Human resource management Name Institution An examination of E-HRM as a means to increase the value of the HR function The above article focuses on a certain study to determine the effectiveness of E-HRM in the modern business and industrial arena. Human resource management is a very important department in our workplaces…
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This work would evaluate the research philosophies, strategies and methods employed in some human resource research journals/articles. There are some philosophical principles that were used in the research to make it more effective. The principle of social constructivism was well applied when the researchers set a friendly atmosphere before engaging some workers in some interviews. The researchers understood the fact that each organization has policies which limit some workers from handling some questions or duties within the organization. The research team had to be clear on the intention or purpose of their research as well as the assurance that it would have no negative implication on their career. However, the principle of participation was not well utilized since the research team only involved employees from specific departments and left out the rest, they should have sampled their respondents to represent the entire organization to limit biasness (Wilkins, 2009). Positivist and constructivist principles are important for any research, they help one judge the quantitative and qualitative implications in any research. Quantitative research is that which figures can be used to back or support its finding while qualitative research is that which cannot be quantified or rather based on facts or theories. E-HRM research considered the constructivist principles when the employees were asked to give their thoughts or verdicts with the technology concerned. The majority were for the idea that it would improve the effectiveness of human resource in the organization. The technology requires a few IT specialists and a smaller space to operate and furthermore, it simply records all income and expenditure details in terms of time of transaction and amount among other details. It also saves on organization resources spent to recruit, train and supervise workers in various departments (Parry, 2011). The technology also promotes self-service management system in the modern workplaces. Here the employees convey their complaints or concerns through secured web-channels to the top management team or the employer. Researchers tried to compare the E-HRM and the traditional human resource and they found out that they were labor and technology oriented respectively. Furthermore, E-HRM depends wholly on advanced software to manage and monitor some of the important human resource elements in a certain organization. Traditional human resource, on the other hand, uses human resource managers, directors and secretaries but oversees major human resource issues. However, positivist principles were not effectively applied in the research. The article ought to record numerical values of the findings. For instance, the researchers should have recorded the number of human resource employees in E-HRM system and compared with that of traditional human resource management. The article is not clear on some of the research strategies employed. However, from the findings, one can depict that the researchers must have prepared research questions about the kind of findings they expected. The questions could have been withdrawn from prior similar research and internet sources among others. They ought to have indicated how they conducted their pre-visit study to converse themselves with the study environment. This would also enable them to get to know the estimate population of the study area. This would guide the researchers in decision on the
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The sales director is to take on the work of the purchasing director, but since the expansion is necessary although an ambiguous venture (Peterson and Wendy, 2004, 234). The firm is forced to recruit more staff to assist in the company since the company will integrate with Co-share it is essential for the company to create a more formal human resource department that will plan and practice effective ways of recruiting employees.
Companies now regard human resources as one of the tools to achieve competitive edge and sustainable development. The roadmap charted out and the strategies carved for innovation, differentiation and cost advantage- all emerge from the single function of human resources (Alan 1998).
The researcher of the report focused on one of the major companies, Tesco, and identified the problems that HR managers face at the organization to bring an HR change in the organization. In specific, for this paper, the researcher identified the problem of ensuring high-quality performance of employees in the Tesco.
The change being planned in the organization will lead to transformation in three major areas: Communication, Commitment and Control. This will lead to change in employee roles and relationships, organizational structure, employee compensation structure as well as the way that employees work.
The said department is considered being an administrative management in the past years; however, it has been said that the human resource management is more of a strategic partner rather than an administrative department nowadays. The human resource is said to be an “asset in an organization.” It is considered to pose a lasting relationship with the organization to work hand in hand in obtaining goals (“The Importance,” n.d.).
’s calendar Cautiously Scheduling of meetings Managing Office mail Manual posts plus Emails Official correspondence Typing Office work Data entry tools Normal course of work Answering Phones PABX board of lines Official correspondence Task Statements 1 Acting in capacity of receptionist performing administrative duties for 10-employees department 2 Maintaining personnel files up to date to facilitate in employees’ appraisals 3 Assisting public and employees to fill out personnel questionnaires in employees’ surveys being conducted 4 Following company’s policy, while providing information, to ensure confidentiality 5 Processing changes in personnel forms of employees and properly docum
This is because it is through effective and efficient human resource management that the wheels of the organization grind (Collis and Hussey, 2009). What this implies is that the absence of human resource management would mean an absence of the core resource ingredient that is needed to move the organization from one point to the order.
To achieve the above mentioned aim, the author has set out two objectives that need to be answered. Hadeed follows Materials Processing Operations, where raw material and some related components are transformed into finished tangible products also called Manufacturing processes.
Organizations conduct strategic management for the purpose of gaining an advantage or competitive advantage in the industry. According to Hitt, Ireland, & Hoskisson, ‘Strategic competitiveness is achieved when a firm successfully formulates and implements a value-creating strategy.
The author provides analysis of the company State Farm. He states that hence to ensure HR strategy alignment with the business strategies, the human resource department has to consult with the other arms of the organization. The strategic development of personnel work line managers is important as they will not agree with everything proposed.
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