Human Resource Management: Conducting Primary Research and Evaluating Different Research Methods

This document provides an overview of conducting primary research and evaluating different research methods in Human Resource Management. It covers the concept of HRM, sources of data collection, qualitative and quantitative research methods, and data analysis techniques. The document also discusses the policies, challenges, and practices of HRM in the workplace.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Conduct primary research to further investigate on topic ......................................................1
2. Evaluate interpret about different research method. ..............................................................2
Data Analysis :.................................................................................................................................2
Interpretation ...................................................................................................................................5
CONCLUSION................................................................................................................................5
.........................................................................................................................................................5

1INTRODUCTION
Human Resource Management is define to managing people, provide positive workplace,
some of activities that initiates to necessary training and development for employees
development for their performance concerned (Andersén, 2019). The major work of Human
resource management is to conducting hiring, motivating and maintaining workforce within
organisation. It deals issues related to employees such as recruiting, selecting, compensation and
training and development types of activities allows for development workforce competency.
Manager of human resource department supply necessary tools, techniques and methods to
employees for accomplishing their tasks and at the same time providing training and legal advice
to whole enterprise. It is responsibility of human resource manager to ensure growth of
enterprise by distributing roles and responsibilities to every individual. HRM is and important
element of each business enterprise this encourage ethical role practices at workplace and
influence manger to treat all employees in a fair way (Arqawi and et. al., 2019). In this following
report, the organisation is consider Mark and Spencer and topic is revolves around assessment of
questionnaire and interviews related with Human resource management studies. Furthermore, to
consider assessment 1 the assessment 2 is create on the basis of literature review, as through this
report contains 1 interview and rest questionnaire part in which 1 participants for interview and 3
participants in questionnaire segment.
2MAIN BODY.
31. Conduct primary research to further investigate on topic .
Sources of Data collection:
It is consisting to the process of collecting or gathering of information from where it
origins. As per the collection of information are scrutinising from using different sources and
these relevant information are utilised on which research can conduct their research objectives.
There are information which collected on systematic way that also data base collection. The data
is being collected on the basis of 2 major factors are:
Primary source of data: It is type of data structure that is gathered through researcher
perspective on directly basis from main source of interviews survey, questionnaire etc (Cugueró-
Escofet, Ficapal-Cusí and Torrent-Sellens., 2019). The role of primary data are usually gathered
from relevant sources where the data is formulated on origin format that are best kind of data
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research. The sources of primary data are usually chosen to attain specific demand or
requirement of a particular research.
There are certain method of primary method are:
 Interviews: It is method of data collection where 2 peoples are usually involves groups
in which first group is the interviewer on the basis of collection data. The question and
responses during on interview may be exceed on verbal manner.
 Survey or Questionnaire: These type of questionnaire are having 2 similar on tool used
in collecting primary data. The format of questionnaire is set of question is composed on
the basis of relative research topic.
Secondary Source method: This data emphasis about is collected some1 other than
primary user (Gahlawat and Kundu, 2019). Common sources of secondary data for social science
include census, collecting information through other documentation or some researcher's thesis.
There is 1 method which follows to compose literature review and conducting interview for
gather responses from participants review.
42. Evaluate interpret about different research method.
Research method: This a framework of strategies, procedure or considered techniques
that utilised in the collection of data within evidence about analyse in order to uncover new
information or create effective understanding of related topic. There are 2 major types of
research methods as:
 Qualitative Research method: This is comprise about to data obtained through
researcher perspective that determine on generating data through open ended question
and effective communication. This research method used for forming interview within
related research topic or objective.
 Quantitative Research method: It is process for collecting and analysing on the basis
of numerical data (Harsch and Festing, 2020). This can be used to find pattern and
averages, make prediction, test causal relationship and better generalise for optimising
results in wider population. Through this method it is used at the time of conducting
questionnaire on specific research topic.
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5Data Analysis :
Questionnaire: It is written document in which set of questions are framed on specific
research topic and subjective aspect. In this questionnaire is about to asking from employees of
organisation.
The objective of using Questionnaire is to making the data information clarity and reliability for
better outcomes generates (Jabbour and et. al., 2019). Within proper structured for questionnaire
framework to better understand about concept of Human resource in organisation perspective. As
per the researcher point of view, they opted for questionnaire process to identify about different
questions responses to better scrutinise different perspective. For consider human resource
management topic is highlight it is opted for mapping the system of HRM in Mark and Spencer
to attain positive outcomes in terms of work productivity increased.
Questionnaire
Q1. Do you know the concept of Human resource management?
a) Agree
b) Moderately Agree
c) Disagree
Q2. Did you aware about human resource systems in your Mark and Spencer?
a) Recruitment and Selection.
b) Training and Development.
c) Performance Appraisal.
Q3. What are the polices followed by Human resource management in your workplace?
a) Better employment norms.
b) Employee's Compliance norms.
c) Grievances Handling
d) Others.
Q4. What are the challenges which faces by your company Human resource management
in policies?
a) Working culture.
b) Issue with Wages.
c) Workplace discrimination.
3

Q5. What are the main practises of Human resource management implies in your Mark
and Spencer?
a) Talent Management.
b) Recruitment and Selection.
c) Performance management.
d) Training and Development.
Q6. As per your point, are employees getting equal opportunity to male and female
worker in your organisation to create effective workplace?
a) Agree
b) Moderately Agree
c) Disagree
Q7. Do you want to suggest any of Human resource practise to organisation for further
improvement?
a) Talent Management
b) Employee Engagement
c) Performance Appraisal.
Sample Size= 5
Q1. Do you know the concept of Human resource management? Frequency
a) Agree 3
b) Moderately Agree 1
c) Disagree 1
Q2. Did you aware about human resource systems in your Mark and
Spencer?
a) Recruitment and Selection. 2
b) Training and Development. 1
c) Performance Appraisal. 2
Q3. What are the polices followed by Human resource management
4

in your workplace?
a) Better employment norms. 1
b) Employee's Compliance norms. 1
c) Grievances Handling 2
d) Others. 1
Q4. What are the challenges which faces by your company Human
resource management in policies?
a) Working culture. 1
b) Issue with Wages. 2
c) Workplace discrimination. 2
Q5. What are the main practises of Human resource management
implies in your Mark and Spencer?
a) Talent Management. 2
b) Recruitment and Selection. 1
c) Performance management. 1
d) Training and Development. 1
Q6. As per your point, are employees getting equal opportunity to
male and female worker in your organisation to create effective
workplace?
a) Agree 3
b) Moderately Agree 1
c) Disagree 1
Q7. Do you want to suggest any of Human resource practise to
organisation for further improvement?
a) Talent Management 2
b) Employee Engagement 1
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c) Performance Appraisal. 2
6
7Interpretation
Q1. Do you know the concept of Human resource management? Frequency
a) Agree 3
b) Moderately Agree 1
c) Disagree 1
Evaluation:
From above graph of human resource management concept is emphasis that out of five
people 3 are agree, 1 is moderately agree and 1 is not agree on the statement of HRM concept.
Q2. Did you aware about human resource systems in your Mark and
Spencer?
Frequency
a) Recruitment and Selection. 2
b) Training and Development. 1
c) Performance Appraisal. 2
6
a) Agree b) Moderately Agree c) Disagree
0
0.5
1
1.5
2
2.5
3
3.5
Frequency

Evaluation:
In this above graph representation is demonstrate about better human resource system are
share as 2 of them are supporting for recruitment and selection, 1 person is for Training and
Development and rest 2 people are agree on Performance Appraisal that perform as Human
resource system in their concerned organisation effectively (Juarez Tarraga, Santandreu
Mascarell and Marin Garcia, 2019).
Q3. What are the polices followed by Human resource management
in your workplace?
Frequency
a) Better employment norms. 1
b) Employee's Compliance norms. 1
c) Grievances Handling 2
d) Others. 1
7
a) Recruitment and Selection.
b) Training and Development.
c) Performance Appraisal.
0
0.5
1
1.5
2
2.5

Evaluation:
As in above graph is represents about polices which abide the human resource
management where, 3 persons are supporting for Better employees norms, Employee compliance
and others. But there 2 participants who focused that human resource department allows some
sort of Grievance handling within better manner (Kerdpitak and Jermsittiparsert., 2020). It is
important to mapping information about main organisation policies follows that maintain
systematic work regulation.
Q4. What are the challenges which faces by your company Human
resource management in policies?
Frequency
a) Working culture. 1
b) Issue with Wages. 2
c) Workplace discrimination. 2
8
a) Better employment norms.
b) Employee's Compliance norms.
c) Grievances Handling
d) Others.
0
0.5
1
1.5
2
2.5

8
Evaluation:
On the basis of above data is demonstrate for challenges which they are facing within
company as 2 people are issues with wages, workplace discrimination and 1 participant is for
working culture. This question is structured because to evaluate about scrutinise main challenges
rectified that faces within organisation structure.
Q5. What are the main practises of Human resource management
implies in your workplace?
Frequency
a) Talent Management. 2
b) Recruitment and Selection. 1
c) Performance management. 1
d) Training and Development. 1
9
9
a) Working culture.
b) Issue with Wages.
c) Workplace discrimination.
0
0.5
1
1.5
2
2.5

Evaluation:
As per above data representation, the question is about to main practise of human
resource management that implies in workplace where 2 people are support on Talent
Management and rest 3 peoples are on Recruitment and Selection, Performance Management
and Training Development. Thus, these are the main practise which follows within organisation .
Q6. As per your point, are employees getting equal opportunity as
male and female worker in your organisation to create positive
workplace?
Frequency
a) Agree 3
b) Moderately Agree 1
c) Disagree 1
10
a) Talent Management.
b) Recruitment and Selection.
c) Performance management.
d) Training and Development.
0
0.5
1
1.5
2
2.5

Evaluation:
As per the basis of above graphical representation where it describe about workplace
equality in concerned organisation on which 3 persons are agree that they have equal work
opportunity where as rest participants are not much agree on workplace equality (Kmecová.,
2018). As in general term, these practises is conducted by Human resource department because if
employees would not satisfied then there is no sense to implement workplace polices or rules in
organisation. In every organisation males and females are majorly important for systematic
setting example of workplace equality.
Q7. Do you want to suggest any of Human resource practise to
organisation for further improvement?
Frequency
a) Talent Management 2
b) Employee Engagement 1
c) Performance Appraisal. 2
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a) Agree b) Moderately Agree c) Disagree
0
0.5
1
1.5
2
2.5
3
3.5

Evaluation:
According to this graph, the figures are demonstrate about to suggest better human
resource management practise where it enhance further improvement on which participants
responses are: 2 persons are suggested for Talent management, another 2 person are opinion on
Performance Appraisal and only 1 person is dedicated towards Employee engagement activities.
These practises are governed by human resource management in which which the only objective
to having this Human resource practises for employee performance improvement.
Evaluation:
As Talent management is emphasis about to promoting potential employees in other
opportunities level as well as it motivates to others for enhancing their skills and knowledge
within productive manner. Employee Engagement activities is to coordinate by employees and
human resources manager to reduce stress within workplace as well as HR Manager is used to
make their employees within better manner for formulating within better manner (Mukherjee,
Paul and Banerjee., 2020). Performance Appraisal is evaluation of Performance for employees
activities is 1 of the main and important element of human resource function. This help managers
in knowing about the current skills and knowledge of workers and helps in assign them duties
accordingly.
Interview Question:
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a) Talent Management
b) Employee Engagement
c) Performance Appraisal.
0
0.5
1
1.5
2
2.5

Q1. What do you mean by the concept of Human resource management?
Respondent (Manager 1): They said about that human resource is the concept of forming
working guidelines that reform within workplace. Such as employment laws along with different
activities which human resource department is used to conduct recruiting and selecting,
managing employees, prepare record of employees in management information system to
systematic manner (Szierbowski-Seibel., 2018). Other activities for managing internal practises
such as Training and Development, Performance Appraisal, Talent management etc. According
to their opinion these practises are one of relevant practises in human resource management in
which employees and manager would get coordinate and creates better relationship among each
other.
Q2. Why Human resource policies are important to an organisation and when it is used?
Respondent : The response which they shared is human resource department are the main factor
who form policies towards maintain specific organisation's goals and objectives. Furthermore,
through policies it provide optimum structure, control, effective consistency, fairness in Small
medium enterprise. It also ensure about compliance within employee legislation where it help to
inform on company's existence (Tursunbayeva., 2019). Because without having any work
policies and managers are not proper getting knowledge as well as practise in terms of training.
Some of the organisational policies are highlighted on the basis of Employment Policy: This
policy retrierates that both an employer and employees having relationship at any time for and
for any reason, providing said reason is lawful. Anti Harassment and Non discrimination policy
are type of taking place in workplace. Sexual Harassment Policy, this policy is conduct for high
profile concern. To informing and educating employees through up to date sexual harassment
policy is critical and some of region have one in place.
Q3. What are the main challenges which is faces by Human resource management?
Respondent: In organisation there are many challenges which is faces by human resources
which is having certain factor to seeking for economic, competitive, technological or having
social impact. It also helps to company towards complaince with all factor to create an affect on
company. However, after taking consideration into all factor on which company faces certain
challenges. These sort of challenges could be Employee grievances, Rules and regulation are one
of top priorities where it structured about government rules and regulation within dynamic
business project. At the time of hiring it is first thing arise is human resource. As company
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perspective is depended on its workforce where best hiring strategies in labour market to play as
employ best.
10Q4. Could you suggest some strategies that improve better human resource practises
within organisation.
Respondent: There are some strategies that create better positive workplace within organisation
that allows better performance management of employees that easy to mapped their productivity
on the basis of outcomes (Úbeda-García and et. al, 2018). Prepare about some managerial or
human resource practises such as Performance management, Appraisal, Reward Management
and Employee Engagement for employee development.
CONCLUSION
From above report Human resource management is summarised on the basis of framing
questionnaire related to human resource that having ample question related with HRM. There is
reason for getting knowledge about participants views and opinion on HRM system in their
organisation. At last Interview questions is approach to manager for analyse better perspective of
superior work.
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11REFERENCES
Books and Journals
Andersén, J., 2019. Resource orchestration of firm-specific human capital and firm performance
—the role of collaborative human resource management and entrepreneurial orientation.
The International Journal of Human Resource Management, pp.1-33.
Arqawi and et. al., 2019. Green Human Resource Management Practices Among Palestinian
Manufacturing Firms-An Exploratory Study.
Cugueró-Escofet, N., Ficapal-Cusí, P. and Torrent-Sellens, J., 2019. Sustainable human resource
management: How to create a knowledge sharing behavior through organizational
justice, organizational support, satisfaction and commitment. Sustainability. 11(19).
p.5419.
Gahlawat, N. and Kundu, S.C., 2019. Progressive human resource management and firm
performance. International Journal of Organizational Analysis.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management. 59(1). pp.43-61.
Jabbour and et. al., 2019. Who is in charge? A review and a research agenda on the ‘human
side’of the circular economy. Journal of cleaner production. 222. pp.793-801.
Juarez Tarraga, A., Santandreu Mascarell, C. and Marin Garcia, J.A., 2019. What are the main
concerns of human resource managers in organizations?. Intangible Capital. 15(1).
pp.72-95.
Kerdpitak, C. and Jermsittiparsert, K., 2020. The impact of human resource management
practices on competitive advantage: Mediating role of employee engagement in Thailand.
Systematic Reviews in Pharmacy. 11(1), pp.443-452.
Kmecová, I., 2018. Analysis of the efficiency of the educational processes of the subjects
business management, human resource management, and mathematics, and their
comparison.
Mukherjee, Paul, N. and Banerjee, U., 2020. Assessing green human resource management
practices in higher educational institute. TEST Engineering & Management, 82.
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Szierbowski-Seibel, K., 2018. Strategic human resource management and its impact on
performance–do Chinese organizations adopt appropriate HRM policies?. Journal of
Chinese Human Resource Management.
Tursunbayeva, A., 2019. Human resource technology disruptions and their implications for
human resources management in healthcare organizations. BMC health services
research. 19(1). pp.1-8.
Úbeda-García and et. al, 2018. High performance work system and performance: Opening the
black box through the organizational ambidexterity and human resource flexibility.
Journal of Business Research. 8. pp.397-406.
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