Impact of HR Management Practices on Employee Commitment at IBM, UK

This research proposal examines the role of HR management practices in fostering employee commitment, specifically within the context of IBM, UK. The study aims to identify factors influencing employee commitment, evaluate best HR practices for enhancing it, and assess the impact of these practices on workforce dedication. The proposal outlines a comprehensive research methodology, including inductive and descriptive-exploratory research designs, employing interviews and surveys for data collection. Data analysis will involve statistical tools like correlation and cross-tabulation, utilizing SPSS and MS-Excel. Ethical considerations are also addressed. The study seeks to contribute valuable insights into how organizations can improve employee commitment through strategic HR practices. The research questions address factors affecting commitment, best HR practices, the role of these practices, and applicable HR methods. The literature review explores employee empowerment, compensation, training, and development, as well as the importance of employee participation and satisfaction, as key factors. The proposal also includes a timeline and references.

Running Head: RESEARCH PROPOSAL
RESEARCH PROPOSAL

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Table of Contents
1 Introduction.........................................................................................................................3
1.1 Research title:..............................................................................................................3
1.2 Research background...................................................................................................3
1.3 Research Aim and Objectives.....................................................................................4
1.4 Research Questions.....................................................................................................4
2 Research methodology........................................................................................................7
2.1 Introduction.................................................................................................................7
2.2 Research Approach......................................................................................................7
2.3 Research Design..........................................................................................................7
2.4 Research Strategy........................................................................................................8
2.5 Data Collection Method..............................................................................................8
2.5.1 Sampling Method.................................................................................................9
2.5.2 Data Analysis Method..........................................................................................9
2.5.3 Ethical Consideration...........................................................................................9
3 Timeline............................................................................................................................10
References................................................................................................................................11

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1 Introduction
1.1 Research title:
Role of HR management practices on employee commitment: in context of IBM, UK.
1.2 Research background
The employee commitment is determined as a tool that facilitates to sustain the position of
organization in market. Further, it is examined that employee commitment is a vital
instrument which enables the organization to enhancethe performance of an organization.
Moreover, the human resource executives use different activities and always engaging in
increasing the interest of employee commitment as it could be possible by considering best
practices of HR (Srivastavaand Dhar, 2016). It would affected to the overall outcome.
It is illustrated that the practices of human resource that can allow manager for making the
friendly atmosphere for employees. It also offers security to the employee that imperatively
enhance employee commitment in organization. Moreover, the organization has faced many
issues that are associated with the working condition due to increase the time pressure,
insecurity of job, and less social relation that negatively affected the employee attitudes.
Consequently, it would increase the workforce’s commitment level about its positions as well
as works that have been decreased (Yamaoand Sekiguchi, 2015). Moreover, it is illustrated
that best HR activities can enables the firm to improve employee commitmentand obtain
higher competitive advantages. In recent period, firm has used training and development
method and increase employee commitment. The organization could also imply the reward,
effective compensation and, flexibility in the working place. It could be influencedby the
level of employee commitment (Van De Voorde and Beijer, 2015).

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1.3 Research Aim and Objectives
The key aim of this study is to determine the best practices of human resources with respect
to increasing employee commitment in the organization. With the purpose of conducting this
study, the following objectives will be attained:
 Discover the factors affecting the commitment level of workforces in contributing to
the company’s success: in the context of IBM, UK.
 Examine the best human resource practices for increasing the employee commitment
in the organization: in the context of IBM, UK.
 Evaluate the role of best human resources practices in increasing the workforce
commitment: in the context of IBM, UK.
 Suggested many methods to apply best HR practices and increase employee
commitment: in context of IBM, UK.
1.4 Research Questions
For obtaining the research activities, the following research questions will be considered:
 What are the factors affecting the commitment level of workforces in contributing to
the company’s success?
 Which are the best human resource practices for increasing the employee commitment
in the organization?
 What is the role of best HR (human resources) practices in increasing workforce
commitment?
 Which human resource methods can be applied to increase employee commitment?

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Literature review
Discover the factors affecting the commitment level of workforces in contributing to the
company’s success: in the context of IBM, UK.
Van De Voorde and Beijer (2015) stated that there are many components which could affect
the commitment level of workforces in contributingto organizational success. Herein, the
empowerment is essential element that affected to workforcescommitmentlevelof the firm. It
is addressed that employee empowerment act could facilitate to the workforces for
establishing their skills, position, and knowledge, which could significantly improve its
commitment equal in organization that consequently facilitates them to create a vital
influence in success of business.
In support of this, Srivastavaand Dhar (2016) illustrated that the competition level could be
another factor that reflects the employees. commitment level. The compensation could retain
the workforces and increases its commitment towards the activities of firm. Apart from
this,Shipton et al. (2016)stated that sometimes, workforces see internal as well as
compensation practices secretive as well as unfair which negatively affect the workforce
commitment level. In addition, it is examined that employee could set their target to
contribute higher in the working place and enhance the production level of firm.
Examine the best human resource practices for increasing the employee commitment in
the organization: in the context of IBM, UK
There are certain HR (human resource) practices, which are practised by IBM to increasethe
commitment level of workforces in IT services industry. According to Sharmaand Dhar
(2016) the active involvement of workforces could be increased by the training and
development acts, which could reflect the higher commitment level of employee. Because the
higher active involvement could enhance new capabilities and knowledge with respect to the
change procedure. It could support to increase the growth of the organization.

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In contrast to this, Ahmad, (2015) stated that lack of employee participation in training
programs facilitates to company in creating the understanding of workforces inacocmplshing
organizational purpose in limited time. It could also negatively attracted workforces as they
facilitate to increase its commitment level that inspires them to leave the organization. It
could also negatively affects the efficiency and productivity of the organization. It would
provide better opportunity to improve customer services.
Evaluate the role of best human resources practices in increasing workforce
commitment: in the context of IBM, UK
According to Mostafaet al. (2015) human resource practices can be vital in
enhancingworkforcescommitment level. It is imperative for the executive of HR to enhance
trust and job satisfaction level of employee towards the acts of firm. It would lead to gettinga
positive result. On the other hand,Maheshwari and Vohra (2015)stated that the best practices
of human resources named as compensation and reward as it could facilitate the workforces
to foster its wellbeing that ultimately outcomes in enhancing financial as well as operational
performance of the organization. It could inspire in increasing the employee commitment
level towards the acts of firm.
Suggested many methods to apply the best HR practices and increase employee
commitment: in the context of IBM, UK
According to Latorre et al. (2016) systematically execution of HR practices could enable to
get advantages for the workforces as well as company. Because this method could provide
the best opportunity for the firm for developing skills and understanding of workforces as
well as organization could increase its performance. It could enable to meet the person acts. It
is also stated that human resource manager could use best practices in a systematic manner.
Herein, human resources executives could use imperative structure of communication
structure within the organizations so that they could facilitate identify each subject area to

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workforces on the basis their roles as well as tasks. In this, the manager of human resources
could imperatively increase understanding of each employee about diverse HR practices as
well as their significantly in the particular life.
On the other hand,Kooijand Boon (2018) illustrated that development of imperative
communication modes would be imperative for human resource executives with the favor of
conversing the best HR practices among workforces. Herein, management adoption by
strategy objective could support human resource executive to assure mutual commitment of
workforces and management for implementing of effective human resource practices.
2 Research methodology
2.1 Introduction
The research methodology is a section of study which might enable to choose a method that
directed to get information towards the research matter (Jaiswaland Dhar, 2017). The
research methodology section could consist of many methods that have been discussed
below:
2.2 Research Approach
For completing the purpose of research, the inductive method is practiced than deductive
approach as it allows the investigator to increase their subjective understanding about
research matter. Herein, the investigator could enable to improve the validity as well as
reliability of study. With support of this approach, the investigator can facilitate to get depth
data and create particular conclusion to create the best HR practices for meeting the employee
commitment. On the other side, the deductive strategy could enable to develop the hypothesis
as it is not suitable for this study (Haider, et al., 2015).
2.3 Research Design
For conducting this study, the descriptive, as well as exploratory research design, were
practiced by the investigator to get depth information towards the study (Gutierrez-Gutierrez,

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et al., 2018). This method could enable to get theoretical as well as conceptual information
about the study in the context of role of HR practices for increasing worker commitment at
working place. It would directly reflect on the higher production level of the firm. In addition,
it is evaluated that descriptive methodfacilitates to understand the individual’s characteristics.
These methods will supported to investigator to pool opinions of investigator in the context of
meeting organizational task (Guest, 2017).
2.4 Research Strategy
In this study, an interview, as well as survey research methods,are used by investigator. It is
because these strategies could enable the researcher to obtain suitable amount of data that is
related to enhance the commitment level of employee at working place. From the application
survey through questionnaire tool facilitate to obtain the statistical information about the
concern. It could also enable to increase the validity as well as reliability of study result. In
contrast to this, the application of interview approaches the researcher will ask subjective
question to the participants about the concern and make reliable conclusion in favour of the
research issue. It will also be supported to increase the research validity (Gould-Williams,
2016).
2.5 Data Collection Method
This study is emphasized on evaluating role of best human practices in increasing
commitment level of employee. The researcher has selected both techniques of data gathering
tool named ass primary as well as secondary data collecting tool (El-Kassarand Singh, 2019).
The application of the primary data collection method will allow the directly converse with
those people who will be part of the study and interested in sharing their views and opinion
towards the concern. The secondary data will aid to develop theory about the concern as it
will be possible by entailing certain sources that are known as articles, books, online and
offline sources. It will allow to get the depth and accurate information and operate the study

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in an effective manner. The primary data is gathered by entailing face to face interview to get
depth information about the study. This strategy supported scholar to get opinion of selected
candidates that are associated with the best human practices (Dhar, 2015).
2.5.1 Sampling Method
With the motive of this study, the probability sampling tool will be practiced due to getting
the depth information towards the matter. Simple random sampling tool is implied by the
researcher to select the people for conducting the study (Collings, et al., 2018). The
researcher will be able to collect the responses of participants in favour of their survey
through questionnaire. In this, 55 workforces from the IT service industry of Middle East
region will be chosen to conduct the survey. This method will allow getting accurate
information towards the study manner. In addition, it is examined that the non-probability
sampling tool will not prefer by investigator as it not facilitates to randomly chose research
participants that could create the biases in the study (Brattonand Gold, 2017). This method
will allow selecting the people on the basis of age, gender, and experience that could affect
the performance of the origination. From the application of probability sampling tool, the
researcher will be free to share their opinion towards the study issue.
2.5.2 Data Analysis Method
With respect to evaluating the data, the statistical data analysis tool will be practiced as it
allows the researcher to meet the research issue. There are certain tools which are entailed by
researcher named as correlation and cross-tabulation tool is practiced to interoperate the
participate reposes. In this, SPSS and MS-Excel software are practiced to represent tables and
graphs that could be imperative in evaluating the role of HR practices in engagement of
workforce commitment.

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2.5.3 Ethical Consideration
For this study, the meaning of ethics is related to completing the every task of study in an
ethical way by complying with college guidelines as well as participants privacy. It also
supports the research scholars to choose suitable behavior with respect to complete the study
effectively (Ahmad, 2015).
3 Timeline
The research timeline could be imperative for evaluating the research acts that will be
completed at the time of conducting the research acts:
Activity Duration Date
Selection of research act 1 month Mar 2019-April 2019
Literature review 3months May 2019 – July 2019
Data collection 4 month August 2019-december 2019
Data analysis 2months January 2019 – March2020
Report write up 1 month April 2020 – May 2020
Proofread for final
submission
1month June 2020 – August2020
Submission 1 month September 2020
With respect to the above table, it can be addressed that the data gathering acts could take
higher time than other research acts.

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References
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business & management, 2(1), p.1030817.
https://www.cogentoa.com/article/10.1080/23311975.2015.1030817
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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