Analyze the impact of Human Resource Management on business.
1.0 Introduction
This particular research would be conducted in order to analyze the impact of Human Resource Management on business. Here, the backbone of the entire research has been created by the researcher.
In this study, the concept of human research management is manifested in a brief manner. Besides, the researcher states the reason behind conducting this research through discussing the rationale of the study. The human resource management looks over employee benefits along with the betterment of the business (Purce 2014).
What is the issue?
The issue is that that the employers concentrate only on maximizing the productivity through human resource management system. In most of the organizations, the employers do not prioritize the performance of the superior workers. This creates uncertainty in the employee performances (Buller and McEvoy 2012).
Why it is an issue:
This is an issue as the uncertainty in employee performances affects the productivity of the business as a whole. As the performance of the superior workers is not prioritized, employee grievance has been experienced in the organizational environment. Further, it makes the employers to confront difficulties in managing and controlling their workforce (Stahl, Bj and Morris 2012).
Why it is an issue now?
It is an issue now because the competition of the business market has been increasing rapidly. The labor force is the most essential source of production that leads the business towards success. Thus, the problems present in human resource management create hitches in the path of acquiring sustainable competitive advantages (Armstrong and Taylor 2014).
What the research could shed light on?
The research could highlight the issues and problems present in the management and analyze the reason behind this. Through analyzing the issues, the researcher could bring out a number of recommendations against the problems.
The research objectives are demonstrated below:
The research questions are illustrated below:
H0: The human resource management does not increase the productivity of the business
H1: The human resource management increases the productivity of the business
2.0 Introduction
In the literature review section, the study elaborates the concept of human resource management in order to establish a clear understanding about the topic. In order to discuss the topic, the researcher gathered relevant data and information from secondary sources that include various books, academic journals, and websites.
2.1 Human Resource Management
As opined by Alfes et al. (2013), the human resource management is a process that helps the employers in building a good team of working professionals. The key functions of this process include selecting and recruiting employees, providing training, performance appraisals, and safety in workplace. The management process and functions vary from firm to firm and it affects the entire business of an organization. Jiang et al. (2012) added that the leaders maintain the work atmosphere through this particular process.
Following the statement of Purce (2014), the employers find many challenges in the process of human resource management. The major challenges that the employers face include dealing with workforce shortages, scheduling training programs, managing the performances of the employees, and managing the employee benefits. Bratton and Gold (2012) opined that the human resource managers have some prime responsibilities. Their foremost responsibility is to provide safe work environment to the employees. They look over the needs of the labor force in the workplace and provide employee benefits to them in order to encourage them in delivering effective performances.
Armstrong and Taylor (2014) stated that the human resource managers can lead positive impact on the productivity through managing the workforce effectively. Positive impact has been experienced in the organizations where human resource management is properly handled. Through managing the human resources, the businesses are able to enhance their profitability. In a good work environment, the employees tend to perform efficiently and thus the goals are achieved within certain time span. Foster (2014) represented a different viewpoint that the ineffective management process of human resources provide negative impact on the business. Poor management causes employee grievances and hence employee dissatisfaction leads the growth of the business downwards. Lack of motivation and ineffective human resource management create unproductive workplace. In some cases, it has been noticed that the human resource department fails to implement the planning strategies which could lead employee turnover. Hendry (2012) added in this context that the prime responsibility of the human resource department is to recruit effective people and provide training programs to them. Ineffective recruitment might lead the business to confront losses.
Figure 1: Conceptual Framework
(Source: Created by Author)
3.0 Introduction
In this section of this study, the researcher discusses about the methods and techniques which would be considered in the final research. It is essential to outline all the processes before conducting the research as it helps to create the roadmap of the study. Along with that, here the researcher discusses about the constraints of the research and ethical consideration.
As per the statement of Panneerselvam (2014), three research philosophies are there that are used majorly in most of researches. These include Interpretivism, Realism, and Positivism Philosophy. here, the researcher has decided to consider Positivism Philosophy as it would help to analyze the hidden facts and information. Further, it helps to avoid metaphysics so that essential and relevant information can be gathered.
The researcher has decided to pursue several strategies during investigating the study. In order to provide basic concept about the topic, the researcher would take help of various case studies and other researches that are done before by other researchers. Along with that, the researcher would go through interview and survey process as it helps to gather more relevant data.
According to Flick (2015), two data collection methods are there that include primary data collection process and secondary data collection process. here, the researcher would consider both the data collection methods. The secondary data collection method helps gather information from secondary sources that includes relevant websites, academic books and journals. On the other way, the primary data collection method helps to collect raw data that would help to illustrate the research outcome in more effective manner.
As per the statement of Mackey and Gass (2015), two essential data analysis process are there that include quantitative data analysis an qualitative data analysis. In this research, both the processes would be applied. The qualitative data analysis process helps to analyze the information which would be gathered form interview process. On the other way, the quantitative process helps to analyze the data that would be collected from survey process.
In this research, the researcher decide to consider the both the probability sampling method and non-probability sampling method. The probability sampling method would be applied in survey process and the non-probability sampling method would be applied in the interview process.
It has been decided by the researcher that the interview process would be conducted with 3 managers of human resource management department of Australia. In addition, the researcher would 50 employees of the human resource development area for conducting survey.
The researcher would confront some constraints that would create limitation or set boundary in conducting the study. Due to the limitation of time, the researcher would able to collect limited data and information. Besides, the financial limitation would prevent the researcher to conduct the study to the larger possible extent.
During the investigation, the researcher would maintain some ethics. It has been decided by the researcher that the respondents would be encouraged rather than forced to participate in the research. Further, no verbal or physical harassment would be involved.
Before conducting the study, the researcher has made some expectations in terms of research outcomes. The researcher expects that the result would define the that employees’ effective contribution is required in business to enhance the productivity. The result would also highlight that the their performances are hampered due to the poor human resource management. The final research would help support the concept that has been gathered till now. The researcher further expects that the outcome would demonstrate how human resource effect the business both in positive and negative way.
Reference List
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Flick, U., 2015. Introducing research methodology: A beginner’s guide to doing a research project. Sage.
Foster, E.C., 2014. Human resource management. In Software Engineering(pp. 253-269). Apress.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal,55(6), pp.1264-1294.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design. Routledge.
Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Stahl, G.K., Bj, I. and Morris, S. eds., 2012. Handbook of research in international human resource management. Edward Elgar Publishing.
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