Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Statement of Research issue:......................................................................................................2
Rationale of Research issue:......................................................................................................2
Ramification of the issue............................................................................................................3
Methodology:.............................................................................................................................4
Research overview:................................................................................................................4
Research Philosophy:.............................................................................................................4
Research approach:................................................................................................................4
Data Collection process:........................................................................................................5
Data Analysis Method:...........................................................................................................5
Ethical Considerations:..........................................................................................................6
Research Limitations:.............................................................................................................6
Research timeline:..................................................................................................................6
Considerations:...........................................................................................................................7
Negotiation of the Research issue:.............................................................................................8
Reference:................................................................................................................................10
Appendix..................................................................................................................................12

2HUMAN RESOURCE MANAGEMENT
Statement of Research issue:
The innovation required for the production of jewels across the world has declined in
a drastic manner. Therefore, the manufacturing cost that is required for the jewels have
declined overtime. In the case of Swarovski, a jewel manufacturing company located in
Vienna, Austria the aim is to develop jewel crystals at a cheap cost. This can be considered as
a major challenge for Swarovski (Shepherd, 2015). Hence, it is necessary that induction of
the employees be done so that training and development of the new sales consultant of the
company can take place.
In order to succeed in a falling market, it is necessary that a company like Swarovski
understand the scope that exists in the boutique training. As stated by Kirzner (2015) the
internal environment of the boutiques and jeweler manufacturing companies can be
considered as challenging mainly because it provides aspects based on the internal issues that
arise in the environment. In this regard, it can be said that for a retail company like
Swarovski, the factors that affect the internal environment involves understanding the
capabilities as well as the competencies of the employees. In this regard, it can be said that
for Swarovski an analysis of the internal environment of its competitors in other boutique
training facilities as well as its own company competence is necessary to be accessed.
Rationale of Research issue:
Another important problem that is analyzed via the report is the fact that Swarovski
employs various casual employees along with part timers in the business. This is because

3HUMAN RESOURCE MANAGEMENT
managing permanent employees is not a factor that is considered by Swarovski and thus it
can be said that rate of production as well as generation of revenue is not done in a proper
and consistent manner by the employees working part time for Swarovski. At the same time,
it is seen that due to the lack of permanent employees, proper training is not provided to the
people.
The reason behind this is that Swarovski aims at getting the best services from the
people and based on the longevity of the services derived from the employees, it is believed
that getting the maximum production from the employees is a major requirement. Therefore,
giving a proper training to these employees is a challenge that is faced by Swarovski. Lack of
training is also another reason for the lack of production in Swarovski. The employees and
the employer should be able to study and understand the requirement of training of the
employees of Swarovski.
The relationship that exists between the issue and the organization is the fact that due
to lack of proper training and development, it can be difficult for the managers of Swarovski
to continue to judge the performances of the employees. This can cause hindrance in the
performance of the company and at the same time, can be involved in gaining recognition in
the market. Thus, proper orientation, induction as well as training are required for the
employees and it is the duty of the managers to change its tactics in terms of understanding
the issue at hand.
Ramification of the issue
In order to understand the impact of training and development in retail organizations
it is necessary to take into consideration, the example of other companies that are the
competitors of Swarovski. Companies such as Briscoes and Warehouse provide employment
to permanent employees and thus investment is made on the training and development of the