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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Analysing the human resource issues and business development
work. Through this, the potential of the employees is recognised and
superior get to know that how many efforts are required on which
employee. This balances the working and establishes a salient growth
or organisation as well as employee. Secondly, the praise from the
employer is not always a sufficient tool to motivate the employees, at
times the appraisal from the staff and peers are also required. For this,
the open appraisal and examples must be set but this thing must be
kept in mind that unhealthy comparisons shall be avoided. This not
only boosts up the energy within the employee but also build up the
relations within the organisation. Long with performance appraisal
employer should focus on the potential appraisal as well because in an
organisation there are multiple employees and every person and its
working differs from one another. The requirements and motivational
level of every employee is different, therefore in an organisation there
are certain employees that might be introvert in nature but comprise of
high potential, thus the employer need to extract out this latent talent
from the employees and making the environment favourable for them
as well to ensure the cumulative progress of the organisation (Barends,
2016).
2.4 Relativity of employee engagement with job security and
organisational productivity
According to Abraham, employee engagement is dependent upon the two major factors job
security and motivational factors. But job security and motivational factors are not the
interrelated terms. It is not necessary that the person having the job security is highly
motivated. In the present times, it is not just about the satisfaction from the job that the
security and surety are there, employees require the challenges and want to grab the
opportunity to explore their efficiency and increase the effectiveness of work. Motivation is
the key to satisfy the employee and enhance the zeal to work (Abraham, 30). As per Morgan
(2014), the appraisal criteria should be adopted by the employer in order to boost up the
morale and explore the hidden potential of staff members, on performing this activity
confidence gets build up and belongingness of the employee increases. Along with
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Analysing the human resource issues and business development
appreciation, there is a need to manage good relations with the peers, superior and
subordinate. The stress-free environment should be provided to the employees and work-life
should be balanced so that the employee stays energetic and come up with the fresh mind to
deliver enthusiastic work. The opportunities must be rendered to the employees so that their
growth could be ensured and career development takes place and also this will signify the
security in the job and employee will stick to the organisation for long-term (Joshi, 13). The
salary offered to the employees must be reasonable and as per the calibre of the employees,
this develops the confidence and authenticities are depicted through this. The job and work of
the employee should be based on the personal interest of the person because forced works are
never fruitful and the place where interest lies more efforts more learning is been made and
the individual come up with the new techniques and fresh ideas to enhance the quality of
work which is beneficial simultaneously for the employee as well as the organisation
(Zikouridis).
All the above measures ensure the development of market goodwill of the company.
This results in increasing the productivity of the organisation. As per the study, the happy
employee tends to serve the best and they are the first one to face the employees. The
impression of the company is created by the employees only; they act as the representative of
the organisation. Employees are those that have better and practical knowledge of the market.
They are aware of the tastes, trends and fashion that are currently prevailing because they
have the face to face interaction with the customers and they collect the review regarding the
move of the competitors (Armstrong, 159). Therefore top management should adopt the
decentralisation approach in the company and suggestions from the employees need to be
entertained and incorporated for the better perspective of the organisation. This is not only
beneficial for the company but good from the perspective of the individual as well. They feel
an important part of the company and get more dedicated towards their work. This is the
stage where the employee engagement is attained and the belongingness is achieved.
Employee engagement is the combination of motivation, job security and job satisfaction.
The lack of employee engagement leads to stress at work and disturbance in professional life,
therefore the organisation where employee engagement has been implemented where the rate
of employee turnover is comparatively low. The dissatisfaction among the employees are the
basic cause of employees turnover rate, either they are not paid as per the position or they
were been explored through one or the other way. Therefore Farndale, Elaine & Inge quotes
that employee engagement is stated as workplace approach where the appropriate conditions
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Analysing the human resource issues and business development
to the workers are provided and their potential is paid value. Employees are made to get
committed to the values and beliefs of the organisation and adopt the culture that prevails
within the organisation for the longer period of time to achieve the success and learn a lot
from the organisation and groom up the personality (Farndale, Elaine & Inge, 615).
Chapter 3
Research Methodology
3.1 Data collection
The data collection technique involves two common methods to collect data and they are a
primary and secondary collection of data. The primary collection involves first-hand
information collected directly from the sample size. The primary data collection involves the
construction of questionnaire, feedback form from the customers, face to face interview with
the citizens at local areas. It also includes the observation and experimentation of the
information in order to gain the facts and figures which are relevant and reliable and not the
vague (Time, 235).
Secondary data collection as the name suggests is the second-hand collection of the
information. It involves the accumulation of information from various literary sources such as
a magazine, newspaper, journal articles and books and through online web pages. Thereafter
the analysis is been conducted through the observation and understanding of the experts who
previously researched upon it. The data collected through the secondary data could be slightly
unreliable as the relativity cannot be measured (Xaperezindin).
For the particular thesis, both the primary and secondary data will be gathered in
order to achieve the appropriate knowledge and figure out the solution of the research
questions. For the sake of primary data collection questionnaire in the Google, forms will be
created and the links will be forwarded to the sample size. The sample size for this thesis is
20 respondents and this data on submission gets cumulated and the charts and excel sheets
are created automatically through the inbuilt software (Best & Kahn, 204).
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3.2 Data analysis
Data analysis could also be said as data analytics which is used for investigating the
information collected through various sources. It assists in cleansing and transforming the
data carrying the objective of converting all those data in the user information and thereby the
valuable conclusion could be cultivated resulting in better decision-making skills. With
concern to the research thesis both the data, collection technique has been used (Miles,
Huberman & Saldana, 69). For primary research face to face interview and collection of
feedback form have been used. The questionnaire is constructed using the Google form and
the sample size of 20 has been selected. The interpretation of this quantitative data will
automatically get constructed in the inbuilt software of Google form and the relevant charts
will get prepared. Other ways to analyse the primary data is by using the statistical approach
and applying the t-test, f-test, z-test, chi-square test and ANOVA. The questionnaire
comprises the mix of open and close-ended questions which clarifies the purpose of the study
to great extent (Treiman, 65). The advantage of primary research is that the data collected is
way more reliable and the companies could learn from this analysis and adopt the changes in
their current business to improve the situation and enhance the profitability of their business
using the unique techniques. The disadvantages that primary collection faces are that it is
time-consuming. Many times it happens that some of the people from sample size do not
respond to the feedback form and questionnaire which affects the calculations of the research
and appropriate study does not get conducted (Sjovaag & Stavelin, 224).
Along with the primary data, the secondary data collection has been done. This
research is known as qualitative data and does not comprise any sought of calculations and
measurement of statistical data. It is analysed using the self-observation technique and
experimenting with the facts and figures (Silverman, 331). In secondary data analysis, the
researcher comes up with own views and recommendations. The researcher expresses the
suggestion and thought upon the study which depicts that the idea of the research or the
research topic could be treated other way round, the drawback of secondary research is that at
times the reliability lacks in the information collected because every person has different
thoughts and all are correct to the possible extent (Schreier, 178). The cross analysis could be
made to check the authenticity of study. The advantages of secondary data are that it is easily
accessible and saves the money. Along with cost, the time is also been saved which could be
then used for better analysis and conducting further deep study to find out more facts and
figures (Seers, 2).
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3.3 Research philosophy
The research philosophy depicts the manner in which the report has been constructed and the
approach chosen for constructing the entire thesis. For this particular thesis epistemology
philosophy has been adopted which include three basic attributes which are positivism,
interpretivism and realism (Knobe & Nichols, 3).
 Positivism: The positivism approach to philosophy is related to the facts and
helps in gaining knowledge through the observation. This results in increasing
the trustworthiness upon the study and the data were collected. It is an
independent research and it is limited to the collection of data and its
interpretation (Crossan, 51). There are certain principles of positivism which
state that research must be explanatory and every single point must be covered
to clear the understanding. Along with this, the adequate hypothesis must get
created and this hypothesis should be duly tested to accomplish the research
process successfully. The research is both the art and science thus the common
sense must be avoided and factuality should be paid attention (Bunge, 258).
 Interpretivism: This philosophy understands the human behaviour and
interest of human being in the study. It is bound socially and focuses on the
cultural values. This theory defines the situation in which the human
behaviour is revealed that is how the person manages the behaviour and acts in
the adverse situation. It involves the interpretation made by the researcher
while conducting the study. They are the assumptions and hypothesis created
by the researcher (Edirisingha).
 Realism: The realist is the Latin word which depicts that things are actually
real. It focuses on the real outer world that really exists and it draws the
attention of learner as well. The theory consists of two aspects which are direct
and critical realism. Direct realism stands for all those material and matter that
can be seen and heard and through this, the derivation could be derived.
Critical realism is those unconscious thoughts and facts which could not be
seen but they are deeply related and hidden reason behind the happening of
things (Maxwell, 22).
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Analysing the human resource issues and business development
3.4 Research approach
The research approach is the attitude of the researcher towards the study. It defines the way in
which the research has been conducted. Basically, there are two main approaches to the
research that is quantitative and qualitative research. Quantitative research is statistical in
nature. They are qualitative in which the result is measured in numerical form. It also
involves the experimentation and assumption upon which the research is been made to
understand the topic of study more deeply (Sekaran & Bougie, 24). They are the practical
aspect of study as it inculcates the face to face interaction with the respondents and adopting
their thinking and undergoing the evaluation using the critical realism philosophy of research.
Such an approach is counted as authentic and reliable as they are calculated, approved and
successfully experimented (Smith, 249).
A qualitative approach is based on the secondary studies which are collected from the
research made by other experts. It is influenced by the thoughts of previous researchers and
helps in building up the perception of the person. It contributes in changing the idea towards
the particular thing and assists in creating one’s own viewpoint which is rather related and the
topic and could be moulded in another aspect as well. This helps in introducing the varieties
of thoughts and increasing the perspective of the studies. These informative are rich in
knowledge and facts that’s why the term quality is been used for it (Langford, 110). The
components involved in the qualitative approach are an authentic business newspaper,
magazines, circulars, journal articles and the authentic web pages. The drawback with the
qualitative research is that reliability of the information is less as a comparison to the
quantitative data. The reason behind it is that the facts and thoughts vary from person to
person and none of them could be claimed upon. Neither is all relevant cent percent nor is all
vague thus relativity cannot be drawn (Henwood, 1612).
But overall both the approaches are important in one or the other way. The topic or
problem which is practical in nature there is a need to conduct the quantitative search
whereas the topic where theoretical research and deep study is required there qualitative
approach will be opted for (Frels & Onwuegbuzie, 188). In this particular research, there is a
mixed need for both the approaches, for authentication the questionnaire upon the employee
engagement was made to fill by the respondents and for the sake of deep study the qualitative
approach is used to understand the facts and figures in the better way (Klassen, 378).
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Analysing the human resource issues and business development
3.5 Research Design
As per Farooq, the research design is based on the structure of the research in the way that
how the research needs to be conducted. It helps in analysing the opportunity and researching
the problem. Before initiating the research first and foremost thing is to identify the problem,
afterwards piloting is done to know whether the problem actually prevails or not, is it the
topic to be researched upon? Thereafter the planning and plotting are been done and the
objective is defined. The data collection process starts and technique of gathering the
information was selected. For the particular project both primary and secondary research has
been undertaken (Lewis, 474). For primary research, the questionnaire aspect has opted and
for secondary research, the earlier research papers, books, journal article and business
newspaper are chosen. After collecting the data the information is analysed through a
quantitative and qualitative technique using the positivism, interpretivism and realism
philosophies. The research approach has been designed and afterwards, the action plan should
be constructed followed with Gantt chart. The research limitations must also be quoted as it
depicts the trials and errors made while performing the research and that these issues and
failures at the place would not be repeated in the future (Cresswell & Poth, 111). At the end,
the report must include its main part which is findings and discussion along with the
conclusion and recommendations. Based on such a design the research plan is made and the
researcher must abide by this plan for better accomplishment of the study (Farooq).
3.6 Set up plan for the project
To analyse the set-up of the research the foremost thing that needs to be done in preparing the
research plan. The research plan involves the step by step movement of the study. It helps in
focusing on the research topic and preventing the deviation from the topic. For that, the
appropriate action plan should be drawn followed by Gantt chart.
Action Plan
S. No. Activity Initiation Date
Duration (in
days). Completion Date
1 Selecting the research topic
3rd September
2017 1
3rd September
2017
2 Constituting aim
4th September
2017 1 4th September 2017
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Analysing the human resource issues and business development
3 Literature review
5th September
2017 6
10th September
2017
4 Research Methodology
11th September
2017 5
15th September
2017
5 Data analysis
16th September
2017 4
19th September
2017
6 Evaluation
20th September
2017 2
21st September
2017
7
Conclusion and
recommendation
22nd September
2017 1
22nd September
2017
Gantt chart
Sep-17
S.No
. 3 4 5 6 7 8 9
1
0 11 12 13
1
4
1
5 16 17 18
1
9 20 21 22
1
2
3
4
5
6
7
4 Research limitations
Research limitations are those measures which the researcher cannot control. They are the
points where the research report is lacking. If taken care and mistakes are avoided the result
could be much accurate. The limitations within the research must always be analysed to
acknowledge the mistakes and learning out of it. These limitations result in raising the
opportunities and incorporating suggestions to make the things even better the next time the
research is been conducted (Connelly, 325). The limitations with this particular research are
quoted as under:
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Analysing the human resource issues and business development
 The sample size for the primary research is less; this could be increased for gaining
even better and authentic results of the research. More the sample size more will be
the collection of data and reliability of the research gets increased.
 In the secondary data collection, the information provided is as per the imagination
and perspective of the researcher. It is not completely reliable and does not draw
much relativity to support the report.
 The studies conducted and material collected is less and further information could be
gathered for delivering better outcomes which might be more fruitful and the
researcher may get to learn more about it. The topic should be remained intact and
diversion from topic should be prohibited.
 Another limitation is the less availability of resources for gathering the information
and analysing it for better evaluation and interpretation.
 The environmental control is there which curbs the approach of research and limits
the scope of the study.
 Since both quantitative and qualitative approach has been applied thus it is time-
consuming and cost id also indulged in this research making it expensive.
 The primary data could be analysed but the secondary data analysis is difficult. There
is no perfect technique used to analyse the secondary research data and it is based on
the experiments and mere thoughts and ideas of the researcher.
5 Findings and Discussions
The findings and discussions are the main portions of the research; it involves the gist of
study. They are the suggestions and facts that are noticed while investigating and the
discussion is conducted and relevance is drawn. It involves identification and gaining
knowledge through distinct sources and hypothesis has been created to measure the relativity
of investigation that has been made (Sium, 150). The findings and discussions drawn out of
this research are:
20

Analysing the human resource issues and business development
5.1 Findings
 Employee engagement is interconnected with the organisational commitment. If the
employee is completely engaged with their work then automatically the commitment
with the organisation gets developed.
 The employee engagement directly affects the productivity of the organisation. It
ensures the job satisfaction of the staff members.
 As per research the candidates between the ages of 31-45 years feel valued at their
workplace. Most of the people participated in research are male candidates.
 77.8% people feel that teamwork is a prime necessity and the members in the group
assist each other in the accomplishment of the goal.
 It was figured out from the primary research and calculations that 72.2%
organisations take a step in releasing the stress of employees which boost up the
morale to work effectively and efficiently.
 77.8% of the sample size believes that they share the positive relations with the staff.
 88.2% of the people are interested in their jobs and find it valuable.
 55.8% of sample size states that growth rate is neutral while 29% are satisfied and
5.9% are either fully satisfied or dissatisfied.
 On considering the motivational techniques 33.33% are either satisfied or neutral with
the motivational aspect of the organisation and 27.8% are dissatisfied with the
motivational strategy and 5.6% are fully satisfied.
5.2 Discussions
 The employee engagement is the major aspect of the human resource management.
They assure the popularity and reliability of the organisation.
 It depicts the goodwill of the company and strength of the country.
 The belongingness and attachment of the employee could be assessed through
employee engagement.
 It renders the better exposures to employees and proves to be the best motivational
factor.
 From the research and its findings, it could be concluded that employee engagement is
highly dependent upon the organisational structure and culture.
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Analysing the human resource issues and business development
 If the person is valued and adequate motivational factors have been implemented they
feel engaged within the organisation.
 The organisational productivity increases with the increase in job satisfaction.
Employees perform their best when soothing and calm environment is provided to
them. The pressurise work only helps in enhancing stress whereas supportive
environment and adequate policies of labour law bonds up to the employees in the
company and increases the attachment.
6 Conclusions
Hence, from the entire research, it could be cultivated that employee engagement is the
crucial element for the growth of human resources. In Myanmar, the condition of human
resource management is not stable and business development has to be made. Considering
this purpose, the study has been undertaken and critical element is selected which connects
with all the measures of human resource. The employee engagement is that factor which
helps in improving the situation and assists in the development of the business. The situation
of human resource management is analysed and what actually human resource management
is and for what it is meant is evaluated. The roles and responsibility of HR have been
discussed thereafter the issues connected with the human resources management in Myanmar
is examined. In Myanmar, the situation is worse and the poverty level is high. The
opportunity of employment is less and more starvation is there. The government of Myanmar
has taken steps to improve the policies and practices in the country and for that sake, the job
opportunities are created. The employee engagement has been introduced which states the
involvement of the person within the organisation. It depicts the organisational commitment
that an employee carries. The importance of employee engagement has been discussed and its
emergence has been focused on. The employee engagement assists in building up the
relations with the peers, subordinate and superior. It strengthens the internal structure of the
organisation. The employee engagement is related to the job security and satisfaction within
the job. If the employee is satisfied and motivated towards the work the committee is raised
automatically and the employee feels the belongingness. The engagement of employees is
beneficial for both the organisation as well as the nation. The literature review upon these
conditions has been made. The appropriate methodology for research has been selected. For
data collection, both primary and secondary method has been selected. The epistemology
philosophy has been selected and adequate research design is chosen for conducting the
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Analysing the human resource issues and business development
research. Data analysis has been made by the way of questionnaire and collecting the reviews
and ideas through the secondary research. After analysing the data its interpretation and
evaluation have been made and finally, the findings are extracted and discussions are made.
Along with it, the research limitations were also noted and thereafter the conclusion is drawn.
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8 Appendix
Questionnaires: https://docs.google.com/forms/d/1YiWn1B8wZHYAEMVlzDAAyQBxhZ-
9iZ5_5knV2DaQqu4/edit
1. What is the gender?
o Male
o Female
2. What is the age?
o 21-30
o 31-45
o 46-60
3. In which industry do you work? Please specify
4. Do you feel being valued at the workplace?
o Yes
o No
Specify the reason.
5. Do your teams assist in accomplishing your objective?
o Yes
o No
6. In few words explain the working environment?
_____________________________________
_____________________________________
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Analysing the human resource issues and business development
7. Has your company taken certain steps towards stress handling in the organisation?
o Yes
o No
8. Do you share positive relations with the staff?
o Yes
o No
9. Does your job fit your interest and skills?
o Yes
o No
10. Rate the growth criteria followed in the organisation?
o Fully Satisfied
o Satisfied
o Neutral
o Dissatisfied
o Fully Dissatisfied
11. Rate the motivational techniques used in your organisation?
o Fully Satisfied
o Satisfied
o Neutral
o Dissatisfied
o Fully Dissatisfied
12. If no, then what measures would you like to incorporate for better motivation?
-----------------------------------------------------------
13. Would you recommend your friends and family to work in your organisation?
o Yes
o No
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Analysing the human resource issues and business development
Thank you for the valuable time!!!
Note: Link to Google forms:
https://docs.google.com/forms/d/1YiWn1B8wZHYAEMVlzDAAyQBxhZ-
9iZ5_5knV2DaQqu4/edit
Link to Google responses:
https://docs.google.com/forms/d/1YiWn1B8wZHYAEMVlzDAAyQBxhZ-
9iZ5_5knV2DaQqu4/edit#responses
30