RESEARCH PROPOSAL (SCENARIO: HUMAN RESOURCES)
Table of Contents
TOC o “1-3” h z u 1.0 Introduction PAGEREF _Toc525219643 h 21.1 Introduction PAGEREF _Toc525219644 h 21.2 Background of the study PAGEREF _Toc525219645 h 21.3 Problem statement PAGEREF _Toc525219646 h 21.4 Research Aim PAGEREF _Toc525219647 h 31.5 Research Objective PAGEREF _Toc525219648 h 31.6 Research Question PAGEREF _Toc525219649 h 31.7 Significance of the study PAGEREF _Toc525219650 h 32.0 Literature Review PAGEREF _Toc525219651 h 42.1 Introduction PAGEREF _Toc525219652 h 42.2 Concept of a good working environment in an organisation PAGEREF _Toc525219653 h 42.3 Importance of training for the employees PAGEREF _Toc525219654 h 42.4 Organizational commitment theory PAGEREF _Toc525219655 h 52.5 Impact of training on organizational performance PAGEREF _Toc525219656 h 52.6 Gap in literature PAGEREF _Toc525219657 h 63.0 Methodology PAGEREF _Toc525219658 h 63.1 Research design PAGEREF _Toc525219659 h 63.2 Data Collection Instruments PAGEREF _Toc525219660 h 63.3 Data collection method PAGEREF _Toc525219661 h 63.4 Data analysis PAGEREF _Toc525219662 h 73.5 Ethical Consideration PAGEREF _Toc525219663 h 73.7 Proposed Timetable and budget PAGEREF _Toc525219664 h 73.8 TimeLine PAGEREF _Toc525219665 h 8Reference List PAGEREF _Toc525219666 h 10Appendixes PAGEREF _Toc525219667 h 13Appendix 1: Survey Question PAGEREF _Toc525219668 h 13Appendix 2: Interview questions PAGEREF _Toc525219669 h 14
1.0 Introduction1.1 Introduction
The following research proposal addresses the suitability of employee’s working conditions and proper training schemes at the aged care solution company. The research aims to gain insight into employee behaviours in regard to performing their duty and taking leaves on the ground of sickness. This research emphasises whether the working condition of the employees is suitable for them and also proper technical training is provided to them.
1.2 Background of the study
The ages care solution company is facing problems with regard to overall employee performance that is resulting in the company’s loss of profit. It is noted many times that when the clients arrive at the medical facility, the employees show negligence in attending to their duty. As per the views of Conway et al., (2016) the medical certificates that employees put up as the cause for being absent can be mainly burn-out, fatigue and work-related stress. Therefore, the CEO of the company attends conferences about the welfare of the employee which gave her some insights into the present condition of the company. Specifically, in the aged care facility, the problem is worse with the staff performances. The CEO has noticed that the working condition of the employees has worsened over time. It has also been stated that the working condition of the staffs is emotionally and physically draining them out. On the other hand, very few measures have been taken by the management authority to mitigate these problems affecting the employees.
1.3 Problem statement
The aged care solution company is undergoing a difficult phase in terms of inadequate performance by its employees. The staffs have been observed to take frequent leaves and the reason for such leaves primarily concerns medical certificate on fatigue, burnout and work stresses. The employees are not in their healthy state to carry out their duty when it is required the most. Their frequent leaves have also been accepted by the company HR department which prompts lack of managerial functionality. Therefore the management has also been affected by improper monitoring in their recruitment process that has resulted in enrolment of incompetent employees. In aged care facility the employees are observed to underperform significantly as well. It can be due to the fact that working conditions are draining them emotionally. So emotional reliance toward job is lacking which is affecting the staffs’ diligence toward their duty. On the other hand, physical stresses have also been noticed in them which are causing them to carry out their duties ineffectively. Stresses are therefore having resulted in employee’s underperformance, especially at the aged care solution company. Ineffective training of the employees can be a reason behind such performance of the company staffs. The overall working condition of the employees has worsened significantly that is affecting the company’s growth.
1.4 Research Aim
The aim of the study is to provide the importance of training and suitable working environment within an organization.
1.5 Research Objective
The relevant objective of this research is as follow
To find out the dedication level of employees
to analyze the reasons for medical leaves from the employees
to evaluate the infrastructure for the availability of technical training
to recommend the factors for reducing the stress level of employees
1.6 Research Question
The primary research question will be
Is the working environment within an organization is suitable for the employees and is there any proper training provided to the employees in regards to technical equipment?
The secondary research question is
What are the factors which can show the level of dedication of employees within an organization?
Are the medical leaves provided by the employees genuine or not?
What are the basic requirements of infrastructure for giving technical training?
What are the factors which can be helpful for reducing the level of stress from employees?
1.7 Significance of the study The significance of this research study assesses the working sphere of the employees inside aged care Solution Company. Extent with which working condition determines staffs diligence toward their job. A thorough analysis, on the background of the working condition of the employees, will benefit the management significantly. It will help the management review the authenticity of the employees toward their duty and job. The level of technical training in aged care solution facility is also assessed under this research that will give an insight to the management of a company’s recruitment functionality. A thorough analysis of the importance of technical training would benefit the company with skills to allocate employees to carry out specific tasks.
2.0 Literature Review2.1 Introduction
In this literature section, there will be the discussion of the concepts and theories regarding the first variable and second variable. In addition to this, the relation between the variable will also be highlighted in this section. Moreover, a link will be shown with the help of organizational commitment theory with the two variables.
2.2 Concept of a good working environment in an organisation
In an organisation for gaining high performance from the employees, there is a requirement of a good working condition. As per the view of Yan & Sloan (2016), working condition can be affected with various attributes such as health and safety of the workers and also working timings allocated to them. A good working condition reflects in the company’s output and growth. In an organization, the proper environment can simply help an employee to get engaged within an organization (Schaufeli ; Bakker, 2004). Hence, this can lead towards job engagement which can be helpful for increasing the level of productivity as well. On the hand, a poor working condition such as non-hygienic floors, poor lighting, ineffective water supply can affect a company output adversely and also to the workers directly. As per the views of Conway (2016), it is always desired that a good working condition is maintained at a workplace. Moreover, a proper training allocated to the staffs and employees at the beginning of their job will help mitigate various kinds of problems that may arise during their jobs.
2.3 Importance of training for the employees
There are many advantages to prior or on the job technical training to the employees in an organization. As opined by Brewster et al., (2016), such as a new skill empowers employees, make the company’s output more productive, and saves on time, safeguards from hazards. Basically, the recruited employees must have a technical education background that facilitates them with knowledge of technological equipment beforehand. As per the views of Armstrong & Taylor (2014), a proper technical training to an employee would benefit a company with efficient work output. The training of the employees is mainly needs to be based on the hands of the hands of the management. As per Edwards & Webster (2012), the management needs to look after the employee’s weakness for providing them training. On the other hand, the employee firms his grip on the uses and functionality of that particular technical role that he is appointed with. Therefore, for a technical job, a technical training to an employee would save hazards and time of a company significantly.
2.4 Organizational commitment theoryThis theory is very important in a successful organizing of components that constitutes an organization. Employees once appointed to an organization must work positively in bringing out the best results as desired the company. As per the view of Skogan (2015) such objective imposed on an employee is affected by their commitment toward their duty. Therefore, it should be observed that the employee is dedicated to the company and focusing on the company’s output always. If the employees are not attending to their job on the basis of various reasons such as medical ones then it should be checked if such medical reasons are genuine. On the other hand, the working condition of the employees should also be monitored to see the worker’s job satisfaction.
2.5 Impact of training on organizational performance
Effective technical training to the employees impacts an organization positively. Organization performance is dependent on both humans and machines. A proper sync between machines and humans would benefit an organization to provide a positive output. As opined by Bianchi (2015), employees designated with technical job role must be acquainted with their responsibilities and job beforehand. Since machines save time on specific works allocated to them so an error in their functionality would be a danger to the output of the organization’s goals. As per the views of Kubicek, Paškvan & Korunka (2015), the performance of employees is mainly based on the ways the organisation treating them. In addition to this, the organizational psychology is helpful for making a good performance within them. As per the views of Swamy et al., (2015), a technical education would, therefore, be really beneficial to both an employee and company.
2.6 Gap in literature
In this study, there is some gap within the information that was found. Hence, the main literature gap in here is the lack of empirical evidence in the human resource department regarding the improper attendance of employees. In addition to this, very few studies can be found regarding the negativity of the working condition which decreases the performance of employees.
In the research methodology section, there will be a selection of methods which can be helpful for conducting the research in a proper way. In addition to this, the selection of methodology also helps in conducting the research within the given time frame.
3.1 Research design
The research design is used to explore an entire strategy that is used in carrying out a research. There are many types of research design out of which deductive research will be used in assessing information in this research. As per the views of Bianchi (2015), a deductive research design focuses on the aim and testing the given information. It helps in creating a hypothesis on the topic and then tests it to obtain desired results. There are various advantages to deductive research design. Firstly, the relationship can be formed between a causal relationship and accumulated variables that help in deducting results. Secondly, a quantitative approach to possibilities can be obtained from this research design. Thirdly, research possibilities can be chalked out with a general overview.3.2 Data Collection InstrumentsIn research proposals, the collection of data with proper and structured way helps in providing information precisely. It usually depends on research type that what data are to be collected, which may include reviewing documents and combining varied methods. In this research, questionnaire and survey methods are used. As opined by Bell et al., (2017), the questionnaire will help in assessing question content which may or may not include preset of feedbacks. On the other hand, closed formatted questionnaire help in the formation of the variable question. Survey methods are used to assess information on a topic from external sources and attributes. Both of these data collection tools will help in collection data accurately in this research.
3.3 Data collection method
The data collection method will be primary. There is the selection of primary to get the actual results because it can be collected personally without any kind of interference from the third party. There is a various mode of data collection methods among which primary data collection is used in this research. As per the views of Eldor, L., & Vigoda-Gadot (2017), primary methods are of many kinds that help in collecting of the data effectively such as interview method, Delphi technique, questionnaire method, projective techniques and focused group techniques. The advantages of this research are that it is focused on specific goals and purposes. The track of study can be altered as desired. The research quality is biased irrespective of opinions.
3.4 Data analysisSystematic application of statistical and logical implementation of techniques to illustrate and record data is called data analysis. There are two methods are used in this research in the analysis of data. They are quantitative analysis and qualitative analysis. As per the views of Ogboso, & Amah (2016), the quantitative data analysis is helpful in converting raw data into meaningful records to help with the research. On the other hand, the Advantage of quantitative data analysis is it helps with checking and inputting data into records. There functions such as charts and graphs are used in quantitative data analysis. On the other hand, qualitative data analysis is the non-numerical application of records. Like, transcripts to given information.
3.5 Ethical ConsiderationThe information which will be gathered during this research will be authentic. In addition to this, there will be no misplace of the data of participants. Moreover, the data from participants will be secured under the Data Protection Act.
3.7 Proposed Timetable and budget
The budget for conducting this research on basis of the topic
Materials (paid journals and books) 6,000
Travel cost 8,000
3.8 TimeLineMain activities/ stages Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7
Topic Selection · Data collection from secondary sources · · Creating layout · Literature review · · · Formation of the research Plan · · Selection of the Appropriate Research Techniques · · Primary data collection · · Analysis & Interpretation of Data Collection · · Findings of the Data · Conclusion of the Study · Formation of Rough Draft · ·
Submission of Final Work · ·
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers. Available at http://www.academia.edu/download/40688191/Armstrong_s_Handbook_of_Human_Resource_Management_Practice_by_Michael_Armstrong_Stephen_Taylor.pdf accessed on 15/08/18
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., ; Kraiger, K. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305 available sat https://www.researchgate.net/profile/Raymond_Noe/publication/312957891_100_Years_of_Training_and_Development_Research_What_We_Know_and_Where_We_Should_Go/links/5936bf56aca272327c3070f7/100-Years-of-Training-and-Development-Research-What-We-Know-and-Where-We-Should-Go.pdf accessed on 20/08/18Bianchi, C. (2015). Enhancing Joined?Up Government and Outcome?Based Performance Management through System Dynamics Modelling to Deal with Wicked Problems: the Case of Societal Ageing. Systems Research and Behavioral Science, 32(4), 502-505 available at https://iris.unipa.it/retrieve/handle/10447/138872/211181/Bianchi-2015-Systems_Research_and_Behavioral_Science.pdf accessed on 15/08/18
Brewster, C., Houldsworth, E., Sparrow, P., ; Vernon, G. (2016). International human resource management. Kogan Page Publishers. Available at https://s3.amazonaws.com/academia.edu.documents/38117656/9781843982661_sc.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A;Expires=1536569249;Signature=EI73WabhUgbq5GR0uFX%2BkpN7JyI%3D;response-content-disposition=inline%3B%20filename%3DInternational_Human_Resource_Management.pdf accessed on 20/08/18
Conway, E., Fu, N., Monks, K., Alfes, K. and Bailey, C., 2016. Demands or resources? The relationship between HR practices, employee engagement, and emotional exhaustion within a hybrid model of employment relations. Human Resource Management, 55(5), pp.901-917 available at https://www.researchgate.net/profile/Na_Fu/publication/273389587_Demands_or_Resources_The_Relationship_Between_HR_Practices_Employee_Engagement_and_Emotional_Exhaustion_Within_a_Hybrid_Model_of_Employment_Relations/links/59e0757aaca272386b737ef5/Demands-or-Resources-The-Relationship-Between-HR-Practices-Employee-Engagement-and-Emotional-Exhaustion-Within-a-Hybrid-Model-of-Employment-Relations.pdf accessed on 18/08/18Edwards, J.A. ; Webster, S. (2012). Psychosocial risk assessment: measurement invariance of the UK Health and Safety Executive’s Management Standards Indicator. Work & Stress, 26, 130—142.Eldor, L., & Vigoda-Gadot, E. (2017). The nature of employee engagement: Rethinking the employee–organization relationship. The International Journal of Human Resource Management, 28(3), 526-552 available at https://www.researchgate.net/profile/Liat_Eldor2/publication/303380509_The_nature_of_employee_engagement_rethinking_the_employee-organization_relationship/links/5743c11f08ae9ace841b3e71/The-nature-of-employee-engagement-rethinking-the-employee-organization-relationship.pdf accessed on 14/08/18Kubicek, B., Paškvan, M. & Korunka, C., 2015. Development and validation of an instrument for assessing job demands arising from accelerated change: The intensification of job demands scale (IDS). European Journal of Work and Organizational Psychology, 24(6), 898-913.
Ogboso, O. C., & Amah, E. (2016). Exemplary leadership and employee engagement in commercial banks in Nigeria. International Journal of Managerial Studies & Research, 4(2), 16-26. Available at https://www.researchgate.net/profile/Edwinah_Amah/publication/303721233_Exemplary_Leadership_and_Employee_Engagement_in_Commercial_Banks_in_Nigeria/links/574f533f08aef199238ef7c5.pdf accessed on 16/08/18Schaufeli, W.B. & Bakker, A.B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293—315.Skogan, W. G., Van Craen, M., & Hennessy, C. (2015). Training police for procedural justice. Journal of experimental criminology, 11(3), 319-334 available at https://www.researchgate.net/profile/Maarten_Craen/publication/269723704_Training_police_for_procedural_justice/links/5666bbdb08ae192bbf928dd5.pdf accessed on 19/08/18Swamy, D. R., Nanjundeswaraswamy, T. S., & Rashmi, S. (2015). Quality of work life: scale development and validation. International Journal of Caring Sciences, 8(2), 281 available at https://www.researchgate.net/profile/Dr_Nanjundeswaraswamy/publication/326804254_Quality_of_work_life_scale_development_and_validation/links/5b6435790f7e9b00b2a2cde1/Quality-of-work-life-scale-development-and-validation.pdf accessed on 18/08/18
Yan, W., & Sloan, M. F. (2016). The impact of employee compensation and financial performance on nonprofit organization donations. The American Review of Public Administration, 46(2), 243-258. Available at https://www.researchgate.net/profile/Margaret_Sloan2/publication/284351176_The_Impact_of_Employee_Compensation_and_Financial_Performance_on_Nonprofit_Organization_Donations/links/577e8b0008aeaee3b2835a60/The-Impact-of-Employee-Compensation-and-Financial-Performance-on-Nonprofit-Organization-Donations.pdf accessed on 18/08/18
Appendix 1: Survey QuestionQ1 In your opinion do you agree that organization’s related queries should be solved by the human resource department?
Q2. Do you agree that human resource department provide appropriate training to their employees?
Q3. Do you think that the human resources department tries to think about the problems of the employees?
Q4. In your opinion does the human resource department is need to release stress from the employees?
Q5. Do you agree that sudden medical emergency should not be counted as a leave for that day?
Q 6. Do you agree that human resource department is needed to improve their infrastructure for retaining their employees?
Q7. Do you agree that the human resource department within an organization is required to motivate their employees?
Appendix 2: Interview questions
Q1. According to your opinion what are the primary aspects that can increase the level of motivation among the employees within an organization?
Q2. In your perspective what are the ways that can be used for making an employee dedicated towards their work?
Q3. What are the trainings is needed for the employees to make them productive?