Impact of Human Resource Management on Employee Productivity

This research project aims to analyze the impact of human resource management practices on employee productivity and retention. The study focuses on Asda Stores plc and examines various HRM practices and their influence on employee performance.

Business Research
Project

Table of Contents
Research topic: To analyse the impact of human resource management on employee productivity
..........................................................................................................................................................4
INTRODUCTION...........................................................................................................................4
Problem statement..................................................................................................................4
Research aim and objective....................................................................................................4
Rationale for selection of Topic.............................................................................................5
Research questions.................................................................................................................5
Literature Review.............................................................................................................................5
Research Methodology....................................................................................................................7
Research limitation...............................................................................................................10
Ethical consideration............................................................................................................10
Research findings...........................................................................................................................10
Conclusion and recommendation...................................................................................................21
Conclusion............................................................................................................................21
Recommendation..................................................................................................................22
REFERENCES..............................................................................................................................22
Appendix I:....................................................................................................................................23
Raw data collected for current business report.....................................................................23
Research Ethics..............................................................................................................................24
RESEARCH ETHICS AND INTEGRITY....................................................................................25

RISK ASSESSMENT FORM.........................................................................................................1
SPECIFICATIONS OF PROJECT..................................................................................................6

Research topic: To analyse the impact of human resource management on
employee productivity
INTRODUCTION
The main HRM practises that can be applied and adopted by a firm to overcome the
issues of high employee’s turnover for better employee engagement and retention comprises
of Regular performance management and check Effective recruitment and selection process,
Training and development programmes and Better compensation and rewards (Bruenig,
2016). Human resources are undoubtedly the key resources in an organization. It is an
essential unit which is engaged in the development and management of individuals. The
objectives of the HRM are to fulfil manpower needs of organisation. Human resource
management is responsible for effective designing and implementation of various policies,
procedures and programs. It is all about developing and managing knowledge, skills,
creativity, aptitude and talent and using them optimally.
Problem statement
The current research project is based on the issue of high employee turnover that is
currently faced by many organisations because of lack of proper job satisfaction and
motivation or employees (Cascio, 2015). Thus, current investigation is taken out to analyse
about the impact of various human resource practises on performance and retention of
employees.
Research aim and objective
The main aim of leading out and conducting current investigation is, “To study the
influence of Human Resource practises on employees performances”. A study on Asda Stores
plc.
Research objectives
The main objectives and purposes associated with current study on Asda stores plc are
listed as follows:
 To study the concept of human resource management.
 To examine various practises of human resources management within an organisation.
 To determine the impact of various human resource practises on performance of
employees.

Rationale for selection of Topic
The extent of human resource management is very wide, hence as this department is
accountable for development and well fare of employees those who are essential assets of any
company. The fundamental point of human resource management is to enhance overall
performance and productivity of employees. Present report is conducted on one of the most
important aspect for any organisation. Thus, it has been evaluated that research is having
significant scope.
Research questions
• What is meant by the concept of human resource management?
• What could be the various practises of human resources management within an
organisation?
• What possible impact could be lead out by the various human resource practises on
performance of employees?
Literature Review
Concept of human resource management
As per the view point of Collins, 2020 HRM is defined as an effective measure through
which an organisation can effective manage its employees in a well define manner while
enhancing their as well as organisation productivity. It is an important way toward overseeing
individuals in associations in an organized and careful way. According to the analysis it has
been evaluated that human resource covers the fields of staffing that involve recruiting
individuals, maintenance of individuals, pay and advantages setting and the board, execution
the executives, change the executives and dealing with exits from the organization to adjust
the exercises. Furthermore, according to the evaluation it has been analysed that the
conventional meaning of HRM is to practice human management in order to increase
organisational profitability. Human asset is the board that include creating and managing
programs that are intended to expand the viability of an association or business. It
incorporates the whole range of making, overseeing, and developing the business
representative relationship. In addition to this, it has been evaluated that human resource
management is the act of selecting, recruiting, conveying and dealing with an association's
representatives. It is essential for an organization or association's HR division to normally
answerable for making, placing into impact and managing strategies administering labourers
and the relationship of the association with its workers. HRM plays key essential role of
growth and development of an organisation. The main role associated with human resource

manager is to deal with the individuals inside a work environment to accomplish the
association's main goal and fortify the way of life. HR directors can help enlist new experts
who have abilities important to additional the organization's objectives just as help with the
preparation and advancement of current representatives to meet targets. Thus, according to the
analysis it has been evaluated that human management resource is an essential unit within an
organisation through which long term sustainability and higher productivity can be assured by
an organisation.
Impact of various human resource practices on performance of employees
As per the view point of Armstrong and Taylor, 2020 human resource practices
significantly adds to the general achievement of the organization. Their work frequently
includes remunerating representatives for good execution and establishing a positive
workplace. In addition to this, according to the analysis it has been evaluated that human
resource practices also engaged in the process of keeping up legitimate and solid connections
among workers and the board by maintaining a strategic distance from clashes which will
impact the general exhibition of the association. Furthermore, according to the evaluation it
has been underlined that most significant thing is adherence and not to overlook business and
work laws (Trullen and et. al., 2020). It has been evaluated that negligence of these work laws
will cost to the association and it’s marking. In addition to this, it has been evaluated that
human resource practices have significant impact upon performance of company, as one of
the most important role of human resource department is to provide effective training to
employees in order to enhance their skills and talent. This practice significantly make
enhancement in actual performance level of employees.
Various practices of human resources management within an organisation
As per the view point of (Bruenig, 2016) there is different type of human resource
practices. In this the main Human Resource best practice is work security. Life is erratic and
work is a steady factor that is essential to a great many people. Having a business those who
empowers the worker to accommodate themselves and their family is, fundamentally, the
main motivation behind that facilities individuals to come to work. Thus, it has been
evaluated that offering security is the main practice of human resource. Along with this
selective hiring is also an essential practice of HR. This enables an organization to bring in
employees who add value.
Research Methodology

The research philosophy which has been applied for current investigation is interpositive
philosophy as it is support and leads out to a more detailed and in-depth form of information
thus it use is justifiable for supporting better analysis and development of theory based on
current research topic. Further, application of inductive form of research approach is made for
current investigation which is justifiable to support interpositive philosophy along with
facilitating and ensuring better testing and scanning of theoretical information.
Beside this, the research strategy which is applied for current investigation is systematic
literature review as use of this strategy ensures a more systematic and better analysis of
secondary information.
There are two common set of research method which consists of qualitative and
quantitative research method from which use of quantitative is related with objective form of
investigation where as qualitative leads to more in-depth and theoretical information. Thus, with
respect to current investigation on Asda stores use and implication of qualitative research method
is more suitable and appropriate as it lead to better analysis of human perception and opinion on
the topic of influence of Human Resource practises on employees performances.
Apart from this, the two main sources of data collection consists of primary and
secondary sources from which collection of primary data is more complex and require more
time. Therefore, with respect to current investigation, use of only secondary source of adapt has
been made as it is easy to collect and also ensures better understanding about selected topic with
the help of past facts and records.
The research philosophy applied for current study is interpretivisim philosophy which
support a more systematic and practical nature of study based on in-depth perception and view
point. Further, use of inductive approach is made to have improved knowledge about the selected
topic. Beside this, use of systematic literature review has been made as research strategy which
supports a better analysis and evaluation of the secondary form of information. Beside this, use
of only secondary source of data collection is made as it is less time consuming and facilitates
better base and framework for study through analysis of past fact to achieve set objective in more
efficient manner.

Ethical consideration
Implication of BERA code of ethics also with data protection act are made to meet the set
ethical consideration along with maintaining the privacy and authenticity of collected data.
Research findings
Data analysis: Secondary : Thematic analysis
Theme 1: Concept of human resource management.
As per information collected in secondary data, a discussion could be made that concept
of human resource management revolves around effective management of workforce that leads
to attaining organisational competitive advantages. It maximises performances as well as
efficiency of staff members in service of strategic goals identified by superiors. Within Asda
Stores Ltd, human resource management is responsible to look after administration of
employee- benefit design, recruitment and selection, performance appraisal, compensation
management and compliance fulfilment. The concept emphasis more on objectives and outcomes
of functions that are related to notions of enabling, development and retaining people to make
efficient relationship. It comprises field such as personnel management, pay and benefit setting,
changing policies and handling adjustments in exercises.
In an organisation, human resource management is a department which makes efforts for
developing talents to desired potentials, encourages manpower for giving best, putting suitable
person an assigned occupation for producing good outcomes and building cordial relations. It
have wide scope as the concept includes aspects such as welfare, industrial relations and
personnel.

Figure 1: Professionals of Asda Stores Ltd, 2021
International human resource management market size that is values at UK 16.01 Billion and is
predicted to expose at CAGR of 11.7% in coming couple of years. Professionals of Asda Stores
Ltd believes that evolution of solutions related to human resource management have enabled in
performing traditional activities in reduced span of time as well as with increased emphasised
towards attracting accurate pool of candidate. Organisations are putting thoughts towards
devising a digital workplace which enables high productivity, utilisation of modern
communication tools along with offers mobility. It aids in retaining human capital and aligning
tactics with business goals in such manner that results in higher growth. Administrators of Asda
Stores Ltd have analysed shifting of business processes from system of legacy to digital human
resource that performs significant function in centralising HR data in all branches which allows
easy data access.
It have been analysed that organisations rely mostly on manual working for compliances
together with employee engagement that results in hindrances within efficient management of
human resources. With changes in time, human resource management of a company is facing
challenges for hiring and developing manpower owing to large quantity of applicants within the
sector. It is seen as a product creating business values as devising values assist in managing
strategies, emphasising on strategic initiatives and fostering diversity. Along with this, human
resource management maximises productivity of each employee, managing human capital as

well as executing processes with policies. In an entity such as Asda Stores Ltd, human resource
management makes sure that all the teams functions properly and employees in different
department communicates through using suitable medium so that all the messages are
transmitted to each employee to achieve common goals. The concept also engrosses inclusion
along with diversity. Presently, HRM is focusing more to retain knowledge together with talents
that are within staff members with the hope of lowering employee turnover. Fostering corporate
knowledge is another aspect for which human resource managers work to reduce risks associated
with losing.
Theme 2: Practises of human resources management within an organisation.
In accordance to data collected from secondary sources from various in literature review,
it is observed that practices in human resource management are conducted for performing
routines of activities to manage human resources at workplace. These are set of processes
addition to actions that are implemented universally by all organisations. Managers of entity
believes that effective human resource management practice creates wider number of differences
to enhance productivity of existing employees. By using suitable human resource management
practice, professionals of Asda Stores Ltd mediate disputes at occupational locations, interpret
policies and programmes, resolves matters and so on to devise a disciplinary environment. One
of human resource practice that is adopted in the company is training and development to
enhance skill set and knowledge of exiting and new employees for work. It significantly
enhances actual competence of workforce. The practice says that business managers must invest
heavily in training duration along with efforts for their people as it impacts positively on their
operational activities by polishing their ideas, thoughts and so on. Devising and implementing
training programmes and development sessions benefits the employees to improve their abilities
and generate knowledge that helps them in career development. It also reduces burden on
superior as through training they generate wider ideas on table to complete working in less time
that makes more revenues.
Work security is other human resource practice that is used by professionals in Asda
Stores Ltd. Life is unpredictable, where as work is a stable factor which is key for most people. It
is seen as the probability which a person keeps their occupation. In businesses, managers are
providing consistent along with stable jobs to candidates that assist ventures to enhance
retention, grab attention of top talent and devise positive work environment which brings best

performance in employees. It is a sort of assurance which people have in their jobs in foreseeable
future without considering any external factor. Work security says means that employer is happy
and satisfied with operations of subordinates and is in no mood to terminate the employment.
With this practice, professionals develop relaxed environment in company, reduces probability
of manpower turnover, encourages strong corporate culture and improves productivity. It boosts
image along with reputation of an organisation as they treats all people with equal dignity and
respect. In the establishment, human resource practice engages superiors in procedures to keep
legitimate along with solid connections between employees and higher authorities through
maintaining desires strategic distance from disputes that impacts on general demonstration of
association.
Theme 3: Impact of various human resource practises on performance of employees.
The human resource practices can have an impact on the performance level of the
different types of employees in the organisation. Therefore it becomes quite important for the
workers of Asda that they are able to ensure that the adoption of these particular practices can be
made to improve the level of performance in the organization in a highly effective manner.
From the above discussion, it has been found out that the the different types of employees
in Asda are able to improve their performance if the HR department supports them effectively
and efficiently. Thus offering job security is an important HR practice which needs to be adopted
by the employees in the right manner. In this way the workers working in the company can be
ensured that they would not be fired immediately which helps in boosting their level of
confidence properly. This helps in deriving higher-level of performance from them and thus
ensure the attainment of higher-level of goals and objectives.
The above discussion also states that Selective hiring is an important HR practice within
the organisations. The reason for this is that it helps in ensuring that only those employees are
recruited within the company who can add value for it. This helps the companies a lot in
ensuring that they are able to attain their various types of goals and objectives in an appropriate
way. Asda has to make sure that it is able to selectively hire people within the organization
which is helpful in hiring those people who are talented. Thus, In this way it can be said that this
will help the company a lot in ensuring that it is able to hire those people whose level of
efficiency, effectiveness and productivity is quite higher.
Self-managed and effective teams are important for the work of the organization. From

the literature review, it has been found out that if the teams are self-managed and effective then
they can make the job of a manager quite easier. Thus in this way it can be said that the
management of the different types of teams is quite essential for the purpose of ensuring that the
desired level of success can be obtained within the organization by ensuring the attainment of the
short-term, medium-term and long-term goals and objectives.
Training in relevant skills is another important HR practice which can be helpful in
ensuring that the different types of skills can be enhanced in the right manner within the
organization. In Asda, this is an important HR practice as it can be helpful in ensuring that the
overall goals and objectives can be attained by the employees.
By providing Training and Development, the organisations can ensure that they are able
to train and develop their employees in a better manner. This helps in ensuring that the workers
can attain their goals and objectives effectively and efficiently. In Asda, this can be quite useful
so that the workers are trained and developed properly and can attain their desired goals and
objectives.
The discussion has also pointed out that the use of HR practices by the HR department of
an organization can help in raising the overall level of efficiency and effectiveness in a proper
manner. In a company like Asda, it is quite important that by raising the level of efficiency and
effectiveness it is able to attain short-term, medium-term and long-term goals and objectives.
Further, the discussion has pointed out that it helps in raising the overall motivation level and
thus the organizations can ensure that they can motivate the people to maximize the level of
efficiency, effectiveness and productivity.
Also, according to the discussion it can be said that the level of transparency can be
maintained within the organizations which is a HR practice helping the employees to be able to
become transparent in their different types of findings so that the appropriate actions can be
taken in the right manner by the HR department. Asda's HR department can therefore ensure that
it maintains the appropriate level of transparency which will help the company a lot in meeting
out the HR goals and objectives effectively and efficiently.
Further, by providing different types of benefits to the employees the organizations can
help in ensuring that they are able to raise the bar of standards. Thus, In Asda it can be quite
useful so that the workers are motivated enough to achieve the goals and objectives in the future.

Also, paying good compensation is an important HR practice because it helps the
organisations to be able to ensure that the workers are able to work in the right manner and can
give their best towards the completion of the tasks which have been allotted to them. Asda's HR
managers therefore are required to ensure that they pay good compensation to the employees
which will raise their overall motivation level properly.
Conclusion and recommendation
Conclusion
On the basis of above research project, a conclusion can be made that the set targets and
their due dates must be regular and clearly communicated with the employees to have better
coordination and remove the chances of chaos and confusion. Further, regular performance
appraisal and evaluating competences and abilities of employees is also vital along with
detection of their weakness so that their skills can be improved by training through making
proper staff development initiative. Beside this, it has been also summarised that align personal
goals with business objectives is also a vital way to motivate employees and retain them for a
longer period. Along with this, it has been observed that job schedule flexibility and regular
training should be provided to employees for engaging them in career progression along with
clear vision and gaols are set out for employees to effectively direct and motivate them. The use
of thematic analysis has been made to analyse the various types of themes which have been
discussed as a part of the secondary research conducted. This type of analysis can be quite
helpful in ensuring that the impact of such research can be discussed effectively and efficiently.
This helps in deriving of different types of recommendations which can be applied in the future
within the organization. Therefore, it is quite important that the analysis is conducted on the
basis of secondary data which has been collected through the use of a wide variety of sources in
a proper manner. At last, a conclusion can be made that Performance management and regular
training and development programmes leads to a positive impact on performance of employees
and also plays vital role in retaining talented employees for a longer period of time.
Recommendation
On the basis of current investigation, regular performance appraisal for employees is
highly recommended for Asda stores as it facilitates a vital tool to keep a check and control over
the performance and efficiency level of employees and also leads to higher motivation in

employees which is helpful in retaining talented employees for longer period of time. Further,
implication of smart recruitment and selection process is also recommended for Asda Stores Ltd
as it lead to better selection and on-boarding of talented and skilled employees which improves
the performance level of workforces and also ensures their higher retention level based on their
analytical test and thinking. Thus Asda is recommended to make sure that by applying the best
HR practices it will be able to achieve the wide variety of goals and objectives in the future
which will be quite helpful in raising the overall bar of efficiency as well as effectiveness. The
company has to thus make sure that it is able to perform a regular evaluation of the different
types of situations which can come up in the market which can be helpful in ensuring that the
appropriate actions are taken by it to develop the skills and competencies of the different types of
employees. Apart from this, providing regular training and development programmes is also
recommended for Asda stores Ltd as it continuously sharpen the skills and competencies of
employees for better performance and also satisfy the employees by the way of higher growth
opportunities in future that plays vital role in mitigating the risk of high employee’s turnover by
retaining them for longer period.
REFERENCES
Books and journal
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Bruenig, E. F., 2016. Conservation and management of tropical rainforests: an integrated
approach to sustainability. Cabi.
Calás, M. B. and Smircich, L. eds., 2019. Postmodern management theory. Routledge.
Cascio, W.F., 2015. Managing human resources. New York: McGraw-Hill.

Collings, D.G., Wood, G.T. and Szamosi, L.T. eds., 2018. Human resource management: A
critical approach. Routledge.
Deepak, R. K. A. and Jeyakumar, S., 2019. Marketing management. Educreation Publishing.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Hopkin, V. D., 2017. Human factors in air traffic control. CRC Press.
Hoyos, M. C., Morales, R. S. and Akhavan-Tabatabaei, R., 2015. OR models with stochastic
components in disaster operations management: A literature survey. Computers &
Industrial Engineering. 82. pp.183-197
Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management
and green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Jacoby, S. M., 2018. The embedded corporation: Corporate governance and employment
relations in Japan and the United States. Princeton University Press.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: The CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal
of World Business. 51(1). pp.142-152.
Waring, S. P., 2016. Taylorism transformed: Scientific management theory since 1945. UNC
Press Books.
Shojaei, P., Bagheri, M. and Ghiri, Z. M., 2020. Investigating the Moderator Role of Social
Capital in Knowledge Management and Organizational Performance
Relationship. Human Resource Management in The Oil Industry. 11(42). pp.127-154.
Wayne, J. H., and et. al., 2020. Predictors and processes of satisfaction with work–family
balance: Examining the role of personal, work, and family resources and conflict and
enrichment. Human Resource Management
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Cooke, F.L., Schuler, R. and Varma, A., 2020. Human resource management research and
practice in Asia: Past, present and future. Human Resource Management Review, 30(4),
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(human resource management) implementation. International journal of management
reviews, 22(2), pp.150-176.
Collins, C.J., 2020. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, pp.1-28.

Appendix I:
Raw data collected for current business report
Secondary Data collection Only
Research Ethics
You are required to complete an ethics application BEFORE you embark
on the data collection exercise of the research project
Please complete all the following sections:
- Section A: Ethics Form
Performance
Management(N=100)
Strongly Agree Uncertain Disagree Strongly
agree Disagree
1 Targets and their due dates are
clearly
communicated to staff members 45 24 12 22 19
The performance review focuses
on
19 18 12 21 30
2 evaluating my competencies and
abilities
3 I receive good feedback on my
performance 23 15 9 20 33
appraisal
4 My performance appraisal is
discussed with my supervisor 23 22 35 10 10
5 The weaknesses detected in the
appraisal lead 29 25 7 22 17
to training as a staff development
initiative
6 My organisation conducts
performance 43 29 2 8 12
reviews regularly
7 My personal objectives are
aligned to the business goals 15 33 22 23 18
Training and Development (n=100) Strongly
agree
Agree Uncertai
n
Disagree Strongly
Disagree
1 Good training opportunities are
available for my career progression 15 17 19 16 33
2 My job schedule provides flexibility for
me to
engage in career progression activities
like part time studies
27 15 12 24 22
3 I can use my skills and training to do
different
tasks in my organisation
37 22 9 25 7
4 I understand the vision and goals of my
organisation 21 15 22 17 25
5 My Manager provides clear guidance on
how he wants project to be done 20 27 15 22 16
6 My planned career progression is
achievable
In my organisation
18 17 9 22 34

- Section B: Data management and storage form
RESEARCH ETHICS AND INTEGRITY

RISK ASSESSMENT FORM
Section A: FORM A
1

PROJECT DESCRIPTON
Please answer the following questions:
1. Do you intend to involve human participants in the conduct of your research? If
no, please skip questions 2 & 3.
☐ Yes ☐No
2. Does your research involve vulnerable adults or under-18s?
☐ Yes ☐No
3. Could your research potentially expose you, anyone assisting you, or participants
to emotional harm?
☐ Yes ☐No
4. Will your research involve travelling to geo-politically unstable regions/countries
(e.g. areas affected by war, civil unrest, natural disasters, or listed as unadvisable
to travel by the UK government?
☐ Yes ☐No
5. Will your research involve access to security-sensitive material? If yes, you must
include a data management statement.
☐ Yes ☐No
This proposal must be completed with the assistance of your supervisor. You can
change the size of the boxes (below) by typing or deleting as necessary.
It is very important to convey with clarity:
• Your research questions/the problem/the theme or topic you are investigating
(what you are proposing to do and to find out or to create)
• The methodology or technical approach (for projects comprising in whole or in
part the creation of an artefact) you will adopt – methods, number of
participants, who the participants (if any) will be, survey instruments used
technology and equipment employed etc.; and what questions you are planning
to ask your respondents (if applicable); how you will deal with technical
challenges.
2

Title of project ____________________________________________________________________________
Name of researcher(s) _____________________________________Email
Name of supervisor _____________________________Date:________________________
WHERE APPROPRIATE TO YOUR CHOSEN TOPIC/RESEARCH: YES NO N/A
1 Will you describe in writing the main procedures to participants in
advance, so that they are informed about what to expect? A copy of
this must be attached to this application
Yes
2 Will you tell participants that their participation is voluntary? Yes
3 Will you obtain written consent for participation and include within this
that they have a right to withdraw at any point? A copy of this must be
attached to this application
Yes
4 If the research is observational, will you ask participants for their
consent to being observed?
Yes
5 With questionnaires, will you give participants the option of omitting
questions they do not want to answer?
Yes
6 Will you tell participants that their data will be treated with full
confidentiality and that, if published, it will not be identifiable as
theirs? This should be evidenced in the consent form and with a
signed copy of UWL’s data management form, attached to this
application.
Yes
7 Will you debrief participants at the end of their participation (i.e. give
them a brief explanation of the study)? A copy of this must be
attached to this application
Yes
If you have ticked No to any of Q1-7, but have ticked box A overleaf, please give an
explanation on a separate sheet.
[Note: N/A = not applicable]
3

YES NO N/A
8 Will your project involve deliberately misleading participants in any
way?
NO
9 Is there any realistic risk of any participants experiencing either
physical or psychological distress or discomfort? If Yes, give details
on a separate sheet and state what you will tell them to do if they
should experience any problems (e.g. who they can contact for help).
NO
If you have ticked Yes to 8 or 9, you should normally tick box B overleaf; if not, please give
a full explanation on a separate sheet
YES NO N/A
10 Does your project involve work with animals? If yes, please tick
box B overleaf.
NO
11 Do participants fall into any of
the following vulnerable
groups? If they do, please and
tick box B overleaf.
Note that you may also need
to obtain satisfactory DBS
clearance (or equivalent for
overseas students).
Schoolchildren (under 18 years of
age)
NO
People with learning or
communication difficulties
Patients
People in custody
People engaged in illegal
activities (e.g. drug-taking)
Any other groups who could be
reasonably argued as
representing any form of
vulnerability – please specify
12 Will you be accessing materials which may be considered security-
sensitive under the Counter Terrorism Act (2015)?
NO
There is an obligation on the researcher to bring to the attention of the School Ethics Panel any
issues with ethical implications not clearly covered by the above checklist.
PLEASE TICK EITHER BOX A OR BOX B BELOW AND PROVIDE THE DETAILS REQUIRED IN
SUPPORT OF YOUR APPLICATION. THEN SIGN THE FORM.
4

Please tick
A. I consider that this project has no significant ethical implications to be brought
before the School Ethics Panel.
Yes
B. I consider that this project may have ethical implications that should be brought
before the School Ethics Panel, and/or it will be carried out with children or other
vulnerable populations.
I have received guidance on ethical research practices relevant to my subject as part of my
preparation for this module.
Signed ___________________________ Print Name ______________________ Date
_______________
(UG Researcher(s))
Signed ___________________________ Print Name ______________________ Date
_______________
(Supervisor)
5

PART 2
SPECIFICATIONS OF PROJECT
Please answer the following question:
1. Do you intend to use only secondary data in the conduct of your research?
☐ Yes ☐No
Introduction to the research
The background of research is related with Human resource management having impact on
employees performances by using of managerial activities such as Employee engagement
and Retention. The main purpose of Human resource is to managing internal and external
activities through systematic manner, forming polices, employee development as providing
them training.
Company Overview:
To select the company Asda Stores plc which is British multinational base company that
allows that mainly provides retail base product and services. In this research report, the
human resource comprise main objectives to monitor and control the employees, working
activities, assigned job roles and responsibilities along with induction to generates new
positive working outcomes for Asda Stores Plc. It involves introduction, aims and objectives
that allows to get highlight the reason of conducts to generates systematic information
related with research objectives.
Title: To analyse the impact of human resource management on employee productivity.
Aim: To study the influence of Human Resource practises on employees performances. A
study on Asda Stores plc.
Objectives:
 To study the concept of human resource management.
 To examine various practises of human resources management within an
organisation.
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 To determine the impact of various human resource practises on performance of
employees.
Method
Outline all methodological issues - e.g. Design, participants, questionnaires, tests, method of
data collection. Who are you working with? How? What Measures? What
interventions/manipulations? What controls? If your research entails exclusively the consultation
of published documents, books, articles or other work in the public domain please state this
under the heading ‘materials’.
Research design:
It refers to overall strategy that approach that choose for investigate proper facts
and findings to attain objectives in positive manner. It is mainly three factor such as
Exploitive, Descriptive and Experimental. In which researcher is assort for descriptive
findings because data is approach in Quantitative method.
Participants (where applicable)
By considered primary source of data collection in which survey method assort to
form questionnaires and researcher is selected 30 respondent for attained valuable
information.
Materials (to include locations and resources)
In this particular research the material is used survey method in which
questionnaires is been utilised to collect the respondent views of research topic
information based.
Analysis
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CLEARLY describe the method of analysis you are going to use. Is it qualitative or
quantitative?
As for this research the method is select Quantitative as data is form of primary source
to collect better information regarding research topic.
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Section B: RESEARCH ETHICS AND INTEGRITY
DATA MANAGEMENT AND STORAGE STATEMENT
All applicants should familiarise themselves with the Data Protection Act
1998, and adhere to its principles in all aspects of their research:
Research data covers a broad range of types of information (see examples
below), and digital data can be structured and stored in a variety of file
formats.
EXAMPLES OF RESEARCH DATA
Some examples of research data:
Documents (text, Word), spreadsheets
Laboratory notebooks, field notebooks, diaries
Questionnaires, transcripts, codebooks
Audiotapes, videotapes
Photographs, films
Test responses
Slides, artefacts, specimens, samples
Collection of digital objects acquired and generated during the process of
research
Database contents (video, audio, text, images)
Models, algorithms, scripts
Contents of an application (input, output, logfiles for analysis software,
simulation software, schemas)
Methodologies and workflows
Standard operating procedures and protocols
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As a student or member of staff undertaking a research project, I understand
that I am responsible for the following:
 The security and confidentiality of all data collected
 Mitigating all risks to anonymity, privacy and confidentiality posed by
all kinds of personal information storage, processing, including
computer and paper files, e-mail records, audio and video files, and
any information that directly identifies an individual. It is
recommended that data be anonymised at the point of collection.
I will ensure that:
 Data and codes and all identifying information will be kept in separate
locked filing cabinets/files and working files will contain no identifying
information, and will only be accessed by one or two persons
 All audiotapes will be transcribed using codes or pseudonyms for
identification of individuals and destroyed upon completion of the
research project
 Access to computer files will be available by password only
 Research data will be stored for up to 5 years after the end of the
project, after which they should be disposed of safely.
Name:
Application ID:
Project title:
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