In the current era, best practices of human resources could be effective to gain employee commitment in the context of IBM. This study also discusses factors that affecting employee commitment in the organization. It also recommends strategies that improve the commitment of employees towards the goal of organization.
The main aim of this research is to address best practices of human resources to gain employee commitment in the context of IBM in IT Service Industry. With respect to accomplishing the aim of this study, the following objectives will be accomplished:
The use of best human resources practices supports the workforces to improve their skills, existing knowledge, and commitment with respect to the organizational goal accomplishment. In this way, the organization significantly access such elements and try to decline occurrence level of these components to increase the employee’s commencement as it would be effective for enhancing possibilities of IBM success in the IT services industry Al-(Refaie, 2013). Further, this study could also be effective IBM organization to determine the significance of their existing human resources practices in the context of the inspiring workforce, and retaining them for long-term in the organization. It also supports to gain the understanding with respect to the qualitative and quantitative research techniques for accomplishing the aim and objectives of research matter.
Literature Review
It can also be summarized that empowerment is an element as it would directly influence the employee commitment with respect to the accomplishment of desire goal of organization. Further, empowerment activity could facilitate the employee to develop their existing skills, knowledge, and position as it would be imperative for the gaining the employee commitment. It can also be summarized that organization could offer the facility to their employees as it would increase the level of trust among employees. It would be effective for the accomplishment of organization goal. In addition, employees could be able to gain their commitment level of employees to gain the probability of success (Armstrong and Taylor, 2014). In addition, human resources practices could be effective with respect to motivating employees for accomplishing their task. The higher level of employee commitment could support the organization to gain the satisfaction level of the employees. It can also be summarized that organization could use appropriate communication techniques, motivation technique, and positive working atmosphere as it would be effective for accomplishment of organizational goal.
Organization not practices effective human resources techniques that would negatively impact on their productivity. Hence, IBM has needed to increase their knowledge with respect to the best human resources practices to retain their employees by increasing the level of employee’s commitment. This research discusses many strategies that would be effective for mitigating challenges of human resource practices in the organization (Wilton, 2016).
Literature review section aids the researcher to critically evaluate the impact of best human resources practices on employee’s commitment to IBM. Literature review chapter plays an imperative role in evaluating the challenges and strategies of human resources practices for improving the employee productivity. The investigator is select a few participants to conduct their research caused by lack of research candidates are interested to do their job.
There are two kinds of methods that are considered in the research methodology like qualitative and quantitative research design as it is discussed below:
Chart 1: Qualitative research process
(Source: Bova, et al., 2015).
In the qualitative research process consider many processes like research discovery planning, screening criteria and recruitment, discussion guide, and focus group and final group. Initially, the researcher will discover the factors that would be imperative for the accomplishment of research objectives and make a reliable plan. Afterward, the researcher will screen the whole data and discuss with their teamwork to accomplish the reliable decision. In last, the researcher will make a final report in limited resources (Bova, et al., 2015).
The inductive approach is practiced by the investigator because this research is subjective in nature. This approach is imperative for getting theoretical data with respect to the research matter. It would be imperative for getting a valid and reliable result.
Sampling and Sample Size
The non-probability sampling technique will be practiced by the investigator to conduct the study and get a reliable outcome. The non-probability sampling method is quite costly as compared to the probability sampling method. For this study, an open-ended questionnaire structure is practiced by the researcher. In this, the researcher will select human resources managers of IBM from the different region caused by collecting their opinion with respect to the current research matter (Chang, et al., 2014).
The primary data collection technique is used by the researcher to conduct their research and get a feasible result. The primary data is gathered by considering the survey through questionnaire method as it allows collecting the factual information with respect to the current research matter.
This study considers two kinds of variables like an independent and dependent variable. Herein, the independent variable is human resources practices while the dependent variable is the performance of IBM.
Chart 2: Quantitative research process
(Sources: Chen, et al., 2014)
In the quantitative process, the investigator will identify the purpose and issue of the current research matter. It will aid scholar to develop research hypothesis and create literature review by entailing the research objectives. The investigator will practice the instrument to identify the sample size and conducting their study to accomplish aim and objectives. In this, the researcher will also use ethical norms to perform their study in an appropriate manner and get a reliable outcome. Consequently, the investigator has used many methods of data collection to accomplish their aim and objectives in leats time and cost. The researcher will make a budget plan before starting their research (Chen, et al., 2014).
Research Instrument
The investigator will use the secondary data collection technique will be practiced by the investigator to get non-numeric information with respect to the research dilemma. There are certain sources that are considered by the investigator to collect the information such as an academic journal, books, and offline and online sources. Consequently, the researcher will be capable to get the reliable information about the research matter (Ibrahim and Perez, 2014).
Chart 3: Quantitative data analysis process
(Source: Cicolini, et al., 2014).
In the quantitative data analysis procedure, the investigator is making preparation amount the data to conduct their research. Then, the investigator will improve their intellectual volume be recoding gathered information. Ms-excel software is practiced by the investigator to evaluate the feasible information about research matter. These charts, graphs, and tables are practiced by the investigator to presenting the data. After the evaluation of the collected data, the researcher will examine the information for making a reliable conclusion and recommendation with respect to current research matter (Cicolini, et al., 2014).
Probability sampling method is used by the investigator to conduct their research caused by a decline the biases form research matter. Through this method, the researcher will randomly select the research candidates to collect their opinion towards the opinion towards the research matter. For conducting the survey through a questionnaire, the investigator will practice approximately 50 employees of the IBM to accomplish the aim an objectives of the research matter.
Reliability and Validity of Data
Validity is used to evaluate the feasibility of a study by involving the quantitative data. For illustration, the researcher will use the survey through questionnaire technique to evaluate the limitation and limitation of implying the research outcome dependability. Further, the reliability strategy is used to examine the research result trustworthiness (de Araújo Burcharth, et al., 2014).
The researcher will concentrate on certain factors like time and cost as it would directly impact on the obtained outcome. The data collection method could be time-consuming as it would decline the quality of the research outcome. Lack of cost could mandate the researcher to accomplish their aim in target cost as it would negatively impact on the research outcome (Delmas and Pekovic, 2013).
Conclusion
With respect to the above discussion, it can be concluded that the best human practices could facilitate an organization to gain commitment level of employees and improving the productivity of the organization as well as employees. It can also be summarized that qualitative research techniques enable to collect the theoretical information with respect to current research matter. Further, a quantitative research method facilitates to get factual information and get a reliable outcome.
References
Al-Refaie, A. (2013) Factors affect companies’ safety performance in Jordan using structural equation modeling. Safety science, 57(1) pp. 169-178.
Armstrong, M. and Taylor, S. (2014) Armstrong’s handbook of human resource management practice. USA: Kogan Page Publishers.
Bova, F., Dou, Y. and Hope, O. K. (2015) Employee ownership and firm disclosure. Contemporary Accounting Research, 32(2), pp. 639-673.
Chang, S., Jia, L., Takeuchi, R. and Cai, Y. (2014) Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity. Journal of Applied Psychology, 99(4), 665.
Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L. and Cheng, B. S. (2014) Affective trust in Chinese leaders linking paternalistic leadership to employee performance. Journal of Management, 40(3), pp. 796-819.
Cicolini, G., Comparcini, D. and Simonetti, V. (2014) Workplace empowerment and nurses’ job satisfaction: A systematic literature review. Journal of nursing management, 22(7), pp. 855-871.
de Araújo Burcharth, A. L., Knudsen, M. P. and Sondergaard, H. A. (2014) Neither invented nor shared here: The impact and management of attitudes for the adoption of open innovation practices. Technovation, 34(3), pp. 149-161.
Delmas, M. A. and Pekovic, S. (2013) Environmental standards and labor productivity: Understanding the mechanisms that sustain sustainability. Journal of Organizational Behavior, 34(2), pp. 230-252.
Ibrahim, M. E. and Perez, A. O. (2014) Effects of Organizational Justice, Employee Satisfaction, and Gender on Employees’ Commitment: Evidence from the UAE. International Journal of Business and Management, 9(2), pp. 45.
Wilton, N. (2016) An Introduction to Human Resource Management. USA: SAGE.
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