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