HRM Research Project: Summaries of Key Articles and Research Findings

This document presents summaries of five research papers related to Human Resource Management. The first paper investigates strategic talent management in emerging markets, specifically focusing on Brazilian MNCs and its impact on employee retention, analyzing factors contributing to employee attrition and the importance of organizational support, career opportunities, and training. The second study examines team effectiveness and its relationship with employee retention, considering factors such as gender, qualifications, experience, and tenure, using surveys in the service sector in Uttarakhand, India, and highlighting the influence of tenure on team and individual performance. The third research summary focuses on employee turnover in call centers, emphasizing the challenges of retention and the role of compensation. The fourth paper discusses employee retention strategies and the importance of human resources in technology-driven organizations, emphasizing the need for training and development and their impact on employee retention. Finally, the fifth research paper analyzes the impact of knowledge acquisition on innovation performance, along with the moderating role of HRM practices and employee retention, using an OLS regression model on data from 129 organizations, highlighting the increasing importance of open innovation and the need to attract and retain skilled employees.

Running Head: RESEARCH PROJECT HRM
Research Project HRM
Student’s Name
University Name
Author Note

2
RESEARCH PROJECT HRM
Summary 1: Strategic Talent Management in Emerging Markets and Its Impact on
Employee Retention: Evidence from Brazilian MNCs
The intention of the employees behind leaving the concerned organizations has
been explored in this research study. In this context, we find there has been an in-depth
analysis of the strategic relationship that exists between the development of the attitude
of attrition among the employees and the strategic managerial practices that are
responsible behind this. It deserves mention here that the managerial policies of the
Brazilian multinational corporations have been considered from a multi-dimensional
perspective and that is the reason why this research study is all-encompassing in terms
of the problem statement that it deals with. The literature review conducted in the
research study, in this context, articulates that employee turnover have been identified
as one of the most poignant issue that is responsible for the stagnancy in the
development and growth rate of the organizations. Thereby it can also be pointed out
here that all the attrition issues that have been dealt here, are in perfect sync with the
organizational aspects that the scholars of the empirical studies have highlighted in their
research works. Adapting to a broad research based view, the research has expanded
the scope of research in this case which is remarkably complemented by the set of 8
research hypotheses. However, it also deserves mention that a bigger sample size
could have been selected here in order to make the outcomes of linear regression more
relevant (Ambrosius 2019). However, regression analysis of the review responses of the
respondents show here that lack of organizational support as well as perseverance
which are factors, reversibly related to the career opportunities that are available to the
employees in the Brazilian multinational corporations. Other essential factors like
training and development provided to the employees in the companies are found to be
positively related to their motivation. Hence, the assessment of the research problem in
this paper is a significant work that has voluminous contributions towards human
resource management literature.

3
RESEARCH PROJECT HRM
Summary 2: Team Effectiveness: A Relational Approach with Employee Retention
This research study reveals how the factors of employment like team behavior
and team effectiveness are related to the outcomes that lead the organizational
members to leave the organizations. The purpose of research in this study further
circumnavigates the influence created by other factors like gender differences,
qualification of the employees of different level, their experience as well as tenure on
the aspects like employee retention as well as team’s effectiveness. The analysis of this
interrelation paves a better way of analyzing how team effectiveness have a strategic
influence on the retention or attrition of the employees.
The analysis of the identified research problem was based on the collection of
the first hand data through the administration of survey questionnaire among employees
associated with various organizations in service sectors like educational institutes,
insurance sector, banking sector and other miscellaneous contours also, present mainly
in the state of Uttarkhand in India (Ansari and Bijalwan 2017). The relevance of the
analysis has been justified by the use of some of specific statistical tools like coefficient
of correlation, t-test, and ANOVA analysis. These are sufficient for making a hypotheses
test.
As an outcome of the in-depth analysis, the findings of this research study have
been appropriate. The outcomes of the statistical tests have revealed that there is a
direct influence of the tenure of the employees in the organizations that impacts their
decision to carry on their service in the same organization. The effectiveness of
performance of the work teams or individual employees depends completely on the
tenure and maturity of members in the work group. It is noteworthy that there is lack of
tendency among the organizational members to stay in the same organization for an
extensive period. Nevertheless, it can also be specified here that the small sample size
and the survey conducted among a small group of people had been one impediment
behind the revealing of unprecedented facts regarding the team effectiveness. In case,
if more tenured employees had been selected for the primary data collection, then more
accurate results could have been obtained.

4
RESEARCH PROJECT HRM
Summary 3: Exploring employee retention and intention to leave within a call centre
Employee turnover has been a serious challenge for the call centers as the
attrition level among the call centre employees is also on the rise. Hence the factor of
employee retention has been one of the most of biggest challenges as well as priority
for the call center managements. A quantitative research study has been undertaken,
following a cross sectional research approach. An established questionnaire has been
selected for analysis of the retention factor and understanding the management’s
perspective regarding how they are dealing the same. The validity and reliability of the
questionnaire have also been justified by the help of the alpha coefficient test. This is
very essential for ensuring the internal consistency. The data collection has been done
on the basis of a convenience sample. Another important factor that has been
considered by the researchers in the course of this study is that the respondents
selected for this research are all agents in call centers. However, since the sample size
that has been selected for the case study is fairly large, the data collection and analysis
are relevant and appropriate. Analyzing the primary findings in the research work, it can
be inferred that the factors of compensation are mostly affecting the retention or attrition
of the workers in the call centers (Dhanpat et al. 2019).

5
RESEARCH PROJECT HRM
Summary 4: Employee Retention Strategies – An Empirical Research
This research study discusses the relevance as well as the importance of human
resources in all kinds of organizations. the fact that most of the organizations have been
technology driven nowadays, however there is no denying the fact that the contributions
of human resources cannot be ignored. Hence, the question of development and
advancement of the human resources also come in to question. The research paper
has identified that the competition in the market is quite strong and because of that the
aspect of all round development has also become most relevant from a strategic point
of view. However, in this regard the paper does not fail to recognize the fact there are
lot of new scopes of development that the organizations need to address in order to
ensure the proper development of all their resources including the human resources.
However, the data analysis conducted in the scope of this research study highlights that
there is a big impending challenge that organization are facing in this context. As the
organizations are observing that they are not able to provide suitable training and
development to the employees, they in turn perceive that they are ignored or dominated
and as such they feel that they have not been considered in the future scope of the
organization. The correlation analysis conducted in the case helps us to understand that
in the instances where the employees have been provided with appropriate training and
development regime, is of much help in ensuring their retention. The results of the Chi-
Square analysis also reveal the same outcome (Kumar and Mathimaran 2017).
However, in this context, it can also be communicated that the outcomes of the study
cannot be generalized. It is only limited to the definite organization. Respondent’s
opinion may change from time to time and the response is respected to variation
depending upon the situation and the attitude of the respondents at the time of the
survey.

6
RESEARCH PROJECT HRM
Summary 5: Improving innovation performance through knowledge acquisition: The
moderating role of employee retention and human resource management practices
The main area of focus of this research paper is the analysis of the impact
created by knowledge acquisition on innovation performance as well as the moderating
impacts of HRM in context of employee retention, regarding the above mentioned
alliance. The OLS regression model has been utilized here in order to generate date
based on the basis of the sample of 129 organizations (Papa et al. 2019). The set of
questionnaire is the basis behind the hypotheses testing.
The synopsis of the findings of the research study shows that there is a direct
impact of knowledge acquisition on innovation and sustainability of performance. The
findings further reveal that HRM have a moderating impact on the relationship that
exists between knowledge acquisition as well as innovation performance. Summarizing
the findings of this research study, it can also be communicated that open innovation is
gradually making a shift towards management of people in the organizations. We find
that this paper makes a commendable attempt to fill the gap research gap that extends
between the open innovation aspect and HRM and innovation performance. This
implies that the organizations are striving to recruit, as well as retain the best people as
well as knowledge workers. The researcher discusses that it is difficult to be achieved.
However, the firms at times, acquire knowledge possessed by talent involved in other
firms.

7
RESEARCH PROJECT HRM
Reference List
Ambrosius, J. 2019. Strategic talent management in emerging markets and its impact
on employee retention: Evidence from Brazilian MNCs. Thunderbird International
Business Review 60(1):53–68.
Ansari, KR & Bijalwan, P. 2017. Team effectiveness: A relational approach with
employee retention. Metamorphosis 16(2):115–121.
Dhanpat, N, Modau, FD, Lugisani, P, Mabojane, R & Phiri, M. 2019. Exploring
employee retention and intention to leave within a call centre. South African Journal of
Human Resource Management 16(1):1–13.
Kumar, AA & Mathimaran, KB. 2017. Employee retention strategies – An empirical
research. Global Journal of Management and Business Research: E Marketing 17(1).
Papa, A, Dezi, L, Gregori, GL, Mueller, J & Miglietta, N. 2019. Improving innovation
performance through knowledge acquisition: The moderating role of employee retention
and human resource management practices. Journal of Knowledge Management