Please wait...
Rubicon Publications
Home >> Publish book chapter >> Advances in Commerce and Management for Human Resource Economics and Workforce Planning (Volume - 1)

Publish a Book Chapter in "Advances in Commerce and Management for Human Resource Economics and Workforce Planning (Volume - 1)"

Call for Book Chapters: Submissions Now Open

978-1-80433-869-8

Commerce and Management Edited Book | Edited Book on Economics


This edited book on commerce and management titled "Advances in Commerce and Management for Human Resource Economics and Workforce Planning" mainly focuses on various topics such as community needs mapping, participatory research, citizen science models etc., and the rest are given below in the Scope of the book. This economics edited book will be published with ISBN numbers after following a proper double blind peer reviewed process. All the chapters of this commerce and management edited book will be published in a proper style, so that reader can easily understand and learn.

Author can download this commerce and management edited book titled "Advances in Commerce and Management for Human Resource Economics and Workforce Planning" authorship responsibility and copyright form: Click Here

Indexed In


Indexed in Crossref Indexed in Dimensions Indexed in Bowker
Invited Topics

  1. Productivity Measurement and Human Capital Contributions
  2. Human Resource Practices and Firm Productivity: Evidence and Models
  3. Training Investment Decisions and Returns to Skill Development
  4. Training ROI, Evaluation Frameworks, and Impact Measurement
  5. Learning Analytics for Workforce Capability Building
  6. Upskilling Strategies for Digital Transformation and Automation
  7. Reskilling Programs for Workforce Transitions and Industry Shifts
  8. The Economics of Employee Turnover and Retention Investments
  9. Predicting Attrition and Designing Evidence-Based Retention Plans
  10. Engagement Economics and the Business Case for Culture
  11. Absenteeism, Presenteeism, and Workforce Performance Modeling
  12. Designing Incentives: Pay for Performance and Productivity Links
  13. Compensation Benchmarking and Labor Market Pricing Mechanisms
  14. Total Rewards Strategy and Benefits Valuation Models
  15. Managing Labor Costs Without Reducing Workforce Capability
  16. Workforce Planning for Innovation and Knowledge-Intensive Work
  17. Diversity Metrics, Workforce Representation, and Economic Outcomes
  18. Inclusion Strategies and Measuring Workplace Equity Impacts
  19. Gender Pay Gap Analysis and Corrective Policy Design
  20. Labor Relations, Industrial Disputes, and Organizational Performance
  21. Collective Bargaining Economics and Wage Determination
  22. Employment Contracts, Job Security, and Worker Motivation
  23. Remote Work Economics and Productivity Trade-Offs
  24. Hybrid Work Design and Workforce Allocation Decisions
  25. Workforce Well-Being, Health Economics, and Productivity Outcomes
  26. Occupational Safety, Risk Reduction, and Cost–Benefit Analysis
  27. Strategic Workforce Dashboards and Decision Support Systems
  28. HR Technology Adoption and Workforce Planning Effectiveness
  29. AI in Workforce Forecasting: Methods, Risks, and Governance
  30. Workforce Risk Management and Business Continuity Planning
  31. Labor Law Compliance and the Economics of Regulation
  32. Workforce Planning in Highly Regulated Industries
  33. Global Workforce Planning and Cross-Border Talent Allocation
  34. Migration, Mobility, and International Labor Market Competition
  35. Managing Workforce Planning in Multinational Enterprises
  36. Human Capital in Supply Chains: Labor Availability and Resilience
  37. Workforce Planning for SMEs and Resource-Constrained Organizations
  38. Public Sector Workforce Planning and Service Delivery Outcomes
  39. Healthcare Workforce Planning and Capacity Management Models
  40. Education and Skills Ecosystems Supporting Workforce Supply
  41. University–Industry Linkages and Talent Pipeline Development
  42. Apprenticeships and Work-Based Learning as Workforce Strategies
  43. Workforce Planning for Sustainability and ESG Objectives
  44. Green Jobs, Just Transition, and Workforce Redeployment
  45. Workforce Planning for Automation and AI-Driven Job Redesign
  46. Job Polarization and the Future of Skills Demand
  47. Measuring Skills Gaps Using Labor Market Data and Analytics
  48. Occupational Forecasting and Scenario-Based Skills Planning
  49. Workforce Planning Under Economic Shocks and Demand Volatility
  50. Inflation, Wage Dynamics, and Workforce Budgeting Decisions
  51. Workforce Planning for Sales and Customer Service Performance
  52. Workforce Planning for Manufacturing Efficiency and Lean Operations
  53. Time Use, Workload, and Capacity Planning in Knowledge Work
  54. Workforce Planning and Project Portfolio Management Integration
  55. Performance Management Systems and Human Capital Efficiency
  56. Linking Workforce Plans to Financial Planning and Budget Cycles
  57. Workforce Planning for Mergers, Acquisitions, and Restructuring
  58. Downsizing Alternatives and Redeployment Economics
  59. Workforce Planning Ethics and Employee Trust Considerations
  60. Bias, Fairness, and Equity in Workforce Planning Analytics
  61. Using People Analytics to Improve Workforce Allocation Decisions
  62. Data Quality and Measurement Challenges in HR Planning
  63. Privacy, Consent, and Governance in Workforce Data Systems
  64. Organizational Design and Workforce Planning Alignment
  65. Workforce Planning for High-Reliability Organizations
  66. Workforce Planning in Startups and Rapid Scaling Contexts
  67. Workforce Planning for Remote-First and Distributed Companies
  68. Strategic Workforce Planning in Emerging Economies
  69. Labor Market Institutions and Their Effects on Workforce Strategy
  70. Measuring the Value of Human Capital in Financial Reporting
  71. Human Capital Disclosure, Regulation, and Investor Perspectives
  72. Workforce Planning and Corporate Governance Responsibilities
  73. Integrating DEI Goals Into Workforce Planning Models
  74. Evaluating Workforce Programs Using Quasi-Experimental Methods
  75. Building Workforce Planning Capabilities and HR Competencies
  76. Case Studies in Workforce Planning Success and Failure
  77. Research Methods in Human Resource Economics and Workforce Studies
  78. Future Trends in Workforce Planning, Analytics, and HR Economics
  79. Designing Resilient Workforce Strategies for Uncertain Economies
  80. Roadmap for Evidence-Based Workforce Planning in Commerce and Management
Book Scope

  • Workforce Planning Models
  • Labor Demand Forecasting
  • Labor Supply Analysis
  • Skills Gap Mapping
  • Competency Frameworks
  • Job Analysis Methods
  • Strategic HR Planning
  • Human Capital Metrics
  • Talent Pipeline Design
  • Succession Planning
  • Scenario Planning in HR
  • Workforce Segmentation
  • Internal Labor Markets
  • External Labor Markets
  • Gig Workforce Planning
  • Workforce Flexibility
  • Staffing Optimization
  • Recruitment Economics
  • Selection Validity
  • Employer Branding ROI
  • Training ROI Models
  • Learning Analytics
  • Upskilling Strategies
  • Reskilling Programs
  • Productivity Measurement
  • Workforce Productivity Drivers
  • Absenteeism Modeling
  • Turnover Economics
  • Retention Strategies
  • Engagement Economics
  • Pay for Performance
  • Compensation Benchmarking
  • Benefits Valuation
  • Labor Cost Control
  • Industrial Relations Trends
  • Collective Bargaining Economics
  • HR Policy Evaluation
  • Workforce Diversity Metrics
  • Inclusion and Outcomes
  • Gender Pay Analysis
  • Workforce Well-Being
  • Health and Productivity
  • Remote Work Economics
  • Hybrid Work Design
  • Workforce Risk Management
  • Compliance and Labor Laws
  • Global Workforce Planning
  • Migration and Talent
  • HR Tech for Planning
  • Strategic Workforce Dashboards


Author Guidelines

To download guidelines: Click here


Submit Chapter

To submit chapter: Click here

OR

Send your chapter on rubiconpublications@gmail.com



Deadline

31 Jan 2026