Human Resource Issues & Business Development

This report investigates human resource management (HRM) challenges in Myanmar, focusing on the impact of employee engagement on business development. The study uses a mixed-methods approach, combining primary data (questionnaires) and secondary data (literature review) to analyze the current HRM situation, identify key issues, and evaluate the role of employee engagement in improving organizational productivity and reducing employee turnover. The findings reveal a strong correlation between employee engagement, job security, and organizational performance. The report concludes that implementing effective employee engagement strategies is crucial for improving HRM practices and fostering business growth in Myanmar. The study also highlights limitations, such as a small sample size and the subjective nature of qualitative data analysis, suggesting areas for future research.

Running Head: Analysing the human resource issues and business development
Human Resource Management
Employee Engagement

Analysing the human resource issues and business development
Table of Contents
Chapter 1....................................................................................................................................2
Introduction................................................................................................................................2
1.1 Research aim...............................................................................................................3
1.2 Research objective.......................................................................................................4
1.3 Research questions......................................................................................................4
1.4 Rationale of the study..................................................................................................4
1.5 Research Hypothesis...................................................................................................5
Chapter 2....................................................................................................................................5
Literature Review.......................................................................................................................5
2.1 About human resource management in Myanmar............................................................5
2.2 Issues faced by human resources in Myanmar.................................................................6
2.3 Emergence of employee engagement...............................................................................8
2.4 Relativity of employee engagement with job security and organisational productivity 11
Chapter 3..................................................................................................................................13
Research Methodology.............................................................................................................13
3.1 Data collection................................................................................................................13
3.2 Data analysis...................................................................................................................14
3.3 Research philosophy.......................................................................................................15
3.4 Research approach..........................................................................................................16
3.5 Research Design.............................................................................................................17
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Analysing the human resource issues and business development
3.6 Set up plan for the project..............................................................................................17
4 Research limitations..............................................................................................................18
5 Findings and Discussions......................................................................................................19
6 Conclusions...........................................................................................................................21
7 References.............................................................................................................................22
8 Appendix...............................................................................................................................26
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Analysing the human resource issues and business development
Chapter 1
Introduction
The thesis is about the human resource practice that happens in an organisation especially in
Myanmar. As per the prevailing situations of Myanmar, the conditions of human resource
management are not that good. There are issues carrying in the field of human resource about
which the companies are highly concerned (Bratton, John, and Jeff, 53). Measures need to be
undertaken to improve the current situation of human resources in the country. People in
Myanmar were lacking the specialised training facility which results in poor working and
adverse quality in the different industries be it hospitality, tourism, food and beverage,
automobiles or infrastructure. There are different HR challenges that an institute has to face.
There is a situation of changing management where turnover of top management results in
changing decisions (Armstrong, Michael, and Stephen, 24). Some policies made by the
previous management might get changed when new management comes up. Employees have
to adjust accordingly well in advance therefore appropriate training and knowledge of
changing management should be rendered to the employees so that they could easily retain
the changes and accept the challenges but most of the time prior information to employees is
lacking which becomes the cause of concern for the organisation. The next challenge that an
organisation and its employee’s faces are leadership development; the appropriate leader has
to be chosen who is flexible and understanding. The one that could analyse the problems
faced by the employees and resolve the issues that employees are suffering. The leader
should be rigid to make out the work from the subordinates but the leniency should also be
there to understand the employee and making things easy for them and co-operating them to
deliver the work more effectively and efficiently (Stahl, Günter, Ingmar & Shad, 13). The
competency of HR should be taken into consideration to promote the organisational
effectiveness. The environment is customer focusing and in order to serve the customer and
increasing the consumer gap the organisations generally forget about the most important asset
of the organisation and that is the employees. Those companies that pay equal attention to its
customers and employees are likely to flourish in the domestic as well as international
market. They are the employees who deal first with the consumers and are the one to create
the positive image of the company in the market. If the ill-treatment is given to the employees
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Analysing the human resource issues and business development
then this will affect their performance to the great extent and thereafter the growth of
organisation might get depleted. To improve the condition of employees and resolve the HR
challenges appropriate recruitment criteria has to be followed. Recruitment could be made
either through campus selection, participating in the job fair and selecting the candidates from
there or the employment exchange are given the responsibility to hold the recruitment and
selection criteria, for this the requirement details are given to them and accordingly the
selections are made. After selection, it is the prime responsibility of the company to conduct
appropriate learning and development sessions for the newly recruited employees. Adequate
training has to be given to avoid further discrepancies. Also, employees must be given
benefits, bonus and incentives to boost up their morale and retain the employees for the
longer period of time. In case of any accident or injury compensation to the employee and his
family should be given to carry on the living and adopt the accurate treatment. These things
develop the sense of belongingness and create loyalty among the employees and the zeal to
work gets an increased to result in the better generation of income and gain the satisfaction of
the employees (Budhwar, Pawan & Yaw, 10).
On learning a bit about the above challenges that the HR faces, there are various
techniques which are used to improve the business scenario and leading the organisations
towards the success. The best technique which is connecting the entire human resource
system is employee engagement. Employee engagement is the link to human resource
development. When the employees are highly satisfied they would feel the attachment and
there will be the sense of belongingness among the employees. The organisational
commitment gets created with the result of employee engagement in the organisation.
Employee engagement assists in building the business and making it hit the heights and
achieve the desired objectives (Marchington, et.al. 23).
1.1 Research aim
The research aim is to analyse the areas where human resource management is lacking and to
identify the technique of improving the development of the business. One particular area has
to be selected which operates and link the entire organisation and helps in changing the
situation of Myanmar in context of human resource management. Such options have to be
evaluated which can handle the complete organisation and solve the problems of employer,
employee, customers and organisation as a whole. Each aspect of the human resource should
be studied and one best solution should be researched upon in order to resolve the problem of
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Analysing the human resource issues and business development
human resource and build up strength in the particular field to bring upon the essential
changes (Explorable).
1.2 Research objective
The objective of conducting this particular research on the human resource issues in
Myanmar is as follows:
 To analyse the current situation of Myanmar in context of human resource.
 To concentrate on the employee engagement program.
 To study the importance of employee engagement and how it will enhance the
productivity of the organisation.
 To research upon the other relevant factors that affect the growth of the
company and how can they be fixed (Farrugia, et.al. 278).
1.3 Research questions
The study is been conducted so as to answer the certain questions on the completion of
this research. These questions are the area of queries for which the research has been
conducted. The solution of these questions will be answered in the entire thesis:
1. What are the major areas of issue related to a human resource in Myanmar?
2. What measures could be taken to improve the human resource conditions?
3. What role does employee engagement play in the development of the human
resource in the companies?
4. How employee engagement is related to job security and increasing the productivity
of enterprises?
1.4 Rationale of the study
The rationale of the study is to learn about the depleting scenario of human resource in
Myanmar. This topic is selected in order to research and develop the understanding that
why the performance of employees in Myanmar is destructive and what measures could
be taken into consideration to improve the prevailing conditions. For this, both the
primary and secondary data is collected and quantitative as well as qualitative analysis
will be made (Driver et al., 3). The research will be such that the data collected and
analysed will be reliable as questionnaire will be framed and made to filled up by the
employees of various organisations and their viewpoints are collected and in secondary
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Analysing the human resource issues and business development
research derivation and result will be brought up through own understanding and ideas
from the other authors and experts (Master papers).
1.5 Research Hypothesis
The hypothesis is the assumptions made to analyse the actual situation and reaches to
the accurate decisions which might bring the changes in the existing environment (Best,
John & James, 13). As per the following research, the hypothetical assumptions are as
under:
H0: Studying the development of business through the application of employee
engagement will positively result in the improvising the conditions of human resource
department in Myanmar.
HA: Studying the development of business through the application of employee
engagement will not positively result in the improvising the conditions of human
resource department in Myanmar.
Chapter 2
Literature Review
2.1 About human resource management in Myanmar
As per Hendry, in today’s scenario where high competition is prevailing, there is a need to
perform in an outrageous way and undertake out of the box techniques to gain the fame and
development. Human resources are the asset for every organisation and country. Many
authors have given different definitions regarding human resources but basically, it is the
maintenance and collection of competent humans (Hendry, 8). Human resource management
involves the recruitment and selection of right person at the right place at the right place for
the right job. But actually it is not just confined to the recruitment and selection, it is the wide
aspect and there are lot more things that follow selection procedure. On selection, the
induction program is conducted which includes the initial training level and basic
introduction about the company. The newly recruited employee is made learn about the rules
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Analysing the human resource issues and business development
and regulations that are followed by the company. The policies and procedures are clearly
explained to them and instructions are launches to highly abide by those policies and rules
(Reiche, Sebastian, Mark & Gunter, 103). They are made introduced to the entire staff and
different departments and entire knowledge regarding the premises, its manager, employees,
behaviour and work are explained to the employees. The company should follow the
employment law and adhere to it so that exploitation of the employees are avoided and
reputation of the company gets retained thereby increasing the market goodwill of the
organisation. Appropriate training should be rendered to the employees and proper
monitoring should be done to keep the watch over the performance of the employees and
figure out who all are outstanding and fewer efforts are required on them and who all are
having issues in understanding the job and more efforts need to be paid on them (Business
topic). Equal treatment should be given to the employees and discrimination on the basis of
country, religion or culture should be done. Since in an organisation entry and exists are
common, thus exist procedure should also be genuine making the journey of the employee
memorable. According to Pedersen, the appropriate termination and retirement policies
should be built and employees must be paid the entire amount entitled to them. The gratuity,
PF and pension amount should be duly paid to the employees. Also in the employee where
several people work together, it is likely to have certain conflicts and for that conflict,
resolution committee should be framed (Pedersen, 35). Grievance redressal team should be
there and appropriate arbitration must be conducted to give out the fair results and
maintaining the harmony within the organisation. It is the duty of the human resource
manager to see towards the environment and relations with the employees with one another.
In an organisation better employer and employee relations should be framed to maintain the
soothing environment of the organisation should be the priority (Tanaka, 45).
2.2 Issues faced by human resources in Myanmar
According to Dal (2015), human resource management is the energy or say lifeline of the
company. In order to ensure the growth of the organisation and thereby the country, it is
important to have a hold on the human resources. Along with the customer satisfaction, the
employee satisfaction is also equally important because more satisfied the employee more
energetic will be their performance and there will be the sense of job security which will
render job satisfaction and employee will feel committed towards the employees.
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Analysing the human resource issues and business development
There are 5 core values that every employee demands. According to Kehoe, first and
foremost there is responsiveness which depicts the balance between individual’s families and
professionals. The other one is compassion that argues upon the hierarchy of growth, safety
and health and securing the future for the old age. Then is the dignity which quotes the self-
esteem and societal relations. Empowerment also plays a vital role in building the better
human relations and discusses the job training and further opportunities for growth and to
ensure the flow of positivity among the peers, superior and subordinates advocacy is highly
required. But the actual scenario is entirely different from what is actually needed. The
employees are unable to render all those responsiveness, compassion, desired dignity,
empowerment and the advocacy (Kehoe, Rebecca & Patrick, 372).
Poverty is the foremost challenge faced by Burma, Myanmar. In the situation of
poverty, the people are ready to work in an adverse situation as well. They are working under
the circumstance that does not focus on the socio-economic status of the person. They are
performing all the hardships so as to stay well, stay alive and be strong. The human resource
departments are not considering the situations of the people and they are not even provided
with the basic essentials of life to lead a better life (Budhwar & Yaw, 17). The safety
measures are not the issues of concern to them and therefore such people get deprived at the
societal level as well. They persist the poor self-esteem. The employees are abused at the
workplace and education status is also not optimum. The company has weak financial status
and appropriate knowledge of employment and labour law is not there. A lot more
discrimination is taking place. The basic causes behind all these issues are that there is not the
appropriate rendering of education, therefore, people are not aware of the prevailing market
situations. The people have not availed the primary health benefits thus they are suffering
from heavy diseases like HIV/AIDS, malaria, tuberculosis and the diseases like that and
awareness of adequate vaccination is not yet provided and the main cause behind this is lack
of knowledge. Due to this, the country is not developing to the accurate speed and economic
development is slow down (Oo et al.). The other major issue that is been faced is the security
of food. Due to the less supply of food the psychological needs of humans are not fulfilled
and due to which people are suffering from heavy diseases and energy is not there to work
efficiently. The other attribute that strikes the human resource of Myanmar is the occurrence
of natural calamities and due to lack of education prior-preparation has not been made. The
cyclone Nargis is the example of it which causes destruction to the life and economy of
Myanmar (Atlas Staffing).
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Analysing the human resource issues and business development
Improvising the situation
Therefore measures need to be taken to support the people and rendering them
knowledge by providing better education. For that government of Myanmar should take the
certain crucial decision to save the lives and economy of the country. Appropriate education
and health facility must be provided to the citizens. Proper employment law needs to be
constructed and opportunities for the job have to be created so that living and economy would
be re-established (Bamberger, Biron & Meshoulam, 215). Government and big organisations
and non-profit organisations should take the responsibility to improve the livelihood of poor
and cyclone prone families by offering them certain treatment and jobs to earn a better life.
Small-scale industries like fishing and handicrafts could be encouraged and make people
learn about these skills. Motivational and encouraging campaigns for the citizens must be
arranged to enhance the flow of hope and fill the energy within them to do something better
with their lives. With the provision of suitable education slowly and gradually the country
will take up the pace and start earning the name at the global level by adopting the
globalisation and performing business beyond the boundaries in overseas (HR Texas).
2.3 Emergence of employee engagement
As per Mizne, employee engagement is the involvement of employees within the
organisation. It is directly proportionate to the organisational commitment of employees
(Mizne). On learning the issues and situation of Myanmar and discussing upon the
improvement of the same it is analysed that the largest problem of Myanmar at the highest
level in domestic boundaries and further in the international market is a quick turnover of the
employees. Due to discrimination and lack of employment law employees do not adhere to
the single company and switch the companies on frequent intervals (Gethppy).
As per Sashi, another reason for employee turnover is that the candidates require attaining the
heights and gaining new position for the better future. For the sake they switch the job,
therefore much loyalty is not there. If a certain amount of loyalty is there then that lasts no
longer, it is for the short period of time only (Sashi, 262). Initially, the HR was also known as
Personnel and at that time profit maximisation was the priority thus the attention was not paid
to the situation of employees. According to Saks & Jamie, in today’s time, even the
preference is given to employee satisfaction. The satisfied employee delivers more and the
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Analysing the human resource issues and business development
quality of work is also better which automatically generates the results of growing profit. The
required benefits and adequate basic pay should be given to the employees. Timely
motivation is required as well to decrease the rate of turnover. When all these things along
with the deserved growth are given to the employee they would get engaged with the
organisation and a sense of commitment is developed within them. The switching of the job
will get depleted and the long-term relationship gets build up (Saks & Jamie, 170).
As stated by Macey & Benjamin, in order to engage the employees in the organisation
their performance evaluation and thereafter appraisal have to be done. With the measurement
of performance, the portions where the person lacks is figured out and improve on those parts
are being made. The healthy competition takes place which enhances the potential and
performance of the employees. These small things make a huge difference in the
organisation. Now the things are not just confined to hard work but the smart work has also
been involved, the ideas behind all these activities are to create the sense of belongingness
and building up the relationship within the organisation. Even if one day the employee leaves
the organisation the relations should be maintained which might work in analysing the
competitors move through them and also the employee themselves feel like referring others
to the former organisation. This is the general level of professionalism that is been
maintained in every organisation nowadays (Macey & Benjamin, 19).
Role of HR in adding value to employee engagement
As discussed employees engagement is of utmost need for the organisation to grow. They are
the asset to the company and it is the prime responsibility of the HR to recruit and select the
competent person and retain them wisely by maintaining healthy relations and giving the
employees chance to grow (Kompaso & Sridevi, 89). Certain valuable attributes that add
value to the organisation and performance of the employees are:
 Fitting the employees within the organisation: The foremost thing that is
relevant to the employee engagement is fitting the employee within the
organisation. There are three ways in which the employee could be absorbed
within the organisation. First and foremost thing that HR need to notice while
making recruitment is that the candidate fits in the culture of the organisation.
There may arouse the situation where the employee is capable enough for
attaining the job but the only problem that arises is the culture. If the candidate
does not fit in the organisational culture than it is intelligent step to avoid such
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Analysing the human resource issues and business development
employees if they are unable to cooperate within the organisation that they
must not be recruited to avoid the further problem in the organisation. Another
measure stated by Marescaux, Winne & Seals is that the HR could take is that
after appointing the candidate the newly recruited employee should be
demonstrated the culture, values and norms of the organisation and it must be
brought to their knowledge that tense traditions, policies and rules must be
strictly abided. In an organisation, there are various employees that belong to
divergent cultures and traditions which must be respected and no
discrimination should be encouraged by any means. In case if such a thing
happens then a particular penalty should be imposed on that person. The
culture must be safeguarded on the priority. As discussed earlier the values
and culture of the organisation must be communicated to each and every
employee. The HR of the company must take steps to maintain the desired
harmony within the organisation and establish the healthy employer and
employee relationship. The internal structure of the organisation should stay
strong, better the internal organisational culture and climate better will be the
results outside the organisation. The company is likely to develop if the unity
has been maintained. The organisation where all the employees are treated
equally and their suggestions are given the importance by the managers then
such an organisation is likely to achieve success and set the trend in the market
(Marescaux, Winne & Seals, 30).
 Appreciation: As per Weber & Tarba, after analysing the cultural values and
studying the importance of the tradition and organisational culture than is the
chance of appreciation. In order to boost up the morale of the employees and
enhance the competitiveness, there is a need to appreciate the work of
employees and render them the positive reviews (Weber & Tarba, 292). The
value of the employees could be increased by HR on adopting the following
appraisal techniques:
First of all the performance of the employees are recognised and this
could be done by keeping a watch over them and monitoring the
performance. By watching it is not meant that the employee is
pressurised to perform the work, the observation should be made for
the concern to develop a sense of sincerity among the employees and
resolving the issues that the employee might face during the course of
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