Dissertation: HRM Practices' Impact on Employee Engagement at Club 21

This report investigates the impact of Human Resource Management (HRM) practices on employee engagement within Club 21, a retail company. It includes an introduction outlining the research background, aims, objectives, and questions, followed by a literature review providing a theoretical understanding of HRM practices and employee engagement. The research methodology section details the philosophies, strategies, designs, data collection, and analysis methods used. The report also addresses sampling methods and ethical considerations. Ultimately, the study aims to evaluate the effectiveness of HRM practices in enhancing employee engagement and offers recommendations for improvement. Desklib provides access to similar reports and study tools for students.

Running Head: DISSERTATION
Impact of HRM practices on the employee engagement: In the context of Club 21, Retail company

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Abstract
This study emphasized that impact of HRM practices on employee engagement: In the
context of Club21, Retail company. This research report discusses many sections like an
introduction, literature review, research methodology, data analysis and findings, and
conclusion and recommendation. This section could be effective for the researcher to
improve their knowledge of existing knowledge about the current research issue. The
introduction section could lead to the researcher for increasing the depth understanding of
different factors like research background, research aim, and objectives, research questions,
dissertation structure. The research background is effective for collecting depth
understanding about best practices of human resources in increasing the employee
commitment. Moreover, the literature review section leads to collect the theoretical
understanding of the specified matter of the research. In this study, there are certain factors
that might be considered by the researcher to collect information about the research issue.
There are sources that are considered by the research scholar like academic sources, academic
journals, online sources, company websites, magazines, and books. It could be effective in
collecting reliable information about research matter. The research methodology section
could be effective in selecting a suitable method of getting reliable research matter. These
methods are known as the research philosophies, research strategies, research types, data
collection method. It could also gain understanding about the data analysis, sampling method,
and ethical consideration. It could also facilitate to get the data with respect to the best human
resource practices in employee commitment. In this, the survey through questionnaire has
been discussed that demonstrates different question that will be asked to the research
participants for conducting this research study.

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Table of Contents
Abstract.................................................................................................................................................2
Introduction...........................................................................................................................................4
Research aim and objectives..............................................................................................................4
Research questions............................................................................................................................4
Research Background........................................................................................................................4
Significance of Research...................................................................................................................6
Dissertation Structure........................................................................................................................7
Introduction.................................................................................................................................7
Literature Review........................................................................................................................7
Research Methodology................................................................................................................8
Data Analysis and Findings........................................................................................................8
Conclusion and Recommendation..............................................................................................9
Chapter 2: Literature review................................................................................................................10
Introduction.....................................................................................................................................10
Conceptual understanding...............................................................................................................10
Role of human practice in employee engagement............................................................................12
Ways to Apply Best HR Practices and Gain Employee Commitment.............................................14
Summary.........................................................................................................................................17
Chapter 3: Research methodology.......................................................................................................19
Philosophies of research..................................................................................................................19
Research Approach..........................................................................................................................19
Strategies of research.......................................................................................................................20
Designs of research..........................................................................................................................21
Data Collection Method...................................................................................................................22
Data Analysis Method.....................................................................................................................23
Sampling Method............................................................................................................................23
Ethical Consideration......................................................................................................................25
Research limitation..........................................................................................................................25
Conclusion.......................................................................................................................................26
Link of survey.......................................................................................................................................29
References...........................................................................................................................................30

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Introduction
The research title of this study is to evaluate the impact of HRM practices on employee
engagement: in the context of Club21, Retail company
Research aim and objectives
The main aim of this study is to evaluate the impact of HRM practices on employee
engagement: In the context of Club21, Retail company. The following objectives will be
accomplished by the researcher to reach its reliable aim.
 Critically evaluate the HRM practices and employee engagement
 Explore the impact of HRM practices on employee engagement
 Recommend many strategies related to HRM practices to increase employee
engagement.
Research questions
The following research objectives will be accomplished to meet the aim of the research:
 What is the meaning and concept of HRM practices and employee engagement?
 What is the impact of HRM practices on employee engagement?
 What are the strategies of HRM practices to increase their employee engagement?
Research Background
In the existing business era, the concept of employee commitment has been improved by the
employee to sustain their position in the organization and get higher competitive benefits.
Thus, it is evaluated that employee engagement could be an imperative tool of the business
as, it assists to the firm for operating best by improving the performance of employees
(Inkinen, 2016). It will also support to obtain higher competitive benefits. The employee
commitment could also facilitate to the firm to increase their performance and accomplish
their competitive benefits (Shantz, Arevshatian, Alfes, and Bailey, 2016).

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The employee commitment level could be different from the organization, as it could create a
problem for the human resource manager to evaluate employee commitment. With respect to
the accomplishment of competitive benefit in the marketplace as it could be effective for the
organization to increase its employee commitment. It is also addressed that over 40% of
workforces believed that there is a favorable relationship between human practices and
employee commitment (Schuler and Jackson, 2014).
The employee orientation culture could be effective in getting reliable information towards
the research matte. From the application of the employee commitment, the organization
would be capable increase employee commitment about the organization task as it inspires
them to accomplish the organizational aim and objectives, and offer them to get the
competitive advantages. In the company, a human resource manager could be capable to get a
reliable outcome. In the company, the human resource manager continuously occupies in
increasing the workforce’s employee commitment by considering the best practices of human
resources (Pinzone, et al., 2016).
The practices of human resources management could facilitate to the human resources
executives to offer effective working situation for workforces, and also offer the security to
workforces, which could significantly increase their employee commitment level in the firm.
In addition, it is examined that the business atmosphere could face many challenges as it
could be associated with the life of working as it could support increasing the time pressure
and insecurity among workforces. Apart from this, it is also evaluated that organization could
negatively influence the behavior of workforces (Srivastava and Dhar, 2016).
It is also stated that the commitment level of an employee could directly impact on the
behavior of workforces. In the study, the best practices of human resources support the
employees for developing their working life and increase their commitment level of the firm.
In the current era, the human resources executive of the organization uses different tools

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which could be associated with recruitment, benefits, flexible working conditions, and
compensation for increasing the employee commitment level. In addition, it is evaluated that
the human resources practices could support to the human resources executives to retain their
workforces in the long term, along with increase their favorable commitment about the
company. In the current era, the organization uses best practices to improve the effectiveness
of workforces and enhance their commitment level to complete the organizational
expectation (Bin, 2015).
Employee engagement could be a key element of business success. Organization manager
should create the working atmosphere, which supports to increase the morale of employees.
Subsequently, the organization will be capable to get higher competitive benefits. In addition,
it is evaluated that frequent communication with the workforces could be effective in
enhancing the engagement level in the organization to obtain higher profit (Bedarkar and
Pandita, 2014).
Executive of the firm should comprehend the overall strategy of the business and their
accountabilities to accomplish the goal of a firm (Jeet, and Sayeeduzzafar, 2014). Moreover,
the organization should deeply evaluate the employees and gain their interest in the working
place for completing the organizational task in the least time and cost. It is also evaluated that
the right management is imperative in increasing employee commitment and reach a reliable
conclusion. The organization could have an accurate evaluation of the employee commitment
and influence to the organizational success (Kramar, 2014).
Significance of Research
In the current era, it is complicated for the organization as well as the manager of human
resources to retain the position of workforces for the long term due to higher competition
level. It also offers certain advantages and compensation offered by market players to their
workforces. Herein, the application of human resources practices could support the

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workforces to increase their skills, commitment, as well as knowledge towards the
organizational task (Presbitero, Roxas, and Chadee, 2016). Through this method, the primary
purpose of this study is to determine the best human practices to increase their employee
commitment level that could be effective for the Club 21, Retail company to enhance their
employee commitment in the Retail industry.
In the current business era, the human resources practices could support the organization and
human resources executives to make strong relationships with their workforces that
significantly impact on the commitment level, satisfaction, and retention within the IT service
industry. The research would also be effective for the organization to explore the role of
human resources practices to increase their employee commitment. It could also be effective
in determining the methods to implement the best human resource practices to increase
employee commitment (Ugwu, Onyishi, and Rodríguez-Sánchez, 2014).
Dissertation Structure
With respect to meet the study of aim in an appropriate way, following research structure is
used by the investigator to meet the aim of the study:
Introduction
This section is an initial section of this study that considers different sub-sections that could
be associated with the research background, research aim and objectives, research questions,
research significances with respect to making the knowledgeable atmosphere with respect to
the research matter. In addition, it is examined that this section also offers depth knowledge
towards the research limitation, which has been faced by the researcher to meet the study of
research. Finally, the data of this section is imperative for the research investigator to identify
the study direction for exploring the issues of study significantly (Ugwu, Onyishi, and
Rodríguez-Sánchez, 2014).

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Literature Review
The literature review is a second chapter of the report as it assists the researcher to gain their
theoretical understanding in the context of current specified research issue. There are certain
sources that are considered by the investigator to obtain the information in the context of the
current matter like books, journals, online and offline sources, articles, and other sources. The
second section
discovers the research matter by implying different theories. This section also facilitates to
the researcher to gain their conceptual understanding towards research issues that could be
effective in meeting the aim of the study. In this, research has also reviewed books, articles,
and journals to collect data about the research matter. It could be imperative in the study to
determine the knowledge gap along with development.
Research Methodology
This section is also imperative for the investigator to comprehend the research and reach a
reliable conclusion. In this section, the investigator evaluates different tools and techniques
for accomplishing this research in a systematic manner. These methods are known as research
philosophies, approaches, strategies, purposes, research designs, data collection methods,
sampling, and data analysis methods. It could also be effective in collecting valid and reliable
result in the context of the current matter. Herein, the research tools are justified on behalf of
the study themes that is effective in accomplishing the reliable result (Hassan, Hassan, and
Shoaib, 2014).
Data Analysis and Findings
The data analysis and findings chapter could be effective for in evaluating the collected data
and support to reach a reliable conclusion. This section could offer an effective tool for the
investigator in the context of separating the gathered information and evaluating each
objective systematically. Through this method, the investigator will be capable to arrange and

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evaluate the collected data by considering the relevant data analysis tool. Through this
method, the investigator will also be capable to present the information in an appropriate
method with respect to collecting the valid outcomes (Kadiresan et al., 2015).
Conclusion and Recommendation
This the last section, which supports the investigator for concluding the overall research as
per the findings of the study. This section also makes a link between the research objectives
and research findings to create a reliable and valid conclusion. Apart from this, it offers the
recommendation, as it could be associated with research human resources practices to
increase the commitment level of employees (Shuck and Rocco, 2014).

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Chapter 2: Literature review
Introduction
The literature review section could lead to the researcher to comprehend the research matter.
It could also to make a favorable decision in the context of current matter. In addition to this,
there are certain elements that are considered by the researcher to collect the opinion and
views of the researchers towards the same topic. Moreover, the literature review could also be
effective for the research scholar to increase their knowledge in the context of current
research matter. The data of the literature review could be collected by considering different
sources like books, journals, articles, magazines, online and offline sources (Osa and Amos,
2014). It could lead to the researcher for collecting reliable information with respect to
research matter. In addition, it is evaluated that the human resources practices could lead to
the organization for getting higher competitive benefits. This study emphasizes on evaluating
the impact of HRM practices on employee engagement: In the context of Club 21, Retail
company. This section leads to getting information about the meaning and concept of human
practices and employee’s engagement. In last, it also recommends many strategies related to
employees engagement (Huang, Ma, and Meng, 2018). The following section could be
entailed by an investigator to attain the objectives and aim of the research issue:
Objectives based literature review
Conceptual understanding
According to Noe et al. (2017), Human resource practices is defined as the act, which could
be entailed to improve employee skills in a limited time. It occurs to meet the aim and
objectives of the research matter. Moreover, human resources acts could be imperative in the
attainment of the organizational task. The activities of human resources are significantly
different from human practices. Human resources practices are a combination of different
transactional acts that could lead to getting a favorable result. It is also stated that there are

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different elements that directly affect the commitment level with respect to the success of the
organization. The employee empowerment is one of the effective components that attract to
the workforce's commitment of Club 21, Retail Company. It is also addressed that the
empowerment acts enables the workforces to create their position, knowledge, and skills that
effectively increase their commitment level in the company that consequently support them to
make a reliable contribution in the organizational success
In oppose to this, Albrecht et al. (2015) examined that best practices of human could permit
the researcher to act directly for directing impact on the organizational performance.
Moreover, human resources transactional acts consider differing acts such as payroll
processing and maintaining new employees. It is evaluated that human resources force to the
organization for making changes in activities of the workforce and reach a reliable
conclusion. It is examined that dependent budget could be imperative in the accomplishment
of company task in the least time.
stated that employees who are performing well in the organization could perform well in the
organization. Moreover, the employee that perform higher productivity. Moreover, an
employee who is performing well in the organization could get higher outcomes in the least
time and cost. It is also stated that workforces who are performing high work without getting
favorable feedback can make feel undervalued as well as fall into an unfavorable spiral that
may decline the dedication with motivation.
In support of this, Armstrong and Taylor (2014) examined that employee value is a
considerable element, which affects the employee's commitment to contribute to the success
of the organization. It is also addressed that the positive atmosphere values could inspire the
workforces to improve its attitudes and leads to create a higher quality of goods and service
for potential consumers. It positively affects employee commitment level and enables them to
contribute to the effectiveness of the organization in retain service industry.

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In oppose to this, Nasomboon (2014) illustrated that employees value consider the behavior
of subordinates as well as supervisors. In this, it is a positive and effective behavior of
subordinates and supervisors supports the workforces to build up their commitment with
respect to the organization and employee that significantly support them to the success of the
company. It is stated that the organizational workforces could resist in adopting the new tool
caused by job loss fear.
On the other side, Cooper Liu and Tarba (2014) examined that the lack of advance tool could
negatively impact on employee commitment level. The lack of tool could change the quality
of the workforce, which could encourage to make effective participation for the study. The
lack of technology could directly impact on the performance of the firm. This situation could
negatively affect their inspiration level and their commitment to the organization activity that
provides success to the organization at the global business atmosphere.
Role of human practice in employee engagement
Benn Teo and Martin (2015) stated that human resources practices could be imperative in
increasing the commitment level of the workforce. An effective human resource practice
could facilitate the workforces to improve their job satisfaction level. It could also facilitate
increasing the trust of employees over the organizational activities. It supports the workforces
to decline the stress level that significantly promotes them to increase its commitment level in
the organization.
On the other side, Deepa Palaniswamy and Kuppusamy (2014) stated that best human
resources practices like rewards and compensation could facilitate to the workforces for
fostering their wellbeing, which will lead to improving the financial and operational
performance of workforce. In this, the workforces inspire to increase their commitment level
in the firm. It is also stated that there is a positive relationship between employee
commitment and human resource practices. The best practices could facilitate to human

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resources executives to eliminate the conflict issues form the organization and offer an
effective working atmosphere in the firm. It could directly enhance the inspiration level of
workforces, which could improve their commitment level about firm practices.
Xing Liu Tarba and Cooper (2016) stated that human resources practices could pressurize to
their workforce for increasing its productivity and commitment level in the organization. It is
also stated that in the human resources practice could negatively impact on the organization
performance if the organization is failed to develop a positive relationship with its employees.
Moreover, human resource practices could make both negative as well as positive impact on
workforce commitment. It is addressed that many human resources professionals seek that
employee commitment is associated with the implication of best human practices of the firm.
In addition, it is examined that the best practices of human resources could also facilitate to
the workforce for improving their result, which offers greater satisfaction to them. In this,
workforces offer an opportunity to increase their salary and compensation.
In oppose to this, Ferreira and Real de Oliveira (2014) stated that there are different activities
that are associated with recruitment and selection, support to the workforces to enhance their
trust as well as believe in the organizational functions. Moreover, workforces facilitate to
enhance their results, which significantly inspire them to create a favorable commitment to
the Club retail organization. It is stated that welfare practices could directly influence
workforces about communities and society. In addition, the workforce could feel more
connected with local communities inspire to perform extra efforts by attracting with the
organization for the long term.
In support of this, Brunetto Shacklock Teo and Farr-Wharton (2014) explored that
workforces and human resource executives facilitate to fulfill their accountabilities and roles
in the organization in a reliable way. It is stated that welfare practices like corporate social
responsibility could support the firm for interacting with societies with respect to provide

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services and to complete their needs by operating the business activities effectively. In this,
the human resource executives facilitate to increase workforce commitment about the firm
and societies.
On the other side, Boon and Kalshoven (2014) explained that social contract could directly
impact building and keeping the workforce commitment. Because the social contract could
enable the human resources manager could facilitate to the human resources executives for
building an effective relationship between employers and employees in the retail services
industry. Through this, the workforce feels more to connect with their company and their aim
that inspires them to increase their commitment level within the organization to accomplish
higher success. The best human resource practices could also affect the knowledge and skills
level of the workforces. For illustration, best the human resources practices like training and
development acts supports the workforces to create their current level of workforces. In
addition to this, training practices could directly impact on the behavior of employees, which
could also directly influence the employee commitment level of the organization.
Ways to Apply Best HR Practices and Gain Employee Commitment
Conway Fu Monks Alfes and Bailey (2016) stated that an effective execution human resource
practice offer advantages for the employers and employees. Because this strategy could
support the organization for developing knowledge and skills of employees that can support
to improve their performance to accomplish the personal as well as professional aim and
objectives of the firm. It is also depicted that the human resources executive could imply
human resource practices in a reliable manner. Herein, the human resources manager could
develop significant communication structure within the organization, which could facilitate to
determine each area of the subject to the workforces on behalf of their accountabilities and
roles. In this, the human resources manager could improve the knowledge of each workforce
towards human resource practices and its significance in their daily organizational life.

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In support of this, Opatha and Arulrajah (2014) stated that the organization should imply an
effective communication technique for directly communicating with their workforces.
Herein, management adoption of communication tool could be ensured by the mutual
commitment of management and workforce. It is also stated that motivation is another vital
approach that is employed by the firm to implement the best human resource practices to
increase workforce commitment. Because the motivation could encourage a huge number of
workforce and other employees to work with respect to the specific objectives that could
effectively increase the imperativeness of the human resources practices and increase
employee commitment as well.
Abstein and Spieth (2014) examined that the motivation level of the workforce could directly
affect the level of employee commitment. Higher motivation level could facilitate to
workforces for accomplishing the organizational objectives that significantly support to both
employers and workforces in a systematic manner. It can also be suggested that the
organization should create recognition and rewards activities that could offer an opportunity
to increase employee commitment in the organization. It is examined that effective rewards
recognition structure could inspire the workforces to create a long-term relationship with the
organization and contribute to the Club 21 retail organization success.
In support of this, Beer Boselie and Brewster (2015) stated that rewards and recognition is an
effective tool to increase the commitment level of employee. Moreover, the recognition
structure could support to increase the satisfaction level of employee commitment. In
addition, it is also evaluated that the workforces could retain their employees in the firm for
contributing to their success. It is examined that the organization could imply human resource
practices could support to increase the employee commitment level. For this, the company
should use an effective training culture on the basis of job satisfaction and accomplishment of
the upcoming goal in the company. It is evaluated that the development of training culture

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could be imperative in conversing the best practices of human resource to the workforce.
Moreover, employee commitment could be increased by considering the best practices of
human resources.
On the other side, Barrick Thurgood Smith and Courtright (2015) examined that development
of the recent level of training acts would be imperative for the organization to increase the
commitment of the workforce in the working place. In addition, it is evaluated that the
organization should make a link between the strategic approach and training cultures as it
could improve the knowledge and skills of workforces on behalf of the desired. It inspires the
workforces to demonstrate their commitment about organizational performance. It could
facilitate the organization to accomplishing the competitive advantages in the retail industry.
In support of this, Scrima Lorito Parry and Falgares (2014) examined that different human
resource practices could be implied by the human resource manager to improve the
motivation level of employees. The selection of effective tool could be applied by the human
resource of the organization for increasing their commitment level by implying the best
practices of human resources. It could also be imperative for the success of the organization
and reach at a reliable conclusion. In addition, it is evaluated that an organization could use a
reliable method to gain employee commitment. The organization should develop a team for
running the business. The organization should also need to comprehend the workforces for
improving the performance of their employees.
Bakker and Albrecht (2018) argued that organization could directly impact on the workforces
and their attitude in the team, which can be affected by the commitment level. Job security
could be imperative for the organization as it supports to get a higher commitment level of
workforces and team members. It is stated that security in the job could create a favorable
perception of workforces as it could be associated with the job and firm. In this, workforces
could encourage to develop extra efforts that provide advantages to the organization with

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respect to accomplishing their objectives and get higher competitive befits in the IT service
industry.
In support of this, Long Ajagbe and Kowang (2014) stated that to imply the best practices of
gaining the commitment level of employees. The organization should imply the human
resources practices is effective to gain the commitment level of workforces, the human
resource executive could increase the commitment level of the workforce by considering the
change management theory. From the application of change management tool, the human
resources executive could directly converse with the employees and inspire them to choose a
suitable method and enhance the employee performance of them.
Boxall (2014) stated that the human resource manager could support to make the perception
of workforces and commitment about the organization. It can also be stated that the
implication of change management practices could facilitate human resources executives to
inspire employees and lead them to work accordingly. It could also lead to getting higher
completive benefits. It is also illustrated that human resources executives could effectively
imply best human resource practices to meet the employee commitment to offer competitive
to offer coemptive benefits to the organization (Kim and Fernandez, 2017).
Summary
With respect to the above discussion, it can be concluded that human resource practices could
positively impact on employee turnover. It can also be summarized that organization could
use creation human resource strategies and decline the employee turnover form the
organization in the least time like employee evaluation, training, and development method,
recruitment and selection, compensation, and health and safety strategy. It could also be
imperative for improving the productivity of the organization. In addition, it can also be
examined that employee empowerment could directly impact on the training acts and
competition that affects the employee commitment. It can also be summarized that such

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factors could directly influence the attitudes and perception of workforces, which could
negatively affect the commitment level. It can be summarized that there are different human
resources practices like selection process, fair recruitment, recognition and planning, rewards,
training, and development, which could be effective in increasing the employee commitment
about the club 21 retail organization. It could be imperative in getting reliable information
about the research matter. But, it can also be summarized that lack of such human resource
practices could negatively impact on the employee performance, which could discourage
them to give their best contribution to the attainment of the organizational task. It can also be
summarized that organization could use different human resources practices strategies that
could be effective for increasing the employee commitment level of employees like employee
communication, employee motivation, use of advanced technology, job security, and training
programmes. It could be effective in increasing employee commitment.

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Chapter 3: Research methodology
The research methodology is being a major concern for the researcher as it facilitates to select
a suitable method in the context of the research matter. There are certain methods that are
considered in the research methodology by the investigators to select the research methods
like philosophies of research, strategies of research, approaches of research, designs of
research, research types, and data collection methods. Others are data analysis methods,
methods of sampling, limitation of research, and ethical consideration (Hough Green and
Plumlee 2015). There are discussed as below:
Philosophies of research
The philosophies of could facilitate to a researcher in collecting feasible information about
the research issue. It could be dealing with nature, development, and nature of knowledge.
The investigator could be capable to understand the ideas, views, and opinions of others
towards the research issues (Van De Voorde, Veld, and Van Veldhoven, 2016). It could lead
to making a reliable decision in the context of the current matter. There are certain kinds of
tools and techniques that are considered as philosophies of research as it could be known as
the pragmatism, positivism, realism, and interpretivism. In this research study, the research
has practiced pragmatism as compared to positivism, realism, and interpretivism. The
pragmatism method enables the researcher to get theoretical as well as non-numerical
information about the research issue. This method will be more suitable due to the subjective
nature of the research study (Villar, Alegre, and Pla-Barber, 2014).
Research Approach
In the research methodology section, the research approach is a crucial factor as it supports
the research scholar to depict appropriate information with respect to the research matter.
Research approach could be a prominent tool to exhibit relevant information appropriately to
get the aim and objectives of the research study (Bratton and Gold 2017). It could consider

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various methods that are known as inductive research approach and deductive research
approach. It is also analyzed that deductive research approach based on the views and opinion
of the research participants to get the trustworthy data which will supports to reach a
specified goal. This research approach could give the best result with positivism philosophy
(Nawaz, et al., 2014). Under this research, approach hypothesis is developed by utilizing
various strategies that could be rejected and accepted according to data analysis. In contrast
to this, inductive research approach enables the researcher to obtain the theoretical data about
the research concern. The inductive research approach is quite difficult as compared to the
deductive research approach (Foss, et al., 2015). In this research study, the investigator would
give more priority to the deductive research approach to conduct this investigation. Deductive
research approach assists the research scholar to analyze the association between human
resource practices and employee commitment. Research hypothesis could be used by the
researcher to accept and reject the developed hypothesis among various variables and meet
the valid and trustworthy conclusion (Nielsen, et al., 2017).
Strategies of research
For this research, the research strategy could lead to being one of the significant factors that
facilitate the research scholar to evaluate the research matter by evaluating questions in a
different manner. From the application of the reliable strategy of research, investigators have
capable to obtain the background data and evaluation of the data to evaluate specific
conclusion (Sanders, and Yang, 2016). For accomplishing aim and objectives, research
scholars could use different strategies like literature review, experiment, interview, focused
group, case study, and questionnaire method. It could be effective in getting reliable data
about the research issue (Werner, 2014).
In this study, interview research approaches are practiced by the research scholar. Because of
such approaches, the investigator facilitated to get an adequate higher amount of the data

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towards the effective use of human resources to increase employee commitment. The survey
approach could lead to gathering information in less time and cost, which could increase the
validity and reliability of study towards shareholders of study (Huang, Ma, and Meng, 2018).
In addition, the application of interview method supported to the investigator to accomplish
objectives and aim of the researcher. It could also be effective in getting views and opinion of
the investigator about the research concern. It could also be imperative for a study to create
and reliability and validity of the study (Bal and De Lange, 2015).
Designs of research
The research design could be imperative for collecting feasible information about research
matter. There are different methods that are considered by the investigator like qualitative,
quantitative, and mixed research design method (Piening, Baluch, and Ridder, 2014). There
are different methods of the research could be effective in getting information about the
research matter. The selection of methods could lead to the researcher for conducting the
research and getting a favorable outcome (Bakker, 2017). In addition, it is examined that
there are research design that is considered in the research named descriptive, causal
research, and exploratory research design method. Herein, explanatory research design could
be effective in representing the study in an effective way. Herein, the research scholar use
hypothesis method for evaluating research and get reliable outcome (Inkinen, Kianto, and
Vanhala, 2015). In the research study, the exploratory research design presents an initial
study wherein the investigator meets the research matter with the support of the developed
research hypothesis. Apart from this, the descriptive research design method needs to
examine research matter (Peters, et al., 2014). It could be effective in evaluating the
phenomena of the research. In addition, causal research could lead to concentrating on
evaluating the relationship between variables (Rao, Vani, and Meesala, 2014).

22
In this study, both descriptive and exploratory research designs are selected by the
investigator. Because this study practicing exploratory research design could facilitate to get
reliable information towards human resource practices to increase the workforce
commitment. Apart from this, the application of descriptive design could be supported in
gaining knowledge about the characteristics of the individual. These design could be effective
in collecting the views and perception with respect to accomplish the aim and objectives with
respect to research questions. Moreover, causal research is effective for collecting reliable
information about the research issue. It could lead to the researcher for meeting the research
issue in the least time (Bailey, et al., 2018).
Data Collection Method
An appropriate selection of data gathering technique could aid the research scholar to obtain
relevant data with respect to the research dilemma. A suitable type of data gathering method
provides an opportunity for the researcher for achieving the targeted aim and objectives of the
investigation. It could entail two types of methods which are primary data gathering
technique and secondary data gathering method (Long and Perumal, 2014).
There are various sources that help to collect primary data such as observation method,
survey through questionnaire method and interview method. Appropriate information with
respect to current research concern could be attained by the primary data collection method.
As compared to secondary data collection method this method of data gathering tool could
take more time. Several sources are used to gather secondary data gathering tool that are
authentic journals and articles, books, online and offline sources, websites and academic
sources (Otieno, Waiganjo, and Njeru, 2015).
Research scholar would conduct this research study by using both methods of data collection
which are primary and secondary data gathering method. Innovative and fresh data about
research dilemma would be accumulated by the primary data collection method. The

23
researcher would perform a survey through a questionnaire to accumulate primary data
gathering tool. Relevant data would be gathered by executing the method as per the
requirements of the investigation. It would aid the researcher to enhance the research quality
(Kaliannan and Adjovu 2015).
In opposed to this, secondary data would be gathered by available sources that could be the
website of a company, authentic books, research paper of another author and various offline
sources. This method of data collection would help to attain valid and trustworthy data with
respect to the research dilemma (Harolds, et al., 2016). It is also analyzed that limitations of
the research study would be eliminated by using both data accumulation method. In contrast
to this, it is also examined that organizational task would be obtained by utilizing primary as
well as secondary data gathering method. In the research methodology section, data
collection technique is more expensive and consumes more time as compared to other
methods of research (Aybas and Acar, 2017).
Data Analysis Method
Data analysis method plays an imperative facet in the research methodology section of this
study because it would enable the research scholar to analyze the accumulated information
about the research matter (Haider, Fernandez-Ortiz, and de Pablos Heredero, 2017). Various
methods consist of a data analysis tool that are disclosure analysis, content analysis, statistical
analysis, and conversational analysis method. Data analysis method would be useful in
attaining the quality of research result and also supports to obtain the trustworthy data with
respect to the research concern (Shantz, Arevshatian, Alfes, and Bailey, 2016).
Sampling Method
Sampling method facilitates the investigator to choose the appropriate method for selecting
the accurate sample size as it would support the researcher to conduct the investigation in a
systematic way and supports to get a valid conclusion. Sampling method supports the

24
research scholar for selecting the targeted research participants in targeted duration (Caligiuri,
2014). Research scholar would make a trustworthy decision in the context of research
concern by choosing the appropriate method. There are two types of sampling methods which
are probability sampling method and non-probability sampling tool (Milman and Dickson,
2014).
Probability sampling method would enable the researcher to give similar opportunities to the
research participants to involve in the research study. This method would be significant for
attaining trustworthy data with respect to the research matter (Elnaga and Imran 2014).
Various methods are involved in non-probability sampling tool that are gender, sex,
education, region and age for performing the research study and make an effective decision in
the context of research dilemma. It is also analyzed that this sampling method is more
difficult as compared to other methods of sampling (Farooq, et al., 2014).
In opposed to this, a non-probability sampling method could create partialities in the research
study that would affect the result of the research. Research scholar would execute a
probability sampling method for this research study. Under this method, random sampling
method would be used by the researcher as this method provides a similar chance to the
organization to choose the researcher randomly and conduct the research study in an
appropriate way (Zhu, et al., 2014). Due to the nature of research non-probability sampling
method would not be considered by the investigator for this research study because this
method would not provide the result of research without biases (Farooq, et al., 2014). It
would decrease the opportunities for obtaining trustworthy data about the research issue.
Moreover, 50 workforces of Club 21 has been considered by the researcher to collect data
with respect to the research matter. These research candidates would be selected from various
geographical areas of the nation. It would enable the research scholar to enhance the validity
and trustworthiness of the research outcome. It would also support the researcher to achieve

25
the aim and objectives of the research study. Along with this, it would enable the investigator
to accomplish the aim and objectives of the investigation in minimum time. Research scholar
would evaluate the accumulated data by utilizing Ms-Excel program and make a decision
towards the research dilemma. It would also enable the investigator to attain statistical data in
favor of research concern (Chelladurai and Kerwin, 2018).
Ethical Consideration
Ethical consideration would facilitate the researcher to conduct the investigation in an
appropriate manner. It would obligate the investigator to follow the guidelines of the
university for conducting the research effectively. In this research study, the research scholar
would utilize ethical rules and regulation to perform the research accurately. The researcher
would make a decision on the basis of these ethical norms to enhance the quality of the
research study (Erickson, von Schrader, Bruyère, and VanLooy, 2014). Along with this,
research scholar would eliminate the ethical issue from the investigation by concentrating on
data manipulation, plagiarism and referencing. Moreover, the researcher would be
responsible for securing the personal information of research participants to perform the
investigation appropriately. Hence, research scholar would not share confidential information
of research candidates to anyone and it would lead the researcher to reach out at valid and
reliable research outcome (Kim, 2014).
Research limitation
Research limitation could eliminate the opportunity to attain trustworthy data with respect to
research matter. In order to this, research scholar would focus on eliminating those factors
from the research that could have a negative impact on the research outcome. Along with
this, it is also found that Pre-estimation of time for research activity would decrease the
chances of obtaining a positive result (Saks, and Gruman, Bin, 2015). Further, the primary
data gathering method could consume more time, which would directly affect the outcome of

26
the research study. Research scholar would decline these issues by involving in the
conversation about research questions with research candidates. This communication would
decline the issues of research from the investigation. It would support the investigator to
maintain the privacy of confidential information of research candidates and decrease the
ethical issues from the research (Idris, 2014).
Conclusion
With respect to the above discussion, it can be concluded that proper identification of
methodology empowered investigator to meet the research aim and objectives in a systematic
manner. By evaluating different methods research approaches, designs, philosophies, data
collection methods, data analysis method, sampling method, research limitation about the
best practices of human resources in employee commitment. The research scholar might
facilitate to collect sufficient data with research to increase employee commitment. Apart
from this, ethical consideration plays an imperative role in obtaining ethical issue.
Survey through questionnaire
Demographics
Please specify your Gender (Mark it)
A. Male [ ]
B. Female [ ]
Please specify your Experience (Mark it)
A. 0 to 1 years [ ]
B. 2 to 3 years [ ]
C. 4 to 5 years [ ]
D. 6 years and above [ ]
Factors Affecting Employee Commitment Level

27
In your opinion, which factor is more affecting to the employee commitment level within the
organizational success?
A. Employee empowerment
B. Reward system
C. Level of training and development
D. Organizational size and structure
E. Job characteristics
F. All of the above
HR Practices to Obtain Employee Commitment
The consideration of flexible working environment encourages you to get participation in the
organizational practices and enhance your commitment towards the Company
A. Strongly Agree [ ]
B. Agree [ ]
C. Neutral [ ]
D. Disagree [ ]
E. Strongly Disagree [ ]
The use of selective and sensible hiring supports you to contribute in the success of
organization consequently enhances your commitment level in retail industry.
A. Strongly Agree [ ]
B. Agree [ ]
C. Neutral [ ]
D. Disagree [ ]
E. Strongly Disagree [ ]
The process of performance appraisal in your firm motivates you to retain with the firm for
long run and show your commitment.

28
A. Strongly Agree [ ]
B. Agree [ ]
C. Neutral [ ]
D. Disagree [ ]
E. Strongly Disagree [ ]
HR Practices on Employee Commitment
In your opinion, rewards and compensation practices are effective to increase your job
satisfaction and trust over the organizational activities.
A. Strongly Agree [ ]
B. Agree [ ]
C. Neutral [ ]
D. Disagree [ ]
E. Strongly Disagree [ ]
HR practices engage you in social activities in order to enhance your commitment level and
motivation towards the Company.
A. Strongly Agree [ ]
B. Agree [ ]
C. Neutral [ ]
D. Disagree [ ]
E. Strongly Disagree [ ]
In your opinion, training and development practices impact on your skills and knowledge and
enhance your commitment within the Company.
A. Strongly Agree [ ]
B. Agree [ ]
C. Neutral [ ]

29
D. Disagree [ ]
E. Strongly Disagree [ ]
Ways to Apply Best HR Practices
Please provide your views on the ways that can be effective in applying best HR practices
and gain employee commitment.
A. Development of communication channels
B. Enhance motivation level
C. Developing Rewards and recognition
D. Development of Team Skills
E. All of the above
Interview Questionnaire
 What do you understand by the employee commitment and human resources practices
with in the organization?
 How effective human resource practices influences you to increasing the employee
commitment in the organization.
 Is reward and compensation foster the well-being of employees and enhance their
commitment level within the organization?
Are HR practices motivated employees to develop their skills and commitment level
within the organization?
What are the ways that can be effective to apply the HR practices to gain employee
commitment within the organization?
Link of survey
https://docs.google.com/forms/d/1yaXbG-HmfbBIp7_G1aBl2e3KKL_a7pU1K9-6sXi8stU/edit

30
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