Research Proposal: Evaluating Performance Appraisal at Macdonalds

This research proposal examines the impact of performance appraisal systems on employee productivity within Macdonalds in the Maldives. The proposal begins with a background of the company and the identified problem: the need to improve employee performance through more effective appraisal methods. It outlines the research's significance, rationale, research questions, and objectives. The methodology section details the philosophical approach (positivism), research approach (deductive), and mixed research design, incorporating both qualitative and quantitative methods. The research strategy involves content analysis and quantitative evaluation, with data collection employing primary and secondary sources, including surveys of 50 Macdonald's employees. The proposal also addresses data analysis techniques, including SPSS and MS-Excel, and emphasizes ethical considerations, validity, and reliability to ensure the study's integrity. A Gantt chart is included to illustrate the project timeline.

Running Head: RESEARCH PROPOSAL
RESEARCH PROPOSAL

RESEARCH PROPOSAL 2
Table of Contents
Task 2: research proposal:.....................................................................................................................3
Background of Proposal....................................................................................................................3
Research methodology..........................................................................................................................5
Gantt chart...........................................................................................................................................10
Conclusion...........................................................................................................................................11
Reference.............................................................................................................................................12

RESEARCH PROPOSAL 3
Task 2: research proposal:
Research Title: To evaluate the impact of the effectiveness of the performance appraisal
system on employee productivity: in the context of Macdonald, Maldives”.
Background of Proposal
Research background
In the current business time, Macdonald’s perform well due to using effective HR policy, but
on the basis of competitive analysis, it is founded that this organization has needed to
increase their knowledge with the favor of different performance appraisal method and
implement in the organization effectively due to improving their organizational performance.
It could as it support to meet the organizational task (Aranda, et al., 2014).
Performance appraisal is the structure that is practiced to evaluate performance of workforces
on the basis of present performance of the organization. I could measure the examines the
performance of employees pointing out its deficiencies as well as potentialities due to
improving their performance on time. An effective appraisal structure could be fundament
people management in the working place. The organizational success of company itself
largely depends on the good appraisal structure could affect performance of employee.
With the good appraisal structure, the employee could contribute their best in the working
place that could affect the performance of organization (Long, et al., 2014).
The organization could select suitable people who perfume well in the working place and
give reward to them for making a productive atmosphere. It would support to get higher
competitive advantages. From the examination, it is addressed that employee evaluation
could support to understand the performance of employees and appraise them on time due to
attracting another employee for effectively working in the working place. The performance
appraisal system could allow understanding the importance of their participation in the

RESEARCH PROPOSAL 4
working place. It would increase their participation in the working place as it affects the
efficiency of the employees (Sony and Mekoth, 2016).
Statement of the Problem
The performance appraisal offers an effective opportunity to formally identify workforce
attainment as well as effective contributions to the firm, and to assure that an effective
connection is developed as well as keep between reward as well as productivity. It is effective
in the company because it supports in determining objectives as well as prospects, and
develops an atmosphere for conducting open conversation (Keating and Heslin, 2015).
It brings towards giving positive feedback in improving the productivity of workforces. It is
illustrated that performance appraisal system is suffered from different issues named as lack
of participation in goal setting that could support to understand the actual expectation of the
organizational performance. It is also founded that lack of feedback performance appraisal
structure could lead to affect the employee productivity. This study could deeply evaluate the
effective appraisal structure in the improvement of employee productively of MacDonald’s.
Research rational
This study is vital for increasing the understanding of the impact of effectiveness of the
performance appraisal structure in the employee productivity towards Macdonald, Maldives.
This study could aid to deeply examine components that might affect employee’s
performance. Further, there are different performance strategies that could support to improve
employee performance. This report is vital for the reader as it supports to increase the
understanding of the importance of the appraisal system in the working place. Through this,
researcher would be able to become a successful HR manager and effectively deal with their
subordinates.
Research boundaries

RESEARCH PROPOSAL 5
In this, the researcher could confront certain issues that could be associated with getting real
data to the participants, resources, time management, and cost. Further, lack of resource in
the study could decline quality upcoming result. Further, this research will be emphasized on
the quantitative study hence it could be quite time consuming that could affect the
performance of study (Sykes, et al., 2014).
Research aim and objectives:
This investigation is conducted for evaluating impact of the effectiveness of the performance
appraisal structure in the employee productivity towards Macdonald, Maldives. The
following objectives were completed by the researcher to effectively conduct this study:
 To comprehend the meaning and concept of the performance appraisal structure and
employee productivity
 To evaluate the impact of the effectiveness of the performance appraisal structure in
the employee productivity towards Macdonald, Maldives
 To discover the different factor affecting the performance appraisal structure
 To recommended many performance appraisal strategies for improving the employing
productivity
Research questions
 What are meaning and concept of the performance appraisal structure and employee
productivity
 What is the role of the effectiveness of the performance appraisal structure in the
employee productivity towards Macdonald, Maldives
 What are the different factor affecting the performance appraisal structure
 Which performance appraisal strategies for improving the employing productivity
Research methodology
Introduction

RESEARCH PROPOSAL 6
This section could support to found or select a path or strategies that are related to the study
purpose. It will allow choosing suitable sample size, data collection tool, data evaluation
tools, and ethical norms (Cerasoli, et al., 2014). This section could be imperative section as it
assists more to the investigator to get the data towards the research matter. These methods are
discussed below:
Philosophy
With regard to this examination, the researcher would execute positivism method that
supports to look into depth perception of investigation for improving the exploration quality.
This way of thinking will be chosen for determining 'positive learning that is depended on
common wonder just as their properties and relations. Additionally, this examination is
likewise depended on target interpretation and it tends to be successfully directed by utilizing
the positivism reasoning for keeping up these assessments as a sort of characteristic
comprehension (Kim, 2014).
Research approaches
This section will lead to whom that are interested in the study to select a method for
collecting the information about the concern. The research approaches could be known as the
deductive an inductive approach (Pan, 2015).
For conducting this quantitative method, the deductive approach is practiced as it allows to
get the quantitative information (Faisal Ahammad, et al., 2015). From the application of this
method, the researcher will make suitable hypothesis and reject or accept to the basis of
collected information. In this, the inductive approach will not be considered by the researcher
as it is practiced for developing the theoretical information towards the concern. For this, the
deductive is more suitable as compared to the inductive approach (Edirisooriya, 2014).
Research design

RESEARCH PROPOSAL 7
Under this, the mixed research design method will be implemented by the researcher. This
method assists to get the advantages of both qualitative and quantitative method. It provides a
path by which the investigator will be able to get the factual as well as conceptual
information with the favour of concern (Salama, et al., 2017). The qualitative data will be
obtained by entailing the articles, books, journals, and online sources. It will aid to obtain
positive responses in minimum time. The quantitative information will be gathered by
entailing the source of direct responses named as survey method. In the current competitive
atmosphere, this method is more suitable than another method (Cascio, 2015.) This method
could offer an opportunity to get together with different kind of person and make a positive
relationship with them. In addition, it is also examined that this tool is vital in obtaining the
responses of the research issue. This method could be vital to operate the research act and
accomplishing the objective of study (Zhang, et al., 2015).
Research Strategies
The research strategies could lead to an individual to understand different strategies with
respect to the study concern. In the dissertation, different methods are considered in the
study like content analysis, case study, literature review, and statistical method. For
conducting this study, the researcher will use content analysis method and quantitative
evaluation method. The content method will assist to evaluate the data by gathering the
content from different sources (Ogunyomi and Bruning, 2016). This method will lead to
getting quantitative information towards the research matter. This method could assist to
meet the study purpose in an effective way. It allows obtaining higher benefits (Atmojo,
2015). Apart from this, it is addressed that quantitative information is gathered by entailing
the factual information towards the research matter. It will support to meet the research
purpose in a significant manner (Ma Prieto and Pilar Perez-Santana, 2014).
Data collection

RESEARCH PROPOSAL 8
The data collection is a diverse method that aids to obtain the suitable method to get depth
information with the favour of current dilemma usually it could consider two kinds of
methods that are named as the primary and secondary method (Amin, et al., 2014). For
completing this whole study, I would like to use both primary as well as secondary data
collection tool (Faisal Ahammad, et al., 2015).
The secondary data collection is used for getting the conceptual data in favour of the study
manner. The secondary data would be gathered by considering available resources named as
books, articles, online and offline sources (Faisal Ahammad, et al., 2015). It will assist in
completing the investigation appropriately. It would also suggest an effective way by which
the investigator would be able to obtain positive responses. The primary is implied to get the
factual information towards the impact of performance appraisal system in employee
productivity (DeNisi and Murphy, 2017).
Sampling
The sampling is a tool, which is practiced for selecting the sample size to conduct this study.
There are many methods, which are entailed to do the study in an effective way named as
probability and non-probability sampling tool (Faisal Ahammad, et al., 2015).
It would aid to get reliable data in the context of study matter. In addition, this method is used
to effectively conducting this study. This study will consider the non-probability convince
sampling tool by which the investigator could be able to get the data on the basis of research
as well as their own convince method (Noe, et al., 2017). The probability sapling tool aids tot
the researcher to the research participants to select the participants on the basis of random
method that could quite expensive and time-consuming that affects productivity of the
organization. This investigation will be performed on the 50 workforces of Macdonald’s to
evaluate the role of performance effectiveness on employee productivity. It would assist to
obtain response towards the matter (Gupta and Sharma, 2016).

RESEARCH PROPOSAL 9
Data analysis
The data evaluation is a process that is completed by after completion of the data gathering
process. It would assist to get favourable result (Jayaweera, 2015).
There are certain sources which might be considered by the researcher named as statistical
data evaluation process and content evaluation tool (Zameer, et al., 2014). The statistical
information will be gathered by entailing the SPSS and MS-excel software. It would facilitate
the researcher to complete the study in an effective manner (Jayaweera, 2015).
This study method will lead to present the data by a bar chart, table, and graphs. The content
evaluation tool will also be used by the investigator as it aids to examine the information in
less time and cost. It would be imperative in getting higher benefits. Thus, it can be illustrated
that content evaluation, as well as statistical evaluation, will support higher to the investigator
in completing the task (Hameed, et al., 2014).
Ethics validity and reliability
In the study, the validity and reliability tool is effective to measure the consistency and
trustworthiness of the research matter. It would also support to deeply examine data in the
context of research issue. In the examination, moral standards could encourage the agent to
direct reasonable conduct with the exploration members (Deepa, et al., 2014). Through this
technique, the specialist ought to consider the college rules to keep up the respondent
protection. It helps the agent to direct suitable conduct to meet the examination point and
goals of the research (Hameed, et al., 2014). The specialist has stood up to the diverse moral
issues like information conveyance, unoriginality, and copyright act at the hour of leading
their investigation (Zameer, et al., 2014). These issues could be disposed of by the scientist if
the examiner offers credit to the real creator of the information. It could wipe out the
conceivable outcomes of getting a good result. What's more, it is assessed that moral
standards could prompt the agent to verify individual data of research up-and-comers as it

RESEARCH PROPOSAL 10
could be successful to make a strong connection among scientist and research competitors. It
could likewise prompt research contender to settle on a dependable choice with regard to the
examination. The agent takes out the conceivable outcomes of issues, as it is basic to get
possible research outcome (Samnani and Singh, 2014).
Gantt chart
The Gantt chart is a tool that practiced to evaluate the time as well as activity that will be
completed in the research. It will aid to manage the time in completion of any acts that could
be imperative in the completion of research (Deepa, et al., 2014).
Task
1st
and
2nd
Week
3rd and
4th
Week
5th
and
6th
Week
7th
and
8th
Week
9th
and
10th
Week
11th
and
12th
Week
13th
to
16th
week
17th to
20th
Week
21st to
23rd
Week
Selection of
suitable research
aim and
objectives
Literature review
Evaluation of data
collection
(primary data
collection
method)
Questionnaire
design
Data Analysis
Review and write
up
Final submission
As per the above evaluation, it can be illustrated that the researcher could consider many acts
named as the selection of research aim and objectives, determination of literature review,
section of suitable research methods, data evaluation tool, ethical consideration, and
conclusion and recommendation. It will assist to get reliable information about the research
matter. Each act has task different time completing period. But, the data collection method

RESEARCH PROPOSAL 11
takes higher time over the other research acts. The data will be collected by both primary as
well as secondary data collection tool that was practiced to get the data in favour of research
matter. The researcher should needed to focus on improving some skills related to time
management and corporation due to meeting the research purpose.
Conclusion
From the evaluation, it can be summarized that the performance appraisal structure could
provide an opportunity for the employee to perform between in an organization and retain
their position for the long term in the organization. It can also be summarized that the
research methodology is an imperative section to select the method, which will be considered
in the study to get the information about the research matter and conduct the study in an
effective manner.

RESEARCH PROPOSAL 12
Reference
Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S., and Daverson Andrew
Selemani, R., 2014. The impact of human resource management practices on performance:
Evidence from a Public University. The TQM Journal, 26(2), pp.125-142.
Aranda, C., Arellano, J. and Davila, A., 2014. Ratcheting and the role of relative target
setting. The Accounting Review, 89(4), pp.1197-1226.
Atmojo, M., 2015. The influence of transformational leadership on job satisfaction,
organizational commitment, and employee performance. International research journal of
business studies, 5(2).
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic
incentives jointly predict performance: A 40-year meta-analysis. Psychological
bulletin, 140(4), p.980.
Deepa, E., Palaniswamy, R. and Kuppusamy, S., 2014. Effect of performance appraisal
system in organizational commitment, job satisfaction, and productivity. Journal of
Contemporary Management Research, 8(1), p.72.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology, 102(3), p.421.
Edirisooriya, W.A., 2014, February. Impact of rewards on employee performance: With
special reference to ElectriCo. In Proceedings of the 3rd International Conference on
Management and Economics (Vol. 26, p. 27).
Faisal Ahammad, M., Mook Lee, S., Malul, M. and Shoham, A., 2015. Behavioral
ambidexterity: The impact of incentive schemes on productivity, motivation, and
performance of employees in commercial banks. Human Resource Management, 54(S1),
pp.s45-s62.

RESEARCH PROPOSAL 13
Gupta, N. and Sharma, V., 2016. Exploring employee engagement—A way to better business
performance. Global Business Review, 17(3_suppl), pp.45S-63S.
Hameed, A., Ramzan, M. and Zubair, H.M.K., 2014. Impact of compensation on employee
performance (empirical evidence from the banking sector of Pakistan). International Journal
of Business and Social Science, 5(2).
Jayaweera, T., 2015. Impact of work environmental factors on job performance, mediating
role of work motivation: A study of the hotel sector in England. International journal of
business and management, 10(3), p.271.
Keating, L.A., and Heslin, P.A., 2015. The potential role of mindsets in unleashing employee
engagement. Human Resource Management Review, 25(4), pp.329-341.
Kim, H.K., 2014. Work-life balance and employees' performance: The mediating role of
affective commitment. Global Business and Management Research, 6(1), p.37.
Long, C.S., Ajagbe, M.A. and Kowang, T.O., 2014. Addressing the issues on employees’
turnover intention in the perspective of HRM practices in SME. Procedia-Social and
Behavioral Sciences, 129, pp.99-104.
Ma Prieto, I. and Pilar Perez-Santana, M., 2014. Managing innovative work behavior: the
role of human resource practices. Personnel Review, 43(2), pp.184-208.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Ogunyomi, P. and Bruning, N.S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International Journal
of Human Resource Management, 27(6), pp.612-634.
Pan, F.C., 2015. Practical application of importance-performance analysis in determining
critical job satisfaction factors of a tourist hotel. Tourism Management, 46, pp.84-91.

RESEARCH PROPOSAL 14
Salama, A.A., Al Shobaki, M.J., Abu Naser, S.S., AlFerjany, A.A.M., and Abu Amuna, Y.,
2017. The Relationship between Performance Standards and Achieving the Objectives of
Supervision at the Islamic University in Gaza. International Journal of Engineering and
Information Systems (IJEAIS), 1(10), pp.89-101.
Samnani, A.K., and Singh, P., 2014. Performance-enhancing compensation practices and
employee productivity: The role of workplace bullying. Human Resource Management
Review, 24(1), pp.5-16.
Sony, M. and Mekoth, N., 2016. The relationship between emotional intelligence, frontline
employee adaptability, job satisfaction, and job performance. Journal of Retailing and
Consumer Services, 30, pp.20-32.
Sykes, T.A., Venkatesh, V. and Johnson, J.L., 2014. Enterprise system implementation and
employee job performance: Understanding the role of advice networks. Mis Quarterly, 38(1).
Zameer, H., Ali, S., Nisar, W. and Amir, M., 2014. The impact of the motivation on the
employee’s performance in the beverage industry of Pakistan. International Journal of
Academic Research in Accounting, Finance and Management Sciences, 4(1), pp.293-298.
Zhang, Y., Long, L., Wu, T.Y. and Huang, X., 2015. When is pay for performance related to
employee creativity in the Chinese context? The role of guanxi HRM practice, trust in
management, and intrinsic motivation. Journal of Organizational Behavior, 36(5), pp.698-
719.