Effectiveness of the Line Managers - Research Proposal Example

HRM RESEARCH PROPOSAL Human resource management remains an aspect which is fundamental to the performance of the organisations. The existence of policies within the organisations seeks to ensure that line managers utilise the policies as guidelines in the decision-making process. The effectiveness of the line managers is fundamental towards impressive organisational performance among various organisations. Differences in the intended and actual practices by line managers have been identified as causes of bad performance among organisations. This research seeks to explore the various factors which cause the line managers to adopt different causes of action other than the organisational policies. The qualitative approach has been adopted in a causal design seeking to establish the existing relationships between the intended and actual actions of managers. The factors causing the managers to pursue different courses of actions will be established within the course of the research. Convenience sampling approach will be undertaken to ensure that the research is undertaken quickly and easily. Table of contents Abstract 1 Introduction 4 Statement of the problem 4 Purpose of the study 5 Significance of the study 5 Research questions 6 Theoretical framework 6 Methodology 7 Research design 7 Sampling 7 Data collection 8 Data analysis 8 Limitations of the study 8 References 10 Introduction The element of human resource management remains an extremely sensitive issue within many organisations. The diversity of these resources presents line managers with a significant challenge in ensuring these resources are utilised effectively in seeking to achieve. The line managers are the individuals charged with the responsibility of managing the different human resources for achievement of organisational objectives. Effectiveness of the line managers is an essential aspect which ensures effective utilisation of the available human resources (Guest, Paauwe, & Wright, 2012). The resources must be effectively harnessed and coordinated to ensure the organisational objectives are realised. The line managers are significantly important in the management of the human resources available to the organisation. Statement of the problem Line managers are commonly bestowed the responsibility of ensuring effective utilisation of the available resources towards achievement of organisational objectives. The effectiveness of the managers is the determining factor in the maximisation of the available resources in seeking to achieve organisational goals. Many managers are commonly faced with challenges in seeking to establish the best approach towards ensuring they achieve the required outcomes from the available resources (Bach & Edwards, 2012). The management process commonly requires the managers to possess some skill which enhance their decision making capabilities. The outcomes of their decisions commonly affect the performance of the establishment relative to the organisational output. While organisations commonly have human resource policies, many times the managers commonly make decisions based on personal judgements in seeking to maximise the available resources. The policies describe the intended practices while the manager’s decisions commonly display the actual practices utilised in decision-making process. The existing discrepancies between the policy and the actual decisions remain elements of concern as the policies remain focused on ensuring maximisation of the human resource (Caldwell, 2003). This presents a fundamental human resource management problem which could be significant in the outcomes achieved from the human resources. Purpose of the study The study critically analyses the human resource management aspect, by line managers, in seeking to achieve organisational objectives. The human resources available within an organisation are fundamental determinants of the organisational performance in relation to the existing organisational goals. This treatise seeks to undertake an examination of the differences in the intended decisions and the actual decisions made by the line managers. While the organisations have policies, which guide the decision making process, line managers commonly make different decisions, regarding the human resources (Boxall & Purcell, 2003). Many line managers commonly experience difficulties in implementing the HRM policies on the work floor because of different existing situations, which necessitate deviations. This study will seek to explore these experiences which result in deviations from the policy requirements in the decision-making process by line managers among different organisation. Significance of the study Human resource policies within many organisations are meant to provide guidelines to line managers in undertaking their daily activities. These policies however, become extremely difficult to implement within the practical setting of the organisations. This study will identify the elements which make implementation of these policies become a challenging responsibility which results in discrepancies between the intended and actual practice by line managers. This study will be essential in determining the factors which managers commonly face, leading into deviation from the established policies (Collins & Smith, 2006). These deviations have been linked with the poor performance of many organisations through ineffectiveness of the organisations’ line managers. This study will be significant in the identification of factors resulting in managers deviating from organisational policies in the human resource decision-making Research questions The research will seek to answer the following questions How do organisational policies influence the decision-making process by line managers at the work floor? Why is there a discrepancy between the intended and the actual practices undertaken by line managers in the management of human resources? Theoretical framework Information is a fundamental component with line managers rely upon in the decision-making process and ensuring efficiency of the management process for the human resource. While many organisations commonly have guidelines established in the form of organisational policies, the decision-making process of the work floor becomes different because of volatility of the resources. Many managers commonly make decisions based on other sources of information regarding the available human resources. Since the human resources constitute of human subjects, management of the individuals takes a contingency approach. Satisfaction for the individuals working in an organisation is a significant element in seeking to achieve the best out of the resources. The existence of policies presents a guideline which managers utilise in making decisions regarding utilisation of human resources. Within the work floor however, other factors must be considered in seeking to maximise effectiveness of the resources. The fear of losing the resources for example, could be a factor which affects the decision making process for the line managers regarding the human resources. Other factors occurring on the work floor could include discussion between the manager and the employees within the departments. These agreements could be against the organisational policies but ensuring employee satisfaction, hence the manager could uphold the agreements Methodology This research is a qualitative research which will seek to establish the cause of the existing discrepancies between the intended and actual practices by line managers. The research will utilise various approaches in undertaking the research to ensure the achievement of the purpose established within the research proposal. Research design The researcher will utilise a causal design in the development of the research. The fundamental purpose for the utilisation of this design is the need to determine the causes of the phenomenon which have been identified before initiating the research process (Gall, Gall, & Borg, 2007). This research design will enable the researcher to identify the causes of the discrepancies in intended and actual practices applied within the human resource management aspect, by line managers. Causal studies commonly present higher confidence because of the internal validity presented by the schematic subject selection and equity of the compared elements. Sampling The sample for the study will include various line managers from different organisations which will be identified according to convenience of accesses. Non-probability sampling technique will ensure the research is undertaken within a short time. The sampling will be based on a convenience approach because of the requirement to interview many line managers within different organisations. The researchers will seek to interview all the line managers in the identified organisations. The researchers will seek to interview about 30 managers from different organisations. All the managers who will be willing to participate within the research will be included within the research. The research will however, only include individuals who hold position of line managers within the identified organisation. Data collection The researchers will collect qualitative data through conducting interviews with the various line managers within the different identified organisations. The interviews will de tape-recorded for analysis and transcription at a future date. The researcher will utilise structured questions regarding the factors contributing to the HRM decision making processes. The development of the interview questions is essential in ensuring the interview is conducted quickly since the participants might have work-related responsibilities to undertake. The recording will enable the research to undertake analysis of the interview contents at a future date. Data analysis The data analysis will be undertaken in seeking to establish the knowledge gained form undertaking the research. Analysing of the collected data will enable the information collected to answer the research questions established by the research. Multivariate analysis of data will be utilised in the assessment of the existing relationships between different factors affecting the decision-making process by the line managers. The main data analysis will include a confirmatory approach which will be employed in seeking to ascertain the answers to the defined research questions. The schematic approach which will be utilised in the data collection phase, shall present a self-validation element for the collected data. Limitations of the study The research remains limited by the following factors Generalisation of the causative factors for deviation from established policies within different organisations. The costs of undertaking an extensive research across a wide range of organisations which results in the utilisation of convenient sampling approach. Ascertaining the information provided by the line managers regarding their reasons for deviating from the formulated organisational policies. References Bach, S., & Edwards, M. (2012). Managing Human Resources: Human Resource Management in Transition. New Jersey: John Wiley & Sons. Boxall, P., & Purcell, J. (2003). Strategy and human resource management. Industrial & Labor Relations Review, 57(1), 84. Caldwell, R. (2003). The Changing Roles of personnel Managers; old ambiguities, new uncertainties. Journal of Management Studies, 40(4), 983–1004. Collins, C. J., & Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49(3), 544–560. Gall, M. D., Gall, J. P., & Borg, W. R. (2007). Educational Research: An Introduction (8th ed., p. 672). Boston: Pearson Education Ltd. Guest, D. E., Paauwe, J., & Wright, P. (2012). HRM and Performance: Achievements and Challenges (p. 272). New Jersey: John Wiley & Sons. Read More