Research Methodology

This document discusses research methodology and focuses on how to control wastage from office resources in the field of human resource management. It explores sub areas of HR management, such as strategic management, training and development, and recruitment and selection. The document also outlines the objectives of the HR program, including effective resource utilization, development of HR management, and job satisfaction.

Running Head: Research Methodology
Research Methodology
Name of the Student:
Name of the University:
Author’s Note

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Subject area
Research Question: How to control wastage from office resources?
After the completion of my graduation the field I would be interested to work in the
Human Resource Department. The department will cater to the requirement of the formal system
that is devised to look after the management and the employee of the organization. The purpose
of the Human Resource field will assist to maximize the productivity of the organization and aim
to reduce the tremendous wastage of human and financial resources (Grasso 2017).
List of the Sub Areas
The other areas of the human resource management can be the areas of staffing,
recruitment, extra benefit, compensation and building employee relationship. The sub areas that
need to be catered are:
 To formularize the functioning of the strategic management with the employee
and the members of the authority because the seriousness of the employee are
lacking these days with the delegation of work (Jafarinejad 2016).
 The activity of training and development needs to be implemented by most of the
organization because this will assist and train the employee to function with the
limited amount of resources that are available and teach not to waste the human
resources available within the boundaries of office.

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 It is the responsibility of the authority to take up sessions for the employee and
teach them how to maximize their expanses and savings. This will result in
building a safe future for the employee.
 The employee under the recruitment and selection process should be strategically
planned.
The selection of the sub areas needs to be constructed because it is linked to the time,
expertise and finances. The selection and recruitment areas of the management process will
definitely lead to an investment of the company (Maskell, Baggaley and Grasso 2017). The
hiring process should be strategically planned because it leads the company to invest a certain
amount of money. The hiring can be done in the process of searching the candidates only who
are interested. Calling and making a telephonic interview with the candidate who are not
interested will eventually lead to a loss for both the management in terms of time and cost. It can
be maintained and cost can be maintained by selecting in the process of hiring the individual who
will delegate the work with a act of responsibility. The job portal can be mapped according to the
job requirement and not selecting the candidate unnecessarily.
Research question- Ehat are the methods required to control the huma resource
management?
The second question that can be raised is fixing the training and developmental program
(Jasper and Waldhart 2013). The extra cost can be invested on the candidate and assist them into
the training sessions so that they can delegate the work properly and minimize the work pressure.

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Objective
The objectives that can be formulated for the Human Resource Program are:
 To evaluate the effectiveness of the resources by human resource:
To effective utilization of resources can be managed by ensuring the effective way of
utilization of the resources. It can teach the employees to subject to the resources and non-
resource so that the goals can be achieved. It will eventually lead to constraint the wastage of
the resources. The aim of the company can be opted to utilize these resources so that the
wastage can be controlled (Ghosh et al, 2013).
 To develop the human resource management.
To development of human resource managementte orgaisation can be managed to
the assist the employee so that the people working in the field can be creative. This will
help them to develop the knowledge, ability and skill to cater in the requirement of
human resource management and organize training and development campaign.
 To inculcate the system of jib satisafcation
Job satisfaction is one of the most important criteria for a candidate when he or she is
recruited in the company. The management provides with a series of facility and opportunity that
cater the employee in career development. They understand the importance and gives importance
to the job and their commitment (Schmidt, Voigt, and Emanuel 2013).

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The objectives can be examined with the feasibility of the time, resource in terms of finances
and human as well as the technical expertise because the objectives that are assigned can be
implemented in changes because the aspect of the wastage needs to be taken control of. The
objectives can be achieved because the organization will definitely aim to take advantage of the
social media to spread awareness and it will ultimately lead to increase the hiring process as well
and inculcate within the employee a mindset of working will full trust and responsibility.

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Reference
Ghosh, P., Satyawadi, R., Prasad Joshi, J. and Shadman, M., 2013. Who stays with you? Factors
predicting employees' intention to stay. International Journal of Organizational Analysis, 21(3),
pp.288-312.
Grasso, D., 2017. Hazardous Waste Site Remediation. Routledge.
Jafarinejad, S., 2016. Control and treatment of sulfur compounds specially sulfur oxides (SOx)
emissions from the petroleum industry: a review. Chem. Int, 2(4), pp.242-253.
Jasper, C.R. and Waldhart, P., 2013. Employer attitudes on hiring employees with disabilities in
the leisure and hospitality industry: Practical and theoretical implications. International Journal
of Contemporary Hospitality Management, 25(4), pp.577-594.
Maskell, B.H., Baggaley, B. and Grasso, L., 2017. Practical lean accounting: a proven system for
measuring and managing the lean enterprise. Productivity Press.
Schmidt, H., Voigt, K. and Emanuel, E.J., 2013. The ethics of not hiring smokers. New England
Journal of Medicine, 368(15), pp.1369-1371.

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