(6BU001) Dissertation on Researching Business and Management Issues

Topic: Critical analysis of different HR practices and policies to implement within the organisational environment to Enhance employee performance In this dissertation we will discuss about Researching Business and Management Issues and below is the overview: The research analyzes the role of HR management in improving employee performance and skills. It evaluates the importance of HR programs and policies in creating a better working culture and enhancing employee satisfaction to increase profit margins and productivity. The study provides recommendations that can be implemented in any organization's strategic plan. The research critically examines the impact of existing HRM strategies on potential employee loss, workload, overtime, and other issues. The study correlates and analyzes both variables systematically. The research concludes with reflective recommendations for better HR practices in the future.

Module Title: Researching Business and Management Issues
CRITICAL ANALYSIS OF DIFFERENT HR PRACTICES AND POLICIES
TO IMPLEMENT WITHIN THE ORGANISATIONAL ENVIRONMENT TO
ENHANCE EMPLOYEE PERFORMANCE
Student Name: Abdul Hafeedh Haneefa
Student Number: 1727023
Module Code: 6BU001
Researching Business and Management Issues
Title: Dissertation
ANALYSIS OF DIFFERENT HR PRACTICES AND POLICIES
TO IMPLEMENT WITHIN THE ORGANISATIONAL ENVIRONMENT TO
ENHANCE EMPLOYEE PERFORMANCE
Student Name: Abdul Hafeedh Haneefa
1
Researching Business and Management Issues
ANALYSIS OF DIFFERENT HR PRACTICES AND POLICIES
TO IMPLEMENT WITHIN THE ORGANISATIONAL ENVIRONMENT TO

2
Abstract
In the current research the research has conducted a systematic analysis on the role of
human resource management on the development of employee’s performances and
skills. These HR practices are mainly conducted with the intention of improving the
performance of the employees in the current scenario. Concerning the present situation,
the research is conducted to analyse every aspect of the HR programmes of the
company and the policies regarding it. It is done to evaluate the importance of the
issues to generate a better working culture and enhance the employee satisfaction for
the ultimate increase in the profit margin while restoring the productivity. As the current
research has been conducted a systematic collaborative study, thus, any organisation
can build their strategic plan in management with these methods and the given
recommendations can be also followed. Along with the existing strategies of HRM that
impact on the loss of potential employees, putting huge workload on employees,
overtime and other issues have been discussed in a critical approach. However, in this
research, both the variables have been correlated and analysed in a systematic way. At
the end of this research, a reflective recommendation has been provided by the
researcher about the better HR practices in future.

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Table of contents
Chapter 1: Introduction ............................................................................................................... 7
1.1 Topic Introduction................................................................................................................. 7
1.2 Position of the topic as per present scenario ........................................................................ 7
1.3 Significance or Relevance of the topic .................................................................................. 8
1.4 Contemporary nature of the study ........................................................................................ 9
1.5 Research aim, objectives and questions .............................................................................. 9
1.6 Research gap ......................................................................................................................10
1.7 Summary ............................................................................................................................11
1.8 Structure of the dissertation ................................................................................................11
Chapter 2: Literature Review .....................................................................................................12
2.1 Introduction .........................................................................................................................12
2.2 Concept of different HR policies and practices ....................................................................12
2.3 Impact and importance of enhancement of employee performances ...................................14
2.4 Theoretical Interpretations ...................................................................................................16
2.4.1 Human Relations Theory ..................................................................................................16
2.4.2 Administrative Theory .......................................................................................................17
2.5 Challenges that an organisation faces in HR management and employee performance .....19
2.6 Summary ............................................................................................................................20
Chapter 3: Research Methodology ............................................................................................21
3.1 Introduction .........................................................................................................................21
3.2 Conceptual framework ........................................................................................................22
3.3 Research Onion ..................................................................................................................23
3.4 Research Philosophy (Positivism) .......................................................................................23
3.4 Research approach (Deductive) ..........................................................................................25
3.5 Research Design (Descriptive) ............................................................................................26
3.6 Population and Sampling ....................................................................................................27
3.7 Data collection methods ......................................................................................................28
3.8 Ethical consideration ...........................................................................................................30
3.9 Research Limitations ...........................................................................................................30
3.10 Summary...........................................................................................................................31
Chapter 4: Data Presentation and Analysis ...............................................................................32
4.1 Introduction .........................................................................................................................32

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4.2 Primary qualitative through interview questionnaires ...........................................................32
4.3 Quantitative questions for employees ..................................................................................36
4.4 Critically discuss the result of the literature review ..............................................................45
4.5 Summary ............................................................................................................................45
Chapter 5: Conclusion and Discussion ......................................................................................47
5.1 Conclusion ..........................................................................................................................47
5.2 Reflection on positive and negative impacts in this study ....................................................48
5.3 Future scope of the study ....................................................................................................49
5.4 Recommendations ..............................................................................................................49
5.5 Summary ............................................................................................................................52
Reference list ............................................................................................................................53
Appendices ...............................................................................................................................57

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List of tables
Table 1: Methods of Data Collection according to the Research Philosophy ................ 24
Table 2: Methods of Research Approach ...................................................................... 26
Table 3: Quantitative Research ..................................................................................... 29
Table 4: Qualitative Research ....................................................................................... 30
Table 5: Primary Qualitative Questions ......................................................................... 34
Table 6: Policies adopted to enhance employee performance ...................................... 36
Table 7: Policies adopted to enhance employee performance ...................................... 38
Table 8: Effectiveness of policies .................................................................................. 39
Table 9: Growth symptoms ........................................................................................... 41
Table 10: Recommendations ........................................................................................ 43
Table 11: Training and workshops ................................................................................ 50
Table 12: Motivation session ......................................................................................... 51
Table 13: Improved communication .............................................................................. 52

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List of figures
Figure 1: Structure of dissertation ................................................................................. 11
Figure 3: HR policies and practices ............................................................................... 13
Figure 4: Enhancement of employee performances ...................................................... 15
Figure 5: Research methodology .................................................................................. 21
Figure 6: Conceptual Framework .................................................................................. 22
Figure 7: Research Onion ............................................................................................. 23
Figure 8: Consideration towards employee performance .............................................. 37
Figure 10: Policies adopted to enhance employee performance ................................... 38
Figure 10: Effectiveness of policies ............................................................................... 40
Figure 11: Growth Symptoms ........................................................................................ 42
Figure 12: Recommendations ....................................................................................... 44

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Chapter 1: Introduction
1.1 Topic Introduction
The performance of the employees in an organisation is an important factor that
determines the success of the organisation. In such case, the policies of the
organisation are such that it also contributes to the performance of the employees. This
is a significant factor owing to the fact that the performance of the employee will affect
the overall productivity of the organisation. In turn, it increases the efficiency of the
employees and reflects on the career graph of them. The growth-oriented policies that
are adopted by the organisation ensure that the company is concerned about its
employees.
1.2 Position of the topic as per present scenario
Amazon.com Inc. is a global organisation working as Amazon is an electronic
commerce as well as cloud computing organisation based in Seattle in the United
States of America. Amazon was founded by Jeff Bezos on the 5th of July in
1994(Amazon.com, 2018). Since then the company has strived and is the biggest online
retailer in the world as per the market share and the revenues collected by the
organisation worldwide. Amazon has been facing issues regarding the performance of
the employees due to some of the policies adopted by the organisation (Segar, 2018).
Amazon considers its employees to be always available if they find them to be able to
endure a lengthier stay at the office. The company then sets work schedules for such
employees which claim to the fact that they should prioritise their work over any other
thing in their lives that is even their families.
Added to this, the policy of allowing the fellow colleagues in the team to give feedback
to others in the team by means of the tool of anytime feedback is also different from any
other organisation. Recent protests in various parts of the world raise the issue of low
wages to the workers compared to the backbreaking workload. The issues of increased
workload and lower pay have direct impact on the performance of the employees as

8
well as the overall productivity (Barrick et al.2015, p. 116). Moreover, employee
feedback policies which are on the basis of the competitive environment that Amazon
boasts have positively impacted the organisation.
Recent reports suggest that the excessive workload and lower pay scale of Amazon
have let the employee’s widespread rise against the company (Athitakis, 2015). This
proves of the lesser compliance of the employees with the company that is seriously
affecting the brand image and productivity of Amazon. This research shall focus on
different HR practices and policies that are implemented by Amazon to enhance
employee performance [Refer to Appendix 2].
1.3 Significance or Relevance of the topic
In the era of modernisation, there occur a number of management problems in an
organisation. In order to run a successful organisation, it is very important to manage
the employees with great skill management. There are a lot of global companies that
are hiring employees to spread their area of business. The different HR practices of the
organisations make it possible for the companies to maintain a positive growth while
enhancing both the employee performance and productivity. With an intention to expand
the branches of the organisation it often happens that the company forgets to look into
the major problems due to the mismanagement (Wheelen et al. 2017, p.121). Talking
about one of the globalised company Amazon, it has also faced several issues
regarding the employees' facilities due to the negligence towards employee satisfaction
(Rittenhouse, 2017). The HR recruitment policies play an important role to satisfy the
need of working ability of the staffs (growhr.co.nz, 2018). These HR practices are
mainly conducted with the intention of improving the performance of the employees in
the current scenario. Concerning the present situation, the research is conducted to
analyse every aspect of the HR programmes of the company and the policies regarding
it. It is done to evaluate the importance of the issues to generate a better working
culture and enhance the employee satisfaction for the ultimate increase in the profit
margin while restoring the productivity.

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1.4 Contemporary nature of the study
As the modern era of globalisation is giving birth to a competitive market, there occur
numerous problems regarding the job culture and employment (Barrick et al, 2015,
p.132). Talking about the current scenario, the company Amazon is having serious
issues considering the low payment of the employees while they are having an
excessive workload. Moreover, it is also considered to be one of the major problems of
the employees that they are not being treated in the right way. The complaint of not
getting paid according to the labour has often been registered with the company
Amazon. Moreover, the company is also marked for not behaving in proper manners
with its employees. As a result at present, the company is getting a lot of negative
media attention with regards to its attitude and policies towards the employees.
Considering the global market of working, there are a lot of countries that are struggling
to solve their employment issues (Young et al. 2015, p.701).
The employees often get prepared to take revolutionary steps. The dissatisfaction and
disorder in the working environment affect the atmosphere of the company and the
productivity of the organisation as well (Armstrong and Taylor, 2014, p.55). The HR
policies and practices being unable to justify the needs of the staffs in a specific
organisation bring the threat to lead the company towards negative direction while
affecting the job culture and productivity (Landy and Conte, 2016, p.85).
1.5 Research aim, objectives and questions
1.5.1 Aim
The aim of the research is to collect the original data on the basis of proper methods
and to identify the issues that are creating hurdles for the company to progress further.
1.5.2 Objectives
The objectives of the research follow the issues mentioned below.

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● To critically analyse the importance and impact of different HR practices in the
organisation for enhancing employee performance
● To evaluate the implications of different theories and models of HR practices in the
present corporate world
● To identify the challenges faced by companies in implementing HR practices
● To recommend the possible ways to restore employee satisfaction while generating
improved HR practices for the betterment of both the employees and the company
1.5.3 Research Questions
Q1: What is the importance and impact of the different HR practices in the organisations
to enhance employee performance?
Q2: What are the implications of different theories and models of HR practices in the
present corporate world?
Q3: What are the challenges that the company is facing in implementing HR practices?
Q4: What are the possible effective steps in changing the performance of the
employees while maintaining the required HR policies?
1.6 Research gap
Previously many researchers have shed lights on employment issues and some of them
have also emphasised on the HRM issues among many business organisations.
However, in this research, both the variables have been correlated and analysed in a
systematic way. This aspect has been absent in the previous researchers. Along with
this, past research has been conducted in general perspective whereas this research
has provided a view of present scenario with main focus on one company used as an
example. Along with this, the challenges are also discussed in order to provide effective
recommendations for better practices.

1.7 Summary
A clear analysis of this chapter enables us to underst
recruitment policies and the importance of the programmes that a company should
introduce in the working area to provid
guidance and tools for the managers to have a better access t
regarding the functions of the company. In this chapter, the intention of the study is
identified for the purpose of improving it. The main agenda of providing the basic motive
of the research is to highlight the current issues regarding t
basis of this information, the research has been continued with literature review in the
next chapter.
1.8 Structure of the dissertation
Figure 1: Structure of dissertation
(Source: Created by researcher)
A clear analysis of this chapter enables us to understand the relevance of the HR
recruitment policies and the importance of the programmes that a company should
introduce in the working area to provide a better working environment.
guidance and tools for the managers to have a better access to the management
regarding the functions of the company. In this chapter, the intention of the study is
identified for the purpose of improving it. The main agenda of providing the basic motive
of the research is to highlight the current issues regarding the HR Practices and on the
basis of this information, the research has been continued with literature review in the
Structure of the dissertation
Figure 1: Structure of dissertation
(Source: Created by researcher)
11
and the relevance of the HR
recruitment policies and the importance of the programmes that a company should
e a better working environment. It provides the
o the management
regarding the functions of the company. In this chapter, the intention of the study is
identified for the purpose of improving it. The main agenda of providing the basic motive
he HR Practices and on the
basis of this information, the research has been continued with literature review in the

12
Chapter 2: Literature Review
2.1 Introduction
The current chapter providing an overview of the issue of Human resource management
practices in different organisation. Along with this chapter also shed lights on the
existing problems in performance enhancements among the employees in order to
increase the production and employee satisfaction. In order to critically evaluate these
issues and practices in the UK business organisations, the researcher has conducted a
theoretical analysis for getting an effective outcome.
2.2 Concept of different HR policies and practices
Human resource management is one of the most significant aspects of management
which looks after employee issue, their needs to perform work, retention and
recruitment process. According to Akter and Wamba (2016, p.173), in order to perform
a human resource management practice, the managers develop different kinds of
policies such as Regulatory policies. The aim of the regulatory policy is to look after the
disciplines of a company and their impact on the employee sustainability. As opined by
Anderson et al. (2014, p.1298) that equal opportunity for employees and employers will
help a company to maintain their sustainability and reputation. The outcome of the
employees, retention, and recruitments are generally depending on the strategies of
human resource policies and their payment strategies. In 55% companies especially in
case of SME firms, the employees are suffering from over-allocation of work without
proper payments.
About 54% CEOs have planned to increase their employee count by 2018 from 52%
than in 2017 (independent.co, 2018). Critically Anitha (2014, p.308) argued that the
most important HR policy is to promote good work experience with satisfactory payment
opportunities for all employees in an organisation. As for this reason, HR management
requires looking after the payment of overtime, regularity in remuneration payment,
keeping time records, anti-discrimination among the organisations. On the contrary,

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Armstrong and Taylor (2014, p.553) stated that the major challenges for an HR
management team are the paid off strategy in the holidays as they have to manage the
remunerations without any productions. Aryee et al. (2016, p.481) supported and
commented that in case of any leave or absence they have to maintain these strategies.
However, 89% companies including SME and MNC or other big private companies tend
to impose overtime duties in the employees in order to maintain the revenue and
income of the respective organisation (hrsolutions-uk, 2018).
Figure 3: HR policies and practices
(Source: Barrick et al. 2015, p.112)
Thus, in order to provide overtime duties, the HR management have issues in relation to
overtime payment and workload management. Critically Bal et al. (2015, p.126) stated
that, in order to manage the workload distribution, often HR management imposes
pressure on other production managers and on the employees. In the recent few
decades, the employee motivation is another policy and practices which have impacted
on the workability, turnover intentions and many more factors. Barrick et al. (2015,
p.112) supported on the argument and stated that, with the help of proper employee
motivation, a company can retain their knowledgeable and skilled employees. In order
employee issue
needs to
perform
work
retention
and
recruitmen
t

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to provide employee motivations, the Human Resource management often arranges
some sports, games, picnics, tours, yoga class, training, seminar and many more.
These are known as strategic management which systematically impacts on the
production, reputation, and sustainability and employee retention of an organisation
[Refer to Appendix 1].
2.3 Impact and importance of enhancement of employee performances
Employees are the most significant resources for an organisation and the strength of
employees directly impacts on the organisational strength and production. Critically
Bratton and Gold (2017, p.326) opined that employee development is very important for
an organisation which impacts on the up gradation of employee strength and the HR
performs a significant role in the up gradation of employee performances. In case of an
efficient organisation, the employees are provided training in a stipulated interval for
increasing their skills and knowledge. However, in case of technology innovation among
any organisation, the requirement of training and workshops are also very high which
are conducted by the HR management indirectly. Campos et al. (2015, p.286)
supported and commented that with the help of strategic management the activities can
be improved in case of employees. However, the UK government has also emphasised
in the employee training of about 40 hours in a year which is applicable for all kind of
companies and no profitable organisations. On the contrary, over 40% employees either
do not get any training or only receive less than 20 hours training (thesun.co, 2018).

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Figure 4: Enhancement of employee performances
(Source: Barrick et al. 2015, p.112)
This is one of the serious issues among the business organisation which impacts on the
revenue and sustainability of the business. Critically Chuang and Lin (2017, p.26)
argued that this also impacts on the business economic growth of the country. On the
other hand, Clair and Milliman (2017, p.49) stated that, in case of the growth
enhancement, the best practice is the motivational session along with training. It has
been noticed that almost 23% of the business organisation is suffering from gender
biases and other kinds of discriminatory practices which are the responsibility of the
HRM to eradicate and to take strong step for mitigate (hrsolutions-uk, 2018). Thus,
these practices can increase the motivation of employees towards work. On the
contrary Judge and Zapata (2015, p.1149) argued that employee motivation
development can be conducted by credit points, rewards, incentives, increments, and
performance bonus provided to the employees. As per the Maslow's Motivation for
Needs theory, with the help of these motivations, the retention of employees and their
skills can be increased. Many companies are commonly using the learning and
development strategies in order to motivate the employees and increase their skills. As
efficient
organisation
strategic
management
employee
training

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opposed by Katzenbach and Smith (2015, p.236), in order to build a reputation of a
company in the market for a long run, the development of employee skill is necessary
which helps to drag out their best skills and knowledge for an organisation.
2.4 Theoretical Interpretations
2.4.1 Human Relations Theory
As suggested by Bal and De Lange (2015, p.141), in an organization the group of
employees provides the base for the structure of the organization. The positive attitude
of this group brings out the best outcome for the company, whereas a negative
approach of the workforce not only upsets the natural growth of the organization but
also hampers its existence in the long run. Professor Elton Mayo, in his Human relations
theory, has established the fact that for a company the people of the organization is
much more important than the machines. He also found out that people tend to be a
part of such an organization that encourages Development and Growth. People
generally appreciate the efforts of encouragement and support by the hierarchy. Barrick
et al, (2015, p.121) opine that the company output is a teamwork, where every
individual put their industry to achieve a goal. Professor Mayo observed the increased
amount of motivation and attention that brought a higher amount of productivity for a
company, which is also famously known as the Hawthorne Effect.
In his experiment, Professor Mayo segregated a group of worker of the Hawthorne plant
and provided a better working environment, including lighting condition, increase in
payment, decrease in working hours etc. In relation to the present scenario, this theory
is highly applicable to companies who provide due importance to employee motivation
and adopts policies and practices that help in enhancing the performance of the
employees [Refer to Appendix 3].
Similar to Hawthorne experiment, the companies seek to follow policies in relation to
increasing payment such as bonus and incentives or adopts similar other practices such
as organizing of cultural programs once in a while (Landy and Conte, 2016, p.26). In
general, the theorem proved the fact that an individual can surpass his and her

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independent ability when working as a supportive team within a supportive atmosphere.
As per Marchington et al. (2016, p.64), one should not forget that humans are social
creature and tend to be together as a bunch which gives them a sense of security. Also
the feeling that someone is actually concerned about their working condition and trying
to improve it gives them a feeling of integrity and association with the workplace. Then
there is also the factor of the bond they have within the group with each other. The
ability to communicate on a personal level and the desire to stand by each other adds to
the comfort level at the workplace (Shin and Konrad, 2017, p.978).
2.4.2 Administrative Theory
H Fayol, in his Administrative theory explains the scope of the human resource
management in analyzing the potentials of the employees and administering the
workforce for a gradual growth of the company. By a regular monitoring and analysis of
the scenario, the management can identify the problems and the ways to get out of that.
In order to do that Fayol identified five key management roles of the management as
discussed below:
Planning
According to Fayol, the ability to plan correctly is the most important function of the
management, as it can save the company from any future problem and can handle the
present situation better. Hence, in case of adopting any policies and practices,
management of a company always tends to plan vigorously, analyzing the strength and
weakness of the plan adopted before implementing it.
Organising
By the term organising, Fayol meant the right amalgamation between the human-
resources and the non-human resources of the company.
Commanding
The administration should have an authority over the workforce.
Coordinating
The right coordination among the various divisions of the organization is important and
be done by the management.

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Controlling
The management should always have a check for the gaps in between the potentials
and the actual performance level of the company.
Fayol emphasised on the efficiency of the manager to implement the above mentioned
characteristics. In order to do that he presented a 14 point guidelines to be followed by
the management. Some of the most significant points are mentioned below:
 Division of work according to individual interest and efficiency.
 Authority with Responsibility gives employees freedom to work at the same
time reminds them of their duties.
 Discipline must be there so that the employees follow the decisions taken by the
authority.
 The absence of Unity of Command can make an employee confused. That
means the order provided by the supervisor should coincide with the decisions of
the management level (Bratton and Gold, 2017, p.556).
 It is better to have only one supervisor or director in one department for Unity of
direction.
 According to Fayol management should prefer organizational interest over
individual interest that is Subordination of Individual Interest to General
Interest.
 Performance Related Remuneration ensures that employees are satisfied and
willingly giving their best efforts in achieving the Company goals. According to
Aryee et al. (2016, p.491), the management should focus on the fact that the
right evaluation of an efficient employee is necessary to retain the talented
workforce of a Company. Timely payment of salary and a few additional parks
can create a healthy competition among the employees.
 Equity
 All those are employed in the organization should be treated fairly and equally.
As per Shen and Benson (2016, p.1729), any biased behaviour by side of the

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authority can break the unity among the employees that may affect the company
in the long run.
 Stability of Tenure
 According to Maslow's hierarchy model of needs, Physiological and safety needs
are the primary driving force for which an employee works in an organization. So
the management should ensure that the job they are providing to the worker is
secured.
 Esprit de Corps i.e. unity is strength should be the motto of the organization.
According to Wheelen et al. (2017, p.47), management should ensure an
integration among all the actions of the company. And the employees must be
aware of these goals set by the organisations.
2.5 Challenges that an organisation faces in HR management and employee
performance
In order to manage the employee performances, the human resource management of
an organisation faces a lot of challenges. According to Kerzner and Kerzner (2017,
p.102), the main challenge is analysis and designing of works. Most of the companies
especially the retails are having a multi-production workplace which consists of different
kinds of works. Thus, it is a great challenge for a human resource management to
allocate works and resources according to the requirements. On the other hand, Landy
and Conte (2016, p.32) stated that after the resource allocation the management has to
provide training and recruitment according to the requirements. Along with this, Luthans
et al. (2015, p.23) opined that the performance management, rewards providing and
another credit allowance is a significant aspect that provides the challenges on both the
employees and human resource management.
Thus, this is a big challenge for the management of a company in order to maintain the
employee management relationship. On the contrary, Mamic (2017, p. 89) argued that
among many SME firms the partiality and mistreatment of employees by the

20
management can be seen. Critically it can be stated that, along with this, the lack of
communication between employee and HR management can be seen which impacts
the employee motivation towards their work. According to Marchington et al. (2016,
p.36), most of the companies of the UK consist of autocratic leadership system which
has a considerable gap between employee and management. This is why, the
employees feel uncomfortable to approach any issue or complaints to the management,
as a result, dissatisfied employees tend to show turnover intentions. On the contrary,
Ostroff and Bowen (2016, p.36) stated that legal issues also sometimes impact on the
HR management such as discrimination, sexual or racial abuse or other criminal
activities in a company.
2.6 Summary
This chapter highlights the facts and issues that are prevailing in the human resource
management and employment of business organisation in the UK. At the end of this
chapter, several gaps which exist in various other researchers have been portrayed and
those gaps have been met in the current research work. The next chapter will focus
mainly on the methods that have been used by the researcher to collect the data and
conduct the research.

Chapter 3: Research Methodology
3.1 Introduction
A definite research methodology enables the researcher to have a fixed approach
towards a specific topic so that the researcher is able to elaborate the correct way of
approach considering the provided topic. Concerning the methodology of a resea
is necessary to determine a specific process to analyse a determined topic with respect
to the methodology to conduct the process of research in a smooth way. Here the
various types of methodologies with various approaches and designs are going to
discussed. It is necessary to conduct a research methodology as it provides the
researcher with an opportunity to proceed with the specific topic.
Figure
(Source: Created by researcher)
Chapter 3: Research Methodology
A definite research methodology enables the researcher to have a fixed approach
towards a specific topic so that the researcher is able to elaborate the correct way of
approach considering the provided topic. Concerning the methodology of a resea
is necessary to determine a specific process to analyse a determined topic with respect
to the methodology to conduct the process of research in a smooth way. Here the
various types of methodologies with various approaches and designs are going to
discussed. It is necessary to conduct a research methodology as it provides the
researcher with an opportunity to proceed with the specific topic.
Figure 5: Research methodology
(Source: Created by researcher)
21
A definite research methodology enables the researcher to have a fixed approach
towards a specific topic so that the researcher is able to elaborate the correct way of
approach considering the provided topic. Concerning the methodology of a research, it
is necessary to determine a specific process to analyse a determined topic with respect
to the methodology to conduct the process of research in a smooth way. Here the
various types of methodologies with various approaches and designs are going to be
discussed. It is necessary to conduct a research methodology as it provides the

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3.2 Conceptual framework
Figure 6: Conceptual Framework
(Source: Created by researcher)

3.3 Research Onion
(Source: Saunders
3.4 Research Philosophy (Positivism)
There are a number of research philosophies that are chosen to be followed while
conducting a research such as
of the philosophy has its own way of presenting the collected data. Hence, the methods
of data collection are also related to these philosophies.
Figure 7: Research Onion
(Source: Saunders et al. 2009)
Research Philosophy (Positivism)
There are a number of research philosophies that are chosen to be followed while
conducting a research such as Pragmatism, Realism, Interpretive and Positivism
of the philosophy has its own way of presenting the collected data. Hence, the methods
data collection are also related to these philosophies.
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There are a number of research philosophies that are chosen to be followed while
Positivism. Each
of the philosophy has its own way of presenting the collected data. Hence, the methods

24
Research
Philosophy
Pragmatism Realism Interpretive Positivism
Method of
Data
Collection
● Multiple,
mixed
method of
design
●
Quantitative
and
Qualitative
● Methods
should be
fixed to the
concerning
subject
● Quantitative
and
Qualitative
● Samples are
small but
provide depth to
the subject
matter
● Based on
investigations
● Qualitative
● Large Samples
that are highly
Structured
● Quantitative
and Qualitative
and relies on
measurements
Table 1: Methods of Data Collection according to the Research Philosophy
(Source: Flick, 2015, p.44)
These research philosophies indicate the source of the data collection, the gathered
knowledge and the nature of the study following which the collected data would be
analysed.
Justification
These four types of philosophies are based on various ways of data collection. Among
these, the Positivism Philosophy is followed by the researcher in this research work.
This philosophy indicates the knowledge based on the facts that the researcher has
gained in spite of having some limitations in the data collection and interpretation of
these (Taylor et al. 2015, p.75). It is only used as the research philosophy when the
data and literature are the subjects to be analysed. Axiology, Ontology, Epistemology
and the Typical Methods are the factors that are effective variables in influencing this
positivism in research philosophy (Palinkas et al. 2015, p.539).

25
Concerning the conducted research, the positivism philosophy has been chosen as it is
purely based on the facts and statistics and data that have been collected and analysed
with the help of graphs and charts. Positivism philosophy stands on the quantifiable
statistics and statistics. The research is based on positivism philosophy as it also has
been conducted on the data obtained through surveys and interviews that are authentic
in the true sense of the term.
3.4 Research approach (Deductive)
The various kinds of research designs are described below in the given chart:
Quantitative or
Deductive
Mixed Method Qualitative
Scientific
Method
“Top-down”, deductive,
the theory and
hypothesis are tested
with collected data.
Inductive and
Deductive.
Inductive, often
considered to be
“bottoms-up”.
New hypothesis and
theory are generated
from obtained data.
Human
Behaviour
Predictive, regular
behaviour.
Somewhat
predictable.
Unstable behaviour.
Objectives
of the
research
Prediction, description
and explanation.
Multiple
objectives.
Discovery and
exploration.

26
Focus Only able to judge the
surface of the problem,
that is compared to a
narrow-angle lens.
Multi-Lens, able
to see both sides
of the problem.
Examines the depth of
the situation that is
considered to be wide
angle deep lens.
Table 2: Methods of Research Approach
(Source: Marshall et al. 2017, p.39)
Justification
Considering the Positivism philosophy, the Quantitative approach is connected to this
research methodology. This approach is often known as Deductive approach. In this
approach, the research is conducted on the basis of predictive behavioural aspects and
descriptive explanations. This approach provides the researcher with the opportunity to
collect data through an interviewing process or surveying with the help of a set of
questionnaire to identify the issues that are affecting the workplace environment and the
productivity (Luthans et al. 2015, p.463).
The research follows a deductive approach as it is based on the primary data collection.
It is done through the interview of the managers and surveys conducted among the
employees of Amazon concerning the policies of the company and role of the practices
conducted by the HR management. After analysis of the gathered data, the researcher
has been able to present the data to find the significance of the research questions. The
questions are based on the HR programmes of the company Amazon and to
understand the implications of these to get an idea of its impact on the company's
growth.
3.5 Research Design (Descriptive)
The research design deals with the process of analysing the data of the variables
including dependent, independent, external and internal variables. The purpose of
choosing a research design is to make it understandable for the researcher to study the

27
individual factors that are connected with the suggested topic of research (Lewis, 2015,
p.474). Unlike the research approach and research philosophy, there are several kinds
of research designs like Descriptive, Experimental, Semi-Experimental, Review, Co-
relational and Meta-analytic. These few designs are used to analyse the obtained
data while conducting a research.
Justification
A researcher continues his research through three ways of Observational, Case Study,
and Survey. In the Observational phase, there are two types of observation; Naturalistic
Observation and Laboratory Observation. This research falls under Naturalistic
Observation, where the data and statistics are analysed to identify the issues of the
company Amazon. This design suggests the processes wherein the initial step the
participants are identified and the further research is processed.
The research follows the descriptive designs while having an analysis of the obtained
data based on the findings of the research. The design has also been used for the
researcher to connect the collected data with the project objectives and to link it with the
same.
3.6 Population and Sampling
Population and sampling are the method of data collection where sampling is used to
collect data on the basis of statistical population. Population is said to be the each and
every person of the group or company, whereas sampling refers to the selected number
of people of the unit, who have been chosen as a sample in the research (Sekaran and
Bougie, 2016, p.79). This research contains the sampling of three managers and
seventy-one employees of the company Amazon. The 3 managers are chosen for the
qualitative interview and the 71 employees are selected for the quantitative survey.

28
3.7 Data collection methods
The methods of data collection consisted of two types of data- Primary and Secondary
data. The primary data collection is conducted on the basis of field data collection. On
the other hand, the secondary way of data collection is based on the information
collected from books, journals, articles and newspapers. The process of Primary data
collection follows through Interviews, Observations, Surveys and Questionnaire that
are followed in this research.
Primary Quantitative and Qualitative
Primary data collection is based on two kinds of process- Quantitative and Qualitative.
The research is based on the information provided by the managers (qualitative and
interview) and the employees (quantitative and survey) of Amazon.
Justification
The primary data has been used to get the authentic data and information from the
managers and the employees. The data is obtained through a set of a questionnaire
used in the interviews and survey. Therefore, no scope of manipulation of the
information is possible. Based on the authentic information, the researcher has been
able to understand and analyse the real-life situation of the corporate world.
Advantages and Disadvantages of the methods to be used
Advantages and disadvantages of Quantitative data collection are stated below:
Advantages Disadvantages

29
1. Easy and cheap as the
employees are willing to
cooperate with the researcher.
2. The reliability of the data is high
as it comes straight from the
employees.
3. Independent and dependent
variables are clear in this data
analysis method.
4. The researcher is provided with
the chance to focus on the
major issues.
1. The outcome is limited and is not able
to focus on the underlying issues.
2. The obtained data is not used to
control the situation as the employees
themselves are the victims of the
crisis.
3. The data collection method is quite
expensive as there are a lot of
employees who are willing to
participate in the survey.
4. Many people are to be surveyed in
order to get better results.
Table 3: Quantitative Research
(Source: Herrett et al. 2015, p.831)
Advantages Disadvantages
1. The hidden factors of the company
come to light while talking to the
personals.
2. The detailed information is found
through the facial expressions, the
tone of voice, hesitation can be
recorded.
3. Provides a chance to the
researcher to understand the
situation from an organisational
1. Needs a proper setup and
consumes time as it is to be done
with three managers with busy
schedule.
2. A tendency of being biased is seen
in the attitude of the managers as
they are the representative of the
company.
3. A risk for embarrassment lingers as
some personal questions are

30
point of view. asked.
Table 4: Qualitative Research
(Source: McCusker and Gunaydin, 2015, p.539)
3.8 Ethical consideration
Following the Data Protection Act 1998, the information obtained from the managers
and employees have been kept confidential. The obtained information is authentic and
based on original views of the participants. The information has not been shared with
any third party outsider and the participants have not been manipulated or forced to
answer.
3.9 Research Limitations
The research has been conducted to identify the policies of the company and the
activity of the HR management department that provide tools to the managers to handle
the staffs of a company. In order to get the required data, the researcher had to go
through several hurdles including funding. The major problems that have come in the
way of the research have been the deficiency of time. The participants were not always
available or were reluctant to give their time, which expanded the duration of the project
and limited the scope of the research. Moreover, the officials were not ready to share
their personal data with the researcher. Besides, as the research process is quite

31
expensive, the lack of fund has been a major hardship for the project to be conducted.
The presence of more time, fund and cooperation of the officials and the employees
would help the researcher to justify the research purpose more effectively.
3.10 Summary
The research aims to identify the underlying reasons for failure of the HR management
of the above-mentioned company. The research works on following a specific
methodology that helps the researcher to understand relevance of the implementation
of the HR programs. The main motive of conducting the research lies in the purpose of
collecting data through interviews of few managers and employees to get an overview
as well as underlying aspects of hidden issues. This dissatisfied situation and failure of
HR practices to enhance the employee performance leads to the ultimate loss of the
company while affecting the productivity. The research is based on descriptive research
design that supports the positivism philosophy for research method through the
collection of primary data. This research enables the researcher to get the idea of
relationship between the employees and the management. It also enables the
researcher to find out the functions of the HR programs and the company policies that
need to be improved for the betterment of the company. Although some obstacles have
appeared while conducting the research, it aims to determine the goal understanding
the need of upgrading the plans of the company to improve employee performance to
generate a better growth of both company and the employees. With a determined
method of data collection, the researcher has carried the research forward on through
presenting the primary data obtained through survey and interview with a set of
questionnaire.

32
Chapter 4: Data Presentation and Analysis
4.1 Introduction
This chapter includes all the data collected through the interviews, questionnaires as
well as surveys that are in accordance with the proposed literature. In order to find the
differences as well as the relationship between the variables and to forecast the
outcomes of the process the data is, therefore, analysed both qualitatively and
quantitatively. Thus, it can be said that the interpretation of the collected data will help
give a significant meaning to the data and finally help to deduce fair judgements.
4.2 Primary qualitative through interview questionnaires
A set of three questions are mentioned in the questionnaire. The questionnaire is
prepared and provided to three of the managers of Human Resources in Amazon. The
answers and reflections received from the managers are relation to the issues
mentioned and in accordance with the proposed literature.
Questions Answers
1st Manager
1. What are the policies adopted
by the Amazon to regularly
evaluate the performances of the
employees?
“Amazon has always been very focused on
providing a good working environment to its
employees. It has a system of providing
feedback to co-workers of their ideas and work.
This gives a push to the employees both in case
of a negative as well as positive review.
Moreover a weekly, as well as a monthly review,
is done regarding the business provided by the
employees. In this review, the employees are
held accountable for all the metrics of the
individual performance."

33
2nd Manager
2. What are the challenges faced
by the company after
implementing policies that
enhance the performance of the
employees?
“The challenges that we face are often very
unprofessional to the fact that it does not cater to
the objectives of the policies of the organisation
that are implemented to enhance the
performance of the employees. For example, the
feedbacks that are provided by the colleagues
are not directed to the purpose of improving the
quality of the progress of work relative to the
project assigned to the respective team. That is,
employees are found to complain due to the bad
relationship or hidden anxiety or aggression
against the fellow worker. Moreover, in such
case, we were required to analyse the fact by
going deeper into the issues as to find the real
picture and provide appropriate judgements. The
weekly, as well as the monthly review that is held
in person, consume a lot of the work hours and
energy of the employees on both the sides of the
desks. Even though the ultimate outcome is
positive, however, the wastage of time and work
are so huge that it does not completely
compensate for the losses. ”
3rd Manager
3. What are the long-term plans of
the company to improve the
performance of its employees?
“As for now, Amazon has a special program for
improving the performance of the existing
employees who have worked for the company
for at least a term of five years. The program has
segments with each segment aimed at fulfilling
its respective objectives. The employees whose
performances are questionable are entitled to be
a part of this program, but it is confidential and

34
not revealed to any other employees. The
company is aiming to improvise the approaches
taken up in this program to enhance the process
and make it more productive. The challenges
that are faced are relative to creating a smooth
relationship with the employees with their
supervisors. This also accounts for the security
of their jobs, internal equity in the organisation
and the measures for enhancing employee
satisfaction. ”
Table 5: Primary Qualitative Questions
(Source: Created By Learner)
Analysis
Question 1
The answer obtained from the questionnaire in relation to the first question mentioned,
that is, regarding the policy of the organisation relates the fact that the company,
Amazon has been aware of the significance of the performance of its employees. It is
aware of the fact that the performance of the employees can affect the productivity of
the organisation as well as the image of this global brand. Moreover, it works to fulfil the
objectives of the organisation and specifically the fourteen principles that it boasts off
usually. In order to fulfil these objectives and to abide by the principles of the
organisation, Amazon has been constantly adopting policies that are different from
others and work towards improving the performance of the company. One initiative of
Amazon is the well-known feedback tool of Amazon (Bonazzo, 2018). This is a unique
approach that lets employees provide feedback to their co-workers. In such case, it
gives a push to those employees whose work has been reviewed. This even sets out a
more competitive environment in the team and eventually, the company attains the
profit reflected by the increased efficiency and productivity. The fact that co-workers

35
have the power of providing feedback which may be good or bad and may affect the
relationship between the employees in case the other employee has given a negative
feedback. The policy that is adopted by the company regarding the weekly and monthly
reviews of the business generated by the respective employees have been found to be
productive as well as successful to the point of fulfilling the objectives of the process.
The process takes place for long hours and involves one-to-one approach, in which
each employee is thoroughly assessed of his or her performance for a period of a week
or a month as the case may be.
Question 2
As per the reply from the manager of Human Resources, the challenges faced by the
company are related to the policies adopted by the company to improve the
performance of the employees. The fact that the employees are able to give feedback to
their co-workers has given rise to cases of serious unprofessionalism. This does not
cater to the objectification of the policy that is purely intended for creating a better
competitive environment for the employees. The feedback tool is found to be misused
by many employees bearing personal aggression against any fellow employee. This can
give rise to personal strives if issues are not handled on professional aspects only. It
can reflect a constant mental torture on an employee in case the employee is wrongly
made a convict. Thus, on the whole, it adds up to poor relationship among employees
as well as the leaders and creates a work environment that is not progressive. The
weekly and monthly review process has been time and again proved to be functionally
productive. However if collectively assessed on the basis of its dependencies on other
factors and the impact on the daily sales and finally the profits then the picture is quite
different. As the assessment is done to do an in-depth analysis on the said purpose,
hence time consumed is too much that affects the work hours incessantly to the level of
not compensable to the sales and its corresponding profits of a daily.
Question 3
As per the answer of the third manager mentioned in the questionnaire, the fact
regarding long-term plans of Amazon is to enhance the performance of the employees

36
who are present in the organisation. The long-term plan is to incorporate ways as to
improvise the existing program of performance improvement. The program which is
formulated for improving the performance of the employees of Amazon is designed as
to include all the employees who are employed for at least five years in the company
(Nolan, 2014). The program is composed of phases which have their goals associated
with that phase of the program. Even though it is believed the program has been helpful
but reports suggest that maximum employees are found to fail in this program and leads
to those employees leaving the company. Moreover, the most important question is
regarding the employees who are working in the organisation for less than five years.
The fact that the company is not concerned about improving the performance of such
employees and that they are entitled to leave the job if they are not found to work
efficiently for the progress of the organisation.
4.3 Quantitative questions for employees
Questionnaire for Employees
Question 1: How far has Amazon been considerate about policies to improve the
performance of the employees?
Options Response
Percentage
Number of
responses
Total number of
employees
Very considerate 43.67 31 71
Considerate 36.62 26 71
Neutral 16.9 12 71
Not considerate 2.82 2 71
Table 6: Policies adopted to enhance employee performance
(Source: Created by Learner)

Figure 8: Consideration
(Source: Created by Learner)
Analysis
Question 1
As per the results obtained from the questionnaires provided to the employees, it is
observed that Amazon has been considerate towards adopting policies that can
enhance the performance of its employees. This proves that the company values its
employees and can consider the significance of performance of the employees as to
affect the company and its progress. The survey has revealed that out of 71 employees
who were considered for the survey; around maximum number of employees believe
that the company considers issues and policies that are related to the performance of
the employees.
Question 2: What policies are adopted by Amazon as to enhance the performance of
its employees?
: Consideration towards employee performance
(Source: Created by Learner)
As per the results obtained from the questionnaires provided to the employees, it is
observed that Amazon has been considerate towards adopting policies that can
performance of its employees. This proves that the company values its
employees and can consider the significance of performance of the employees as to
affect the company and its progress. The survey has revealed that out of 71 employees
d for the survey; around maximum number of employees believe
that the company considers issues and policies that are related to the performance of
What policies are adopted by Amazon as to enhance the performance of
37
towards employee performance
As per the results obtained from the questionnaires provided to the employees, it is
observed that Amazon has been considerate towards adopting policies that can
performance of its employees. This proves that the company values its
employees and can consider the significance of performance of the employees as to
affect the company and its progress. The survey has revealed that out of 71 employees
d for the survey; around maximum number of employees believe
that the company considers issues and policies that are related to the performance of
What policies are adopted by Amazon as to enhance the performance of

Options Response
Percentage
Work
environment
49.3
Developmental
Training
32.39
Policies of
compensation
15.49
Appraisal for
performance
2.82
Table 9: Policies adopted to enhance
(Source: Created by Learner)
Figure 10: Policies adopted to enhance employee performance
(Source: Created by Learner)
Response
Percentage
Number of
responses
Total number of
employees
35 71
23 71
11 71
2 71
: Policies adopted to enhance employee performance
(Source: Created by Learner)
: Policies adopted to enhance employee performance
(Source: Created by Learner)
38
Total number of
employees
employee performance
: Policies adopted to enhance employee performance

39
Analysis
Question 2
In the context of the company's policies for improving the performance of the
employees, it is found that Amazon has been adopting policies that enhance the
performance of the employees. According to the employees of Amazon, maximum of
them believe that the organisation has adopted policies that have led to building a
positive work environment. This has been followed by developmental training and then
compensation policies. The least number of policies are found to be regarding rewards
and recognition was given to the employees. Thus, it can be inferred from the scenario
that the company has been adopting policies that definitely direct towards performance
improvement of the employees yet they are all company-centric. This is because;
employees are not commended for their excellent performances.
Question 3: How much effective were the policies in enhancing the performance of the
employees?
Options Response
Percentage
Number of
responses
Total number of
employees
Much effective 40.85 29 71
Effective 42.25 30 71
Neutral 14.09 10 71
Not effective 2.82 2 71
Table 8: Effectiveness of policies
(Source: Created by Learner)

Figure
(Source: Created by Learner)
Analysis
Question 3
In order to understand the efficiency of the policies adopted, it is found that the
maximum number of employees of Amazon is of the strong
efficient to fulfil the objectives. With an intention of enhancing the performance of the
employees a company should bring the changes in the clichéd policy of its orthodox
system that may not work in the current scenario. Whi
Policies, the main motive of the Human Resource Management department is to create
the desirable working atmosphere for the employees while enhancing their working
ability. The HR department of a company develops the culture
the standards for their business. Even though there is a sleek difference between the
employees who believe that the policies have been most efficient and just efficient, it
can be understood that the policies have helped improve t
employees. It proves that the policies have reflected on better performances of the
employees with regards to efficiency and accuracy.
Figure 10: Effectiveness of policies
(Source: Created by Learner)
In order to understand the efficiency of the policies adopted, it is found that the
maximum number of employees of Amazon is of the strong belief that the policies were
efficient to fulfil the objectives. With an intention of enhancing the performance of the
employees a company should bring the changes in the clichéd policy of its orthodox
system that may not work in the current scenario. While talking about the current HR
Policies, the main motive of the Human Resource Management department is to create
the desirable working atmosphere for the employees while enhancing their working
ability. The HR department of a company develops the culture of the company and sets
the standards for their business. Even though there is a sleek difference between the
employees who believe that the policies have been most efficient and just efficient, it
can be understood that the policies have helped improve the performance of the
employees. It proves that the policies have reflected on better performances of the
employees with regards to efficiency and accuracy.
40
In order to understand the efficiency of the policies adopted, it is found that the
belief that the policies were
efficient to fulfil the objectives. With an intention of enhancing the performance of the
employees a company should bring the changes in the clichéd policy of its orthodox
le talking about the current HR
Policies, the main motive of the Human Resource Management department is to create
the desirable working atmosphere for the employees while enhancing their working
of the company and sets
the standards for their business. Even though there is a sleek difference between the
employees who believe that the policies have been most efficient and just efficient, it
he performance of the
employees. It proves that the policies have reflected on better performances of the

41
Question 4: What are the growth symptoms that you have noticed in the company over
the last five years due to the improved performances of the employees?
Options Response
Percentage
Number of
responses
Total number of
employees
Profit increase 45.07 32 71
Growth of
infrastructure
19.72 14 71
High productivity 33.8 24 71
Bonus or
incentives
1.42 1 71
Table 9: Growth symptoms
(Source: Created by Learner)

Figure
(Source: Created By Learner)
Analysis
Question 4
In the context of the growth symptoms of the company, the employees believe that the
company has seen sea changes in the
Amazon has turned out to be one of the biggest online retailers of all times (Fiegerman,
2018). Moreover, the survey also reveals that the company has also seen high
productivity in this period of time. The asto
have been significantly low compared to the profit earned by the company. This can
have a negative impact on the employees and their perceptions of the company which
is not a good sign. It will affect the gro
employees will be less motivated to work out of bounds for the company and talented
candidates would not prefer joining Amazon. In order to resolve the issues of such
mismanagement and dissatisfaction, every company
This team helps the manager to resolve the issues of the employees while proving the
Figure 11: Growth Symptoms
(Source: Created By Learner)
In the context of the growth symptoms of the company, the employees believe that the
company has seen sea changes in the profit percentages for the last five years.
Amazon has turned out to be one of the biggest online retailers of all times (Fiegerman,
2018). Moreover, the survey also reveals that the company has also seen high
productivity in this period of time. The astonishing factor is that the incentives and bonus
have been significantly low compared to the profit earned by the company. This can
have a negative impact on the employees and their perceptions of the company which
is not a good sign. It will affect the growth of the company in the near future as
employees will be less motivated to work out of bounds for the company and talented
candidates would not prefer joining Amazon. In order to resolve the issues of such
mismanagement and dissatisfaction, every company hires a team of HR Management.
This team helps the manager to resolve the issues of the employees while proving the
42
In the context of the growth symptoms of the company, the employees believe that the
profit percentages for the last five years.
Amazon has turned out to be one of the biggest online retailers of all times (Fiegerman,
2018). Moreover, the survey also reveals that the company has also seen high
nishing factor is that the incentives and bonus
have been significantly low compared to the profit earned by the company. This can
have a negative impact on the employees and their perceptions of the company which
wth of the company in the near future as
employees will be less motivated to work out of bounds for the company and talented
candidates would not prefer joining Amazon. In order to resolve the issues of such
hires a team of HR Management.
This team helps the manager to resolve the issues of the employees while proving the

43
managers with needed plans. This study conducts the significance of the implemented
policies of the company to identify the roots of the problems and to resolve them with
serious steps. The policies that are adopted by organisation are such that it
concentrates on the growth of the organisation.
Question 5: What would you recommend to enhance employee performance?
Options Response
Percentage
Number of
responses
Total number of
employees
Positive work
environment
28.17 20 71
Competitive
Benefit
29.58 21 71
Skill
Development
23.94 17 71
Recognition and
Rewards
18.31 13 71
Table 10: Recommendations
(Source: Created by Learner)

Figure
(Source: Created by Learner)
Analysis
Question 5
The employees are of the belief that the policies that are adopted by the company to
enhance the performance of the employees are all related to competitive benefit as well
as towards building a positive environment for work. This has gained the likes of the
employees who are concerned about their performances to reach higher levels in the
organisation. Even though the company invests least in recognising and rewarding the
brilliance of its employees, however, it provides training for developing skills to
employees who have the aim of going up the scale.
Figure 12: Recommendations
(Source: Created by Learner)
The employees are of the belief that the policies that are adopted by the company to
enhance the performance of the employees are all related to competitive benefit as well
g a positive environment for work. This has gained the likes of the
employees who are concerned about their performances to reach higher levels in the
organisation. Even though the company invests least in recognising and rewarding the
ployees, however, it provides training for developing skills to
employees who have the aim of going up the scale.
44
The employees are of the belief that the policies that are adopted by the company to
enhance the performance of the employees are all related to competitive benefit as well
g a positive environment for work. This has gained the likes of the
employees who are concerned about their performances to reach higher levels in the
organisation. Even though the company invests least in recognising and rewarding the
ployees, however, it provides training for developing skills to

45
4.4 Critically discuss the result of the literature review
Objective 1
According to the objective of the research as to critically analyse the importance and
impact of HR practices, the relevant concepts are vividly explained in the sections 2.3
and 2.4 of Chapter 2 Literature Review. These concepts have been further objectified
by relating a practical example of the company, Amazon.
Objective 2
The objective of evaluating the theories and models of HR practices has been fulfilled in
section 2.5 of Chapter 2. All the concepts that materialise the significance of
implementation of policies by the HR department have been provided which are relative
to the improvement of the performance by the employees.
Objective 3
The challenges of HR practices faced by companies have been mentioned in the
section 2.6 in this Chapter. This concept has been further studied in the case of
Amazon and detailed in the section 4.2 of Chapter 4 of Data Presentation and Analysis.
Objective 4
The recommendations are provided as to find compliance of the employees' satisfaction
that can help improve the performance of employees and finally impact the growth of
the organisation. This is further explained in section 4.2 quantitative analysis of Chapter
4. This will help in developing HR practices that in a way cater to the satisfaction as well
as retention of the employees in the organisation.
4.5 Summary
This chapter deals with the collection of data by means of questionnaires prepared for
the managers of Human Resource as well as the employees of Amazon. Around 3
managers of the Department of Human Resource and 71 employees of Amazon were

46
made accountable to provide answers to the questionnaire as a part of the survey. The
questions are relevant to the purpose of objectifying the policies adopted by the
company, their effectiveness and their impact on the performance of the employees and
the growth of the company on the whole. As a result, the level of productivity of the
group increased substantially and remained so even after putting them back into their
previous working condition. Thus he came to the conclusion that the bond that
employees develop among themselves.

47
Chapter 5: Conclusion and Discussion
5.1 Conclusion
Henceforth, in my research work, I can conclude that, in Amazon, the HR manager is
prevailing that is impacting on the employee retention rate. I have found that, along with
the servicing centre, the fulfilment centres and warehouses of the company are
prevailing to be the most significant issue of employee retention and satisfaction. Thus,
the HR of the company is not effective to allocate work and balance them among the
employees. As for this reason, my findings suggest incorporating strategic management
plans to lower the hectic schedule of employees. I have noticed that the company also
suffers from lack of employee and management communication. The employees
hesitate to convey their issues to the management due to the huge gap between
employee and management. I discover that in the fulfilment centres of the UK the
payment is not provided according to their hourly wages. The motive of this research is
to gather supporting evidence for conducting further study based on the existing
theories, models, and information. Thus, the employee turnover intentions increased in
a high amount. Along with the existing strategies of HRM that impact on the loss of
potential employees, putting huge workload on employees, overtime and other issues
have been discussed in a critical approach.
As a result, the employee performances are not being produced according to the needs
of employer. Thus, as per my understanding, it is a great challenge for a human
resource management to allocate works and resources according to the requirements. I
also feel that Amazon is viewing their employees similar to other resources and are
unable to fully value their employees from every perspective. On the other hand, I have
also found out that, Amazon has only provided training to their employees at the initial
period as part of on-job training while there has not been much focus on other training
needs that could be addressed and enhanced afterward. As for this reason, I can state
that the degradation of production in last 3 years is the result of mismanagement skills
of the human resource department. Among the warehouses and the fulfilment centres,
the employees are suffering from huge workload and unpaid overtime duties. Along with

48
this, I can also opine about the lack of interest among HRM about the retention of
efficient and knowledgeable employees in the company. As a result, a tremendous
dissatisfaction has been noticed among the employees. As per my findings, many
employees who have received promotion have also suffered from high level of
workload.
The aim of the regulatory policy is to look after the disciplines of a company and their
impact on the employee sustainability. As per my findings, these aspects are not fulfilled
by Amazon. As a result, the performances are not increasing in spite of the fact that
employees are having tremendous work pressure. Thus, in order to provide overtime
duties, the HR management have issues sometimes with regards to the overtime
payment and workload management. I have noticed that the company also suffers from
lack of employee and management communication. Along with this, Amazon does not
have effective management system to lower communication gap which helps to know
about the real issues that the employees are having. Thus, I can conclude that, with the
help of proper employee motivation, a company can retain their knowledgeable and
skilled employees.
5.2 Reflection on positive and negative impacts in this study
In order to conduct the study, I have found many issues and advantages. The main
advantage is that with the help of my findings, I have interpreted the effectiveness of
human resource model for a company. Along with this, I have also increased knowledge
about the impact of efficient role of human resource management skills on the retention
and skill developments of the employees of an organisation. In case of Amazon also,
my understanding has improved due to the supportive evidence about the issues.
However, some issues I have also faced in order conduct the study. The main issue that
I had is the limited time. Due to lack of time, I could not able to conduct more primary
research. On the other hand, primary research has also been hampered due to the
ignorance of the human resource managers of Amazon, UK. While conducting the
surveys with employees, I have found a lot of difficulties as the subjects were reluctant
to conduct the survey. Moreover, they were not able to provide sufficient time to conduct

49
the interview, which limited the scope of the research. On the contrary, in order to
conduct a thematic analysis of the issue, I could not find enough supporting evidence
for the electronic media. However, in the current research, both the variables have
correlated and analysed in a systematic way. This aspect has been found absent in the
previous researchers. These issues impact on the overall result of the research. Apart
from this, another positivity of the research is that it impacts on my viewpoints about
management strategies and their level of importance on the employee management,
retention, improvement of skills and many more. As per the findings of my conducted
research work, I would like to increase communication and motivation in my
organisation in order to enhance the employment status of the concerned organisation.
In this way, the current research is going to help in my future professional fields.
5.3 Future scope of the study
In future, this research work can become a rich source of secondary information. Many
researches can be conducted based on this research. Along with this, due to presence
of a huge set of effective and unbiased data, this research can also be performed as a
source of primary data. However, the research has been conducted in a conventional
method which can also be practiced in future studies. On the other hand, the non-
academic requirements can be served with the help of this research. A strategic human
resource management plan can be generated with the help of this research. As the
current research has been conducted a systematic collaborative study, thus, any
organisation can build their strategic plan in management with these methods and the
given recommendations can be also followed.
5.4 Recommendations
In order to improve the skills of the employees, few practices need to be incorporated
into Amazon. Employees are the most significant resources for an organisation and the
strength of employees directly impacts on the organisational strength and production.
With the help of these strategies, a knowledgeable workgroup can be created which can

50
give the company sustainability and competitive advantages both in the UK and global
market.
Recommendation 1: Training and workshops
Specific Measurable Achievable Realistic Timely
In order to
increase the
skills of the
employees, the
human resource
management
can increase the
skills of the
employees.
With the help of
training
strategies, the
service houses
have increased
their employee
retention and
skills.
The existing
and senior
employees
should provide
the training to
apprenticed
and new
employees.
Many internet
giants such as
Google, eBay
and many
more are
improving their
employability
skills.
40 hours per
hour will be
required for
training.
Table 11: Training and workshops
(Source: Created by researcher)
Recommendation 2: Motivation to the work
Specific Measurable Achievable Realistic Timely

51
Providing
motivation is
another
requirement
which is needed
to increase
retention of
potential
employees.
Microsoft
implements this
strategy and
retains up to
23% employees
among the
company.
With the help
of retention of
potential
employees,
the
Warehouses
of Amazon UK
can improve
their
competitive
advantages
and
reputations.
In case of an
efficient
organisation,
the employees
are provided
training in a
stipulated
interval for
increasing their
skills and
knowledge.
It is going to
take 2-3
months to
implement.
Table 12: Motivation session
(Source: Created by researcher)
Recommendation 3: Improved communication
Specific Measurable Achievable Realistic Timely

52
In order to know
the needs of the
employees, the
HRM of Amazon
can improve
their employee
management
communication
system.
About 75% of
the MNC
companies
have promoted
the changed
leadership
model.
However, in
spite of being
an effective
technique, this
strategy
requires a lot
of time.
In spite of
promoting an
autocratic
leadership
system, they
can conduct
semi-
democratic
leadership
strategy
among the
company.
It is going to
take almost 5
years to
promote this
kind of
leadership
system.
Table 13: Improved communication
(Source: Created by researcher)
5.5 Summary
Thus, in this research work, the researcher has evaluated each and every aspects of
the human resource management on the employee performance and skill
improvements. Additionally, the researcher has also highlighted these aspects on a
general scale and compares them with Amazon. The motive of this research is to gather
supporting evidence for conducting further study based on the existing theories, models,
and information. Thus, the employee turnover intentions increased in a high amount.
Along with the existing strategies of HRM that impact on the loss of potential
employees, putting huge workload on employees, overtime and other issues have been
discussed in a critical approach. However, in this research, both the variables have
been correlated and analysed in a systematic way.

53
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Appendices
Appendix 1: The UK organisational training statistics
(Source: https://www.statista.com/statistics/499599/average-annual-training-hours-
employee/)

58
Appendix 2: Worldwide employment statistics of Amazon
(Source: https://www.geekwire.com/2015/huge-growth-amazon-reaches-222400-
employees-hires-39000-in-last-quarter-alone/)

59
Appendix 3: Production statistics
(Source: https://www.statista.com/chart/2370/amazon-prime-spending/)