Importance of Compensation and Benefits in Retail HR Management
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This research project explores the significance, types, and challenges of providing compensation and benefits to employees in the retail industry, with a focus on Iceland Foods Ltd. It aims to identify the impact of compensation and benefits on employee retention and business performance.
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Research Project (Primary Research) Table of Contents TITLE: IMPORTANCE OF COMPENSATION AND BENEFITS WITHIN...............................3 HUMAN RESOURCE MANAGEMENT IN RETAIL INDUSTRY.............................................3
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CHAPTER 1: INTRODUCTION....................................................................................................3 CHAPTER 2: LITERATURE REVIEW.........................................................................................4 CHAPTER 3: RESEARCH METHODOLOGY.............................................................................6 CHAPTER 4: FINDING AND DISCUSSION.............................................................................10 CHAPTER 5: CONCLUSION.....................................................................................................16 CHAPTER 6: RECOMMENDATIONS........................................................................................16 REFERENCES..............................................................................................................................18 APPENDICES..............................................................................................................................20 Appendix 1: Research Proposal................................................................................................20 Appendix 2: Research Ethical Form.........................................................................................20 Appendix 3: Questionnaire.......................................................................................................20
TITLE:IMPORTANCE OF COMPENSATION AND BENEFITS WITHIN HUMAN RESOURCE MANAGEMENT IN RETAIL INDUSTRY CHAPTER 1: INTRODUCTION Research Background: The UK retail industry is one of the most lucrative market sectors the economy has to offer with very high barriers to entrance(Batallán, 2019).This has resulted in the segment being dominated by 4 giant supermarket chains, Tesco, Sainsbury, Asda and Morrisons(Ahmed, 2018).However apart from the major players, there are also small yet profitable players operating such as Iceland Foods Ltd. which is a British supermarket chain established in 1970 by Malcolm Walker specialising in frozen foods and prepared meals and vegetables. This report will cover the various aspects of compensation and benefits which the employees are subjected to in the retail industry in the context of Iceland Foods Ltd to highlight the significance, types and challenges of providing perks and benefits to the workforce. This project will use primary research in the form of a questionnaire in order to draw authentic data driven inferences with secondary research to supplement the findings ad conclusion along with a Gantt chart to record the time taken. Research Aim:To identify the significance of compensation and benefits on employee retention within an organisation. A study on Iceland. Research Objectives: To determine the importance of compensation and benefits for employees within an organisation. To discern the types of compensation and benefits offered to workforce for retaining employees within Iceland. To examine the impact of compensation and benefits on retention of employees and performance of business.To identify the challenges faced by Iceland while selecting types of benefits and compensation within the workplace. Research Questions: What is the importance of compensation and benefits for employees within an organisation? What are the types of compensation and benefits offered to workforce for retaining employees within Iceland? What is the impact of compensation and benefits on retention of employees and performance of business? What are the major challenges faced by Iceland while selecting types of benefits and compensation within the workplace? Research Rationale: The workforce of an organization needs to be focused, driven and in today's volatile business environment where disruptions that affect business operations are many, dedicated employees are crucial for the smooth running of business activities(Bibi, Ahmad and Majid, 2018).This research project is being undertaken to analyse the complex function of compensating employees and it's effects on employee and enterprise performance
because the new developments in human resource and talent management has made the process go much beyond then simply paying the workers their monthly or weekly salary. Research Significance: Analysing human resource components of business is quite significant as business will always remain a workforce driven activity and employee compensation and benefits form a huge basis upon which business operations are conducted.Simply hiring and on boarding talent isn't enough for success and this report will highlight the impact on employee benefits on their performance and productivity(Dabija, Bejan and Dinu, 2019). Undertaking this research project will help in enhancing the data collection and analysis skills of both the researcher and the students and will impart key learnings in the field of human resource management. CHAPTER 2: LITERATURE REVIEW Theme 1:Importance of compensation and benefits for employees within an organisation. According to Kimberlee Leonard (2019), knowing that attracting and retaining diligent and hardworking talent rests largely on the compensation and benefits package that an enterprise offers their employees is a hallmark of a smart and successful employer. Employee compensation is subject to various forms such as bonuses and salaries and their place in a company is very important because: It helps in attracting quality candidates for job vacancies– A healthy compensation package which includes heavy performance related pay and a robust salary structure is the most effective way to recruit talented candidates and integrate them in a company's hierarchy as money is the biggest motivator in the world and every employee wants to see themselves financially strrong and secure(Diantari and Riana, 2019). Increases the morale among the workforce– When employees are properly compensated for their efforts, they feel drive and motivation to keep showing up to work everyday be consistent in executing their tasks in the most efficient way possible(Do, 2018).High amounts of performance related pay and bonsues also motivate employees as they act as an incentive to deliver grander results for more money and recognition. Theme 2: The types of compensation and benefits offered to workforce for retaining employees within Iceland. According to Amy Stewart (2020), human resource and payroll specialists in an organization have a massive role to play as they are responsible for designing compensation and benefits packages for employees and determining the type of compensation to be given to different employees is a very crucial task as they have to balance the needs of employees with the budget and convenience of the business(Fedaseyeu, Linck and Wagner, 2018).Iceland is a major presence in British retail and their employees are subject to a host of compensation and benefit packages which include the following:
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A robust hourly wage system for it'sstore workerswhichismuch highercompared to other supermarkets on the british streets. Free access to michelin star restaurants and other premier establishments. Gym memberships and discount cards on restaurants. Workplace pension scheme under their own plan called NEST Theme 3: The impact of compensation and benefits on retention of employees and performance of business. According to Eric Dirks (2020), gone are the days where simply cutting a cheque for an employee or crediting salary to their accounts on a monthly basis consistently was all that was needed to keep them motivated (Hartono, Efendi and Nurwati, 2021).Compensation is a complex process of human resource management and has evolved over time to include non-monetary benefits such as health insurance and paid leave policies as employees are incresingly wanting rewards that are more than just money. Compensation also has great impact on retention and business performance as: Employee Retention– Turnover costs are detrimental to a business and existence of a compenstion system which takes into account the needs and efforts of the workforce helps them feel loved and appreciated and keeps them motivated and loyal to the organization for long durations resulting in lower turnovers and increased retention(Kusuma, and et.al., 2021). Organizational Productivity– A business can only reach it's goal and objectives if there are competent employees working hard and efficiently day in and day out. In order to keep the workforce motivated, focused and in perfect alignment with the operation requirements. Theme 4: Major challenges faced by Iceland while selecting types of benefits and compensation within the workplace. As per the opinion of Patricia Woodside (2019), compensation management is a critical business operation and failure or outdation in compensatory activities can affect the productivity of the entire organization negatively. Iceland being in retail industry faces various challenges as the retail industry is known for being predatory towards workers and Iceland has over 900 stores in UK which makes compensation difficult due to the following reasons: Inconsistent and fluctuating hourly work rates– Despite offering a much better hourly pay scale to it's store workers, Iceland has struggled to regulate it's compesation policies across it's many stores resulting in discrepancies in pay(Leedy and Ormrod, 2019). Boring and unsufficient non-monetary benefits– The entire perks and benefit range offered by Iceland to it's employees at all levels of the organization is lacking in giving them satisfaction in non-monetary terms and sole designing of a compensation package around only money is not a sound strategy as money nowadays is not the only motivator.
CHAPTER 3: RESEARCH METHODOLOGY Research methodology is the basic framework within which the entire research is conducted and it defines the idea behind data collection, approaches, design and methods of collecting information(Mone and London, 2018).There are various types of research methodologies with two being widely followed: Qualitative– Data is collected based on existing theories and assumptions. It is inaccurate but easier and time saving. Quantitative– Numerical data is collected, analysed and forecasted with the use of statistics. This project will use qualitative research methodology as there will be use of questionnaires and their statistical analysis and interpretation. Other areas of research methodologies of this project are as follows: Research Philosophy It refers to the belief and notion behind data gathering, collection and the purpose for which the data will be used by the researcher. There are 2 major research philosophies: Interpretivism– This philosophy is used with qualitative research and only takes into account the social constructs around the subject matter. Positivism– This philosophy pushes the belief that scientific approach is the only way to collect and use data and the researcher must be a distant observer and make their research findings quantifiable(Mousa, Simha and Chowdhury, 2019). This project will use the positivism approach as the research findings and analysis will be quantifiable and based on numerical data. Research Approach Refers to the plans and processes that are adhered to while undertaking research ranging from broad assumptions to planning of data collection and analysis. There are two major approaches to research: Inductive Reasoning– In this approach, theories are not tested and they are developed through observation which makes the inferences drawn unreliable. Deductive Reasoning– Existing theories are used as base and are thoroughly tested after hypothesis are drawn from them. This report will use deductive reasoning as there will be use of statistics and observational approach will not be used. Research Design This is the broad framework of research methods and techniques which is used to ensure that the research problem is tackled in the best way possible. There are many research designs such as:
Exploratory– Used to conduct researches on topics never before taken and is focused on gaining domain and topic familiarity(Purdon and Thornton, 2019). Experimental– Treats the research analysis as an experiment and allows the researcher to control all variables that mat affect the outcome. Descriptive– Helps answer the questions of who, what and where pertaining to the research problem. This project will use descriptive research design as impact and challenges of compensation and benefits at Iceland will be discussed. Sample Method and Size Sampling size determines the scope of research and the samples to be analysed can either be taken randomly with probability sampling or they can be specifically chosen from a strata with non-probability sampling(Sparks, 2020).This report will use non-probability sampling as the sampling size of 40 has been pre- determined and only employees of Iceland will be filling the questionnaire. Data Analysis The collected data sets can be analysed using variety of methods such as descriptive statistics, cluster analysis and the nature of data can be varied such as: Primary Data Analysis– Use of newly collected data by the researcher personally for research problem consideration. Secondary Data Analysis– This is analysis which is done by the data collected by somebody else from different sources(Yadewani and Wijaya, 2021). This report will use descriptive statistics to draw inferences and will include primary data analysis with the use of questionnaire. Questionnaire Name - Age - Sex - Q1) Are you knowledgeable about the compensation and benefits that your company provides it's employees ? (A) Yes (B) No
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Q2) Are you aware about the rights of employees to get compensated optimally ? (A) Yes (B) No Q3) Are your workplace compensation and benefits at Iceland on par with other retail sector companies ? (A) It is better (B) It is worse (C) It's on par Q4) Which of the following types of compensation and benefits would you like to receive from your employers ? (A) Social Security Schemes (B) Performance Incentives (C) Annual bonuses and increments (D) Educational and recreational facilities (E) All of the above Q5) Are you fully satisfied with the compensation and benefits package offered by Iceland ? (A) Yes (B) No Q6) Are the current compensation and benefits being offered at Iceland motivating you to work hard and stay focused at your job at all times ? (A) Yes, my motivation to do my job everyday is high and I remain focused (B) My motivation and drive to commit to my job is decreasing (C) I feel demotivated and unappreciated Q7) What do you think is lacking in the compensation and benefits management at Iceland ? (A) Consistency (B) Lack of fringe benefits (C) Outdated and low paying compensation structure (D) All of the above
(E) None of the above Q8)Whatwouldbetheimpactonyourexistingproductivityifyouwerebeing compensated better by Iceland ? (A) I would work harder to receive bonuses and incentives consistently (B) I would be highly focused on my job and completing set retail sales targets (C) My efficiency will increase as I remain driven to perform better for the company CHAPTER 4: FINDING AND DISCUSSION Q1) Are you knowledgeable about the compensation and benefits that your company provides it's employees ? Frequency Yes30 No10 Interpretation– After making the employees fill the above questionnaire, it is clear that while many employees are communicated about their benefits and remuneration packages, there is a portion of the workforce which isn't clear about the same. This amounts to a sub-par employee experience and lazy communication by management. Q2)Areyouawareabouttherightsofemployeestoget compensated optimally ? Frequency Yes27
No13 Interpretation– From the above questionnaire respondents, it paints a somewhat glaring picture that a sizeable portion of employees in Iceland are not knowledgeable about their rights as workers and this is part of the reason why companies in retail industry can get away with mediocre compensation packages. Q3) Are your workplace compensation and benefits at Iceland on par with other retail sector companies ? Frequency It is better15 It is worse10 It is on par15 Interpretation– The UK retail industry has varied pay standards across organizations and
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Iceland employees are quite divided in their opinion of the compensation standards currently being set by the company. While many feel the pay and benefits are better or on par, there is a sizeable portion of the workforce who aren't thinking of the compensation very highly. Q4) Which of the following types of compensation and benefits would you like to receive from your employers ? Frequency Social Security Schemes4 Performance incentives8 Annual bonuses and increments14 Educational and recreational facilities5 All of the above9 Interpretation– These responses above paint a valuable insight into the employee's psyche in Iceland and the areas in which they would like to receive means of appreciation and financial benefits. Employees voted the most for annual increments and bonuses which is a lacking factor in retail and many voted every form of compensation available pointing towards dissatisfaction. Q5) Are you fully satisfied with the compensation and benefits package offered by Iceland ? Frequency Yes22 No18
Interpretation– The workforce of Iceland is not all coordinated in their opinions about the quality of compensation and benefits being provided and while majority thinks it is satisfactory, a large size of workers are not satisfied which is a challenge for Iceland. Q6)Arethecurrentcompensationandbenefitsbeing offered at Iceland motivating you to work hard and stay focused at your job at all times ? Frequency Yes, my motivation to do my job everyday is high and I remain focused 17 My motivation and drive to commit to my job is decreasing15 I feel demotivated and unappreciated8 Interpretation– From the workforce point of view, Iceland has failed in providing a
compensation and benefits package which is universally appreciated by the workforce however the majority is still positive about it which means only minor improvements are needed. A part of the workforce is also feeling demotivated possibly from bad compensation for hard work done. Q7) What do you think is lacking in the compensation and benefits management at Iceland ? Frequency Consistency10 Lack of fringe benefits8 Outdated and low paying compensation structure9 All of the above6 None of the above7 Interpretation– The impact of Iceland's compensation and benefits structure is quite varied as a multitude of problems have been confirmed from the questionnaire responses. Lack of payment consistency across hundreds of stores, absence of non-financial benefits and outdated trends of remuneration are major problems in the retail industry. Q8) What would be the impact on your existing productivity if you were being compensated better by Iceland ? Frequency Iwouldworkhardertoreceivebonusesandincentives12
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consistently I would be highly focused on my job and completing set retail sales targets 17 My efficiency will increase as I remain driven to perform better for the company 11 In accordance with the recorded responses, the impact of compensation management and a betterbenefitspackagedesign on Iceland'sretentionand performanceishighlightedas employees have confirmed that both these aspects becoming better and more optimized will lead them to work harder for long periods of time. CHAPTER 5: CONCLUSION The above concluded research project discussed the various elements of compensation and benefits in the UK retail industry with added organizational context of Iceland. The title, aims and broad objectives of research were duly listed along with the questions pertaining to the topic of the research was also analysed. The research methodology was also described in detail including the type, framework and types of data analysis used in the making of this project and it was done through primary research by the use of a questionnaire with a sample size of 40. The report was concluded with the interpretation of research findings and the recommendations for Iceland for better compensation management. CHAPTER 6: RECOMMENDATIONS After a detailed analysis of the questionnaire responses and comprehensive literature reviews about the role, importance, types and impact of compensation and benefits on a retail business, it is clear that Iceland faces
quite a few challenges as when it comes to compensation, a major part of their workforce stands unsatisfied and divided. Here are the recommendations through which Iceland Foods Ltd can service their employees better and provide better compensation and benefits: Standard and Uniform hourly pay standards– A major complaint in retail industry in general and those of employees working for Iceland is that there is no consistency in payment and compensation standards in the company as different stores run differential rates and run double hourly pay offers on different weeks. Iceland should focus on providing a well planned and high hourly wage system and implement it fairly across all it's stores through management systems. A focus on fringe benefits and social welfare– Merely providing money is not enough to keep a modern workforce motivated and many employees of Iceland pointed towards outdated benefits and lack of a social reward structure. Iceland should build exciting and innovative benefits package focusing on mental health and recreational facilities and should also pay social security of all their employees which is majorly lacking in retail industry.
REFERENCES Books and Journals Ahmed, J., 2018. A framework for identity fraud management in mobile commerce: a case of online retail organisations in the UK (Doctoral dissertation, University of Central Lancashire). Batallán, G., 2019. Anthropology and Research Methodology. In Oxford Research Encyclopedia of Education. Bibi, P., Ahmad, A. and Majid, A.H., 2018. HRM practices and employee retention: The moderating effect of work environment. In Applying partial least squares in tourism and hospitality research. Emerald Publishing Limited. Dabija, D.C., Bejan, B.M. and Dinu, V., 2019. How sustainability oriented is Generation Z in retail? A literature review. Transformations in Business & Economics, 18(2). Diantari, N.P.A. and Riana, I.G., 2019. Effect of transformational leadership and compensation on employee performance. International Research Journal of Management, IT and Social Sciences, 6(6), pp.146-154. Do, T.T., 2018. How spirituality, climate and compensation affect job performance. Social Responsibility Journal. Fedaseyeu, V., Linck, J.S. and Wagner, H.F., 2018. Do qualifications matter? New evidence on board functions and director compensation. Journal of Corporate Finance, 48, pp.816-839. Hartono, R., Efendi, E. and Nurwati, E., 2021. The Effect of Compensation and Motivation on Employee Performance with Job Satisfaction as Intervening Variables at Hotel XYZ, in Jakarta. Majalah Ilmiah Bijak, 18(1), pp.153-166. Kusuma,andet.al.,2021.EMPLOYEEPERFORMANCEANDCOMPENSATION:EVIDENCEFROM INDONESIA. Journal of Management Information and Decision Sciences, 24, pp.1-12. Leedy, P.D. and Ormrod, J.E., 2019. Practical research: Planning and design. Pearson. One Lake Street, Upper Saddle River, New Jersey 07458. Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge. Mousa, F., Simha, A. and Chowdhury, J., 2019, July. Extending Insights from TMT Pay–Performance Research to Director Compensation-A Quasi-Replication. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 16259). Briarcliff Manor, NY 10510: Academy of Management. Purdon, M. and Thornton, P., 2019. Research methodology for adaptation policy analysis: embracing the eclectic messy centre. In Research handbook on climate change adaptation policy. Edward Elgar Publishing. Sparks, L., 2020. How is Coronavirus affecting the UK's Retail Sector?. Yadewani, D. and Wijaya, R., 2021. The Effect of Compensation and Career Development on Employee Turnover Intention in the Culinary Sector. ADPEBI International Journal of Business and Social Science, 1(1), pp.37-44. APPENDICES Appendix 1: Research Proposal Proposed title:Importance of compensation and benefits within human resource management in retail industry. Section One: Title, objective, responsibilities Title of the project: Importance of compensation and benefits within human resource management in retail industry.
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Objectives: To determine the importance of compensation and benefits for employees within an organisation. To discern the types of compensation and benefits offered to workforce for retaining employees within Iceland. To examine the impact of compensation and benefits on retention of employees and performance of business. To identify the challenges faced by Iceland while selecting types of benefits and compensation within the workplace. The main aim of this research is to identify the significance of compensation and benefits on employee retention within an organisation with a contextual study on Iceland. This project will analyse various questions stated below. Questions: What is the importance of compensation and benefits for employees within an organisation? What are the types of compensation and benefits offered to workforce for retaining employees within Iceland? What is the impact of compensation and benefits on retention of employees and performance of business? What are the major challenges faced by Iceland while selecting types of benefits and compensation within the workplace? This research is being conducted to study the impactof compensation on employeeand organizational performance and the challenges associated with it with special emphasis on Iceland, which operates in UK's retail industry. Section Two: Reasons for choosing this research project There are various reasons to choose this research project as it deals with the elements of human resource management which is a very crucial component of every company's business operations. A major driving force behind taking this topic is the personal interest that the author has in the compensation and benefits aspect of human resource. Conducting this research is beneficial for various stakeholders such as researchers, students as well as Iceland as researchers can learn from the research methodology and philosophy used and students can undertake key learning's in the field of compensation, talent retention and talent management. The management at Iceland can use this research report to analyze it's policies of employee compensation and find solutions to the challenges their workers are facing when it comes to benefits and perks of the retail industry. Section Three: Literature sources searched Theme 1:Importance of compensation and benefits for employees within an organisation. According to Kimberly Leonard (2019), knowing the fact that attracting and retaining quality talent in a company requires a lucrative compensation system is a hallmark of an experienced employer. Properly compensating employees for their efforts has plenty of benefits highlighted below. Attracting quality talent– The structure of remuneration and the benefits of working in a company are the biggest factors that is uses to hire top talent in the market as money is the biggest form of motivation.
Keeping morale of the workforce high– When the employees recieve fair compensation for their efforts in a company, they remain driven and focused to keep doing better work in hope of achieving a better financial position. Improving loyalty of workers towards the organization– Workers do not complete their tasks efficiently over a long period of time if they don't feel valued or important to the business, proper and good system of compensation makes them feel valued and appreciated increasing retention. Theme 2: The types of compensation and benefits offered to workforce for retaining employees within Iceland. According to Amy Stuart (2020), understanding the different forms of employee compensation is a fundamental requirement for HR and payroll specialists and these job roles are responsible for managing the workforce of a company. Iceland offers various forms of compensation to it's employees which are stated below. Restaurant and Gym memberships Discounted lifestyle products and amenities Workplace pension scheme (NEST) Theme 3: The impact of compensation and benefits on retention of employees and performance of business. According to Eric Dirks (2020), compensation functions as the reward given to employees for their continued and sustainable performance and it forms the backbone of the overall performance of the organization. By properly compensating the workforce, enterprise is postitively impacted in some areas described herein. Retention– Turnover is drastically reduced and employees strive to perform better by sticking to their given job roles in long periods of time. Organizational Productivity– A motivated workforce performs better and helps achieve business objectives much more smoothly. Theme 4: Major challenges faced by Iceland while selecting types of benefits and compensation within the workplace. As per the opinion of Patricia Woodside (2019), employee compensation management is a much more deeper and complex process then simply paying employees and it is subject to various economic and non economic barrriers. Iceland has had it's share of struggles while selecting compensation packages which are stated below. Inconsistency and infrequency in performance bonuses Benefits package is quite basic and lacks innovation Section Four: Activities and timescales Activities to be carried out during the research project (e.g., research, development and analysis of ideas, writing, data collection, numerical analysis, tutor meetings, production of final outcome, evaluation, writing the report): How long this will take: (See Gantt Chart below) Milestone one: See Gantt Chart Target date (set by tutor): ......................................................................................... Milestone two: ......................................................................................... Target date (set by tutor): ......................................................................................... Section Five: Research approach and methodologies
Research Philosophy: This refers to the thought process and agenda behind the collection of research related information and there are two major philosophies which are interpretivism and positivism. This report will use the positivism philosophy due to it's time and cost saving nature and help in attaining detailed knowledge. Research Approach: Refers to the method of evaluating information and making assumptions and hypothesis about the research topic. Inductive and deductive are two most common types of research approaches and deductive reasoning has been used in this report as it is a more scientific method and findings can be proven. Research Design: It is the framework of research methods and techniques employed by researchers to conduct their analysis of a hypothesis. Exploratory, Descriptive and Experimental research designs are the most followed ones and in this report descriptive design has been used due to focus on theoretical presentation of collected data. Research Methodology: It involves the various way in which information is collected and analyzed to reach the desired conclusions. Qualitative and quantitative methodologies are widely followed methodologies and in this project, quantitative methodology has been chosen due to the presence of statistically presented data. Sampling Method: Probability and non-probability are two methods by which the sample size is chosen by researchers and this project's sample has been chosen using probability sampling as it facilitates a higher and more precise sample size analysis and is not time consuming. Sampling Size: 20 employees working for Iceland have been selected to constitute the sample size in this report. The data collected will accurately depict the compensation management of Iceland. Data Analysis: There are different methods of analysing the collected data and descriptive statistics will be used in this report to properly present the collected quantitative data. Comments and agreement from tutor Comments (optional) I confirm that the project is not work which has been or will be submitted for another qualification and is appropriate AgreedName:Date: Comments and agreement from project checker (if applicable) Comments (optional) I confirm that the project is not work which has been or will be submitted for another qualification and is appropriate AgreedName:Date:
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Appendix 2: Research Ethical Form Section 1 Basic Details Project title: Student name: Student ID Number: Programme: College: Intended research start date: Intended research end date: Section 2 Project Summary Please select all research methods that you plan to use as part of your project: (Copy and paste the tick where applicable) Interviews: Questionnaires:✔ Observations: Use of Personal Records: Data Analysis:✔ Action Research: Focus Group: Other (Please specify):✔
Section 3: Participants Pleaseanswerthefollowingquestions,givingfulldetailswhere necessary.Will your research involvehuman participants?Yes Who are the participants? Tick all that apply: Ages 12-16:Young People aged17-18:Adults:✔ How will participants be recruited (identified and approached)? Approached Describe the processes you will use to inform participants about what you are doing: By telephonic conversations and emails Howwillyouobtainconsentfromparticipants?Willthisbewritten? Howwillitbemadeclearto participantsthattheymaywithdraw consenttoparticipateatanytime? Consent form shall be given through email and all information will be provided thereof. Studiesinvolvingquestionnaires:Willparticipantsbegiventheoption ofomittingquestionsthey do not wish toanswer? Yes:✔No: IfNoplease explain why below and ensure that you cover any ethical issues arising from this Studies involving observation: Confirm whether participants will be asked for their informed consent to be observed. Yes:No: Willyoudebriefparticipantsattheendoftheirparticipation(i.e.give themabriefexplanationof thestudy)? Yes:✔No:
Willparticipantsbegiveninformationaboutthefindingsofyour study?(Thiscouldbeabrief summary of your findings ingeneral) Yes:✔No: Appendix 3: Questionnaire