HRM Research Methods: Experimentation, Observation & Ethics Analysis

This report provides an overview of experimentation and observational methods used in Human Resource Management (HRM) research. It discusses pre-experimental, true experimental, and quasi-experimental research designs, as well as participant observation methods. The report highlights the effectiveness of research in addressing HRM issues such as performance management, employee motivation, and organizational development, using Amazon as a case study. It also examines the ethical implications of using these methods, emphasizing the importance of considering animal welfare, compliance with the law, human rights, safety standards, and conflicts of interest. The report concludes that these research methods are beneficial for addressing HRM concerns, provided ethical guidelines are followed.

Scholar ID:
Research Methods

Introduction
According to Albert Einstein “A theory can be
proved by experiment; but no path leads from
experiment to the birth of a theory”.
Aim of thesis is to conduct the experimentation
and observational study in the field of HRM.
This presentation illustrates the specific
experimentation and observational methods that
could be used within HRM discipline to gather
information.
This report assesses the ethical implications with
the use of experimentation and observational
methods within HRM discipline.

Specific experimentation and observational methods that could be used within your discipline to gather data include your rationale
Pre-Experimental Research Design: The
pre-experimental research design could be
classified into three parts such as:
One-shot Case Study Research Design
One-group Pretest-posttest Research
Design
Static-group Comparison (Lourenço, 2015).

Cont’d..
True Experimental Research Design:
A true experimental investigation is
accurate kind of experimental research
design because it depends on statistical
assessment to accept or reject a hypothesis
(Bondarouk, Parry, & Furtmueller, 2017).

Cont’d
Quasi-Experimental Research Design:
In this research design, an independent
variable can be manipulated before
calculating the dependent variables
(Zarkada-Fraser & Fraser, 2015).

Observational methods
Participant’s observation Methods:
In this technique, an investigator would
insert himself into the group as a member
of the group.
The observation can either be covert
orovert.

The effectiveness with respect
to certain areas within HRM
discipline
Research is effective in HRM discipline to
address the different issues associated with
performance management, wellness,
compensation, training, employee
motivation, and organizational
development.

Company examples
Amazon is an electronic commerce
company faces HRM issue. This issue is
employee’s turnover that created due to
lack of motivation.
Furthermore, it is assessed that
employee’s turnover is increasing
because they are low motivated towards
their work (Janicot, Mignon, & Walliser,
2016).

Ethical implications with the use of experimentation and observational methods within HRM
discipline
Ethical consideration in the investigation is
a key element of experimental
investigation.
Ethics are the norms for making a
differentiation between right and wrong.
The readers want to be secured hence
investigator should follow the guidelines
regarding the issues like animal welfare,
compliance with the law, human rights,
safety health standards, and conflicts of
interests (Duignan, 2016).

Ethical consideration in observation method
In this technique, ethical issues should be
considered with the disguised observation
of participants.
An investigator can mislead the
respondents by deliberately withholding
data regarding their motivation for being a
division of social group they are
investigating.

Conclusion
As per the above discussion, it can be
concluded that there are certain
experimentation methods such as pre-
experimental, true experimental, and
quasi-experimental research design.
Research is beneficial for addressing the
HRM concern in Amazon Company.

References
Bondarouk, T., Parry, E., & Furtmueller, E. (2017). Electronic HRM: four decades of
research on adoption and consequences. The International Journal of Human Resource
Management, 28(1), 98-131.
Duignan, J. (2016). A dictionary of business research methods. Oxford University Press.
Flammer, C., & Luo, J. (2017). Corporate social responsibility as an employee governance
tool: Evidence from a quasi‐experiment. Strategic Management Journal, 38(2), 163-183.
Janicot, C., Mignon, S., & Walliser, E. (2016). Information process and value creation: an
experimental study. Journal of the Knowledge Economy, 7(1), 276-291.
Lourenço, S. M. (2015). Monetary incentives, feedback, and recognition—Complements
or substitutes? Evidence from a field experiment in a retail services company. The
Accounting Review, 91(1), 279-297.
Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The
International Journal of Human Resource Management, 28(1), 3-26.
Richmond, M. K., Pampel, F. C., Wood, R. C., & Nunes, A. P. (2017). The impact of
employee assistance services on workplace outcomes: Results of a prospective, quasi-
experimental study. Journal of occupational health psychology, 22(2), 170.
Zarkada-Fraser, A., & Fraser, C. (2015). Integrating social and economic orientated
marketing: A study of retail management. In Proceedings of the 2000 Academy of
Marketing Science (AMS) Annual Conference (pp. 219-223). USA: Springer, Cham.