Importance Of Employee As Assets To Firms
The employees of an organisation are considered to be the most important assets. It is the employees who contribute to the ultimate achievement of the corporate goals. It is therefore important for management to realise that they need to look after the work force and ensure that they are completely satisfied in order to ensure that work is completed smoothly and effectively. The principles and practises that are carried out as a result of this process is called Human Resource management (HRM)
HRM is a complete set of activities that is carried out by management right from the decision to recruit an employee, to his induction, progression and the overall creation of a safe and healthy work environment.
Most companies have invested a significant amount of time and money to ensure that they have a robust human resource management system. In certain companies like Lloyds TSB, there is a team which has been set up who would solely concentrate on fulfilling this requirement. Their sole focus is to ensure that the right people are doing the right job, right message is reaching the right people in the right way and the employees as a whole have no grievances against the management or the company.
Impact of Human Resource Management (SHRM) on Performance in superstores
A case study on Morrisons Plc and Aldi Plc to measure SHRM policies and overall impact on performance
The aim of the study is to obtain a research based understanding on the following topics:
Main – Adoption of high performance work practices (HPWPs) has a positive effect on store performance, staff morale and labour turnover.
Null- Adoption of HPWPs has no effect on store performance, staff morale and labour turnover.
Alternative- Adoption of HPWPs has negative effect on store performance, staff morale and labour turnover.
The companies that adopt high-performance work practices are being referred to as ‘high performance work organisations’ (HPWOs). HPWPs are companies who have embraced an important aspect of organisational management that has been so long been ignored. This includes the introduction of various indicators like performance development plans, feedback, flexibility on the part of the management, etc that will have a very direct impact on the overall goals of the organisation.
According to CIPD (2005), a commonly established definition of HPWPs is that they are a set of complementary work practices cover three broad areas: High employee involvement practices; Human resource practices; and Reward and commitment practices.
General Applicability of HRM
As against the claim that HRM has universal application, Brewster (1999:48) argues that the model is oblivious of the context and is not concerned to focus on understanding, what is the difference between and within SHRM in various contexts, and what the antecedents of those differences are. In addition, Tompkins (2002:95) questioning the relevance of SHRM in a public organisational setting states that most government agencies operate 'within a larger system of authority' rather than in a 'competitive market'. Consequently public organisations 'do not enjoy the same degree of autonomy that private organisations do'.
Relationship between Strategy and HRM
The last decade has seen the implementation of HRM as a separate study. Due to the importance of the topic, there is a lot of literature and review that has been completed over the past few years. However he HRM is now being closely linked to the overall corporate strategy and planning. Due to these modern thoughts, HRM and strategy is often looked at as a part of one of rather than to completely unrelated topics.
Job Satisfaction and Organisational Commitment
Apart from the new-found relationship between human resource management and strategy, academics have seen the correlation between the organisations commitment to improve employee morale and the job satisfaction of the workers. If the employees we looked after, this has a direct impact on the efficiency, loyalty and the overall engagement of the employee to align themselves with the organisation goals.
Development and Training of HR Professional
In addition to recruiting highly skilled and trained professionals to ensure that the company has the right skill set to be able to drive the business forward in terms of product development, innovation, marketing, financial management and the various other roles that is considered to be a ‘must have’ in any company, there has been a great surge in the recruitment of HR professionals who have or are likely to embrace human resource management as the most likely phenomena that drives a company forward. These individuals are responsible for training management to ensure that apart from focusing on the external requirements of the company such as responding to demand, etc. a considerable amount of focus and attention needs to be given to improving the relationship between the employees in the management.
Retail Stores and Human Resource Management
The emergence of various kinds of superstores and Departmental stores has raised a considerable amount of interest in the overall functionality of this sector by various academics and researchers. According to Arrowsmith et al (1996) organisations who managed to look after their staff have shown possibilities of having a higher success rate in terms of business results. It is sometimes difficult execute sound HRM systems in an organisation who deal with a large number of staff. In such a case, the management need to be able to manipulate the tradition techniques and be able to reach out to its employees.
There are two major groups of data collection, namely Primary and Secondary data collection.
Primary data is information obtained first hand by the researcher with the use of different primary data collection techniques, for example interviews, questionnaire and group discussions. Here the researcher has correspondence with the respondent either directly or indirectly in order to obtain necessary data. For the purpose of this research, questionnaires will be extensively used finest ponds is that would help answer the research question
Observation is also being quite commonly used as a tool to collect primary data, especially for studies linked to behavioural science. In this technique, there is no interaction between the respondent and the researcher. Therefore most of the data collected in this form is subject to interpretation by the research.
The interview method of collecting data involves engaging directly with the person to have a face-to-face conversation when the researcher asks the respondent questions related to the topic while the respondent has the option of responding to this in whichever manner he chooses. This form of data collection uses oral communication. The main advantage of this type of data collection is that the research has the chance to go into intensive investigation or is able to seek clarification on ambiguous responses. Time being an issue that most people, interviews are often conducted over the telephone as well.
Data collection through questionnaires is one of the most popular ways of conducting a research and used when responses are required to be gathered from a large number of respondents. A survey questionnaire is either distributed by handing them over personally or via other channels like post or e-mail. Questionnaires often limit a respondent by the way in which he can answer a question forced to however since he has choose from a number of predesigned responses, the possibility of the research receiving an ambiguous answer is quite low.
While conducting any of the above primary research method it is vital to select the correct people and have a definite plan in place by which the research will be carried out for example the number of questionnaires that will be handed out or the number of people who will be approached for an interview. This method is known as sampling and there are several ways of selecting the ideal set of people for the purpose of seeking responses. The various sampling methods include:
Simple random sampling is a method where the respondents are randomly selected without having a specific selection criterion. Hence the probability of selection of each individual is the same. This method of sampling will be used while distributing questionnaires to the employees of both the companies to see whether they think that the strategic HRM policies are affected or not.
Stratified sampling involves dividing the population in different ‘strata’ or groups and based on certain predetermined criteria. The management of the two companies will be selected and those who are responsible for looking after the strategic human resource management will be separated and interviews will be held with those people.
Cluster sampling is is therefore being used in this dissertation as it is a combination of having to sampling techniques.
In addition to the primary data collected, the secondary data will be used for the purpose of the discussion, which refers to gathering information from data which have already been collected and analysed. This source of this data is usually books, journals, case studies, internet, newspapers, magazines, newsletters etc. Researchers must be careful while using secondary data. There will be a reasonable amount of secondary data collected on the topic of strategic HRM to see how it has worked in related and unrelated types of business.
After the data have been collected using the above methods the data would need to be carefully analysed. This process is known as data analysis.
Quantitative research is a research technique that braces itself on the principle of measurability. In order to make certain judgement, the overall amount of specific responses to a certain question is used. Although this technique cannot be used for every question in a questionnaire, this is a very common and popular tool that is used by research is to view friends for a specific question.
Qualitative research on the other hand is concerns itself with the logical reasoning behind a response that is indicative of human behaviour and psychology. Qualitative research is therefore quite essential in order to study the underlying meanings that govern human behaviour. This is important for the purpose of this dissertation since we will be closely studying employee behaviour at given situations and how they can be guided to respond to organisational requirements in the best possible manner.
Conceptual research is commonly incorporated by scholars, academics and theorists to come up with new concepts and innovations of an existing technique of fairy.
Primary data will be collected for two leading retail organisations- Morrisons and Aldi, to represent the superstores business.
I am planning to go through my dissertation according to the following plan.
Submission of Initial literature review and dissertation proposal
Feedback on my Proposal
Further Literature review &formulation of Interview/Questionnaire
Qualitative Research/ Survey
Data Analysis &Formulation of Conclusion
Value Addition and improvement(if required)
submission of Dissertation
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