The Role and Impact of HR Strategies and Management Policies - Research Proposal Example

Running Head: Research Proposal Research Proposal [Institute’s Research Proposal Introduction Since earlier centuries until present era, human societies have advanced in a rapid manner in almost every sector that has altered various perspectives and processes. In particular, business world has witnessed a number of drastic alterations in its environment, as experts have pointed out that humans were only robots or machines for the employers; however, introduction of HRM has resulted in major emphasis on the satisfaction and importance of employees in business organizations. In other words, HRM is one of the most significant fields of business that have changed complete process of business activities, where employers used to focus primarily on the products and customers, whereas, HRM has inclined employers to focus on the employees. Thus, employers are putting enormous efforts and investing huge amounts to ensure satisfaction of employees in their organizations. For such purpose, it has now become very imperative to evaluate different HRM strategies regarding their role and impact on the employee satisfaction that will be the major focus of the proposed research. Statement of the Problem In this regard, the proposed research will focus on the following purpose statement: “To identify and analyze the role and impact of HR strategies and management policies in influencing the satisfaction of employees in an organization.” Purpose of the Study It is imperative for a researcher to identify aims and objectives during the planning process of any research, as focused objectives play an influential role in providing productive and positive outcomes rather than inefficient results that usually occur due to lack of aims that is another indication of misuse of resources. In this regard, the proposed study will allow the researcher to understand different HRM strategies and their impact on different aspects of employees in a comprehensive and critical manner. More importantly, the researcher anticipates acquiring a theoretical, and at the same time, a practical understanding of the HRM impact during the evaluation of one of the organizations. Besides the impact, the researcher will put enormous efforts to recognize drawbacks and defects in the HRM strategies that may affect an employee and his/her satisfaction level in an adverse manner. In this regard, the researcher will try to identify and analyze HRM strategies from employers’, as well as employees’ perspective. Lastly, the proposed study will endeavor to propose solutions and identify prospects of the HRM strategies in the business organizations that will be very beneficial for future studies, as well as future employers. Literature Review In order to carry out an efficient research, it is very important for a research to arrange a preliminary review of available literature, and thus, the research proposal will now discuss some of the significant aspects of studies related to the HRM and employee’s satisfaction. There is almost no firm in the world today, which is not facing the pressure of increased competition from all sides. Every new dawn raises new opportunities and new challenges for these firms. In short, it is not the profits of these firms that are on stake, it is now their existence and survival, which is on risk. This increased struggle has forced the big minds of big companies to come up with ways, approaches and studies to increase the profitability, quality and efficiency. It is not unusual to hear that these big minds pointed out towards employee satisfaction as one of the most important factors, along with others, as the prime area of concern for companies interested in improving quality and efficiency and profitability (Fitz-enz, & Davison, pp. 124-258, 2002). Employees are the executors of the plans and strategies on which they company need to work. They take forwards the mission, vision and objective of the company and without them there is no point that the company can achieve its desired objectives. They deal with the customers and they are responsible for forming the image and reputation of the company in the market. According to a research, a 5-point improvement in the attitude of employees resulted in a 1.3-point improvement in the area of customer satisfaction, which in turn improved profitability of the company by 0.5 % (Topolosky, pp. 100-156, 2000). In short, it is quantitatively proved as well that, happier and satisfied employees in turn create happiness and satisfaction for the company and its owners. In similar way, dissatisfied employees can be a nightmare for the company if they stay. They become a liability for the country and they act like a dead and infected fish of the pond, which pollutes the whole environment, and create causes for the whole environment. Moreover, measuring employee satisfaction helps the company in initiating and facilitating organizational development and organizational change. It also informs any firm about its needs in future, current strengths and future problems. An organization also gets hold of employee feedback, whether positive or negative, on the internal progress, situation and health of the organization. Lastly, the data can also help the company to increase and manipulate employee satisfaction in future (Allen, & Wilburn, pp. 85-89, 2002). These are the reasons why those successful companies have the most highly satisfied employees. At the same time, these companies also understand that reevaluation after every considerable period becomes important. These companies also understand that the results obtained from the evaluations, surveys, questionnaires, interviews etc are very important for future prospects of the company. Factors contributing towards Employee Satisfaction Like any other elements affecting a firm, employee satisfaction is also a factor that is dependent on many variables. These variables vary from situation to situation and employee to employee but they are predictable and understandable. While making proposing a research and preparing a methodology these are some of the factors, which experts keep in their mind, which they know, affects employee satisfaction. These are recognition, rewards, responsibility, policies and administration, code and conduct of the organization, pay/compensation/salary, motivation, work place environment, resources, work/life balance, empowerment/autonomy, communication level, interpersonal relations, hygiene level, task identity, task significance etc. While evaluating the job satisfaction about the human resource department, these are some of the factors that need to keep in mind (Becker, Huselid, & Ulrich, pp. 42-68, 2001). Factors that show Employee Satisfaction Employee satisfaction is shown or is calculated by looking at many factors concerning the production and employee attitude. Productivity of employees, efficiency, absenteeism, turnover, employee attitude and motivation levels are affected by employee satisfaction (Becker, Huselid, & Ulrich, pp. 42-68, 2001). Evaluation There are many methods for measuring and checking the employee satisfaction in the business world. Questionnaires, interviews, anonymous interviews, exit interviews, telephone interviews, focus groups and online data etc. Sample size and sample statistics are vital in defining what methodology to use (Fitz-enz, & Davison, pp. 124-258, 2002). In addition, it is important to ask demographic questions in the beginning as well. This helps the company to understand the demographic differences, if any are present, and then company can base those findings to understand future actions by the same demographic groups. On the other hand, experts argue that asking for demographic information is not important if the sample size or the company is very small, when there is mistrust in employees mind regarding company or the period survey is too long. The question is also debatable that whether the research or survey should be conducted with the whole population or a small sample of the company. Companies prefer to go with small random samples when the original population is too large. This helps them to save time and minimize cost but they compromise on the accuracy factor. Some experts however argue that since this data is some important for the company that the company should not exclude anybody from the sample. Having the point of view of every one is important. The company should try to decrease the number of questions or go with online survey in order to save time and minimize cost (Walle, pp. 14-56, 1958). Analysis of the literature indicated that location of the interviews is very important. If a company holds any exercise, of finding employee satisfaction, outside the company it is sending a clear message to its employees that it is not safe to speak about your satisfaction level in the company premises (Allen, & Wilburn, pp. 85-89, 2002). If one holds it in the company then it sends the opposite message. It is on the company that what rather message the company wants to send. It is also important make sure that the employees for the focus group or sample, if these methods are used, are randomly selected. The survey coordinators should never allow employees voluntarily participate in the surveys. This will lead to a sample that would have both the extremes of satisfied and dissatisfied employees. In addition, more energetic and talkative employees would lead the day and the results would present a distorted picture. Once the whole data is cautiously collected for the company, then it is important for the company to carefully analyze it. At times, the company officials start engaging themselves in the analyzing process of the data. It should be given to the experts’ statistician who can provide with proper results and feedback. At times, a nonprofessional can make serious mistakes in analyzing it (Becker, Huselid, & Ulrich, pp. 42-68, 2001). It is then significant to present the data in front of the concerned and then make a decision as to what company thinks would be the best corrective action for the current problem. Conceptual Framework Based on the preliminary review of the available literature, the conceptual framework for the proposed research is that human resource management does have a positive impact on the satisfaction of employees in an organization. In this regard, the researcher will carry out below discussed methodologies to acquire information relevant to the identified research statement while considering the abovementioned conceptual framework for this research. Methodology Methodology is another significant stage of every study and an inefficient methodology always results in ineffective outcomes even in presence of focused objectives and strong literature review. In this regard, the proposed study will now discuss some of the significant aspects of different research methods that will be a fundamental part of the proposed research. In specific, the proposed research will focus primarily on the secondary methodology that will involve critical analysis of available books and journals that will include findings and analysis of previously carried out studies regarding different HRM strategies and the role of HRM on employees’ satisfaction. For such purpose, the researcher will benefit from the internet that has e-journals, and thus, secondary method will be an easy process, as compared to primary research methodology that will require enormous and huge efforts of researcher in terms of identification of a specific organization, creation of questionnaires, their distribution, collection, and most importantly, their analysis. One of the major factors of choosing primary research method is drawback of secondary method. In specific, although secondary methodology will provide huge amount of information available on the HRM and employees’ satisfaction; however, findings of such studies will not be in relevance with the identified research statement of the proposed study. In this regard, the research will create specific questionnaires that will involve questions related to different HRM strategies, their impact, as well as their prospects in future business organizations. In other words, secondary research will enable researcher in carrying out an archival analysis of journals and books in a theoretical manner, and on the other hand, primary researcher will enable a practical understanding of the issue based on the findings of ground realities. One of the major factors of choosing both methodologies is drawbacks of both methods, and thus, a balanced approach will enable the researcher in benefiting from both researches that will be very beneficial in the provision of efficient outcomes and logical findings. Besides drawbacks, time is one of the distinctive factors that distinguish primary method from the secondary research method (Bernard, pp. 51-58, 2005). For instance, secondary research methodology will be possible in a library, as well as on the internet. However, to carry out a primary research, the researcher will have to create questionnaires by himself, identify targeted organization, and then distribute them while arranging their collection as well. In brief, the researcher has planned an efficient model involving both methodologies of research that will be very contributive in carrying out an effectual and successful research. Conclusion Finally, the proposed provided an insight into different studies carried out previously related to the identified research statement that will facilitate researcher in acquiring a fundamental basis for the proposed study. Moreover, the researcher will focus on both, primary, as well as secondary research methodology to acquire theoretical and practical information regarding the role of human resource management in staff satisfaction in an organization. It is anticipation that the proposed study will be beneficial for students, teachers, and professionals in better understanding of the topic. References Allen, Derek R., & Wilburn, Morris. (2002). Linking customer and employee satisfaction to the bottom line: A comprehensive guide to establishing the impact of customer and employee satisfaction on critical business outcomes. American Society for Quality. Becker, Brian E., & Huselid, Mark A., & Ulrich, David. (2001). The HR scorecard: Linking people, strategy, and performance. Harvard Business Press. Bernard, Harvey Russell. (2005). Research Methods in Anthropology. Rowman Altamira. Fitz-enz, Jac, & Davison, Barbara. (2002). How to measure human resources management. McGraw-Hill Professional. Topolosky, Paula S. (2000). Linking employee satisfaction to business results. Taylor & Francis. Walle, Arne (1958). Studies in employee satisfaction: a practical approach. University of Michigan. Read More