Impacts of Interneting and IT on HR Management and Recruiting: A Literature Review

This literature review explores the impacts of Interneting and IT on HR management and recruiting. It discusses the factors influencing HR management, the impacts of Interneting, and the impacts of IT on employee recruitment processes.

Business 1
Business
Name
Instructor
Course
Date

Business 2
IMPACTS OF INTERNETING AND IT ON HR MANAGEMENT AND RECRUITING
Assessment 1: Literature Review
1. Problem Statement
Business organizations develop different operational strategies to ensure the overall success of
the organization. On the contrary, all business firms need workers and other stakeholders to help
in carrying out business processes. Since all business operations require the input of
stakeholders, such individuals are important in ensuring organizational success and thus, need to
be properly managed. Therefore, an organization needs to undertake whatever necessary to
ensure that workers are well managed and kept happy all the times. In the current business world,
the management of workers is done under a special business department known as the HRM
(Human Resource Management) Department. The Human Resource Department is charged with
a couple of activities including managing processes of recruitment, compensation, training,
policing, and the development of employee management policies.
However, the area of HRM has been overhauled in the last few years. The overhaul is to ensure
that the department has more mandate, the power to deal with more organizational, and
employee management roles. It has thus, become one of the most important sectors in business
organizations currently. Otherwise, the roles performed by this department within the context of
businesses are more of administrative and not strategic as it used to be. Finally, yet importantly,
the HR department of any organization focuses on the generation of revenue through the use of
technology and stakeholder skills.
2. Situation Relevant to the Articles and Expected Outcomes

Business 3
In relation to the main topic of “Impacts of Interneting and IT on HR Management and
Recruiting”, this activity intends to perform a literature review. The paper has identified twelve
literature sources to help in the achievement of study objectives. The literature sources include:
i) Acas. (2018). Acas working for everyone. [Online] Building Productivity in the UK.
Available at: http://www.acas.org.uk/index.aspx?articleid=1461
ii) Banfield, P and Kay, R (2012). Introduction to Human Resource Management (2nd
Ed). Oxford. Oxford University Press.
iii) Brewster, C., Sparrow, P., Vernon, G., and Houldsworth, E. (2011). International
Human Resource Management (3rd Edition). London; CIPD.
iv) Cappelli, P., (2015). “HR Implications of Healthcare Reform,” [Online] Human
Resource Executive. Available at: http://www.hreonline.com/HRE/story.jsp?
storyId=379096509.
v) Carberry, C and Cross, C (2015). Human Resource Development: A Concise
Introduction. London; Palgrave.
vi) Deal, T.E. and Kennedy, AA (2012). Corporate cultures: the rites and rituals of
corporate life, Harmondsworth, Penguin.
vii) Frasch, K. B., David, S., and Jared, S. (2017). “There’s No Whining in HR,” [Online]
Human Resource Executive. Available at: http://www.hreonline.com/HRE/story.jsp?
storyId=227738167.
viii) Gilmore, S and Williams, S (2013). Human Resource Management (2nd Ed). Oxford;
Oxford University Press.
ix) Handy, CB (2016). [1976] Understanding organizations, London, Penguin.
x) Investors in People (2018). PEOPLE MANAGEMENT SOLUTIONS. [Online]
Investors in People. Available at: https://www.investorsinpeople.com/
xi) M Libraries (2017). What Is Human Resources? [Online] HRM. Available at:
https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-
resources/
xii) Mankin D (2009). Human Resource Development. Oxford; Oxford University Press.
The twelve identified study sources will help in the achievement of this assignment’s study
objectives by tackling a number of business issues including:
- Human Resource Management
- Impacts of Interneting to business organizations and;

Business 4
- How the Internet and Information Technology have changed employee recruitment
processes in businesses.
In general, the sources will help in defining and discussing management concepts including
theories. Apart from that, the sources will help in explaining HRM roles in an organization.
3. Comparison of Articles and Point of Views
3.1. Factors Influencing HR Management
Banfield and Kay (2012); Brewster, Et al. (2011); Carberry and Cross (2015); Gilmore and
Williams, (2013); M Libraries (2017); and Mankin (2009) all discuss the main aspects of HR
management. However, Mankin (2009) believes that HR management is influenced by either
internal or external organizational factors. According to Carberry and Cross (2015), internal
organizational factors can either be controlled directly or indirectly while external factors are
beyond the control of the organization. Otherwise, Banfield and Kay (2012) believe that factors
that influence the management of HR have positive or negative impacts on human resources. The
two authors then list some of the predominant factors of HR management as:
- Globalization and Offshoring
- Health-care costs
- Worker expectations
- The diversity of the workforce
- Workforce demographic changes
- Technology
M Libraries (2017) then discusses the influence of IT and Interneting on the management of HR
as well as employee recruitment. According to the writers of M Libraries, a trend has been

Business 5
realized regarding the increased application of social networking in the management of
organizational processes. Much of organizational information is disseminated internally or
externally through social networking platforms. Apart from that, there is a trend that is already
realized in businesses and of which is the use of flexible work schedules. With flexible work
schedules, employs come up with their own work patterns and schedules e.g., telecommuting.
Telecommuting allows employees to work from their desired locations. Mankin (2009) believes
that the creation of flexible work schedules and telecommuting are some of the technological
factors that have positively influenced the management of HR operations. Otherwise, Brewster,
Et al. (2011) believes that the work of HR sector is, therefore, to understand the internal and
external factors that influence HR management and then come up with strategies and policies
that meet the need of workers and ensure organizational success.
3.2. Interneting
Under Interneting, Acas (2018) argues that the world of business has gone through several
changes with the popularity of interneting. Particularly, the use of Internet tools has led to
increased access to global markets. However, Handy (2016) believes that however much
Interneting has created several advantages, it has also resulted in the creation of business models
with a number of disadvantages. On the contrary, Cappelli (2015) argues that since the
employment of the Internet in business operations is a new venture, most of the value that comes
with it is yet to be exploited. Otherwise, business investors and organizations are on the rush to
grab what Interneting has to offer. The author also believes that innovation that couples the use
of the Internet ensures that organizations develop success drivers.
According to Investors in People (2018), “Mobile Internet Access” is a factor of Interneting that
adds a different dimension to HR management and thus, benefits business organizations. Mobile

Business 6
the factor provides business organizations with the chance to get to the targeted potential
customers using mobile devices. Secondly, the integration of mobile Interneting and map
services, as well as business listings, help organizations to come up with business models that are
location-based. The location-based models are then used in driving customers to businesses.
Investors in People (2018) then states another interneting factor as “Globalization of Supply
Chain and Physical Products”. According to this article, the advent of Interneting came with a
couple of supply chain and production changes. One of such changes is the fact that business
organizations have the capability of sourcing several manufacturers through online
communication. In such a case, the use of the Internet ensures fast and efficient communication
techniques. Deal and Kennedy (2012) then believe that Interneting has enhanced marketing.
With Interneting, marketers are able to access large customer audiences and markets. The
content of marketing has also been made free through Interneting thus, organizations are able to
create desirable content and drive traffic towards their businesses. Otherwise, Deal and Kennedy
(2012) believe that organizations are able to have their products promoted through advertisement
banners, social media platforms, high traffic websites, and the use of public relation influencers.
3.3. The Impacts of Internet and IT on Recruitment of Employees
Banfield and Kay (2012) as well as Brewster, Et al. (2011) believe that several changes have
taken place in the HR department especially with regards to employee recruitment. Brewster, Et
al. (2011) argues that improvements in technology have enhanced operations relating to hiring
and firing. It is believed that the changes have resulted from the employment of the Internet of
Things (IoT) and Artificial Intelligence (AI).
Banfield and Kay (2012) then argue out that more than 79% of business organizations use social
media platforms to profile prospective candidates. They use such platforms to determine if the

Business 7
interested candidates post positive or interactive topics. Otherwise, Banfield and Kay (2012)
believe that business organizations increase their customer base using social platforms. Apart
from that, organizations advertise their job vacancies and opportunities in social media
platforms. By so doing, the business increases the number of social media followers. With a
good, large, loyal follower base, the firm will work hard to keep individuals interacting. The
followers will also be regularly posted on company activities (Banfield and Kay, 2012).
Having gone through the twelve literature sources, some of the highlighted advantages of using
the Internet and IT processes in recruitment are:
a) The high rate of productivity: Brewster, Et al. (2011) believes that when the
productivity of an organization increases, the growth of the national and international
economy is boosted as well. However, when the issue is related to technology, processes
of selling and manufacturing are automated by Interneting and IT which otherwise, cuts
the time used in production and marketing. Apart from that, automation features that
come with the employment of technology streamline management processes like
emailing, a delegation of tasks, and marketing (Brewster, Et al., 2011).
b) Reduction of employee recruitment risks: According to Frasch, David and Jared
(2017); and Investors in People (2018), business organizations do not wish to go through
recruitment processes only to have new recruits leave their jobs. Otherwise, the costs of
employee turnover tend to pile in such instances. Investors in People (2018) demonstrates
that business organizations are likely to create net value difference of up to $2.1 million
while maintaining their overall on-board improvements and management processes
within a three-year period. Apart from that, Frasch, David and Jared (2017) believe that
the technology that is used in processes of recruitment help recruiters in filtering resumes

Business 8
without physically going through the same. Such technology levels have special features
that allow the extraction of important information from the resumes. Recruiters are
afterward, charged with comparing the qualifications of every candidate to attain the
most suitable skills.
However, Cappelli (2015) argues that Interneting helps businesses to pick appropriate
candidates from the rest of the applicants. There are many methods picked by Cappelli
(2015) to help in such processes yet some of the most prominent ones include the use of
social media platforms like LinkedIn and Facebook, email systems, communication
techs, and job boards. Therefore, employing technology in HR processes save most
organizations from performing a number of manual activities such as conducting face-to-
face meetings when conducting interviews.
c) Improved recruitment strategies: Deal and Kennedy (2012) believe that the HR sector
requires strategic management. Through the employment of analytics, organizations are
capable of measuring the extent to which formulated strategies for hiring are able to be
productive. However, the analytics in-built technological techniques with the ability to
help recruiters formulate their own strategies and processes of employee selection
(Handy, 2016). Apart from that, the presence of hiring metrics helps in soliciting
appropriate candidates for jobs by tracking, measuring, and applying recruitment
analytics. Therefore, business organizations will not waste time and money on strategies
and practices that are faulty (Handy, 2016).
4. Conclusion
Finally, yet importantly, this literature review paper mentioned that business organization comes
up with different strategies of operation to ensure the overall success of the organization.

Business 9
However, every business needs workers and other stakeholders to help in carrying out business
processes. On the same note, because all business operations require the input of stakeholders,
such individuals are important in ensuring organizational success and thus, need to be properly
managed. In the same line, this activity mentioned before that an organization needs to undertake
whatever necessary to ensure that workers are well managed and kept happy all the times. In the
current business world, the management of workers is done under a special business department
known as the HRM (Human Resource Management) Department. As aforementioned, the
Human Resource Department is charged with a couple of activities including managing
processes of recruitment, compensation, training, policing, and the development of employee
management policies.
Otherwise, the twelve identified study sources have helped in the achievement of this
assignment’s study objectives by tackling a number of business issues in the form of:
- Human Resource Management
- Impacts of Interneting to business organizations and;
- How the Internet and Information Technology have changed employee recruitment
processes in businesses.
In general, the identified sources have helped in defining and discussing management concepts
including theories. Apart from that, the sources have also explained HRM roles in an
organization.

Business 10
Assessment 2: Business Research Proposal
Impacts of Interneting and Information Technology on Human Resource Management and
Recruiting
Contents
INTRODUCTION.........................................................................................................................11
Objectives and Scope.................................................................................................................11
ANALYSIS AND DISCUSSION.................................................................................................12
Factors Influencing HR Management........................................................................................12
a) Interneting...................................................................................................................13
Impacts of the Internet and IT on Recruitment of Employees...................................................14
i) The high rate of productivity..........................................................................................15
ii) Reduction of employee recruitment risks....................................................................15
iii) Improved recruitment strategies..................................................................................16
CONCLUSION..............................................................................................................................16

Business 11
INTRODUCTION
Business organizations develop different operational strategies to ensure the overall success of
the organization. On the contrary, all business firms need workers and other stakeholders to help
in carrying out business processes. Since all business operations require the input of
stakeholders, such individuals are important in ensuring organizational success and thus, need to
be properly managed (Gilmore and Williams, 2013). Therefore, an organization needs to
undertake whatever necessary to ensure that workers are well managed and kept happy all the
times. In the current business world, the management of workers is done under a special business
department known as the HRM (Human Resource Management) Department. The Human
Resource Department is charged with a couple of activities including managing processes of
recruitment, compensation, training, policing, and the development of employee management
policies (Gilmore and Williams, 2013).
However, the area of HRM has been overhauled in the last few years. The overhaul is to ensure
that the department has more mandate, the power to deal with more organizational, and
employee management roles. It has thus, become one of the most important sectors in business
organizations currently. Otherwise, the roles performed by this department within the context of
businesses are more of administrative and not strategic as it used to be. Finally, yet importantly,
the HR department of any organization focuses on the generation of revenue using technology
and stakeholder skills (GOV.UK, 2018).
Objectives and Scope
In relation to the main topic of “Impacts of Interneting and IT on HR Management and
Recruiting”, this activity intends to discuss business management issues; HR management in

Business 12
specific (GOV.UK, 2018). Some of the sensitive issues that this research proposal intends to
discuss include:
- Human Resource Management
- Impacts of Interneting to business organizations and;
- How the Internet and Information Technology have changed employee recruitment
processes in businesses.
In general, this research proposal paper will define and discuss HR management concepts and
theories, impacts of IT and Internet on recruitment, and examine HR roles in an organization.
ANALYSIS AND DISCUSSION
Factors Influencing HR Management
According to Mankin (2009), HR management is influenced by either internal or external
organizational factors. However, Carberry and Cross (2015) believe that internal organizational
factors can either be controlled directly or indirectly while external factors are beyond the control
of the organization. Otherwise, factors that influence the management of HR have positive or
negative impacts on human resources (Banfield and Kay, 2012). Some of the predominant
factors of HR management include:
- Globalization and Offshoring
- Health-care costs
- Worker expectations
- The diversity of the workforce
- Workforce demographic changes
- Technology

Business 13
A trend has been realized regarding the increased application of social networking in the
management of organizational processes. Much of organizational information is disseminated
internally or externally through social networking platforms. Apart from that, there is a trend that
is already realized in businesses and of which is the use of flexible work schedules. With flexible
work schedules, employs come up with their own work patterns and schedules e.g.,
telecommuting. Telecommuting allows employees to work from their desired locations. Mankin
(2009) believes that the creation of flexible work schedules and telecommuting are some of the
technological factors that have positively influenced the management of HR operations. The
work of HR sector is, therefore, to understand the internal and external factors that influence HR
management and then come up with strategies and policies that meet the need of workers and
ensure organizational success (Brewster, Et al., 2011).
a) Interneting
The world of business has gone through several changes with the popularity of Interneting (Acas,
2018). Particularly, the use of Internet tools has led to increased access to global markets.
However, in as much as Interneting has created several advantages, it has also resulted in the
creation of business models with a number of disadvantages. On the contrary, since the
employment of the Internet in business operations is a new venture, most of the value that comes
with it is yet to be exploited. Otherwise, business investors and organizations are on the rush to
grab what Interneting has to offer. The author also believes that innovation that couples the use
of the Internet ensures that organizations develop success drivers (Handy, 2016).
According to Investors in People (2018), “Mobile Internet Access” is a factor of Interneting that
adds a different dimension to HR management and thus, benefits business organizations. Mobile
the factor provides business organizations with the chance to get to the targeted potential

Business 14
customers using mobile devices (Cappelli, 2015). Secondly, the integration of mobile Interneting
and map services, as well as business listings, help organizations to come up with business
models that are location-based. The location-based models are then used in driving customers to
businesses. Another interneting factor is “Globalization of Supply Chain and Physical Products”.
The advent of Interneting came with a couple of supply chain and production changes (Investors
in People, 2018). One of such changes is the fact that business organizations have the capability
of sourcing several manufacturers through online communication. In such a case, the use of the
Internet ensures fast and efficient communication techniques. Interneting has, therefore,
enhanced marketing. With Interneting, marketers are able to access large customer audiences and
markets. The content of marketing has also been made free through Interneting thus,
organizations are able to create desirable content and drive traffic towards their businesses (Deal
and Kennedy, 2012). Organizations are able to have their products promoted through
advertisement banners, social media platforms, high traffic websites, and the use of public
relation influencers (Deal and Kennedy, 2012).
Impacts of the Internet and IT on Recruitment of Employees
Several changes have taken place in the HR department especially with regards to employee
recruitment. In relation, improvements in technology have enhanced operations relating to hiring
and firing. It is believed that the changes have resulted from the employment of the Internet of
Things (IoT) and Artificial Intelligence (AI) (Banfield and Kay, 2012). More than 79% of
business organizations use social media platforms to profile prospective candidates. They use
such platforms to determine if the interested candidates post positive or interactive topics.
Otherwise, business organizations increase their customer base using social platforms. Apart
from that, organizations advertise their job vacancies and opportunities in social media platforms

Business 15
(CMI, 2018). By so doing, the business increases the number of social media followers. With a
good, large, loyal follower base, the firm will work hard to keep individuals interacting. The
followers will also be regularly posted on company activities (Banfield and Kay, 2012).
Therefore, some of the advantages of using the Internet and IT processes in recruitment are:
i) The high rate of productivity
According to several research sources, when the productivity of an organization increases, the
growth of the national and international economy is boosted as well. However, when the issue is
related to technology, processes of selling and manufacturing are automated by Interneting and
IT which otherwise, cuts the time used in production and marketing. Apart from that, automation
features that come with the employment of technology streamline management processes like
emailing, a delegation of tasks, and marketing (Brewster, Et al., 2011).
ii) Reduction of employee recruitment risks
It is obvious that business organizations do not wish to go through recruitment processes only to
have new recruits leave their jobs. Otherwise, the costs of employee turnover tend to pile in such
instances. Business organizations are, therefore, likely to create net value difference of up to $2.1
million while maintaining their overall on-board improvements and management processes
within a three-year period (Investors in People, 2018). Apart from that, the technology used in
processes of recruitment help recruiters in filtering resumes without physically going through the
same. Such technology levels have special features that allow the extraction of important
information from the resumes (Frasch, David, and Jared, 2017). Recruiters are afterward,
charged with comparing the qualifications of every candidate to attain the most suitable skills.
However, Interneting helps businesses to pick appropriate candidates from the rest of the

Business 16
applicants. There are many methods that help in candidate picking yet some of the most
prominent ones include the use of social media platforms like LinkedIn and Facebook, email
systems, communication techs, and job boards. Therefore, employing technology in HR
processes save most organizations from performing a number of manual activities such as
conducting face-to-face meetings when conducting interviews (Cappelli, 2015).
iii) Improved recruitment strategies
It is believed that the HR sector requires strategic management (Deal and Kennedy, 2012).
Through the employment of analytics, organizations are capable of measuring the extent to
which formulated strategies for hiring are able to be productive. However, the analytics in-built
technological techniques with the ability to help recruiters formulate their own strategies and
processes of employee selection (Handy, 2016). Apart from that, the presence of hiring metrics
helps in soliciting appropriate candidates for jobs by tracking, measuring, and applying
recruitment analytics. Therefore, business organizations will not waste time and money on
strategies and practices that are faulty (Handy, 2016).
CONCLUSION
In conclusion, this research proposal paper has mentioned that business organizations should
come up with different strategies of operation to ensure the overall success of an organization.
On the other hand, organizations should have workers and other stakeholders that help in
carrying out business processes (CMI, 2018). Otherwise, these workers should be managed
respectfully because they ensure organizational success through their commitment and hard
work. In the same line, this activity has mentioned that organizations should take the necessary
steps towards ensuring that workers are kept happy (CIPD, 2018).

Business 17
In general, this research proposal has established its study objectives by tackling business
management issues in the form of:
- Human Resource Management
- Impacts of Interneting to business organizations and;
- How the Internet and Information Technology have changed employee recruitment
processes in businesses.

Business 18
Assessment 3: Individual Reflective Journal
1. Introduction
This assessment is an individual reflection on business research. The study occurs in a twelve -
week study period all of which will establish the importance of business research and
management issues. The research steps that will be discussed in this activity are important in
developing management strategies as well as making decisions in businesses (Bryman & Bell,
2015).
2. Week One
The activity for the first week is on “The Nature, Process, and Strategy of Business Research”. In
this activity, the learner is required to be in a position of determining how “The Nature, Process,
and Strategy of Business Research” affect qualitative and quantitative research as well as
research strategies. This activity is important because it enables learners to research issues
associated with the nature, process, and strategy of business researches. Apart from that, the
context of this activity depends on factors such as the existence of researcher assumptions,
academic theories, views on research processes, and existing knowledge on research activities
(Zikmund, 2012).
3. Week Two
The second week’s activity is on “Research Design and Planning”. Herein, learners should be
able to explore and understand research aspects such as reliability, replication, and validity of
researches because they are the criteria for research quality assessment. Otherwise, learners are
able to learn the existing research designs such as cross-sectional designs, experimental designs,
case study designs, longitudinal designs, and comparative designs (Zikmund, 2012). Apart from

Business 19
this, this week’s activity is vital in the establishment of the existing difference between
methodology and research designing.
4. Week Three
The third week’s activity is on “Literature Review and Writing Business Research”. Herein,
learners will be able to identify literature sources and gauge them critically using ideas and
projections used by authors. Otherwise, there are aspects of business research writing such as
plagiarism that are learnt. This activity then helps in establishing research features like
bibliography and referencing (Bryman & Bell, 2015). One will learn that writing a proper
literature review will require key skills like reading and skimming.
5. Week Four
The research activity for week four is on “Ethics and Legal Consideration in Business Research”.
In this activity, learners are required to outline and determine cases involving research ethics,
problems of ethical decision-making, different stances on business research ethics, and political
issues surrounding business research ethics. In this activity, the main concerns are associated
with researchers and research partners’ relationships. Otherwise, studies will also entail ethical
concerns relating to participant hazards, inadequate informed consent, privacy invasion, and
deception (Bryman & Bell, 2015).
6. Week Five
This lecture activity is based on “The Nature of Qualitative Research, Sampling and Participant
Observation”. Herein, learners are required to explore, determine, and understand the main
qualitative research steps as well as the existing relationship between research and theory. In
general, the activity’s objectives include soliciting the nature of qualitative research concepts,

Business 20
then giving the differences between quantitative and qualitative research, as well as employing
reliability and validity are proper criteria for qualitative research.
7. Week Six
For the seventh study period, the topic is “Interviewing, Focus Groups and Language in
Qualitative Research”. Herein, learners are required to be able to differentiate structured from
qualitative interviews. Learners will also be able to employ interviewing guide, develop
interview questions, and then determine the benefits of qualitative interviewing within
researches. This section also looks into the role held by focus groups, the manner in which focus
groups are held, the interactions during focus group participation, and methods that feminist
researchers employ in their studies (Bryman & Bell, 2015).
8. Week Seven
In this discussion section, the main activity is on “Qualitative Data Analysis”. Learners therefore,
are required to be able to employ analytic induction in the analysis of qualitative data through
Grounded Theory. The theory helps in data fragmentation when coding as well as applying
secondary analysis (Calasanti and Slevin, 2017). Otherwise, the activity will also show the
implications of using personal documents such as official organizational documents, mass media
outputs, and virtual outputs.
9. Week Eight
In week eight, the main activity involves the study of “The Nature and Sampling in Quantitative
Research”. By the end of this activity, learners will be in a position to identify quantitative
research steps, use the gained skills to elaborate the effects of the concepts of research on

Business 21
sampling, and then solicit means through which quantitative measures are devised to obtain
study objectives.
10. Week Nine
The study area of week nine is “Structured Interviewing and Questionary Design”. Under this
topic, learners are required to be able to solicit reasons why most researchers go for structured
interviews. This activity is important because it provides several interview contexts, problems
associated with structured interviewing prerequisites, and the advantages as well as
disadvantages of questionnaires (Calasanti and Slevin, 2017). Otherwise, this activity requires on
to be able to address issues that relate to poor response rates and be able to employ questionnaire
forms.
11. Week Ten
This lecture activity’s theme is “Structured Observation and Content Analysis”. Herein, learners
are required to determine research survey limitations in relation to the study of behaviour, be
able to observe different forms of business research, determine the potential of structured
observation, as well as devise the different strategies associated with observing behaviour.
Otherwise, this lecture study is responsible for the development of research questions that help in
content analysis. It is also responsible for sampling approaches for analyzed documents as well
as the disadvantages and advantages of content analysis (Calasanti and Slevin, 2017).
12. Week Eleven
The activity around week eleven involves the study of “Secondary Analysis and Quantitative
Data”. The section will be important in understanding issues relating to secondary data analysis.
As a learner, one should be able to determine the advantages and disadvantages of employing

Business 22
secondary analysis in research activities. Apart from that, learners will also employ datasets of
high quality on large samples. Otherwise, this activity is important in research aspects like
determining the official potential for statistical analysis and using forms of unobtrusive statistical
methods (William, James and Arora, 2015).
13. Week Twelve
The twelfth and last study section is on “Mixed Methods Research”. Herein, learners are required
to develop arguments for and against quantitative and combined qualitative researches,
determine the possibilities of combining quantitative and qualitative research, and then provide
execution differences of mixed research methods.
14. Conclusion
Finally, yet importantly, this personal reflection activity has touched on business research topics
and outcomes. The reflection has also covered twelve study sections to discuss points of view on
business research management. Otherwise, all the discussed activities help in ensuring that
businesses increase profitability in their operations (Sherri, 2015).

Business 23
Bibliography
Acas, (2018) Acas working for everyone. [Online] Building Productivity in the UK. Available at:
http://www.acas.org.uk/index.aspx?articleid=1461 [Accessed 12 Oct 2018]
Banfield, P and Kay, R (2012) Introduction to Human Resource Management (2nd Ed). Oxford.
Oxford University Press.
Brewster, C. Sparrow, P. Vernon, G. and Houldsworth, E. (2011) International Human Resource
Management (3rd Edition). London; CIPD.
Cappelli, P. (2015) “HR Implications of Healthcare Reform,” [Online] Human Resource
Executive. Available at: http://www.hreonline.com/HRE/story.jsp?storyId=379096509.
[Accessed August 18, 2018]
Carberry, C and Cross, C (2015) Human Resource Development: A Concise Introduction.
London; Palgrave.
CIPD, (2018) The professional body for HR and people development. Available at:
https://www.cipd.co.uk/ [Accessed 12 Oct 2018]
CMI, (2018) Chartered Management Institute. [Online] Helping Individuals. Available at:
http://www.managers.org.uk/ [Accessed 12 Oct 2018]
Deal, T.E. and Kennedy, A. A. (2012) Corporate cultures: the rites and rituals of corporate life.
Harmondsworth, Penguin.
Frasch, K. B. David, S. and Jared, S. (2017) “There’s No Whining in HR,” [Online] Human
Resource Executive. Available at: http://www.hreonline.com/HRE/story.jsp?storyId=227738167.
[Accessed September 24, 2018]
Gilmore, S and Williams, S (2013) Human Resource Management (2nd Ed). Oxford; Oxford
University Press.
GOV.UK (2018) Policies and Regulations 2018. Available at: https://www.gov.uk/ [Accessed 12
Oct 2018]
Handy, CB (2016) [1976] Understanding organizations. London, Penguin.
Investors in People, (2018) People management solutions. [Online] Investors in People.
Available at: https://www.investorsinpeople.com/ [Accessed 12 Oct 2018]
M Libraries (2017) What Is Human Resources? [Online] HRM. Available at:
https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/
[Accessed October 10, 2018]
Mankin D (2009) Human Resource Development. Oxford; Oxford University Press.

Business 24
Mello, J. A. (2015) Strategic Human Resource Management (4th Edition). Stamford; Cengage.
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