Qadeer, Ahmad & Rehman, 2010).

Very limited research can be found on HRM practices in universities in Pakistan (Shazad et al., 2008:302; Iqbal et al., 2011; Qadeer et al., 2011:231). Not a single research endeavor has been made to address HR issues in the institutions of higher education in a holistic fashion. However, discrete studies can be found taking up HR practices in the institutions of higher education.

2.6 Recruitment and Selection

Recruitment is the process through which organizations hunt for the potential applicants for productive employment while selection implies the process by which organizations attempt to identify the most suitable applicant with the desired knowledge, skill and ability to perform the desired task to help the organization realize its goals (Searle, 2009:151).

Huselid (1995:635) asserted that HRM practices influence employees’ skills by means of acquiring and nurturing human resources in an organization. The staffing function in an organization predominantly encompasses the process of hunting, attracting and selecting right people for the right jobs, the people who shall serve the organization, productively and for a longer period of time. Armstrong (2009:515), believes that staffing function is the exercise of looking for the most suitable candidate so that selection of the right person with the right qualification and right frame of mind can be made. Staffing function or the hiring phase include hunting for the prospective and potential candidates for the available vacant slots, assessing their suitability from various aspects, and ultimately selecting those who are deemed to be the most suitable candidates to serve the organization (Itika, 2011:75).

Research has established that organizations perform better when the process of selection is systamtic, straight and transparent (Rehman, 2012:77). According to Decenzo, Robbins & Verhulst (2010: 134), the overall performance of an organization invariably hinges on employees productivity, therefore, selection of a right person for the right slot has remained the utmost priority for the dynamic organizations. The more effective and transparent the process is; the better the performance of the organization shall be. Otherwise, competitive advantage, goodwill, and quality of working environment shall be highly compromised (Hays & Sowa, 1998: 98).

As a matter of fact, recruitment and selection cannot be undertaken in sequestered fashion in any set up in any environment. This function is impinged upon, not only by the nature and size of an organization but also by the outside forces that affect the organization as a whole (Catano et al., 2009:6). Since general systems theory has been evolved over the years, its basic tenants can still be applied to the recruitment and selection in any organization. Its sense of holism provides a synopsis for the entire HR system by encompassing various relationships and interaction persisting within the subsystem of recruitment and selection (O’Meara & Petzall, 2013:26).

2.7 Recruitment and selection in the universities in Pakistan

The modern university is a multi-million dollar enterprise, operating in a highly complex landscape, immensely competitive global marketplace and an increasingly challenging economic environment. The quality of university management, especially the administrative staff comprising of top management and midcareer level managers, has thus never been more significant, and it follows that appointing the best candidates has become indispensable (Shepherd, 2011: 3).

Bibi et al., (2012:5) argued that staffing function includes various activities of recruiting employees such as defining evaluation mechanism, designing screening tests and conducting interview before the final decision of selecting the right candidates is being made. Recruitment in public sector organizations involves ensuring that the organizations adhere strictly to established government laws and regulations in order to avoid discrimination.HR managers in the public sector universities are responsible to follow the established procedure and put down the entire hiring and recruiting process in black and white to best serve the organization, protect the candidates, avoid complications and reduce chances of lawsuits.

Similarly, Nabi, Wei, Husheng, Shabbir, Altaf & Zhao (2014:12), analyzed the effectiveness of fair recruitment and selection procedures in the public sector universities in Azad Jammu and Kashmir, Pakistan and found that organizational politics and line management have greater influence on the effectiveness of fair recruitment and selection system which are detrimental to organizational success and affect the overall productivity of the universities. The study made suggested that a comprehensive research is needed to analyze the recruitment and selection of the administrative cadre specially the relevant officials of human resource department and their functioning on modern lines.

2.8  Gaps in the literature and propositions

Modern organizations, as envisaged by Ployhart (2006:868) are struggling with staffing challenges stemming, essentially from “increased knowledge work, labor shortages, competition for applicants, and workforce diversity.” Nevertheless, in spite of its immense significance and critical needs for an effective employment system, staffing research continues to be neglected altogether or misconstrued by many decision makers in a great deal of organizations taking up its more constringed outlook. Solving these challenges requires staffing scholars to expand their focus from individual-level recruitment and selection research to multilevel research concentrating on business unit standpoint and organizational level perspective.

As a matter of fact, the staffing function does not take place in isolation in any organization. The other internal HR subsystems, size, structure, leadership styles and the events occurring outside the system that affects the organization as a whole are some of the most climacteric influencing factors. This dynamic relationship between the organization and its environment is having last longing impact upon the organization and its employees (Catano et al., (2009:6). French & Rumbles (2010:171) have rightly pointed out “that recruitment and selection do not operate in a vacuum, insulated from wider social trends, so it is very important to keep abreast of current research”.

While systems theory is developed over the years, its basic principles can still be employed to the recruitment and selection system in any organization (O’Meara & Petzall, 2013:26). The concept that how the HRM subsystems are influenced by external challenges such as globalization, technological revolution, new legislations, political intervention, unionization, labor market conditions, national cultures and accountability is yet to be explored (Jackson & Schuler, 1995:237). Within the system if HR managers fail to acknowledge the contributions of others or if they fail to coordinate closely with other parts of the system or sub systems, senior management may begin, to question the added value that HR brings to the organization. This underline the need, to study recruitment and selection in the context of a system, not simply as an isolated function divorced from other functional areas in the organization but as a sub-system embedded in a larger organizational system (Catano et al., 2009:6).

Limited research studies are available on HRM in universities with a focus on recruitment and selection. These studies only underline the significance of the area as critically important HR function; nevertheless, much further investigation has not been undertaken with the intentions to explore its dynamics with the changeling times. For example Nabi et al., (2014:12) mention recruitment and selection as being vital to organizational performance in the public sector in Pakistan but there is no in-depth analysis of how it is linked with the rest of HRM functions or how to make the current system of recruitment and selection more transparent, accountable and systemic. Similarly, Iqbal & Ahmad (2006:629) in their study with a focus on public sector governance in Pakistan, highlighted the lack of systemic approach and structural issues as the major bottlenecks in civil services reform initiatives in the country. In view of the above discussion, this study propounds the following proposition:

Proposition 1:   The Recruitment and Selection in public sector u niversities in Khyber Pakhtunkhwa is not managed systematically since it is not linked with other HR subsystems in a systematic manner.

Van den Brink, Benschop, & Jansen in their qualitative study (2010: 1459) provided insight in multiple ways to understand the notions of transparency and accountability in academic recruitment and selection in the universities in Netherlands stating that recruitment and selection processes in academia are characterized by ‘bounded transparency’ and ‘limited accountability’ at best.

High frequency of internal recruitment, lack of transparency, corruption, nepotism, use of flawed selection methods favouring poorly qualified and inferior candidates at the cost of  best‐suited candidates for the jobs, and restrictive legal frameworks are some of the grey areas identified by Dubosc & Kelo (2012:9) in the recruitment and selection of academic staff in the universities. Khilji (2002:238) argued that decisions involving fresh hiring are made in Pakistani public sector organizations in a dubious manner. The merit-based system of selection does not prevail. Family relationships receive preferential treatment, thus guiding major decisions involving hiring and promotions. Given this, the second proposition for this study is:

Proposition 2:     The Recruitment and Selection system in public sector u niversities in Khyber Pakhtunkhwa is not merit based, impartial and transparent.

In public sector universities in Pakistan, the colonial legacy with highly centralized structure and the traditional personnel management system still prevail. There is hardly any university in the public sector in the country that has a full-fledged HR section staffed by HR professionals to address and look after HR affairs (Qadeer et al ., 2011:230). Abbas & Ahmad (2011a:21) have similar findings. They observed that separate HR unit does not exist in the universities, and the HR functions have been made intertwined and complex mainly looked after by the staff having no requisite qualification, capacity, and experience to deal with it. This state of affairs call for a detailed, in-depth research study in order to unearth real issues so that corrective measures may be undertaken in light of the same (Qadeer et al., 2010). This leads to the third proposition:

Proposition 3:   Public sector u niversities in Khyber Pakhtunkhwa do not have any specialized Human Resource Department or S ection to look after HR functions such as Recruitment and Selection.

Similarly, there exist no independent statutory body such HR council or HR board to have an oversight role in the HR domain in universities in Pakistan. A closer examination of all the relevant legislations such as University of Peshawar Act, 1974, North-West Frontier Province University of Engineering and Technology Ordinance, 1980, Khyber Medical University Act, 2007, University of Peshawar Act, 2011, Khyber Pakhtunkhwa Universities Act, 2012 and Khyber Pakhtunkhwa Universities (Amendment) Act, 2015 and detailed scrutiny of intrinsic material revealed that there are various authorities looking after administrative, financial and academic business in the public sector universities across the Province. Nevertheless, no legal entity subsists in public sector universities in Khyber Pakhtunkhwa to address HR issues.

Proposition 4:   Public sector u niversities in Khyber Pakhtunkhwa do not have an HR Council on the analogy of Academic Council in universities, to keep an eye on HR affairs in the universities .

Hence, an empirical research study is needed to explore the recruitment and selection system of the administrative cadre in public sector universities in Khyber Pakhtunkhwa as there is a wide scope to investigate the matter further. This study is the pioneering work to address these issues by adopting systems approach to fill this gap. While using general systems theory as a theoretical framework, this study endeavors to find answers to some of the most critical questions researchers and academics raised as mentioned earlier.

• Theoretical Framework

Current discourse on employment practices enunciates that staffing function does not take place in isolation in any organization. This is shaped not only by internal environment, but it is also molded by external forces. While undertaking recruitment and selection in any setting, HR managers must be cognizant that the new appointees are properly trained. They have plentiful of opportunities for growth and promotion. Their hard work is acknowledged, and once they quit, they are praised formally and eloquently for their contribution. At the same time, HR managers have to keep an eye on external challenges such as globalization, technological advancement, socio-economic pressures, legal and judicial activism, political interloping and accountability impacting staffing function. These are some of the critically important questions that must be addressed by HR managers. To understand these dynamics, a theoretical lens is needed. While General Systems Theory evolved over the years, its basic principles can still be applied to the system of employees’ recruitment and selection in an organization.  This theory is used to build up theoretical foundation of this research study.

3.1 General Systems Theory

The theoretical lens for this study is provided by Bertalanffy (1950, 1968).  General systems theory is one of the contemporary theories of management postulated first by Ludwig von Bertalanffy in the 1930s as a means of explaining the complexity, interaction and relationship among various groups. While propounding his theory, Bertalanffy was reacting against reductionism and attempting to revive the unity of science (1968:49). He is considered to be the founder and principal author of general systems theory. In general systems theory (1950a:23) the unit of analysis is empathized as a complex whole of interdependent parts.

The systemic perspective of Bertalanffy (1968:38) postulates that comprehending a phenomenon in its entirety merely by splitting it up into basic components and then reconstituting is impracticable; instead, global vision is needed to apply in order to underscore its functioning from a strategic point of view in a holistic fashion.

Bertalanffy premised the idea of a systems approach as part of his general systems theory which he introduced to scrutinize the interaction between organisms and the environment. His systems approach was founded on the theories of Stafford Beer and Kenneth Boulding, both management scientists. The basic idea of general systems theory entails its focus on interactions and relationship. The preeminence of interconnection leads to believe that the conduct of a single autonomous element is different from its behavior when the element interacts with other elements in unison (Mele, Pels & Polese, 2010:127). “General system theory, therefore, is a general science of wholeness.” “The meaning of the somewhat mystical expression, the whole is more than the sum of parts is simply that constitutive characteristics are not explainable from the characteristics of the isolated parts” nevertheless, “the total of parts contained in a system and the relations between them, the behavior of the system may be derived from the behavior of the parts” (Bertalanffy, 1968:55).

3.2 General Systems theory and its application to diverse disciplines

Von Bertalanffy (1968) put forward general systems theory and applied the same in a variety of contexts (Weinberger,1998:88). Its initial application was in numerical sciences, biological sciences, and physical sciences but has since been applied to a wide range of other disciplines such as organizational theory (O’Meara & Petzall, 2013:23), marketing and management (Mele, Pels, & Polese, 2010:126). This theory presumes that there are universal principles of organization which holds for all systems, whether they are physical, chemical, biological, behavioural, cultural and social (Kast & Rosenzweig, 1972: 447) . This is considered to be a ‘grand’ theory for having universal relevance and applicability. “Systems theory is a broad view which far transcends technological problems and demands, a reorientation that has become necessary in science in general and in the gamut of disciplines from physics and biology to the behavioral and social sciences and to philosophy” (Bertalanffy, 1968: vii).

Katz & Kahn (1966) applied systems theory to organizations. The organization is seen as a system, built by energetic input-output where the energy coming from the output reactivates the system. Jacobs (1989:65) argues that systems theory is the unifying theory for HRD and “forms the most underlining structure for the HRD profession.” Using a systems approach to realize organizational and individual goals, Jacobs (1988:2) proposed a domain of human performance technology and used the theory for the development of human performance systems and the management of the resulting systems, which is another dimension of performance improvement within the systems concept.

Capra (1997) contended that systems theory is an ‘interdisciplinary theory’ about every system in nature, in society and in many scientific disciplines, as well as, a framework with which one can investigate a phenomenon from a holistic perspective. Before going into minute details of this theory and it application to organizational HR practices with a focus on recruitment and selection, it is important to explain what the system entails and how it works for better understanding the theoretical framework.

3.3 General systems theory and its application to organization

The didactics of general systems theory are quite basic. Notwithstanding, decades of management training and practices in the workplace, HR managers have not followed this theory in letter and spirit. However, in recent times, in the face of tremendous changes taking place all around, the way organizations function and the way they operate, academics and managers come across this new lens of looking at things. This new overture has brought about a paradigm shift in the thought process of academicians, researchers, managers and the way they approach or manage the organizations.

The effects of systems theory on organization espouse managers to look at the organization from a broader perspective. Systems theory has brought home a very impertinent aspect for the managers to interpret patterns and events in the workplace. They recognize various parts of the organization, and, in particular, the interrelations of these various parts, cognized as subsystems. This encompasses coordination at all levels, for instance: i) Coordination of central administration with its subsidiaries, programs, projects, departments and other administrative units; ii) Coordination within the departments for example engineering and manufacturing and iii) Coordination among supervisors and workers. This is regarded as a major breakthrough in the organizational life. In the past, managers typically took one particular unit of the organization and focused on that. Then they moved their attention to other parts. Here, the predicament was that an organization could, have a strong central administrative system and an incredible set of body parts, but the individual units/departments were working in isolation as these same were not synchronized at all.

3.4 General systems theory and its application to HRM

Systems theory carries a momentous effect on the discipline of management sciences and understanding organizations. Mowday (1983) was one of the first HRM researchers who applied systems model to HRM practices. Katz & Kahn (1978:189) argue that HRM is a subsystem embedded in a larger organizational system. The open systems approach towards HRM has been further developed by Wright & Snell (1991:203).

In the same vein, the description of HRM as a controlled system postulated by Snell (1992: 292) is based upon open systems theory. A more refined discourse on the system theory led us to believe what Kozlowski & Salas (1994: 281) argued to be a multilevel organizational systems approach for better understanding of the implementation and transfer of capacity building initiatives. Many of the more specific theories delineated by Jackson & Schuler (1995:239) in their review to broaden understanding of HRM in context assume that organizations function like open systems.

Alsabbah & Ibrahim (2014:11) used General Systems Theory while studying HR practices in the organizations postulated that certain HR practices if implemented intuitively lead to overwhelming organizational outcome. They found the theory as exceedingly pertinent to the HR domain as it envisages HRM as a vast system blending various processes. The study, establishing the viability of the General Systems Theory when applied to HR practices and employees competence, concluded that understanding the theory assist in improving HR performance in many ways. Hence, the application of the theory elucidates the effectiveness of HR practices in raising employee’s competence in an organization.

3.5 Application of General Systems Theory to recruitment and selection

Since Aristotle’s assertion that knowledge is extrapolated from comprehending a phenomenon in its entirety and not from its individual parts, scholars have been painstakingly engaged in the discourse on systems, its constituent components and their comparative dynamics (Mele, Pels, & Polese, 2010:126). The employees who work in an organization are drawn from the external market, and they add new knowledge, skills, abilities and competencies to the organization resources to enable it to respond to indigenous, national and global innovative market trends, growth and sustainability. Systems theory is having a critical and useful function in comprehending the dynamic connection between the organization and its environment through recruitment and selection (O’Meara & Petzall, 2013:26).

Catano et al., (2009:6) in their study contended that recruitment and selection do not take place in isolation in any organization. They are influenced not only by the context and type of organization, its type, size, structure, leadership styles, strategic objectives but also by the events occurring in the surroundings that affect the organization as a whole.

While systems theory has germinated over the years, its basic principles can still be employed to the recruitment and selection system in any setup. Its holistic approach offers a synopsis of the entire HR system by encompassing various relationships and interaction persisting within the subsystem of recruitment and selection (O’Meara & Petzall, 2013:26).

Catano et al., (2009:6) in their study postulates that there are a number of questions that must be addressed by any HR manager or practitioner in setting up a recruitment and selection system in any organizations. Some of these are: i) How do employers ensure that the people they hire will have the desired knowledge, skills, and abilities needed for the best performance of the job?; ii) How do employers ensure that the recruitment and selection system function in a transparent and unbiased manner?; And iii) How do employers ensure that their hiring policies and procedures are gender sensitive and treat candidates from different ethnic groups fairly and accommodate people with disabilities?.

In fact, “recruitment and selection set the stage for other human resources interventions. If recruitment and selection are done properly, the subsequent movement of the worker through the organizational system is made easier, and the individual makes a long-term, positive contribution to organizational survival and success”. When this happens, HRM makes a positive contribution to the organizational system as a whole. On the other hand, if a new employee enters the firm on a ‘flat trajectory’ because of a flawed recruitment and selection system then the smooth functioning of the entire structure of the organization, including HRM, is adversely affected (Catano et al., 2009:7).

This study shall combine general systems theory with strategic human resource practices with a prime focus on recruitment and selection in order for talent acquisition to have maximum impact. It stresses the importance of continual improvement in attracting talent and engaging, motivating and retaining staff in line with best practices in the face of unbridled market pressures and global challenges. This furthers the concept that how the HRM subsystems are influenced by interal as well as external challenges (Jackson & Schuler, 1995:237).

• Methodology

Review of literature revealed scarcity of research studies, addressing HR issues in a methodical manner in developing countries (Budhwar & Debrah, 2001; Yeganeh & Su, 2008:203), including Pakistan (Aycan, Kanungo, Mendonca, Deller, Stahl & Khurshid, 2000: 217; Khilji, 2001). In the same vein, very few studies can be found exploring employment practices with a focus on staffing function in the field of higher education in Pakistan (Shazad et al., 2008; Qadeer et al., 2011). Since little empirical evidence is available in the area of recruitment and selection of administrative staff in the context of public sector universities in Pakistan for quantitative analysis and theory development, this study is aimed at bridging this gap by espousing qualitative research paradigm.

Qualitative research generates new insight into a situation and behaviour so that the meaning of what is happening around can be easily understood. It lays emphasis on the interpretation of behaviour from the perspective of the participants, in view of their personal experiences (Smith, 2007: 53). It is based on evidence that may not be effortlessly reduced to numbers. It makes use of interviews, archival record and observations as data collection methods (Armstrong, 2009:181).  

Qualitative research paradigm has been selected for the study for a variety of reasons. The most compelling among those are the conspicuous lack of previous conclusive research on the subject matter (Creswell, 2011; Morse, 1991). Qualitative approach is valuable for the in-depth understanding of a phenomenon, exploration of new dimensions and discovering their interrelationship (Creswell, 1994). As not much background information was available on the theme for empirical analysis, choosing a qualitative approach provides a strong rationale for exploring and describing the phenomenon in minute details for developing a theory (Gay, Mills & Airasian, 2005).

The constructivist worldview of Creswell (2009) regarded as paradigms by Lincoln, Lynham, & Guba (2011), epistemologies and ontologies by Crotty (1998), or broadly conceived research methodologies by Neuman (2009) shall be used for the study believing that individuals seek understanding of the world in which they live and work and develop subjective meanings of their experiences. Hence, the processes of interaction among individuals with focus on the specific contexts in which they work in order to understand the historical and cultural settings of the participants.

Moreover, the case study approach adopted for the study aids in developing a profound understanding of contemporary employment issues confronted by Pakistani public sector universities in a systematic manner with a prime focus on recruitment and selection of administrative staff. The study involves probing a small number of key informants through extensive and prolonged engagements in order to develop patterns and relationships of key themes and subthemes for further analysis (Nieswiadomy, 1993).

4.1 Case Study

This is basically a case study research. Being one of the most challenging of all the social sciences research endeavours, case study method digs deeper into the situation for a better understanding of prevailing capacities and dynamics of a particular case (Yin, 2003:1). Case study research helps in developing a deeper understanding of a complex issue and may add strength to what is already known through previous research (Stake, 1995). Yin (1993) argues that the case study is appropriate when the aim is to define a topic broadly and not narrowly. Similarly, case study research is recommended by Yin (1989) when little previous research has been carried out within the context, and there is a gap that needs to be filled in the research examining a situation (Bonoma, 1985; Stake, 1995).

As Yin (2003:13) argues that empirical inquiry “investigates a contemporary phenomenon in-depth and with its real-life context when the boundaries between the context and the phenomenon are not clearly evident.” Hence, taking the above into consideration the research design used for the said study is a multiple case study design . Hence, this study employs a six case research design- all from the public sector with three from among the first generation and three among the second generation universities in Khyber Pakhtunkhwa, Pakistan for data collection. The justification for selection of these universities is discussed in the next section.

4.2 Case Selection and Design

The study will be carried out with prime focus on public sector Universities and Degree Awarding Institutes of Khyber Pakhtunkhwa, the north-western province of Pakistan. According to the data, available on HEC website, there are one hundred and sixty-three universities and degree awarding institutes in the country. Amongst those, ninety-four are public sector (HEC, 2015). In Khyber Pakhtunkhwa, there are nineteen public sector universities and DAIs, with five established in the last seven years, whereas, the establishment of four new universities is in the pipeline. These universities/DAIs are government chartered, self-governing and autonomous bodies established and regulated under the law enacted by the Provincial Assembly and funded by the federal government through HEC.

For the study, a total of six universities (three among the first generation and three among the second generation universities) shall purposefully be selected out of the total 19 public sector universities in Khyber Pakhtunkhwa. Among the ‘first generation’ of the universities, University of Peshawar, University of Engineering and Technology Peshawar and Agriculture University, Peshawar shall be chosen. Whereas, among the ‘second generation’ universities/DAIs, Islamia College University Peshawar, Khyber Medical University Peshawar and Institute of Management Sciences Peshawar shall be selected. To maintain anonymity these universities were designated as University-A, University-B, University-C, University-D, University-E and University- F.

4.3 Data collection

For data collection, three sources of information shall be used: i) Interview; ii) Non-participant observations, and iii) Documents and archival records. These are discussed in detail in the following:

4.3.1 Interview

Semi- structured interviews were held with low, middle and top management as multiple key informants. The key informant is an expert source of information (Marshall, 1996:92). Since, the Establishment and the Meetings Sections are the two main HR sections/departments in the universities, therefore, the top, mid and low career level manager/administrative officers working in these sections (i.e. Registrar, Additional Registrar, Deputy Registrar and Assistant Registrar) were selected for the purpose.

These units of analysis are highly pertinent for obtaining the type of data required for the study, and this is one of the most important considerations for selection of respondents for the study.

Semi-structured interviews shall mainly be conducted for looking into the phenomenon from the perspective of participants assuming that the respondents explicitly demonstrate their understanding of the phenomenon (Patton, 1990). The interviews will be organized in an open-ended manner to allow participants’ perspectives to emerge but will be having closed-ended questions to provide some structure to the interview to allow for comparability of findings across cases if required.

Thus, a total of thirty semi-structured, in-depth interviews with open-ended questions given at Appendix-I shall be conducted with the purposefully selected individuals. The interview guide shall be designed and each interview session shall span over two to three hours of duration. The interviews shall be tape recorded and transcribed in a narrative format accordingly. Overall, field notes shall be taken during interview sessions and data will be analyzed once this stage of data collection is completed.

4.3.2  Observation

Furthermore, the non-participant observation shall also be used for triangulation of data gathered from primary source as well as secondary sources. “Nonparticipant observation is a data collection method used extensively in case study research in which the researcher enters a social system to observe events, activities, and interactions with the aim of gaining a direct understanding of a phenomenon in its natural context.

4.3.3 Documents and archival records

In addition to semi-structured interviews and non-participant’ observations, archival records and official documents shall also be consulted for the collection of data. These sources include annual reports of the universities and their official websites, as well as official website of HEC. These sources provide information about the act, statutes, rules and regulations of these universities apart from their size, vision and mission statement, structure, their number of faculty members, and the number of the student population.

Using the secondary source, accessible official documents of the universities shall also be thoroughly reviewed such as official letters, appointment orders, office notes, memoranda, agenda and minutes of the meetings, complaints, inquiry reports, court cases, statutes, rules, regulations, acts and published/unpublished reports of the World Bank, HEC, Planning Commission of Pakistan, Ministry of Education, Government of Pakistan and provincial higher education department.

4.4 Data Triangulation

Interview being the primary source of data collection, for the study, shall not solely be relied upon and shall be substantiated from multiple sources, as discussed in the preceding section. This shall serve as a cross-check for the validity of the conclusions drawn, and the additional sources of information shall gave more insight into the topic and shall also serve as a means of assessing the researcher’s interpretation, and the conclusion drawn and recommendations made.

Two other sources of data collection (i.e., archival records and non-participant observations) shall also used for triangulation purposes. The researcher shall also confirm such information from official documents and archival record of the university. All this shall also be done in order to confirm and revalidate the original interview responses of the participants.

4.5 Data Analysis

The data analysis process involves determining categories, subthemes, main themes and the essence from the participants’ descriptions (Braun & Clarke, 2006:79). For analysis of data thematic analytic approach propounded by Braun & Clarke shall be adopted (2006:79). Under this approach analysis is not a linear process. The steps outlined by Braun & Clarke (2006:87) shall be followed for the data analysis include: i) Becoming familiar with the data; ii) Generating initial codes; iii) Searching for themes; iv) Reviewing themes; v) Defining and naming themes, and vi) Producing the report.

Once data is collected, the same will be transcribed, accordingly. In this very first step, the task will be to get familiar with the data and comprehend the nature and meaning of the data. The second step will be to generate initial codes. Then data relevant to each code shall be organized. This exercise will be done manually. In the process, all the potential themes shall be coded and patterns will be established from the codes. The third step will be searching for sub-themes and themes. In this step, codes become categories, subthemes and central themes. Reviewing the themes will be the fourth step. Defining and naming themes will be the fifth step. In this step, the emerging themes will be described in a way that captured the essence of the theme. Here, the themes will be defined and will ultimately be keyed out. Writing the analysis will be the last and final step. Here, an analytic narrative of the data will be presented.

4.6 Ethical considerations

Ethical considerations for this study shall be the participants’ right to informed consent, autonomy, confidentiality and anonymity which are discussed in detail here.

4.6.1 Informed consent

For the study, informed voluntary consent of all the respondents shall be obtained in writing beforehand. Participants’ information sheet shall be provided to all of them and their queries shall be addressed before the commencement of interview sessions.

4.6.2 Autonomy

While following the spirit of autonomy, it shall be scrupulously elucidated to the participants that their participation in the research study was entirely voluntary. In addition, their willingness to participate or otherwise would not affect them in any way. Even, it will be assured that they were free to back out from the study any time at any stage of the study if they desire so.

4.6.3 Privacy and confidentiality

The personal information of the participants shall be recorded on demographic data sheet gathered during the interview process and all the information provided by the participants shall be kept confidential if they desire so.

5.  Significance, expected outcome and contribution of the study

Appreciating that human resource is one of the most valuable assets, effective recruitment and induction system is critically important for organizations to ensure that the new employees become productive in the shortest possible time. Indeed, the benefits which can be derived from a merit-based selection system are widely established and frequently reported in the body of knowledge (Ulrich & Allen, 2009:33). This helps in developing intrinsic capabilities; organizations direly need to acquire, nourish and nurture to compete and win. This study is not only about undertaking fresh induction in a transparent manner but also focused on stimulating academic success and adding value to the academic business by connecting all HR functions in a systematic manner rather than simply reckoning recruitment and selection as a function in isolation.

The study will unearth gray areas in the staffing function in the institutes of higher education in the public sector in Pakistan. The study will give new insight to the academicians, university administrators, researchers, practitioners, and HR professionals. The study will provide useful guidelines for social scientists working in the field of higher education and policy makers at the national level. It will add, not only to the body of knowledge but will also help in unleashing reforms in the higher education sector by paving the way for standardization of recruitment and selection practices in universities in Pakistan.

The study will be helpful in persuading the people at the helm of universities’ affairs to manage employment practices strategically, in order, to avoid a total collapse of higher education sector, in the days to come. The study shall enable the universities, to put the recruitment and selection system according to the demands and challenges of the contemporary academic world. The study holds immense significance for the university administrators, researchers, decision makers and HR practitioners. The study will help the universities in revisiting recruitment and selection system, to make it more transparent, unbiased and meritocratic, thus, minimizing personal influence, political clout and external pressures.

6. Implications of the study

This study shall provide rich insight, in multiple ways, in which the notion of fair play, transparency and accountability required to be put in practice while pursuing fresh hiring, at all the levels, in public sector universities. The study shall contribute to the system of HR in the higher education sector, by discerning shortcomings mainly in various areas.

The study shall highlight multiple gray areas in the system of recruitment and selection in the institutes of higher education in Pakistan. This study is not only about performing recruitment and selection function in a better way but also focused on building academic success and adding value to the academic business rather than simply optimizing HR as a function. The study shall make certain recommendations postulating; how the institutes of higher education in this part of the world learn from best practices prevailing in developed countries. In light of the participants’ suggestions, the study shall come up with concrete, practical recommendations to regenerate staffing function in public sector universities in the country.

7. Outline of the Thesis

The thesis shall be divided into three major parts, comprising of nine chapters including Chapter 01- Introduction. These shall be structured as follows. Chapter 02 shall present an overview of the available literature on HRM concentrating on the historical perspective of the discipline. The first section of this Chapter shall discuss basic concepts of HRM, its historical evolution and its application in the public sector. This Chapter shall outline how HRM is designed in the public sector. A brief historical background of HRM in the public sector and working of HRM in both developing as well as developed countries shall be taken up in this section. The second section of Chapter 02 shall talk about the background of the study, hence, setting the stage for the thesis. This section shall discuss organizational structure of the universities in Pakistan. This Chapter shall cover HRM policies and practices in the public sector universities across the globe, with a particular focus on the public sector universities in Pakistan. The third section shall divulge a brief review of the basics of the system of recruitment and selection. Here, the focus shall rest on the public sector in Pakistan, and this further converges at the public sector universities in the country.

Chapter 03 shall focus on the theoretical framework of the study considering the interplay of competing demands, changing trends and varied aspirations of the competitive academic world where university top management has to set the strategic directions of institutions of higher education to survive in the competitive academic world.

The second part shall include the empirical Chapters. Chapter 04 shall present methodological underpinnings of the study starting with a brief description of the research paradigm, elucidating case study research and research design pursued in the study, drawing attention to case study methodology and data collection mechanism. This Chapter shall present the method of data analysis, the scheme of coding, interpretation of data to develop themes and patterns and define headings and subheadings for a systematic presentation of data.

The final part of the thesis shall consist of Chapters 05, 06, 07, 08 and 09. These chapters shall elucidate and provide further reflection on the outcomes of the study. Chapter 05 shall outline, how the staffing function, starting from job analysis to final selection of a candidate, is undertaken in the selected public sector universities.

Chapter 06 shall describe various loopholes in the staffing function. Chapter 07 shall explain various factors responsible for these loopholes. Chapter 08 shall discuss various suggestions made by the respondents to address these issues. All the three finding Chapters shall be assembled and discussed succinctly in Chapter 09 with implications and recommendations of the overall research study.

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                                                                                                                                                                             Appendix-I

Set of Questions for Interview Session

Personal information of the respondent

Name of the university           :                                                                      

Name of the interviewee         :                                                                       

Designation                               :          _______________________

Qualification                           :             _______________________         

Total experience in the university:   _______________________       

Experience in HR department :         _______________________       

Email & Contact No               :             _______________________

Questions to be asked from interviewees during interview session

• How the staffing function (i.e. recruitment and selection) of administrative staff is carried out in your university?
• Please describe briefly the typical recruitment and selection system of administrative staff in your university?
• Do you think your university has clear policies and procedures relating to recruitment and selection?
• Do you think your university adheres to these policies and procedures?
• How for the recruitment and selection of administrative staff in your university is carried out in a transparent manner?
• Do you think politics play an important role in the selection process of administrative staff in your university? Please elaborate.
• How far the recruitment and selection in your university is aligned with other HR subsystems such as training and development, career development, compensation and succession.
• How far the recruitment and selection system in your university is developed keeping in view challenges of the contemporary world.
• How far the recruitment and selection system in your university is in line with new legislation introduced by the government.
• What are the major gaps/loopholes in recruitment and selection system of administrative staff in your university? Please elaborate.
• What are the implications of these gaps/loopholes
• What efforts have been made by your university in the past to improve it? Please elaborate.
• How the recruitment and selection process of administrative staff can be improved in your university?

Dr Syed Hafeez Ahmad

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Writing your PhD research proposal

Find guidance on how to write your PhD research proposal and a template form for you to use to submit your research proposal.

By asking you for an outline  research proposal we hope to get a good picture of your research interests and your understanding of what such research is likely to entail.

The University's application form is designed to enable you to give an overview of your academic experience and qualifications for study at postgraduate level. Your outline research proposal then gives us an idea of the kind of research you want to undertake. This, together with information from your referees, will help us assess whether the Moray House School of Education and Sport would be the appropriate place for you to pursue your research interests.

At  the application stage, you are unlikely to be in a position to provide a comprehensive research proposal; the detailed shaping up of a research plan would be done in conjunction with your supervisor(s). But it is important for us to appreciate what you are hoping to investigate, how you plan to carry out the research, and what the results might be expected to contribute to current knowledge and understanding in the relevant academic field(s) of study. In writing your proposal, please indicate any prior academic or employment experience relevant to your planned research.

In your research proposal, please also ensure that you clearly identify the Moray House research cluster your proposal falls under, as well as two to three staff members  with expertise in this area. We also encourage you to contact potential supervisors within your area of proposed research before submitting your application to gauge their interest and availability.

How to write your research proposal

The description of your proposed research should consist of 4-5 typed A4 sheets. It can take whatever form seems best, but should include some information about the following:

• The general area within which you wish to conduct research, and why (you might find it helpful to explain what stimulated your interest in your chosen research field, and any study or research in the area that you have already undertaken)
• The kind of research questions that you would hope to address, and why (in explaining what is likely to be the main focus of your research, it may be helpful to indicate, for example, why these issues are of particular concern and the way in which they relate to existing literature)
• The sources of information and type of research methods you plan to use (for example, how you plan to collect your data, which sources you will be targeting and how you will access these data sources).

In addition to the above, please include any comments you are able to make concerning:

• The approach that you will take to analyse your research data
• The general timetable you would follow for carrying out and writing up your research
• Any plans you may have for undertaking fieldwork away from Edinburgh
• Any problems that might be anticipated in carrying out your proposed research

Please note: This guidance applies to all candidates, except those applying to conduct PhD research as part of a larger, already established research project (for example, in the Institute for Sport, Physical Education & Health Sciences).

In this case, you should provide a two- to three-page description of a research project you have undertaken, to complement information in the application form. If you are in any doubt as to what is appropriate, please contact us:

Email: Education@[email protected]

All doctoral proposals submitted as part of an application will be run through plagiarism detection software.

Template form for your research proposal

All applicants for a PhD or MSc by Research must submit a research proposal as part of their application. Applicants  must   use the template form below for their research proposal. This research proposal should then be submitted online as part of your application. Please use Calibri size 11 font size and do not change the paragraph spacing (single, with 6pt after each paragraph) or the page margins.

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• Writing a research proposal for a PhD application

How to write a research proposal for a PhD application

What is a research proposal.

A research proposal gives details of the direction of your future research, usually based on a research question and a chapter-by-chapter approach to answering it.

For PhD applications, this proposal will be assessed to see:

• whether the project is likely to be completed within three years of full-time research
• whether it can be effectively supervised at the university
• whether you are competent and keen enough to complete it.

There may be other factors affecting whether you get a place at the University of Brighton:

• whether the project fits a growing or established research priority of the university
• how the proposal fits with a current cohort and the research environment

A successful proposal will leave the panel in no doubt on these, and you should prepare to show the strength of your idea and demonstrate your suitability.

Within the proposal, you should take the opportunity to clearly outline your research idea; your research methodology and critical approaches; your experience in this field of research where you can; and how your work will be offering an original contribution to knowledge, theories and/or practice. 

Find more details about a PhD in your discipline at the University of Brighton

How to get a prospective supervisor's help with your proposal

The strongest proposals are often ones that have been written jointly between a prospective student and prospective supervisor.

As Professor Pollen states in our film, supervisors have an understanding of the language used in proposals and the skillsets that asessors will want to see -- whether for a university position or a funding application.

To develop a strong proposal, we recommend you  work with a possible supervisor  at the University of Brighton who can help shape your project for feasibility and suitability within our institution. This person may then become your lead supervisor.

Please enable targeting cookies in order to view this video content on our website, or you can watch the video on YouTube .

What journey leads to a PhD application?  This film was made by the University of Brighton for UKRI and features University of Brighton students and academics as well as those from other partner universities.

Finding a PhD theme and understanding the university research environment

You may be responding to an advertised call for a particular project that has already achieved funding. Alternatively, you may want to propose a personally developed project. 

If you are responding to a call then the advertisement will have clear guidance as to what research experience and interest a candidate will need. This should help you structure your PhD research proposal.

If you are proposing a personally developed project then it should be carefully written to show the viability within the university's current research environment and a specific supervisory possibility at the university.

Some applicants have found our repository of theses helpful for the development and refinement of their research idea. You can find over 1000 theses completed at the University of Brighton over the past 40 years at our repository of successful PhD student theses . 

Our research database has useful leads to potential supervisory staff and a strong idea of the university's current research priorities online:

• Explore our PhD disciplinary programme search tools including free search and A-Z 
• Explore our research centres (COREs)  or our research groups (REGs) 
• Visit our research database of staff, projects and organisational units.

Once you have identified a potential lead researcher of a research project most aligned to yours, do not hesitate to email them.

Explain who you are, your motivation to do a PhD in their field of study and with them. They will let you know if they are interested in your project and would be interested in potentially supervising your PhD. If they cannot commit, they may be able to help you identify another researcher who could be available and interested.

By liaising with a suitable supervisor, your proposal will benefit from expert help and be channelled towards the appropriate disciplinary environment.

If you are in doubt about whether we can offer the appropriate supervision, please contact the  Doctoral College .

Find out more about your opportunities for a PHD on our FAQ page

What should a research proposal contain?

A research proposal should include the following:

1. Indicative title of the topic area

This should accurately reflect what it is that you want to study and the central issues that you are going to address.

It may be useful to present this in the format of a statement (perhaps a quote) and a question, separated by a colon. For example: '"The tantalising future of research": how are research proposals developed and assessed?'

2. Context / rationale / why is this study important? (300 – 500 words)

Introduce your specific area of study. You should identify the theoretical context within which your research will be developed by discussing the discipline(s) and or field/s of study relevant to your research.

This means outlining the key theoretical area(s) you will draw upon to enable you to find out what it is that you want to know (for example, how it is underpinned from methods in the social sciences; arts and humanities; life, health and physical sciences).

What we are looking for here is an indication that you understand and have done some research into the wider theoretical context.

Developing the context is just one part of this section; you are building a case / rationale for the study area. Why is this study important, which theoretical areas support this? Can you identify any gaps in current understanding that help you build the case for this research study?

For example, this section might take the form of: a series of statements on the current landmark areas of thought; a recognition of what has not yet been done thoroughly enough or where there is territory for research between these landmark studies; and where your study will fill the gaps you have identified.

3. Literature review (approximately 700 – 900 words)

Here you are demonstrating that you are aware of what has been and what is currently being written about your topic.

It will certainly include the up-to-date and relevant past landmark academic literature. It may also include other evidence of current thought and attitude, for example, government documents or media coverage. Practice-led PhD studies may make reference to innovation and trends in industry or professional practice.

We are looking for you to make links between this body of literature and your proposed area of study. This will support the ways you have identified gaps in the current global knowledge-base. A PhD thesis arises from original research leading to new knowledge or a significant contribution to existing knowledge. If, at this stage, you have some thoughts on how your research is likely to contribute to knowledge then include details in your proposal.

This section should include citations which are compiled into a reference list at the end of the document (see point 7).

4. The research questions or hypotheses (approximately 200 words)

Having told us what you want to study and why, and then illustrated these ideas with reference to a body of literature, the next task is to distil your ideas into a tentative set of research questions, hypotheses, aims and objectives (as per the underpinning discipline requires) that are manageable and achievable within a normal PhD timeframe (see 6 below). There are typically between three and ten questions/aims of this kind.

5. Research approach/ methodologies / methods (approximately 400 words)

There will be many research approaches open to you. In your proposal, suggest the methodological approach that you might take and make a reasoned case as to why the research questions you have posed are best addressed by this approach.

You might also suggest what methods you would use to generate data that can help you address your research questions.

6. Timescale/research planning (approximately 200 words)

A full-time PhD should take three years to complete, although you may require more time to acquire the relevant skills prior to commencing your research. Part-time study will take longer (up to five - six years). Within this timeframe, you will need to demonstrate your awareness of time management and planning, for example the length of time for primary research/ fieldwork.

7. Reference list 

You should include a reference list of all the sources that you referred to in the text using a recognised referencing style appropriate to your discipline (for example Harvard or Vancouver for Sciences).

Evidence of thorough background reading might include between ten and twenty citations at this point. They should demonstrate to an expert that you are knowledgeable of the landmark work in your field.

There are a number of books widely available that may help in preparing your research proposal (as well as in completing your research degree), here are a couple to point you in the right direction:

Bell, J (2010, 5th edn) Doing Your Research Project: A Guide for First-time Researchers in Education & Social Science , Oxford: Oxford University Press.

Baxter, L, Hughes, C and Tight, M (2007, 3rd edn) How to Research , Buckingham: Open University Press.

Research proposals in practice-led and professionally-based disciplines

The University of Brighton prides itself on the quality of its research in areas that intersect with professional practices and direct impact through in-the-field relationships with co-producers.

We are very supportive of doctoral projects that bring positive results from these methodolgies and practices.

Some of the subject areas that have supported personal practice as research include: design, art, architecture, media production and creative writing, with successful approaches including autoethnographic methods and public participation or site-specific interventions. 

Some of the areas that have benefited from significant professional practice and industry relationship-focused research have included: engineering, nursing, business administration and teaching. 

The research proposal will still need to demonstrate your capability as a researcher with a project that is workable and fits with the university's interests and capacities. 

You should, however, adapt your proposal to demonstrate the value that your practice can bring to the research. This should be in tandem with a clear understanding of the relationship between practice and research.

A clear competence in practice should be evidenced, but do be aware that your proposal will be judged on its research and the new knowledge that is developed and shared, rather than the quality of practice in and of itself.

Personal practices, experiences and data gained through professional relationships may form part of a standard PhD thesis and proposal as description of work and resulting data. You will only be appyling for a practice-led component to be taken into account if this will form a significant part of the representation and examination of the knowledge-base. In such cases, the thesis is signficantly shorter.

Some pitfalls in the applications for practice-led or practice-focused research include:

• An imbalance between the practical and theoretical elements
• Too arbitrary a divide between the practice and theory
• Using practice to simply provide personal illustrations of established theories or concepts
• Insufficient sense of how the research knowledge will be held and disseminated
• Insufficiently contained scope for a three-year project – for example, where the practice is described as a life-long investigation – with no clarity on an end-point
• A project that could be better or similarly tackled through a standard PhD in terms of efficient response to the research questions. For example where the practice element might be represented as data or results instead of examined practice.

Your potential supervisor will be able to advise where a proposal will include significant elements beyond the traditional thesis. For further information, please contact the Doctoral College .

A set of designed objects submitted as part of a practice-led PhD project in medical therapeutic design, by Dr Tom Ainsworth, who went on to become a teacher, researcher and supervisor at the University of Brighton.

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Examples of research proposals

How to write your research proposal, with examples of good proposals.

Research proposals

Your research proposal is a key part of your application. It tells us about the question you want to answer through your research. It is a chance for you to show your knowledge of the subject area and tell us about the methods you want to use.

We use your research proposal to match you with a supervisor or team of supervisors.

In your proposal, please tell us if you have an interest in the work of a specific academic at York St John. You can get in touch with this academic to discuss your proposal. You can also speak to one of our Research Leads. There is a list of our Research Leads on the Apply page.

When you write your proposal you need to:

• Highlight how it is original or significant
• Explain how it will develop or challenge current knowledge of your subject
• Identify the importance of your research
• Show why you are the right person to do this research
• Research Proposal Example 1 (DOC, 49kB)
• Research Proposal Example 2 (DOC, 0.9MB)
• Research Proposal Example 3 (DOC, 55.5kB)
• Research Proposal Example 4 (DOC, 49.5kB)

Subject specific guidance

• Writing a Humanities PhD Proposal (PDF, 0.1MB)
• Writing a Creative Writing PhD Proposal (PDF, 0.1MB)
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• Department of Sociological Studies

Writing a research proposal

Guidelines on preparing a thesis proposal to support your application.

These guidelines are intended to assist you in developing and writing a thesis proposal. Applications for admission to a research degree cannot be dealt with unless they contain a proposal.

Your proposal will help us to make sure that:

• The topic is viable
• That the department can provide appropriate supervision and other necessary support
• You have thought through your interest in and commitment to a piece of research
• You are a suitable candidate for admission

The process of producing a proposal is usually also essential if you need to apply for funding to pay your fees or support yourself whilst doing your research. Funding bodies will often need to be reassured that you are committed to a viable project at a suitable university.

The research proposal – an outline

Your proposal should be typed double-spaced, if possible, and be between 1,000 and 2,000 words. Your PhD proposal can be added under the 'Supporting Documents' section of the Postgraduate Applications Online System .

Your proposal should contain at least the following elements:

• A provisional title
• A key question, hypothesis or the broad topic for investigation
• An outline of the key aims of the research
• A brief outline of key literature in the area [what we already know]
• A description of the topic and an explanation of why further research in the area is important [the gap in the literature - what we need to know]
• Details of how the research will be carried out, including any special facilities / resources etc. which would be required and any necessary skills which you either have already or would need to acquire [the tools that will enable us to fill the gap you have identified]
• A plan and timetable of the work you will carry out

For more detailed information on each element of your research proposal, see our extended guidance document .

Three additional points:

• Try to be concise. Do not write too much – be as specific as you can but not wordy. It is a difficult balance to strike.
• Bear in mind that the proposal is a starting point. If you are registered to read for a PhD you will be able to work the proposal through with your supervisor in more detail in the early months.
• Take a look at the Department’s staff profiles, research centres, and research clusters. Can you identify possible supervisors and intellectual support networks within the Department?

Examples of Successful PhD Proposals

• PhD sample proposal 1
• PhD sample proposal 2
• PhD sample proposal 3
• PhD sample proposal 4
• PhD sample proposal 5
• PhD sample proposal 6
• PhD sample proposal 7
• PhD sample proposal 8

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Oxford PhD Proposal Sample: The Best Proposal

An Oxford PhD proposal sample, like Oxford personal statement examples , should give you an idea of how to structure and write your own PhD proposal, which is a key element of how to get into grad school . Should you pursue a master's or PhD , you should know that, with few exceptions, all graduate programs require that applicants submit a research proposal. It can vary in length (usually between 1,000 and 3,000 words) and must outline your main research goals and methods and demonstrate your facility with the topic. The almost 35,000 applications Oxford received in a recent year should give you some idea of how competitive getting into a master's or PhD program is.

Writing a stellar proposal is important to make your application stand out, so, to that end, this article will show you an expert-approved Oxford PhD proposal sample based on the actual requirements of an Oxford graduate program. 

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Oxford phd proposal sample.

PhD Program : DPhil in Migrant Studies

Research Proposal Length: minimum 2000 - maximum 3000 words

To: Matthew J. Gibney, Professor of Politics and Forced Migration

Name: Adrian Toews

Title: Wired and Hungry Masses: Social Media, Migrants and Cultural Bereavement in the Digital Sphere

Proposed Research Topic: Does social media help migrants cross the cultural barriers of their adopted home and succeed in helping them preserve touchstones of their home culture? 

Abstract: The ascendance of social media platforms has increased and, strangely, decreased interconnectedness among disparate groups in society. But, while social media has been implicated, rightly, as a catalyst for the rise of disinformation, hate speech, and other anti-social behaviors, I would argue that its ubiquity and prevalence provide those experiencing cultural bereavement with a more-effective coping mechanism, as social media is able to replicate, in a non-physical space, the culturally specific mechanisms they know and which, prior to digital communications, could not be replicated in new, adopted countries and cultures.

Objective: I want to present social media as an informal networking tool, expressive outlet, and cultural road map with which migrants who are experiencing cultural bereavement can engage for two specific reasons: 1) to assuage the grief that accompanies anyone who has left their homeland as a migrant or refugee, and 2) to help them assimilate into their new identity by giving them a window into the cultural norms and practices of their new country or culture. 

Wondering if you should go to grad school? Watch this video:

An Oxford PhD proposal sample like this one is only one version of what a proposal can look like, but it should contain at least these basic elements. You should know how to choose a PhD topic at this point in your career, but if you still feel like you need help, then you can hire PhD admission consultants to help you choose your topic and research interests.

Above all, you should know why you want to do a PhD . Answering this question first will be effective in helping you ultimately decide on a program, which can then make it easier for you to write any number of different doctorate-related texts, such as a PhD motivation letter and a statement of intent .

Understanding your true motivations, passions, and research interests is doubly important when pursuing a PhD since you do not want to invest so much time and resources in a subject you are only partially interested in. If you can honestly answer why you want to pursue a PhD, you can then take concrete steps toward defining your research goals and how they can be fulfilled by the program you choose.

Your Oxford PhD proposal should adhere to the requirements set forth by the program you wish to enter. Regardless of your discipline or field, almost all PhD programs at Oxford require that you submit a research proposal of between 2,000 and 3,000 words. 

A statement of intent is another type of essay that applicants are often asked to submit to graduate schools. It involves talking about your past academic experiences and achievements, what you intend to do in graduate school, and why you want to go there. A PhD proposal, on the other hand, contains no personal details or experiences.

Instead, a PhD proposal should be a focused, concrete road map built around a specific research question. In your proposal, you list the theoretical approaches that you are going to use, research methods, past scholarship on the same topic, and other investigative tools to answer this question or present evidence from this research to support your argument. 

A statement of purpose is another common essay that graduate school applicants must submit. The line between a statement of purpose and a statement of intent is a fine one, but the line between a statement of purpose and a PhD proposal is much more prominent, and there is no mistaking the two. So, you should not read over graduate school statement of purpose examples to learn how to write a PhD proposal.

A statement of purpose can also be research-focused, but in an undefined way. A PhD proposal combines theory and practice and requires that you demonstrate your knowledge of proper scientific research, investigative methods, and the existing literature on your topic. 

You should include a title page where you list your name, the program you are applying to, and a title for your research project. You should address it to a specific faculty member, who can perhaps, if they agree, show you how to prepare for a thesis defense . The proposal itself should include an abstract, an overview of the existing scholarship on your topic, research questions, methods, and a bibliography listing all your sources. 

The usual length of PhD proposals is between 1,000 and 3,000 words, but your program may have different requirements, which you should always follow. 

There are up to 350 different graduate programs at Oxford, all with their own particular requirements, so the university does not set forth a universal set of requirements for all graduate programs. Many of these programs and their affiliated schools offer students advice on how to write a PhD proposal, but there are few, if any, stated requirements other than the implied ones, which are that you have familiarity with how to conduct graduate-level research and are knowledgeable in the field you are researching. 

A majority of programs do, yes. There are always exceptions, but a fundamental part of pursuing a PhD involves research and investigation, so it is normal for any PhD program to require that applicants write a PhD proposal. 

It is quite possible for your research interests and direction to change during your research, but you should not be discouraged. Graduate programs understand that these things happen, but you should still do your best to reflect the current state of research on your topic and try to anticipate any changes or sudden shifts in direction while you research. 

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17 Research Proposal Examples

A research proposal systematically and transparently outlines a proposed research project.

The purpose of a research proposal is to demonstrate a project’s viability and the researcher’s preparedness to conduct an academic study. It serves as a roadmap for the researcher.

The process holds value both externally (for accountability purposes and often as a requirement for a grant application) and intrinsic value (for helping the researcher to clarify the mechanics, purpose, and potential signficance of the study).

Key sections of a research proposal include: the title, abstract, introduction, literature review, research design and methods, timeline, budget, outcomes and implications, references, and appendix. Each is briefly explained below.

Watch my Guide: How to Write a Research Proposal

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Research Proposal Sample Structure

Title: The title should present a concise and descriptive statement that clearly conveys the core idea of the research projects. Make it as specific as possible. The reader should immediately be able to grasp the core idea of the intended research project. Often, the title is left too vague and does not help give an understanding of what exactly the study looks at.

Abstract: Abstracts are usually around 250-300 words and provide an overview of what is to follow – including the research problem , objectives, methods, expected outcomes, and significance of the study. Use it as a roadmap and ensure that, if the abstract is the only thing someone reads, they’ll get a good fly-by of what will be discussed in the peice.

Introduction: Introductions are all about contextualization. They often set the background information with a statement of the problem. At the end of the introduction, the reader should understand what the rationale for the study truly is. I like to see the research questions or hypotheses included in the introduction and I like to get a good understanding of what the significance of the research will be. It’s often easiest to write the introduction last

Literature Review: The literature review dives deep into the existing literature on the topic, demosntrating your thorough understanding of the existing literature including themes, strengths, weaknesses, and gaps in the literature. It serves both to demonstrate your knowledge of the field and, to demonstrate how the proposed study will fit alongside the literature on the topic. A good literature review concludes by clearly demonstrating how your research will contribute something new and innovative to the conversation in the literature.

Research Design and Methods: This section needs to clearly demonstrate how the data will be gathered and analyzed in a systematic and academically sound manner. Here, you need to demonstrate that the conclusions of your research will be both valid and reliable. Common points discussed in the research design and methods section include highlighting the research paradigm, methodologies, intended population or sample to be studied, data collection techniques, and data analysis procedures . Toward the end of this section, you are encouraged to also address ethical considerations and limitations of the research process , but also to explain why you chose your research design and how you are mitigating the identified risks and limitations.

Timeline: Provide an outline of the anticipated timeline for the study. Break it down into its various stages (including data collection, data analysis, and report writing). The goal of this section is firstly to establish a reasonable breakdown of steps for you to follow and secondly to demonstrate to the assessors that your project is practicable and feasible.

Budget: Estimate the costs associated with the research project and include evidence for your estimations. Typical costs include staffing costs, equipment, travel, and data collection tools. When applying for a scholarship, the budget should demonstrate that you are being responsible with your expensive and that your funding application is reasonable.

Expected Outcomes and Implications: A discussion of the anticipated findings or results of the research, as well as the potential contributions to the existing knowledge, theory, or practice in the field. This section should also address the potential impact of the research on relevant stakeholders and any broader implications for policy or practice.

References: A complete list of all the sources cited in the research proposal, formatted according to the required citation style. This demonstrates the researcher’s familiarity with the relevant literature and ensures proper attribution of ideas and information.

Appendices (if applicable): Any additional materials, such as questionnaires, interview guides, or consent forms, that provide further information or support for the research proposal. These materials should be included as appendices at the end of the document.

Research Proposal Examples

Research proposals often extend anywhere between 2,000 and 15,000 words in length. The following snippets are samples designed to briefly demonstrate what might be discussed in each section.

1. Education Studies Research Proposals

See some real sample pieces:

• Assessment of the perceptions of teachers towards a new grading system
• Does ICT use in secondary classrooms help or hinder student learning?
• Digital technologies in focus project
• Urban Middle School Teachers’ Experiences of the Implementation of
• Restorative Justice Practices
• Experiences of students of color in service learning

Consider this hypothetical education research proposal:

The Impact of Game-Based Learning on Student Engagement and Academic Performance in Middle School Mathematics

Abstract: The proposed study will explore multiplayer game-based learning techniques in middle school mathematics curricula and their effects on student engagement. The study aims to contribute to the current literature on game-based learning by examining the effects of multiplayer gaming in learning.

Introduction: Digital game-based learning has long been shunned within mathematics education for fears that it may distract students or lower the academic integrity of the classrooms. However, there is emerging evidence that digital games in math have emerging benefits not only for engagement but also academic skill development. Contributing to this discourse, this study seeks to explore the potential benefits of multiplayer digital game-based learning by examining its impact on middle school students’ engagement and academic performance in a mathematics class.

Literature Review: The literature review has identified gaps in the current knowledge, namely, while game-based learning has been extensively explored, the role of multiplayer games in supporting learning has not been studied.

Research Design and Methods: This study will employ a mixed-methods research design based upon action research in the classroom. A quasi-experimental pre-test/post-test control group design will first be used to compare the academic performance and engagement of middle school students exposed to game-based learning techniques with those in a control group receiving instruction without the aid of technology. Students will also be observed and interviewed in regard to the effect of communication and collaboration during gameplay on their learning.

Timeline: The study will take place across the second term of the school year with a pre-test taking place on the first day of the term and the post-test taking place on Wednesday in Week 10.

Budget: The key budgetary requirements will be the technologies required, including the subscription cost for the identified games and computers.

Expected Outcomes and Implications: It is expected that the findings will contribute to the current literature on game-based learning and inform educational practices, providing educators and policymakers with insights into how to better support student achievement in mathematics.

2. Psychology Research Proposals

See some real examples:

• A situational analysis of shared leadership in a self-managing team
• The effect of musical preference on running performance
• Relationship between self-esteem and disordered eating amongst adolescent females

Consider this hypothetical psychology research proposal:

The Effects of Mindfulness-Based Interventions on Stress Reduction in College Students

Abstract: This research proposal examines the impact of mindfulness-based interventions on stress reduction among college students, using a pre-test/post-test experimental design with both quantitative and qualitative data collection methods .

Introduction: College students face heightened stress levels during exam weeks. This can affect both mental health and test performance. This study explores the potential benefits of mindfulness-based interventions such as meditation as a way to mediate stress levels in the weeks leading up to exam time.

Literature Review: Existing research on mindfulness-based meditation has shown the ability for mindfulness to increase metacognition, decrease anxiety levels, and decrease stress. Existing literature has looked at workplace, high school and general college-level applications. This study will contribute to the corpus of literature by exploring the effects of mindfulness directly in the context of exam weeks.

Research Design and Methods: Participants ( n= 234 ) will be randomly assigned to either an experimental group, receiving 5 days per week of 10-minute mindfulness-based interventions, or a control group, receiving no intervention. Data will be collected through self-report questionnaires, measuring stress levels, semi-structured interviews exploring participants’ experiences, and students’ test scores.

Timeline: The study will begin three weeks before the students’ exam week and conclude after each student’s final exam. Data collection will occur at the beginning (pre-test of self-reported stress levels) and end (post-test) of the three weeks.

Expected Outcomes and Implications: The study aims to provide evidence supporting the effectiveness of mindfulness-based interventions in reducing stress among college students in the lead up to exams, with potential implications for mental health support and stress management programs on college campuses.

3. Sociology Research Proposals

• Understanding emerging social movements: A case study of ‘Jersey in Transition’
• The interaction of health, education and employment in Western China
• Can we preserve lower-income affordable neighbourhoods in the face of rising costs?

Consider this hypothetical sociology research proposal:

The Impact of Social Media Usage on Interpersonal Relationships among Young Adults

Abstract: This research proposal investigates the effects of social media usage on interpersonal relationships among young adults, using a longitudinal mixed-methods approach with ongoing semi-structured interviews to collect qualitative data.

Introduction: Social media platforms have become a key medium for the development of interpersonal relationships, particularly for young adults. This study examines the potential positive and negative effects of social media usage on young adults’ relationships and development over time.

Literature Review: A preliminary review of relevant literature has demonstrated that social media usage is central to development of a personal identity and relationships with others with similar subcultural interests. However, it has also been accompanied by data on mental health deline and deteriorating off-screen relationships. The literature is to-date lacking important longitudinal data on these topics.

Research Design and Methods: Participants ( n = 454 ) will be young adults aged 18-24. Ongoing self-report surveys will assess participants’ social media usage, relationship satisfaction, and communication patterns. A subset of participants will be selected for longitudinal in-depth interviews starting at age 18 and continuing for 5 years.

Timeline: The study will be conducted over a period of five years, including recruitment, data collection, analysis, and report writing.

Expected Outcomes and Implications: This study aims to provide insights into the complex relationship between social media usage and interpersonal relationships among young adults, potentially informing social policies and mental health support related to social media use.

4. Nursing Research Proposals

• Does Orthopaedic Pre-assessment clinic prepare the patient for admission to hospital?
• Nurses’ perceptions and experiences of providing psychological care to burns patients
• Registered psychiatric nurse’s practice with mentally ill parents and their children

Consider this hypothetical nursing research proposal:

The Influence of Nurse-Patient Communication on Patient Satisfaction and Health Outcomes following Emergency Cesarians

Abstract: This research will examines the impact of effective nurse-patient communication on patient satisfaction and health outcomes for women following c-sections, utilizing a mixed-methods approach with patient surveys and semi-structured interviews.

Introduction: It has long been known that effective communication between nurses and patients is crucial for quality care. However, additional complications arise following emergency c-sections due to the interaction between new mother’s changing roles and recovery from surgery.

Literature Review: A review of the literature demonstrates the importance of nurse-patient communication, its impact on patient satisfaction, and potential links to health outcomes. However, communication between nurses and new mothers is less examined, and the specific experiences of those who have given birth via emergency c-section are to date unexamined.

Research Design and Methods: Participants will be patients in a hospital setting who have recently had an emergency c-section. A self-report survey will assess their satisfaction with nurse-patient communication and perceived health outcomes. A subset of participants will be selected for in-depth interviews to explore their experiences and perceptions of the communication with their nurses.

Timeline: The study will be conducted over a period of six months, including rolling recruitment, data collection, analysis, and report writing within the hospital.

Expected Outcomes and Implications: This study aims to provide evidence for the significance of nurse-patient communication in supporting new mothers who have had an emergency c-section. Recommendations will be presented for supporting nurses and midwives in improving outcomes for new mothers who had complications during birth.

5. Social Work Research Proposals

• Experiences of negotiating employment and caring responsibilities of fathers post-divorce
• Exploring kinship care in the north region of British Columbia

Consider this hypothetical social work research proposal:

The Role of a Family-Centered Intervention in Preventing Homelessness Among At-Risk Youthin a working-class town in Northern England

Abstract: This research proposal investigates the effectiveness of a family-centered intervention provided by a local council area in preventing homelessness among at-risk youth. This case study will use a mixed-methods approach with program evaluation data and semi-structured interviews to collect quantitative and qualitative data .

Introduction: Homelessness among youth remains a significant social issue. This study aims to assess the effectiveness of family-centered interventions in addressing this problem and identify factors that contribute to successful prevention strategies.

Literature Review: A review of the literature has demonstrated several key factors contributing to youth homelessness including lack of parental support, lack of social support, and low levels of family involvement. It also demonstrates the important role of family-centered interventions in addressing this issue. Drawing on current evidence, this study explores the effectiveness of one such intervention in preventing homelessness among at-risk youth in a working-class town in Northern England.

Research Design and Methods: The study will evaluate a new family-centered intervention program targeting at-risk youth and their families. Quantitative data on program outcomes, including housing stability and family functioning, will be collected through program records and evaluation reports. Semi-structured interviews with program staff, participants, and relevant stakeholders will provide qualitative insights into the factors contributing to program success or failure.

Timeline: The study will be conducted over a period of six months, including recruitment, data collection, analysis, and report writing.

Budget: Expenses include access to program evaluation data, interview materials, data analysis software, and any related travel costs for in-person interviews.

Expected Outcomes and Implications: This study aims to provide evidence for the effectiveness of family-centered interventions in preventing youth homelessness, potentially informing the expansion of or necessary changes to social work practices in Northern England.

Research Proposal Template

Get your Detailed Template for Writing your Research Proposal Here (With AI Prompts!)

This is a template for a 2500-word research proposal. You may find it difficult to squeeze everything into this wordcount, but it’s a common wordcount for Honors and MA-level dissertations.

Your research proposal is where you really get going with your study. I’d strongly recommend working closely with your teacher in developing a research proposal that’s consistent with the requirements and culture of your institution, as in my experience it varies considerably. The above template is from my own courses that walk students through research proposals in a British School of Education.

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 5 Top Tips for Succeeding at University
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 50 Durable Goods Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 100 Consumer Goods Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 30 Globalization Pros and Cons

8 thoughts on “17 Research Proposal Examples”

Very excellent research proposals

very helpful

Very helpful

Dear Sir, I need some help to write an educational research proposal. Thank you.

Hi Levi, use the site search bar to ask a question and I’ll likely have a guide already written for your specific question. Thanks for reading!

very good research proposal

Thank you so much sir! ❤️

Very helpful 👌

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Writing a research proposal

The research proposal is the main way in which we evaluate the quality of your research plans. You should aim to make your proposal about 1500-2000 words long.

Your proposal should include the following:

The title indicates the overall question or topic of the PhD. It should include any key concepts, empirical focus, or lines of inquiry that you aim to pursue, and it should be concise and descriptive. You can normally discuss changes in the title with your supervisor(s) should you be successful but it is important to try to choose a clear and engaging title.

Research questions

What are the questions or problems for politics or international relations that you are trying to understand and solve? In explaining these, it will be helpful to spell out what else we need to know in order to understand why you are framing the problem this way.

Research aims

In answering these questions, what will your research project do? What will it shed light on or help us to understand that we don’t really understand better?

Contribution

Why this project? Explain why your project is interesting, what its broader implications are, and – if you think this is relevant – why you are particularly well placed to tackle it. It is also valuable to reflect on who has worked on the topic before and to provide a brief literature review. Are there any good approaches to the topic, or particular articles or books, that you are drawing on or bad ones you want to push back against?

What are the sources you plan to use to answer your research questions? These will vary according to the nature of your research but may include study of particular texts, interviews, published or unpublished data, archival or policy documents, or field site visits, among others. Try to be as specific as you can and assess the possibility of access to relevant sources.

This includes thinking about the research methods you will use to analyse empirical sources (e.g., sampling, survey or interview design, data collection, discourse analysis) but may also include setting out the kind of theoretical framework you will employ or your approach to history or political ideas. What prior knowledge and skills do you bring to the project? What extra training may you need?

Structure and timetable

Include a provisional chapter structure and timetable to completion, covering the three years of the full-time programme or six years of the part-time programme, as appropriate.

To help you with your application here are some examples of PhD proposals which were successful in obtaining funding:  PhD sample research proposal 1 (PDF , 96kb) PhD sample research proposal 2 (PDF , 79kb) PhD sample research proposal 3 (PDF , 197kb)

Apply for a PhD now

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PhD Research Proposal Sample

PhD Research Proposal Sample for Your Inspiration

One of the toughest things to do when it comes to completing a voluminous and challenging PhD research project is the proposal. The thing about the PhD research proposal is that you have to encapsulate everything that you want to accomplish, communicate in a concise way what you want to do, the resources that it will require, and finally you have to convince the reader of the viability and necessity of the project. It isn’t easy to know where to begin with something like this, but with the help of a PhD research proposal example from our professional PhD writing service , it’s easier than ever! We’ve got a wide range of samples made by doctoral proposal writer that you can take advantage of to learn all the ins and outs of crafting the highest quality proposal. No matter what the subject or specifications of your proposal are, our professional example research proposal is here to provide you with the help that you need!

If you need some help with PhD investigation, you may use these samples for writing. Another smart solution is to pick a sample research proposal with comments from an expert. Such samples are just to give you some idea about writing the research proposal. However, if you are still confused or facing some time constraints to write PhD proposal, we are here to help you. Our team of experts has vast experience and expertise to write a perfect research proposal for your needs. Moreover, we can help you choose the most relevant research proposal topics , write a paper from scratch, or improve the existing one. No matter what your subject is, we have the subject specialist on every subject, who have years of experience of writing research proposals. We ensure fresh and unique work, which is 100% plagiarism free. Each student is special to us, and we ensure your personal and work details will be kept secret. We can also help you to meet your short deadlines. With the lightning-fast experts on the board, our PhD proposal writing service accepts even last-minute tasks, delivering high-quality outcomes on time or even earlier, leaving enough time for revisions and comments from your supervisor. Get your PhD research proposal without any hassle, contact us Now!

Look Through Our Well-Written PhD Research Proposal Sample

The dynamics of hyperinflation and stabilization policies – the case of zimbabwe.

The dynamics of hyperinflation and stabilization policies

The running of the country can be viewed commercially as a business enterprise by the economists. The business needs to be run in equilibrium; a balance between supply and demand must be stricken if the entrepreneur or the owner of the enterprise is to enjoy any benefits accrued by running a business. In the case of a country, it should be governed in a way that that the prices of goods and services are kept in control.  The stakeholders must not let the prices escalate beyond the ability of a typical citizen. Similarly, the release of cash into the economy should be maintained so that the flow of money is monitored and controlled, hence preserving the value of that particular currency.

This proposal will dig into inflation and find out how inflation has affected economies of a country, in particular, Zimbabwe and the ways to stabilize this condition. The dynamics of hyperinflation will also be looked into in detail to bring out the real picture and the damages it causes to an economy. The proposal will also focus on the causes of inflation in Zimbabwe and the how the theories of hyperinflation have applied in this context. The proposal will also look at the quantity theory of money and how it is associated with hyperinflation.

Introduction

Hyperinflation can be defined as a situation where the prices of goods and services escalate beyond control that the concept of inflation is an understatement. Economically, hyperinflation can be defined to occur when the total inflation over a period of three years is equivalent or exceeds 100%. Countries in hyperinflation usually experience rapid erosion of the real value of local currency prompting the population to hold a relatively stable foreign currency.

Hyperinflation makes the prices of goods and services in an economy to rise rapidly since the value of the local currency loses the real value quickly. Zimbabwe has experienced hyperinflation since 2001 with inflation rates over a whopping 100%.  However, as from 2006, inflation in Zimbabwe has risen to an uncontrollable 1500% annually. It should be observed that Zimbabwe was the only country that was experiencing hyperinflation and the first in the 21st century to have hyperinflation. Inflation in Zimbabwe has been perceived in two ways. First, the private sector speculation which the Zimbabwean authorities argue that the private sector rises up the prices intentionally to maximize profits on to pile pressure on the economy through ruthless price increments.

Secondly, the authorities also believe that the withdrawal of aids and the international economic sanctions have led to an economic decline from the year 2000. This perception has the explanation that the printing and minting of excess money by the government is usually tailored to bridge the gap between the government revenue and the actual receipts. This proposal to examine these concepts in depth.

Literature review

In this section, the Cagan (1956) hyperinflation model will be examined, where he assessed the statistical connection between cash and changes in price by conducting instances of hyperinflation in six different countries across Europe. According to Cagan, the demand for money balances declined with increase in inflation, assuming inflation played a significant role in determining hyperinflation.

Milton Friedman bases his view of hyperinflation in quantity theory of money. This theory states that the relationship between money and the price level is directly proportional.  This relationship implies that inflation will increase with an increase in money supply and the continued trend will lead to hyperinflation. In Zimbabwe, the supply of money and the prices of goods and services increased in tandem, as per the quantity theory of money because people opted to use the available cash immediately, rather than to wait on the depreciating cash. This, in turn, led to the increase of velocity as well as an increase of money through the printing of new currency, hence the exponential increase in prices of goods and services in Zimbabwe.

Methodology

This proposal will seek to clarify the mechanisms through which money, the setting of price behavior and the requirements of government revenue collaborate in Zimbabwe, to examine the explanations put forth by the authorities about the hyperinflation in Zimbabwe. To achieve this goal, the proposal will look at various models and tests that will lead to the understanding of the hyperinflation.

Granger causality test

In general, it is obvious that money engenders the rate of inflation, but the reverse could also be claimed to be true. It can be said that hyperinflation has self-perpetuating tendencies, due to the fact that the rise in prices of goods and services results in the rise in demand for nominal cash. Thus, causation develops from inflation to supply of money. This test investigates the amount of the existing value of money and premium is a utilizable component in the prediction of inflation.

Theoretical model

This model provides the classical quantity theory of money which believes that institutional factors determine the rate of money circulation. The economy is assumed to be or close to the real GDP.  In this case, the growth of money does not have an effect in the real GDP. This implies that holding both variables constant, the growth rate of money is directly proportional to the rate of inflation. Inflation reduces money demand due to an increase in the opportunity cost of holding money. Hyperinflation in Zimbabwe increased the parallel market premium and consequently, a change in the parallel market premium affected the velocity of cash in the circulation. The data used here was derived from various sources including the website of the RBZ.

The inflation data and money supply were collected from RBZ while parallel exchange rate was collected from Carmen M. Reinhart, a Harvard Kennedy School Professor of the International Financial System. The methodology in this paper employs heavily the ARDL co-integration approach for investigating the relationship between the inflation and its determinants.  ARDL was used because it has several advantages over other models of co-integration. ARDL can be used with time series data, can also be employed in a general-to-specific modeling by including insufficient numbers to lags for the data generating and error correction model (ECM) can be derived using ARDL co-integration model.

Theoretical/conceptual framework

Lagged change in the inflation and money supply growth are insignificant in the ARDL framework. Moreover, the ever-increasing prices are not unsustainable in the long-run; hence using the concept of long-run relations could give incorrect results. Zimbabwe had almost all her prices listed in foreign currencies which fully wrote off inflation inertia. In this case, an exchange rate is a useful tool for curbing inflation rates thereby making stabilization of hyperinflation less costly in comparison to moderate methods of dealing with hyperinflation. Through Ordinary Least Squares method, hyperinflation in Zimbabwe is said o have been caused by the rapid growth of paper money. The money demand model will seek to find out if this result is consistent. Additionally, a unit increase in the parallel market premium will result in an equivalent change in inflation.

High rates of interest will deter borrowing and foster saving, slowing the economy and hence disinflationary effects. The Treasury bill by the Zimbabwe government had turned the interest rates negative and this manipulation discouraged savings by the households. As per the Quantity Theory of money, hyperinflation in Zimbabwe could have been a monetary phenomenon and the only way to curb it would be to constrain the unnecessary money supply growth.

Research plan

Hyperinflation in Zimbabwe had severe adverse effects on the economy in regard to wealth, savings and deposits. Prices of essential goods and services became unreachable, especially to those on inflexible incomes. Countermeasures including price controls and foreign currencies ban to control the then escalating levels of inflation and the devaluation of the Zimbabwean currency were taken. Zimbabwe’s hyperinflation was at its peak when the government compelled the RBZ to issue banknotes of higher denominations, hence fuelling the rate of inflation. The Zimbabwean dollar value diminished at a faster rate and the RBZ could not keep up with the printing. This led to the abandonment of the Zimbabwean dollar in favor of the US dollar as well as the SA Rand.

This study aimed at finding the causes of hyperinflation in Zimbabwe by using the right econometric models. Its main aim is to find out if the growth of money has a positive effect on inflation. Additionally, it will be aimed at finding out whether the parallel market premium is directly proportional to the growth of inflation. Whether money supply is the primary driver of hyperinflation in Zimbabwe, the findings of the research will provide the answer.

Works cited

BBC News,. ‘Zimbabwe Abandons Its Currency’. N.p., 2014. Web. 29 Dec. 2014.

Cato Institute,. ‘Measurements of Zimbabwe’s Hyperinflation’. N.p., 2014. Web. 29 Dec. 2014.

Larochelle, C., J. Alwang, and N. Taruvinga. ‘Inter-Temporal Changes In Well-Being During Conditions Of Hyperinflation: Evidence From Zimbabwe’. Journal of African Economies 23.2 (2014): 225-256. Web.

McIndoe Calder, Tara. ‘Hyperinflation In Zimbabwe: Money Demand, Seigniorage And Aid Shocks’. SSRN Journal n. pag. Web.

Makochekanwa, A. ‘A Dynamic Enquiry Into The Causes Of Hyperinflation In Zimbabwe’. The University of Pretoria, Department of Economics (2007): n. pag. Print. Reserve Bank of Zimbabwe (RBZ),. ‘Bank Annual Reports From 2000-2008’. N.p., 2008. Web. 29 Dec. 2014

Sokic, Alexandre. ‘The Monetary Analysis Of Hyperinflation And The Appropriate Specification Of The Demand For Money’. German Economic Review 13.2 (2011): 142-160. Web.

Works, Anchor. ‘Data’. Carmenreinhart.com. N.p., 2014. Web. 29 Dec. 2014.

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