Human Resource Management Research

The assignment examines the role of human resource management in achieving a competitive advantage for organizations. It delves into factors influencing competitive advantage through various HR practices, drawing upon both quantitative and qualitative research methods. The study aims to provide insights for practitioners by analyzing relevant literature and exploring real-world applications.

Dissertation Proposal
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TABLE OF CONTENTS
BACKGROUND.............................................................................................................................3
LITERATURE REVIEW................................................................................................................4
RESEARCH METHODOLOGY ....................................................................................................5
CONTRIBUTION TO KNOWLEDGE...........................................................................................7
REFERENCES................................................................................................................................8
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Topic: “To analyse the relationship between international recruitment and selection process and
competitive advantage of the business: A Study on Google”
BACKGROUND
International recruitment and selection process is mostly adopted by business
organisations to provide support to international operations. In this, international human resource
managers focuses on identification of global competitiveness of potential applicants during the
time of recruitment. It is also necessary for human resource manager to ensure that the workforce
is well aware of key norms that need to be consider in international business. By having effective
focus on international recruitment and selection process the business firms are attaining better
opportunities in the market (Townley, 2014). For better accomplishment of international
recruitment and selection process the HR department need to focus on criteria regarding
international knowledge and experience because it helps in meeting key goals and objectives.
With an improved focus on international recruitment and selection process the business entity is
attaining various monetary and non-monetary benefits which is advantageous for long term
development (Yang and Lin, 009). By having an improved focus on talented skills the Google is
ensuring that the work performance is being improved. Number of issues can also be overcome
by having access of talented and skilled workforce. Talented employees also allow business to
accomplish task in desired time period so that goals and objectives can be accomplished.
Competitive advantage is considered as one of most significant aspect for every business
organisation because it helps in gaining various monetary and non-monetary benefits. With an
improved focus on entities are focused towards international recruitment and selection process so
that goals and objectives can be accomplished effectively while operating business in global
market. Key reason behind selection of topic is that companies are focused towards international
operations (Runar Edvardsson, 2008). With an understanding of topic the human resource
management can be well managed which is advantageous for better competitive advantage.
Currently, Google is more focused towards talent management so that highly skilled
candidates can be hired in order to gain better competitive advantage. Along with this, the
recruitment and selection process of Google consider few aspects that ensure that the talented
and skilled employees are being hired. It provides better success to organisation so researcher
will select this topic to have better understanding. By having evaluation of talent management
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involvement in recruitment and selection process of Google, key successive factors can be
identified.
LITERATURE REVIEW
As per the view of Chen and Huang (2009), the international recruitment and selection
process is vital for improvement in human resource management while operating activities in
international market. In this, international human resource managers focuses on identification of
global competitiveness of potential applicants during the time of recruitment (Chen and Huang,
2009). It is also necessary for human resource manager to ensure that the workforce is well
aware of key norms that need to be consider in international business. Arthur (2012) has stated
that there are number of approaches of recruitment in international human resource management
that helps in aim ensuring that recruitment policy is well followed by organisation. It also
provide right selection of person for the right task at suitable time. Cultural diversity is
considered as one of most significant option for organisation because it facilitates in sustainable
development (Arthur, 2012).
According to Katou and Budhwar (2010), there are number of factors that need to be
consider effectively by the organisations to gain better competitive advantage. It is significant for
business firm to make sure that the quality of work force is well maintained so that goals and
objectives can be accomplished in appropriate manner. If workforce hired is not having proper
information about the subject or activity then it might be possible that the business firm may face
critical issue (Katou and Budhwar, 2010). (Refer to appendix)
As per the view of Chen and Huang (2009), the recruitment and selection process has
great relationship with the competitive advantage of the business. With an effective
accomplishment of recruitment and selection process the business firm can easily gain better
competitive advantage in international market (Chen and Huang, 2009). Recruitment and
selection process allowed business to attract suitable and qualified people to apply for the job
vacancies in the organisation.
According to Ngo, Lau and Foley (2008), there are number of ways that can be adopted
by the organisations to have improvement in effectiveness of international recruitment and
selection process. It is necessary for business firm to have effective designing of job description
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so that candidates can understand job roles and requirements in appropriate manner. It will also
assist in selection of candidate as per key needs of vacant job which is beneficial for proper
selection of potential candidate (Johnston and Marshall, 2016). These kinds of aspects helps in
gaining better competitive advantage to the firm. (Refer to appendix)
RESEARCH METHODOLOGY
In order to conduct research, the researcher need to present appropriate selection of the
research approach. Use of appropriate approach will help in determination of techniques that can
enhance effectiveness of the study. There are number of approaches that can be accessed by the
investigator such as inductive and deductive (Amaratunga and et.al., 2012). As per the nature of
current dissertation, researcher will focus on deductive approach. It will provide reliable and
accurate information in terms of international recruitment and selection process. It will also assist
in interpreting generalized information for accomplishment of current dissertation
(Bhattacharyya, 2009).
Research design is considered as strategic option that is adopted by the scholar to conduct
a particular research and obtain suitable findings. On the other side of this, it can be termed as a
basic outline which demonstrate or reflect how the entire research is going to be carried out by
scholar (Amaratunga and et.al., 2012). There are various research designs that can be accessed
by the researcher to meet objectives. Classification of objectives can be as descriptive, case
study, casual, experimental and exploratory.
In order to meet the objectives of the current dissertation, the investigator will consider
exploratory research design. With an improved focus on such aspect the data collection and
interpretation activity can be accomplished in effective manner (Amaratunga and et.al., 2012x).
Key reason of selected design is to explore key elements of subject in appropriate manner.
It is process that provide assistance in gathering of information so that results can be
analysed in desired form. There are mainly two types of investigation such as interpretivism and
positivism. In respect to current investigation, the researcher will have employment of
interpretivism philosophy (Bryman and Cassell, 2015). It is most suitable for the study because it
helps in evaluating the relationship between recruitment and selection process and competitive
advantage of the company. With a use of interpretivism philosophy the proper support can be
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provided to the study for better achievement of aim, objectives and research questions. It helps in
acquisition of useful data and carry out the best possible analysis of the same (Christopher,
2014).
It is a process that allows researcher to gather information about subject in order to
understand it. Diverse sources need to be accessed for effective collection of data in order to
meet the objectives of the current dissertation. Classification of sources can be as primary and
secondary sources. Both sources will be used in the investigation so that best possible outcome
can be attained for better understanding of topic (Daniel and Sam, 2011). Primary information
will be accessed by having use of questionnaire. Questionnaire will be designed on the basis of
objectives and research questions. On the basis of questionnaire the interview will be taken from
mangers of Google. In this, open handed and close handed questions will be designed so that
interview with Google managers can be accomplished in optimistic manner. On the other side,
secondary information will be collected by accessing diverse secondary aspects. Classification of
secondary sources can be as books, online, journals and other internet mediums. In current study
the information about international recruitment and selection process will be gathered by
investigator (Fiegen, 2010).
Random sampling method will be considered by the investigator to make sure that the
data collection is accomplished in appropriate manner. In this respect, the sample will be
different articles which provide information about international recruitment and selection process
(Flick, 2011). Moreover, for primary investigation the sampling will be 10 managers of Google.
Selection is appropriate because it will assist in gathering accurate and reliable information for
accomplishment of the study objectives.
Every researcher need to carry out evaluation of the gathered information so that
objectives of the study can be achieved in desired form. There are various techniques that can be
accessed by the investigator such as qualitative and quantitative. For current dissertation, the
quantitative method of data evaluation will be accessed (Goddard and Melville, 2014). In
addition to this, quantitative analysis technique will be employed in which SPSS tools will be to
evaluate the relationship between international recruitment and selection process and competitive
advantage of the business.
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During conduction of dissertation, the researcher will focus on ethical aspects in
appropriate manner so that the best possible outcome can be attained from the study. Authentic
sources will be accessed by investigator to meet data collection standards. Information about
nature and purpose will be shared with the participants of the investigation. This will assist in
acquiring the best possible outcome from the current dissertation.
CONTRIBUTION TO KNOWLEDGE
For conducting the current study will assist in effective understanding of various factors
that need to be consider for effective management of human resource. By having proper learning
about the international recruitment and selection process the issue in regard to international
operations can be overcome which is beneficial to gain better competitive advantage in the
market. Human resource management can also manage international operational activities in
appropriate manner. It means the study will provide better opportunities to the human resource
practice by providing information about factors that provide competitive advantage (Johnston
and Marshall, 2016).
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REFERENCES
Amaratunga, D. and et.al., 2012. Quantitative and qualitative research in the built environment:
application of “mixed” research approach. Work Study. 51(1). pp.17–31.
Arthur, D., 2012. Recruiting, interviewing, selecting & orienting new employees. AMACOM Div
American Mgmt Assn.Townley, B., 2014. Selection and appraisal: reconstituting. New
Perspectives on Human Resource Management. 3(4). pp.92.
Bhattacharyya, K. D., 2009. Research Methodology. Excel Books India. Ngo, H. Y., Lau, C.M.
and Foley, S., 2008. Strategic human resource management, firm performance, and
employee relations climate in China. Human Resource Management. 47(1). pp.73-90.
Bryman, A. and Cassell, C., 2015. The researcher interview: a reflexive perspective. Qualitative
Research in Organizations and Management: An International Journal. 1(1). pp.41–55.
Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House. Fiegen, M.
A., 2010. Systematic review of research methods: the case of business instruction.
Reference Services Review. 38(3). pp.385 – 397.
Flick, U., 2011. Introducing Research Methodology: A Beginner's Guide to Doing a Research
Project. SAGE.
Goddard, W. and Melville, S., 2014. Research Methodology: An Introduction. Juta and Company
Ltd.
Johnston, M. W. and Marshall, G. W., 2016. Sales force management: Leadership, innovation,
technology. Routledge.
Katou, A. A. and Budhwar, P. S., 2010. Causal relationship between HRM policies and
organisational performance: Evidence from the Greek manufacturing sector. European
management journal. 28(1). pp.25-39.
Runar Edvardsson, I., 2008. HRM and knowledge management. Employee Relations. 30(5).
pp.553-561.
Yang, C. C. and Lin, C. Y. Y., 2009. Does intellectual capital mediate the relationship between
HRM and organizational performance? Perspective of a healthcare industry in Taiwan. The
International Journal of Human Resource Management. 20(9). pp.1965-1984.
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