This is a PhD research proposal so I am ordering the highest quality of service you have and to be written by a UK writer. So Please follow the guideline attached and in the link:

http://www2.hull.ac.uk/PDF/researchproposal.pdf

I want it to be about graduate careers, especially graduate underemployment and turnover. Please bear in mind that I want to use mixed methodology my research. In addition I want to use King Abdullah Foreign Scholarship Program Graduates to be the case study.
About the King Abdullah Foreign Scholarship Program:

http://www.mohe.gov.sa/en/aboutus/Institutions/Pages/Emission-of-the-outer.aspx
http://www.sacm.org.nz/wp-content/uploads/2012/01/KASP_English.pdf
The brainstorming that I come up with as follows and you may suggest your proposal but it must be in the area of Graduate career, especially underemployment. In addition, it would be preferred to use a case study in or related to Saudi Arabia:

The issue of underemployment that recent King Abdullah Scholarship Program Graduates, especially HRM specialists graduated form the UK, are suffering from during their careers.
Problems:

They are well educated in world-class universities and most of them are postgraduates. In addition, they Arabic native speakers and speaking English fluently with good research skills and HRM knowledge.
– It takes a long time to find a job.
– whenever they find it the salary is very low.
– the jobs they are getting are irrelevant to their qualification specialisation.
– most of they jobs doesn’t respect work-life balance.
– the job responsibility that most of them get can be taken by high school graduates.
– jobs in government sector is available for them in most cases.
– promotions and appraisals in most cases are not fair.
– they aren’t welcomed to work as lecturers in universities.
– recruitment agents aren’t allowed to open offices in Saudi Arabia and agents opening out of SA aren’t working effectively.
– management bureaucracy .
– some graduates couldn’t cope with work environment.
Possible solutions:

– the ministry of education should work in line with ministry of labour to solve this otherwise the issue may develop to be an unemployment issue, which will highly affect civil and government security.
– graduates should seek jobs match their qualification specialisation and the name of employers through international agents, and then contact the employers directly by phone and email at the same time.
– graduates also needs to follow up with their job applications, and check new jobs day by day.
– HRM jobs also available at independent government institutes, funds and authorities. Graduates should list them and check their websites if nothing in the website check by phone and after submitting application weekly follow up is needed.
– connections who can be family or friends may play an effective rules in employment. If they couldn’t, they may give hints on how recruitment department deal with job applications and who is the recruitment specialist to be contacted.
– social network like LinkedIn, Twitter, Facebook could be a tool to find available jobs matching speciality and it could be a tool to contact senior managers.

Please bear in mind that the writer of this proposal could be requested to write the whole research if approved by the university. I suggest to use any of the following publications as related as you think in addition to your own references:
Journals:

Park, H., Blenkinsopp, J. & Park, M. (2014). The Influence of an Observer’s Value Orientation and Personality Type on Attitudes toward Whistleblowing. Journal of Business Ethics, 120(1), 121-129.

Park, H. & Blenkinsopp, J. (2013). The impact of ethics programmes and ethical culture on misconduct in public service organizations. International Journal of Public Sector Management, 26(7), 520-533

Mazzetti, A. & Blenkinsopp, J. (2012). Evaluating a visual timeline methodology for appraisal and coping research. Journal of Occupational and Organizational Psychology, 85(4), 649-665.

Power, J.L., Brotheridge, C.M., Blenkinsopp, J. et al. (2013). The acceptability of workplace bullying: A comparative study on five continents. Journal of Business Research, 66(3), 374-380.

Shademan-Pajouh, M. & Blenkinsopp, J. (2012). Knowledge transfer into a developing country: HRM practice in an Iranian hotel chain. European Journal of International Management, 6(3), 283-299.

Matuszewski, I., & Blenkinsopp, J. (2011). ?�New kids on the ship’: organisational socialisation and sensemaking of new entrants to cruise ship employment. Journal of Hospitality and Tourism Management, 18, 79–87.

Scurry, T. & Blenkinsopp, J. (2011). Graduate underemployment: a review of the literature. Personnel Review, 40(5), 643-659.

Park, H. & Blenkinsopp, J. (2011). The roles of transparency and trust in the relationship between corruption and citizen satisfaction. International Review of Administrative Sciences, 77(2), 254-274.

Blenkinsopp, J. & Owens, G. (2010). At the heart of things: the role of the ?�married’ couple in entrepreneurship and family business. International Journal of Entrepreneurial Behaviour & Research, 16(5), 357-369.

Kats, M.M.S., Van Emmerik, I.J.H., Blenkinsopp, J. &Khapova, S.N. (2010). Exploring the associations of culture with careers and the mediating role of HR practices – a conceptual model. Career Development International, 15(4), 401-418.

Book chapters:

Blenkinsopp, J., Hay, A. & Scurry, T. (2013, in press). Exploring Issues of Authenticity in Early Career: the Case of Underemployed Graduates. In S.G. Baugh & S.E. Sullivan (Eds.). Research in Careers Vol. 2. Charlotte, NC: Information Age Publishing.

Scurry, T., Blenkinsopp, J., &Hay, A. (2012). A UK perspective on Global Careers. In Y. Baruch & C. Reis (Eds.).Careers without Borders: Critical Perspectives. London: Routledge.

Blenkinsopp, J. (2009). Careers, emotion and narrative: How stories become scripts and scripts become lives. In D. Robinson, P. Fisher, T. Yeadon-Lee, S.J. Robinson &P. Woodcock (Eds.), Narrative, Memory and Identities. Huddersfield: University of Huddersfield Press.

Blenkinsopp, J. & Edwards, M. (2008). On not blowing the whistle: treating quiescent employee silence as an emotion episode. In W.J.Zerbe, C.E.J.Hartel&N.M.Ashkanasy (Eds.), Research on Emotion in Organizations Volume 4: Ethics, Emotions and Decision-making.Bradford: Emerald Publishing.

Baruch, Y. & Blenkinsopp, J. (2007). Business Education as a Career Choice. In: M. Ozbilgin and A. Malach-Pines (Eds.), Career Choice in Management and Entrepreneurship. Cheltenham: Edward Elgar.