Primark: Findings, Analysis and Methodology - Research Paper Example

Primark - Findings and analysis and methodology Research Methodology-Introduction Conducting research on a particular requires, data collection from a variety of sources, analysing a number of case studies, observing the functioning of other similar organisations, carrying out surveys and taking input from concerned persons by conducting interviews. In this case as well while conducting the research on Primark, we need to collect data from the company in such a manner that while nobody feels offended, yet we get the truthful data. Once we are able to have comprehensive data from different sources using a number of methods then we can be reasonably sure about the successful completion of the research. Therefore, it is quite apparent that the research approaches and methods radically influence the research content. The Philosophical Context Research philosophy is a belief about the way in which data about a phenomenon should be gathered, analyzed and used. This thesis is a qualitative case study which focuses on an analysis of the HR policies prevailing in Primark. To carry out such a study in general we resort to two main approaches; Deductive reasoning; which works from the more general to the more specific subjects. Sometimes this is informally called a "top-down" approach. In such approach we take up the 'theory' and then try to apply it to the hypotheses that we intend to test. Gradually we narrow down to the testing of data and observations for their applicability to the theory/ theories to arrive at a confirmation of its applicability or not. Such an approach require that we enlist the HR principles concerning effective management, motivation, customer relationship management, employees turnover etc. and then see how the ideal situation applies to Primark, by taking relevant data from the company. The Inductive approach on the other hand begins with collecting data, specific observations, which then lead to broader generalization and theories. Such an approach in called as "bottom up" approach. The patterns thus detected are formulated into tentative hypotheses and we can therefore arrive at some general conclusion about our subject. This appears to be a more practical approach, as we need to collect data from different sources and then come out with the inferences after taking a look at the things projected by data. For example if we find that most of the employees are new to the company that effectively points towards a high employees' turnover. Similarly, if most of the employees express their resentment with the way staff matters are handled by the company, that goes on to indicate about lack of proper motivational strategies in the company. However this study is undertaken with a balanced mix of both these approaches so that we get to analyze the organization as well as established theories. Data Collection Requirements For this study, we need main input from the people working for Primark, for which one method is to take the company reports. But these annual reports mainly highlight the financial aspects and do not contain much info about the employees' issues. Secondly, the company's HR records could form the basis for setting up the record structure, but the company will surely not be forthcoming with their official requirements until it is a statutory requirement. This study is purely for academic purposes, so we'll have to look for other means of collecting data. Therefore, while secondary data can be had from earlier similar studies, books and annual reports, making use of questionnaire therefore appears to be the best option for collecting Primary data. Justification of Strategy Collecting data using a questionnaire seems to be the best approach under the circumstances, because with its help we will have detailed answers to some of our curious questions. Going over to each individual and then asking him/her the questions might not be a viable option because it requires enough time on the part of the respondent as well as on the part of the researcher as well. In addition it will also involve the precious time of the retail-store. On the other hand once we send across the questionnaire through postal mail, email, hand-delivered etc. we can just send them gentle reminders after couple of days, just in case we do not get it by then. This will save lot of time, and the respondents can also fill up their responses whenever they have time. Justification of how the Questionnaire was Designed Basic purpose of the questionnaire was to solicit the information from the people at Primark, which is not sensitive enough, and employees do not feel unduly stretched in responding to the questions. In fact designing the questionnaire in this manner will also ensure that more people will respond to it willingly. Further, designing some questions in objective format will also ensure that the respondents could complete the questionnaire in minimum possible. Placing some open ended questions to invite 'views' also proves to be quite helpful at times, because it not only helps in gaining an insight into the actual happenings, but it widens our horizon as well. Just to make sure that the respondents do not have inhibitions in filling up the response sheet, it is a prerequisite to inform them about the nature of the study and how the identity of the respondents will be sacrosanct for the researcher as well. Categorically stating that the findings will be used for this particular study only and for no other purpose helps in gaining the confidence of the respondents. Sample Plan My effort was to have a sample which is random and appears diversified as well. Therefore, all precaution was taken not to have employees from just one division of the company or all freshly recruited people. This required some initial investigation into the general profile of the workforce together with taking useful tips from some insider into the company. Though a sample size of about 100 may not prove to be a very big sample or of any strategic importance, but from the academic point of view, such a sample size happens to be good enough. Moreover, in view of limitations on resources on my part, widening the sample is not practical. Sometimes, due to some practical considerations, all the respondents are not able to return the filled up questionnaire, therefore to make sure that we get the responses back from at least 100 people, we'll have to get in touch with some more people. Data Analysis For primary data we administered a questionnaire survey to the lower and middle level staff, together with the managerial level people of Primark. This helped us in gaining an insight into the functioning of the organisation and also an assessment could be made about levels of motivation, dissatisfaction etc. prevailing amongst the workforce. It is well understood that the study could be conducted in a comprehensive and more professional manner if we could have a large sample size. But since, the resources are limited, so for this study the sample size was kept at 100. However, to gain the responses of 100 people we had to approach a total of 125 professionals because 25 people declined to participate. The total percentage of participants though remained high, which in itself appears to be a positive sign. Table-1 Number of Respondents Age groups Prompt in responses Declined to respond Upto 30 yrs 20 6 31-40 yrs 42 4 40+ 38 15 Total 100 25 Subsequently I sought to enlist the reasons for saying 'no' to the survey. Some of the responses that I came across are summarised in the table below. Table-2: Reasons for saying 'No' to respond Reason for not Responding Age Read More