Human Resource Management Research

This assignment focuses on conceptualizing and conducting qualitative research studies in the field of Human Resource Management (HRM). It requires students to utilize various theoretical frameworks and methodological approaches to analyze and understand complex HRM issues. The assignment emphasizes a pragmatically curious approach, encouraging critical thinking and practical application of research findings within the HRM context.

Dissertation Proposal
“An analysis of human resources challenges faced by international businesses:
A study of Deloitte Limited”

Table of Contents
Introduction......................................................................................................................................4
BACKGROUND.............................................................................................................................4
AIMS AND OBJECTIVES.............................................................................................................5
RESEARCH QUESTIONS.............................................................................................................5
LITERATURE REVIEW................................................................................................................6
RESEARCH DESIGN.....................................................................................................................9
PROJECT PLAN...........................................................................................................................13
Project management plan...........................................................................................................13
Research resource issues............................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17
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ABSTRACT
Through deep and critical study, the present report investigates the core issues related to analyse
the human resources challenges that are faced by the employees in the organization which is
working at an international level. This has been made with respect to Deloitte Limited, UK and
its international business. The report is dissertation pr explores that Deloitte Limited; UK has
reported various factors that are contributing with respect to its workforce.
The objective of the study is to carry out a systematic review on analyzing the human
resource challenges faced by international businesses: A study of Deloitte Limited. For this
purpose there has been a formulation of given proposal. The articles were searched from many
journal website like Emerald insight, Cinhal, Science direct, Ebscohost as well as Google
scholar. This helped in getting a good array of studies.
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INTRODUCTION
In the 21st century, there has been tremendous development in the business opportunities
due to globalization. With the various modes of entry strategies such as subsidiary and joint
ventures, organizations are expanding their operations at global level. UK, which is one the
developing country of the world has become a land of international business working with a
population of 64, 716,000 in 2015. Moreover, the successful access of UK with World Trade
Organization (WTO) had been contributory in gaining ample of opportunities which enable
business firms of UK to invest and operate at global level. Net international investment position
of UK is 1,791.934 billion. £ in 2014. However, beside this growth margin, there are various
issues which are faced by the UK companies who are serving worldwide. Deloitte Limited which
is one of the largest professional service network firms of the world is located in New York, UK.
It is providing services such as consulting, taxing, auditing, legal etc. in about 150 nations. In
2015, number of employees who are part of this consultancy firm is 225,400 (Leading in the new
world of work, 2015). With such a huge manpower and operations at worldwide locations, it is
frequent for Deloitte to encounter issues related to human resource. It further comprises of staff
management, negotiation issues, cultural differences etc. These aspects create direct impact on
the development of firm and the nation.
The present dissertation proposal is prepared with an intention to cover the analysis of
human resources challenges faced by international businesses. The present proposal will focus
on study made with respect to Deloitte Limited, UK. Dissertation proposal is aimed at
determining the human resources challenges that are faced by Deloitte. For conducting the study,
Literature review will be undertaken. Research Design will demonstrate the methodologies that
are applied to the current investigation. Lastly, project plan will be presented.
BACKGROUND
Globalization plays major contribution in the development of international trade and
investments. Deloitte has been successful in gaining the highest market share because of its
professional services. However, Human resource management (HRM) has been most popular
issue that has been encountered at international business management. In today’s professional
working where employees are working at 24/7 basis, the current topic which is about analyzing
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the human resources challenges faced by international businesses is of great importance. In order
to assess the ways in which huge staff who are working at global level are monitored and
evaluated by organizations promoted the interest to investigate the current study.
There have been conducted previous studies in relevance to similar topics by different
authors and researchers. Human resources management is of key relevance to international
business organizations. According to Freeman and Ceriello, (2011), effective management of
human resources strategies are of core requirement which leads to achieve better outcomes and
productivity at an international level. In light of staff working and challenges at global level, the
study on cultural differences that are faced by entrepreneurs in making employees work at cross
border levels. This may further hamper the operations of the organizations.
However, none of the studies were undertaken on human resources challenges that were
faced by consultancy firm who is operating at global level. Therefore, the current study
undertaken will contribute new findings to the research. With an aim of filling the gap which was
left by previous researchers, the current study was conducted. This will aim to analyze the
challenging issues that are faced by consultancy firm with respect to manpower working from
various nations of the world in order to attain single organizational objectives.
AIMS AND OBJECTIVES
Aim:
The aim of the current dissertation proposal is stated as follows:
“To analyze human resource challenges faced by international businesses: A study of Deloitte
Limited”.
Objectives:
The objectives formulated for present study are:
 To study the various aspects associated with human respects in international businesses.
 To analyze human resource challenges faced by Deloitte Limited.
 To recommend strategies for Deloitte Limited in mitigating challenges related to human
resource.
RESEARCH QUESTIONS
The research questions formulated for the current study are as follows:
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 What are the various aspects associated with human respects in international businesses?
 What are the human resource challenges faced by Deloitte Limited?
 What are the strategies for Deloitte Limited in mitigating challenges related to human
resource?
LITERATURE REVIEW
Human resource challenges
According to Freeman and Ceriello, (2011), HRM has been defined as the vital
department of the organization which functions for the recruitment, selection and training of the
manpower. These are further inclusive of various set of functions such as promotion,
compensation, benefits, employee relations, health, safety, and security issues etc (Freeman, C.
and Ceriello, 2011). Human Resource Management (HRM) has been emerged as one of the most
emerging issue for the business management while working at a global level. According to
Fleetwood and Hesketh (2010), there has been rising and significant demand of qualified and
able staff in the business organizations who can work at an international level (Fleetwood and
Hesketh, 2010). It was the use of strategic planning of bushiness firms where they make use of
coherent and coordinating strategies for managing its manpower (Leading in the new world of
work, 2015). However, it takes highly consideration and will depend on the management of the
organization that would leads to successful accomplishment of organizational objectives. As the
company started working at an international level, its gradual process and activities tends to
develop into most critical, challenging and vivid aspects. The dimension of their working and
operations increases thereby leads to more challenging and difficult outcome to be achieved.
When people started involving and growing in an organizations, they make themselves
adapt to the working. Companies who are operating in various nations have employees from all
around the locations. Every country or place where the corporation is operating possesses
different culture and operating environment. Different employees have different culture,
perception and conception at the workplace. Diversity and complexity are two main components
which are generally observed while working at cross border levels. At the initial level when the
organization starts flourishing at an international level, there is formed standardized human
resource management policies by the firm. However, as it grows and develops, there arises
various difficulties and challenges in terms of human resource management. Therefore, human
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resource management is considered as the biggest challenge for the organization who is working
at an international level. In similar fashion, Deloitte Limited which is one of the largest
consultancy firms who is working at various nations of the world seems to undergo ample of
challenging while managing and coordinating with the manpower. It is essential to get in depth
knowledge of the same with the effective growth and development factor of this organization
despite various challenges.
In the words of Bhattacharyya (2009), challenges that are associated with the manpower
of the organization that is operating at an international level has been significant to be
considered. It is because of its direct and adverse impact on the productivity and growth of the
company (Bhattacharyya, 2009).
Evaluation and monitoring of manpower
Employees of the organization who are operating at an international level work in very
challenging business environment. However, the most challenging task is in the hands of the
senior management of the organization. It is because they are responsible for monitoring and
evaluating the work performance of the manpower. However, the most difficult and challenging
job for them is to measure their performance by considering dimension and locations as a major
constraint. HR leaders who are working at the company are needed to mitigate ways in which
they can reinvent strategies to work out this challenge.
Short of talent
Organizations who are working at an international level are facing problems with respect
to attracting and appealing the qualified staff. There are some areas or countries where there
exists shortage of human resource talent. This becomes another human resource challenge for the
senior management of the enterprise. For example, Deloitte Limited operating and providing its
services at China faces the shortage of talent. In China, students who are graduated are majorly
focused on theoretical knowledge. In contrary to that, they were not given practical knowledge
and project solutions at job. Therefore, it is strongly agreed fact that there is shortage of talent
that is evidenced by some of the organizations operating internationally.
Capability gap
Manpower is worth in the organization when they possess the abilities and skills for
working in at corporation. According to Pattanayak (2005), another challenge which is generally
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noticed by the international business organization is the capability gap in the manpower
management. Organizations highly give importance to the workforce development. However,
there are analyzed gap which remains unfilled beside training and development (Pattanayak,
2005). This is major human resource challenge faced by international organizations.
Human capital challenge
According to Herman (2011), there are studies which focus on the development of human
capital in by the multinational companies. Talent, leadership and related manpower challenges
are broadly viewing as a major HR challenges in the world. HR department of international
enterprises are reviewing the biggest challenge of developing a standard workplace culture
(Herman, 2011). This is crucial by observing the need of employee participation and
development in the company. Therefore, it has been viewed as a major challenge for the
organization.
Cultural differences
Manpower has been working at cross border levels in case of international business
organizations. In similar regards, there are some of the markets in different nations of the world
where there is need to meet the challenge of culture aspects as well while working at an
international borders. If business enterprise working at an international level is operating in
different country, then there is need for them to understand the different attitude, culture and
tradition of working. For example, if Deloitte Limited wants to manage its operations and
working of consultancy in India, then they have to study and analyse the fundamentals of Indian
business culture.
Leading manpower with different background
Understanding the navigation in which employees are to be drive into is another
significant aspect. However, with the development of technology, there has been seen growth in
connection and technology such as LinkedIn, Facebook, and Glass door etc which enabled easy
flow of communication. But still, it has been seems as a biggest challenge for the international
business due to certain factors. In that regards, the focus is made on generating leaders who can
work and accelerate the employees. However, the issue again is the background of the leader
which may not always matches with the target population thereby may hamper the training and
team work. According to (Bonomi Santos and Spring (2013), building an aspect of leadership is
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very important. However, there has been studies found that there are still some regions of the
world where skills and knowledge of the leaders are not effectively able to meet the
organizational objectives (Bonomi Santos and Spring, 2013).
Challenge of engaging manpower
In the words of Lengnick-Hall, Beck and Lengnick-Hall (2011), employees engagement
at work has been major contributory aspect in the successful achievement of organizational
objectives. It has been major fact studied above that making employees work at an international
organization is difficult because of culture difference, language issue and vivid barriers. In
similar regards, challenges arise when companies do not find effective and efficient
compatibility among the employees from different nations and thereby the effect is adversely
noticed on the working and productivity of the organization (Lengnick-Hall, Beck and Lengnick-
Hall, 2011). Interaction is highly required in order to meet out this challenge. But, again
language always remains as a barrier. According to Milner (2001), business is nothing without
communication. Hence, when two employees working at Deloitte Limited are not able to discuss
or share, the main aspect which is consultancy services remain unnoticed thereby hamper the
productivity of the organization (Milner, 2001).
Challenge of reinventing
Reinventing has always been considered as one of the innovation strategy for the
organization who is working at an international level. Senior management of the organizations
are dealing in cross borders functioning is working on continuous development of people
management. Along with the same, they are working in leading towards high competition which
is remarked as a shift in power of employees. This is carried forward by using practices of HR
which includes radical changes, innovative solutions etc.
Challenge of reimagining
The business organizations have entered into the age where senior management of the
firms has to work regarding the simplification of the work processes being carried out. In a
streamline of work, the simplification of tasks becomes essential with the revolution processes
and rise in complexities. Managing HRM with collaboration and competition has been
challenging aspect. This need to be rethinking and redesign of work processes.
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RESEARCH DESIGN
Introduction
After the literature review is conducted, the next step is to carry out the research design
or methodology. These are set of tools which are applied in order to collect and process the
information. These are required in order to answer the research questions. In the present
dissertation proposal, the aim is to analyse the human resources challenges that are faced by the
international businesses. In order to achieve this aim which is related with the study of Deloitte
Limited, various objectives are formulated. This will be made by collection of information by
various methods that are stated as follows:
Research Philosophy
Research philosophy is a tool which defines the knowledge with respect to the study
being undertaken. It supports in framing the background of the entire study. There are mainly
two types of research philosophies. These are positivism and interpretivism (Guest, 2011). In the
present study where there is need to assess various challenges that are observed among the staff
management at Deloitte, positivism will be suitable. This will be appropriate as the chief aim of
this study is to collect the information from the social sample. This shows that this investigation
is independent to study. Moreover, it will concentrate on facts from organization. Therefore,
positivism philosophy will be applied.
Research Design
For conducting research, design is required to be properly chosen as it provides the
overall strategy for carrying out logical study. The rationale for using research design is to
analyse the research questions effectively. There are five main types of designs which are
namely, exploratory, descriptive, experimental, and casual and case study (Bell and et.al., 2012).
For the present dissertation proposal, there will be used descriptive design. This design is
suitable as for analyzing human resources challenges and associated issues at Deloitte, answer to
questions of who, where, how, what and when will be solved out. Along with this, by using this
design, the suitable information in support of strong recommendation will be made.
Research Approach
Research approach is another tool of research methodology which is implemented in
order to take the investigation forward. Inductive and deductive are two main kinds of
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approaches which are used by the investigators (Deduction and Induction, 2006). The present
dissertation will focus on finding the ways in which various challenges that are faced by the
organization while working at a global level can be detected. In this regards, inductive approach
will be more suitable. With the help of this approach, the investigators will be able to develop the
generalization for the current study. Along with the same, by observing the practical situation
which is prevailing at the Deloitte, answers to key challenges that are there at the workplace will
be determined.
Figure 1: Inductive Approach
(Source: Deduction and Induction, 2006)
Data Collection methods
Collection of information occupies very significant place in the entire research
methodology. Primary and secondary data sources are two ways in which information related to
investigation can be collected. For the present dissertation proposal, there is need to collect the
information with respect to Deloitte. Hence, both primary and secondary data sources will be
utilizes by the researchers.
Primary method includes questionnaires, surveys, interviews, focus groups etc. This is
used in order to obtain the detail information from the participants (Theeke and Mitchell, 2008).
For present study, there will be used survey method. Questionnaires will be framed on the basis
of acknowledging the key challenges that are faced in relation to manpower management at
internal business. Senior management of Deloitte will be mailed at their email-ids. This is to
reduce the barrier of geographical constraint that may act as barrier while collecting information.
Secondary method is used for collecting information through other sources. For present
dissertation proposal, data will be obtained from online articles, blogs, government reports,
censuses, annual report and online websites of Deloitte etc.
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Sampling
Another method which is used for conducting the entire study with the use of few items is
sampling. The portion of population or item which is taken is known as sample. Probabilistic and
non-probabilistic are two main methods for collection of sample population. In order to
determine the number of sample population for present investigation, researchers will make use
of probabilistic method. In that, random sampling technique will be used. Sample size is chosen
so as to include it in the study. In order to assess the main human resources challenges at
Deloitte, sample size of 25 senior management staff will be taken.
Data analysis
In the next step after data collection, analysis is made in the dissertation. This is a
technique in which process is used for defining, describing, and evaluating the data collected is
made in order to arrive at an effective conclusion. Qualitative and quantitative data analyses are
two main types of techniques (Shahwan, 2008). The present research will make use of qualitative
technique. The rationale behind the same is to understand the concept and challenges which are
part of human resource management at Deloitte.
For the present dissertation proposal, the aim of research is to explore the ways in which
human staffs who are working at various nations of the world are facing challenges. Along with
this, it is also about the various ways in which management are finding various strategies in
order to cope up with them to meet the challenges. In an attempt to solve and find the answer to
these questions, qualitative data analysis is very imperative (Ordiz and et.al., 2003). It will be
useful in providing the in depth analysis which can be used for generating effective solution. In
the present dissertation, there will be used thematic technique. With this, various themes will be
defined by mentioning the challenges that are faced by the employees of the Deloitte. This
section will include the description of various information which will help to analyse the data.
Therefore, qualitative data analysis is considered as the suitable method for the present
dissertation proposal.
Validity and Reliability
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In order to conduct the dissertation, effective application of various tools and techniques
in the research methodology is of core significance. Hence, validity and reliability are two main
facets which are extensively used to be taken into consideration in the present study (Kumar,
2014). Validity is defined as a logical and factual presentation of research being undertaken. The
rationale behind the same is to support the proper analysis of information. Hence, both external
and internal validity is required to be carried out. Internal validity will help in testing the study
itself and external validity will determine the respondent’s effectiveness with respect to subject
concern. This is essential as it provides the appropriate conduct of survey which will be used for
collection of information from the senior management staff of Deloitte.
Reliability reflects the extent to which conclusion or result is obtained for the study
undertaken. For the present dissertation, there is needed to take effective concentration for the
information collected with respect to its reliability. There should not be involved any kind of
biasness at the time of collection of data. These are essentially required to be taken into account
for conducting present dissertation.
Ethical considerations
Following ethical considerations are required in order to meet significant aspects of
conducting the investigation.
Prior permission: Respondents who will be taken for the study will be senior management of
Deloitte. It is highly imperative to take prior approval for them before enabling them for survey.
Along with this, they will be explained regarding the purpose of the research and make them
assure regarding the research procedures.
 Confidentiality: There is needed to make participants assured regarding the information
that is available for the present dissertation study. They will be informed about
maintaining high level of privacy with respect to the information which will be shared by
them (Daniel and Sam, 2011).
 Restricted access: For the present dissertation, there will be used some of the online sites
which will not be accessible (Hogg, 2008). Those will be restricted sites whose
permission is essentially taken for access.
 Proper citation of work: In the current dissertation proposal, there is presented work of
various authors and scholars. According to ethical consideration, there is need to present
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their work with proper citation. This is essential for showing the effectiveness of work
taken used by not copying and using the technique of paraphrasing.
PROJECT PLAN
Project management plan
In order to present the project management plan, Gantt chart has been presented for the
proposed dissertation:
Activity/ months 1 2 3 4 5 6 7 8 9 10
Development of Research Proposal
Reading various literature studies
Finalizing the aims and objectives
Drafting literature review
Collection of primary data
Collection of secondary data
Development of research approach
Drafting research methodology
Developing questionnaire
Conducting the survey
Accumulating the data
Drafting the Findings
Analyzing data
Completing remaining chapters
Submitting it to tutor
Revising the draft
Final Submission
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Research resource issues
In the present dissertation, the accomplishment of entire study will be a challenge. This is
carried on with the number of issues that are faced by the researchers. While working on this
project, there may be faced following issues that are related to the resources for research as
follows:
 Human resources issues: Manpower is the biggest requirement in the research study.
There is need of research analyst and investigators who play role of effective collection
and analysis of data. Lack of effective and knowledgeable human resources may hamper
the entire dissertation thesis. Therefore, there is need for taking them suitably.
 Financial resource issues: The requirement of fund is essential in order to effective
allocation of various tasks that are undertaken at the part of research study. Cost
estimation is required to be planned for the budget allocation and planning of whole
things. Lack of funds may prove barrier in planning for research (Chenail, 2011).
 Physical resource issues: The physical resources such as books, laptops, access to
internet, infrastructure, etc are essentially required for conducting the investigation.
However, lack of appropriate collection of books and materials that are required by
researchers may act as a barrier and adversely affect the dissertation study (Bloom and
Van 2011).
CONCLUSION
From the above report, it can be concluded that there are number of various challenges
that are faced by the international business organizations. To sum up, these are inclusive of
culture differences, government limitations and human resource management problems. When
the company is working at cross border level, the human resource management is the biggest
issue which is faced by the company. Although, there are various authors who have
demonstrated various problems that are associated with the management of staff, attracting and
retaining qualified managerial staff. Companies are establishing various initiatives that are
required to cope up and mitigate at the managerial level. It should be stated that the human
resource problems is not only the business issue that are involved in multinational companies.
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REFERENCES
Books and Journals
Bell, D., Wilson, G., Mcbride, P. and Cairns, N., 2012. Managing quality. Routledge.
Bhattacharyya, D. K., 2009. Human Resource Planning. 2nd ed. Excel Books India.
Bloom, N. and Van R, J., 2011. Human resource management and productivity. Handbook of
labor economics. 4. pp. 1697-1767.
Bonomi Santos, J. and Spring, M., 2013. New service development: managing the dynamic
between services and operations resources. International Journal of Operations &
Production Management. 33(7). pp. 800-827.
Chenail, J. R., 2011. Ten Steps for Conceptualizing and Conducting Qualitative Research
Studies in a Pragmatically Curious Manner. The Qualitative Report. 16(6). Pp.1713-
1730.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House.
Fleetwood, S., and Hesketh, A., 2010. Explaining the Performance of Human Resource
Management. Cambridge University Press.
Freeman, C. and Ceriello, V. R., 2011. Human resource management systems: strategies, tactics,
and techniques. 2nd ed. Jossey-Bass Publishers.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp. 3-13.
Herman, R. D., 2011. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Hogg, K. M., 2008. Composing Qualitative Research. Qualitative Market Research: An
International Journal. 11(4). pp.439–443.
Kumar, R., 2014. Research Methodology: A Step-by-Step Guide for Beginners. SAGE.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L, 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp. 243-255.
Milner, B.M., 2001. The Handbook of Research on Top Management Teams. European Journal
of Training and Development. 2(37).
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Ordiz, M. and et.al., 2003. Organizational culture and human resources in the environmental
issues: A review of the literature. International Journal of Human Resource Management,
14(4), pp.634-656.
Pattanayak, B., 2005. Human resource Management. 3rd ed. Twelfth Printing
Shahwan, Y., 2008. Qualitative characteristics of financial reporting: a historical perspective.
Journal of Applied Accounting Research. 9(3). pp.192–202.
Theeke, H. and Mitchell, J., B., 2008. Financial implications of accounting for human resources
using a liability model. Journal of Human Resource Costing & Accounting. 12(2).
pp.124-137.
Online
Deduction and Induction. 2006. [Online]. Available
Through:<http://www.socialresearchmethods.net/kb/dedind.php>. [Accessed on 7th January
2016].
Leading in the new world of work. 2015. Available Through:<
http://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/hc-trends-
2015.pdf>. [Accessed on 7th January 2016].
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