Impact of SHRM on Employee Performance in Retail Sector: A Study on Morrison

This research proposal aims to investigate the impact of Strategic Human Resource Management (SHRM) on the performance of employees in the retail sector, with a focus on Morrison. The proposal includes a literature review on SHRM, different strategies for SHRM in the retail industry, and the relationship between SHRM and employee performance. The research methodology includes an inductive approach, qualitative data collection, and thematic data analysis. Ethical considerations and limitations are also discussed.

RESEARCH PROPOSAL

Table of Contents
TITLE:.........................................................................................................................................3
Background: ................................................................................................................................3
Aim:.............................................................................................................................................3
Objectives:...................................................................................................................................3
Research questions:......................................................................................................................3
Rationale: ....................................................................................................................................3
LITERATURE REVIEW................................................................................................................4
Theme:1 concept of SHRM.........................................................................................................4
Theme 2: Different strategies for SHRM in retail industry.........................................................5
Theme 3: Relationship between the SHRM and employees performance .................................5
RESREACH METHODOLOGY.....................................................................................................6
RESEARCH APPROACH..........................................................................................................6
RESEARCH TYPE......................................................................................................................6
RESEARCH PHILOSOPHY.......................................................................................................6
RESEARCH STRATEGY...........................................................................................................6
DATA COLLECTION................................................................................................................7
SAMPLING.................................................................................................................................7
DATA ANALYSIS......................................................................................................................7
ETHICAL CONSIDERATION...................................................................................................7
RM LIMITATIONS.....................................................................................................................7
TIMELINES....................................................................................................................................7
REFERENCES................................................................................................................................1

TITLE:
To investigate the impact of Strategic Human Resource Management (SHRM) upon the
performance of employees in retail sector: A study on Morrison
Background:
In the prevailing circumstances, the strategic human resources management is strategy to
develop and lead the long term business goals that helps in ensure the business continues growth
and helps in improve the employee's performance as well as derive the profitability for the
business organization. SHRM helps in provide the right direction to business employees towards
accomplish the business goals and objectives.
Aim:
The aim of the study is to determine impacts of Strategic Human Resource Management on the
performance of employees working in Morrison
Objectives:
To understand the concept of Strategic human resource management and the models it
undertakes.
To identify different strategies for Strategic Human Resource Management in retail
sector.
To assess the relationship between Strategic Human Resource Management and
employee performance in Morrison
To recommend strategies for better Strategic Human resource management practise
within the organization.
Research questions:
 What do you understand by the concept of strategic human resources management and its
models?
 What are the various strategies for the SHRM that can be used in the retail industry?
 Differentiate the relationship between the employees performance and SHRM?
 What strategies should be recommended for better SHRM strategies in business?
Rationale:
Strategic human resources management helps in improve the employee's performance
because it manages the employees capabilities and abilities and helps in connect people with the
business goals and objectives. The SHRM helps in provide the strategic direction of company to

its employees for the growth and expansion. The strategic human relationship management helps
in build the relationship between the human resources departments and business employees for
integrate the human resources strategies for increase the business growth.
LITERATURE REVIEW
Theme:1 concept of SHRM
According to the Karman (2020) the strategic human resources management is referred as
the process of managing human which are linked with the workforce within the business and link
with the goals of organization. The SHRM are based on the human departments and it focuses n
the aspects of human resources operations. The HR operations includes that ensuring the superior
business performance, build the cultural fit for the business organization and HR also ensure
competitive advantages to organization and foster flexibility.
Al-Jedaiah and Albdareen (2020) Stated that the strategic human resources management
have various benefits of using the SHRM for Morrison business. The advantages include that
increase the job satisfaction of employees, provide better work culture, improve customer
satisfaction rate, enhance productivity, efficient the resources management and provide proactive
approach to managing business employees. The author also stated that to effectively implement
the strategic human resources management in business organization than the HR head and
business leaders should be worked on the same page and thy can face some challenges such as
cultural issues, changing business leadership, changing in the business environment such as
pandemic, changes in technologies, etc.
Donnelly (2019) elaborated that the strategic human resources management are essential
for retain the best talented employees within the business organization. The HR strategy focus on
making employees feel valued and feel engaged with organization because they feel motivated
with company and it helps in improve the performance of employees. The SHRM strategy are
also important for the increasing employee's satisfaction that helps in improve the employee's
performance within the organization.
Karimi Shahabi and Alvani (2020) conducted that there are various models of SHRM that
includes the high performance management, high involvement management and high
commitment management. The SHRM models either can be descriptive and proactive in nature.

The author also elaborated that the SHRM consist the four goals and elements such as
commitment, integration, quality and flexibility are four elements.
Theme 2: Different strategies for SHRM in retail industry
According to the Vasumathi and Saravanan (2018) there are various strategies which
used by the human resources management for improve the employees performance and retain
talented employees within the organization. The human resources management are most
important within the organization that helps in manage the employees relations, training and
developments programs and compensations benefits of employees. The human resources
management adopt the various strategies improve the employee's performance, retain employees
and satisfied employees within the business organization such as adopt new technologies within
the organization because it helps in improve the employee performance.
Uysal (2019) found out that human resources management strategies align with the
business strategy for promoting the team oriented culture, employee skill with job requirements
and emphasizing the training and developments within the organization for employees growth
and developments. The strategy used to focus on the collaboration to create an environment
where employees feel comfortable to share feedback, ideas and suggestion for improvements.
HR management communicate with employees to manage them effectively and efficiently as
well as able to get understand in the easiest way that what they want. The author also stated that
HR management conduct the training for employees for their performance improvements
because it helps in provide opportunities to improve their skills, improve productivity. Training
also helps in make employees more comfortable with organization changes.
Theme 3: Relationship between the SHRM and employees performance
Sareen (2018) indicated that there are various relationship between the employees
performance and SHRM with the different practices such as promotion, selective staffing,
training programs, employment security, empowerment and performance base compensation.
The employee's relation with the SHRM closely relate because the SHRM helps in retain
employee's and improve the performance of employees by promotion, compensation and
rewarding. The training and developments also helps in develop the relationship between the
employees and HR departments because training and developments assess the performance of

employees and satisfied them. The SHRM also provide the rule and polices for employees so,
that also establish relation with the employees and SHRM.
Al-Lawama (2021) have defined that there are positive relationship with the
organizational performance to implement the strategies to develop the strategic for
organizational performance. The SHRM helps in enhance the employees capabilities and
abilities, skills and motivations aspects within the organization. The relation in SHRM and
employees performance with the motivation and organization culture towards the business goals
and objectives.
RESREACH METHODOLOGY
RESEARCH APPROACH
There are two types of research approach such as deductive and inductive approach. The
deductive approach based on the quantitative data and inductive approach based on the
qualitative data. The scholar will use the inductive approach in this report because it helps in
develop theory and link between the observation and results.
RESEARCH TYPE
There are two types of research types such as qualitative and quantitative data. The
quantitative types based on the numerical and data that can use by business for effective manner.
The qualitative types based on the theoretical for getting result in effective and better ways
(Pandey and Pandey, 2021). The researcher will use the qualitative type for collecting the
theoretical information on SHRM upon the employee's performance.
RESEARCH PHILOSOPHY
There are two types of research philosophies such as interpretivism and positivism. The
interpretivism is used for focus on assessing the difference between the social factors and human
factors. The positivism helps in observed on the basis of objectives. The scholar will use the
interpretivism for analysis the qualitative data and positivism used to deal with quantitative data.
RESEARCH STRATEGY
There are two types of research strategy such as qualitative and quantitative strategy
research. The qualitative research based on the various forms of data such as interviews,
observations and documentations (Rinjit, 2020). This will use for solving the problems, it is
readable and understood.

DATA COLLECTION
Data collection is the process of gathering information in systematic method. There are
two types of data collection such as primary and secondary collection. The primary data based on
the first hand and it collected by the interview and survey by people. The secondary data are
based on second hand and it can collect by the books, library and inline resources. The scholar
will use the both methods in this research for collect the information regarding the employees of
Morrison company.
SAMPLING
In this research, there are two types of sampling such as probabilistic and non
probabilistic. The scholar will use the probabilistic because it is based on the primary methods of
data collection. In this report the researcher will select random employees of Morrison in order to
determine the human resources management strategies.
DATA ANALYSIS
There are two methods to analysis the data such as SPSS and thematic methods. The
thematic analysis use for analysis the qualitative data. In other hand, the SPSS use for analysis
the quantitative data (Cr, 2020). The scholar will use the thematic data analysis because it helps
in describing, analysing the theme within the data base.
ETHICAL CONSIDERATION
The report will use the principles and values that complied by the scholar. The researcher
will take permission from the respondent to using information and provide consent form to
respondent of Morrison in order to get reliable and authentic information on SHRM upon
employees performance.
RM LIMITATIONS
The information will be taken from the Morrison website. There may be improper
presentation of data and data manipulation. The main attention will be paid to primary and
secondary data for collect the information but the presence of limitation cannot be denied.
TIMELINES
Activiti
es/
1 2 3 4 5 6 7 8 9

Weeks
Selectio
n of
Researc
h topic.
Aim,
Objecti
ves and
design
research
question
Literatu
re
review.
Designi
ng
question
naire .
Data
collecti
on
Data
Analysi
ng and
interpret
ing
Recom
mendati
ons.

REFERENCES
Books and journals
Al-Jedaiah, M.N. and Albdareen, R., 2020. The effect of strategic human resources management
(SHRM) on organizational excellence. Problems and Perspectives in
Management. 18(4). p.49.
Al-Lawama, H.I., and et.al., 2021. The relationship between strategic human resource
management practices and organizational performance by mediating role of employee
behavior in Jordanian telecommunication companies. Turkish Online Journal of
Qualitative Inquiry. 12(3). pp.2892-2902.
Cr, K., 2020. Research methodology methods and techniques.
Donnelly, R., 2019. Aligning knowledge sharing interventions with the promotion of firm
success: The need for SHRM to balance tensions and challenges. Journal of Business
Research. 94. pp.344-352.
Karimi Shahabi, A. and Alvani, S.M., 2020. The Effect of Strategic Human Resources
Management Models on Empowerment of Employees of Iranian Public
Organizations. Journal of Development & Evolution Mnagemen. 1398(special issue),
pp.49-60.
Karman, A., 2020. Understanding sustainable human resource management–organizational value
linkages: The strength of the SHRM system. Human Systems Management.39(1).
pp.51-68.
Pandey, P. and Pandey, M.M., 2021. Research methodology tools and techniques. Bridge Center.
Rinjit, K., 2020. Research methodology.
Sareen, D., 2018. Relationship between strategic human resource management and job
satisfaction. International Journal of Current Research in Life Sciences. 7(03). pp.1229-
1233.
Uysal, G., 2019. 3rd definition of SHRM: HR systems approach. Uysal, G.(2019). 3rd Definition
of SHRM: HR Systems Approach. Management Studies. 7(5). pp.496-501.
Vasumathi, A. and Saravanan, P., 2018. The impact of demographic profile on SHRM strategies
of middle-level HR managers in IT firm, India. International Journal of Services and
Operations Management. 30(3). pp.383-403.
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